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Home My Public Portal About2022 Annual Diversity ReportMETROPOLITAN ST. LOUIS SEWER DISTRICT FY2022 DIVERSITY ANNUAL REPORT 2 | FY 2020 DIVERSITY REPORT MSD’s COMMITMENT TO DIVERSITY Manager of Diversity provides an overview of the Disparity Study results and shares how MSD’s commitment to inclusion is the foundation of its diversity programs. 4| 5| 7| 8| 9| 10| 11| 14| 16| 17| 18 | 19 | Please note, data in the report is valid as of March 2022. As project documentation is ƓQDOL]HGSUHFLVHQXPEHUVPD\ŴXFWXDWH TABLE OF CONTENTS AN INCLUSIVE CULTURE FY2022 DISPARITY STUDY UPDATE NEW PROGRAMS DISPARITY STUDY UTILIZATION WORKFORCE STUDY STATISTICAL ANALYSIS SMALL CONTRACTOR PROGRAM A DAY IN THE LIFE PROGRAMS THAT BUILD EDUCATION AND INTERNSHIPS CUSTOMER ASSISTANCE PROGRAM PARTNERING WITH MSD Bissell Plant 3 | FY 2020 DIVERSITY REPORT Thank you for your interest in the Metropolitan St. Louis Sewer District (MSD) and our diversity programs. We continue to move forward with an unwavering commitment to our customers, contractors, and the region we serve through our projects, diversity initiatives and workforce goals. As a part of that ongoing effort, we are so thrilled to share the results of the highly anticipated 2018 Disparity Study Update. This update provides an in-depth look at MSD’s Capital Programs from January 2013 through December 2017 as well as the many ways we’ve addressed the issues and followed the recommendations from the 2012 study. The 2018 Update, conducted by the Mason Tillman and Associates FRQVXOWLQJˉUPHYDOXDWHGKRZ06'KDVDZDUGHGFRQWUDFWVWRGLYHUVH companies and how they ensure that the work being performed on WKRVHFRQWUDFWVLVUHˊHFWLYHRIWKHFRPPXQLWLHVLWVHUYHV:HDUHJUHDWO\ encouraged by the results, which highlight the strides we’ve made and outline the next steps we can take to continue to increase equity in opportunities for minority- and women-owned business enterprises (M/WBE’s) throughout the St. Louis community. Our hard-working diversity team is dedicated more than ever to implement sustainable new programs that generate even more diverse inclusion and participation among the contracting industry and community stakeholders. :HKRSH\RXˉQGWKLVUHSRUWXVHIXODQGLQIRUPDWLYH$VDOZD\VZH welcome your comments and suggestions on how we might improve future reports to best meet your needs. BRIAN HOELSCHER EXECUTIVE DIRECTOR & CEO METROPOLITAN ST. LOUIS SEWER DISTRICT | 3 4 | FY 2020 DIVERSITY REPORT SHONNAH PAREDES MANAGER OF DIVERSITY PROGRAMS DIVERSITY TEAM The crisis of the COVID-19 pandemic has accelerated the pace of change DFURVVbDOOLQGXVWULHV7KLVKDVOHGWRQHZZD\VRIEDODQFLQJHIˉFLHQF\ and productivity which are critical in our pursuit to maintain and meet demands as an essential service. Adaptation has been key to Diversity’s ability to maintain 100% functionality of its programs during such a GLIˉFXOWWLPH,WLVZLWKJUDWLWXGHWKDWZHWDNHWKLVRSSRUWXQLW\WRWKDQN all that contributed towards integrating changes that were necessary LQRUGHUWRPDLQWDLQWKHLQWHJULW\RIRXUVHUYLFHVDQGUHPDLQHIˉFLHQWO\ JURXQGHGWRDOORZXVWKHDELOLW\WRˉUVWDQGIRUHPRVWPHHWWKHQHHGVRI humanity and put the community’s needs above all else. Through it all and in MSD’s mission to maintain a commitment to build more diverse and inclusive programs, even though turbulent times, that WKHIUXLWVRIRXUODERUGHOLYHUHGVLJQLˉFDQWDQGQRWDEOHUHVXOWVIRUˉVFDO \HDU:HKRSH\RXZLOOˉQGWKHLQIRUPDWLRQSURYLGHGLQWKLVUHSRUW expresses in the strongest conviction possible