At a recent meeting of the Roxbury Strategic Master Plan Oversight Committee, which monitors construction projects that are part of the Roxbury Strategic Master Plan, the Boston Jobs Coalition and other community activists called for developers to adopt prevailing wages for both union and non-union workers as well as higher goals for contractors to hire residents, women, and people of color. This recommendation comes not long after community members picketed the Tropical Foods store site, where "some workers...were being paid only $11 per hour" (Larson, 22 Oct. 2014). The coalition's efforts have received support from City Councilor Tito Jackson and State Senator Sonia Chang-Diaz, among others.
Visit http://baystatebanner.com/ to read the full article.
Showing posts with label minorities. Show all posts
Showing posts with label minorities. Show all posts
Thursday, October 23, 2014
Wednesday, October 8, 2014
News Release: Fort Myer Construction will pay $900K to settle discrimination and harassment case involving 371 women and minorities
OFCCP News Release: [09/17/2014]
Contact Name: Laura McGinnis or Michael Trupo
Phone Number: (202) 693-4653 or x6588
Email: McGinnis.Laura.K@dol.gov or Trupo.Michael@dol.gov
Release Number: 14-1513-PHI
WASHINGTON — Fort Myer Construction Corp. has agreed to settle charges that it violated Executive Order 11246 by failing to provide equal employment opportunities to employees and job applicants at 413 construction sites in the D.C. metropolitan area.
An agreement reached by the federal contractor and the U.S. Department of Labor's Office of Federal Contract Compliance Programs resolves allegations that between Jan. 1 and Dec. 31, 2010, the company discriminated against 27 qualified women and 136 qualified African Americans who applied for jobs as laborers, and unfairly terminated eight African American skilled laborers. It also resolves pay discrimination charges stemming from Fort Myer Construction's practice of assigning equally qualified workers performing the same jobs to projects paying different hourly rates, some with fewer work hours. This resulted in lower wages for 44 African American and 156 Hispanic laborers.
"Strong enforcement and vigilance are critical to opening doors of opportunity for more women and minorities in the construction industry, ensuring that all workers get an equal shot at getting to work on the highest-paying projects," said OFCCP Director Patricia A. Shiu.
OFCCP's investigation of Fort Myer Construction began in January 2011 during the agency's review of companies involved in constructing the U.S. Department of Homeland Security's consolidated headquarters in southeastern D.C. Because that project is valued above $25 million and will last more than a year, this undertaking has been designated by the Labor Department as a Mega Construction Project, which is a priority area for OFCCP. More than 300 workers were interviewed over the course of the compliance evaluation, which focused on Fort Meyer Construction's employment practices in 2010.
"Getting those workers in the door and keeping them is going to take more than improved applicant tracking and better pay policies," said OFCCP Mid-Atlantic Regional Director Michele Hodge. "It's going to take a concerted effort by Fort Myer Construction's leadership to change a culture that devalues too many workers."
During their investigation, OFCCP compliance officers received more than 30 phone calls alerting them to charges of harassment, intimidation, threats and coercion at work. The agency discovered that supervisors at Fort Myer Construction used hostile and derogatory language toward African American and Hispanic employees, as well as a disabled veteran. The supervisors sexually harassed and tried to date female subordinates. African American women were locked out of restroom facilities and had feces left in their work trucks. A company vice president tried to interfere in OFCCP's investigation by discouraging Hispanic employees from talking to agency inspectors conducting an onsite review. Even a female investigator from OFCCP was subjected to inappropriate sexual jokes by a superintendent while at a Fort Myer Construction work site.
Under the terms of the settlement, Fort Myer Construction will pay $900,000 in back wages and interest to 371 class members and make job offers to seven women and 30 African Americans from that class as laborer positions become available. The company has also agreed to undertake extensive training and monitoring measures to ensure that all its employment practices – including hiring, termination and compensation – fully comply with the laws enforced by OFCCP.
D.C.-based Fort Myer Construction builds, repairs and maintains streets, roads, bridges and underground utilities. In 2010, the company received more than $400 million in federal funds for work on 155 construction projects in the D.C. area. Some of its largest contracts that year were with the U.S. Department of Transportation, General Services Administration, Navy Department, National Park Service and Smithsonian Institution.
In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. These three laws require that those who do business with the federal government, both contractors and subcontractors, follow the fair and reasonable standard that they not discriminate in employment on the basis of sex, race, color, religion, national origin, disability or status as a protected veteran. For more information, visit http://www.dol.gov/ofccp/.
Read this news release en Español.
Contact Name: Laura McGinnis or Michael Trupo
Phone Number: (202) 693-4653 or x6588
Email: McGinnis.Laura.K@dol.gov or Trupo.Michael@dol.gov
Release Number: 14-1513-PHI
Fort Myer Construction will pay $900K to settle discrimination and harassment case involving 371 women and minorities
WASHINGTON — Fort Myer Construction Corp. has agreed to settle charges that it violated Executive Order 11246 by failing to provide equal employment opportunities to employees and job applicants at 413 construction sites in the D.C. metropolitan area.
An agreement reached by the federal contractor and the U.S. Department of Labor's Office of Federal Contract Compliance Programs resolves allegations that between Jan. 1 and Dec. 31, 2010, the company discriminated against 27 qualified women and 136 qualified African Americans who applied for jobs as laborers, and unfairly terminated eight African American skilled laborers. It also resolves pay discrimination charges stemming from Fort Myer Construction's practice of assigning equally qualified workers performing the same jobs to projects paying different hourly rates, some with fewer work hours. This resulted in lower wages for 44 African American and 156 Hispanic laborers.
"Strong enforcement and vigilance are critical to opening doors of opportunity for more women and minorities in the construction industry, ensuring that all workers get an equal shot at getting to work on the highest-paying projects," said OFCCP Director Patricia A. Shiu.
OFCCP's investigation of Fort Myer Construction began in January 2011 during the agency's review of companies involved in constructing the U.S. Department of Homeland Security's consolidated headquarters in southeastern D.C. Because that project is valued above $25 million and will last more than a year, this undertaking has been designated by the Labor Department as a Mega Construction Project, which is a priority area for OFCCP. More than 300 workers were interviewed over the course of the compliance evaluation, which focused on Fort Meyer Construction's employment practices in 2010.
