Put down your roots and rise

BC Director of Treatability Services honored with Water for People Robert W. Hite Distinguished Leadership Award

Brown and Caldwell employees celebrate Bring Your Child to Work Day 2023

April 27th is national Bring Your Child to Work Day, an annual event sponsored by Take Our Daughters And Sons To Work Foundation, a nonprofit educational organization. It’s become a beloved tradition here at Brown and Caldwell (BC) as well.

To celebrate this year’s theme, Working Better Together, BCers organized through their Professional Parents Employee Network Group and asked the special kids in their lives: What do you love about water? Watch their adorable responses.

We are passionate about encouraging the water engineers, scientists, consultants, and constructors of tomorrow. Take time to connect and share your passion and career with a child — creating an opportunity to see the world through fresh eyes, raising awareness about the importance of water today and for the future, and celebrating our community connections.

Join us and you’ll find a home where you can do your best work, reach new levels of expertise, and make a positive impact on our environment and our world alongside 1,900 employee-owners nationwide. Find your career here: https://bit.ly/3H6Hj98

Special thanks to BCers Megan Mathews, Jonathan Boitano, Michelle Devera, Stefani Couch Ramirez, Kelli Mech, Deanna Tanner, Daniel Porter, and Rachel Garrett.

Brown and Caldwell looks to the future of 75 years and counting

Brown and Caldwell looks to lead the water industry into the future as the firm concludes its yearlong 75th anniversary celebration.

Since its founding in 1947 by two California engineers, Ken Brown and Dave Caldwell, the leading environmental engineering and construction firm has spent 75 years and counting connecting with clients, communities, and ideas. From pioneering “submerged” floating digester covers to co-releasing the water industry’s first Digital Twin architecture standard, the company has been on the forefront of the future.

Equally, the firm has maintained a strong commitment to their people.

That commitment included a 5% base salary increase for all employees in June. In addition to the base salary increases, the firm continues to invest in its people through leadership and technical development programs, stock ownership options, continuing education, and enhanced technology.

“During our first 75 years BC had tremendous impact on our people, clients, and communities,” BC CEO Rich D’Amato said. “I am proud of where we have been, what we have done, and where we are going. Whether developing innovative approaches and technical solutions, managing critical projects and programs. or assisting our clients with forward looking strategies, BCers engage in meaningful ways to drive community success. I look forward to our future to continue to solve the complex issues facing our clients to provide clean water and a healthy environment in support of thriving communities.”

“During our first 75 years BC had tremendous impact on our people, clients, and communities. I am proud of where we have been, what we have done, and where we are going. Whether developing innovative approaches and technical solutions, managing critical projects and programs. or assisting our clients with forward looking strategies, BCers engage in meaningful ways to drive community success. I look forward to our future to continue to solve the complex issues facing our clients to provide clean water and a healthy environment in support of thriving communities.”
BC CEO Rich D’Amato

Black History Month and Engineers Week: Why I became an engineer

In honor of Black History Month and Engineers Week, we asked our employees to share what inspired their journey to becoming the dedicated engineers they are today.

Special thanks to BCers Celia Earle, Cheyanne Harris, Dorian Hemming, Erin Williams, Kelvin Coles, and Samuel O. Atere-Roberts for sharing their stories.

Join us, and you’ll find a home where you can do your best work, reach new levels of expertise, and make a positive impact on our environment and our world alongside 1,900 employee-owners nationwide.

Natalie Sierra

Senior Staff, Environmental Engineer

The ability to have honest conversations about the challenges women face in the workplace is what drew Environmental Engineer Natalie Sierra to co-found Women at BC, the company’s first Employee Networking Group (ENG). The group’s inaugural year exceeded her expectations in both participation and engagement from women and men, reaching a real turning point when the discussion turned to sexual harassment at conferences.

“It made people much more aware that it’s still a problem,” BC’s Solids and Energy Group Leader said. “The women in the ENG were very brave about volunteering their experiences to make it real. It had a huge impact in helping other women feel like they weren’t alone as well as creating momentum for change. BC’s leadership team took those discussions very seriously, which I appreciate, even though they were uncomfortable. We heard from women at all levels.”

