Hartford Business Journal

8 Hartford Business Journal • April 10, 2017 www.HartfordBusiness.com New Britain architectural firm expanding presence to Boston By Matthew Broderick Special to the Hartford Business Journal B rian Solywoda, principal of Kaestle Boos Associates, a New Britain-based architectural firm, sees some positive signs for his industry in Connecticut. "Things are turning around slowly," he says. But he also acknowledges the state's budget issues and the challenges they pose for new construction. "There remains a lot of concern [from school districts] about how much money they'll have from the state," he says. That uncertainty is a concern for Solywoda too because K-12 education is a core specialty focus for his firm. So Kaestle Boos, which also has an office in Foxborough, Mass., has expand- ed its presence to Boston, where the education market, Solywoda says, is booming. While the 50-year-old firm has a history of design projects in and around Massachu- sett's capital city, Solywoda — who travels between all three of the firm's locations — sees the benefits of a Boston-based office. "I think there's a perception [among clients] that if you have a physical presence you're better able to serve them," he says. Diane Harp Jones, executive director of the American Institute of Architect's Con- necticut chapter, agrees. "Many architectur- al firms in Connecticut do business across state lines, but having a physical [office] loca- tion provides an excellent marketing tool for firms," she says. Jones noted that Connecticut's archi- tectural industry — driven by the state's 450, mostly small, architectural firms — has a seen steady uptick in business. "Firms are busy, but not back to the levels of the pre-2008 Great Recession," she says. "But growth in architectural projects is a lead- ing indicator of construction jobs." In particular, Jones noted, health care and education have been on the forefront of the architectural industry's recovery. "However, it's been predominantly private industry [in Connecticut] as opposed to state investment in its own infrastructure," she says. But the K-12 market remains a lucrative one. Nationwide, an estimated $1.26 trillion was spent on K-12 public school capital proj- ects from 1994-2013, according to the Nation- al Council on School Facilities. With states like Massachusetts, which provided nearly 67 percent of funding for its schools' capital construction from 1994-2013, focused on creating or converting existing schools to meet the spacing and educational needs of 21st-century learning, there is a large market opportunity for firms like Kaestle Boos. "The educational landscape and how kids are taught is changing," Solywoda says. "And to meet the needs of these 21st-century learn- ers, the physical space and design of today's schools need to align." He noted that more open, collaborative work spaces, where proj- ects can be shared across various academic disciplines, are becoming the norm. To meet that demand, many current schools will require additions or alterations to existing school facilities. Kaestle Boos often works with nationally recognized edu- cation planners on its projects, which has helped fuel demand for its services in the Boson area, where the firm has completed more than 30 projects over the past decade, says Suzy Schuck, Kaestle Boos' marketing manager. "Schools are great projects to work on because they're such an important part of the fabric of a community and can been a tool for change," says Schuck. While change — including the addition of four new staff for the Boston office — has been good for Kaestle Boos, one thing the firm is committed to maintaining is its Con- necticut roots. "Connecticut will always be home," Solywoda says, noting that many of the firm's administrative and marketing func- tions are still housed in the Nutmeg State but shared across state lines. Solywoda knows those state lines well, com- muting two or three times a week to the Bos- ton office. And while the firm has a handful of school-related projects under development in Connecticut — including the new Rocky Hill Intermediate School — Solywoda sees a greater opportunity at the moment in Massachusetts. Even seeing signs of a turnaround in Con- necticut, Solywoda understands the value of having locations in different states and a big- city presence. "It always helps to diversify," he says. n FOCUS SMALL BUSINESS Q&A Survey: Small businesses willing to hire ex-offenders Q&A talks with John Santa, retired executive of Santa Energy and the chairman and founder of Malta Justice Initiative, a nonprofit that promotes the hiring of individuals convicted of crimes. Q: The Malta Justice Initiative announced 97 percent of the 311 Connecticut employers it recent- ly surveyed support the concept of giving formerly incarcerated individuals a sec- ond chance. If that many are comfortable hiring this population, why is employment an issue for them? A: Advocacy for a second chance has increased only in recent years, and many