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Equality, Diversity and Inclusion (EDI) in the Construction Industry.

Dr Adewale Abimbola, FHEA, GMICE.

www.edulibrary.co.uk

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Aim

and Objectives

Aim: Equality, Diversity and Inclusion in the Construction Industry.

�Objectives: At the end of the lesson, the students should be able to:

  • Define potential strategies to promote equality, diversity and inclusion (EDI) and ensure fairness at work.
  • Discuss the importance of equality and diversity on company/team performance.
  • Discuss challenges that equality and diversity may present within a construction team or company.

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Learning Outcome and Assessment Criteria

  • P8 Discuss the importance of equality and diversity on company/team performance.

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INTRODUCTION

  • CIOB (2023) revealed that the employee make-up of the construction industry is not diverse and main areas of concern over recent years centre on improving EDI for women, Black, Asian and Minority Ethnic (BAME) individuals, those with a disability and those who identify as Lesbian, Gay, Bisexual, Transgender, Queer or Questioning (LGBTQ+).
  • Women make up 15% of the UK construction industry, with approximately 2% working on-site.
  • BAME employees make up 6% of the workforce.
  • Disabled employees also make up 6% of the workforce
  • In 2018, it was found that 30% LGBTQ+ staff in Britain have hidden or disguised their identity at work because they are afraid of discrimination.

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INTRODUCTION

  • The Considerate Construction Scheme’s industrywide survey in 2021 received more than 800 responses to gauge attitudes on EDI; equality, diversity and inclusion. It revealed the following:
  • Disability is seen as the protected characteristic with the biggest lack of diversity in the industry.
  • 73.1% have witnessed or been aware of someone being discriminated against due to their protected characteristic.
  • 45.1% of respondents said they believe there is a lack of inclusion in the industry.
  • 66.8% of respondents said the industry has got better at reaching out to and recruiting a more diverse workforce.
  • 72.4% of respondents said the industry would benefit from a more diverse workforce, however 59.1% do not believe there should be quotas for hiring a more balanced and diverse workforce.
  • 32.3% of respondents believed they were not successful for job applications due to their protected characteristic.

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Activity 1

What are the differences that make this class room and/or your workplace diverse?

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DIVERSITY - DEFINITION?

  • “Diversity is about recognizing difference. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers” (CIPD, 2021).
  • A common misconception about diversity is that it only pertains to certain persons or groups, when in fact, exactly the opposite is true.
  • It’s about recognising all forms of difference in individuals.

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Equality, Diversity, and Inclusion Legislation

Figure 3. Equality Act 2010 (Gov.UK, 2010).

The Nine Protected Characteristics

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DIMENSIONS OF DIVERSITY

Primary Dimensions of Diversity

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  • Age
  • Race
  • Sex
  • Gender reassignment
  • Religion/belief
  • Disability
  • Sexual orientation
  • Pregnancy and maternity
  • Marriage and civil partnership

Secondary Dimensions of Diversity

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  • Education
  • Communication style
  • Work background
  • Work style
  • Income: Wealth/Poverty
  • Geographical location
  • Parental status

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DIVERSITY: RACE

  • The Fairness Inclusion and Respect Committee (FIRC) of the Institution of Civil Engineers survey their members in 2021 to understand the extent of racism, company culture, and how management and HR respond to racism.
  • 2,220 responses from 48,000 invitations. Findings analysed to a 95% confidence level. +/- 2.09% margin of error.

Figure 1. Extent of racism in the UK. (Institution of Civil Engineers, 2023)

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DIVERSITY: RACE

  • 81% see racism in civil engineering and their projects, and this tends to be attributed to unconscious biases.
  • Differences: prejudice, bias, stereotype, racism?
  • The same forms of racism are recognised by all ethnicities and to the same degree; however the ‘extent’ of the racism is the variable.

Figure 3. Response by ethnicity about how racism presents itself in the industry and projects. (Institution of Civil Engineers, 2023).

Figure 2. Overall response about how racism presents itself in the industry and projects. (Institution of Civil Engineers, 2023).

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DIVERSITY: RACE

  • By gender, there is a clear finding that women are more likely to identify racism in the civil engineering industry and civil engineering project work. Only 3% do not believe there is racism present.
  • By age, there are some clear differences, with older engineers not appearing to see racism as much as those entering the industry.

Figure 5. Response by age about how racism presents itself in the UK. (Institution of Civil Engineers, 2023).

Figure 4. Response by age about how racism presents itself in the industry and projects. (Institution of Civil Engineers, 2023).

