DLR Group encourages all eligible employees to obtain professional licensure at the earliest opportunity possible, regardless of current assignment. Employees are paid for the time required to take the professional licensing examination in the employee's state of residency, or when requested by DLR Group to obtain registration in a nonresident state.
DLR Group is 100 percent employee-owned and Ownership is one of our core values and a foundational element of our design culture. No one has a stronger interest in the success of DLR Group and its clients than the people who benefit from the firm’s growth. Our employee stock ownership program (ESOP) enables people to invest, and become owners, through the purchase of stock.
Paid Family Leave
We want you to take care of your family. With four generations in the workforce, various family situations may require absenteeism from work. Paid Family Leave gives you time to deal with those unexpected, or expected life events. We provide financial assurance while on a leave of absence during a qualifying life event for all generations in our workforce.
Professional Development Grants
It's about the individual: PDGs offer DLR Group employees the chance to pursue a passion. The program supports entrepreneurialism at the individual level and opens doors for exploration, creativity, innovation, and invention that might not necessarily be tied to day-to-day work. Grant recipients receive up to 80 hours of paid time and a stipend of up to $5,000 for related expenses to pursue a passion project. Grants are awarded to the most exciting proposals, the freshest ideas, and the most earnest aspirations. These are the things driving the DLR Group culture.
Contact us if you are a recruiter and would like to be considered for preferred partner status. Please review our 3rd party recruiting policy.
DLR Group provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, DLR Group complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. DLR Group expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.