Plenary Sessions

Plenary Session 1: Trends in Reducing Disparities and Gaps in User Experience for Women and LGBTQIA+ Across All Modes

Presenters

Shari Schaftlein, Federal Highway Administration (FHWA), Moderator

Veronica Vanterpool, FTA

Lori Porreca, FHWA

Esther Wagner, National Highway Traffic Safety Administration (NHTSA)

Co-Presenters

Marilyn Shazor, U.S. Department of Transportation (U.S. DOT)

Bernadette Dupont, FHWA

Adam Tindall-Schlicht, Great Lakes St. Lawrence Seaway Development Corporation (GLS)

Ideas Moving Forward

• Comprehensive safety and security guidelines: The session highlighted the importance of treating safety and security as distinct yet interconnected elements in transportation planning. This includes developing clear guidelines that address both physical safety (reducing fatalities and injuries) and personal security (enhancing users’ sense of safety through measures like improved lighting). Integrating these guidelines into infrastructure and operational planning would maximize their impact.
• Integration of equity audits and gender budgeting: Some panelists stressed the need for equity audits and gender budgeting to ensure that transportation policies and budgets are inclusive. Gender-responsive budgeting uses fiscal policy and administration to promote gender equality and the development of girls and women. Equity audits examine current policies to assess their impact on different demographic groups and to determine how resources might be reallocated to close identified gaps, particularly for women and members of other historically overburdened communities.
• Data-driven advocacy with lived experiences: The panel underscored the value of pairing quantitative data with qualitative data and storytelling to drive impactful policy changes. Personal stories, when shared alongside data, help stakeholders connect with safety and security challenges on a deeper level, leading to more empathetic and informed decision-making.

• Cross-sector collaboration for holistic solutions: Recognizing that many transportation challenges require nontransportation interventions, the session emphasized fostering partnerships with sectors such as education, social services, and housing. Examples included joint initiatives to address homelessness and improve community safety, demonstrating the power of interagency collaboration.
• Creation of a lived experience advisory council: The panel advocated for forming advisory councils composed of individuals with firsthand experience navigating transportation systems. These councils would provide critical insights into the real-world impacts of policies and initiatives, ensuring that transportation planning is aligned with community needs and lived realities.

Summary

The plenary session, moderated by Shari Schaftlein of FHWA, centered on the interconnected themes of transportation safety, security, and equity. Schaftlein opened by emphasizing the conference’s unique opportunity for interagency collaboration, with participation from key U.S. DOT agencies, including the FTA and NHTSA. She encouraged attendees to actively engage and apply their insights within their organizations to foster meaningful change.

Veronica Vanterpool, Acting Administrator of the FTA, provided a framework for understanding transit safety and the impact of diversity in the transit workforce. She highlighted critical dimensions of system safety, workforce protection, and user safety, stressing the importance of equitable infrastructure. She emphasized the need for well-designed bus stops and transit facilities that prioritize user dignity and security. Drawing from her personal experiences, she illustrated how women’s transit use is shaped by household responsibilities and safety concerns. She noted that addressing both tangible risks and perceptions of vulnerability is crucial for designing systems that support diverse users and foster greater trust in public transit.

Esther Wagner, Director of Behavioral Safety Research at NHTSA, discussed the agency’s mission to improve safety through vehicle design and behavioral interventions. She detailed ongoing initiatives to address gender disparities in crash outcomes, including the development of a female safety research plan. Wagner emphasized NHTSA’s commitment to data-driven strategies that reduce fatalities and injuries, while ensuring diverse user needs—particularly for women and older drivers—are recognized in transportation safety policies.

Marilyn Shazor, Strategic Advisor for Equity at U.S. DOT, provided insights into federal equity initiatives, such as the Justice40 Initiative and the Bipartisan Infrastructure Law. She stressed the importance of directing resources to historically overburdened communities and underscored the role of research in informing equitable policy and funding decisions.

