HomeMy Public PortalAboutExhibit MSD 45 - FY 2018 MSD Annual Diversity ReportMETROPOLITAN ST. LOUIS SEWER DISTRICT | 1
FACES OF DIVERSITY
METROPOLITAN ST. LOUIS SEWER DISTRICT
Annual Diversity Report
FY2018
Exhibit MSD 45
2 | FY 2018 DIVERSITY REPORT
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MESSAGE FROM MSD LEADERSHIP
BRIAN HOELSCHER
AUTHENTIC DIVERSITY
SHONNAH PAREDES
COMMITTED TO INCLUSION
INCLUSION BY DESIGN
PATRICIA PRIDE
DIVERSITY IN CONSTRUCTION
GERALD PICKETT, VANADA JOHNSON
SMALL CONTRACTOR PROGRAM
MIKE BUECHTER
NEW CONCEPTS FOR DIVERSITY
KATLYNN WOODRUFF
MEASURING BENCHMARKS
PROGRAMS THAT BUILD
ON-THE-JOB TRAINING
DAVIDA CRAYTON
IN THIS REPORT
TABLE OF CONTENTS
Please note data in the report is valid as of August 2018. As project documen-tation is finalized, precise numbers may fluctuate.
METROPOLITAN ST. LOUIS SEWER DISTRICT | 3
Thank you for your interest in the Metropolitan St. Louis Sewer District (MSD) and our diversity programs.
Welcome to the inaugural Annual Diversity Report! In this inaugural Annual Diversity Report, we will share
the history of the Diversity Division and the successes achieved in Fiscal Year 2018 (July 1, 2017–June 30,
2018). This report demonstrates how MSD implements and tracks diversity-related initiatives in order to
create a more equitable organization and project spending that reflects the diversity of the community
we serve.
We have included statistical data for diversity CIRP construction utilization (FY18), diversity CIRP design
utilization (FY18), small contractor infrastructure utilization (FY18), the Community Benefits Agreement
(CBA) program status, and diversity annual updates and highlights. More than numbers, we want to high-
light the faces of real people who make up our diversity initiatives, including staff and participants of our
diversity programs.
MSD’s deep-rooted and authentic commitment to diversity is the foundation for all that we do. It is exhib-
ited within the culture of MDS as well as the wastewater and stormwater work we provide to more than
1.3 million customers. Diversity allows MSD to be more cost-effective and comprehensive by bringing to
light ideas and solutions from many perspectives.
It is our shared understanding of the motivations and benefits derived from this commitment to diversity
that will have the greatest, long-term impact on the communities we serve. We hope you find this report
useful. We also welcome your comments and suggestions on how MSD might improve future reports to
keep you better informed of our progress.
BRIAN HOELSCHER
Executive Director & CEO
4 | FY 2018 DIVERSITY REPORT
AUTHENTIC DIVERSITY
SHONNAH PAREDES
Manager of Diversity Programs
MSD recognizes that small and diverse businesses are the foundation for building stronger communities.
That is why we are committed to diversifying workforce participation and developing under-utilized mi-
nority- and women-owned businesses in our region. The year 2012 was pivotal in MSD’s commitment to
diversity. While not the inception of all diversity efforts, it was the year MSD initiated its first disparity study.
The disparity study identified areas within MSD where there were no disparities and areas that could be
enhanced to improve minority and women participation.
The same year, I began managing many of MSD’s diversity initiatives. Since then, and based on the recom-
mendations identified in the disparity study, we have introduced an array of programs and strategies with
measurable results. Each ensures opportunities for minority and women business enterprises across MSD’s
capital and non-capital projects. For example, training programs provide opportunities for women and mi-
norities to gain on-the-job training and experience within the tunneling industry; scholarships encourage
SIUE students to consider careers as Treatment Plant Operators; and paid summer internships introduce
disadvantaged high school students to MSD job opportunities.
Policies are accompanied by practical programs with rigorous compliance standards for tracking to im-
prove inclusion and ensure validity of data. Our team developed a one-of-a-kind compliance reporting
software that allows our contractors to track workforce participation and vendor utilization with greater
efficiency, accuracy, and transparency.
