INTEGRITY
EXCELLENCE
EXPERIENCE
LEADERSHIP
Maintaining our dedication to the highest moral principles.
Continuously improving the quality of our work and services.
Constantly striving to exceed each client’s expectations.
Providing our people with a challenging, secure and safe environment in which to achieve personal career goals.
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For more than 50 years, Whiting-Turner has been dedicated to the encouragement, advancement and use of minority-owned, women-owned, and small business in the construction industry. It is a matter of policy at Whiting-Turner that diverse and small businesses are afforded the maximum practicable opportunity to participate in the performance of all work. This includes trade contractors and equipment/ material suppliers at any tier. It is also policy that the status of these expenditures be reported to senior management on a quarterly basis. Our commitment goes well beyond the projects for which there are established goals. While we are very proud of our performance in those instances, we are prouder of the fact that 40 percent of our MBE and WBE expenditures take place on projects with no requirements. For decades, Whiting-Turner has set an industry example for strategic partnerships that benefit diverse and small businesses. Alliances with these firms have played an essential role in the success of our business. Currently, we are pursuing design and construction companies that are City of Denver certified minority owned or woman owned companies for a significant project that will be located on Denver airport property. This project is scheduled to start design in the first quarter of 2024 and start construction in 2025.
business plan for the Rocky Mountain Region that it is our goal that the “diversity of our population and leadership closely align with the diversity of the communities that we are engaged in.” To achieve our diversity goals, we focus on both diverse hiring and on retention. We recruit from a broad spectrum of sources by expanding the number of schools we recruit at and are engaging at schools that have higher percentages of diverse populations. We also talk to students at various schools that are pursuing majors other than construction management or construction technologies. Additionally, we work to develop relationships with groups and organizations on university campuses that represent diverse groups of students. We attend national and regional conferences such as SWE, SHPE and NSBE. Our recruiting teams include existing employees from under-represented groups so students feel more comfortable interacting with us on college campuses or at conferences. Our retention efforts include focusing on a culture of inclusion. We support our employees with both national and local Employee Resource Groups and celebrate these groups routinely. Every employee must complete anti-harassment and inclusion trainings that focus on unconscious bias and how to behave in an inclusive manner. We also highlight these topics in our corporate meetings and local trainings.
HOW Hispanic Outreach Work Group
WOW Women of Whiting-Turner
BERG Black Employee Resource Group
17 The Acumen
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