U.S. Department of Transportation 

Report to the White House Council on Women and Girls

Agency Overview 

A. Executive Summary: 

At the U.S. Department of Transportation (DOT), programs that benefit women and 

girls fall into two broad categories: 

o Employment and Advancement, both within DOT and as recipients of 

DOT financial awards, and 

o Work/Life Balance and Wellness 

In recent years, DOT has strengthened management accountability, outreach efforts 

and internal programs for women, due largely to the development of a model 

assessment tool, which tracks progress in equal employment opportunity (EEO) and 

civil rights compliance, and measures improvements in twelve areas deemed critical 

to achieving and maintaining status as a model employer. As a result, DOT has 

realized some small increases in representation of Asian, Hispanic and white women, 

all groups with historically low participation rates in the DOT workforce, over the 

past 4 years. 

Recognizing the link between employee morale and work/life issues, the U.S. 

Department of Transportation has incorporated into its strategic plan Human Capital 

goals to improve and provide employees avenues to better manage their work/life 

balance. The Department has established a number of programs to deliver on this 

goal. Additionally, DOT has established seminars, workshops and partnerships to 

promote women’s and girls issues and to ensure progress toward advancement in the 

workplace and in their personal lives. The Department has made significant strides in 

improving work/life balance over the last several years, and is committed to 

continuing and/or expanding successful work/life solutions for employees. 

DOT also has demonstrated its commitment to women-owned companies through the 

awarding of over 500 contracts totaling almost $98 million so far this fiscal year. 

One of the reasons the Department has been successful in this area is the fact that the 

DOT five-year strategic plan includes a goal to increase direct contract awards to 

small, disadvantaged and women-owned businesses. DOT works with approximately 

27,463 disadvantaged business enterprises, and estimates that approximately 40% of 

those are owned by women. 
B. Programs Which Improve the Lives of the Federal Workforce: 

1. DOT Employee Assistance Program: The Employee Assistance Program is 

 a no-cost counseling service available for managers, employees and family 

 members, 24 hours a day, seven days a week. The counselors are licensed 

 professionals who provide confidential short–term counseling, information, 

 support groups, management consultations and referrals for ongoing care. 

 Services provided include, but are not limited to, emotional health, disabilities, 

 alcoholism and substance abuse, stress management, conflicts in the 

 workplace, career counseling, performance or conduct issues with a troubled 

 employee, domestic abuse, elderly care and related services, long term/chronic 

 illness, traumatic experiences, grief and loss, parenting issues, debt 

 management, and family, couple or marriage issues, and on-line access to 

 health and wellness information.

a) Relevant Statistics: From October 2008 through March 2009, there 

were 87 assessment requests, which is 37 percent of assessments 

requested for FY 2008; 20 requests for legal services which is 57 

percent of the requests received in FY2008; 2 requests for financial 

counseling, which is 13 percent of the requests received in FY 2008; 

31 requests for in-person counseling, which is 39 percent of the 

requests received in FY2008 and 494 training participants, which is 55 

percent of the training participants in FY2008. 

 b) Evaluation/Feedback Mechanism: 

1. The success of the program is tracked through direct feedback. 

The FY 2008 Federal Human Capital Survey (FHCS) results 

(which include EAP, health and wellness, eldercare and 

support groups) indicated that out of 6,352 employees who 

responded over 360 were very satisfied, 1,406 were satisfied 

and 1,488 were neither satisfied nor dissatisfied. 

2. Leadership Levels: Program Assistant (GS-13); Manager, 

Substance Abuse Awareness and Testing Office (GS-14); 

Associate Director, Workforce Quality Division (GS-15); 

Director (SES) and Deputy Director (SES), Departmental 

Office of Human Resource Management, and Assistant 

Secretary for Administration (SES). 

2. DOT Health Care Services: The Department currently provides flu 

 immunizations, monthly blood pressure screenings and quarterly health related 

 seminars and events, but has no on-site health clinic. 
a) Relevant Statistics: This fiscal year, 1,058 employees have 

participated in the health seminars and events, which is a 47 percent 

increase over FY2008; and 259 have participated in the monthly blood 

pressure screening program which is a 43 percent increase over 

FY2008. During FY 2009, there were 1160 employees who requested 

flu shots, which is an increase of 29 immunizations over FY 2008. 

 b) Evaluation/Feedback Mechanism: 

1. The success of the program is tracked through direct feedback. 

Feedback is also received from employees at Town Hall 

meetings held by the Secretary of Transportation, who have 

requested the Department consider the possibility of 

establishing a health clinic. 

2. Leadership Levels: Program Assistant (GS-13); Manager, 

Substance Abuse Awareness and Testing Office (GS-14); 

Associate Director, Workforce Quality Division (GS-15); 

Director (SES) and Deputy Director (SES), Departmental 

Office of Human Resource Management, and Assistant 

Secretary for Administration (SES). 

c) Future Efforts: The Department is currently exploring options with 

 the Federal Occupational Health Service for establishing a fully 

 operational health clinic at the DOT Headquarters in Washington, D.C. 

 DOT is one of only a handful of federal agencies that does not 

 currently have a clinic situated on-site. As an interim step, the 

 Department has advertised for a full-time nurse who can provide basic 

 health services for employees. 

 

3. Flexible Work Schedules: The Department implemented flexible work 

 schedules in February 1994. This program allows employees to coordinate 

 family issues around work which reduces stress levels and increases morale, 

 while continuing to achieve the Department’s mission. 

a) Relevant Statistics: 49,975 employees from all DOT Operating 

Administrations1

participate in this program. This is an increase of 

1,271 participating employees from FY 2008. 

