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DiversityCommittee Meeting
February 2015
Committee MembersJ. Molloy, ChairmanF. Ferrer, MTA Vice ChairmanS. MetzgerJ. Banks IIIR. Bickford
Diversity Committee Meeting 2 Broadway - 20th Floor Board Room
New York, NY 10004 Monday, 2/23/2015 2:15 - 3:15 PM ET
1. PUBLIC COMMENT PERIOD Discussion
2. APPROVAL OF MINUTES – NOVEMBER 17, 2014 ApproveMinutes of the MTA Diversity Committee Meeting - November 17, 2014 - Page 3
3. 2015 DIVERSITY COMMITTEE WORK PLAN Review2015 Diversity Committee Work Plan - Page 10
4. 2015 DEPARTMENTAL GOALS UPDATE
2015 Departmental Goals - Page 13
5. BUSINESS AND DIVERSITY INITIATIVES PresentationBusiness And Diversity Initiatives - Page 16
6. CERTIFICATION ACTIVITY REPORT PresentationCertification Actvity Report - Page 18
7. FOURTH QUARTER 2014 EEO ACTIVITIES PresentationEEO Fourth Quarter Activity Report - Page 22 Strategies to Address Underutilization - Page 44
8. SMALL BUSINESS MENTORING PROGRAM UPDATE PresentationSmall Business Mentoring Program Update - Page 61
9. SMALL BUSINESS FEDERAL PROGRAM UPDATE PresentationSmall Business Federal Program Update - Page 63
10. M/W/DBE CONTRACT COMPLIANCE 2014 4TH QUARTER REPORT PresentationMWDBE Contract Compliance - Page 65
11. FINANCIAL AND LEGAL SERVICES PresentationFinancial and Legal Services - Page 74
12. ASSET FUND MANAGERS PresentationAsset Fund Managers - Page 78
13. M/W/DBE CAPITAL PROJECTS PresentationCapital Projects - Page 81
14. MTA EEO POLICY STATEMENTS
EEO Policy Statements - Page 84
MTA DIVERSITY COMMITTEE Meeting Minutes
347 Madison Avenue, Fifth Floor Board Room New York, NY 10017
Monday, November 17, 2014 2:30 p.m.
The following Committee members were present:
Hon. John Molloy, Chairman Hon. Fernando Ferrer Hon. Susan G. Metzger Hon. Robert Bickford
The following Committee member was absent:
Hon. John Banks III
The following were also present:
Joseph Giulietti, President, MTA Metro-North Railroad (“MNR”) Michael J. Garner, Chief Diversity Officer, MTA Department of Diversity and Civil Rights (“DDCR”) Jerome Page, MTA General Counsel Michael Wetherell, Director, MTA Office of Construction Oversight Naeem Din, Deputy Director, DDCR Ray Burke, Assistant Director, Minority Women-owned and Disadvantaged Business Enterprise (“MWDBE”) Contract Compliance, DDCR Zenaida Chape, Assistant Director, Business and Diversity Initiatives, DDCR Shawn Moore, Assistant Director, Equal Employment Opportunity (“EEO”) and Title VI Compliance, DDCR L. Danny Camacho, Manager, Certification, DDCR Leon Goodman, Assistant Director, EEO, Title VI and MWDBE Outreach, DDCR George Cleary, Deputy Director, Small Business Mentoring Program, DDCR David Sang, EEO Specialist, Investigations, DDCR Alexandra Infeld, Chief of Staff, MTA New York City Transit (“NYC Transit”) Joel Andrews, Chief Officer, Office of EEO, NYC Transit Vernessa Moses, Assistant Chief Officer, Office of EEO, NYC Transit Alberto Richardson, Operations Analysis Officer, NYC Transit, Buses Michael Fyffe, Director, Diversity Management, MTA Long Island Rail Road (“LIRR”) Katherine Betries-Kendall, Vice President, Human Resources, MNR Robert Rodriguez, Director, Office of Diversity and Equal Opportunity, MNR Roberto Aguirre, Sr., Assistant Director, Office of Diversity and Equal Opportunity, MNR Alana Smith, Manager, Statistical Analysis and Compliance, MNR
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Ouida Gaillard, Human Resources Business Partner, Human Resources, MNR Eric Perry, Acting Chief EEO Officer, MTA Bridges and Tunnels (“B&T”) Anthony Gardner, Deputy Director, Procurement, MNR Christine Norman, Manager, MWDBE Procurement Compliance, MNR Evan Eisland, General Counsel, MTA Capital Construction (“CC”) David Cannon, Director, Procurement and Risk Management, CC Sheldon Dixon, Director, Human Resources, CC
1. Public Speakers: There were no public speakers. 2. Minutes Upon a motion duly made and seconded, the Committee unanimously approved the minutes of the meeting held on September 22, 2014. 3. Overview of Today’s Meeting
2014 Diversity Committee Work Plan
Chairman Molloy asked if there were any changes to the Work Plan. Mr. Din indicated that there are no changes to the 2014 Work Plan. The committee approved the 2015 Work Plan.
Business and Diversity Initiatives
Ms. Chape reported on outreach initiatives for the third quarter of 2014, highlighting the events for August and September. Ms. Zenaida Chape stated that the B&T’s Sandy Mega Project outreach meeting, held in August 2014, resulted in contract awards for certified firms. She also noted in August, Tutor Perini presented Hudson Yards MWDBE Expo. In addition, Ms. Chape stated that the training for MTA’s Small Business Development Program began in September and that in October, MTA-wide procurement staff took part in the annual New York State MWBE Conference in Albany. She also expressed that the agency procurement representatives did an excellent job representing the MTA at this conference.
Certification Activity Report Mr. Danny Camacho reported on the certification activity for the third quarter of 2014. He stated that a total of 30 new certification applications were received during this quarter, which is the same number of applications that were received during third quarter of 2013, but less than the number of applications received for the same period in 2012, i.e., 40. Mr. Camacho said that a total of 33 applications were processed during the third quarter of 2014: 19 certified, 1 denied certification, 8 applications returned, and 5 withdrawn. Mr. Camacho added that the number of denials will be higher in the next report, as they are still being processed. Mr. Ferrer asked whether applicant firms, that are being denied certification, are intentionally misstating facts in their applications. Mr. Camacho said no, applicant firms believe they meet the certification standards set out in the federal regulations, when in fact they do not. Mr. Garner said that at the next
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Committee meeting, DDCR will report on the number of certified firms which have received prime or subcontract awards. Mr. Garner also added that in April 2014, two large prime contracts were awarded to certified DBEs, one in the amount of $16 million and the other worth $14 million. Ms. Metzger said there is a lot of pride in the award of these contracts. Third Quarter 2014 EEO Activities Ms. Shawn Moore reported on MTA-wide underutilization as of September 30, 2014. Ms. Moore stated that females are underutilized in all job categories, except service maintenance, and that Hispanics are underutilized in all job categories, except paraprofessionals. She also stated that Blacks are underutilized in the officials & administrators category at LIRR, and in the technician category at MTA HQ, which is comprised of MTAPD. Ms. Moore explained that updated Census figures show MTA-wide improvement in the representation of Blacks but that there is underrepresentation of Native Hawaiians/Other Pacific Islanders in all job categories. Ms. Moore stated that this is an area MTA agencies are focused on addressing, underutilization. She also noted that Asians, and American Indians and Alaskan Natives, are underutilized in at least half of the job categories throughout MTA; however their representation has improved in the other half. Ms. Moore also reported that MTA-wide a total of 4,628 new employees were hired, of which 20% are females and 72% are minorities. She added that HQ hired the highest percentage of females (45%); and MTA Bus hired the highest percentage of minorities (86%). Ms. Moore also reported that MTA-wide, a total of 418 EEO complaints were received and that of these, 200 complaints were filed with external agencies. Ms. Moore stated that the most frequently alleged external complaints included: disability discrimination (20%), race and color discrimination (20%), and other or miscellaneous discrimination (25%). Ms. Moore reported that there were a total of 218 internal EEO complaints. She stated that sexual harassment (21%), race and color discrimination (23%), and other or miscellaneous discrimination (23%) were most frequently alleged. She added that 72 Title VI complaints were received; race/color discrimination (80%) was most frequently alleged. Ms. Moore also reported on female and minority underutilization in MTA HQ workforce. She noted an improvement of Hispanics and Native Hawaiian /Pacific Islanders in the officials and administrators, category. Ms. Moore stated that areas in need of improvement include: Technician Category with respect to Hispanics, Native Hawaiian /Other Pacific Islander, and Females; Protective Service Category, we need to focus on Females and Native Hawaiian/ Other Pacific Islander; and Administrative Support Category, we need to focus on Hispanics, who are down by 4%, and Native Hawaiian /Other Pacific Islander, down by 5%. Ms. Moore reported that in MTA PD workforce, females are underutilized in all titles, except detective, and Blacks are underutilized in all titles except police officer and detective. She also stated that Hispanics are underutilized in the titles of lieutenant and captain and that Native Hawaiian/Other Pacific Islanders are underutilized in the title of police officer. Ms. Moore also reported that a total of 132 employees were hired at MTAHQ, of which 57% are minorities and 45% are females. Mr. Ferrer asked what steps the MTA is taking to address underutilization of females and Hispanics. Additionally, he said the availability and underutilization numbers for MTA CC are still puzzling. Mr. Garner replied that in his recent meeting with Michael Horodniceanu, president MTA CC, it was determined that there needs to be MTA-wide focus on addressing barriers to hiring of females and Hispanics. Mr. Garner added that external relationships need to be developed and maintained and that various MTA agencies have internship programs, or are discussing putting such programs in place. Mr. Garner highlighted B&T’s Management Associates Program, which allows the agency to hire paid management associates over a 24-month period. He said they rotate through different assignments within
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the agency and that females and minorities comprised 58% of the most recent class in this program. Mr. Garner added that we need an MTA-wide internship program and that Chairman Prendergast has agreed to fund such a paid program, first at HQ and then across the organization. Mr. Garner stated that MTA is planning a Request for Proposal (“RFP”) that will allow the MTA to hire a consultant to assist and provide guidance in the MTA-wide hiring of females and Hispanics. Mr. Garner said these are the types of strategies that need to be put in place in order to focus on the hiring of females and minorities, including Hispanics. Ms. Moore said that Mr. Ferrer’s questions about underutilization and workforce availability at CC will be addressed by the presentation provided at this Committee meeting on selection of MTA’s geographic recruitment areas, and the workforce availability process. Ms. Moore briefed the Committee on selection of MTA’s geographic recruitment area, which is primarily New York and New Jersey; Connecticut is a secondary recruitment area. She outlined specific counties within the tri-state area that make up the recruitment area, as listed in the Committee book. Ms. Moore added that the 2010 Census data is based on the American Community Survey of skilled civilian labor force, based on race and gender. Further details of the presentation are contained in reports filed with the records of this meeting and in the video recording of the meeting produced by the MTA and maintained in the MTA records. Ms. Metzger noted that Orange County is not part of the New York recruitment area. Ms. Moore said MTA is never limited to counties listed in the presentation; recruitment areas can always be expanded as needed. Ms. Metzger asked if availability percentages are based on selected recruitment areas. Ms. Moore said yes, they are based on the recruitment areas that we have identified and MTA is required to show the Federal Transit Administration (“FTA”) its recruitment areas, the areas of underutilization and the efforts to address it. We need to show FTA we are recruiting from our identified recruitment areas, Ms. Moore added. Ms. Metzger said she will ensure MTA recruits from Orange County, which offers a pool of skilled applicants; several MTA employees also reside there. Mr. Ferrer asked how MTA determines workforce availability numbers. Ms. Moore said availability of females and minorities for each job category is determined using an external factor -- those available in the relevant geographic area, and an internal factor -- those available for promotion and transfer in the existing workforce. She stated that underutilization exists if the percentage of females and minorities in a particular job group is less than 80% of what is determined to be the availability. She also said that the workforce availability numbers may vary among MTA agencies depending on the two factors referenced above. Ms. Moore said other factors that may affect availability are differences in recruitment areas and their application to various job categories, variance among the agencies in job categories, the differences in internal availability, and major internal restructuring, such as consolidation, restructuring and/or creation of new job functions. Ms. Metzger asked if the FTA has approved our method for calculating workforce availability. Ms. Moore replied that the MTA and its agencies have used the current methodology in their EEO Program, which is approved by the FTA. Ms. Metzger said if MTA were using the wrong methodology, FTA would not have approved its EEO Program. Ms. Metzger noted that it is strange that smaller internal availability would result in a smaller overall availability number. Ms. Moore said, for example within MTA PD, police officers are a feeder group for detectives and sergeants. Ms. Moore noted that in order to diversify the ranks of detectives and sergeants, we would have to make sure that the group of police officers is diverse. Ms. Metzger said this would cause a delay in addressing underutilization. Ms. Moore said that she gave an example of a position within MTA PD. Ms. Moore said there is more flexibility for other managerial positions where we are not limited to a feeder pool and that for those positions, a greater emphasis can placed on external recruitment.
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Mr. Ferrer said he understood the two-factor analysis for determining availability. He wanted to know what efforts are being made to correct underutilization, and when can he expect to see the results of those efforts. Mr. Garner said the paid internship programs are the short term solution and that these programs will allow the MTA to have a diverse pool of available applicants to draw from. Mr. Garner said in the long term, MTA will need to establish meaningful relationships with outside groups, who can refer qualified diverse applicants when vacancies exist. Mr. Garner said MTA is also seeking to hire an outside consultant in assisting it in hiring females and Hispanics. Mr. Ferrer asked for the time frame in hiring of the consultant, and for it to make recommendations. Mr. Garner said the RFP has not yet been issued, and he will get back to Mr. Ferrer shortly. Mr. Garner added that a meeting is being scheduled with Michael Coan, Chief, MTA PD and the Guardian Association’s representatives to discuss efforts to address underutilization at MTA PD. Mr. Garner said that the same focus will be applied to address underutilization that was applied to MWDBE Programs. Small Business Mentoring Program (“SBMP”) Update Mr. Cleary provided an update on the SBMP for the period July to September 2014. He stated that five contracts were awarded, totaling $3 million. He noted, of these, four contracts were awarded to certified MWBEs, totaling $2.1 million (70%).
Mr. Cleary reported that there were 29 firms pending pre-qualification. He said a total of five loans have been approved, totaling $650,000 and that participating firms can apply for small business loans totaling the lesser of $150,000, or 30% of the contract value.
Small Business Federal Program (“SBFP”) Update Mr. Cleary provided an update on the SBFP for the period July to September 2014. Mr. Cleary said that two projects were awarded, totaling $2.1 million with 31% DBE participation. He reported that a total of 23 firms have been prequalified and 14 firms were pending prequalification and that participating firms can apply for loans totaling the lesser of $900,000, or 30% of contract value. Mr. Cleary said the Surety Bond Assistance Program has been finalized with Willis/ACE Surety. He explained that under this program, participating firms will be eligible for surety bonding assistance for up to $3 million.
Mr. Garner added that the MTA has the largest surety bonding assistance program in the nation. Mr. Garner thanked Mr. Page and MTA’s outside consultant for their assistance in finalizing this program. Mr. Garner said it is expected that between now and July 30, 2015, 125 contracts will be awarded in the Mentoring Program, totaling $147 million.
MWDBE Contract Compliance
Mr. Ray Burke reported on federal and state funded contract awards. Mr. Burke reported for the period October 2013 to September 2014, MTA awarded $984 million in federally funded contracts with approximately $168 million (17%) being awarded to certified DBEs. Mr. Garner said that for the first time MTA achieved its 17% DBE goal and that for the same period, $1.5 billion was paid to prime contractors, of which $192 million (12%) was paid to DBEs.
Mr. Garner said as a result of recent FTA rule change, MTA is now required to report to the FTA payments made on ongoing contracts. Mr. Din added that for its DBE participation report to the FTA, due June 1, 2015, MTA will report payments made on ongoing contracts and contracts that were closed.
Mr. Burke stated that for New York State funded contracts, the MTA has set an overall MWBE goal of 20% for State Fiscal Year 2014/2015 and that for the period April 2014 through September 2014, MTA
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and its Agencies awarded $907 million, with MWBE participation of $194 million (21%). Mr. Burke stated that during the same period, payments on prime contracts totaled $622.5 million, with MWBE participation of approximately $143 million (23%), exceeding MTA's goal. Mr. Burke also reported on discretionary procurement awards. He said these awards exclude federally funded contracts and state funded construction contracts. Mr. Burke said of the approximately $776 million in contract awards, $174 million (22%) represented discretionary procurements. He said of this amount, $13.5 million (8%) was awarded to MWBEs, and approximately $7 million (4%) was awarded to Small Business Concerns.
Mr. Garner added that he is working with MTA Business Service Center to determine whether there are enough available MWBEs in those areas where we procure goods and services. Mr. Garner explained that once the report is finalized, DDCR will be able to determine whether there is sufficient MWBE availability, and whether the agencies are adequately using the discretionary procurement process.
Mr. Garner also reported on legal and financial services for the period April to September 2014 stating that MBEs were awarded 1.4% in outside counsel fees, while 7.3% was awarded to WBEs. Mr. Garner said he will continue to work with Mr. Page to improve MWBE participation in this area. Mr. Garner said an orientation session has been scheduled for Monday, November 24, 2014 for small law firms, including MWBEs, which were recently added to MTA’s outside counsel panel. Mr. Ferrer asked how the cost of hiring special counsel for extraordinary events is handled. Mr. Page replied fees paid to special counsel are included in the overall outside counsel fees that are reported to the Committee.
Mr. Garner said that regarding underwriting fees, MBE participation was 11%, while WBE participation was 3%. Mr. Garner said he is working with Robert Foran, MTA Chief Financial Officer, and Patrick McCoy, Director, MTA Finance, in an effort for MTA to exceed its goal in this area. Mr. Garner also reported on asset fund managers stating that MTA has done well in terms of MWBE participation in traditional assets but not in the non-traditional assets. Mr. Garner said he will meet with MTA's new Chief Investment Officer and Mr. Foran to discuss the New York State and New York City Comptrollers’ Emerging Managers Program. Mr. Garner said this area is an MWBE growth area.
Mr. Burke reported on MWDBE participation on MTA’s Capital Projects for the period January to September 2014. He said MTA exceeded its overall DBE and MWBE goals and that the DBE participation on federally funded contracts was 20%. He added that on state funded contracts, MBE participation was 12% and WBE participation was 13%.
MTA Inter-Agency MWDBE Task Force Update
Mr. Garner said he and Chairman Molloy will be meeting with the internal stakeholders to discuss an increase in MTA's MWBE goal from 20% to 30%.
Mr. Garner added that in October 2014, MTA attended the Governor’s New York State MWBE Event in Albany N.Y., which attracted more than 2,000 attendees. He said that all 97 State Authorities and agencies were in attendance and that various workshops were held; a staff member from each of the MTA agencies took part in panel discussions.
Mr. Garner also stated that he is continuing to work towards implementation of a mentoring program for Paratransit service. He said this is another MWBE growth area. Mr. Garner said he is working with Mr. Page to issue an RFP to solicit small law firms, including MWDBEs, which specialize in bond work. Mr. Garner said talks are also continuing with NYC Transit and large firms about creating a mentoring program for small firms, including MWDBEs, which specialize in signal work. Mr. Garner sated this will lead to the creation and development of a larger pool of firms who can work in this area.
Mr. Garner complimented the DDCR staff for their dedication and commitment to getting the job done.
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Diversity Committee Charter
Mr. Din said each year at this time the Committee reviews its charter. No changes to the charter are recommended.
Adjournment
In concluding the meeting Chairman Molloy acknowledged the hard work performed by DDCR staff. Upon a motion duly made and seconded, the meeting was adjourned. Respectfully submitted,
Leon T. Goodman Department of Diversity and Civil Rights
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2015 Diversity Committee Work Plan
I. RECURRING AGENDA ITEMS Responsibility Approval of Minutes Committee Chair & Members Committee Work Plan Committee Chair & Members
MTA Agency-wide Business and Diversity Initiatives and EEO Programs Activities Dept. of Diversity/Civil Rights
MTA DBE Certification Program Activities Dept. of Diversity/Civil Rights M/W/DBE Contract Compliance Activities Dept. of Diversity/Civil Rights Action Items (if any) As listed
II. SPECIFIC AGENDA ITEMS Responsibility February 2015 Recommitment to EEO Policy Dept. of Diversity/Civil Rights 2015 Departmental Goals 2014 Year-End Report Recruitment Strategies for MTAHQ and Dept. of Diversity/Civil Rights, MTA Agencies MTAHQ and Agency Staff
May 2015 1st Quarter 2015 Report Dept. of Diversity/Civil Rights September 2015 2nd Quarter 2015 Report Dept. of Diversity/Civil Rights Recruitment Strategies for MTAHQ and Dept. of Diversity/Civil Rights, MTA Agencies MTAHQ and Agency Staff December 2015 3rd Quarter 2015 Report Dept. of Diversity/Civil Rights Status Report on MTA Inter-Agency M/W/DBE Task Force Diversity Committee Charter Review Committee Chair & Members 2016 Diversity Committee Work Plan Dept. of Diversity & Civil Rights
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Detailed Summary I. RECURRING Approval of Minutes
Approval of the official proceedings of the previous month’s Committee meeting. Diversity Committee Work Plan
An update of any edits and/or changes in the work plan. MTA Agency-wide Business and Diversity Initiatives Program Activities
The MTA Department of Diversity and Civil Rights update of planned Agency-wide Business and Diversity Initiatives Programs activities. MTA Agency-wide EEO Program Activities The MTA Department of Diversity and Civil Rights update of agency-wide workforce analysis, new hires and EEO and Title VI complaints. MTA DBE Certification Program Activities
MTA Department of Diversity and Civil Rights update of DBE Certification Program activities. M/W/DBE Contract Compliance Activities MTA Department of Diversity and Civil Rights update of M/W/DBE contract activities and program initiatives. Action Items
Staff summary documents presented to the Board for approval of items affecting business standards and practices. II. SPECIFIC AGENDA ITEMS February 2015 Recommitment to EEO Policy Each year, the MTA disseminates Policies addressing the Americans with Disabilities Act, Sexual and Other Discriminatory Harassment Prevention and Equal Employment Opportunity in order to reaffirm MTA’s commitment to ensuring a work place environment free from illegal discrimination and to ensure continued compliance with all applicable laws and regulations. Overview of 2015 MTA Department of Diversity/Civil Rights Departmental Goals The MTA Department of Diversity and Civil Rights will present an overview of Departmental goals and objectives for 2015.
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2014 Year-End Report The Department of Diversity and Civil Rights will present 2014 year-end update on MTA Agency-wide EEO and M/W/DBE contract compliance activities. Recruitment Strategies Staff from the Department of Diversity and Civil Rights, MTAHQ and MTA Agencies will present recruitment strategies to address underutilization of minorities and women in the workforce. May 2015 1st Quarter 2015 Report The Department of Diversity and Civil Rights will present 1st quarter 2015 update on MTA Agency-wide EEO and M/W/DBE contract compliance activities. September 2015 2nd Quarter 2014 Report The Department of Diversity and Civil Rights will present 2nd quarter 2015 update on MTA Agency-wide EEO and M/W/DBE contract compliance activities. Recruitment Strategies Staff from the Department of Diversity and Civil Rights, MTAHQ and MTA Agencies will present recruitment strategies to address underutilization of minorities and women in the workforce. December 2015 3rd Quarter 2014 Report The Department of Diversity and Civil Rights will present 3rd quarter update on MTA Agency-wide EEO and M/W/DBE contract compliance activities. Status Report on MTA Inter-Agency M/W/DBE Task Force The Department of Diversity and Civil Rights report will address progress made by the Task Force to improve M/W/DBE participation. Diversity Committee Charter Review The Diversity Committee will review and assess the adequacy of its charter and recommend changes as necessary. 2016 Diversity Committee Work Plan The Department of Diversity and Civil Rights will present an updated Diversity Committee Work Plan for 2016.