In this first Annual Diversity Report, you will find that MSD has made great strides in the area of diversity
since 2012. Utilization of minorities and women on MSD projects continues to rise as does the use of mi-
nority- and women-owned businesses. However, we recognize our work is not yet done. In FY2019, we plan
to commission an update to the 2012 disparity study. We look forward to bridging any gaps identified by
the new study while continuing our pursuit of authentic diversity and inclusion.
METROPOLITAN ST. LOUIS SEWER DISTRICT | 5
INITIATED FIRST MSD DISPARITY STUDY
ESTABLISHED NEW M/WBE GOALS
ESTABLISHED WORKFORCE GOALS FOR PROJECTS OVER $500,000
2012
SIGNED COMMUNITY BENEFITS AGREEMENT
INTRODUCED FIRST SOURCE HIRING WITH SLATE
2013
2014
ADDED BUD TRAINING PROGRAM WITH SLATE
LAUNCHED CONTRACTOR LOAN FUND WITH MSD AS AN INITIAL INVESTOR
2015
INTRODUCED SCHOLARSHIP PROGRAM WITH SIUE
PARTNERED WITH ST. LOUIS INTERNSHIP PROGRAM
2018
UPDATE DISPARITY STUDY
Vanada Johnson and Gerald Pickett join the diversity team
Brian Ward, Larry Woods, and Katlynn Woodruff join the diversity team
Mikal Hicks joins the diversity team
Amanda Cooper joins the diversity team
ROLLED OUT THE MSD DIVERSITY REPORTING SYSTEM
2016
Shonnah Paredes and Marnita Spight join the diversity team
6 | FY 2018 DIVERSITY REPORT
SHONNAH PAREDES
Manager of Diversity
Programs
AMANDA COOPER
M/WBE Compliance
Inspector
MIKAL HICKS
M/WBE Compliance
Inspector
VANADA JOHNSON
M/WBE Compliance
Inspector
GERALD PICKETT
M/WBE Compliance
Inspector
MARNITA SPIGHT
M/WBE Compliance
Specialist
BRIAN WARD
M/WBE Compliance
Inspector
KATLYNN WOODRUFF
M/WBE Compliance
Specialist
LARRY WOODS
M/WBE Compliance
Inspector
DIVERSITY
TEAM
COMMITTED TO INCLUSION
MSD's diversity team encourages a culture that celebrates the ex-
pertise and perspective of diverse people. With strategic goals and
a steadfast vision, the team is dedicated to cultivating a workforce
and environment reflective of the community it serves.
VISION
Support an environment that promotes diversity and equality for all.
MISSION
Aid in efforts to continuously improve the health, safety, and water
environment of our residents and ratepayers through business prac-
tices that represent a commitment to inclusivity and equality.
CORE VALUES
INTEGRITY
Promote ethical behavior at all times. Treat others fairly and with
respect.
COMMUNITY
Invest and reaffirm commitment to be involved with efforts that
promote strategies that address challenges unmet.
TEAMWORK
Believe in working together to accomplish our mission through
open communications, trust, respect, and diversity.
INNOVATION
Strive to continuously improve and embrace innovative ideas that
help achieve excellence.
EMPLOYEES
Help everyone to reach their highest potential and value each per-
son's contributions toward achieving inclusive success.
CUSTOMERS
Build resilient relationships by providing services and programs that
are representative of the communities we serve.
A TEAM COMMITTED TO
CULTIVATING A CULTURE
METROPOLITAN ST. LOUIS SEWER DISTRICT | 7
8 | FY 2018 DIVERSITY REPORT
INCLUSION BY DESIGN
FROM STUDY TO SIGNIFICANT IMPACT
The Metropolitan St. Louis Sew-
er District's (MSD) commitment
to galvanizing and developing
under-utilized minority- and
women-owned businesses is
evident in both its efforts and
results. The 2012 disparity study
served as a call to action and
set in motion an ever-growing
set of tools and intitiatives, such
as more inclusive contractor di-
versity goals, regular worksite
inspectors, on-the-job training,
internships, scholarships, and
other programs. As a result, MSD
has successfully maintained
momentum where minority and
women participation was prov-
en to thrive and reduced areas
where disparities existed.