"Getting those workers in the door and keeping them is going to take more than improved applicant tracking and better pay policies," said OFCCP Mid-Atlantic Regional Director Michele Hodge. "It's going to take a concerted effort by Fort Myer Construction's leadership to change a culture that devalues too many workers."
During their investigation, OFCCP compliance officers received more than 30 phone calls alerting them to charges of harassment, intimidation, threats and coercion at work. The agency discovered that supervisors at Fort Myer Construction used hostile and derogatory language toward African American and Hispanic employees, as well as a disabled veteran. The supervisors sexually harassed and tried to date female subordinates. African American women were locked out of restroom facilities and had feces left in their work trucks. A company vice president tried to interfere in OFCCP's investigation by discouraging Hispanic employees from talking to agency inspectors conducting an onsite review. Even a female investigator from OFCCP was subjected to inappropriate sexual jokes by a superintendent while at a Fort Myer Construction work site.
Under the terms of the settlement, Fort Myer Construction will pay $900,000 in back wages and interest to 371 class members and make job offers to seven women and 30 African Americans from that class as laborer positions become available. The company has also agreed to undertake extensive training and monitoring measures to ensure that all its employment practices – including hiring, termination and compensation – fully comply with the laws enforced by OFCCP.
D.C.-based Fort Myer Construction builds, repairs and maintains streets, roads, bridges and underground utilities. In 2010, the company received more than $400 million in federal funds for work on 155 construction projects in the D.C. area. Some of its largest contracts that year were with the U.S. Department of Transportation, General Services Administration, Navy Department, National Park Service and Smithsonian Institution.
In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. These three laws require that those who do business with the federal government, both contractors and subcontractors, follow the fair and reasonable standard that they not discriminate in employment on the basis of sex, race, color, religion, national origin, disability or status as a protected veteran. For more information, visit http://www.dol.gov/ofccp/.
Read this news release en Español.
Friday, April 11, 2014
Repost: Cory Booker, Tim Scott team up for the first time
Great article in The Washington Post about bi-partisan support for registered apprenticeship programs! Here's a preview:
Check out the whole article, written by Ed O'Keefe, at http://www.washingtonpost.com/blogs/post-politics/wp/2014/04/09/cory-booker-tim-scott-team-up-for-the-first-time/.
"On Wednesday Booker and Scott teamed up to unveil their first significant piece of legislation designed to help create hundreds of thousands of paid apprenticeships in highly skilled trades, including construction, manufacturing, health care, energy and telecommunications. The hope is that the program will help create jobs for younger Americans, especially minorities struggling to find work.
Booker and Scott’s LEAP Act (Leveraging and Energizing America’s Apprenticeship Programs) would provide tax credits to employers who offer apprenticeships to younger job applicants. Companies that offer apprenticeships to people under age 25 would receive a $1,500 tax credit and a $1,000 credit for apprentices above age 25."
Check out the whole article, written by Ed O'Keefe, at http://www.washingtonpost.com/blogs/post-politics/wp/2014/04/09/cory-booker-tim-scott-team-up-for-the-first-time/.
Sunday, March 2, 2014
Repost: Trades discuss challenges of attracting women and minorities
A pre-apprenticeship program in Pennsylvania helps women and minorities prepare to join the building trades.
--------------------------------------------
Feb 10, 2014
There are ample job opportunities in skilled trades for the area’s women and minorities, but promotion of the available positions is not always evident.
That was the acknowledgement Monday by a group of speakers from trade unions and the state Department of Transportation, who said there are a variety of reasons for the situation, one that they’re trying to remedy.
The discussions were part of a three-hour minority and female employment information forum at PONY League headquarters in Washington Square. The event was sponsored by state Rep. Brandon Neuman, D-North Strabane, and state Sen. Tim Solobay, D-Canonsburg.
Neuman said at the outset of the forum, which drew many high school guidance counselors and community representatives, including Washington Mayor Brenda Davis, that he was prompted to hold the event after learning from a constituent that he noticed a construction site that had no minorities or women working on it.
Monday’s event was the third that Neuman sponsored over the past two years. The others focused on career opportunities in the Marcellus Shale natural gas industry and the importance of science, technology, engineering and math, or STEM instruction, in high school curriculums.
As for opportunities that require a skilled trade, “We don’t have enough minorities, and we don’t have enough women in these jobs,” Neuman said.
Jason Koss, director of industry relations for the Constructors Association of Western Pennsylvania, noted that a number of large PennDOT highway projects such as the recently completed flyover at the south junction of Interstates 70 and 79, the Findlay Connector and the recently funded Southern Beltway project, provide jobs for large numbers of people who have skilled trades.
But getting a job requires someone to apply to one of the trade unions and take an entry exam focused on basic math and communication skills. If applicants achieve a high enough score, they receive an interview with Koss and others who determine which trade school would be appropriate for successful applicants.
Koss, whose group works with trade unions and contractors involved in construction of highways, airport runways, locks and dams, bridges and utility projects in 33 counties, acknowledged that across the counties, union heavy highway jobs had 9 percent minority and 3 percent women employees. Skilled trade apprenticeship programs currently have 12 percent minorities and seven percent women enrolled.
“It takes time to change these numbers,” he said.
Koss also acknowledged that while the jobs pay well, there are some challenges, including working in all types of weather, the need for reliable transportation and the requirement of working in a variety of locations.
“You could be in an urban area like Washington for two weeks, then the next two weeks, you could be in a rural area like Avella,” he said. He also acknowledged that the apprenticeship trade programs, whose training requires a multi-year learning commitment, receive little recognition, even though they pay the apprentices, who learn many of their skills on the job.
Another problem with the line of work is that it is sometime misunderstood by people who successfully earn jobs, but leave after a year or two because they don’t like the working conditions.
To remedy that, Koss said CAWP has developed “Future Road Builders,” a virtual highway construction pre-apprenticeship program that lets participants learn about the roles a carpenter, cement mason, laborer, heavy equipment operator and others play in a construction projects.
Jason Fincke, executive director of the Builders Guild of Western Pennsylvania, noted that the average age of an apprentice is 27, noting that many people attend a trade school after college, or after losing a job.
