2010 Best-in-Class Senior Management Diversity Nonprofit/Government


The Greater Cleveland Rapid Transit Authority (GCRTA) is intentional in its creation and maintenance of an inclusive senior management team. Thirty-three percent of the senior-management direct reports to GCRTA’s general manager are minority individuals, and 41 percent of those reporting to senior managers are minority individuals.

The combined average of 37 percent for these top two levels, compares favorably to a 17 percent average for the nonprofit/government survey group. This level of diversity is maintained through the provision of tools, support and training to create an inclusive environment for senior managers. Effective strategies include:

  • Three of the GCRTA’s six divisions—legal, human resources, and finance and administration—are headed by executive managers from minority groups. Most minority senior managers are concentrated in operations, legal, and finance and administration.
  • The GCRTA’s affirmative action program ensures that its senior management reflects diversity Senior management conducts an annual workforce analysis to determine areas of underutilization in all EEO job categories, such as officials/administrators, professionals, protective services workers, administrative support, skilled craft, service maintenance and technicians. This information is used to develop and pursue hiring strategies that address areas of underutilization, with progress reported to, and monitored by, the GCRTA Board.
  • The senior management team uses data to monitor affirmative action progress, as well as internal and external complaints, and offers pertinent training. Progress in these areas is formally reviewed and evaluated by senior and executive management at regularly scheduled Equal Employment Opportunity Committee meetings.
  • The Management Development Program provides cross-functional skills and relationship development through rotational assignments throughout all divisions. Career development includes the enhancement of new skills sets and provides a pipeline of new leaders.
  • Minority employees can use internal and external educational and development resources such as the Tuition Reimbursement Program, as well as through internal classroom and computerized resource training programs.
  • Recruitment resources to identify diverse applicants and candidates include more than 70 organizations in the GCRTA service area. In addition, to ensure top-quality minority candidates for potential senior management placement, individuals are selected from Historically Black Colleges and Universities and Hispanic Serving Institutions and identified through internal promotional opportunities.

“Every employer should have a workforce that reflects the rich diversity of the community in which they work and live. At RTA, we encourage, value and celebrate the diversity we have, because it makes us a stronger organization and gives us a real competitive advantage in fulfilling our important mission.”

Joseph A. Calabrese
General Manager
Greater Cleveland Regional Transit Authority