SPECIALTY CONTRACTOR SPOTLIGHT
the world change at an unprecedented pace. Social-economic conditions have changed, and as such, how we think needs to change. A diverse workforce allows us to bring new, diverse ideas to our clients and the market.
California Constructor: What are some of the programs and initiatives that Rosendin currently undertakes to support diversity, equity and inclusion?
Stephanie Roldan: In 2020, Rosendin’s Leadership Academy moved from a recommendation-based selection process to a self-nomination process with a letter of recommendation from senior leadership. Tis process increased the number of diverse candi- dates available for selection and led to the most diverse and cross-functional Leadership Academy class to date. In January 2021, Rosendin launched the Emerging Leaders program. Tis program focuses on helping individuals gain visibility to their peers and high- level leaders as someone willing to lead in the organization.
California Constructor: How is Rosen- din taking a stand against racism and discrimination in any form on its jobsites?
Stephanie Roldan: Rosendin has a zero-tolerance policy for acts of discrimi- nation, harassment, and/or racism by or against our team members, partners, and clients. In the summer of 2020, an employee returned to their toolbox to find a noose. After that incident, we could no longer stay silent, and we felt it was important for us to issue the statement. We wanted to be clear where we stood on the issue of protecting and standing up for our people.
California Constructor: As you know June is Pride Month, which offers companies the opportunity to elevate the contributions of LGBTQ+ workers. Does Rosendin have any plans to mark Pride Month?
www.AGC-CA.org
A recent medical center project that Rosendin helped build.
Stephanie Roldan: Rosendin does plan to celebrate Pride month this June. We recently launched the Pride and Proud employee resource group, comprised of members of the LGBTQ+ community and allies. Tey will be working with Rosendin’s Diversity, Equity, and Inclusion (DEI) Committee, Marketing Department, and Te Rosendin Foundation to highlight the contribu- tions of the LGBTQ+ community in construction and to support the community in an impactful way.
California Constructor: We’ve noticed content on your website about how ESOPs such as the one Rosendin operates under can help build wealth equity for all groups, including minor- ities and under-represented groups. Tell us a bit what you found?
Stephanie Roldan: Research has found that Employee Stock Ownership Plans (ESOPs) can help build wealth and equity. Tey also benefit women and historically marginalized racial groups through higher wages. In one comprehensive Rutgers study, “employee-owners of color earned, on average, 30% more than non-employee owners, and low-income women who were employee-owners saw, on average, 24% higher pay than their non-employee-owner counterparts.” ESOPs address wealth inequality in two ways: providing stocks for those who may not be able to afford it or may have other life priorities and providing higher pay than non-ESOP companies.
Rosendin workers on one of the company's solar projects. Associated General Contractors of California 9
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