He said career and technology schools are a good place for high school students to receive a grounding in a trade.
“Builders like people to go to apprenticeship schools,” which he said last from three to five years, but are tuition-free for successful applicants.
Like Koss, Fincke said the decision by many high schools to end driver training courses has had a negative impact on skilled trades, since all require apprentices to have reliable transportation.
The trades are open to women, but it’s often a tough sell, he said.
“It’s tough to get women to apply to our trades, but there isn’t a trade out there that doesn’t have women working in it,” he said.
Fincke acknowledged that grades are important, but trade schools tend to focus more on high school students’ attendance records, noting that attendance is an indicator of whether someone will show up for work every day.
William Kerney Jr., chief of the contract compliance division for PennDOT in Harrisburg, said his department works closely with all of its prime contractors to ensure that equal opportunity requirements are being met, but acknowledged that while employers will try many ways to find minorities and women to work on a project, including getting in touch with community leaders where they’re working, they often come up empty.
“We have to do a better job of communicating the opportunities that exist,” he said.
View the original article at http://www.observer-reporter.com/.
Thursday, January 23, 2014
Upcoming Event: Speaking with One Voice - Civil Rights Virtual Symposium
U.S. Department of Transportation Departmental Office of Civil Rights
Speaking with One Voice
Civil Rights Virtual Symposium
for all DOT Employees and Stakeholders
February 4-6, 2014
Registration now open
Broadening Perspectives
Fifty years after the passing of the landmark Civil Rights Act of 1964, and twenty years after Executive Order 12898, directing Federal agencies to address Environmental Justice in Minority and Low-Income Populations, civil rights continue to be a responsibility of every Federal employee and external stakeholder. Experts from across government will be speaking on current, forward-moving topics, broadening participants' perspectives on how civil rights are integral to the DOT mission and the everyday workplace
Saturday, January 11, 2014
Repost: Illinois program recruits more women, minorities for construction work
By Judy Masterson
jmasterson@stmedianetwork.com
January 11, 2014
Wesley Simpson of Waukegan is serious about getting a good job, which is why he recently underwent a rugged 11-week training program for road construction.
“Getting this opportunity means a lot,” said Simpson, 33, who last earned $10 an hour as a forklift driver, a job in Aurora, more than 60 miles from home.
Road construction, though seasonal, pays well and offers good benefits. Simpson could earn between $15 and $20 an hour to start. If he lands an apprenticeship, his hourly wage would climb to $37.
“I need the money,” Simpson said. “I have a 6-year-old son to support.”
Simpson graduated in December from T.C.A.R.T., the Transportation Construction Apprenticeship Readiness Training, Referral and Intermodal Placement Program. It’s a long name for a clear-cut goal: recruiting minorities and women for government-funded road construction.
“The bottom line is right now in the state of Illinois approximately 92 percent of highway construction workers are white males,” said Rev. Arthur Gass, president of the Black Chamber of Commerce of Lake County. “Those numbers have to change if we’re going to be in compliance with state and federal mandates.”
The Black Chamber is one of four community-based organizations − the other three are in Chicago − that are working in partnership with the Illinois Department of Transportation to recruit and train people for the program, which consists of three-weeks of classes in construction math and comportment and eight weeks of hands-on-construction training in south suburban Wilmington.
Just 125 T.C.A.R.T. spots are available for residents of Lake and McHenry counties; 532 applications were accepted.
Trainees are 85 percent African American, 12 percent Hispanic and 3 percent white, according to Gass, who said federal contracts require 16.9 percent minority and 6.9 percent female participation.
“The workforce ought to reflect the diversity of the community,” Gass said. “Highway construction jobs are supported by the motor fuel tax, 14 percent of which is paid by African Americans and yet we pick up less than 2 percent of those jobs. That’s pretty lopsided.”
Petite Coleman, 30, of Beach Park, last earned $12.31 an hour as a certified computer tech at a warehouse store in Vernon Hills. Her talent and liking for hands-on work came through during the technical training portion of T.C.A.R.T.
“Pouring and laying concrete was my favorite,” Coleman said. “The instructor had me doing multiple things and, by doing so many things, I was involved in the process from beginning to end.”
In road construction, Coleman said, she can work the same amount of hours but double her income. She wants to join a union. Her goal is to become a welding inspector, a job that requires a thorough knowledge of many trades.
“I’m a hard worker,” Coleman said. “I believe that you go to work to do your job. I don’t mind working long hours. I just want to be compensated.”
The Black Chamber will also work to help trainees find jobs for the springtime road construction season.
“We will reach out to any and all contractors, be they union or non-union, and make them aware that our people have the training, that they have the skill sets required and that they will make exemplary employees,” Gass said.
T.C.A.R.T. in Lake County has a 97 percent success rate so far, Gass said. The program has a zero tolerance policy for tardiness or absence. Trainees also have to figure out transportation to Wilmington, 95 miles south of Waukegan. Some have formed car pools. Some commute to Chicago to catch a bus from the Urban League office there.
“These are people determined to work and acquire the skills they need,” Gass said.
T.C.A.R.T., Gass said, “eliminates the excuse that contractors often use: that they can’t find qualified people.”
“They now have a pool of highly qualified people who have proven themselves,” Gass said.
For more information on the highway construction training program T.C.A.R.T., call the Black Chamber of Commerce of Lake County at (847) 599-9510 or the Chicago Urban League at (773) 285-5800.
Visit http://newssun.suntimes.com/ to view the original article.
Wesley Simpson of Waukegan is serious about getting a good job, which is why he recently underwent a rugged 11-week training program for road construction.
“Getting this opportunity means a lot,” said Simpson, 33, who last earned $10 an hour as a forklift driver, a job in Aurora, more than 60 miles from home.
Road construction, though seasonal, pays well and offers good benefits. Simpson could earn between $15 and $20 an hour to start. If he lands an apprenticeship, his hourly wage would climb to $37.
“I need the money,” Simpson said. “I have a 6-year-old son to support.”
Simpson graduated in December from T.C.A.R.T., the Transportation Construction Apprenticeship Readiness Training, Referral and Intermodal Placement Program. It’s a long name for a clear-cut goal: recruiting minorities and women for government-funded road construction.
