Por Emma Peterson, traducido por Alberto Torres 

Celebra el Mes del Orgullo escuchando a profesionales LGBTQ+ de la industria hablar sobre autenticidad, comunidad e inclusión. 

Al acercarnos al Mes del Orgullo, reflexionamos sobre algunas de las conversaciones que hemos tenido la oportunidad de compartir con diferentes profesionales de la industria del roofing pertenecientes a la comunidad LGBTQIA+. Estas historias nos han permitido conocer experiencias, desafíos y perspectivas que ayudan a construir una industria más inclusiva y donde la autenticidad también tiene un espacio. Una de esas conversaciones tuvo lugar el año pasado durante un episodio especial de Coffee Conversations, donde profesionales del sector compartieron cómo su identidad, experiencias y orgullo han influido en su camino dentro de la industria.  

En este episodio, patrocinado por Tremco WTI, RoofersCoffeeShop® celebra el Mes del Orgullo con una conversación especial sobre autenticidad en la industria del roofing. Megan Ellsworth conversa con Maureen Greeves y Justin Ray de Tremco, Sarah Lechowich de True North Roofing y Joshua Adams de Roof Scout sobre la conexión entre la excelencia profesional y el orgullo queer. Durante el panel, cada invitado compartió parte de su experiencia en la industria y la importancia de crear espacios donde la diversidad y la inclusión sean valoradas. 

Maureen, originaria de Cleveland, Ohio, ha trabajado en la industria del roofing por más de 13 años. Compartió parte de su trayectoria: “Tuve la fortuna de llegar a la industria del roofing desde una empresa donde podía ser abierta y sentirme orgullosa de quien soy, y donde mis compañeros estuvieron junto a mi esposa y a mí cuando tuvimos a nuestros hijos.” Para ella, el cambio hacia Tremco fue algo que le generó nervios, pero encontró una comunidad que la recibió con los brazos abiertos. 

Justin, paralegal corporativo de Tremco, compartió una experiencia similar a la de Maureen. Explicó, “He estado con Tremco por dos años y tengo una calcomanía del orgullo en la parte trasera de mi carro. Recuerdo que la primera vez que fui a la oficina pensé: ‘¿Debería quitarla? No lo sé… es una compañía de construcción.’” Sin embargo, encontró una comunidad que lo recibió y le permitió mostrarse auténticamente. 

A diferencia de Maureen y Justin, quienes llegaron a la industria más adelante, Josh creció alrededor del roofing. Compartió algunas reflexiones sobre lo que la comunidad LGBTQIA+ aporta al lugar de trabajo: “Comparten un mensaje interno sobre ser auténticos que puede influir en todos. Sin importar en qué parte del espectro estés, llevar autenticidad al lugar de trabajo es algo que las personas perciben y que se contagia.” También enfatizó que esto beneficia a todos dentro de la empresa, tanto a la comunidad LGBTQ+ como a sus aliados, porque la autenticidad conduce a un mejor trabajo. 

Sarah, propietaria de True North Roofing en Minnesota, también destacó cómo la identidad queer y la autenticidad benefician tanto a las empresas como a la industria en general. Explicó: “Creo que ser una empresa liderada por una mujer y también una empresa liderada por una persona queer significa no evitar esos espacios. Intento crear un entorno donde las personas se sientan vistas, valoradas y escuchadas, tanto dentro de mi empresa como entre mis clientes y propietarios de viviendas.” Al crear estos espacios, busca que todos se sientan más cómodos para trabajar mejor juntos. 

Este año, National Women in Roofing (NWIR) celebrará el Mes del Orgullo con una marcha virtual que se llevará a cabo junio 25 de 2026, donde compartirán historias para seguir construyendo un espacio donde todos se sientan valorados y bienvenidos. 

Escucha la conversación completa o mira el webinar para conocer más sobre cómo estos panelistas están haciendo roofing con orgullo. Registrate para participar en la marcha virtual del Mes del Orgullo.

By The Coffee Shops™. 

This project shows how air handler restoration can reduce disruption while helping preserve capital budgets. 

For many facilities, aging heating, ventilation and air conditioning (HVAC) equipment can create a difficult choice: Invest in a full replacement that requires partial or complete building shut down or find a way to extend equipment life without disrupting occupants. Keep reading to learn about how a large suburban hospital in Tampa Bay worked with WTI’s Pure Air Control Services to do the latter.  

