Workforce Diversity


NABSA, in partnership with the Better Bike Share Partnership, created the Workforce Diversity Toolkit.

Created by

NABSA Logo

In partnership with

Better Bike Share Partnership Logo

Since launching in 2014, equity has been a core value for NABSA and its members. NABSA has maintained through its Code of Conduct that “member systems should make good-faith efforts to engage diverse communities that need low-cost, healthy transportation.” Our goal has been to assist our members in providing bikeshare and shared micromobility equitably to riders regardless of race, gender, income, age or immigration status. Through knowledge-sharing efforts and a partnership with the Better Bike Share Partnership, NABSA has worked to serve our members in this way over the past five years.

As the industry has grown to include more devices – like scooters – and the broader shared micromobility industry has taken shape, so too has the workforce. What once was a small group of people from about 30 cities, non-profits, and for-profit organizations, has become a global industry of hundreds of companies and organizations, and thousands of workers. We have a workforce, and that workforce must also be diverse and reflect the communities and ridership that we serve.

With this toolkit, NABSA hopes to call attention to the issue of workforce diversity, feature the leading work that organizations in our industry are already doing to meet this goal, and most of all help organizations take the necessary first steps toward building a more diverse industry at all levels of leadership and operations.

Through NABSA’s own effort to incorporate diversity hiring and workplace practices, we have experienced first-hand the lack of resources available to our industry to help us toward our goal. There is much work that needs to be done. Our hope is that this toolkit will offer direction for getting there together.
The NABSA Board of Directors has also expanded the language in NABSA’s core values, as stated in the Code of Conduct, to reflect this extension of our focus. 

The NABSA Code of Conduct now states: 
DIVERSITY AND EQUITY: In every area, NABSA will promote an inclusive culture that encourages, supports, and celebrates the diverse voices of its staff, members and the communities they serve. NABSA expects its members to provide bikeshare and shared micromobility services to riders regardless of race, gender, income, age or immigration status. Member systems should make good-faith efforts to engage diverse communities that need low-cost, healthy transportation options.

Workforce Diversity at a Glance

Create Inclusive Hiring Protocols


  • Examine job qualifications for potential bias
  • Distribute job listings to news outlets run by communities of color, multicultural centers, and HBCUs
  • Use cultural and genderinclusive language
  • Seek out experience living in or working with disadvantaged communities
  • Consider strict hiring standards like those seen at PBOT/BIKETOWN (see case study in full toolkit) to ensure prioritization of diversity

Ensure Diverse Workforce Culture


  • Create avenues for staff to provide input on how work processes can be inclusive
  • Consider allowing flexibility in work schedules
  • Make upholding diversity goals a shared responsibility for every employee
  • Support entry-level and seasonal staff in their skill and career development

Utilize Team Diversity to Further System Equity Goals


  • Encourage full staff input in ways to impact the community
  • Employ staff that speak prominent languages of the community
  • Get input from diverse voices on organization goals and projects


Self-Evaluation

Diversity Hiring


  • Is our staff representative of the diversity of those we are serving?
  • Is diversity a part of the conversation when hiring for every position?
  • Do we have staff that are fluent speakers of common languages of the community?
  • Are women and people of color represented at all levels of the team, from seasonal employees to management?

Workplace Diversity


  • Are communications and work protocols supportive of cultural differences?
  • Are there opportunities for staff to provide productive feedback on how company culture can support all members of the team?
  • Is there a clear path for upward mobility for entry-level staff?
  • Is inclusion a shared responsibility at all levels of staff?
  • Has staff completed training for cultural competency and are there ongoing efforts to maintain knowledge and principles learned in diversity trainings?

NABSA Diversity Toolkit Photo