Diversity, Equity, and Inclusion

• Diversity Advancement Scholarship, established with the Connecticut Architecture Foundation for students of color pursuing architecture and engineering careers.
• Student Loan Repayment Program for employees to assist in paying down student debt, which disproportionately impacts people of color.
• Inclusion and Belonging Surveys to assess employees’ feelings about workplace culture, and an anonymous online Suggestion Box on the company intranet to keep channels of communication open.
• Diversity & Inclusion Blog, a dynamic, interactive internal website with news, events, volunteer opportunities, resources, social media, cultural celebrations, conversation threads, videos, and more.
• D&I Book and Film Club for staff to share conversations about challenging topics.
• Career Fairs for members of underrepresented groups with the Minority Construction Council, Women in Architecture and Design, and the National Organization of Minority Architects Students, serving as panelists, mentors, and presenters.
• ACE Mentor Program volunteer mentorship opportunities that bring our staff together with high school students.
• Habitat for Humanity build days and other paid community service initiatives for employees.
• Community outreach from collecting school supplies and holiday toys for families experiencing homelessness to beautifying a food bank to volunteering in K-12 classrooms.
• Diversity Challenges, Equitable Practice Courses, and other educational program participation with the United Way, AIA, NOMA, Builders of Color Coalition, and other organizations.
• Inclusive Leadership Program with for senior management and multiple J.E.D.I. Education Sessions for all employees, with various outside consultants, as well as candid follow-up conversations.
• Recruitment and hiring practice assessment on an ongoing basis to align with the firm’s goals of further increasing hiring, retention, and advancement of talented professionals from underrepresented backgrounds and identities.

Hoffmann’s recruitment and hiring is governed by a strong commitment to equal employment opportunity and affirmative action, with a focus on eliminating artificial barriers and increasing opportunities for the recruitment and advancement of underrepresented groups, including BIPOC, women, LGBTQIA+, people with disabilities, and people of diverse ethnic and religious identities. The firm regularly reviews hiring practices to assess progress toward affirmative action goals and ensure that all employees are given equal opportunity for assignments and promotions, as well as mentoring, training, and career development.

Hoffmann has actively worked to increase the proportion of underrepresented groups in leadership positions, including shareholder and office director roles. When retaining subconsultants, the firm has a policy of partnering with M/WBE enterprises whenever possible to advance opportunities for local women- and minority-owned companies. After years of frequent collaboration, Hoffmann has built excellent relationships with many such small businesses.

From working to build a pipeline of diverse professionals to empowering members of underrepresented groups within the firm, Hoffmann is committed to fostering a work culture that attracts and retains top talent, values diverse experiences and perspectives, encourages innovation, and promotes career growth and mentorship to expand diverse representation in leadership. Heightened cultural competence within the firm enables our project teams to be more effective in engagements with clients and consultants, with sensitivity to each person’s unique perspective, experiences, and needs.