It’s being able to have these difficult conversations, Natalie said, that allows for community building and change, “we’re able to have honest and trusting conversations about how to make BC, and hopefully the industry, a place where women can be wholly successful and bring their whole selves to work.” The ENG has influenced company policies such as its expanded parental leave and partnership with Catalyst, a workforce empowerment and education nonprofit.

With more professional growth opportunities on the horizon, Natalie looks forward to personally expanding her family’s experiences through community service, nature walks and rides, travel, and food.

“I am where I am today because of the people who supported and nurtured me in my career. I think everyone deserves that chance.”

ValaRae Partee

Senior Staff, Environmental Engineer

As a Black woman and Environmental Engineer, ValaRae Partee has always valued representation and its importance. In late March 2020, after a virtual check-in with colleagues, ValaRae realized she was the last remaining black woman in her local office after COVID-19 pandemic staff reductions.

In parallel with global protests of police brutality and calls for justice unfolding around George Floyd’s death, ValaRae channeled her energy into finding systemic solutions to support people of color and create meaningful organizational changes within Brown and Caldwell.

From a young age, ValaRae’s grandfather has had a huge influence on ValaRae’s passions for people and the planet. When her grandfather was a young man, his father told him “show me a black man in engineering, and I’ll pay for your degree.” Due to of a lack of representation, he could not get that degree. Fast forward 60 years and now his granddaughter, ValaRae, is an environmental engineer here at BC interweaving her passions in her work. As a former civil rights activist, ValaRae says her grandfather instilled a personal responsibility for leaving the world better than how she found it. Now with a multigenerational view of the power of representation, ValaRae uses her voice to help elevate the stories of marginalized communities and to ensure that they have a seat at the table.

Jumping into action, ValaRae started collaborating with leaders in the Women at BC and LGBTQ Community & Allies Employee Network Groups (ENG) to develop an effective way to support people of color and allies, create a safe space, learn, and make a positive impact. With support from BC leadership, ENG leaders, and BC colleagues, the Community of Color Employee Network Group was formed — a group open to all employees and focuses on challenges, opportunities, and open dialogue around cultural diversity, race, and ethnicity at BC.

Within a few days of its launch, hundreds of BC employees joined the group. With topics ranging from implicit bias to cultural appropriation, the Community of Color has opened up conversations that are beginning to transform how we think about culture and identity at BC.

“My goal is to help grow this group and influence positive change within the workplace and industry. To get there, we have to make small steps and, right now, it’s really about building trust and learning together.”

Outside of work, ValaRae is a multifaceted artist. As a painter, she describes her style of work as “afro-galactic” and has even sold some of her pieces. About two years ago, ValaRae began modeling to promote body positivity and inclusion within the beauty, hair, and fashion industry. She is now a full-figure model and the 2020 Face of Queen Size Magazine, a monthly publication dedicated to the plus size fashion industry. Even with her busy schedule, ValaRae participates in a number of community outreach programs that focus on engaging students and young girls in engineering.

John DeRosa

Senior Staff, Environmental Engineer

Years ago, while working to obtain his engineering degree, John DeRosa sat down with a career advisor to align his resume with his career dreams. He was ready to showcase his well-rounded education, experiences, and volunteer service to the world. He was not ready, however, to compromise who he was to increase his chances of landing a job in the engineering industry.

As a student, John participated in a multitude of organizations and extracurriculars. One of his proudest accomplishments involved regular community outreach and public speaking to educate the broader community about the diverse identities of LGBTQ people. The involvement took a significant amount of time and was an area that John was passionate about. It also allowed him to hone his skills in communication, leadership, and emotional intelligence.

When meeting with a career advisor, reality hit in discussing if and how this volunteer experience should be presented. The fact of the matter was that some employers or hiring managers would view John’s involvement with LGBTQ education as a negative. If specifics of this outreach were disclosed, then unjust biases or prejudices could impair his chances during the job application process.

In facing this dilemma, John had three options to consider: 1. Include the experience but keep it vague in both name and description. 2. Remove the experience from the resume altogether. 3. Proceed with the name and detailed description, understanding that it may limit opportunities.

John’s decision to showcase the entirety of the experience on his resume rested on his values, recognizing he would much rather work in an organization that was accepting of his truth as a member of the LGBTQ community than in an organization that was unwelcoming.

