DIVERSITY & INCLUSION


Turner Continued from page 11


nication efforts have been equally critical. Jobsite teams hold daily huddles that include open discus- sions about bias-related incidents and regularly provide project-wide bias training for workers, among other measures. Getting to the “why” is the most


important discussion point when it comes to talking about bias policies, Ballantyne noted. “Tis is a human issue. We want


to create an environment on our projects and on our jobsites that truly is welcoming, inclusive and diverse,” she said. “Tere has been a lot of attention we’ve given on zero tolerance for graffiti, especially racist or biased graffiti on jobs. Change starts with simple things. We have become more intentional, more relentless in this goal. It’s been really nice to see so many of our clients, trade partners and associations like AGC support this and stand side by side with us in this effort.”


Increasing Diversity Through a Healthy Workforce Pipeline


Elena Anaya, Senior


Director of Community & Citizenship for Turner in Northern California, has played a pivotal role leading Turner’s D&I programs in her region. Her efforts focus on economic impact, workforce development, outreach and services, philan- thropic funding and supporting internal employee resource groups that offer professional development for women, people of color, veterans and LGBTQ employees. Anaya also serves on AGC of California’s Diversity & Inclusion Task Force which was launched this year to advance AGC’s


“Having a diverse workforce is not


enough. It is a business imperative to have diverse leaders in senior leadership positions if we are to survive and grow moving forward.” – Elena Anaya


commitment to increasing diversity, equity and inclusion across California’s construction industry. During 10 years with Turner,


Anaya has been responsible for spearheading much of the outreach work its Northern California region has undertaken engaging with local high schools and community organi- zations to help develop a pipeline of tradespeople and increase diversity on its jobsites. Tese efforts included supporting pre-apprenticeship programs at John O’Connell High School in San Francisco under its Tech 21 program and Fremont High School in Oakland. Several other major contractors have joined these efforts, including Swinerton, Nibbi, Webcor, Clark Construction and Cahill to name a few. Additionally, Turner is supporting


a California Department of Correc- tions program aimed at reducing recidivism by paving a path for formerly incarcerated individuals to re-enter the job market through the construction workforce pipeline. Te company also supports pre-apprenticeship programs for young adults, including City Build in San Francisco and Cypress Mandela in Oakland, which provide additional sources of diverse tradespeople. In Turner regions nationwide,


the company manages its D&I efforts through its community & citizenship leaders, such as Anaya, who work in collabo- ration with its employee resource groups. Together, they support D&I efforts relating to profes- sional development, employee retention and recruiting and developing the next generation of leaders. “Tis is important because


having a diverse workforce is not enough,” Anaya said. “It is a business imperative to have diverse leaders in senior leadership positions if we are to survive and grow moving forward.”


14 November/December 2020


California Constructor


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