Ken Billups is the vice president of economic inclusion and social impact based in Los Angeles, California, where he is currently leading inclusion and community engagement for Intuit Dome. His strategic approach of actively engaging with the community to prioritize education, empower local businesses and foster transparent communication results in meaningful contributions to the city of Inglewood.

1. Tell us a bit about yourself – your role and career journey   

My journey began in my hometown of Los Angeles, where I was born and raised in a town called Inglewood. After completing my education, where I majored in business at Florida A&M University, a renowned historically black college and university, I returned to Los Angeles to embark on my career in the nonprofit sector. I started as a community organizer and leader, landing my first role overseeing the business inclusion and workforce development program for the Inglewood Unified School District (IUSD).

Subsequently, I transitioned into the private sector, focusing on inclusion initiatives in the construction and infrastructure sector.  Around two and a half years ago, I joined ArchTam Hunt to lead inclusion and community engagement initiatives for the Intuit Dome in my hometown of Inglewood, California and now as Vice President of Economic Inclusion and Social Impact for the LA Metro and Southern California area.

2. Talk to us about your work in the City of Inglewood, how have some of these projects and initiatives responded to the challenges and issues faced by the local communities there?

For our work in the City of Inglewood to be impactful, we first had to deeply understand the challenges, barriers, and needs of the local community. This involved active listening and learning in order to be responsive in our development and deployment of a business inclusion and workforce development strategy and ensure we really engaged with key stakeholders and community members. We prioritized education and youth support, to make sure our projects had a positive impact on future generations.

Our approach was highly strategic and inclusive, particularly in the empowerment of minority and local businesses. We made deliberate efforts to prioritize local residents, offering opportunities in the building trades and careers in construction. Open and transparent communication with the nearby community was vital to minimize construction-related disruptions. We also got actively involved in the community by supporting local block clubs that we call the ‘Good Neighbor’ program, which incentivizes and supports local neighbors, developed the first ever pre-apprenticeship program for IUSD — providing a starting point for local residents to enter skilled construction jobs, and supported the Inglewood Unified School District, by actively participating in after-school programs focused on architecture, construction, and engineering.

Our approach, emphasizing inclusion and community impact, was well-received by the local community. We continue to do great work, both within the projects we undertake and within the broader community. These efforts are instrumental in shaping a positive work culture in the communities we serve, aligning seamlessly with our commitment to ESG.

3. Community and stakeholder engagement is a vital part of urban renewal and regeneration, can you share any specific examples of successful community engagement strategies and their impact?

Successful community and stakeholder engagement starts with active listening and learning. At Intuit Dome, we organized various formal and informal events to understand the surrounding communities and cultures better. This insight influenced our decisions, including design choices and construction schedules that pertain to the sensitivity of the project that’s in the middle of the urban community.

Additionally, we were dedicated to being responsive to the needs and commitments that we had to the community. This included commitments to minority and local businesses, as well as ensuring the active participation of women in the trades related to our project. Our responsiveness extended to collaborating closely with key stakeholders, including faith-based organizations, city leaders, local businesses, and neighborhood block clubs, all of which contribute to the success of the project.

4. Business inclusion, workforce development and leadership are 3 vital ingredients in improving social equity. What are some of the best examples of these that you’ve seen across the industry?

At ArchTam, we take pride in our approach to business inclusion, workforce development and leadership. We’ve found ways to minimize barriers and maximize opportunities. We go a step further by investing in the marketplace and building capacity. When it comes to workforce development, we’ve identified strategic partners to collaboratively build opportunities for careers in construction. We focus on exposing the youth to various career paths within our industry and developing the future workforce.  We’ve also been very strategic about how we engage key stakeholders to ensure that they’re part of the success of the project.  

5. In your experience, what are some of the key elements in establishing successful strategic partnerships to advance equity, diversity and inclusion within a community?

We always say equity is a verb, but it starts with our leadership. Effective leadership is not only a commitment but an action. At Intuit Dome, we have a great leadership team that has embraced these commitments and ensured that our trade partners also adhere to these principles. So, equity is very much a part of leadership commitment.

