Diversity is the industry’s best tool

By Mike Fabishak

As we move toward the end of this decade, it is obvious that corporate America understands and fully appreciates that diversity can and will make businesses more competitive.

From Fortune 500 companies to small businesses, savvy CEOs now seek an employee base that represents both the cultural and gender variants that reflect our society as a whole. One could argue that to be relevant in today’s fast-paced business environment, you must begin to acknowledge that change is a constant and that diversity, like technology, is a tool necessary for the marketplace.

From my perspective, the initial introduction of diversity was kicked off by well-meaning individuals who sought to promote social justice and cultural harmony. More cynical individuals saw it simply as a good public-relations strategy for their companies.

Now, it has become a bottom-line issue affecting competitiveness and the market share. Clients of construction companies want to see their buildings designed and built by people of similar race and gender as those the clients employ and provide service to.

Those companies in the construction industry that have the 30,000-foot view of their industry see the need to leverage diversity as a vital business objective. They have a keen understanding of the changing demographics of their client base and work force as well as a grasp of how important it is that their companies reflect the societal culture of the community as a whole.

Reflecting this trend, Leading Futurists LLC of Washington, D.C., reported that the combined Hispanic/Latino and Asian share of the U.S. population is projected to increase to 19 percent by 2020. The U.S. Census Bureau also reports that during the next 10 years, new immigration will represent half of the U.S. population growth.

I don’t want to get into the immigration debate, but I can say that regardless of your position on this matter, we are going to see more individuals of Latin descent in our work force over the next decade.

Many companies have examined and are examining their corporate cultures to assure that they embrace a varied perspective in decision making, strategic planning and, most important, career development.

A price will be paid to accommodate the introduction or expansion of diversity in our businesses. Skills in dealing with diversity will need to be learned, and it will be necessary to develop trust among different groups.

The Associated General Contractors of Greater Milwaukee has been working with the construction community through the AGC’s membership to encourage and develop diversity plans that are relevant, durable and far-reaching so that our membership doesn’t miss the opportunities that will present themselves.

We also have asked our leadership, in concert with other collateral construction associations and unions, to strengthen the construction pre-apprenticeship program BIG STEP, which brings more underrepresented individuals into the construction industry. And recently, we developed the AGC Mentor/Protégé Program, which is dedicated to strengthening the competency skills of minorities and women engaged in the construction industry.

We have done so because we understand that the development of a highly skilled and diverse work force will assure our community’s economic growth and prosperity. We understand that not to do so will result in community stagnation and a depressing construction environment.

In sum, it’s about competitiveness and community economic development. If we want to continue to be relevant in today’s marketplace, diversity must be a vital part of our overall business strategies.

Mike Fabishak is the CEO of the Associated General Contractors of Greater Milwaukee Inc. and sits on several boards and councils where he advocates for the construction industry.