 

1

 The DOT Operating Administrations are Federal Aviation Administration, Federal Highway Administration, 

Federal Transit Administration, Federal Motor Carrier Safety Administration, Federal Railroad Association, 

National Highway Transportation Safety Administration, Maritime Administration, Pipelines and Hazardous 

Materials Safety Administration, Research Innovation and Technology Administration, and the St. Lawrence 

Seaway Development Corporation. 
b) Evaluation/Feedback Mechanism: 

1. The success of the program is tracked through the Federal 

Human Capital Survey (FHCS). Results from the FY 2008 

Survey indicate that 66 percent of DOT employees are very 

satisfied with flexible work schedules. 

2. Leadership Levels: Human Resource Specialist, Associate 

Director, Human Resource Policy and Oversight (GS-15), 

Director (SES) and Deputy Director (SES), Departmental 

Office of Human Resource Management, and Assistant 

Secretary for Administration (SES). 

4. Telework Program: The Department has a very progressive telecommuting 

 policy, which allows eligible employees to work from home one day 

 every week and creates the opportunity for a healthier work-family 

 balance. The DOT Telework Program: 

 Allows employees to telework to the maximum extent 

possible without diminishing their performance or the 

performance of DOT as a whole; 

 Creates the most optimal balance between employees’ 

work/life needs and management’s priorities to achieve 

strategic goals and objectives; 

 Allows managers the flexibility and creativity to use telework 

in a manner that is in the best interest of their respective 

organizations given an ever-changing workplace environment; 

 Makes certain that telework is used as a management tool to 

achieve positive work outcomes rather than an impediment; 

and 

 Addresses issues of data security and potential 

vulnerabilities (i.e., handling of Sensitive Personally 

Identifiable Information and classified information). 

a) Relevant Statistics: Currently, 70 percent of DOT employees have 

approved telework agreements and are eligible to telework. It should 

be noted, however, that some mission-critical occupations which 

require physical on-site presence, such as air traffic controllers, are not 

eligible to participate in this program. Managers and supervisors have 

been trained on the Department’s telework program for 

implementation within their organizations. As a recruitment tool, 

telework eligible positions are identified in vacancy announcements. 
b) Evaluation/Feedback Mechanism: 

1. The success of the program is tracked through the time and 

attendance tracking system and the Federal Human Capital 

Survey. Results from the FY 2008 Survey indicate 1,022 

employees were very satisfied, 1,576 were satisfied and 992 

were neither satisfied nor dissatisfied. 

2. Leadership Levels: Human Resource Specialist, Associate 

Director (GS-15), Human Resource Policy and Oversight 

Division, Director (SES) and Deputy Director (SES), 

Departmental Office of Human Resource Management, and the 

Assistant Secretary for Administration (SES). 

5. Administrative Professional Certification Program: The Administrative 

Professional Certification Program (APCP) is designed to develop basic 

competencies; oral and written communication, interpersonal skills, 

decisiveness, problem solving, self-direction, technical credibility and 

customer service. All requirements must be completed in one year with 

graduation commencing usually in the spring. This DOT-wide program is 

open to all employees. Although no employees are denied an opportunity to 

participate, the program is targeted for the administrative staff, secretaries and 

program and staff assistants in the grades of GS 1 through GS 9. All 

participants must be approved by the immediate supervisor and on-line 

courses may be completed in the work place or at home. Participants also are 

presented with an opportunity to network and build rapport with colleagues by 

attending two mandatory classroom courses at DOT headquarters. A number 

of the Operating Administrations also have similar employee development 

programs. 

 

a) Relevant Statistics: The initial pilot consisted of 16 employees, with 

11 employees successfully graduating in May 2009. The Class of 2010 

consists of 8 new participants and 5 holdovers from the pilot group. 

b) Evaluation/Feedback Mechanism: 

 1. Feedback from participants. 

2. Leadership Levels: Manager, Worklife Program (GS-14); 

 Associate Director, Workforce Quality (GS-15); Director (SES) 

 and Deputy Director (SES), Departmental Office of Human 

 Resource Management and the Assistant Secretary for 

 Administration (SES). 

 

6. DOT’s Disability Resource Center: The Department of Transportation's 

Disability Resource Center (DRC) provides job accommodations 
and related services to DOT employees and job applicants for all DOT 

Operating Administrations nationwide. The DOT Office of Human 

Resource Management operates the DRC in partnership with the 

Departmental Office of Civil Rights. Also under the auspices of this office 

is the Departmental Selective Placement Coordinator, who conducts 

outreach services to assist with the hiring, retention and advancement of 

people with disabilities.

a) Relevant Statistics: From October 1, 2008 through March 2009, the 

DRC received 41 new cases, which by comparison represents 45 

percent of all cases received in FY 2008; fulfilled 18 cases, which 

includes carryover from the previous fiscal year; resolved 104 Section 

508 requests which by comparison is 51 percent of all requests 

received during FY 2008; and provided almost 2,000 hours of personal 

assistance services to persons with disabilities, which is 36 percent of 

all hours of assistance provided in FY 2008. 

b) Evaluation/Feedback Mechanism: 

1. The success of the program is tracked through an email survey 

completed by employees if they choose. Feedback is also 

obtained from disability organizations in DOT (Disability 

Advisory Council, DEAF DOT and DOT ADA) through 

regularly scheduled monthly and quarterly meetings. 

2. Leadership Levels: DRC Manager (GS-14), Associate Director 

Workforce Quality (GS-15), Director, Departmental Office of 

Civil Rights, Deputy Director, Departmental Office of Human 

Resource Management (SES), Director, Departmental Office of 

Human Resource Management (SES), and Assistant Secretary 

for Administration (SES). 