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men
t m
anu
fact
ure
s.
Master Page # 14 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Hu
dso
n Y
ard
s M
ento
r/P
roté
gé P
rogr
am.
TD
X C
orp
. is
wor
kin
g to
fin
aliz
e th
e p
rogr
am.
MW
DB
E O
utr
each
Eve
nts
in t
he
sub
urb
an c
oun
ties
w
ith
in t
he
MT
A S
ervi
ce R
egio
n.
An
ou
trea
ch e
ven
t in
Nas
sau
Cou
nty
is s
ched
ule
d f
or A
pri
l 201
5.
An
oth
er e
ven
t in
Su
ffol
k C
oun
ty is
sch
edu
led
for
May
201
5.
Master Page # 15 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
DE
PA
RT
ME
NT
OF
D
IVE
RS
ITY
AN
D C
IVIL
RIG
HT
S
BU
SIN
ES
S A
ND
DIV
ER
SIT
Y IN
ITIA
TIV
ES
Feb
ruar
y 23
, 201
5
Master Page # 16 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Busine
ss & Diversity In
itiatives
Janu
ary 2015
18thAn
nual W
all Street P
roject Econo
mic Sum
mit
DDCR
presents D
BE Certification Worksho
pCa
ribbe
an American
Cha
mbe
r of C
ommerce (C
ACCI) B
usiness P
ower Breakfast M
eetin
gAssemblym
an M
icha
el Blake Jo
bs & Ju
stice Summit Ca
llSm
all B
usiness M
entorin
g Program Gradu
ation Ce
remon
y
Februa
ry 2015
DDCR
presents “
New
Firm
Orie
ntation Session”
DDCR
presents “
DBE
Certification Worksho
p”NYS
Associatio
n of Black & Pue
rto Rican Legislators C
onference
Nationa
l Minority
Business 3
5thAn
nual Awards Lun
cheo
n & Expo
March 2015
DDCR
presents “
DBE
Certification Worksho
p”Re
gion
al Allian
ce fo
r Small Con
tractors Clearinghou
seMTA
Small B
usiness M
entorin
g Program Session
: “How
to do bu
sine
ss with
the MTA”
MTA
Small B
usiness M
entorin
g Program Session
: “Estim
ating an
d Bidd
ing Strategies at the
MTA”
Annu
al Som
osEl FuturoLegislative Co
nferen
ce
Master Page # 17 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
Dep
artm
ent
of
Div
ersi
ty/C
ivil
Rig
hts
Cer
tifi
cati
on
Act
ivit
y R
epo
rt
Feb
ruar
y 23
, 201
5
Master Page # 18 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
CERT
IFICAT
ION APP
LICA
TIONS RE
CEIVED
2012
–20
14
222014
0214
2013
2012
Janu
ary
149
5
Februa
ry4
97
March
614
12
April
1510
18
May
219
14
June
135
11
July
810
22
August
1610
6
Septem
ber
610
12
Octob
er11
214
Novem
ber
89
11
Decem
ber
1511
8
TOTA
L118
137
130
Master Page # 19 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
CERT
IFICAT
ION ACT
IVITY FO
R NEW
APP
LICA
TIONS
2012
‐20
14
2014
2013
2012
CERT
IFIED
7794
78
DEN
IED
48
7
RETU
RNED
2918
30
INELIGIBLE
00
0
WITHDRA
WN
2012
11
TOTA
L130
132
126
Master Page # 20 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
CONTR
ACT AW
ARDS TO
DBE
FIRMS CE
RTIFIED
2012
‐201
4
•Num
ber o
f DBE
firm
s certified from
2012‐2014: 249
•Num
ber o
f DBE
firm
s certified from
2012‐2014
receiving fede
rally fu
nded
prim
e/subcon
tracts: 6
•Num
ber o
f fed
erally fu
nded
prim
e/subcon
tracts fo
r DBE
firm
s certified from
2012
‐2014: 21
•Total con
tract a
mou
nt awarde
d to DBE
firm
s certified from
2012‐2014
on
fede
rally fu
nded
con
tracts: $14,417,774
There were also 15firms c
ertified as DBE
firm
s during 2012
‐2014 with
dual
M/W
BE certification that re
ceived
con
tract a
wards on NYS con
tracts
totaling $39,547,103, re
presentin
g 51prim
e/sub‐contract awards.
* Grand
Total: $53,964,877
(FTA
and
NYS Con
tracts)
Master Page # 21 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
DE
PA
RT
ME
NT
OF
DIV
ER
SIT
Y/
CIV
IL R
IGH
TS
EE
O A
CT
IVIT
IES
F
OU
RT
H Q
UA
RT
ER
201
4
Feb
ruar
y 23
, 201
5
Master Page # 22 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
andits
Agen
cies
have
cond
uctedan
availabilityanalysisof
females
and
minorities.The
availability
analysis
consistsof
comparin
geach
agen
cy’s
Decembe
r31,
2014
workforce
percen
tagesforfem
ales
andminorities
to80
%of
thefemales
andminorities
availableforworkwith
intherelevant
labo
rmarketb
ased
ontheCe
nsus.
Thefollowingnu
mbe
rsandinform
ationdo
notrefle
ctavailabilityforspecific
jobgrou
ps.Inadditio
n,thenu
mbe
rsandinform
ationprovided
dono
tshow
statistical
disparities
orexplainthereason
sor
providearoot
causeanalysis
fora
nyiden
tifiedun
derutiliza
tion.
Term
ssuch
as“exceed,
ator
below80
%of
Census
availability”
or“und
erutilizatio
n”that
may
appe
arin
thisrepo
rtdo
notcon
stitu
teafin
ding
oradmiss
ionof
unlawfuldisc
rimination.
Althou
ghthe
MTA
will
usesuch
term
sin
good
faith
inthisrepo
rt,itcautions
that
these
term
sshou
ldno
tbeappliedou
tsidetherepo
rt’snarrow
context.
OVE
RVIEW
Master Page # 23 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Ingene
ral,as
ofDe
cembe
r31
,20
14,females,Hispanicsand
employees
classifiedas
Otherswereun
derrep
resented
insomeof
thejobcategorie
sat
theop
eratingagen
cies.A
majority
oftheun
derrep
resentationwith
inthese
grou
psoccurred
with
intheAd
ministrativ
eSupp
ort,Skilled
CraftandService
Mainten
ance
jobcategorie
s.Thesejobcategorie
shave
thehighestn
umbe
rof
employeesa
tthe
operatingagen
cies.
The
following
charts
provide:
1)the
female
and
minority
workforce
percen
tagesforeach
agen
cy;2
)80%
ofthefemales
andminorities
available
forw
orkbasedon
the20
10Ce
nsus
byjobcategory;and
3)whe
ther
orno
tthe
estim
ated
availabilitype
rcen
tagesweremet
forfem
ales
andminorities
with
ineach
ofthejobcategorie
s.
SUMMAR
Y OF FINDINGS
Master Page # 24 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
‐WIDE UTILIZA
TION ANAL
YSIS
AS OF DE
CEMBE
R 31
, 201
4
Job Ca
tegory
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
AvailAc
tual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Officials & Adm
inistrators
MTA
HQ
32%
42%
YES
8%28
%YES
8%7%
NO
5%11
%YES
0%0%
YES
2%0%
NO
1%1%
YES
MTA
B&T
29%
22%
NO
6%19
%YES
8%5%
NO
5%8%
YES
2%0%
NO
0%1%
YES
1%6%
YES
MTA
MNR
26%
24%
NO
8%15
%YES
9%6%
NO
7%7%
YES
0%0%
YES
0%0%
YES
1%2%
YES
MTA
LIRR
22%
21%
NO
12%
10%
NO
7%8%
YES
4%6%
YES
0%0%
YES
1%0%
NO
2%3%
YES
MTA
NYC
T27
%16
%NO
11%
36%
YES
9%11
%YES
6%14
%YES
0%0%
YES
1%0%
NO
1%3%
YES
MTA
CC
21%
27%
YES
5%10
%YES
9%4%
NO
27%
28%
YES
0%1%
YES
1%0%
NO
0%3%
YES
MTA
Bus
21%
10%
NO
13%
30%
YES
9%15
%YES
6%6%
YES
0%0%
YES
0%0%
YES
1%4%
YES
Profession
als
MTA
HQ
39%
55%
YES
11%
33%
YES
8%10
%YES
7%19
%YES
0%1%
YES
3%0%
NO
1%6%
YES
MTA
B&T
31%
38%
YES
8%18
%YES
8%18
%YES
9%18
%YES
0%0%
YES
1%0%
NO
1%2%
YES
MTA
MNR
33%
37%
YES
7%17
%YES
6%11
%YES
11%
12%
YES
0%0%
YES
0%0%
YES
1%2%
YES
MTA
LIRR
19%
22%
YES
10%
14%
YES
7%9%
YES
6%12
%YES
0%0%
YES
2%0%
NO
1%4%
YES
MTA
NYC
T36
%36
%YES
11%
32%
YES
8%9%
YES
8%26
%YES
0%0%
YES
3%0%
NO
1%3%
YES
MTA
CC
43%
53%
YES
7%21
%YES
7%5%
NO
5%47
%YES
0%5%
YES
2%0%
NO
1%0%
NO
MTA
Bus
34%
49%
YES
12%
23%
YES
9%10
%YES
7%19
%YES
0%0%
YES
2%0%
NO
2%5%
YES
**Am
erican
Indian/Alaskan
Native
***N
ative Ha
waiian Other Pacific Island
er
*Fem
ales are also
includ
ed in
the pe
rcen
tage to
tals for e
ach of th
e minority
group
s.
Female*
Hispa
nics
Asians
AI/A
N**
Blacks
NHOPI***
Other
Master Page # 25 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
‐WIDE UTILIZA
TION ANAL
YSIS
AS OF DE
CEMBE
R 31
, 201
4
Job Ca
tegory
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
AvailAc
tual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Technician
s
MTA
HQ
13%
6%NO
15%
3%NO
10%
8%NO
1%2%
YES
0%0%
YES
1%0%
NO
1%3%
YES
MTA
B&T
12%
20%
YES
12%
16%
YES
11%
18%
YES
4%6%
YES
0%0%
YES
3%0%
NO
0%2%
YES
MTA
MNR
26%
8%NO
10%
19%
YES
8%6%
NO
18%
11%
NO
0%0%
YES
0%0%
YES
1%2%
YES
MTA
LIRR
11%
9%NO
11%
18%
YES
8%13
%YES
7%10
%YES
0%0%
YES
1%0%
NO
1%0%
NO
MTA
NYC
T39
%50
%YES
11%
49%
YES
12%
12%
YES
5%13
%YES
0%0%
YES
12%
0%NO
2%3%
YES
MTA
CC
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
Bus
20%
53%
YES
8%11
%YES
8%16
%YES
14%
26%
YES
0%0%
YES
4%0%
NO
1%0%
NO
Protectiv
e Services
MTA
HQ
14%
12%
NO
12%
16%
YES
15%
18%
YES
1%4%
YES
0%0%
YES
1%0%
NO
1%1%
YES
MTA
B&T
19%
20%
YES
29%
32%
YES
5%23
%YES
3%4%
YES
0%0%
YES
0%0%
YES
0%2%
YES
MTA
MNR
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
LIRR
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
NYC
T21
%23
%YES
31%
61%
YES
18%
16%
NO
1%7%
YES
1%0%
NO
3%0%
NO
1%1%
YES
MTA
CC
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
Bus
16%
17%
YES
34%
67%
YES
18%
17%
NO
3%0%
NO
0%0%
YES
2%0%
NO
2%17
%YES
**Am
erican
Indian/Alaskan
Native
***N
ative Ha
waiian Other Pacific Island
er
Female*
*Fem
ales are also
includ
ed in
the pe
rcen
tage to
tals for e
ach of th
e minority
group
s.Hispa
nics
Asians
AI/A
N**
Blacks
Other
NHOPI***
Master Page # 26 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
‐WIDE UTILIZA
TION ANAL
YSIS
AS OF DE
CEMBE
R 31
, 201
4
Job Ca
tegory
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
AvailAc
tual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Para‐Professiona
ls
MTA
HQ
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
B&T
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
MNR
69%
66%
NO
12%
21%
YES
12%
14%
YES
5%10
%YES
0%0%
YES
0%0%
YES
1%3%
YES
MTA
LIRR
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
NYC
T52
%47
%NO
20%
44%
YES
16%
28%
YES
2%7%
YES
0%0%
YES
6%0%
NO
2%0%
NO
MTA
CC
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
Bus
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
Administrative Supp
ort
MTA
HQ
62%
76%
YES
20%
44%
YES
19%
12%
NO
2%8%
YES
0%0%
YES
5%0%
NO
2%4%
YES
MTA
B&T
53%
70%
YES
18%
55%
YES
22%
13%
NO
2%11
%YES
2%0%
NO
4%0%
NO
1%0%
NO
MTA
MNR
59%
42%
NO
14%
33%
YES
15%
14%
NO
6%3%
NO
0%1%
YES
0%0%
YES
1%4%
YES
MTA
LIRR
49%
47%
NO
19%
28%
YES
11%
11%
YES
3%4%
YES
0%0%
YES
2%0%
NO
2%3%
YES
MTA
NYC
T55
%42
%NO
21%
56%
YES
23%
14%
NO
4%15
%YES
0%0%
YES
6%0%
NO
2%2%
YES
MTA
CC
65%
90%
YES
18%
50%
YES
17%
10%
NO
2%0%
NO
0%0%
YES
4%0%
NO
2%0%
NO
MTA
Bus
57%
42%
NO
23%
28%
YES
21%
13%
NO
3%6%
YES
0%0%
YES
5%0%
NO
5%8%
YES
**Am
erican
Indian/Alaskan
Native
***N
ative Ha
waiian Other Pacific Island
er
Female*
Hispa
nics
Asians
AI/A
N**
Blacks
*Fem
ales are also
includ
ed in
the pe
rcen
tage to
tals for e
ach of th
e minority
group
s.
NHOPI***
Other
Master Page # 27 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
‐WIDE UTILIZA
TION ANAL
YSIS
AS OF DE
CEMBE
R 31
, 201
4
Job Ca
tegory
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
AvailAc
tual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Est
Avail
Actual
%
Util
Anal
Yes/
No
Skilled
Craft
MTA
HQ
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
B&T
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
MNR
3%6%
YES
12%
18%
YES
10%
8%NO
2%2%
YES
1%0%
NO
0%0%
YES
2%2%
YES
MTA
LIRR
9%10
%YES
17%
16%
NO
12%
10%
NO
2%2%
YES
0%0%
YES
1%0%
NO
2%2%
YES
MTA
NYC
T21
%5%
NO
24%
38%
YES
16%
12%
NO
5%13
%YES
0%0%
YES
7%0%
NO
2%2%
YES
MTA
CC
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
Bus
0%1%
YES
21%
30%
YES
25%
14%
NO
2%10
%YES
0%0%
YES
3%2%
NO
1%4%
YES
Service Mainten
ance
MTA
HQ
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
B&T
1%3%
YES
11%
18%
YES
15%
15%
YES
3%4%
YES
3%0%
NO
1%0%
NO
1%2%
YES
MTA
MNR
8%14
%YES
15%
34%
YES
27%
12%
NO
3%1%
NO
0%0%
YES
0%0%
YES
1%3%
YES
MTA
LIRR
17%
19%
YES
17%
26%
YES
22%
14%
NO
2%2%
YES
0%0%
YES
1%0%
NO
2%4%
YES
MTA
NYC
T17
%18
%YES
36%
57%
YES
26%
21%
NO
2%5%
YES
0%0%
YES
2%0%
NO
2%2%
YES
MTA
CC
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
0%0%
YES
MTA
Bus
11%
12%
YES
27%
51%
YES
30%
21%
NO
4%6%
YES
0%0%
YES
3%0%
NO
1%3%
YES
*Fem
ales are also
includ
ed in
the pe
rcen
tage to
tals for e
ach of th
e minority
group
s.**Am
erican
Indian/Alaskan
Native
***N
ative Ha
waiian Other Pacific Island
er
Female*
Hispa
nics
Asians
AI/A
N**
Blacks
Other
NHOPI***
Master Page # 28 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
‐Wide New
Hire
sJanu
ary 1, 201
4 to D
ecem
ber 3
1, 201
4
Be
tween Janu
ary 1, 201
4 and De
cembe
r 31, 201
4, M
TA and
its A
gencies
hired a total of 5
,631
employees.
20
%of th
e total new
hire
s are females.
72
%of th
e total new
hire
s are m
inorities.*
Of the
72%
of m
inorities hire
d, 39%
are black and 18
%are Hispanic.
MTA
HQ hire
d the highest p
ercentage of females (4
9%).
MTA
BUS hired the highest p
ercentage of m
inorities (8
7%).
*Fem
ales are includ
ed in
each of th
e minority
group
s.
Master Page # 29 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
AGEN
CYNEW
HRE
S1
#%
#%
#%
#%
#%
#%
#%
#%
#%
MTA
HQ
152
7449
%92
61%
5939
%39
26%
2315
%28
18%
00%
00%
32%
MTA
B&T
4913
27%
2653
%23
47%
1224
%10
20%
36%
00%
00%
10%
MTA
MNR
490
7616
%22
546
%26
554
%96
20%
8718
%32
7%1
0%0
0%9
2%
MTA
LIRR
435
6916
%21
149
%22
451
%81
19%
6615
%50
11%
10%
10%
123%
MTA
NYC
T4,02
181
720
%3,07
977
%94
223
%1,73
643
%74
118
%55
814
%3
0%0
0%41
1%
MTA
CC
2612
46%
1454
%12
46%
519
%1
4%6
23%
14%
00%
14%
MTA
BUS
458
6815
%39
887
%60
13%
229
50%
107
23%
5211
%1
0%0
0%9
2%
Total
5,63
11,12
920
%4,04
572
%1,58
528
%2,19
839
%1,03
518
%72
913
%7
0%1
0%76
1%
1 To
tal include
s males and
females, b
oth minority
and
non
‐minority
.2 To
tal include
s fem
ales, b
oth minority
and
non
‐minority
.
OTH
ER
MTA
‐WIDE NEW
HIRES
JANUAR
Y 1, 201
4 TO
DEC
EMBE
R 31
, 201
4
FEMAL
ES2
Minorities
Non
‐Minorities
BLAC
KSHISPA
NICS
ASIANS
AI/A
NNHOPI
Master Page # 30 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
EEO/TITLE VI COMPLAINTS
•Be
tweenJanu
ary20
14andDe
cembe
r201
4,MTA
andits
Agen
cies
hand
ledatotal
of48
0EEOcomplaints,citin
g83
0separate
allegatio
ns.*
•Ofthe
480
complaints,
225
were
filed
externally
atcity,state
and
fede
ral
agen
cies
and25
5werefiled
internally.
•Ofthe22
5external
complaints,themostfreq
uently
citedbasesforcomplaints
were:
1)disability
discrim
ination
(21%
);2)
othe
r**
type
sof
misc
ellane
ous
discrim
ination(24%
);and3)
race/color
discrim
ination(20%
).
•Ofthe25
5internal
complaints,themostfreq
uently
citedbasesforcomplaints
were:
1)sexualharassmen
t(20
%);2)
othe
rtypes
ofmisc
ellane
ousdiscrim
ination
(16%
);and3)
race/color
discrim
ination(24%
).
•Be
tweenJanu
ary20
14andDe
cembe
r201
4,MTA
andits
Agen
cies
hand
ledatotal
of92
Title
VIcomplaints,citin
g95
separate
allegatio
ns.Ofthe
se92
complaints,
race
discrim
ination
(80%
)was
mostfreq
uently
cited
asthe
basis
forthe
complaint.
*The
se com
plaints includ
e those filed
prio
r to the repo
rting pe
riod and which re
maine
d op
en during the repo
rting pe
riod.
**“O
ther” may includ
e, amon
g othe
r things, allegatio
ns of retaliatio
n and un
lawful disc
rimination based on
military
or m
arita
l status, se
xual
orientation, or a
rrest/convictio
n record.
Master Page # 31 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
‐WIDE EEO COMPLAINTS
AS OF DE
CEMBE
R 31
, 201
41
RA
CE
SE
XU
AL
NA
TIO
NA
LT
OT
AL
TO
TA
LS
TA
TU
S
AG
EN
CY
CO
LO
RH
AR
AS
S.
AG
EG
EN
DE
RR
EL
IGIO
NO
RIG
IND
ISA
BIL
ITY
OT
HE
R2
ISS
UE
S3
CA
SE
SO
PE
N
MT
A4
11
32
11
213
74
B&
T3
01
42
12
415
66
MN
R12
011
66
411
1262
286
LIR
R8
12
20
23
321
134
NY
CT
517
2631
826
6478
291
157
128
CC
00
00
00
00
00
0
BU
S6
02
11
38
425
149
TO
TA
L84
943
4719
3789
103
427
225
157
20%
2%10
%11
%4%
9%21
%24
%
RA
CE
SE
XU
AL
NA
TIO
NA
LT
OT
AL
TO
TA
LS
TA
TU
S
AG
EN
CY
CO
LO
RH
AR
AS
S.
AG
EG
EN
DE
RR
EL
IGIO
NO
RIG
IND
ISA
BIL
ITY
OT
HE
R2
ISS
UE
S3
CA
SE
SO
PE
N
MT
A7
11
41
01
116
102
B&
T1
00
01
12
05
50
MN
R15
94
141
43
1262
4011
LIR
R7
42
11
00
318
181
NY
CT
6565
1844
1332
1248
297
179
74
CC
00
00
00
00
00
0
BU
S2
01
10
01
05
31
TO
TA
L97
7926
6417
3719
6440
325
589
24%
20%
6%16
%4%
9%5%
16%
1. This c
hart includ
es all pe
nding matters as o
f the
date of th
e repo
rt; including
matters filed prior to the repo
rting pe
riod.
2. "Other" contains all EEO categories n
ot otherwise
specifically m
entio
ned on
the chart ( i.e., sexual orie
ntation, m
ilitary status, m
arita
l status, arrest/convictio
n record or retaliatio
n, etc.)
3. In some instances, a single com
plaint m
ay involve tw
o or m
ore EEO categories.
EE
O D
ISC
RIM
INA
TIO
N C
OM
PL
AIN
TS
E
XT
ER
NA
L
EE
O D
ISC
RIM
INA
TIO
N C
OM
PL
AIN
TS
IN
TE
RN
AL
Master Page # 32 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
‐WIDE TITLE VI COMPLAINTS
AS OF DE
CEMBE
R 31
, 201
41
NA
TIO
NA
LT
OT
AL
2T
OT
AL
ST
AT
US
AG
EN
CY
RA
CE
CO
LO
RO
RIG
ININ
CO
ME
ISS
UE
SC
AS
ES
OP
EN
MT
A H
Q0
00
00
00
MT
A M
NR
112
00
1313
1
MT
A L
IRR
40
00
44
0
MT
A N
YC
T
574
130
7471
26
MT
A C
C0
00
00
00
MT
A B
&T
00
00
00
0
MT
A B
US
40
00
44
0
TO
TA
L76
613
095
9227
80%
2%14
%0%
1. This c
hart includ
es all pe
nding matters as o
f the
date of th
e repo
rt; including
matters filed prior to the repo
rting pe
riod.
2. In some instances, a single com
plaint m
ay involve tw
o or m
ore EEO categories.
