Mandy Bishop isn’t used to being the only woman in the room. Despite working in a male-dominated industry like transportation, the president and CEO of Forward Momentum Ohio was taken aback earlier this year at the Transportation Research Board’s Annual Meeting while staying in a national brand hotel’s “Z” club for premier travelers.
“I was the only woman in the room that wasn’t part of the service team,” she wrote on LinkedIn. “There were some badged participants of the TRB Annual Meeting and I felt a little alone.”
While she may have felt alone in that moment, she certainly isn’t alone in feeling that despite the vast resources and organizations to connect women to careers in transportation, there should be more women in the industry.
Women account for just 15% of the workforce in state departments of transportation, with even less representation in executive and leadership positions, according to Advancing Gender Equity in the DOT Workforce, a 2024 report from the Transportation Research Board’s National Cooperative Highway Research Program. A 2023 Bureau of Transportation Statistics report adds that women make up just one-quarter of the overall transportation and warehousing industry workforce, and experienced a higher level of unemployment than their male counterparts in 2020.
Kathryn Clay, outgoing executive director and CEO of the International Bridge, Tunnel and Turnpike Association, says the barriers to women’s participation in transportation are similar in other male-dominated industries like automotive engineering and oil and gas. But she also believes that seeing women present in every level of transportation can break down outdated perceptions and inspire new generations of women to pursue transportation careers.
“A large part of it is inertia, and it’s self-reinforcing,” Clay says. “Without women in leadership roles, newer female entrants struggle to see a place for themselves at the table.”
Skye Guo, ITS specialist for the District Department of Transportation in Washington, D.C., agrees, alluding to the reality that sexism can lead to women accepting the status quo.
“Women must resist internalizing biases, both those imposed by others and those they may place on themselves,” says Guo. “Navigating a traditionally male-dominated field requires confidence, strategic communication and the ability to assert one’s expertise without hesitation.”
But while confidence and self-assuredness are key traits anyone in the workplace needs, it also never hurts to have an ally.
“We’ve all been in meetings where a woman makes an insightful point that gets overlooked, only for a man to say something similar moments later and receive recognition. When this happens, speak up,” Clay advises. “Say something like: ‘Yes, Donna made that point earlier, and I agree that both Tom and Donna are really on to something.’ No apologies, no accusations—just inclusion.”
DOTs have an important role to play and can ultimately benefit from more equitable hiring and retention practices, which can provide access to a wider range of talent. Clay notes that “many state DOTs have successfully recruited and retained women by focusing on equitable hiring, flexible work policies, and equal access to professional development opportunities.”
Even with the uncertain future of diversity, equity and inclusion policies in the current political climate, there are reasons to be optimistic. As Clay points out, women are outpacing men in earning bachelor’s and graduate degrees, making it more important than ever for transportation agencies to recruit, retain and promote them. She adds that gender pay gaps in traditionally male-dominated fields tend to be smaller than in other fields, providing an incentive for women to enter the transportation industry.
Guo believes women have an opportunity to differentiate themselves in the field by demonstrating a track record of adaptability to new technologies or a willingness to evolve with the industry. She also encourages combining that mindset with strong networking and strategic career moves.
One way to think strategically, Guo says, is to think beyond the typical corporate mentorship model. While having a senior employee at one’s own organization is welcome, women in the industry can broaden their options by looking at social media.
“With social media and professional networks making the world feel smaller, women now have access to industry leaders and mentors outside of their immediate circles,” Guo says. “Finding guidance from those who have navigated similar challenges while maintaining a strong work-life balance can provide valuable perspective and career opportunities.”
Clay advises that women make use of resources that help them understand their value, noting that many states offer public databases for state employee salaries, while departments of transportation often publish salary details within budget reports and the US Bureau of Labor Statistics provides transportation-related salary data at the national and regional level.
Industry groups can also be an invaluable aid. Guo mentions the Women in Transportation Seminar and WTS International as a leader in this space, noting that WTS “provides a platform for women to connect with industry leaders, exchange insights, and advocate for greater representation in decision-making roles.” Guo also recommends Women in ITE for providing women within the Institute of Transportation Engineers to collaborate and share helpful information and experiences, and Women and Gender in Transportation TRB Standing Committee for those involved in academia and research.
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