FY2017 PROPOSED BUDGET

Washington Metropolitan Area Transit Authority
Proposed FY2017 Budget
Chapter 3
Workforce diversity interprets and promotes diversity in its broadest sense. As an equal
employment employer, WMATA welcomes a broad mix of unique characteristics in its employee
population. We believe that our organization must have an inclusion component.
Staff provides tailored training to various departments to ensure diversity awareness. This training
is provided to increase the participant’s cultural awareness, and to provide an understanding of
activities that should be avoided to prevent Civil Rights violations.
During training, emphasis is placed on valuing diversity as a moral value that respects and
recognizes the contributions of every human being. Emphasis is also placed on diversity as an
economically sound business practice since it enables WMATA to draw on multiplicities of talents
and strengths.
Affirmative Action Planning & Implementation
WMATA’s affirmative action program’s goal is to lessen the number of underutilized job groups
by setting targets to change the race/gender profile in the specific job groups where women and
minorities are underutilized. This underutilization is identified when we compare our employee
population with the mosaic of races, ethnicities, and genders in our labor market.
Working closely with the Talent Acquisition Department (TA), OEEO reviews the applicant pool
of potential hires to ensure the pool is representative of specific requirements.
Title VI Compliance
Metro is committed to ensuring that no person is excluded from participation in, or denied the
benefits of its transit services on the basis of race, color or national origin, as protected by Title VI
of the Civil Rights Act of 1964. Title VI states that, "No person in the United States shall, on the
ground of race, color, or national origin, be excluded from participation in, be denied the benefits
of, or be subjected to discrimination under any program or activity receiving Federal financial
assistance.” Title VI allows persons to file administrative complaints with federal departments and
agencies alleging discrimination by financial assistance recipients.
OEEO partnering with various departments ensures that any changes to fares or the availability of
transportation is in compliance with Title VI guidelines as they relate to minorities and low income
ridership. OEEO also has the responsibility to process and review Title VI administrative
complaints.
FY2017 Business Plan
• Build and maintain a premier safety culture and system
• Meet or exceed customer expectations by consistently delivering quality service
• Improve regional mobility and connect communities
• Ensure fiscal stability and invest in our people and assets
FY2016 Highlights and Major Accomplishments
• Partner with BUS for Title VI training for all Bus Operators.
• Comprehensive Diversity & Inclusion Events.
• Expand Community Based Organization (CBO) platform to include the disabled.
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