The D & I Factor_Moffitt Pasco

Con s t ructing cultures of d i v ers i t y

No. 3 on DiversityInc’s Top Hospitals & Healthcare Systems for 2021 6 time recipient of DiversityInc’s Top Hospitals & Healthcare Systems accolade LBGTQ Healthcare Equity Leader 2012-2022 3 time Best Place to Work award recipient Committed $52 million to Supplier Diversity efforts in 2021

GOALS & OBJECTIVES

AGENDA

BLUEPRINT FOR SUCCESS PROVEN RESULTS TIMELINE STRATEGIC PHASING D+I FACTOR TEAM CONSULTING SERVICES FULL CASE STUDIES

GOALS & OBJECTIVES

AGENDA

BLUEPRINT FOR SUCCESS PROVEN RESULTS TIMELINE STRATEGIC PHASING D+I FACTOR TEAM CONSULTING SERVICES FULL CASE STUDIES

ENDEAVOR

®

GOALS & OBJECTIVES

STORIES FROM THE FRONTLINES OF CANCER

CONSTRUCTING CULTURES OF DIVERSITY COVID-19 Update: See new visitor policy effective Jan. 3. Learn More

Mo tt Commits $52 Million for Supplier Diversity - November 05, 2021

After spending his teen and early adult years in and out of trouble, Shaun Womack decided it was a time for change. Trying to Moffitt Cancer Center leadership culture is one of inclusion. help, his father-in-law gave him a job laying tile, and despite the long hours and hard work, he started to actually like it.

Unfortunately, there can sometimes be a disconnect between the local & In 2004, Womack opened Versa-Tile & Marble, working with an architect in the Florida Panhandle on high-end homes. The company eventually crossed over into commercial work and relocated to the Tampa area. Working with up to 20 laborers MWBE community and robust developers &Baycontractors. in the �eld at a time, Womack was doing good work, but as a small minority-owned business he struggled to land large construction jobs.

Demographics of sustainable local & MWBE firms in Pasco County that can handle specialty work in the healthcare “The biggest problem is being noticed, meeting insurance requirements and �nancing a large job,” said Womack. “They don’t sector, capacity to handle associated with a project of this magnitude and visibility, will need to be know us, butwith we knowthe if companies give us a chance they would stillcontracts be doing business with us to this day.” vetted and mentored.

Now Womack is working on his biggest project to date: ’s new, $400 million inpatient surgical hospital. Mo�tt has committed to a supplier diversity goal of 15% over the span of this project, about $52 million. The project will most likely exceed projections; as of July 2021, almost $32 million has been spent on diverse contracts.

GOALS & OBJECTIVES

AGENDA

BLUEPRINT FOR SUCCESS PROVEN RESULTS TIMELINE STRATEGIC PHASING D+I FACTOR TEAM CONSULTING SERVICES FULL CASE STUDIES

BLUEPRINT FOR SUCCESS

Constructing C u ltu res of Diversity by Creat i ng Eq uitable Ec osystems within O rgan i zat ions

