Director of Affirmative Action Compliance & EEO Programs-MassDOT/MBTA (Administrator VI)

Position Summary

The Office of Diversity and Civil Rights (“ODCR”) assists the Secretary and CEO of the Massachusetts Department of Transportation (“MassDOT/MBTA’s”) in the development of policies and programs regarding civil rights in the Commonwealth’s transportation agencies to ensure that MassDOT/MBTA’s complies with all state and federal affirmative action and civil rights laws.

Within ODCR, the Director of Affirmative Action (“AA”) Compliance & Equal Employment Opportunity (“EEO”) Programs-MassDOT/MBTA is primarily responsible for managing the development, implementation, and effective administration of the AA/EEO programs required by the U.S. Department of Transportation (US DOT) for approximately 9,705 MassDOT/MBTA employees. This position supports MassDOT and the MBTA in its duty to:

Eliminates barriers that prevent individuals from realizing their full potential;

Promotes equal employment opportunity in the recruitment, hiring, development and retention of a highly skilled workforce;

Ensures equal access and compliance with civil rights programs and services.

Duties and Responsibilities

• Under the direction of the Deputy Chief Diversity Officer - Internal Programs:

• Assist in the development of EEO policy, MassDOT/MBTA’s written EEO program, including the Affirmative Action and Diversity Plans and any informational material relative to administering these programs. This requires an annual update of the EEO and Anti-Discrimination & Harassment Prevention policies, the development of internal and external communication procedures, overseeing distribution of policies to the workforce, and collaborating with training staff to ensure EEO/AA/Diversity training to all employees.  

• Ensure that good faith efforts are made to advance MassDOT/MBTA’s equal employment opportunity goals and comply with state and federal equal employment opportunity laws. This is accomplished by assisting managers in identifying problem areas, setting goals and timetables and developing programs to achieve goals to ensure the fair and consistent application of work rules and policies, collaboration with ODCR Investigations, ADA and Trainings units to insure fair and consistent application of EEO, Anti-Discrimination and Harassment Prevention, Anti-Retaliation policies.

• Design, implement, and monitor an internal audit and reporting system to measure program effectiveness and MassDOT/MBTA’s compliance with the EEO Program’s specific legal obligations and to determine where progress has been made and where further action is needed. This includes developing initiatives that are responsive to data and workforce needs, assessing areas of workforce underutilization and adverse impact in personnel transactions (including applicant data and flow, referrals, placements, rejected offers, training, transfers, promotions, discipline and terminations, and any layoffs or recalls) affecting protected group members and applicants for employment by job group and department. Overall, this requires an analysis of recruitment and retention, the identification of barriers to the advancement of minorities, females, veterans and people with disabilities in the selection process, and collaboration with the hiring manager and Human Resources to develop strategies for achieving goals where underutilization exists, in order to ensure that MassDOT/MBTA’s non-discriminatory policy is carried out. 

• Regularly conduct a utilization analysis that compares MassDOT/MBTA’s composition of its workforce with the composition of the relevant labor pools from which MassDOT and the MBTA recruits employees to identify those job categories where there is underutilization and/or concentration of minorities and women. Quarterly and annual utilization analyses are critical to assist MassDOT and the MBTA’s in determining areas of focus for improved results.

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