In May 2016 John joined BC as an intern and, four years later, he has now grown to a senior staff environmental engineer. Nowadays he spends his time working primarily on infrastructure projects for various clients to solve complex water and wastewater challenges. He also continues in his work to create a positive, more inclusive environment in the engineering industry. It has always been especially important to John to create a place where everyone is respected and valued.

“I am passionate and still actively devote my time and energy to create a more inclusive space because everyone deserves to live and embrace their truths. My hope is to contribute to a world that allows people to thrive and succeed.”

In 2019, John worked with BC to create the LGBTQ Community & Allies Employee Network Group (ENG), aiming to provide support for both employees and allies of the LGBTQ community by promoting a culture of openness and inclusion. There has been an overwhelmingly positive response since formation of the ENG, engaging employees throughout the company and country. During this year’s Pride Month in June, the group was key in leading the company to honor and recognize the importance of Pride. Throughout the full month, the group hosted several activities to engage and involve employees. The successful ENG continues to positively impact and grow with hundreds of members joining across BC.

In addition to his dedication to the LGBTQ Community & Allies ENG, John has supported those around him by mentoring BC interns; supporting Rising Professionals in BC’s Mid-South area through an extensive professional development program; volunteering at the annual Introduce a Girl to Engineering Day; and helping guide local middle school students through an annual two-month-long Model Water Tower Competition.

On weekends, John loves getting outside to play tennis and to take day hikes. His love for tennis sprouted from it being his family’s favorite sport activity during his childhood. Growing up with two older brothers and an older sister, John has been playing tennis since about the age he could pick-up a tennis racket. Apart from tennis, his most recent weekend adventures have included hikes to visit local swimming holes in the North Georgia mountains. When he cannot find time to travel away from the city on hikes, John also enjoys running to clear his head.

Tina Rossillon

Senior Principal, Civil Engineer

Joining 14 years ago, Tina Rossillon found BC as the place to be where she could take her skills to new heights as a Civil Engineer. Collaboratively working on engineering designs for public works projects, she didn’t realize at the time how big of an impact BC would have on her and her journey to becoming her authentic self.

In her early years with BC, Tina realized the professional part of herself got to casually travel around with her from the office, to the store, home, and beyond. Tina was born with an early passion for design, however she soon understood that was only a piece of her and the other pieces of herself deserved to be known too.

Fear, worse-case scenarios, and doubt held Tina back from taking the big step to begin her transition to her authentic self, until one day, she had an unexpected conversation with a colleague. After the lifechanging conversation, she realized she had the support she needed all along and decided to start her transition to her authentic self.

“Before my transition, I was afraid how I’d be perceived in the workplace, but with a ton of support and a lifechanging conversation with a colleague, I did it.” Tina explains.

When colleague John DeRosa reached out about co-leading the LGBTQ Community & Allies Employee Network Group (ENG), an internal community of support, dialogue, and activism for employees and allies of the LGBTQ community, Tina found it an exciting opportunity to share her voice and provide a space where others could relate and learn.

“When I was approached to be a co-leader, I thought about my experience and I realized I could be that support and example for someone else at BC.”

With its launch in May 2019, the LGBTQ Community & Allies ENG found great success by creating a safe and unique space where everyone could be authentic and feel comfortable to engage openly in conversation. “We deserve to identify ourselves and our many pieces: engineer, transgender, designer, human, in all aspects of our lives, both professionally and personally,” Tina explains. “It’s important because those pieces work together to form our true authentic selves and that is what this ENG supports.”

Tina’s love for design and her identity as an engineer goes beyond the workplace. She recently had a custom home built for her wife and drew the building plans herself. She loves gardening and even designed and completed her own backyard layout. Next, she is hoping to get her fishpond back up and running with goldfish.

Vicky Hollingsworth

Seattle Local Leader

Immigrating to the United States from Nicaragua and being a woman in the STEM field, Seattle Local Leader Vicky Hollingsworth thought emulating her leaders and mentors was the path to become a great leader herself.