Since FY2016, MSD has increased
minority workforce participation
by five percent and has nearly
doubled its women participation
(construction). These and the
rest of the numbers within this
report confirm the significant
impact that meaningful pro-
grams and initia-
tives can bring.
Whether
celebrating
successes or
addressing
disparities,
MSD’s pursuit
of a genuinely
diverse work-
force remains
concrete. In FY2019, MSD will
update the 2012 disparity study
to analyze its diversity programs,
practices, and results. Like the
initial study, the update will act
as a call to action for greater di-
versity and inclusivity.
METROPOLITAN ST. LOUIS SEWER DISTRICT | 9
PATRICIA PRIDE
Project Engineer
For more than a decade, Patricia Pride has been
instrumental in many of MSD's Design Projects.
As an Engineering Project Manager, she manag-
es the design of multiple projects, ensuring that
each design meets MSD’s standards. Most days
include reviewing plans and specifications for
design projects as well as interacting with de-
sign consultants and other groups within MSD.
“I enjoy the variety of the design projects," Pride
said. "In the beginning of my career with MSD,
I worked on sanitary relief projects. Now, I lead
teams in designing deep rock tunnels and pump
stations. This position allows me to continually
expand my knowledge base and adapt to new
challenges.”
Among a long list of accomplishments and con-
tributions, Pride's work with Maline Creek CSO
Local Storage Tunnel and Jefferson Barracks
Tunnel are two of the many design projects that
are currently under construction.
FY2018
CAPITAL IMPROVEMENT & REPLACEMENT PROGRAM DESIGN UTILIZATION
M/WBECOMMITMENTS
MBE$855,475WBE$403,108TOTAL$1,258,583M/WBE ACTIVECONTRACT PAYMENTS
MBE$12,696,857WBE$4,755,817TOTAL$17,452,674TOTAL PAID TO PRIMES$43,142,869
DESIGN CONTRACTS AWARDED TOTALING
$3,813,446
17
PRIME CONSULTING TEAMS WITH WORKFORCE GOALS
18
*Watershed contracts were amended to current workforce goals
16.0%
MINORITY(goal: 18%)
35.5%
WOMEN(goal: 32%)
16% 2018 15% 2017 18% 2016
36% 2018 33% 2017 33% 2016
FY2018
DESIGN WORKFORCE UTILIZATION
22.4%10.6%
11.0%40.4%29.4%
33.0%
10 | FY 2018 DIVERSITY REPORT
DIVERSITY IN CONSTRUCTION
With transparency and consistency as their canon,
MSD’s M/WBE Compliance Inspectors spend 90 percent
of each workday on job sites. They interview workers,
substantiate participation, confirm workforce utiliza-
tion, monitor quality of work, and verify sub-contractor
compensation.
Gerald Pickett and Vanada Johnson are MSD’s first M/
WBE Compliance Inspectors. “ Vanada and I started to-
gether; visited sites together; and learned together,”
Pickett said. “The two of us taught each other,” Johnson
added. “I know the sewers and traced the lines. He thor-
oughly understands the construction side.”
Now, Pickett and Johnson are part of a team of five in-
spectors who start each day with a huddle and a laugh
before heading out as a pack. The tight-knit group is a
driving force for diversity in construction.
“Our diversity program works because of our dedication
to holding every contractor to their obligation,” Pickett
said. “Many contractors have embraced MSD’s diversity
goals and are being more consistent as a result,” John-
son concluded.
