Panel Sessions

Panel Session 1: Women in Transport—Why Recruitment Does Not Assure Retention

Presenters

Audra Bandy, FHWA, Moderator

Winnie Okello, Pennsylvania Department of Conservation and Natural Resources; Harassment and Assault Reporting Platform (H.A.R.P.)

Key Takeaways

• Retention requires active investment: Recruitment alone does not ensure retention. Organizations benefit from investing in ongoing support, career development, and workplace accommodations to keep employees engaged and committed.
• Intersectionality matters: Retention strategies that recognize employees’ diverse identities can help address challenges that have an impact on their professional growth and workplace satisfaction.
• Psychological safety is crucial: A psychologically safe environment fosters innovation, collaboration, and employee well-being, enabling individuals to voice concerns, take risks, and engage fully in their roles.
• Cultural change is essential: Retention extends beyond policies. Transforming workplace culture to address systemic issues, power dynamics, and toxic behaviors is a key factor in fostering an inclusive environment.
• Cost of inaction is high: Overlooking retention challenges results in financial and operational costs, including loss of institutional knowledge and increased time and resources spent on recruitment and training.
• Action over perfection: Acting on available data and insights rather than waiting for perfect solutions can drive meaningful change. Small, consistent improvements can make a significant impact.

Summary

The panel discussion, moderated by Audra Bandy of FHWA, provided an in-depth exploration of retention challenges for women in transportation. Alongside presenter Winnie Okello of H.A.R.P., the panel examined workplace culture, psychological safety, intersectionality, and the costs of neglecting retention strategies.

Bandy opened the discussion by highlighting the significant financial and institutional costs associated with employee turnover in the transportation sector. She noted that

without active retention efforts, many employees—particularly women and members of underrepresented groups—are likely to leave. The costs of hiring, onboarding, and retraining extend beyond financial impacts, leading to a loss of institutional knowledge. Bandy emphasized the importance of proactive investments in workforce retention through supportive policies and practices.

Okello explored the role of intersectionality in shaping workplace experiences, emphasizing how race, ethnicity, gender, socioeconomic status, and other identities interact to influence professional opportunities and experiences. She discussed how each individual navigates the workplace through a unique combination of these identities, which in turn affects how they are perceived and treated.

The discussion highlighted the role of psychological safety in fostering inclusive and supportive workplace cultures. Psychological safety was described as a shared expectation that employees can share ideas, take risks, and provide feedback without fear of embarrassment or retaliation. Panelists emphasized that psychological safety enables employees to ask bold questions, voice concerns, and contribute meaningfully to their organizations.

Panelists also addressed the impact of cultural toxicity in workplace environments. They noted that genuine inclusivity requires recognizing employees as individuals, not just professionals. One panelist shared that one of the most impactful acknowledgements in the workplace is simply saying, “I see you”—a small but profound affirmation of value and recognition.

The discussion also touched on structural challenges, including the persistent undervaluation of workplace accommodations until they impact men. Panelists noted that while women have long advocated for workplace flexibility and support, these concerns often gain urgency only when they affect men. The conversation emphasized the need to address power, privilege, policy, and practice together to achieve lasting equity.

The panel concluded with a call to foster inclusivity within teams and workplaces, emphasizing that creating a supportive culture is a collective responsibility.

Panel Session 2: Towards Inclusive Transit—Incorporating Gender into Transit Agency Policy and Decision-Making

Presenters

Kirsten Tilleman, University of Auckland, Moderator

Samuel Rosenthal, Alan M. Voorhees Transportation Center, Rutgers University

Mira Patel, Washington Metropolitan Area Transit Authority (WMATA)

Chelsea Richer, Fehr & Peers

Co-Presenters

Susan O’Donnell, New Jersey TRANSIT

Cate Heady, Alan M. Voorhees Transportation Center, Rutgers University

David Cooper, Leading Mobility

Cathryn Alvarado, Metropolitan Transportation Authority (MTA)

