Erland DE&I Program

Diversity, Equity & Inclusion (DE&I) Program NOVEMBER 2023

Erland is committed to diversity, equity, and inclusion in our workplace and community.

DE&I MISSION. Our company strives to provide a work environment free from harassment, hazing, and bullying. We are committed to empowering, equipping, and encouraging our people to reach their full potential by building a caring, diverse, safe, welcoming, and inclusive culture.

CULTURE OF CARE COMMITMENT. Erland is signatory to the Associated General Contractors of America, Inc.’s Culture of Care Commitment. This means we are actively working to ensure that every employee has the opportunity to feel valued, respected, and heard.

COMMIT

to hire and pay based on skill and experience regardless of ethnicity, gender identity, nationality, race, religion, sex, or sexual orientation

ATTRACT

prospective employees by creating inclusive workplaces that are free from harassment, hazing & bullying

RETAIN EMPOWER

high-performing employees by identifying & removing barriers to advancement every employee to promote a culture of diversity & inclusion

DE&I STRATEGIC PLAN. In our ongoing commitment to fostering a more inclusive and equitable future for our people and the construction industry, we have created a Diversity, Equity, and Inclusion Strategic Plan. This plan, still in the works, is designed to be a living document that evolves alongside our organization, ensuring we remain at the forefront of positive change.

Cultivate a Diverse Subcontractor Network.

Goal: Actively identify, engage, and partner with a more diverse pool of subcontractors to promote inclusivity throughout our bidding process and project execution.

Outcomes: Develop a comprehensive strategy for outreach and collaboration with Under-Represented Business Enterprises (UBE), including Minority, Women, Veteran, Disabled, Disadvantaged, and LGBTQ-owned subcontractor firms.

Establish clear diversity and inclusion criteria for subcontractor selection to ensure fair and equal opportunities for UBEs. Monitor and report regularly on UBE subcontractor diversity metrics, using data to drive continuous improvement and accountability.

Invite at least one Under-Represented Business Enterprise (UBE)—including Minority, Women, Veteran, Disabled, Disadvantaged, or LGBTQ-owned subcontractor firms—to bid on each project.

Identify each invited Under-Represented Business Enterprise (UBE) subcontractor firm on the project’s bid tab and share this information with the client/owner to promote transparency and inclusion.

Create Inclusive Work Environments.

Goal: Build psychologically safe workplaces in our office and across our jobsites, where every individual feels valued, respected, and empowered to contribute their best.

Outcomes: Develop and implement anti-bias and cultural competency training for all employees.

Establish channels for anonymous feedback and reporting to address any instances of discrimination or bias.

Regularly assess and adjust policies and procedures to ensure they promote inclusivity and mitigate potential sources of bias.

Enhance Representation & Inclusivity.

Goal: Increase diversity across all levels of our organization, ensuring representation that reflects the varied composition of the communities we serve.

Outcomes: Implement targeted recruitment strategies to attract a more diverse talent pool.

Establish mentorship and sponsorship programs to support the career growth of underrepresented employees.

Conduct regular diversity and inclusion training sessions for all staff members to foster a more inclusive workplace culture.

Foster Inclusive Leadership & Decision-Making.

Goal: Cultivate an inclusive leadership culture that values diverse perspectives and incorporates them into decision-making processes.

Outcomes: Provide leadership development programs with a focus on diversity, equity, and inclusion.

Establish diversity metrics for leadership roles and regularly assess progress.

Encourage open dialogue and idea-sharing through forums and platforms that amplify diverse voices in decision-making.

At our core, we believe that creating a more diverse, equitable, and inclusive workplace is not just an aspiration but a necessity. With this strategic plan as our guide, Erland is dedicated to taking intentional and measurable actions that will have a transformative impact on our company, the construction industry, and the communities where we operate.

Our DE&I Strategic Plan is more than just a document; it's a roadmap to a better future. It's a commitment to continuous growth, improvement, and progress, and it reflects our unwavering dedication to building a more inclusive construction industry for all.

WOMEN PAVING THE WAY. Our organization is paving the way for inclusivity and diversity in a traditionally male-dominated industry, setting a strong example for change. We’re proud to celebrate the impactful contributions of these women who are helping shape the future of construction.

At the forefront of this transformation are five exceptional women in leadership roles who inspire and guide our team towards innovation and excellence. They’ve repeatedly overcome adversity, proving that talent knows no gender, and have paved the way for their 11 female colleagues, who collectively form the backbone of our company.

