IDEA
There is no typical life experience. We all have unique upbringings; we live in varying climates, regions, and communities; and we meet different people along our individual paths that shape who we become. These personal narratives form the fabric of Fuss & O’Neill.
These principles influence our designs and are reflected in our choice of projects and partners. We seek out like-minded collaborations and know that diverse perspectives produce informed ideas. We support organizations that celebrate and promote inclusion and have implemented organizational measures to ensure that all employees are supported and empowered to bring their true selves to work.
Employee Driven
Our IDEA (Inclusion, Diversity, Equity, and Access) Committee leads company initiatives that provide ongoing education, outreach opportunities, and safe dialog spaces to support a healthy work environment. Through roundtable discussions, guest speakers, webinars, and shared media, conversations and connections begin.
Roundtable Topics
- Unconscious Bias
- Structural/Systemic Oppression
- Hostile and Unpleasant Design
Books/Podcasts
- 99% Invisible Unpleasant Design & Hostile Urban Architecture (podcast)
- White Men’s Roads Through Black Men’s Homes by Deborah Archer
- A ‘Forgotten History’ of How the U.S. Government Segregated America (podcast)
Workshops/Webinars
- The Intersection between Equity and Transportation
- Including All Users: A Panel on Universal Design
Fuss & O’Neill offers employee resource groups, affinity groups, and interest groups that are employee driven and employee led. These spaces provide educational opportunities, create awareness, and foster community building among our employees to promote belonging.
Policy Backed
Our internal policies align with our commitment to diversity, equity, and inclusion. In addition to long-term goal setting for personnel growth in our workforce, titled management, and company ownership, we have implemented procedural changes that guarantee a fair and safe workplace.
- All policy documents, contracts, and communications utilize gender-neutral language.
- Preferred pronouns are offered for internal and external communication.
- Names, addresses, and other identifying information are removed from resumes when presented to hiring managers.
- Interview teams are representative of a diversified work group.
- Meetings have established inclusivity guidelines.
Community Focused
In collaboration with our corporate citizenship program, F♥O♥R♥C♥E for Change, we financially support and volunteer with organizations dedicated to ensuring equity and equality. We work with 501(c)(3) that are local to our offices and that are suggested by our employees. Recent donations and outreach events include: