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.

The post Pride Month Roundtable with our LGBTQ+ Colleagues and Allies appeared first on Blog.

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.

The post Women in Innovation: The Impact of Visibility and Mentorship in STEM appeared first on Blog.

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.

The post #EachforEqual: The Important Role of Allyship appeared first on Blog.

When I started my career, federal planning was a very male-dominated field and sometimes, it can still feel that way. It has been gratifying that some of the most challenging and rewarding projects of my recent career, such as the rebuild plan for Tyndall Air Force Base and the mission-resilience based Installation Energy Plans, have had female leadership from both ArchTam and our clients sides.

The cycle of mentorship, the presence of positive role models and even the less-than-desirable role models have inspired me to create nurturing and collaborative female relationships that focus on solution-oriented strategies to succeed. It has been rewarding to work with like-minded women, inside and outside the company. Rather than simply acknowledging a glass ceiling and stopping there, I choose to encourage female colleagues, looking for direction, to focus on what they can observe and learn from all types of leaders and then …ask! I remain a firm believer in the power of asking for what you want, rather than waiting to be noticed and “given” opportunities

I try to connect like-minded female clients to one another in hopes of fostering a culture of strong female leadership within the field. At ArchTam, we are helmed and directed by strong female role models. Their passion, guidance and strong desire to collaborate has enabled our employees to see their own futures reflected in their leadership and to ask for guidance and opportunity. To help promote and expand exposure to industry role models, we need to keep investing in and encouraging our female colleagues to participate and present at industry events. The Society of Military Engineers, Federal Planners Division and Energy Exchange are examples of great organizations for young female professionals to find role models, develop relationships with peers and grow professionally.

When I reflect on the impact my role models have had on my career, I understand the value of hard work, the impact of accumulated knowledge and power of strong communication skills. In the federal planning practice, military clientele are trained to respond to authority regardless of source. I encourage all aspiring leaders to find their voice to communicate knowledgeable authority and establish leadership agnostic of race, age, gender or sex. Speak up and Ask!

The post Women Role Models in Male-Dominated Industries appeared first on Blog.

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.

The post What’s Diversity Without Inclusion? appeared first on Blog.

We asked our women employee network: What’s the best career decision you’ve ever made? From associate vice presidents to senior engineer consultants, here’s what they had to share.

 Ready for your next big career move? Browse our Careers site and sign up for our Talent Network to stay in the loop on new opportunities.

Amy Canfield – Associate Vice President, Transportation

I attribute a lot of my success to identifying mentors early on in my career. I’ve proactively sought out relationships with people in positions I aspire to and I’ve been fortunate to have several people take me under their wing. The advice, cautionary tales and relationships they helped me foster have shaped my career goals. I’ve surrounded myself with allies who truly care about me and support my ambitions — both professional and personal. I don’t work in fear and because of that, I’m happy, I take chances and I’m not afraid to dream big.

Dana Al-Qadi – Senior Engineering Consultant

The best career decision I ever made was realizing that careers are hardly ever built on a single decision. Careers are the culmination of all the times we decide to say “yes” — a tiny word that can lead to immense change. I have benefited from saying yes to working in new disciplines, investing in my own technical growth in emerging areas, prioritizing learning from our many experts and committing my time to mentorship and team growth. Even when opportunities do not immediately seem like they fit in the larger goals of your pre-planned career, they can still be incredibly valuable.

Maria Ivanova – Architect
The best career decision I’ve ever made was to join the graduate development program in Continental Europe. It introduced me to new people in various roles who had different expertise. I’ve learned that expanding my network is one of the most powerful development tools. Collaborating with and learning from others has helped me become more confident, both personally and professionally — I was able to settle in to a new role in Kazakhstan with ease. I am now a big advocate for the graduate development program and lead initiatives to bring more talent to the Eastern Europe region.

Amineh Ahmad – Senior Engineer, Project Controls

My career path with ArchTam started in 2015 as a graduate project controls engineer, where I supported design projects and had the opportunity to work with an amazing project manager who later became my mentor. The best career decision I’ve ever made was during my second year — I had a choice to continue on my current path or join the civil infrastructure end market. The idea of changing end markets was terrifying because it involved a transition from residential and healthcare to ports and bridges. I also had to consider the established relationship with my mentor. Ultimately, I decided to make the shift because of the new challenges that my new work profile and projects would bring. Making this change helped me gain confidence and increased my sense of accomplishment at work.

