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Diversity, variety, assortment, multiplicity, range or mixture…call it what you will, but at CH2M HILL, we’ve got it. We’re engaged in a range of projects in various locations around the globe. We interact with a variety of cultures and clients. We hire and work with a mixture of individuals possessing an assortment of talents. At CH2M HILL, we are a diverse group of people with the common goal of success.
You can't. Diversity leads to stronger teams, higher-quality client work, better end products, and more insightful decision making. Diversity supports the firm’s growth objective and is key to our short-term growth and long-term survival. Diversity will help CH2M HILL remain a strong competitor and even increase our competitive edge in core markets and industries throughout the world. We set open and transparent examples firm-wide through our networking, hiring, and promotion practices.
A supportive and satisfying work environment leads to individual achievement, and solutions come from looking at things from different perspectives. By drawing on the wide variety of our employees' life experiences, personalities, and backgrounds, CH2M HILL further drives creativity and innovation for our clients. Our employees' success leads to client success, resulting in market leadership.
To support our culture of valuing diversity, we have several employee network groups for sharing information, ideas, experiences, and resources. These employee groups are typically formed as resources and contact points. They often develop to provide peer support, career development and mentoring, and raise awareness through a variety of discussion groups, events, activities and programmes that are open to all. Here are just a few of the groups you can participate in:
Nancy Tuor, group president and corporate sponsor for Sustainability, has been named to the Profiles in Diversity Journal's Women Worth Watching list for 2011. The ninth annual list is featured in the Diversity Journal's fall issue, which highlights women who have worked for the advancement of women into senior leadership positions.
In response to questions asked by the Diversity Journal regarding mentoring, Nancy shared, "As a mentor, I try to help people get focused on what they really want to do. It's important to help mentees identify what activities they enjoy doing rather than the job title they think they want."
After graduating from Portland State University, Nancy started her career in the 1970s as an administrative assistant in a small engineering firm. Her path to success has developed from learning to play to her strengths and managing her weaknesses, while helping the team she leads accomplish a job that best meets the client's needs. "The most significant obstacle I overcame in my career, especially in the beginning, was being a non-engineer in an engineering firm."
"My advice is to really be introspective and self-aware—learn to play to your strengths and manage your weaknesses. For example, I'm not a technical person, but I have a technical aptitude and I use this to give the teams I lead the leverage and resources they need to get the job done. I'm also not a micromanager. I would much rather set the vision, get the right team and help them get the job done."