poveda-reyes the diamond performance indicators v2 · the diamond performance indicators:...

The DIAMOND Performance Indicators: Guidelines for delivering gender balance in the transport sector

TDM Symposium – Edinburgh, 19th - 21st June 2019

Sara Poveda-Reyes. AITEC

[email protected]

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TDM Symposium - Edinburgh, 19th - 21st June 2019

INDEX

1

2

3

4

5

Introduction

Objective

Methodology

Performance indicators

Conclusions

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INTRODUCTION

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1. Introduction

Women vs Men in transport sector

https://transportnsw.info/travel-info/using-public-transport/travelling-with-prams-young-children

§ Higher % has to balance productive work with

domestic chores and child care.

§ Higher % with part time job (EU-28 26.5% women,

8% men in 2018, OECD Data).

§ Lower average wage. Gender pay gap1 EU-28= 16%

Gender particularities: Mobility restrictions and social and

economic exclusion of women.

1Difference between average gross hourly earnings of male and female employees as % of male gross earnings

https://transportnsw.info/travel-info/using-public-transport/travelling-with-prams-young-children

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1. Introduction. Public transport

https://www.itf-oecd.org/womens-safety-security

§ More than 50% of the world’s population live in cities and public transport is an essential public service serving millionsof people.

§ Public transport facilitates access to employment, education and other public services.

§ 2/3 of passengers on public transport networks are women.

§ Railway stations and connexion corridors to subway, bus etc. canbe a high cause of anxiety related to safety perception, and lack ofcomfort and accessibility.

§ Surveys: most women feel exposed to physical or verbalaggression, sexual harassment and other forms of violence orunwelcome behavior, leading to personal stress and physical harm.

Making it hard to be mobile reinforces inequality.

https://www.itf-oecd.org/womens-safety-security

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1. Introduction. Vehicle sharing

• Vehicle sharing as intermediate mode of transport (electric cars, rickshaws, bicycles, mopeds, scooter, etc.) is a“alternative” to public transport.

• Men cycle three times as much as women and travel more than four times as far.

• Bike sharing systems used nowadays can be using pick up points or docks, or dockless bicycle systems.

• In general, European women are slightly more aware of environmental concerns than men.

• Comparing female and male car sharers, female early adopters used battery electric vehicles (BEVs) more often thanvehicles with an internal combustion engine and evaluate handling BEVs more positive1.

• Car sharing:The accessibility to driving a car when needed sometimes helps overcome the income gap.

1Kawgan-Kagan, I. (2015). Early adopters of carsharing with and without BEVs with respect to gender preferences. European Transport Research Review, 7, 33. http://doi.org/10.1007/s12544-015-0183-3

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1. Introduction. History of women in vehicle design

§ 1888: Bertha Benz - first long-distance drive (120 mile road trip) with an automobile prototype of Karl Benz.

§ 1905: Dorothy Levitt´s – two-day drive from London to Liverpool and back. Foremother of the fixed rearviewmirror.

§ Olive Dennis (1885 -1957) was the first Engineer woman who introduced some innovations in the railways:

o Reclinable seats.o Stain resistant fabric.o Dressing rooms for women.o Free papers towels.o Liquid Soaps in toilets.o Pretty drinking cups.o Lights with variable intensity at night.o Air conditioned compartments.o Individual windows.

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§ 1955:“Damsels of Design“ – General Motors.

(Left image, 6 “Damsels of design”, from left: Suzanne Vanderbilt,Ruth Glennie, Marjorie Ford Pohlman, Harley Earl, JeanetteLinder, Sandra Logyear, Peggy Sauer.)

( General Motors Design Archive & Special Collections )

https://www.wnycstudios.org/story/gms-all-female-design-team

For all of the horror that emerged from the SecondWorld War, there were some bright spots: With the menout fighting, women were brought into the workplace.

https://www.wnycstudios.org/story/gms-all-female-design-team

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o The Carousel's child-friendly backseat included:storage for toys, a magnetic game board and child-proof latches that could be controlled from the dashboard. o Umbrella

compartment

o Picnic compartment

(General Motors Design Archive & Special Collections)

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§ Introduced some of the first safety latches that could be controlled on the dashboard for children in theback seat.

§ In the Corvette introduced the first retractable seatbelt.

§ Glove compartments.

§ Light up mirrors.

“The Damsels” were thinking more “holistically” about automobiles and the different ways that a car would actually be used in the real world.

“The Damsels of Design” seem themselves as designers of both men and women, as designers for everybody.

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§ But “The Damsels” weren’t the only women in the design field at the time. There were a lot ofwomen in America and Europe who were designing and kind of flying under the radarbecause i) they weren’t taken seriously, or ii) they were working with their husbands and they were kindof in their shadow at the time.

In 1958, Harley Earl (the man who introduced “The Damsels”) retired and in 1960 they were gone from GM.

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§ 1955: La Femme car.

