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We want to reflect the communities in which we live and build and ensure our people feel a sense of belonging to flourish in their careers.
Our vision is to be as richly diverse as the communities in which we work. We know that a diverse and inclusive workforce – one in which our differences are celebrated and our common values unite us – makes us stronger.
Every action we take is rooted in what is best for our employees, for our communities, and for the many individuals that we partner with to change the skylines and footprints of cities across the world.
We are making lasting change through education, engagement, and empathic leadership. We trust that if we communicate our high standards for what is acceptable and unacceptable behavior across all worksites, we will ensure that every worker is treated with respect and dignity.
Through partnerships like the Time for Change Consortium, we are collaborating with our peer general contractors to make our jobsites physically and psychologically safe. We also freely share our anti-harassment and anti-bias resources with our trade partners and unions to encourage them to join us in this work.
This means a focus on representation and equity by removing barriers and creating opportunities for our employees to achieve their ultimate career potential. Our bold actions start with reimagining how we recruit, retain and support Turner’s greatest asset, our people.
It starts by knowing where we are. In support of our vision to represent the communities in which we live and work at all levels of our company, we publish a yearly equity audit. We are analyzing our employee outcomes, with a focus on members of under-represented communities. We are working through our challenges and opportunities with unprecedented transparency.
We're at our best when we feel like we belong. Our 120+ Employee Resource Groups play a crucial role in strengthening our community, increasing retention and engagement, and developing our staff. ERGs provide connection, safe spaces, and opportunities to learn from each other and grow together. Our ERG Network includes Young Professionals, Pride, Veterans, Parents, Women, Mosaic (diverse affinity groups), Abilities, and Interfaith. These networks support close to 4,000 of our employees.
An excellent support system within Turner to foster awareness, respect, and inclusion.
The Young Professionals Network fosters strong relationships and engagement in continuous learning to promote career advancement. We are creating the right environment by encouraging mentorship and transparency to build the future of our organization.
The Women's Network empowers and advocates for women to enhance their professional growth and visibility. We challenge unconscious bias and create the right environment for success.
The Mosaic Network empowers the career advancement of diverse employees. We are creating a community that fosters equity through awareness, advocacy, and intentional actions.
The Pride Network increases LGBTQ visibility and inclusion. We educate, advocate and empower people to maximize success.
The Veterans Network honors, supports and connects military members, veterans and their families. We create a home where we are empowered to preserve our identity and use our skills and experiences to make Turner a better place.
The Parents Network creates a community for Parents. We advocate for awareness and support of both mothers and fathers balancing the demands of work and raising a family by sharing experiences, resources and identifying areas of the organization where we can better support our working parents.
The work we do to create an inclusive and equitable company starts with a strong commitment and intentional action. Our national Diversity, Equity and Inclusions team work to develop programming and strategy to support diverse recruitment efforts, fairness iin talent management processes, and the equitable development of Turner employees. The team also leads the company-wide Inclusion Action Committee, which established the 2030 vision to reflect the communities in which we live and build.
We wanted to spark a cultural transformation within our company and recognized that new ways of thinking would be required, The Inclusion Action Committee (IAC) was created to meet this need. The IAC works closely with senior leadership and other key groups to foster an inclusive and equitable workplace.
IAC Project Manager HQ
Senior Preconstruction Manager
Vice President, Diversity, Equity & Inclusion
Vice President, Diverse Recruiting & Outreach
Vice President, General Manager
We wanted to spark a cultural transformation within our company and recognized that new ways of thinking would be required, The Inclusion Action Committee (IAC) was creted to meet this need. The IAC works closely with senior leadership and other key groups to foster an inclusive and equitable workplace.
Increase recruitment if diverse employees, including internes, college recruits and expereinced professionals.
Ensure Turner jobsites are free from discrimination or harraasment, and that every person is treated with dignity and respect.
Create equitable advancement for diverse employees through intentional sponsorship, mentoring, and strategic career opportunities.
Ensure equitable access to development opportunties for career advancement.
Trevon is building relationships with administration, faculty, and students at Prairie View A&M University, one of the nation’s leading HBCUs. Turner’s Day on the Hill program provides students with a full day of professional development as they prepare for careers in the construction industry. The partnership also includes a scholarship ad grants program sponsored by Turner.
“Our partnership with Prairie View is about expanding opportunities fpr diverse student as well as bridging a gap between the construction industry and the future leaders of tomorrow.”