Cheryl Osborn knew the importance of diversity, equity and inclusion when she started Casco Contractors in 2000.
“The amount of women-owned contractors,” let alone the amount of women in the construction industry, “is pretty low,” Osborn, president of the Irvine-based construction company, told the Business Journal.
“I have the typical stories of not being taken seriously and having to work harder than my male counterparts to prove myself in this industry.
“But that’s just par for the course,” she added.
Women currently make up 9.9% of the construction workforce in the U.S., according to the National Association of Women in Construction.
The amount of female leaders in the construction industry is even lower. Casco, however, has just contributed to that number with the recent hire of the company’s first woman superintendent—a rare find for the industry, which is dominated by men.
“Around 1% of superintendents [which oversee the building process from planning to completion] are female,” Osborn said.
Being one of three women-owned contractors, she knows amidst a sea of hundreds of firms owned by men, diversity is “definitely embedded in Casco’s culture,” Osborn said.
Casco’s DEI initiatives range from diversity-minded recruitment, women-friendly field gear and philanthropy that strives to uplift young girls and women.
“We try to keep our eyes open to people who wouldn’t get opportunities elsewhere,” Osborn said.
Employee Recruitment, Retention
Casco’s support for organizations such as domestic violence shelter Laura’s House in Aliso Viejo and national leadership development nonprofit Girls Inc. has attracted a diverse talent pool of 62 employees, officials said.
The company’s philanthropic efforts have led to a workplace that is 42% comprised of women.
The donations, which in total amount to over $500,000, have also “increased employee engagement [and] improved retention rates … creating a more innovative and inclusive environment,” according to officials.
The relatively large share of women employees created the need for a clothing program unique to the company.
“We now have specially made female golf shirts because although women love the all the Casco swag, nothing was tailored for them,” Osborn said.
The company also reimburses women for the work clothes they buy themselves. Women then bring in the clothing pieces of their choice to have them embroidered with Casco’s logo.
“It’s so simple, but it’s a big deal” to feel comfortable and confident in the clothes you wear, Osborn said.
Boosting Business
Like Osborn when she was first starting out with Casco, some of the company’s women leaders faced prejudice during their first projects with a client.
“With some clients in the past, there was some hesitancy to trust younger women to lead construction projects,” Osborn said. “However, once they proved themselves, those clients became extremely loyal, with many constantly asking for that particular women project manager.”
Osborn has also boosted business by maintaining a diverse employee base.
“Different ethnicities really like to work with each other because they feel [someone that shares their background] understands them,” she said. “So when we have this broad base of different ethnicities, there’s more willingness to work with our company.”