PRESENCE MATTERS
M/WBE Compliance Inspectors
M/WBE COMMITMENTS
19.5%14.8%MBE$48,342,360WBE$36,682,870TOTAL$85,025,230FY2018
CAPITAL IMPROVEMENT & REPLACEMENT PROGRAM CONSTRUCTION UTILIZATION
CONSTRUCTION CONTRACTS AWARDED TOTALING
$248,022,930
82
SIXTY-NINENON-BUILDING(17% african american mbe)
ONEDESIGN-BUILD(17% african american mbe)
TWOBUILDING CONSTRUCTION(30% hispanic/african american mbe)
FOURSTATE FUNDED(10% mbe/10% wbe)
SIXUNDER $50K(no goals)
ACTIVE CONTRACT PAYMENTS
20.9%3.4%MBE$35,555,976WBE$5,758,593TOTAL$41,314,569TOTAL PAID TO PRIMES - $170,197,254
24.3%
34.3%
METROPOLITAN ST. LOUIS SEWER DISTRICT | 11
FY2018 CONSTRUCTION WORKFORCE UTILIZATION
29.6%
MINORITY
609,511HOURS 77,661OVER GOAL
79.3%
APPRENTICE 67,343HOURS 33,362OVER GOAL
6.0%
WOMEN
124,115HOURS 19,379UNDER GOAL
93,476 HOURSBUILDING CONSTRUCTIONgoal: 30% MINORITY 7% WOMEN 40% APPRENTICE (if used)
1,405,457 HOURSNON-BUILDING CONSTRUCTIONgoal: 30% MINORITY 7% WOMEN 40% APPRENTICE (if used)
558,977 HOURSSTATE FUNDEDgoal: 14.7% MINORITY 6.9% WOMEN
2,057,910 HOURSTOTAL WORKED
23.7%
28.9%29.6%2016201720183.1%4.1%6.0%201620172018*Workforce applies to construction contracts exceeding $500,000**Workforce applies to State Funded Construction contracts exceeding $10,000
12 | FY 2018 DIVERSITY REPORT
SMALL CONTRACTOR PROGRAM
IMPROVING DIVERSITY CAN START SMALL
The Small Contractor Program
is a stepping stone for small
firms that want to expand their
capacity and gain experience in
the sewer construction industry.
With hundreds of projects every
year, there is a consistent flow of
bid opportunities under $25,000.
These relatively small projects
have fewer bonding and insur-
ance requirements, fewer up-
front capital demands, and a bid-
ding process that restricts the
competition to like-sized firms.
By reducing some of the
stipulations associat-
ed with larger projects,
the Small Contractor
Program is developing
a strong pipeline of ex-
perienced contractors
for MSD’s larger Capital
Improvement and Replacement
Program (CIRP) work.
The inclusion element of the
Small Contractor Program has
proven successful, resulting in
small M/WBE firms growing to
win larger roles. For every small
contract, at least half of the
bidders must be M/WBE cer-
tified. While the requirements
for selection are the same for
all bidders (low bid), the 50/50
mandate encourages the par-
ticipation of small M/WBE con-
tractors. Like the program as a
whole, this builds the availabil-
ity of a diverse labor pool and
contracting community.
The more accessible bidding
process empowers small firms,
including M/WBEs, to gain the
experience needed for larg-
er projects. In doing so, MSD is
helping small contractors scale
their operations and become
more profitable.
It is about strengthening small
M/WBE contractors who may not
have the capacity to complete
large-scale projects yet.
METROPOLITAN ST. LOUIS SEWER DISTRICT | 13
MIKE BUECHTER
Program Manager
Mike Buechter joined MSD in 2003 and has man-
aged the Small Contractor Program since 2013.
In addition to managing work distribution and
employee development, he is responsible for
solving worksite, technical, and project issues.
As a big thinker and astute problem solver, Buec-
hter manages his team of 20, who are responsi-
ble for approximately 500 contracts annually.
With projects that span just a few days or weeks,
the contracts that qualify for the Small Contrac-
tor Program are considerably smaller than MSD’s
CIRP work. But to Buechter and his team, all 500
small projects start with 500 selection teams
and 2,000 bids, followed by the management of
500 contracts and projects.
Buechter and his department have helped shape
the community in meaningful ways. The quanti-
ty of projects and number of small contractors
who have built their capital and capacity as a
result of the program are evidence of its impact.