MOFFITT CANCER CENTER PASCO PROJECT

DESIGN & CONSTRUCTION

VA L U E A D D •

RFQ language

•

Vendor vetting

• • • • • • •

PARTNER

Diverse Par tnerships MWBE Utilization Plan and Review MWBE Par tnerships

D + I FACTOR

DIVERSITY ENTERPRISE EQUITY

Scope De-bundling

Subcontractor Inter vention Apprenticeships & OJT Technical assistance

PROCUREMENT

BLUEPRINT FOR SUCCESS

CREATING AN EQUITABLE ECOSYSTEM

Moffitt Cancer Center

Buy-in from the Top

D + I Factor

Prime Contractors

Prime Subs

Tier 2-3 Subs

INSTITUTIONAL UMBRELLA OF PROJECT PROTECTION & MINORITY INCLUSION

BLUEPRINT FOR SUCCESS

COLLABORATION WITH PARTNERS & PRIMES

15.2% $58

MWBE Participation Achieved Million in Diverse Spend

GOALS & OBJECTIVES

AGENDA

BLUEPRINT FOR SUCCESS PROVEN RESULTS TIMELINE STRATEGIC PHASING D+I FACTOR TEAM CONSULTING SERVICES FULL CASE STUDIES

PROVEN RESULTS

RFQ Language Case Study

Percent (%) MWBE Participation

60

0% MWBE Participation increased to over

40% MWBE

30

Participation 0

Before Intervention

Rules of Engagement

for Primes guarantees minority participation and inclusion

After Intervention

RESULTED IN

8 Diverse Partnerships formed

PROVEN RESULTS

Moffitt Expansion Hospital Dashboard Case Study

3000+ individuals employed

WORKFORCE RESIDENCY RESIDENCY WORKFORCE Other 15%

836+ skilled labor jobs with On-The-Job-Training were created

60% of MEH workforce are local Hillsborough County Residents

Disparities are accurately

represented and identified by the data collected from our Dashboard

Orange 3% Polk 8%

Pinellas 8%

Hillsborough 60%

Pasco 6%

Hillsborough

Pasco

Pinellas

Polk

Orange

Other

PROVEN RESULTS

Specialized Bid Language Case Study

MWBE Participation

guaranteed by utilization plans and rules of engagement

EXCEEDING TARGET

MWBE PARTICIPATION

RFQ LANGUAGE

RULES OF ENGAGEMENT

Over 15% MWBE Participation Achieved on MEH $58 Million committed to

MWBE Firms by utilization plans and rules of engagement

DIVERSE PARTNERSHIPS

SPECIALIZED PREQUALIFICATION

PROVEN RESULTS

Pre- Qualification for MWBE Case Study

175 Local MWBE Firms submitted pre-qualification to work on MEH

$6.6 million awarded in diverse spend to these 7 firms that were provided assistance in the pre-qualification process

EXCEEDING TARGET MWBE Participation

67 Local MWBE Firms were formally pre-qualified for MEH 7 Local MWBE Firms were intimidated by the prequalification process and needed technical assistance. All 7 Firms qualified and received contracts for MEH

DEI Team and HORUS Academy worked with Prime Contractor to make the pre- qualification process less cumbersome for local and MWBE firms

PROVEN RESULTS

Debundling for Maximizing Opportunity Case Study

7 Bids Debundled

50

Opportunities provided to local and MWBE by debundled bid

PROVEN RESULTS

Subcontractor Intervention Case Study

CHALLENGE At times, Local & MWBE Firms struggle to manage larger contracts, specifically when it comes to materials and workforce

SOLUTION Subcontractor Intervention & subsequent Technical Support

Report Cards

for subcontractors providing lessons learned and detailed plans for improvement.

BOTH Firms Successfully stayed on MEH Project

RESULT Successfully maintained full contract value

VERSA TILE

CONTRACT VALUE of

$2.5 million was largest in company history

ALLEN MASONRY

CONTRACT VALUE of

$775,129 was one of the largest in company history

PROVEN RESULTS

HORUS Academy: Technical Assistance Case Study

HORUS ACADEMY AT MEH

3 104

Onsite Diversity Training Sessions

4 Firms participated in Mentor Protege Program

8

Firms received MWBE Certification Assistance

Diverse Firms received opportunity on MEH project

9

Firms received largest contract in company history to date.

10

Firms credit MEH project with launching their career and saving during COVID

12

Outreach/ Training/ Meet & Greet held

PROVEN RESULTS

Debundling for Maximizing Opportunity Case Study

HORUS ACADEMY TECHNICAL ASSISTANCE : INTERIOR DESIGN 15+ HOURS OF TECHNICAL ASSISTANCE

HORUS ACADEMY TECHNICAL ASSISTANCE:

7 ONE-ON-ONE MENTORING SESSIONS

• On-the-job Training • Industry Specific Mentoring • Apprenticeships • Diverse Partnership Matchmaking

SUCCESSFUL $500K CONTRACT

• Financial Best Practices Education

Before you get on the lift, get your jumper out of the boot.

GOALS & OBJECTIVES

AGENDA

BLUEPRINT FOR SUCCESS PROVEN RESULTS TIMELINE STRATEGIC PHASING D+I FACTOR TEAM CONSULTING SERVICES FULL CASE STUDIES

TIMELINE

Projected Timeline 0 to 36 Months Projected Timeline 0 to 36 Months

PHASE 4

PHASE 4

PHASE 3

PHASE 3

PHASE 2

PHASE 2

PHASE 1

PHASE 1

MONTHS MONTHS

MATRIX D & I Strategic Phase 1 D & I Strategic Phase 2 D & I Strategic Phase 3 D & I Strategic Phase 4

0

1

2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36

GOALS & OBJECTIVES

AGENDA

BLUEPRINT FOR SUCCESS PROVEN RESULTS TIMELINE STRATEGIC PHASING D+I FACTOR TEAM CONSULTING SERVICES FULL CASE STUDIES

STRATEGIC PHASING

D+I STRATEGIC PHASING Our phases are strategically based on our intimate understanding of what foundational practices are necessary to achieve the ultimate level of minority inclusion in the construction industry.

Our successful system relies on a 4 phase strategy. The D+I Strategic Phases 1-4 run in unison with the industry- classic 3 phase construction plan, to create a seamless process with an unfailing foundation that fosters minority success and inclusion at every level of construction.