Secondly, strategic partnerships are crucial. Equity is a team sport — it cannot thrive in isolation. It’s about leveraging expertise and resources to be able to identify the right trade partners that can work on the project because in this space, innovation happens through collaboration. The key elements — strong and accountable leadership coupled with strategic partnerships — create a framework where social equity can advance, leaving a lasting impact on projects and communities alike.

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I had also met two World War II veterans that frequent the post and, over time, developed a bond with them. My friend had an inspiration one day in June that he wanted to take our two veterans, along with other veterans in the Houston area, to New Orleans on an all-expenses-paid vacation to visit the World War II National Museum. He asked if I would be interested in helping him raise funds to make this happen.

I reached out to Sandra Broughton, our global head of Travel, and Travis Boone, our West Region Executive, and asked if ArchTam would consider donating points for the veterans who were interested to stay at the new Hilton Higgins Hotel, which is affiliated with the museum and located directly across the street. Without hesitation, both agreed to reach out to leadership and within a couple of days, I was given the okay.

With the help of a couple additional friends, we began fundraising and were able to support the 12 veterans and their families that would be traveling with us. We raised enough money to add an additional night as well as set up first class transportation on a coach bus, reserve a locally famous restaurant for their celebratory dinner and provide small excursions while we were in town. Necessary precautions were taken in making this trip happen while COVID cases were on the rise, keeping the families informed on all that we were doing to keep our heroes safe.

But despite these efforts, there were circumstances that were out of our control. Our trip was scheduled for August 27 and two days before departure, Ida began her path straight for New Orleans. We ended up traveling with seven veterans since several canceled due to the storm.  One of the veterans who decided to join us was 100 years old and laughed at the idea that he would stay home because of “a little rain.” These men are tough!

As people from the Gulf Coast, we are familiar with storm paths and monitoring the models. We spoke to locals at the museum and decided that with the forecasted Monday afternoon landfall, we would go ahead and make this weekend trip happen for our veterans. We left at six o’clock in the morning on Friday with a full police and military motorcycle escort, who ushered us the entire six-hour drive to New Orleans. As we watched the storm intensify quickly, we had to make changes. We were able to get to the museum a day earlier and get clearance to leave after just one night in The Big Easy, but it was a trip these veterans whole-heartedly appreciated. The road home took 18 hours but they were on a comfortable bus with their families, fully stocked with food and water (and a bar because they LOVE to drink) as well as a bathroom, games, pillows, music and, most importantly, memories. Not only did they not complain once, but they got off the bus and asked when the next trip was leaving.

I was blessed to have this trip supported by ArchTam as well as my colleagues. My family was able to travel along with me and my sons, who are 14 and 16, told me it was an experience they will never forget. We all sat at dinner shedding happy tears, watching these great men who’ve done so much for our country, just enjoying the experience.

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In many ways, I am glad that there is a designated month to celebrate the many achievements and contributions of Asians and Pacific Islanders in the U.S. and Canada. The AAPI Heritage Month was first signed into law in 1990 by then U.S. President George H. W. Bush, making May of each year Asian/Pacific American Heritage Month. This was later renamed to AAPI Heritage Month in 2009. The Canadian government signed an official declaration to designate May as Asian Heritage Month in 2002.

On the other hand, I am sad and distressed that it took attacks on people of Asian and Pacific Islander ancestry for AAPI Heritage Month and AAPI societal contributions to receive greater attention. Although people of Asian and Pacific Islander descent are similar in their backgrounds and experiences, they are also highly diverse and much of this diversity is not recognized. According to the Asian Pacific Institute, the term “AAPI” includes “all people of Asian, Asian American or Pacific Islander ancestry who trace their origins to the countries, states, jurisdictions and/or the diasporic communities of these geographic regions.”[1] The United Nations notes that 48 countries comprise Asia.[2]

However, I am excited to share insight that I have gained over this year’s AAPI Heritage Month in the hopes that it inspires others to become more active in cultural moments.

As part of ArchTam’s ongoing equity, diversity and inclusion programs, the company hosted a panel discussion earlier this month for AAPI employees and allies in the U.S. and Canada. We also held a “Real Talk” session in April for employees of Asian descent to openly discuss their feelings about the increase in anti-Asian hate crimes, and how they can be supported.

Below are some key discussion points from these two events.

Culture has greatly affected and continues to affect the speakers’ experiences.

