“After all, Ginger Rogers did everything that Fred Astaire did. She just did it backwards and in high heels.” – Anne Richards, 45th Governor of Texas.
It has been a little over a year since the COVID-19 pandemic began, and women all over the globe have felt the strain. Even before the pandemic, women have become experts in balancing a variety of roles in and out of the work place. The challenges of being caretakers in their own families and communities while building or maintaining a career is nothing new. Like many things, the balancing act got harder in 2020 and as a result of the pandemic, women are leaving the workforce in record numbers.
In recognition of Women’s History Month, we wanted to check in with some of our King County Metro colleagues to hear about how this year has impacted their lives and work, what Women’s History Month means to them, and about how they are making an impact on equity in our workplace.
Joy Bryngelson, Equity & Engagement Program Manager
Katie Chalmers, Service Planning Supervisor
Jana Demas, Deputy Director, Rail Division
Cathy Jimenez, Fare Violation Program Manager
Verita Johnson, Transit Safety Administrator
Penny Lara, Transportation Planner III
Teea Martin, Bus Operator, Atlantic Base
Lisa Parriott, Transit Facilities Assistant Managing Director
Seema Sharma, Transit Facilities Business Section Manager
Danielle Wallace, Apprentice Program Manager
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Joy Bryngelson
What’s your role at Metro? How do you see yourself contributing to advancing equity?
I’m the Equity & Engagement Program Manager in Metro’s EEO/Equity & Inclusion Office. My primary goals are to build and sustain a community of anti-racist equity champions across King County who are supported in changing our internal working culture for employees and creating more equitable outcomes for our communities.
What tips do you have to encourage all leaders to make space for women to be recognized, have influence, or have a seat at the table where decisions are made?
I hope that we each see ourselves as leaders in different areas of our lives, and that we claim the opportunity and responsibility to recognize and support women in the workplace. One thing we can all do better is to make sure that we recognize colleagues (women and men) for their contributions and achievements, and make sure we say their names, credit them for the work, and create spaces for them to present their work directly at the decision tables.
What does Women’s History month mean to you?
Women’s History Month inspires me to find out more about the women in my community who have led the way to the rights and opportunities my generation, and I, sometimes take for granted. Women’s History is also about now. And I’m making time to learn more about and support several Women of Color who are currently bringing their brilliance to their campaigns for elected positions in King County.
Tell me about an initiative or program that you are proud of that empowers or supports women in our workplace or in transit?
I am so so so proud and also grateful to have been part of the founding of the Women of Metro Empowerment Network (WOMEN), along with Amanda Nightingale in Rail Division. WOMEN was the first of Metro’s Employee Affinity/Resource Groups created and managed by and for employees. The opportunity to support and also be part of these empowered communities has been one of my favorite parts of being in Metro.
Katie Chalmers
What’s your role at Metro? How do you see yourself contributing to advancing equity?
I supervise Metro’s Service Planning team. Service planning is where the rubber hits the road in terms of proposing changes to bus service and making choices that directly impact Metro customers. So it is vital that service planners be leaders to advance equity. I see myself contributing to advancing equity at Metro by creating a work environment where equity is centered in decision-making and discussions, where listening to customers and the community is valued, and where we aren’t afraid to tackle difficult questions and issues. I try to focus a lot on listening. Advancing equity has to include people being willing to step back and listen.
What tips do you have to encourage all leaders to make space for women to be recognized, have influence, or have a seat at the table where decisions are made?Finding ways to work outside of the usual hierarchies and chains of command is really important to making space for women to be recognized and have influence. It’s also really important for women to get credit for their work. Recognizing and encouraging women is really important. I can remember 2 very specific times in my career where someone reached out to recognize my work. It really made me feel valued to have individual, authentic, and specific recognition and encouragement.
Do you have “imposter syndrome” at times, and what do you do to overcome that?I definitely have imposter syndrome at times, and I have learned that I can’t just ignore the feeling and hope it goes away. I feel imposter syndrome most often when I am facing a really challenging situation and especially one that I haven’t faced before. To overcome it I have to name it and work past it. I like to talk through things with people who I know will have affirming feedback, but who have also seen me overcome challenges. It’s important for me to talk with people who have my back! I also like to seek out people who may have faced similar challenges, either in person or by reading. The combination of getting positive feedback and gathering ideas allows me to move beyond the imposter syndrome and take on whatever is ahead.
Do you feel like it’s been difficult sometimes to champion for yourself or other women in the organization or industry? What are ways you persevere through that?
