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Inclusive Leaders Institute One of the programs launched by the DE&I Steering Committee, with potential for widespread industry impact, is the Inclusive Leaders Institute, powered by Granite Construction. Rolled out in fall 2022 and designed specifically for exec- utive-level leaders in the construction industry, the Inclusive Leaders Institute aims to equip organizational leaders with the knowledge and skills to lead their companies towards a true culture evolution. Melissa Berg, Director of Inclusion,


Culture & Engagement at Dome Construc- tion and the DE&I Steering Committee Vice Chair for 2024, played a pivotal role in developing the Inclusive Leaders Institute over the last two years. Te program is now serving its third cohort of executives and has offered executive-level inclusiv- ity training to a total of 31 construction executives to date. “It is really just about building that


awareness from the top, because we get nowhere (when it comes to building in- clusivity) until company leadership is on board,” she commented. “It is so important to get the industry to speak the same lan- guage and really understand the business case for it – understanding the “why” behind it all. I’m really proud that we are on our third cohort of the program right now.” Planning is underway to create next steps in the program, Berg added, and to expand it out to target mid-level managers. Another product that Berg said she


is particularly proud of having helped develop is a DE&I microlearning re- source focused on cultivating psycho- logical safety on the jobsite. Ongoing conversations with the Carpenter’s Union, Tradeswomen Inc. and other groups “who can influence members to change the culture of the jobsite” is a key part of the deployment and development of that product, she added.


Attendees at the Southern California SBCX in August 2023.


Measuring Impact and Change Determining how to measure the impacts of the various initiatives and programs put in place by the DE&I Steering Committee is a subject of ongoing discussion among its members, according to Onadele. Some of the tangible impacts that can be quan- tified with metrics include the numbers of SUBs that join AGC of California (48 since 2022), or at an individual company level, how many underrepresented and marginalized workers have joined a given firm year-over-year. But there is also the intangible factor – do people feel that they belong in the industry? AGC of California is addressing that component through a “Belonging Survey” that it developed and is currently deploying in partnership with survey technology company, Qualtrics. Kayla Montgomery, AGC of California Diversity, Equity, and Inclusion Manag- er, explained how this new tool that is free to AGC of California members can help companies better understand their workforce. “Belonging is one of the most powerful measures of employee engage- ment, and when diversity, equity, and inclusion are done well, a deeper sense of belonging is the product,” she noted. “It


is essential that our industry takes steps to understand their employees’ overall sense of belonging.” “Te results of the survey will not only


show that company’s overall “belonging” score, but more importantly can drill down into different demographic cate- gories to see how they may differ from the overall organization,” Montgomery added. “For example, the data will show that those within their first four years of tenure have a significantly lower belong- ing score compared to the rest. Tis data then can be leveraged to create a strategy that seeks to increase sense of belonging for their newest team members.” And that sense of inclusion and be- longing in the workforce is something that a majority (51%) of employees say is important to retention, citing it as a top three reason they left their job post-pan- demic, according to a survey by McKinsey & Company in 2021. “As we get companies to shift away


from how does it affect my bottom line, more so to how does it affect how I feel and how does it affect the morale of my people, that is a big shift,” Onadele con- cluded. “It is an ongoing effort, but the momentum is there.”


CALIFORNIA CONSTRUCTOR JANUARY/FEBRUARY 2024


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