7. DOT Fitness Center: The fitness center provides a variety of exercise 

programs to employees including step classes, exercise classes, yoga 

training, working with weights, stationary bicycling, personalized fitness 

programs and fitness seminars. The Fitness Center is available to 

employees and contractors at a minimal cost. 

a) Relevant Statistics: There are currently 1,322 members of the DOT 

 Fitness Center, which is a decrease of 18 employees since September 

2008. The decrease is a result of FAA employees no longer using the 

facility in the new DOT Headquarters location. 

b) Evaluation/Feedback Mechanism: 

1. The Fitness Center receives direct feedback from its members 
 via an e-mailbox. 

2. Leadership Levels: Administrative Fitness Specialist (GS-09); 

 Manager, Fitness Center (GS-12); Support Services Supervisor 

 (GS-13) Principal Deputy Director (GS-15), Facilities and 

 Building Management (GS-15); Director, Building, Facilities, 

 Space and Building Management (SES), and Assistant 

 Secretary for Administration (SES). 

8. Child Care: The Department’s Child Care Program includes the child 

care centers of the Federal Aviation Administration (FAA) and the Research 

and Innovative Technology Administration’s (RITA) VOLPE Center. The 

Department also provides childcare advisory services to the U.S. Coast Guard 

(USCG) through a centralized worklife/childcare contract in a reimbursable 

agreement with DOT. 

There are 20 DOT childcare centers and 9 Coast Guard childcare centers 

throughout the country. The FAA childcare centers are located at or near 

FAA regional offices across the U.S. and at headquarters in Washington, DC. 

Oversight responsibility rests with the FAA National Child Development 

Program Manager located in Washington, DC. The FAA locations are either 

vendor- (16) or parent board (4) operated. The RITA childcare center is 

located onsite at the VOLPE center complex in Massachusetts and is boardoperated. Oversight is provided by VOLPE. At the Coast Guard, the 

Dependant Care Manager provides oversight to the centers which are operated 

either by Federal employees or vendors. The Worklife contract childcare 

advisor provides technical assistance, support and advice to DOT’s child care 

programs through conference calls, teleconferences, workshops and on-site 

visits. Technical assistance and resources are focused on preparing child 

development centers for reaching and maintaining the National Association 

for the Education of Young Children accreditation. 

Employees who are unable to use the childcare centers due to location, 

inconvenience or center capacity are assisted with locating licensed child care 

that meets their particular needs and preferences. The working parent may 

also receive assistance with short-term solutions for care, such as summer

camp options when children are out of school. Consultation throughout the 

process, referrals of qualified candidates that meet requirements and helpful 

tip sheets are provided for parents. This program serves as a tremendous help 

in guiding DOT employee parents to make the most suitable, high quality 

childcare decisions for their children. 
a) Relevant Statistics: There are 20 DOT childcare centers and 9 Coast 

Guard centers with over 2,200 participants in DOT’s nationwide 

childcare program. The number of child care centers and participants 

has not changed since FY2004 (earliest available data). 

b) Evaluation/Feedback Mechanism: 

1. Each center is managed independently. Parents’ feedback 

 evaluations are typically directed to center management. The 

 Departmental Office of Human Resource Management provides 

 oversight and policy direction. 

2. Leadership Levels: Manager, Worklife Program (GS-14); 

Associate Director, Workforce Quality (GS-15); Director 

(SES) and Deputy Director (SES), Departmental Office of 

Human Resource Management, and the Assistant Secretary for 

Administration (SES). 

9. Elder Care: Employees are offered consultations regarding their care giving 

 needs and given resources and referrals on the types of services and programs 

 available for older loved ones to live with the highest quality of life. 

 Information and guidance also are provided about strategies and community 

 services for the employee who is a family caregiver. This is a very popular 

 program due to the number of employees who now are faced with supporting 

 elderly parents while continuing to balance their work and family lives. 

a) Relevant Statistics: The Department currently has 36 participants in 

 the Elder Care program and a pending number of new requests for 

 elder care for employees. Due to DOT’s aging workforce and the 

 potential need for these services, the Elder Care program numbers are 

 expected to increase. 

b) Evaluation/Feedback Mechanism: 

1. Direct feedback from participants. 

2. Leadership Levels: Manager, Worklife Program (GS-14); 

 Associate Director, Workforce Quality (GS-15); Director (SES) 

 and Deputy Director (SES), Departmental Office of Human 

 Resource Management and the Assistant Secretary for 

 Administration (SES). 

10. Work/Life Workshops and Seminars: The Department offers regular 

 workshops and seminars on a variety of worklife topics. A sampling of those 

 conducted includes Parenting and Child Care, Stress Management, Time 
 Management, Financial Management, The Wellness and Nutrition Series, 

 Elder Care topics, Women and Heart Attacks, Adoption and Foster Care, 

 Business Etiquette: Enhance Your Professionalism, Getting Your Message 

 Across Assertively, Connecting with your Teenager, Silencing the Inner 

 Critic: Building Self-Esteem, Infant CPR Certification, Child CPR 

 Certification, Adult CPR/AED Certification, Pet CPR, First Aid and an 

 Investment in Excellence Seminar. The Administrative Professional 

 Certification program focuses on career advancement and the majority of 

 participants are women. 

a) Relevant Statistics: An average of four programs is offered each 

month. As of June 2009, a total of 36 programs have been offered 

with over 600 participants.

b) Evaluation/Feedback Mechanism: 

 1. Direct feedback is received from program participants. One

 employee stated that their entire approach to life has changed 

 since they started to regularly participate in the meditation 

 sessions. Seventy percent of participants also have indicated 

 through evaluation surveys that they strongly agree with the 

 statement that “worklife services are very valuable in helping me 

 balance the demands of my work and personal life.” Another 30 

 percent said they agree. Participants also have consistently given 

 high marks in agreement with the statement, “having the 

 appropriate worklife services available to me will help me be 

 more effective at work” and that they “feel more satisfied with 

 my job knowing that these worklife services are available to me.” 

