Meeting_Body
CONSTRUCTION COMMITTEE
OCTOBER 14, 2026
Subject
SUBJECT: PROJECT LABOR AGREEMENT/CONSTRUCTION CAREERS POLICY (PLA/CCP) QUARTERLY UPDATE
Action
ACTION: RECEIVE AND FILE
Heading
RECOMMENDATION
Title
RECEIVE AND FILE the status update on the Project Labor Agreement and Construction Careers Policy (PLA/CCP) programs through the quarter ending June 2026, including updates responsive to Motions 13.1 and 33.1 and PLA/CCP outreach activities through August 2026.
Issue
ISSUE
This report provides a quarterly update on the PLA/CCP workforce and female participation results for the quarter ending with June 2026, as well as the PLA/CCP outreach activities and initiatives through August 2026. This update also addresses the progress on the actions directed in Motions 13.1 (Attachment A) and 33.1 (Attachment B).
Background
BACKGROUND
At its November 2017 meeting, the Board approved Motion 33.1 (by Directors Kuehl, Hahn, Garcetti, Dupont-Walker, Solis, Barger and Bowen) to encourage contractors to increase women’s workforce participation on Metro construction projects. The Motion directed the creation of a report card/scorecard system reflecting the attainment of the female participation goals for Metro PLA/CCP contractors that was established to increase visibility and encourage contractors to achieve the 6.9% female participation goal.
In April 2024, Metro commissioned a study to evaluate the availability and participation of female workers necessary for upcoming infrastructure projects. The Study aimed to address gaps in workforce diversity, with a particular emphasis on increasing female representation. It identified several barriers that hinder female participation, including challenges related to recruitment, retention, and career advancement in a traditionally male-dominated industry.
At its March 2025 meeting, the Board approved Motion 13.1 (by Directors Horvath, Hahn, Dutra, Solis and Yaroslavsky). An amendment by Director Dupont-Walker also requested a report back on cultural competency requirements and disparities affecting historically underutilized populations.
Staff have continued their efforts to address the Study recommendations and as directed in the referenced Motions. The progress made in identifying opportunities related to the recommendations, as well as the next steps, has been included in this report.
Discussion
DISCUSSION
This report provides a status update on the construction contracts the PLA/CCP covers, including an overview of the Diversity and Economic Opportunity Department (DEOD) efforts to increase female participation. It also provides an update on the PLA/CCP through the quarter ending June 2026 (Attachment C). Consistent with the Board-approved PLA/CCP, prime contractors must provide Metro with monthly reports detailing their progress toward meeting the targeted worker hiring goals. Additionally, consistent with Metro’s Labor Compliance Policy, prime contractors provide Metro with worker utilization data.
Metro’s PLA/CCP provides training and employment opportunities within the construction industry to individuals residing in economically disadvantaged areas and to disadvantaged workers. Since inception of Metro’s PLA/CCP in 2012, and up through the June 2026 reporting period, over $731 million in wages have been paid to individuals residing in economically disadvantaged areas, an increase of 2.47% from last quarter’s reporting, and over $142 million in wages have been paid to disadvantaged workers, an increase of 2.71% from last quarter’s reporting. Overall wages expended for PLA workers on all active projects exceeded $26 million through the March-June 2026 quarter.
A. PLA/CCP Status Update
As of the June 2026 reporting period, a total of 29 contracts require compliance with PLA/CCP requirements, listed in Attachment D. Among these, 22 are currently active construction projects. Out of these 22 projects, two contracts are subject to the National Targeted Worker Requirements, which focus on workers from economically disadvantaged areas in the United States; 20 contracts are subject to the Local Hire Initiative, which aims to hire workers from economically disadvantaged areas of Los Angeles County. The remaining seven projects have not yet begun the construction phase.
Overall, the PLA/CCP program has met or exceeded its established workforce participation goals of 40% Targeted Worker participation, 20% Apprentice participation, and 10% Disadvantaged Worker participation due to a collaborative effort between Metro, the Building Trade Unions, and contractors. To date, 44 completed construction contracts have been subject to the PLA/CCP requirements.
