2025 EOY ERG Report

2025

EMPLOYEE RESOURCE GROUP

ERG NETWORK YEAR-END IMPACT REPORT Building Belonging: How ERG Leadership Drives Culture, Talent, and Business Impact

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Turner Construction Company

EXECUTIVE SUMMARY

ERGS AS ENTERPRISE INFRASTRUCTURE

Turner’s Employee Resource Groups continued to play a meaningful role in strengthening culture, developing leaders, and supporting engagement across the enterprise. As the organization evolved and expanded, ERGs provided consistent spaces for connection, leadership development, and collaboration—reinforcing how Turner leads and supports its people.

Employee Resource Groups function as an enterprise resource that support leadership development, reinforces shared cultural expectations and strengthens connection across the company.

Across seven ERG networks, ERGs delivered 482 events, nearly 2,200 hours of employeeled programming, and more than 11,300 employee engagements. These efforts supported professional development, community connection, and leadership visibility across Business Centers, Enterprise, Headquarters, and international locations.

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Beyond activity and participation, ERGs functioned as leadership infrastructure. ERG leadership roles enabled employees to build influence, collaborate across boundaries, and demonstrate leadership behaviors that complement formal development pathways.

Through experiential leadership, ERGs helped surface talent, strengthen networks, and reinforce consistent cultural expectations.

This report highlights the scale, reach, and impact of ERG leadership and reinforces the importance of sustained investment, visibility, and leadership engagement. ERGs are not supplemental programs; they are an integral part of how Turner builds leaders, strengthens culture, and supports long-term performance.

Through their work, ERGs supported priorities that matter most to the business by: • Strengthening retention through connection and belonging • Developing leadership capability through collaboration, accountability, and influence • Sustaining employee engagement during a period of organizational change • Reinforcing consistency in how Turner’s culture shows up across offices and jobsites ERG Leadership and the Leadership System ERG leadership roles provide opportunities to build leadership capabilities that are not always visible through traditional project work alone. Through ERG service, leaders strengthened skills such as leading through influence, collaborating across functions and regions, communicating across difference and navigating with clarity and care. ERGs also contributed to Turner’s broader leadership ecosystem by: • Increasing visibility of talent to support succession planning conversations • Providing additional opportunities to identify and develop high-potential leaders • Complementing formal leadership development pathways through experiential learning • Expanding access to sponsorship and exposure beyond immediate teams • Modeling inclusive leadership behaviors that support manager readiness ERG leadership complements formal development programs and strengthens leadership readiness as the organization continues to evolve.

Turner Construction Company

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01 LETTER FROM LEADERSHIP

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Turner Construction Company

TABLE OF CONTENTS 01 Our Impact

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02 ERG Leaders In Practice

03 Looking Ahead - ERGs As Enterprise 04 Thank You

Click or Scan to View Turner Construction Company DE&I Commitment

ERG LEADERSHIP: DRIVING BUSINESS IMPACT As we reflect on 2025, Turner’s Employee Resource Groups continued to operate as a critical leadership and culture engine, driving engagement, connections, and leadership development across the organization.

Throughout the year, ERGs demonstrated that inclusion, when activated through action, delivers lasting value for our people and our business.

The impact outlined in this report reflects the commitment, care, and leadership shown by ERG leaders, executive sponsors, and participants across Business Centers, Headquarters, and Enterprise teams.

As Turner continued to grow and operate in increasingly complex environments, ERGs created meaningful opportunities for connection, learning, and collaboration. More importantly, they provided spaces where leadership behaviors were practiced, often beyond formal roles, strengthening relationships, increasing visibility of talent, and reinforcing the cultural expectations that guide how we work together at Turner.

Through this work, ERGs generated a ripple effect that strengthened belonging, supported retention through connection, encouraged innovation through diverse perspectives, and contributed to employee development at every level.

The work captured in this report highlights the breadth of ERG activity and the depth of leadership taking place across our networks. It also reinforces something we know to be true: strong culture does not happen by accident. It is built through consistent engagement, shared responsibility, and leaders who model the values they expect to see in others.

As we look ahead, continued leadership engagement with ERGs remains an important part of how we strengthen culture, develop leaders, and support our people across the enterprise.

Thank you to the ERG leaders, sponsors, and partners whose efforts continue to make a meaningful difference for our organization.