Bernadette DuPont and Lori Porreca from FHWA shared findings from their global benchmarking study on gender-inclusive transportation. Their research highlighted best practices from cities like Vienna and Mexico City, where targeted initiatives—such as “gender walks,” separated bike lanes, and pedestrian bridges—have enhanced safety for vulnerable road users. Porreca emphasized that gender-disaggregated data are essential for learning from international best practices, which can help shape U.S. transportation policy and infrastructure improvements in ways that promote equity.

Some panelists also stressed the critical role of storytelling in policymaking. They argued that data alone are insufficient to drive change; it must be paired with personal narratives that capture the lived experiences of diverse populations. These stories make abstract data tangible, fostering empathy and a deeper understanding among policymakers and stakeholders. They also illustrate the complex interplay between perception and reality in public transit safety.

The session further explored nontransportation solutions for transportation-related issues. Case studies highlighted how collaboration with social services has led to meaningful improvements, from addressing homelessness to reducing traffic-related fatalities in underserved communities. Panelists showcased how partnerships across sectors can tackle complex challenges, reinforcing the idea that transportation is part of a broader social ecosystem.

In closing, the panelists called for sustained, systemic strategies to build safer and more inclusive transportation systems. They emphasized that temporary fixes must be complemented by long-term investments and multisectoral collaboration, ensuring that transportation systems serve the diverse needs of all users.

Plenary Session 2: Women and Gender Workforce Trends Within U.S. Department of Transportation

Panelists

Angie Berry-Roberson, U.S. DOT, Moderator

Sue Lawless, Federal Motor Carrier Safety Administration (FMCSA)

Susan Fletcher, FTA, Region 10 Office

Sylvonica Madlock, GLS

Kelly Regal, FHWA

Talethia Thomas, Air Traffic Organization (ATO), FAA

Ideas Moving Forward

• Demystifying federal application processes: Some panelists emphasized the importance of tailored workshops to help applicants navigate complex systems like USAJobs. They suggested crafting resumes that align closely with federal job descriptions, using truthful but strategic language. “It’s an art,” one panelist remarked, stressing the importance of learning how to frame experiences effectively and the value of mentoring opportunities in developing those skills.
• Modeling work–life harmony: Leadership must actively demonstrate a balanced work–life culture to create a sustainable and effective workplace. “When you send emails at midnight, you are setting an expectation,” one panelist explained, urging leaders to set clear boundaries and rely on their teams.
• Encouraging shadowing for growth: Some panelists advocated for informal mentorship through shadowing opportunities. “Ask to sit in on meetings. Watch how decisions are made. You learn 85 percent of what you need to know by observing,” one speaker noted, highlighting the value of experiential learning for junior and mid-career employees.
• Advancing equity in leadership representation: Leaders were encouraged to be intentional in fostering opportunities for underrepresented groups.
• Creating a learning-oriented culture: Continuous professional development, including leadership training and cross-agency collaborations, was encouraged. “Take that leap and enroll in a class,” one panelist urged, recounting how a single course revitalized their passion and career trajectory.

Summary

The plenary session, moderated by Angie Berry-Roberson from the Departmental Office of Civil Rights at U.S. DOT, featured a panel representing five of the nine operating administrations within the department. Panelists included Talethia Thomas, Deputy Vice President for Management Services at ATO; Kelly Regal, Associate Administrator for Research, Development, and Technology, and Director of Turner–Fairbank Highway Research Center; Sue Lawless, Executive Director and Chief Safety Officer for FMCSA; Susan Fletcher, FTA Region 10 Regional Administrator; and Sylvonica Madlock, Executive Officer at GLS. Together, they explored U.S. DOT workforce trends and challenges, highlighting strategies to advance equity in recruitment, retention, and representation while fostering a gender-diverse workforce.