the importance of our efforts to continuously advance diversity and foster inclusivity into our workforce and supply chain. In March 2022 MSD announced the results from performing an update to its 2012 Disparity Study performed by consultant, Mason Tillman and Associates, Ltd. Acceptance of the results from MSD’s Board of Trustees was obtained in August, 2022 with plans to implement program updates EDVHGRQWKHUHVXOWVWRWDNHSODFHEHJLQQLQJZLWKˉVFDO\HDU-XO\ 1, 2023). This issue will highlight the major components of the Diversity Programs updates. We thank you for your continued support. MSD’s diversity team is committed to the principles of diversity and inclusion. Our commitment is strengthened by promoting a culture which drives economic empowerment into the communities we live and work in. We shall strive to uphold key measures of quality and inclusivity with our Diversity programming. 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 practices that represent a commitment to inclusivity and equality. 5 | FY 2020 DIVERSITY REPORT AN INCLUSIVE CULTURE METROPOLITAN ST. LOUIS SEWER DISTRICT |5 INTEGRITY Promote ethical behavior at all times. Treat others fairly and with respect. COMMUNITY ,QYHVWDQGUHDIˉUPFRPPLWPHQW to be involved with efforts that promote strategies that address challenges unmet. TEAMWORK Believe in working together to accomplish our mission through open communication, trust, respect, and diversity. INNOVATION Strive to continuously improve and embrace innovative ideas that help achieve excellence. EMPLOYEES Help everyone to reach their hig est potential, and value each person’s contributions toward achieving inclusive success. CUSTOMERS Build resilient relationships by providing services and programs that are representative of the communities we serve. SHONNAH PARADES Diversity Manager LARRY WOODS Diversity Construction Supervisor YULANDA BRADY M/WBE Compliance Specialist SHEILA THOMAS M/WBE Compliance Specialist VANADA JOHNSON M/WBE Compliance Inspector BRIAN WARD M/WBE Compliance Inspector MIKAL HICKS M/WBE Compliance Specialist GARY FORD M/WBE Compliance Inspector MARNITA SPIGHT M/WBE Compliance Specialist JEREMY GRISBY M/WBE Compliance Inspector DENICE JONES M/WBE Compliance Inspector MIKE DAVIS M/WBE Compliance Specialist 6 | FY 2020 DIVERSITY REPORT MSD CONDUCTS DISPARITY STUDY ESTABLISHED NEW M/WBE GOALS ESTABLISHED WORKFORCE GOALS FOR PROJECTS OVER $500,000 2012 2013 - 2015 SIGNED COMMUNITY BENEFITS AGREEMENT INTRODUCED FIRST SOURCE HIRING AND BUD TRAINING PROGRAM WITH SLATE LAUNCHED SIUE SCHOLARSHIP PROGRAM PARTNERED WITH ST. LOUIS INTERNSHIP PROGRAM 2018 MSD BOARD COMMISSIONED DISPARITY UPDATE MASON TILLMAN & ASSOCIATES CONTRACTED TO PERFORM THE UPDATE RECEIVED THE RECOMMENDATIONS FOR DISPARITY STUDY UPDATE IMPLEMENTATION OF THE DISPARITY STUDY RESULTS NEW GOALS APPLIED TO DIVERSITY PROGRAMS 2021 - 2023 MSD DISPARITY STUDY UPDATES CONSIDER NEW DISPARITY STUDY 2026-2028 6 | FY 2020 DIVERSITY REPORT 7 | FY 2020 DIVERSITY REPORT In 2018, the Metropolitan St. Louis District announced it would provide an update to its 2012 Disparity Study. The study picks up where the previous study ended and covers MSD’s Capital Programs from January 2013 through December 2017. This update takes a look at MSD’s practices in terms of contract awards to validate that in the awarding of contracts, there’s a fair and equitable distribution to diverse companies. It’s purpose is to ensure that the work being performed on those contracts