HomeMy Public PortalAbout2023 Annual Diversity ReportMETROPOLITAN ST. LOUIS SEWER DISTRICT
FY2023
DIVERSITY
ANNUAL REPORT
2 | FY 2020 DIVERSITY REPORT
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Please note, data in this report is valid as of December 2023. As project documentation is finalized precise numbers may fluctuate.
TABLE OF
CONTENTS
A MESSAGE FROM
MSD LEADERSHIP
STRATEGIC DIVERSITY
INITIATIVES
DISPARITY STUDY
UPDATE
FY23 DESIGN-BUILD
SMALL CONTRACTOR
PROGRAM
FY23 CONSTRUCTION
PROGRAMS THAT BUILD
COMMUNITY BENEFITS
AGREEMENT
PARTNERING WITH MSD
3 | FY 2020 DIVERSITY REPORT
We are excited to present the 5th Annual Diversity Programs Report publication
for Fiscal Year 2023 and appreciate your interest in the Metropolitan St. Louis
Sewer District (MSD). Within the culture of MSD and on every MSD project, the
momentum of efforts to address barriers, create opportunities, and spearhead
pathways within the communities served by MSD, we’re focused more than ever
before. MSD’s commitment to diversity continues to serve as a foundational
basis that is beneficial for all.
We maintain that diversity is important for two reasons. The first reason is
fairness. Every community in our service area helps fund the wastewater and
stormwater work that we do. It is important and fair that communities experience
environmental justice and receive economic benefits of this work. The second
reason is efficiency. Diversity allows MSD to be more cost-effective and
comprehensive in the services we provide. It brings to light possible solutions
from many perspectives, and it enhances our ability to communicate more
effectively. We have a shared understanding of motivations with stakeholders
that are derived from our commitments to diversity that will have the greatest,
long-term impact and sustainability for the communities we serve.
MSD’s inherent authentic commitment to diversity is nothing short of
transformational as we prepare to implement results of the Disparity Study
Update. Beginning in fiscal year 2024, MSD will implement new goals and
recommendations into its CIRP programs. We are greatly encouraged by
the results, which capitalize on our program strengths and guide us toward
essential steps for increased equity driven opportunities for minority-and
women-owned business enterprises (M/WBEs), workforce development and
economic empowerment within our communities.
Thank you for your interest and continued support of MSD’s Diversity Programs.
We hope you find this report useful and informative. We welcome your feedback,
comments and suggestions on how we might improve future reports to best
meet your interests and needs.
BRIAN HOELSCHER
EXECUTIVE DIRECTOR & CEO
METROPOLITAN ST. LOUIS SEWER DISTRICT | 3
SHONNAH PAREDES
MANAGER OF DIVERSITY PROGRAMS
A MESSAGE FROM MSD LEADERSHIP
4 | FY 2020 DIVERSITY REPORT
Brian Hoelscher, the Executive Director and Chief Executive Officer of the Metropolitan
St. Louis Sewer District (MSD), has carved a distinguished career marked by effective
leadership, innovative management, and a deep commitment to diversity, equity, and
inclusion. His tenure at MSD is characterized by transformative initiatives that have
significantly improved the region’s water and wastewater services while fostering
an inclusive and diverse work environment. Hoelscher stated, “At MSD we’re not just
leveling the playing field; we’re expanding the playing field. Through our substantial
$7.2 billion investment in St. Louis, we’re generating more than just improved services
— we’re creating a multitude of job opportunities. Our diversity program is designed
to make sure the jobs and opportunities we create are available to the rich diversity
of the people we serve.”
Under Hoelscher’s leadership, MSD has undertaken expansive infrastructure projects,
revolutionizing the sewer systems and enhancing water quality in St. Louis. He played
a pivotal role in implementing state-of-the-art wastewater treatment technologies,
demonstrating his commitment to environmental sustainability. His expertise in
navigating complex regulatory landscapes and securing funding for these projects
has been crucial in MSD’s success.
Hoelscher’s dedication to diversity, equity, and inclusion is evident in his approach to
leadership. He has actively promoted inclusive hiring practices, ensuring a workforce
that reflects the diversity of the St. Louis community. This includes initiatives for
training and developing employees from underrepresented backgrounds, creating
equitable opportunities for growth and advancement.
