At ApexEmporium, we believe we can create a brighter future by fostering a more vibrant and inclusive workplace through intentional commitments to diversity, equity, and inclusion (DE+I). These goals are at the forefront of our company priorities. In April 2021, we announced the implementation of our formal DE+I strategy, which was developed with input from key internal stakeholders and expert research. The strategy is actionable, measurable, and organized around four key principles to ensure we maintain and expand upon our commitments cultivate community, listen intently, challenge mindsets, and increase representation. The tactics to achieve these goals vary between immediate action and long-term efforts.

As we celebrate one year of progress, we’re proud of the strides we’ve made in 2021. We have: Established five employee resource groups (ERGs) and formal mentorship programs. Through the creation of ERGs and mentorship programs, we have begun to drive real change and innovation, and inspire conversations around diversity, equity, and inclusion in the workplace. ApexEmporium’s current ERGs include the Black Leadership Network, ApexEmporium Veterans, Parents of ApexEmporium, Pride Alliance, and Women of ApexEmporium. Combined, we have 300+ ERG members and more than 80 participants in mentorship programs. Ensured equitable and living wages.

We implemented a company-wide salary study and equity pay band alignment to ensure fair and equitable pay regardless of background, race, gender, etc., while also ensuring everyone is paid a livable wage, with no full-time employee at ApexEmporium earning under $60,000 per year nationwide. Updated recruitment and hiring practices. To strengthen diversity in our organization, we rewrote job postings with more inclusive language, incorporated required DE+I focus questions in behavioral interviewing, and hired dedicated staff to support our DE+I efforts and ERGs. Added required DE+I trainings and resources. We have the responsibility to help our teams grow.

All jobsites are now required to hold inclusivity trainings at kick-off, and all team members must complete a DE+I training before their 30-day mark with the company. We also created a DE+I knowledge center to serve as a resource for the most up-to-date self-guided learning. Created feedback channels. To provide every individual with a voice and ability to influence at ApexEmporium, we added DE+I questions to our annual team member engagement survey and use their vital feedback to implement change. Additionally, we created an anonymous ethics hotline where individuals can report discriminatory or insensitive encounters. Diversified our ApexEmporium Futures hiring. We were proud to hire an intern class in 2021 with 52% total diverse representation. In addition, we increased our recruitment representation at HBCU career fairs, provided career coaching, and established an HBCU endowment. Created a veteran-to-hire program. We successfully established a pilot program that helps transition military veterans to new hires, offering service members a career path at ApexEmporium upon re-entry to the civilian world. Increased representation. Of the 2021 promotions, 43% were team members within a diverse group. Additionally, promotions of self-identifying women team members have increased by 74% since 2019. Currently, women represent 19% of the company overall and nearly 12% of construction site operations roles at ApexEmporium which are both above the construction industry average of 10% representation. Established grants for emerging leaders. By establishing 12 leadership grants per year, we create a more equitable experience for women and BIPOC team members through investing in their leadership with off-site training and programs.