Workforce Diversity
NABSA, in partnership with the Better Bike Share Partnership, created the Workforce Diversity Toolkit.
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Since launching in 2014, equity has been a core value for NABSA and its members. Our goal has been to both support our members in providing shared micromobility equitably to riders regardless of race, gender, income, age, or immigration status, as well as encourage a more diverse shared micromobility 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 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.
NABSA’s Diversity, Equity & Inclusion Value states:
Through learning, listening, and growing, we strive to make shared micromobility more affordable and available to all who need it, and to cultivate an environment of support and celebration in our industry.
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?
