Dec

08

2020

Inclusion: Critical to Our Past, Future

Alicia Moore, Director of Inclusion contributed to this issue of TDSpirit.

I am a new TDPartner, especially compared to all the years of experience honored on TD’s Oak Wall. Before joining TD in February, I was admittedly concerned about how I would fit within the culture of a construction company. I did my research and was impressed by the Servant Leadership culture and the Lowe family legacy at TD.

Alicia Moore headshot

When I arrived, my first goal was to develop a 3-year inclusion plan that would build upon TD’s long commitment to social justice and equality within our communities. Then, in March, COVID-19 hit. Two months later came the social unrest, a symptom of a larger issue: the lack of diversity and inclusion throughout our nation.

This is not a new topic in the construction industry. While there has been strong Hispanic representation (30.7 percent in 2018), particularly in the laborer ranks, there has been disproportionately small inclusion of other ethnicities.

According to the Bureau of Labor Statistics, African Americans, who amount to 12 percent of the US workforce, comprised only 6.2 percent of all construction industry employees in 2018. Asians make up about 6 percent of the workforce but only 2 percent of the construction industry. Women, who according to the US Department of Labor account for 47 percent of the workforce, fill only 9.9 percent of construction positions.


Inclusion is Who We Are

While those diversity statistics are important, inclusion is more than just numbers; it’s making sure we understand each other, our experiences, and how we can use everyone’s strengths to improve our culture, service, and support our customers.

TDIndustries Core Values

The primary objective of TD’s Inclusion plan is to foster a culture and strengthen our infrastructure to support all TD’s Partners, allowing TD’s diverse talents to make positive contributions toward the company’s mission. The inclusion strategy aligns with our core values and servant leadership culture.

To be successful and ensure it is sustainable, it will require a continued commitment from Partners at all organizational levels to enable a workplace where Partner contributions are continuously recognized and valued.

TDIndustries Partners in the field

TD’s 3-Year Inclusion Plan:

I. Ensure Leadership Commitment

Demonstrate commitment and accountability for modeling inclusive behaviors that advance the core value of Celebrating Differences at TD

II. Cultivate, Support an Inclusive Culture

Cultivate and promote an inclusive culture that celebrates individual differences that attracts, grows and maximizes the talent, skills and diversity within TD

III. Accelerate Inclusion Strategies

Focus on Initiatives that will leverage and formalize Inclusion strategic priorities


TD has a long history of leadership in Celebrating the Power of Individual Differences, starting with our founder, Jack Lowe, Sr. (pictured above, center with glasses) and his involvement to end racial segregation in the Dallas Independent School District. Our inclusion strategy will not only be a catalyst for change but enhances our ability to carry out our mission and values by fostering a workplace where all Partner contributions are continuously recognized and valued.

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Categories: Servant Leadership   Inclusion