Meeting_Body
CONSTRUCTION COMMITTEE
JULY 15, 2026
Subject
SUBJECT: PROJECT LABOR AGREEMENT/CONSTRUCTION CAREERS POLICY
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 March 2026, including updates on tasks related to Motion 13.1 and PLA/CCP outreach activities through May 2026.
Issue
ISSUE
This report provides a quarterly update on the PLA/CCP workforce and female attainments for the quarter ending with March 2026, as well as the PLA/CCP outreach activities and initiatives through May 2026. This update also addresses the progress made on the recommendations outlined 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 on Metro construction projects to increase the participation of women by meeting or exceeding the federal female participation goal of 6.9%. 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. Additionally, as a component of the approved Motion, an amendment by Director Dupont-Walker requested a report back on the status of efforts to address cultural competency requirements for historically underutilized populations, including other cultural sensitivities and disparities.
Since March 2025, staff have worked to address the Study recommendations by collaborating with regional partners, Metro Leadership, and key stakeholders. 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 March 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 Metro’s PLA/CCP inception in 2012 and up to the March 2026 reporting period, over $713 million in wages have been paid to individuals residing in economically disadvantaged areas, an increase of 2.34% from last quarter’s reporting, and over $138 million in wages have been paid to disadvantaged workers, an increase of 3.06% from last quarter’s reporting. Overall wages expended for PLA workers on all active projects exceeded $25 million through the January-March 2026 quarter.
A. PLA/CCP Status Update
As of the March 2026 reporting period, a total of 29 contracts require compliance with PLA/CCP requirements, listed in Attachment D. Among these, 20 are currently active construction projects. Out of these 20 projects, two contracts are subject to the National Targeted Worker Requirements, which focus on workers from economically disadvantaged areas in the United States; 18 contracts are subject to the Local Hire Initiative, which aims to hire workers from economically disadvantaged areas of Los Angeles County. The remaining nine projects have not yet begun the construction phase.
Projects Subject to National Targeted Worker Requirement (from economically disadvantaged areas of the U.S.)
Of the contractors that are subject to the National Targeted Worker requirement, both exceeded the 40% Targeted Worker Goal (from economically disadvantaged areas); both contractors exceeded the 20% Apprentice Worker Goal (individuals starting a career in construction); and both contractors exceeded the 10% Disadvantaged Worker Goal.
Overall (aggregate), PLA/CCP program-wide attainment of the three workforce goals has been met and exceeded due to a collaborative effort between Metro, the Building Trade Unions, and contractors. Since the program inception in 2012, 43 completed construction contracts have been subject to the PLA/CCP requirements.
Projects Subject to Local Hire Initiative (from economically disadvantaged areas of Los Angeles County)
Of the contractors that are subject to the Local Hire Initiative requirement, 15 contractors exceeded the 40% Targeted Worker Goal (from economically disadvantaged areas); nine contractors exceeded the 20% Apprentice Worker Goal (individuals starting a career in construction); and 14 contractors exceeded the 10% Disadvantaged Worker Goal.
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 as of March 2026 can be seen in Attachment E.
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.
In addition, for contractors receiving a score grade of “D” or below, notices are issued immediately with recommendations to conduct outreach and implement other efforts aimed at improving female participation.
Female participation on Metro construction projects is currently 3.69% of total work hours, a slight decrease from 3.72% last quarter. Despite this decline, Metro’s participation rate remains higher than that of other Southern California public works projects, where female participation is typically below 2.0%.
Changes in participation levels are influenced by several factors, including the completion of major projects, such as the Regional Connector and the Airport Metro Connector, as well as evolving federal policies. As new projects move forward, including the East San Fernando Valley Light Rail Construction, Link Union Station, Zero Emission Bus Charging Infrastructure Div 18, NoHo to Pasadena Bus Rapid Transit, Vermont Bus Rapid Transit, and others, PLA/CCP staff continue to promote female participation through proactive outreach, contractor engagement, and targeted recruitment efforts. These efforts include expanded Metro-sponsored advertising for the Women Breaking Ground initiative on Metro buses and rail cars.
Nationally, women represent approximately 4.0% of the construction building trades workforce. Metro historically referenced a 6.9% benchmark based on prior federal guidance and continues to track participation using updated labor market data and program performance trends. As staff continue to learn information on nationwide best practices, these practices are then shared with jobs coordinators and labor unions to support the recruitment and retention of women in the trades, which remains a regional challenge. These initiatives are implemented through programs such as Multi-Craft Core Curriculum (MC3) and the LA County Justice, Care, and Opportunities Department (JCOD). A chart showing female participation percentages in Metro’s PLA/CCP construction projects over the last six years can be seen in Attachment E.
