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Suggested Citation:"References." National Academies of Sciences, Engineering, and Medicine. 2020. Attracting, Retaining, and Advancing Women in Transit. Washington, DC: The National Academies Press. doi: 10.17226/25741.
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Suggested Citation:"References." National Academies of Sciences, Engineering, and Medicine. 2020. Attracting, Retaining, and Advancing Women in Transit. Washington, DC: The National Academies Press. doi: 10.17226/25741.
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Page47
Page 48
Suggested Citation:"References." National Academies of Sciences, Engineering, and Medicine. 2020. Attracting, Retaining, and Advancing Women in Transit. Washington, DC: The National Academies Press. doi: 10.17226/25741.
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Page48
Page 49
Suggested Citation:"References." National Academies of Sciences, Engineering, and Medicine. 2020. Attracting, Retaining, and Advancing Women in Transit. Washington, DC: The National Academies Press. doi: 10.17226/25741.
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References 47 Godfrey, J., and M. R. L. Bertini. (2019). Attracting and Retaining Women in the Transportation Industry (No. WP 19-01). Retrieved from https://transweb.sjsu.edu/sites/default/files/1893-Godfrey-Attract-Retain- Women-Transportation.pdf. Greenways. (Dec. 2014). Women in the Construction Workplace: Providing Equitable Health and Safety Protection. In The Pink to Green Toolkit: Adding a Gender Lens to Green Jobs Training Programs. Retrieved from https:// iwpr.org/wp-content/uploads/2017/04/P2G-Tool-6.3-FINAL-020315-MR.pdf. Hanson, S., and E. Murakami. (2010). Women in Transportation. Public Roads, 73(5). Retrieved from http:// www.fhwa.dot.gov/publications/publicroads/10mar/02.cfm. Hegewisch, A. (2017). Bridging the Gender Gap: Creating a National Pre-apprenticeship Program to Prepare Women for the Ironworking Industry. National Center for Women’s Equity in Apprenticeship and Employ- ment. Retrieved from http://womensequitycenter.org/wp-content/uploads/2017/10/Ironworkers-Best- Practice_Revision1.pdf. Herring, C. (2009). Does Diversity Pay? Race, Gender, and the Business Case for Diversity. American Sociological Review, 74(2), 208–224. Hewlett, S. A., M. Marshall, and L. Sherbin. (2013). How Diversity Can Drive Innovation. Harvard Business Review. Retrieved from https://hbr.org/2013/12/how-diversity-can-drive-innovation. Hubbard, B. J., and S. M. Hubbard. (2009). Activities to Enhance Civil Engineering Recruitment and Coordination with Industry. Transportation Research Record: Journal of the Transportation Research Board. 2109: 22–30. Huber, R., and R. Maddell. (2018). Diversity and Inclusion Initiatives Thrive with Maximum Leadership Support. Transform Your Performance. Retrieved from https://www.transformyourperformance.com/diwhitepaper. Hunt, V., D. Layton, and S. Prince. (2014). Diversity Matters. Retrieved from https://www.insurance.ca.gov/ diversity/41-ISDGBD/GBDExternal/upload/McKinseyDivmatters201411.pdf. Ivey, S. S., M. M. Golias, P. Palazolo, S. Edwards, and P. Thomas. (2013). Attracting Students to Transpor- tation Engineering: Gender Differences and Implications of Student Perceptions of Transportation Engineering Careers. Transportation Research Record: Journal of the Transportation Research Board. 2320: 90–96. Jauhari, H., and S. Singh. (2013). Perceived Diversity Climate and Employees’ Organizational Loyalty. Equality, Diversity & Inclusion, 32(3), 262–276. Jones, S. J., and E. M. Palmer. (2011). Glass Ceilings and Catfights: Career Barriers for Professional Women in Academia. Advancing Women in Leadership, 31(1), 189–198. Kermanshachi, S., and H. Sadatsafavi. (2018). Predictive Modeling of U.S. Transportation Workforce Diversity Trends: A Study of Human Capital Recruitment and Retention in Complex Environments. International Conference on Transportation and Development. Retrieved from https://www.researchgate.net/ profile/Sharareh_Kermanshachi/publication/321731623_Predictive_Modeling_of_US_Transportation_ Workforce_Diversity_Trends_A_Study_of_Human_Capital_Recruitment_and_Retention_in_Complex_ Environments/links/5b60cd1f0f7e9bc79a72c022/Predictive-Modeling-of-US-Transportation- Workforce-Diversity-Trends-A-Study-of-Human-Capital-Recruitment-and-Retention-in-Complex- Environments.pdf. Kurshitashvili, N. (April 25, 2018). Promoting Women’s Employment in the Transport Sector. Presented at ADB Conference: Gender in Urban Governance and Transport, Tbilisi, Georgia. Loukaitou-Sideris, A., A. Bornstein, C. Fink, L. Samuels, and S. Gerami. (2009). How to Ease Women’s Fear of Transportation Environments: Case Studies and Best Practices. Retrieved from http://transweb.sjsu.edu/ sites/default/files/2611-women-transportation.pdf. Mansfield, P. K., P. B. Koch, J. Henderson, J. R. Vicary, M. Cohn, and E. W. Young. (1991). The Job Climate for Women in Traditionally Male Blue-Collar Occupations. Sex Roles: A Journal of Research, 25(1–2), 63–79. Mattis, M. C. (2005). Best Practices for Supporting Women Engineers’ Career Development in U.S. Corpora- tions. In R. J. Burke and M. C. Mattis (Eds.), Supporting Women’s Career Advancement: Challenges and Opportunities, Edward Elgar Publishing, United Kingdom, pp. 243–265. Medina, S. (2019). HR: A Key to Diversity and Inclusion Success. Journal of Financial Planning, 32(5), 16. Michie, S., and D. L. Nelson. (2006). Barriers Women Face in Information Technology Careers: Self-Efficacy, Passion and Gender Biases. Women in Management Review, 21(1), 10–27. National Center for Education and Statistics. (2019). Degrees Conferred by Race and Sex. Retrieved from https://nces.ed.gov/fastfacts/display.asp?id=72. National Transportation Institute. (2017). Women in Trucking (WIT) Index. Retrieved from https:// www.driverwages.com/wit-index/. Packard, B. W. L. (2003). Web-based Mentoring: Challenging Traditional Models to Increase Women’s Access. Mentoring and Tutoring, 11(1), 53–65.