Lawless opened with insights into FMCSA’s recent workforce gap analysis, which examined safety challenges and strategies for fostering workforce diversity. She emphasized the importance of equity-driven workforce planning and the role of leadership in creating opportunities for underrepresented groups. Regal shared her experiences as the first woman to lead a national transportation research laboratory. Recounting a pivotal decision to elevate young female researchers during a high-profile briefing with Secretary Pete Buttigieg, Regal noted, “It is a highlight of your life to brief

the Secretary of Transportation. Giving that opportunity to emerging women leaders wasn’t popular—but it was necessary.” Her story illustrated how intentional leadership can challenge entrenched norms and promote inclusivity.

The challenges of navigating the federal hiring process through USAJobs were a key focus. Some panelists highlighted a common disparity: women often feel the need to meet all job qualifications before applying, while men are more likely to apply even if they meet only a few. Fletcher and Thomas emphasized the importance of mentorship in helping women advance their careers and encouraged attendees to reframe informal leadership experiences into formal résumé language.

Some panelists also encouraged attendees to implement these strategies within their organizations to build cultures of inclusion, respect, and growth. Madlock stressed that leadership requires making intentional choices to uplift others, even when it is difficult.

Panelists also acknowledged U.S. DOT’s progress in increasing women’s representation and retention. Key factors contributing to this progress include higher participation rates, an increasing number of women in leadership roles, greater awareness of diversity and inclusion initiatives, and flexible work arrangements that support a more equitable workplace.

Plenary Session 3: Keynote Address

Presenters

Caroline Mays, Texas Department of Transportation (TxDOT), Moderator

Monali Shah, Google

Ideas Moving Forward

• Fostering a growth-oriented mindset: Encourage shifts in thinking within organizations and individuals, moving from perfectionism and approval-seeking to curiosity, joy, and mindful growth. This transformation can unlock greater adaptability and innovation.
• Leveraging AI for actionable intelligence: Invest in technologies that enable data-driven decision-making. Practical AI applications such as prioritizing investments, automating workflows, and enhancing safety can help organizations navigate complexity, improve operational efficiency, and increase staff satisfaction.
• Integrating structure with adaptability: Reimagine organizational frameworks to balance stability with flexibility. These frameworks include physical spaces, digital systems, and workplace cultures that foster innovation and resilience.

• Overcoming resistance to change: Address common barriers such as fear of the unknown and overreliance on routine. Training programs, leadership advocacy, and open dialogue can help shift traditional mindsets and encourage openness to new approaches.
• Promoting empowerment and self-discovery: Create opportunities for individuals to explore their strengths, redefine traditional roles, and embrace authenticity in their career paths. Mentorship and inclusive workplace cultures play a crucial role in supporting personal and professional growth, which are essential for industry success.

Summary

The keynote session, delivered by Monali Shah of Google, focused on empowerment, adaptability, and innovation in the face of evolving challenges. Shah shared her personal journey, highlighting her transition from civil and environmental engineering to pollution prevention and beyond. She emphasized the importance of self-discovery and breaking traditional career molds to achieve one’s potential. “Being true to oneself is a journey, but it is also the foundation for impactful work,” Shah noted, encouraging attendees to prioritize authenticity in their careers.

Shah explored the balance between structure and movement, illustrating how rigid systems can provide stability but may also stifle innovation. She advocated for incorporating flexibility into organizational frameworks and digital systems to enhance effectiveness in dynamic environments. This principle aligned with the broader theme of adaptability in both physical spaces and cultural norms.

Shah introduced the concept of Intuitive Intelligence, emphasizing the role of insight and awareness in navigating complexity. Coupled with Actionable Intelligence, she explained how AI and data analytics can simplify decision-making, prioritize investments, and improve safety outcomes. “AI is more than a tool—it is an enabler for smarter, more responsive organizations,” Shah stated, offering practical examples of how technology drives growth and efficiency across industries.

Addressing obstacles to change, Shah identified hesitation, fear of the unknown, and rigid adherence to routine as key challenges. She stressed the need for mindset shifts to rewire thinking patterns, moving away from perfectionism and sacrifice toward curiosity, joy, and growth. This approach, she argued, not only enhances personal fulfillment but also positions organizations to embrace innovation more effectively.