Master Page # 33 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Agen
cy‐W
ide
2014
Race/Color
Sexual Harassm
ent
Age
Gen
der
Religion
Nationa
l Orig
inDisab
ility
Other
Total Cases**
849
4347
1937
8910
322
5
Race/Color
Sexual Harassm
ent
Age
Gen
der
Religion
Nationa
l Orig
inDisab
ility
Other
Total Cases
9779
2664
1737
1964
255
2013
Race/Color
Sexual Harassm
ent
Age
Gen
der
Religion
Nationa
l Orig
inDisab
ility
Other
Total Cases
619
3542
1229
7589
205
Race/Color
Sexual Harassm
ent
Age
Gen
der
Religion
Nationa
l Orig
inDisab
ility
Other
Total Cases
6260
1636
720
1942
187
2012
Race/Color
Sexual Harassm
ent
Age
Gen
der
Religion
Nationa
l Orig
inDisab
ility
Other
Total Cases
604
3331
1431
7162
178
Race/Color
Sexual Harassm
ent
Age
Gen
der
Religion
Nationa
l Orig
inDisab
ility
Other
Total Cases
7464
1229
714
956
192
** In
some instances a
single com
plaint involved
allegatio
ns re
latin
g to tw
o or m
ore protected categorie
s.
PRIOR TH
REE‐YEAR
EEO
COMPLAINTS ‐ 20
12‐201
4
External EEO
Com
plaints *
Internal EEO
Com
plaints
External EEO
Com
plaints
Internal EEO
Com
plaints
External EEO
Com
plaints
Internal EEO
Com
plaints
* This includ
es com
plaints filed prior to the repo
rting pe
riod which re
maine
d op
en during the repo
rting pe
riod.
Master Page # 34 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Agen
cy‐W
ide
2014
Total Cases**
Race/Color
Color
Nationa
l Orig
inIncome
766
130
9220
13
Total Cases
Race/Color
Color
Nationa
l Orig
inIncome
539
70
68
2012
Race/Color
Color
Nationa
l Orig
inIncome
Total Cases
347
90
43
* This includ
es com
plaints filed prior to the repo
rting pe
riod which re
maine
d op
en during the repo
rting pe
riod.
PRIOR TH
REE‐YEAR
TITLE VI C
OMPLAINTS‐201
2‐20
14
External Title VI Com
plaints
** In
some instances a
single com
plaint involved
allegatio
ns re
latin
g to tw
o or m
ore protected categorie
s.
Title
VI C
omplaints *
Issues
Title
VI C
omplaints
Issues
Master Page # 35 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
‐WIDE EEO COMPLAINTS
DISPOSITION ‐ JA
NUAR
Y TO
DEC
EMBE
R 20
14
MT
A A
GE
NC
YR
EA
SO
NA
BL
E
CA
US
EN
O R
EA
SO
NA
BL
E
CA
US
EA
DM
INIS
TR
AT
IVE
C
LO
SU
RE
WIT
HD
RA
WN
DIS
MIS
SA
LR
ES
OL
VE
D/
SE
TT
LE
ME
NT
TO
TA
L C
AS
ES
MT
AH
Q0
00
00
33
B&
T0
00
00
00
MN
R0
1210
00
022
LIR
R0
10
04
49
NY
CT
026
01
00
27
CC
00
00
00
0
MT
A B
US
13
11
20
8
TO
TA
L69
MT
A A
GE
NC
YR
EA
SO
NA
BL
E
CA
US
EN
O R
EA
SO
NA
BL
E
CA
US
EA
DM
INIS
TR
AT
IVE
C
LO
SU
RE
WIT
HD
RA
WN
DIS
MIS
SA
LR
ES
OL
VE
D/
SE
TT
LE
ME
NT
TO
TA
L C
AS
ES
MT
AH
Q1
60
00
18
B&
T0
50
00
05
MN
R4
157
10
229
LIR
R2
120
00
014
NY
CT
942
109
00
70
CC
00
00
00
0
MT
A B
US
12
10
00
4
TO
TA
L13
0
EE
O D
ISC
RIM
INA
TIO
N E
XT
ER
NA
L C
OM
PL
AIN
TS
EE
O D
ISC
RIM
INA
TIO
N I
NT
ER
NA
L C
OM
PL
AIN
TS
Master Page # 36 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
‐WIDE TITLE VI COMPLAINTS
DISPOSITION ‐ JA
NUAR
Y TO
DEC
EMBE
R 20
14
MT
A A
GE
NC
YR
EA
SO
NA
BL
E
CA
US
EN
O R
EA
SO
NA
BL
E
CA
US
EA
DM
INIS
TR
AT
IVE
C
LO
SU
RE
WIT
HD
RA
WN
DIS
MIS
SA
LR
ES
OL
VE
D/
SE
TT
LE
ME
NT
TO
TA
L C
AS
ES
MT
AH
Q0
00
00
00
B&
T0
00
00
00
MN
R0
75
00
012
LIR
R0
40
00
04
NY
CT
036
90
00
45
CC
00
00
00
0
MT
A B
US
15
00
00
6T
OT
AL
67
Master Page # 37 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
2014
FOURT
H QUAR
TER EEO REP
ORT
AGEN
CY NAM
E:
MTA
HQ
Est
AvailAc
tual
%Met
Avail
(Y/N
)
Est
AvailAc
tual
%Met
Avail
(Y/N
)
Est
AvailAc
tual
%Met
Avail
(Y/N
)
Est
AvailAc
tual
%Met
Avail
(Y/N
)
Est
AvailAc
tual
%Met
Avail
(Y/N
)
Est
AvailAc
tual
%Met
Avail
(Y/N
)
Est
AvailAc
tual
%Met
Avail
(Y/N
)Officials & Adm
inistrators32
%42
%Yes
8%28
%Yes
8%7%
No
5%11
%Yes
0%0%
Yes
2%0%
No
1%1%
Yes
Profession
als
39%
55%
Yes
11%
33%
Yes
8%10
%Yes
7%19
%Yes
0%1%
Yes
3%0%
No
1%6%
Yes
Technician
s13
%6%
No
15%
3%No
10%
8%No
1%2%
Yes
0%0%
Yes
1%0%
No
1%3%
Yes
Protectiv
e Services
14%
12%
No
12%
16%
Yes
15%
18%
Yes
1%4%
Yes
0%0%
Yes
1%0%
No
1%1%
Yes
Paraprofession
als
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
Administrative Supp
ort
62%
76%
Yes
20%
44%
Yes
19%
12%
No
2%8%
Yes
0%0%
Yes
5%0%
No
2%4%
Yes
Skilled
Craft
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
Service Mainten
ance
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
0%0%
Yes
1. Fem
ales are also includ
ed in
the pe
rcen
tage
totals fo
r each of th
e minority
group
s.2. A
merican
Indian
/Alaskan
Native
3. N
ative Haw
aiian/Other Pacific Island
er
OTH
ERAS
IANS
AI/A
N2
WORK
FORC
E UTILIZA
TION
AS OF DEC
EMBE
R 31
, 201
4
NHOPI
3
JOB TITLE
FEMAL
ES1
BLAC
KSHISPA
NICS
Master Page # 38 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
DEFINITIONS OF EEO JO
B CA
TEGORIES:
Officials & Adm
inistrators
O
ccup
ations in
which employees set broad
policies, exercise
overall respon
sibility fo
r executio
n of th
ese po
licies, or d
irect individu
al
departmen
ts or spe
cial phases o
f the
agency's o
peratio
ns, or p
rovide
specialized
con
sulta
tion on
a re
gion
al, district o
r area basis.
Profession
als
O
ccup
ations which re
quire
specialized
and
theo
retical kno
wledge which is usually acquired through college training
or throu
gh work
expe
rience and othe
r training which provide
s com
parable know
ledge.
Technician
s
Occup
ations which re
quire
a com
binatio
n of basic sc
ientific or te
chnical kno
wledge and manual skill which can
be ob
tained
through
specialized
post‐second
ary scho
ol edu
catio
n or th
rough eq
uivalent on‐the‐job training.
Protectiv
e Services
O
ccup
ations in
which workers are entrusted
with
pub
lic sa
fety, security
and
protection from
destructiv
e forces.
Paraprofession
als
O
ccup
ations in
which workers perform
some of th
e du
ties o
f a professional or techn
ician in a su
pportiv
e role, w
hich usually re
quire
less
form
al training
and
/or e
xperience no
rmally re
quire
d for p
rofessional or techn
ical status.
Administrative Supp
ort
O
ccup
ations in
which workers are re
spon
sible fo
r internal and
external com
mun
ication, re
cording and retrieval of d
ata and/or
inform
ation and othe
r paperwork requ
ired in an office.
Skilled
Craft
O
ccup
ations in
which workers perform
jobs which re
quire
special m
anual skill and a thorou
gh and
com
preh
ensiv
e know
ledge of th
e process involved in th
e work which is acquired through on
‐the
‐job training
and
experience or th
rough appren
ticeship or other fo
rmal
tii
Service Mainten
ance
Occup
ations in
which workers perform
duties w
hich re
sult in or con
tribute to th
e comfort, con
venien
ce, hygiene
or safety of th
e gene
ral
public or w
hich con
tribute to th
e up
keep
and
care of buildings, facilitie
s or g
roun
ds of p
ublic prope
rty.
Master Page # 39 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Est
Avail
Estim
ated
#
Actual
#Met Avail
(Yes/N
o)Est
Avail
Estim
ated
#
Actual
#Met Avail
(Yes/N
o)Est
Avail
Estim
ated
#Ac
tual
#Met Avail
(Yes/N
o)
Inspector
16%
20
No
20%
21
No
12%
11
Yes
Captains
16%
10
No
19%
10
No
11%
21
No
Lieu
tena
nts
16%
52
No
20%
60
No
12%
32
No
Sergeants/Detectiv
e Sgts.
11%
105
No
11%
104
No
8%7
7Yes
Detectiv
es18
%5
5Yes
13%
44
Yes
14%
46
Yes
Police Officers
13%
6860
No
12%
5881
Yes
15%
7590
Yes
AI/AN
2
NHOPI
3
Est
Avail
Estim
ated
#
Actual
#Met Avail
(Yes/N
o)Est
Avail
Estim
ated
#
Actual
#Met Avail
(Yes/N
o)Est
Avail
Estim
ated
#Ac
tual
#Met Avail
(Yes/N
o)
Inspector
1%0
0Yes
0%0
0Yes
1%0
0Yes
Captains
1%0
1Yes
0%0
0Yes
1%0
0Yes
Lieu
tena
nts
1%0
0Yes
0%0
0Yes
1%0
0Yes
Sergeants/Detectiv
e Sgts.
0%0
2Yes
0%0
0Yes
1%0
0Yes
Detectiv
es1%
00
Yes
0%0
0Yes
1%0
0Yes
Police Officers
1%6
18Yes
0%0
0Yes
1%6
0No
Est
Avail
Estim
ated
#
Actual
#Met Avail
(Yes/N
o)
Inspector
1%0
1Yes
Captains
1%0
1Yes
Lieu
tena
nts
1%0
2Yes
Sergeants/Detectiv
e Sgts.
0%0
2Yes
Detectiv
es1%
01
Yes
Police Officers
1%6
5No
1. Females are also includ
ed in
the pe
rcen
tage
totals fo
r each of th
e minority
group
s.
2. A
merican
Indian
/Alaskan
Native
3. N
ative Haw
aiian Other Pacific Island
er
OTH
ER
JOB TITLE
FOURT
H QUAR
TER 20
14MTA
POLICE
WORK
FORC
E UTILIZA
TION
JOB TITLE
AS
IANS
JOB TITLE
FEMAL
ES1
BLAC
KS H
ISPA
NICS
Master Page # 40 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
2014
, 4TH
QUAR
TER EEO REP
ORT
AGEN
CY NAM
E:
MTA
HQ
JOB CA
TEGORY
TOTA
L1
#%
#%
#%
#%
#%
#%
#%
#%
#%
Officials & Adm
inistrators
2913
45%
1655
%12
41%
828
%3
10%
621
%0
0%0
0%0
0%
Profession
als
6745
67%
5075
%17
25%
2334
%10
15%
1421
%0
0%0
0%3
4%
Technician
s0
00%
00%
00%
00%
00%
00%
00%
00%
00%
Protectiv
e Services
333
9%10
30%
2370
%4
12%
412
%2
6%0
0%0
0%0
0%
Paraprofession
als
00
0%0
0%0
0%0
0%0
0%0
0%0
0%0
0%0
0%
Administrative Supp
ort
2313
57%
1670
%7
30%
417
%6
26%
626
%0
0%0
0%0
0%
Skilled
Craft
00
0%0
0%0
0%0
0%0
0%0
0%0
0%0
0%0
0%
Service Mainten
ance
00
0%0
0%0
0%0
0%0
0%0
0%0
0%0
0%0
0%
Total
152
7449
%92
61%
5939
%39
26%
2315
%28
18%
00%
00%
32%
1. Total includ
es m
ales and
females, b
oth minority
and
non
‐minority
.2. Total includ
es fe
males, b
oth minority
and
non
‐minority
.
ASIANS
AI/A
NNHOPI
OTH
ER
NEW
HIRES
AS OF DEC
EMBE
R 31
, 201
4
FEMAL
ES2
Minorities
Non
‐Minorities
BLAC
KSHISPA
NICS
Master Page # 41 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
2014
FOURT
H QUAR
TER EEO REP
ORT
AGEN
CY NAM
E:
MTA
HQ
Category
Race
Disab
ility
Gen
der
Nationa
l Orig
inAg
eSexual
Harassm
ent
Religion
Other
2To
tal
Issues
3To
tal
Cases
Status
(# Ope
n)
EEO TOTA
L11
27
12
23
329
178
External Com
plaints
41
31
11
22
137
4
Internal Com
plaints
71
40
11
11
1610
2
Category
Race
Nationa
l Orig
inCo
lor
Total
Issues
3To
tal
Cases
Status
(# Ope
n)
Title
VI
00
00
00
1. This c
hart includ
es all pe
nding matters as o
f the
date of th
e repo
rt; including
matters filed prior to the repo
rting pe
riod.
2. “Other” contains all EEO categories n
ot otherwise specifically m
entio
ned on
the chart.
3. In so
me instan
ces a
single com
plaint m
ay involve tw
o or m
ore EEO categories.
EEO AND TITLE VI C
OMPLAINTS
JANUAR
Y 1, 201
4 to DEC
EMBE
R 31
, 201
41
Master Page # 42 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
2014
FOURT
H QUAR
TER EEO REP
ORT
AGEN
CY NAM
E:
MTA
HQ
Decided
in Favor
of Agency
Decided
in Favor
of Com
plaina
ntAd
ministrative
Closure
With
draw
nDismissed
Resolved
/Settle
dTo
tal
EEO TOTA
L6
10
00
411
External Com
plaints
00
00
03
3
Internal Com
plaints
61
00
01
8
Decided
in Favor
of Agency
Decided
in Favor
of Com
plaina
ntAd
ministrative
Closure
With
draw
nDismissed
Resolved
/Settle
dTo
tal
TITLE VI
Complaints
00
00
00
0
EEO DISCR
IMINAT
ION COMPLAINT RE
SOLU
TIONS
JANUAR
Y 1, 201
4 to DEC
EMBE
R 31
, 201
4
TITLE VI DISCR
IMINAT
ION COMPLAINT RE
SOLU
TIONS
JANUAR
Y 1, 201
4 to DEC
EMBE
R 31
, 201
4
Master Page # 43 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Str
ateg
ies
to A
dd
ress
U
nd
eru
tiliz
atio
n
Feb
ruar
y 23
, 201
5
Master Page # 44 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
2014
– 4
TH Q
UA
RT
ER
EE
O R
EP
OR
T
MT
A H
EA
DQ
UA
RT
ER
S
E
FF
OR
TS
TO
IMP
RO
VE
UN
DE
RU
TIL
IZA
TIO
N
MT
A H
eadq
uart
ers
is c
omm
itted
to
crea
ting
a di
vers
e an
d fu
lly i
nclu
sive
wor
kpla
ce,
and
reco
gniz
es t
he v
alue
of
incr
easi
ng t
he
repr
esen
tatio
n of
wo
men
and
min
oriti
es a
t all
leve
ls o
f the
org
aniz
atio
n as
a b
usin
ess
nece
ssity
. T
o ac
hiev
e w
orkf
orce
par
ity w
ith th
e
dem
ogra
phic
s of
the
com
mun
ity t
hat
MT
AH
Q s
erve
s, r
ecru
itmen
t st
rate
gies
and
goa
ls a
re e
stab
lishe
d an
nual
ly t
o ad
dres
s th
e un
derr
epre
sent
atio
n of
w
omen
an
d/o
r et
hnic
m
inor
ities
. T
o ac
com
plis
h th
is
goal
, M
TA
H
eadq
uart
ers
Hum
an
Res
ourc
es
and
Dep
artm
ent
of D
iver
sity
and
Civ
il R
ight
s ha
ve p
artn
ered
and
dev
elop
ed p
roac
tive
recr
uitm
ent
stra
tegi
es t
o im
prov
e w
omen
and
m
inor
ity r
epre
sent
atio
n in
its
wor
kfor
ce.
C
hal
len
ges
in H
irin
g E
thn
ic M
ino
riti
es/W
om
en in
th
e W
ork
forc
e
U
nd
eru
tiliz
atio
n a
nd
Eva
luat
ion
M
TA
Hea
dqua
rter
s co
ntin
ues
to f
ocus
and
im
prov
e on
fem
ale
and
min
ority
und
er-r
epre
sent
atio
n.
Bet
wee
n Ja
nuar
y 2,
201
4
and
Dec
embe
r 31
, 20
14,
ther
e w
ere
152
new
hire
s, o
f w
hich
74
(49%
) w
ere
fem
ale
and
92
(61%
) w
ere
min
ority
. T
he h
ighe
st
conc
entr
atio
n of
fem
ale
new
hire
s oc
curr
ed in
the
Pro
fess
iona
l Cat
egor
y (7
5%).
O
f th
e ne
w h
ires,
the
hig
hest
per
cent
age
of
min
oriti
es w
as i
dent
ified
as
Bla
ck a
t (3
4%)
in t
he P
rofe
ssio
nal
Cat
egor
y, H
ispa
nics
and
Asi
an a
t (2
6%)
in t
he A
dmin
istr
ativ
e
Sup
port
Cat
egor
y.
MT
A P
olic
e D
epar
tmen
t in
crea
sed
the
perc
enta
ge o
f B
lack
(12
%),
His
pani
c (1
2%)
and
Asi
an (
6%)
Pol
ice
O
ffic
ers
and
surp
asse
d th
e es
timat
ed
avai
labi
lity
in
MT
A
Hea
dqua
rter
s’
geog
raph
ic
recr
uitm
ent
area
.
Alth
ough
20
14
expe
rienc
e se
vera
l m
ilest
ones
, re
crui
tmen
t ef
fort
s re
mai
n fo
cuse
d st
rong
ly
on
incr
easi
ng
the
num
ber
of
wom
en
and
min
oriti
es
in
the
high
er
rank
s w
ithin
M
TA
P
olic
e D
epar
tmen
t an
d H
ispa
nics
in
th
e O
ffic
ial
and
Adm
inis
trat
ors
and
Adm
inis
trat
ive
Sup
port
job
cate
gorie
s.
N
ativ
e H
awai
ian
an
d o
ther
Pac
ific
Isla
nd
ers
(NH
OP
I)
As
one
of t
he f
aste
st-g
row
ing
race
gro
ups
iden
tifie
d in
the
U.S
. C
ensu
s, f
or t
he f
irst
time
NH
OP
I ar
e u
nder
utili
zed
in a
ll w
orkf
orce
cat
egor
ies
at M
TA
Hea
dqu
arte
rs.
MT
A H
eadq
uar
ters
Hum
an R
esou
rces
and
MT
A D
epar
tme
nt o
f D
iver
sity
and
C
ivil
Rig
hts
are
expl
orin
g st
rate
gies
to in
crea
se r
epre
sent
atio
n in
thi
s gr
oup.
D
iver
sity
an
d R
ecru
itm
ent
Pla
n
MT
A a
ppoi
nte
d a
Dire
ctor
of
All-
Age
ncy
Vet
era
n R
ecru
itme
nt a
nd S
taffi
ng I
nitia
tives
res
pons
ible
for
org
aniz
ing
MT
A’s
at
tend
ance
at
job
fairs
and
pro
vidi
ng w
ays
to a
ssis
t th
e m
ilita
ry c
omm
uni
ty i
n le
arni
ng a
bout
and
app
lyin
g fo
r po
sitio
ns
thro
ugho
ut th
e M
TA
fam
ily.
Master Page # 45 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
M
TA
will
con
tinue
to
wor
k in
par
tner
ship
with
the
BS
C t
o se
nd a
ll ne
w jo
b op
enin
gs t
o or
gani
zatio
ns in
clus
ive
of v
eter
ans,
fe
mal
e an
d m
inor
ity o
rgan
izat
ions
.
MT
A w
ill e
nsur
e th
at t
he E
EO
Offi
cer
is i
nvol
ved
from
the
beg
inni
ng o
f th
e ou
trea
ch,
recr
uitm
ent
and
hirin
g pr
oces
s fo
r ea
ch r
ecru
itmen
t ef
fort
.
MT
A H
um
an
Res
ourc
es (
“HR
) w
ill w
ork
in c
lose
r pa
rtne
rshi
p w
ith M
TA
’s D
epar
tmen
t of
Div
ersi
ty a
nd C
ivil
Rig
hts
(“D
DC
R”)
to
spe
cific
ally
ide
ntify
whi
ch p
ositi
ons
with
in e
ach
of t
he j
ob c
ateg
orie
s at
HQ
are
un
deru
tiliz
ed.
In
add
ition
, M
TA
HR
will
wor
k w
ith D
DC
R t
o fin
d ne
w s
ourc
es f
or t
hose
cat
egor
ies
that
are
und
erut
ilize
d w
ithin
the
var
ious
job
ca
tego
ries
.
Wor
king
in
conj
unct
ion
with
the
Dep
artm
ent
of D
iver
sity
and
Civ
il R
ight
s, M
TA
HR
will
est
ablis
h an
out
reac
h an
d re
crui
tmen
t bud
get a
s a
stra
tegy
for
addr
essi
ng u
nder
utili
zatio
n.
W
orki
ng in
con
junc
tion
with
the
Dep
artm
ent
of D
iver
sity
and
Civ
il R
ight
s, M
TA
HR
will
est
ablis
h re
latio
nshi
ps w
ith e
xter
nal
ethn
ic a
nd w
omen
ass
ocia
tions
.
Wor
king
in c
onju
nctio
n w
ith t
he D
epar
tmen
t of
Div
ersi
ty a
nd
Civ
il R
ight
s, M
TA
HR
will
wor
k to
sec
ure
fund
ing
to c
reat
e a
paid
col
lege
inte
rnsh
ip p
rogr
am a
s a
stra
tegy
for
recr
uitin
g an
d de
velo
ping
div
erse
futu
re ta
lent
.
MT
A H
R w
ill w
ork
with
MT
A D
DC
R t
o br
eako
ut M
TA
BS
C a
nd M
TA
HQ
und
erut
iliza
tion
num
bers
. T
his
will
allo
w u
s to
id
entif
y m
ore
clea
rly w
here
our
und
erut
iliza
tion
is b
etw
een
the
MT
A B
SC
and
oth
er M
TA
HQ
de
part
men
ts.
N
ativ
e H
awai
ian
and
Oth
er P
acifi
c Is
land
ers
are
unde
rutil
ized
in a
ll of
our
cat
egor
ies
and
MT
A H
R a
nd M
TA
DD
CR
are
in
the
proc
ess
of e
xplo
ring
new
idea
s to
incr
ease
this
gro
up’s
rep
rese
ntat
ion
in v
ario
us jo
b ca
tego
ries.
O
ng
oin
g M
on
ito
rin
g P
rog
ram
M
TA
Hea
dqua
rter
s D
epar
tmen
t of
Div
ersi
ty a
nd
Civ
il R
ight
s, i
n pa
rtne
rshi
p w
ith t
he M
TA
Hea
dqua
rter
s D
epar
tmen
t of
Hum
an
Res
ourc
es,
ensu
res
that
util
izat
ion
targ
ets
for
wom
en a
nd m
inor
ities
in
part
icul
ar j
ob c
ateg
orie
s, i
n co
nnec
tion
with
hiri
ng,
and
pr
omot
iona
l op
port
uniti
es
are
base
d on
es
timat
ed
avai
labi
lity
and
inte
rnal
w
orkf
orce
nu
mbe
rs.