 Thirty-one consultations have taken place from October 1, 2008 

 through March 2009, 49 percent of the consultations that 

 occurred for all of FY 2008. 

 

 2. Leadership Levels: Manager, Worklife Program (GS-14); 

 Associate Director, Workforce Quality (GS-15); Director (SES) 

 and Deputy Director (SES), Departmental Office of Human 

 Resource Management and the Assistant Secretary for 

 Administration (SES). 

c) Future Efforts: Through technology, DOT is exploring ways to 

enhance its worklife program to reach the many employees situated in 

our field offices outside Washington, D.C. Currently, services are 

provided through phone consultation, e mail, and fax. IT 

enhancements may include web casting of seminars and video 
teleconferencing to conduct face-to-face worklife coaching sessions, 

employee assistance guidance, and other related worklife services. 

Additional Worklife Program Services offered by DOT’s Federal 

Aviation Administration (FAA): In addition to the DOT-wide 

worklife programs described above, FAA offers the following 

services: 

Human Resources Concierge Services Assistance with everyday 

issues that require attention and can detract from workplace 

productivity. Sample services include locating contractors, relocation, 

emergency repairs, and education. 

Geriatric Care Management In-home assessment to ensure all 

biopsychosocial needs are met for aging loved ones. Employees 

receive a comprehensive report with detailed recommendations and 

assistance in the implementation. 

Child Care Subsidy Program Subsidized child care is available for 

employees with a total family income of less than $72,000. The 

subsidy ranges from 30% - 70% of the monthly child care costs. 

a) Relevant Statistics: Over 8,000 employees participate in these 

programs. More than 50 percent of those participants reported 

 they would have missed work without the services, and 15 percent 

 reported that missed time would have exceeded 10 work days. 

b) Evaluation/Feedback Mechanism: 

1. Utilization is tracked quarterly. Overall, since 2006, the FAA 

 has had an increase in participation of over 200% in their 

 Worklife Program.

 

2. Leadership Levels: WorkLife Specialist (H band), WorkLife 

 Program Manager (J band), Manager, Employee Relations, 

 Benefits & WorkLife Division (K band), Executive Director, 

 Office of Employee and Labor Management Relations (Band 

 2); Assistant Administrator for Human Resource Management 

 (Band 1), and the Assistant Secretary for Administration 

 (SES). 

11. Systematic Training for Effective Parenting (STEP). Employees in this 

parenting support group participate in a seven-week STEP training program 

and group discussions. The program is tiered for parents of young children, 
parents of school age children and parents of teens. Many of the participants 

have continued the supportive relationships formed through the program and 

 participate in joint activities with their children outside of work. 

a) Relevant Statistics: The Department currently has 48 participants in 

the STEP program. This is a new program that began in September 

2008 with 30 participants. Since that time, 18 employees have joined 

the program. 

b) Evaluation/Feedback Mechanism: 

1. Direct feedback from participants. 

2. Leadership Levels: Manager, Worklife Program (GS-14); 

 Associate Director, Workforce Quality (GS-15); Director 

 (SES) and Deputy Director (SES), Departmental Office of 

 Human Resource Management and the Assistant Secretary for 

 Administration (SES). 

12. Cancer Support Group. This support group began in June 2009. The 

 purpose of the group is to empower and connect employees who have or 

 have had cancer. By developing supportive relationships and sharing 

 strategies, information and resources while coping with cancer, participants 

 will build strength and courage. 

a) Relevant Statistics: There were 20 attendees at the first meeting of 

this newly established support group. 

b) Evaluation/Feedback Mechanism: 

1. The first meeting was held in June 2009, and positive feedback 

was received regarding the value of establishing a network and 

the connection to others facing cancer.

2. Leadership Levels: Worklife Counselor (Contractor); 

Manager, Worklife Program (GS-14); Associate Director, 

Workforce Quality(GS-15); Director (SES) and Deputy 

Director (SES), Departmental Office of Human Resource 

Management 

13. DOT’s Annual “Take Our Daughters and Sons©” to Work Day: This 

 national public education program encourages girls and boys across the 

 country to dream without gender limitations and to think imaginatively about 

 their family, work and community lives by connecting what children learn at 

 school with the actual working world. Children learn that a family-friendly 
 work environment is an employer and family partnership, and not just a 

 woman’s issue. Each of DOT’s Operating Administrations participates by 

 displaying examples of the work performed by their mothers and fathers, 

 conducting demonstrations and hosting workshops to discuss DOT’s mission 

 of providing safety to the traveling public. The Secretary of Transportation 

 personally participated in the recent “Take Our Daughters and Sons to Work Day.” 

a) Relevant Statistics: Over 350 children of DOT employees 

participated in FY 2009 and over 250 children participated in FY 

2008.

b) Evaluation/Feedback Mechanism: 

1. Direct feedback is solicited from Operating Administrations on 

 how to enhance future programs. 

2. Leadership Levels: Operating Administrations, Specialist, 

Manager, Departmental Special Programs (GS-13), Associate 

Director, Workforce Quality (GS-15), Director (SES) and 

Deputy Director (SES), Departmental Office of Human 

Resource Management; and Assistant Secretary for 

Administration, Secretary of Transportation (SES). 

b) Future Efforts: In April 2010, the Department will broaden its 

program to include a Transportation Career Day for young girls 

focusing on occupations not normally held by women. 