Meghna Khanna, Los Angeles County Metropolitan Transportation Authority (LA Metro)

Alicia Trost, Bay Area Rapid Transit (BART)

Nicole Waldheim, Fehr & Peers

Mary Rose Fissinger, Fehr & Peers

Key Takeaways

• Women-centric transit policies benefit all riders: Addressing women’s transit needs, such as off-peak travel patterns and local trip-making, can improve service for all passengers. Resource redistribution, such as enhanced off-peak service, helps align supply with demand.
• Data and community engagement drive change: Collecting gender-disaggregated data highlights service gaps and informs policy decisions. Engaging community groups and equipping them with advocacy tools, such as youth training in public speaking, strengthens support for gender equity initiatives.
• Leadership buy-in enhances impact: Securing executive sponsors or board approvals early in the process helps institutionalize gender equity efforts. Framing these initiatives as part of strategic goals or financial benefits can resonate with decision makers.
• Policy and representation matter: Implementing gender-based analyses and increasing representation in transit leadership contributes to more inclusive decision-making. A workforce that reflects the diversity of its riders is more attuned to the needs of different populations.
• Incremental changes build momentum: Pilot programs, such as BART’s train-length adjustments or the introduction of multi-use spaces for strollers on buses,

• demonstrate the feasibility of broader systemic changes. Sharing success stories and notable practices encourages replication across transit agencies.
• Effective communication and branding improve engagement: Rebranding emergency call boxes with youth-friendly decals can enhance utilization, while promoting success stories in local media helps reinforce public trust in transit agencies.

Summary

The session, moderated by Kirsten Tilleman of the University of Auckland, brought together a panel of experts to examine inclusivity in transit services and explore practical approaches from diverse geographical and social contexts.

Panelists discussed how addressing women’s unique transit needs can lead to overall improvements in public transit systems. A Canada-wide study revealed that women often travel during off-peak hours, make shorter local trips, and experience safety concerns. However, transit systems traditionally prioritize peak-hour services, which do not always align with these travel patterns.

Several case studies illustrated successful gender equity initiatives in transit. Edmonton’s implementation of high-frequency transit grids and gender-based policy analyses served as examples of how cities can adapt their services based on gender-disaggregated data. Collaboration between researchers and transit agencies was noted as a key strategy for bridging data gaps and improving services.

Examples of gender equity initiatives included

• BART’s “Not One More Girl” campaign, which addressed harassment through community engagement and policy updates;
• WMATA’s gender equity framework, inspired by LA Metro, which integrates diverse perspectives into decision-making; and
• Pilot programs such as shorter trains to enhance safety and multi-use spaces for strollers on buses, demonstrating incremental changes that could lead to broader systemic shifts.

Leadership buy-in was highlighted as a crucial factor in advancing these initiatives. Successful efforts involved securing board resolutions, executive sponsorship, and aligning gender goals with organizational priorities, such as improving customer experience.

Panelists emphasized the importance of embedding gender equity initiatives within transit agencies to ensure long-term sustainability. Agencies like BART and MTA have taken proactive steps to institutionalize these efforts, ensuring continuity even amid leadership changes. Examples of institutionalized strategies included

• BART’s community-driven framework, which involved conducting learning exchanges and using audit findings to shape long-term policy
• MTA’s initiatives to address workplace violence and promote workforce diversity, demonstrating how internal organizational changes can reinforce broader equity goals

The conversation underscored the value of robust and innovative data collection methods to shape policy and refine transit services. Examples included

• WMATA’s use of advanced algorithms to analyze gender-based travel patterns, linking this data to service adjustments
• Multilingual surveys and feedback mechanisms designed to capture the experiences of historically overburdened communities

These approaches demonstrated how data-driven decision-making, community engagement, and institutional commitment can work together to create equitable and efficient transit systems.