STRATEGIC PHASING

D+I STRATEGIC PHASE 1 MILESTONES

Program Management Ruling

M1

Vendor Identification & Vetting

RFP Collaboration & Counseling

M2

Establish Diverse Partnerships

Community Partnership Engagement

M3

0-13 MONTHS

Resource Education

M4

Information Outreach

M5

STRATEGIC PHASING

D+I STRATEGIC PHASE 2 MILESTONES

Data Capture Program Established

M1

Upcoming Bid Advisory Released

M2

Outreach

M3

Bid Creation and Bid De-bundling

Bid Schedule Released

M4

M5

3-18 MONTHS

PreQualification

M6

Bid Release

M7

STRATEGIC PHASING

D+I STRATEGIC PHASE 3 MILESTONES

Extraction of Report Data

M1

Monitoring of Debriefs

M2

1 1-24 MON T HS

Compliance Review

M3

STRATEGIC PHASING

D+I STRATEGIC PHASE 4 MILESTONES

TBD - Maintenance

24-36 MONTHS

GOALS & OBJECTIVES

AGENDA

BLUEPRINT FOR SUCCESS PROVEN RESULTS TIMELINE STRATEGIC PHASING D+I FACTOR TEAM CONSULTING SERVICES FULL CASE STUDIES

D+I FACTOR TEAM

LENA GRAHAM- MORRIS MANAGING PARTNER PROJECT EXECUTIVE LEADER OF COMMUNITY AFFAIRS

JONATHAN GRAHAM

MANAGING PARTNER | PRINCIPAL PROJECT EXECUTIVE DEVELOPMENT PROJECT LIAISON

OUR INDUSTRY LEADERS C o nst r uc t i n g C u lt u r e s of D ive r s it y CANDICE SCOTLAND PRINCIPAL VP OF OPERATIONS DIRECT LIAISON WITH MCC

NATALIE NEFF

VP OF RESEARCH & DEVELOPMENT LIAISON

STEPHANY DESUE

DIRECTOR OF COMMUNITY AFFAIRS CHAIR OF HORUS ACADEMY

AARON SMITH

CONSTRUCTION & PROCUREMENT LIAISON

LENA GRAHAM- MORRIS Managing Partner | Leader of Community Affairs Lena has more than 20 years of experience in business operations, development, marketing, and strategic leadership Lena created HORUS Academy’s Beyond the Boundaries initiative in the Southeastern Region of the United States, which averages 30% participation from minority, under-served, women-owned and local businesses. She oversees the equitable business practice and diversity/ inclusion initiatives as well as all community affairs and outreach.

Her construction portfolio concentrates on the public sector, K-12, higher learning, and civic government, including over 30 school projects in Alachua, Brevard, Broward, Hillsborough, Manatee, Pasco Orange, and Osceola counties.

“

Mentoring is a continuous process. We are mentored and supported, and we pass down what we have learned to those whom we mentor. It’s a cycle of building the community and building businesses.

”

• • • • • • • • • • • •

Cornell Certificate Program – Diversity and Inclusion USF Diversity Equity and Inclusion in the Workplace Certificate WGU BS Business Administration MIT Leadership Harvard Business Study – Organization Leadership 15+ Years of Operations 15+ Years of Government Contracting and Grant Management 15+ Client Management 15+ Business Development |Marketing 10+ School District Project Involvement National Association of Women’s Business Owners – President |Diversity Inclusion, Equity and Belonging National Advisory Board

LENA GRAHAM- MORRIS Managing Partner | Leader of Community Affairs

JONATHAN GRAHAM

Managing Partner | Principal | Project Executive

Since the age of twelve Jonathan D. Graham, President of Horus Construction Services, Inc., has worked in the construction industry, mentored by his father and uncle. Jonathan has over 45 years of experience in the construction industry. As a hands-on business owner, he can provide services on various projects, and his inclusive approach to identifying and maintaining relationships with subcontractors and vendors adds cohesion to all jobs. His project portfolio exceeds $600 million and includes 150+ educational projects composed of K-12, higher education, and universities.

Jonathan is consistently giving back to the communities in which he works. He is always looking to advance minority and women-owned businesses, especially in the construction industry. Jonathan has benefited from the mentorship and partnership of many construction firms and continues to solicit their help on behalf of under-served communities.

“

It is our responsibility to reach back and bring other minority, small, and womenowned businesses with us to the table. By paying it forward, the cycle then goes full circle and that’s when real equity is gained.

