2021 RGB Annual Report - Flipbook - Page 19
S TA N D I N G T O G E T H E R
We continue to focus on diversity, equity and inclusion initiatives, while remaining aware
of and committed to how much important work is yet to be done. In 2021, our efforts
increased the representation of Ryan women and BIPOC (Black, Indigenous, People of
Color) team members and brought new initiatives to Ryan team members and partners.
• We launched a sponsorship program that matches BIPOC professionals with senior
leaders to provide career development coaching and opportunities for BIPOC
team members, while increasing leaders’ competencies around diverse talent
development and broadening networks.
Ryan’s diversity, equity and inclusion initiatives align
with our strategic priorities and our culture. The BIPOC
sponsorship program addresses gaps within our current
efforts to develop our talent. Sponsorship programs
have been proven to accelerate the development of
high potential, underrepresented talent and is a win-win
for the development of both our BIPOC professionals
and our leaders. With 35 BIPOC team members in this
inaugural class, we anticipate expanding the program as
Ryan grows to contribute to the pool of candidates for
future leadership roles.”
• The BRilliance Employee Resource Group established our first scholarship to an HBCU
(historically black college or univeristy), North Carolina A & T. Four $6,000 scholarships
Every day, we take steps to increase the capacity
of diverse trade partners. In 2021, we expanded
- Steve Jordan, Director, Human Resources
involvement in national trade associations, increased
will be awarded annually, distributed to two students in the College of Science and
diverse spend by 30%, and mentored in the areas
Technology: Department of Built Environment and two students in the College of
of marketing, contracts, field communications,
Engineering: Department of Civil, Architectural and Environmental Engineering.
leadership succession and more. We are thrilled
• Our Emerging Business Inclusion work continues to build inclusive, innovative and
lasting partnerships with our subcontractors. We set a minimum 10% Minority,
Women, Veteran and Disadvantaged Business Enterprise (MWVDBE) inclusion goal
for all construction projects.
to close the year with three new national partners National Association of Minority Contractors, National
Minority Supplier Development Council and Women
Business Enterprise National Council.”
- Elizabeth Campbell, National Director
Emerging Business Inclusion
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