RECRUITING AND RETAINING TOP TALENT
We pride ourselves on an entrepreneurial spirit and agile
organization and strive to attract and retain top talent
within our industry. In addition to growing organically,
our acquisitions over the past three years have added
approximately 1,500 professional and support staff,
expanding our resource base, technical expertise, and
geographic reach.
Our organizational resiliency depends on diverse
perspectives and we acknowledge the importance
of promoting and advancing those perspectives. We
are reviewing baseline employee diversity metrics
and developing plans to address gaps as appropriate,
with the objective of having a diverse candidate slate
that provides our hiring managers with the broadest
opportunity and choice. To meet this objective, we are:
■ ■ Launching an internal Women’s network
■ ■ Upgrading talent and diversifying TRC’s HR team
(race, gender and geography)
■ ■ Enhancing our reach into local organizations, including
attending industry events such as National Society of
Black Engineers (NSBE) and Society of Women Engi-
neers (SWE) at the local level
■ ■ Aligning hiring strategies in certain markets where
diverse talent is available
■ ■ Improving our applicant portal to provide easier access
and ability to apply to positions
■ ■ Improving our onboarding portal to increase and
enhance applicant experience
■ ■ Piloting interview training for enhanced candidate
selection
■ ■ Evaluating a pilot program to hire individuals who are
coming out of the military and entering civilian life
■ ■ Increasing engagement in social media to share suc-
cesses on processes and projects to attract candidates
to TRC
■ ■ Attending college events that have a balanced represen-
tation in their student populations.
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2018 Sustainability Report
In FY18 we also brought a renewed focus to our Early
Identification Development (EID) program for college
recruiting and internships, reflecting our commitment
to younger generations and recognizing the value of
new thinking for sustainable solutions. In our summer
internship program, we highlighted a Sustainability
Capstone project bringing our students closer to our
company goals and engaging them in a rewarding
experience. We are working with our recruiters
and hiring managers to both better understand the
sustainability skills of potential hires and assess their
interest in our sustainability initiatives, so that we
continue attracting candidates to serve market needs
and ensure we are responsive to their professional
interests.
Diversity Contracting
We are also committed to diversity participation
and we continue to develop strong collaborative
partnerships with diverse suppliers and partners on
our project efforts, including working with Minority-
Owned Business Enterprises (MBE), Women-Owned
Business Enterprises (WBE), Disadvantaged Business
Enterprises (DBE), Veteran- Owned Business
Enterprises (VBE), Historically Underutilized Business
Zones, and other local small businesses (SB). By
using team members that work and live in the area,
we reinforce our commitment to the community,
validate that we are truly invested in their prosperity,
and respect their contribution to the specific project.
Equally important is the connectivity and transfer of
information that supports a common mentorship.
Our Corporate Supplier Diversity Subcontracting Plan
(SDSP) represents our written policy and describes our
subcontractor selection process, mentoring program,
performance management, and recordkeeping.