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§ 2016: DS 3 Givenchy Le Makeup Limited Edition

https://www.forbes.com/sites/kristintablang/2016/05/20/givenchy-le-makeup-limited-edition-ds-automobiles-citroen-luxury-cars/#6f86291d512b

https://www.forbes.com/sites/kristintablang/2016/05/20/givenchy-le-makeup-limited-edition-ds-automobiles-citroen-luxury-cars/

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https://edition.cnn.com/style/article/cosmopolitan-seat-car/index.html

§ 2016: SEAT Mii (SEAT+Cosmopolitan)

o Jewel-effect rims.

o Handbag hook.

o Eyeliner headlights

https://edition.cnn.com/style/article/cosmopolitan-seat-car/index.html

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https://www.telegraph.co.uk/women/womens-business/10831552/Why-car-makers-might-actually-start-designing-vehicle-interiors-that-women-would-die-for.-Finally.html

Women don´t want pink, girlie cars. Design considering women needs goes beyond this!!

https://www.telegraph.co.uk/women/womens-business/10831552/Why-car-makers-might-actually-start-designing-vehicle-interiors-that-women-would-die-for.-Finally.html

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(Volvo YCC) https://www.vice.com/en_us/article/43jvvb/cars-for-women-design-history-volvo

Hans-Olov Olsson, Volvo’s former president and CEO: “If you meet the expectations of women, you will exceed the expectations of men.”

§ 2004: VolvoYCC.A car designed by women for everyone.

§ They held workshops with women of the company andcollected Market Insights.

§ Concluded:

o Women wanted everything a man wants and more.

o Additional needs: better visibility, practical storage, parking assistance, and smoother ingress and egress.

https://www.vice.com/en_us/article/43jvvb/cars-for-women-design-history-volvo

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1. Introduction. Vehicle design

E.g. Need for making automotive Electronic

Control Units (ECUS) intelligent, i.e. recognizing

gender, age of the driver and adapting electronic

functionalities and vehicle dynamics to the

individual.

§Autonomous vehicles design – gender differences:

It has been demonstrated that human dynamics and sense of comfort and safety are different according to gender1.

1. Crabtree, S., Nsubuga, F. (2012). Women Feel Less Safe Than Men in Many Developed Countries. In Exploring gender inequality worldwide. Gallup. https://news.gallup.com/poll/155402/women-feel-less-safe-men-developed-countries.aspx

https://www.newsecuritybeat.org/2019/02/chinas-race-develop-autonomous-vehicle/

https://www.newsecuritybeat.org/2019/02/chinas-race-develop-autonomous-vehicle/

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1. Introduction. Women as jobholders

§ Women 51% of Europe´s population.

§ 46% of the workforce.

§ 54% of higher education enrolment.

§ But women comprise only 22% of those employed bythe transport industry.

§ In Europe, only 10% of bus drivers are women

https://www.iru.org/resources/newsroom/iru-backs-more-women-transport

(Eurostat, 2019)

https://www.iru.org/resources/newsroom/iru-backs-more-women-transport

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Percentage of workers women vs. men on Network Rail, the Office of Rail and Road, and Department

for Transport in UK in 2015.

Percentage of women workers in the different areas of train operating companies.

Woman in rail: Industry Survey. (2015). Rail Supply Group. https://womeninrail.org/wp-content/uploads/2014/04/WR-Industry-Survey-Report-December-2015.pdf.

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People employed in the transport and storage sector in the EU in the last ten years

% of women employment on traveller’s transport systems in Spain in 20061

1INE. (2018). Instituto Nacional de Estadística. Ocupados según rama de actividad y periodo. http://www.ine.es

(Eurostat, 2019)

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A) Women employment rate in different transport sectors.

(Data from Spain, INE 2006.)

B) % of the women employment on freight haulage on different transport areas.

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Port sector

(…) None of the ports included in the survey presents a proportion of women over 10%, the average being around 3%. The survey also showed that most of the employers answering the questionnaire have not put in place any system to attract more women in the sector*.

* answers from 14 EU member states for a total of 42 ports. See EU SECTORAL SOCIAL DIALOGUE ON PORTS - Recommendations on Women’s Employment in the Port Sector. FEPORT, ESPO, ETF and IDC. October 2014.https://www.feport.eu/images/downloads/Recommendations%20on%20Women's%20Employment%20in%20the%20Port%20Sector.pdf

https://www.feport.eu/images/downloads/Recommendations%20on%20Women's%20Employment%20in%20the%20Port%20Sector.pdf

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https://edition.cnn.com/style/article/female-car-designers/index.html

§ Steward Reed head of the transportation department at Art Center College of Design in Pasadena,California said:

Vehicle design

§ Majority of vehicle exterior jobs go to men.

§ The vast majority of female car designers are employed doing decorating-type jobs (e.g. exterior colors,fabrics, interiors).

https://edition.cnn.com/style/article/female-car-designers/index.html

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1. Introduction

§ Three faces of the gender-transport relation:

o As users of transport infrastructures.

o As users of public and private vehicles.

o As jobholders.

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1. Introduction

§Which factors have to be considered for the evaluation of women inclusion in differenttransport scenarios?

