How does the MTA address workforce diversity?

The MTA addresses workforce diversity primarily by promoting inclusive hiring practices and training programs. This approach emphasizes the importance of creating an environment where individuals from various backgrounds have equal opportunities to apply and succeed in the workforce. Inclusive hiring practices ensure that the recruitment process actively seeks to eliminate bias and provide access to a wider pool of candidates, reflecting the diversity of the communities served.

Additionally, training programs are designed not only to enhance skills but also to foster an understanding of diversity and inclusion within the workplace. Such programs support the development of a workforce that is diverse in terms of race, gender, age, and other characteristics, which can lead to improved organizational performance and better representation of the communities the MTA serves.

The other options focus on limited or potentially exclusionary practices, such as solely recruiting from within the industry, implementing strict quotas that may lead to tokenism, or outsourcing, which can remove the organization’s direct control over the inclusivity of its hiring processes.