A big challenge for me has been embracing that I AM a champion for women in transit. That is not something that has come naturally to me. Growing up, I was taught to do a good job and not make a big deal about differences. Reality is more complex. I would love to live in a world where advocating for women isn’t necessary. But until we get there I will be here doing my best to speak up for myself and for other women. I have two daughters: 5 and almost 4. Thinking about their future took away any hesitation about my role as a champion. They give me ongoing strength to persevere and they inspire me every day!
Jana Demas
What’s your role at Metro? How do you see yourself contributing to advancing equity?
I am the Deputy Rail Division Director. I see myself as an advocate for people who may not otherwise have opportunities. I mentor, support, and encourage women and people of color to explore opportunities in their careers. I also want to pave the way for others to see themselves in leadership positions and help them navigate our bureaucracy and systems to get there.
Did/Do you have a female mentor? If so, who is she and what is it about her that you appreciate most?
Yes – Chris O’Claire has supported me in so many ways through my career, from helping mentor me into leadership positions and then to move to other lines of business. I appreciate her support, advice, and belief in me as a person and as a leader. She provides a safe space for me to ask difficult questions and get advice.
What tips do you have to encourage all leaders to make space for women to be recognized, have influence, or have a seat at the table where decisions are made?
Women tend to get pigeonholed into doing specific types of work at Metro and in our industry. I encourage leaders to believe that women can do more than the administrative/HR/planning/soft work that is typically associated with our gender. Women can help leaders see things from different perspectives and can lend their voices in ways that challenge the norm and encourage people to think outside the box. So, in a nutshell, include women and other diverse perspectives in decision making about the soft skills AND the technical work.
Also, raise up their voices and support them in their work. Introduce them to staff and leaders they might not know and talk about their strengths. Back them up. Ask for feedback and be open to what you get. Be willing to change your style and try doing things new ways. Work as a team. Listen. Be aware of how much space you are taking up and how much you are giving to others. Give space for them to talk about their work. Give credit. Schedule the meetings and do the office housework (don’t expect the woman to do it). That’s just a start – there are so many things.
Do you have “imposter syndrome” at times, and what do you do to overcome that?
I definitely feel that, particularly as I have moved into areas in which I don’t have the technical education and training. To overcome that, I have become really clear on what it is that I do bring to the table (what is my *sugar*). When I am clear about what I bring – strategy, process, people leadership – then it helps me lead through the moments of “imposter syndrome.” Especially when I struggle with following the technical conversations.
What does Women’s History month mean to you?
Women’s History month is particularly important because it is a time to reflect on the contributions that women have made to public transportation and to the world. It is a time to reflect on where we have come from and where we still need to go. And this is not just for women who have been successful, but also to take a look at women who continue to struggle such as women of color, immigrants, women facing poverty and homelessness, domestic violence and sexual violence survivors. This month is for us to appreciate the gains we have made and to reflect on where we still need to go. And, to reflect on the contributions we are making to the movement to get us there. We all play a role in lifting up those around us. And, personally, it is a time for me to connect with the women around me, including my teenage nieces and 7-year old daughter. I believe they can do anything they put their minds to and I want them to as well.
Cathy Jimenez
What’s your role at Metro? How do you see yourself contributing to advancing equity?
Program Manager in Transit Security; I see my program as rooted in equity and social justice. I have been leading the reform of Metro’s fare enforcement program and the effort to decriminalize fare evasion, protecting individuals who cannot afford transit fare from harm based on policies that do not serve them well.
Do you have “imposter syndrome” at times, and what do you do to overcome that?
I work on a team of 90% men in a field dominated by men. When you ask security professionals to consider how a women of color might FEEL about the uniformed officer asking her polite questions…they might question why that is relevant to the tactical operation. It’s a “soft” question. I often measure my worth by how strong I am – not how “soft”. And to boot, I have a personality that already craves control over my own trajectory most of the time, but in a room full of men who “know” they have control, it’s often necessary (and hard) for me to bring the “soft” considerations to light. I have to put down my need to control my own current circumstances and trade control for being seen, heard, and understood in my full authentic self, to be “soft”. That takes an incredible act of vulnerability that the men in the room inevitably don’t often feel or even know I am freaking out about inside.
Do you feel like it’s been difficult sometimes to champion for yourself or other women in the organization or industry? What are ways you persevere through that?