 

C. Programs Which Improve the Lives of America’s Women and Girls: 

1. Office of Civil Rights Leadership Accountability Self-Assessment 

 Program: DOT has strengthened management accountability, outreach efforts 

 and internal programs for women, primarily through the development of a 

 model assessment tool, called the Self-Assessment Scorecard. This tool 

 tracks progress in equal employment opportunity (EEO) and civil rights 

 compliance, and measures improvements in twelve areas deemed critical to 

 achieving and maintaining status as a model employer. The Office of Civil 

 Rights analyzes data and works with administrators and other key stakeholders 

 to identify and eliminate barriers to equal opportunity for current employees, 

 applicants for employment, and the beneficiaries of our programs and services. 

 The employment and civil rights compliance data is then reviewed with senior 

 leadership on a trimester basis. This regular review of data and dialogue with 

 agency leadership is a strategy used to achieve management accountability at 

 the highest levels. 
a) Leadership Levels: A women’s program manager, situated in The 

 Office of Civil Rights, serves as the subject matter expert for the 

 Department on issues related to the employment and advancement of 

 women, and monitors and analyzes the Department’s progress on the 

 composition of the DOT workforce over time. 

 There is a women’s program manager within each of the Operating 

Administrations. They are responsible for reviewing data on new 

hires, promotions, and separations of women to identify any barriers. 

If barriers are identified, the women’s program managers work with 

Civil Rights and Human Resource officers to resolve the issues. 

 

b) Actions Taken: The Secretary met with the Office of Civil Rights 

 after coming into the Department, and has indicated that recruitment 

 and retention of minorities and persons with disabilities will be a 

 priority. To highlight the importance of this issue, he has asked that a 

 meeting with representatives from the Office of Civil Rights be part of 

 the mandatory orientation for all Senate-confirmed appointees coming 

 into leadership positions at DOT. 

 The Departmental Office of Human Resource Management has 

 recently selected a new Corporate Recruiter who will lead DOT’s 

 recruitment efforts. One of her priorities will be to look at best 

 practices for recruiting diverse applicants to DOT positions. And to 

 address low participation rates by women in its workforce, FAA has 

 stepped up its outreach efforts to women, resulting in a record number 

 of female applicants for air traffic controller positions. The FAA 

 Office of Civil Rights also currently is conducting an analysis of the 

 different stages of the complex hiring process to identify any barriers. 

Other Operating Administrations, such as the Federal Transit 

Administration and the Federal Railroad Administration, have stepped 

up their recruitment efforts and seen resultspartnering with colleges 

and universities, professional forums and industry groups to connect 

with women and showcase DOT as an employer of choice. 

 The Department is pursuing various strategies to address employment 

 and advancement for women. Among these are senior leadership 

 development programs that target GS-15 and SES level managers, 

 mentoring programs, conferences geared specifically for women and 

 partnerships with women’s councils. 

c) Future Efforts: In addition to efforts to market job vacancies to 

women’s professional and veterans organizations, the Department will 

be working to engage young women further upstream, as they are 
making the educational and career decisions that determine their future 

career path. As a first step, this summer one thrust of the 

Department’s D.C. internship program has been to introduce young, 

high school age women to careers in transportation. The Department 

also will pursue creation of a Transportation Girl Scout badge, with 

activities surrounding transportation, and establishment of a 

partnership with Girl Scouts Troops to generate interest in the 

transportation industry. 

 To eliminate any improper barriers for women in grades GS-11 to 

 GS-15, the Department will explore career development opportunities, 

 formal and informal training options, and coaching, mentoring 

 and shadowing relationships for this targeted workforce. 

2. Office of Small and Disadvantaged Business Utilization: The Department’s 

 Office of Small and Disadvantaged Business Utilization (OSDBU) conducts 

 outreach to small and minority businesses. For grant funds in the Department’s 

 highway, transit and Department programs, the Disadvantaged Business 

 Enterprise program seeks to ensure a level playing field in which firms owned 

 and controlled by minorities and women can compete. This program has 

 resulted in significant business opportunities for women-owned and minority- 

 owned businesses over many years. As a large infusion of funds is made 

 available to DOT recipients through the American Recovery and Reinvestment 

 Act, opportunities for women-owned businesses to participate in contracts 

 funded with federal assistance provided by DOT are expected to increase. The 

 DBE program applies to ARRA funding contracts. DOT also offers technical 

 and financial assistance and recommends to recipients that they unbundle 

 contracts, making it easier for smaller firms to participate. 

a) Relevant Statistics: 

From October 1, 2008 though June 30, 2009, DOT has awarded 636 

contracts to women-owned businesses for a total of $113,693,964, 

including awards totaling $6,408,328 as a result of the American Recovery 

and Reinvestment Act. The participation level of small and disadvantaged 

businesses, including women-owned businesses, is being tracked by the 

Federal Highway Administration, Federal Transit Administration, and 

Federal Aviation Administration. The data will be reported after the end 

of the fiscal year as part of the annual Disadvantaged Business Enterprise 

Program Reporting Requirements. DOT works with approximately 

27,463 disadvantaged business enterprises, and estimates that 

approximately 40% of those are owned by women. 

b) Leadership Levels: Manager of Financial Assistance, GS-15; ARRA 

 Bonding Manager, Consultant; Senior Small Business Specialist and 
Women Business Advocate, GS-13 

c) Actions Taken: The Secretary is publicly encouraging large 

 contractors to reach out to the small business community and, wherever 

possible, to include them in contract opportunities. The Department 

sponsored a DOT Vendor Day for over 300 businesses to inform them 

of Transportation contracting and ARRA funding opportunities. 