The session concluded with an emphasis on expanding standardized data collection and sharing best practices across transit agencies. California’s top 10 transit agencies committed to publishing detailed rider survey data, providing a potential model for other regions. These surveys go beyond documenting incidents of sexual harassment; they also examine broader experiences of street harassment, offering a more comprehensive understanding of safety and accessibility challenges.

Participants were encouraged to envision a future where transit agencies across the United States and the globe adopt these survey models, establishing a strong baseline for data-driven improvements in transit systems. Resources, tools, and frameworks developed through these initiatives were highlighted as freely available for adaptation by other transit agencies.

Panel Session 3: The Road Less Traveled—Not All Paths to Success Are Linear

Presenters

Avital Barnea, LA Metro, Moderator

Maria Meleandez, Denver International Airport

Kate Amissah, Arup

Melissa Figueora, California High Speed Rail

Elisa Borowski, University of California, Irvine

Key Takeaways

• Sponsorship and mentorship matter: Having sponsors who advocate for career growth and mentors who provide guidance can be valuable. Likewise, serving as a sponsor or mentor helps and uplifts others in the transportation community.
• Transferable skills are valuable: Skills gained from one role can be adapted and applied in others, especially when transitioning between sectors or industries.
• Advocacy strategies: Building professional support networks, aligning with colleagues in meetings, and preparing for difficult conversations through role-playing were among the strategies discussed. Some panelists also emphasized the importance of amplifying other women’s ideas in group settings.
• Inclusivity in leadership: Leadership teams benefit from individuals with firsthand operational experience, including those who have worked night shifts or held roles in traditionally underrepresented areas of the industry.
• Setting boundaries: Balancing enthusiasm for new opportunities with personal well-being is important. Prioritizing mental and physical health can involve learning when to say no.
• Building alliances: Collaboration and professional allies can empower individuals to speak up and advocate effectively in the workplace.
• Representation and outreach: Sharing career stories openly can inspire others. Engaging with youth and diverse communities may encourage interest in transportation and STEM (science, technology, engineering, and mathematics) careers.
• Commitment to growth: Remaining open to learning and adapting throughout one’s career can create a strong foundation for future opportunities.

Summary

The panel discussion featured professionals from diverse backgrounds sharing their career journeys and insights into navigating success in the transportation industry. Moderated by Avital Barnea of LA Metro, the session included Maria Meleandez (Denver International Airport), Kate Amissah (Arup), Melissa Figueora (California High Speed Rail), and Elisa Borowski (University of California, Irvine). Panelists discussed challenges and opportunities in nontraditional career paths, emphasizing mentorship, resilience, and adaptability.

Reflecting on pivotal career moments, Figueora described her transition from public service to the private sector, motivated by a desire for balance and new professional challenges. She noted that each stage of a career builds upon the last, providing tools that can be accessed when needed. Borowski shared her decision to pursue an unexpected opportunity at University of California, Irvine, inspired by the institution’s

Black Thriving Initiative. “It was a once-in-a-lifetime chance to align my work with my values,” she explained.

Meleandez highlighted the importance of taking risks and maintaining strong professional relationships, while Amissah emphasized the value of bringing diverse perspectives to industry challenges. She noted that her background in policy and proposal development strengthened her approach to transportation projects.

The discussion also addressed barriers women face in the transportation industry, including advocating for their ideas and overcoming biases in male-dominated environments. “There’s power in numbers,” a panelist noted, encouraging women to build alliances and support one another professionally.

The session concluded with reflections on representation and outreach, with some panelists discussing the importance of inspiring underrepresented groups to consider careers in transportation and STEM fields.