Metro continues to advance strategies to support outreach, recruitment, and retention of all workers in the disadvantaged workforce categories. These strategies, led by the PLA/CCP staff, are proactive measures that address the regional needs for additional workers. These efforts spread awareness and sparked interest for women in the region.
C. Ongoing Strategies
Women Breaking Ground Website <https://womenbreakground.com>
In March 2024, Metro launched the “Women Breaking Ground” website which provides women who are interested in a career in construction an avenue for learning how to join an apprenticeship readiness training program and how to get connected to resources.
The Women Breaking Ground website includes testimonials of women who have worked in the trades and gives an overview of their experience. The website is also a tool for women who are already in the trades to get connected to the unions, contractors, and more resources to be placed on a construction job. It is made available through physical outreach materials and digital marketing ads and is accessible through the Metro careers website, which can be located in the promo box titled “Women <https://www.metro.net/about/careers/women/>”.
Through March 2026, over 1,500 individuals have been triaged and given information and resources on starting a career in construction. Of those individuals, 407 individuals were referred to a pre-apprenticeship training program sponsored by the LA/OCBCTC Apprentice Readiness Fund (ARF), an increase of four from the previous reporting period. To date, 38 individuals have enrolled in the pre-apprenticeship training, 37 have graduated, and six have been placed into Union Apprenticeship jobs. To better understand why 354 of the 407 referred individuals did not enroll in the Apprentice Readiness program, staff developed and coordinated outreach and survey strategy in partnership with the LA/OCBCTC.
Out of 364 individuals who were sent the survey, 41 responded. Overall, the responses indicate that lack of interest in the apprenticeship program is not the primary reason individuals chose not to enroll. A majority of respondents reported that the training schedule (85.4%), training locations (92.7%), and curriculum (80.5%) either met or somewhat met their expectations. Respondents most frequently identified work schedule conflicts (43.9%), transportation (24.4%), childcare (21.9%), housing (7.3%), and other individual circumstances (31.7%) as factors that influenced their decision not to enroll. Several participants also indicated that receiving additional information regarding program expectations and curriculum before enrollment would be beneficial.
These findings are informing the collaboration with regional workforce partners through the Regional Roundtables, subcommittees, and other stakeholder engagement efforts to identify practical strategies that strengthen recruitment, communication, and participation in apprenticeship readiness programs.
Listed below are additional ongoing strategies being implemented by Metro to increase the overall workforce capacity, with a specific focus on increasing female participation on Metro’s construction projects.
1. Female Participation Score Card - Staff continue to grade each contractor’s performance quarterly by using a score card that reflects percentages of worked hours performed by females hired by Metro’s contractors to encourage meeting the 6.9% goal.
2. Jobs Coordinator Meetings - Staff conduct quarterly meetings with jobs coordinators to discuss best practices and identify outreach and recruitment opportunities.
3. Transition Coordination - Staff work with the unions and jobs coordinators to refer female workers who have completed their previous work assignments to other active Metro construction projects.
4. Women in the Trades Resource Guide (Attachment F) - Staff developed a comprehensive guide to recruit, employ, and retain women in construction careers, to assist prime contractors in recruiting female workers.
5. Collaboration with Unions - Staff established a collaboration with the Laborers Union and Southwest Regional Council of Carpenters to directly refer female workers to the apprenticeship programs. Upon completion, participants are referred to Metro’s contractors for employment opportunities.
6. Outreach - Staff continue to reach out to community-based organizations, pre-apprenticeship schools, and building trades to promote career opportunities and to increase female recruitment in the construction industry (Attachment G).
7. Continue to collaborate with Women in Non-Traditional Employment Roles (WINTER) to help empower, train, educate, and prepare women for transformative careers in the construction industry. In addition, Metro provides continuous employment referrals to female graduates of WINTER on Metro project sites.
8. Continue to cooperate with the LA County Department of Economic Opportunity (DEO), LA County Department of Public Works, City of Los Angeles Economic Workforce Development Department (EWDD), and school districts throughout the LA region in efforts to recruit individuals interested in starting a career in construction and establishing an ongoing referral system of individuals to pre-apprenticeship programs available through the LA County DEO network of services.
