You're Here because You're Black & A Woman

Imagine being told “You're Here because You're Black & A Woman.”

What people are seeing with United States Vice President Kamala Harris is not unique or different. Many other Black women, Latinas and other women of color have been told this numerous times throughout their careers.

In a powerful episode from the Dear Corner Office podcast, where Michele Heyward, founder of PositiveHire, shares a story that underscores the importance of understanding the real challenges faced by women of color in STEM.?

The episode, titled "You're Here Because You're Black & A Woman," highlights the experience of a woman engineer who faced blatant bias from a coworker, ultimately leading her to leave the company.

Despite her qualifications and contributions, she was seen as nothing more than an affirmative action hire—a sentiment that unfortunately resonates with many women of color in the workplace.

Michele poses a critical question to employers in the AEC industry: Are you truly aware of why your Black, Latina, Indigenous and other women of color employees are leaving? Are their experiences being heard and addressed??

The story serves as a stark reminder that bias and lack of support can push valuable talent out the door, leaving organizations at a loss. This is particularly concerning in an industry like AEC, where the talent shortage is already a pressing issue.

As we continue to push for diversity, equity, and inclusion in the AEC industry, it's essential that we don't just focus on recruitment but also on creating an environment where all employees feel valued, respected, and included.?

Let this be a call to action for AEC leaders to take a closer look at their workplace culture and make the necessary changes to retain diverse talent. Your company’s success depends on it.

If your organization struggles with diverse talent retention, you should attend "The Future of DEI in AEC" virtual summit on Friday, September 20 at 10 am ET.

Purchase your ticket today.

Opportunity to Leverage Diversity, Equity & Inclusion for Talent Retention in the AEC Industry

Hey, it's that time again—let's talk about something that's on all our minds in the AEC industry: talent retention. We know how tough it is to keep good people, especially when it comes to BIPOC employees. But here's the thing—DEI isn’t just a checkbox, it’s a game-changer.

We're hosting a webinar, "Opportunity to Leverage DEI for Talent Retention in the AEC Industry," where we'll break down how focusing on diversity, equity, and inclusion can help you hold onto your best talent.

What’s in it for you?

• ISO 30415: Don’t worry if you haven’t heard of it—it’s an international standard that could be your new best friend in DEI strategy. We'll explain how it works and why it matters.
• The Business Case: We’ll show you how DEI isn’t just the right thing to do—it’s also the smart thing to do, boosting employee satisfaction and even your bottom line.
• Real-World Wins: We’re not just talking about theory here. You'll hear about companies that have nailed DEI and seen real results—like higher retention rates and happier teams.
• Take-Home Strategies: You’ll walk away with actionable tips you can start using right away to align your DEI efforts with ISO 30415. Think leadership, stakeholder engagement, and always striving to do better.

Who Should Join?

If you're a leader, HR pro, or diversity officer in the AEC industry, this is for you. We’re talking practical, real-world solutions that can make a difference in your workplace.

So, if you’re serious about not just attracting, but keeping, diverse talent in your company, don’t miss this webinar. It’s time to turn DEI into a retention powerhouse.

When?

You can join this webinar on Wednesday, August 21 at 2 pm ET. (Replay not available.)

Register here: https://us02web.zoom.us/meeting/register/tZEscuutqDMjGNw6NVzXkvFYr1gW45_6LcQ4

Strategies To Overcome Intersectional Struggles of Black Women in Construction

Prioritizing Black Women's Advancement

To truly prioritize Black women's advancement, companies need to commit to addressing the intersectional struggles of sexism and racism that they face. This includes setting representation targets, tracking and sharing progress, and rewarding success. Not only is it the right thing to do, but it's also good for business. Research has shown that diverse companies are more innovative and profitable.

Image: Only a meager 7% of companies set representation targets for both gender and race, demonstrating a clear lack of commitment to advancing Black women in the workplace. (Source: McKinsey&Company)

It's time for companies to take action and make Black women's advancement a business priority. Clear goals, consistent measurement, and accountability are essential for creating meaningful change.

Fair and Inclusive Hiring and Promotion Process

To ensure a fair selection process, companies need to take a comprehensive approach in eliminating bias from those decisions. This means assembling diverse candidate pools, offering bias training for decision-makers, and establishing clear and specific review criteria to prevent subjective evaluations.

Image:

• Less than 50% of companies require diverse candidate pools for hiring and only 25% require them for promotions.
• Only 19% of companies require unconscious bias training for employees involved in hiring, while a mere 4% require it for employees involved in performance reviews.

(Source: Lean In)

In addition, companies must proactively address the promotion pipeline for Black women by providing access to leadership training, mentorship, and sponsorship programs. This will allow them to receive high-profile assignments that will strengthen their skills and increase their visibility for career advancement. By taking these measures, companies can help break down the barriers that prevent Black women from advancing in the construction industry.

Create A Culture of Belonging

In order to create a truly inclusive workplace where Black women and other marginalized employees feel they belong, construction companies need to take action. It starts with creating a safe environment for everyone. This means clearly communicating that discrimination of any kind is unacceptable, and empowering employees to speak up if they see any form of prejudice or bias. However, it's not just about preventing negative behavior. To truly make Black women feel welcome and appreciated, companies need to go beyond the basics.

This means actively working to create a workplace that values diversity and encourages different perspectives. Companies can do this by celebrating and recognizing the contributions of Black women and other marginalized employees, and by providing opportunities for everyone to participate in decision-making and leadership.

The Step Forward …

In conclusion, intersectionality is an important aspect to consider when addressing diversity and inclusion in the construction industry. It is crucial to recognize that Black women face unique challenges and barriers that arise from the intersection of their race and gender.

To overcome these challenges, companies in the construction industry must commit to making Black women’s advancement a business priority by setting representation targets, tracking progress, and rewarding success. They must address bias in hiring and promotions through diverse candidate pools, unconscious bias training, and clear and specific review criteria. Creating an inclusive workplace is also vital in making Black women feel valued and welcome. These actions should be taken simultaneously, and the support and commitment of senior industry figures is essential for fundamental change to occur and be sustained in the long term. By implementing these strategies, the construction industry can take a significant step towards creating a more diverse and inclusive workforce.