The 479-bed hospital was working with SiteLogIQ on energy and performance surveys aimed at improving facility operations. During that process, two air handler units (AHUs) serving Labor and Delivery rooms in The Women’s Center, The Baby Suites were identified as candidates for replacement because of degraded conditions and performance. 

Replacing the units, however, presented challenges. Their location inside the penthouse would have added cost, time and facility disruption. Instead, the project team determined that the units could be restored through WTI | Pure Air Control Services’ HVAC New Life program. 

The restoration was completed through phased services performed over consecutive nights, allowing work to progress without loss of supply air during normal operating hours. The process began with high-efficiency particulate air (HEPA) vacuuming inside the units. Airflow resistance readings were then taken across the cooling coils through a Coil Cleanliness Verification (CCV) test. 

After masking off the unit interiors, crews used WTI Pure Air’s proprietary PURE-Steam process to sanitize the units and deep clean the cooling coils. The process used bio-enzyme treatments and high-temperature, low-pressure steam to address debris lodged in the coils. Follow-up CCV readings were taken after cleaning to monitor improvements. 

The project also included refinishing metal components, including condensate pans and exteriors, with high-performance, multi-part polyurethane coatings designed for HVAC equipment. The coatings are antimicrobial, corrosion resistant and low odor. Finally, the AHUs were retrofitted with new outside air dampers and upgraded controls. 

According to the project profile, replacing the two units would have cost $350,000 or more. Restoration through HVAC New Life cost $84,000, saving $266,000 in capital and creating a 76% capital avoidance. 

Original photos source: Tremco WTI | Pure Air Control Services

By Emma Peterson. 

Learn how intentional training and care builds teams that grow and succeed in the long-term.  

As labor shortages continue and workforce expectations shift, companies can no longer afford to treat onboarding as a minor checklist or training as a one-time event. Instead, they must find ways to consistently care for the crew members and help their teams grow. To discuss this topic, Heidi J. Ellsworth sat down for an episode of Coffee Conversations® with Amy Staska, Maureen Greeves and Mandy McIntyre.  

These women were the perfect panel to talk to about investing in your team. Amy is the National Roofing Contractors Association (NRCA)’s VP of workforce development; Maureen is Tremco Roofing’s director of field operations; and Mandy is WTI's CM development manager. Out of the gate, one of the most important things they highlighted was that labor retention is not a one-size-fits-all situation. 

Amy explained, “Finding ways to retain talent is not going to be a one-size-fits-all conversation. Take training, for example. People like learning new skills that can help advance their careers. But the format of that training needs to be comfortable for each individual.” For example, some people love the convenience of online training, where others find it disconnected and hard to work with. If you truly want to retain talent, you need to invest in your people as individuals.  

And retaining talent really should be your goal. Not only does it make your team stronger culturally, but it is also important for your long-term finances. Maureen explained, “The recruiting process and the onboarding process can cost companies anywhere between $5,000 to $6,000 on the low end and up to upwards of $10,000 to $12,000 on a high end.  For one person. So, retaining talent long term isn’t just about keeping talent and expertise, though that is key, it’s also about avoiding turnover and the high expenses that come with that.”  

So, how do you start bringing this intentionality into your operations? It doesn’t have to be that complicated. Mandy gave some examples of how you can meet your team where they are, sharing, “Start with just basic conversations. Ask people how's it going, how the first week was, the second week, etc. Because if you're not having those conversations and they end up leaving, you’ll never know why or if you could have changed something simple and retained their talent.” 

Learn more about intentional, individualized retention strategies by listening to the whole episode.

By Emma Peterson. 

Dive into the key role that company culture plays in building and retaining top talent.  

At the core of the roofing industry are the people who represent and advocate for it. Our businesses are all about serving customers, and a strong, talented internal team is the key to success. But building that team can be hard in an industry that has a seemingly constant labor shortage. To learn more about building and retaining a base of reliable employees, Heidi J. Ellsworth hosted Amy Staska, the National Roofing Contractors Association (NRCA)’s VP of workforce development; Maureen Greeves, Tremco Roofing’s director of field operations; and Mandy McIntyre, WTI's CM development manager for an episode of Coffee Conversations®. 

Retention is a key part of a successful business. Amy explained, “When people leave, you’re not only losing their specific talents, but you’re also losing money and having to spend more time and energy to recruit a replacement for them.”  

