INVESTING IN THE FUTURE WORKFORCE


Continued Member Leadership and Engagement. (See sidebar for an outline of some of the key recom- mendations within each category.) In addition to offering an array of actionable items, it spotlights the important efforts of AGC’s workforce development program, Build California, to get construction career information into marginalized communities in order to diversify the talent pool.


Kayla Montgomery


DEI Leadership: AGC of Cali- fornia Answers the Call


AGC of California’s efforts to


invest in the future of the industry by embracing its role as a leader on issues surrounding diversity, equity and inclusion gained significant momentum in 2020. Te death of George Floyd and the social justice movement that followed proved to be a tipping point for many.


“A lot of work went into casting vision for the future of our industry — being more inclusive and promoting a deeper sense of belonging. Now it’s really the task of the Steering Committee to execute on that vision.” – Kayla Montgomery, PCL Construction


www.AGC-CA.org


Key DEI Report Recommendations Some of the key recommendations that are further detailed within the DEI Task


Force Report include:


Programs & Initiatives ■ Develop zero tolerance campaign to drive culture change and promote best practices & success.


■ Explore, develop & launch a Culture of Care Program similar to the AGC of America and AGC of Washington programs.


■ Develop & launch an AGC Underrepresented Business Enterprise/Small Business Training and Technical Assistance program.


Training & Education ■ Develop & launch a DEI training series and certificate program. ■ Develop & launch an AGC executive tier training series & certificate program. ■ Develop and deliver training and education through the new AGC DEI Forum. ■ Create a database of DEI trainings and trainers.


Resources & Best Practices ■ Create an AGC DEI toolkit, to include best practices for policies & procedures


that AGC member companies can use to push them beyond “check the box” and ingrain DEI in their culture.


■ Member & Leadership Engagement ■ Create a DEI Steering Committee, to guide the development of the various recommendations.


■ Create a DEI Forum, open to all staff at AGC member companies. This forum would provide space for critical conversations, activities, speakers, and best practice sharing among companies working to eliminate racial and discrimi- natory practices in the office and the jobsite.


View the full DEI Recommendation Report at www.agc-ca.org/diversity-and- inclusion.html. Steve Rule, Vice President and


Construction Executive at Turner Construction and the current Treasurer of AGC of California, championed the call to action. He and other AGC leaders called for the association to elevate its voice and level of advocacy surrounding DEI-related issues in the construction industry. Rule pointed out that Turner had


begun actively enforcing zero tolerance policies to combat bias and harassment, shutting down or temporarily halting work at jobsites across the country on multiple occasions to address bias or racially motivated incidents. “Te last year has seen a huge shift at least on our projects and our attitudes towards


trying to create that harassment free workplace that people want to come to,” he said. “Te team


at AGC and on the AGC Construction Education Foundation (CEF) board clearly also believe that this is an


Steve Rule Continued on page 10 Associated General Contractors of California 9


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