48 Attracting, Retaining, and Advancing Women in Transit Parker, K. (Sept. 2018). Many Americans Say Women Are Better than Men at Creating Safe, Respectful Workplaces. FACTTANK, Pew Research Center. Retrieved from https://www.pewresearch.org/fact-tank/ 2018/09/25/many-americans-say-women-are-better-than-men-at-creating-safe-respectful-workplaces/. Payne, S. C., and A. H. Huffman. (2005). A Longitudinal Examination of the Influence of Mentoring on Organi- zational Commitment and Turnover. Academy of Management Journal, 48(1), 158–168. Pinarowicz, J., J. Cade, R. Lange, B. Hedman, A. Bondanza, and P. Sherry. (2011). Identification of Barriers to the Recruitment and Retention of Women Intermodal Transportation Workers. National Center for Intermodal Transportation. Retrieved from https://rosap.ntl.bts.gov/view/dot/28371. Powell, A., B. Bagilhole, and A. Dainty. (2009). How Women Engineers Do and Undo Gender: Consequences for Gender Equality. Gender, Work & Organization, 16(4), 411–428. 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References 49 Wilson, J., K. Meyer, and L. McNeal. (2012). Mission and Diversity Statements: What They Do and Do Not Say. Innovative Higher Education, 37(2), 125–139. Women in Trucking. (2019a). Top Strategies for Attracting and Retaining Qualified Drivers. Redefining the Road, 1, 8–10. Women in Trucking. (2019b). WIT Home: Bringing Gender Diversity to Transportation. Retrieved from https:// www.womenintrucking.org/. Women’s Transportation Seminar. (2011). WTS Home: Advancing Women in Transportation. Retrieved from https://www.wtsinternational.org/. Zhang, L. (forthcoming). An Institutional Approach to Gender Diversity and Firm Performance. Organiza- tion Science. Retrieved from http://www.hbs.edu/faculty/Publication%20Files/An%20Institutional%20 Approach%20to%20Gender%20Diversity%20and%20Firm%20Performance_4c0479f3-9d13-4af8-82da- 7f1713af940d.pdf.

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Women have traditionally been underrepresented within the transit workforce. However, the percentage of women within transit agencies appears to be increasing, and many transit agencies report that the percentage of women advancing into management and leadership positions has also been increasing over the past 5 years.

The TRB Transit Cooperative Research Program's TCRP Synthesis 147: Attracting, Retaining, and Advancing Women in Transit explores the strategies that have been deployed in transit and other related industries in order to attract, retain, and advance women in a variety of roles.

A critical first step to ensure success in these areas is to remove barriers to entry and address challenges women face once employed.

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