This audio is automatically generated. Please let us know if you have any comments.
It is the fourth edition Construction inclusion weekan event created by industry leaders to counter workplace hate and make the industry more welcoming to a wider group of workers.
Contractors, subcontractors and trade schools across the country have organized events this week to discuss, learn about and grow inclusion in the industry.
But the week also comes at a tumultuous time, as the 2024 divisive election approaches and diversity and inclusion initiatives come under fire Against this backdrop, leaders from some of CIW’s organizing companies spoke with Construction Dive to gauge the temperature of the four-year effort. This is what they said.
The answers below have been edited for brevity and clarity.
CONSTRUCTION DIVER: Can you give an example of how your company has pushed for inclusion in recent years?
Michelle Reiner
Permission granted by Balfour Beatty
MICHELLE REINER, BALFOUR BEATTY VICE PRESIDENT OF OPERATIONS: Our annual Together Allies Summit is now in its fifth year. Held during Global Diversity Awareness Month, this company-wide virtual conference brings together our 5,000 employees with a variety of guest speakers, from members of Congress to professional sports pundits to US military personnel, for honest conversations about creating workplaces where everyone feels valued, respected and empowered to contribute their best.
We aim to learn from industries and organizations outside of construction. This year, we welcome former NFL player and philanthropist Carl Nassib to explore how embracing diverse perspectives and talent not only strengthens our people culture, but directly contributes to the success of our projects.
Jorge Quezada
Permission granted by Granite Construction
JORGE QUEZADA, CHIEF INCLUSION OFFICER OF GRANITE CONSTRUCTION: A concrete example of boosting inclusion at Granite Construction is the active participation in Construction Inclusion Week since its inception.
Early on, we engaged our employee resource groups to share how Granite employees support CIW’s daily themes throughout the week, including engagement and accountability, belonging, supplier diversity, and workplace culture. In addition, during the week we communicate and implement initiatives to promote inclusive diversity, such as hosting webinars, offering training sessions and creating a supportive environment where all employees feel valued and respected.
Brad Lewis
Permission granted by Hensel Phelps
BRAD LEWIS, HENSEL PHELPS CORPORATE DIRECTOR OF SUPPLIER DIVERSITY: Hensel Phelps has an internal initiative called Building Together, which promotes company-wide engagement around our core values: Ownership, Integrity, Builder, Diversity and Community. The initiative includes toolbox talks, designed to guide discussions on DEI-related topics.
In addition, each regional office has its own forum that focuses on local efforts to advance diversity, equity, inclusion and community engagement in their specific projects.
ZORAYA ROWLANDS, JE DUNN DIRECTOR OF DIVERSITY, EQUITY AND INCLUSION: We offer scholarships for people of color pursuing degrees in architecture, engineering and construction, including guaranteed internships.
Zoraya Rowlands
Permission granted by JE Dunn
We partner with the National Association of Women in Construction, the National Society of Black Engineers, the Society of Hispanic Professional Engineers and RecruitMilitary to recruit diverse talent. We prioritize education by offering training programs that raise awareness about unconscious bias, cultural competency and inclusive leadership. These programs ensure that our employees are equipped with the tools to create a welcoming environment for everyone.
Our employee resource groups – Moment Connection (Women ERG), Blacks United in Learning and Development, VALOR (Veteran ERG) and SOMOS (Hispanic ERG) – provide platforms for employees to connect, share experiences and collaborate on initiatives that promote inclusion throughout the company. .
DEI’s policies have faced more restrictive legal rulings and backlash this year. What is the status of DEI under construction? Are you concerned that CIW is less effective?
QUEZADAGRANITE: Our industry has learned that when construction careers are available to everyone, we create more value for customers, communities and shareholders. The construction industry remains committed to fostering an inclusive environment through ongoing awareness, participation and engagement in practice.
ROWLANDSI GIVE: We believe that Construction Inclusion Week continues to be highly effective. CIW provides an invaluable opportunity to reaffirm commitment to inclusion while facilitating meaningful learning and dialogue. By focusing on education, engagement and actionable steps, we are confident that CIW can continue to have a lasting impact, not just during the designated week, but throughout the year.
LEWIS, HENSEL HELP: Although CIW has made progress in promoting inclusion, its effectiveness depends largely on the intentionality of its implementation. For organizations and individuals that have not been deliberate in their approach, the impact of CIW may diminish somewhat. It’s important to recognize that CIW has only been around for a few years, and fostering a truly inclusive culture in an industry historically resistant to such change takes time.
The industry still has a reputation for not being inclusive. How much has changed? Where is there still room for improvement?
REINER, BALFOUR BEATTY: I am one of the first Balfour Beatty executives to identify as a person of colour, a woman and part of the LGBTQ+ community. Throughout my 30+ year career in construction, I have personally witnessed and can attest to progress in the industry, but there is still work to be done.
Our industry could benefit from evolving methods of attracting talent to the industry and developing partnerships across the supply chain that are culturally and/or skill diverse.
LEWIS, HENSEL HELP: I think they have made progress. You will begin to see results within the next five to ten years. There is still significant room for improvement in the construction sector in terms of diverse business ownership, access to opportunities and access to capital. This also extends to various companies that offer design services in the fields of architecture and engineering.
ROWLANDSI GIVE: The construction industry has made significant strides towards inclusion, but we recognize that much work remains.
In recent years, initiatives such as Construction Inclusion Week and company-specific programs have raised awareness and driven significant change across the sector. We’ve seen improvements in various hiring partnerships, greater opportunities for women and business partners and minority businesses, and a stronger emphasis on cultivating inclusive workplaces.
How do you take what you learn from CIW and apply it throughout the year?
ROWLANDSI GIVE: Construction Inclusion Week opens the doors to innovative ideas and strategies that reinforce our commitment to inclusion, ensuring that the principles discussed during CIW are integrated into our daily practices and culture. We use CIW to build awareness by showcasing our various initiatives and programs, engaging our employees in meaningful conversations that happen this week, but also throughout the year.
QUEZADAGRANITE: Applying CIW learnings throughout the year involves integrating the principles of inclusion and belonging into our respective systems. This can be achieved through ongoing engagement with the educational resources provided during CIW, such as curriculum and facilitation tools. Regularly reviewing and updating strategies based on feedback and new ideas can also ensure that what we learn from CIW is effectively applied throughout the year.
REINER, BALFOUR BEATTY: The tools and content that CIW provides to companies in our industry are a great addition and complement to our existing cultural framework that enhances our engagement with each other and the intentional actions we can take as a company to hold each other accountable.