LVUHˊHFWLYHRIWKHFRPPXQLWLHVLWVHUYHV THEN AND NOW $VDUHVXOWRIWKHVWXG\ȠVˉQGLQJV06'HPEDUNHGRQDFRPSOHWHRYHUKDXORI LWV GLYHUVLW\ SURJUDPV VLJQHG D &RPPXQLW\ %HQHˉWV$JUHHPHQW FKDQJHG JRDOV WR DGGUHVV GLVSDULWLHV LPSOHPHQWHG UHFRPPHQGDWLRQV DQG PDGH VLJQLˉFDQW SURJUDP changes to ensure results. That’s what makes this update so important, MSD Manager of Diversity Programs 6KRQQDK3DUHGHVVDLGȢ,WLVDUHSRUWFDUGRIZKDWZHȠYHDFFRPSOLVKHGDQGLGHQWLˉHV ZKDWHOVHZHFDQGRWRFRQWLQXHWRPRYHWRZDUGUHIRUPDQGZLOOUHˊHFWWKHEXVLQHVV landscapes of our communities,” she said. Though the COVID-19 global pandemic impacted the schedule, MSD persevered, ad- justed as needed and continued conducting a thorough Disparity Study Analysis with the consultation of Mason Tillman and Associates. The Disparity Study provides analysis of utilization, availability, disparity, and anecdotal. UTILIZATION ANALYSIS Analysis of both prime and subcontractors’ utilization and workforce in construction trades and professional services. AVAILABILITY ANALYSIS Minorities and females domiciled in MSD’s market area who are willing and able to perform MSD work. DISPARITY ANALYSIS Determine if the available minorities and females in the workforce were underutilized on MSD contracts during the study period. ANECDOTAL ANALYSIS &RQGXFWHGWRVXSSOHPHQWWKHVWDWLVWLFDOˉQGLQJVDQGGHVFULEHWKHSHUFHSWLRQVRI experiences in MSD’s market area. DISPARITYSTUDY UPDATE FY2022 METROPOLITAN ST. LOUIS SEWER DISTRICT | 7 8 | FY 2020 DIVERSITY REPORT According to Paredes, the results of the study are extremely encouraging. MSD made XSIRUDVLJQLˉFDQWXQGHUXWLOL]DWLRQRI$IULFDQ$PHULFDQ0%(ȠVLQWKHODUJHVWDUHD of its contracting activities putting MSD in a great position to do the following: • Develop new programs that are sustainable and acceptable to both community stakeholders and the contracting community. • Implement programs that foster ongoing inclusivity of diverse participation across all contracting activities through the entire enterprise. Newer challenges have emerged as well. “With new availability data, it appears that PRVWLIQRWDOORIWKHQHZO\LGHQWLˉHGGLVSDULWLHVDUHGULYHQE\DQLQFUHDVHLQDYDLO- ability for all minority and women-owned businesses,” Paredes said. Paredes sees this as an opportunity for even more growth. “With this update, using the new data and increased availability of MWBE’s, this could lead to reform across DOODUHDVWKDWZLOOUHˊHFWEURDGHUSDUWLFLSDWLRQIRU0:%(ȠVDQLQFUHDVHLQPLQRULW\ and women workers in all industries and set up the framework for diverse compa- nies to thrive, build capacity and create more jobs,” she said. As MSD moves forward with implementation of the disparity study update recom- mendations, their diversity division will play a key role in the roll out of program changes. “Over the next year, we’ll be in close communication about those changes and updates as our efforts over the next 3 to 5 years will be focused on successful out- comes,” Paredes said. Just as in the aftermath of the 2012 study, there will be some overlap of old and new programming, especially in the area of goals. However, MSD’s diversity team will be available every step of the way to assist the contracting community during the implementation of program changes to ensure a smooth transition. NEW PROGRAMS CONSIDER SHELTERED MARKET PROGRAM MENTOR-PROTÉGÉ PROGRAM UPDATE DIVERSITY REPORTING SYSTEMS NEW SUBCONTRACT AND WORKFORCE GOALS CONSTRUCTION PROGRAM UPDATES APPLY PRIME INCENTIVE CREDITS FOR ENGINEERING PROFESSIONAL SERVICES AND NON- ENGINEERING PROFESSIONAL