In
clus
ive
as
part
of
M
TA
H
eadq
uart
ers’
rec
ruitm
ent
stra
tegi
es i
s th
e on
goin
g m
onito
ring
and
outr
each
eff
orts
to
incl
ude
vete
ran
and
pers
ons’
with
dis
abili
ties
in t
he t
alen
t poo
l.
The
MT
A D
epar
tmen
t of
Div
ersi
ty a
nd C
ivil
Rig
hts
appr
oves
hire
s, p
rom
otio
ns,
and
prov
ides
util
izat
ion
targ
ets.
On
an a
nnua
l bas
is,
the
MT
A D
epar
tme
nt o
f D
iver
sity
and
Civ
il R
ight
s de
velo
ps g
oals
for
und
er-r
epre
sent
ed E
EO
job
grou
ps,
base
d on
es
timat
ed a
vaila
bilit
y pe
rcen
tage
s an
d in
tern
al j
ob g
roup
pop
ulat
ions
, an
d di
ssem
inat
es t
he i
nfor
mat
ion
to M
TA
Hea
dqua
rter
s H
uman
Res
ourc
es.
Master Page # 46 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
2014-Q
4 E
EO
an
d D
IVE
RS
ITY
RE
PO
RT
NE
W Y
OR
K C
ITY
TR
AN
SIT
an
d M
TA
BU
S C
OM
PA
NY
Ch
all
en
ges
in
Hir
ing
Eth
nic
Min
ori
tie
s/W
om
en
Co
mp
eti
tive
Ex
am
ina
tio
ns
Po
sitio
ns in
NY
C T
ran
sit a
nd
MT
A B
us C
om
pa
ny,
for
the
mo
st
pa
rt,
are
fill
ed
th
rou
gh
com
pe
titive
exa
min
atio
ns.
While
NY
C T
ran
sit a
nd M
TA
Bu
s C
om
pa
ny c
on
tin
ue t
o e
xp
an
d th
eir
ou
tre
ach e
ffo
rts,
in t
he
ca
se
of
positio
ns r
eq
uirin
g a
com
petitive
exa
min
atio
n,
on
ly t
ho
se a
pp
lica
nts
wh
o a
chie
ve
a p
as
sin
g g
rad
e c
an
be
co
nsid
ere
d f
or
the
po
sitio
n i
n l
ist
nu
mbe
r
ord
er,
with
ou
t re
ga
rd to
eth
nic
ity o
r ge
nd
er.
F
or
exa
mp
le, in
th
e c
ase
of
MT
A B
us C
om
pa
ny,
of th
e t
ota
l p
ositio
ns, 8
8%
are
non
-dis
cre
tion
ary
an
d a
re f
ille
d f
rom
a lis
t. A
ppro
xim
ate
ly
80
% o
f a
ll h
ire
s a
t N
YC
Tra
nsit a
re n
on
-dis
cre
tio
na
ry a
nd
are
fill
ed
fro
m a
lis
t.
Po
ol
of
Qu
ali
fie
d A
pp
lic
an
ts
While
th
e c
om
pe
titive
exa
min
atio
n its
elf m
ust
rem
ain
blin
d t
o e
thnic
ity a
nd
gen
de
r, w
e w
ill c
on
tin
ue
to
make
all
effo
rts t
o in
cre
ase
th
e p
oo
l o
f q
ualif
ied
eth
nic
min
orities a
nd
fe
ma
les
wh
o a
re a
pply
ing
fo
r, t
akin
g,
an
d p
assin
g N
YC
Tra
nsit a
nd
MT
A B
us C
om
pan
y’s
com
pe
titive
exa
min
atio
ns.
Fe
ma
le I
nc
lus
ivit
y
Exp
an
din
g f
em
ale
in
clu
siv
ity,
wh
ich
inclu
de
s a
ttra
ctin
g a
nd
re
tain
ing m
ore
wo
me
n in t
rad
itio
na
lly m
ale
-dom
ina
ted
title
s,
pa
rtic
ula
rly in
th
e S
kill
ed
Cra
ft a
nd
Off
icia
ls &
Adm
inis
tra
tors
ca
teg
ori
es (
esp
ecia
lly in
the
sup
erv
iso
ry r
anks w
hic
h a
re a
lso lis
t hir
es),
rem
ain
s a
sig
nific
ant ch
alle
ng
e. Ide
ntify
ing
the
und
erl
yin
g c
auses th
at m
ay im
ped
e th
e r
ecru
itm
en
t o
f w
om
en
is a
cri
tica
l ste
p to
wa
rd r
ed
ressin
g t
he
ba
lan
ce
and
im
pro
vin
g inclu
siv
ity.
Nati
ve
Haw
aiia
n a
nd
oth
er
Pa
cif
ic Is
lan
de
rs (
NH
OP
I)
Und
eru
tiliz
atio
n in
the
NH
OP
I ra
cia
l g
rou
p w
as id
en
tifie
d f
or
the
first
tim
e in
th
e u
tiliz
ation
an
aly
sis
as a
re
sult o
f th
e u
pd
ate
d 2
01
0 C
ensus d
ata
. W
e w
ill e
xp
an
d o
ur
recru
itm
en
t an
d
ou
tre
ach
eff
ort
s t
o inclu
de
an
d t
arg
et th
is g
rou
p.
Master Page # 47 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
2014-Q
4 E
EO
an
d D
IVE
RS
ITY
RE
PO
RT
NE
W Y
OR
K C
ITY
TR
AN
SIT
an
d M
TA
BU
S C
OM
PA
NY
Str
ate
gie
s f
or
Imp
rove
me
nt
Div
ers
ity a
nd
In
clu
sio
n P
lan
NY
C T
ran
sit a
nd
MT
A B
us C
om
pa
ny’s
vis
ion is to
ha
ve
a r
esp
ectfu
l w
ork
pla
ce
tha
t att
racts
an
d r
eta
ins ta
len
ted m
en
an
d w
om
en
, a
nd
wh
ere
div
ers
ity is le
ve
rag
ed
to c
rea
te p
rog
ram
s
an
d s
erv
ice
s t
ha
t m
ee
t th
e n
ee
ds o
f th
e d
ive
rse
co
mm
unitie
s t
he
y s
erv
e.
NY
C T
ran
sit a
nd
MT
A B
us C
om
pa
ny b
elie
ve
th
at
the
valu
es o
f d
ive
rsity a
nd
inclu
sio
n m
ust
be
in
teg
rate
d
into
all
tha
t w
e d
o.
A t
askfo
rce
and
a s
tee
ring
co
mm
itte
e h
ave
be
en
fo
rmed
to d
eve
lop
an
d im
ple
me
nt
a c
om
pre
hen
siv
e a
nd
ro
bu
st
Div
ers
ity a
nd
Inclu
sio
n P
lan
. U
nd
er
this
pla
n,
div
ers
ity w
ill e
nco
mpa
ss n
ot
on
ly r
ace,
eth
nic
ity,
an
d g
en
de
r b
ut
the
fu
ll ra
nge
of
hum
an d
iffe
rence
s t
hat
affe
ct
the w
ay w
e t
hin
k a
nd
do
th
ing
s.
Th
e c
om
mitte
e w
ill b
e p
rovid
ed
with
pe
rio
dic
up
da
tes a
s t
he D
ive
rsity a
nd
In
clu
sio
n P
lan
is im
ple
me
nte
d.
On
go
ing
Ta
rge
ted
Rec
ruit
me
nt
an
d O
utr
ea
ch
Eff
ort
s
NY
C T
ran
sit a
nd
MT
A B
us C
om
pa
ny s
tra
teg
ica
lly p
lan
th
eir r
ecru
itm
en
t a
nd s
ou
rcin
g e
ffo
rts t
o e
nsu
re t
ha
t in
form
atio
n a
bo
ut
em
plo
ym
ent
op
po
rtu
nitie
s a
nd
up
co
min
g e
xa
min
atio
ns
lea
din
g t
o e
mplo
ym
ent
are
bro
ad
ly a
dve
rtis
ed
th
rou
gh
ou
t th
e f
ive
bo
rou
gh
s o
f N
ew
Yo
rk C
ity.
Our
mu
lti-
face
ted
ma
rke
ting
ap
pro
ach
in
clu
des,
bu
t is
no
t lim
ite
d t
o, a
tte
nd
ing
jo
b fa
irs
an
d c
om
mun
ity o
utr
each
eve
nts
; utiliz
ing
socia
l m
ed
ia c
ha
nn
els
su
ch a
s F
ace
bo
ok,
Tw
itte
r, Y
ou
Tu
be
, e
tc.;
pla
cin
g a
dve
rtis
em
en
ts o
f e
xa
min
atio
ns a
nd
em
plo
ym
en
t in
form
ation
in
su
bw
ay s
tatio
ns a
nd
on
bu
ses; d
istr
ibu
tin
g e
xa
min
atio
n s
ched
ule
s v
ia M
etr
oC
ard
sa
les v
an
s; a
nd
tra
nsm
ittin
g e
bla
sts
ab
ou
t em
plo
ym
en
t o
ppo
rtu
nitie
s to
ve
tera
ns o
rgan
iza
tion
s,
no
t-fo
r-p
rofit e
ntitie
s, a
nd
com
mu
nity-b
ased
gro
ups.
O
utr
ea
ch t
o W
om
en
As p
art
of o
ur
co
ntin
ued
part
ne
rsh
ip w
ith
th
e lo
ca
l te
ch
nic
al s
cho
ols
acro
ss th
e c
ity, N
YC
Tra
nsit’s
Div
isio
n o
f H
um
an
Reso
urc
es a
ssis
ted
in
tere
ste
d h
igh
sch
oo
l se
nio
rs w
ith
the
ir
ap
plic
atio
ns f
or
the E
lectr
ica
l H
elp
er
exa
min
ation
. T
his
pa
rtn
ers
hip
ha
s th
e p
ote
ntial o
f a
ssis
tin
g u
s w
ith
ad
dre
ssin
g u
nde
r-re
pre
se
nta
tio
n o
f w
om
en
in
th
e s
kill
ed c
raft
jo
bs.
In M
arc
h,
NY
C T
ran
sit P
resid
en
t B
ian
co
had
th
e p
lea
su
re o
f m
ee
ting
an
d h
ostin
g a
lunch
eon
fo
r 1
6 y
oun
g w
om
en
fro
m C
ity P
oly
techn
ic H
igh
Scho
ol
in B
rookly
n w
ho
are
pa
rtic
ipating
in
Tra
nspo
rta
tio
n Y
OU
. T
ran
sp
ort
atio
n Y
OU
is a
jo
int
initia
tive
be
twe
en
th
e W
om
en
Tra
nsp
ort
ation
Se
min
ar
an
d t
he
U.S
. D
epa
rtm
en
t o
f T
ran
sp
ort
atio
n t
ha
t o
ffe
rs
yo
un
g g
irls
an
in
trod
uctio
n t
o a
wid
e v
ari
ety
of
tran
spo
rta
tio
n c
are
ers
th
rou
gh
han
ds-o
n, in
tera
ctive
me
nto
ring
.
As p
art
of
their
vis
it t
o N
YC
Tra
nsit,
these 1
6 y
ou
ng w
om
en h
ad t
he o
pp
ort
un
ity t
o t
ou
r o
ur
facili
ties a
nd m
ee
t w
ith
som
e o
f ou
r w
om
en
le
ade
rs,
inclu
din
g t
ho
se
re
cog
niz
ed b
y
NY
C T
ran
sit a
s “
Insp
irin
g W
om
en
.” F
or
the
past tw
o y
ea
rs, N
YC
Tra
nsit a
nd
MT
A B
us C
om
pa
ny h
ave
reco
gn
ize
d fem
ale
em
plo
ye
es w
ho
insp
ire
oth
ers
to
go
ab
ove
an
d b
eyo
nd
thro
ugh
ou
r “I
nspir
ing
Wom
en”
pro
gra
m.
Th
ese
wo
me
n s
et
an
exa
mp
le f
or
all
age
ncy e
mp
loye
es t
hro
ug
h t
heir
ach
ieve
me
nts
in
su
ch
va
ried
are
as a
s m
ilita
ry s
erv
ice
, n
on
-
tra
ditio
nal
wo
rk a
nd
ove
rcom
ing
hea
lth
ch
alle
nge
s.
Th
e “
Insp
irin
g W
om
en
” se
rve
d a
s m
en
tors
in
pa
rtne
rship
with
Tra
nspo
rta
tio
n Y
OU
an
d e
xp
ose
d t
he
se y
ou
ng w
om
en
to
info
rma
tio
n a
nd
activitie
s t
hat w
e h
op
e w
ill s
pa
rk th
eir in
tere
st
in t
he
fie
ld o
f tr
ansp
ort
atio
n a
nd
ultim
ate
ly in
be
co
min
g a
pa
rt o
f th
e N
YC
Tra
nsit a
nd
MT
A B
us C
om
pan
y t
ea
m.
In a
dd
itio
n t
o t
his
and
oth
er
me
nto
rsh
ip e
ffo
rts,
NY
C T
ran
sit a
nd
MT
A B
us C
om
pa
ny r
ece
ntly h
on
ore
d o
ur
pa
st
an
d p
rese
nt
wo
me
n d
ep
art
me
nt
he
ad
s w
ith
in o
ur
obse
rva
nce
of
Wom
en
’s H
isto
ry M
on
th. A
s p
art
of
this
recog
nitio
n, a p
ho
to d
ispla
y o
f th
e w
om
en w
as p
lace
d in t
he lo
bb
ies o
f ea
ch o
f ou
r m
ain
adm
inis
tra
tive b
uild
ings. In
ad
ditio
n, a
sum
ma
ry
of
each
le
ade
r’s c
on
trib
utio
ns to
NY
C T
ran
sit a
nd
MT
A B
us C
om
pan
y w
as f
ea
ture
d o
n t
he f
ron
t p
ag
e o
f M
TA
To
da
y,
ou
r in
tern
al e
mp
loye
e n
ew
s s
erv
ice
.
In a
sim
ilar
eff
ort
to
hig
hlig
ht
the
con
trib
utio
n o
f w
om
en,
NY
C T
ran
sit a
nd
MT
A B
us C
om
pa
ny r
ecen
tly c
rea
ted
th
e v
ide
o W
om
en
in
Tra
nsit f
or
ou
r in
tern
al
ne
ws s
erv
ice
and
em
plo
ym
en
t p
ag
e.
Th
is v
ide
o p
rovid
es a
n h
isto
ric a
cco
un
t o
f th
e c
on
trib
utio
ns m
ad
e b
y w
om
en
, p
art
icu
larl
y w
om
en i
n o
ur
op
era
tin
g d
ep
art
me
nts
. T
he
se
wo
me
n h
ave
had a
tre
men
do
us im
pact in
th
e f
ield
of
pu
blic
tra
nspo
rta
tio
n a
nd
we
are
pro
ud
to
hig
hlig
ht th
ese
ach
ievem
en
ts.
Master Page # 48 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
As p
art
of
NY
C T
ran
sit a
nd M
TA
Bu
s C
om
pan
y’s
co
mm
unity o
utr
ea
ch
, se
nio
r le
ad
ers
me
t w
ith
stu
den
ts a
tten
din
g R
alp
h R
. M
cK
ee
Ca
ree
r a
nd
Te
ch
nic
al E
du
ca
tio
n H
igh S
cho
ol
an
d B
ron
x C
om
mu
nity C
olle
ge
. T
his
eff
ort
has t
he
po
ten
tia
l to
ad
dre
ss t
he
cu
rre
nt
unde
r-re
pre
se
nta
tio
n o
f w
om
en
an
d m
ino
rities.
NY
C T
ran
sit a
nd
MT
A B
us C
om
pa
ny’s
ma
inte
nan
ce
an
d s
up
po
rt s
erv
ice
s p
ers
on
nel
als
o r
each
ed o
ut
to r
ep
rese
nta
tives o
f C
UN
Y B
ron
x C
om
mu
nity C
olle
ge
’s (
BC
C)
Au
tom
otive
Te
ch
no
log
y c
urr
icu
lum
, off
ering
assis
tan
ce
with
a m
en
tori
ng p
rog
ram
. B
CC
has a
la
rge
min
ori
ty p
op
ula
tio
n a
nd
th
eir
Au
tom
otive
Te
ch
no
log
y c
urr
icu
lum
is t
he
on
ly o
ne o
f its k
ind
in
th
e C
UN
Y s
yste
m.
In Q
4-2
01
4,
NY
C T
ran
sit a
nd
MT
A B
us C
om
pan
y p
art
icip
ate
d in
the
an
nua
l S
alu
te t
o W
om
en
’s V
ete
rans E
ve
nt,
th
e C
ircle
of
Sis
ter’s a
nn
ual con
fere
nce
fo
r W
om
en
of
Co
lor
to
pro
mote
em
plo
ym
en
t o
ppo
rtunitie
s.
O
utr
ea
ch t
o V
ete
ran
s
To
fu
rth
er
str
en
gth
en
ou
r re
cru
itm
en
t o
f ve
tera
ns, N
YC
Tra
nsit a
nd
MT
A B
us C
om
pa
ny r
ecen
tly s
ign
ed
a M
em
ora
ndu
m o
f A
gre
em
en
t w
ith
“A
rmy P
aY
S.”
T
he
US
Arm
y d
eve
lop
ed
the
Arm
y P
aY
S P
rog
ram
to
lin
k e
xp
eri
en
ced
sold
iers
with
tech
nic
al skill
s t
o c
ivili
an
em
plo
ye
rs loo
kin
g f
or
ve
tera
ns w
ith
ma
tch
ing
skills
. T
hro
ugh
th
is p
rog
ram
, cu
rre
nt
so
ldie
rs
are
ma
tch
ed
with
pro
spe
ctive
em
plo
ye
rs p
rio
r to
co
mp
letio
n o
f th
eir
active
du
ty.
Th
e s
old
ier
an
d p
rosp
ective
em
plo
ye
r re
ma
in in
con
tact
un
til th
e s
old
ier’
s s
epa
ratio
n f
rom
du
ty
at
wh
ich
po
int
the
em
plo
ye
r m
ay r
ecru
it t
he
ne
w v
ete
ran
. O
ur
inclu
sio
n in
Arm
y P
aY
S p
rovid
es N
YC
Tra
nsit a
nd
MT
A B
us C
om
pa
ny t
he
opp
ort
un
ity t
o m
ark
et
its p
ositio
ns t
o a
hig
hly
skill
ed
wo
rkfo
rce
.
On
Ma
rch
21
, 2
01
4, N
YC
Tra
nsit a
nd
MT
A B
us C
om
pan
y p
art
icip
ate
d in a
ca
reer
guid
ance
pro
gra
m c
alle
d, “H
ow
to
Re
ad
a M
ilita
ry R
esum
e,”
th
at w
as facili
tate
d b
y the
Woun
ded
Warr
ior
Pro
ject.
T
his
pro
gra
m a
ssis
ted
recru
ite
rs w
ith
rea
din
g a
nd
inte
rpre
tin
g a
mili
tary
resu
me
. T
he
wo
rksh
op
co
ve
red
su
ch
to
pic
s a
s u
nd
ers
tand
ing
com
mon
mili
tary
acro
nym
s
an
d ja
rgon
, tr
an
sla
ting
the
co
nce
pt
of
ran
k w
ith
in t
he c
on
text
of
civ
ilian
title
s a
nd t
yp
ica
l p
rofe
ssio
ns,
an
d u
nd
ers
tand
ing
resp
onsib
ilities a
cro
ss th
e v
ari
ous s
erv
ice
bra
nch
es.
In Q
4-2
014
, N
YC
Tra
nsit a
nd M
TA
Bu
s C
om
pa
ny p
art
icip
ate
d in
fo
ur
eve
nts
th
at
we
re o
rgan
ize
d f
or
Ve
tera
ns s
eekin
g e
mp
loym
ent:
R
ecru
it M
ilita
ry,
Be
a H
ero
, H
ire
a H
ero
, th
e
an
nu
al
Ve
tera
ns o
f W
all
Str
eet
Con
fere
nce
, ho
ste
d b
y G
old
ma
n S
achs,
an
d a
resum
e w
ritin
g a
nd
in
terv
iew
ing
skill
s w
ork
sho
p f
or
active
mili
tary
an
d v
ete
ran
s a
t F
ort
To
tten
,
Qu
ee
ns,
NY
. I
n a
dd
itio
n,
NY
C T
ran
sit a
nd
MT
A B
us C
om
pan
y r
ecru
itin
g p
ers
on
ne
l jo
ine
d M
TA
re
cru
ite
rs t
o h
ost
a t
able
at
the
an
nu
al V
ete
ran
’s D
ay P
ara
de
. T
he
NY
C T
ran
sit
an
d M
TA
Bu
s C
om
pa
ny r
ecru
itin
g te
am
con
tinu
es t
o w
ork
clo
se
ly w
ith
the
MT
A A
ll-A
ge
ncy D
ire
cto
r o
f V
ete
ran
Re
cru
itin
g t
o p
lan
th
e 2
01
5 r
ecru
itm
en
t str
ate
gy.
Ou
tre
ach t
o H
isp
an
ics
NY
C T
ran
sit a
nd
MT
A B
us C
om
pa
ny’s
on
goin
g o
utr
ea
ch
to H
isp
an
ics in
clu
de
s th
e d
issem
ina
tion
of in
form
atio
n a
bo
ut em
plo
ym
ent op
po
rtu
nitie
s a
t co
mm
un
ity e
ve
nts
, ca
ree
r fa
irs
thro
ugh
ta
rge
ted
em
ail
bla
sts
, a
nd
th
rou
gh
va
rio
us s
ocia
l m
ed
ia.
On
Ma
rch
6,
20
14
, N
YC
Tra
nsit a
nd
MT
A B
us C
om
pa
ny H
R s
taff
pa
rtic
ipa
ted
in
th
e M
ind
, B
od
y a
nd
Spir
it
Con
fere
nce
he
ld a
t Y
an
kee
Sta
diu
m t
ha
t w
as s
po
nso
red
by 1
00
His
pan
ic W
om
en
. A
lth
ou
gh
th
e f
ocu
s w
as p
rim
arily
on
he
alth
an
d w
elln
ess,
the
eve
nt
pro
vid
ed
ou
r H
R
pro
fessio
nals
with
an
opp
ort
unity t
o n
etw
ork
with
att
end
ees a
s w
ell
as s
ha
re in
form
atio
n a
bo
ut
em
plo
ym
en
t o
ppo
rtu
nitie
s a
t N
YC
Tra
nsit a
nd
MT
A B
us C
om
pa
ny.
On
go
ing
Pro
gra
m M
on
ito
rin
g
NY
C T
ran
sit’s
Offic
e o
f E
EO
, in
pa
rtne
rsh
ip w
ith
NY
C T
ran
sit’s
Div
isio
n o
f H
um
an
Re
sou
rce
s,
en
su
res t
ha
t u
tiliz
ation
ta
rge
ts f
or
wo
me
n a
nd
min
ori
tie
s i
n p
art
icu
lar
job
ca
teg
ories
,
ba
sed
on
estim
ate
d a
va
ilabili
ty a
nd
in
tern
al w
ork
forc
e n
um
be
rs,
are
kn
ow
n b
efo
re v
acan
cie
s,
dis
cre
tion
ary
hir
es a
nd
pro
mo
tio
ns a
re p
oste
d.
Th
e O
ffic
e o
f E
EO
pro
vid
es u
tiliz
ation
targ
ets
to
de
pa
rtm
en
ts o
n a
qua
rte
rly b
asis
. A
s p
art
of th
e O
ffic
e o
f E
EO
’s a
nd
Div
isio
n o
f H
um
an R
eso
urc
es’ m
on
ito
rin
g o
f th
e s
ele
ctio
n p
rocess, w
e e
nsu
re th
at w
om
en a
nd m
ino
rity
gro
up m
em
be
rs a
re in
clu
de
d a
s in
terv
iew
ers
. T
he
Offic
e o
f E
EO
mu
st a
pp
rove
all
dis
cre
tiona
ry h
ires a
nd
pro
mo
tion
s. F
or
MT
A B
us C
om
pan
y,
the
MT
A D
ep
art
me
nt o
f D
ive
rsity a
nd
Civ
il R
ights
ap
pro
ves d
iscre
tion
ary
hir
es,
pro
mo
tion
s,
and
pro
vid
es u
tiliz
ation
ta
rge
ts.
