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People Pillar

Stacee Barkley headshot

“There are both business and human-centric data that support the case for DEI, but DEI is fundamentally about humanity. Benchmarking and measuring our DEI efforts proves our commitment, validates our investments and serves as a beacon for possibilities.”

Stacee Barkley

INTRODUCTION

Celebrate Diversity, Build Belonging

Diversity, Equity and Inclusion is much more than numbers or how many of what group(s) are represented. DEI is about cultivating and nurturing a sense of belonging. It’s about embracing differences and creating environments where innovation thrives, productivity is energized, and learning and development are both accessible and inspired.

DPR’s journey to be a more diverse, equitable and inclusive organization began in its formative years. At inception, as part of our first mission to be a truly great construction company by the year 2000, DPR aspired to have more women and people of color in leadership positions. Now, DPR is on a mission to be most admired—yes, by the industry, but most importantly, by those who call DPR their work home.

Whether ascending a mountain or walking around the block, journeys are met with challenges that make us stronger and triumphs that make us humble. When we stumble, and we will stumble, we will look deep into our culture core to sure our footing and move ever forward with great intention, action and education.

From breaking bias training to lunch and learns and activities for projects teams, we are committed to improving diversity and inclusion holistically and driving positive change across the organization—one person, one project, one team at a time.

DEI is about and for everyone. We want every individual to be able to bring their authentic self to work every day. That is how great teams build great things.

BE A PILLAR

Learning Through Lived Experiences

The Be a Pillar series is dedicated to sharing the perspectives and lived experiences of those who are helping to inspire, educate and lead us on our journey. In 2023, we highlighted more than 40 employees, partners, suppliers and vendors. See some highlights:

Black History Month is a time to highlight the resilience of Black Americans throughout U.S. history. It gives all Americans an opportunity to listen to historical stories from our perspective that are not shared or may have been altered in American history books. Throughout the year, my father shares family recipes as he cooks with his grandchildren and our family explores my maternal grandmother’s big bible, which provides names, dates or events of our ancestors throughout history. My mom and aunt connect the dots for us by sharing stories, which provide a prism of our past for us to envision the shoulders we stand upon.

Cassandra Dennis

"In construction, we solve unique challenges each and every day; it is fundamental that our team members feel safe, valued and comfortable to share their own perspectives.

On our projects, we practice a listen first approach, allowing for each person’s ideas to be heard before we make decisions as a team. This creates a workplace culture of feeling valued and safe, while developing positive relationships and growth opportunities for each person on our team. Inclusivity is important because it creates equal opportunities for each team member to contribute with their unique individuality."

Kevin Chen

“The construction industry is 100% a team effort. When our teams accept and include a diverse mix of people, backgrounds, and perspectives it widens our lens and leads to new ideas and solutions. Inclusion within our teams also allows our people to be confident in themselves which generally leads to a better functioning and more satisfied team.”

Emily Covey

Growing up as a first-generation immigrant from Indonesia, the cultural and familial values of respect for elders, obedience and following the rules were monumental in my developing years. My parents risked a lot when it came to giving up what they had and knew, from their homes, jobs, family, language, etc., to provide for a more promising future for me and my siblings. From this risk, came the lofty and well-thought-out expectations that were established for me and my siblings: to do well in school, attend college (and study in a field that they would consider lucrative and stable), and ultimately, have a high-paying job that would not force us to ever have to make the risks they did. Deviance or challenge to these steps would not have been easily accepted, let alone celebrated.


These principles and clear expectations undoubtedly have been the main driving factor when it comes to how I approach my work: I naturally am a rule-follower, not a challenger; a thinker before being a doer; and more of an observer than a commander. Although there is much value to these things, I am constantly working to step out of my comfort zone by speaking up and sharing my thoughts and opinions in a bold and courageous way. There is a lot to 'un-learn' and 're-learn' here in terms of my natural approach on things, but through self-compassion and assurance, I am constantly improving as a husband, father and DPR employee.

Vedo Evantanto

I was raised to value and appreciate the nobility of the construction industry thanks to my grandfather's influence. He founded a construction company in Mexico, so I grew up around builders, visiting jobsites and workshops where heavy equipment was kept, and workers would plan projects.

As a first-generation immigrant, I started working in the U.S. under a temporary work visa. The path to permanent residency (a.k.a. a Green Card), was long, tedious and stressful. Going through that process, along with everything involving immigrating to a different country, really made me aware of the adversities people of all backgrounds go through and must endure.