Panel Session 4: Challenges That Women Face in Multimodal Freight Transportation and Opportunities for Successes

Presenters

Paula Dowell, HNTB Corporation, Moderator

Marilyn Surber, Drivers Legal Plan

Sue Lawless, FMCSA

Lindsay Mullins, Burlington Northern Santa Fe (BNSF) Railway

Key Takeaways

• Intentional leadership: Progress in gender equity has been linked to visionary leadership and deliberate efforts to foster inclusive workplace cultures.
• Community engagement: Policy developments have emerged from engaging women in freight advisory committees and state-level initiatives.
• Facilities and resources: Enhancing workplace conditions—such as restrooms, parking, and lighting—has benefited all employees and reduced barriers for women.
• Education and outreach: Expanding awareness of career opportunities in transportation industries through campaigns and partnerships with educational institutions has helped broaden the talent pipeline.
• Structural reforms: Adapting job roles and schedules to accommodate diverse lifestyles has contributed to attracting a broader talent pool.

• Support systems: Family-friendly policies and workplace resources have helped employees balance demanding roles with personal responsibilities.
• Mentorship and role models: Highlighting successful women leaders has encouraged others to pursue careers in transportation.
• Broader impact: Increasing inclusivity in historically male-dominated fields has contributed to systemic improvements that benefit all workers.

Summary

The panel session, moderated by Paula Dowell, brought together industry experts to discuss the role of women in the freight transportation industry. Panelists Marilyn Surber, Sue Lawless, and Lindsay Mullins shared personal career experiences, discussed systemic challenges, and explored strategies for fostering more inclusive workplaces. The discussion focused on progress, challenges, and opportunities for women in traditionally male-dominated industries, particularly freight transportation, including trucking and railroads.

Key discussion points included

• Cultural shifts and leadership: Progress in trucking and railroads has been shaped by leadership efforts, education, and open dialogue. Leaders have influenced mindset shifts by setting clear expectations for inclusivity and supporting training programs.
• Women in leadership: Examples such as BNSF’s first female CEO illustrate how that women are advancing into leadership positions. Leaders who have progressed through the ranks serve as role models and demonstrate career growth opportunities.
• Community engagement: Increased participation of women in freight advisory committees and state-level initiatives has contributed to policy developments that address industry challenges.
• Workplace conversations: In recent years, greater awareness of diversity issues and active efforts to address them have led to improvements in workplace conditions. Open discussions about barriers and challenges have contributed to meaningful changes.

Panelists discussed workplace realities, internal barriers, retention challenges, and systemic issues affecting women in the industry. Several strategies were outlined to address these concerns:

• Policy and workplace enhancements: Efforts have focused on improving working conditions, such as safer parking, better lighting, and restroom access. Family-friendly policies, such as childcare support and flexible schedules, have also been explored to attract more women to the industry.

• Public awareness and education: Initiatives have been developed to highlight career opportunities for women and expand outreach efforts. Partnerships with high schools, community colleges, and training programs have played a role in recruiting a more diverse workforce.
• Structural adjustments: Changes to job roles and scheduling, such as adjustments to conductor shifts, have been explored to reduce entry barriers and improve working conditions for all employees.
• Community engagement: Conversations on diversity and inclusion have been elevated within freight advisory committees and industry associations. Engaging policymakers and industry leaders in discussions about the economic and safety benefits of workforce diversity has been a key focus.
• Leadership development: Mentorship programs and increased visibility of women in leadership roles have served to inspire the next generation. Ensuring that women’s perspectives are represented in decision-making processes has remained a critical priority.

While women’s representation in freight transportation has grown, challenges remain. Addressing systemic barriers, fostering inclusive workplace cultures, and increasing leadership opportunities for women continue to be areas of focus. Strategic partnerships and collaborative efforts at policy, programming, and individual levels are expected to play a role in expanding these gains. This discussion provided insights into ongoing efforts and potential future initiatives that could contribute to a more inclusive and resilient workforce in transportation.

Panel Session 5: The Impact of Remote Work in the Engineering Industry on Women’s Effectiveness and Productivity

Presenters

Katie Woods, toXcel, LLC, Moderator

Avital Barnea, LA Metro

Alyssa Ryan, University of Arizona

April Rai, COMTO

Key Takeaways

• Fostering inclusion through remote work: Remote work has provided greater flexibility, supporting work–life balance and helping employees manage real-life challenges more effectively.
• Enhancing transparency and collaboration: Sharing calendars and using collaborative tools, such as SharePoint, has streamlined team operations, built trust, and improved productivity.