It was only after completing Brown and Caldwell’s Thrive Leadership Acceleration Program, however, that she realized that her authenticity was one of her biggest strengths and that by mirroring others, she had assimilated to cover pieces of her identity she thought would not be accepted. Vicky connected with other colleagues who had similar experiences, all too aware that they were not the only ones who faced these challenges as immigrants and people of color.

“Once I started to value what made me stand out and bring my whole self to work, I realized creating a more inclusive and diverse culture begins with each of us shedding our masks and being authentic. And, I want to welcome and encourage others to do the same.”

With the help of a few colleagues, Vicky, who has been with BC for 12 years, formed the Community of Color Employee Network Group (ENG), creating a safe space and feeling of belonging for people of all backgrounds, perspectives, and experiences while also bringing awareness to the unique circumstances faced by people of color in the workplace, industry, and community.

“To make a positive impact, we must find our commonalities through sharing our experiences, spreading awareness, and caring for one another,” Vicky says. “Our group is filled with trust and that allows us to be vulnerable and bring many perspectives all working towards positive change.”

With the Community of Color ENG being among BC’s newest, it has seen immediate success. Vicky puts a lot of heart and time into researching, strategizing, and preparing for virtual team meetings and facilitating ongoing virtual discussion. Seeing the positive impact the group has made so far, she knows there is much potential.

The most recent virtual group meeting struck a personal chord with Vicky as she co-led with close colleague, Daisy Benitez, on the topic of cultural assimilation–a topic she knew all too well and experienced firsthand. By speaking from her heart and experience, Vicky’s vulnerability resonated with others and brought meaningful participation, dialogue, and questions about tolerance, respect, appreciation, and diversity. The meeting’s wholesome engagement and success has led to the development of small group sessions, providing more space to dive deeper into these conversations.

When she isn’t creating educational trainings and best practices for employees, working on design for project delivery, or attending to the Community of Color ENG, she finds herself in the kitchen cooking and experimenting with different foods and recipes. When she finds herself missing home and her family too much, she cooks some of her favorite Nicaraguan dishes, Vigorón, tostones (plantains), and Gallo Pinto (Nicaraguan rice and beans).

Will Quantz

West Business Unit Sales Leader

For much of his career, Will Quantz felt it was easier not to talk about his personal life in the professional world to avoid any potentially awkward situations or out of fear of being judged for anything other than his performance at work.

Having joined BC in 2007, Will, now West Business Unit Sales Leader, has built strong relationships with colleagues across the firm, including his boss, Steve Anderson, West Business Unit Leader and Executive Sponsor of the LGBTQ Community and Allies Employee Network Group (ENG). Will joined the ENG’s leadership team shortly after its launch in 2019.

“When I learned about the new LGBTQ Community and Allies Employee Network Group,” Will says, “I stepped back and reflected on my experiences at work, and how often I avoided sharing much about my personal life, even while others openly discussed their own.”

“I realized that I wanted to be a part of this ENG, not only to support its important mission, but because I needed to push myself to be more open and authentic with my colleagues.”

With the intention to provide support for employees and allies of the LGBTQ community at BC, the group aims to promote a culture of openness and transparency. As part of his role as the group’s strategy and planning coordinator, Will helps the ENG leadership team strategize and implement all aspects of the group’s events and outreach efforts.

This year’s Pride Month was a mark of success for the group as it played a key role in the company’s celebratory activities and historical lessons. The activities and acknowledgements brought a large boost in engagement for the group and resulted in membership growth.

Outside of work as a resident of Seattle, Will loves to be out in nature, whether it’s hiking, running, or exploring. Before the COVID-19 pandemic, traveling was a big part of Will’s life, both professionally and leisurely. He looks at the positive aspects of the current situation as it has allowed him to spend more time with his small family. He has also sharpened his skills in the kitchen with more home cooking and baking.

David Yates

Senior Manager, Client Services

When Dave Yates came to BC in 2017, his top task was to create the company’s St. Louis, Missouri, office from scratch. He was essentially navigating the environmental engineering office world alone, without a printer, a server, much less a staff. That’s when colleague Niki Young reached out to help.