SERVICES DESIGN PROFESSIONAL SERVICE PROGRAM UPDATES JULY 2023 TBD IMPLEMENTATION SCHEDULETHE RESULTS WHAT’S NEXT 9 | FY 2020 DIVERSITY REPORT ETHNIC AND GENDER GROUPS STUDIED • African American • Asian American • Hispanic American • Native American • Caucasian females • Non-Minority males INDUSTRIES STUDIED • Building Construction • Non-Building Construction • Engineering Professional Services • Purchases and Other Services METROPOLITAN ST. LOUIS SEWER DISTRICT |9 $ DISPARITY FINDINGS Formal Prime Contract Disparity Findings: • African Americans • Caucasian Females • Minority-owned Businesses • Woman-owned Businesses Formal Prime Contract Disparity Findings: • Asian Americans • Caucasian Females • Minority-owned Businesses • Woman-owned Businesses Formal Prime Contract Disparity Findings: •None Formal Prime Contract Disparity Findings: • Woman-owned Businesses Subcontract Contract Disparity Findings: • African Americans • Asian Americans • Hispanic Americans • Caucasian Females • Minority-owned Businesses • Woman-owned Businesses Subcontract Disparity Findings: • Asian Americans • Hispanic Americans • Caucasian Females • Woman-owned Businesses Subcontract Disparity Findings: • African Americans • Native Americans • Minority-owned Businesses Subcontract Disparity Findings: •None NON-BUILDING CONSTRUCTION ENGINEERING PROFESSIONAL SERVICES PURCHASES AND OTHER SERVICES BUILDING CONSTRUCTION DISPARITY STUDY UTILIZATION STUDY PURPOSE Determine if MWBEs were underutilized as prime contractors or subcontractors at a VWDWLVWLFDOO\VLJQLˉFDQWOHYHOGXULQJWKHVWXG\SHULRG STUDY PERIOD January 1, 2013 - December 31, 2017 10 | FY 2020 DIVERSITY REPORT 2012 Goals Minorities Minorities Minorities Females Females Females 2022 Goals STUDY PURPOSE Evaluation of the attainment of the construction and professional services employment goals. The analyses measures levels of minority and female utilization and availability. Using the results of the utilization and availability analyses, a disparity analysis is performed. In addition to the statistical analyses, anecdotical analyses were also FRQGXFWHGWRVXSSOHPHQWWKHVWDWLVWLFDOˉQGLQJVDQGSOD\DQLQWHJUDOUROHLQWKH overall study results. STUDY PERIOD January 1, 2013 - December 31, 2017 30.00% 18.00% 7.00% 32.00% 37.00% 31.00% 11.00% 37.00% Construction Trades Construction Apprentice Professional Services WORKFORCE STUDY STATISTICAL ANALYSIS WORKFORCE KEY FINDINGS ETHNIC AND GENDER GROUPS STUDIED • African American • Asian American • Hispanic American • Native American • Caucasian females • Caucasian Males INDUSTRIES STUDIED • Building Construction • Non-Building Construction • Construction Apprentices • Engineering Professional Services 11 | FY 2020 DIVERSITY REPORT Malcolm Thompson initially founded T&T Contracting Company in August 1995 as a fencing and concrete company. However, after acquiring his Minority %XVLQHVV(QWHUSULVH0%(FHUWLˉFDWLRQPRUHWKDQDGHFDGHDJRKHZDVDEOH to expand his company’s services to include sewer work. “We started out as a fencing company, then we did more concrete work. Then, after that, we picked up sewer work… So, now we do all the things that come along with sewer work,” Thompson said. “ $IWHUUHFHLYLQJLWV0%(FHUWLˉFDWLRQ7 7&RQWUDFWLQJ&RPSDQ\ZDVVHOHFWHG for Metropolitan St. Louis Sewer District’s Small Contractor Program and he has seen his business thrive, eventually becoming one of the program’s most sought-after MBE contractors. “I’ve been in business a long time, and I’ve seen a lot of agencies try to