• Continue to partner with the Los Angeles County Department of Public Works (LACDPW) to participate in Women in Trades Advisory Council (WITAC) meetings, which focus on female participation language in LACDPW, Community Workforce Agreement (CWA). Construction and regional stakeholders, including the LA/OCBCTC, the Apprentice Readiness Fund (ARF), International Brotherhood of Electrical Workers (IBEW) Local 11, are also regular attendees of WITAC meetings. This collaboration helps PLA/CCP identify challenges and learn best practices to improve tradeswomen’s participation across Metro projects.
• PLA/CCP staff attended the WITAC meeting on February 11, 2026, where update was provided on Metro’s Regional Roundtable initiative and the ongoing work of the subcommittees. WITAC members were also encouraged to participate in the Roundtable and its subcommittees and as a continued regional collaboration to advance workforce inclusion and female participation in the construction trades.
9. Continue partnership with the Los Angeles/Orange County Building and Construction Trades Council and its Executive Secretary focused on increasing the workforce in the construction industry, including prioritizing and dispatching female workers on Metro construction projects.
Continue Metro support to facilitate WINTER, and the LA County Justice, Care, and Opportunities Department (JCOD) collaboration to launch its first all-female Pre-Apprentice Construction Readiness training cohort. To allow time for the remodeling of the dormitories, the training start date was rescheduled to June 2026. To date, 20 potential trainees have attended the orientation session and expressed interest in participating in the program.
The existing Memorandum of Understanding (MOU) between Metro and JCOD was scheduled to expire on June 30, 2026. To maintain recruitment efforts and ensure uninterrupted program implementation, JCOD and Metro extended the agreement through June 30, 2027.
Outreach to High Schools and Youth
Metro DEOD staff remain committed to partnering with industry leaders to strengthen apprenticeship programs and build a skilled workforce capable of supporting current and future infrastructure projects. Through targeted outreach and workforce development initiatives, the team works to educate and inspire high school and community college students about rewarding careers in the construction trades, helping to develop the next generation of skilled workers.
From January through May 2026, staff conducted extensive outreach throughout Los Angeles County, engaging high schools, youth-serving organizations, and community career fairs to promote career opportunities in the construction industry. Key outreach efforts included presentations and participation at Cal High School, La Serna High School, LA SEED School, Sierra Vista High School, YouthBuild, the Los Angeles Conservation Corps, EXP (The Opportunity Engine), the Women in STEM Career Fair, the BUILD GREEN Job Fair, and Metro’s Girls Empowerment Summit.
Staff also supported project-specific and industry-focused workforce events, including the San Fernando Transit Constructors (SFTC) and Councilwoman Monica Rodriguez’s Valley Construction Hiring Event, held in support of Metro’s East San Fernando Valley Light Rail Transit Project, as well as the U.S. VETS HIRE360 Diversity Hiring Expo. In addition, staff hosted an exhibit table at the Construction Management Association of America (CMAA) Small Business Opportunities Event in support of Metro’s Project Management Operations (PMO) team.
To further expand youth engagement, staff convened a partnership meeting with YouthBuild and the Los Angeles Conservation Corps, resulting in a coordinated plan to host a series of Youth Construction Career Day field trips at Metro’s new Talent Hub. These events were designed to introduce students to career pathways within the construction industry and connect them with workforce development resources.
The first field trip, held on October 23, 2025, engaged more than 50 students. Representatives from several Metro departments and programs-including DEOD, PMO, the Transportation Career Advancement Program (TCAP), the Metro Internship Program (MIP), and the Entry Level Trainee Program (ELTP)-provided presentations on career pathways, apprenticeship opportunities, and long-term economic mobility within the construction industry.
The second field trip, held on March 12, 2026, in recognition of Women’s History Month, welcomed more than 60 female students. Participants heard from a female construction professional with over 15 years of industry experience, as well as representatives from the LA/OC Building and Construction Trades Council Apprenticeship Readiness Fund (ARF), who highlighted access to free pre-apprenticeship training programs. Representatives from Modern Times, Inc., a Metro-approved Jobs Coordinator, also shared information on pathways to employment opportunities on Metro construction projects.
The final Youth Construction Career Day, held on May 28, 2026, marked a successful culmination of Metro’s partnership with YouthBuild and the Conservation Corps. Hosted at Metro’s Talent Hub, the construction-focused Career Fair brought together 40 recently graduated, job-ready participants and created meaningful, direct connections with industry employers. The event featured 15 contractors and union representatives, seven Jobs Coordinator firms, and two Multi-Craft Core Curriculum (MC3) Apprenticeship Readiness organizations. On-site resume review services and structured networking opportunities ensured participants were well-prepared to engage with hiring representatives.