B. Female Workers on Active Construction Projects
Consistent with Motion 33.1, Metro has increased visibility of female participation on active construction contracts via regular reporting. The Scorecard (Attachment E), as of June 2026, identified female participation on Metro construction projects at 3.67% of the total work hours, reflecting a slight decrease from the 3.69% reported last quarter. Despite this decline, Metro’s female participation rate remains higher than that of other Southern California public works projects, where female participation is typically below 2.0%.
Staff continue to attend monthly project meetings, as needed, to communicate directly with prime contractors who are not meeting the female participation goal at key milestones of 25%, 50%, and 75% project completion.
C. Ongoing Strategies
Strategies to Increase Female Workforce Participation
Metro continues to implement a coordinated set of strategies to increase female participation on Metro construction projects. These efforts include quarterly contractor scorecards, Jobs Coordinator engagement, worker transition referrals, the Women in the Trades Resource Guide (Attachment F), partnerships with Women in Non-Traditional Employment Roles and the Los Angeles County Justice, Care, and Opportunities Department, and regional outreach and referral coordination. Detailed descriptions of these strategies are provided in Attachment G.
The Women Breaking Ground website <https://womenbreakground.com/> remains a central outreach and referral resource and will continue through 2028 in partnership with the Los Angeles/Orange Counties Building and Construction Trades Council Apprentice Readiness Fund. Metro-supported outreach, including the Built by HER! campaign, is intended to expand awareness of construction careers and connect interested individuals with training and workforce resources. Outreach and access to program resources will be implemented on a broad-based, non-exclusionary basis while maintaining a substantive focus on barriers affecting women in the construction trades.
During this reporting period, staff continued coordinating with contractors, unions, workforce agencies, training providers, and regional partners to strengthen recruitment, retention, mentorship, jobsite culture, supportive services, and career advancement. Staff will also work with program partners to establish performance measures and a consistent reporting cadence that tracks referrals, enrollment, completion, apprenticeship entry, employment placement, and retention outcomes.
The WINTER/JCOD program, a Build Your Future construction workforce training initiative, is a strategic partnership between WINTER (Women In Non-Traditional Employment Roles), the Los Angeles County Justice, Care and Opportunities Department (JCOD), LA Metro, and the LA/OC Building & Construction Trades Council (LA/OCBCTC). The program specifically targets justice-involved or foster-care-impacted women and veterans, providing them a tuition-free, 10-week apprenticeship readiness training path toward careers in building and construction.
The first WINTER/JCOD pre-apprenticeship construction-readiness cohort began on June 11, 2026, and concluded with six participants graduating on August 14, 2026. The graduates are either employed in the construction trades or awaiting placement through their respective unions; none are currently working on Metro projects. Metro will continue to track their employment and placement outcomes, including any future placements on Metro projects. The second cohort began the week of August 24, 2026, with 14 participants and is scheduled to conclude October 5, 2026.
Workforce Outreach and Community Engagement
During the summer, staff balanced seasonal youth outreach with strategic initiatives to strengthen future engagement. Key highlights include delivering a Careers in Construction presentation to the 2026 2026 Transportation Career Academy Program (TCAP) cohort, where students explored pathways into construction careers through a demonstration of the Women Breaking Ground website. While many TCAP participants plan to pursue college degrees, others are returning for their senior year of high school, making this an opportunity to introduce them to construction career pathways as they consider their future options.
Staff also supported LAWA’s Girls BuildLA Construction Camp, which hosted 78 female students on a tour of the Airport Metro Connector project. Among the 78 participants, 36 aspire to become architects, 7 plan to pursue engineering, and 1 has already enrolled at California State University, Fresno, to study construction safety with the goal of becoming a safety manager. The remaining students are not yet of age to enter the trades but gained valuable industry insights to guide their future career paths in construction.
Metro continues collaborating with the LA/OCBCTC and its affiliated unions to support ongoing recruitment efforts and expand pathways into the construction trades.
D. Status Update to Board Motion 13.1
PLA/CCP staff have been actively engaged in implementing, developing, researching, and meetings to advance the following initiatives and recommendations:
1. Expand Cultural Competency Plan requirements to integrate Community Benefits and Workforce Equity Components into Request for Proposal (RFP) procurements
This initiative is ongoing as staff continues to engage with Metro stakeholders to draft a new approach to the Cultural Competency Plan.