It’s difficult to champion for women in a workplace where the underlying conditions we face as women are invisible. Well-intending, smart, and sensitive men still often miss something that is creating a barrier or even harming us at work only because they simply don’t experience it and so they can’t recognize it. And it’s difficult to articulate those challenges in a way that a man (with power or influence) can truly understand. And not enough men are willing to say, “I don’t quite get it, but I believe you that it’s an issue worth trying to solve.”
How has 2020 influenced/adapted your perspective on women in the workplace? Has it changed your views of women’s needs or value in the work women do in transit?
I believe 2020 has affected women in ways that will be felt for generations to come. Women have been forced to leave work, change their work, and even leave their communities because of the cumulative circumstances of 2020. Just 2 or 3 generations ago, women were the main homemakers and family caretakers, and in this generation, those perceived roles are still very pervasive influencers of a women’s trajectory. Many women held jobs that were conducive to bending around families’ needs – and those jobs were among the first and deepest impacts of the pandemic. And women are often inherent caretakers of our communities in a variety of ways. And when our collective community is grieving from generational, re-triggered trauma being played out in front of us, our mindset and priority can shift. Women have shouldered a lot from 2020, and their load won’t likely lighten without a collective and deliberate attempt to lift that load from them.
Verita Johnson
What’s your role at Metro? How do you see yourself contributing to advancing equity?
I am a Transit Safety Officer/Transit Safety Administrator. In this role and in my previous roles I make the effort to address equity issues that are within my control and speak up and influence equity issues that I see impacting others. I see myself contributing to advancing equity by adding data, awareness, and reviewing situations while asking, “What should have happened?”
What tips do you have to encourage all leaders to make space for women to be recognized, have influence, or have a seat at the table where decisions are made?
Making space for women should be easy for leaders that manage teams effectively. Allow the women on your team to present their own ideas and manage the fruits of their labor. Take the time to check whether women in your department are allowed to do their jobs without being forced into caretaker or cleanup crew roles. Also, a check of who/what diversity is absent? I literally mean stop, count, and identify the diversity or lack thereof in a room before moving forward.
Do you have “imposter syndrome” at times, and what do you do to overcome that?
I think I do have a degree of “imposter syndrome” sometimes in the way that I can be very hard on myself in regards to my failures and accomplishments. But it comes and goes and has gotten better over the years and only creeps in during moments that I lack confidence.
Do you feel like it’s been difficult sometimes to champion for yourself or other women in the organization or industry? What are ways you persevere through that?
It has been difficult to champion for myself and other women. I’m fortunate that I come from a family that has experience with activism and fighting racism in the deep south. We are naturally of high energy and persistent when it comes to moving things forward thoughtfully or forcefully. Seeing things improve in the areas we can impact keep the fire lit.
How has 2020 influenced/adapted your perspective on women in the workplace? Has it changed your views of women’s needs or value in the work women do in transit?
Whether I hear about others’ experiences on NPR or in conversations with other women, it is clear that we are still asked for and pushed to do more in times of struggle and adaptation. Working from home didn’t necessarily make things easier for women in the workplace. Remote working has created a tug of war of priorities and forced excessive logistical maneuvering even for those without children. With any solutions to problems or challenges, checking in on unintended outcomes and the effectiveness of mitigations is important. It has confirmed the female value in the workplace, but has highlighted how there is a need for more progress in attitudes and mindsets for faster improvements in conditions and equities.
Penny Lara
What’s your role at Metro? How do you see yourself contributing to advancing equity?
I am a Transportation Planner III. Every day is an opportunity to be an equity champion especially for women and women of color in our field. I do this through mentoring interns and other young planners, I speak up in rooms where women of color especially are underrepresented, and I create opportunities to work with small businesses to support women and minorities.
To honor the women that have opened many doors for me, I feel the responsibility to do the same. My door is always open, especially for the young adventurous minds that want to explore work opportunities in a field that has been historically dominated by males.
I find myself continuously questioning the “way that we have always done things” because things can always be done in a more inclusive way. By asking and listening to others and by being curious we can achieve the unachievable
Did/Do you have a female mentor? If so, who is she and what is it about her that you appreciate most?
YES! I’ve had many. More recently, one of my mentors is a retired Metro employee. She encouraged me to apply for a job that I thought it was out of my league. She printed the job application and spent 30 minutes highlighting the job requirements and giving me examples of how she thought I met all of those requirements and more. Her trust in me gave me the confidence I needed, and I was able to do a great job during my interviews and I was offered the position! That job also came with a superb supervisor who also became my mentor.