do the diversity thing, but MSD actually gets it right,” he said. “They make sure we’re well taken care of.” 7KHSURJUDPJDYH7 7WKHDELOLW\WRDFTXLUHQHZOLFHQVHVDQGFHUWLˉFDWLRQV purchase new equipment, expand capacity and reconstruct its business model. Thompson said it’s been a very positive experience for his business and attributes 85% of T&T’s business to the Small Contractor Program. “I’d been doing jobs with MSD off and on through the years, but about 9 or 10 years ago I really started doing a lot of work with them and it’s been so good ever since,” he said. By participating in the Small Contractor Program, T&T is able to secure work through MSD’s Capital Improvement and Replacement Program (CIRP). MALCOLM THOMPSON T&T CONTRACTING COMPANY I’ve seen a lot of agencies try to do the diversity thing, but MSD actually gets it right... They make sure we’re well taken care of. Malcom Thompson SMALL CONTRACTOR PROGRAM FY2022 METROPOLITAN ST. LOUIS SEWER DISTRICT | 11 FY2022: DESIGN FY2022:DESIGN WORKFORCE UTILIZATION TOTAL DESIGN PROFESSIONALS WORKFORCE: 52.6% 36.2% WOMEN (goal: 32%) 36.6% 2021 37.0% 2020 2022 16.3% 2022 MINORITY (goal: 18%) 16.3% 2021 17.1% 2020 FY2022: CIRP DESIGN UTILIZATION DESIGN CONTRACTS AWARDED: 21 TOTAL: $7,730,317 TOTAL PAID TO PRIMES:$33,729,629 M/WBE COMMITMENTS MBE$3,6 8 8 , 8 3 6 WB E$1,2 8 5 , 6 1 3 TOT A L$4,9 7 4 , 4 4 9 %47.7 16.6%64.3% FY2022 DESIGN M/WBE ACTIVE CONTRACTPAYMENTS MBE$12 , 8 6 1 , 4 2 0 WB E$4,1 4 5 , 6 6 3 TOT A L$17 , 0 0 7 , 0 8 3 38.1%12.2%50.4% 12 | FY 2020 DIVERSITY REPORT 13 | FY 2020 DIVERSITY REPORT SARA SWEENY SWEENCO SMALL CONTRACTOR Running a woman-owned business in a male-dominated industry could be LQWLPLGDWLQJIRUVRPHEXWQRW6DUDK6ZHHQH\2ZQHUDQG2IˉFH0DQDJHUIRU sewage and septic company SweenCo LLC. As a participant of the Metropolitan St. Louis Sewer District Project Clear’s (MSDPC) Small Contractor Program, Sweeney sees it as an advantage. “With the requirement that a certain percentage of work goes to women- and minority-owned businesses, we get a lot more bids that we normally wouldn’t. It kind of knocks down the competition,” she said. “There’s only one other woman-owned company that bids on the same jobs as we do, so it’s usually just between us.” 7KH\HDUROG:RPHQ%XVLQHVV(QWHUSULVH:%(FHUWLˉHGˉUPVSHFLDOL]HV in sanitary sewer and storm installations, repairs, and replacements. “If it’s a EURNHQSLSHZHJRGRZQDQGˉ[LW:HGRQHZPDQKROHLQVWDOOV:HDOVRGR PDQKROHUHKDEFHPHQWLWLRXVOLQLQJȨ6RZHJRDQGˉ[ROGVHZHUVDQGWU\WR make them new,” Sweeney said. Additionally, SweenCo also provides residential septic system installations, repairs, and connections to sewer mains. Through the Small Contractor Program, SweenCo has the opportunity to submit a bid on their choice of small jobs, serve as a prime contractor on some of the bigger jobs or get hired on by larger ˉUPVȢDQGWKHQWKH\VXEFRQWUDFW us to do the smaller work that they don’t do,” Sweeney said. As a result, SweenCo has been able to expand its capacity while gaining invaluable experience in the sewer construction industry. And they don’t plan on slowing down anytime soon. “We’re always looking for more work and how to get more work,” Sweeney said. There’s only one other woman-owned company that bids on the same jobs as we do, so it’s usually just between us. Sara Sweeny METROPOLITAN ST. LOUIS SEWER DISTRICT | 13 14 | FY 2020 DIVERSITY REPORT Denice Jones’ day starts early as a Metropolitan St. Louis District (MSD) Compliance Inspector. She quickly reviews the