In
ad
ditio
n,
MT
A B
us C
om
pa
ny c
on
du
cts
pa
nel in
terv
iew
s w
hic
h in
clu
de a
Hum
an R
eso
urc
es
rep
rese
nta
tive
and
ensu
res p
an
el m
em
be
rs inclu
de
wo
me
n a
nd
min
orities.
Master Page # 49 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
20
14
FO
UR
TH Q
UA
RTE
R E
EO
RE
PO
RT
LON
G I
SLA
ND
RA
IL R
OA
D
EFFO
RTS
TO
IM
PR
OV
E T
HE
RE
PR
ES
EN
TATI
ON
OF
UN
DE
RU
TILI
ZED
PR
OTE
CTE
D G
RO
UP
S
EEO
Pro
gra
m M
an
ag
em
en
t an
d E
valu
atio
n
LIR
R O
ffic
e o
f Div
ers
ity M
an
ag
em
en
t is
resp
onsi
ble
for
mo
nit
ori
ng
the
age
ncy'
s EE
O p
rog
ram
and
prog
ress
tow
ard
s EE
O g
oals
. O
n an
ann
ual b
asis
, D
ive
rsity
Ma
na
ge
me
nt d
evel
ops
goal
s fo
r u
nd
er
rep
rese
nte
d E
EO
job
gro
ups,
bas
ed o
n e
stim
ate
d a
vaila
bili
ty p
erce
ntag
es a
nd in
tern
al j
ob
gro
up
po
pu
latio
ns,
an
d d
isse
min
ates
th
e in
form
ati
on
to
eac
h d
ep
art
me
nt,
Incl
udin
g H
uman
Res
ourc
es.
On
a
qu
art
erl
y ba
sis,
Div
ers
ity a
lso
diss
emin
ates
Pro
gres
s T
owar
ds G
oals
re
po
rts
to H
uman
Res
ourc
es.
Div
ers
ity M
an
ag
em
en
t rev
iew
s al
l ap
plic
an
t flo
w r
ep
ort
s to
ens
ure
tha
t ca
ndid
ate
pool
s ar
e di
vers
e, a
nd
conc
urs
wit
h e
very
no
n-r
ep
rese
nte
d n
ew
hir
e a
nd p
rom
oti
on
, pu
rsua
nt t
o F
TA
/DO
T C
ircu
lar
req
uir
em
en
ts.
LIR
R c
on
tinu
es
to fo
cus
and
imp
rove
on
fem
ale
an
d m
ino
rity
un
de
r-re
pre
sen
tatio
n.
Bet
wee
n Ja
naur
y 1,
20
14
and
De
cem
be
r 31
, 20
14,
th
ere
we
re 4
35
ne
w h
ires
, o
f wh
ich
, 69
(15
.9%
) wer
e fe
mal
e an
d 2
11
(48
.5%
) we
re m
ino
rity
. Th
e h
igh
est
co
nce
ntr
atio
n o
f fe
ma
le n
ew
hire
s oc
curr
ed in
the
Ad
min
istr
ativ
e
Su
pp
ort
job
ca
teg
ory
(37
.8%
). O
f th
e 1
10 n
ew
hir
es
in t
he
Ser
vice
Ma
inte
na
nce
job
ca
teg
ory
,19
.8%
we
re B
lack
an
d 1
5.4%
we
re H
ispa
nic.
Of t
he
70
ne
w h
ire
s in
th
e S
ervi
ce M
ain
ten
an
ce c
ateg
ory,
24.
3%
we
re b
lack
an
d 1
7.1
% w
ere
His
pani
c. O
f th
e 4
7 n
ew
hir
es in
the
Pro
fess
iona
ls c
ateg
ory,
19.
1% w
ere
His
pani
c a
nd
29.
8% w
ere
Asi
an.
Up
wa
rd M
ob
ilit
y P
rog
ram
s a
nd
Oth
er S
peci
al I
nit
iati
ves
Jun
ior E
ng
ine
er:
Thi
s is
an
en
try-
leve
l tra
inin
g w
hic
h i
ntr
od
uce
s p
art
icip
an
ts t
o th
e lo
ng
Isla
nd R
ail R
oad
and
its
vari
ous
op
era
tin
g a
nd
su
pp
ort
ing
de
pa
rtm
en
ts. S
pe
dflc
ally
, th
e p
rog
ram
Is d
esig
ned
to fa
mili
ariz
e e
mp
loye
es
wit
h a
ll as
pect
s o
f ra
ilro
ad
op
era
tion
s. T
he 5
2-w
ee
k cu
rric
ulu
m c
over
s si
gnal
s, t
rack
or
stru
ctur
es, a
nd
on
the
job
tra
inin
g. T
he p
art
icip
an
t wlll
wo
rk w
ith
a m
en
tor.
Up
on
suc
cess
ful c
om
ple
tion
of t
he
pro
gra
m, j
un
ior e
ngin
eers
are
pla
ced
in a
n e
ntr
y-le
vel m
an
ag
em
en
t pos
ition
.
Pro
ject
Ma
na
ge
me
nt-T
rain
ee
:
Pro
ject
Ma
na
ge
me
nt T
rain
ee is
a t
wo
-yea
r, e
ntr
y-le
vel t
rain
ing
pos
ition
, re
spon
sibl
e to
ass
ist w
ith
the
coo
rdin
ati
on
an
d a
dm
inis
tra
tion
of p
roje
cts
in th
e D
ep
art
me
nt o
f Pro
ject
Ma
na
ge
me
nt
Wo
rkin
g w
ith
sea
sone
d p
roje
ct m
anag
ers,
tra
ine
es
rece
ive
on
the
Job
an
d c
lass
room
tra
inin
g in
pro
ject
coo
rdin
ati
on
de
velo
pm
en
t, c
on
tro
ls, m
an
ag
em
en
t, s
ched
ulin
g, a
nd e
stim
atin
g. T
rain
ees
lear
n, in
a
me
nto
rin
g e
nvi
ron
me
nt,
to a
pp
ly s
peci
aliz
ed k
no
wle
dg
e, s
peci
fic t
o th
e r
eq
uir
em
en
ts o
f th
e r
ailr
oa
d
ind
ust
ry.
Master Page # 50 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
EFFO
RTS
TO
IMP
RO
VE
TH
E R
EP
RES
EN
TAT
ION
OF
UN
DE
RU
TILI
ZED
PR
OTE
CTE
D G
RO
UP
S
Pag
e 2
of3
The
re is
a s
erie
s o
f ro
tati
on
ass
ignm
ents
tha
t in
tro
du
ce tr
aine
es t
o t
he
ra
ilro
ad
and
its
vario
us o
pe
ratin
g
and
sup
po
rt d
ep
art
me
nts
. U
po
n s
ucce
ssfu
l co
mp
letio
n o
f th
e tr
ain
ing
pro
gra
m, t
rain
ees
are
plac
ed
into
ap
pro
pri
ate
en
try-
leve
l pro
ject
ma
na
ge
me
nt p
osi
tion
s
Bet
wee
n Ja
nuar
y 2
00
8 a
nd D
ece
mb
er 2
014,
11
Jr.
Eng
inee
rs a
nd
20
Pro
ject
Ma
na
ge
r Tra
inee
s w
ere
hir
ed
. Of t
he
Jr.
Eng
inee
r hi
res,
36
% w
ere
min
ori
ty.
Of t
he
Pro
ject
Ma
na
ge
r Tra
inee
hire
s, 2
5% w
ere
fem
ale
an
d 6
0% w
ere
min
ori
ty.
Ta
rge t
ed
Re
cru
itme
nt a
nd
Ou
tre
ach
Eff
ort
s
The
Long
Isla
nd R
ail R
oad
has
de
velo
pe
d a
re
cru
itm
en
t str
ate
gy
desi
gned
to
add
ress
un
de
r·
rep
rese
nta
tion
of f
emal
es a
nd m
ino
riti
es
in o
ur
wo
rkfo
rce
, and
to
be
tte
r re
fle
ct th
e d
emog
raph
ics
of t
he
ma
rke
ts w
e s
erve
.
1.
An
an
nu
al h
irin
g p
lan
is d
eve
lop
ed a
t th
e c
oncl
usio
n o
f eac
h ye
ar, to
aid
re
cru
itme
nt e
ffo
rts
for
an
ticip
ate
d v
acan
cies
in e
ach
cra
ft.
Can
dida
te p
ools
are
eva
lua
ted
at
the
end
oft
he
recr
uit
me
nt p
roce
ss.
If th
e p
oo
l is
lack
ing
div
ers
ity o
r if
are
as o
f un
de
r-re
pre
sen
tatio
n n
eed
to
be
add
ress
ed, a
dd
itio
na
l ou
tre
ach
is c
ondu
cted
.
2.
LIR
R's
ou
tre
ach
eff
ort
s to
att
ract
wo
me
n, m
ino
riti
es
and
vete
ran
s co
nti
nu
e to
exp
and
to in
clu
de
com
mu
nity
-ba
sed
an
d v
ete
ran
s jo
b fa
irs,
incl
ud
ing
the
His
pa
nic
/la
tin
a P
rofe
ssio
nals
Ass
ocia
tion
Job
Fai
r. W
e h
ave
also
po
ste
d jo
bs
on
mili
tary
web
site
s an
d se
nt j
ob
pos
tings
to m
ilita
ry
cont
acts
. T
he M
TA
als
o h
eld
its
first
eve
r Edu
catio
nal S
um
mit
for V
ete
ran
s in
Col
lege
on
Se
pte
mb
er 4
, 2
01
4. W
e m
et w
ith
rep
rese
ntat
ives
fro
m v
ario
us c
olle
ges
to in
form
the
m a
bo
ut
the
inte
rnsh
ip p
rog
ram
s e
ach
age
ncy
off
ers
, and
th
e a
pp
lica
tion
pro
cess
. A
dditi
onal
ly,
we
con
du
cte
d o
n-ca
mpu
s co
llege
re
cru
itm
en
t an
d a
tte
nd
ed
col
lege
job
fairs
, m
ost
wit
h d
iver
se
stu
de
nt b
odie
s.
3.
Bet
wee
n Ja
nuar
y 1
an
d D
ece
mb
er
31, 2
014,
liR
R s
taff
att
en
de
d t
he
follo
win
g jo
b fa
irs/
colle
ge
pre
sen
tatio
ns:
SU
NY
-One
onta
(Ja
nuar
y 10
); N
YU
/Pol
ytec
hnic
Un
ive
rsity
(F
ebru
ary
6 &
Se
pte
mb
er
18);
Ma
nh
att
an
Col
lege
(F
ebru
ary
11
); S
tony
Bro
ok
Un
ive
rsity
{F
ebru
ary
14);
Coo
per
Un
ion
(M
arc
h 4
); S
teve
ns I
nst
itu
te o
f Tec
hnol
ogy
(Ma
rch
5 &
Se
pte
mb
er 2
4);
NYC
Are
a
Co
mm
itte
e f
or
Em
plo
yer S
up
po
rt o
f th
e G
uard
and
Res
erve
(M
arc
h 5
); F
arm
ingd
ale
Sta
te
Col
lege
(M
arc
h 6
); H
irin
g o
ur H
ero
es (
Ma
rch
27)
; B
est o
f B
rook
lyn
(Ap
rill);
Que
ensb
orou
gh
Co
mm
un
ity C
olle
ge (
Apr
il 2)
; CU
NY
Big
App
le J
ob F
air (
Ap
ril4
); N
ewsd
ay (
Ap
ril9
); S
uff
olk
Co
mm
un
ity C
olle
ge (
Ap
ril1
6);
Ad
elp
hi U
niv
ers
ity (
Apr
il 23
); U
.S.
Ma
rin
es
Cor
p. S
ixth
Bat
talio
n
Fam
ily D
ay (
Ma
y 4
); V
ete
ran
s U
pw
ard
Bou
nd (
Ma
y 7
); C
ongr
essm
an C
harle
s R
ange
l Har
lem
Job
Fai
r (M
ay
15);
U.S
. M
ari
ne
Co
rp M
ari
ne
fo
r lif
e (J
une
20);
No
rth
rop
Gru
mm
an
(A
ugus
t 13
);
Master Page # 51 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
EFFO
RTS
TO
IMP
RO
VE
THE
REP
RES
EN
TAT
ION
OF
UN
OER
UTiliZ
ED P
RO
TEC
TED
GR
OU
PS
Pag
e3
of3
Hir
ing
ou
r H
eroe
s (A
ug
ust
14
); W
est
Po
int (
Aug
ust 1
5);
Ha
rle
m W
ee
k H
isto
ric
Bla
ck C
olle
ge F
air
(Aug
ust 1
6);
Ma
rin
e C
orp.
Me
ga
-Mu
ste
r (A
ugus
t 16)
; H
isp
an
ic/l
ati
no
Pro
fess
iona
ls A
ssoc
iatio
n
(Se
pte
mb
er 2
4);
NYS
Se
na
tor D
ean
Ske
los'
Job
Fai
r (O
cto
be
r 3);
Nas
sau
Co
un
ty J
ob F
air (
Oct
ob
er
7);
NYS
De
pt.
of L
ab
or-
Bro
okl
yn (
Oct
ob
er 8
); T
CI C
olle
ge o
fTe
chn
olo
gy
(Oct
ob
er 1
5};
Suf
folk
Co
un
ty J
ob F
air (
Oct
ob
er
17
}; A
me
rica
n P
ublic
Un
ive
rsity
Vir
tua
l Job
Fai
r (O
cto
be
r 21}
; Su
ffo
lk
Co
un
ty V
ete
ran
s S
ervi
ces
(Oct
ob
er 2
2};
Be
A H
ero
/Hir
e a
Her
o {N
ove
mb
er
10
); B
ron
x
Co
mm
un
ity
Col
lege
(N
ove
mb
er 2
0).
4.
Me
tho
ds
of a
dve
rtis
ing
incl
ud
e s
ocia
l me
dia
, as
we
ll as
pro
fess
iona
l org
an
izat
ions
and
ca
ree
r
we
bsi
tes.
The
spe
cific
His
pani
c w
eb
site
s in
clu
de
: La
tinos
for
Hir
e, S
oci
ety
of H
isp
anic
Pro
fess
iona
l Eng
inee
rs,
Na
tio
na
l Ass
ocia
tion
of
His
pani
c Jo
urn
alis
ts,
and
Sal
udos
.
S.
Em
plo
yme
nt
pos
ters
are
con
spic
uo
usl
y po
sted
in s
tatio
ns
and
term
ina
ls.
6.
Ou
trea
ch e
ffo
rts
have
incl
ud
ed
ap
plic
an
ts w
ith
dis
abili
ties.
We
me
t wit
h t
he
NYS
Ad
ult
Car
eer &
Co
ntin
uin
g E
duca
tion
Ser
vice
s &
Vo
catio
na
l Re
ha
bili
tatio
n o
n D
ece
mb
er
16, 2
014.
Master Page # 52 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Met
ro-N
orth
Rai
lroa
d D
iver
sity
an
d R
ecru
itm
ent
Stra
tegi
c P
lan
201
5 [E
ffor
ts t
o Im
pro
ve U
nd
eru
tiliz
atio
n]
Met
ro-N
orth
Rail
road
(“M
NR”
) has
dev
elope
d an
agg
ress
ive
dive
rsity
and
out
reac
h re
crui
tmen
t stra
tegy
to a
ddre
ss th
e un
deru
tiliz
atio
n of
fem
ales
and
min
oriti
es in
its w
orkf
orce
. Th
e re
sults
of t
hese
effo
rts w
ill e
nsur
e M
NR
achi
eves
and
main
tain
s a d
iver
se w
orkf
orce
pop
ulat
ion
and
is se
en a
s an
em
ploy
er o
f cho
ice in
the
regi
on.
To a
ccom
plish
this
task
, Hum
an R
esou
rces
and
Div
ersit
y/E
EO
Dep
artm
ents
hav
e pa
rtner
ed a
nd d
evel
oped
a
thre
e-pr
ong
appr
oach
that
foc
uses
on
outre
ach,
rete
ntio
n an
d cu
lture
shift
.
Rec
ruit
ing
and
Ou
trea
ch:
In o
rder
to re
crui
t and
hire
qua
lified
fem
ales a
nd m
inor
ities
, the
recr
uitm
ent s
taff
is co
mm
itted
to p
artic
ipat
ing
in a
nd le
adin
g ev
ents
and
car
eer f
airs
that
por
tray
a po
sitiv
e im
age
of M
NR
in o
rder
to c
reat
e th
e fo
unda
tion
for f
utur
e re
crui
ting
succ
ess.
The
stra
tegi
es th
at h
ave
prov
en to
be
the
mos
t ef
fect
ive
are
thos
e th
at fo
cus
on d
irect
con
tact
and
to th
at e
nd M
NR
main
tain
s ex
tens
ive
cont
acts
in u
rban
and
min
ority
com
mun
ities
and
reac
hes
out t
o hi
gh sc
hool
s, lo
cal c
olleg
es, f
emale
and
min
ority
affi
liate
d or
gani
zatio
ns a
nd e
lecte
d of
ficial
s. M
NR
cont
inue
s to
seek
thos
e ve
nues
whi
ch a
re
the
mos
t ben
efici
al to
our
recr
uitm
ent s
trate
gy a
nd re
cogn
izes
that
our
suc
cess
dep
ends
upo
n ho
w w
e m
arke
t our
selv
es.
Our
enh
ance
d In
tern
ship
Pr
ogra
m h
as se
rved
as a
succ
essf
ul re
crui
tmen
t too
l whe
reby
inte
rns h
ave
been
recr
uite
d an
d hi
red
afte
r suc
cess
fully
com
plet
ing
the
Prog
ram
.
The
goal
of t
he r
ecru
iting
com
pone
nt is
to
iden
tify
and
attra
ct t
alent
fro
m a
div
erse
poo
l and
to
ensu
re t
hat
ever
y ca
ndid
ate
is tre
ated
fair
ly th
roug
hout
the
hiri
ng p
roce
ss.
To e
nsur
e th
at d
iver
se p
ools
are
revi
ewed
and
scr
eene
d ap
prop
riate
ly, h
iring
man
ager
s an
d se
arch
com
mitt
ee
mem
bers
hav
e be
en p
rovi
ded
man
dato
ry tr
ainin
g th
at a
ddre
sses
eth
ics,
hirin
g pr
oces
ses,
EE
O is
sues
and
inte
rvie
w sk
ills.
Thi
s tra
inin
g en
sure
s tha
t th
at t
he a
pplic
atio
n an
d sc
reen
ing
proc
esse
s ar
e bi
as-fr
ee a
nd t
hat
hirin
g m
anag
ers
do n
ot l
et t
heir
subt
le bi
ases
or
cultu
ral
know
ledge
gap
s ne
gativ
ely im
pact
the
hirin
g pr
oces
s.
Ret
enti
on a
nd
Mob
ility
:
Our
wor
kfor
ce d
iver
sity
repo
rt sh
ows
that
mid
dle
man
ager
s te
nd t
o be
mor
e di
vers
e th
an t
hose
in
exec
utiv
e po
sitio
ns.
The
refo
re,
we
have
de
velo
ped
prog
ram
s int
ende
d to
pre
pare
inte
rnal
appl
ican
ts fo
r hig
her l
evel
pos
ition
s. O
ften
the
best
can
dida
tes f
or sp
ecial
ized
man
ager
ial p
ositi
ons
are
inte
rnal
appl
icant
s, bu
t due
to th
e lac
k of
spec
ializ
ed tr
ainin
g or
cer
tifica
tion
they
are
una
ble
to c
ompe
te fo
r pos
ition
s the
y ha
ve th
e ex
perie
nce
to
perf
orm
. Th
e pr
ogra
ms i
nclu
de th
e A
ssoc
iate
Eng
inee
r Pro
gram
and
the
MN
R M
ento
ring
Prog
ram
. Bo
th p
rogr
ams a
re in
tend
ed to
insp
ire u
pwar
d m
obili
ty a
nd im
prov
e th
e re
tent
ion
of u
nder
repr
esen
ted
grou
ps.
We
have
also
enh
ance
d ou
r car
eer c
ouns
eling
offe
rings
and
hav
e ex
pand
ed th
ose
serv
ices t
o ag
reem
ent e
mpl
oyee
s to
assis
t the
m in
find
ing
high
er le
vel p
ositi
ons w
ithin
MN
R.
Cu
ltu
re S
hif
t:
Fina
lly, M
NR
will
onl
y be
succ
essf
ul in
incr
easin
g an
d m
ainta
inin
g di
vers
ity if
the
orga
niza
tiona
l cul
ture
em
brac
es d
iver
sity
as a
n im
porta
nt b
usin
ess
nece
ssity
. In
ord
er to
ach
ieve
this
goal,
MN
R ha
s in
stitu
ted
man
dato
ry tr
ainin
gs th
at in
clud
e di
vers
ity a
war
enes
s an
d on
goin
g ev
ents
that
cele
brat
e di
vers
ity.
Thes
e tra
inin
gs a
re in
tend
ed to
sho
w M
NR
empl
oyee
s th
at th
eir in
divi
dual
quali
ties
and
cont
ribut
ions
enh
ance
the
agen
cy a
nd m
ake
it be
tter.
Master Page # 53 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
2015
Met
ro-N
orth
Rai
lroa
d D
iver
sity
an
d R
ecru
itm
ent
Stra
tegi
c P
lan
Th
e fo
llow
ing
stra
tegi
es h
ave
bee
n o
r w
ill b
e im
ple
men
ted
by
Met
ro-N
orth
Rai
lroa
d t
o im
pro
ve f
emal
e an
d m
inor
ity
rep
rese
nta
tion
in
its
wor
kfor
ce:
M
NR
will
con
tinue
to m
eet a
nnua
lly w
ith a
ll M
etro
-Nor
th e
xecu
tive
and
man
agem
ent s
taff
to re
view
the
wor
kplac
e di
vers
ity re
port
and
prog
ress
aga
inst
goa
ls, a
nd d
iscus
s the
ir re
spon
sibili
ties a
nd e
fforts
nec
essa
ry to
ens
ure
that
their
dep
artm
ents
striv
e to
ach
ieve
their
goa
ls.
M
NR
will
con
tinue
to a
ttend
car
eer f
airs o
f reg
iona
l col
leges
with
hist
orica
lly d
iver
se st
uden
t pop
ulat
ions
inclu
ding
CU
NY
and
SU
NY
co
llege
s as a
way
to re
crui
t a d
iver
se a
pplic
ant p
ool f
or jo
bs a
nd in
tern
ship
s
MN
R ha
s est
ablis
hed
a pr
oces
s for
follo
win
g up
with
con
tact
s mad
e at
job
fairs
, sch
ools,
and
min
ority
ass
ociat
ions
to e
nsur
e qu
alifie
d di
vers
e ap
plica
nts a
pply
for o
pen
posit
ions
.
MN
R w
ill c
ontin
ue to
net
wor
k w
ith re
gion
al of
fices
of m
inor
ity a
ssoc
iatio
ns, a
nd a
ttend
con
vent
ions
of m
inor
ity a
ssoc
iatio
ns.
M
NR
will
con
tinue
to d
evelo
p lo
ng-te
rm re
crui
tmen
t res
ourc
es b
y vi
sitin
g m
iddl
e an
d hi
gh sc
hool
s to
intro
duce
stud
ents
to M
etro
-Nor
th
Railr
oad
and
info
rm th
em o
f fut
ure
care
er/e
mpl
oym
ent o
ppor
tuni
ties b
efor
e th
ey se
ek c
olleg
e or
cra
ft sc
hool
s.