The session concluded with actionable insights for individuals and organizations. By leveraging AI and rethinking traditional structures, attendees were encouraged to create systems that balance stability with adaptability. Shah’s narrative underscored that embracing change—both technologically and culturally—can break barriers, achieve meaningful impact, and cultivate a more inclusive and empowered workforce.

Plenary Session 4: The Crucial Role of Women’s Safety Research in Creating a Focus on Women’s Transportation Issues

Panelists

Sandra (Sandi) Rosenbloom, University of Texas at Austin, Moderator

Kari Watkins, University of California, Davis

Susan Herbel, Cambridge Systematics, Inc.

Danena Gaines, Cambridge Systematics, Inc.

Ideas Moving Forward

• Enhancing gender-based crash data integration: Transportation agencies and planners could prioritize collecting and analyzing gender-specific crash data to inform infrastructure design, policymaking, and vehicle safety standards. Data must account for biomechanical differences and societal factors contributing to gender disparities in transportation safety.
• Promoting inclusive infrastructure design: Expand the use of cycling buffers, protective barriers, and low-speed zones in urban areas to address women’s safety. Examples such as Bogotá’s “traffic-free Sundays” demonstrate how infrastructure can create safer, more inclusive spaces for women and other vulnerable road users.
• Challenging gender myths in transportation: Develop media campaigns and public awareness initiatives to debunk persistent myths about women’s driving abilities and cycling safety. Highlight positive case studies and data to shift public perception and build support for gender-inclusive safety measures.
• Advancing Safe System approaches for women: Apply the Safe System framework to prioritize gender-specific traffic safety interventions. Focus on speed management, improved road infrastructure, and safety countermeasures to reduce crash risks for women. Emphasize the importance of training the next-generation of transportation professionals in gender-inclusive safety strategies.
• Fostering interdisciplinary collaboration: Encourage collaboration among policymakers, planners, researchers, and vehicle manufacturers to develop gender-sensitive safety innovations. This includes redesigning vehicles and crash testing protocols to better accommodate women’s biomechanical needs.
• Securing funding for active transportation: Advocate for targeted funding to enhance cycling infrastructure and promote active transportation. Leverage international best practices, such as those from OECD (Organisation for Economic Co-operation and Development) countries, to support policy shifts and secure resources for safer and more inclusive transportation systems.

Summary

The plenary session, moderated by Sandi Rosenbloom of the University of Texas at Austin, explored the critical role of research in improving women’s transportation safety. Panelists Kari Watkins (University of California, Davis) and Susan Herbel and Danena Gaines (both from Cambridge Systematics, Inc.) provided diverse perspectives on the historical, cultural, and infrastructural factors contributing to gender disparities in transportation safety. They also highlighted practical solutions for creating safer, more inclusive systems.

Watkins highlighted the need for infrastructure improvements to address the safety concerns of women cyclists. She provided an overview of the history of bicycling’s historical impact on women’s lives and drew from international examples to demonstrate the effectiveness of vehicle speed reduction and protected biking infrastructure in encouraging more women to cycle. Watkins also called for a narrative shift in media portrayals of cycling safety, advocating for data-driven storytelling to combat misconceptions and highlight successful safety interventions. She suggested that examining global best practices could help North America improve cycling safety for women at all stages of life.

Herbel discussed applying the Safe System Approach¹ to reduce gender-based traffic safety disparities. She pointed out that traditional crash studies have historically focused almost exclusively on driver error while overlooking systemic factors like vehicle and roadway design. Herbel called for a holistic approach that views crashes as system failures rather than individual mistakes. She also highlighted how speed management and infrastructure improvements can mitigate crash risks for women, who face a 47 percent higher risk of serious injury in crashes compared to men. Addressing barriers in federal funding, Herbel noted that funding constraints often limit innovation in safety measures, remarking, “we need to think outside the box, but all the money is in the box.”

