COMMUNITY ENGAGEMENT | 2025 IMPACT REPORT 23
METROPOLITAN WASHINGTON AIRPORTS AUTHORITY
Employee Wellness
We take a holistic approach to employee wellness, recognizing that a healthy workforce is essential to operational success. Our programs are designed to support physical, emotional and fi nancial well-being.
Our Wellness-in-Action initiative encourages healthier lifestyles by offering partial reimbursement for approved fi tness and weight management programs. In 2025, 258 employees took advantage of these offerings, reinforcing a proactive approach to well-being.
2021 2022 2023 2024 2025 Fitness Program 200 222 201 273 221 Weight Management Program 29 2 14 21 37
Master Mentoring Program
The Airports Authority’ s has graduated a second class in its Master Mentoring Program. Mentoring at the Airports Authority is an employee-driven, voluntary professional development activity. The program fosters growth, builds confi dence and creates connections. Participants have the opportunity to collaborate with other mentors on career development activities and professional growth.
Talent Development and Employee Growth
To build a skilled, adaptable and future-ready workforce, we offer a broad range of growth opportunities designed to support employees at every stage of their careers.
Our growth and development offerings include structured succession programs, coaching and mentoring, career assessment tools, individual development plans, training and education and resources that support mobility and professional readiness. Together, these programs promote continuous learning, self-awareness and shared responsibility for career development across the organization.
In 2025, our focus centered on strengthening key development initiatives – including the mentoring program, the supervisory training program and the professional development program – while also successfully launching a succession summit. These efforts enhanced leadership capability, supported career progression and reinforced our commitment to building a strong pipeline of talent for the future.
Professional Development Program
To meet the future leadership needs of the Airports Authority, seven new associates began their journey in the Professional Development Program. This three-year program provides invaluable experience through rigorous on-the-job training, classroom lectures and assignments and a fi nal group project. Participants complete assessments to gain deeper insights into their strengths, preferences and development opportunities.
Succession Summit
Supervisory Training Program
Twenty-six people successfully completed the Airports Authority’ s nine-month Supervisory Training Program in November. During their leadership journey, they honed essential supervisory skills, such as delegation, time management and decision-making. They also deepened their understanding of leadership fundamentals like active listening, psychological safety, coaching and fostering innovation.
To keep the momentum going from the Airports Authority’ s succession program, graduates gathered in a succession summit to share ideas, tackle challenges and strengthen the leadership community across the airports. The participants shared how the succession programs boosted confi dence, expanded internal networks and introduced unexpected benefi ts, such as stress management techniques and the importance of humility in leadership.