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DIVERSITY: RACE

Figure 6. Response about further elaboration on the racism encountered in the UK. (Institution of Civil Engineers, 2023).

Figure 7. Response about how ICE can tackle racism, fairness, and equality. (Institution of Civil Engineers, 2023).

Unconscious Bias at Work — Making the Unconscious Conscious: https://www.youtube.com/watch?v=NW5s_-Nl3JE

https://www.youtube.com/watch?v=dVp9Z5k0dEE

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DIVERSITY – Stereotypes & Prejudice

Take a look at each photograph and write down the first thought that comes to mind about the occupation of the individual in each picture.

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Tessy Thomas

The first Indian woman scientist to head a missile project in India.

Jodi Arias

Was convicted in 2013 and sentenced to life in prison in 2015 for killing her ex-boyfriend. Born in California, US.

Sheikh Imtiyaz Damiel

A lecturer and educational consultant. He is currently the CEO and Founder of the multi-award winning Abu Hanifah Foundation based in Blackburn

Dr. Oluyinka Olutoye

Nigerian Physician successfully operated on a 23-weeks unborn baby to remove tumour in the US.

Sarah Panitzke

Britain’s ‘most wanted’ woman. Born in York. Involved in multi-million pounds VAT fraud.

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EQUALITY- DEFINITION?

  • Ensuring fair treatment and opportunity for all. It aims to eradicate prejudice and discrimination of an individual or group of individuals protected characteristics.
  • Basically, equality of opportunity is about creating a level playing field on which everyone is treated fairly, purely based on their relevant abilities and needs.

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Equality of Opportunity VS Equality of Outcome

  • Equality of opportunity is when everyone has the same chance to achieve a particular goal – so treating everyone the same. E.g. making everyone take the same exam in the same way to get a qualification.
  • Equality of outcome is finding ways to ensure that anyone who has the ability can achieve the same goal – so treating people differently. E.g. providing additional time for someone with dyslexia so everyone has the same chance to achieve a qualification.
  • Equality of outcome in everyday life:
    • Disability spaces or priority in public transport systems.
    • Disability spaces or priority in events.
    • Minority quotas in various industries
    • Etc.

Figure 8. Equality and equity. (Education Service, n.d.)

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Inclusion - Definition

This definition covers FOUR component:

  • A process (communication).
  • Everyone.
  • Being valued and respected (Deliberate actions that makes individual important).
  • No conformity or covering (Trying to please everyone/tone down an aspect of your identity to feel included in a group).

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According to CIPD (2019), workplace inclusion is a “process whereby everyone in a workplace feel valued and accepted, without having to conform”.

The ways we can embrace differences in order to create effective workplaces.

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Inclusion

  • Inclusion Starts with Your Name- Dr Kate Granger MBE.

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Activity 2 - What My Name Is And What My Name Is Not

Scenario: Interview Appointment

Interviewer: Hello

Interviewee: Hi, my name is Oluwadamilare

Interviewer: That’s too long. Sorry, I cannot pronounce it. What’s the short form?

Interviewee: My name is Oluwadamilare, O-LU-WA-DA-MI-LA-RE.

Interviewer: Then, I can call you OLU or DAMI.

  • Is the conversation inclusive. If not, why?
  • What would you have done differently?

What my name is

What my name is not

My name is Ieuan

or

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My name is Yasmeen

or

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My name is Grzegorz

Ian

or

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Yas

or

​

Greg

  • If you do not know people’s name , just ask “What is your name?”

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Activity 3

  • Which has priority in the workplace:

Diversity or Inclusion?

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  • Diversity works best when there is inclusion and vice versa.

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Challenges of the Construction Industry in Regards to Diversity and Inclusion

  • Underrepresentation:
    • Women, ethnic minorities, and individuals from LGBTQ+ communities are often underrepresented in the construction workforce.
    • Fewer individuals from diverse backgrounds pursue careers in construction due to stereotypes and historical biases.
  • Perception and Stereotypes:
    • Construction is often perceived as a male-dominated and physically demanding field, discouraging individuals who do not fit the traditional image.
    • Stereotypes contribute to biases in hiring and promotion decisions.
  • Limited Access to Education:
    • Limited access to quality education and training programs for underrepresented groups can hinder their entry into the construction industry.
    • Lack of awareness about construction career paths in educational institutions.
  • Work-Life Balance:
    • The demanding nature of construction projects may impact work-life balance, which can be a deterrent for individuals with caregiving responsibilities, including women.
    • Flexible work arrangements may not be readily available.