People of Asian descent are often taught to assimilate, work hard, be modest and humble, and not cause trouble. Although this may have been an advantage in school, once in the workforce, many are told they are too timid, shy and not authoritative enough, which can lead to some people not being given credit for their work or being passed over in getting promoted.

Part of these cultural values, one speaker noted, is thinking of others before oneself. She attributes that value to her ability to relate with and work well with others – an important personal trait that has been recognized in her work and in her professional roles.

Challenges can be overcome.

Although feelings of belonging have been a challenge for many, several speakers encouraged their colleagues to break out of their shells and be more assertive. Speakers added that they can contribute more in one-on-one settings if stepping outside of their comfort zones in a team or group is too big of a first step. Then, eventually, they can start to work towards being more vocal in team settings.

Invisibility and lack of representation is a common challenge for many of Asian and Pacific Islander descent. In a recent survey by the nonprofit organization, Leading Asian Americans to Unite for Change, 42% of Americans surveyed could not name a well-known Asian American.[3]

It was also acknowledged that being Asian and a woman could be a double challenge, as one must simultaneously overcome the cultural and societal norms and prejudices that are affiliated with both groups.

Panelists provided several recommendations for being more visible. A couple of the panelists invoked the Golden Rule of “doing unto others as you would have them do unto you,” such as giving credit to others and reflecting on one’s own perspectives while being mindful of comments and approaches. Another reminded the participants that careers take time and are not created in a day, so a foundation in a professional setting always involves doing good work and establishing relationships with clients, teaming partners and colleagues. Then, they can become more visible in the workplace as these clients will want to work with them again and again.

Allyship is welcome.

Because Asians are often viewed as the model minority or have not been as vocal as others, some may mistakenly perceive they do not need or want support. Quite the contrary – speakers in both events emphasized the need for support and welcomed allyship. Several enforced their individuality in describing their heritage: place of birth, English as a first or second language, their upbringing, and understanding of their heritage. However, they want to be listened to and heard. Even if it makes others uncomfortable or unsure of how to respond, just making them aware builds a sense of support.

I am grateful we have opportunities to celebrate our heritage at our company. Join me in celebrating the amazing contributions of the Asian and Pacific Islander community in our industry, our cities and our culture.  Lastly, I would like to thank my colleagues for participating along with me as speakers and moderators at the two events:

Starting with the top row, from left to right:

• Abunasar Azad, Software Development Manager
• Terri Choy, Chemistry Sr. Manager
• Wendy Lau, Risk Management Lead, US West
• Andrew Liu, Senior Vice President, Director of Growth, US West Transportation
• Qi Ma, Water Resources Engineer
• Amy Pang, Associate Vice President, Marketing
• Lusanna Ro, Vice President and Assistant General Counsel
• Sharon Tsay, Associate Vice President, Hydraulic Modeling Technical Lead
• Nicholas (Nico) Valenton, Transportation Engineer
• Joanne Wang, Sr. Environmental Planner
• Heather Zhao, Project Manager

[1] https://www.goodhousekeeping.com/life/a35711434/asian-american-pacific-islander-difference-aapi/

[2] https://www.worldometers.info/geography/how-many-countries-in-asia/#:~:text=There%20are%2048%20countries%20in,according%20to%20the%20United%20Nations

[3] https://www.nbcnews.com/news/asian-america/survey-finds-42-percent-people-u-s-can-t-name-n1267283

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Our panelists included, from left to right:

• Drew Jeter, global business line chief executive, Project Management
• Belinda Butler, safety director, ArchTam Tishman
• Bridget Ssamula, senior director, Strategic Pursuits
• Donnie Seward, Jr., vice president, U.S. East regional practice leader, Environment

Below are three takeaways that resonated with participants.

Have conviction and clarity in your purpose

Belinda shared that in her career she has experienced many highs and lows—and managing them had to come from within. “If you have not established what your purpose is, when you go out and you’re met with challenges, then you are easily discouraged,” she said.

Being a Black woman in construction in New York City, she has navigated challenges over the course of her career such as being told no, being passed up for promotion, and not being acknowledged for her hard work ethic. But having a clear purpose of what she wanted to achieve kept her from being dismayed or deterred by the lows and negativity. She said, “Once I committed to my purpose, I was able to stand on that and say, this is what I’ve decided to do and I’m going to see it through.”

