In celebration of International Women’s Day, AECOM’s Chief Human Resources Officer, Shirley Adams, and Global ED&I Program Manager, Lisa Cronk, discuss why it is up to individuals and AECOM as an organization to help lead the change toward a more equitable future.

Leading the change to a more equitable future 

"We live in an ever-changing world, and it is up to us – as individuals and as an organization – to help lead the change toward a more equitable future," they explain. 

Shirley and Lisa highlight that in recent years, AECOM has prioritized and facilitated talking about gender bias and the importance of true equity in our society and workplaces. "This indicates there is learning and growth happening in this space, and that is fantastic!"

"While it is important to celebrate successes along the way, we must also understand that acknowledging the need for change is the first step," comments Shirley and Lisa. 

Breaking the bias in the workplace 

Recognizing that gender biases are still strong across the industry, AECOM is doing its part by making meaningful strides toward developing and implementing programs that break the bias in the workplace.

"As part of our Sustainable Legacies strategy, we build safe and respectful work environments where our employees are invited to bring their talents, backgrounds and expertise to bear on some of the world’s most complex challenges and where everyone can thrive both personally and professionally," says Shirley and Lisa. 

Access to equitable opportunities 

To ensure people feel supported at AECOM and have access to equitable opportunities, the company has implemented several programs across the globe, including:

• a reverse mentoring program that enables AECOM leaders to learn more about the organization, employees and culture through the eyes of its people.
• an employee resource group in the Americas for gender equality, Women’s Leadership Alliance, with another being established in Europe. 
• networking and mentoring forums for women called mCircles, active across several countries. 
• a “returnship” program that provides opportunities for jobseekers who are returning to the workforce after a career break. 
• an active, formal sponsorship program that supports the continued career development of women. 
• ongoing review of AECOM's processes including promotions, pay equity and career development opportunities.
• unconscious bias training for all employees.  
• AECOM's Freedom to Grow framework offers the flexibility employees need to do their best, deliver for clients, and bring their whole selves to work.
• coming soon - inclusive hiring training for all hiring managers on how to recognize and disrupt bias in the talent pipeline.  
• International Women’s Day is a time of reflection, to stop and celebrate the progress made as a global community, as everyone becomes more mindful of others’ experiences and understand that everyone brings unique value to their community and workplaces.

"We choose how we interact or empathize with others, and we decide what behaviors we need to unlearn to move forward. Breaking the bias takes initiative and determination, an open mind in how we see the world, and – importantly – a willingness to change," they conclude. 

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