Diversity, Equity, and Inclusion – In Everything We Do
Culture of CARE Commitment
Our employees are our most valuable asset. Every one of our employees has the right to work in an environment that is safe, welcoming, and inclusive. A Culture of CARE allows every employee the opportunity to reach their full potential, be their most productive, and do their best without the fear of harassment, hazing, or bullying.
Culture of CARE Compliance
Safety is our number one priority. Safety goes beyond protection from physical hazards. We know that workers who have not been integrated into their workplace culture are more likely to have accidents due to the increased psychological and emotional stress from being excluded. Unwelcome, offensive, discriminatory, or harassing language or behavior directly affect the psychological and emotional wellbeing of our employees, putting their health and safety at risk.
The collective sum of our employees’ individual differences, traits, skills, backgrounds, and experiences is our strength. By embracing a Culture of CARE, we will retain top talent, improve employee productivity and job satisfaction, increase our ability to innovate, reach new customer bases, and create a safer workplace.
We ensure a Culture of CARE by committing to the following principles:
- Commit — to hire and pay based on skill and experience regardless of ethnicity, gender identity, nationality, race, religion, sex, or sexual orientation
- Attract — prospective employees by creating inclusive workplaces that are free from harassment, hazing & bullying
- Retain — high-performing employees by identifying and removing barriers to advancement
- Empower — every employee to promote a culture of diversity and inclusion
“As a member of the LGBTQ+ community, I was really worried about how I would be perceived by my colleagues in the construction industry. What I learned after starting my career at Phipps was that my sexual orientation didn’t affect people’s perception of me. They valued my work ethic and commitment to our core values. I am happy to say that I work for a company that seeks to hire diverse employees such as myself as a commitment to creating a culture of care.” ~ Ryan Kessinger
Harassment, Hazing, or Bullying will not be tolerated.
These behaviors can include language (written or verbal), actions, or gestures. Types of behaviors that will not be tolerated include:
- Harassment: Any unwelcome conduct that is based on race, color, religion, gender (including sexual orientation), national origin, age, disability, or genetic information. Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets, or name-calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Sexual Harassment is any unwelcome conduct of a sexual nature including, but not limited to, sexual advances, requests for sexual favors, unnecessary physical contact, suggestive or obscene gestures, images or objects, or other verbal or physical harassment of a sexual nature.
- Hazing: A ritual or initiation process – commonly for apprentices or new employees – that intentionally causes embarrassment, harassment, or ridicule and risks emotional, mental, or physical harm, regardless of the person’s willingness to participate.
- Bullying: Intentionally and repeatedly misusing social or physical “power” to cause another person emotional, mental, or physical harm. Bullying can come in the form of verbal, physical, and/or social behavior.
Our Commitment to You
Just as you have the right to refuse to work in physically unsafe conditions, you also have the right to refuse to work if you are experiencing emotionally or psychologically unsafe conditions in the form of harassment, hazing, or bullying. We expect all employees to commit to and comply with the Culture of Care values outlined in this policy.
Any employee found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action, up to and including termination.
Employees who believe they have been subject to any kind of discrimination that conflicts with the Culture of CARE values should seek assistance from a supervisor or a member of the Human Resources Department.
All GH Phipps employees sign an Acknowledgment & Agreement of GH Phipps’ Culture of CARE Workplace Policy. This is part of our commitment to “Integrity” within our Phipps Core Values.
Providing an Exceptional Building Experience
GH Phipps Construction Companies is committed to providing an exceptional building experience, whether this is the actual building, a business relationship, or a long-term career.
We find that the nature of our business attracts and supports the employment of a diverse group of individuals and our employee base reflects that same diversity. Together, we uphold the following GH Phipps values:
Relationships – Build and strengthen
Integrity – Courage to do what is right
Excellence – In everything we do
Teamwork – We succeed as one
Innovation – Encourage and embrace new ideas
Performance – Strong work ethic, accountability, and personal ownership
In alignment with our core values, we commit to the following in an effort to continually enrich the lives of our employees, clients, and communities.
Work with minority and emerging businesses to develop relationships and provide education and resources to build long-term sustainable businesses.
Improve our efforts in supporting and working with organizations within the diversity community (Hispanic Contractors of Colorado, Black Chamber, Hispanic Chamber, City and County of Denver’s CEI committee, and COMTO), as well as increase our overall awareness of DEI as it impacts our community today and into the future.
- Education/Mentoring programs
- Engaging with Denver on MWBE & related programs
- Increasing minority contractor capacity
- Appointing Diversity Committee Co-Chairs
“This semester I was able to be a part of the EMPOWER program at CSU. It focuses on supporting underclassmen in the Construction Management program or who are taking general classes and looking to transfer in. They are paired with an upperclassman mentor and an industry mentor to help them understand not only the programs offered at the university but to give them exposure to the industry. Events are held each month with the group as a whole, at the time via zoom, and each mentor meets with their mentees each month. This can include job walks, a Q&A session, a day-in-the-life style conversation, or shadowing as well as answering any questions they may have. All of this is aimed toward retaining women in the program, preparing them for the industry, and creating a long-term support network.” ~ Christina Enloe
Each year GH Phipps prepares an annual Letter of Commitment to Affirmative Action as well as a robust Affirmative Action Plan. Additionally, we embrace the development of diverse groups for current or potential employment through the sustained support of both the SW Carpenter’s Union and the Laborer’s International Union, as well as several local groups that focus on outreach in groups with historic minority representation.
University Relations: on-campus interactions and efforts focus on diversity and inclusion. We support these efforts with ongoing outreach to:
- Society of Women Engineers
- School of Mines Multi-Cultural group – WIRED
- Outreach to campus Veterans groups (CSU, CU, NAU, Boise State, NDU, and many more)
- NAWIC Student Group Seminars
“GH Phipps has entrusted me to travel to various universities across the country, representing our brand and recruiting for our next-generation workforce. Our team has made it a priority to visit campuses with ethnically, socio-economically, and culturally diverse populations. We emphasize finding the right people – talented individuals bringing various backgrounds, ideologies, and skills to our team. I’m proud of our company for putting in the extra effort to be intentional and inclusive with our recruitment.” ~ Kaitlyn Emery
Our Employees – Making a Difference
- Kurt Klanderud, President GH Phipps Construction – AGC Diversity Committee Co-Chair
- Les Fernando – Hispanic Contractors of Colorado (HCC)
- Andy Brooks – HCC Women in Leadership & Marketing, Membership, and Events
- Jaime Clark – HCC Women in Leadership Committee Co-Chair
- Christin Enloe – Denver Chapter of Women in Healthcare
- Christine Mortensen – Transportation & Construction GIRL
I am fortunate to be part of two amazing committees: Women in Leadership and Marketing, Membership & Events, both through the Hispanic Contractors of Colorado (HCC). ~ Andy Brooks
“GH Phipps has been incredibly supportive to me both as a Woman in Construction and a Woman in Leadership. I am honored to serve as President with the Society of Marketing Professional Services (SMPS) HI Chapter 2021/22 as well as Co-Chair for the Hispanic Contractors of Colorado (HCC) Women in Leadership (WIL).” ~ Jaime Clark
We appreciate the presence and involvement of our employees in ensuring that no qualified individual, company, or opportunity is overlooked.