STRATEGIC
DIVERSITY
INITIATIVES
BRIAN HOELSCHER
EXECUTIVE DIRECTOR AND CHIEF EXECUTIVE
VISION
Support an environment that pro-
motes 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.
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 communication, trust, respect,
and diversity.
INNOVATION
Strive to continuously improve and
embrace innovative ideas that help
achieve excellence.
EMPLOYEES
Help everyone to reach their higest
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.
5 | FY 2020 DIVERSITY REPORT5 | FY 2020 DIVERSITY REPORT
2018
2023
MSD BOARD COMMISSIONED DISPARITY UPDATE
MASON TILLMAN & ASSOCIATES CONTRACTED TO PERFORM THE UPDATE
RECEIVED THE RECOMMENDATIONS FOR DISPARITY STUDY UPDATE
NEW GOALS APPLIED TO DIVERSITY PROGRAMS
IMPLEMENTATION OF DISPARITY STUDY UPDATE
NEW DISPARITY STUDY
2021- 2023
2028
MSD CONDUCTSDISPARITY 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
SHONNAH PAREDES
Diversity Manager
LARRY WOODS
Diversity Construction Supervisor
DENNIS DUNCAN
Diversity Program Administrator
MIKAL HICKS
M/WBE Compliance Specialist
SHEILA THOMAS
M/WBE Compliance Specialist
GARY FORD
M/WBE Compliance Inspector
JEREMY GRISBY
M/WBE Compliance Inspector
VANADA JOHNSON
M/WBE Compliance Inspector
DENICE JONES
M/WBE Compliance Inspector
BRIAN WARD
M/WBE Compliance Inspector
MSD’s 2012 Disparity Study served to establish a foundation for an expansive offering
of initiatives put in place to eliminate disparities identified and promote inclusivity
of participation in all aspects of MSD’s spend and business practices. The updates
applied from the original study served as the foundation to build momentum towards
eliminating inequities through regular and timely examination of its programs, market
availability and the impact of relief to those affected.
MSD’s second-generation Disparity Study Update analysis was conducted to ensure that
MSD’s Diversity Programs are in compliance by examining whether or not inequities of
statistical significance exist in the procurement and contracting of minority, women,
and disadvantaged businesses. In fiscal year 2023, MSD began implementation plans
for applying updates to its Diversity Programs based on the results released in March
2022 for the update that was applied to its 2012 Disparity Study conducted by Mason
Tillman and Associates, Ltd. Listed are the major program changes to be applied to
MSD’s Diversity Programs.
DISPARITY STUDY UPDATE
2012 Vendor Utilization Goals 2023 Vendor Utilization Goals
Building Construction 30% MBE (AA and Hispanic)21% MBE / 10% WBE
Non-Building Construction 17% MBE (African American)10% MBE / 10% WBE
Engineering Design (No Goals)Combined 31% MBE/WBE (<$500K)18% MBE / 13% WBE (>$500K)
Goods and Services (No Goals)No Change
2012 Workforce Utilization Goals 2023 Workforce Utilization Goals
Building Construction 30% Minority and 7% Women 37% Minority and 11% Women
Non-Building Construction 30% Minority and 7% Women 37% Minority and 11% Women
Construction Apprentice*40% Minorities and Women 46% Minorities and Women (Combined)
Engineering Design 18% Minority 32% Women 31% Minorities and 37% Women
Professional Services 18% Minority 32% Women 31% Minorities and 37% Women
* Goal applied only if Apprentices are used, when training is not applicable there are no goals applied.
RECOMMENDATIONS AND UPDATES
Earn up to 20% evaluation incentive credit in RFQ/RFP professional services.
Track and report all levels of subcontractors and subconsultants.
Quantify “Good Faith Efforts” in construction pre-award.
Procure new MWBE compliance software for tracking/compliance.
Increased Suppliers to count for 60% towards goal participation in construction.
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DIVERSITY TEAM
6 | FY 2020 DIVERSITY REPORT
THE SOLIDS MANAGEMENT UPGRADE DESIGN-BUILD PROJECT
MSD Project Clear is investing $900 million to improve air quality in the
St. Louis region by replacing century-old technology with innovative,
environmentally friendly systems. Our existing facilities have served the
region well but they use century-old technology. With newer, more efficient,
and environmentally friendly processes now available, replacing them is a
priority. MSDPC’s new facilities will use modern, more efficient, and more
environmentally friendly processes, resulting in significantly cleaner air.
