Diversity and Inclusion Data

Key to achieving our purpose

As a company focused on engineering, science, consulting, and construction—we’re numbers people. From calculating the water treatment capacity in gallons to projecting future water needs for our clients, we use calculations every day to inform decisions and map the best path forward. We rely on data within our company for this same purpose. Attracting and retaining top talent with the most diverse skill sets, thought processes, personal and learning styles, and life experiences is critical to achieving our vision of being the Company of Choice for clients and employees alike. To do this, we need creativity and innovation to continue bringing game-changing solutions to our clients and the industry. Our leadership team actively monitors a dashboard of near real-time data, including the categories below, to facilitate decision-making and chart actions to continually improve our ability to attract and hire diverse talent.

How we measure up

In addition to looking at our data comparisons, we also review our data against industry benchmarks. To truly facilitate change in our industry and lead by example, this data provides a touchstone for our overall Balance and Belonging strategy and informs the actions we are taking to advance diversity. We invite you to read the insights and review the numbers by engaging with the data below. We will add data for the 2020 calendar year in early 2021.

Race/Ethnicity Snapshot

Overall BC exceeds 50% of industry for percentage minority in the workforce in 2020 (16% industry: 21.1% Brown and Caldwell).¹ Although we have grown in minority representation and we exceed industry benchmarks, there are future improvements that we can make in these areas.

  • Small increases in minority (.6%) populations from 2018 to 2020.
  • Slight decrease in Black/African American population (0.3%).
  • No significant changes in all employee population between 2018 and 2020.
All U.S. Brown and Caldwell employees2
0 Minorities
0 White
0 Not Specified
2018 2019 2020
¹AEC Advisors State of the Industry Report
²Equal Employment Opportunity Commission data for Canadian Employees is not collected.
*Data points have been rounded to the nearest tenth of a percentage point.

Minorities Breakdown

0 American Indian/Alaskan Native
0 Asian
0 Black or African American
0 Hispanic or Latino
0 Native Hawaiian or Other Pacific Islander
0 2 or More Races

Gender Snapshot

BC exceeds 75% of industry average percentage of women in the workforce in 2019 (29% industry: 37.2% Brown and Caldwell).¹ While we exceed the industry average for female representation, we want that to be reflected at all levels of the organization.

  • Small increases in female representation (0.5%) between 2018 and 2020.
  • BC is continuing to make progress with female representation within management over the last three years, with an increase of 2.1%.
  • BC is making progress in female representation within technical positions at a lower rate than we want to achieve with a slight increase of 0.6%.
All U.S. Brown and Caldwell employees2
0 Female
0 Male
2018 2019 2020
¹AEC Advisors State of the Industry Report
²Equal Employment Opportunity Commission data for Canadian Employees is not collected.
*Data points have been rounded to the nearest tenth of a percentage point.

Management by Race/Ethnicity

At BC we define management as Leader, Senior Leader, and Executive. Over the last three years we have increased minority representation in management by 2.6%.

  • Minority representation at the Leader level increased by 4.0% from 2018 to 2020.
  • Minority representation in Senior Leadership decreased by 0.3%, establishing an opportunity for BC to provide minority individuals with movement into those positions.
  • While we have not decreased in minority representation at the Executive level because of turnover, there is a 0.7% change due to a non-minority hire.
Leaders of people, departments, and/or functions
0 Minorities
0 White
0 Not Specified
2018 2019 2020
*Data points have been rounded to the nearest tenth of a percentage point.

Minorities Breakdown

0 American Indian/Alaskan Native
0 Asian
0 Black or African American
0 Hispanic or Latino
0 Native Hawaiian or Other Pacific Islander
0 2 or More Races

Management by Gender

At BC we define management as Leader, Senior Leader, and Executive. Women in leadership roles have increased by 2.1% overall from 2018 to 2020. We will continue to prioritize representation of women in leadership roles in our organization.

  • There was a significant increase in female representation over the last three years at the Leadership (1.8%) and Senior Leadership (4.0%) level.
  • The change in Executive representation between 2019 and 2020 is not related to turnover, but rather an increase in male Executives.
Leaders of people, departments, and/or functions
0 Female
0 Male
2018 2019 2020
*Data points have been rounded to the nearest tenth of a percentage point.

People with Disabilities

While BC does not require individuals to self-identify, we understand the importance of self-identification. This enables us to focus on providing support and build future programs for employees.

  • Individuals identifying as having disabilities increased (0.7%) from 2018 to 2020.
All U.S. Brown and Caldwell employees2
0 2018
0 2019
0 2020
²Equal Employment Opportunity Commission data for Canadian Employees is not collected.
*Data points have been rounded to the nearest tenth of a percentage point.

Veterans

We recognize the value the veteran community provides to BC and currently work with American Women Veterans, Disabled American Veterans, Wounded Warrior Regiment, and may other veteran focused organizations. We will continue our efforts through recruitment and self-identification initiatives.

  • The percentage of individuals who identify as veterans has decreased by 0.4%.
All U.S. Brown and Caldwell employees2
0 2018
0 2019
0 2020
²Equal Employment Opportunity Commission data for Canadian Employees is not collected.
*Data points have been rounded to the nearest tenth of a percentage point.

Entry Level Hires

On average about half the new hires at BC are entry level. This presents an opportunity as we focus on diversity in our early talent programs. Women represented in entry level new hires decreased between 2019 to 2020 from 43.6% to 40.7%. Minorities represented 27.9% of new hires in 2019 and increased to 35.2% in 2020.

  • In 2020, we saw a 100% increase in representation of Hispanic / Latino populations (changed from 7.5% to 14.8%) for entry level hires.
  • The representation of Asian population increased by 4.1% from 2019 to 2020.
  • Other minority groups saw no significant changes in representation.
  • While our % of female staff has increased over the last three years (0.5%), we also have seen a decrease in female entry level hires (7.8%) between 2018 and 2020.
  • Due to COVID our entry level hires decreased from 2019 to 2020 by 70%.
0 2018
0 2019
0 2020
*Data points have been rounded to the nearest tenth of a percentage point.

0 Minority Hires

0 American Indian/Alaskan Native
0 Asian
0 Black or African American
0 Hispanic or Latino
0 Native Hawaiian or Other Pacific Islander
0 2 or More Races

Gender Breakdown

0 Female
0 Male

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