A promise to our people

Our mission, created by our founders Frank Woodard and Al Curran, begins with a promise to our people.

Woodard & Curran has built a national presence that provides opportunities for our employees to do challenging work and thrive while working together to make a difference in the world. Hiring exceptional people, supporting them with the best resources and mentoring, and doing meaningful work; that’s what makes Woodard & Curran an employer of choice.

Our overall goal is simple: attract and retain a diverse and engaged workforce, demonstrating a better retention rate than the industry average of 9% by 2020. In 2017 we set a 7 percent turnover rate goal. We adjusted this to 8 percent in 2018 to account for the increasing talent management challenge in the industry.

Since the development of our 2016-17 framework and report, we’ve seen an improvement in our voluntary turnover rate, an increase in the percent of employee stockholders, and a slight decrease in our performance review completion rate. We’re continuing to focus our efforts to retain and engage our employees by providing learning and growth opportunities, aligning performance and rewards, clarifying expectations, offering a comprehensive total rewards package, and expanding internal ownership. In 2019, we announced two new benefits: parental leave for our employees offering flexibility and paid time off to transition into a new chapter in their lives and volunteer time off, which allows more time for our employees to make a personal impact in their communities. 

Access our full 2016-17 report here to see more information about our actions, plans and awards. The data below captures an updated, 2018 snapshot.

highlights

  • Voluntary turnover rate

    8.2%
  • Performance review completion rate

    90%
  • Employee ownership percentage

    29%

A culture of safety

Woodard & Curran holds in highest regard the health and safety of our employees, contractors, clients, and the public, and we are committed to providing a workplace that reflects this value. Built on a philosophy that safety is a core value rather than a priority, Woodard & Curran’s safety culture begins at the highest level and strives to engage and empower our employees to work and advocate for their safety and the safety of those around them.

In our 2017 employee engagement survey, 94 percent of employees agreed that health and safety is a core value at Woodard & Curran. This is demonstrated in our Days Away, Restricted, and Transfer (DART) and incident rates. Our total incident rate (TIR) for our consulting and construction businesses, a slight decline from the zero rate in 2017, is 29 percent below the industry average. Our Operations & Management (O&M) business TIR is 50 percent below the industry average, an improvement from the 2.15 rate in 2017.1

With an increased head count and continued focus on health and safety trainings, we significantly increased our total hours of training since 2016: from 5,314 to 6,987.

Access our full 2016-17 report here to see more information about our actions, plans and awards. The data below captures an updated, 2018, snapshot of our O&M, consulting and construction businesses.

TIR2

  • O&M


    2.1
  • Consulting, Construction & Corporate Services

    0.5

DART Rates

  • O&M


    0
  • Consulting, Construction & Corporate Services

    0

Hours of Health & Safety training

  • O&M


    2,933
  • Consulting, Construction & Corporate Services

    4,054

Diversity is the foundation of creativity & innovation

We view diversity and inclusion as core values that are part of every aspect of our work. We are committed to both living those values and promoting diversity as a critical business strategy. We do so understanding that by many measures our industry and our workforce are not as diverse as they could be. To change this, we are embracing diversity and inclusivity in our hiring, our culture, and the way we deliver our work. Our employee-driven action teams, alongside our Diversity & Inclusion Chair and Advisory Committee, have developed business plans for improving the diversity and inclusivity of our talent pipeline, project teams, and office environments, including metrics that will track and measure progress.

Access our full 2016-17 report here to see more information about our actions and plans. The data below captures an updated, 2018, snapshot of our employee and Board of Directors demographics. Since 2017 we witnessed some small changes in our employee demographics; notably: an increased female and ‘under 35’ population, a decrease in our non-white population and an increased female population on our Board of Directors.

Employee demographics

Gender

  • Female

    32%
  • Male

    68%

Age

  • Under 35

    36%
  • 36 to 54

    42%
  • Over 55

    22%

Race/Ethnicity

  • White

    89.8%
  • Non-White

    8.9%
  • Undefined

    1.3%

Board of Directors demographics

Gender

  • Male

    67%
  • Female

    33%

Race/Ethnicity

  • White

    89%
  • Non-White

    11%

The industry average TIR is 4.2 for O&M, based on the 2017 average of private and municipal water sewerage industries (NAICS 221300). The industry average TIR is 0.7 for consulting, construction and corporate business areas, based on the 2017 engineering services industry (NAICS Code 541300).

Total Incident Rate is the number of recordable incidents per 200,000 hours worked. The DART rate is based on the number of hours, per 200,000 requiring "days away, restrictions and transfers."

2020 Goals

  • Voluntary turnover rate of 8%.
  • 100% participation in the annual review process.
  • Expand internal ownership to 1/3 of all employees.
  • Zero health & safety incidents - our goal is to eliminate foreseeable hazards.