workload, prioritizes her projects and organizes them into morning and afternoon site visits. Once on site, Jones photographs and conducts interviews with minority and female workers, subcontractors, and project managers. Her mission: to ensure contractors are compliant with the MSD minority and female participation goals. Reaching those goals isn’t always easy. “With the pandemic, it has been hard to achieve at times. Many people have been in and out,” Jones said. Due to COVID, Jones and her colleagues also had to change the way they work. Communication and understanding are essential, Jones says. She works with prime contractors to make sure they meet project report deadlines. And while compliance is the priority, she also recognizes when it’s time to pivot DQGZRUNWRˉQGVROXWLRQV Jones regularly meets with her MSD team and project contractors. “Virtual meetings have been a lifesaver,” she said. She credits her construction management training in the U.S. Navy, as well as the MSD Diversity leadership for preparing her in her current role. For Jones, one of the best job perks is to see dirt become a building. Her favorite phrase, “caught you working!” represents the core of her career. Jones understands the assignment and prides herself on being thorough. “Compliance is necessary because there are some who try to skirt the rules,” she said. “Having the documentation is key. It is important to follow the rules.” A DAYIN THE LIFE DENICE JONES M/WBE COMPLIANCE INSPECTOR Having the documentation is key. It is important to follow the rules. Denice Jones FY2022 WORK ORDERS TOTAL PROGRAM WORK ORDERS: 258 TOTAL M/WBE WORK ORDERS: 121 FY2022 PROGRAM SPEND SANITARY IR - $2,20,000 OMCI STORM - $1,557,000 TOTAL - $3,797,000 M/W B E $90 0 , 0 0 0 M/W B E $62 1 , 0 0 0 TOT A L$1,5 2 1 , 0 0 0 40% FY2022 M/WBE PARTICIPATION M/WBE DOLLARS M/WBE PERCENTAGE OF PROGRAM DOLLARS 40.8%39.9% 32.9% 202 0 202 1 202 2 30.5% 40.0% 14 | FY 2020 DIVERSITY REPORT 60$// &2175$&725 352*5$0 CONSTRUCTIONFY2022 METROPOLITAN ST. LOUIS SEWER DISTRICT |15 FY2022: CONSTRUCTION WORKFORCE UTILIZATION 544,536 HOURS BUILDING CONSTRUCTION /NON-BLDG CONSTRUCTION goal: 30% MINORITY | 7% WOMEN 40% APPRENTICE (if used) 174,470 HOURS STATE FUNDED goal: 14.7% MINORITY | 6.9% WOMEN 174 ACTIVE CONSTRUCTION WITH WF GOALS goal: 14.7% MINORITY | 6.9% WOMEN 719,006 HOURS TOTAL WORKED *Workforce applies to construction contractsexceeding $500,000 **Workforce applies to State Funded Construction contracts exceeding $10,000 27.2%26.7% 202 0 202 1 202 2 MINORITY - 30 % HOURS - UNDER GOAL - 19,516 7.4 7.4 7.1% % % 202 0 202 1 202 2 WOMEN - 7.0% HOURS - 53,203 EXCEEDED GOAL - 2,873 APPRENTICE - 40 % HOURS - 64,481 EXCEEDED GOAL - 38,689 27.3% PROJECTS FY2022: CIRP CONSTRUCTION UTILIZATION M/WBE COMMITMENTS MBE$43 , 7 5 7 , 0 3 4 WB E$2,1 1 4 , 7 3 7 TOT A L$45 , 8 7 1 , 7 7 1 24.8%1.20%26.0 % M/WBE ACTIVE CONTRACTS TOTAL PAID TO PRIMES: $194,913,959 MBE$28 , 4 2 0 , 1 4 7 WB E$16 , 6 6 4 , 1 9 8 TOT A L$45 , 0 8 4 , 3 4 5 8.5 %23.1%14.5 % SEVENTY-SIX NON-BUILDING (17% African American MBE ) SIX STATE FUNDED (10% mbe/10% wbe) ONE UNDER 196,$50K (no goals) $176,417,545 TOTAL AWARDS TO PRIMES 83 CONSTRUCTION CONTRACTS AWARDED Aurora Bihler, the new project coordinator for the Building Union Diversity (BUD) Program, knows ˉUVWKDQGKRZOLIHFKDQJLQJDMRELQWKHXQLRQ building trades can be. Upon earning a Bachelor of Fine Arts in Sculpture from Southern Illinois University, Edwardsville. Bihler landed a job at Illinois State