Gaines emphasized the need for a cultural shift in transportation safety. She advocated for greater diversity and inclusion in policymaking and design processes, challenging outdated stereotypes about women’s driving abilities. Gaines stressed the importance of collaboration among policymakers, urban planners, and vehicle manufacturers to close gender gaps in transportation safety and access. She also underscored the significance of recognizing physiological differences between men and women, citing Stacey Sims’ quote, “Women are not small men.” This insight calls for rethinking vehicle and safety design paradigms that have historically overlooked women’s biomechanical needs.

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¹ Safe System Approach: a strategy that designs transportation systems to minimize fatalities and serious injuries by considering human error, vulnerability, and shared responsibility among users and system designers.

Gaines also celebrated the contributions of women to transportation safety innovations, including the invention of the windshield wiper and the first car seat designed for safety. She emphasized that diverse reputation in the transportation workforce continues to be essential for fostering innovation in safety research and practice.

Overall, panelists discussed systemic barriers to advancing women’s safety research, including resistance to gender-focused initiatives within transportation planning. Despite these challenges, they emphasized the transformative potential of data-driven approaches, interdisciplinary collaboration, and innovative infrastructure design. The session concluded with a call to action for attendees to champion gender equity in transportation safety through advocacy, research, and policy change. Panelists urged transportation professionals to rethink traditional systems and prioritize safety, accessibility, and empowerment for women in transportation.

Plenary Session 5: Women in Leadership: Empowering Women Leaders in Transportation—Journeys, Challenges, and Inspiration

Panelists

Caroline Mays, TxDOT, Moderator

Maryanne DeMarco, Coalition of Airline Pilots Associations (CAPA)

April Rai, Conference of Minority Transportation Officials (COMTO)

Karen Philbrick, Mineta Transportation Institute, San Jose State University

Ann Brach, Transportation Research Board (TRB)

Ideas Moving Forward

• Foster mentorship and sponsorship programs: Panelists emphasized the transformative impact of mentorship and sponsorship in career advancement. Organizations should formalize mentorship opportunities, pairing seasoned professionals with emerging leaders to provide guidance, confidence-building, and networking support.
• Combat imposter syndrome and shift mindsets: Strategies to overcome imposter syndrome include promoting self-awareness, normalizing vulnerability, and incorporating leadership training focused on confidence building. Employees should be encouraged to embrace discomfort as a part of growth and recognize the value of diverse perspectives in leadership.
• Empower future leaders: Some panelists suggested identifying and nurturing leadership potential by providing staff with growth opportunities and recognizing their contributions, and by succession planning, which would include deliberately preparing younger staff for leadership roles through skills development and exposure to decision-making processes.

• Establish clear priorities and boundaries: Ideally leaders should model work–life balance by setting priorities and boundaries. Some panelists stressed the importance of defining success on one’s own terms and fostering a supportive work environment that enables professional and personal fulfilment.
• Encourage curiosity and continuous learning: Leaders and aspiring leaders can cultivate curiosity by asking questions, seeking new opportunities, and embracing lifelong learning. This mindset fosters adaptability and innovation within organizations.

Summary

The plenary session, moderated by Caroline Mays from TxDOT, featured a panel of women leaders sharing their journeys, challenges, and inspirations. Panelists included Maryanne DeMarco of CAPA, April Rai of COMTO, Karen Philbrick of the Mineta Transportation Institute, and Ann Brach of TRB. The discussion explored pathways to leadership, strategies for overcoming barriers, and practical advice for empowering women in transportation.

Panelists underscored the significance of having mentors and champions who advocate for emerging leaders. DeMarco highlighted the importance of fostering relationships that open doors to leadership opportunities. Rai shared her journey as a minority woman in transportation, emphasizing how mentors helped her navigate challenges and amplify her voice.

A recurring theme was addressing imposter syndrome, a common barrier for women aspiring to leadership. Philbrick discussed how shifting mindsets, embracing vulnerability, and acknowledging one’s unique contributions can help combat feelings of inadequacy. Brach emphasized the value of being “comfortable being uncomfortable,” noting that growth often happens when stepping outside one’s comfort zone.

