Advancing Diversity and Inclusion

To actively advance diversity and inclusion within our company, we formed the Robins & Morton Family Table. Our Family Table is based on the belief that the best way to recognize and understand our differences and support understanding is to start with what most unites our team members: our company’s family-like culture. The Family Table represents our ongoing commitment to celebrate diversity and inclusion within our company while creating a safe space for our team members to address any “uncomfortable silences.”

To ensure that the Family Table stays true to our culture and values while focusing on what is important to our people, its efforts are guided by a team of facilitators drawn from across the company. They represent the different positions, backgrounds, cultures, races, genders and family roles within our organization.  Following a model of continuous improvement, the facilitators are developing and refining initiatives — including training, recruitment and retention efforts — to promote diversity and inclusion.

Recruitment and Career Advancement Opportunities

Through our participation in industry outreach programs, support for education and our internal training, mentorship and development programs we’re helping attract, support and develop a diverse workforce.

Internally, we provide a range of traditional and nontraditional career advancement programs, with a strong emphasis on mentorship. We have defined career paths with a Learning and Career Development Coordinator providing one-on-one support to our team members.

Our Rocky McMichen Field Leadership Program is a combination of classroom and hands-on mentorship for craft-level team members who desire to move into management roles. The Barbara Wilson Mentorship Program supports administrative team members who want to transition into entry-level field management roles. Both programs have a proven record of further increasing diversity in our operations.

Our college recruitment efforts are reaching beyond the traditional construction management programs to attract a broader range of potential new hires, and we’re increasing our visibility at HBCUs. We’re also expanding our mid-career and veteran recruitment efforts to recognize experience and skills that can transfer to construction management.

To increase awareness of opportunities in construction, we support outreach programs at the primary and secondary school levels, including ACE Mentor Program activities and Auburn University’s Construction Management Academy for Young Women and other programs. We support our team members’ involvement in the National Association of Women in Construction and other organizations and events advancing diversity in our industry.

Learn more about our career opportunities, professional development, benefits and workplace culture.

Expanding Diversity Through Partnerships

Our diversity inclusion and leadership development efforts extend to partnerships with trade contractors and vendors, including outreach to, and support of, small, women, veteran, or minority-owned business enterprises. We are actively involved with the Small Business Administration (SBA) and, for years, have participated in its programs, including the Mentor Protégé Partnership Program. Through the Mentor Protégé Partnership and similar programs, we can help women-, veteran- or minority-owned small business enterprises expand their footprint through meaningful partnerships in the construction industry.

Learn more about our opportunities for trade contractors and vendors.

Fostering a Safe and Inclusive Environment

We have zero tolerance for any form of harassment or discrimination, and we expect the same of our trade contractors and vendors. This is stressed to everyone in the company and to everyone on our jobsites. We also have a confidential, toll-free hotline to report any behavior counter to our policies, values or the law.

In addition, our emphasis on teamwork and shared goals, reinforced by our collaborative Building Forward® approach, is based on respect for individuals and fosters engagement across all levels of our organization and throughout our jobsites.

As an Equal Opportunity Employer, we are committed to affording equal opportunity to all, based upon job-relevant performance, experience and accomplishments. We will not make hiring decisions based on race, color, ethnicity, religion, sex (including pregnancy, childbirth or related medical conditions), sexual orientation, gender identity, national origin or ancestry, age, genetic information, marital status, disability (physical or mental), or protected veteran status, or any other characteristic protected by law. We will provide reasonable accommodations to individuals with disabilities. We apply the same standards to our selection of trade contractors and vendors.

We also recognize that this is a journey forward and we are committed to continuously strengthening our efforts to make Robins & Morton a more diverse and inclusive organization.