Diversity In Action

Amtrak is hiring for its technical operations

Important initiatives focused on increasing female and minority representation are underway, including a new leadership-development program

Diversity is a priority at Amtrak. “It’s a commitment we make to our customers, our suppliers, our employees and the communities we serve,” says Kevin Marshall, director of employment diversity. “Diversity plays a vital role in customer service delivery and ultimately impacts the success of our operations.”

Lorraine Green, HR VP and chief diversity officer, adds that “We want to strengthen our ability to illustrate our commitment to diversity. We remain dedicated to ensuring a mix of diverse employees, suppliers and customers.”

Amtrak is the nation’s passenger railroad, funded in part by congressional appropriation through the U.S. Department of Transportation. The company has been experiencing record growth in ridership, serving more than 25 million passengers in FY 2007.

“Our environment demands the development of creative initiatives focused on cost containment, efficiency, safety, customer service, employee engagement and environmental impact,” says Marshall. “With more growth expected, we’ve enhanced our diversity focus to fine-tune our approach.”

As ridership increases, so does the need for more technical support. In 2007 Amtrak hired several hundred new employees in its engineering and mechanical departments, and that hiring trend is expected to continue.

Several important initiatives aimed at increasing female and minority representation across the country are underway. Marshall particularly wants to see further diversity progress in the technical operations area of the company: the engineering, mechanical, environmental and transportation departments. Amtrak is committed to working with more minority contractors and expanding recruitment from minority communities.

One exciting initiative is Amtrak’s management associate program. This, says Marshall, is Amtrak’s leadership-development program “designed to develop high-potential entry-level employees.”

The program trains recent college grads in engineering-related disciplines for management jobs in technical operations. It particularly targets women, minorities, people with disabilities and veterans. “A large number of our current employees are expected to retire over the next five to six years, and we want to get a head start in management succession,” Marshall explains.

When it comes to employment diversity, “We have established relationships with key organizations that support diverse groups.

“Outreach is always a part of our strategy,” says Marshall, “and we’d like to target organizations that are interested in being part of our growth.”

D/C