“The bottom line is right now in the state of Illinois approximately 92 percent of highway construction workers are white males,” said Rev. Arthur Gass, president of the Black Chamber of Commerce of Lake County. “Those numbers have to change if we’re going to be in compliance with state and federal mandates.”
The Black Chamber is one of four community-based organizations − the other three are in Chicago − that are working in partnership with the Illinois Department of Transportation to recruit and train people for the program, which consists of three-weeks of classes in construction math and comportment and eight weeks of hands-on-construction training in south suburban Wilmington.
Just 125 T.C.A.R.T. spots are available for residents of Lake and McHenry counties; 532 applications were accepted.
Trainees are 85 percent African American, 12 percent Hispanic and 3 percent white, according to Gass, who said federal contracts require 16.9 percent minority and 6.9 percent female participation.
“The workforce ought to reflect the diversity of the community,” Gass said. “Highway construction jobs are supported by the motor fuel tax, 14 percent of which is paid by African Americans and yet we pick up less than 2 percent of those jobs. That’s pretty lopsided.”
Petite Coleman, 30, of Beach Park, last earned $12.31 an hour as a certified computer tech at a warehouse store in Vernon Hills. Her talent and liking for hands-on work came through during the technical training portion of T.C.A.R.T.
“Pouring and laying concrete was my favorite,” Coleman said. “The instructor had me doing multiple things and, by doing so many things, I was involved in the process from beginning to end.”
In road construction, Coleman said, she can work the same amount of hours but double her income. She wants to join a union. Her goal is to become a welding inspector, a job that requires a thorough knowledge of many trades.
“I’m a hard worker,” Coleman said. “I believe that you go to work to do your job. I don’t mind working long hours. I just want to be compensated.”
The Black Chamber will also work to help trainees find jobs for the springtime road construction season.
“We will reach out to any and all contractors, be they union or non-union, and make them aware that our people have the training, that they have the skill sets required and that they will make exemplary employees,” Gass said.
T.C.A.R.T. in Lake County has a 97 percent success rate so far, Gass said. The program has a zero tolerance policy for tardiness or absence. Trainees also have to figure out transportation to Wilmington, 95 miles south of Waukegan. Some have formed car pools. Some commute to Chicago to catch a bus from the Urban League office there.
“These are people determined to work and acquire the skills they need,” Gass said.
T.C.A.R.T., Gass said, “eliminates the excuse that contractors often use: that they can’t find qualified people.”
“They now have a pool of highly qualified people who have proven themselves,” Gass said.
For more information on the highway construction training program T.C.A.R.T., call the Black Chamber of Commerce of Lake County at (847) 599-9510 or the Chicago Urban League at (773) 285-5800.
Visit http://newssun.suntimes.com/ to view the original article.
Thursday, December 12, 2013
OFCCP NPRM Announcement Re: Affirmative Action
"Notice of Proposed Rulemaking (NPRM) would revise 41 CFR part 60-1 and 60-4 by removing outdated regulatory provisions, proposing a new method for establishing affirmative action goals, and proposing other revisions to the affirmative action requirements that reflect the realities of the labor market and employment practices in the construction industry today."
| ----------------------------------------------------------------- DOL/OFCCP | RIN: 1250-AA01 | Publication ID: Fall 2013 |
| Title: Construction Contractors' Affirmative Action Requirements | |
| Abstract: The regulations implementing the affirmative action obligations of construction contractors under Executive Order 11246, as amended, were last revised in 1980. Recent data show that disparities in the representation of women and racial minorities continue to exist in on-site construction occupations in the construction industry. This Notice of Proposed Rulemaking (NPRM) would revise 41 CFR part 60-1 and 60-4 by removing outdated regulatory provisions, proposing a new method for establishing affirmative action goals, and proposing other revisions to the affirmative action requirements that reflect the realities of the labor market and employment practices in the construction industry today. | |
| Agency: Department of Labor(DOL) | Priority: Other Significant |
| RIN Status: Previously published in the Unified Agenda | Agenda Stage of Rulemaking: Proposed Rule Stage |
| Major: No | Unfunded Mandates: No |
| CFR Citation: 41 CFR 60-1; 41 CFR 60-4 (To search for a specific CFR, visit the Code of Federal Regulations.) | |
| Legal Authority: sec 201, 202, 205, 211, 301, 302, and 303 of EO 11246, as amended; 30 FR 12319; 32 FR 14303, as amended by EO 12086 | |
| Legal Deadline: None | ||||||
Timetable:
|
| Regulatory Flexibility Analysis Required: Undetermined | Government Levels Affected: None |
| Federalism: Undetermined | |
| Included in the Regulatory Plan: No | |
| RIN Data Printed in the FR: No | |
| Related RINs: Previously reported as 1215-AB81 | |
| Agency Contact: Debra A. Carr Director, Division of Policy, Planning, and Program Development Department of Labor Office of Federal Contract Compliance Programs Room C3325, 200 Constitution Avenue NW., Washington, DC 20210 Phone:202 693-0103 TDD Phone:202 693-1337 Fax:202 693-1304 Email: ofccp-public@dol.gov | |
Thursday, December 5, 2013
Repost: Massachusetts Building Trades face long diversity odds
 |
| (Photo Courtesy of Building Pathways) |
Increasing the numbers of blacks, Latinos Asians and women in the construction industry and the building trades is an uphill battle, with thousands of workers entering each year and the established diversity programs helping a small number so far, but Massachusetts trades organizations say they are committed to the fight.
Mayor-elect Marty Walsh touted his own effort — Building Pathways, a building trades pre-apprenticeship program serving low-income residents of the Greater Boston area.
The program, which he launched while he served as head of the Building and Construction Trades Council of the Metropolitan District, was designed to help Boston residents, with a focus on women and people of color, learn the skills and receive the credentials to enter building trades apprenticeship programs.
With over 20 different trades and several dozen apprenticeship programs throughout the state, Building Pathways aims to help its students find the right career direction.
Launched in 2011, the six-week skills training, assessment and placement program has had five training cycles with 70 graduates, 95 percent of whom are women and minorities. According to Building Pathways statistics, 85 percent of the graduates have been placed in apprenticeship programs. The last class of 16 participants graduated last month, all of whom were low-income minority Boston area residents, including 10 women.