MN
R w
ill c
ontin
ue to
pro
mot
e an
d en
hanc
e pr
ogra
ms i
nten
ded
to p
rom
ote
from
with
in a
nd d
iver
sify
job
grou
ps th
at h
ave
hist
orica
lly b
een
unde
rrep
rese
nted
by
fem
ales a
nd m
inor
ities
. Th
ese
prog
ram
s inc
lude
the
Ass
ociat
e E
ngin
eer P
rogr
am a
nd M
NR
Men
torin
g Pr
ogra
m.
MN
R w
ill c
ontin
ue to
con
duct
man
dato
ry D
iversi
ty A
waren
ess a
nd E
qual
Opp
ortu
nity
in th
e Wor
kplac
e Tra
inin
g to
all
Met
ro-N
orth
em
ploy
ees t
o co
mm
unica
te E
EO
pol
icies
and
the
valu
e of
div
ersit
y to
MN
R.
M
NR
expa
nded
upo
n its
succ
essf
ul In
tern
ship
Pro
gram
by
havi
ng a
car
eer f
air d
edica
ted
solel
y to
recr
uit a
pplic
ants
from
hist
orica
lly d
iver
se
inst
itutio
ns.
M
NR
has e
stab
lishe
d Ca
reer
Adv
isem
ent W
orks
hops
for a
gree
men
t em
ploy
ees t
o pr
epar
e th
em to
app
ly fo
r hig
her l
evel
man
agem
ent
posit
ions
.
MN
R w
ill c
ontin
ue to
con
duct
man
dato
ry R
ecrui
tmen
t and
Hiri
ng P
roces
s tra
inin
gs to
all
empl
oyee
s par
ticip
atin
g in
sear
ch c
omm
ittee
s tha
t will
in
stru
ct c
omm
ittee
mem
bers
on
their
eth
ical r
espo
nsib
ilitie
s and
pre
pare
them
to c
ondu
ct in
terv
iews a
nd se
lectio
ns in
ord
er to
ens
ure
that
th
e hi
ring
proc
ess i
s fair
and
non
-disc
rimin
ator
y.
MN
R w
ill e
xpan
d its
Div
ersit
y &
Inclu
sion
Am
bass
ador
Pro
gram
whe
rein
eac
h de
partm
ent i
s rep
rese
nted
by
an a
mba
ssad
or.
Am
bass
ador
s ar
e gi
ven
the
tool
s nee
ded
to sp
read
the
mes
sage
of d
iver
sity
& in
clusio
n th
roug
h w
orks
hops
and
com
mun
icatio
ns th
at se
ek to
incr
ease
the
cultu
ral c
ompe
tenc
y of
MN
R’s w
orkf
orce
and
to c
reat
e a
dive
rsity
frien
dly
and
cultu
rally
sens
itive
wor
kplac
e.
MN
R w
ill e
xpan
d its
Cor
e M
anag
emen
t Tra
inin
g to
inclu
de a
five
-hou
r tra
inin
g m
odul
e on
EE
O, W
orkp
lace
Vio
lence
, Div
ersit
y, an
d Cr
itica
l Thi
nkin
g/M
anag
erial
Res
pons
ibili
ty &
Liab
ility
.
Master Page # 54 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Metro‐North Railro
ad Jo
b/Ca
reer Fairs 2014
Nam
e of Organ
ization
Locatio
n (City
or Borou
gh, State)
Transit Tech High
Schoo
l Broo
klyn, N
YCo
llege W
ide Career Fair
New
York, NY
Marines of G
arde
n City
Garde
n City, N
YWom
en in
Transpo
rtation
Long
Island
City
, NY
Borough of M
anhattan
Com
mun
ity College
New
York, NY
CCNY Mock Interview Day
New
York, NY
Hostos College
Bron
x, NY
Wou
nded
Warrio
rs Project
Broo
klyn, N
YWou
nded
Warrio
rs Program
(x2)
New
York, NY
NYC
Transit Museu
m Jo
b Fair
Broo
klyn, N
YHirin
g Our Heroe
s New
York, NY
Hofstra University
He
mpstead, N
YMercy College Spring 2014
Career F
air
Dobb
s Ferry, N
YSTEM
– Gatew
ay Com
mun
ity College
New
Haven
, CT
Vaughn
College (x3)
Flushing, N
YMLK SUNY Sprin
g Job Fair
Bron
x, NY
Lehm
an College
Bron
x, NY
AARP
Fou
ndation
New
York, NY
Army PaYS presentation
New
York, NY
Rangel Career F
air
New
York, NY
Girl Scouts C
areer a
nd College Success
Rye Broo
k, NY
Ope
n Ho
use – Transit M
useu
m
Broo
klyn, N
YVe
terans Jo
b Re
adiness W
orksho
pCarm
el, N
YThe WorkPlace
Bridgepo
rt, CT
New
Yorker H
otel
New
York, NY
Veterans Jo
b Fair
Howard Be
ach, NY
Master Page # 55 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
New
York Works Career E
xpo
Bron
x, NY
Transit M
useu
m Procuremen
t Job
Fair
Broo
klyn, N
YNCO
A Military Jo
b West P
oint, N
YWork Local First Job
Fair R
egistratio
n Form
Poughkeepsie, N
YBa
ruch College
New
York, NY
2014
‐ HLPA Career Expo ‐ New
York
New
York, NY
LGBT
New
York, NY
STEM
Career F
air a
t City
College of N
ew York
New
York, NY
Manhattan
College‐ STEM
Riverdale, NY
ED M
angano
's Career & M
ega Job Fair
Veterans
Union
dale, N
Y
Yonkers C
hambe
r of C
ommerce
Westche
ster Cou
nty Ce
nter, N
YYonkers ‐ Saund
ers T
rade
Schoo
l Yonkers,NY
DeVry
New
York City, N
YSoBro
Bron
x, NY
Recruit W
estche
ster
Westche
ster Hilton
, NY
Columbia Engine
ering Co
nsortiu
m Career F
air
New
York, NY
Grace Institu
te
New
York, NY
Bron
x Disability Em
ploymen
t Expo
New
York, NY
STEV
ENS Co
llege Career F
air
Hobo
ken, NJ
Goo
dwillny Ope
ratio
n: Goo
dJob
sNew
York, NY
Master Page # 56 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
2014
– 4
TH Q
UA
RT
ER
EE
O R
EP
OR
T
MT
A B
RID
GE
S A
ND
TU
NN
EL
S
EF
FO
RT
S T
O IM
PR
OV
E U
ND
ER
UT
ILIZ
AT
ION
M
TA
Brid
ges
and
Tun
nels
(B
&T
) is
com
mitt
ed a
nd e
ngag
ed i
n as
sert
ive
targ
eted
rec
ruitm
ent
and
outr
each
eff
orts
to
incr
ease
fem
ale
and
m
inor
ity r
epre
sent
atio
n w
here
it
exis
ts w
ithin
the
Age
ncy.
B
etw
een
Janu
ary
1, 2
014
and
Dec
embe
r 31
, 2
014,
the
re w
ere
49 n
ew
hir
es,
of
whi
ch 1
3 (2
7%)
wer
e fe
mal
e an
d 26
(53
%)
wer
e m
inor
ity.
The
hig
hest
con
cent
ratio
n of
fem
ale
new
hire
s oc
curr
ed i
n th
e P
rofe
ssio
nal
Cat
egor
y an
d th
e hi
ghes
t nu
mbe
r of
min
oriti
es id
entif
ied
as B
lack
occ
urre
d in
the
Ser
vice
Mai
nten
ance
Cat
egor
y.
B&
T w
ill c
ontin
ue t
o fo
cus
its o
utre
ach
effo
rts
to a
ddre
ss t
he u
nder
utili
zatio
n of
fem
ales
and
min
oriti
es a
s id
entif
ied
in i
ts w
orkf
orce
ana
lysi
s re
port
s.
To
achi
eve
this
go
al,
B&
T w
ill i
mpl
emen
t a
stra
tegi
c ta
lent
man
agem
ent
plan
, an
d in
crea
se i
ts p
rese
nce
at p
rofe
ssio
nal
and
com
mun
ity o
rgan
izat
ions
, co
llege
s, a
nd u
nive
rsiti
es c
aree
r fa
irs d
esig
ned
to a
ttra
ct m
inor
ities
, ve
tera
ns,
and
fem
ale
cand
idat
es in
201
5.
TA
LE
NT
MA
NA
GE
ME
NT
CH
AL
LE
NG
ES
U
nd
eru
tiliz
atio
n:
B&
T’s
wor
kfor
ce h
as u
nder
utili
zatio
n in
the
Off
icia
ls a
nd A
dmin
istr
ator
s jo
b ca
tego
ry o
f F
emal
es (
22%
) an
d
His
pani
cs (
5%),
and
in
the
Ad
min
istr
ativ
e S
uppo
rt j
ob c
ateg
ory
of H
ispa
nics
(13
%).
B
&T
’s w
orkf
orce
rep
orts
als
o in
dica
te a
n
unde
rutil
izat
ion
for
Am
eric
an I
ndia
n/N
ativ
e A
lask
an,
and
Nat
ive
Ha
wai
i and
Oth
er P
acifi
c Is
land
er (
NH
OP
I),
whi
ch is
a c
halle
nge
for
all M
TA
age
ncie
s gi
ven
the
grou
p’s
grea
tly in
crea
sed
estim
ated
wor
kfor
ce a
vaila
bilit
y fig
ures
.
Civ
il S
ervi
ce:
B&
T i
s fa
ced
with
an
addi
tiona
l w
orkf
orce
com
posi
tion
chal
leng
e th
at i
mpa
cts
appr
oxim
atel
y 35
0 C
ivil
Ser
vice
po
sitio
ns.
The
New
Yor
k C
ity D
epa
rtm
ent
of C
ityw
ide
Adm
inis
trat
ive
Ser
vice
s (D
CA
S)
ann
ounc
ed t
o al
l ag
enci
es u
nder
its
civ
il se
rvic
e pu
rvie
w t
hat
it pl
ans
to r
educ
e th
e nu
mbe
r of
Civ
il S
ervi
ce P
rovi
sion
al p
ositi
ons
over
the
nex
t tw
o ye
ars
as a
res
ult
of t
he C
ity
of L
ong
Bea
ch v
s. C
ivil
Ser
vice
Em
ploy
ees
Ass
ocia
tion,
Inc
. de
cisi
on.
In
June
201
5, D
CA
S s
hall
adm
inis
ter
civi
l se
rvic
e ex
ams
in
title
s w
here
ther
e ar
e em
ploy
ees
serv
ing
on a
pro
visi
onal
bas
is.
B&
T w
ill c
ontin
ue t
o be
in c
ompl
ianc
e w
ith c
ivil
serv
ice
sele
ctio
n an
d
appo
intm
ent
rule
s an
d re
gula
tions
.
ST
RA
TE
GIC
RE
TE
NT
ION
AN
D M
OB
ILIT
Y P
RO
GR
AM
S
C
entr
al C
on
tro
l U
nit
: M
TA
Brid
ges
and
Tun
nel i
mpl
emen
ted
Kro
nos,
a n
ew h
uma
n ca
pita
l tim
e an
d at
tend
ance
sys
tem
, as
par
t of
its
org
aniz
atio
nal
rest
ruct
urin
g pl
ans.
K
rono
s pr
ovid
ed B
&T
with
the
mec
hani
sm t
o tr
ansi
tion
from
a d
ecen
tral
ized
sys
tem
to
a ce
ntra
lized
tim
e an
d at
tend
ance
sys
tem
. S
peci
fical
ly,
key
func
tions
of
the
CC
U U
nit
prov
ided
ma
nage
men
t w
ith r
eal-t
ime
atte
nda
nce
patt
erns
and
tre
nds,
and
a r
educ
tion
in p
ayro
ll co
mpu
tatio
n er
rors
. T
o ac
com
plis
h th
is t
ask,
the
key
tra
nsac
tiona
l fu
nctio
ns w
ere
pe
rfor
med
by
curr
ent
B&
T p
erso
nnel
. T
his
resu
lted
in t
he t
rans
fer
of a
div
erse
wor
k gr
oup
to t
he n
ewly
for
med
Cen
tral
Con
trol
Uni
t (C
CU
), a
nd t
he e
nhan
cem
ent o
f the
ir qu
alita
tive
and
quan
titat
ive
prof
essi
onal
ski
lls.
Master Page # 57 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
M
anag
eme
nt
Ass
oci
ate
Pro
gra
m:
B&
T s
ucce
ssfu
lly l
aunc
hed
and
com
plet
ed i
ts f
irst
Brid
ges
& T
unne
ls M
anag
emen
t A
ssoc
iate
P
rogr
am i
n D
ecem
ber
2014
. T
he t
wo-
year
ma
nage
men
t pr
ogra
m p
rovi
ded
hand
s-on
pro
ject
man
agem
ent
oppo
rtun
ities
thr
ough
out
B&
T,
thro
ugh
divi
sion
al
rota
tion
and
by
allo
win
g pa
rtic
ipan
ts
to
fully
im
mer
se
them
selv
es
in
the
busi
ness
pr
oces
s of
th
ese
de
part
men
ts.
B&
T w
ill b
e la
unch
ing
its n
ext
prog
ram
in
2015
, an
d th
e ap
plic
ant
sele
ctio
n pr
oces
s w
ill c
omm
ence
in
Mar
ch 2
015.
B
&T
is
exp
andi
ng t
he p
rogr
am t
o i
nclu
de r
ecru
itmen
t of
can
dida
tes
with
eng
inee
ring
trai
ning
who
will
be
plac
ed i
n th
e B
&T
E
ngin
eerin
g an
d C
onst
ruct
ion
Dep
artm
ent.
M
ain
ten
ance
M
anag
emen
t In
tern
ship
P
rog
ram
:
In
an
effo
rt
to
attr
act
fem
ales
an
d H
ispa
nics
, B
&T
in
itiat
ed
a ye
ar-r
ound
in
tern
ship
pro
gram
des
igne
d to
att
ract
Mai
ntai
ner
cand
idat
es f
rom
avi
atio
n, a
utom
otiv
e an
d te
chni
cal f
ield
s.
The
inte
rnsh
ip p
rogr
am
com
bine
s an
d en
hanc
es t
he s
tude
nt’s
aca
dem
ic a
nd t
echn
ical
sch
ool-b
ased
tra
inin
g, w
ith p
ract
ical
job
rel
ated
ski
lls.
B&
T i
s pa
rtne
ring
with
Vau
ghn
Col
lege
; how
ever
, the
pro
gram
is o
pen
to r
egio
nal c
olle
ges
for
plac
emen
t of i
nter
este
d ca
ndid
ates
.
TA
RG
ET
ED
RE
CR
UIT
ME
NT
AN
D O
UT
RE
AC
H E
FF
OR
TS
MT
A B
ridge
s &
Tun
nels
rec
ruitm
ent
goal
is t
o id
entif
y an
d at
trac
t qu
alifi
ed t
alen
t in
an
effo
rt t
o ad
dres
s w
orkf
orce
und
er-r
epre
sent
atio
n.
To
do
so,
B&
T p
artic
ipat
es in
com
mun
ity-b
ased
vet
eran
job
fairs
, re
gion
al a
nd c
olle
ge jo
b fa
irs;
and
dive
rsifi
ed it
s m
arke
ting
sour
cing
effo
rts
to
incl
ude
com
mun
ity e
vent
s, a
ffin
ity a
nd d
isab
ility
org
aniz
atio
ns,
prof
essi
onal
ass
ocia
tions
, an
d w
eb-b
ased
and
soc
ial m
edia
adv
ertis
emen
t.
Hig
hlig
hts
of o
utre
ach
effo
rts
durin
g Ja
nuar
y 1,
201
4 to
Dec
embe
r 31
, 20
14 i
nclu
de:
Long
Isl
and
Job
See
ker
Job
Fai
r in
Ron
konk
om
a,
Mar
ch 1
1, 2
014;
Vau
ghn
Col
lege
of
Aer
onau
tics
and
Tec
hnol
ogy
Car
eer
Fai
r, A
pril
10,
2014
; C
aree
r E
xpo
at t
he C
olle
ge o
f S
tate
n Is
land
, A
pril
24,
2014
; V
eter
an J
ob R
eadi
ness
Job
and
Car
eer
Dev
elop
men
t W
orks
hop,
May
21,
201
4; M
arin
e F
or L
ife M
ilita
ry J
ob F
air,
Jun
e 20
, 20
14;
Nor
thro
p G
rum
man
Job
Fai
r; A
ugus
t 13
, 20
14;
Vau
ghn
Col
lege
of
Aer
onau
tics
and
Tec
hnol
ogy
Car
eer
Fai
r, S
epte
mbe
r 25
, 21
04;
Suf
folk
Cou
nty
Vet
eran
Car
eer
Fai
r, O
ctob
er 2
2, 2
014;
Am
eri
can
Pub
lic U
nive
rsity
Vir
tual
Job
Fai
r, O
ctob
er 2
2, 2
014;
Car
eer
Exp
o a
t B
ronx
C
omm
unity
Col
lege
(C
UN
Y),
No
vem
ber
20, 2
014;
and
Vau
ghn
Col
lege
of
Aer
onau
tics
and
Tec
hnol
ogy
Car
eer
Fai
r, D
ecem
ber
4, 2
014.
ON
GO
ING
MO
NIT
OR
ING
PR
OG
RA
M
MT
A B
ridge
s an
d T
unne
ls O
ffice
of
Equ
al E
mpl
oym
ent
Opp
ortu
nity
(E
EO
), i
n pa
rtne
rshi
p w
ith t
he M
TA
Brid
ges
and
Tun
nels
Hum
an
Res
ourc
es D
epar
tmen
t, en
sure
s th
at u
tiliz
atio
n ta
rget
s fo
r w
omen
and
min
oriti
es in
par
ticul
ar jo
b ca
tego
ries,
in c
onne
ctio
n w
ith h
iring
, tra
nsfe
rs,
and
prom
otio
nal o
ppor
tuni
ties
are
base
d on
wor
kfor
ce g
oals
and
est
imat
ed a
vaila
bilit
y in
the
rel
evan
t m
arke
t. T
he O
ffice
of
EE
O s
hall
prov
ide
quar
terly
and
on
an a
s ne
ed b
asis
util
izat
ion
targ
ets
to a
ddre
ss t
he u
nder
-rep
rese
ntat
ion
iden
tifie
d in
B&
T’s
wor
kfor
ce r
epor
ts.
The
Offi
ce o
f E
EO
mus
t ap
prov
e al
l dis
cret
iona
ry h
ires
and
prom
otio
ns,
and
for
civi
l ser
vice
pos
ition
s B
&T
mus
t ap
ply
the
New
Yor
k C
ity C
ivil
Ser
vice
rul
es
and
regu
latio
ns to
the
com
petit
ive
title
s, w
hich
impa
cts
our
utili
zatio
n of
und
er-r
epre
sent
ed g
roup
s. T
o ad
dres
s th
is b
arrie
r, B
&T
will
con
tinue
to
incr
ease
its
effo
rts
to a
ddre
ss th
e un
deru
tiliz
atio
n of
wom
en a
nd m
inor
ities
thro
ugh
aggr
essi
ve ta
rget
ed r
ecru
itmen
t.
Master Page # 58 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
E
FF
OR
TS
TO
IM
PR
OV
E T
HE
RE
PR
ES
EN
TA
TIO
N O
F U
ND
ER
UT
ILZ
ED
PR
OT
EC
TE
D G
RO
UP
S U
tili
zati
on a
nd
Eva
luat
ion
M
TA
Cap
ital
Con
stru
ctio
n is
com
mit
ted
to c
orre
ctin
g th
e un
deru
tili
zati
on o
f pr
otec
ted
grou
ps w
ithi
n ou
r st
affi
ng a
nd w
e co
ntin
ue t
o pa
rtne
r w
ith
MT
A’s
Dep
artm
ent
of D
iver
sity
and
Civ
il R
ight
s to
ens
ure
that
uti
liza
tion
tar
gets
for
the
se g
roup
s ar
e id
enti
fied
and
add
ress
ed.
Thr
ough
the
use
of
util
izat
ion
repo
rts
prov
ided
by
MT
A’s
Dep
artm
ent
of D
iver
sity
and
Civ
il R
ight
s,
MT
A C
apit
al C
onst
ruct
ion
com
pare
s ta
lent
ava
ilab
ilit
y to
wor
kfor
ce r
epre
sent
atio
n an
d st
ruct
ures
our
rec
ruit
men
t acc
ordi
ngly
. A
s of
Dec
embe
r 31
, 20
14,
MT
A C
apit
al C
onst
ruct
ion’
s w
orkf
orce
ref
lect
ed a
Fem
ale
repr
esen
tati
on o
f 35
% a
nd a
Min
orit
y re
pres
enta
tion
of
52%
. W
e m
et o
r ex
ceed
ed u
tili
zati
on t
arge
ts f
or F
emal
es (
all
job
cate
gori
es),
Bla
cks
(all
job
cat
egor
ies)
and
A
sian
s (a
ll j
ob c
ateg
orie
s w
ith
the
exce
ptio
n of
Adm
inis
trat
ive
Sup
port
).
We
are
stil
l w
orki
ng t
o m
eet
util
izat
ion
targ
ets
for
His
pani
cs
(Off
icia
ls
&
Adm
inis
trat
ors,
P
rofe
ssio
nals
, A
dmin
istr
ativ
e S
uppo
rt)
and
Asi
ans
(Adm
inis
trat
ive
Sup
port
).
Tar
gete
d R
ecru
itm
ent
and
Ou
trea
ch E
ffor
ts
MT
A C
apit
al C
onst
ruct
ion
util
izes
str
ateg
ies
to a
ddre
ss u
nder
util
izat
ion
whi
ch in
clud
e ta
rget
ed r
ecru
itm
ent a
s w
ell a
s in
tern
ship
an
d m
ento
ring
pro
gram
s. O
ur s
trat
egie
s in
clud
e:
C
orpo
rate
m
embe
rshi
p in
H
ispa
nic
orga
niza
tion
s su
ch
as
HL
PA
(H
ispa
nic/
Lat
ino
Pro
fess
iona
ls
Ass
ocia
tion
) an
d at
tend
ance
at
Lat
ino
targ
eted
job
fai
rs s
uch
as H
LP
A, L
AT
Car
eers
and
Lat
Pro
. M
TA
CC
al
so a
tten
ds jo
b fa
irs
and
empl
oym
ent e
vent
s ta
rget
ed a
t oth
er u
nder
util
ized
gro
ups
and
mil
itar
y m
embe
rs.
MT
AC
C h
as i
nvit
ed l
ocal
uni
vers
itie
s in
clud
ing
Col
umbi
a U
nive
rsit
y, M
anha
ttan
Col
lege
, N
ew Y
ork
Inst
itut
e of
Tec
hnol
ogy
and
New
Jer
sey
Inst
itut
e of
Tec
hnol
ogy
(NJI
T)
to p
arti
cipa
te i
n an
MT
AC
C
spon
sore
d m
ento
rshi
p pr
ogra
m w
ith
the
abov
e li
sted
col
lege
cha
pter
s of
SH
PE
(S
ocie
ty o
f H
ispa
nic
Pro
fess
iona
l Eng
inee
rs).
Master Page # 59 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Cur
rent
ly,
we
are
part
neri
ng w
ith
NJI
T t
o fo
rmal
ize
and
impl
emen
t a
men
tori
ng p
rogr
am a
nd a
re s
eeki
ng
to a
dd N
YU
Pol
ytec
hnic
Sch
ool o
f E
ngin
eeri
ng to
our
pro
gram
as
wel
l.
Dur
ing
late
201
4, M
TA
Cap
ital
Con
stru
ctio
n in
stit
uted
a p
aid
inte
rnsh
ip p
rogr
am t
o m
ake
inte
rnsh
ip
oppo
rtun
itie
s m
ore
acce
ssib
le t
o di
vers
e st
uden
ts f
rom
all
eco
nom
ic b
ackg
roun
ds.
