Developing and promoting opportunities for advancement for women, BIPOC, and LGBTQ+ members of the Rosendin Family.

The construction industry is historically known as an industry dominated by white males. Statistics show that women make up only 9% of the construction workforce in America, with racial minorities making up approximately 20% of the construction workforce. The numbers for LGBTQ+ are more challenging to quantify. At Rosendin, we are proud that 23.5% of our company's leadership is female. However, these numbers are not where they should be. Our CEO engaged FMI to assist in developing our future leaders by establishing a Leadership Academy overseen by Rosendin's Training Department and Executive Committee. The Leadership Academy (TLA) requires a tremendous commitment from participants and time and attention from Rosendin's Executive Committee in helping grow these leaders. TLA is a rigorous program designed to build Rosendin's Senior Leadership pipeline. Those typical roles are senior managers, senior field leaders, and department leads. They are usually individuals who spend more time managing people and teams than managing tasks. Participants typically spend two years developing the skills necessary to become a leader at Rosendin. TLA program originally had participants nominated based on employees who were already in leadership classes, had served on committees, or already in leadership positions. To make the process more equitable, Rosendin implemented a self-nomination process, which positively increased the diversity of applicants for TLA.

Diversity, including the percentage of women; black, indigenous, and people of color (BIPOC); and LGBTQ+ employees in Rosendin, have increased overall. The self-nomination process for the Leadership Academy has resulted in 19.7% of the applicants being female, rising from the previous year's total of 4.1%. The number of minority applicants also increased from 12.5% in the last class to 30.7%.

Salina Brown, Director of Corporate Marketing