2. Establish a regional roundtable to activate discussions on goal setting for regional public contracting agencies
To date, four Regional Roundtables have been convened to advance regional coordination on female inclusion in the construction industry. Within the Regional Roundtable, three subcommittees-Childcare and Supportive Services, Jobsite Culture, and Female Worker Utilization-were established to directly address the specific barriers women face in entering the construction field. In 2026, two Regional Roundtables were held, each hosted by the co-chairs, the Los Angeles County Department of Economic Opportunity (DEO) and Los Angeles World Airports (LAWA). Participants included partners from the Los Angeles County Department of Public Works (LACDPW), Los Angeles Unified School District (LAUSD), LAWA, IBEW Local 11, and the Apprenticeship Readiness Fund (ARF). Additional stakeholders included the Los Angeles Mayor's Office, the City of Long Beach, and other regional partners. The next Regional Roundtable is scheduled for October 29, 2026.
During the Regional Roundtable meetings, subcommittee leads provide updates on activities and initiatives undertaken within their respective focus areas. At the July 24, 2026, Regional Roundtable, the Jobsite Culture Subcommittee presented the Worksite Culture Manual, developed through the Equal Representation in Construction Apprenticeship II (ERiCA II) grant. The manual provides contractors, labor organizations, and public agencies with practical guidance and tools to promote inclusive, respectful, and supportive construction worksites through supervisor training, mentorship, conflict prevention and resolution, workplace assessments, and other best practices. The initiative has been endorsed by the Los LA/OCBCTC and WINTER is working with regional partners to encourage its adoption by public agencies and industry stakeholders.
The Female Worker Utilization Subcommittee is developing a cross-agency Memorandum of Understanding (MOU) to formalize regional collaboration and establish a framework for consistent workforce metrics, data sharing, and regional performance reporting. Proposed measures include female workforce participation, recruitment and referrals, apprenticeship entry, retention, and career advancement, with advancement of a regional dashboard to track progress and outcomes across participating agencies.
3. Conduct a Women in the Trades Regional Summit
PLA/CCP staff continue planning the Women in the Trades Regional Summit (Summit) in collaboration with regional partners and the newly established Women in the Trades Advisory Board, comprised of current and former female construction professionals, Los Angeles County Department of Economic Opportunity (DEO) staff, Local Electrical Union IBEW 11, W.I.N.T.E.R., Skanska, and Compton YouthBuild. Magic Johnson Park, located in Los Angeles County, has been identified as the preferred event location, with regional partner Los Angeles County Department of Economic Opportunity (DEO) currently supporting efforts to secure the reservation.
The Summit will provide the next generation of female construction workers with valuable insights into career opportunities within the skilled trades, including the benefits of union membership, apprenticeship pathways, and access to resources that support women, families, and children. The event will also feature workshops designed to provide attendees with firsthand perspectives, shared experiences, and testimonials from women currently working in the trades, offering inspiration and practical guidance on navigating careers in the construction industry. Trade unions, contractors, apprentice readiness training providers, and community-based organizations will also be invited to participate and help create meaningful connections and resources for attendees. The Summit will be hosted at Los Angeles County Magic Johnson Park and Recreational Center on December 12, 2026.
4. Establish a Female Advisory Group
Staff continue working closely with the Female Advisory Group, which brings together representatives from women in the construction industry, WINTER, LAWA, IBEW Local 11, and other workforce partners to provide subject matter expertise and recommendations on strategies to strengthen the recruitment, retention, and advancement of women in the construction trades. In addition to supporting these ongoing efforts, the Advisory Group is helping plan the Women in the Trades Regional Summit by providing input on the program design, agenda, stakeholder engagement, and potential speakers. Advisory members also emphasized the importance of integrating mentorship opportunities with direct pathways to employment and career advancement.