So, how do you build a company that people want to stay at? It’s all about building a company culture that is comfortable and supportive. Amy elaborated, “I'm a huge proponent of Maslow’s hierarchy of needs and truly believe that when people feel like they're safe and secure, when they feel like they belong, they're going to be able to work better and they're going to stay.” 

A simple way to start building such a culture i by having individual conversations with employees. Mandy shared:  

A lot of building a culture that retains employees is having one-on-one, face-to-face time, where you touch base with new hires, get to know them as a person and see how things are going. It sounds small, but it really goes a long way to build that psychological safety, build that confidence and build engagement. That is the foundation for a strong culture.  

This is something that Maureen and the team at Tremco are working to implement in their operations. She explained, “Culture starts at the top, and our president James McDonald takes the time to have what he calls ‘James unfiltered calls.’ In these calls he talks to individuals in the company at the field technician/foreman level to hear what’s going on, to know them as people and build that culture that retain people.”  

Want to learn more about building a culture of retention? Tune in to the whole podcast with Amy, Mandy and Maureen!

By Emma Peterson. 

Learn about engaging and retaining new hires through intentional training. 

In a new episode of Coffee Conversations®, Heidi J. Ellsworth is joined by a panel of industry leaders to talk about the importance of contractors helping new hires engage and connect with their company. This panel included Amy Staska, the National Roofing Contractors Association (NRCA)’s VP of workforce development; Maureen Greeves, Tremco Roofing’s director of field operations; and Mandy McIntyre, WTI's CM development manager.  

Amy has been with the NRCA for over 20 years, and bringing new talent to the roofing industry has been a top concern during her tenure. She explained, “Training’s not cheap and a lot of contractors worry about if new hires are going to stick around...” The problem with this is that it creates a bit of a self-fulfilling prophecy where contractors hold new hires at an arm’s length to make sure they’re serious about the job, and new hires are unable to show their interest in the job because of that distance.  

So, how do you build a company that can avoid this pattern? Mandy shared, “I think the industry sometimes forgets about the human component of hiring. Those new people have emotions, they have goals, they have questions, they have fears and if you can cultivate people to be the best versions of themselves, that’s when you’re going to engage them and retain talent.” 

The key to cultivating them into the best version of themselves? Intentionality. Amy explained:  

At NRCA, we talk constantly about the idea of doing intentional training. It’s impossible to train all your new people to be experts immediately. But if you work towards conversational competence, so that someone can go up onto a roof and at least is going to understand a little bit of what's happening, and will be able to have better conversations with the crew there, they’re going to be more connected to your company and more likely to stay to keep learning. 

This is something that Maureen and the others on her team at Tremco have implemented over the last couple of decades. She shared, “We grew very fast, and one of the downsides of that is you can lose some of that intentionality that Amy mentioned. We realized that was happening, so we made changes.” Some changes were bigger, like hiring Mandy into her current role, but others were smaller, like opening conversations. Maureen elaborated, “We started simply talking to people and making sure they knew that they were a part of something bigger. And just that has been tremendous.”  

Mandy summed the entire conversation up well, saying, “At the end of the day, it's all about actions and feelings. If you're having a problem retaining people and recruiting people, take a good, hard look at what's going on and make some intentional changes to help people belong.” 

Watch the entire Coffee Conversation to hear more of Amy, Mandy and Maureen’s discussion.

By Emma Peterson. 

Weatherproofing Technologies, Inc. is looking for dedicated people ready to start their career.   

Across North America, Tremco’s subsidiary, Weatherproofing Technologies, Inc. (WTI), is looking to grow their team! They offer remote, hybrid and in-person opportunities ranging from research and development to human resources, accounting and more!  

Some of the opportunities include:  

• Engineering and facilities: As part of the engineering, facilities and maintenance team, you would support “all engineering activities and for maintaining and upgrading the facilities and production equipment.” There are also opportunities for developing value stream design and improving material flow and progress tracking.  
• Production: The production team is hands-on troubleshooting and running manufacturing equipment. Safety and independent problem-solving are keys for this team. 
• Roof technician: Want to be out in the field? WTI has many positions for roofers of all levels, from intern to journeyman to supervisor. As a WTI tech, you will work with a variety of roof systems (such as BUR, EPDM and single-ply) as well as a variety of tools (such as hand tools and power tools).  
• Sales: The sales team at WTI is growing fast. If you are an “ambitious, self-motivated individual with a proven record of effort driven success,” this team is a great opportunity to continue growing your skills and career. 