Daniel Davalos Cantu

Path Forward

In 2024, we will attend SWE, NSBE, SHPE, GWIC, WIC and are adding Out and Equal to our DEI conference portfolio. We continue to focus on building our brand in this space and developing strong partnerships with these organizations, both on campus and by attending these events. Our recruiting team actively collaborates and engages with our ERGs and Talent Partners to identify attendees, creating a conference playbook, enhancing our conference specific recruiting training sessions, and looking for leaders to sponsor and attend these events as hiring decision makers.

Recruiting

Developing Strong Partnerships

A diverse workforce has proven to encourage innovation and creativity, as well as improve decision making through unique perspectives and viewpoints. In 2023, we significantly expanded our recruiting efforts and conference sponsorships, including participation with Society of Hispanic Professional Engineers (SHPE), National Society of Black Engineers (NSBE), Society of Women Engineers (SWE) and Women in Construction Conference (WIC).

We also participated at career fairs at Historically Black Colleges and Universities (HBCU): Howard, Hampton, NC A&T, Tuskegee, Tennessee State, and Prairie View A&M. We conducted multiple info sessions with a focus on building stronger campus partnerships with faculty and NSBE campus chapters.

Through our sponsorships, hosting booths and joining panels, we networked with hundreds of attendees. Many offers have been made to attendees-turned-job-applicants!

Employee Resource Groups

Building a Culture of Inclusion

Great teams build great things. Our Employee Resource Groups (ERGs) are an integral part of building belonging. Our ERGs are voluntary, employee-led groups, that serve as a resource for both group members and DPR. They give employees from underrepresented populations and their allies a voice and path toward advocacy, exposure, development, and change empowerment. ERGs attract, retain, and connect employees to further cultivate a culture of inclusion that supports diversity of backgrounds, thoughts, and perspectives.

In 2023, DPR initiated eight ERGS:

  • Asian
  • Black/African American
  • Differently Abled
  • Hispanic/Latiné
  • LGBTQ+
  • Mental Health
  • Veterans
  • Women
I am passionate about ERGs because they create space for all of us to be our authentic selves, and in doing so, help us to bring our best to work, while living healthy, holistic lives. They create a sense of belonging, connection, and resilience for groups who may not have that feeling otherwise, and encourage collective strength through diversity.  I personally have benefitted from regional initiatives, such as networking, mentoring, and career development topics. I’m thrilled to be part of the inaugural women’s ERG Leadership Team because, after years of supporting the regional efforts, we have an incredible opportunity to inspire forward motion across the company (not just for the Women’s ERG but for all ERGs going forward.)

Claire Stein

As a member of the LGBTQ+ community, I have always found strength and support in my community and my identity. At DPR, We Exist to Build Great Things, and who we build is as important as what we build. The Employee Resource Groups provide a space for all employees to connect, learn, and grow from one another while also contributing to the company's goals and vision. I am proud to work for a company that values diversity, equity, and inclusion, and allows me to bring my whole authentic self to work each day. In doing so, DPR shows its commitment to respecting the individual and changing the world.

Victor Villegas

I am excited to support the DEI Team in expanding our ERG initiative by working to create a company-wide ERG strategy that is sustainable. A strategic and sustainable ERG can be a powerful tool for meeting the needs of our diverse workforce by helping to foster an inclusive environment, giving employees a chance to voice and address workplace concerns and ideas, attracting and retaining talent, and providing professional development opportunities. Our ERG members offer a kaleidoscope of perspectives and experiences, all of which, can play an active role in business development and help advise various functions within the company.


Although creating and sustaining ERGs takes a lot of time, thought, and consideration, I believe that if we continue to pour into and build up the ERGs, we’ll be inevitably creating a pipeline of future leaders who feel supported and further encouraged to continue to build great things!

Tiara Cypress

20%

Women in Leadership have increased from 13.6% to 20%

17%

People of Color in Leadership have increased from 9.7% to 17%

31%

Women Project Engineers have increased from 23% to 31%

*Statistics compare numbers from 2015 to present day.

By the Numbers

With more than 11,000 employees, DPR has increased the percentage of women and people of color year over year with significant increases in leadership. Today, 20 percent of DPR’s leadership are women and 17% percent are people of color.

END OF YEAR 2023 OVERALL ADMIN CRAFT

Women

16.4% 27.2% 3.5%
Men 83.1% 72% 96.4%
African American 3.8% 4.3% 3.2%
Asian 4.7% 8.5% 0.3%
Hispanic 45.8% 16.2% 80.2%
Native America 0.4% 0.5% 0.6%
Other +2 1.6% 2.1% 1.1%
White 42.3% 66.7% 14.0%
Native Hawaiian or other Pacific Islander 0.4% 0.4% 0.3%
Did Not Select 1.0% 1.3% 0.3%
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