Diversity, Equity and Inclusion

Commitment to Equity and Community

Every project is an opportunity to expand access, amplify underrepresented voices, and partner with communities for better outcomes. While we are not a certified Women‑ or Minority‑Owned Business Enterprise (WMBE), we share the intent behind these programs and work every day to open doors and build more equitable project teams across the industry.

Building an Inclusive Workplace

Inclusion is an evolving practice, shaping how we hire, promote, and collaborate. Clear anti‑discrimination and anti‑harassment policies set the standard, but real inclusion requires daily action from all of us:

• Training: Ongoing programs designed to shift behaviors.
• Employee Resource Groups: Opportunities for connection, dialogue, and leadership to emerge.
• Mentorship and Development: Pathways that create opportunity at every level.

Elevating Women in AEC

Women at RDH serve as Principals, Associates, Project Managers, and technical leads, shaping direction at the office, regional, and organizational levels. They drive industry progress through mentoring, board service, and participation in standards development.

Our DEI Committee strengthens these efforts internally, while partnerships with groups like the Society of Women Engineers (SWE) expand representation in architecture, engineering, and building science.

Indigenous and First Nations Communities

RDH’s work with Indigenous and First Nations communities is focused on co‑creating solutions that honor cultural values and deliver lasting benefits. We take the collaboration seriously, working with housing authorities, community governments, and development organizations to:

• Deliver energy‑efficient, durable housing, including in remote and northern Canadian regions
• Center Indigenous‑led priorities in every technical solution
• Blend traditional knowledge systems with building science best practices
• Build relationships for the long term, rooted in trust and a shared commitment to community‑driven outcomes.

Supporting Small, Diverse, and Local Businesses

We actively seek opportunities to team with small and diverse businesses—including those certified as Women‑Owned (WBE), Minority‑Owned (MBE), Small Business Enterprises (SBE), Veteran‑Owned Small Businesses (VOSB), and Indigenous‑ or First Nations‑Owned.

These partnerships strengthen the communities where we work and help build a more inclusive industry. Beyond project delivery, we share technical expertise, make financial contributions, and volunteer with nonprofits focused on housing, education, sustainability, and community empowerment.

Talent Attraction and Recruiting

Our intentional recruiting strategies through our Talent & Culture team focuses on broadening access to opportunity by:

• Partnering with schools and professional groups that elevate underrepresented talent
• Focusing on bringing BIPOC candidates into applicant pools
• Offering internships, co‑ops, and sponsorships that build career pathways early

Social Impact through Building Science

Stable housing is the foundation for health, safety, and opportunity. Our work as building scientists and engineering professionals is focused on creating buildings that support those outcomes—prioritizing durability, comfort, and safety in every project.

We partner with organizations like Downtown Emergency Service Center, whose harm‑reduction approach to homelessness and behavioral health reflects our values of dignity and compassion. Together, we aim to create housing and spaces that strengthen communities for the long term.

Our 15 DEI Principles

Commitments only matter when they lead to action. These 15 principles are foundational calls to action for everyone at RDH.

Developed by the DEI Committee—with input from the Board of Directors, Regional Directors, Marketing and Communications, and Talent and Culture—they reflect a broad range of perspectives and experiences. They are also directly tied to our mission, strategic plan, and our definition of what DEI means to RDH.

1. Integrate diverse perspectives
   Embed DEI considerations into operations and decision‑making processes.
2. Respect and celebrate differences
   Value and honor the diverse identities and experiences of all people.
3. Foster a community of belonging
   Create a workplace where everyone feels welcome to bring their authentic selves.
4. Encourage self‑awareness
   Engage in personal growth without judgment, recognizing the benefits for individuals and the organization.
5. Address bias and privilege
   Acknowledge biases and privileges, and provide resources to build awareness, have difficult conversations, and support those affected by bias.
6. Model work‑life balance
   Support a healthy and sustainable work‑life balance.
7. Advance equity
   Identify and address inequities within our company and industry through an equity lens, and take action for improvement.
8. Create a safe workplace
   Maintain a respectful environment by responding swiftly and decisively to any transgressions.
9. Link DEI to climate action
   Recognize and uphold the connection between DEI and RDH’s climate change mitigation and adaptation efforts.
10. Elevate underrepresented perspectives
    Listen to and amplify the voices of marginalized communities.
11. Oppose discrimination
    Actively challenge systems of oppression—including racism, sexism, classism, heterosexism, ageism, and ableism—within the AEC industry.
12. Stand with marginalized communities
    Acknowledge our role in oppressive systems and work to empower marginalized communities through our work.
13. Align DEI initiatives with core values
    See that DEI priorities are reflected in RDH’s foundational values and mission.
14. Embody DEI principles
    Expect everyone at RDH to act on these principles within their spheres of influence.
15. Strive for continuous improvement
    Advance DEI as an ongoing, iterative process that shapes RDH’s culture and practices over time.