Parking & Mobility Magazine
DEI-Driven Transportation Director | Pioneering Parking
Parking & Mobility Magazine, Youngstown, New York, United States
Pioneering Diversity, Equity, and Inclusion
A Woman’s Perspective in a Male-Dominated Industry
I n a world where certain industries remain heavily male-dominated, women continue to carve out their paths, shattering stereotypes and advocating for diversity, equity, and inclusion. The parking/transportation industry is one such arena where women are challenging norms, bringing their unique perspectives to the table, and driving change. During my journey in university-level parking and transportation management, I’ve navigated numerous hurdles and setbacks. Initially stepping into this field with limited insight, I recognized the importance of immersing myself in every aspect of parking and transportation to gain visibility and credibility. After attending industry conferences and returning to the university, I eagerly shared newfound knowledge with my male colleagues, only to sometimes encounter dismissive reactions. Despite these challenges, through the power of allyship and inclusion, I’ve also experienced moments of growth and transportation. For many, the image of a parking attendant raises a specific mental picture—typically male, often seen in a high-visibility vest, directing traffic with authority. Yet, within this seemingly straightforward profession lies complex challenges and opportunities, particularly for women who dare to venture into this traditionally male domain. For many of my male peers, it may be challenging to fully grasp the unique experiences and obstacles I face. Not only outside of the institution but here on my own playing field. There are times within meetings and spaces that I’ve hesitated to speak up or add value because of the way I may feel that my input was perceived. Diversity in the parking industry isn’t merely about achieving a numerical balance between genders; it’s about embracing the perspectives, experiences, and skills that women bring to the table. One of the most striking aspects of navigating a male-dominated profession is the constant need to prove oneself. Whether it’s mastering the difficulties of parking technology, handling tough situations with finesse, or simply earning the respect of peers and superiors, women often find themselves subjected to heightened scrutiny. Every achievement, no matter how small, serves as a testament to our capabilities and resilience in the face of uncertainty. Yet, despite the challenges, there’s a unique sense of empowerment that comes from breaking barriers and defying expectations. As a woman in parking and transportation, every successful interaction, every satisfied customer, and every innovative solution becomes a small victory, reaffirming my place in a field where we’re often seen as outliers. Moreover, diversity and inclusion in the industry extend beyond gender alone. It encompasses a spectrum of identities—race, ethnicity, age, sexual orientation, and more—each contributing to the vibrant tapestry of perspectives within the industry. Organizations can unlock untapped potential, drive innovation, and better serve their communities by fostering an inclusive environment where every voice is heard and valued. Women in parking and transportation often face systemic barriers that hinder their advancement—from wage differences to limited opportunities for leadership roles. Addressing these inequities requires a concerted effort to dismantle these deep-rooted biases, implement fair policies, and provide mentorship and support for women at all levels of the organization. Fortunately, the tide is turning – slowly. Here at Carnegie Mellon University (CMU), it has shifted completely. In 2021, The Office of the Vice Provost for Diversity, Equity, and Inclusion was formed. This office, headed by Wanda Heading-Grant, who has a 30-year career in this space, plays a vital role at CMU, facilitating impactful and enduring transformations through strategic planning and executing initiatives that promote diversity, equity, inclusion, and a sense of belonging. Wanda and her team collaborate closely with all academic and administrative units and have deployed DEI leaders to represent each campus division. The office is committed to building a diverse community, cultivating an inclusive culture, and promoting values and accountability. As a woman in parking and transportation, I feel fortunate to work at an institution forging ahead in the DEI space. Diversity, equity, and inclusion are not just words; these are guiding principles that shape the future of parking and transportation and pave the way for a more equitable society. As women in a male-dominated field, we stand as pioneers, challenging stereotypes, breaking barriers, and driving positive change not just for us but for future generations of parking professionals. ◆ Michelle R. Porter, CAPP , is the Director, Transportation Services at Carnegie Mellon University.
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A Woman’s Perspective in a Male-Dominated Industry
I n a world where certain industries remain heavily male-dominated, women continue to carve out their paths, shattering stereotypes and advocating for diversity, equity, and inclusion. The parking/transportation industry is one such arena where women are challenging norms, bringing their unique perspectives to the table, and driving change. During my journey in university-level parking and transportation management, I’ve navigated numerous hurdles and setbacks. Initially stepping into this field with limited insight, I recognized the importance of immersing myself in every aspect of parking and transportation to gain visibility and credibility. After attending industry conferences and returning to the university, I eagerly shared newfound knowledge with my male colleagues, only to sometimes encounter dismissive reactions. Despite these challenges, through the power of allyship and inclusion, I’ve also experienced moments of growth and transportation. For many, the image of a parking attendant raises a specific mental picture—typically male, often seen in a high-visibility vest, directing traffic with authority. Yet, within this seemingly straightforward profession lies complex challenges and opportunities, particularly for women who dare to venture into this traditionally male domain. For many of my male peers, it may be challenging to fully grasp the unique experiences and obstacles I face. Not only outside of the institution but here on my own playing field. There are times within meetings and spaces that I’ve hesitated to speak up or add value because of the way I may feel that my input was perceived. Diversity in the parking industry isn’t merely about achieving a numerical balance between genders; it’s about embracing the perspectives, experiences, and skills that women bring to the table. One of the most striking aspects of navigating a male-dominated profession is the constant need to prove oneself. Whether it’s mastering the difficulties of parking technology, handling tough situations with finesse, or simply earning the respect of peers and superiors, women often find themselves subjected to heightened scrutiny. Every achievement, no matter how small, serves as a testament to our capabilities and resilience in the face of uncertainty. Yet, despite the challenges, there’s a unique sense of empowerment that comes from breaking barriers and defying expectations. As a woman in parking and transportation, every successful interaction, every satisfied customer, and every innovative solution becomes a small victory, reaffirming my place in a field where we’re often seen as outliers. Moreover, diversity and inclusion in the industry extend beyond gender alone. It encompasses a spectrum of identities—race, ethnicity, age, sexual orientation, and more—each contributing to the vibrant tapestry of perspectives within the industry. Organizations can unlock untapped potential, drive innovation, and better serve their communities by fostering an inclusive environment where every voice is heard and valued. Women in parking and transportation often face systemic barriers that hinder their advancement—from wage differences to limited opportunities for leadership roles. Addressing these inequities requires a concerted effort to dismantle these deep-rooted biases, implement fair policies, and provide mentorship and support for women at all levels of the organization. Fortunately, the tide is turning – slowly. Here at Carnegie Mellon University (CMU), it has shifted completely. In 2021, The Office of the Vice Provost for Diversity, Equity, and Inclusion was formed. This office, headed by Wanda Heading-Grant, who has a 30-year career in this space, plays a vital role at CMU, facilitating impactful and enduring transformations through strategic planning and executing initiatives that promote diversity, equity, inclusion, and a sense of belonging. Wanda and her team collaborate closely with all academic and administrative units and have deployed DEI leaders to represent each campus division. The office is committed to building a diverse community, cultivating an inclusive culture, and promoting values and accountability. As a woman in parking and transportation, I feel fortunate to work at an institution forging ahead in the DEI space. Diversity, equity, and inclusion are not just words; these are guiding principles that shape the future of parking and transportation and pave the way for a more equitable society. As women in a male-dominated field, we stand as pioneers, challenging stereotypes, breaking barriers, and driving positive change not just for us but for future generations of parking professionals. ◆ Michelle R. Porter, CAPP , is the Director, Transportation Services at Carnegie Mellon University.
#J-18808-Ljbffr