Be your authentic, true self

Donnie reflected on moments in his career when he felt he needed to pause and reconsider his approach when expressing his opinions in professional settings in order to be accepted. Over time, he realized that he and those around him benefitted the most from his authentic self because that was his unique, individual contribution to give.

Overcoming that barrier mentally and socially has empowered him to be the effective leader he aspired to be when he started with ArchTam nearly 22 years ago. Now, he strives to create the type of team environment where being your true self is supported and encouraged because you care about those around you and want them to recognize their contributions are valuable.

“People don’t care how much you know until they know how much you care,” Donnie said.

To grow, you must engage others

Drew shared the importance of surrounding yourself with people who will give you genuine, honest feedback. “We tend to be more in touch with our strengths than our weaknesses,” he explained, “So it’s good to have folks in your life who can be honest with you.” Being aware of how you can improve and then putting that knowledge into action is how you grow in those areas.

“We need to be able to identify the people in your career who can train and mentor us,” Bridget added. “You have to map these people because they’ll help you along the way. They will mentor you. They see you – more than just your skin color. They see your work ethic, they see your competence, they see your potential.”

Bridget said that one of the obstacles she had to face was to identify those she could trust with her career journey. “We also have to be honest and steer clear of those who cannot look past their unconscious bias,” she said. “I need to be able to get into an environment where I will be able to shine. And when you shine for [your mentors], they will walk with you.”

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Building Diverse Talent

To tackle the world’s most complex challenges, we attract, hire and develop talented people of all backgrounds, and ensure inclusivity and fairness in our sourcing, interview and hiring processes. Through our partnerships with nonprofit organizations and universities, we offer robust internships, graduate development programs and volunteer opportunities that help give underserved populations access to STEAM education.

Enriching Communities

Our Blueprint for a Better World platform reflects our responsibility to champion equity, diversity and inclusion in our communities through pro-bono work, volunteerism, philanthropy and strategic partnerships with global nonprofit organizations like Engineers Without Borders and Water for People. We deepen our engagement with communities through our commitment to supplier diversity, providing leadership to ensure that diverse-owned businesses are supported and successful.

Expanding Understanding

To help every employee feel valued and included, we’re fostering an inclusive workplace through community-building, training and family-friendly benefit policies. We conduct regular employee surveys and discussions to understand our employees’ experiences and provide a forum for deeper understanding and empathy. Our employee resource groups and networks create a sense of belonging and lead community outreach, and strategic mentorships promote ongoing dialogue and heightened awareness of ED&I issues and opportunities.

Thinking Without Limits

Promoting equity, diversity and inclusion can’t be done in a silo. By cultivating a workforce that more closely represents the clients and the communities we serve, we are able to better anticipate and respond to their needs. Further, we prioritize the social impact and benefits of equity, diversity and inclusion, factoring these considerations into every project we pursue and the innovative solutions we deliver.

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As an ally for equality and inclusion, I feel one of the most important actions I can take is to learn from the experiences of different communities and cultures. In this spirit, I want to share some insights from a recent discussion I had with some of my LGBTQ+ colleagues and allies. The following colleagues shared their voices:

Cristian Bevington (he, him, his) is a senior analyst on the Global Cities team.

Stephen Engblom (he, him, his) is an Executive Vice President and Global Cities Director.

Marissa Farrar (she, her, hers) is Vice President, DCSA People Strategy & Operations.

Wendy Lopez (she, her, hers) is the Texas executive, providing leadership, strategy and growth across all business lines in Texas.

Chris MacDougall (he/him, they/them) is a senior GIS specialist within the Water business line.

How have you felt visible and celebrated by your colleagues or clients as an LGBTQ+ professional?

Chris: Colleagues supported me both formally and informally when coming out, by sharing words of support, committing to make sure I had the resources I needed, and by attending training on the proper use of pronouns. Colleagues and clients alike celebrated my LGBTQ+ visibility through words and actions. It opened the door for me to fully be myself and be even more effective in my roles at ArchTam.

Wendy: While I have been part of organizations where I felt that being LGBTQ+ was only tolerated, ArchTam celebrates the LGBTQ+ community. When Marriage Equality passed five years ago, our CEO Mike Burke immediately congratulated and celebrated with our LGBTQ+ staff. When you are free to come out of the shadows and be your true and whole self, your potential is limitless.