”

2022 TOBA CORPORATE LEADERSHIP AWARD RECIPIENT 2019 ONYX MAGAZINE BLACK MEN OF HONOR AWARD RECIPIENT

JONATHAN GRAHAM

Managing Partner | Principal | Project Executive

CANDICE SCOTLAND Principal | Vice President of Operations | MCC Liaison Efforts in Diversity & Inclusion came early in Candice’s career. With 15 years of LIS/HIS Software & FDA Regulatory Compliance experience, Candice was part of a team responsible for creating pharmacy software customized for Canadian military clinics/hospitals that expanded gender identity based as part of the Medavie/BlueCross initiatives. Working with Lockheed Martin, the Department of Defense, and IBM, Candice was instrumental in implementing and training this new LIS software. Candice continued her efforts to implement software for clients such as MAYO, University of Michigan, John Hopkins, and BayCare, securing over 250 million dollars in revenue. Her love for regulatory and compliance allowed her to take another role as a software regulatory specialist acting as a liaison between the FDA and software client, ensuring compliance of all software categorized as a medical device.

Candice received additional responsibilities that allowed her top to continue her diversity efforts on the technical side during the US government’s Meaningful Use initiative (PHASE 1 & 2). Candice took on the role of Project Manager/Compliance Analyst to ensure the software complied with new government regulations, which resulted in Candice successfully upgrading 220 hospitals in two years as required by the governmental agencies.

In 2019 Candice left the software industry and took the role of diversity manager for projects such as TTT Jules Sumner, Moffitt Expansion, TTT, USF Wellness. She acted as a liaison between the client, construction team, and subcontractors. As diversity manager, Candice provides subcontractors guidance, assistance, and support while capturing diversity efforts and statistics. Additionally, with the help of the HORUS/CORE/Barr & Barr teams, Candice held and participated in over 15 outreach events, ten onsite diversity training, 10 Meet & Greet Sessions.

Candice also helped streamline a prequalification process that resulted in the prequalification of over 200 subcontractors, providing technical assistance for over 50 subcontractors in need and MWBE certification assistance for ten firms who experience difficulty with the certification process. The diversity participation goals have been met and exceeded on all Candice’s projects. The DEI efforts are captured in the Economic Impact Report to serve the community better and continue the efforts.

“

Diversity is about

all of us, and about having to figure out how to walk through this world

”

• • • • • • • • • • • •

5+ Diversity Manager 15+ Project Management Experience 15+ Software & FDA Regulatory Compliance/International compliance 15+ Years of Government Training (Lockheed Martin |Canadian Armed Forces | Department of Defense) Acts as a liaison between client, subcontractors & Diversity Council Board Works with client communicates and executes of the business/enterprise D&I goals - reporting results monthly, quarterly Develop and deliver content for diversity and inclusion education programs that will drive culture change Develop metrics and reporting mechanisms to effectively measure, track and report progress to goals Plan, organize, and implement various diversity outreach efforts and strategies Assist with MBE certifications Serve as cross-business diversity leader - leading bi-monthly meetings, budget allocation, process and review Lead and manage project by supporting goals, plans, and initiatives while ensuring compliance to client policies, practices, and guidelines

CANDICE SCOTLAND Principal | Vice President of Operations | MCC Liaison

STEPHANY DESUE Director of Community Outreach & Workforce Development Stephany DeSue has over 25 years in working with small and minority businesses and the construction industry. Mrs. DeSue is experienced in working with diverse populations, underserved communities, HUBZone’s and small and minority businesses throughout the state of Florida, Kentucky, West Virginia, and Ohio’s various Departments of Transportation Mrs. DeSue has also been contracted with MBDA and Department of Commerce for 2 years to provide outreach to MBE’s providing resources and opportunities during the COVID-19 pandemic, serving over 200 small businesses. Through this program, many of the program participants have received funding through the EIDL loan and PPP the grant with her guided assistance. Mrs. DeSue provided businesses development training, connected contractors with primes for contract opportunities, and walked businesses through prequalification processes.

“

Diversity is about all

of us, and about us having to figure out how to walk through this world together.

-Jacqueline Woodson

”

• • • • • •

Ann Arundel Community College – CCNI Bowie State University – Information Systems & Computer Applications Davis Bacon Prevailing Wage course (certificate) Steps to Economic and Personal Success Certificate (Pacific Institute) Increasing Your Causative Power Certificate (Pacific Institute) Executive Management Certificate (Pacific Institute)

NATALIE NEFF VP of Research and Development | Research Logistics Liaison Natalie has over 7 years of research experience and over 5 of those years were concentrated in advanced research data analytics. Her analytical approach launched her desire to focus on diversity efforts. Her background in research gives her a unique perspective on minority, underserved populations, and disparities data and how we can create processes to combine efforts to facilitate a path to unity in diversity inclusion.

“

It is our duty to advocate

for the under-represented

and facilitate a direct path to inclusion. It is by joint efforts that we will reach a unity in

diversity where only inclusion exists.