Lisa Moving Vice President, Diversity, Equity & Inclusion Turner Construction Company

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Turner Construction Company

ENTERPRISE IMPACT IN PRACTICE

ACTIVE ERG NETWORKS

LEADERSHIP DEVELOPMENT Developed current and future leaders by providing opportunities to lead, influence, and drive impact beyond formal roles

BELONGING Fostered an inclusive environment where employees feel connected and valued, strengthening engagement and retention

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OUR IMPACT IN PRACTICE

Through 2,198.5 hours of employeeled leadership and development, ERG leaders strengthened Turner’s culture, developed leaders, and built connection across the organization—delivering measurable value for our people and the business in 2025.

CULTURE Activated Turner’s culture by embedding care, respect, and inclusion into how employees connect and lead

COMMUNITY

INNOVATION

Built cross–business unit, cross-regional, and external relationships to increase collaboration and reduce silos

Enabled new ideas, perspectives, approaches, and solutions by elevating different perspectives, lived experiences, and employee insight Turner Construction Company

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Turner Construction Company

YEAR AT A GLANCE This snapshot highlights the scale, reach, and leadership depth of the ERG Network across Turner in 2025 and reflects consistent engagement and leadership activation across the enterprise

KEY LEGENDS

2025 IMPACT REPORT

ERG NETWORKS

OFFICES WITH NETWORKS

HOSTED LEADERSHIP EVENTS

ERG ACROSS THE GLOBE

Abilities Network

40

166

35

Mosaic

30

Parents Network

ERG

31%

Active Chapters

Counts

24% 14%

11K

Young Professionals STRATEGIC PILLARS

5

Participant Engagement

International Networks: Türkiye, Malaysia, and India

EVENTS BY STRATEGIC PILLARS

Professional Development

Supports growth at every career stage by offering learning opportunities, mentorship, and resources that help employees build skills and advance their careers.

26%

Strategic Pillars

44% 25%

Connection / Community Builds strong internal and external partnerships by creating spaces for employees to engage with leadership, connect with the community, and openly share perspectives that strengthen collaboration and trust.

% 5%

03

Recruitment

126

Pro Development

23

Recruitment

208

ls ns ns me ssiona etera o V W rofe gP n u Yo

c

sai

Mo

e

Prid

nts

e Par

s

litie

Abi

150 117 113

3%

Womens Mosaic

Young Professionals

1%

67

8

Pride

19

4

Veterans Parents

Abilities

LEADERS BY NETWORKS Pillar

Builds a strong, sustainable talent pipeline by engaging current employees and connecting future talent to Turner through ERG-led outreach and partnerships.

0

Connection

121

Community

370

Womens Mosaic

ERG Leaders

05

Young Professionals

ERG

Womens Network

4%

10

+

Total Events

20 15

Veterans Network

482

24%

25

Pride Network

%

Veterans Pride Parents

National Boards

Abilities

0

10

20

30

40

50 Count

60

70

80

90

Turner Construction Company

100

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02 ERG LEADERSHIP IN PRACTICE

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Turner Construction Company

ERG LEADERSHIP IN PRACTICE

LEADERSHIP BEYOND TITLES Impact in Action

ERG leaders across offices demonstrated how leadership shows up beyond formal titles. Their experiences illustrate how ERG leadership supplements formal development by building readiness, confidence, perspective, and meaningful professional networks.

In 2025, ERGs provided a powerful environment for employees to lead, expand their networks, and learn from leadership and peers across the organization.

These leaders: •

Identified and addressed barriers to participation and inclusion

•

Reframed systems and language to increase engagement

•

Built trust and connection across teams and geographies

•

Modeled the leadership behaviors Turner expects from its people

The stories in this section highlight how ERG leadership creates accessible, experiential opportunities for employees to grow leadership capabilities, build relationships, and gain broader organizational insight — complementing formal roles and development pathways.

Turner Construction Company

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Turner Construction Company

BUSINESS CENTER 1 | ERG LEADERSHIP IN PRACTICE

LEADERSHIP DEVELOPMENT ERG leadership develops skills critical to project success, alignment, clear communication, and influence while reinforcing inclusive behaviors that support retention and team effectiveness.