What tips do you have to encourage all leaders to make space for women to be recognized, have influence, or have a seat at the table where decisions are made?
After my experience with my mentor, I have been doing the same. I make myself available to talk to anyone who is interested in applying for jobs at Metro, I encourage women to speak up, and I do that by modeling and speaking up myself.
Tell me about an initiative or program that you are proud of that empowers or supports women in our workplace or in transit?
I was so impressed with the mobile breastfeeding unit; I didn’t think I was going to see that during my professional lifetime!
Teea Martin
What’s your role at Metro? How do you see yourself contributing to advancing equity?
As a Transit Operator and a student, I aim to advance equity by understanding disparities and identifying them. That way, anyone that I meet, I can encourage them to assume full responsibility for their own lives in a way that will empower their individual need. I also aim to understand the importance of inclusion, diversity, and equity and that each one requires me to act. Also, I always reflect on what I do, how I do it, and how I can do it better.
What does Women’s History month mean to you?
For me, History Month means that I am important enough to matter. My story is important enough to hear. My pain is significant enough to share. Moreover, my accomplishments are important enough to celebrate. And as I share my story, it brings me happiness that I could be giving another woman strength to say, “Yes, I can.” As a Black woman in transportation, I hold the torch to pass to the women who follow in my footsteps.
Tell me about an initiative or program that you are proud of that empowers or supports women in our workplace or in transit?
The program I am most proud of is the Master’s program I am currently in at the University of Washington, because I am learning the importance of transportation and its relation to climate change on a global issue. I plan to be part of a team that will guide our country’s efforts toward equitable solutions while dismantling policies that oppress marginalized groups of people.
Do you feel like it’s been difficult sometimes to champion for yourself or other women in the organization or industry? What are ways you persevere through that?
I do not feel it is challenging or difficult to champion for myself or other women here at Metro. I will do it. I understand women bear different struggles as transit operators, and we must help each other from time to time; if we do not, who will? There is room for more than one woman at the top, and we are stronger together.
How has 2020 influenced/adapted your perspective on women in the workplace? Has it changed your views of women’s needs or value in the work women do in transit?
2020 has influenced my perspective here at Metro with the extraordinary lengths leadership has taken to protect essential workers. Many of us operators felt overwhelmed by the constant, sometimes conflicting information from leadership, but communication kept coming, which helped. There have been new vacancies filled with awesome women, and they are forging ahead with inspiring energy that has motivated me to bring my best daily. These women are asking to hear my story, and they are celebrating other women. I attended a meeting where an executive leader asked an operator, “What gets you through your day?” Showing that care and concern can make a difference.
Lisa Parriott
What’s your role a Metro? How do you see yourself contributing to advancing equity?
I am the Assistant Managing Director of Metro Transit Facilities. To advance equity this year, I am focusing on three areas: 1) educating KC employees about building financial wealth (I am on the Deferred Compensation Board), 2) supporting advancement of at least one female co-worker, 3) small, every day interactions with a diverse team to help individuals grow into their potential
What are some routines or activities you make time for that help you get inspired or refueled?
I make time to slow down and listen to my heart – stop driving so hard towards goals and check in with myself. That may look like making time to stretch routinely, take longer walks, being close with nature, read, breath… or create in my pottery studio. If I am not grounded while I am throwing on the wheel, I will never be able to center the clay!
Do you feel like it’s been difficult sometimes to champion for yourself or other women in the organization or industry? What are ways you persevere through that?
I think it has always been easier for me to advocate for others more than myself. I advocate for others for what I believe is right and consistent with my values, even though it may not be easy. Advocating for myself is one of the areas I am working on currently – still not easy. I think when your actions are aligned with your beliefs/values, you can take the hits easier. No one told us life would be easy, but you can sleep at night when you feel like you are living with integrity. It is not doing the right thing and taking the easy path that causes me to lose sleep.
How has 2020 influenced/adapted your perspective on women in the workplace? Has it changed your views of women’s needs or value in the work women do in transit?
While being home and observing my neighbors with young children, I have more empathy than ever for women in the workplace. They were the ones walking around exhausted trying to be everything for everybody. I feel like my generation (X) was the first to experience the norm of having a career. Many of our mothers never worked; for us, it is a luxury if you don’t have to work. However, we typically don’t have wives at home to support us. We are typically the homemakers, the wives, the mothers, the daughters, and the professional. As pioneers in many of traditionally male professions, often times you are in a challenging culture (especially as an Army aircraft electrician, engineer, and helicopter pilot!). I think having flexibility with your working conditions – location, hours, days, leave, etc. would help women juggle the heavier load. And if we could get equal pay, then perhaps we can afford to pay for help with chores at home!
