WSP PARSONS BRINCKERHOFF OUR COMMUNITY: DIVERSITY IN PRACTICE INCLUSION, EQUAL EMPLOYMENT OPPORTUNITY & AFFIRMATIVE ACTION

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1 WSP PARSONS BRINCKERHOFF OUR COMMUNITY: DIVERSITY IN PRACTICE INCLUSION, EQUAL EMPLOYMENT OPPORTUNITY & AFFIRMATIVE ACTION JULY 2015

2 TABLE OF CONTENTS

3 1 DIVERSITY: INCLUSION, EQUAL EMPLOYMENT OPPORTUNITY & AFFIRMATIVE ACTION AT WSP PARSONS BRINCKERHOFF, DIVERSITY IS AT THE ROOT OF OUR VALUES AND ETHOS. Diversity means appreciating our individualism and respecting each other s differences. DIVERSITY MISSION Our diversity mission is to cultivate a high-performing, motivated and representative workforce supported by a Global Strategic Plan that is guided by principles of equal opportunity. We will achieve this by fostering an inclusive work environment where all voices are heard and valued. This culture will help the firm attract and retain the most qualified individuals and will earn us recognition internally and externally as a best place to work. Our commitment to diversity is essential to meeting our overall mission to be a solution-driven advisor with outstanding expertise. Our People bring a wealth of diverse experience to the firm. Together, they broaden Our Expertise. Their commitment to Our Operational Excellence ensures our continued ability to provide the best solutions and the best value to Our Clients, who expect and deserve nothing less. Equal Employment Opportunity Preventing and/or ending discrimination Inclusion Fostering an inclusive work culture Affirmative Action Achieving a representative workforce EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION WSP Parsons Brinckerhoff is firmly committed to Equal Employment Opportunity (EEO) and to compliance with all federal, state and local laws that prohibit employment discrimination against any protected classification. This policy applies to all employment decisions including, but not limited to, recruiting, hiring, training, promotions, pay practices, benefits, disciplinary actions and terminations. As a government contractor, we are also committed to taking affirmative action (AA) to recruit, hire and advance minorities and women as well as qualified individuals with disabilities and covered veterans. Affirmative action efforts, objectives and strategies are documented in the company s Affirmative Action Plans (AAPs). WSP Parsons Brinckerhoff develops annual AAPs to identify any areas of underutilization of women and minorities in the workforce and to establish good faith efforts to address any such areas of underutilization. Employees of and applicants to WSP Parsons Brinckerhoff will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in filing a complaint; assisting in a review, investigation or hearing; or have otherwise sought to obtain their legal rights related to any federal, state or local EEO law.

4 2 DIVERSITY GOVERNANCE AND OBJECTIVES GOVERNANCE The DIVERSITY COMMITTEE is responsible for providing leadership, structure and accountability to our diversity efforts. Its role is to ensure that the firm continues to recognize, utilize and celebrate our diverse individuals; cultivate a balanced pipeline of qualified candidates; promote an inclusive community grounded in respect and appreciation of women, minorities, individuals with disabilities, veterans and other protected groups; and monitor and enforce compliance with all federal, state and local diversity laws as well as company diversity policies and procedures. The committee is led by the current Senior Diversity Manager. The committee supports the organization s commitment to diversity by providing employees with opportunities for diversity education, recognition and cultural celebration. It also identifies and recruits committed sponsors within the company who agree to champion and be accountable for promoting diversity. The sponsors aid the committee in its efforts to shape and maintain a positive and consistent image of the company in the minds of potential candidates, employees, clients and the communities where we work. Together, the committee and the sponsors work to showcase our diversity program, its events and activities, and our diverse employees to ensure that WSP Parsons Brinckerhoff is regarded as a best place to work and an industry leader in diversity. The committee meets regularly and reports progress to the Global HR Leadership Team quarterly. Our Global VP, Human Capital will report all diversity efforts and successes to the WSP Parsons Brinckerhoff Leadership Team and Board of Directors on an annual basis. STRATEGIC OBJECTIVES In support of our diversity mission, the diversity committee has established the following strategic objectives: Recruit and retain high-performing, diversified talent Educate employees about diversity and cultural sensitivity Commit to accountable leadership

5 3 DIVERSITY GOVERNANCE AND OBJECTIVES RECRUITMENT, DEVELOPMENT AND RETENTION We actively seek to enhance our talent pool with the best and most gifted personnel. In doing so, we continually assess and enhance our diversity program to ensure that our outreach and retention efforts are among the best in the industry and are effective in cultivating a diverse community. We are committed to this ongoing analysis, during which we: Conduct a benefit-cost analysis of current outreach efforts; Evaluate good-faith efforts to improve and expand our outreach; Research and implement diversity benchmarking tools to evaluate our diversity program relative to those offered by our competitors; and Share current, accurate and complete diversity data with recruiters. Hiring the best employees is just the first step to creating a strong, diverse workforce. We are committed to developing, challenging and rewarding our staff to give each employee an equal opportunity to build a satisfying career. The diversity committee supports the personal and professional growth of all employees by ensuring that development, advancement and succession-planning programs are conducted with an all-inclusive focus. To achieve this, we: Promote the mentoring program to identify and develop high-performing and motivated individuals, ensuring future diversified senior staff and future leaders; Collaborate with the business market leads to identify individuals for recognition and advancement; Recognize employees who make meaningful contributions to diversity initiatives throughout the industry by taking active roles in professional organizations and national diversity boards, such as: WTS International; National Society of Black Engineers (NSBE); Society of Hispanic Professional Engineers (SHPE); American Council of Engineering Companies (ACEC); and Conference of Minority Transportation Officials (COMTO). Because we invest significant resources in the personal and professional development of our people, it is imperative that we to do our best to keep them in our family. Our development, advancement and succession planning programs are also valuable retention tools. When retention is not possible, we must attempt to minimize the instance and impact of the loss of diverse staff. To achieve this, we: Partner with the Human Resources Information System (HRIS) team to evaluate turnover data and determine reasons for voluntary departure of our diverse talent; and Use the feedback as part of our diversity program assessment.