Bryony Martin – Regional Director and B+P UK&I Aviation Market Sector Leader

The best career decision I ever made was to get a mentor. My first mentor was a director working at ArchTam, but on a completely different team. Having someone to bounce ideas off of was hugely valuable; I was lucky that my mentor had faced many of the challenges that I was facing, was very successful in her career and was formidable in her approach to work. She challenged me to think differently about work and life! She has been one of the most influential and inspiring people in my career. Ever since building our relationship, I have been a huge advocate for the mentoring process, and I have learned to accept constructive feedback and use it to improve my skills and reflect on the impact I make.

Elke Watts – Operations Manager

The best career decision I’ve made has been to say “yes” to things outside my comfort zone. I joined ArchTam as an environmental scientist in 2014. After a few years managing projects and delivering technical work, I wanted to explore doing entirely different things. When opportunities to work on new projects within the business became available, I took the chance to branch out. The unknown can be perceived as risky, but by saying yes and opening myself up to new tasks, I secured an amazing job working with a team that I love. The ANZ Operational Services team has allowed me to work with a diverse group of people and on challenging projects — ultimately making me a very happy employee! Change is constant. Don’t be afraid of it. You don’t want to be the person whose heels are in the mud when the wagon starts pulling you in different directions.

The post STEM Career Spotlight: Our Choices Shape our Journeys appeared first on Blog.

When I graduated with my master’s degree in communications, I didn’t expect to join the architecture, engineering and construction industry. In fact, my studies ranged from product marketing and public relations to pop culture and hip-hop.

Since 2011, it’s been an incredible experience building my career in the transportation market and being part of the impactful work we get to deliver. During that time, however, it also became clear that there are not enough women in our sector.

Because I’m a communicator, I’m always watching for emerging trends across industries and searching for lessons learned that we can apply to ourselves. Going back to my graduate school work, I could not help noticing the gender balance similarities between our industry and hip-hop. Yes, they seem unrelated, but the hip-hop music industry is, historically, one of the most male-dominated professions in the world. And that’s where I found my most recent inspiration in the meteoric rise of one very notable female rapper – Cardi B.

Cardi B’s ascension to stardom will go down in the history books as she continues to chip away at hip-hop’s glass ceiling. Just to name a few accomplishments, she is first solo female artist to win best rap album at the Grammy Awards and the first female rapper with two Billboard Hot 100 No. 1 songs. Although she has sparked controversy with her opinions on politics and spats with other artists,  her approach to disrupting her industry has universal relevance. As women working in a world both designed and built by men, there are (at least) four things we can learn from Cardi’s challenge of hip-hop’s status quo:

1. Authenticity is a valuable asset. She built her brand by sharing personal reflections on social media, often on her struggle to survive in fields where the value of women is assessed by men. Often times, women are pressured to reign in our emotion for fear of being perceived as emotional – and that often extends to our relationships with other women at work. Being authentic about the struggles we face and overcome is not only valuable to our personal brands, but also opens the door to continual, transparent conversations about gender in the workplace that are vital to enacting change over time.
2. When you find your platform, use it. As women in a male-dominated industry, particularly when we find ourselves in positions of leadership, we should lean into the opportunity to hold the door open behind us to ensure that other women are able to walk through it. Whether this is serving as a mentor, allowing flexible schedules for staff to accommodate family needs, or supporting organizations that fuel young women’s passion for STEAM, we should leverage every opportunity to advocate for other women.
3. Power through your doubts. Cardi found out she was pregnant during one of the most critical moments of her budding career and publicly shared fears that having a baby would undo all of the success she worked so hard for. She reports that her then-boyfriend, now husband assured her that her success was secure due to her authenticity as an artist and relatability amongst her fan base; and he was right. Instead of giving into our doubts and fears amidst challenges, we need to surround ourselves with positive people who encourage us to power through and continue striving for greatness.
4. Make money moves. Cardi is not shy about saying that making money – lots of money – is why she works harder than anyone else in the business. In additional to institutional gender discrimination, one of the reasons women make less money than men in the same roles is because men tend to be more like to ask for more career-building opportunities, higher pay, etc. than women are. We should not be afraid to assert ourselves and advocate for our value in any space at the office, but most importantly during our yearly reviews. Women should be more empowered to advocate for ourselves at the professional level.

Cardi B, like so many of us, had a number of setbacks along her path to stardom, but she powered through regardless; often citing the desire to build a better life for her family as her reason for perseverance. Although our industries are different, I’m inspired by Cardi’s work ethic, dedication toward staying true to herself and overcoming obstacles in her quest to become the greatest at what she does regardless of gender.

