For Jose Febrillet, his position as the chief diversity, equity, and inclusion officer at the Port Authority of New York and New Jersey is more than a job. It’s a personal mission deeply rooted in his own experiences as a young immigrant from the Dominican Republic. Since January 2023, Febrillet has led the charge in ensuring that the agency is a regional beacon of opportunity for minority- and women-owned businesses (MWBEs), disadvantaged enterprises, and service-disabled veteran-owned businesses.
Febrillet shares how he aligns the Port Authority – which serves a region that is home to the most diverse population in the world -- and the larger community around the core goals of diversity, equity, and inclusion, starting with his personal journey.
My journey is rooted in my upbringing. Moving from the Dominican Republic at 15 was a transformative experience that brought a lot of challenges, like learning a new language and adapting to a different culture. I often felt unheard and misunderstood. I graduated from high school and college thanks to a translator I had in class.
That experience helped me recognize the importance of diverse perspectives. I’ve seen the disparities in representation and opportunity throughout my career, particularly for marginalized groups. This motivated me to advocate for change and led me to roles focused on diversity initiatives and ultimately to my current position.
Now Arriving: Why is it important to promote diversity in the workplace?
When employees feel valued and empowered to bring their unique perspectives, backgrounds, and experiences to the table, it cultivates an environment rich in creativity and innovation.
Our initiatives focus on creating a culture where every voice is heard and valued, which leads to more informed decision-making and a deeper connection with the diverse populations around us.
Febrillet at a Port Authority Hispanic Society function.
Now Arriving: What are some significant challenges you’ve encountered in promoting diversity and inclusion, and how do you address them?
One significant challenge is overcoming systemic barriers that hinder access to opportunities. The perception that small businesses, particularly MWBEs, are less qualified than larger corporations can be a significant barrier to their growth. That bias can stem from stereotypes based on appearance, communication style, or size.
I will always be who I am, how I look and how I speak. It shouldn’t impact how I’m treated. It’s hard to change people’s perceptions. These are the real hurdles and barriers unlike some of the surface barriers.
It's essential to challenge these stereotypes, and we can do that by showcasing success stories of MWBEs that have excelled in their respective industries. It's vital that we create more opportunities for them to participate in contracts, partnerships, and projects.
Now Arriving: How do you define success in your role, both personally and professionally, when it comes to diversity and inclusion?
For me, success is about creating tangible outcomes that reflect a diverse and inclusive culture. I feel a personal sense of accomplishment when I witness employees, vendors, and entrepreneurs from all backgrounds thriving and feeling valued.
As a team, we define organizational success through measurable improvements in diversity metrics, employee engagement scores, and the flourishing of MWBEs, small business services, and small business enterprises. We have a collective commitment to equity at all levels, and that’s key to moving in the right direction together.
Now Arriving: What strategies do you believe are most effective in fostering a culture of inclusivity within the workplace?
Implementing comprehensive training programs are very important, so we can educate employees on unconscious bias and the importance of diversity. We’ve established employee resource groups and mentorship programs that empower individuals from underrepresented backgrounds.
We want to celebrate diversity through events and recognize contributions across the spectrum to help reinforce a sense of belonging.
Now Arriving: Given that this is the most diverse region in the country, how do we go about getting the broader community involved?
We’ve looked to partner with local organizations and advocacy groups that focus on diversity and inclusion. This helps us reach a wider audience and ensures our initiatives are grounded in what the community needs. These could be workshops, informational sessions, or classes where we provide MWBEs with access to resources, networks and opportunities, and help enable them to expand their capabilities and reach.
For example, the Port Authority launched a training program to help educate local businesses about what it would take to work on one of our big projects, the AirTrain Newark replacement. This helped us find the right firms while building up the region’s small business foundation along the way.
Now Arriving: What goes through your mind when you consider where you came from and where you are now?
In a position like this, genuine passion is essential. For me, it stems from my personal journey and personal experiences. They shaped my perspective profoundly.
I’m driven by the belief that my contributions can make a meaningful difference, and I’m committed to fulfilling that purpose.
