Now seven years old, OWN's mission is to empower and foster the development of women at Opus through connections, learning and advocacy. OWN was created as a grass roots effort to help women feel more supported and connected at work – the same reason the group exists today. Read More
Respect and stewardship are two of those values. We're committed to fostering a respectful, inclusive culture and to giving back to our communities to support better places to live, work, play and raise families — for everyone.
We believe every person brings unique perspective and value, and collectively can make our world and workplaces better. We're committed to fostering a welcoming culture and workplace that actively values diversity, equity and inclusion.
It's our aim to continue enhancing our culture by creating a safe, diverse and inclusive space for associates, clients and community partners as we honor the diversity of voices and experiences within our team.
Our DEI vision is to integrate diversity, equity and inclusion throughout Opus. We are taking meaningful actions on this journey.
Open to all interested associates, our DEI Champions group provides ongoing DEI education, development, coaching and conversations in a safe environment. Along with two co-leaders from our Executive Leadership Team, we partner with external consultants to help lead and guide our Champion discussions.
Associate Resource Groups (ARGs) are voluntary, associate-led collaborations that are formally supported by the organization. They are created based on similar identities, interests or backgrounds to provide opportunities to network, develop and create a more inclusive workplace.
External to Opus, these groups are commonly referred to as Employee Resource Groups or ERGs. As we are collectively referred to as associates, we refer to these as Associate Resources Groups. At Opus, we have existing ARGs and guidelines to empower associates to create and resource future groups.
Additionally, we support Associate Engagement Groups. While separate from ARGs, they provide associate engagement opportunities focused on specific priorities. For example, Opus GREENteam focuses on sustainability and wellness and Opus Volunteer Council focuses on volunteerism.
We have enhanced and expanded our recruitment and hiring process to extend our reach and engage talent outside of our traditional network. We're also working to expand access and exposure to opportunities within our industry, especially for individuals who may not otherwise have access. Our hiring process is grounded in best practices and our commitment to diversity, equity and inclusion. We are committed to continually evaluating, learning from and improving our hiring and onboarding experience.
We're working to expand the diversity of our supply chain. This includes listening to underrepresented vendors and suppliers to understand how their organizations operate and identify how we can best work together. We're also looking at the processes, practices and technology we use to interact with our vendors to ensure they align with our intentions.
It's our aim to regularly inspect and evolve our internal policies, programs and practices with a DEI lens to promote equity to ensure that they exemplify our values, enhance belonging, and promote equity.
Education drives awareness which drives action. We're enhancing a culture of inclusion and belonging through thoughtful, ongoing education and development of all associates.
We have a long-standing commitment to philanthropy. Our DEI work includes continued and expanding participation in industry and community organizations to both learn and make meaningful impact. See how we're maximizing outcomes through collective impact and how the Opus Foundation is addressing racial equity.
We're proud of the work we are doing, and we have further to go. We're committed to the work this journey will require.
We recently codified our long-standing commitment to corporate responsibility. From how we operate our business to how we support our communities and people, our work is intentional and thoughtful, and we approach it with great purpose. Read More
It's our aim to continue enhancing our culture by creating a safe, diverse and inclusive space for associates, clients and community partners as we honor the diversity of voices and experiences within our team. We have developed a multi-year DEI plan with six focus areas. In 2022, we made progress on work in each area. Read More
Unlike the singular recognitions of women found in March, Beth Duyvejonck, Regional Vice President of Construction, does this work 365 days a year, tirelessly elevating the voices of women in construction. Read More
Supporting our communities to help make them better places to live, work, play and raise a family is at our core. This commitment goes all the way to the top. Read More
Our aim was to spark conversations and foster understanding about how to be inclusive and the benefits of inclusion for everyone at Opus – now and in the future. Read More
We’ve maintained our commitment to stewardship, including expanding our DEI work and community partnerships. Read More
We’re committed to integrating and elevating diversity, equity and inclusion at Opus, and within our industry and the communities where we live and work. Read More
With associate expertise and time and Opus Foundation resources, we are taking purposeful and measurable action to address disparities and create equitable economic opportunities with organizations like Justice Built Communities. Read More
Advancing racial equity is a journey on which the Foundation has taken another step. Read More