Based in Cincinnati, OH, the leadership of Jostin Construction includes diversity, equity, and inclusion (DEI) as a founding principle. In fact, according to the company’s website, “Jostin Construction is a full-service construction company, built by people of diverse backgrounds who share a common vision for creating and providing a diversity of opportunities for all.”1
The concept of diversity wins characterizes this foundational tenet, as it is woven throughout the company’s culture. DEI is lived throughout the company and is pivotal to the company’s success in such a way that one cannot separate the two from each other.
This article dives into Jostin Construction’s experience with the application of DEI principles in the construction industry.
It serves as a case study of the successful integration of DEI into a company’s culture as a critical factor to ensuring long-term success in the modern workplace.
DEI in Construction
Although DEI has become a catchphrase in many workplaces and industries, it’s not easily defined.
Diversity, equity, and inclusion are three intertwined concepts that provide a safe space for people of diverse backgrounds, experiences, genders, beliefs, ethnicities, and cultures to work together in a collaborative, respectful environment. DEI seeks to give all people a voice so that they are free to be their authentic selves.
DEI in Jostin Construction
Trust & Respect
Albert and Liza Smitherman, the founders of Jostin Construction, saw the company as a vehicle to teach people in the community necessary skills to satisfy the demand for flat concrete in the Cincinnati area.
Albert knew that creating a workplace that would be a safe space for people of diverse backgrounds, ages, genders, and beliefs had the potential to provide an engaging and productive environment where ideas could be respectfully debated and creative solutions and strategies developed.
In 1998, long before DEI became a headline, he believed that the dynamics of respectful debate and collective learning would lead to a competitive advantage for his company; with that, Albert and Liza built the company on a cultural foundation of trust and respect.
Jostin’s Why
“Before ‘company purpose’ was common, we identified our ‘why’ — which is to create and provide a diversity of opportunities for all. Our why drives us to challenge the status quo and break down barriers. It guides our work and how we engage with our employees, clients, partners, and the community.”2
The Jostin why charted a course of DEI that predates conversations in the modern workplace. The why, the embodiment of DEI, is deeply woven into the company’s fabric.
Success with a genuine implementation of DEI requires the identification and removal of barriers. Inside Jostin, there is an expectation that all team members embrace familiarity, comfort, and ultimately trust in one another. Transparency and respect among
colleagues has created and reinforced these three tenets.