SPECIALTY CONTRACTOR SPOTLIGHT


Employee-Owned Rosendin Electric Leans Into Culture of Diversity and Inclusion in Changing Industry


By Carol Eaton


announcing the opening of his small family-owned electrical business in San Jose, CA. Initially called Rosendin Electric Motor Works, the company’s first job involved wiring irrigation pumps in the area now known as Silicon Valley. Since then, the AGC member


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company, incorporated as Rosendin Electric in 1953, has grown into a national powerhouse with annual revenues totaling about $2 billion. It consistently ranks among the top three electrical contractors nationwide, and in 2020, Engineering News-Record ranked Rosendin Electric 10th on its “Top 600 Specialty Contractors” list. Employee-owned since the year


2000, Rosendin Electric employs more than 7,000 workers in offices across the United States. Te company operates in an array of markets, including biotech/ pharma, commercial, data centers, education, entertainment, healthcare, institutional, and renewable energy. In California, Rosendin’s diverse


portfolio features such high-profile projects as Chase Center, the Automated People Mover at Los Angeles International Airport (LAX), SoFi Stadium, Oracle Park, Wilshire Grand Center, and high-profile data center projects. Beyond the sheer size or number


of projects that Rosendin helped build over the years, the company has also built a reputation for excellence, innovation, quality work, community


8 May/June 2021


ore than a century has passed since Moses Rosendin hung out his shingle in 1919,


engagement and empowerment of its employee-owners. It has taken a leadership role embracing equity and inclusion for its workforce, as illus- trated by its adoption of the AGC Culture of Care pledge and other initiatives. Te last few months have shined


a spotlight on the industry’s efforts to improve diversity and inclusion and increase parity for minorities, women, and lesbian, gay, bisexual, transgender and queer (LGBTQ+) workers who make up a disproportionately small percentage of the U.S. construction workforce. Events such as Black History Month


in February, Women in Construction week in March, and Pride Month in June offered California Constructor the perfect opportunity to spotlight these topics along with AGC member companies like Rosendin, who are working to bring about needed change. In the following Q&A, Rosen-


din’s Director of Lean Culture and Chair of its Diversity, Equity and


We are all watching the world change at an unprecedented pace. A diverse workforce allows us to bring new, diverse ideas to our clients and the market. – Matthew Englert


Matthew Englert Stephanie Roldan


Inclusion (DEI) Committee, Stephanie Roldan, and Chief Operations Officer, Matthew Englert, shed light on some of the ways the company is differenti- ating itself.


California Constructor: To kick it off, what are some of the achievements or successes you are most proud of at Rosendin Electric?


Matthew Englert: I love the people within our organization. I am most proud of our Core Values (We Care, We Share, We Listen, We Innovate, We Excel) and the ability to attract the best and the brightest people in the world.


California Constructor: Speaking of those people, why is it so important to create a work environment that is diverse and inclusive – and how does achieving that set you apart?


Stephanie Roldan: From Rosendin’s perspective, it’s important to be diverse and inclusive because the industry continues to face a workforce shortage. According to the United States Census Bureau, by 2030, the U.S. will become more racially and ethnically diverse. If we are not prepared, if we don’t have an inclusive environment, we may find ourselves not only losing talent but no longer able to recruit talent.


Matthew Englert: Diversity is extremely critical for us. We are all watching


California Constructor


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