At U.S. Engineering our focus is our people. Talking about Diversity, Equity, Inclusion and Belonging (DEIB) is one way we’re seeking to improve everyone’s team member experience and our performance as a family of companies.
We know that we already have a strong culture where many of our team members feel safe and supported. From Engagement Survey results, we also know that we have room to improve. And as an organization that constantly seeks to be the best, we see DEIB initiatives as strong drivers toward improvement.
On this site, we talk about what DEIB is (and isn’t), why U.S. Engineering is pursuing this initiative, where we currently stand and what we’re doing about it.
“I feel personally responsible for the experiences that our team members have at U.S. Engineering. It is my job to ensure that we have a diverse, dynamic and innovative culture where individuals can bring their full, authentic, and best selves to our team. The only way we’ll deliver exceptional value to our customers and the communities where we work and live is through our amazing team members.”
“There is nothing more important to me than Family, Friends, our U.S. Engineering teammates, and our Customers. We provide our customers with the ‘ultimate customer experience’ through highly innovative and engaged team members that collaborate, solve problems, and bring their unique experiences, diverse backgrounds, and distinct personalities to work every day.”
“As Chief People Officer, I am proud of our culture, but will never be satisfied to simply sustain it. Rather, I am committed to a culture that will continually evolve; one where team members aren’t just invited in, or asked to conform to a ‘norm.’ Instead, they are welcomed, listened to, and know that they are here because they contribute something unique and valuable. U.S. Engineering exists as a platform for people to be empowered to pursue not only their professional goals, but also their personal passions. We will pay that collective power forward to our customers, our partners, and our communities.”
What is DEIB?
Our DEIB initiative is based on a simple idea: we want all team members to feel safe, valued and empowered to be the best version of themselves. We recognize that a diverse team is critical to our growth, and we are committed to continuous evolution and improvement.
So what do we mean when we say the words Diversity, Equity, Inclusion and Belonging?
No one has a one-size-fits-all rule for developing a DEIB strategy. We started our journey by defining what DEIB means and seeking to understand the value it can bring to our organization.
Diversity is a range of different traits including age, social class, ability, race, ethnicity, gender identity and sexual orientation.
Are there other people like me at U.S. Engineering?
Recognizing differences and rebalancing practices to create opportunities for equal access.
Do I feel supported, and are there opportunities for me to advance at U.S. Engineering?
Embracing and empowering individuality.
Can I be myself at work?
Belonging is the result of DEI, a culture where team members can feel safe to be their true authentic self.
Do I feel like I belong at U.S. Engineering?
We are making every effort to provide a first-class experience for our team members and a culture where all team members feel a deep sense of support, respect, and belonging.
“I am enthusiastic about creating a People-first approach that promotes and values diversity in the workplace in a meaningful way. I want U.S. Engineering to be a place where diversity truly thrives, where we are the employer of choice for diverse talent, and foster an inclusive culture where differences are leveraged towards innovation. I recognize that a diverse, and inclusive workplace culture respects team members with a variety of experiences, abilities, and viewpoints, where diversity, equity, inclusion, and belonging is a commitment, not an initiative. I am committed to fostering an environment where everyone, from any background, can do their best work, and are free to be who they are authentically. This is not only the right thing to do, it’s also the smart thing. As an African American woman with a background outside of the construction industry, I experience every day the benefits of bringing together diverse perspectives to solve complex problems. Diversity is a fundamental part of our culture and identity, DEIB is our future and I want to be part of leaving a legacy that I can be proud of! My commitment to Diversity, Equity, Inclusion and Belonging at U.S. Engineering begins with me being intentional in finding ways to grow my understanding and support of others so they can do great and be great!”
“I believe we all have an opportunity to leave a legacy of performance, excellence and accountability. We can only do that by creating an environment of inclusion, encompassing diversity in thoughts, words and actions as well as the experiences of our team members throughout all of U.S. Engineering. This isn’t just in our workplaces but with our vendors, clients and community investments. While this evolution is one that will take time, we know that when each team member feels like they truly belong they will lead U.S. Engineering into the future.”