”

• • • • • • • • • •

5+ years of Advanced Research and Data Analysis Moffitt Expansion 5+ School District Projects 2 Veteran Affairs Hospital Projects 3+ years as Leader in Training and Development HORUS Academy Co-Chair B.S. in Microbiology | Minor in Biomedical Physics, University of South Florida Research Assistant of genetics, entomology, vector biology, and microbial community ecology, University of Florida Lab director and Professor Assistant of Biological Sciences, Warner University Experimental Berry Breeds Trial Analyst and Data Capture Lead for DOLE

AARON SMITH Construction and Procurement Liaison Aaron has over 25 years of experience; in procurement, customer service, billing, financial reconciliation, and project management. His ability to communicate effectively at all levels creates a culture of supportive interaction within a team environment.

In addition, his military background allows him to perform well under pressure and stressful situations, be versatile and readily adapt to the demands of any job function.

Aaron possesses strong leadership negotiating ability and solid decision-making, problem-solving, and time management skills which creates smooth interaction on the construction site when facilitating conversations between owners and subcontractors.

“

An individual has not started living until he can rise above the narrow confines of his individualistic concerns to the broader concerns of all humanity. ~ Martin Luther King, Jr

”

• • • • • • •

Saint Martin’s University, Lacey, Washington Bachelor of Arts – Psychology National Institute of Governmental Purchasing (NIGP) Florida Association of Public Purchasing Officers (FAPPO) Leader of review and processing of contracts and agreements for assigned programs to established participation goals.

15+ years as Director of Contract Administration 20+ years as Procurement and Construction Liason 10+ years as a Leader of MWBE advocacy and inclusion policy oversight

GOALS & OBJECTIVES

AGENDA

BLUEPRINT FOR SUCCESS PROVEN RESULTS TIMELINE STRATEGIC PHASING D+I FACTOR TEAM CONSULTING SERVICES FULL CASE STUDIES

SERVICES

CONSULTING SERVICES STRATEGY & IMPLEMENTATION RECRUITMENT

DEBUNDLING SCOPES & CONTRACT BID LANGUAGE SUBCONTRACTING COACHING & INTERVENTION

BEST PRACTICES SOP RFQ DEVELOPMENT & REVIEW

SUBCONTRACTING PARTNERSHIP VETTING

EQUITABLE BUSINESS PRACTICES UTILIZATION PLAN

SUBCONTRACTOR TECHNICAL ASSISTANCE

EQUITABLE BUSINESS PRACTICES TRACKING & REPORTING

WORKFORCE DEVELOPMENT

SERVICES

CONSULTING SERVICES STRATEGY & IMPLEMENTATION We work with organizations to build strategies that apply Diversity, Equity & Inclusion principles to systems and processes.

MOFFITT MCKINLEY HOSPITAL Moffitt Expansion Hospital Supplier Diversity & Inclusion – December 2021

MOFFITT MCKINLEY HOSPITAL Moffitt Expansion Hospital Supplier Diversity & Inclusion – December 2021

SERVICES

CONSULTING SERVICES RECRUITMENT ACHIEVE SIGNIFICANT & SUSTAINABLE BUSINESS BENEFITS: • Remove barriers between correlation of construction and inclusion • Secure the best talent from both industries • Remove the administrative burden • Management time optimized • Advanced training of both industry standards and Best Practices

We are committed to seeing the right people filling the right roles in every organization because it saves man hours, reduces waste, and enhances productivity.

OUR RECRUITMENT METHODOLOGY: D+I Factor is industry competent and ready to be deployed to meet your organization’s needs. Our team will: • • • • • • •

Define search criteria Reaching out to our robust network of construction Sort identify potential candidates for the position.

Conduct initial aptitude tests where necessary Conduct pre-selection interviews for successful candidates from preceding stage Shortlist qualified personnel for interview Present shortlisted candidates to you for final selection and engagement

SERVICES

CONSULTING SERVICES BEST PRACTICES SOP D+I FACTOR WILL BE THOUGHT LEADERS • Identify and create Best Practice Standards and Operating Procedures •

Refine organization ideas and strategies and mold them into a viable and sustainable Best Practices Protocol and document

•

Formulate sustainable business model, tactics, and strategies

•

We help crystallize your long- term competitive differentiation, identify target markets and plan for sustainability, as well as scalability.

D+I Factor will be thought leaders challenging the status quo, filling gaps in thinking, conducting independent analyses & helping your organization develop and adopt new strategies.

RFQ DEVELOPMENT & REVIEW D+I Factor will provide industry expertise combined with equity and inclusion best practice to assist with RFQ and RPP criteria and verbiage.

SERVICES

CONSULTING SERVICES RQ E FU QIT DA EB VL EE LOB PU MS EI NN TES &SRP ER VA IC ET WICES UTILIZATION PLAN D D+I + IFactor Factorwill willprovide create and industry coach expertise prime contractors combined on withhow equity to develop and inclusion a Subcontractor best practice Utilization to assistPlan withand RFQmaximize and RPP criteria and verbiage. participation to ensure contractors meet and exceed the targeted goal.

