Affirmative Action

As a key part of Metra’s equal employment opportunity policy, Metra takes affirmative action, so that minorities, women, protected veterans, and qualified disabled individuals are introduced into the workforce and considered for promotional and other opportunities, and to affirmatively
address any imbalances between these categories in the current workforce. To further its commitment, Metra has an Affirmative Action Plan, which is on file in Metra’s EEO office and available for review upon request.

All Metra executives, managers, and supervisors share the responsibility for supporting and implementing Metra’s EEO program and affirmative action goals and are evaluated on their successful implementation. To that end, each senior department leaders’ affirmative action accomplishments and their commitment to equal employment opportunity practices are reviewed annually with Metra’s EEO Officer, where the parties identify any areas of needed improvement. The EEO Department communicates these findings to the CEO/Executive Director. Metra takes proactive measures to address problem areas where appropriate.


Discrimination is adverse treatment of an employee or applicant based on the individual’s perceived or real membership in a protected class, including race, color, disability, religion, sex, pregnancy, age (40 and older), national origin, disability, citizenship status, genetic information, ancestry, sexual orientation, gender identity, military, and veteran status, marital status, unfavorable military discharge, arrest record, order of protection status, and any other status protected by applicable law. Metra prohibits discrimination.

Sexual Harassment

Sexual harassment is any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: submission to such conduct is made either explicitly or implicitly a term or condition of employment; submission to or rejection of such conduct is used as a basis of an employment decision affecting the individual; or such conduct has the purpose and effect of interfering with the employee’s work performance or creating an intimidating, hostile, or offensive work environment.

Sexual harassment can happen regardless of the individual’s gender, gender identity, or gender expression. It does not have to be motivated by a sexual reason.  Sexual harassment may be subtle or direct and may involve individuals of the same or opposite sex.


Metra prohibits discrimination against qualified individuals with a disability in job application processes, hiring, firing, job training, and other terms and conditions of employment. Metra includes all employees without regard to physical or mental disabilities, in the participation and receipt of benefits.


Retaliation is adverse action taken against an individual for engaging in protected activity, including filing, being a witness, providing information, or otherwise participating in a workplace or government EEO complaint, investigation, or lawsuit and complaining to Metra supervisors about workplace discrimination.

Metra prohibits retaliation against individuals who, in good faith, assert their rights to oppose prohibited conduct or participate in any proceedings, including filing charges or complaints of discrimination or harassment, participating in employment discrimination proceedings (such as an investigation or lawsuit), or otherwise engaging in protected activities. This protection does not apply to an employee who knowingly makes a false report.