Some panelists also stressed the importance of succession planning at both organizational and individual levels. They encouraged leaders to identify and nurture leadership potential within their organizations by providing younger professionals with opportunities to develop skills and take on leadership responsibilities. As Mays noted, “Leadership is not about holding a position forever; it is about building the future of the field and ensuring the next generation is prepared to take the reins.”

In closing, some panelists urged attendees to embrace curiosity, ask questions, and seek out new challenges. Rai encouraged participants to set clear priorities and boundaries to maintain a sustainable work–life balance. Philbrick reminded the audience that “everyone’s voice is unique,” emphasizing the need to create inclusive environments where diverse perspectives are valued. This session underscored that while there is no single path to leadership, mentorship, mindset shifts, and continuous

learning are key to empowering women in transportation. By fostering these elements, the industry can ensure a resilient, innovative future with diverse voices in leadership.

Plenary Session 6: Women in Leadership: Empowering Women Leaders in Transportation—Journeys, Challenges, and Inspiration

Panelists

Maryanne DeMarco, CAPA, Moderator

Marilyn Shazor, U.S. DOT

Caroline Mays, TxDOT

Branden Villalona, U.S. DOT Maritime Administration

Katie Walker, Minnesota Department of Transportation (MnDOT)

Ideas Moving Forward

• Strengthen mentorship and support networks: Some panelists emphasized the impact of mentorship in career advancement, particularly for women in male-dominated fields. Establishing formal mentorship programs that connect experienced professionals with emerging leaders may provide opportunities for guidance, networking, and professional development.
• Combat gender-based discrimination and harassment: Discussions highlighted the role of accountability in addressing workplace bias, microaggressions, and harassment. Some panelists pointed to clear policies and leadership engagement as factors in fostering safer, more inclusive work environments.
• Encourage women to assert their value: Some panelists discussed the importance of confidence and self-advocacy in professional spaces. Leadership training and public speaking workshops were mentioned as potential resources to support women in owning their achievements and actively shaping the future of their industries.
• Advance diversity, equity, and inclusion (DEI) initiatives: Panelists reflected on the integration of DEI efforts into organizational cultures as a means of achieving meaningful progress. Discussions also explored the value of measuring and assessing the long-term effects of DEI initiatives on women’s representation and leadership opportunities.

Summary

The plenary session, moderated by Maryanne DeMarco of CAPA, explored career paths, challenges, and successes of women in male-dominated fields such as transportation, engineering, and maritime industries. Panelists included Marilyn Shazor

of DOT, Caroline Mays of TxDOT, Branden Villalona of the U.S. DOT Maritime Administration, and Katie Walker of MnDOT.

Panelists shared their personal experiences, emphasizing that career progression often follows nonlinear paths. Shazor discussed the intersection of transportation and community impact, highlighting how infrastructure decisions influence historically overburdened populations. Mays reflected on the importance of embracing opportunities, even in uncomfortable situations, to build resilience and adaptability. A recurring theme was the underrepresentation of women in leadership roles and the challenges they face, including gender-based discrimination, harassment, and microaggressions. Villalona discussed the unique obstacles faced by women in maritime industries, such as limited mentorship opportunities and high rates of gender bias. Walker shared strategies for navigating these challenges, including calling out microaggressions and leveraging mentorship and support networks.

The discussion also explored various workplace strategies, such as flexible work arrangements, increasing female representation in leadership, and fostering DEI initiatives that contribute to systemic change. Some panelists encouraged women to advocate for their presence in professional spaces, recognize their contributions, and approach leadership with confidence. The session highlighted progress in advancing gender equity in transportation industries while acknowledging the continued need for efforts to expand opportunities for women.