What LGBTQ+ professional organizations or internal ArchTam groups are you involved with and what have you found are the benefits of being involved in this organization?

Stephen: I am an avid supporter of AIDS Lifecycle (ALC) and have ridden in four rides raising over $65,000, with amazing support from ArchTam colleagues. This collaboration with ALC inspired me to sponsor a workshop at my high school in Pennsylvania in which the campus LGBTQ+ group collaborated with the athletic department. This project was very personal for me. When I was a high school varsity athlete, I knew I was gay but felt the pressure of social norms to hide part of myself in the closet and leave part of my potential on the sidelines.

Cristian: I am an active member of ArchTam’s San Francisco Inclusion & Diversity (I&D) Committee and participate in the national I&D group. By being involved, I amplify my voice and the voices of those who feel less able to speak out. I have been fortunate enough to meet, talk with, and learn from incredibly inspiring individuals who remind me how important it is to look beyond our communities and support each other.

What are lessons learned that we can draw upon from the LBGTQ+ movement?

Stephen: My generation of the LGBTQ+ movement stands on the shoulders of those who came before us to fight for the right to be out. The great freedom I’ve been granted to pursue my career and personal life without prejudice requires I work hard to be a visible symbol showing that any LGBTQ+ professional can achieve his, her, or their goals.

Cristian: Key turning points of the LGBTQ+ movement, such as the riots at Compton’s Cafeteria and Stonewall Inn, saw disproportionate representation by trans people and people of color. Because of these members of our community, many of us have the freedoms we do today. We must stand with others who face discrimination and against violence toward them.

Chris: We have made a lot of progress worth celebrating and there is still more work to do. Black voices need further amplification within the LGBTQ+ community. Visibility of our trans and nonbinary fellows are also especially key. The efforts toward equality did not end with Marriage Equality, which mostly centered and benefitted white cisgender people. The movement will always need the help of allies who listen, follow the lead of LGBTQ+ people, and use strength in cooperation with us to effect positive change.

Marissa: There is beauty in the LGBTQ+ community, being a vast one and filled with overlapping and distinct issues and opportunities. It is represented by a series of letters, acknowledging the differences of the community at large. There’s now a + symbol, signifying inclusivity. Furthermore, characteristics such as race, generation, nationality, profession, etc. each subtly impact the person’s lived experience. As allies, it’s essential to recognize unique points of view and be aware that gender identities and expressions partially inform these points of view. We must also own our growth and education. As Chris rightfully calls out, it’s not up to our LGBTQ+ teammates to expend the mental and emotional energy to teach us when there are resources available. Our conversations will be much more fruitful if they don’t have to explain the basics first.

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What inspires you most in your new role as Houston executive?

I have always had tremendous respect for ArchTam as a leader in the global marketplace and especially admire the diversity of our workforce as a large global company. Houston’s client base and workforce are exceptionally diverse and embody an innovative culture that continues to be a growth engine for our region. My goal is for our two local offices to mirror the diversity and inclusion of Houston, which is one of the most diverse cities in the country.

The competition for talent isn’t showing signs of slowing. What sets ArchTam apart as the employer of choice in Houston?

ArchTam’s Houston office is growing. We currently have 28 open requisitions in a variety of disciplines and job levels. As the world’s premier infrastructure firm, our planners, designers, engineers, consultants and construction managers work with visionary clients, partners, colleagues and mentors and our people have access to the largest network of professional expertise in the industry. The variety of our cross-disciplinary work, coupled with the places you can go, make for a dynamic career experience. ArchTam offers talented professionals a scope and scale of opportunities that other firms cannot match. We are proud to employ more than 9,000 military veterans on projects around the world, across professions, disciplines and markets. Their leadership, team-building and analytical skills, coupled with an unwavering commitment to a job well done, are critical in making decisions in the face of uncertainty and ensuring safe operations in high-risk environments.

You’ve been at the forefront of developing revenue growth strategies for a wide range of multi-discipline industries. What strategy delivers consistently, even in unprecedented times?

