In response to recent acts of hate in the construction industry, Rosendin Holdings, Inc., the parent company to Rosendin and Modular Power Solutions (MPS), announced a Zero Tolerance for Discrimination policy. This commitment addresses inequity in the construction industry and takes meaningful action to build a more inclusive culture where individuals are free from any form of harassment.
Rosendin Holdings acknowledges the systematic and entrenched racism in our society, and the resulting inequalities for people of color, which keep our nation from moving forward. To ensure every employee has an opportunity to reach their full potential, Rosendin and MPS pledge to stand up against any form of discrimination, racism, hazing, or bullying whether in the office or at a construction site.
“As a leader in the building industry, we feel it is our responsibility to promote equality and diversity by adopting a Zero Tolerance for Discrimination policy. Discrimination of any kind will not be tolerated, because I believe everyone deserves the highest level of respect,” said Mike Greenawalt, Rosendin CEO. “When I took on the responsibilities of CEO in January, I made a commitment to build a welcoming culture rooted in our core values, and I am calling on all our team members to take personal responsibility to be part of this important mission.”
“Over the past few months, we have spent a lot of time reflecting on what we can do to build equality and acceptance for all, within our communities and our company,” said Simon Harkins, General Manager, MPS. “Through a comprehensive review of internal and external practices, we identified meaningful action we can take to further support and promote marginalized members and remove any barriers that may limit an individual’s potential.”
For more than 100 years, Rosendin Holdings has worked towards creating a welcoming work environment focused on building people and communities. The decision to expand training programs and develop new initiatives aimed at promoting equity for all was guided by the company’s core values of “We Care. We Share. We Listen. We Innovate. We Excel.” Here are some of those programs.
- Rosendin Holdings is a proud sponsor of the Culture of CARE initiative to address the unique challenges of the construction industry by helping employers improve safety, productivity and retention of skilled tradespeople by supporting diverse and inclusive workplaces. To show We Care, leadership took the Culture of Care pledge and encourages its 7,000 employees, business partners, and clients to do the same.
- Company leaders will expand training through its “Respect for People Program with Core Clarity” to educate more employees about unconscious bias. Since 2018, more than 1,500 employees have taken the Core Clarity Personal Discovery program to learn about themselves, deal with change during the pandemic, and support one another.
- Rosendin Trainers are developing new programs and expanding existing ones aimed at building a more diverse workforce. For example, anyone who meets the requirements for Rosendin Leadership Academy may now apply. Rosendin Leadership Academy has trained over 34 people for higher-level positions within the company since 2014.
- Rosendin Holdings will continue to identify and remove barriers, or implied barriers, that may keep an employee from feeling like they belong and strongly discourage acts which counter these efforts. To fulfill its core value of “We Listen” the company will also provide avenues for employees to report discretions anonymously so that individuals and teams can be properly educated about how these behaviors can be harmful.
Social justice and equality make up the very foundation of which Rosendin was built upon, having been started by a husband and wife team of Mexican immigrants in 1919. Moses and Bertha Rosendin were committed to treating their employees and their customers with dignity and respect. As a woman in a male-dominated industry, Bertha became a well-known construction leader in California whose vision continues to influence decisions more than 100 years later.
Rosendin’s on-going commitment to inclusion is reflected in its workforce, where female and minority workers make up 46% of employees. Company leaders are working with the National Electrical Contractors Association (NECA) to make diversity and inclusion a priority and identify opportunities for education and growth.
“It is not just about words and thoughts; it is time for taking action and developing concrete plans,” said Larry Beltramo, Rosendin Executive Vice President and President NECA. “Diversity and inclusion can no longer just be buzzwords, but core principles as we continue to empower lives and communities throughout America.”
As one of the largest employers of Journeyman-wireman electricians from the International Brotherhood of Electrical Workers (IBEW), Rosendin Holdings believes in workers’ rights to fair wages and benefits that support the worker and their family. Collective bargaining agreements ensure every IBEW member employed by Rosendin receives fair pay, medical insurance, educational funding, and retirement benefits.
Rosendin, headquartered in San Jose, is employee-owned and one of the largest electrical contractors in the United States, employing over 6,500 people, with revenues over $1.8 billion. Established in 1919, Rosendin remains proud of our more than 100 years of building quality electrical and communications installations and value for our clients but, most importantly, for building people within our community and our company. At Rosendin, we foster a culture of diversity, inclusion, and shared ownership. Because your success is our success.
Founded in 2011, Modular Power Solutions (MPS) brings decades of combined engineering, production, and deployment experience in offsite construction. Whether it be assisting with complex BIM coordination, integrating full electrical and mechanical systems, or providing commissioning support in the factory and field, MPS aims to provide the complete solution and service required in the current construction ecosystem. Increasing demand has helped MPS branch into other markets including data centers, utility, agricultural, hospitality, and commercial office.
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