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BUSINESS CENTER 1 SUMMARY HOSTED LEADERSHIP EVENTS

EVENTS BY STRATEGIC PILLARS

21

29

Womens

94

Total Events

34

Mosaic

26

Young Professionals

11

Pride

2

241

Programming Hours

Professional Development

9

Recruitment

19

Connection

47

Community

Veterans

Serving with Pride ERG has strengthened leadership skills that don’t always show up in day-to-day project work—building alignment across groups, communicating with clarity, and leading through influence. It’s also helped me steward and exemplify a standard of behavior that everyone should be able to expect in their interactions at Turner: respect, dignity, and inclusion. The work has expanded my network across the company and reinforced that culturebuilding is real work that directly supports belonging, retention, and team performance.

DJ Krauthoff Pride Network Lead

Business Location Boston

Title SPD Project Manager

Turner Construction Company

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Turner Construction Company

BUSINESS CENTER 2 | ERG LEADERSHIP IN PRACTICE

THE POWER OF BELONGING Leading the Mosaic Network accelerated leadership readiness by developing management skills, cross-ERG collaboration, and strong internal networks grounded in belonging

BUSINESS CENTER 2 SUMMARY HOSTED LEADERSHIP EVENTS

EVENTS BY STRATEGIC PILLARS

18

20

Womens

62

Total Events

17

Pride

16

Mosaic

11

Young Professionals

930

Programming Hours

Professional Development

9

Recruitment

19

Connection

47

Community

“

In my roughly 17 years in the industry, I had never worked for a company that truly prioritized inclusion and belonging. After asking a few questions about the Mosaic Network and its planned activities, I unexpectedly found myself stepping into a Lead role.

Taking on ERG leadership from the ground up was very much a “sink or swim” experience, but it allowed me to develop organizational management skills, support our ERG members, and build meaningful connections with other ERGs locally and globally.

Kerry Smalls Mosaic Network Lead Business Location Carolinas Title MEP Estimator

Turner Construction Company

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Turner Construction Company

BUSINESS CENTER 3 | ERG LEADERSHIP IN PRACTICE

BUSINESS CENTER 3 SUMMARY HOSTED LEADERSHIP EVENTS

EVENTS BY STRATEGIC PILLARS

27

INNOVATION By challenging an existing framework, ERG leadership drove a system-level change that increased engagement by 30% and strengthened inclusion—demonstrating how innovation rooted in employee insight creates measurable impact.

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Womens

83

Total Events

17

Mosaic

27

Young Professionals

11

Pride

1

336

Programming Hours

Professional Development

2

Recruitment

26

Connection

11

Community

Veterans

When I stepped into an ERG leadership role, I was fairly new to Turner and to the group itself. Through oneon-one conversations with current members, a clear theme emerged: employees wanted development opportunities that supported growth at every career stage and not be seen as still employees still “developing”. By expanding programming to focus on skill building and relationship development—like communication and collaboration workshops— participation increased by 30%, engagement deepened, and it reinforced for me that fostering inclusion often requires listening closely and intentionally reshaping how we create space for growth and challenging systems.

Kody Yee Young Professionals Lead Business Location Michigan Title Cost Analyst

Turner Construction Company

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Turner Construction Company

BUSINESS CENTER 4 | ERG LEADERSHIP IN PRACTICE

BUSINESS CENTER 4 SUMMARY HOSTED LEADERSHIP EVENTS

EVENTS BY STRATEGIC PILLARS

66

COMMUNITY Leading the Parents Network expanded community connection by building family-centered partnerships and inclusive experiences that support employees, their families, and local communities

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Womens

154 Total Events

31

Mosaic

24

Young Professionals

14

Pride

11

Parents

43

463

Programming Hours

Professional Development

5

Recruitment

55

Connection

51

Community

8

Veterans

The Omaha BU Parents Network has created familycentered opportunities that bring employees, their families, and the community together—through service, celebration, and inclusive events. Serving in the Parents ERG has been incredibly rewarding, and looking ahead to 2026, I’m excited to expand family-focused partnerships, events, and resources that support our colleagues and their families.

Michael Ugarte Parents Network Lead Business Location Omaha

Title Quality Control Manager

Turner Construction Company

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Turner Construction Company

BUSINESS CENTER 5 | ERG LEADERSHIP IN PRACTICE

BUSINESS CENTER 5 SUMMARY HOSTED LEADERSHIP EVENTS

EVENTS BY STRATEGIC PILLARS

23

43

Young Professionals

CULTURE

70

By creating space for shared experience and connection, the Veterans Network activated a culture of care, respect, and inclusion for veterans and allies—reinforcing how employees connect, support one another, and lead.