employers say they have not had experience hiring those individuals. Our recent history of tough prison sentences has filled our pris- ons and done little to help those individuals re-enter civilian life. And to be clear — our goal isn't to require or force employers to give jobs, but give formerly incarcerated men and women the opportunity to apply and make their case to be hired. Malta conducted this survey to better understand employer attitudes so we can have a more productive public discussion and find real solutions. What we found is employers are open to being educated. That tells us that if we can coordinate support from peers, from community programs and through state and local policies, we can give more individuals an opportunity to get hired. We also heard that employers have a tough time finding properly trained candidates for many positions. If we work with employers to provide the right training, more jobs can be filled. Given the numbers of people our justice system incarcerates, it is good public policy and frankly a necessity, to help those individu- als return to society. Q: Are large employers more likely to hire released prisoners or are small businesses? How practical is it for small businesses to hire released prisoners if qualified applicants with clean records are available? A: Smaller employ- ers tend to have more flexibility to consider the stories of job applicants. Larger employers have cor- porate policies that are designed to mini- mize time and risk in the selection process. "Checking the box" to answer the question whether or not you have ever been convicted of a crime becomes a screener and people who have served time are taken out of consideration. Employers should always have the ability to look into an applicant's background. What we are asking is that employers give the formerly incarcerated a chance to tell their story. There are two categories of people coming out of prison: those who are ready to work, and those who are not. If an employer listens to a story, they will know very quickly where that applicant fits. Q: According to your research, employ- ers are more likely to hire ex-offenders if there are salary subsidies, tax credits and health insurance coverage offered. Any projections on what programs like this might cost the state annually versus incarceration costs? A: Malta is advocating changes in policy and approach that would save the state sig- nificant dollars. The annual cost of incarcera- tion is $51,000 per person. We know that 93 percent of individuals who get and keep a job don't return to prison. People who have jobs pay taxes and buy homes and services in the community, contributing to the economy. If funds were available to support tax credits for hiring incentives, it would be wel- comed. But there are a great many programs and business incentives that we can promote at little or no cost. We want to educate employers, to dispel fears and encourage them to give formerly incarcerated men and women a chance. Employers will be able to discern which appli- cants they can hire and which they cannot. Q: The survey also said employers sup- port laws to make discrimination without justification against formerly incarcerated individuals unlawful. Yet, it also says, 61 percent believe employers should have complete discretion to decline employ- ment. How can this be reconciled? A: Everyone wants and deserves a fair chance to get a job and to live a productive life. We are simply saying that employers should make a hiring decision based on qualifications. A law requiring employers to consider appli- cants who have been incarcerated but have paid their debt and now want the chance to earn a living would provide strong policy guidance. We would advocate that the policy not create a pri- vate remedy or cause of action against employ- ers, but leave enforcement up to state authorities. People coming out of prison want jobs to pay the rent and eat; they don't have the time or money to sue employers. I have never heard of a lawsuit against an employer because they didn't hire a formerly incarcerated person. Q: Employers support hiring ex-cons if they can be held harmless in their hir- ing decisions. Why is this a concern to employers? A: Employers in significant numbers are con- cerned about legal liability, and have said that they would welcome legislation that would grant immunity for negligent hiring. But the political future of that kind of proposal in the General Assembly is uncertain. For employers, hiring individuals with a criminal record is daunting. Experience shows that when employers take the time to listen to the story of an appli- cant with a prison history, they know whether that person is ready for the job. n JOHN SANTA Chairman and founder of Malta Justice Initiative Kaestle Boos was the primary architect in the Westwood High School (left) Sharon Middle School (right) school renovations, both in Massachusetts. P H O T O S | C O N T R I B U T E D Brian Solywoda, principal, Kaestle Boos Associates

• Cover