Page 5 - Q3_2020_Rosendin_Corp_Newsletter

Building a

Culture of

Care To keep that pledge, as a company, Rosendin has joined the Associated General Contractors of America

in the Culture of CARE initiative. This program was initially developed and launched at the AGC of
Washington in the spring of 2018. The AGC of Washington granted AGC of America the rights to create
a national Culture of Care campaign which launched in the spring of 2020. The construction industry has
a responsibility to respond productively and demonstrate that it provides opportunities for everyone to
advance, prosper, and succeed. By taking the Culture of CARE pledge, Rosendin commits to working with
AGC and our industry partners to building an industry that is diverse, safe, welcoming, and inclusive for all.

For Rosendin, this is a natural step and an easy pledge to make. One of our Core Values is “We Care.” But
this Core Value means nothing if Rosendin is not taking defined and measurable steps toward ensuring
that we are a diverse and inclusive organization. In addition to taking the Culture of CARE pledge as a
A Message from Mike Greenawalt, CEO company, the Executive Team and others in Rosendin have personally taken this pledge.

We have also formed a Diversity and Inclusion Committee that is working closely with various departments
to implement training, programs, and initiatives to promote equality and inclusion. The work of this
committee and our motivation in establishing it are detailed in this issue of our newsletter.
So, what does all of this mean to you?

Over several months, the Executive Team has been It means that Rosendin is actively taking steps to ensure that every employee at our company has the
working with the newly-formed Diversity and Inclusion opportunity to reach their full potential. Part of these actions includes the launch of Rosendin’s internal
Committee to evaluate how Rosendin can address the Culture of Care program to promote equality and diversity here at Rosendin. In the coming weeks and
imbalances in our company. As employee-owners, we felt months, Rosendin will begin providing training in the areas of implicit & unconscious bias, how to be an
that now was the right time for uncomfortable introspection, effective champion and ally for those who experience discrimination, and how to advocate for, build, and
conversations, reflection, and discussions. maintain a culture of inclusion. I, along with the rest of the Executive Team, am asking you to live our Core
Value of “We Care” more deeply than ever before. I invite all of you to visit our Culture of Care page on
When I sent out the email a few months ago about Rosendin and our website to take the pledge and commit to helping build a culture that is diverse, safe, welcoming, and
our commitment to diversity and inclusion and standing against inclusive.
discrimination, I received a significant amount of feedback. It
was honest and, in some cases, hard to hear. However, this Mike
feedback was incredibly valuable and has helped guide some
of our decision-making as we work to implement measures
across the company. I pledged to you all in January that I
would lead Rosendin into our next 100 years and continue to
make sure that this is a company of which we can all be
proud.

4 The Feeder | Issue 3, 2020 Issue 3, 2020 | The Feeder 5

4 The Feeder | Issue 3, 2020 Issue 3, 2020 | The Feeder 5