- A Sustainable Future
- Letter from the CEO
- Sustainability Strategy
- Ethics and Business Conduct
- Human Rights
- Economic Performance
Workforce Diversity, Equality, and Inclusion
At CH2M, we believe that our differences make us extraordinary, and we are deeply committed to continuously creating a culture of inclusion that inspires us to make meaningful contributions to our team and our clients as we lay the foundation for human progress together. Global diversity, equality, and inclusion are integral parts of our culture, supporting our business growth while allowing us to attract, develop, engage, and retain the best talent and be able to serve the needs of an increasingly global and diverse customer base.
In 2015, we strengthened leadership diversity, with women and people of color constituting 31 and 14 percent of CH2M management respectively, versus industry averages (16 and 9 percent). We also increased the number of women on our Board of Directors to 31 percent and were recognized as a 2020 Women on Boards Winning 'W' Company for 2015.
CH2M tracks gender and age for all its employees. In 2015, 41 percent of our workforce was made up of non-U.S. employees. For our U.S. employees (which compose 59 percent of our global workforce), we also track race for hiring and attrition. By understanding these metrics, we can actively put outreach strategies in place to more effectively attract, engage, and retain women, people of color, and individuals of many ages and life experiences.
The following graphics compare the diversity of CH2M employees from 2012 through 2015, including analysis of employees across regions and by gender, age groups, and racial demographics in the United States.
In addition, CH2M’s eight employee network groups foster employee engagement and help employees share information, ideas, experiences, and resources. These groups provide peer support, career development, and mentoring opportunities, in addition to raising awareness, through a variety of discussion groups and activities that are open to all:
”What is Your Superpower” activity at the 2015 JuMP conference in the United Kingdom
- Harambee (“working together” in Swahili) – Black employee network
- Enlace (“link” in Spanish) – Hispanic/Latino employee network
- LIFE (Leadership Inspiring Full Equality) – Gay, lesbian, bisexual, transgender, and allies employee network
- SHARE (Sharing Across Respective Ethnicities) – Employee network for employees of all ethnicities to collaborate and learn from one another
- Women’s Network
- A.C.E. (Assist.Connect.Educate.) – Employee network providing support for those with disabilities and their caregivers
- VetNet – Employee network for veterans
- JuMP – Junior and mid-level professionals network
Each of these groups has a senior executive sponsor to guide and reinforce the importance of these efforts and provide mentoring to staff who may not otherwise have access to senior leadership.
CH2M has always focused on hiring the best and brightest; actively recruiting diverse talent is an instrumental part of that process. Our recruiters are accountable for sourcing and maintaining active pipelines of diverse candidates, with their performance evaluations tied to measurable goals. Recruitment managers also receive monthly diversity hiring reports so they can monitor the progress in meeting our recruitment goals, enabling them to consult with their teams and make adjustments as needed throughout the year.
Diversity outreach is a key focus of CH2M. In 2015, we used over 20 national advertising sources that are affiliated with another 70+ channels specifically targeted toward underrepresented groups, including veterans and differently abled individuals. Each year, we carefully evaluate the overall effectiveness of these channels and adjust investments to maximize outreach results. We go significantly beyond government-mandated good-faith efforts to attract diverse candidates to the company.
In addition, we remain actively involved with the National Society of Black Engineers (NSBE), Society for Hispanic Professional Engineers, Women’s Transportation Seminar, Society of Women Engineers, and Conference for Minority Transportation Officials. Several of our diverse employee network groups have recruitment and retention subcommittees, indicating that there’s an increased focus on contributing to recruiting and hiring the best talent across all career levels. Our emphasis with these and other strategic organizations is to build deeper and more meaningful partnerships that can continually improve our ability to develop the most diverse workforce possible.
CH2M has been recognized as a leading employer in diversity, equality, and inclusion, as evidenced by the honors listed in the Awards section.
Expanding the Work of CH2M’s Employee Network Groups
In 2015, the CH2M employee network groups continued to position their work to ensure alignment with our strategy. Harambee, Enlace, and the Women’s Network held leadership meetings to focus on attracting, engaging, and retaining the most valuable talent, supporting the firm’s approach to client centricity along with our diversity, equality, and inclusion strategy. These meetings included network group leaders and committee chairs, executive sponsors, members of the Corporate Leadership Council, and invited guests, including clients.
“Aside from creating a healthy work environment where all employees feel safe and respected as individuals, these programs are also strategic business imperatives extremely important to the company’s business success,” said Faye Tate, Director for Global Diversity, Equality, and Inclusion.