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Equal Employment Opportunity Policies

MTA Equal Employment Opportunity Policy


The Metropolitan Transportation Authority ("MTA"), and its affiliated and subsidiary agencies New York City Transit ("NYCT") including the Manhattan and Bronx Surface Transit Operating Authority ("MaBSTOA") and the Staten Island Rapid Transit Operating Authority ("SIRTOA"), Metro-North Railroad ("MNR"), Long Island Rail Road ("LIRR"), MTA Bus Company ("BUS"), Bridges and Tunnels ("B&T"), MTA Construction and Development Company ("C&D") and Grand Central Madison Concourse Operating Company ("GCMC"), hereinafter collectively referred to as "MTA'', are fully committed to equal employment opportunity for all employees, applicants for employment, and certain non-employees (such as visitors, contractors, subcontractors, consultants, interns, fellows, and apprentices, in the workplace), without regard to race, color, religion (including the wearing of any attire, clothing, or facial hair in accordance with the requirements of a person's religion), creed, national origin, ancestry, sex, sexual orientation, age, disability, predisposing genetic characteristic, gender identity and expression, pregnancy, veteran or military status, marital/familial/partnership/caregiver status, status as a victim of domestic violence, stalking and/or sex offenses, sexual and reproductive health decisions, or any legally protected basis. In addition, MTA will not impermissibly use or rely on immigration/alienage/citizenship status, weight, height, credit history, arrest/conviction records, unemployment history, or salary history in its employment practices. 

This Policy Statement is a summary of MTA's Equal Employment Opportunity ("EEO") Policy, which is available on the MTA's intranet site as well as by contacting the Chief EO Officer at the appropriate MTA Agency's Diversity and Equal Opportunity Division ("DEO") or MTA Department of Diversity and Civil Rights ("DDCR") at (646) 252-1385.) 

MTA's EEO Policy applies to all employment actions, including but not limited to hiring, promotion, upgrades, working conditions, demotion, transfer, recruitment or recruitment advertising, layoff or other discharge, recall, rates of pay or other forms of compensation, treatment of employees, benefits, and selection for training. Further, the MTA expressly prohibits any form of harassment based on the aforementioned protected bases. Discrimination or harassment on these bases are prohibited in the workplace and in any location that could reasonably be regarded as an extension of the workplace, such as business travel or outside training, and will not be tolerated. 

All employees, applicants for employment and certain non-employees in the workplace shall be protected from retaliation or harassment for filing a complaint or participating in an investigation of a complaint or other protected activity. Such retaliation or harassment is strictly prohibited and will not be tolerated. The MTA is committed to providing reasonable accommodation to applicants and employees who need them because of a disability, pregnancy/childbirth or related medical condition, or to practice or observe their religion, absent undue hardship as required by applicable law. 

The MTA is fully committed to complying with all applicable laws and regulations that call for the establishment and implementation of a program providing equal employment opportunities for all employees, applicants for employment and certain non-employees in the workplace. To that end, the MTA has developed a written nondiscrimination program that sets forth the policies, practices and procedures, with goals and timetables, to which MTA is committed. This program is available for inspection by employees or applicants for employment upon request. All managers and supervisors share in the responsibility for complying with and promulgating this program. 

Lourdes Zapata, MTA's Chief Diversity and Inclusion Officer, reports directly to the MTA Chair and Chief Executive Officer. Ms. Zapata is the executive responsible for implementing MTA's EEO policies and regulatory adherence with all MTA Equal Opportunity Programs. MTA's Chief Diversity and Inclusion Officer and the agencies' Chief Equal Opportunity Officers are responsible for implementing EEO policies and administering the Equal Employment Opportunity Program at the agency level. If you believe you have been subjected to a violation of MTA's EEO Policy in your employment or application for employment, you have a right to file complaints of discrimination and/or retaliation directly with the Agency's Chief Equal Opportunity Officer at the appropriate agency listed below:

MTA Headquarters 
Lourdes Zapata 
2 Broadway, 16th Floor 
New York, NY 10004 

Construction and Development 
Dr. Rosalyn Green 
2 Broadway, 8th Floor 
New York, NY 10004 

Bridges and Tunnels 
Joyce D. Brown 
2 Broadway, 24th Floor 
New York, NY 10004 

MTA Bus 
Vernessa Moses 
130 Livingston St., 3rd Floor 
New York, NY 10004 

Long Island Rail Road 
Jodi Savage 
Jamaica Station - 4th Floor 
Jamaica, NY 11435 

Metro-North Railroad 
Mayra Bell 
420 Lexington Ave. 
12th Floor New York, NY 10170 

New York City Transit 
James Keys 
130 Livingston St., 3rd Floor 
Brooklyn, NY 11201 

Complaints also can be filed directly with MTA's Chief Diversity and Inclusion Officer, Lourdes Zapata, at 2 Broadway, 16th Floor, New York, New York 10004, lourdes.zapata@mtahq.org, or by phone at (646) 252-1385, or you can contact any EEO personnel. You may also report a potential violation to your immediate supervisor or a higher-level supervisor, although you are not required to do so. 

Managers and supervisors are required to notify the Agency's Chief Equal Opportunity Officer or MTA's Chief Diversity and Inclusion Officer as soon as they receive a complaint or otherwise observe, learn about, or suspect any improper discriminatory or retaliatory conduct, regardless of whether or not:

  • a written statement is provided contemporaneously, 
  • the Complainant requests that no action be taken and/or requests confidentiality, or 
  • the Complainant works in the manager/supervisor's department, division or unit. 

If it is determined that a violation of the MTA's EEO Policy has occurred, the MTA will take appropriate action to remedy the situation. All employees are required to fully cooperate during an investigation. Any employee who is found to have violated the EEO Policy, or any supervisory or managerial employee who knowingly permits a violation of the EEO Policy to occur, may be subject to disciplinary action, up to and including dismissal from employment. Such an employee may also be subject to personal legal and financial liability. 

You also have the right to file a complaint externally with an outside agency. For certain complaints, you may be required to file directly in State Court. In addition to the complaint procedures described above, complaints may be filed with the following external agencies: 

  1. The United States Equal Employment Opportunity Commission New York District Office 
    33 Whitehall Street, 11th Floor, New York, NY 10004 

    The EEOC enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act, 42 U.S.C. § 2000e et seq

  2. The New York State Division of Human Rights Headquarters 
    One Fordham Plaza, 4th Floor, Bronx, NY 10458 

    The New York State Division of Human Rights enforces the New York State Human Rights Law, N.Y. Executive Law, art. 15, § 290 et seq

    The New York State Division of Human Rights sexual harassment hotline (800-HARASS-3/800-427-2773) can provide information about filing a sexual harassment complaint and other assistance. 

  3. The New York City Commission on Human Rights and enforcement agencies of other localities may also be available venues. 
  4. Sexual and other discriminatory harassment may constitute a crime, particularly if it involves unwanted physical touching, coerced physical confinement, or coerced sexual acts. Contact the MTA Police and/or your local police department.

A lawsuit alleging violation of the New York State Human Rights Law may be filed in state court. A lawsuit alleging violation of federal anti-discrimination laws may be filed in federal court pursuant to a Notice of Right to Sue issued by the EEOC. 

Filing an EO complaint with the Agency's DEO Division under the EEO Policy does not extend the time to file an external complaint and there is not a requirement that persons covered by the EEO Policy file an internal complaint before seeking an external remedy. 

This Policy Statement is to be posted in prominent locations throughout MTA's facilities. 

Effective: January 1, 2024