While Walsh has received plaudits for his diversity efforts, the numbers are just a tiny fraction of the workers who enter the building trades on a yearly basis. According to the Massachusetts Building Trades Council, almost 6,500 workers were enrolled in both union and non-union apprenticeship programs last year — with unions spending close to $30 million to recruit and train new workers. Comparably, Building Pathways has graduated 70 over three years.
Walsh says he recognizes that the Building Pathways program is not going to single-handedly diversify the building trades industry overnight, but he says it is an extremely important program for what it is attempting to do and that it can serve as a model for a way to increase diversity.
He also points out that the only reason the program has had any success at all is because the different building trades are behind the efforts and have guaranteed placement of its graduates — they want to increase diversity.
“All of them are very much into it,” Walsh said. “That was the key to this program.
“It is the only program of its kind that is successful,” he added. “It has been very, very effective.”
Despite their professed commitment to diversifying their ranks, none of the union or non-union building trades organizations would disclose the demographics of their workers.
Frank Callahan, president of the Massachusetts Building Trades Council, says the problem is not about a requirement to track diversity, the challenge is so many different unions and organizations that are run separately and have their own bylaws and charters.
“It is difficult on a whole number of fronts,” Callahan said. “I get frustrated about it myself.”
Callahan says he believes the building trades are sincere in their diversity efforts.
“I go out to the union halls, I see the diversity in members,” he said. “It is something that the building trades have been committed to for quite some time.”
District 7 City Councilor Tito Jackson says the unions will have to disclose numbers if they want to make progress on diversifying.
“We know the building trades don’t reflect the population of the city of Boston,” he said. “We need to make sure we’re being thoughtful and deliberate about how we diversify the building trades. We have to be able to measure our gains against a baseline.”
While the Massachusetts building trades continue their efforts without numbers to illustrate the cause, other states that have made pushes for diversity in the trades have estimated numbers — and the results do not reflect much improvement.
A report out of Philadelphia, which cites numbers from the Office of Housing and Community Development collected from 2008 to 2012, found that the makeup of the union members in the building trades by the end of this period were 99 percent male, 76 percent white and 67 percent suburban residents. This number is only union members — non-union numbers have not been recorded — so it may not reflect the true diversity of the building trades workforce.
But the report findings demonstrated that even after Philadelphia officials pushed for diversity there was little impact on the unions that lead the way in the industry.
The National Black Chamber of Commerce was quick to jump on the implications of the report, releasing to the media an open letter in July to U.S. Representative Marcia Fudge, chair of the Congressional Black Caucus.
“We are very disturbed that elected officials as well as civil rights organizations have this cordial relationship with construction unions. Construction unions have consistently discriminated against black workers and contractors,” the letter stated. “Ninety-eight percent of all black construction firms are nonunion. There is a reason — if they join a union the union will manage their employees and thus never hire them for work. The end result is the business being void of any black workers and the former black employees will soon be unemployed.”
The letter also concluded: “These construction unions are a prime contributor to black unemployment.”
Municipal officials in the Maryland, Virginia and the Washington D.C. metro area have also made a push for diversity in the building trades, but like in Massachusetts, there is little data to back up what is actually happening.
While the numbers of minorities in the Massachusetts building trades workforce is small, the increased number of construction projects in Boston has created an opportune time for all parties involved to really target the diversity issue in the Massachusetts building trades.
“Boston is No. 2 in the nation for construction right now, so we are really booming,” said Mary Vogel, executive director of the Construction Institute and program manager for Building Pathways. “This is the opportunity to make sure all of our construction workforce reflects our neighborhoods. Women, in particular, are underrepresented in our industry and we want to make sure they have an opportunity to get these kind of careers.”
View the original article at http://baystatebanner.com.
Tuesday, November 19, 2013
Repost: Ferdinand Building project falls short on hiring Boston residents, women
Boston.com recently published an update on one of PGTI's target projects, the Ferdinand Building in Dudley Square. The project has made great improvements in its hiring goals during the past year, exceeding the BRJP minority requirement, but still has not met the requirements for women and resident workers.
---------------------------------------------------------------------------
By Patrick D. Rosso, Town Correspondent
 |
| The front façade of the Ferdinand Building, which is currently being redeveloped.(Patrick D. Rosso/Boston.com/2013) |
The number of minorities hired for the redevelopment of the Ferdinand Building in Dudley Square is exceeding city goals, but the project is still falling short on hiring Boston residents and women.
The project, dubbed the Dudley Municipal Center, is a $119 million city development being led by Shawmut Construction. Eventually the structure, slated to be completed by December 2014, will house the headquarters of Boston Public Schools and ground-floor retail.
Of the 149,630 hours of work completed on the project 44.3 percent was by Boston residents, 57.6 percent was by minorities, and 7.2 percent was by women, according to figures provided by the city of Boston.
Hiring goals established by the city call on contractors to employ 50 percent Boston residents, 25 percent minorities, and 10 percent women.
Those numbers have stayed consistent over the past year, although the project did get off to a rocky start and was picketed in October 2012.
“We strive to exceed the goals with every contractor and sub-contractor we can,” said Patrick Brophy, assistant director of the city’s Capital Construction Division. “We’re happy with where the numbers are, but we’d still like to see improvements on the number of women and Boston residents.”
At the moment there are an estimated 162 workers on site, and city planners said they don’t expect the numbers to fluctuate much in the near future.
“We are on schedule and on budget and we expect to maintain that; we’re exactly where we want to be,” Brophy said.
For those that frequent the area they will begin to notice some changes at the job site. Crews will soon start removing the staging surrounding the building as they prepare to begin exterior work. The massive tower crane that has loomed over the neighborhood for the past year is also expected to come down by early-December.
To read more about the project and its “topping-off” ceremony held over the summer, click here.
The project, dubbed the Dudley Municipal Center, is a $119 million city development being led by Shawmut Construction. Eventually the structure, slated to be completed by December 2014, will house the headquarters of Boston Public Schools and ground-floor retail.