Thi
s pr
ogra
m w
ill
be
expa
nded
thr
ough
rec
ruit
men
t ta
rget
ed t
o co
lleg
e le
vel
Lat
ino
and
othe
r co
lleg
e le
vel
unde
ruti
lize
d gr
oups
du
ring
the
sum
mer
and
fal
l sem
este
rs o
f 20
15.
In
201
4, M
TA
Cap
ital
Con
stru
ctio
n at
tend
ed j
ob f
airs
and
em
ploy
men
t ev
ents
inc
ludi
ng t
he L
AT
Car
eers
Job
Fai
r (8
/7/2
014)
, th
e H
LP
A J
ob F
air
(9/2
4/20
14),
the
Mar
ines
of
Gar
den
Cit
y Jo
b F
air
(3/8
/14)
, H
ow t
o R
ead
a M
ilit
ary
Res
ume
Wor
ksho
p (5
/13/
14),
the
Mar
ines
Meg
a-M
uste
r E
mpl
oym
ent
Eve
nt (
8/16
/201
4) a
nd t
he A
mer
ican
Pub
lic
Uni
vers
ity
Sys
tem
Job
Fai
r (1
0/21
/201
4). W
e ut
iliz
ed s
ocia
l med
ia to
targ
et m
embe
rs o
f th
e N
atio
nal S
ocie
ty o
f H
ispa
nic
Pro
fess
iona
ls,
Nat
iona
l S
ocie
ty o
f B
lack
Eng
inee
rs,
Nat
iona
l S
ocie
ty o
f H
ispa
nic
Eng
inee
rs,
Am
eric
an S
ocie
ty o
f C
ivil
E
ngin
eers
, Nat
iona
l Soc
iety
of
His
pani
c M
BA
’s, P
ubli
c T
rans
it a
nd C
onst
ruct
ion
Hea
lth
and
Saf
ety
wit
h in
form
atio
n an
d up
date
s on
MT
AC
C e
mpl
oym
ent o
ppor
tuni
ties
thro
ugh
the
prof
essi
onal
net
wor
king
sit
e L
inke
dIn.
D
urin
g 20
15,
MT
A C
apit
al C
onst
ruct
ion
wil
l co
ntin
ue t
o fo
cus
on a
ttra
ctin
g L
atin
o, A
fric
an A
mer
ican
, W
omen
, an
d A
sian
can
dida
tes
thro
ugh
soci
al m
edia
and
job
adv
erti
sem
ents
on
vari
ous
dive
rsit
y ba
sed
web
site
s su
ch a
s S
alud
os,
Pro
fess
iona
l W
omen
in
Eng
inee
ring
, th
e A
sian
Am
eric
an B
ar A
ssoc
iati
on,
the
Nat
iona
l S
ocie
ty o
f B
lack
Eng
inee
rs a
nd
othe
rs.
Rec
ruit
men
t U
pd
ates
W
ith
the
proc
essi
ng o
f a
rece
nt h
ire
sche
dule
d fo
r F
ebru
ary
2015
, M
TA
Cap
ital
Con
stru
ctio
n’s
util
izat
ion
of H
ispa
nics
w
ithi
n th
e P
rofe
ssio
nals
job
cat
egor
y w
ill
incr
ease
by
appr
oxim
atel
y 1%
. A
ltho
ugh
our
hiri
ng n
eeds
are
lim
ited
, w
e in
tend
to c
onti
nue
this
upw
ard
tren
d in
201
5 th
roug
h ta
rget
ed r
ecru
itm
ent a
nd o
utre
ach
effo
rts.
Master Page # 60 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
SM
AL
L B
US
INE
SS
M
EN
TO
RIN
G P
RO
GR
AM
UP
DA
TE
Feb
ruar
y 23
, 201
5
Master Page # 61 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
Small B
usiness M
entorin
g Program Upd
ate
as of D
ecem
ber 3
1, 201
4
•Since Novem
ber 2
010, whe
n the Sm
all B
usiness M
entorin
g Program com
men
ced, M
TA
awarde
d 142 contracts, to
talin
g $88.2 million.
•105 of th
ese contracts w
ere aw
arde
d to 70 New
York State certified
M/W
BE firm
s,*
totalin
g over $65.3 m
illion (74%
).
•Of the
se 70 M/W
BE firm
s, 21 are also certified DBE
s.
•140 firms ha
ve been pre‐qu
alified
.
•70
firm
s are pe
nding pre‐qu
alificatio
n.
•42
loan
s were ap
proved
and
closed, to
talin
g $4,325,000. Participating firms may app
ly
for small business loa
ns, the
maxim
um value
of the
loan
shall be the lesser of $
150,000,
or 30%
of con
tract v
alue
.
•45
participating firms grad
uated from
SBM
P Tier 1.
* Tw
enty‐nine firms were aw
arde
d 2 or m
ore projects each over th
e pa
st fo
ur and
half p
rogram
years.
Master Page # 62 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
SM
AL
L B
US
INE
SS
F
ED
ER
AL
PR
OG
RA
M U
PD
AT
E
Feb
ruar
y 23
, 201
5
Master Page # 63 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
•Since Program inception in M
arch 2013, 22 projects have be
en awarde
d,
totalin
g $41.7 million, of w
hich, $14
million (34%
) was awarde
d to DBE
s.
•Th
irty‐on
e firms a
re prequ
alified
, and
one
firm
is pen
ding
prequ
alificatio
n.
•MTA
app
roved an
d closed
three loan
s totaling $615,000.
•Participating firms m
ay app
ly fo
r small business loa
ns; the
maxim
um value
of th
e loan
shall be the lesser of $
900,000, or 3
0% of con
tract v
alue
.
•MTA
is fina
lizing a Surety Bon
d Assistan
ce Program
with
Willis/ACE
Surety. Participating firms a
re eligible fo
r surety bo
nd assistance of up to
$3 m
illion.
MTA
Small B
usiness F
ederal Program
Upd
ate
as of D
ecem
ber 3
1, 201
4
Master Page # 64 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
M/W
/DB
E C
ON
TR
AC
T C
OM
PL
IAN
CE
Fo
urt
h Q
uar
ter
2014
Up
dat
e
Feb
ruar
y 23
, 201
5
Master Page # 65 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
DBE
Partic
ipation in Fed
erally Fun
ded Co
ntracts
Fed
eral Fiscal Year 2
015*
(Octob
er 1, 2014 to Decem
ber 3
1, 2014)
• Each year, MTA
repo
rts to the Fede
ral Transit Ad
ministratio
n on
a se
mi‐ann
ual
basis
DBE
participation in fede
rally fu
nded
con
tracts.
• Re
ports a
re su
bmitted
on June
1st ‐‐ coverin
g Octob
er th
rough March, and
De
cembe
r 1st ‐‐ coverin
g Ap
ril th
rough Septem
ber. The De
cembe
r rep
ort a
lso
summarize
s data for the
entire
Fed
eral Fisc
al Year (“FFY”).
• Re
ports include
data on
DBE
participation in new
awards and
payments on
completed
con
tracts.
• For F
FY 2015, M
TA se
t an overall D
BE goal of 1
7%.
• From
Octob
er 2014 through De
cembe
r 2014, M
TA awarde
d approxim
ately $554
million in th
e fede
rally fu
nded
portio
n of con
tracts and
awarde
d over $96
million (17%
) to certified
DBE
s.
• From
Octob
er 2014 through De
cembe
r 2014, M
TA paid prim
e contractors
approxim
ately $346
million, with
paymen
ts to
certified DB
Es to
taling over $45
million (13%
).
*The
Fed
eral Fisc
al Year run
s from Octob
er 1
st th
rough Septem
ber 3
0th .
Master Page # 66 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Nu
mb
er o
f C
on
trac
tsA
war
d A
mo
un
tN
um
ber
of
DB
E C
on
trac
ts
DB
E A
war
d
Am
ou
nt
% T
o A
gen
cy
To
tal
1st
SE
MI-
AN
NU
AL
RE
PO
RT
20$5
53,6
44,1
7158
$96,
248,
322
17%
17%
Oct
ober
201
4 -
Dec
emb
er 2
014
TO
TA
L20
$553
,644
,171
58$9
6,24
8,32
217
%17
%
Nu
mb
er o
f C
on
trac
tsP
aym
ent
Am
ou
nt
Nu
mb
ero
f D
BE
Su
bco
ntr
acts
DB
E P
aym
ent
Am
ou
nt
% T
o A
gen
cy
To
tal
1st
SE
MI-
AN
NU
AL
RE
PO
RT
115
$345
,796
,010
417
$45,
468,
279
13%
17%
Oct
ober
201
4 -
Dec
emb
er 2
014
TO
TA
L11
5$3
45,7
96,0
1041
7$4
5,46
8,27
913
%17
%
*Dol
lar
amou
nts
repr
esen
t the
fede
rally
-fun
ded
port
ion
of c
ontr
acts
.
PA
YM
EN
TS
*
CO
NT
RA
CT
PA
YM
EN
TS
PA
YM
EN
TS
TO
PR
IME
S
DB
E P
AR
TIC
IPA
TIO
NO
VE
RA
LL
FT
A
GO
AL
FE
DE
RA
LL
Y-F
UN
DE
D C
ON
TR
AC
TS
DB
E C
ON
TR
AC
T A
CT
IVIT
YF
ED
ER
AL
FIS
CA
L Y
EA
R 2
015
(OC
TO
BE
R 2
014
- D
EC
EM
BE
R 2
014)
AW
AR
DS
*
CO
NT
RA
CT
AW
AR
DS
PR
IME
AW
AR
DS
DB
E P
AR
TIC
IPA
TIO
NO
VE
RA
LL
FT
A
GO
AL
Master Page # 67 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Tot
al A
war
dsT
otal
DB
E A
war
dsD
BE
%O
ctob
er 2
011
- M
arch
201
2$3
07,0
74,4
69$3
4,32
7,00
011
%A
pril
2012
- S
epte
mbe
r 20
12$1
56,5
64,0
18$2
1,41
6,15
314
%T
ota
l 201
2$4
63,6
38,4
87$5
5,74
3,15
312
%
Tot
al A
war
dsT
otal
DB
E A
war
dsD
BE
%O
ctob
er 2
012
- M
arch
201
3$8
45,2
38,3
20$1
09,0
07,3
4613
%A
pril
2013
- S
epte
mbe
r 20
13$6
99,0
47,9
60$9
7,55
7,35
614
%T
ota
l 201
3$1
,544
,286
,280
$206
,564
,702
13%
Tot
al A
war
dsT
otal
DB
E A
war
dsD
BE
%O
ctob
er 2
013
- M
arch
201
4$7
19,6
72,9
46$1
27,9
06,3
8918
%A
pril
2014
- S
epte
mbe
r 20
14$1
28,1
48,4
54$1
6,62
7,15
613
%T
ota
l 201
4$8
47,8
21,4
00$1
44,5
33,5
4517
%
Tot
al A
war
dsT
otal
DB
E A
war
dsD
BE
%O
ctob
er 2
014
- D
ecem
ber
2014
$553
,644
,171
$96,
248,
322
17%
To
tal 2
014
$553
,644
,171
$96,
248,
322
17%
DB
E C
ON
TR
AC
T A
WA
RD
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
012
Oct
ob
er 2
011
- S
epte
mb
er 2
012
DB
E C
ON
TR
AC
T A
WA
RD
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
015
Oct
ob
er 2
014
- D
ecem
ber
201
4
DB
E C
ON
TR
AC
T A
WA
RD
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
013
Oct
ob
er 2
012
- S
epte
mb
er 2
013
DB
E C
ON
TR
AC
T A
WA
RD
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
014
Oct
ob
er 2
013
- S
epte
mb
er 2
014
Master Page # 68 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Tot
al P
rime
Pay
men
tsT
otal
DB
E P
aym
ents
DB
E%
Oct
ober
201
1 -
Mar
ch 2
012
$652
,219
,929
$100
,229
,968
15%
Apr
il 20
12 -
Sep
tem
ber
2012
$812
,570
,064
$90,
441,
254
11%
To
tal 2
012
$1,4
64,7
89,9
93$1
90,6
71,2
2213
%
Tot
al P
rime
Pay
men
tsT
otal
DB
E P
aym
ents
DB
E%
Oct
ober
201
2 -
Mar
ch 2
013
$586
,192
,865
$62,
515,
499
11%
Apr
il 20
13 -
Sep
tem
ber
2013
$573
,253
,404
$75,
451,
916
13%
To
tal 2
013
$1,1
59,4
46,2
69$1
37,9
67,4
1512
%
Tot
al P
rime
Pay
men
tsT
otal
DB
E P
aym
ents
DB
E%
Oct
ober
201
3 -
Mar
ch 2
014
$608
,532
,033
$91,
976,
131
15%
Apr
il 20
14 -
Sep
tem
ber
2014
$932
,229
,007
$100
,045
,929
11%
To
tal 2
014
$1,5
40,7
61,0
40$1
92,0
22,0
6012
%
Tot
al P
rime
Pay
men
tsT
otal
DB
E P
aym
ents
DB
E%
Oct
ober
201
4 -
Dec
embe
r 20
14$3
45,7
96,0
11$4
5,46
8,27
913
%T
ota
l 201
5$3
45,7
96,0
11$4
5,46
8,27
913
%
Oct
ob
er 2
014
- D
ecem
ber
201
4
DB
E C
ON
TR
AC
T P
AY
ME
NT
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
013
Oct
ob
er 2
012
- S
epte
mb
er 2
013
DB
E C
ON
TR
AC
T P
AY
ME
NT
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
014
Oct
ob
er 2
013
- S
epte
mb
er 2
014
DB
E C
ON
TR
AC
T P
AY
ME
NT
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
012
Oct
ob
er 2
011
- S
epte
mb
er 2
012
DB
E C
ON
TR
AC
T P
AY
ME
NT
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
015
Master Page # 69 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MWBE
Participation in State Fun
ded Co
ntracts
New
York State Fiscal Year 2
014‐2015*
(April 1, 2014 to Decem
ber 3
1, 2014)
• Each year, MTA
repo
rts to the Em
pire State Develop
men
t Corpo
ratio
n on
a
quarterly
basis MWBE
participation on
state fund
ed con
tracts.
• Re
ports a
re su
bmitted
15 days after th
e en
d of each qu
arter, on
Janu
ary 15,
April 15, Ju
ly 15, and
Octob
er 15.
• Re
ports include
data on
con
tracts with
goals and MWBE
con
tract p
ayments.
• MTA
establishe
d an
overall MWBE
goal of 2
0% fo
r State fiscal year 2
014‐2015,
startin
g on
April 1, 2014.
• From
April 1, 2014 to Decem
ber 3
1, 2014, M
TA awarde
d approxim
ately $2
.1 in
NY State fund
ed con
tracts, w
ith over $
372 million (18%
) awarde
d to certified
MWBE
s.
• From
April 1, 2014 to Decem
ber 3
1, 2014, M
TA paid approxim
ately $877
million
on prim
e contracts w
ith over $
198 million (23%
), paid to
MWBE
s.
*The
State Fisc
al Year run
s from April 1s
t throu
gh M
arch 31s
t .
Master Page # 70 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Nu
mb
er o
f C
ontr
acts
Aw
ard
Am
oun
tN
um
ber
of M
WB
ES
ub
con
trac
ts
MW
BE
Aw
ard
A
mou
nt
MW
BE
%
FIR
ST
QU
AR
TE
R16
,915
$540
,465
,794
424
$83,
913,
228
16%
20%
AP
RIL
201
4-JU
NE
201
4
SE
CO
ND
QU
AR
TE
R14
,250
$366
,609
,489
994
$110
,419
,842
30%
20%
JUL
Y 2
014-
SE
PT
EM
BE
R 2
014
TH
IRD
QU
AR
TE
R18
,346
$1,1
88,0
24,6
5684
4$1
77,8
18,6
5715
%20
%O
CT
OB
ER
201
4-D
EC
EM
BE
R 2
014
TO
TA
L49
,511
$2,0
95,0
99,9
402,
262
$372
,151
,727
18%
20%
Nu
mb
er o
f C
ontr
acts
Pay
men
t A
mou
nt
Nu
mb
er
MW
BE
C
ontr
acts
MW
BE
Pay
men
t A
mou
nt
MW
BE
%
FIR
ST
QU
AR
TE
R1,
683
$297
,168
,938
2,04
7$7
0,81
1,82
224
%20
%A
PR
IL 2
014-
JUN
E 2
014
SE
CO
ND
QU
AR
TE
RJU
LY
201
4-S
EP
TE
MB
ER
201
41,
799
$325
,324
,903
2,20
4$7
1,78
2,60
522
%20
%
TH
IRD
QU
AR
TE
RO
CT
OB
ER
201
4-D
EC
EM
BE
R 2
014
1,72
7$2
54,4
48,1
022,
081
$55,
867,
702
22%
20%
TO
TA
L5,
209
$876
,941
,943
6,33
2$1
98,4
62,1
2923
%20
%
NY
S C
ON
TR
AC
TS
MW
BE
CO
NT
RA
CT
AC
TIV
ITY
AP
RIL
1, 2
014-
DE
CE
MB
ER
31,
201
4
PA
YM
EN
TS
CO
NT
RA
CT
PA
YM
EN
TS
PA
YM
EN
TS
TO
PR
IME
SM
WB
E P
AR
TIC
IPA
TIO
NN
YS
G
oal
AW
AR
DS
CO
NT
RA
CT
AW
AR
DS
PR
IME
AW
AR
DS
MW
BE
AW
AR
DS
NY
S
Goa
l
Master Page # 71 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
AG
EN
CY
AG
EN
CY
PR
IME
A
WA
RD
SM
BE
AW
AR
DS
MB
E%
WB
E A
WA
RD
SW
BE
%
Tot
al M
/WB
E
Tot
al
M/W
BE
%Q
TR
. 1
MT
A$3
66,3
42,2
16$1
2,41
8,88
23%
$6,8
61,2
582%
$19,
280,
140
5%Q
TR
. 2M
TA
$360
,271
,682
$17,
787,
465
5%$1
1,54
9,55
03%
$29,
337,
015
8%Q
TR
. 3M
TA
$1,0
32,6
07,3
49$6
7,79
3,66
87%
$44,
284,
802
4%$1
12,0
78,4
7011
%Q
TR
. 4M
TA
$79,
386,
111
$4,2
05,1
695%
$2,8
30,7
354%
$7,0
35,9
049%
TO
TA
LS
$1,8
38,6
07,3
58$1
02,2
05,1
846%
$65,
526,
344
4%$1
67,7
31,5
289%
AG
EN
CY
AG
EN
CY
PR
IME
A
WA
RD
SM
BE
AW
AR
DS
MB
E%
WB
E A
WA
RD
SW
BE
%
Tot
al M
/WB
E
Tot
al
M/W
BE
%Q
TR
. 1
MT
A$1
27,2
57,4
40$2
0,26
1,49
516
%$1
8,86
9,06
915
%$3
9,13
0,56
431
%Q
TR
. 2M
TA
$215
,936
,782
$25,
266,
811
12%
$21,
435,
174
10%
$46,
701,
986
22%
QT
R. 3
MT
A$2
46,7
52,4
96$3
9,48
3,61
016
%$2
8,74
0,69
212
%$6
8,22
4,30
228
%Q
TR
. 4M
TA
$128
,226
,362
$28,
785,
208
22%
$22,
036,
571
17%
$50,
821,
779
40%
TO
TA
LS
$718
,173
,079
$113
,797
,125
16%
$91,
081,
506
13%
$204
,878
,631
29%
AG
EN
CY
AG
EN
CY
PR
IME
A
WA
RD
SM
BE
AW
AR
DS
MB
E%
WB
E A
WA
RD
SW
BE
%
Tot
al M
/WB
E
Tot
al
M/W
BE
%Q
TR
. 1
MT
A$1
16,9
55,5
85$2
3,34
9,64
120
%$1
8,15
7,76
816
%$4
1,50
7,41
035
%Q
TR
2M
TA
$195
,012
,501
$20,
680,
851
11%
$14,
881,
246
8%$3
5,56
2,09
818
%Q
TR
3M
TA
$240
,110
,260
$31,
353,
894
13%
$26,
014,
920
11%
$57,
368,
815
24%
QT
R 4
MT
A$8
7,36
5,45
5$2
0,81
2,61
724
%$1
1,63
2,61
013
%$3
2,44
5,22
737
%T
OT
AL
S$6
39,4
43,8
01$9
6,19
7,00
315
%$7
0,68
6,54
511
%$1
66,8
83,5
4926
%
AG
EN
CY
AG
EN
CY
PR
IME
A
WA
RD
SM
BE
AW
AR
DS
MB
E%
WB
E A
WA
RD
SW
BE
%
Tot
al M
/WB
E
Tot
al
M/W
BE
%Q
TR
. 1M
TA
$540
,465
,794
$42,
186,
077
8%$4
1,72
7,15
18%
$83,
913,
228
16%
QT
R. 2
MT
A$3
66,6
09,4
89$5
5,96
5,31
315
%$5
4,45
4,52
915
%$1
10,4
19,8
4230
%Q
TR
. 3M
TA
$1,1
88,0
24,6
56$7
4,70
9,01
46%
$103
,109
,644
9%$1
77,8
18,6
5715
%T
OT
AL
S$2
,095
,099
,940
$172
,860
,404
8%$1
99,2
91,3
2310
%$3
72,1
51,7
2718
%
MW
BE
AW
AR
DS
FY
201
1 -
2012
MW
BE
AW
AR
DS
Apr
il 20
11 -
Mar
ch 2
012
FY
201
4 -
2015
MW
BE
AW
AR
DS
A
pril
2014
- D
ecem
ber
2014
FY
201
3 -
2014
MW
BE
AW
AR
DS
A
pril
2013
- M
arch
201
4
FY
201
2 -
2013
MW
BE
AW
AR
DS
A
pril
2012
- M
arch
201
3
Master Page # 72 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Tot
al P
rime
Pay
men
tsT
otal
DB
E P
aym
ents
DB
E%
Oct
ober
201
1 -
Mar
ch 2
012
$652
,219
,929
$100
,229
,968
15%
Apr
il 20
12 -
Sep
tem
ber
2012
$812
,570
,064
$90,
441,
254
11%
To
tal 2
012
$1,4
64,7
89,9
93$1
90,6
71,2
2213
%
Tot
al P
rime
Pay
men
tsT
otal
DB
E P
aym
ents
DB
E%
Oct
ober
201
2 -
Mar
ch 2
013
$586
,192
,865
$62,
515,
499
11%
Apr
il 20
13 -
Sep
tem
ber
2013
$573
,253
,404
$75,
451,
916
13%
To
tal 2
013
$1,1
59,4
46,2
69$1
37,9
67,4
1512
%
Tot
al P
rime
Pay
men
tsT
otal
DB
E P
aym
ents
DB
E%
Oct
ober
201
3 -
Mar
ch 2
014
$608
,532
,033
$91,
976,
131
15%
Apr
il 20
14 -
Sep
tem
ber
2014
$932
,229
,007
$100
,045
,929
11%
To
tal 2
014
$1,5
40,7
61,0
40$1
92,0
22,0
6012
%
Tot
al P
rime
Pay
men
tsT
otal
DB
E P
aym
ents
DB
E%
Oct
ober
201
4 -
Dec
embe
r 20
14$3
45,7
96,0
11$4
5,46
8,27
913
%T
ota
l 201
5$3
45,7
96,0
11$4
5,46
8,27
913
%
DB
E C
ON
TR
AC
T P
AY
ME
NT
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
012
Oct
ob
er 2
011
- S
epte
mb
er 2
012
DB
E C
ON
TR
AC
T P
AY
ME
NT
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
015
Oct
ob
er 2
014
- D
ecem
ber
201
4
DB
E C
ON
TR
AC
T P
AY
ME
NT
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
013
Oct
ob
er 2
012
- S
epte
mb
er 2
013
DB
E C
ON
TR
AC
T P
AY
ME
NT
SF
ED
ER
AL
FIS
CA
L Y
EA
R 2
014
Oct
ob
er 2
013
- S
epte
mb
er 2
014
Master Page # 73 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
FIN
AN
CIA
L A
ND
LE
GA
LS
ER
VIC
ES
Feb
ruar
y 23
, 201
5
Master Page # 74 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
WBE
10%
MBE
2%TO
TAL88
%
WBE
10%
MBE 2%
MTA
ALL AGEN
CY LEG
AL FEES
APRIL 20
14 ‐DECEM
BER 20
14
WBE
MBE
TOTA
LTO
TAL FEES = $21
,177
,281
10% M
BE10
% W
BE
ACTU
AL M
BE PAR
TICIPA
TION = $40
8,73
2 or
2%AC
TUAL
WBE
PAR
TICIPA
TION = $2,02
1,82
7 or 10%
Master Page # 75 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
AGEN
CYAL
L FEES PAID
MBE
FEES PA
IDAg
ency M
BE
PART
ICIPAT
ION
WBE
FEES PA
IDAg
ency W
BE
PART
ICIPAT
ION
B &T
$326
,149
$285
0.1%
$29,31
19.0%
LIRR
$1,122
,391
$55,06
64.9%
$15,42
21.4%
MTA
BUS
$3,081
,545
$182
,045
5.9%
$211
,694
6.9%
MTA
CC$2
,565
,119
$00.0%
$1,269
,213
49.5%
MTA
HQ
$5,908
,865
$16,64
40.3%
$59,20
71.0%
MNR
$1,297
,238
$44,58
03.4%
$7,174
0.6%
NYC
TA$6
,875
,973
$110
,112
1.6%
$429
,806
6.3%
TOTA
L$2
1,17
7,28
1$4
08,732
1.9%
$2,021
,827
9.5%
MTA
ALL AGEN
CY LEG
AL FEES PA
ID AP
RIL TH
ROUGH DEC
EMBE
R 20
14
Master Page # 76 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MT
A A
LL A
GE
NC
IES
UN
DE
RW
RIT
ER
FE
ES
A
pri
l 20
14
-De
ce
mb
er
20
14
10
% M
BE
GO
AL
1
0%
WB
E G
OA
L
ALL
OT
HE
R U
ND
ER
WR
ITE
R F
EE
S-
$8
,48
1,1
40
To
tal U
nd
erw
rite
r F
ee
s=
$9
,94
0,0
79
or
10
0%
A
ctu
al
MB
E P
art
icip
ati
on
= $
1,1
61
,03
6 o
r 1
2%
A
ctu
al
WB
E P
art
icip
ati
on
= $
29
7,9
03
or
3%
•MB
E
~WBE
DA
LL
OT
HE
R
FEE
S
Master Page # 77 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
AS
SE
T F
UN
D M
AN
AG
ER
S
Feb
ruar
y 23
, 201
5
Master Page # 78 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Asset F
und Managers
MTA
MaB
STOA Pension Plan
As of 1
2/31/2014
Master Page # 79 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
* Tradition
al assets include
dom
estic
equ
ities, internatio
nal equ
ities, emerging
market e
quities
as well as fixed
income. In previous presentations, internatio
nal equ
ities and
emerging
market
equitie
s were exclud
ed from
the grou
p of tradition
al assets.