“I had worked with her before coming to BC, and she was also working without an office, a true remote worker,” Dave, BC Senior Project Manager and Water/Wastewater Engineer said. “She reached out and offered me some virtual working tips and we supported one another.” From there, Niki approached Dave to co-sponsor BC’s third Employee Networking Group (ENG), Remote Workers, to create a community for their virtual colleagues where they can build skills, share best practices, and build a space where they could connect and be heard.

“I think I knew by the second meeting that we’d built a network and the ENG would be successful,” Dave said. “You thought you were alone, but with the ENG, there was this aha moment that there are a lot of people like me within the company. People’s voices could be heard and camaraderie found.”

Since their first meeting in November 2019, their ENG support group for teleworkers has grown from 90 to nearly 400 and encompasses office and remote workers alike, a testament to BC’s commitment to be a high-performing virtual company. When the COVID-19 pandemic hit in March 2020, Dave and Niki’s foresight and early efforts helped the company to swiftly transition to a 100% work from home environment, and helped others in the water industry to do the same. Many of the best practices and tips created by the ENG were later used in companywide COVID-19 guidance.

“At the end of the day, it’s about morale, communication, and collaboration.”

Dave’s drive to help others goes beyond BC. When he’s not working on innovative water infrastructure projects with clients and colleagues, he serves on the boards of The Engineers’ Club of St. Louis, one of the oldest professional engineering associations in America, and Heat Up St. Louis, a nonprofit that provides financial assistance for utility bills.

Niki Young

Area Business Operations Manager

At 16 years of industry experience as a Financial Analyst, with the last five of those spent working as a remote worker for BC, you could say Nicole “Niki” Young is an expert at navigating both office and virtual work environments. But that didn’t mean there weren’t challenges to working remotely.

As the spouse of an U.S. Army pilot, working from home gave her flexibility to be the primary caregiver for her three young daughters, but it also meant she was away from her peers. “You feel very alone. You don’t have the same kind of community,” she explained. “And there’s this impression that you’re missing out on promotions and training opportunities.”

“The general assumption is that remote working is easy,” Niki said. “In the beginning, I often hid that I was working virtually, because people would jokingly say things like, ‘Get your laundry done?’ or ‘It must so nice.’ And there are great aspects of working remotely, but you need the skills of building trust relationships, accountability, and work-life harmony for it to be successful and not burn out.”

What Niki realized was that being in an office meant that team building happened naturally, and to re-create that connection virtually, takes a lot of personal effort. So, to help other BC remote workers feel connected, she co-founded the company’s third Employee Networking Group (ENG), Remote Workers, with colleague Dave Yates. To their surprise, they found out that about 60% of BCers worked out of the office at any time, meaning they were far from alone. There was a companywide need to learn the hard skills of virtual collaboration software, and the soft skills of building trust and accountability and how to create and maintain work-life harmony.

“It was kind of a shock-effect moment,” she said. “You were the majority and part of something that matters. And feeling like you are a part of something that matters makes a big difference in how you approach your work. What this ENG, and all ENGs at BC, does is say, ‘Let’s look at the things that make people feel like they don’t matter, that they aren’t part of something bigger, that they don’t belong, and help them understand that yes you do. You do matter and you do have a community.”

Since the start, the Virtual Talent ENG has made an impact for both those who work in and out of the office. Since the pandemic hit in early March, this ENG helped the rest of the company more quickly pivot to a 100% work from home environment. Many of the best practices and tips created by the ENG were later used in companywide COVID-19 guidance.

“It’s gone beyond advocating for individuals to advocating for BC so we can truly be a virtual firm. Providing the tools and resources to engage top talent from anywhere and work together successfully enables us to deliver the most amazing and complex projects for our clients.”

Cheyanne Harris

Senior Staff, Civil Engineer

Cheyanne Harris is a civil engineer committed to client service and continual growth.

To Cheyanne, Balance and Belonging (B&B) is an opportunity for people to feel comfortable expressing their opinions and to be acknowledged that their contributions are being heard. She learns easily from others who are transparent about lessons learned. And, exposure to colleagues and clients from other backgrounds has influenced how she communicates.

Effective two-way communication is the crux of her Balance and Belonging story. “The people I work with, including my supervisor (JP Robinette) and the leadership team in Sacramento, have invested in me and support my development,” she says. In turn, being vocal about her interests has given her access to the right opportunities.

