Mortenson, sponsor of the 2026 Nebraska Women in STEM Conference, discusses how how their values-driven culture, diverse career opportunities, and intentional strategies for recruiting and retaining women in STEM directly support stronger teams and better outcomes.
Tell us about Mortenson.
Mortenson is a family-owned corporation built on strong values, family heritage and a commitment to making a difference in the communities in which we work. Since our founding in 1954, Mortenson has been “building for the greater good” in all that we do. As a top 20 developer, builder and engineering services provider, we serve the renewable energy, commercial, manufacturing, infrastructure and institutional sectors. Our portfolio of integrated services helps our customers and our partners move their strategies forward. The result is a partner, fully invested in the business success of its customers.
The foundation of our culture is driven by the key principles of “Do the right thing”, “We before me”, and “Inspire what’s possible”. As Mortenson, we put these principles in all we do – it’s how we show up for each other and for our business partners and customers
What makes Nebraska a great home to your organization?
Nebraska gives Mortenson team members stability, affordability, and focus, all of which directly support better project outcomes and long-term program success. It’s a place where people can stay, grow, and deliver at a high level over time.
1. Strong talent + work ethic alignment
Nebraska has a deep bench of professionals who are:
- Practical, reliable, and team-oriented
- Comfortable with complex, long-duration work
- Aligned with Mortenson’s values around ownership and accountability
2. Ideal hub for regional and national work
From a logistics standpoint, Nebraska is centrally located, making it a strong base for:
- Supporting multiple campuses across the Midwest and beyond
- Traveling teams without the burnout of coastal congestion
- Programmatic data center delivery that spans states
- Career growth without constant relocation
- Increasing local expertise
- The ability to build deep, repeatable delivery teams
3. Family-friendly + quality of life
Many team members value:
- A pace of life that allows focus at work and time at home
- Strong schools and safe communities
- Space, affordability, and balance
- Home ownership that’s attainable
- Shorter commutes
What types of careers do you offer and how do you recruit and retain women in STEM?
Mortenson offers a wide range of career paths that span engineering, construction, technology, and business, in complex sectors such as data centers, power, renewable energy, healthcare, and more.
- STEM-focused and technical roles include:
- Project engineers and field engineers
- Electrical, mechanical, and civil engineers
- Virtual design and construction (VDC) specialists
- Commissioning and quality engineers
- Sustainability and environmental engineers
- Data analytics and construction technology roles
- Broader career paths include:
- Project management and operations leadership
- Supply chain and procurement
- Business development and strategy
- Design integration and engineering services
- Safety, quality, and risk management
Many of these roles offer multiple entry points, from internships and early career programs to experienced leadership positions, and clear pathways for advancement.
We recruit women in STEM early and intentionally by partnering with universities, student organizations, and internship and co-op programs that provide hands-on field and project experience. We also focus on targeted outreach through women focused STEM networks and use inclusive hiring practices, such as diverse interview panels and skills based evaluations, to ensure candidates are assessed on capability and potential.
Retention is driven by clear career paths, active mentorship and sponsorship, flexible career models, and an inclusive jobsite culture where women can lead with confidence. This matters because diverse technical teams deliver stronger outcomes, and supporting women in STEM is directly tied to how we build, innovate, and succeed long term.
What advice would you give to other STEM employers who want to implement strategies to reduce barriers for women?
For STEM employers serious about reducing barriers for women, the first step is to be intentional and honest about where gaps exist; recruiting, advancement, retention, or culture, and address them with clear ownership and accountability. Good intentions alone don’t change outcomes; measurable goals and leadership commitment do.
Start early by broadening talent pipelines through partnerships with schools, internships, and nontraditional entry points, and ensure hiring processes focus on skills and potential rather than narrow “traditional” profiles. Retention requires just as much focus: provide visible career paths, active sponsorship, flexibility across career stages, and a workplace culture where women feel respected, safe, and empowered to lead. Finally, listen to women already in your organization, act on their feedback, and regularly measure progress. The employers who make the most impact treat this work as a core business strategy, not a side initiative, and tie it directly to performance, innovation, and long term success.
How can organizations and individuals better support women in STEM across Nebraska?
Mortenson and individual team members can better support women in STEM across Nebraska by acting earlier, being more visible, and staying accountable over the long term.
At the organizational level, companies can strengthen partnerships with Nebraska universities, community colleges, and K-12 programs to expose girls and young women to engineering, construction, and technology careers earlier. Tracking representation, promotion, and retention data locally also keeps progress measurable rather than aspirational.
At the individual level, support comes down to everyday actions. Leaders and teammates can advocate for women in technical roles, invite them into visible stretch opportunities, and actively sponsor, not just mentor, their advancement. Creating inclusive meetings, calling out bias when it appears, and modeling respect and accountability on jobsites makes a real difference in retention. Just as important is sharing personal career stories and showing young women that successful STEM careers in Nebraska are both visible and rewarding.
This collective effort matters because supporting women in STEM strengthens the workforce, improves problem solving and project outcomes, and helps ensure Mortenson can deliver complex, long-term work in the region with stable, high-performing teams.