BENEFITS TO THE COMMUNITY
The St. Louis region will see many benefits from the new facilities.
Improved air quality: While MSDPC’s current biosolids facilities meet or
exceed all air quality standards, the new facilities are a leap forward that
will improve air quality for decades to come by reducing air emissions more
than 70 percent and eliminating the need for hundreds of trucks each year
on neighborhood streets.
Cost effective: The new facilities will be far more energy efficient and will
result in about $2 million in annual savings in operations and maintenance
costs.
Economic benefits: The new facilities will create 200 new jobs during
construction, and ongoing, high-tech jobs upon completion. And by helping
the St. Louis region to continue to satisfy the Clean Air Act, these new MSDPC
facilities will also enable the area to qualify for federal transportation
funding, boosting the regional economy and competitiveness.
LOCATIONS OF THE FACILITIES
The Bissell Point and Lemay wastewater treatment facilities are MSDPC’s
two largest operations. These sites include the existing biosolid stabilization
facilities, and their replacements will be in the same locations.
Bissell Point is located on the Mississippi River, in an industrial area of north
St. Louis city. The site is the location of St. Louis’ first major water treatment
facility, completed in 1869. Thomas Whitman, brother of poet Walt Whitman,
was chief engineer for its construction. Since 1970, Bissell has been MSDPC’s
largest wastewater treatment operation.
TIMELINE
Construction will begin in early 2024 and is expected to be complete by 2029.
The schedule is tentative and subject to change.
METROPOLITAN ST. LOUIS SEWER DISTRICT | 6
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FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.3 20.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.3 20.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.3 20.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.3 20.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.3 20.6%46.9%44.8%18.8%63.5%
2023
1
FY2023: CIRP DESIGN UTILIZATION
DESIGN CONTRACTS AWARDED: 12 TOTAL: $7,681,694TOTAL PAID TO PRIMES:$16,082,424
FY2023: DESIGN WORKFORCE UTILIZATION
34.1%
WOMEN
(goal: 34.%)
36.3% 2022
36.6% 2021
10.6% 2023
MINORITY
(goal: 18%)
16.3% 2022
16.4% 2021
M/WBE ACTIVECONTRACT PAYMENTS
MBE$7,1
8
3
,
2
7
7
WBE$3,02
2
,
1
5
1
TOTAL$10,2
0
5
,
4
2
8
M/WBECOMMITMENTS
MBE$2,0
1
8
,
7
2
4
WBE$1,5
8
1
,
7
4
1
TOTAL$3,6
0
0
,
4
6
5
%
TOTAL DESIGN PROFESSIONALS WORKFORCE: 44.7%
26.320.6%46.9%44.8%18.8%63.5%
2023
1
FY2023
DESIGN-BUILD
SOLIDS MANAGEMENT UPGRADE
FY2023: SMALL CONTRACTOR PROGRAM SPEND
FY2023 WORK ORDERS
TOTAL PROGRAM WORK ORDERS:
TOTAL M/WBE WORK ORDERS:
FY2023 PROGRAM SPEND
SANITARY IR - $2,629,059OMCI STORM - $1,828,479TOTAL - $4,457,538
M/WBE$871
,
3
6
9
M/WBE$632
,
6
7
3
TOTAL$1,5
0
4
,
0
4
2
33.8%
FY2023 M/WBE
PARTICIPATION