PROGRAM SPEND
SANITARY IR - $2,656,823OMCI STORM - $1,981,557TOTAL - $4,638,380
M/WBE$838,875M/WBE$766,325TOTAL$1,605,200TOTAL PROGRAM WORK ORDERS
509 37.3%
M/WBE(total: 190)
M/WBE DOLLARS M/WBE PERCENTAGE OF DOLLARS
M/WBE PARTICIPATION
29.4%30.7%
34.6%201620172018$1,605,200
$2,099,189
$1,244,901
34.6%38.7%31.6%
FY2018
14 | FY 2018 DIVERSITY REPORT
KATLYNN WOODRUFF
M/WBE Compliance Specialist
Katlynn Woodruff is an enthusiastic champion
for diversity. As a M/WBE Compliance Specialist,
she supports MSD’s diversity programs and en-
sures compliance for every department, contrac-
tor, and service provider is monitored, tracked,
and meeting diversity program requirements.
“We don’t simply dictate policies and tell our
contractors ‘good luck,’” Woodruff said. “We are
here to support them in this endeavor by pro-
viding the tools to meet their diversity goals.”
Joining MSD in 2014, Woodruff has supported
many of these tools. She was instrumental in
developing the MSD Diversity Reporting System
for tracking and monitoring compliance; she
coordinates MSD’s diversity trainings; and she
scrutinizes hundreds of contracts and reports to
verify their accuracy.
“MSD’s diversity efforts make a real impact in
the community. We believe our workforce and
contractors should reflect the community they
serve, and I am excited to see this materialize.”
MSD is committed to stimulating economic growth and increasing the vitality of under-utilized minori-
ties and women in the St. Louis area. This resolve is the driving force behind MSD’s comprehensive programming:
BUILDING UNION DIVERSITY*
Targets and trains unemployed, underemployed, and interested job applicants for MSD contractors in need of qualified minority and women workers.
COMMUNITY BENEFITS AGREEMENT
Ensures MSD’s capital program is representative and inclusive of the St. Louis population via an
agreement with community organizations.
CONTRACTOR INCENTIVE PROGRAM
Incentivizes contractors to expand their workforce
to include more diverse apprentices than required.
CONTRACTOR LOAN FUNDA low-interest, revolving loan program for certified M/WBEs, providing providing opportunities to par-ticipate on MSD’s larger projects.
ERTC SCHOLARSHIPS
Provides minorities and women with opportunities for education, internships, and employment within the wastewater and stormwater treatment plant industry.
FIRST SOURCE HIRING*
Helps contractors achieve their workforce develop-ment and diversity goals by maintaining a list of eligible and available union construction workers.
ON-THE-JOB TRAINING
Prepares people to work with MSD on its tunnel-ing projects through multi-tiered learning within a classroom and on project worksites.
ST. LOUIS INTERNSHIP PROGRAM
Generates interest in the sewer construction indus-try by inviting diverse high school students to par-ticipate in MSD internships.
PROGRAMS
THAT BUILD
NEW CONCEPTS FOR DIVERSITY
* SLATE PROGRAMS
METROPOLITAN ST. LOUIS SEWER DISTRICT | 15
MEASURING BENCHMARKS FOR SUCCESS
While inclusion exceeds policies
and diversity reaches beyond
metrics, the two are fundamen-
tal to building a genuinely di-
verse and inclusive workforce
and supply chain. For this rea-
son, MSD has built its diversity
efforts upon verifiable proof.
Each benchmark identifies suc-
cesses and opportunities for im-
provement so MSD can manage
and develop meaningful efforts
around its programs.
MSD’s commitment to inclusion
and diversity requires the same
commitment from its contrac-
tors. With a prime contractor’s
obligation to M/WBE utilization
required from the onset of a con-
tract, MSD’s diversity team con-
ducts an initial evaluation at the
time of bid. This first step ensures
efforts are taken to meet goals,
when applicable. Monthly
reporting and monitoring
activities continue through-
out the life of the project,
requiring contractors to val-
idate M/WBE participation
on an ongoing basis. Addi-
tionally, M/WBE Inspectors
regularly visit MSD worksites to
verify that minority and/or wom-
en sub-contractors are success-
fully performing the portion of
work identified for the project as
well as validate workforce data.
In February 2017, MSD launched
a robust vendor/workforce di-
versity reporting system, simpli-
fying contractor reporting and
consolidating thousands of data-
bases into a single, online portal.
The new system allows MSD to
streamline the collection and
analysis of diversity compliance
data. These combined efforts are
fostering a workforce and supply
chain that genuinely reflects the
community they serve.