Of the 149,630 hours of work completed on the project 44.3 percent was by Boston residents, 57.6 percent was by minorities, and 7.2 percent was by women, according to figures provided by the city of Boston.
Hiring goals established by the city call on contractors to employ 50 percent Boston residents, 25 percent minorities, and 10 percent women.
Those numbers have stayed consistent over the past year, although the project did get off to a rocky start and was picketed in October 2012.
“We strive to exceed the goals with every contractor and sub-contractor we can,” said Patrick Brophy, assistant director of the city’s Capital Construction Division. “We’re happy with where the numbers are, but we’d still like to see improvements on the number of women and Boston residents.”
At the moment there are an estimated 162 workers on site, and city planners said they don’t expect the numbers to fluctuate much in the near future.
“We are on schedule and on budget and we expect to maintain that; we’re exactly where we want to be,” Brophy said.
For those that frequent the area they will begin to notice some changes at the job site. Crews will soon start removing the staging surrounding the building as they prepare to begin exterior work. The massive tower crane that has loomed over the neighborhood for the past year is also expected to come down by early-December.
To read more about the project and its “topping-off” ceremony held over the summer, click here.
To read the original article, visit http://www.boston.com/.
Thursday, October 3, 2013
Repost: Program aims to diversify highway construction workforce
By Peter Wong
A state agency is seeking proposals for pre-apprenticeship services that will help encourage more women and minorities to begin careers in highway construction.
The services are the result of a partnership between the Bureau of Labor and Industries and the Oregon Department of Transportation. They are intended to inform students and young adults about potential careers as carpenters, cement masons, iron workers, laborers, operating engineers and painters.
About $200,000 will be split among two or three proposals. The amount will be drawn from $2.1 million in federal funds approved by the 2013 Legislature for pre-apprenticeship services and efforts to diversify the highway construction workforce. The two agencies will ensure that the amount is spread statewide.
Proposals are due at 2:30 p.m. Oct. 28 at the Department of Administrative Services/Procurement Services office in Salem. Services are scheduled to start Jan. 1 and run for 18 months.
The services are the result of a partnership between the Bureau of Labor and Industries and the Oregon Department of Transportation. They are intended to inform students and young adults about potential careers as carpenters, cement masons, iron workers, laborers, operating engineers and painters.
About $200,000 will be split among two or three proposals. The amount will be drawn from $2.1 million in federal funds approved by the 2013 Legislature for pre-apprenticeship services and efforts to diversify the highway construction workforce. The two agencies will ensure that the amount is spread statewide.
Proposals are due at 2:30 p.m. Oct. 28 at the Department of Administrative Services/Procurement Services office in Salem. Services are scheduled to start Jan. 1 and run for 18 months.
To view the original article, visit http://www.statesmanjournal.com.
Thursday, July 11, 2013
Repost: Bill helps women, minorities get into construction trades
Oregon just passed legislation to use federal highway funds for pre-apprenticeship programs! This is just one option that states have to promote workforce diversity in the construction field.
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By Wendy Culverwell, Real Estate Daily editor
Portland Business Journal
The Oregon Department of Transportation will spend up to $2.1 million in federal funds on programs that help women and minorities prepare for the construction trades under a bill headed to Gov. John Kitzhaber.
Senate Bill 831A, which passed in the Senate on June 29 and the House on July 2, directs the state transportation agency to spend federal funds on pre-apprenticeship training programs to increase diversity in the state’s construction workforce.
Under the current law, ODOT is authorized to use federal highway funds to involve more women and minorities in workforce training programs.
The bill provides a 40 percent increase in funding for programs that serve women and minority groups.
“These additional funds will allow us to expand our programs to women in under-served parts of the state,” said Connie Ashbrook, executive director of Oregon Tradeswomen Inc.
The bill passed in the Senate with a 28-1 vote and in the House with a 54-1 vote.
The Oregon Department of Transportation will spend up to $2.1 million in federal funds on programs that help women and minorities prepare for the construction trades under a bill headed to Gov. John Kitzhaber.
Senate Bill 831A, which passed in the Senate on June 29 and the House on July 2, directs the state transportation agency to spend federal funds on pre-apprenticeship training programs to increase diversity in the state’s construction workforce.
Under the current law, ODOT is authorized to use federal highway funds to involve more women and minorities in workforce training programs.
The bill provides a 40 percent increase in funding for programs that serve women and minority groups.
“These additional funds will allow us to expand our programs to women in under-served parts of the state,” said Connie Ashbrook, executive director of Oregon Tradeswomen Inc.
The bill passed in the Senate with a 28-1 vote and in the House with a 54-1 vote.
View the original article at http://www.bizjournals.com/portland.
Friday, June 28, 2013
Repost: Gov. Christie unveils college scholarships for women and minorities in construction fields
By Jenna Portnoy and Kelly Heyboer/The Star-Ledger
MOUNT LAUREL — Women and minorities who want to work in construction-related fields will be eligible for $2,000 in tuition assistance at New Jersey’s county colleges under a new scholarship program launched today.
Gov. Chris Christie unveiled the Governor’s Industry Vocations Scholarship for Women and Minorities program at an event on the campus green at Burlington County Community College in Mount Laurel. The scholarships — known as NJ-GIVS — will allow students to enroll in non-degree certificate programs at the state’s 19 county colleges.
"Opportunities for good-paying jobs all begin with access to high quality education and training, whether it’s colleges and universities, vocational or technical schools or other kinds of specialized training that prepares students for a successful future," Christie said.
The scholarships represent the first time state financial aid is being offered to New Jersey students in certificate programs that do not lead to a degree. Women and minorities are being targeted for the money because they are historically underrepresented in the construction industry, state officials said.
NJ-GIVS will be funded with money the New Jersey’s Schools Development Authority must set aside from all of its school district construction contracts.
Marc Larkins, head of the Schools Development Authority, said the new scholarships will help bring more women and minorities into construction trades.
"At times we track less than 1 percent female participation in our construction projects," Larkins said.
The scholarships will be administered by the state’s Higher Education Student Assistance Authority, which oversees New Jersey’s financial aid programs. There will be $500,000 in NJ-GIV funds available annually, state officials said. Eligible students will be awarded scholarships on a first-come, first-served basis. The scholarships can be renewed for a second year.