The post Unexpected inspiration: What we can learn from women in other male-dominated industries appeared first on Blog.

When I transitioned from the public to the private sector as an urban planner more than seven years ago, I found myself in a whole new world. Not only was I moving from being a client to a consultant, but I was also entering a sector where women are (even less) represented.

According to the American Planning Association’s 2018 Salary Survey, 43 percent of urban planners in the United States are women. While this certainly leaves room for improvement, it is vastly better than women’s representation in the architecture and engineering fields, which was only 14 percent in 2016, according to the US Bureau of Labor Statistics.

I was often the only woman on a project team, at an interview or in a meeting. Looking up the ladder at company organizational charts wasn’t very promising either — it seemed the higher you go, the less women were represented. This problem is not unique to this sector or ArchTam. According to the Pew Research Center, women are underrepresented across the board, from university presidents, to CEOs and corporate board members, to the U.S. Senate. Women’s stark underrepresentation was apparent to me and influenced my thoughts around my own role and future with our company.

Rather than being discouraged by this reality, I found opportunities to find allies, engage and serve and support other women to advance equity and diversity in our workplace.

Copyright 2019 John Livzey

I was and am fortunate that ArchTam is fully committed to the Women’s Transportation Seminar (WTS), a professional organization dedicated to advancing women in transportation. Stephen Polechronis, LA Metro Transportation Business Unit Leader, recommended and assisted me in becoming a board member for the Los Angeles Chapter, where he is also a director at large. I served three years on the Los Angeles Chapter board as a chair of the mentorship and membership committees. With Stephen, we launched an executive mentorship program that helped women connect with senior executives throughout Los Angeles and learn how to break the glass ceiling.

I’m now serving my second year as a mentor for the WTS Bay Area Chapter, repaying the assistance to the WTS community that was invaluable to me. Through WTS, I have also engaged with and found a network of like-minded women within ArchTam through our WTS Chatter group. WTS helped me expand my network and find allies and mentors (both men and women) who helped me define my own place in the industry. Importantly, it also enables me to connect with and mentor other women entering the field, creating a virtuous loop of support.

Copyright 2019 John Livzey

Over time, I have also had the opportunity to engage with amazing women leaders within ArchTam from the local to the corporate level: Kelli Bernard, Executive Vice President, National Cities Lead; Carolyn Flowers, former national Transit Practice Leader; Lara Poloni, Chief Executive of EMIA; Carla Christofferson, General Counsel; and Heather Rim, Chief Marketing and Communications Officer, just to name a few. These women, their allies, and others like them throughout the company are changing the dynamic at the highest leadership levels. Through their work on issues such as the gender pay gap, their service to community organizations such as those addressing women’s homelessness, and their presence they serve as an inspiration and provide hope for an even more equitable, inclusive ArchTam.

Underrepresentation of women and a lack of diversity in our industry is widespread, however, each of us has a role to play in changing this, and a responsibility to do so. If we don’t represent ourselves and support increased diversity and inclusion, who will? Luckily, with 87,000 employees worldwide there’s no need to feel alone at ArchTam. Find an ally, engage with a professional organization that advances diversity and inclusion and serve and support those you are working with.

The post Want to see more women and diversity at work? Don’t let the statistics discourage you appeared first on Blog.

It’s 2019. We all know diversity matters.

But, what are the actual advantages of a diverse workforce? Why should companies feel compelled to act instead of react to this shift in culture? We’re entering a new world of corporate diversity and inclusion – one that strives to enact real change and provide equal weight to all voices.

The business benefits of a diverse workforce are long-proven. According to McKinsey, companies in the top quartile for gender diversity outperform their competitors by 15% and those in the top quartile for ethnic diversity outperform their competitors by 35%. That means diversity is an actual competitive differentiator – a strategic positioning tactic that an organization can use to advance its market position.

Why is this? Whether it be in the office, on a project site, or in the board room, when everyone comes from similar backgrounds and experiences, creativity is inhibited. People of varying genders, races and ethnicities think differently – and that’s a good thing. Geographical, educational, sexual, political, economic and age diversity lead to better problem-solving, diverse viewpoints and innovative practices. Competitive differentiators!

ArchTam recognizes that its diverse practices set it apart. By building diverse teams and creating inclusive environments, employees are empowered with the autonomy to reach their full potentials.

Meeting market demands

The war for talent is at an all-time high, particularly in the construction industry. Candidates have more options than ever for employment. Inclusive environments rank high on their lists of ‘must haves’ – particularly among young talent. To be attractive, companies need to step up diversity efforts to appeal to this next generation of applicants.

