July marks Disability Pride Month

...commemorating the signing of the Americans with Disabilities Act (ADA) on July 26th, 1990 35 years ago.

It’s a time to celebrate the achievements, contributions, and rights of people with disabilities and to reflect on how our transportation systems can do better in creating inclusive and accessible environments for all. Transportation is about connection. But for many individuals with disabilities, physical, sensory, and cognitive barriers can limit access to reliable mobility. As engineers, planners, policy makers, and advocates, we must ensure that equity extends to all aspects of the built environment.

Ask yourself: Is our work truly inclusive for people of all abilities?
Let’s keep accessibility at the center of our design, policy, and project conversations, and not just in
July, but year round!

July is BIPOC Mental Health Month, or National Minority Mental Health Awareness Month

...a time dedicated to raising awareness of the mental health needs, systemic challenges, and cultural
strengths of Black, Indigenous, and People of Color. Founded in honor of mental health advocate
Bebe Moore Campbell, this month reminds us that mental wellness is deeply tied to equity,
especially in professions like transportation, where BIPOC individuals are often underrepresented
in various roles.

Why It Matters in Our Industry
The transportation field contains numerous demands: public accountability, technical complexity,
and tight deadlines to name a few. These pressures can be magnified by additional layers of
stress:

• Feeling isolated or being the “only one” in a room.
• Navigating microaggressions or bias, both subtle and noticeable.
• Trying to meet both cultural and workplace expectations often without access to mental
• health providers who understand their background or experiences.

Yet, these realities are rarely acknowledged in workplace conversations about wellness. Silence creates stigma. Recognition builds resilience.

What Can We Do?

As individuals and as an organization, we can take steps toward inclusive cultures:

• Normalize mental health check-ins and open dialogue.
• Advocate for employee resource groups, mentorship, and leadership pipelines for BIPOC professionals.
• Share and support access to mental health care that respects different cultures and backgrounds.
• Acknowledge lived experiences and listen with empathy.

Let’s move beyond awareness into action. Wellness, representation, and inclusion go hand in hand and creating space for all identities is a professional responsibility.