• Empowering women in the industry: Advocating for workplace flexibility, engaging in open conversations about career goals, and championing the benefits of remote work have helped women build strong support systems.
• Adapting workplace practices: Organizations have adjusted processes to meet individual needs, adapted to shifts in work and travel patterns, and introduced opportunities like retreats to strengthen team connections in remote and hybrid settings.
• Maximizing technological tools and flexibility: Task management tools and trust-building evaluations have contributed to team engagement, demonstrating the practical benefits of remote work.

Summary

The panel discussion, moderated by Katie Woods of toXcel, LLC, brought together leaders to explore the impact of remote work on women’s productivity and effectiveness in the engineering industry. Panelists Avital Barnea (LA Metro), Alyssa Ryan (University of Arizona), and April Rai (COMTO) examined how remote work has reshaped workplace dynamics and created greater flexibility in traditionally male-dominated fields.

A central theme of the panel was the potential for remote work to enhance diversity and inclusion in engineering and transportation. Panelists discussed how remote work offers flexibility that has allowed women to balance personal and professional responsibilities, creating opportunities for leadership and operational roles. Remote work was recognized not only as a logistical change but also as a response to real-life challenges, such as caregiving responsibilities and commuting constraints.

The discussion also addressed how women have contributed to systemic changes in workplace structures. Panelists highlighted the role of advocacy and the use of technology, such as SharePoint and Microsoft Planner, to streamline workflows and enhance productivity. Transparency, including sharing calendars, was identified as a valuable practice for fostering trust and collaboration in remote teams. Ryan emphasized the importance of open conversations to help individuals align their work with their interests and long-term goals.

The evolving nature of the workforce was another key topic. Panelists discussed how organizations have restructured workplace practices to align with changing travel patterns and employee expectations. Retreats and in-person gatherings were highlighted as ways to maintain connection and cohesion in remote and hybrid teams. Rai noted that workplace flexibility benefits not only women but all employees, fostering a more inclusive culture and improving productivity.

A portion of the discussion focused on leadership’s role in supporting remote work policies. Barnea reflected on how leaders can promote inclusive practices and

implement tools that support career growth. Some panelists noted that leaders who adapt to employee needs contribute to creating equitable and effective work environments. The conversation also examined how remote work policies have helped historically underrepresented groups navigate the evolving workplace.

The overarching message was that by reimagining workplace practices and leveraging remote work as a tool for equity, the engineering and transportation industries can continue fostering a more sustainable and inclusive future.

Panel Session 6: Rewriting Normal—Lifting as We Climb

Presenters

Beverly Scott, Beverly Scott and Associates, LLC, Moderator

Melissa Figueroa, California High Speed Rail

Erica Iheme, Jobs to Move America

Madeline Janis, Jobs to Move America

Aamina Bulbulia, Toronto Transit Commission

Key Takeaways

• Improving workplace representation: The panel emphasized the importance of increasing representation in leadership roles across transportation sectors. Discussions explored how women and historically underrepresented groups can have a greater presence in decision-making and frontline positions.
• Inclusive policies matter: Panelists discussed the role of intentional policy frameworks in bringing diverse perspectives into leadership and workforce development. This includes addressing structural barriers such as shift work expectations and limited career pathways for nontraditional entrants.
• Leadership and cultural change: A significant portion of the discussion focused on how leaders can create inclusive workplace cultures by engaging in “courageous conversations” and modeling equitable practices. Some organizations, such as Jobs to Move America, have been actively implementing these strategies.
• Men as allies: The role of male leaders in promoting gender equity was a central theme. Panelists highlighted the impact of men amplifying diverse voices, providing resources, and actively supporting initiatives led by women.
• Youth engagement and future workforce: Encouraging youth participation in transportation careers through education, outreach, and mentorship was seen as essential for building a sustainable workforce and addressing gaps in operational roles.