M/WBE DOLLARS
M/WBE PERCENTAGE OF PROGRAM DOLLARS
30.5%
2021 2022 2023
40.0%
33.2%34.6%
33.8%
377
124
FY2023: SMALL CONTRACTOR PROGRAM SPEND FY2023 WORK ORDERSTOTAL PROGRAM WORK ORDERS: TOTAL M/WBE WORK ORDERS: FY2023 PROGRAM SPENDSANITARY IR - $2,629,059OMCI STORM - $1,828,479TOTAL - $4,457,538
M/WBE$871
,
3
6
9
M/WBE$632
,
6
7
3
TOTAL$1,5
0
4
,
0
4
2
33.8%
FY2023 M/WBE
PARTICIPATION
M/WBE DOLLARS
M/WBE PERCENTAGE OF PROGRAM DOLLARS
30.5%
2021 2022 2023
40.0%
33.2%34.6%
33.8%
377124FY2023: SMALL CONTRACTOR PROGRAM SPEND FY2023 WORK ORDERSTOTAL PROGRAM WORK ORDERS: TOTAL M/WBE WORK ORDERS: FY2023 PROGRAM SPENDSANITARY IR - $2,629,059OMCI STORM - $1,828,479TOTAL - $4,457,538
M/WBE$871
,
3
6
9
M/WBE$632
,
6
7
3
TOTAL$1,5
0
4
,
0
4
2
33.8%
FY2023 M/WBE
PARTICIPATION
M/WBE DOLLARS
M/WBE PERCENTAGE OF PROGRAM DOLLARS
30.5%
2021 2022 2023
40.0%
33.2%34.6%
33.8%
377124
SMALL CONTRACTOR
PROGRAM
MINORITY AND WOMEN
SMALL CONTRACTOR
PROGRAM PARTICIPANTS
ASKR
Construction (W)
B&G
Sewer and Septic (W)
Barry’s
Sewer and Drain (M)
Cehic
Contracting (W)
Earthworx
Excavating (W)
Greenspace
Lawn Services (M)
Labibco (M)
Sweenco (W)
T&T
Contracting (M)
Taylormade
Construction (M)
(M) Minority Owned Business
(W) Woman Owned Business
7 | FY 2020 DIVERSITY REPORT
CONSTRUCTIONFY2023
METROPOLITAN ST. LOUIS SEWER DISTRICT | 8
FY2023: CONSTRUCTION
WORKFORCE UTILIZATION
395,712 HOURSBUILDING CONSTRUCTION/NON-BLDG CONSTRUCTION
goal: 30% MINORITY | 7% WOMAN
173,849 HOURSSTATE FUNDED
goal: 14.7% MINORITY | 6.9% WOMEAN
185 ACTIVE CONSTRUCTION
WITH WORKFOCE GOALS
goal: 14.7% MINORITY | 6.9% WOMEN
569,561 HOURSTOTAL WORKED
*Workforce applies to construction contracts exceeding $500,000
**Workforce applies to State Funded Construction contracts exceeding $10,000
27.2%27.9%
2021 2022 2023
MINORITY - 30 %
HOURS -158,956UNDER GOAL - 11,912
7.4 7.4 6.8%%%
202320212022
WOMEN - 7.0%
HOURS -38,835UNDER GOAL - 1,034
APPRENTICE - 40 %
HOURS -30,599EXCEEDED GOAL - 4,084
27.3%
PROJECTS
FY2023: CIRP CONSTRUCTION UTILIZATION
SIXTY-SIXNON-BUILDING(17% African American MBE )
SEVENSTATE FUNDED(10% mbe/10% wbe)
ONEUNDER $50K(no goals)
$156,725,479 TOTAL AWARDS TO PRIMES
73CONSTRUCTION CONTRACTS AWARDED
M/WBE COMMITMENTS
M/WBE ACTIVE CONTRACTS
TOTAL PAID TO PRIMES: $125,299,838
MBE$26,
0
6
2
,
7
2
9
WBE$18,
5
9
1
,
9
8
3
TOTAL$44,
6
5
4
,
7
1
2
16.6%11.9%28.5 %
MBE$46,
7
5
6
,
8
4
8
WBE$9,2
7
4
,
2
5
7
TOTAL$56,
0
3
1
,
1
0
4
7.4 %44.7%37.3%
FY2023: CIRP CONSTRUCTION UTILIZATION
SIXTY-SIXNON-BUILDING(17% African American MBE )
SEVENSTATE FUNDED(10% mbe/10% wbe)
ONEUNDER $50K(no goals)
$156,725,479 TOTAL AWARDS TO PRIMES
73CONSTRUCTION CONTRACTS AWARDED
M/WBE COMMITMENTS
M/WBE ACTIVE CONTRACTS
TOTAL PAID TO PRIMES: $125,299,838
MBE$26,
0
6
2
,
7
2
9
WBE$18,
5
9
1
,
9
8
3
TOTAL$44,
6
5
4
,
7
1
2
16.6%11.9%28.5 %
MBE$46,
7
5
6
,
8
4
8
WBE$9,2
7
4
,
2
5
7
TOTAL$56,
0
3
1
,
1
0
4
7.4 %44.7%37.3 %FY2023: CIRP CONSTRUCTION UTILIZATION