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Total Events

16

Mosaic

14

Pride

12

Womens

5

177

Programming Hours

Professional Development

5

Recruitment

55

Connection

51

Community

Veterans

This past year marked a powerful season of growth for our NorCal Veterans ERG, defined not just by progress, but by connection. One of the most meaningful moments was simply coming together; sharing stories, learning about one another’s military journeys, and hearing how service, whether personal or through family, shaped the paths that brought us here.

These connections go beyond job titles; they honor the experiences that shaped who we are today. Through this community, we’ve built more than a network, we’ve built a place where veterans and allies feel seen, understood, and supported.

Danielle McHugh Veterans Network Lead Business Location Sacramento Title Marketing Manager

Turner Construction Company

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Turner Construction Company

INTERNATIONAL | ERG LEADERSHIP IN PRACTICE

THE POWER OF BELONGING By creating shared experiences across geographies, the Women’s Network fostered belonging—ensuring employees feel connected, supported, and empowered to grow and lead, regardless of role or location.

INTERNATIONAL SUMMARY HOSTED LEADERSHIP EVENTS

10 04

Total Events

2

Womens

2

Young Professionals

EVENTS BY STRATEGIC PILLARS

21

Programming Hours

2

Professional Development

2

Connection

“

Women in Construction Week (WIC) brought women together across Turner International, from a Women’s gathering in Türkiye to ERG workshops in Malaysia, Vietnam, and India. The Women’s Network, to me, is about connection and support—a place to learn, share experiences, and grow together.

Sabriye Kelleci Womens Network Lead Business Location Türkiye Title Project Manager

Turner Construction Company

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Turner Construction Company

HEADQUARTERS | ERG LEADERSHIP IN PRACTICE

INNOVATION & CULTURE By partnering with Wellness and Benefits, the Abilities Network extended cultural values into formal systems— ensuring care, respect, and inclusion are reflected in how Turner supports everyone at work. This work demonstrates how extend cultural values into formal systems, ensuring consistency in how care, respect, and inclusion show up everyday in employee’s experiences.

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HEADQUARTERS SUMMARY HOSTED LEADERSHIP EVENTS BY STRATEGIC PILLARS Abilities Network Launched in

2022

167

Participant Engagement

100 80 Counts

28

60

Attendees

67

05

Connection

100

Community

40 20 0

n ty uni ctio e m n Con Com

Events

Programming Hours

2

Connection

3

Community

The Abilities Network has created a safe, supportive space where conversations about physical and mental disabilities are welcomed and encouraged. By fostering open dialogue and understanding, the Network has helped people feel seen, reduce stigma, and support the whole person at work.

Kris Harrison Abilities Network Lead Business Location New York, Headquarters Title Supplier Diversity Director

Turner Construction Company

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Turner Construction Company

ENTERPRISE | ERG LEADERSHIP IN PRACTICE

COMMUNITY Representing SourceBlue within the Veterans Network, ERG leadership strengthened community by bridging geographies and business units—ensuring mobile employees remain connected, supported, and aligned to Turner’s community.

ENTERPRISE SUMMARY HOSTED LEADERSHIP EVENTS

EVENTS BY STRATEGIC PILLARS

4

1

10

Total Events

Mosaic

3

Womens

3

Veterans

18

Programming Hours

Professional Development

7

Connection

2

Community

“

Being a veteran myself, it is an honor to represent the Veterans Network for Sourceblue and I am very proud of the work we have done with clothing donations, toy drives and attending events for Veterans Day. I think it shows that bringing people together for common goals and interests shows amazing results that foster family atmospheres and support to those who need it.

Dan Card ERG Network Lead

Business Location Enterprise - SourceBlue Title Principal in Charge SDC and Dulles IAD Projects

Turner Construction Company

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03 LOOKING AHEAD ERGS AS ENTERPRISE

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Turner Construction Company

LOOKING AHEAD

BUILDING THE NEXT CHAPTER OF LEADERSHIP 2026 ERG Priorities & Company Alignment In 2026, ERGs will continue to operate as strategic partners in leadership development and culture stewardship with active engagement from leaders across the company.

Priorities for the year ahead include: • • • • •

Continued investment in ERG infrastructure and leadership development Clear expectations for executive and leader engagement with ERGs as part of leadership responsibility Stronger alignment between ERGs and succession planning processes Increased visibility of ERG leadership contributions Consistent cultural expectations across all Business Centers

Executive commitment remains essential. ERGs are not supplemental, but a core part of how Turner develops leaders, stabilizes its workforce, and sustains culture in times of change.