“I am pretty impressed with my growth while at BC,” she adds. “In the time that I’ve been here, I’ve been supported in pursuing opportunities that are interesting to me.”

To be authentic, inclusion needs action behind it, she adds.

“It’s not enough to just be in the room. All people need to be heard.”

“I look forward to seeing how B&B progresses as time goes on. Good work is being started with the 10 commitments and ongoing reporting.”

Carolyn Roth

Senior Associate, Project Management

Sometimes one small moment or conversation can have a big impact. Take an ordinary “Hey, how’s it going?” virtual chat between BC Senior Scientist Carolyn Roth and another employee that initiated the start of the Professional Parents Employee Network Group (ENG) that Carolyn co-leads. What seemed like an everyday question turned out be anything but, and reinforced the Professional Parent Alliance purpose: To create a community for parents to be heard.

“We had been talking about the pandemic and how parents were dealing with homeschooling at the beginning of COVID versus now. It’s so different,” Carolyn said. “One parent reached out to me who had his ‘first day of school’ and said it was one of the hardest things he had to do. He just needed a place where he could talk about the stress. Other employees used this forum to reach out too and connect as well, the group really opened up.”

That’s when she knew the ENG was onto something special. “Connecting with other parents at BC makes me feel so much less alone when navigating such a huge life change,” she said. In addition to providing a forum for parents, Carolyn said the group is looking into free or low-cost resources such as an online repository of school materials.

While Carolyn’s son is a toddler and not yet in school, the Professional Parent Alliance is a support system with a burgeoning benefit for everyone. For now, she’s putting her environmental science background to use at home in the garden she planted with her son in March, when shelter in place orders first took effect. She’s teaching him all about plants, good bugs, and harvesting the rewards of what happens when you take the time to nurture something and allow it room to grow.

“With the ENGs, BC is truly seeing that its people are more than employees. We are whole people with rich lives, and we do our best work when we are seen and given the space to be ourselves.”

Rhonda Bucasas

Project Analyst

As most working parents will tell you, raising children is as rewarding as it is challenging. When your family or child is in a health crisis, however, personal and professional life can feel especially overwhelming. BC Project Analyst Rhonda Bucasas was in the thick of a family and personal struggle a few years ago when she had a new baby and her oldest daughter was diagnosed with an eating disorder.

“It was a matter of life and death,” she said. “My daughter was in and out of hospitals and treatment centers. Dealing with that as a full-time working parent, student, and with a new baby, it was extremely difficult on so many levels.”

What made a difference for her and her family, she said, was having a supportive work culture where she felt safe to tell her manager about her family emergency. “All I did was sit down with him and say this is what I’m struggling with, and he said: ‘Let’s get you some support.’ At BC, between my coworkers and our HR department, they didn’t miss a beat.”

When the opportunity to help lead BC’s Professional Parent Employee Networking Group (ENG) came up, Rhonda saw it as a way to pay it forward. “It was a no-brainer,” she said. “Our goal is to help other parents navigate working life with kids, and now, life during this pandemic, whether it is behavior changes, work-life harmony, virtual schooling support, or simply engaging in meaningful dialogue with fellow parents about shared hardships and success stories.”

Rhonda’s success stories include her daughter being able to manage her disorder and enjoy cooking again as a family — a shared passion.

“With BC, I didn’t feel like I had to struggle to be a mom.”

Cindy Paulson

Chief Technical Officer

Brown and Caldwell’s former Chief Technical Officer Cindy Paulson understands that for Balance and Belonging to thrive, employees need to be who they truly are. In her case, becoming authentic on the job took 10-plus years.

And, getting to that point, “it’s so powerful,” she says. “Being authentic creates the space for diversity of thought and means drawing on experiences that fall outside the box. That’s what it takes for teams to bring their best selves to work every day.”

Cindy had been with BC for 14 years (more than 30 years to date), managing a region and leading many projects when she felt something was missing. While she was in her element, developing regional client solutions with diversely talented teams, she realized that her clients and many colleagues did not know much about her personal life.

“I operated behind a work persona. I just had no idea what it would be like for me to be fully authentic at work.”

When she made the move to California in 2001, she became more open, sharing that she was happily married to a woman who also happened to be a great cook and winemaker. Together they entertained colleagues at their home.