§Which measures can be taken to increase women participation in a fair way?

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OBJECTIVES

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2. Objective

§DIAMOND project is a H2020 EU project which aim is:

Assessing and boosting fair women´s inclusion to improve gender balance in the transport sector through the development of a

methodology based on the collection, analysis of disaggregated data, the evaluation of specific measures, and the development of a toolbox.

§Sub-objective:

To define a methodology to develop performance indicators, including use case goals and fairness characteristics, for different

transport scenarios:1. Railway public transport infrastructure.2. Autonomous vehicles.3. Vehicle sharing.4. Women employment.

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METHODOLOGY

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3. Methodology

§The Inclusion DIAMOND: people-transport system relation representation

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3. MethodologyTransport system representation (DIAMOND)

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3. Methodology

Use Case 1Stations

Use Case 2 Autonomous

vehiclesUse Case 3

Vehicle sharingUse Case 4

Employment and CSR protocols

Gender Woman Man, Woman Woman Man, Woman

Age All 18-40, >40 All Working age

Ethnicity Not applicable1 Not applicable1 Not applicable1 Not applicable1

Religion All All All All

Education All All All All

Family All All All All

Disability All2 All2 All2 All2

Economiclevel All All All All

The Polyhedral Individual

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3. MethodologyMethodology to define performance indicators (UCG, FC) and fairness measures

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3. MethodologyMethodology to define performance indicators - FC

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3. Methodology

§The definition of indicators is very important since at the end measures should besupported by evidences.

§The gathering of data, analysis and quantification allows highlighting key issues and thedevelopment of more effective fairness measures and planning to achieve gender equalitygoals without creating adverse impacts on women and men.

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PERFORMANCE INDICATORS

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4. Performance indicators

Use case definition

Use case Theme Aim

1 Railway stations Improvement of public railway stations from a gender perspective.

2 Autonomous vehicles Develop autonomous vehicles more adapted to women needs and emotions.

3 Vehicle sharing (bikes) Understanding women´s needs in the planning of pickup-return points.

4 Employment Understanding women´s needs in the participation in job positions in railway, freight and logistic sectors. CSR protocols.

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Use case goalsKey performance indicators for the evaluation of the inclusiveness of women in each use case.

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Fairness characteristics – Use case 1

Accessibility of the service

Service availability & efficiency

Travel & wayfindinginformation provision

Ticketing options & fares

Travel purpose

Infrastructure design

Universal design

Cleanliness & maintenance

Safety & security

Harassment & pickpocketing

Overcrowding & emergency situations

Use Case I

Furniture & facilities

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Safety & Security

Accident rate

Human errors

Training

Traffic management

Comfort

Trust in technology

Simultaneity

Mobility

Traffic efficiency

Travel time

Congestion

Accessibility

Economy

Monetarycosts

Non-monetary

costs

Vehicle efficiency

Environment

Noise

Emissions

Public Health

Design options

Infrastructure

Vehicle shape

Vehicle behaviour

HMI (Human Machine Interface)

Use Case II

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Fairness characteristics –

Use case 3

Accessibility & Spontainety

Membership costs

Spontaneity of accessing bike/dock

Proximity docking stations

Insufficentinfrastructure

Safety & Security

Traffic safety

Separate infrastructure

Social constraints

Socio-cultural constraints (negative)

Subjective norm (peer influence)

Family responsibilities

Weather & Topography

Topography

Weather

Use Case III

Sign-up & booking

processes

Travelling with kids/carrying

things

Public awareness

Convenient stations

Personal safety

Safe environment

Harassment

Drivers behaviour

Confidence/experience

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Socio-economic conditions

Job segregation (men´s jobs vswomen´s jobs)

Demand factors (vacancies & recruitment)

Policy/legal

Female facilities (PPE toilets and showers, etc.)

Job characteristics

HR policies (recruitment,

retention, promotion)

Terms & conditions (pay working hours,

facilities, etc.)

Personal circumstances

Caring/parenting responsibilities)

Economic deprivation (living area, social

network, etc.)

Residential Location/ work distance

Individual characteristics

Skills

Adaptability-attitudes to workand travel to work

Use Case IV

Flexible working (part-time, home working,

etc)

Training provision

Safety & security

Negative attitude of male colleagues

Transport access to workplace

Educationallevel/attainment

Health status & Wellbeing(disability)

Demographic (age, ethnicity, etc.)

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CONCLUSIONS

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5. Conclusions

• Economic gap and social inequalities between men and women has been highlighted in many

studies.

• Studies show gender differences when using public transport or driving an owned vehicle.

• The transport sector is one of the sectors in which the employment of women is lower.

• DIAMOND methodology has been developed with the aim of defining a procedure for the definition

of performance indicators, use case goals and fairness characteristics, for different transport scenarios

within the ID representation.

• Further steps: data collection, interdisciplinary analysis (e.g. machine learning, AHP, Bayesian networks).

https://diamond-project.eu/

Thank you!

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