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We also know that over the last five (5) years, our focus on Lean earned, on average, 30% more than non-employee-owners, and
construction as a business model has improved our financial low-income women who were employee-owners saw, on average,
results and collaboration across the company. Lean concepts and 24% higher pay than their non-employee-owner counterparts."
tools can deliver positive economic outcomes. Still, the uneven Rosendin’s craft labor are members of the IBEW, and we believe
delivery of results is primarily due to how you treat people within in the labor movement. We see the value in providing good wages,
the system. It requires that we be intentional in moving the hearts benefits and a safe work environment. IBEW collective bargaining
and not just minds towards collaborative building methods. The agreements provide equal wages and benefits for all workers
way Rosendin moves hearts is through our Purpose, Mission, within the same job classification. We work closely with the IBEW
and Core Values and a strength-based model of leadership and to ensure that those employees and families know that we want
collaboration. We believe everyone is a leader from the position them to work, grow and lead within Rosendin. They are a part of
they hold, and we see people as individuals with a contribution. this company and a part of what make us strong.
We then encourage, develop, and create stronger teams and
create a more inclusive environment. In addition to financial equity we are focused on identifying
barriers we have to advancement and removing those. The current
WHAT ARE YOU DOING TO BUILD EQUITY? focus is in the access and availability of our training programs
and in identifying barriers to access and in supporting managers
Research into ESOPs has found that they benefit women as they encourage their employees to take advantage of these
and historically marginalized racial groups. According to one programs that create opportunity for growth and promotion.
comprehensive study on the topic, "employee-owners of color

Rosendin has Zero Tolerance for discrimination.

Mes Nacional de la Herencia Hispana (National Hispanic Heritage Month) is
held each year from Sept. 15 - Oct. 15. It is a time for our country to recognize It is our responsibility as a leader in the building
the contributions and influence of Hispanic Americans to the history, culture, and
achievements of the United States. At Rosendin, this month has special meaning industry to promote equality and diversity.
because of our founder, Moses Rosendin.
Acts of discrimination, harassment, and/or
Moses and his wife, Bertha, were immigrants from Mexico, who came to the United
States in the early 1900's and started Rosendin Motor Works in 1919. Through racism by or against our team members,
their hard work and dedication, Rosendin grew from a humble home-based motor
repair shop to a California corporation responsible for some of the most prestigious partners, and clients will not be tolerated.
projects in the state. After the Rosendin family sold the company to the employees
in 1992, Rosendin continued to grow, becoming the largest employee-owned design-
build electrical contractor in the nation with offices across the country. Many of
the employees responsible for fueling Rosendin’s continued growth are of Hispanic LEARN MORE AT ROSENDIN.COM/CULTURE-OF-CARE
heritage, as Mr. and Mrs. Rosendin. https://www.rosendin.com/culture-of-care
8 The Feeder | Issue 3, 2020 Issue 3, 2020 | The Feeder 9

8 The Feeder | Issue 3, 2020 Issue 3, 2020 | The Feeder 9