Archaeological Survey, working a physically demanding job as a Field Tech. The job entailed digging with a shovel in the extreme heat for $9 an hour with QREHQHˉWV6KHKDGSUHYLRXVO\WDNHQZHOGLQJ classes at a community college and decided to look into the Ironworkers Union because she was tired of “being broke.” Bihler signed up for the ,URQZRUNHUV/RFDOSUHDSSUHQWLFHVKLSFODVV at night, passed the entry exam, got a call for an interview, and has been a union ,URQZRUNHUZLWK/RFDOHYHUVLQFH6KHKDVDOVRPDGHLWKHUPLVVLRQWRDGYRFDWH for others to get the same opportunities she’s had. “I’m passionate about getting more people in the union building trades,” says Bihler. She believes now more than ever is an opportune time to connect traditionally unrepresented people to a well-paying union-building trades apprenticeship. She plans to continue those efforts in her new role in the BUD program, a free six-week pre-apprenticeship program that aims to prepare BUD applicants to the union-building trades. After graduation, BUD has an 80% placement rate with union building trades DSSUHQWLFHVKLSSURJUDPVDQGVLJQDWRU\FRQWUDFWRUVLQQHHGRITXDOLˉHGPLQRULWLHV women, and St. Louis city residents. “I want to make a difference, to help people change their lives in the same way the ,URQZRUNHUVFKDQJHGP\OLIHEHLQJDEOHWRˉQDQFLDOO\SURYLGHIRUP\VHOIDQGQRWKDYH to rely on anyone,” she said. “I want to make sure that anyone interested in the building trades has a chance to do it.” PROGRAMS THAT BUILD I want make sure that anyone interested in the building trades has a chance to do it. BUD PROGRAM NAMES NEW COORDINATOR CBA SIGNATORIES Coalition of Black Trade Unionist (CBTU) Congress of Racial Equality (CORE) Construction Prep Center Metro Coalition for Inclusion and Equity (M-SLICE) Metropolitan Clergy Coalition (MCC) Metropolitan Congregations United (MCU) Metropolitan St. Louis Sewer District (MSD) MOKAN National Association for the Advancement of Colored People (NAACP St. Louis City and NAACP St. Louis County) National Society for Black Engineers (NSBE) Universal African Peoples Organization (UAPO) 16 | FY 2020 DIVERSITY REPORT 17 | FY 2020 DIVERSITY REPORT EDUCATION AND INTERNSHIPS ERTC SCHOLARSHIPS Provides minorities and women with opportunities for education, in- ternships, and employment within the wastewater and stormwater treatment plant industry. 1 MINORITY, 1 WOMANTwo Scholarships: Two Internships METROPOLITAN ST. LOUIS SEWER DISTRICT | 17 JABBAR THOMAS SENIOR WASTEWATER OPERATOR | ASSISTANT DIRECTOR ERTC SCHOLARSHIP REIPIENT :KHQ-DEEDU7KRPDVUHˊHFWVRQKLVFDUHHUZLWKWKH0HWURSROLWDQ6W/RXLV6HZHU District, he’s grateful. “The cards fell right for me with entering this industry,” he said. Thomas was living in his Chicago hometown in 2009 when a friend told him about the Metropolitan St. Louis District’s opportunity at Southern Illinois University at Ed- ZDUGVYLOOH6,8(IRU(QYLURQPHQWDO5HVRXUFH7UDLQLQJ&HUWLˉFDWLRQZKHUHKHZRXOG learn about the treatment plant industry. For Thomas, the decision was a no-brainer, even though it meant relocating to the St. Louis area as a treatment plant operatorVWXGHQW . Upon his completion of the SURJUDP, his career ascended. 0RQWKVODWHUKHEHFDPHDQ06'HPSOR\HHREWDLQHGKLVOLFHQVHFHUWLˉFDWHLQ and was promoted Senior Wastewater Operator Assistant Supervisor at the Coldwa- ter Creek Treatment Plant in 2015. In 2018, he obtained supervisor training through a pump stations asset manage- ment program where he was assigned to work with three pump station managers. 