The reporting system provides
additional transparency and
accessibility to contractors,
sub-contractors, and ratepayers.
445
Active Contracts
264
Prime + Sub
Vendors
24.3%
M/WBE
Particpation
(Construction)
35.7%
Workforce
Particpation
(Construction)
40.4%
M/WBE
Particpation
(Pro-Services)
51.6%
WorkforceParticpation
(Pro-Services)
16 | FY 2018 DIVERSITY REPORT
BUD Building Union Diversity (BUD)
is a pre-apprenticeship program
that introduces minorities, wom-
en, and St. Louis residents to
construction trades. By target-
ing these demographics, MSD
is increasing diversity within
the building trades by helping
its contractors gain access to a
growing workforce of qualified,
minority and women workers.
The MSD-sponsored training
program is operated by the
Construction Trades Council of
St. Louis and St. Louis Agency
on Training and Employment
(SLATE). Since its inception, BUD
has graduated more than 100
individuals, some of whom have
been hired by MSD contractors.
It is also nationally recognized
for its community impact.
CBA PROGRAMS THAT BUILD
EDUCATION &
INTERNSHIPS
MSD understands the impor-
tance of identifying and en-
gaging the next generation in
wastewater, stormwater, con-
struction, and design trades. It
has teamed up with Southern Il-
linois University at Edwardsville
(SIUE) to offer scholarships at
the university’s Environmental
Resource Training Center. MSD
sponsors $3,500 scholarships for
minorities and women interest-
ed in careers as treatment plant
operators in the areas of waste-
The BUD program continues to
yield stories of success. Jonathan
Long, for example, is a member
of BUD-Cohort 4. Before BUD, he
admits he was desperate for a
second chance. “I truly hope the
program survives for many years
to come and people can benefit
from SLATE resources,” said Long.
“Many thanks to all the partners.”
NINETEEN
BUD GRADUATES SPONSORED
FOUR
EMPLOYED WITH MSD CONTRACTORS
TWELVE
EMPLOYED AND/OR APPRENTICES
water and stormwater.
In addition to collegiate scholar-
ships, MSD partners with the St.
Louis Internship Program in its
efforts to further develop educa-
tional enhancement and intern-
ship programs in conjunction
with St. Louis City and County
Public Schools. Through this
program, diverse high school
students are introduced to MSD’s
work through tours and paid in-
ternships at MSD facilities.
HIGH SCHOOL STUDENTS SPONSORED
INTERNSHIP PROGRAM
SIUE ENVIRONMENTAL
RESOURCE TRAINING
SCHOLARSHIP RECIPIENTS
ONE EMPLOYED AT MSD
ONE PENDING CERTIFICATION TESTING
FIVE
THREE
METROPOLITAN ST. LOUIS SEWER DISTRICT | 17
COMMUNITY BENEFITSAGREEMENT
The CBA is a formal agreement between MSD and community organizations that estab-
lishes a framework for addressing issues in diverse workforce participation, business
development, and other areas that often act as obstacles in developing a diverse labor
pool and contracting community. The CBA supports the development of initiatives that
address these issues, both in terms of workforce participation and business ownership.
The Contrac-
tor Loan Fund
(CLF) is a coa-
lition of part-
ners investing
in expanding
the capaci-
ty of certified
minority- and women-owned
businesses within the construc-
tion industry. MSD joined lo-
cal government organizations,
non-profits, and private sector
businesses to develop a low-in-
terest, revolving loan program
specific to the capital needs of
emerging M/WBE construction
companies. MSD is proud to have
been an initial investor in CLF.
The $10+ million loan program
helps M/WBE construction com-
panies fund their operations and
growth before they are eligible
for traditional bank financing.
Many MSD subcontractors are
among those who have received
CLF funding.
Since its 2014 launch, the Con-
tractor Loan Fund has approved
31 loans totaling more than $6
million. Four of these have been
repaid, and several have been
renewed. Currently, CLF has 20
outstanding loans totaling $3
million. The loan committee has
approximately twelve applica-
tions under review.
