Outreach, Opportunity, & Engagement Committee

Project: Diversity Advisory Council 

The Illinois Tollway’s Diversity Advisory Council (DAC), created in 2015, has become a national model for embedding inclusion into infrastructure investment. Bringing together more than 20 advocacy organizations, the DAC works directly with Tollway leadership to shape policies that expand access for small, diverse, and veteran-owned firms and strengthen pathways to careers in heavy highway construction and engineering. Its guidance has led to groundbreaking initiatives such as the Small Business Initiative, awarding over $100 million in contracts, strategic unbundling of large contracts, creation of veteran goals on all Tollway contracts, and expansion of the Partnering for Growth mentor-protégé program. DAC members also helped launch ConstructionWorks, connecting nearly 500 underrepresented individuals with construction industry jobs. By functioning as a trusted two-way conduit between communities and the agency, the DAC has improved procurement outcomes, advanced workforce diversity, and built lasting trust—earning the Illinois Tollway IBTTA’s 2025 Toll Excellence Award in Outreach, Opportunity & Engagement.

Public Sector Winner

Program: 407 ETR's DEI Program

Building diversity and inclusivity on and off the road: 407 ETR’s Commitment to Diversity

The 407 ETR DEI Program, launched in 2021 and set to complete by December 2024, is a strategic initiative aimed at fostering diversity, equity, and inclusion within the tolling industry. Supported by the Board of Directors and Senior Management, the program focuses on increasing awareness, leadership accountability, and building a diverse and inclusive workforce. Key results include a 12% rise in the inclusion score, a 14% increase in diversity value, and a 7% boost in gender and racial/ethnic representation. With 50% of Executive Officers now identifying as visible minorities, the program also extends its impact through significant investments in youth sponsorships, STEM education, and Indigenous community support. These efforts highlight 407 ETR's commitment to embedding DEI principles into its business strategy and culture.

Private Sector Winner

Program: IDEA (Inclusion, Diversity, Equity, and Accessibility)

Private Sector Impact: Dewberry’s IDEA Program Fuels Inclusive Futures

Dewberry, a professional services firm specializing in engineering, architecture, and consulting, is committed to delivering innovative solutions and strengthening communities nationwide. Through their IDEA (Inclusion, Diversity, Equity, and Accessibility) program launched in 2022, Dewberry has cultivated a vibrant and inclusive culture that empowers employees and celebrates diversity. The establishment of six dynamic Employee Resource Groups (ERGs) has created supportive spaces for diverse voices to thrive. Demonstrating a strong commitment to supplier diversity, 75% of their payments now support local businesses, with 98 new firms welcomed into their network through proactive outreach events. In 2023, Dewberry's dedication to making a positive, lasting impact was further evidenced by over 8,600 volunteer hours devoted to community and STEM education initiatives, underscoring their passion for fostering growth and opportunity both within the organization and in the communities they serve.

Public Sector

Program: Partnering for Growth

The Illinois Tollway's Partnering for Growth Program creates opportunities for leaders of small and diverse firms to learn from experienced mentors how to grow and succeed in the transportation industry. Partnering for Growth encourages prime consultants and contractors to assist disadvantaged, minority- and women-owned business enterprise firms, veteran-owned firms and small businesses in remaining self-sufficient, competitive and profitable. Launched in 2007, the program is a win-win-win for all involved. Mentors and protégés benefit from newly formed business relationships. Protégés gain valuable experience and assistance to improve business practices and obtain or expand prequalifications. Construction mentors and protégés also earn bid credits that may increase their chances of winning Tollway construction contracts as low bidder. The Tollway's Technical Assistance Program providers are available to assist partnering firms at every step and offer matchmaking assistance and networking events throughout the year provide further opportunities for firms to connect. The Illinois Tollway benefits from a deeper pool of firms to support its 15-year, $14 billion Move Illinois capital program. Watch the awards ceremony.