SIXTY-SIXNON-BUILDING(17% African American MBE )
SEVENSTATE FUNDED(10% mbe/10% wbe)
ONEUNDER $50K(no goals)
$156,725,479 TOTAL AWARDS TO PRIMES
73CONSTRUCTION CONTRACTS AWARDED
M/WBE COMMITMENTS
M/WBE ACTIVE CONTRACTS
TOTAL PAID TO PRIMES: $125,299,838
MBE$26,
0
6
2
,
7
2
9
WBE$18,
5
9
1
,
9
8
3
TOTAL$44,
6
5
4
,
7
1
2
16.6%11.9%28.5 %
MBE$46,
7
5
6
,
8
4
8
WBE$9,2
7
4
,
2
5
7
TOTAL$56,
0
3
1
,
1
0
4
7.4 %44.7%37.3%
FY2023: CIRP CONSTRUCTION UTILIZATION
SIXTY-SIXNON-BUILDING(17% African American MBE )
SEVENSTATE FUNDED(10% mbe/10% wbe)
ONEUNDER $50K(no goals)
$156,725,479 TOTAL AWARDS TO PRIMES
73CONSTRUCTION CONTRACTS AWARDED
M/WBE COMMITMENTS
M/WBE ACTIVE CONTRACTS
TOTAL PAID TO PRIMES: $125,299,838
MBE$26,
0
6
2
,
7
2
9
WBE$18,
5
9
1
,
9
8
3
TOTAL$44,
6
5
4
,
7
1
2
16.6%11.9%28.5 %
MBE$46,
7
5
6
,
8
4
8
WBE$9,2
7
4
,
2
5
7
TOTAL$56,
0
3
1
,
1
0
4
7.4 %44.7%37.3%
FY2023: CIRP CONSTRUCTION UTILIZATION
SIXTY-SIXNON-BUILDING(17% African American MBE )
SEVENSTATE FUNDED(10% mbe/10% wbe)
ONEUNDER $50K(no goals)
$156,725,479 TOTAL AWARDS TO PRIMES
73CONSTRUCTION CONTRACTS AWARDED
M/WBE COMMITMENTS
M/WBE ACTIVE CONTRACTS
TOTAL PAID TO PRIMES: $125,299,838
MBE$26,
0
6
2
,
7
2
9
WBE$18,
5
9
1
,
9
8
3
TOTAL$44,
6
5
4
,
7
1
2
16.6%11.9%28.5 %
MBE$46,
7
5
6
,
8
4
8
WBE$9,2
7
4
,
2
5
7
TOTAL$56,
0
3
1
,
1
0
4
7.4 %44.7%37.3%
9 | FY 2020 DIVERSITY REPORT
One way MSD keeps its capital program inclusive and representative of the St.
Louis population is through its Community Benefits Agreement (CBA), a formal
agreement with community organizations vested in addressing diverse workforce
participation, business development of small businesses, and eliminating barriers
or obstacles relative to diverse workforce and contracting opportunities within the
community. The CBA supports the development of initiatives that continues to build
up communities.
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)
National Association for the
Advancement of Colored People
(NAACP St. Louis County)
National Society for Black
Engineers (NSBE)
Universal African Peoples
Organization (UAPO)
For some, changing careers can be a bumpy road filled with unexpected twists and
turns. But if you ask Saroya Fortune, her trajectory has only gone in one direction since
she left behind a career in education to pursue a career in the construction industry: up.
After completing an apprenticeship, she worked at Williams Tunneling, an MBE
subcontractor for SAK Construction on MSD’s Maline Creek Tunneling Project back in
2019 where she said she was one of the first women at that time to pour concrete in
the tunnel. Then, SAK Construction hired Fortune last June. During that time, she also
obtained her American Concrete Institution certification, launched her own company
– Fortunate Trucking, and is in the process of obtaining minority- and women-owned
business certifications (MBE/WBE), as well as a commercial driver’s license (CDL).
