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It is our third year participating in Operation Santa Clause where we adopted four letters written by children, to Santa, that are in need of some holiday cheer.  It was such an amazing experience to be able to provide gifts to four kids who truly believed that Santa had come through and was able to fulfill their wishes.  The smiles on their faces said it all and we were so thankful to have been apart of this amazing program.

CW was in the holiday spirit and celebrated this festive season at 620 Loft & Garden which is right on Fifth Avenue. What says the holidays like views of the Rockefeller City Christmas Tree, Saks Fifth Avenue, which we built back in the early 1900s, and St. Patrick’s Cathedral.  There was great food, great music, drinks, and maybe even a little dancing while we all enjoyed our time together as one collective team.

Cauldwell Wingate attended last nights New York Building Congress Centennial Ball where we were honored as one of the 100 year founding members!  We are so proud to have been one of the key builders in New York as it has evolved and grown over the course of 100 years!  “New York….. concrete jungle where dreams are made of!”  #NYBC100

In celebration of upcoming Thanksgiving we wanted to take the time to thank all of our staff at CWC!  Thanksgiving inspired lunches were sent to all sites and we had a mini Thanksgiving feast at the main office complete with lots of pie!  #talkturkeytome

Congratulations to the winners of our amateur site photography contest, Heather Holle and Kenneth Gonzalez!  Here is our 277 Park Project in the perfect lighting!

Cauldwell Wingate’s President & CEO, Robert Palumbo, was honored to be a presenter at the BTEA Transformative Leaders 2021 Awards Ceremony.  We would like to congratulate all of the honorees and thank the BTEA for hosting this special event.

Last week we had our monthly safety meeting where we brought in a subject matter expert and labor law attorney to discuss the importance of fall safety and Labor Laws 200 – 240 – 241.  In addition, we had a Share 911 Training which taught all staff how to use our new safety platform(app) to alert teams of an imminent threat, such as an active shooter or fire, or a medical emergency or safety issue on site or in the main office.  CW puts a huge emphasis on safety in every aspect of our business and we look forward to continuing to adopt new ways to keep our sites and staff safe at all times.  @share911  #safetycomesfirst #CWsafety

It was a fun-filled Halloween here at Cauldwell Wingate!  There was a candy, cupcake, cookie bar, a Candy Count Contest, a Costume Contest and, of course, goody bags sent to everyone on site!!! It was spooktacular!!  Have a look at all of the fun pics from the day!

Today, Monday 10/18/2021, is the first day of the first-ever Construction Inclusion Week @TFC_CIW!  Cauldwell Wingate supports initiatives promoting diversity, equity and inclusion in the work place and, of course, within the construction industry.  Below please find five key topics on how we can better understand and promote inclusivity within our work environments.  #constructioninclusionweek @CAGNY #CAGNY #DEI Day One: Leadership Commitment & Accountability – To fully realize a culture of inclusion and belonging requires both leadership commitment and accountability to ourselves and others. Neither leadership nor accountability are top-down but rather shared responsibilities that each of us regardless of role, title or position can actively demonstrate. There are lots of examples and definitions for leadership. But at its most basic level leadership is the ability to influence others towards achieving a goal. Accountability is owning and accepting responsibility for one’s actions. When these are put in the context of diversity, equity and inclusion, it means we all have a part to play. All of us being leaders, modeling the behavior we want to see in others and influencing others towards the goal of a more inclusive society; and holding ourselves and others accountable to actions that help inspire and achieve that vision. Day Two: Unconscious Bias Education and understanding the implications of unconscious bias, is critical to cultivating a culture of inclusion and belonging. It is important to recognize not all unconscious bias is bad and unconscious bias is an inherent trait of being human. Unconscious bias is the brains way of efficiently filtering and organizing information. In its simplest form it can be benign, helping us to easily decide what to have for lunch. In its most complex form it can be insidious, manifesting in reinforcing or enabling negative stereotypes. In the first example we can quickly decide on the food we like. In the latter example, this can lead to exclusionary and harmful behavior. Defining unconscious bias, recognizing how it can manifest in the workplace and engaging steps to mitigate are the building blocks to creating and maintaining a diverse, equitable and inclusive environment. Day Three: Supplier Diversity – What is supplier diversity and why is it important? Supplier diversity is a business practice that refers to the inclusion of businesses owned by diverse individuals or groups in the procurement of goods and services. A diverse supplier is generally defined as a business that’s at least 51% owned and operated by an individual that’s part of a traditionally underrepresented or underserved group. Common classifications are minority-owned business enterprises (MBEs), woman-owned business enterprises (WBEs), and small-business enterprises (SBEs). Businesses owned by other minority groups, such as LGBQT+, veterans, and persons with disabilities, may also be considered diverse suppliers. Day Four Jobsite Culture – Establishing and maintaining a positive jobsite culture means that everyone gets to experience a work place that is inclusive and respectful. We know what a good jobsite culture feels like – it’s the job that everyone wants to be on because it looks and feels welcoming. We also know that a good culture leads to a safer and more productive job, one that provides higher value to our client and allows each and every worker to perform their best work. Everyone must actively care for each other and ensure that everyone feels both physically and psychologically safe. Jobsites are our work homes, they are where we spend our days, and they are where we gather the emotions, attitudes, and behaviors that we bring home to our families. We should expect to get a high level of respect and standard of care where we work. We must create work places which are equitable and meet the needs of all employees, industry-wide. We need to ensure jobsites are free of bias and harassment; where all are treated with respect; sites in which our professional opinions are heard and valued and all have a seat at the table. Additionally, our clients appreciate and have come to expect a diverse and respectful workplace. This is not diversity on paper only, we need to foster collaborative and inclusive teams where everyone can do their best work and deliver for our clients. Day Five: Community Engagement Community engagement, through volunteering and financial donations, is embedded in most companies in our industry. History has shown us we are an enormously generous group of people. As we continue to advance our efforts to create a more diverse and inclusive environment, it is important to step back and look at our community engagement through a DEI lens. Are we supporting diverse communities in meaningful ways? Is there open dialogue between our companies and community leaders? Are we leveraging the resources of our industry to create real social change? Whether through in-person volunteering, cash donations, employee giving or sponsorships, we are in a unique position leverage our desire to give to create positive change in inclusion within our companies and our communities.

On August 11th, CWC received word that J.P. Morgan Chase was cancelling its 2021 Corporate Challenge. Understandably disappointed, Staff decided to “stay the course” and hold their own race on original date (October 6th) in Central Park. In lieu of race tee historically provided with registration fee, CWC created its own custom shirt for event. To put a slight twist on things, they went with the “traditional” (pre-2015) counterclockwise course from East 72nd Street north to 110th Street and then worked their way south to West 72nd Street, one block from the post-race team dinner at Harvest Kitchen, our go-to eatery the past six years. There was a broad cross-section of staff in attendance. Participants walked, ran, jogged and sauntered the 3.2 mile course. A good time was had by all – we look forward to returning next spring for the 2022 J. P. Morgan Chase Corporate Challenge.