This is a great opportunity for hard workers looking to kickstart a career with a company that cares about their employees as individuals. WTI prioritizes maintaining the small company atmosphere that Tremco was founded with back in 1928, even as they continue to grow.  

Their team is dedicated to fostering an inclusive and equitable work environment that empowers every person to learn and grow. As Robert Boykin, the CORE quality production manager for WTI, shared, “I’ve worked at Tremco WTI for 10 years and it’s been really exciting. I really like the fact that I can move into different positions and learn the different things that I need to learn to grow with the company.” 

A great example of how much WTI cares is the benefits they offer to their employees. These benefits include “competitive health insurance options, dental, and prescription drug coverage, pension, paid vacations and holidays, investment opportunities and much more.” They’ll even go as far as giving their new team members a new Milwaukee M12™ heated TOUGHSHELL™ jacket to keep them warm on the roof this winter! 

Check out all of their current job listings. 

Get more information about WTI and get started on your application!

By Emma Peterson. 

Through the RISE program, Tremco WTI builds roofers – not just roofs. 

One of the amazing things about the roofing industry is that it welcomes people from all backgrounds. Whether you have decades of experience in an adjacent trade or roofing is the first trade you are joining, the roofing community will take you in and help you grow. This type of mentorship has always been a priority for Weatherproofing Technologies Inc (WTI), which is a subsidiary of Tremco. To learn more about how WTI finds and develops individuals’ talents, Heidi J. Ellsworth hosted James McDonald, WTI’s VP, and Maureen Greeves, their director of field operations, for an episode of Roofing Road Trips®. 

WTI hosts a variety of programs designed to introduce people to roofing and connect them with the training and mentorship needed to succeed. One of their major programs is called RISE (Roofing Individuals Succeed through Education). This program centers its operations around the idea that culture comes before everything else. James explained, “First and foremost, we're always looking for a cultural fit...I'd say that the traditional roofing requirements that most people are looking for are well down our list. Because we can train, that's what we do...We've created a culture here at WTI that we believe in; we know that it works. We all rise together. So, first and foremost we’re looking for people that will fit into that team.” 

Through the RISE program, individuals that want to be a part of the WTI culture start by participating in intensive training. Maureen shared, “Our apprentices in the RISE program get access to Tremco University. It's on-demand trainings that they can consume when they're on the road, when they're at home. We lead with safety and then give them an introduction of roofing.” In combination with the learning they are doing, these apprentices spend on-the-job hours learning as they work. As they work more hours, they can grow into new positions. Maureen explained, “You can come in with zero experience and, for curious and courageous people, you can work hard and learn quickly...And at the end of their journey, when they're done with all their phases, they end up with a journeyman card that they take with them.” 

That card is a huge accomplishment that has started many life-long careers. James shared, “It's impacting their lives, I've met with some individuals in the field that have come through this program and the joy and love for their jobs is second to none.” 

Read the transcript or Listen to the podcast to learn more about RISE and WTI’s other training programs. 

By Emma Peterson. 

Learn about the differences and similarities between roofing in the U.S. and the UK. 

In this episode of Roofing Road Trips®, Heidi J. Ellsworth sat down with Mardee Billingsley, the executive vice president of the Tremco Construction Products Group. Mardee has worked with Tremco for over 28 years and is part of the team that has been expanding their operations into international markets. This unique position makes Mardee an invaluable resource for insights on the global market.  

There are a lot of considerations when it comes to moving onto a global stage. Things like environment and climate are obvious differences, but there are also distinctions that are less thought of – like regulation differences. Mardee used the UK as an example, “I find the roof systems in Europe to be simpler in a way. Take our FM requirements that must accommodate all the regions of the U.S. as an example. There are thousands of products and systems in there. Alternatively, I remember when I first started going over to the UK in 2004 and it's simply base and a cap.”  

This simplicity can be cited to a variety of reasons, from the UK being smaller than the U.S. and having fewer regional differences to its history of governmental management of industries. One of the big reasons, however, is the weather. Mardee shared, “In the UK, it's a much milder climate. It rains a lot, kind of like the Pacific Northwest in the U.S. So, some of the need for a simple system comes from that. They have a big fluid market because of having to get systems down and cured up faster. Anything they can do to just go and be installed by the end of the day is good because of the weather.”  