7KRPDVVDLGWKHFHUWLˉFDWHDQGWUDLQLQJSRVLWLRQHGKLPWREHPRUHHIIHFWLYHDWKLV MREDQGEHWWHUXQGHUVWDQGSODQQLQJDQGZRUNˊRZQHHGV Last December he was promoted to Operational Supervisor at the Bissell Treatment Plant where he oversees a team of 28 employees. His duties include scheduling, assigning relief and overseeing the scheduling of plant maintenance. In a full circle moment, he even has an SIUE intern working with his team. His ad- YLFHIRURWKHUVORRNLQJWRHQWHUWKHˉHOGȢ$OORI\RXUOLIHH[SHULHQFHVFDQEHKHOSIXO Just have a willingness to learn and grow.” SIUE ENVIRONMENTAL RESOURCE TRAINING CENTER FOR TREATMENT PLANT OPERATORS ST. LOUIS INTERNSHIP PROGRAM, BOYS AND GIRLS CLUB OF GREATER ST. LOUIS 18 | FY 2020 DIVERSITY REPORT CUSTOMER ASSISTANCE PROGRAM (CAP) 06'bRIIHUVDSHUFHQWUDWHUHGXFWLRQWR TXDOLˉHGORZLQFRPHHOGHUO\DQGGLVDEOHG FXVWRPHUVXQGHUWKHb&XVWRPHUb$VVLVWDQFH Program (CAP). To qualify for the Customer Assistance Program (CAP): A customer’s total annual income for the previous year must be less than 200% of the most recent Health & Human Services (HHS) poverty guidelines, based on WKHVL]HRIKRXVHKROG$IDPLO\RIIRXUIRUH[DPSOHPXVWHDUQOHVVWKDQ to qualify. Disabled citizens and seniors must earn less than 250% of the most recent HHS poverty guidelines, based on size of household. For example, a single senior must HDUQOHVVWKDQWRTXDOLI\ To qualify, a customer must also: Have liquid assets and real estate valued at less than $10,000, excluding their UHVLGHQFHDQGDXWRPRELOHV+RPHRZQHUVZKRDUHROGHUWKDQRUGLVDEOHG individuals are not subject to the liquid asset guideline. Own and/or reside as a tenant in the property that receives the rate reduction. Own or live in a single-family residence or multi-unit property up to six units. >> >> >> >> >> For more information, visit our website by scanning the QR code or call (866) 281-5737. 19 | FY 2020 DIVERSITY REPORT PARTNERING WITH MSD CONTRACTOR RESOURCES ENGINEERING 6WDFH\+XQWHU_ CONSTRUCTION CONTRACTING $VKOH\/XVWHU_ SMALL CONTRACTOR PROGRAM 0LFKDHO%XHWFKHU_ DIVERSITY PROGRAMS 6KRQQDK3DUHGHV_ COMMODITIES *LQD-DPLVRQ_ ACCEPTABLE M/WBE CERTIFYING PARTNERS ,I\RXUFRPSDQ\LVFHUWLˉHGDVDPLQRULW\RUZRPDQRZQHGEXVLQHVV RU\RXZLVKWROHDUQPRUHDERXWWKHFHUWLˉFDWLRQSURJUDPVRUKRZWR EHFRPHFHUWLˉHGYLVLWPVGSURMHFWFOHDURUJRUFRQWDFW'LYHUVLW\3URJUDPV DW$FFHSWDEOH0:%(FHUWLI\LQJSDUWQHUVLQFOXGH CITY OF ST. LOUIS ˊ\VWOGLYHUVLW\FRPSOLDQFHFRP MISSOURI STATE OFFICE OF EQUAL OPPORTUNITY oeo.mo.gov 573.751.8130 As the clean water provider for the Metro area, the Metropolitan St. Louis Sewer District is committed to doing its part to contribute to the continued economic growth of the communities in its service areas. The utility FRQWLQXRXVO\ VHHNV WR LGHQWLI\ FHUWLˉHG PLQRULW\ DQG ZRPHQRZQHG EXVLQHVVHV LQ WKH DUHDV RI HQJLQHHULQJ design, construction, service and supplies contractors. MSD IN THE COMMUNITY The following annual events provide opportunity for both interested people and companies to connect with MSD throughout the year. The dates are subject to change, please check our website or call us for up-to- date times, dates and places. JANUARY MSD Annual Design Industry Forecast Presentation FEBRUARY Site Improvement Association Infrastructure Expo APRIL MSD Annual Construction Capital Improvement and Replacement Program Presentation ONGOING Diversity Fairs for Tunnel and Storage Facility Projects METROPOLITAN ST. LOUIS SEWER DISTRICT | 19 Metropolitan St. Louis Sewer District 2350 Market Street St. Louis, MO 63103-2555 314.768.6260 diversity@stlmsd.com msdprojectclear.org/diversity