MOUNT LAUREL — Women and minorities who want to work in construction-related fields will be eligible for $2,000 in tuition assistance at New Jersey’s county colleges under a new scholarship program launched today.
Gov. Chris Christie unveiled the Governor’s Industry Vocations Scholarship for Women and Minorities program at an event on the campus green at Burlington County Community College in Mount Laurel. The scholarships — known as NJ-GIVS — will allow students to enroll in non-degree certificate programs at the state’s 19 county colleges.
"Opportunities for good-paying jobs all begin with access to high quality education and training, whether it’s colleges and universities, vocational or technical schools or other kinds of specialized training that prepares students for a successful future," Christie said.
The scholarships represent the first time state financial aid is being offered to New Jersey students in certificate programs that do not lead to a degree. Women and minorities are being targeted for the money because they are historically underrepresented in the construction industry, state officials said.
NJ-GIVS will be funded with money the New Jersey’s Schools Development Authority must set aside from all of its school district construction contracts.
Marc Larkins, head of the Schools Development Authority, said the new scholarships will help bring more women and minorities into construction trades.
"At times we track less than 1 percent female participation in our construction projects," Larkins said.
The scholarships will be administered by the state’s Higher Education Student Assistance Authority, which oversees New Jersey’s financial aid programs. There will be $500,000 in NJ-GIV funds available annually, state officials said. Eligible students will be awarded scholarships on a first-come, first-served basis. The scholarships can be renewed for a second year.
Thursday, May 9, 2013
Repost: The data behind the city’s boost in MWBE contracting goals
An extremely data-rich May 8, 2013 article about Houston, TX, raising their W/MBE goal from 22% to 34%.
Interestingly, they removed the WBE goal after a 2009 lawsuit. The lawsuit required a disparity study, which they have now done, and the city has now re-included WBEs in their goal. Even more interestingly, after the WBE goals were dropped in 2009, the use of WBEs was cut in half. No such drop was found in MBEs. More evidence that goals matter.
Workforce participation goals are not address in this article.
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Wednesday, May 8, 2013
Interestingly, they removed the WBE goal after a 2009 lawsuit. The lawsuit required a disparity study, which they have now done, and the city has now re-included WBEs in their goal. Even more interestingly, after the WBE goals were dropped in 2009, the use of WBEs was cut in half. No such drop was found in MBEs. More evidence that goals matter.
Workforce participation goals are not address in this article.
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Wednesday, May 8, 2013
Houston City Council on Wednesday unanimously passed changes to the city’s affirmative action program, increasing small, minority- and women-owned businesses target share of construction work from 22 percent to 34 percent, and adding women back to the program (they’d been removed in a 2009 lawsuit settlement).
Here is today’s story for more background, and here is a story explaining the 2009 settlement. There are three items we didn’t have space for in the story that are worth noting here.
First, some numbers. Those around the council table praised the goal increase as a big deal today, but Houston already exceeded that goal, reaching 34.4 percent in fiscal year 2011, when the stated goal for construction was still 22 percent. The city also reached 32.4 percent participation last fiscal year.
Mayor Annise Parker has said repeatedly that small and minority firms were awarded more work during the last fiscal year (FY2012, which ended last June) than ever before. It turns out that’s not only true in construction work ($229 million) but overall ($340 million) and as an overall percentage of total work performed (25.7 percent). This is true at least back to 2005, the oldest year for which I have data. (Click here for a spreadsheet showing all the data.)
Also worth mentioning: Of the $229 million awarded in FY2012, certified firms were prime contractors for $105.8 million, or 46 percent, of the work, and were subcontractors on $123 million, or 54 percent, of the work. The substantial prime contracting share proves the program does not impede competition, said Carlecia Wright, director of the city’s Office of Business Opportunity, adding that subcontractors also must be qualified.
Second, the disparity study. The 2009 lawsuit settlement required a disparity study of city contracting to determine whether the city was justified in including women. After analyzing $2.82 billion in contracts over more than five years, the study showed that Hispanic and Native American business owners were receiving a parity of work but that firms owned by blacks, Asians and women were underrepresented (and that women’s share of city construction business was cut in half following the 2009 settlement). See slides 3-5 of this presentation, they’re really interesting.
After the City Council vote today, Women Contractors Association president Lenora Sorola-Pohlman said it was unfortunate her members had to wait five years to reenter the program.
“We’re happy women are back on the program. We’ll flourish like we did before,” she said. “Hopefully we don’t flourish so well they remove us again. It was only because of the goal they were hiring us. I was happy to see it was a unanimous vote, which doesn’t happen very often.”
Here is today’s story for more background, and here is a story explaining the 2009 settlement. There are three items we didn’t have space for in the story that are worth noting here.
First, some numbers. Those around the council table praised the goal increase as a big deal today, but Houston already exceeded that goal, reaching 34.4 percent in fiscal year 2011, when the stated goal for construction was still 22 percent. The city also reached 32.4 percent participation last fiscal year.
Mayor Annise Parker has said repeatedly that small and minority firms were awarded more work during the last fiscal year (FY2012, which ended last June) than ever before. It turns out that’s not only true in construction work ($229 million) but overall ($340 million) and as an overall percentage of total work performed (25.7 percent). This is true at least back to 2005, the oldest year for which I have data. (Click here for a spreadsheet showing all the data.)
Also worth mentioning: Of the $229 million awarded in FY2012, certified firms were prime contractors for $105.8 million, or 46 percent, of the work, and were subcontractors on $123 million, or 54 percent, of the work. The substantial prime contracting share proves the program does not impede competition, said Carlecia Wright, director of the city’s Office of Business Opportunity, adding that subcontractors also must be qualified.
Second, the disparity study. The 2009 lawsuit settlement required a disparity study of city contracting to determine whether the city was justified in including women. After analyzing $2.82 billion in contracts over more than five years, the study showed that Hispanic and Native American business owners were receiving a parity of work but that firms owned by blacks, Asians and women were underrepresented (and that women’s share of city construction business was cut in half following the 2009 settlement). See slides 3-5 of this presentation, they’re really interesting.
After the City Council vote today, Women Contractors Association president Lenora Sorola-Pohlman said it was unfortunate her members had to wait five years to reenter the program.