Clients that value diversity expect their partners to, as well. Many of ArchTam’s top strategic accounts have diversity initiatives in place and are committed to diverse representation on their boards. It is critical for companies to show their commitment to diversity by establishing programs with achievable goals, tracking progress and communicating initiatives not only within their own organizations but also with clients, partners and outside audiences.

ArchTam seeks to attract, recruit and retain the brightest, most imaginative talent in our industry. That’s not possible without established diversity and inclusion advocacy programs. In 2015, ArchTam set a goal to double women in leadership positions by 2020 — and we’re making progress to achieve this!

Fostering inclusion

For hiring, not only do we strive to attract diverse candidates, but we also try to assemble a diverse hiring panel. This isn’t just about gender or ethnic diversity – bringing in people from different departments and qualifications not only demonstrates the breadth of an organization’s talent to potential candidates, but affords the hiring organization added perspective throughout the decision-making process.

Once new hires are on board, it’s critical to continue these inclusion efforts. Every single employee should understand how they can progress in their careers and climb the ladder internally. It is imperative that we connect women and minorities with role models they can identify. Equally as important as mentors are sponsors. Having someone at the decision-making table who can advocate for promotions, opportunities and pay decisions is crucial for advancement.

Mentors and advocates have shaped my career from the outset. The people who have influenced my growth have had my back when I was taking risks and were voices in my favor when it came time for bigger opportunities – from suggesting I move across the world for a once-in-a-lifetime project to something as simple as inviting me to a meeting with more senior leaders and allowing me to present my own work.

Innovation culture

Corporate cultures with an emphasis on diversity and inclusion are conducive for out-of-the-box thinking. Collaborative environments are where innovation thrives. Sourcing opinions and feedback from different departments and regions can lead to innovative solutions that add real value.

ArchTam’s Global Challenge is a great example of what happens when employees are encouraged to be an active part of an organization’s innovation culture. I had the absolute pleasure of mentoring one of last year’s global challenge entrants – who happened to be a young woman. Her idea proposes a real solution to a widely-identified issue in the construction industry. What would have happened if she worked in an environment where she was discouraged from putting forth new ideas? Diversity of thought leads to innovative practices that will continue to transform our industry.

We can’t deny that historically, our industry hasn’t been a leader in diversity and inclusion. But in recent years, mindsets have been shifting, leading to better opportunities that welcome all backgrounds and experiences. At ArchTam, we are proud of our diversity and inclusion efforts and accomplishments to date, while also recognizing there is still more to be done. Because embracing diversity and inclusion is not only the right thing to do, it’s good business – better opportunities for employees, better results for clients and better futures for everyone.

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There is hardly a doubt that we operate in a male-dominated industry. While there are commendable efforts to make it a level playing field for all, the speed of progress has been slow.

We have been told to embrace the differences between men and women so that our workplaces are more inclusive. However, I believe that in this age of socio-political polarization, we should also focus on the similarities between women and men, and to embrace what makes someone unique as a person.

We tend to think of gender equality as having equal representation in leadership and new hire intakes, but it is also to do with granting women the same opportunities to succeed in jobs of their choice.

Equity removes any gender-based connotations given to certain traits and qualities, such as social expectation of how a man or woman should act. True equity can be reached only when no assumptions are made about one’s ability or expertise is based on gender, such as a woman being assigned a more nurturing task or role simply because she is a woman.

Interaction Institute for Social Change | Artist: Angus Maguire

Much like the picture shown, performance metrics and opportunities can fail to recognize the intrinsic social framework that people abide by. For instance, women who are returning from maternity leave often have their commitment to their careers questioned when they ask for flexible work schedules or reduced work travel. In a conservative country like India, where I am from and currently based, family responsibilities are often assumed and assigned based on gender. I believe it becomes a greater responsibility for the workplace to aid in creating cultures that normalize more flexible work schedules and encourage equal treatment of parents.

While millennials appear to be more balanced with their parental roles than previous generations, one can only hope that this is trending towards women being given the same opportunities as their male counterparts to lead promising and fulfilling careers. With companies changing their cultures and individuals adopting a mindset where flexible work schedules are a positive thing, I think it would also help in increasing the number of women at the top of the corporate ladder and opportunities for recognition of their accomplishments.

I challenge everyone to celebrate what makes each human the unique individual they are, regardless of gender, and make a conscious effort to discard the behavioral assumptions attached to gender norms.

I am confident that by challenging gender stereotypes, we would make the most of our immense human capital to make the world a better place.

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