6 4 DIVERSITY GOVERNANCE AND OBJECTIVES DIVERSITY EDUCATION In order to successfully implement an industry-leading diversity program, all employees must understand and be accountable our diversity mission. The diversity committee is responsible for communicating the mission and providing the information and tools necessary to ensure our people understand and comply with it. The diversity committee works in partnership with human resources and the talent development teams as necessary to achieve our diversity education goals, which include: Develop training module(s) that focus on diversity and cultural sensitivity; Educate staff on the importance of diversity to the financial well-being and success of the firm; Train managers in how to effectively conduct and link performance evaluations to diversity metrics; and Ensure career path matrices are synchronized with our diversity strategy. ACCOUNTABILITY AND LEADERSHIP The diversity committee has defined the firm s strategic diversity objectives as well as the specific responsibilities of all employees in regards to achieving the objectives. The following structure defines these responsibilities: The Diversity Committee The committee is responsible for promoting, supporting and enforcing the diversity program at WSP Parsons Brinckerhoff. In support of the diversity mission, the committee will: Present a clear and consistent message about the importance and value of diversity in our business; Communicate our diversity statement and policies to all employees through our onboarding program, annual online training, web content and periodic internal communications; Raise awareness of federal, state and local diversity laws and regulations as well as company policies and train employees on the importance of compliance; Proactively monitor changes in EEO laws, regulations and policies, and communicate them to all employees; Provide specialized training on inclusion, cultural sensitivity and diversity in the recruiting, development, advancement and retention of employees; Identify and recruit diversity sponsors within the organization to champion diversity initiatives; Develop improved diversity metrics that are current, accurate and complete to measure EEO performance; Share diversity data with sponsors, managers and recruiters; and Consistently enforce compliance with company diversity policies and procedures.

7 5 DIVERSITY GOVERNANCE AND OBJECTIVES Managers All managers and supervisors are responsible for making good faith efforts to incorporate diversity objectives into their recruitment, development, advancement and retention plans. They must: Implement company affirmative action plans (AAPs); Demonstrate performance toward the implementation of company AAPs and the achievement of plan objectives; Foster the mentoring program as a retention and development tool to identify and advance high-performing and motivated diverse staff; and Ensure career path matrices are synchronized with our diversity strategy. All employees Ultimately, all of our employees share in the responsibility for fostering an inclusive, discrimination-free work environment, where everyone is treated with dignity and respect. Each person must commit to: Comply with all federal, state and local diversity laws and regulations as well as company diversity policies and procedures; Complete annual diversity training; and Conduct business in a manner consistent with the company s diversity mission.

8 STRATEGIC INITIATIVES Objective Recruitment Initiative Continually assess our diversity program to determine its effectiveness and ensure it remains superior to programs offered by our competitors. Share current, accurate and complete diversity data with recruiters. Development Promote the mentoring program to identify and develop high-performing and motivated individuals, ensuring future diversified senior staff and future leaders. Collaborate with the business market leads to identify individuals for recognition and advancement. Recognize employees who make meaningful contributions to diversity initiatives throughout the industry by taking active roles in professional organizations and external national diversity boards. Retention Analyze HRIS data to determine reasons for voluntary departures of diverse staff. Use the feedback to assess the diversity program. Education Communicate our diversity statement and policies to our people through our onboarding program, annual online training, web content and periodic internal communications. Raise awareness of federal, state and local diversity laws and regulations as well as company policies. Develop training module(s) focused on inclusion, cultural sensitivity and diversity in the recruiting, development, advancement and retention of staff. Proactively monitor changes in EEO laws, regulations and policies, and communicate them to all employees. Educate staff on the importance of diversity to the financial well-being and success of the firm. Train managers in how to effectively conduct and link performance evaluations to diversity metrics. Accountability Develop improved diversity metrics that are current, accurate and complete to measure EEO performance. Share diversity data with sponsors, managers and recruiters. Consistently enforce compliance with company diversity policies and procedures. Ensure career path matrices are synchronized with our diversity strategy. Leadership Identify and recruit diversity sponsors within the organization to champion diversity initiatives. Implement company affirmative action plans (AAPs). Demonstrate performance toward the implementation of company AAPs and the achievement of strategic diversity objectives. Conduct business in a manner consistent with the company s diversity mission, and treat all individuals with dignity and respect.

9 WSP Parsons Brinckerhoff Attn: EEO Office, Senior Diversity Manager 4139 Oregon Pike Ephrata, PA

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