“We’re happy women are back on the program. We’ll flourish like we did before,” she said. “Hopefully we don’t flourish so well they remove us again. It was only because of the goal they were hiring us. I was happy to see it was a unanimous vote, which doesn’t happen very often.”
View the original article at http://blog.chron.com/houstonpolitics.
Thursday, May 2, 2013
Repost: Women on the Rise
Please enjoy this wonderful video about women in construction, created by Hard Hatted Women in Cleveland. The video could be a useful tool for outreach efforts:
Thanks to retired Cleveland carpenter sister Rocky Hwasta for sharing it!
Monday, March 25, 2013
Repost: Integrated Sciences Complex Project Commended for Workplace Diversity
Check out UMass Boston's article on PGTI's involvement in the workforce participation efforts at the ISC project.
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Read the full article at www.umb.edu.
© Copyright 2013 UMass Boston
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March 22, 2013
Office of Communications
Sheet metal worker and Building Pathways graduate Melissa Moran works on the Integrated Sciences Complex.
Labor Resource Director Co-Convener of Community Group Designed to Increase Diversity in Construction
The work underway on the University of Massachusetts Boston’s Integrated Sciences Complex has been cited in a new manual aimed at ensuring construction owners, managers, contractors, and building trade unions have a diverse workforce.Read the full article at www.umb.edu.
© Copyright 2013 UMass Boston
Thursday, February 28, 2013
Repost: OFCCP in 2013 Seeks to Facilitate Success for Workers, Employers, Agencies
On January 28, 2013, Bloomberg/BNA published its annual “OFCCP Outlook” in the Daily Labor Report. The article provides a fairly comprehensive look at OFCCP’s regulatory, enforcement, and outreach programs.
Of note
OFCCP Director Pat Shiu on federally funded construction hiring: “We continue across the country to see major disparities when it comes to representation of women, in particular, as well as racial minorities,” Shiu said. “We've got to do something about that because these are good-paying jobs also with benefits.”
“Additionally, DOL's regulatory agency stated that OFCCP plans to publish this coming October a proposed rule that would revise construction contractor affirmative action requirements under EO 11246 (41 C.F.R. part 60-4) that have not been updated since 1980.”
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Download this article.
Reproduced with permission from Daily Labor Report, 18 DLR S-6 (Jan. 28, 2013). Copyright 2013 by The Bureau of National Affairs, Inc. (800-372-1033) <http://www.bna.com>
Download this article.
Reproduced with permission from Daily Labor Report, 18 DLR S-6 (Jan. 28, 2013). Copyright 2013 by The Bureau of National Affairs, Inc. (800-372-1033) <http://www.bna.com>
Tuesday, January 22, 2013
Finishing the Job: Best Practices for a Diverse Workforce in the Construction Industry
PGTI is pleased to release Finishing the Job: Best Practices for a Diverse Workforce in the Construction Industry. We look forward to improving this document through thoughtful discussion. You can leave your feedback in the comments section below. Select "Name/URL" in the drop-down menu to comment without creating a Google or Blogger account.
Download a PDF of this manual.
Download a Word document of this manual.
Download a PDF of this manual.
Download a Word document of this manual.
Thursday, December 13, 2012
Repost: Order to give boost to minorities, women in construction
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| Mayor Francis Slay signs Executive Order #46 (Photo from the City of St. Louis) |
10:04 AM, Dec 12, 2012
Written by Kristen Gosling
St. Louis (KSDK) - St. Louis Mayor Francis Slay issued an executive order effective immediately to try and increase the number of women and minorities involved in construction jobs.
Executive Order #46 extends the existing workforce goals on city public works projects, commonly known as Board Bill 75, to all TIF projects that are $1-million or larger. The first such project will be the CORTEX project in the Central West End. CORTEX is embarking on a $186 million development that will bring 1,400 new jobs and 384,000 square feet of additional lab and office space to the district.
The workforce goals are as follows:
The St. Louis Development Corporation and the St. Louis Area Agency on Training will implement the order.
The goals will be in effect until the city completes a disparity study next summer, whic would measure existing workforce capacity adn utilization. The disparity study will set new goals.
Executive Order #46 extends the existing workforce goals on city public works projects, commonly known as Board Bill 75, to all TIF projects that are $1-million or larger. The first such project will be the CORTEX project in the Central West End. CORTEX is embarking on a $186 million development that will bring 1,400 new jobs and 384,000 square feet of additional lab and office space to the district.
The workforce goals are as follows:
- Twenty five percent of labor hours are to be performed by minorities.
- Five percent of labor hours are to be performed by women.
- 20% of labor hours are to be performed by City residents, although those hours can also be counted towards the first two goals.
- Fifteen percent of all hours are to be performed by apprentices enrolled in an approved training program, although those hours can be counted towards the first two goals.
The St. Louis Development Corporation and the St. Louis Area Agency on Training will implement the order.
The goals will be in effect until the city completes a disparity study next summer, whic would measure existing workforce capacity adn utilization. The disparity study will set new goals.
Read the original article at www.ksdk.com or watch video coverage of the story at www.fox2now.com.
Sources: KSDK and FOX2Now
Thursday, October 4, 2012
Repost: Turner's graduate programme good for industry
Turner, one of America's foremost Construction firms, has recently celebrated the graduation of its most recent crop of graduates from its esteemed programme aimed at minorities and women
3 OCT 2012,
Turner Construction Company’s Chicago office recently held a graduation ceremony for 48 graduates of the firm’s Turner School of Construction Management Program for minority and women-owned business enterprises (M/WBEs). Sponsors of the program this year included, Exelon Corporation, Roosevelt University’s Marshall Bennett Institute of Real Estate, The City of Chicago’s Department of Procurement, and endorsements from the Chicago Minority Business Development Council, Westwood College, the Women’s Business Development Center, The Federation of Women Contractors, and the U.S. Green Building Council.
“Another successful year of making a significant impact to the minority and women owned business community. We are very proud of our 48 graduates as well as the time and effort dedicated by the Turner staff in organizing, supporting and teaching the program,” said Rick Blair, General Manager of Turner’s Chicago and Indianapolis operations.
Read more at www.constructiondigital.com.
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