A successful revenue growth strategy is multi-faceted; it’s the execution of best practices resulting from listening to our clients and applying innovative solutions to overcome their most complex challenges. We are currently advising our government and private clients during the coronavirus pandemic to help prepare for the anticipated economic stimulus. Now more than ever, if I’m doing my job as a leader, I must spend as much time with our customers as I spend mentoring our employees. When our clients are successful, we are successful, with growth being a byproduct.

The city continues to experience rapid growth. How is ArchTam addressing Houston’s changing infrastructure and helping cities ensure they are choosing the right solution at the right time?

ArchTam has been part of the Houston community for 50 years. While we are a global firm, our local employees are Houstonians and experience the changing demands of Houston’s infrastructure. We understand the need to develop smart and sustainable infrastructure. Our teams can leverage advanced technology and shared learning throughout the company to uniquely address infrastructure challenges. ArchTam’s designated Cities practice draws on our diverse expertise from across the company to help make cities better places for the future. As we continue our pursuit for the METRONext Program, a plan of 500 miles of travel improvements to ease traffic congestion, it will be critical to deliver future mobility enhancements spanning multiple ongoing projects that create a universally accessible built environment for Houston.

What does the future hold for the city of Houston over the next 5-10 years?

Based on the past decade, Houston will remain on a growth trajectory into the foreseeable future. The population is projected to reach 10 million in the next 15 to 20 years – the equivalent of adding the combined city population of Dallas and San Antonio to the Houston metro area. Developing the infrastructure to support Houston’s strategy to meet the growing demand is paramount and improving connectivity through innovations in mobility will provide a strategic advantage to Houston to retain and attract new businesses. ArchTam is at the forefront of developing solutions to address these challenges and excited to be part of the future of Houston.

Who inspires you most as a leader?

For me, my inspiration comes from within. It’s triggered by my sense of responsibility to others. I do best in team environments that are fueled by determination and desire to see the invisible and accomplish the impossible, which in turn embodies my passion for leadership.

Staying safe on and off the job is a top priority at ArchTam. What is our company doing to address concerns during this current climate?

In the U.S., ArchTam has quickly and effectively pivoted our global workforce to deliver work remotely in accordance with nationwide mandated stay-at-home orders. Our interpretation of government orders, including in Texas, is that the work we perform is “essential” so our physical office locations remain open for designated employees. We still maintain a considerable number of staff who are working in the field to deliver on projects. In every case, we maintain adherence to CDC guidelines as we prioritize the safety of our people while maintaining business continuity on vital client projects.

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Each March, ArchTam celebrates International Women’s Day globally. Why? Because women’s perspectives, experiences and ideas are critical. In my two decades in this industry, I have experienced both inadequate representation of women in leadership as well as more diverse leadership teams and have seen the difference it makes. I strive to identify and mentor the growing and developing talent in this business, while paving my own path.

In the past year, I took on a new leadership role focused on digital and innovation for ArchTam’s Design and Consulting Services Americas (DCSA). In addition to stepping into this new role, I also joined the DCSA leadership team and am happy to see that several other women joined me at that table this year too. These women lead national business lines and programs, strategy and, most importantly, our people. I could not be more honored to serve beside them. These women raise critical issues and ask important questions. They support and drive productive, meaningful dialogue in meetings so that we discuss issues and hear all opinions on our way to a resolution. It is an incredible experience to look around a room and see women leaders and peers on every side of the table. This is the active and engaged work environment I want and am proud to see at ArchTam.

The ArchTam team at Investor Day

It is no secret that the industry struggles with a lack of diversity, and some sectors, such as coding, are seeing fewer women enter the workforce. However, the evolving industry landscape means that some of the old gender-based power structures don’t apply in emerging fields. Now is the time for people with more diverse backgrounds to establish themselves as experts/leaders in the field. The Digital and Innovation team at ArchTam is working to exert a positive influence on this. We kicked off the Digital Innovation Initiative focused first around celebrating our innovative people and projects. We are working to ensure that our digital and innovation culture reaches every corner of our company and that our staff feel empowered to suggest new ways to solve problems. Internally, we are partnering with our HR Inclusion and Diversity team to develop a joint strategy for inclusion and diversity across the Digital and Innovation initiative.

Externally, our team is assessing opportunities to partner with nonprofits focused on increasing the number of women in STEM fields. I have been involved with the Women’s Transportation Seminar (WTS) throughout my career and have found some amazing mentors through this organization. I am focused on paying that forward by mentoring women inside and outside of ArchTam.

