Page 16 - Q4_2020_Rosendin_Newsletter

construction industry. It takes meaningful action to • Support and champion employee resource groups as
build a more inclusive culture where individuals are free they launch and become established. Provide allyship
from any form of harassment. A Culture of Care tab was and advocacy for the ERGs to continue to build
created on the company website to give individuals the inclusion and belonging.
option to take a personal pledge. It is a pledge to stand
up against racism, harassment, hazing, and bullying and • Support and participate in recruitment, student
take action to ensure every employee at Rosendin has outreach, and mentoring to be more inclusive and
the opportunity to reach their full potential by building a diverse. Committing to challenging the educational
culture that is diverse, safe, welcoming, and inclusive. institutions and locations we regularly recruit from to
provide more economic opportunity to underserved or
Rosendin’s Culture of CARE initiative is now included in underrepresented communities.
all new hire paperwork, a revised company handbook,
and part of all education and training at Rosendin. As • Support Executive efforts to educate employees
a company founded by Mexican immigrants, diversity, on implicit/unconscious bias. This includes helping
and inclusion have always been part of Rosendin’s DNA. others understand how we see the world, our lived
The Culture of CARE initiative simply reiterates who the experience, and our blind spots need to be addressed
company has always been and who Rosendin will be for and discussed in a supportive and respectful way.
the next 100 years and more. Creating a space where uniqueness is appreciated and
valued.
DEI
DEI COMMITTEE GOALS COMMITTEE GOALS
The goal of the DEI Committee is to push progress • Support Executive commitment and corporate
forward on diversity and inclusion within Rosendin, MPS, resources by participating in developing and recruiting
and in the construction industry. To achieve this goal, the small businesses, women-owned businesses, and
Committee has committed to the following: businesses owned by underrepresented communities
through education and training programs that allow
• Support Executive commitment and corporate them to compete for work in the geographical areas
resources to address talent management practices. This that we serve. Our goal is to provide an opportunity
includes recruitment, onboarding, talent development, to grow their business, develop their employees, and
mentorship, and employee resource groups. Reviewing economically impact their communities.
the employee engagement survey results and census
data to develop action plans and accountability
measures.

16 The Feeder | Issue 4, 2020