Participant Discussion Sessions

Facilitators*

Katherine Preston, HMMH
Anita Cobb, Mead & Hunt
Kelly Crawford, Washington, DC, Department of Energy and Environment
Chris Musei-Sequeira, CJSC, LLC
John Panarello, Avports

___________________

^* Headshots, Row 1: Katherine Preston; Row 2: Anita Cobb, Kelly Crawford, Chris Musei-Sequeira; Row 3: John Panarello.

Overview

The breakout sessions provided event participants an opportunity to have an in-depth dialogue with industry experts and peers on the various topics discussed throughout the day. Each breakout group discussion was led by one or two facilitators to keep the discussion on topic and maintain engagement. The facilitator captured the main points of discussion and possible TRB and ACRP research ideas raised by her or his group. The facilitator was able either to choose topics to focus the discussion or leave it up to the participants to decide what to discuss or share their own reflections or stories. All event participants were split into three breakout groups, which were held in separate conference rooms to facilitate discussion. The sessions were approximately 45 minutes. After the allotted discussion time, the participants returned to the main event room, and the facilitators each provided the full group a 2- to 3-minute overview of the main topics discussed in their breakout session and possible research ideas.

Summary of Breakout Discussions

Katherine Preston reconvened the large group after all participants returned to the main conference room. The breakout group facilitators convened at the front of the main conference room to present their breakout groups’ takeaways to the entire audience.

Preston and John Panarello cofacilitated their breakout group and shared the following high-level takeaways and research ideas from the group:

• Takeaways:
  • If people are not willing to sacrifice and be uncomfortable, then things will not change.
  • There was a conversation related to metrics and the lack of consensus on what those metrics should be.
  • Barriers to diversity and how to make lasting change in the industry were discussed.
  • There is a lack of education and awareness of the diversity of airport careers available.
• Research ideas:
  • Explore improvements to hiring processes (such as expanding the recruitment pool) and remove barriers to employment in the aviation industry (such as the availability of remote work and job locations). ACRP could research how those airport employment practices affect career opportunities and trajectories.
  • Conduct research on how to make a design and construction project beneficial to the nearby community. The communities that bear the brunt of the impacts of airport construction and development work are often not the ones that benefit from those projects. Research could include considerations at the RFP level, requirements, and how we follow up on impacts after the fact.

Chris Musei-Sequeira presented the following high-level takeaways and research ideas from his breakout group:

• Takeaways:
  • The breakout group appreciated the format of the Insight Event and the number of personal stories that have been shared during the event. Musei-Sequeira shared that this sets the Insight Event apart and helps people to resonate with personal stories.
  • The discussion addressed topics related to human resources, such as the need for more opportunities, living wages, and reduction in barriers to entry. Opportunities for reducing barriers to entry should include considerations for both individual personnel and businesses. Some suggestions included additional research into alternative credentials, working across airport departments to create more diversity in business, identifying funding sources and opportunities, and reevaluating systems for procurement to make DEIJ a priority.
  • Inclusivity takes courageous leadership and requires workers change the mentality that some people must “lose” in order for others to “win.” The group discussed that the entire system needs to change, since it is stacked against DEI. According to systems dynamics, well-functioning systems perpetuate themselves and require intervention to break.
• Research ideas:
  • Conduct an assessment of the quality wage, including analysis of the wages of people employed by the airport versus those employed by contractors, including race and job titles.
  • Increase qualitative research, since quantitative research might not necessarily motivate behavioral changes—existing research contains a lot of evidence related to DEI, but behavior has been slow to change.

Anita Cobb presented the following high-level takeaways from the breakout group she cofacilitated with Kelly Crawford:

• Takeaways:
  • Inequality needs to be addressed now. Societal events and prioritization of equity by the Biden administration, along with funding, have created new opportunities.
  • Procurement policies and contract language regarding DBEs may not always produce desired results. How do entities other than airports procure and contract with ACDBE organizations?
  • The challenges with DBE certification and the benefits that universal certification may bring were discussed. It was noted that the federal government cannot make changes without engaging the Office of Management and Budget and the Small Business Administration.
  • The roles for minority staff and minority-owned businesses should be meaningful and not for token participation.
  • Change is difficult and takes time. Those who champion DEI efforts and change often experience pushback from others, as organizations are often not set up to promote change. Systems of oppression require cooperation from everyone in order to change.
  • Progress in advancing equity should not be seen or discussed as a zero-sum game, as doing so only reinforces the idea that advancement for some means regression or backsliding for others, which can foment resentment.

Moderator*

Mary Ellen Eagan, HMMH

Overview

Moderator Mary Ellen Eagan asked the Insight Event participants (approximately 40 in the room during the session) to reflect on the DEIJ best practices and tool kits they plan to implement in their own organizations. The goal was for attendees to articulate their intentions, as research shows that doing so increases the likelihood of acting on their intentions.

Detailed Summary Discussion

Several participants discussed hiring practices in the aviation industry:

• One participant stated that he would ensure a diverse pool of candidates for airport authorities and would partner with organizations like the Organization of Black Aerospace Professionals (OBAP) to find ways to continue DEIJ work.
• Another participant expressed a commitment to influence shifts in hiring practices and pay attention to the barriers described at the Insight Event (for example, examining whether degree requirements are truly required or an unnecessary barrier). She also stated her intention to continue collective DEIJ work in her network and to elevate the business case for DEIJ work to those who are not in attendance.

Several participants discussed resources to advance DEIJ within the aviation workforce:

• One airport staff member stated that he would try to start this conversation internally through the creation of affinity groups and advisory councils. Another airport representative stated that the discussion of the charter document was especially helpful and was something she could share at her workplace.

___________________

^* Headshot: Mary Ellen Eagan.

• Another participant stated that she would share stories from the Insight Event, investigate how her organization decides who goes to conferences and trainings (to ensure equitable access), and promote the Women in Aviation Advisory Board Report.¹⁴
• One participant committed to taking more direct action via emails to aviation conference organizers to question the lack of people of color among presenters and speakers.
• Another airport representative expressed a commitment to repeat the Insight Event. She stated it was a powerful first experience for her to attend an aviation event that was fully dedicated to exploring topics in inequality and racism.

Several participants discussed the evaluation of the social impacts of airports and aviation.

• A consultant representative shared that the Insight Event had helped him think about who he wants to interact with, how he wants to engage with people, and which lenses he will use to assess the impacts of his work.
• One participant challenged himself and the audience to always consider the question “Who are we not thinking about?” when evaluating the harms and benefits of aviation.
• An airport representative shared that she is currently part of a team building a Center of Excellence and Equity in Aviation at her airport. She plans to incorporate ideas from the Insight Event’s dialogue into her work to build on best practices and bring leaders into the industry.

___________________

¹⁴ FAA. Women in Aviation Advisory Board Report: Breaking Barriers for Women in Aviation. Federal Aviation Administration, 2022. https://www.faa.gov/regulations_policies/rulemaking/committees/documents/media/WIAAB_Recommendations_Report_March_2022.pdf.