EQUITABLE BUSINESS PRACTICES TRACKING & REPORTING D + I Factor will create and coach prime contractors on how to develop a Subcontractor Utilization Plan and maximize participation to ensure contractors meet and exceed the targeted goal. In addition, we created a dashboard and protocol to create a matrix and metrics for tracking and an economic impact report.

SERVICES

CONSULTING SERVICES RE D FB QUN DD EL VI EN LG OPS MC EO NP TES & & REC VO IN ET WRACT BID LANGUAGE D D+I + IFactor Factorwill willprovide provideindustry industryexpertise expertisecombined on how towith break equity scopes andand inclusion bid packages best practice to incite to assist the maximum with RFQparticipation and RPP criteria and and verbiage. provide opportunity for disadvantaged business enterprises.

SUBCONTRACTOR COACHING & INTERVENTION D + I Factor will provide coaching to disadvantaged business enterprises and facilitate and mediate any challenges or potential conflict that could negatively impact project.

SUBCONTRACTOR PARTNERSHIP VETTING D + I Factor will vet disadvantaged business enterprises and provide matchmaking opportunities with established prime contractors to maximize utilization plan and potential inclusion participation.

SERVICES

CONSULTING SERVICES RU S FB QCO DN ET VR EA LC OT PO MR ENTEC &HN RI EC VA IL EWASSISTANCE D+I Factor will provide disadvantaged industry expertise business combined enterprise with equity technical andassistance inclusion best via HORUS practiceAcademy to assist which with RFQ will and include, RPP but criteria not and be verbiage. limited to, assistance with prequalification, bonding and insurance coaching, estimating and back office functionalities that cause the firm to be sustainable and viable to the project.

WORKFORCE DEVELOPMENT D + I Factor, by way of HORUS Academy and various community partners, will provide disadvantaged business enterprise strategy to directly enhance current labor force skills and create workforce expansion opportunities.

GOALS & OBJECTIVES

AGENDA

BLUEPRINT FOR SUCCESS PROVEN RESULTS TIMELINE STRATEGIC PHASING D+I FACTOR TEAM CONSULTING SERVICES FULL CASE STUDIES

Case Study

RFQ Language Case Study

Percent (%) MWBE Participation

60

0% MWBE Participation increased to over

30

0

40% MWBE

Participation Before Intervention

After Intervention

Rules of Engagement

8 Diverse Partnerships

RESULTED IN

for Primes guarantees minority participation and inclusion

formed

Moffitt Expansion Hospital Dashboard Case Study

3000+ individuals employed

WORKFORCE RESIDENCY RESIDENCY WORKFORCE Other 15%

836+ skilled labor jobs with On-The-Job-Training were created

60% of MEH workforce are local Hillsborough County Residents

Disparities are accurately

represented and identified by the data collected from our Dashboard

Orange 3% Polk 8%

Pinellas 8%

Hillsborough 60%

Pasco 6%

Hillsborough

Pasco

Pinellas

Polk

Orange

Other

Case Study

CASE STUDY: RFQ LANGUAGE

0% MWBE Participation

Percent (%) MWBE Participation

60

increased to over

42% MWBE

Participation

30

0

Before Intervention

After Intervention

THE CHALLENGE

THE RESPONSE/ REACTION

Prime contractors BCH/MIELKE/MEISNER all had strong preconceived notions about MWBE firms; consequently their scope of work was devoid of all MWBE participation.

BCH/MIELKE/MEISNER responded with intense resistance because they believed bringing on MWBE firms would be costly and burdensome.

THE SOLUTION We brought the prime contractor and capable diverse subcontractors together to collaborate.

1. Meet & Greet arranged for Primes to meet potential Subcontractors 2. Round Table Discussion with Executives to emphasize the importance of minority participation and Diverse Partnership engagement.

THE RESULT MWBE participation went from 0% to 42% 8 Diverse Partnerships formed Increase in minority participation and inclusion

Case Study

CASE STUDY: DASHBOARD DATA COLLECTION

836+ MWBE skilled labor jobs with On-The-Job-Training were created

60% of MEH workforce are local Hillsborough County Residents

Disparities are accurately

represented and identified by the data collected from our Dashboard

WORKFORCE RESIDENCY RESIDENCY WORKFORCE Other 15% Orange 3% Polk 8%

Pinellas 8%

Hillsborough 60%

Pasco 6%

Hillsborough

Pasco

Pinellas

Polk

Orange

Other

THE CHALLENGE

THE RESPONSE/ REACTION

Collecting accurate and consistent data for all individuals is difficult without a centralized and accessible system. Accurate and consistent data is required for an effectual Economic Impact Study.