5. Launch a targeted social media campaign (Built by HER!) focused on women, youth, and mentorship opportunities
The “Built by HER!” campaign launched in July 2025, targeting young women between the ages of 18 to 24, and directing them to the Women Breaking Ground website. By connecting interested individuals with apprenticeship information, unions, contractors, and workforce resources, the website has provided construction career guidance to over 1,700 individuals, an increase of approximately 200 since the previous report, demonstrating continued interest in construction career opportunities and the resources available through the campaign. Through June 2026, this outreach has generated 420 referrals to the LA/OCBCTC Apprentice Readiness Fund (ARF) program, resulting in 65 enrollments, 62 graduates, and 10 union apprenticeship job placements.
Additionally, the current advertisement for the Women Breaking Ground website, Rail Car Cards, runs from August 17, 2026 - November 21, 2026.
6. Race and Ethnicity Workforce Participation Analysis
• Completed.
Equity Platform
EQUITY PLATFORM
Metro’s PLA/CCP continues to advance equitable access to family-sustaining construction careers by expanding employment opportunities for workers from economically disadvantaged communities and those facing barriers to employment. Since the program’s inception in 2012, these workers have collectively earned more than $873 million, demonstrating the program’s continued role in connecting these workers to family-sustaining careers, supporting economic mobility, and extending the benefits of Metro’s capital investments to communities most affected by economic disparities.
Metro also continues targeted efforts to increase female participation in the construction trades through partnerships focused on recruitment, retention, mentorship, and career advancement. As of the June 2026 reporting period, women accounted for 3.67% of total work hours on Metro construction projects, exceeding the historically reported participation rate of less than 2% on comparable Southern California public works projects. Female work hours included 422,124 hours performed by Hispanic women, 148,367 by Black women, 100,294 by Caucasian women, 13,556 by Asian/Pacific Islander women, 7,156 by Native American women, and 26,690 by women classified as Other. This demographic data provides additional visibility into participation among historically underutilized female populations and supports Metro’s ongoing efforts to identify and address workforce disparities.
Vehicle_Miles_Traveled_Outcome
VEHICLE MILES TRAVELED OUTCOME
VMT and VMT per capita in Los Angeles County are lower than national averages, the lowest in the SCAG region, and on the lower end of VMT per capita statewide, with these declining VMT trends due in part to Metro’s significant investment in rail and bus transit.* Metro’s Board-adopted VMT reduction targets align with California’s statewide climate goals, including achieving carbon neutrality by 2045. To ensure continued progress, all Board items are assessed for their potential impact on VMT.
While this item does not directly encourage taking transit, sharing a ride, or using active transportation, it is a vital part of Metro operations, as it is the goal of Metro’s PLA/CCP program to provide employment opportunities to economically disadvantaged individuals of Los Angeles County. Because the Metro Board has adopted an agency-wide VMT Reduction Target, and this item supports the overall function of the agency, this item is consistent with the goals of reducing VMT.
*Based on population estimates from the United States Census and VMT estimates from Caltrans’ Highway Performance Monitoring System (HPMS) data between 2001-2019.
Implementation of Strategic Plan Goals
IMPLEMENTATION OF STRATEGIC PLAN GOALS
Metro’s Project Labor Agreement/Construction Careers Policy (PLA/CCP) supports strategic plan goal #3 to enhance communities and lives through mobility and access to opportunity.
Next_Steps
NEXT STEPS
Staff will continue to monitor the contractors’ efforts and implement the various strategies and activities as outlined in this report. Staff will continue to provide updates on actions related to Motions 13.1 and 33.1 within future quarterly PLA/CCP reports.
Attachments
ATTACHMENTS
Attachment A - Motion 13.1
Attachment B - Motion 33.1
Attachment C - PLA/CCP Quarterly Brochure June 2026
Attachment D - PLA/CCP Contract List and Worker Data June 2026
Attachment E - Female Scorecard and Percentage Chart
Attachment F - Women in the Trades Resource Guide
Attachment G - Strategies to Increase Female Workforce Participation
Prepared By
Prepared by: Maia Siprashvili, Director, Diversity and Economic Opportunity Department, (213) 922-2652
Wendy White, Deputy Executive Officer, Diversity and Economic Opportunity Department, (213) 922-2648
Elke Campbell, Senior Executive Officer, Diversity and Economic Opportunity Department, (213) 418-3081
Reviewed By
Reviewed by: Sharon Gookin, Deputy Chief Executive Officer, (213) 418-3101
