Turning Inclusive Hiring into a Strategic Talent Advantage

Masai Lawson, Director, Talent Acquisition, Diversity, Equity & Inclusion Committee Chair, GFT

Embedding Inclusion into the Talent Acquisition Strategy

At GFT, DEI is embedded within the architecture of our talent acquisition strategy rather than operating as a standalone initiative. Our recruiting model is intentionally designed to expand access, reduce bias, and strengthen long-term workforce sustainability in alignment with our 2030 Aspirations. We deploy a multi-channel sourcing strategy that combines traditional platforms such as LinkedIn and employee referrals with targeted outreach to underrepresented talent pools. This includes sustained engagement with professional organizations like WTS and COMTO, partnerships with HBCUs and minority-serving institutions, and veteran-focused recruiting supported by our Military Veterans ERG.

These efforts are not episodic—they are structured pipeline strategies integrated into workforce planning. Equally important, our Employee Resource Groups serve as strategic enablers in the hiring lifecycle. ERG members represent GFT at career fairs, support inclusive onboarding, and offer perspective during interviews to ensure candidates experience our culture of belonging from the outset. By embedding inclusion into sourcing, evaluation, and onboarding, DEI becomes a driver of talent quality and business performance—not a parallel program.

The Organizational Impact of Inclusive Hiring Practices

Inclusive hiring practices at GFT directly contribute to workforce stability, innovation capacity, and long-term growth. One measurable indicator is the strength of our internship program, which exceeds industry benchmarks in conversion rates. By cultivating early-career talent through intentional outreach to diverse institutions, we create a sustainable entry-level pipeline that reduces long-term recruitment costs and strengthens retention. Additionally, broadening sourcing channels has improved the diversity of candidate slates for critical roles, expanding the range of perspectives contributing to infrastructure design, environmental solutions, and community-centered planning.

In a multidisciplinary AEC environment, diversity of thought improves risk assessment, enhances design quality, and strengthens stakeholder engagement—key drivers of client satisfaction and competitive differentiation. Retention metrics further reinforce the business impact. Employees who experience belonging—supported by ERGs, mentorship, and transparent career paths—demonstrate higher engagement and internal mobility. This continuity preserves institutional knowledge, reduces turnover-related disruption, and supports innovation by maintaining stable, high-performing teams.

Attracting and Retaining Diverse Talent in a Competitive Market

Although GFT operates within the AEC sector, we compete in the same talent marketplace as technology firms for highly skilled professionals who expect flexibility, purpose, and growth. Our value proposition centers on meaningful infrastructure work, an employee-centric culture, and visible pathways for advancement. Attraction begins with authentic engagement. Through partnerships with WTS, COMTO, HBCUs, and veteran organizations, we communicate clear career trajectories within AEC and highlight the societal impact of our projects. ERGs reinforce this message by demonstrating a lived commitment to inclusion.

“In a multidisciplinary AEC environment, diversity of thought improves risk assessment, enhances design quality, and strengthens stakeholder engagement—key drivers of client satisfaction and competitive differentiation.”

Retention depends on alignment between skills, performance expectations, and cultural integration. GFT maintains clearly defined career paths, structured professional development, and leadership training programs to ensure employees understand how to progress. Succession planning identifies diverse internal talent for critical roles, reinforcing that advancement is merit-based and attainable. By combining purpose-driven work with transparent growth opportunities and inclusive team environments, we align technical capability with cultural cohesion—strengthening both engagement and performance.

Leadership Accountability in Advancing DEI

Leadership accountability is essential to ensuring DEI commitments extend beyond hiring into development and succession. At GFT, leaders are responsible for fostering inclusive teams, supporting equitable evaluation practices, and developing diverse successor pools for key roles. Succession planning processes intentionally assess readiness and potential across a broad internal talent base, reducing reliance on informal sponsorship patterns that can limit advancement opportunities.

Performance evaluations are structured to promote consistency and transparency, reinforcing merit-based progression while mitigating bias. Leaders are also expected to actively engage with ERGs and mentorship initiatives, reinforcing inclusion as an operational responsibility rather than an HR function. Enterprise-level metrics on engagement, retention, and advancement are reviewed to identify trends and inform corrective action. This governance structure ensures DEI outcomes are measured, discussed, and embedded into strategic decision-making.

Using Data and Employee Feedback to Strengthen Inclusion

GFT’s approach to inclusion is data-informed and iterative. We monitor engagement, retention, development participation, and advancement trends at the enterprise level to identify disparities or areas of opportunity. These insights guide targeted interventions in recruiting, leadership development, and policy refinement. Transparency reinforces trust. Clearly defined career paths, published performance expectations, and structured evaluation practices help employees understand how decisions are made.

This clarity reduces ambiguity and supports equitable advancement. Employee feedback mechanisms—including engagement surveys and ERG insights—provide qualitative context behind the metrics. ERGs, in particular, function as strategic advisors, surfacing lived experiences that inform improvements in onboarding, mentoring, and workplace policies. By integrating quantitative data with direct employee input, GFT ensures its inclusive practices evolve alongside workforce needs, strengthening both organizational resilience and business performance.