OSDBU Technical Resource Centers provide ongoing training and 

information on ARRA funding opportunities for women-owned 

businesses around the country. Through its Financial Assistance 

Program, OSDBU also works with banks to increase their participation 

in the Short Term Lending Program, which can provide a revolving 

line of credit for transportation-related contracts awarded to womenowned businesses. 

 

d) Future Efforts: The Office of Small and Disadvantaged Business 

 Utilization (OSDBU) has proposed an Entrepreneurial Training and 

 Technical Assistance Women and Girls Program. This advocacy and 

 outreach initiative with Minority Women Colleges and Universities 

 (MWCUs) and Minority Institutions of Higher Education (MIHEs), to 

 be conducted over a one-year period, would be designed to support the 

 MWCUs and MIHEs in the development of a program that focuses on 

 empowering women, girls, and women-owned businesses through 

 mission-inspired research, training, outreach, and internships. In 

 addition the program will focus on transportation careers in which 

 women are significantly underrepresented. A Request for Application 

 (RFA) would be the mechanism that OSDBU would use to conduct a 

 nationwide competition to select the MWCU and MIHEs. The 

 instrument to administer the program would be through a Cooperative 

 Agreement between OSDBU and MWCUs/MIHE. The program 

 would be rolled out December 31, 2009. OSDBU plans to select two 

 Minority Women Colleges and Universities and two Minority 

 Institutions of Higher Education. 

In August 2009, the Department plans to launch the US DOT ARRA 

Bonding Program. Under this program, DOT will directly reimburse 

disadvantaged business enterprises, including women-owned 

businesses, the premiums paid to their surety company, saving them 

thousands of dollars. If the business obtains a bond guarantee from 

Small Business Administration’s (SBA) Surety Bond Guarantee 

Program (SBGP), DOT will reimburse the business for the small 

business principal fee charged by SBA. 

 
3. John A. Volpe Internship: Since 2000, the Volpe Center has sponsored a 

 developmental internship program where the students work side by side with 

 leaders and experts in the field of transportation on both technical and policy 

 projects, and may receive up to $10,000 in tuition assistance per year. The 

 Volpe Center employs 43 undergraduate and graduate students in a variety of 

 specialties: engineering, physical and environmental sciences, acquisition, 

 information technology, transportation policy planning, operations research, 

 economics and human resources. 

 

a) Relevant Statistics: Six of the nine recipients of the John A. Volpe 

Internship award have been women. Forty-four percent of Volpe 

student employees are women. 

4. Women in Aviation Conference: The FAA participates in this annual 

conference to play a role in the industry’s future growth and encourage women to 

consider aviation as a career and provide educational programming. 

a) Relevant Statistics: Between 100-150 FAA employees participate 

 in the conference each year, for professional training and as keynote, 

 plenary and education session speakers and recruiters. Since 2007, 

 the FAA has conducted a workshop for approximately 100 aerospace 

 educators, teaching them how to present science, technology, 

 engineering and math using aviation as a platform. 

b) Leadership Levels: FAA Regional Administrator, New England 

 Region 

5. The Real World Design Challenge: The Real World Design Challenge is an 

annual high school competition run by a public-private partnership that consists of 

the Department of Transportation’s Federal Aviation Administration, the 

Department of Energy, Parametric Technology Corporation, Hewlett-Packard 

Corporation, Business Education Partnerships Group and Flometrics, Inc. The 

partnership’s goal is to increase the aerospace workforce, and is focused on 

working within the context of the American educational system to transform 

science, technology, engineering and math education in the United States by 

providing professional engineering and learning resources to students and 

teachers. The 2009 competition brought more than a quarter-billion dollars in 

resources to schools. The Challenge program focused on reaching out to groups 

traditionally underrepresented in the engineering workforce, the largest number of 

which is women. 

 

The program is scalable, free and focused on using online resources that allow 

students to collaborate with mentors anywhere, thereby putting all students on 

even footing regardless of economic background or geographic location. Using 
these resources, an all-female team from Hawaii won the 2009 Real World 

Design Challenge National Competition. 

 

b) Relevant Statistics: In its first year, 18% of the Challenge 

participants were female. 

c) Future Efforts: The partners intend to build on the current 

framework to increase participation of women and all 

underrepresented groups in the Challenge 

6. Smart Skies Program: The Federal Aviation Administration and the 

 National Air Traffic Controller Association are partners with the National 

 Aeronautics Space Administration (NASA) to support this 

 educational initiative. Smart Skies is a math program for grades 5 through 9 

 which features an interactive air traffic control simulator that enables students 

 to apply proportional reasoning to make decisions and resolve conflicts in 

 realistic air traffic control problems involving two or more planes. The 

 challenge in each problem is to “line up” the planes safely, with proper 

 spacing, on time, at a given intersection of jet routes. 

a) Relevant Statistics: From FY2005 through FY2008, the project 

conducted 59 professional development workshops, many at national 

education conferences. From October 2008 to date, there have been a 

total of six workshops conducted at the National Conference for 

Aviation and Space Education; the California Math Council, and the 

National Science Teachers Association, and K-12 Alliance. In 

addition, the NASA Aero Space Education Program staff and the 

NASA Distance Learning Program have conducted workshops across 

the nation. 

b) Future Efforts: There are 2 activities, both currently ongoing, that 

relate to enhancing and extending Smart Skies. The first activity, 

called “Math in PlaneView” is currently undergoing classroom 

assessment. “Math in Plane View” is an online linked visualization 

tool that offers multiple dynamic representations to help students 

understand distance-rate-time relationships in the real-world context of 

air traffic control. The side-by-side layout enables students to observe 

and manipulate three views: the planes on their routes, the 

corresponding distance vs. time graph, and the equation of each line on 

the graph. The linked visualization tool is supported by five print 

student worksheets. This activity is an adjunct to the existing Smart 

Skies activity called FlyBy Math. It uses modern technology to enable 

students to explore and understand distance-rate-time problems. 

