State departments of transportation face a variety of challenges with recruitment and retention of staff. The transportation workforce is older than the national average with a significant portion of staff eligible to retire. New technologies and evolving agency mandates are also changing the nature of work and the type of skillsets required by personnel, intensifying competition with private industry for in-demand workers. Recruitment and retention challenges are likely exacerbated by the gender imbalance at state DOTs. Female applicants may be put off by the prospect of a male-dominated workplace, and female workers may find male-dominated workplace climates less hospitable. According to the Montana Department of Transportation's Equal Employment Opportunity and Affirmative Action Five-Year Plan 2020-2024, white females were identified as underutilized in six of the seven job categories, and females from minority ethnic or racial groups were underutilized in four job categories. According to the AASHTO's 2021 Human Resources Metrics survey, MOT's staff was 19% female, although Montana's current population is 49.3% female (US Census Bureau, 2023). As women begin to outpace men in degree attainment and to make up almost half of all employed workers (US Bureau of Labor Statistics 2022), MDT will want to increase the gender diversity of its workforce to successfully compete for qualified workers among a diverse talent pool.
The proposed research will assist MDT in developing strategies to diversify its workforce. The focus of the research will be in assessing three primary areas related to gender diversity: 1) Characterize Leadership Motivation and Goals. How does MDT leadership formulate its gender diversity goals and how are they communicated and operationalized througn internal and external communications, policies, and practices? Are current approaches effective in achieving goals? The research will review agency communications, strategic plans, and other documentation in conjunction with staff interviews to identify existing attitudes, accountability measures, programs, and organizational structures in place to advance gender equity in the workplace, as well as to identify challenges or barriers. 2) Workplace Culture Assessment. The project will develop and distribute a survey about workplace culture to MDT employees. The researchers will work with MDT Civil Rights staff to ensure that the survey includes relevant demographic classifications and follows agency protocols. The survey will be augmented by in-depth interviews with staff from a variety of occupational groupings, career stages, and departments/divisions within the agency. The purpose of the culture assessment is to identify any gaps that exist between how male and female employees perceive their workplace environment and characterize MOT's culture of diversity and inclusion. 3) Recruitment Survey.
A survey of students from common "feeder programs" at community colleges and universities in the state will explore student attitudes toward careers at public sector transportation organizations, and their perceptions of benefits and drawbacks to pursuing careers at state DOTs. Survey data will be analyzed to identify gaps between different demographic groups and to formulate communication strategies for improved outreach to entry level recruitment pools.
Proposed:
Research Problem Statement
Project Overview
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