Throughout my career, when I have so often been the only woman in the room, I have found myself gently educating my male counterparts on subconscious biases and generally my insight is well received. Recently, I spoke on a panel, Sponsors vs. Mentors, held at a large regional engineering conference. In response to a question from the audience, I used a few simple examples to demonstrate how meeting interactions often impact women. For example, I mentioned how the suggestions women make in a meeting are often unacknowledged and that several minutes later a man will make those same suggestions. I noted that women are more likely to be interrupted — interestingly by both men and women. I also discussed how many women, especially young women, often do not sit at the tables during meetings — and the impact that could be made if their colleagues invited them to sit with them at the table.

Penn State Transportation Engineering Safety Conference – Mentor V Sponsor panel

Nothing will change if we do not speak up, are not visible and do not take deliberate actions. I believe being a senior-level women in our company who is focused on digital and innovation helps other women within and outside of our company see what’s possible. Being highly visible through social media, conference speaking engagements and visiting our offices and encouraging women to step up also helps to drive gender parity.

Every day I see women taking the lead to bring about a better environment for our clients and for our people. To everyone celebrating IWD this year, should you have the title or just the influence, be the leader that you want to see in this business. That’s what I’m trying to do every single day and I would love to work alongside you.

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We asked our male leaders to share why International Women’s Day is important to them and how they’re contributing to celebrating women’s achievement and raising awareness against biases.

Dave Beddell – Inclusion & Diversity Lead and Strategy & Growth Director for UK&I
As our clients seek more innovative and sustainable solutions to meet the changing needs of the communities we serve, developing a diverse workforce becomes increasingly important. The first IWD event in 1911 was supported by more than a million people who came together to support a common goal of gender equality in what was a very different world than the one we live in today. In 2020, the IWD platform will reach people many more times that number. This year’s theme of #EachforEqual perfectly sums up the concept of allyship; it is about using the power of collective action and shared responsibility to drive positive change. It cannot and should not be women alone who push for gender equality. As a male leader in the industry, as a father and as a human being, I am proud to embrace my role as an ally in supporting equality, inclusion and diversity, both within ArchTam and society as a whole.

Jay Duncan – Senior Vice President, Americas, and Director of Transportation Planning

My mother taught me that capability rather than gender is the most important attribute for progressing in the workplace. As a nurse practitioner and certified physician’s assistant, she showed me that women are just as capable as men — and that biases do exist.

When I joined ArchTam, my manager and three of the six planners on our team were women. It was clear that ArchTam was a strong supporter of women in the workforce and it still is providing women with the same opportunities afforded to men and highlighting the value that women bring to our company, country and the world. Celebrating International Women’s Day is an important way to show this support.

I survey the room during meetings and industry events and at times see less than 5 percent of attendees are women. I am actively working to change this by volunteering to serve on ArchTam’s Women’s Transportation Seminar (WTS) coordinating committee, which works with women to help raise awareness, mentor and advance their industry standing. The tides are shifting, but being a woman in an engineering firm is still challenging. Organizations like WTS are taking proactive steps toward changing the landscape.

Karl Jensen – Executive Vice President, National Governments, Americas

International Women’s Day is important because the ability to share common goals and experiences to influence change is extremely valuable. I joined the U.S. Naval Academy 10 years after women were integrated. I assumed equity was normal. When I got out to the fleet, I realized there was still work to be done. I’m honored to have been in the company of the first wave of female aviators on aircraft carriers in 1994. I remember the ups and downs of the integration, but most of all, that those pioneers were brave and that our team was stronger with them aboard.

When I joined the private sector in 2002, I was surprised to discover how slowly positive progress was being made outside of the Navy. Since then, I have worked for two female CEOs and have increased the diversity of my teams with every position I have held. We should all accept the challenge to cultivate inclusion and diversity. We need more agents of change to achieve gender parity and I am thrilled to be part of the movement.

Billy Wong – Southeast Asia Regional Executive

The power of allyship begets the question: “Who and what is an ally?” To me, allies are people who advocate for others and provide an avenue for each other to build confidence, have share of voice and access to equal opportunities.