And it’s important to note that simplicity does not sacrifice performance. Mardee explained, “These systems are 20-30 year systems. They come with 20-25 year warranties!” At the end of the day, roofing might look a little different across the pond, but there are still many similarities. Mardee explained, “They still use some of the same products we use, it just depends on the solution that they need. The key is just to really listen to what they're saying and what they need. Which works with Tremco’s core philosophy of keeping good roofs good and providing the best solution to meet the customer's needs for longevity, financial investment and technical requirements. 

Read the transcript or Listen to the entire podcast to learn more about Tremco and roofing on the global stage.

By Emma Peterson. 

From guardrails to roof hatches, Tremco WTI is creating safer jobsites and building team trust.  

A recent data bulletin from the Center for Construction Research and Training revealed a concerning trend – more than 300 fatal falls and over 20,000 nonfatal falls have been reported in the construction industry since 2013. In particular, the data from a 2022 study shows roofing as the leading source of these incidents. These statistics can seem disheartening, but there are things that companies can do to keep roofing professionals safer!  

A great example is what Tremco WTI has done with their safety initiatives. Their Director of Health and Safety, Rolando “Ro” Lewis, shared a bit about the original push for safety programs at Tremco. He shared, “Safety wasn’t a focal point for every employee in the organization, and we transformed that so that every person in the company understands that safety affects everyone.”  

Today, the people at WTI are the first ones to bring safety into the conversation. Ro explained, it, “We organized our safety programs with the goal of making safe practices prevalent and the first thing we think about.” And they’re not just working on promoting safety internally, Tremco WTI also manufactures a variety of products that can help other companies make their worksites safer! These include:  

• Guardrail systems: These ballasted railings protect roofing professionals from falling off the roof edges, sides and/or openings.  
• Hatch guards: Make it easier than ever for your crews to get on and off the roof with the roof access hatch.  
• Skylight guards: Protect your crew from falling through skylights (which are technically considered holes in the roof) with these custom-designed guards.  
• Crossovers: These are pre-engineered safety systems that make access across rooftop obstacles like piping or conduits more secure.  
• Weighted fall protection systems: This is a modular system that creates a rooftop anchor to keep your crew safer in the case of slips. 
• Grated walkways: Make sure you’re standing strong with these safe, slip-resistant walkways that use gritted panels to avoid water ponding.  

Learn more about these products and how Tremco WTI is leading roofing forward with safety in mind!

By Emma Peterson. 

Learn how businesses can empower their teams by creating inclusive and supportive workplaces. 

Last month, we hosted a special Pride Month edition of Coffee Conversations, sponsored by Tremco WTI! In the episode, Megan Ellsworth spoke with a panel of roofing experts and advocates from across the industry for an enlightening conversation about inclusivity. The panel included Kristin Crandall, Tremco’s northeast regional dispatcher and fleet administrator;, Josh Adams, longtime contractor and founder of Roof Scout; and Janette O'Shaugnessy, founder of  Resonating Brands . 

The conversation  highlighted the importance of supporting LGBTQPIA+ employees, during Pride Month and beyond. In discussing the positive impact of organizational support, Kristin shared, “Support from your company and support from people around you can really make you develop into an amazing person and grow both personally and professionally.” Josh added, “Good business is about creating spaces that see people on merit and talent, not labels. And talent is in all groups, no matter their identity. By being more inclusive, a company will be able to find the best person for the job and develop their talent.” 

So, how do you make sure your company is inclusive and supportive of all people? The first step is making space for empathy and normalization. Kristin elaborated, “Making it a point to show empathy and grace as you make it a safe space for someone to be open is key. And once people are open, you have to show them that you support them regardless of which community they're part of, it doesn't change who they are on the inside of a person.” This is something that has to happen both on a company level from management and a personal level from coworkers. Janette explained, “Allies play a big role because they normalize and validate marginalized or LGBTQ+ community members by affirming that people in marginalized groups aren’t actually that different, that we’re all just humans doing the best we can.” 

At the end of the day, building a space where people can authentically and honestly be themselves is the goal, so that they can do their best work and feel valued. Josh put it simply, “The majority of people in marginalized groups just want to feel like they're not marginalized. It doesn't mean that somebody needs to put them up in a castle of rainbow flags and blinking lights. It's just saying, ‘Hey, don't drag everyone to filth if they're just being authentic.’ And I think that's a big difference that we all can probably support.” 

Read the transcript, Listen to the conversation or Watch the episode for more about building a stronger roofing industry through inclusivity.