Asset F
und Managers
MTA
Defined
Ben
efit Pe
nsion Plan
Includ
ing LIRR
Add
ition
al Plan
As of 1
2/31
/201
4
8.8%
91.2%
MWBE
Assets
Total A
ssets
Actual M
WBE
Participation = $3
36,127
,595
Total A
ssets = $3,825,559,448
19.5%
80.5%
MWBE
Assets
Tradition
al Assets
MWBE
GOAL
‐20%
Tradition
alAssets= $1,719,720,087
Actual M
WBE
Participation = $ 33
6,12
7,59
5
Master Page # 80 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MTA
CA
PIT
AL
PR
OJE
CT
SM
/W/D
BE
AW
AR
DS
Feb
ruar
y 23
, 201
5
Master Page # 81 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
DB
E A
WA
RD
S O
N M
TA
CA
PIT
AL
PR
OJE
CT
S w
ith
GO
AL
SJA
NU
AR
Y -
DE
CE
MB
ER
201
4F
ED
ER
AL
LY
FU
ND
ED
FE
DE
RA
LL
Y F
UN
DE
D
DB
E P
arti
cip
atio
n G
oal
: 17
%T
ota
l A
war
ds
To
tal
DB
E
Aw
ard
s
DB
E
Par
tici
pat
ion
(%
)
To
tal
Aw
ard
s
To
tal
DB
E
Aw
ard
s
DB
E
Par
tici
pat
ion
(%
)
To
tal
Aw
ard
s
To
tal
DB
E
Aw
ard
s
DB
E
Par
tici
pat
ion
(%
)
To
tal
Aw
ard
sT
ota
l DB
E
Aw
ard
s
DB
E
Par
tici
pat
ion
(%
)
To
tal
Aw
ard
sT
ota
l DB
E
Aw
ard
s
DB
E
Par
tici
pat
ion
(%
)C
onst
ruct
ion
639.
0$
141.
0$
22%
98.4
$
13
.1$
13%
131.
0$
31.6
$
24
.2%
583.
3$
95.7
$
16
.4%
1,45
1.6
$ 28
1.4
$
19%
Pro
fess
iona
l Ser
vice
s 0.
8$
0.2
$
21
.9%
34.5
$
9.6
$
27.7
%35
.3$
9.8
$
28%
Oth
erT
OT
AL
639.
0$
141.
0$
22%
98.4
$
13.1
$
13
%13
1.8
$31
.8$
24
.1%
617.
8$
105.
3$
17
.0%
1,48
7.0
$29
1.2
$
20%
Ad
dit
ion
al M
WB
E P
arti
cip
atio
n:
To
tal
Aw
ard
s
To
tal
MW
BE
A
war
ds
To
tal
Aw
ard
s
To
tal
MW
BE
A
war
ds
To
tal
Aw
ard
s
To
tal
MW
BE
A
war
ds
To
tal
Aw
ard
sT
ota
l MW
BE
A
war
ds
To
tal
Aw
ard
sT
ota
l MW
BE
A
war
ds
Con
stru
ctio
n 63
9.0
$
13
4.0
$
98
.4$
11.4
$
13
1.0
$ 0.
4$
100.
7$
86
8.4
$
24
6.5
$
Pro
fess
iona
l Ser
vice
s -
$
-
$
-
$
-
$
0.8
$
0.2
$
34
.5$
3.
4$
35.3
$
3.
6$
Oth
er-
$
-
$
-
$
-
$
-$
-$
-$
-$
-
$
-
$
T
ota
l 63
9.0
$
13
4.0
$
98
.4$
11
.4$
131.
8$
0.6
$
34
.5$
10
4.1
$
903.
7$
25
0.1
$
2014
TO
TA
LS
(JA
NU
AR
Y-
DE
CE
MB
ER
201
4)
(i
n m
illio
ns)
FIR
ST
QU
AR
TE
R (
JAN
UA
RY
-M
AR
CH
)
(in
mill
ion
s)
SE
CO
ND
QU
AR
TE
R (
AP
RIL
-JU
NE
)
(in
mill
ion
s)
TH
IRD
QU
AR
TE
R (
JUL
Y-
SE
PT
EM
BE
R)
(in
mill
ion
s)
FO
UR
TH
QU
AR
TE
R (
OC
T.-
DE
C )
(in
mill
ion
s)
Master Page # 82 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
MW
BE
AW
AR
DS
ON
MT
A C
AP
ITA
L P
RO
JEC
TS
wit
h G
OA
LS
JAN
UA
RY
201
4 -
DE
CE
MB
ER
201
4S
TA
TE
FU
ND
ED
ST
AT
E F
UN
DE
D
MB
E P
arti
cip
atio
n G
oal
: 10
%T
ota
l A
war
ds
To
tal M
BE
A
war
ds
MB
E
Par
tici
pat
ion
(%
)T
ota
l A
war
ds
To
tal M
BE
A
war
ds
MB
E
Par
tici
pat
ion
(%
)
To
tal
Aw
ard
sT
ota
l MB
E
Aw
ard
s
MB
E
Par
tici
pat
ion
(%
)
To
tal
Aw
ard
sT
ota
l MB
E
Aw
ard
s
MB
E
Par
tici
pat
ion
(%
)
To
tal
Aw
ard
sT
ota
l MB
E
Aw
ard
s
MB
E
Par
tici
pat
ion
(%
)C
onst
ruct
ion
21.2
$
3.8
$
17
.8%
93.3
$
11.5
$
12.3
%84
.6$
8.4
$
9.9%
661.
3$
68.3
$
10.3
%86
0.4
$
91
.9$
10
.7%
Pro
fess
iona
l Ser
vice
s3.
4$
0.1
$
4.
1%4.
7$
0.
6$
11.6
%3.
7$
0.2
$
4.1%
41.7
$
5.2
$
12
.4%
53.5
$
6.0
$
11.2
%O
ther
2.3
$
0.
3$
12.9
%-
$
-
$
0.
0%-
$
-$
0.
0%-
$
-
$
0.
0%2.
3$
0.30
$
12.9
%M
BE
Par
ticip
atio
n on
FT
A-f
unde
d pr
ojec
ts-
$
-$
-
$
-
$
T
OT
AL
26.9
$
4.2
$
16
%98
.0$
12
.0$
12
%88
.3$
8.56
$
10
%70
3.0
$ 73
.41
$
10
.4%
$916
.298
.2$
11
%
WB
E P
arti
cip
atio
n G
oal
: 10
%T
ota
l A
war
ds
To
tal W
BE
A
war
ds
WB
E
Par
tici
pat
ion
(%
)T
ota
l A
war
ds
To
tal W
BE
A
war
ds
WB
E
Par
tici
pat
ion
(%
)
To
tal
WB
E
Aw
ard
s
WB
E
Par
tici
pat
ion
(%
)
To
tal
Aw
ard
sT
ota
l WB
E
Aw
ard
s
WB
E
Par
tici
pat
ion
(%
)
To
tal
Aw
ard
sT
ota
l WB
E
Aw
ard
s
WB
E
Par
tici
pat
ion
(%
)C
onst
ruct
ion
21.2
$
2.8
$
13
.1%
93.3
$
20.8
$
22.3
%84
.6$
9.6
$
11.3
%66
1.3
$ 63
.5$
9.
6%86
0.4
$
96
.6$
11
.2%
Pro
fess
iona
l Ser
vice
s3.
4$
1.6
$
47
.1%
4.7
$
0.5
$
11
.4%
3.7
$
0.
1$
3.
2%41
.7$
4.
3$
10.2
%53
.5$
6.
5$
12
.2%
Oth
er2.
3$
0.2
$
10
.0%
-$
-$
0.0%
-$
-
$
0.0%
-$
-$
0%2.
3$
0.23
$
10.0
%W
BE
Par
ticip
atio
n on
FT
A-f
unde
d pr
ojec
ts-
$
-$
-
$
-
$
T
OT
AL
26.9
$
4.6
$
17
%98
.0$
21
.3$
22
%88
.3$
9.7
$
11.0
%70
3.0
$ 67
.7$
9.
6%91
6.2
$
10
3.4
$
11
%
Ad
dit
ion
al D
BE
Par
tici
pat
ion
:T
ota
l A
war
ds
To
tal D
BE
A
war
ds
To
tal A
war
ds
To
tal D
BE
A
war
ds
To
tal
Aw
ard
s
To
tal
DB
E
Aw
ard
s
To
tal
Aw
ard
s T
ota
l DB
E
Aw
ard
s T
ota
l A
war
ds
To
tal D
BE
A
war
ds
Con
stru
ctio
n 21
.2$
5.
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Master Page # 83 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
Feb
ruar
y 23
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5
MTA
EEO
POLICY
STATEMEN
TS
Master Page # 84 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
FEBRUARY 2015
MTAHQ POLICY EQUAL EMPLOYMENT OPPORTUNITY
GRC002881 Policy Number 12-001
The Metropolitan Transportation Authority (“MTA”) is fully committed to equal employment opportunity for all employees and applicants for employment without unlawful regard to race, color, religion, creed, national origin, ancestry, sex, sexual orientation, age, disability, predisposing genetic characteristic, gender identity, gender expression, domestic violence victim status, pregnancy, military or marital status or arrest/conviction records. This Policy applies to all personnel actions, including but not limited to promotion, demotion, transfer, recruitment, layoff or other discharge, recall, rates of pay, benefits and selection for training. Further, the MTA expressly prohibits any form of unlawful harassment based on race, color, religion, creed, national origin, ancestry, sex, sexual orientation, age, disability, predisposing genetic characteristic, gender identity, gender expression, domestic violence victim status, pregnancy, military or marital status or arrest/conviction records. Such unlawful interference with the ability of the MTA’s employees to perform their expected job duties is not tolerated.
The MTA is fully committed to complying with all applicable laws for establishing and implementing a program providing equal employment opportunities for all employees and applicants for employment. The MTA has developed an equal employment opportunity program, setting goals with timetables to provide minorities and women equal opportunities in its workforce. All managers and supervisors are responsible for implementing this program. This responsibility is measured in the same manner as their performance toward other business objectives. The successful achievement of this program will provide benefits to MTA through fuller utilization and development of minorities and women employees.
All employees and applicants for employment shall be protected from retaliation or harassment for filing a complaint or participating in an investigation of a complaint. Reprisal against or interference with an employee’s or applicant’s right to file a complaint concerning such matters constitutes a violation of this Policy.
Michael J. Garner, Chief Diversity Officer, is responsible for coordinating the MTA’s equal employment opportunity program. If you believe you have been subjected to a violation of this Policy in your employment or application for employment, you may contact your immediate supervisor, a higher level supervisor or Mr. Garner at 2 Broadway, 16th Floor, New York, NY 10004. Mr. Garner can be reached by telephone at (646) 252-1385. A supervisor who receives a complaint under this Policy should immediately contact Mr. Garner. If you wish to file a complaint, you should contact Mr. Garner at the above address or phone number. In addition, an employee or an applicant for employment may contact the Department of Diversity and Civil Rights at (646) 252-1373 in order to file a complaint. The Department of Diversity and Civil Rights will promptly initiate a thorough and impartial inquiry.
Master Page # 85 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
FEBRUARY 2015
MT AHQ POLICY EQUAL EMPLOYMENT OPPORTUNITY (Continued)
If, for any reason, you do not wish to bring your complaint to a supervisor, to Mr. Gamer, or to the Department of Diversity and Civil Rights, then you should report the matter to the MTA Chief of Staff, who will promptly initiate a thorough and impartial inquiry. The Chief of Staft~ with my approval, .may delegate the inquiry to another person. In all cases, confidentiality will be maintained throughout the investigation to the extent practical and consistent with the MT A's obligation to undertake a full inquiry and to make a detennination. In addition, all employees are required to fully cooperate during the conduct of such an investigation.
If it is detennined that a violation of this Policy has occurred, the MTA will take immediate action to remedy the situation. Any employee who is found to have violated this Policy or any supervisory or managerial employee who knowingly permits a violation of this Policy to occur may be subject to disciplinary action, up to and including dismissal from employment. Such an employee may also be subject to personal legal and financial liability.
In addition to the complaint procedures described above, complaints may be filed with the New York State Division of Human Rights or the United States Equal Employment Opportunity Commission.
This Policy is to ~osted in prominent locations throughout the MT A's facilities.
(~P-\ cr-Thomas F. Prendergast Chairman and Chief Executive Officer
GRC002881 Policy Number 12-001
Master Page # 86 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
FEBRUARY 2015
MTAHQ POLICY SEXUAL AND OTHER DISCRIMINATORY HARASSMENT
GRC002880 Policy Number 12-002
Sexual or other discriminatory harassment in the workplace is illegal and all employees, vendors, visitors and applicants for employment are prohibited from engaging in any such activity. It is the Policy of the Metropolitan Transportation Authority (“MTA”) that all employees have the right to work in an environment free from any form of discriminatory harassment or intimidation, either physical or verbal, by any other employee, vendor, visitor or applicant for employment. The MTA will not tolerate sexual or any other form of discriminatory harassment and violators of this Policy will be subject to disciplinary action, including but not limited to termination of employment.
Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
1. submission to such conduct is made explicitly or implicitly a term or condition of an individual’s employment, or
2. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or
3. such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
1. The victim and the harasser may be a woman or a man. 2. The harasser can be the victim’s supervisor, an agent of the employer, a
supervisor in another area, a co-worker or a non-employee. 3. Unlawful sexual harassment may occur without economic injury to or discharge
of the victim. 4. The harasser’s conduct must be unwelcome.
Examples of sexual harassment include, but are not limited to:
o a demand for sexual favors that is accompanied by a promise of favorable job treatment or a threat concerning the employee’s or applicant’s employment;
o pressure for sexual favors, including implying or threatening that an applicant’s or employee’s cooperation of a sexual nature (or refusal thereof) will have any effect on the person’s employment, job assignment, wages, promotion, or on any other conditions of employment or future job opportunities; or
Master Page # 87 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
FEBRUARY 2015
MTAHQ POLICY SEXUAL AND OTHER DISCRIMINATORY HARASSMENT (Continued)
GRC002880 Policy Number 12-002
o unwelcome conduct of an offensive nature, such as continual sexual propositions, slurs or innuendoes directed at the employee or applicant, uninvited physical contact, or repeated vulgar or demeaning comments, whether written, oral or sent by e-mail, directed toward the employee or applicant and others of his/her gender.
Harassment does not have to be of a sexual nature, however, and can include other forms of harassment. Other forms of discriminatory harassment consist of unwelcome conduct that is based on race, color, religion, creed, national origin, ancestry, sex, pregnancy, sexual orientation, age, disability, predisposing genetic characteristic, gender identity, gender expression, domestic violence victim status, military or marital status, arrest/conviction records or any other legally protected basis, including based on the employee’s having filed a complaint of discrimination under this Policy or the MTA Americans with Disabilities Act or Equal Employment Opportunity Policies, that has the purpose or effect of unreasonably interfering with an individual’s work performance, or creating an intimidating, hostile or offensive working environment.
All employees, visitors, vendors and applicants for employment shall be protected from retaliation for filing a complaint or participating in an investigation of a complaint. Reprisal against or interference with an employee’s, visitor’s, vendor’s or applicant’s right to file a complaint concerning such matters constitutes a violation of this Policy.
Michael J. Garner, Chief Diversity Officer, is responsible for coordinating this Policy. If you believe you have been subjected to a violation of this Policy in your employment or application for employment, you may contact your immediate supervisor, a higher level supervisor or Mr. Garner at 2 Broadway, 16th Floor, New York, NY 10004. Mr. Garner can be reached by telephone at (646) 252-1385. A supervisor who receives a complaint under this Policy, should immediately contact Mr. Garner. If you wish to file a complaint, you should contact Mr. Garner at the above address or phone number. In addition, an employee or applicant may contact the Department of Diversity and Civil Rights at (646) 252-1373 in order to file a complaint.
The Department of Diversity and Civil Rights will promptly initiate a thorough and impartial inquiry.
Master Page # 88 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
FEBRUARY 2015
MT AHQ POLICY SEXUAL AND OTHER DISCRIMINATORY HARASSMENT (Continued)
If, for any reason, you do not wish to bring your complaint to a supervisor, to Mr. Gamer, or to the Department of Diversity and Civil Rights, then you should immediately report the matter to the MT A Chief of Staff, who will promptly initiate a thorough and impartial inquiry. The Chief of Staff, with my approval, may delegate the inquiry and determination to another person. In all cases, confidentiality will be maintained throughout the investigation to the extent practical and consistent with the MTA' s obligation to undertake a full inquiry and to make a determination. In addition, all employees are required to fully cooperate during the conduct of such an investigation. The MT A Equal Employment Opportunity Policy also contains pertinent information relating to claims of discrimination.
If it is determined that a violation of this Policy has occurred, the MT A will take immediate action to remedy the situation. Any employee who is found to have violated this Policy or any supervisor or managerial employee who knowingly permits a violation of this Policy to occur may be subject to disciplinary action, up to and including dismissal from employment. Such an employee may also be subject to personal legal and financial liability.
In addition to the complaint procedures described above, complaints may be filed with the New York State Division of Human Rights or the United States Equal Employment Opportunity Commission.
This Policy is to be posted in prominent locations throughout the MTA' s facilities.
\~fV--.r-Thomas F. Prendergast Chairman and Chief Executive Officer
GRC002880 Policy Number 12-002
Master Page # 89 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
FEBRUARY 2015
MTAHQ POLICY AMERICANS WITH DISABILITIES ACT
GRC002882 Policy Number 12-003
The Metropolitan Transportation Authority (“MTA”) is fully committed to equal opportunity for all employees and applicants for employment and prohibits discrimination on the basis of disability in all of its employment practices. Such unlawful interference with the ability of the MTA’s employees to perform their expected job duties is not tolerated. The Americans with Disabilities Act (“ADA”) requires MTA to make reasonable accommodations to qualified applicants and employees with disabilities under certain circumstances. The MTA recognizes this obligation and has adopted guidelines to ensure its compliance with the ADA.
To request a reasonable accommodation for a disability relating to your employment or application for employment with the MTA, please contact Jessie Crawford, Deputy Director, Human Resources and Retirement Programs, MTA Human Resources Department, 2 Broadway, 4th Floor New York, NY 10004, at (212) 878-7238.
All employees and applicants for employment shall be protected from retaliation or harassment for filing a complaint or participating in an investigation of a complaint. Reprisal against or interference with an employee’s or applicant’s right to file a complaint concerning such matters constitutes a violation of this Policy.
Michael J. Garner, Chief Diversity Officer, is responsible for coordinating this Policy. If you believe you have been subjected to a violation of this Policy in your employment or application for employment with the MTA, you may contact your immediate supervisor, a higher level supervisor or Mr. Garner at 2 Broadway, 16th Floor, New York, NY 10004. Mr. Garner can be reached by telephone at (646) 252-1385. A supervisor who receives a complaint under this Policy should immediately contact Mr. Garner. If you wish to file a complaint, you should contact Mr. Garner at the above address or phone number. In addition, an employee or applicant may contact the Department of Diversity and Civil Rights at (646) 252-1373 in order to file a complaint. The Department of Diversity and Civil Rights will promptly initiate a thorough and impartial inquiry.
If, for any reason, you do not wish to bring your complaint to a supervisor, to Mr. Garner, or to the Department of Diversity and Civil Rights, then you should immediately report the matter to the MTA Chief of Staff, who will promptly initiate a thorough and impartial inquiry. The Chief of Staff, with my approval, may delegate the inquiry and determination to another person. In all cases, confidentiality will be maintained throughout the investigation to the extent practical and consistent with the MTA’s obligation to undertake a full inquiry and to make a determination. In addition, all employees are required to fully cooperate during the conduct of such an investigation.
The MTA Equal Employment Opportunity Policy also contains pertinent information relating to claims of discrimination.
Master Page # 90 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
FEBRUARY 2015
MT AHQ POLICY AMERICANS WITH DISABILITIES ACT (Continued)
If it is determined that a violation of this Policy l1as occurred, the MTA will take immediate action to remedy the situation. Any employee who is found to have violated this Policy or any supervisor or managerial employee who knowingly permits a violation of this Policy to occur may be subject to disciplinary action, up to and including dismissal from employment. Such an employee may also be subject to personal legal and financial liability.
In addition to the complaint procedures described above, complaints may be filed with the New York State Division of Human Rights or the United States Equal Employment Opportunity Commission.
This Policy is to be posted in prominent locations throughout the MTA's facilities.
\hf::~--r-Thomas F. Prendergast Chairman and Chief Executive Officer
GRC002882 Policy Number 12-003
Master Page # 91 of 91 - Diversity Committee Meeting 2/23/2015
________________________________________________________________________________
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