“It’s definitely a great opportunity,” she said as she reflected on her journey.
“And it’s been so much better for me personally. It’s less stressful, you’re not
bringing your work home, it pays better, it’s just been a 180-degree difference.”
Fortune admits working in a male-dominated field comes with its own challenges.
“Sometimes, they don’t have confidence in you, or they think because you’re a beautiful
woman and don’t carry yourself in a rough way, you’re not as strong as you are,” she
said. Fortune just takes it all in stride and credits the great support she’s received along
the way from her superintendent, as well as different mentors.
Taking advantage of the training, certifications and networking opportunities also gave
her a great boost, she said. “Just being educated on it gave me more confidence so that
when men would look at me funny while I was pouring concrete, I could just turn my
head and be like ‘Now, what you got to say?’” she said with a laugh.
Fortune’s next mission is to become a subcontractor with her trucking company. In the
meantime, she’s working to recruit more women into the field, though it’s not always
an easy sell. “There are so many opportunities for us women in this field on so many
different levels, especially if you have a family… It comes with good benefits. A good
environment, if you get with the right company and it’s not stressful. You’re not wasting
your time or getting in debt and you don’t start off making pennies.”
In fact, when she looks back on how far she’s come, she’s filled with gratitude. “Even
if you’re a little iffy, worried or scared because of the way it looks, in the end, you’ll be
grateful and thanking God that you made that decision.”
PROGRAMS
THAT BUILD
SAROYA FORTUNE
BUD COHORT 11 GRADUATE
10 | FY 2020 DIVERSITY REPORT
ERTC SCHOLARSHIPS
Provides minorities and women
with opportunities for education,
internships, and employment with-
in the wastewater and stormwater
treatment plant industry
plus $1,000 stipend.
Two Full Ride
Scholarships with
Stipend
Two Internships (Legal
and Finance)
SIUE ENVIRONMENTAL
RESOURCE TRAINING
CENTER FOR
TREATMENT PLANT
OPERATORS
ST. LOUIS INTERNSHIP
PROGRAM, BOYS
AND GIRLS CLUB OF
GREATER ST. LOUIS
TWO PAID EIGHT WEEK
INTERNSHIPS
Photo: Saroya Fortune
11 | FY 2020 DIVERSITY REPORT
PARTNERING
WITH MSD
CONTRACTOR RESOURCES
ENGINEERING
Ashley Luster | 314.768.6285
CAPITAL CONSTRUCTION CONTRACTING
Damita Morris, Buyer | 314.335.2222
Stacey Hunter, Buyer | 314. 436.8738
SMALL CONTRACTOR PROGRAM
Michael Buetcher |314.648.2772
DIVERSITY PROGRAMS
Shonnah Paredes |314.768.6395
COMMODITIES
Gina Jamison |314.768.6395
ACCEPTABLE M/WBE
CERTIFYING PARTNERS
If your company is certified as a minority- or woman-owned business,
or you wish to learn more about the certification programs or how to
become certified, visit msdprojectclear.org or contact Diversity Programs
at 314. 768.6395. Acceptable M/WBE certifying partners include:
CITY OF ST. LOUIS
flystl.diversitycompliance.com
314.426.8111
MISSOURI STATE OFFICE OF EQUAL OPPORTUNITY
Oeo.mo.gov/oeo_certifications
573.751.8130
As the clean water provider for the metropolitan 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 continuously seeks to identify certified minority- and women-owned businesses in the areas of engineering
design, construction, service and supplies for 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
January 16, 2023 | 3:00 p.m
FEBRUARY
Site Improvement Association
Infrastructure Expo
February 20, 2024
1:00 p.m. to 6:00 p.m.
APRIL
MSD Annual Construction Capital
Improvement and Replacement
Program Presentation
ONGOING
Diversity Fairs for Tunnel and
Storage Facility Projects
Diversity Fair Lemay 3 Pump
Station | February 7, 2024
METROPOLITAN ST. LOUIS SEWER DISTRICT | 11
12 | FY 2020 DIVERSITY REPORT
Metropolitan St. Louis Sewer District
2350 Market Street
St. Louis, MO 63103-2555
314.768.6260
diversity@stlmsd.com
msdprojectclear.org/diversity