“I will respect each team member and the unique talents they bring to our organization so that they can become the best versions of themselves. I will provide challenge and opportunity to all so that each individual can grow and succeed in ways they desire. I will recognize the positive impacts that all team members have on our organization, and work tirelessly to make sure all team members feel they belong as a vital part of our organization and success.”
What DEIB is NOT
It’s not a buzzword or a fad.
It’s not a project.
It’s not just about the numbers.
It does not replace skill. No one is qualified simply by their gender or race.
It’s not something we do a little of.
It’s not a human-resources-driven initiative.
It’s not a problem for under-represented individuals or groups to solve.
It’s not just about gender and race.
It’s not a threat.
It’s not a political issue.
Why are we committing to DEIB?
Our priority is giving our team members a safe environment where they can excel at what they do. We are working hard to make sure we provide that environment for everyone in every U.S. Engineering company.
We all know customers help drive business. Companies benefit if their customers are represented in their workforce.
A diverse workforce breaks through limited groupthink, which can restrict a team’s ability to come up with creative and innovative solutions.
We are prioritizing DEIB not only because it’s the right thing to do, but because it will make our business stronger. Having more perspectives drives innovation and presents more opportunities to connect with customers and communities.
According to a McKinsey & Company study, employers in the top percentile for racial/ethnic diversity are 35% more likely to have higher financial returns than respective national industry medians. Those with gender diversity are 15% more likely, and those with a combination of both gender and ethnic diversity are 25% more likely to have higher financial returns.
“I’m committed to having the absolute best talent at U.S. Engineering possible. I know to meet this commitment, I must first ensure that our work environment welcomes and fully supports every single team member. Second, I’m committed to expanding our outreach to positively impact our communities, promote our brand, and ultimately increase our recruiting resources.”
“Our success is dependent upon developing and delivering innovative, creative, and effective teams. I am responsible for helping to create successful teams which are made from talented people working in an environment where they feel welcome to be their best, which means being themselves.”
How will we improve DEIB at U.S. Engineering?
Our first step is to form an Inclusion Council that will help identify opportunities for improvement and recommend strategic solutions. To read about what the Inclusion Council is, what work it will do and how to apply to be on the Inclusion Council, click here.
Workforce Demographics at U.S. Engineering
The following metrics are based on Equal Employment Opportunity (EEO) race/ethnicity categories and gender for our workforce.
*These demographics were collected in July 2022 and will be updated periodically.
Gender among all team members
Ethnicity among all team members
“Recognizing that everyone has different ideas of how to solve business challenges opened my eyes to the power of diverse teams and diverse thinking. I’m training my otherwise rigid engineering mindset to recognize there’s rarely ever only one right answer. I’m committed to taking action and building our highest performing teams of diverse views and backgrounds that will bring forward new, innovative approaches to build the U.S. Engineering of tomorrow.”
“Belonging is a very real human need that must be met before other things matter. I vividly remember situations where I didn’t feel accepted, and they were painful. There’s a lot that goes into this, we want to get better, and it starts by continuing to focus on the right things … dignity, respect, grace, understanding. It’s not enough to build a more diverse, equitable and inclusive organization if the people in the organization don’t feel like they belong there. I want our people to deeply want to be a part of our team. This is a voluntary choice that our team members make every day. I believe it starts and ends with whether our people feel valued and accepted.”
U.S. ENGINEERING’S COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY, ANTI-DISCRIMINATION & ANTI-HARASSMENT
U.S. Engineering including all subsidiary entities has been and shall continue to be committed to providing equal employment opportunities to all people and prohibits discrimination or harassment based on race, color, creed, national origin, religion, sex, age, sexual orientation, gender identity, gender expression, physical and/or mental disability, military and veteran status, and/or any other status, classification or factor protected by federal, state, or local law. All business decisions are made on a non-discriminatory basis, this includes and is not limited to recruiting, selecting, hiring, promoting, training, transferring, compensating, recalling from layoff, using company facilities and participating in company activities, events, perks and benefits.
