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IPMI & Member News

DEI Enforcement Magazine

Right-Sized Parking Fines

Managing Demand and Promoting Fairness

Businessman plan growth and increase of positive indicators in his business.
DEI Development Finance IPMI Blog

Identifying Top Business Practices in Strong Work Cultures

I am a firm believer that an organization’s work culture will determine employee longevity and overall success or shortcomings for a company.  While the Keurig coffee machines and donuts are appreciated when supplied, culture goes beyond these types of perks and instead centers on professionalism, understanding and respect across an entire department.  I also believe most working employees strive to perform their jobs efficiently with favorable behavioral patterns.  It is the primary responsibility of leadership to guide and maintain positive working cultures, which includes the below: Engaging management style Encourages staff on a consistent basis, promotes an open line of positive communication, provides constructive feedback and also at the same time looks for feedback Diversity Provides equal opportunities to different backgrounds, relies on a team with differing experiences to provide forward thinking solutions Involvement, support, growth Recommends growth and development, offers training resources and encourages higher education and/or certification, involves team members with new projects to enhance skills, promotes group activities Work-life-balance Respects staff and time away from work and establishes boundaries, designates tasks to the appropriate team members, considering flexible scheduling, leading by example Compensation For management positions with routine scheduling demands outside and in addition to normal business hours, matching salaries to reflect the nature of the position and work performed Our work environments continue to evolve, and staffing challenges continue to impact all service industries.   Companies coming out on top with talent and high retention rates are those promoting strong work cultures while demonstrating modern work practices, and these organizations are the leading industry innovators.    Zach Pearce is an Associate Director of Operations at Old Dominion University. Zach can be reached at zpearce@odu.edu.

DEI HR Leadership Magazine

Who Advocates for the Advocate?

Confronting the Invisible Burden of Advocacy: Why Organizations Must Act to Support Those Who Support Others

image of different aspects of Mentoring
DEI Magazine

Mentoring to Increase Allyship at Your Organization

According to dictionary.com, allyship is the status or role of a person who advocates and actively works for the inclusion of a marginalized or politicized group in all areas of society, not as a member of that group but in solidarity with its struggle and point of view and under its leadership.

IPMI Parking Mobility Conference Expo
DEI Magazine

Reflecting on Progress

Reflections on progress made around Allyship & Equity within the IPMI community.

Jeri's Blog Picture, We Are Loving It Here
DEI HR IPMI Blog Mental Health Transportation Equity

We Are Loving It Here

Jeri Baker, CAPP, Executive Account Manager of T2 Systems tells us the importance of acceptance and the comfort that comes from a safe environment.

DEI Magazine

Minority Women in Engineering

Navigating Challenges and Breaking Barriers

DEI Magazine

Clique Bias in the Workplace

Understanding Its Effects and Developing Inclusivity

DEI Magazine

Cultural Competency and Belonging

How to Build a Better Workplace

DEI Leadership Magazine

Equity in Fleet Management

Learn how to make your fleet more diverse, inclusive, and accessible.

Accessibility DEI Events Magazine

Like Motown Music

Event Transportation is for ALL People

DEI Leadership Magazine

Striving Towards Inclusive and Equitable Leadership

Prioritizing fairness and equity to foster just organizations and a better society