The new Dashboard platform was met with enthusiasm from Moffitt and little resistance from workers since it was easily accessible and provided true translation for Spanish speakers.

THE SOLUTION We created an accessible and centralized Dashboard that collected consistent data from all workers. The Dashboard was created to collect a vast number of parameters to supply necessary data for an accurate Economy Impact Study and help Moffitt Diversity assess their goals.

THE RESULT The Dashboard was implemented as the centralized system for reporting metric and data capture The Data collected has helped create the Economic Impact Study, identify disparities, and track diversity participation progress.

Case Study

Specialized Bid Language Case Study

MWBE Participation

guaranteed by utilization plans and rules of engagement

EXCEEDING TARGET

MWBE PARTICIPATION

RFQ LANGUAGE

Over 15% MWBE Participation Achieved on MEH DIVERSE PARTNERSHIPS

RULES OF ENGAGEMENT

$58 Million committed to

MWBE Firms by utilization plans and rules of engagement

SPECIALIZED PREQUALIFICATION

Case Study

CASE STUDY: SPECIALIZED BID LANGUAGE

MWBE Participation

guaranteed by Specialized Rules for Primes

EXCEEDING TARGET MWBE PARTICIPATION

Over 15% MWBE Participation Achieved $58 Million committed to

RFQ LANGUAGE

DIVERSE PARTNERSHIPS RULES OF ENGAGEMENT

MWBE Firms

SPECIALIZED PRE- QUAL

THE CHALLENGE

THE RESPONSE/ REACTION

MWBE Participation is obstructed by Prime contractors’ preconceived notions and the overwhelming pre-qualification process which is not appropriate for the average MWBE firm.

Specialized Instructions for Primes is met with push-back until Intervention, Round Table Discussions, and Meet & Greet.

THE SOLUTION Specialized bid language for Primes requires them to create an MWBE subutilization plan.

THE RESULT Numerous Diverse Partnerships have been created $58 Million has been committed to MWBE Firms because of our MWBE Specializations The Specialized bid language has guaranteed MWBE participation and inclusion

Case Study

Pre- Qualification for MWBE Case Study

175 Local MWBE Firms submitted pre-qualification to work on MEH

67 Local MWBE Firms were formally pre-qualified for MEH

$6.6 million

awarded in diverse spend to these 7 firms that were provided assistance in the pre-qualification process

EXCEEDING TARGET

7 Local MWBE Firms

MWBE PARTICIPATION

were intimidated by the prequalification process and needed technical assistance. All

7 Firms qualified and received contracts for MEH

DEI Team and HORUS Academy worked with Prime Contractor to make the pre- qualification process less cumbersome for local and MWBE firms

Case Study

CASE STUDY: PRE- QUALIFICATION FOR MWBE

175 Local MWBE Firms submitted pre-qualification to work on MEH

EXCEEDING TARGET MWBE PARTICIPATION

67 Local MWBE Firms were formally pre-qualified for MEH

7 Local MWBE Firms were intimidated by the pre-qualification process and needed technical assistance.

qualified and received contracts for MEH

All 7 Firms

DEI Team and HORUS Academy worked with Prime Contractor to make the pre- qualification process less cumbersome for local and MWBE firms THE CHALLENGE

THE RESPONSE/ REACTION

MWBE Participation is obstructed by Prime contractors’ preconceived notions and the overwhelming pre-qualification process which is not appropriate for the average MWBE firm.

Specialized Pre-Qualification relieves MWBE Firms of the overwhelming and inappropriate prequalification process and provides them with technical assistance.

THE SOLUTION Specialized Pre-Qualification Applications for MBWE Firms to get more minority firms pre-qualified and identify what technical assistance they might need

THE RESULT 67 Local MWBE Firms have been formally pre-qualified The 7 firms that got technical assistance in the pre-qualification process were all awarded contracts, which totaled over $6.2 million dollars.

Debundling for Maximizing Opportunity Case Study

7 Bids Debundled

50

Opportunities provided to local and MWBE by debundled bid

$23.8 Million

Case Study

CASE STUDY: DEBUNDLING FOR MAXIMUM OPPORTUNITY

7 Bids

Debundled

50

Opportunities provided to local and MWBE by debundled bid

$23.8 Million

THE CHALLENGE

THE RESPONSE/ REACTION

The most common and profitable scopes/ bid packages associated with a project of this magnitude cannot be handled by the majority of certified/qualified MWBE firms.

The average prime contractor leans towards keeping those contracts large because they are less fiscally responsible and have less oversight and accountability.

THE SOLUTION Evaluating contracts to identify scopes that can be debundled will offer opportunity to more than just a single, sizable Prime contractor.

