The construction industry, one of the world’s largest sectors, is characterised by a diverse workforce, ranging from engineers and architects to main and specialist contractors. Despite this diversity, the industry has traditionally lagged in adopting workable Diversity, Equity, and Inclusion (DE&I) policies.

As we move to modernise and humanise the workplace, it is crucial to focus on how the construction sector can improve its DE&I policies to create a more inclusive, equitable and innovative environment.

After all it’s our differences that make life so colourful and with a worsening skills shortage now is the time to attract all groups to the industry.

Understanding the Current Landscape

Before talking about the solutions, it’s vital to grasp the current state of DE&I in construction.

Historically, the industry has been male-dominated, with women and minority groups significantly underrepresented. According to the Office for National Statistics, in 2023 women made up only 15.8% of the construction workforce. Similarly, minority groups often face systemic barriers to entry and advancement within the industry.

This lack of representation not only hinders the industry’s growth but also limits its potential for innovation and creativity.

Implementing Comprehensive DE&I Training Programs

One of the first steps toward improving DE&I in construction is implementing comprehensive training programs. These programs should educate employees at all levels about the importance of diversity, equity and inclusion. Training should cover topics such as unconscious bias, cultural competency and inclusive leadership. By raising awareness and providing the necessary tools, companies can foster a more inclusive workplace culture.

Training programs should also be continuous rather than one-off sessions. Regular workshops and refresher courses can help keep DE&I at the forefront of employees' minds, ensuring that it becomes an integral part of the company culture.

Promoting Diverse Hiring Practices

Improving DE&I starts with recruitment. Construction companies must develop strategies to attract and retain a diverse workforce. This can be achieved through various means, such as:

• Outreach Programs: Partnering with schools, colleges, and community organizations to promote careers in construction to underrepresented groups.
• Inclusive Job Descriptions: Ensuring job descriptions are free from biased language and highlight the company’s commitment to DE&I.
• Diverse Hiring Panels: Forming diverse hiring panels to reduce unconscious bias during the recruitment process.

By broadening the talent pool, companies can benefit from a much wider range of perspectives and experiences, driving innovation and improving problem-solving, as well as enriching people’s lives.

Find out more: New Civil Engineer