Action Plan
Introduction AEC organizations can struggle to overcome a fixed mindset, even when they believe that they are committed to growth. Specifically, AEC organizations are falling behind in developing adequate measures to improve DEI throughout the employee lifecycle. Data reflects that this lag in implementing DEI initiatives is negatively impacting recruiting and retention effort s, organizational culture, and financial outcomes. Objectives Compile resources, anecdotal evidence, research, and data, as well as metrics collected by previous ElevateHER cohorts and Zweig Group, that support our assertion that a growth mindset is key to implementing DEI initiatives and improving recruitment, retention, and culture at AEC organizations.
Mission Create a Growth Mindset Framework that can be leveraged by change agents at AEC organizations to gain buy-in from leadership for, and to assist in implementation of, DEI initiatives.
Strategy ✓ Define fixed vs. growth mindset and how it impacts DEI initiatives at AEC firms ✓ Determine and describe the specific benefits to implementing DEI initiatives – recruiting, retention, growth, profitability ▪ Determine types of data and resources to be used and collect/collate ▪ Determine measurable KPIs ✓ Develop and prepare a visualization to define our assertions with consideration for a few different types of audiences (all-in, as well as all-out, members of leadership) ✓ Determine the best way to create enough impact to enact change ✓ Develop and proceed to ‘wish list’ action items, time permitting Strategic Relationships ✓ Zweig Group ✓ Lauren Aguilar – Illuceo ✓ SMPS – Society for Marketing Professional Services (SMPS) in the AEC Industry Key to Success ✓ Make it memorable, relatable, beneficial, easy to implement ✓ Make a large impact to enact change ✓ Focus on target audience
✓ Prioritize team action items and determine final deliverable ✓ Actively communicate and coordinate schedule with team
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