The second activity, called Higher Education Activity for Airspace 
Systems, is a new project that was initiated last year to extend 

education activities related to air traffic control from Grades 5-9 to the 

college level. It builds upon the air traffic control simulator in the 

LineUp With Math activity in Smart Skies. The objective is to interest 

undergraduate college students in NASA careers related to airspace 

systems, and to improve student understanding and ability in the key 

technical areas associated with air traffic control research and 

development. It is focused on computer science classrooms. Students 

will learn to design and develop computer code that will autonomously 

solve air traffic control problems on the Smart Skies air traffic control 

simulator. 

7. On-the-Job-Training/Supportive Services Program: This discretionary 

 grant program is designed to assist State Departments of Transportation in 

 conducting project apprenticeship and training programs targeted to move 

 women, minorities, and disadvantage individuals into journey-level positions 

 in skilled and semi-skilled crafts to address the historic under-representation of 

 these groups in highway construction. A vast majority of the projects funded 

 have targeted women as well as many minority populations. Upon graduation 

 from the program, women have been able to enter careers generally dominated 

 by men, as truck drivers, flaggers, carpenters, heavy equipment operators, 

 cement masons, electricians, pipe fitters, painters, and mechanics. 

a) Relevant Statistics: This program was authorized in 1998 by the 

Transportation Equity Act for the 21st Century (TEA-21) and then 

reauthorized in under the Safe, Accountable, Flexible, Efficient 

Transportation Equity Act: A Legacy for Users (SAFETEA-LU) in 

2005. The regulation does not require State DOTs to formally collect 

data on the number of women and minorities completing the training, 

but DOT’s Federal Highway Administration (FHWA) will be 

requesting this information on an annual basis beginning in FY2010. 

FHWA has required participating states to supply accomplishment 

reports which are reviewed on an individual basis when states apply 

for additional funding or new funding. Based on these reports, it is 

estimated that approximately 40,000 individuals have completed the 

program for the six year period between FY2003-2009. 

 As a result of an increase in funding provided by the American 

Recovery and Reinvestment Act, there has been a four-fold increase in 

available funding for this program. In FY2009, FHWA recommended 

$25.5 million in funding for projects in 35 states. 

8 National Summer Transportation Institute: This Federal Highway 

 Administration program is an educational initiative designed to prepare 
 students, particularly minorities and women, to become an important part of 

 the transportation workforce of the 21st century by focusing on science, 

 technology, engineering, and mathematics through curriculum development 

 and other enrichment activities. The FHWA collaborates with its division 

 offices, the State transportation offices and other external organizations, such 

 as the National Construction Career Day Center, to promote the creation of 

 partnerships and ensure the program meets its goals and objectives. Institute 

 participants are encouraged to apply engineering principles to construction 

 projects and to strengthen interdisciplinary core competencies in science, math, 

 language arts, reading and leadership development to enable them to pursue 

 careers in the transportation industry. The students are introduced to all 

 modes of transportation and transportation professionals share invaluable 

 information with the participants. Activities can include computer technology 

 sessions, trips to various transportation sites, career seminars facilitated by 

 engineers, construction personnel, and other transportation professionals. 

a) Relevant Statistics: Initially when the program began in 1998, the 

enrollment consisted of 20 ninth and tenth grade students. To date, the 

program has expanded from one university to more than 50 colleges 

and universities, with more than 8,000 individuals participating in 

NTSI programs. 

9. Federally Employed Women (FEW): The DOT FEW chapter, “Women on 

 the Move” is part of the National FEW program and was chartered in October 

 2008. By participating in FEW’s programs, members gain experience that 

 translates into skills and abilities. 

a) Relevant Statistics: The DOT chapter has 62 members. The chapter 

 has hosted several seminars and seven Brown Bag Luncheon Speaker 

Series events, featuring DOT’s own management executives who 

spoke on leadership and professional development, between October 

2008 and April 2009. 

b) Evaluation/Feedback Mechanism: Direct feedback from program 

 attendees. 

c) Future Efforts: The Department’s Office of Human Resource 

 Management is partnering with the DOT chapter of Federally 

 Employed Women (FEW) organization to enhance the lives of women 

 and girls. Future initiatives include: 

 DOT Women/Girls Mentors Program – Planning meeting 

 held July 7, 2009; 9th grade girls scheduled to visit FAA 

Command Center in March 2010 
 Conducting a DOT Success Strategies Series – First of the 

 series to take place August 5, 2009. 

 Girls Camp at DOT – to be developed Fall 2009. This will 

 be a day at DOT to introduce girls in the 7th and 8th grades 

 to careers in transportation. 

 Partnership with FAA Technical Women’s Organization to 

introduce the organization to DOT employees, focusing on 

women, and to provide resources for women to enhance 

their careers in the technical fields. 

 Partnership with FAA Professional Women Controllers 

(PWC) will introduce the organization to DOT employees, 

focusing on women, and to provide resources for women to 

enhance their careers in the field of air traffic control. 