Private Sector

Program: Diverse Supplier Initiative

Moved to action following the tragic killing of George Floyd in May 2020, Deloitte set out to identify ways to leverage its resources and capabilities to create a meaningful and sustained external impact that addressed the tenets of Diversity, Equity, and Inclusion. We quickly decided to focus our efforts on creating long-term, sustainable change in underrepresented business communities; and help bring about a future where the economic system is more equitable, sustainable, and inclusive. In November 2020, Deloitte convened leaders from Deloitte's Supply Chain team, Black Action Council, Global Procurement, and GPS Procurement organizations to determine how to evolve a robust supplier diversity Program. Within six months, we established the Deloitte US Office of Business Diversity ("OBD") to lead our Supplier Diversity activities across the country, and set the following as its Mission Statement: Create lasting wealth for historically underrepresented businesses owned by people of color, women, persons with disabilities, LGBT, veterans, and others (collectively referred to as "Diverse Suppliers"). Our goal is to do this by spending at least $1.0B annually with Diverse Suppliers by 2025, $200M in particular with Black owned businesses We envisioned developing an ecosystem of internal and external stakeholders that supports the identification, recruitment, development, use and retention of Diverse Suppliers. If successful, our efforts will reimagine the possibilities for innovative solutions and diverse partnerships. These diverse investments stand firm-wide, but our engagements in tolling and transportation model our organizational commitment to equitable impact. Watch the awards ceremony.
 

Public Sector

Project: Opportunity Corridor

The Ohio Turnpike and Infrastructure Commission approved more than $200 million in funding for the Opportunity Corridor project, which included the construction of a 3.1-mile boulevard in Cleveland, Ohio, from East 55th St. at I-77/I-490 to East 105th St. It was the first time in the history of the Commission to provide funding for a transportation improvement project that had a nexus to the 241-mile Ohio Turnpike. Commission members approved the funding on the basis that it improved access from the Ohio Turnpike and other major connecting highways to the city’s renowned center of healing, arts and learning in University Circle. Because the project was funded primarily by Commission bond revenues – with no federal funding for construction – diversity and inclusion goals to select contractors were established and exceeded by using an innovative approach. Contractors were also required to provide local residents with employment and career training opportunities. Commission funding for the Opportunity Corridor project – which included a 35-mph boulevard with a median, traffic signals, pedestrian and bicycle paths, tree lawns, landscaping and motor vehicle, pedestrian, and rail bridges – has resulted in a positive environmental and economic impact on historically disadvantaged communities. As a result of the project, developers have invested nearly $1 billion in projects within a quarter mile of the Opportunity Corridor. 

Private Sector

Project: People and Organization Program

Originally born from Emovis’ UK flagship operation, the People and Organization program focuses on employee engagement, diversity, inclusion, health and well-being. With the success of the initial project, Emovis decided that the UK model would become the blueprint for the global operating model and human resources policies and procedures. Emovis aims for a culturally diverse workforce, approaches diversity with open arms and encourages all to apply. Emovis guarantees that, if you are suitable for the position, it will accommodate all candidate requirements. The company operates in eleven countries and has a multi-cultural and multinational workforce, employing staff from all around the globe, including six continents and more than 30 different nationalities. Its top management originate from eight different countries. Within Operations, more than 60 percent of its employees are non-white. Emovis achieves the target of 50/50 gender mix, and at the Management level, exceeds its target of more than 30 percent women. The key to its success is a culture of open communication, respect and continuous improvement. From the outset of the project, the human resources team designed a program of activities focused on employee engagement, health and wellbeing, and it was very important to achieve a diverse and inclusive environment. The company reaches out to charities and employability support organizations that work with all kinds of candidates: from people with autism, learning difficulties or other disabilities, to foreign candidates where English is a barrier for employment. For example, Emovis has employed people with all kinds of disabilities, including someone with a hearing impairment who has the support of job coaches and British Sign Language signers and someone partially sighted who receives support of specialist equipment and software and has an environment suitable for their guide dog. This approach has widened the company’s recruitment pool, attracted candidates that would lose out through "normal" channels, delivered a high retention and engagement rate and reduced attrition and absence costs. The increased engagement of its diverse workforce has also delivered significant benefits to its customers.

Project: Business Diversity Prorgram

In 2021, the North Texas Tollway Authority (NTTA) became the first-ever winner of the IBTTA DEI Award. Since 2009, NTTA has maintained a successful business diversity program focused on disadvantaged, minority, and woman business enterprises. As a result, NTTA is a highly sought-after resource for other tolling organizations aiming to build their own diversity programs.