These women can be found in various critical areas of our organization, from project management, where they excel in delivering successful projects, to accounting, where they maintain our financial health with precision and skill. Together, they have woven a vibrant tapestry of talent, determination, and dedication that continues to move our company forward. Their success is a testament to our commitment to equality and the belief that every individual, regardless of gender, has the potential to shape the future of the construction industry. We are honored to have them as a driving force behind our organization, and their stories inspire us all to reach new heights.

We encourage our team members to join industry associations, providing opportunities for continued growth and development outside of Erland’s in-house initiatives and programs. Many of our female employees are involved as a member with or actively serve on a committee of the following organizations: Commercial Real Estate Women (CREW) Network LACED Wellness National Association of Women in Construction Professional Women in Construction Women in Bio WWIRE: Wellness for Women in Real Estate

4 ACTIVE MEMBER IN WOMEN-LED INDUSTRY ORGANIZATIONS

12

6

MINORITY PARTICIPATION. Erland has a comprehensive database of prequalified businesses under the category of Under-Represented Business Enterprises (UBE), which includes Minority Business Enterprises (MBE), Women Business Enterprises (WBE), Disabled Business Enterprises, Disadvantaged Business Enterprises (DBE), Veteran Business Enterprises (VBE), and LGBTQ-owned businesses. Covering a diverse range of building trades, our database is enriched by partnerships with key organizations such as the Massachusetts Supplier Diversity Office, the Massachusetts Chapter of Associated Builders and Contractors, the Associated General Contractors of Massachusetts, and other related entities. These collaborations strengthen our outreach efforts, enabling us to connect with a broad spectrum of qualified, diverse companies and providing them with meaningful opportunities to participate in the bidding process.

CO-OP PROGRAM. As a forward-thinking construction management firm, we actively collaborate with multiple college and university co-op programs in the area to cultivate a diverse and skilled pool of students interested in our field.

Through these partnerships, Erland aims to provide students with valuable insights and hands-on experience. By offering co-op opportunities, we not only contribute to the academic and professional development of students but also play a crucial role in shaping the future workforce in construction. Our commitment to partnering with educational institutions reflects our dedication to fostering a dynamic and inclusive environment where these individuals can learn, grow, and ultimately contribute to the continued success and innovation in the construction field. This strategic collaboration ensures that the next generation of construction professionals is well-prepared and equipped to meet the evolving challenges of the industry.

EXTERNAL DE&I EFFORTS. We actively participate in direct outreach activities throughout the year that emphasize community, diversity, and education and build awareness of the many types of construction careers.

Empowering Students through Real-World Experience.

Erland regularly welcomes high school students interested in careers in the trades for educational presentations and guided tours as part of our partnership with AGC’s Workforce Development Task Force. During these visits, employees from across the company share their career paths, discuss how they entered the industry, and walk students through the “life of a project,” helping them gain a clearer understanding of the many opportunities available within construction. Following an office introduction, students are brought to an active jobsite for a behind-thescenes look at construction in progress, where our field team demonstrates key phases of work and offers handson experience with equipment. By opening our doors, and our jobsites, to emerging talent, we aim to broaden access to meaningful career pathways and help cultivate a more inclusive and well-informed future workforce.

Erland Hosts AGC MA Building Advancement Externship Program.

Each summer, Erland welcomes 15 STEAM educators and academic leaders as part of the AGC MA Building Advancement Externship (BAE) program—an initiative designed to connect educators with meaningful career pathways in the Architecture, Engineering, and Construction (AEC) industry. Through a series of interactive presentations, tours, and hands-on demonstrations, participants gain insight into our open shop business model, our commitment to employee ownership, and the many technical and professional opportunities available within construction. By equipping educators with industry knowledge, we’re helping them bring real-world, attainable pathways back to their students, especially those who may not have previously seen themselves represented in construction. Together, we’re working to strengthen the future AEC workforce by expanding access, inspiring curiosity, and fostering a more inclusive pipeline of tomorrow’s builders, innovators, and leaders.

Metro South/West Trade + Construction Expo.

Erland team members participated in the Metro South/ West Trade + Construction Expo, an event designed to spark interest in the trades and introduce high school students to the wide range of career opportunities within the construction industry. With the industry continuing to face workforce shortages, the expo plays an important role in broadening awareness and opening doors for the next generation of talent. Throughout the day, our team provided demonstrations of surveying equipment and field tools, showcased coordination software, and shared insights from their own career experiences. By engaging directly with students, we’re helping to demystify the industry, highlight accessible pathways into the trades, and support a more diverse and well-prepared future workforce.