 Partnership with external women’s organizations such as 

 the Women’s Transportation Seminar (WTS). Discussions 

are on- going between WTS and FEW regarding a brown 

bag session at DOT to provide information about WTS to 

DOT employees. 

10. Lactation Room: The lactation room is used by working mothers who are on 

 site, as well as by other working mothers who are visiting the building for 

 meetings. The room is in a quiet, comfortable location, removed from other 

 offices for the sake of privacy. The room is secured by a combination lock and 

 mothers are given the combination when they register for the room. The room 

 comfortably accommodates up to 4 mothers using the room at a time. The 

 availability of this room allows women to return to work sooner than they 

 might have otherwise. 

a) Relevant Statistics: From October 2008 through June 2009, there has 

been an average of 26 mothers per month utilizing the lactation room. 

During FY 2007 and FY2008, while in the NASSIF building where 

DOT was formerly situated, utilization of the lactation room was 9 

mothers each fiscal year. 

b) Evaluation/Feedback Mechanism: 

1. Direct feedback from the mothers who have used the room. 

2. Leadership Levels: Manager, Worklife Program (GS-14); 

 Associate Director, Workforce Quality (GS-15); Director 

 (SES) and Deputy Director (SES), Departmental Office of 

 Human Resource Management, and the Assistant Secretary for 

 Administration (SES). 
D. Goals and Objectives 

The Department is beginning to see results through its management accountability 

program and increased external outreach efforts to women and women’s 

organizations. But considerable challenges remain to recruit more women in 

mission-critical occupations, and to develop women throughout the Department at 

the executive level. DOT must keep a keen focus on outreach and recruitment, 

continuous learning and development, coaching at all levels, enhanced support to 

employees balancing family and career challenges, and health services and fitness 

programs. In an effort to address these challenges, the Department has identified 

four broad goals, as outlined below. 

1. Increasing women’s participation and leadership in the DOT workforce. 

Building on the work already underway in this area, the Department will 

continue with existing best practices, using the scorecard program and 

increased visibility among DOT leadership to encourage management and 

hiring officials to address employment and development disparities. 

The establishment of partnerships with internal and external professional 

networks, and across the interagency, also will be key to achieving this goal. 

Thus, the Department will work more actively to market job vacancies through 

women’s professional and veterans’ organizations. Additionally, DOT will be 

working to engage young women further upstream, as they are making 

educational and career decisions, to encourage a future in the transportation 

workforce. Beginning next year, the Department will broaden its Take Our 

Daughters and Sons to Work Day to include a Transportation Career Day for 

young girls, focusing on occupations not normally held by women. The 

Department also will pursue creation of a Transportation Girl Scout badge, with 

activities surrounding transportation, and establishment of a partnership with 

Girl Scouts Troops to generate interest in the transportation industry. 

In an effort to eliminate any artificial barriers for women in grades GS-11 

through GS-15, the Department will explore more extensive career 

development opportunities, formal and informal training options, and coaching, 

mentoring and shadowing relationships. A number of programs and 

partnerships are planned beginning in the Fall 2009. 

2. Establishing a health unit at the Department. The Department is currently 

working on options to provide health upgraded services to Headquarters DOT 

employees. Such a unit would compliment the existing fitness center and 

round out the health and wellness services available to women and all DOT 

employees. The options being reviewed involve an interagency agreement 

with Federal Occupational Health to provide the services, hiring a Nurse 
Practitioner to provide basic care, and combining existing programs to 

establish a health unit potentially staffed by a medical doctor, a nurse and 

administrative assistant. Funding and space issues will need to be addressed 

in order to achieve this goal. In the near term, the Department is planning 

women’s wellness and fitness workshops on topics such as breast cancer 

awareness and self-defense. 

3. Expanding the reach of the Department’s work/life and leadership 

development programs by making them more widely available to 

employees in the field. This will enable women in DOT offices around the 

country to participate in career development and work/life programming more 

readily. The Department’s Chief Information Office (CIO) will examine 

infrastructure and connectivity issues both at Headquarters and field offices 

that need to be addressed to allow video conferencing or webinars at all DOT 

locations. Funding, staffing and technological issues will need to be resolved 

in order to achieve this goal. As a first step, the Department is working on an 

internal website that will serve a resource for women employees about the 

career development, worklife, health and wellness programming available to 

them. 

4. Building on existing outreach programs to increase financial opportunities 

for women-owned businesses and contractors. The Department is 

providing ongoing training and information on future ARRA funding 

opportunities for women-owned businesses through Small Business Technical 

Resource Centers throughout the country. In August 2009, the Department 

also plans to launch the US DOT ARRA Bonding Program. Under this 

program, DOT will directly reimburse disadvantaged business enterprises, 

including women-owned businesses, the premiums paid to their surety 

company, saving them thousands of dollars. If the business obtains a bond 

guarantee from the Small Business Administration’s (SBA) Surety Bond 

Guarantee Program (SBGP), DOT will reimburse the business for the small 

business principal fee charged by SBA. A DOT Small Business Specialist 

also will join the Small Business Administration’s Women’s Advocacy Group 

as well, to help address and advocate for issues and legislation addressing 

women-owned businesses. 

 In addition, the Department will pursue an Entrepreneurial Training and 

 Technical Assistance Women and Girls Program. This advocacy and outreach 

 initiative with Minority Women Colleges and Universities and Minority 

 Institutions of Higher Education will focus on empowering women, girls, and 

 women-owned businesses through mission-inspired research, training, 

 outreach, and internships. In addition the program will focus on 

 transportation careers in which women are significantly underrepresented. 
As the Department of Transportation works toward these goals in the coming 

months, strong support from and engagement by the Administration will be 

needed to address these priorities. 

August 2009