Previously “I would avoid the conversation about “my significant other,” she says. But Cindy could feel California clients and BC’s culture were becoming more open and it felt like the right time to be fully herself at work.

Today, “my ideas as an individual come from confidence founded on who I really am, versus the persona. That opens the door to me being accessible and fully embraced and that’s powerful. I know I have support from leadership and throughout, and that’s a great feeling.”

As the executive sponsor of BC’s employee network group for women, Cindy worked to amplify the Balance and Belonging culture and framework internally and externally across an industry with historical nature of the industry being male dominated. “One of my greatest aspirations is to change the entire industry, creating a space that embraces the full range of potential and diversity that humans bring.”

“BC is creating the space for more diverse thoughts and experiences and bringing better solutions to our clients as a result,” she adds.

Ayman Alafifi

Water Resource Engineer

To pursue his PhD, Water Resource Engineer Ayman Alafifi came to the United States over eight years ago from the Gaza Strip, Palestine. In Gaza, Ayman lived under military occupation and experienced, first-hand, injustice, and discrimination that limited his school options and career choices. Upon hearing about BC’s Community of Color Employee Network Group (ENG), Ayman immediately volunteered as a co-leader to engage in productive discussions, learn from others, and help provide a safe space to address issues of racial inequality in his profession.

“It hits home because I can draw parallels to my own life experience, and I can relate very well to the struggles of oppressed and disadvantaged groups in our community. The challenges I faced growing up in Palestine, and the challenges my family and I experience here in U.S. because of our religion, language, and country of origin are real. However, I believe that challenges call for action”. “The Community of Color ENG allows us to address these challenges together and enact change.”

By connecting with others and working toward positive change, Ayman hopes to remove the barriers that limit opportunities for all individuals to grow professionally. To spark that change, the Community of Color ENG prioritized creating an environment of no judgement and no fear with the understanding that everyone is in a continual growth journey and that there is no “getting it right”. “I thought getting people to participate and speak up around these issues would be hard, but there is a level of trust in BC’s culture that’s allowed members to open up right away.” Ayman said.

“There’s been documented research that show teams with more diverse team members deliver higher quality work,” Ayman explains.

“Diversity is not only important for the wellbeing of employees, it is a competitive advantage that creates innovative teams that deliver quality products.”

As an engineer who works closely and collaboratively with clients, Ayman helps cities and public utilities identify vulnerabilities in their systems and be proactive in their decisions to prevent disruptions before they happen and become more resilient. He is excited to see BC’s commitment to diversity unfold further as the Community of Color group continues to grow, and more balance and belonging initiatives advance.

Outside of work, Ayman has three daughters, 4-year-old twins and a 6-year-old, that keep him quite busy, but entertained. He enjoys practicing and teaching them about their cultural values and heritage so they can carry it forward as they get older. When Ayman finds the time, he enjoys solving puzzles, hiking new trails, and being a self-proclaimed professional ping pong player.

Katie Porter

Executive Engineer

Katie Porter is the Local Leader for the Los Angeles office as well as a Client Service Manager and Project Manager. She has guided Brown and Caldwell projects related to conveyance, distribution system issues, water supply, treatment, operations, and reuse.

“To me, diversity and inclusion means respect for all of us as human beings.”

“While Brown and Caldwell is a big part of our lives, it’s not the only part. Our company recognizes that we are humans that function regardless of location and trusts that we can meet obligations to the company, but, at the same time, celebrate and support our outside interests.”

She feels included at BC, because “all activities that we do at work and what we do together are inclusive like meetings at the office, social events, office events, etc. There’s a professional and personal inclusion balance.”

“I appreciate the efforts being made at Brown and Caldwell and the tools that are being made available to all employees such as Employee Network Groups and thorough communications,” Katie adds. “I feel like we strive to keep our staff informed and share information. We communicate often and broadly.”

Transparency through communication has a way of opening doors for employees seeking ways to advance their careers.

“I see other professional organizations that are really just starting to focus on getting more women into leadership roles. Brown and Caldwell has already grown in this area and seems to have more equality.” She also feels there is room to continue to grow and is looking forward to BC’s continued evolution.