Culture & Belonging

As a signer of the 100% Talent Compact and member of the Boston Women’s Workforce Council, Nitsch has demonstrated a true commitment to understanding – and closing – wage gaps. Our wage process ensures that compensation is fair and just, meaning that people in similar roles receive equal pay for work of equal value. It involves assessing the salary of each employee and potential new hire, as well as their qualifications and experience, and balancing as appropriate at least once per year.

We believe that strong connections among employees are the foundation of a healthy and collaborative workplace. We provide opportunities for all employees to engage, share ideas, and build community across teams and locations. This is achieved with help from our Employee Resource Groups and Culture Crews:

• Employee Resource Groups (ERGs): Nitsch currently has six ERGs that foster belonging, inclusion, and trust across the company. Open to all employees, these groups provide an avenue for sharing perspectives and educational materials, creating safe spaces for conversations, promoting events, celebrating our cultural differences and the uniqueness of individuals, offering feedback, and contributing ideas on company policies and new initiatives.
• Culture Crews: Founded in 2023, Culture Crews help strengthen connections between employees across all offices and remote teams. Employee volunteers organize company-sponsored events and encourage informal interaction, creating a workplace where collaboration and engagement are natural and enjoyable.

Nitsch is committed to making sure that job opportunities are accessible to a wide range of candidates. This includes leveraging established connections, recruiting from a wide variety of schools, and advertising in appropriate trade publications.

According to the American Council of Engineering Companies (ACEC), the U.S. faces a critical shortage of engineers. With an estimated 400,000 new engineers needed each year, the existing pipeline is insufficient. Nitsch is committed to helping expand opportunities and inspire the next generation of engineers through proactive education, outreach, and mentorship. Our key initiatives include:

• Introduce a Girl to Engineering Day – hosting an annual event introducing 6th-12th grade students to engineering careers.
• Judith Nitsch Scholarship – supporting higher education opportunities for aspiring civil engineers or land surveyors.
• ACE Mentoring Program – mentoring high school students to explore careers in architecture, engineering, and construction.
• Community Partnerships – collaborating with schools and programs to provide engineering education and resources to students and teachers.

Nitsch is committed to ensuring that no individuals are discriminated against because of their race, color, religion, ethnicity, sex, sexual orientation, gender identity, ancestry, mental illness, national origin, age, disability, protected genetic information, marital status, citizenship status, arrest record, military service, veteran status, or any other characteristic protected by law in the company’s hiring practices, in employees’ performance evaluations, in pay rates, or in other employment considerations such as promotions or terminations.

One key challenge for first-generation college graduates and early-career engineers is access to mentoring that supports career growth. Through our internal mentoring programs, as well as support for professional and industry organizations, Nitsch provides opportunities for all employees to learn, grow, and benefit from meaningful mentoring relationships. Participation in these organizations also helps employees build professional networks that they can use for learning, knowledge sharing, and teaming opportunities.

Building a strong culture and fostering belonging requires ongoing learning and intentional work. To guide these efforts and ensure they are integrated into everything we do, the corporate task force leads the development of goals, reviews policies and practices, and monitors progress. This long-term approach is informed by proven frameworks and best practices. Through these efforts, we aim to improve the overall human and employee experience.

We recognize that balancing work, family, and personal responsibilities can present unique challenges that may impact career growth. We also recognize that retaining and developing talent in the engineering industry is essential. For this reason, we provide a flexible work environment that allows employees to stay in the workforce and continue to grow, even as they pursue other personal goals.

At Nitsch, building and sustaining a strong culture requires listening, learning, and taking action. We use a variety of approaches to understand employee experiences, gather feedback, and continuously improve our workplace. Insights and feedback from multiple surveys are translated into intentional initiatives that strengthen our culture and ensure accountability.