The Career Fair was a strong success, producing immediate outcomes. One participant received a job offer on the spot and is scheduled to begin work the following week. Several additional participants completed interviews during the event and have follow-up interviews scheduled for next week. The level of employer engagement and immediate hiring activity demonstrates the effectiveness of pairing workforce preparation with direct industry access. This event not only strengthened the construction workforce pipeline but also reinforced Metro’s commitment to creating tangible, career-connected opportunities for young adults entering the trades.
Metro will continue 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
• Through collaboration among PLA/CCP, County Counsel, Vendor/Contract Management, the Project Management Office, and the Office of Equity and Race, new Community Benefits and Workforce Development language was developed to strengthen accountability, inclusivity, and workforce equity. The updated requirements promote safe and inclusive workplaces through zero-tolerance harassment policies, effective reporting procedures, and meaningful employee engagement.
2. Establish a regional roundtable to activate discussions on goal setting for regional public contracting agencies
In 2025, two Regional Roundtables were convened on June 24, 2025, and December 12, 2025. The third Regional Roundtable took place on April 27, 2026, and was hosted by the Los Angeles County DEO and were co-chaired by the Los Angeles County Department of Economic Opportunity (DEO) and Los Angeles World Airports (LAWA) to advance regional coordination on female inclusion in the construction industry.
Roundtable participants included regular partners from the LA DPW, LAUSD, LAWA, IBEW Local 11, and the Apprenticeship Readiness Fund (ARF). Additional stakeholders in attendance were the Los Angeles City Mayor’s Office, the City of Long Beach, and other members of Los Angeles Unified School District. During the session, subcommittee leads reported on actions undertaken between January and April 2026 and outlined defined next steps prior to the July 24, 2026, meeting to be hosted by Los Angeles World Airports.
The Jobsite Culture Subcommittee reported progress in identifying gaps in standardized anti-harassment and jobsite culture language across awarding agencies. Between January and April 2026, the group reviewed existing contract provisions, examined scalable training models, and began outlining coordinated jobsite culture expectations that can be embedded into procurement and project delivery frameworks. Next steps include advancing alignment among agencies on enforceable language, expanding mentorship and support mechanisms for tradeswomen, and developing recommended training modules to improve jobsite culture across the region.
The Childcare and Supportive Services Subcommittee focused its quarterly efforts on mapping available regional childcare and supportive service resources, identifying funding opportunities, and advancing cross-sector partnerships with workforce agencies, unions, and community-based organizations. The subcommittee emphasized long-term sustainability by exploring diversified funding strategies and regional advocacy efforts to reduce structural barriers to retention. Upcoming actions include expanding the Women in Construction Resource Guide, formalizing partnership commitments, and identifying pilot opportunities to test supportive service models.
The Female Utilization Subcommittee advanced development of a cross-agency Memorandum of Understanding aimed at institutionalizing shared systems and practices to increase female recruitment and retention. During the first quarter of 2026, the subcommittee analyzed procurement approaches, identified data gaps affecting accountability, and began outlining strategies to standardize workforce participation expectations across agencies. Near-term priorities include strengthening data collection and reporting alignment, coordinating outreach and pipeline strategies, and formalizing mentorship and advancement pathways.
Collectively, the subcommittee reports reflect a shift from discussion to structured implementation, with measurable quarterly actions underway and defined next steps to advance recruitment, retention, and workforce equity objectives across the region.
3. Conduct a Women in the Trades Regional Summit
PLA/CCP staff are coordinating with regional partners to plan the Women in the Trades Regional Summit. The goal of the Summit is to provide the next generation of female construction workers with insights regarding the benefits of working with trade unions, as well as connecting them to valuable resources. The anticipated timeframe for the event is Winter 2026.
4. Establish a Female Advisory Group
On May 20, 2026, PLA/CCP staff convened the inaugural Female Advisory Group planning meeting, bringing together representatives from WINTER, Los Angeles World Airports (LAWA), IBEW Local 11, Skanska, and Metro’s Diversity and Economic Opportunity Department (DEOD). The meeting launched planning efforts for the Women in the Trades Regional Summit and provided an opportunity to gather advisor input on program design, agenda development, stakeholder engagement, and potential speakers. Advisory members emphasized the importance of coupling mentorship opportunities with direct pathways to employment and workforce advancement. Participants also highlighted the need for a coordinated regional approach to addressing systemic barriers that continue to limit women's participation and retention in the construction trades.