• Collective success over individual accomplishment: Some panelists emphasized the value of focusing on systemic changes rather than individual achievements. Discussions explored how organizations can build workplace cultures that prioritize equity and inclusivity for the benefit of all stakeholders.

Summary

The panel discussion, moderated by Beverly Scott, founder of Introducing Youth to American Infrastructure, Inc., featured a diverse group of leaders who examined challenges related to equity, inclusion, and leadership in the transportation sector. Panelists Melissa Figueroa, Erica Iheme, Madeline Janis, and Aamina Bulbulia shared insights into the systemic changes needed to create more inclusive, representative, and equitable transportation systems.

One of the central themes was the importance of improving representation across leadership and operational roles. Panelists discussed how breaking down structural barriers can expand opportunities for women and historically underrepresented groups. They also highlighted the role of community benefits agreements (CBAs)², which ensure that transportation projects contribute to wages, sustainable working conditions, and local hiring commitments. These agreements were presented as examples of how transportation projects can promote equity and economic opportunity.

The conversation also explored evolving leadership practices in transportation organizations. Iheme and Bulbulia spoke about workplace cultures that encourage “courageous conversations” on equity and inclusion. Leaders were encouraged to implement policies such as paid leave and childcare support to help create work environments where all employees can thrive. Some panelists noted that organizations led by women provide important examples of integrating equity into policy and practice.

A key segment of the discussion focused on the role of men as allies in advancing gender equity. Some panelists noted that male leaders can help amplify diverse voices, provide resources, and support inclusive initiatives. Figueroa shared how mentorship from male colleagues empowered her to take on leadership roles and drive change. These reflections underscored allyship as a shared responsibility in breaking down inequitable structures.

Panelists also explored how the transportation sector is adapting to shifting workforce expectations. Discussions highlighted the importance of work–life balance and flexibility to attract younger generations, many of whom seek equitable workplaces and meaningful career pathways. Scott emphasized the importance of exposing youth to

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² A signed CBA outlines and commits benefits that the developer will provide to the community.

transportation careers through education and mentorship, noting that early exposure to career opportunities can create a more sustainable and representative workforce.

The conversation concluded with a discussion on expanding access to opportunities and ensuring that diverse voices are not only included but empowered in shaping the future of transportation. Scott posed a question to the audience: “Who’s not in the room?” This question encapsulated the panel’s overarching message: achieving equity requires intentional efforts to include those historically excluded from decision-making. Some panelists encouraged attendees to reflect on their own role in advancing diversity and to support systemic changes that prioritize collective success over individual accomplishments. They also emphasized that building equitable transportation systems is not just a professional obligation—it is a moral responsibility.

Panel Session 7: Women’s Issues in Transportation—How Wild Women Redefined Research and Practice

Presenters

Ariane Dupont-Kieffer, Université Paris 1 Panthéon-Sorbonne, Moderator

Tara Goddard, Texas A&M University

Susan Handy, National Center for Sustainable Transportation, University of California, Davis

Sandra (Sandi) Rosenbloom, University of Texas at Austin

Co-Presenters

Zachary Schrag, George Mason University

Key Takeaways

• Expanding policy research on gender issues: Discussions highlighted the need for more focused policy research on women’s transportation needs, including personal security, accessibility, and mobility barriers. Institutional support for studies exploring gender and transportation was identified as an important factor in advancing these efforts.
• Recognizing emotional labor: Some panelists discussed the emotional labor involved in gender-focused research and advocacy, emphasizing the need for frameworks that acknowledge and support this work.
• Using storytelling for advocacy: Personal stories were described as an effective way to translate lived experiences into policy changes, as seen in the history of the Americans with Disabilities Act (ADA).