Seema Sharma
What’s your role at Metro? How do you see yourself contributing to advancing equity?
I am a Section Manager for Business Management and Support Services at Metro Transit’s Facilities Division. To me, equity in the workplace means equitable opportunities, fairness, and respect for all. I contribute to equity at work by challenging the status quo, being proactive, and by calling out rules when not applied equitably, which create unintentional bias or leads to some groups being treated less favorably than others. My goal is to empower our employees to call out discriminatory behavior or practices, to watch out for indirect discrimination, and to make sure that the Metro policies don’t inadvertently put certain groups at a disadvantage.
What tips do you have to encourage all leaders to make space for women to be recognized, have influence, or have a seat at the table where decisions are made?
Currently, it takes longer for women to be promoted or given a seat at the table. There seems to be a lack of willingness by others to sponsor and advocate for women and to acknowledge their skill set. POC women experience an even wider range of micro-aggressions at work. For example, they are twice as likely as white women to hear colleagues express surprise at their language skills or other abilities.
I believe we need to actively support “allyship.” An ally is defined as someone who uses his or her power to support or advocate for others with less power. And “allies” have to be very intentional with their support. The act of being “intentional” is hugely important because even when there is an intent, men significantly outnumber women at the manager level and the number of women decreases at every subsequent level. The result is that it’s hard for women to catch up. Allies should be the lifelong coaches and mentors while being respectful in their interactions with women. They need to use their voices to uplift women in their teams. They need to encourage, appreciate, and acknowledge women’s contributions and allow women to take credit for their work. They need to be aware of their unconscious biases and be deliberate with their interactions with women in a way that strengthens women.
Do you feel like it’s been difficult sometimes to champion for yourself or other women in the organization or industry? What are ways you persevere through that?
Definitely, my journey to TFD Section Manager hasn’t been an easy one. During my journey, I found many other women and more so women of color, struggling to make space for themselves. Many times, I was put in a box with several labels, making it hard to keep me motivated. However, I have always championed for other women. Employees in traditionally marginalized groups are often more likely to take key allyship actions. POC women overall are much more likely than men to publicly recognize women of color for their ideas and contributions. I have persevered because of the values that my parents have instilled in me, which are compassion and empathy for others. What kept me going is my passion that drives my determination to do the right thing. I learned early to aim high, to set clear goals, to never stop learning, to never set limitations and always push boundaries.
How has 2020 influenced/adapted your perspective on women in the workplace? Has it changed your views of women’s needs or value in the work women do in transit?
The COVID-19 pandemic has intensified the challenges women were already facing in workplace. Two trends are very apparent during the pandemic: first, women are having a worse experience than men. Second, women aren’t all having identical experiences. It’s important for companies to understand this so they can address those challenges directly. Millions of women are considering downshifting their careers or leaving the workforce to take care of families. The choices Metro makes could shape the workplace for women for decades to come—for better or for worse. We can help women get through this difficult time and even reinvent the way they work so it’s more flexible and sustainable for everyone. This difficult time requires creative thinking and strong leadership to not only empower the current women workforce, but also provide physical and mental stability so we can attract more women in Metro to move forward together.
Danielle Wallace
What’s your role at Metro? How do you see yourself contributing to advancing equity?
Apprenticeship Program Manager – I help to develop career paths into trades and other areas of Metro in partnership with trades workgroups. Apprenticeships and other job training programs provide opportunities for folks who haven’t historically been represented in those jobs to become skilled tradespeople and have a new career. I recognize this is only one part of having a more equitable workplace, but I’m hopeful about seeing more women and Black, Indigenous, and POC in trades careers.
Do you have “imposter syndrome” at times, and what do you do to overcome that?
I have imposter syndrome all the time! Even though I’ve been at Metro for a little over 4 years, I’ve got so much to learn about the organization. But I’m now at the point that I’ve got a lot of people to call on for support. When I’m feeling unsure about a conversation or project, I reach out to trusted colleagues for coaching as I prepare. In the moment, I stop, take a breath and remind myself why I do this work. If I want our workplace to be more just, equitable, and full of opportunity, then it’s my responsibility to speak up and play a role, even if it’s sometimes uncomfortable.