2025 Reinforced that culture requires intentional leadership, ERGs played a meaningful role in strengthening connection, leadership capability, and consistency across Turner.

Sustained investment, visibility and leadership engagement will ensure ERGs continue to support a strong leadership bench and resilient culture.

Click or Scan to View Turner Construction Company DE&I Commitment

Turner Construction Company

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04 THANK YOU

2025 ERG Report Designed By:

THANK YOU TO OUR PARTNERS 0-9

505 Carpenters Union

A

Access Period Adaptive Adventures Adopt One Block / We Believe in Portland AIDS Foundation of Chicago AIA NOVA chapter and the design firm Perkins & Will Alameda County’s Crisis Support Services Alix Partners & National Grid AllianceBernstein, Tishman Speyer & Zo Alzheimer’s Association American Cancer Society American Heart Association American Red Cross AçıkBeyin Academy Arthouse Gallery & Studios Association of Professional Women in Construction

B

Black Rock, Turner & Townsend, PWC BlueStar Moms Sacramento Build Out Alliance

C

Canadian Association of Women in Construction CanPlay Carry The Load Cherry Creek Innovation Campus Chrons & Colitis Foundation Clark Builders Cleveland MetroParks Community Warehouse Critical Components Inc.

D

Doernbecher Children’s Hospital

E

Eataly Eskisehir Technical University Construction Club Estee Lauder

F

Feed the Mass FlatironDragados & subsidiary Schiavone Construction Foster Squad

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Turner Construction Company

G

Gensler Girls IN STEM Academy Give Grace, Give Hope Great Lakes Science Center

H

Habitat for Humanity Hand to Hold Harvester’s Healthworks

I

I’ll Make Me A World in Iowa Imperfect Pathways Inclusive Builder’s Alliance ITU Engineering Students Society

K

Keep Omaha Beautiful

L

La Bori Boxing L3 – Ladies Laughing Out Loud Latino Golf Association of Omaha Leadership Louisville Center Lines for Life Lion House

M

M. Simone Boyd March of Dimes Marion Polk Food Share Mei Mei Memphis Medical District Collaborative Mid-America LGBT Chamber of Commerce Michigan FUN Team / Advancing Professionals MillerKnoll and Build Out Alliance MYM

N

NAWIC NE Soul Line Dancers Nebraska DOL New Friends New Life Newark Public Schools Newark Public Schools / Technology High School NSBE Nucor Steel Seattle nycoba NOMA

Saori Yamashita

Marketing Specialist

O

OGCA OneIowa Open Door Mission Opportunity Austin OSU SASE Out@SFO

CONTACT THE HEADQUARTERS

DIVERSITY, EQUITY & INCLUSION TEAM:

P

Perkins&Will PFLAG Atlanta Procore Procter & Gamble

R

Raymond Rolling Plains Construction Ronald McDonald House

Lisa Moving Vice President, Diversity, Equity & Inclusion lmoving@tcco.com

S

Safehouse Denver Salem Parks and Recreation Sarpy Chamber Sip & Share Wines Special Olympics Omaha Susan G. Komen

T

TEXO (AGC) The Attic Youth Center The Bryson Institute The Gabby Krause Foundation Thistle Farms Thunder Ridge High School TreeFolks

Andrea Delgado Diversity Equity & Inclusion Project Manager asdelgado@tcco.com

U

University of Cincinnati Osher Center of Integrative Health

V

Allie Sigmon Diversity, Equity & Inclusion Program Specialist asigmon@tcco.com

Veterans of Foreign Wars

W

Wakeman Boys & Girls Club

X

X3 Sports

Y

Young Construction Leaders and Toronto Construction Association

Stefan Correia HR Diversity, Equity & Inclusion Analyst stcorreia@tcco.com

@turnerconstructioncompany

@turner_talk

@turnerconstructioncompany

turnerconstruction.com

Click or Scan to View Turner Construction Company DE&I Commitment

For information regarding this report, please contact our Office of Diversity, Equity and Inclusion: TurnerDEI@tcco.com

Turner Construction Company 66 Hudson Boulevard East New York City, NY 10001 (212) 229-6000 © 2026 Turner Construction Company. All Rights Reserved