At The Boldt Company, building isn’t just about delivering projects — it’s about people. It’s about cultivating a future where leadership is inclusive, growth is intentional, and women are central to driving progress. Across the company, women are reshaping what leadership looks like in construction, especially in operations, where representation has traditionally lagged. 

Boldt’s commitment to inclusion goes beyond policy; it’s embedded in the culture. Women comprise 34% of the Boldt California team — far above the industry average. This progress is no accident. It reflects Boldt’s investment in mentorship, career development and a strong support network that empowers women at every stage of their journey. 

In 2025, Boldt expanded its team to support major health care projects in Northern California. With growth comes opportunity, and Boldt continues to prioritize a workplace in which diverse voices are heard and leadership is accessible to all. 

“Being part of such an inclusive environment has deepened my appreciation for diversity and sparked new creativity in my work. Boldt’s commitment to inclusion has been key to my development and I’m proud to be part of a company that truly values it,” says Kaitlyn Davis, who was recently promoted to safety specialist.

“At Boldt, ‘women supporting women’ isn’t just a saying — it’s how we operate. We’ve built a strong internal network that champions career advancement and leadership.”— Brooke Higman, Operations Manager 

Operations Manager Brooke Higman adds, “At Boldt, ‘women supporting women’ isn’t just a saying — it’s how we operate. We’ve built a strong internal network that champions career advancement and leadership. The challenge isn’t just about attracting women to the industry — it’s ensuring they grow and lead, especially in operations. Intentional support and advocacy make that possible and that’s
our focus.” 

A great example of that in action is Boldt’s Women at Boldt Employee Resource Group, which gathers and supports Boldt’s women employees through ongoing learning, team building and growth. Another example is an internal DEI Committee that meets every other week to share feedback, explore complex topics, educate, and curate inclusion and belonging initiatives. These groups help to embed inclusive practices into the company’s culture and operations.    

Boldt’s people-first mindset is shaping the next generation of leaders. By fostering curiosity, mentorship and growth, Boldt is building more than projects — it’s building a resilient, future-ready team.