As planning for the Summit progresses, the Female Advisory Group will serve as both a strategic advisory body and an action-oriented forum. Discussions focused on identifying and sharing best practices from contractors that have successfully met female workforce participation goals, examining challenges faced by organizations that have not achieved those outcomes, and developing opportunities for women to connect directly with contractors, labor unions, workforce development partners, and Multi-Craft Core Curriculum (MC3) apprenticeship readiness programs.
Staff will continue working closely with advisory group members to refine these strategies and ensure that Summit objectives align with the goals of Motion 13.1 while advancing measurable workforce development outcomes for women pursuing careers in the trades.
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, introducing a pipeline to construction careers by way of sourcing future construction workers to the Women Breaking Ground website. Posters have been produced in both English and Spanish and are being distributed to High Schools and Youth Career and Employment programs throughout the Region. Guests at Metro’s Gateway Headquarters building are able to see the Built by HER! advertisement on the Video Wall that is located on the 3rd level of Metro’s Gateway building outside of the boardroom, as well as the ViewSonic Kiosks on the same floor. The advertisement video began streaming in March 2026 in honor of Women’s History Month, through May 2026.
A schedule for additional Metro sponsored advertisement for the Women Breaking Ground website for the remainder of 2026 is as follows:
• Bus Car King: March 2026 - May 2026.
• Rail King: March 2026 - May 2026.
• Bus Car Cards April 13, 2026 - July 11, 2026.
• Rail Car Cards: August 17, 2026 - November 21, 2026.
6. Race and Ethnicity Workforce Participation Analysis
As directed by Motion 13.1 and the amendment introduced by Director Dupont-Walker, Metro expanded its workforce disparity analysis to examine participation trends among historically underutilized populations beyond gender. Estolano Advisors prepared a Race and Ethnicity Addendum to the Construction Workforce Disparity Study (Study Addendum) analyzing LCP tracker public works payroll data from 2019 through 2023 and apprenticeship cohort data from 2008 through 2024 to evaluate workforce participation, trade-level distribution, and advancement outcomes across the Greater Los Angeles region. The Study Addendum, including the Race & Ethnicity Addendum #2 - Workforce Data Summary (Attachment H), was provided to PLA/CCP in February 2026. The full Study Addendum may be accessed here <https://www.dropbox.com/scl/fi/dw24ja8vpyp38tqew8c18/Workforce-Disparity-Study-Addendum-Full-Report.pdf?rlkey=0dluzbxm1ljuy2am4fzwxp7uc&e=1&st=zivnr4d2&dl=0>.
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.
Equity Platform
EQUITY PLATFORM
Metro’s PLA/CCP continue to create employment opportunities for marginalized community members in the construction industry for workers with historical barriers to employment.
Hundreds of disadvantaged workers, as defined in Section 1.8 of the PLA and Section 3.9 of the CCP, have benefited from obtaining a meaningful career through Metro’s PLA/CCP program, which has resulted in over $138 million in wages paid to disadvantaged workers from inception through March 2026. For the January-March 2026 reporting period, $4.1 million was paid to Disadvantaged Workers.
Metro supports efforts to remove barriers and expand awareness of construction career opportunities for women by encouraging contractors to hire and sponsor females into the construction trades and by working with Metro’s Women and Girls Governing Council to continuously uplift women into the construction industry.
These strategies have contributed to an average female participation rate in Metro construction projects (3.69%), which is higher than historical participation rates in other non-Metro public works construction projects in the region (less than 2%) and falls slightly short of the national average for women in construction (4%). Additionally, staff monitor each project’s female attainment monthly and assist contractors in continually increasing female participation. Furthermore, the response to Motion 13.1 will help staff introduce collaborative mechanisms to increase female participation and identify additional cultural sensitivities and disparities for historically underserved populations as they seek employment in the trades. Expanding upon this response will assist staff in eliminating barriers for employment from these populations.
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.
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 Motion 13.1 within future quarterly PLA/CCP reports.
Attachments
ATTACHMENTS
Attachment A - Motion 13.1
Attachment B - Motion 33.1
Attachment C - PLA/CCP Quarterly Brochure March 2026
Attachment D - PLA/CCP Contract List and Worker Data
Attachment E - Female Scorecard and Percentage Chart
Attachment F - Women in the Trades Resource Guide
Attachment G - Metro DEOD PLA/CCP Outreach Activities
Attachment H - Study Race & Ethnicity Addendum - Workforce Data Summary
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
Tashai R. Smith, Executive Officer, Diversity and Economic Opportunity Department, (213) 922-2128
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
