Outreach, Opportunity, & Engagement Committee

Public Sector

Program: Partnering for Growth

The Illinois Tollway's Partnering for Growth Program creates opportunities for leaders of small and diverse firms to learn from experienced mentors how to grow and succeed in the transportation industry. Partnering for Growth encourages prime consultants and contractors to assist disadvantaged, minority- and women-owned business enterprise firms, veteran-owned firms and small businesses in remaining self-sufficient, competitive and profitable. Launched in 2007, the program is a win-win-win for all involved. Mentors and protégés benefit from newly formed business relationships. Protégés gain valuable experience and assistance to improve business practices and obtain or expand prequalifications. Construction mentors and protégés also earn bid credits that may increase their chances of winning Tollway construction contracts as low bidder. The Tollway's Technical Assistance Program providers are available to assist partnering firms at every step and offer matchmaking assistance and networking events throughout the year provide further opportunities for firms to connect. The Illinois Tollway benefits from a deeper pool of firms to support its 15-year, $14 billion Move Illinois capital program. Watch the awards ceremony.

Private Sector

Program: Diverse Supplier Initiative

Moved to action following the tragic killing of George Floyd in May 2020, Deloitte set out to identify ways to leverage its resources and capabilities to create a meaningful and sustained external impact that addressed the tenets of Diversity, Equity, and Inclusion. We quickly decided to focus our efforts on creating long-term, sustainable change in underrepresented business communities; and help bring about a future where the economic system is more equitable, sustainable, and inclusive. In November 2020, Deloitte convened leaders from Deloitte's Supply Chain team, Black Action Council, Global Procurement, and GPS Procurement organizations to determine how to evolve a robust supplier diversity Program. Within six months, we established the Deloitte US Office of Business Diversity ("OBD") to lead our Supplier Diversity activities across the country, and set the following as its Mission Statement: Create lasting wealth for historically underrepresented businesses owned by people of color, women, persons with disabilities, LGBT, veterans, and others (collectively referred to as "Diverse Suppliers"). Our goal is to do this by spending at least $1.0B annually with Diverse Suppliers by 2025, $200M in particular with Black owned businesses We envisioned developing an ecosystem of internal and external stakeholders that supports the identification, recruitment, development, use and retention of Diverse Suppliers. If successful, our efforts will reimagine the possibilities for innovative solutions and diverse partnerships. These diverse investments stand firm-wide, but our engagements in tolling and transportation model our organizational commitment to equitable impact. Watch the awards ceremony.
 

Public Sector

Project: Opportunity Corridor

The Ohio Turnpike and Infrastructure Commission approved more than $200 million in funding for the Opportunity Corridor project, which included the construction of a 3.1-mile boulevard in Cleveland, Ohio, from East 55th St. at I-77/I-490 to East 105th St. It was the first time in the history of the Commission to provide funding for a transportation improvement project that had a nexus to the 241-mile Ohio Turnpike. Commission members approved the funding on the basis that it improved access from the Ohio Turnpike and other major connecting highways to the city’s renowned center of healing, arts and learning in University Circle. Because the project was funded primarily by Commission bond revenues – with no federal funding for construction – diversity and inclusion goals to select contractors were established and exceeded by using an innovative approach. Contractors were also required to provide local residents with employment and career training opportunities. Commission funding for the Opportunity Corridor project – which included a 35-mph boulevard with a median, traffic signals, pedestrian and bicycle paths, tree lawns, landscaping and motor vehicle, pedestrian, and rail bridges – has resulted in a positive environmental and economic impact on historically disadvantaged communities. As a result of the project, developers have invested nearly $1 billion in projects within a quarter mile of the Opportunity Corridor.

Private Sector

Project: People and Organization Program

Originally born from Emovis’ UK flagship operation, the People and Organization program focuses on employee engagement, diversity, inclusion, health and well-being. With the success of the initial project, Emovis decided that the UK model would become the blueprint for the global operating model and human resources policies and procedures. Emovis aims for a culturally diverse workforce, approaches diversity with open arms and encourages all to apply. Emovis guarantees that, if you are suitable for the position, it will accommodate all candidate requirements. The company operates in eleven countries and has a multi-cultural and multinational workforce, employing staff from all around the globe, including six continents and more than 30 different nationalities. Its top management originate from eight different countries. Within Operations, more than 60 percent of its employees are non-white. Emovis achieves the target of 50/50 gender mix, and at the Management level, exceeds its target of more than 30 percent women. The key to its success is a culture of open communication, respect and continuous improvement. From the outset of the project, the human resources team designed a program of activities focused on employee engagement, health and wellbeing, and it was very important to achieve a diverse and inclusive environment. The company reaches out to charities and employability support organizations that work with all kinds of candidates: from people with autism, learning difficulties or other disabilities, to foreign candidates where English is a barrier for employment. For example, Emovis has employed people with all kinds of disabilities, including someone with a hearing impairment who has the support of job coaches and British Sign Language signers and someone partially sighted who receives support of specialist equipment and software and has an environment suitable for their guide dog. This approach has widened the company’s recruitment pool, attracted candidates that would lose out through "normal" channels, delivered a high retention and engagement rate and reduced attrition and absence costs. The increased engagement of its diverse workforce has also delivered significant benefits to its customers.

Project: Business Diversity Prorgram

In 2021, the North Texas Tollway Authority (NTTA) became the first-ever winner of the IBTTA DEI Award. Since 2009, NTTA has maintained a successful business diversity program focused on disadvantaged, minority, and woman business enterprises. As a result, NTTA is a highly sought-after resource for other tolling organizations aiming to build their own diversity programs.