At ArchTam, our people display the spirit of allyship in actionable and concrete ways. I am so proud to be part of an organization whose leadership recognizes the importance of diversity and inclusion and takes decisive strides in accelerating leadership opportunities for women. Our words and action are in sync. We ensure equal opportunities are given to competent colleagues, regardless of gender. Whether it is representation at the leadership levels or empowering colleagues who are in various life transitions to continue to stay in the workforce by introducing corporate policies such as flexible working arrangements, ArchTam is investing resources to support its people and make a difference to their lives.

In Southeast Asia, I am proud that we celebrate the achievements of all, regardless of gender. At a recent Singapore townhall, we recognized our top performing employees who are delivering transformative work to our clients. Of the six Quality Excellence Awards, five of them went to our female colleagues. It is also particularly inspiring that our two biggest markets, Singapore and Malaysia, are helmed and led by Jee Yi Yng and Ailee Loh, both outstanding and capable leaders. As country representatives, they are role models to our younger engineers and are now shaping the success of our business and operations in their respective markets.

As we celebrate International Women’s Day, it is especially important that we continue to reward and celebrate the accomplishments of all. Equal opportunities will open doors for our best people to be recognized for their leadership and performance, and ensure excellence in everything we do.

Ed Cettina – Chief Operating Officer, Construction Management

As leaders, it is our job to be actively engaged in building a diverse and inclusive workforce. In the New York Metro region, I’m the executive sponsor and chair of a grassroots employee group, ArchTam Women’s Initiative Network (AWIN), that aims to connect all talent, men and women, through networking events and career development workshops. It has been a privilege to champion this group, guiding their vision and helping to obtain executive buy-in. Our ultimate goal is to have AWIN chapters in all our major metropolitan areas to support and empower the next generation.

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We asked our leaders to describe the importance that inclusivity plays in conjunction with diversity and how they’re helping to drive gender parity.

Helen Carnevale – Communications and Content Specialist, Environment
Inclusivity not only involves inviting a diverse community to the table, but also creating comfortable pathways for all to be heard. As editor of the Environment global newsletter, I’m thrilled to share accounts and images of our women employees across the world in all stages of their careers. Consistently featuring their accomplishments, awards and stories in a global publication advances parity and provides vision to young women employees.

Are you listening thoughtfully to women? Observe who you are and aren’t including in your professional conversations. Work to embrace diverse colleagues; your next great idea may come from someone who originally didn’t have a voice at the table.

Marissa Farrar – Vice President, People Strategy and Operations, DCSA + CM

Innovative companies are inclusive, and inclusive companies are more likely to meet or exceed financial targets because they bring together people with different backgrounds who have varied ways of seeing things. This diversity of thought yields a wellspring of creativity and prevents groupthink, thereby reducing risk.

I’m a spouse, mother of three, Woman of Color, on the cusp of Gen X and Gen Y and prefer pronouns of she/her/hers. I have both the privilege and passion for helping to shape inclusive people processes and cultivating a culture where those people feel valued, respected and safe to speak their minds. I accomplish this by mentoring others, bringing awareness to unconscious bias through learning programs and sharing my own story about the intersection of gender, gender roles, race, generational nuances and parenthood in the workplace. It’s important to take the time to engage with others who view diversity (including gender diversity) and job qualification as being at odds with each other. I love to facilitate these conversations and I aim to create more opportunity for them. When we seek to understand the life experiences that shape our attitudes and keep an open mind to hear and absorb those of others, we elevate the level of wokeness and move the topic of inclusion from words to action.

Wendy Lopez – Texas Executive

As both a female and an out lesbian leader in the historically male-dominated engineering industry, I have the unique opportunity to prove to our employees that it is OK to be yourself and that you are not going to be discriminated against at ArchTam. I also make sure to show up and represent ArchTam in the LGBTQ community.

In fact, one of my favorite recruiting events is ArchTam’s sponsorship of the nonprofit professional association oSTEM (Out in Science, Technology? Engineering and Mathematics), which offers one of the more diverse talent pipelines. This event is important for someone who is just starting their first job and concerned about whether they will see people like them in leadership roles. By having representation of the LQBTQ community at industry events, we’re providing young professionals reassurance that it is not only safe, but also encouraged to be who you are at ArchTam.

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