Plenary Session 7: Call to Action and Wrap-up

Panelists

Jennifer Dill, Transportation Research and Education Center, Portland State University, Moderator

Hilary Nixon, Mineta Transportation Institute, San Jose State University

Brittney Gick, Texas A&M Transportation Institute

Caroline Mays, TxDOT

Maryanne DeMarco, CAPA

Léa Ravensbergen, McMaster University

Ideas Moving Forward

• Centering women’s transportation experiences: Some panelists emphasized the importance of recognizing the unique challenges women face as transportation users. Discussions included vehicle design considerations, enhanced safety measures, and accessible infrastructure as areas of immediate

• focus. The use of longitudinal data to assess progress and understand evolving women’s evolving needs was also highlighted.
• Strengthening workforce retention and growth: To ensure sustained progress, leaders must prioritize retention strategies, including targeted training programs, skill acquisition opportunities, and regular evaluations to address workforce needs. “Retention isn’t just about staying—it’s about thriving,” one panelist observed. Panelists also highlighted the role of equitable—not simply equal—compensation models as a cornerstone of retention.
• Advancing leadership and systemic change: The conversation addressed approaches to achieving systemic change through cross-disciplinary collaboration and leadership development. Some panelists highlighted efforts to expand the representation of women in leadership roles and develop workplace cultures that prioritize inclusivity and career advancement.
• Encouraging networking and collaboration: Networking was identified as a key driver of professional and organizational growth. Discussions explored ways to cultivate diverse professional connections and create environments that facilitate collaboration and mentorship.
• Embedding equity in evaluation systems: Some panelists discussed the potential for annual evaluations to serve not only as performance assessments but also as tools for identifying barriers, promoting equity, and strategically allocating resources to support women and underrepresented groups in transportation.

Summary

The final plenary session of the conference, moderated by Jennifer Dill, chair of the conference planning committee, brought together the planning committee members to reflect on key takeaways and discuss actionable next steps. This session provided both a summary of progress made and a forward-looking perspective on advancing gender equity in transportation. Discussions were structured around three core themes:

• Women’s experiences as transportation users
• Women’s roles in the workforce
• Leadership and systemic change

These themes provided a framework for summarizing insights from the conference and identifying future priorities.

Dill opened by celebrating the diverse participation in the conference, highlighting modal diversity and the representation of women across transportation sectors. Panelists acknowledged significant advancements in areas such as vehicle design that incorporate women’s safety needs and the use of disaggregated data to inform policy and planning. Several key considerations were discussed, including

• Securing funding for research that integrates gendered perspectives into mobility planning
• Developing and supporting pilot projects that address gender-equitable transportation solutions
• Engaging multiple sectors, including academia and nonprofit organizations, to identify local assets and support long-term improvements in transportation design
• Enhancing data collection methods that recognize and include diverse gender identities, alongside efforts to ensure adequate funding for these initiatives
• Providing gender diversity training for transit workers to improve safety and inclusivity

On the topic of women in the workforce, some panelists highlighted the importance of sustained efforts in recruitment, retention, and professional development. Strategies discussed included

• Ensuring diverse hiring committees
• Increasing transparency in compensation structures
• Reevaluating traditional job requirements to ensure inclusivity
• Building trust throughout hiring processes to attract and retain talent
• Improving nonmonetary benefits to reflect diverse life circumstances

A key takeaway was that retention extends beyond simply keeping women in the workforce—it involves creating environments where they can thrive and lead.

Discussions on leadership and systemic change focused on rethinking workplace culture to elevate underrepresented voices. Some panelists provided examples of intentional leadership strategies aimed at fostering mentorship and inclusive decision-making processes. One panelist noted, “Leadership is about making bold, intentional choices to create lasting change.” Among the key steps discussed were

• Expanding data collection and analysis tools to better assess gender disparities
• Enhancing representation in decision-making processes at all levels
• Integrating inclusive planning practices that incorporate a gendered lens
• Engaging community organizations in transportation planning efforts
• Promoting professional development programs focused on gender equity
• Exploring policies that support workplace flexibility and work–life balance
• Raising awareness of gender-based disparities within transportation systems

The session concluded with a discussion on continuing efforts to advance equity, safety, and inclusion in transportation. Panelists emphasized the need for sustained collaboration among researchers, practitioners, and policymakers to maintain momentum in addressing gender disparities.