From Intern to Leader with Skanska’s Dianna Barba

Why It Matters

Barba’s story illustrates how structured rotational programs and strong mentorship can fast‑track talent into leadership on multimillion‑dollar infrastructure projects, addressing the industry’s chronic skills gap. Her advocacy for inclusion also highlights a growing imperative to retain diverse talent in construction.

Key Takeaways

• Barba managed instrumentation on $1.6B Purple D Line project
• Core Competency Training rotated her across rail, bridge, highway projects
• Mentors Larry Martocci and Meraj Ahmed guided her rapid career growth
• She advises engineers to spend time in the field for context
• Promotes networking and inclusion to empower women in civil construction

Pulse Analysis

Skanska’s Core Competency Training Program (CCTP) is a strategic response to the construction sector’s talent shortage. By rotating recent graduates through rail, bridge and highway assignments, the two‑year curriculum builds a versatile skill set that mirrors the complexity of modern infrastructure. Companies that invest in such structured development see faster promotion cycles and higher project performance, as engineers gain a holistic view of design, procurement and field execution early in their careers.

Barba’s tenure on the LA Metro Purple D Line extension showcases how hands‑on responsibility can accelerate leadership. At 25, she oversaw a $1.6 billion instrumentation program, coordinating subcontractors, interpreting data and ensuring compliance with owner requirements. This exposure to high‑stakes contract management sharpened her change‑control and cost‑schedule acumen—capabilities that are increasingly valuable as public‑private partnerships grow and projects extend over a decade. Her progression from field engineer to project engineer underscores the payoff of entrusting junior talent with critical tasks.

Beyond technical growth, Barba stresses the power of mentorship and inclusive networks for women in civil construction. Relationships with senior engineers like Martocci and Ahmed provided not only guidance but also a sense of belonging in a male‑dominated environment. By encouraging women to ask questions, speak up and build authentic connections, she highlights a cultural shift that can improve retention and innovation. As the industry seeks to diversify its workforce, such advocacy becomes a competitive advantage, fostering teams that reflect the communities they serve and delivering more resilient infrastructure solutions.