Page 6 - Q3_2020_Rosendin_Corp_Newsletter

ROSENDIN IS We Care. We Share. We Listen. We Innovate. We Excel.

ZERO Rwho work at Rosendin. The committee is tasked with helping Rosendin will continue to identify and remove barriers or implied

osendin's Executive Team established the Diversity and
barriers that may keep an employee from feeling like they belong
Inclusion Committee in July 2020. Committee members
and strongly discourage acts that counter these efforts. To fulfill
were selected to represent the diverse body of individuals
its core value of "We Listen," the company will also provide
avenues for employees to report discretions anonymously. This
Rosendin's executive leadership understand the challenges
and barriers faced by employees of Rosendin and our industry
will allow individuals and teams to be properly educated about
TOLERANCE services, and investments need to be made to create a more WHAT IS DIVERSITY, EQUITY AND INCLUSION FOR THOSE THAT
how these behaviors can be harmful.
partners. They are focused on helping identify what programs,

inclusive environment where everyone knows they belong.

ARE NEW OR JUST HEARING ABOUT IT?
Over the last five (5) years, Rosendin has been focused on creating

a Lean culture focused on Respect for People and Continuous
Diversity is the quality of being different or unique at the
Improvement. Rosendin has not only narrowed the focus of
individual or group level. Now equity is the pledge of fair
the mission for the company, but we have also focused on our
treatment, opportunity and advancement while striving to
Core Values and what it means to be a part of Rosendin. This
identify and eliminate barriers. Lastly, inclusion is the act of
investment in our culture and our people has been a part of our
DNA since we were established.
beneficial.

Since 1919, Rosendin has worked towards creating a welcoming
WHAT DOES DIVERSITY AND INCLUSION MEAN TO ROSENDIN?
work environment focused on building people and communities. bringing together and harnessing the differences in a way that is
The decision to expand training programs and develop new
initiatives aimed at promoting equity for all was guided by the Our business strategy is built on our Purpose, Mission, and Core
company's core values of "We Care. We Share. We Listen. We Values. Diversity and Inclusion is not an add-on to the strategic
Promoting diverse, safe, welcoming, Innovate. We Excel." Here are some of those programs. objectives of the company. Instead, they must live in our Purpose,
Mission, Core Values, our ESOP culture, and our strategic goals.
Rosendin is a proud sponsor of the Culture of Care initiative, We are focused on Invest in the Best, and we know the focus can't
and inclusive work environments for all a movement from Associated General Contractors of America merely be on building the Diversity numbers. We must be focused
(AGC) to address the unique challenges of social injustice in the
construction industry. To show We Care, leadership took the on creating an inclusive environment first. It must be a place
where someone can exist, can thrive, and can excel.
Culture of Care pledge and encourages its 6,500 employees,
business partners, and clients to do the same. Rosendin believes Inclusion is the North star for Rosendin. All voices are represented
that our people should not only be safe when on our projects or in at the table and the individual is free to bring themselves into the
our offices but that we should be helping the industry transform. discussion. Unfortunately, when people think about diversity and
Therefore, in conjunction with our partners, we will be rolling out inclusion they begin to focus on gender and ethnic representation.
a Culture of Care on all our project sites and offices. Culture of When this occurs people, who don’t fit that model begin to feel
Care is a commitment to building an industry that is diverse, safe, like they are excluded from the conversation, but they are not.
welcoming, and inclusive for all. People are diverse in a multitude of ways. People are diverse
in their age, their geographic location, their life experience,
Company leaders will expand training through its "Respect for their communication style, their status in the community. This
People Program" to educate more employees about unconscious means that when someone believes, feels or thinks they have
bias. Since 2018, more than 1,500 employees have taken the Core been excluded and take their thoughts and feelings off the table;
Clarity Personal Discovery program to learn about themselves, Inclusion has left the building.
IT IS OUR RESPONSIBILITY AS A LEADER IN THE BUILDING INDUSTRY TO deal with change during the pandemic, and support one another.
We are now preparing to take the next step in our commitment
PROMOTE EQUALITY AND DIVERSITY. WE ACKNOWLEDGE THE ENTRENCHED to Respect for People. In 2021, we will roll out an addition to the WHY DOES DIVERSITY MAKE A DIFFERENCE IN A COMPANY'S
program focused on digging deeper into our frames and lenses
RESULTS AND BOTTOM LINE?
RACISM OF OUR SOCIETY AND THE RESULTING INEQUALITIES IN OUR CRIMINAL and addressing unconscious bias. Our focus over the last 2 years Studies have shown that diversity of thought and lived experience

is something to be proud of, a demonstration to the world of what
JUSTICE SYSTEM, EDUCATION, COMMUNITY SERVICES, AND HEALTHCARE FOR We Care means, but this work is never finished. brings increased creativity, fosters innovation, and leads to better
decision making. We pride ourselves in the work that we do. The
Trainers are developing new programs and expanding existing origins of Rosendin begin with the Rosendin family, a minority
BLACK MEN AND WOMEN AND PEOPLE OF COLOR. ones aimed at building a more diverse workforce. For example, family focused on building a family-owned company. They are
anyone who meets the requirements for Rosendin Leadership
Academy may now apply. Rosendin Leadership Academy has an early example of a family carving out a place and space in the
world that would include their contribution to society. This is the
trained over 34 people for higher-level positions within the essence of who we are, and the result is a company that has a 100-
company since 2014. year legacy with a focus on the next 100.

6 The Feeder | Issue 3, 2020 Issue 3, 2020 | The Feeder 7
6
6 The Feeder | Issue 3, 2020 Issue 3, 2020 | The Feeder 7