Literature Reviews and Surveys

WTS Summary and Analysis: Urban Institute's Report on Lifetime Costs of Caregiving

August 2023 | Download Here

In early 2023, the U.S. Department of Labor Women's Bureau and the Urban Institute released the "Lifetime Employment-Related Costs to Women of Providing Family Care" report. Many women spend significant time providing essential care to children and adults with care needs. These caregiving activities often impose substantial economic costs on caregivers.

WTS Summary and Analysis: McKinsey's Women in the Workplace 2022

October 2022 | Download Here

Annually, McKinsey & Co releases their "Women in the Workplace" study. The study, composed since 2015, draws upon employment data from 330 companies and surveyed more than 40,000 employees. The 2022 report culminates extensive research on what the McKinsey research team terms “The Great Breakup.” What does this mean for transportation? What does this mean for WTS members and stakeholders?

Attracting and Retaining Women in the Transportation Industry

February 2019

Author: Jodi Godfrey, MSCE, Robert L. Bertini, Ph.D., San Jose State University, Mineta Transportation Institute



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Abstract: This study synthesized previously conducted research and identified additional research needed to attract, promote, and retain women in the transportation industry. This study will detail major findings and subsequent recommendations, based on the annotated bibliography, of the current atmosphere and the most successful ways to attract and retain young women in the transportation industry in the future. Oftentimes, it is perception that drives women away from the transportation industry, as communal goals are not emphasized in transportation. Men are attracted to agentic goals, whereas women tend to be more attracted to communal goals (Diekman et al., 2011). While this misalignment of goals has been found to be one reason that women tend to avoid the transportation industry, there are ways to highlight the goal congruity processes that contribute to transportation engineering, planning, operations, maintenance, and decisions—thus attracting the most talented individuals, regardless of gender. Other literature has pointed to the lack of female role models and mentors as one reason that it is difficult to attract women to transportation (Dennehy & Dasgupta, 2017). It is encouraging to know that attention is being placed on the attraction and retention of women in all fields, as it will increase the probability that the best individual is attracted to the career that best fits their abilities, regardless of gender.

Women in the Greater New York Transportation Industry: A Baseline Study for Future Benchmarking of Women in Leadership Roles

March 2019

Author: WTS-Greater New York



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Executive Summary: Women’s Transportation Seminar (WTS) is working to investigate, expose and mitigate the glass ceiling effect on women in transportation. The goal of WTS is to create opportunities for women to shatter the “glass ceiling” through educational and professional development programs, networking opportunities, and strong and effective mentorship programs.

In 2016, the WTS Greater New York (WTS-GNY) chapter, which includes New York and New Jersey, created a Glass Ceiling Committee (GCC) to review and quantify the challenges faced by women in their region. The WTS-GNY GCC is comprised of women from private sector companies and public entities. This report summarizes the results of a literature review and survey of relevant demographic profiles, policies, and programs and provides case studies and recommended practices.

In 2017, WTS-GNY sent a survey to public government entities, public corporations, private corporations, and non-profit organizations in the New York and New Jersey Metropolitan area.