ITE Journal July 2018 - 12

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STEM INCLUSION STUDY RESULTS
In January 2018, ITE kicked off its Diversity
and Inclusion initiative by offering ITE members the opportunity to participate in the
STEM Inclusion Study. This study, funded
by the National Science Foundation, is a
comprehensive examination of the STEM
workforce experiences of women, racial and
ethnic minorities, LGBTQ individuals, and
persons with disabilities. The overall goal
of the study designers is to have participation from at least 15-20 organizations and
up to 100,000 individuals. For ITE, this was
a chance to better understand our members and their experiences and help inform
our diversity and inclusion efforts as we
move forward.
So many of you participated in this study,
and we want to thank you! More than 2,600
members took the time to share personal
experiences in the workplace. Of those
2,600, nearly 1,900 are full-time employed
individuals. Table 1 shows a snapshot of the
demographics that make up the full-time
employed participants:
The study had three main areas of focus:
experiences of inclusion and marginalization,
professional valuation, and reports of workplace fairness across employment sectors.

Workplace fairness measured experiences
of inclusion and marginalization and professional valuation across the various
employment sectors.

The Results
When you look at all of the data provided,
overall, personal experiences of harassment
are relatively low; people in general feel their
work is respected by colleagues, and supervisors treat them respectfully.
When you segment the overall data by
individual characteristics, then you do see
differences. On marginalization, the most
persistent character was that women consistently reported more frequent experiences
of marginalization, net any other characteristics. And overall, women, LGBTQ persons,
persons with disabilities, and racial and
ethnic minorities, were more likely than men,
non-LGBTQ, non-disabled, and white counterparts to report a marginalizing climate in
their workplaces
On professional valuation, women are less
likely to report they are held to the same
standard for promotion and more likely to

say they had to work harder. People with
disabilities were less likely to report that
they are treated with respect, and racial and
ethnic minorities were more likely than white
respondents to report having to work harder
to be perceived as a legitimate professional.
On workplace fairness, across employment
sectors, 20 percent of people reported biases
in their workplaces and witnessed differential treatment in their organizations in the
last 3 years. The university sector was more
likely to report chilly climates for women
and racial and ethnic minorities. Students
reported similar levels of negative treatment
as employed respondents.

Next Steps
ITE and our members benefit when we
encourage diversity and work towards inclusion. It is critical that we not only hear from
people that represent varying populations,
but that the people who create the transportation system include, but are not limited
to, people of different races, varying socioeconomic backgrounds, genders, different
geography, varying age, and mobility. The
varying backgrounds and experiences of our

Table 1: Descriptive Statistics of Employed Respondents (N=188)

Experiences of inclusion and marginalization
included questions about feeling like they fit
in at work. It included if people have read or
heard insensitive comments that they found
offensive, worry that their mistakes are more
noticeable, or being harassed either verbally
or physically (very rare).

Demographic Characteristics

Percent of the Sample

Women

28.8%

Men

70.77%

Hispanic

5.14%

Asian

11.29%

Black

2.55%

White

78.47%

Professional valuation asked about whether
people feel their work is respected, whether
they believe their boss respects them, if
they believe they are held to the same standard as coworkers, whether their boss gives
them less credit, and if they feel they have
to work harder.

Other ethnicity

4.49%

LGBTQ

3.14%

Disability (physical, mental, or emotional)

13.66%

Employed at a University or College

3.28%

Employed in for-profit sector

45.55%

Employed in another sector

49.21%

12

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Table of Contents for the Digital Edition of ITE Journal July 2018

ITE Journal July 2018 - Cover1
ITE Journal July 2018 - Cover2
ITE Journal July 2018 - 3
ITE Journal July 2018 - 4
ITE Journal July 2018 - 5
ITE Journal July 2018 - 6
ITE Journal July 2018 - 7
ITE Journal July 2018 - 8
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ITE Journal July 2018 - 12
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ITE Journal July 2018 - Cover3
ITE Journal July 2018 - Cover4
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