Diversity is having a broad spectrum of people at the table (representing traits such as race, gender, sexual orientation, age, ethnicity, disabilities, religious beliefs, veteran status, life experiences, etc.)

Equity is making sure that everyone has an equal chance and right to be at the table. That they have access to opportunities and resources.

Inclusion is making sure that everyone feels like they belong and are able to speak up and share their thoughts.

The Road Taken

We started our DEI journey by looking inward – looking to our employees – and asking them how they wanted to play a role and initiated our Diversity, Equity & Inclusion Council. Our Council is an employee-led advisory board whose goal is to foster DEI awareness and serve as active change agents for Transdev. The rotating, 10+ member council is reflective of the diversity at Transdev from all levels – from our front line to our executive leaders – with representation demonstrated by race, gender, sexual orientation, age, ethnicity, disabilities, religious beliefs, veteran status and life experiences. With the support of two Executive Committee sponsors, the Council develops diversity, equity and inclusion priorities aligned with Transdev’s mission. They have made incredible progress and continue their efforts with the same drive, motivation and passion they had day one.

We approach DEI through three main pillars: Building an Inclusive Culture, Communications to Build Communities and Recruiting for a Diverse Community.

Every year the council develops a roadmap that supports each of these three pillars. Once the initiatives are kicked off, they then move into the business to be continued and sustained. For us, it’s about embedding DEI into our culture, operationalizing and reinforcing that focus on DEI is part of how we do business.

We know that a DEI journey is a continuous one and we are proud of the mechanisms, programs, and other elements that we have been able to already put into place. Our DEI Council roadmaps and the company’s backing and commitment have already produced some insightful and meaningful programs which have been imbedded into our business. Here are just a few:

In 2021, we launched our “Ask Me Anything” sessions. They are informal sessions, moderated by a DEI Council member on Microsoft Teams, that are positioned as a great opportunity to hear directly from some senior leaders about their career growth, their experience with and position on diversity, equity and inclusion, and a chance to ask them just about anything. They are well received and well attended.

We continue to encourage all employees – at all levels – to get involved and give back to the communities we serve. We now offer all our DEI Council members a membership to the trade organization of their choice (e.g., COMTO, WTS, LIT) and continue to promote Transdev’s overall involvement to all employees (e.g., our recent Diamante level partnership with Latinos in Transit (LIT) and our regular trade show participation).

We recently entered into a formal workforce development partnership with Xavier University of Louisiana – one of the premier U.S. historically Black Colleges and Universities (HBCUs). This partnership helps Xavier students have unique access to our company and provides them with new options and opportunities as they begin to decide and develop their career paths and interests.

Our mentorship program, Mentor@Transdev, relaunched in November 2021. The program kicked off focusing on the mentorship of women and in the coming years will ideally be refined and expanded to other groups. Special care was taken to pair each of the mentees with a mentor who has the expertise, personality and experience to support their mentee’s goals and aspirations.