What Employees Say
This is a physically safe place to work.
I'm proud to tell others I work here.
People here are given a lot of responsibility.
I am able to take time off from work when I think it's necessary.
I feel good about the ways we contribute to the community.
What They Do
We asked Shawmut Design and Construction to explain what they do. Here is what they had to say.
Shawmut is a national construction management firm with a reputation for completing complex projects for A-list clients. As an employee-owned company, we created a culture of individual ownership and innovative thinking focused around providing the gold standard of client service.
About this Company
| Website: www.shawmut.com|| Industry: Construction|
| US Headquarters: Boston, Massachusetts, 02118|| US Sites: 9|
| Major Locations: Boston, Massachusetts; New York, New York; Chicago, Illinois; Los Angeles, California; Las Vegas, Nevada; Miami, Florida; North Haven, Connecticut; Providence, Rhode Island; Springfield, Massachusetts|| US Employees: 986|
| US Revenues: $1,155.6 million|| Worldwide Revenues: $1,155.6 million|
| Corporate Structure: Private|| Founded: 1982|
Perks and Programs
We asked Shawmut Design and Construction to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.
- Shawmut Flex: At Shawmut, flexible work has a strategic purpose, helping attract and retain the best employees. Shawmut Flex provides employees with the most flexible, yet functional, form of work yet, by creating individual work schedules between managers and employees. Such modified work options include telecommunicating or remote work, compressed work weeks, job sharing, and shifting work hours. These arrangements are a proven way to enhance employee engagement, productivity, and job satisfaction, all of which ultimately serve to enhance our customer experience. Shawmut Flex is a critical part of demonstrating our commitment to building a workplace culture of respect, empowerment, and innovation.
- CMST Program: Shawmut’s Construction Management Skills Training (CMST) program is a great opportunity for recent college grads to experience the three main areas of construction—Project Management, Site Supervision, and Estimating—while enjoying the benefits of a full-time, salaried position. This rigorous three-year program allows trainees to gain first-hand knowledge of what it takes to be successful through hands-on rotations in each of these three areas, while gaining a comprehensive understanding of how to run world-class projects. The third year also includes a challenging leadership development curriculum. At the end of the program, trainees graduate and continue their careers with roles of assistant project manager, assistant superintendent, or assistant estimator.
- Employee Ownership: As a 100% employee-owned company, every employee enjoys the benefits of our Employee Stock Ownership Program (ESOP), including annual contributions averaging 10% of annual salary into a personal retirement account. This model gives each and every employee a vested interest in the success of the company.
- Diversity Leadership Council: Shawmut is committed to being a leading-edge, talent-driven organization. Shawmut wants to be the employer of choice for everyone. Shawmut, like many other leading companies, benefits from improving talent retention, particularly among under-represented or non-majority people within the company. However, unlike many companies, Shawmut is 100% committed to doing something about it. After a lot of challenging work from many folks, Shawmut created the Diversity Leadership Council. The DLC is committed to taking action, coordinating with other groups within the company to maximize efforts, and being a voice for anyone with concerns around Diversity & Inclusion at this company.
- Pan-Mass Challenge Participation: Shawmut participated in the 2018 Pan-Mass Challenge, marking the eleventh straight year the firm has participated in the two-day bike-a-thon. Team Shawmut has raised more than $1.3 million in total fundraising since the team’s inception. The money raised directly supports the research being conducted by Dana-Farber Cancer Institute’s Dr. Christopher Sweeney, who rode with Team Shawmut for the fifth year in a row. Once again, Team Shawmut drew a large group, including CEO Les Hiscoe, 32 Shawmut employees and friends, Dr. Sweeney, and three of his patients. Team Shawmut has consistently raised more than $100,000 a year to support Dr. Sweeney’s efforts, enabling him to create a unique database of cancer specimens that allows his team to find the key causes of incurable cancer and to test a new drug designed to make standard therapies more effective.
- Paid Family Leave: Shawmut unveiled a four-week Paid Family Leave benefit, a leading-edge offering in the construction industry. Paid Family Leave provides up to one month of paid leave to employees following a birth, adoption or foster care placement, or to care for a family member who has a serious health condition. Available to both men and women, the policy ensures that Shawmut’s employees are there for their family’s most important moments.
- Anonymous Question Portal: Communication and innovation are at the core of Shawmut’s leadership strategy. Shawmut CEO instituted a Question Portal on the Shawmut Intranet to encourage dialog across all levels of the organization. This portal allows questions to be asked anonymously and subsequently answered by senior management at quarterly Town Hall meetings.
- Summer Fridays: One of the ways Shawmut ensures that employees receive extra time off is through the “Summer Friday” program. From June through the beginning of September, employees split into two groups, each enjoying select Friday’s off. Employees appreciate it and come back the following Monday refreshed and ready to hit the ground running.
- iPhones for Everyone: Shawmut provides each employee an iPhone at no charge for both business and personal use. It's a great way to stay connected both in the office and on job sites.
COMPENSATION BY THE NUMBERS
| 50% Match of employee’s 401(k)/403b contribution up to 8% of salary||100% Company-paid health coverage for employees|
| 83% Company-paid health coverage for dependents|| 100% Company-paid health coverage for part-timers|
| 30 hours Weekly hours required for part-timers to receive health insurance|
- Employee stock ownership plan (ESOP)
WORK-LIFE BALANCE BY THE NUMBERS
| 32 days Paid time off after one year of full-time employment|| 32 days Paid time off after one year of part-time employment|
| 5 days Paid sick days after one year of full-time employment|| 5 days Paid sick days after one year of part-time employment|
| 32 Days Paid time off as of first day of full-time employment|| 32 days Paid time off as of first day of part-time employment|
WORK-LIFE BALANCE PROGRAMS
- Flexible schedule (20% use it)
- Telecommute option (20% use it)
- Compressed work weeks (20% use it)
- Subsidized On- or Off-site Fitness
- Onsite Amenities (Gym
FAMILY CARE BY THE NUMBERS
|70 days Job-protected maternity leave (including FMLA/STD) ||70 days Job-protected paternity leave (including FMLA)|
|70 days Job-protected parental leave for adoptive parents (including FMLA)*|
HEALTH INSURANCE COVERS
- Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
Community and Environmental Impact
| 8 hours Paid time off to volunteer|| $700,000 Philanthropic donations in last year|
| Self-Conducted Environmental impact audit|| Yes Sustainable commuting program|
| Yes Renewable energy program|| Yes Carbon offset program|
| Yes Recycling program|| Yes Locally-sourced food program|
- Chief People Officer oversees diversity and inclusion practices
- Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
- Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
- 12 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
- Non-birth parents in same-sex relationships can take parental leave
- Medical care covers gender confirmation surgery
| 250 Forecasted positions to fill in coming year|| 7% Job Growth|
| 28 Average applicants per opening|| 7,100 Total job applicants|
| 41% New hires by employee referrals|| 15% Openings filled by current employees|
| 37 Recent graduates hired|| 6% Voluntary turnover for full-time employees|