• Applying gender-sensitive technology solutions: Discussions underscored the importance of ensuring that technological advancements in transportation do not reinforce systemic biases.
• Addressing gendered safety concerns: Panelists examined targeted policies and cultural shifts aimed at reducing harassment and safety risks for women and LGBTQIA+ (lesbian, gay, bisexual, transgender, queer/questioning, intersex, asexual) individuals in transportation settings.
• Advancing empathy-driven advocacy: Some panelists highlighted how uniting diverse stakeholders through empathy-driven approaches can amplify the impact of gender-focused transportation initiatives.

Summary

This panel discussion, moderated by Ariane Dupont-Kieffer, featured Tara Goddard, Susan Handy, and Sandi Rosenbloom discussing the role of women in transportation research and practice, as well as the systemic barriers they face. Zachary Schrag from George Mason University opened the session by summarizing how perspectives on gender in transportation have evolved over time and within this conference.

Discussions emphasized the need for structural changes in employment practices, expanded policy research on gender-specific issues, and greater recognition of the emotional labor involved in gender-focused work. Topics included gendered safety concerns, the power of personal narratives, and the role of technology in advancing equity. Panelists also explored empathy-driven advocacy as a way to strengthen gender-focused initiatives.

Highlights of the discussion:

• Women in leadership and workplace policies: Women in leadership roles have influenced hiring and workplace policies, integrating professional experience with flexible and case-sensitive management approaches.
• Structural barriers in employment and professional development: Systemic barriers, including limited representation of women in leadership, affect how gender perspectives are integrated into transportation policy and research. Discussions explored the impact of inclusive employment policies and mentorship programs that support women in the field.
• Gaps in gender-specific policy research: Handy pointed out that gender-specific transportation needs, such as safety, accessibility, and mobility challenges, often lack adequate policy research. Some panelists noted that gender-focused studies are often marginalized, limiting the development of comprehensive solutions.
• Ongoing gendered safety concerns: Stories of harassment in transportation settings illustrated their disproportionate impact on women and LGBTQIA+

• individuals. Some panelists noted that safety concerns often force individuals to rely on private vehicles, highlighting the need for systemic change.
• Emotional labor in gender-focused research: Research focusing on harassment and intersectional violence was described as emotionally demanding. Some panelists emphasized the importance of institutional support for this work to prevent researcher burnout.
• Personal narratives as catalysts for change: Panelists shared examples of how lived experiences shape transportation planning priorities. For instance, poorly designed bus stops without adequate shade or seating were linked to unsafe pedestrian behaviors, illustrating gaps in infrastructure planning.
• Storytelling as a tool for advocacy: The ADA was cited as an example of how personal stories have influenced policy changes. Some panelists emphasized the importance of collecting and sharing stories of harassment and inequities to advocate for new transportation standards and policies.
• Expanding gender-focused research: Discussions explored the need for trauma-informed approaches in transportation planning. Some panelists noted that such methodologies can help address vulnerabilities faced by refugees, LGBTQIA+ individuals, and survivors of violence.
• Technology’s role in gender equity: Some panelists raised concerns about “technological chauvinism,” calling for gender-sensitive frameworks to guide the adoption of digital tools and sourcing of critical minerals. This approach aims to ensure that new technologies mitigate inequities rather than perpetuate them.
• Challenges in knowledge dissemination: Innovative practices and case studies often remain geographically isolated, limiting their broader impact. Some panelists suggested a need for centralized platforms to share best practices and lessons learned across regions.
• Building empathy and strengthening advocacy: Goddard and other panelists discussed the role of empathy in transportation equity efforts. Expanding the sense of “community” beyond immediate networks was identified as a way to increase support for equity initiatives.

This session reinforced that achieving gender equity in transportation requires systemic changes in employment practices, increased research on gender-specific needs, and recognition of emotional labor in advocacy work. Storytelling and empathy-driven advocacy were described as effective tools to create inclusive transportation systems. Panelists also highlighted the importance of expanding research methodologies, addressing safety concerns, and applying gender-sensitive approaches to technological advancements. These steps were identified as critical to ensuring equitable transportation solutions that meet the needs of all users.