HELPING BUILD ST. LOUIS
FISCAL YEAR2018
20LOANSOUTSTANDING
$3MILLION
31LOANSGRANTED
$6MILLION SINCE2013
18 | FY 2018 DIVERSITY REPORT
ON-THE-JOB TRAINING (OJT)
BUILDING TUNNEL CAREERS DEEP UNDERGROUND
On-The-Job (OJT) Tunnel Train-
ing is an integrated program
that introduces candidates to
hands-on, expert-level, con-
struction training. While the
program is essential to devel-
oping a diverse workforce for
MSD’s tunneling projects, it is
also educating a new genera-
tion of laborers ready for a va-
riety of career opportunities.
Working alongside talented in-
dustry professionals, OJT can-
didates complete most of their
training in the field. Trainees
quickly become a safe and pro-
ductive member of their team,
learning the specialized oper-
ations of tunneling work. After
completing 1,040 hours of train-
ing, they become eligible for
certification, and many continue
working for MSD contractors.
MSD is committed to building
a diverse, sustainable pipeline
of laborers to work deep un-
derground within the tunnel
industry. Its four major tunnel-
ing projects—Maline Creek, Up-
per Maline Creek, Deer Creek,
and Jefferson Barracks—have
OJT programs with SAK Con-
struction as the prime con-
tractor. With each site funded
by MSD having exceeded its
minority and women partici-
pation goals, the OJT Tunnel
Training Program is ensuring a
diverse and uniquely qualified
workforce for years to come.
METROPOLITAN ST. LOUIS SEWER DISTRICT | 19
DAVIDA CRAYTON
OJT Graduate/SAK Employee
Davida Crayton is a laborer with SAK
Construction, a tunneling company and
MSD contractor. Her workplace is a
20,842 foot storage tunnel.
Crayton is not the only commonali-
ty between SAK and MSD. The two
collaborate to fill a skills gap in the
tunneling industry through a MSD
sponsored program called OJT Tunnel
Training Program. This program pro-
vides classroom and job site training
for women and minorities interested in
the construction tunneling trade.
Crayton is a recent graduate, having
completed 1,040 hours of training. She
is among many OJT graduates working
on MSD projects. She is also among a
growing number of women and minori-
ties employed as tunneling laborers.
TUNNELING PROJECTS WITH OJT PROGRAMS
FOUR
2. MALINE CREEK
1. UPPER MALINE CREEK
WORKFORCE
4 MINORITY MEN#1 52% complete (employed - 2017)#2 100% complete (employed - 2018)#3 15% complete (employed - 2017)#4 100% complete (employed - 2018)
TRAINEE STATUS 1,040 hours required
APPRENTICE(goal: 40%)
57.6%74.5%
WORKFORCE
4 MINORITY MEN#1 100% complete (employed - 2017)#2 100% complete (currently employed)#3 100% complete (employed - 2018)#4 100% complete (currently employed)
TRAINEE STATUS 1,040 hours required
APPRENTICE(goal: 40%)
26.8%68.6%
2 MINORITY WOMEN#1 100% complete (currently employed)#2 100% complete (employed - 2018)
3. DEER CREEK
WORKFORCE
4 MINORITY MEN#1 48% complete #2 7% complete (employed - 2018)#3 46% complete #4 30% complete (employed - 2018)
TRAINEE STATUS 1,040 hours required
APPRENTICE(goal: 40%)
38.7%70.7%
1 MINORITY WOMAN#1 42% complete
50% Completion, 0% Retention
100% Completion, 50% Retention On target for 60% completion
4. JEFFERSON BARRACKS - Contractor Sponsored OJT Program
10.1%
WOMEN(goal: 7%)
11.2%
WOMEN(goal: 7%)
8.2%
WOMEN(goal: 7%)
37.1%
MINORITY(goal: 30%)
30.1%
MINORITY(goal: 30%)
30.9%
MINORITY(goal: 30%)
credit: LLiUNA Local 110
20 | FY 2018 DIVERSITY REPORT
METROPOLITAN ST. LOUIS SEWER DISTRICT
2350 Market Street
St. Louis, MO 63103-2555
(314) 768-6260
diversity@stlmsd.com
www.stlmsd.com/diversity