At Fluor, Every Voice Matters

At Fluor, we are committed to fostering an environment that embraces diversity, equity and inclusion (DE&I), where all employees are able to fulfill their potential regardless of their ethnicity, background, disabilities, orientation or gender.

Download Fluor's Diversity, Equity & Inclusion Statement.

DE&I Framework

The objective of Fluor's DE&I framework is respect and dignity for all. Some components of this framework follow.

DE&I Training Materials and Resources

Fluor provides ongoing training and development for all salaried and craft personnel through multiple venues, including the company’s online learning platform, Fluor University. Employees can select from a variety of online training courses, as well as location-specific and instructor-led courses.

Mentoring Circles Programs

Fluor's Mentoring Circles Programs give employees broad exposure to leaders in a team-based setting. Mentors are DE&I champions who help the company foster high levels of employee engagement. Our programs have been recognized by external organizations such as the U.S. Equal Opportunity Commission, Fortune magazine and HR Houston's IMPACT award organization.

Knowledge Transfer

Knowledge transfer across our talent pipeline is a key focus area for Fluor. Pilot programs include reverse mentoring from junior to senior personnel and shadowing and expedited knowledge transfer through one-to-one coaching.

Listening and Learning

Fluor hosts Listening and Learning Sessions on a regional and office basis to provide an opportunity for employees to discuss the priorities that they believe will enhance their workplace experience. These sessions are facilitated by third parties, and the results are shared with regional management.

Inclusion Councils

Inclusion Councils are employee forums led by executive management to identify ways to enhance employees’ experiences and advance DE&I. Fluor added three inclusion councils in 2021, bringing the total to six: Australia, Canada, Europe, Latin America, Southeast Asia and the United States. Additional regional inclusion councils are planned in 2022.

Employee Resource Groups (ERGs)

ERGs are communication, networking, support and affinity forums that also have seats on Fluor’s regional Inclusion Councils. ERGs are nominated and led by employees, each with an executive sponsor. Fluor ERGs include:

  • Growing Representation & Opportunity for Women (GROW℠)
  • Graduates Advancing to Professionalism (GAP)℠
  • Emerging Leaders Group
  • Black Employee Alliance

Social Responsibility and Charitable Donations

Fluor has extended our Fluor Cares and charitable donations to DE&I focus areas including:

  • Contributing $1 million over three years to select universities and programs, including Historic Black Colleges and Universities, and supporting the delivery of science, technology, engineering and math (STEM) programs in schools on a global basis.
  • Redirecting 50% of our annual Global University Sponsorship program budget to support broader diversity programs.

Supplier Diversity Program

Fluor’s Supplier Diversity Program affirms our commitment to achieving excellence in supplier inclusion and promoting opportunities for diverse suppliers. Our program aligns with corporate and client project goals and standards of the U.S. Government regarding small minority- and women-owned businesses.

Read Fluor's Supplier Diversity Policy.

In 2021, Fluor's spend with diverse suppliers was 18% of total U.S. spend. Fluor has established a target for 25% of its U.S. supplier spend to be with diverse suppliers and contractors by 2023. Operating in more than 60 countries around the globe, Fluor takes our commitment to local spend seriously. In 2021, 78% of Fluor’s total spend – or approximately $4.8 billion – was with local suppliers and contractors. Fluor defines local as in-country, which aligns with the World Bank’s definition.