Captured the Voices of Employees to Inform Next Steps and Developed More Inclusive Leaders

BACKGROUND/OPPORTUNITY

Data2insight was hired in June 2021 to conduct an organizational assessment focused on DEI and company culture.

As a result of the Vision 2025 Plan (which was rolled out in January 2021) and to advance WALSH Construction Company’s DEI efforts, a diverse group of employees came together to create the DEI Imperative Committee, tasked with evaluating a strategic direction and to make recommendations to leadership. 

WALSH Construction Company started in Portland, Oregon in 1961 and has grown into one of the largest construction companies in the region with over 550 employees distributed between Seattle and Portland. Much of the company’s work is with non-profit organizations who serve vulnerable communities, as well as the private, and government sectors.

WALSH was among the first construction companies to focus on hiring and developing diversity within sub-contractors and have forged mentoring relationships to support the growth of many minoritized/emerging/women-owned businesses.

SOLUTION

Data2insight was brought in to do a wide range of evaluation, measurement and assessment as part of the DEI Strategy build-out.

• Grounding work with DEI Imperative Committee and executive leadership

• Development of outreach and communication strategy

• Document and practice review summary

• Interviews and focus groups

• Three months of executive and DEI Leadership Learning Labs and Lunch & Learns

• Organization-wide survey (N=557)

• Benchmarking

• Identification of where WALSH is on the Multicultural Organization Identity Development Continuum (MCOD) based on assessment findings

• Share assessment findings and provide recommendations for DEI strategy with leaders

• Bi-monthly meetings with DEI Imperative Committee

• 13 months of project management/assistance including monthly updates

OUTCOME

Developed executives’ and DEI committee’s inclusive leadership skills and understanding of both field and office employee sentiment.

In June 2022, data2insight shared the comprehensive findings, conclusions, and recommendations based on the organizational assessment with the executive leadership and DEI Imperative Committee after completing a 13-month engagement, that included:

• 15 leadership interviews

• Delivery of a 3-month inclusive leadership learning and development curriculum for both groups of leaders based on leadership input (n=20)

• Administration, data analysis, and data storytelling of an organization-wide survey that had an 80% response rate, providing credible, reliable, and timely evidence to inform next steps for leaders as they continue to implement their strategic plan