DIVERSITY & INCLUSION


For Diversity & Inclusion, Flatiron Embraces Role as Change Agent


and Canada. We needed to take a closer look at how we retain and grow employees and attract the right talent to help us build these projects that are in the pipeline now and in the future.”


Dr. Giovanna Brasfield


Four Pillars of D&I Program Te company’s journey toward


An annual executive leadership conference that brought together approximately 85 Flatiron employees at the beginning of 2020 marked a pivotal turning point the company’s diversity & inclusion strategic efforts. (Note: picture taken pre-COVID)


By Carol Eaton From a CEO-led town hall-style


listening tour seeking input from front-line workers to the launch of a new Diversity & Inclusion Growth Group (DIGG) engaging employees to help create a more inclusive culture, Flatiron is raising the bar on diversity and inclusion (D&I) in its workplace. Being a change agent for greater


D&I internally and in the industry as a whole is a role that Flatiron


Procore Continued from page 15


provide a platform for conversation and change. “I feel like in 2020 we really took a


quantum leap forward in catalyzing the next phase of development,” she said. “Tis is an industry that requires many different skill sets, experiences, coming together with a few common threads of belief in the power of hard work. We don’t shy away from hard things. So, I know we can do this too.”


16 November/December 2020 California Constructor


embraces, according to Dr. Giovanna Brasfield, Vice President of Diversity and Inclusion, Southwest Division, who also serves as the Inclusivity Manager on the company’s LAX Integrated Express Solutions (LINXS) Constructors Automated People Mover (APM) project. “It all boils down to our people,


and how can we be more inclusive as an organization,” she said. “Flatiron creates some of the most iconic infra- structure projects throughout the U.S.


greater levels of D&I began about four years ago when it initially spelled out a policy on zero tolerance, anti- bullying, anti-discrimination and retaliation. Flatiron officially launched its DIGG program in 2018. Ten 2020 brought a significant pivot - heightened awareness and a clearly outlined four- pronged approach to D&I by Flatiron. Te four pillars involve efforts around


the following areas:  Recruit and attract employees through more diverse inclu- sivity efforts such as engaging historically black colleges and universities.


 Growth and retention of employees through an array of programs and initiatives.


 Create and maintain a diverse and inclusive company culture.


 Influence business strategy in a manner that elevates D&I, including community engagement,


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