DEI

Diversity and inclusion aren’t just moral goals; they’re revenue levers and public service musts. Companies with diverse leadership teams innovate faster and achieve higher returns. Public agencies produce better policies and have increased community trust.  A McKinsey study showed companies in the top quartile of diversity efforts were 36% more likely to outperform their peers in profitability, and those with gender-diverse leadership had a 25% higher likelihood of above-average profitability. BCG ties diverse workforces to 19% higher revenue due to increased innovation. Study after study asserts that investment in diversity provides high ROIs.  In government, inclusion strengthens operations and trust. A 2022 report by the Partnership for Public Service and Deloitte showed that federal agencies with higher inclusivity and engagement scores had stronger workforce performance, better retention, and more effective service delivery. When institutions mirror their communities, they craft fairer policies, enhance public trust, and make better product and service decisions. Diversity is broader than gender and race: it spans military status, age, education, religion, physical and cognitive abilities, language, parental status, and socioeconomic background—differences that fuel diversity of thought. In parking and mobility, this looks like alternate and phone payments, pay-by-cell, Accessible Pedestrian Signals, multilingual signage, citation payment plans, video hearings, and reduced fees for veterans. Talent markets demand this. Glassdoor finds 76% of candidates value a diverse workforce. Deloitte links inclusion to 2.3 times higher cash flow per employee, greater change-readiness, and lower attrition.  The takeaway is clear. Diversity is a revenue driver, risk mitigator, and competitive edge, and embracing it is simply smart business.  Click here to read the Parking & Mobility magazine article. Madison Huemmer is the Head of Market Transformation for ParkMobile by Arrive. Madison can be reached at madison.huemmer@arrive.com.

Why Inclusive Organizations Outperform

A powerful new force is emerging in the parking and mobility industry: Mobility Pathfinders, a nonprofit association dedicated to supporting and advancing women across the sector. Founded by a group of dynamic industry leaders, Mobility Pathfinders was created to close the gender gap and build a future where women at every level can lead, connect, and thrive. The founding Board of Directors includes: President – Adrienne Tucker, Director of Parking & Transportation, Kansas State University Vice President – Dulce Gomez, Assistant Parking Manager, City of Pasadena Vice President – Kathleen Laney, President, Laney Solutions Secretary – Alyssa Alt, Public Works Division Manager – Parking, City of Colorado Springs Treasurer – Anneliese Allgeyer, Chief Administrative Officer, DESIGNA Chief Programming Officer – Dr. Tanara Teal-Tate, Executive Director of Parking & Transportation, University of Tennessee, Knoxville Mobility Pathfinders was born from a shared commitment to reshape the industry by fostering a supportive, inclusive community for women. The organization is focused on growing the pipeline of female talent, creating career-defining opportunities, and inspiring the next generation of leaders. A free webinar will be held on August 11, 2025, at 1 PM ET / 11 AM PT to officially introduce Mobility Pathfinders and highlight what’s ahead. Registration is available on the Mobility Pathfinders website or through this link. Adrienne Tucker, President of Mobility Pathfinders, shared: “The parking and mobility industry is a critical part of how our cities move and function. Women’s contributions are essential, yet too often overlooked. Mobility Pathfinders is here to change that by providing the support, resources, and connections women need to succeed and lead.” Dulce Gomez, Vice President, added: “Mobility Pathfinders is about more than closing the gender gap it’s about creating real, lasting change. I’m proud to be part of an organization that’s committed to elevating women’s voices and making our industry stronger and more inclusive.” Kathleen Laney, Vice President, echoed the excitement: “The enthusiasm from across the industry has been incredible. People recognize the need for something like this, and the response has validated everything we hoped Mobility Pathfinders could be.” In the weeks ahead, Mobility Pathfinders will share more about its programs, from the Wayfinder Mentorship Program and professional development opportunities to industry networking and member-led initiatives that celebrate women's stories and achievements. Stay connected with the movement at mobilitypathfinders.org and follow Mobility Pathfinders on LinkedIn and other social media for the latest updates. Changing the industry. One pathfinder at a time.

My Allyship & Equity Journey

IPMI members come together to blaze a path forward for women in the parking, transportation, and mobility industry.

Reflections for the Parking & Mobility Industry

What is AI’s Impact on Allyship? Considerations on the Responsible Use of AI

What is AI’s Impact on Allyship? Considerations on the Responsible Use of AI

While authenticity is often defined as being true to oneself, I believe it also means standing up for what you believe in.

How Parking Marketers Can Foster Equity with Storytelling

Managing Demand and Promoting Fairness

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.