THE RESULT Debundling allows multiple contractor involvement, providing MWBE firms with the opportunity to provide a competitive bid and scale their firm.

The central plant unit bid was debundled, providing four additional opportunity packages instead of one.

Case Study

Subcontractor Intervention Case Study

CHALLENGE At times, Local & MWBE Firms struggle to manage larger contracts, specifically when it comes to materials and workforce

SOLUTION Subcontractor Intervention & subsequent Technical

RESULT Successfully maintained full contract value

Support

Report Cards for subcontractors providing lessons learned and detailed plans for improvement.

ALLEN MASONRY

BOTH Firms Successfully stayed on MEH Project

CONTRACT VALUE of $775,129 was one of the largest in company history

VERSA TILE

CONTRACT VALUE of $2.5 million was largest in company history

Case Study

CASE STUDY: SUBCONTRACTOR INTERVENTION

CHALLENGE At times, Local & MWBE Firms struggle to manage larger contracts, specifically when it comes to materials and workforce

SOLUTION

RESULT

Subcontractor Intervention & subsequent Technical Support

Both firms Successfully maintained full contract value

THE CHALLENGE Subcontractor Allen Masonry struggled with resources, material, and workforce procurement from the start but was not forthcoming about the complications behind the scene. This resistance in communication and being forthcoming in these situations is a common challenge with subcontractors.

THE RESPONSE/ REACTION At times because of the local and MWBE firm’s potential lack of infrastructure and knowledge, the prime contractor can view it as non-responsive and exhibiting poor job performance, impacting the project’s bottom line and profitability. In addition, it creates the biased perception that local and MWBE firms are unreliable and cannot perform on a project of this magnitude. This potentially can create obstacles for other local and MWBE firms to receive opportunities.

ALLEN MASONRY

VERSA TILE

CONTRACT VALUE of

CONTRACT VALUE of

largest in company history

one of the largest in company history

$2.5 million was

$775,129 was

THE SOLUTION

Create report card for subcontractor to track progress and future plans of action Subcontractor intervention HORUS Academy • Technical assistance and education • Best Practices Education • Mentor- Protege Match

THE RESULT Subcontractor resistance to transparency is relived New Diverse Partnership and Mentorship Relationship created Subcontractor utilizes newly learned skills and best practices for success Subcontractor successfully maintained full contract scope and price

Case Study

HORUS Academy: Technical Assistance Case Study

HORUS ACADEMY AT MEH

3

104

Onsite Diversity Training Sessions

4

8

Firms participated in Mentor Protege Program

Firms received MWBE Certification Assistance

Diverse Firms received opportunity on MEH project

9

Firms received largest contract in company history to date.

10

Firms credit MEH project with launching their career and saving their business during COVID

12

Outreach/ Training/ Meet & Greet held

HORUS ACADEMY TECHNICAL ASSISTANCE: INTERIOR DESIGN

15+ HOURS OF TECHNICAL ASSISTANCE

HORUS ACADEMY TECHNICAL ASSISTANCE: • On-the-job Training

7 ONE-ON-ONE MENTORING SESSIONS

• Industry Specific Mentoring • Apprenticeships • Diverse Partnership Matchmaking • Financial Best Practices Education

SUCCESSFUL $500K CONTRACT

Case Study

CASE STUDY: HORUS ACADEMY TECHNICAL ASSISTANCE

HORUS ACADEMY TECHNICAL ASSISTANCE: INTERIOR DESIGN

15+ HOURS OF TECHNICAL ASSISTANCE

HORUS ACADEMY TECHNICAL ASSISTANCE: • On-the-job Training

7 ONE-ON-ONE MENTORING SESSIONS

• Industry Specific Mentoring • Apprenticeships • Diverse Partnership Matchmaking • Financial Best Practices Education

SUCCESSFUL $500K CONTRACT THE CHALLENGE

THE RESPONSE/ REACTION

Many local and MWBE firms lack the knowledge and resources to compete for profitable contracts to grow and sustain their businesses.

Prime contractors often have no experience with the hurdles small and diverse businesses face and do not consider these factors during the bidding, selection, and contract award process.

THE SOLUTION

HORUS Academy provides technical assistance, one-on-one assistance/coaching and mentorship to help firms with business education, business development, marketing, financial competence, contract negotiation, bonding and insurance guidance, certification assistance, On-the-Job training, and mentor protégé opportunities.

HORUS Academy also provides a robust business toolkit and incubator office space.

THE RESULT Numerous Diverse Partnerships and Mentor- Protege relationships have been created Many HORUS Academy firms have obtained certifications and skills they needed to land the biggest contracts of their careers. For example, Interior Design became MWBE certified and received a $500K contract on the MEH project.