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Challenges of the Construction Industry in Regards to Diversity and Inclusion

  • Unconscious Bias:
    • Unconscious bias in recruitment, hiring, and promotion processes can result in the exclusion of diverse talent.
    • Decision-makers may unintentionally favour candidates who fit traditional norms.
  • Inclusive Work Environment:
    • Construction sites may not always provide an inclusive work environment, making it challenging for individuals from diverse backgrounds to feel welcome.
    • Insufficient accommodation for different needs, such as gender-neutral facilities or accessible spaces.
  • Inclusive Work Environment:
    • Construction sites may not always provide an inclusive work environment, making it challenging for individuals from diverse backgrounds to feel welcome.
    • Insufficient accommodation for different needs, such as gender-neutral facilities or accessible spaces.
    • CIOB (2023) reports the lack of female-sized PPE, female toilets tuned into storage spaces, and not including BAME employees in conversations.

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Challenges of the Construction Industry in Regards to Diversity and Inclusion

Lack of Mentorship and Role Models:

    • Limited mentorship and role models from diverse backgrounds can hinder career progression.
    • Mentorship programs are essential for providing guidance and support.

Resistance to Change:

    • Some individuals within the industry may resist changes aimed at promoting diversity and inclusion, viewing them as unnecessary disruptions.
    • Resistance can come from a lack of understanding or fear of challenging the status quo.

Language and Cultural Barriers:

    • Language barriers on construction sites can impede effective communication, creating challenges for non-native English speakers.
    • Cultural differences may not always be acknowledged or accommodated.

Limited Networking Opportunities:

    • Limited networking opportunities for underrepresented groups can impact their ability to build professional connections and advance their careers.
    • Networking is crucial for accessing mentorship and career development.

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BENEFITS OF EQUALITY, DIVERSITY, AND INCLUSION

EQUALITY

DIVERSITY

INCLUSION

Providing equal opportunities to everyone and protecting people from being discriminated against.

Diversity defines our differences.

Inclusion defines how diversity of people are valued, respected and contributing to organisation success.

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Resources are available for all, thus improving their economic outcome.

Drives innovation and inspire creativity.

Higher productivity and boost engagement.

Prevents discrimination.

Reduce employee turn over.

Higher job satisfaction.

Improves business reputation.

Better decision making.

Improves problem solving.

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Self-Assessment Task 1

Equality and diversity are important factors in creating a productive and inclusive workplace. In the construction industry, teams often consist of individuals from different cultural backgrounds, ages, genders, and professional experiences.

Discuss at least four reasons why equality and diversity are important for improving team performance and overall company success.

Hint:

Better ideas and problem solving, higher motivation and engagement, talent attraction and retention, innovation & competitiveness, reputation & client relationships, etc.

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Potential Strategies to Promote Equality, Diversity and Inclusion and Ensure Fairness at Work

  • Develop and Communicate Policies:
    • Establish clear EDI policies and targets and communicate them to all employees. E.g. Morgan Sindall’s ‘Target 50:50’ strategic work experience programme.
    • Ensure policies are easily accessible and understood.
  • Training and Education:
    • Provide regular training on diversity, inclusion, and unconscious bias.
    • E.g. Kier Highways' training Mental Health First Aiders, Highways England - Learn British Sign Language.
  • Recruitment Practices:
    • Implement inclusive hiring practices.
    • Utilise diverse hiring panels and actively recruit from underrepresented groups. E.g. Costain’s de-personalised CV’s - In recent years 53% of our graduate recruits were female [compared to 10% in 2016] and 30% BAME [compared to 14% in 2016] (CCSCHEME, 2022).
    • Establish apprenticeship programs to provide opportunities for individuals from diverse backgrounds.
    • Ensure equal access and support for apprentices throughout their training.
    • Employment of ex-offenders: Kiers’ Making Ground initiative, Farran’s ‘fair chance’ recruitment practices.

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Potential Strategies to Promote Equality, Diversity and Inclusion and Ensure Fairness at Work

  • Flexible Work Arrangements:
    • Offer flexible work schedules to accommodate diverse needs.
    • Support remote work options to promote work-life balance.
  • Employee Resource Groups (ERGs):
    • Establish ERGs to provide a supportive community for underrepresented employees.
    • Encourage participation and leadership within ERGs. E.g. Costain Let’s Talk About Race session.
  • Diversity in Leadership:
    • Actively work towards increasing diversity in leadership roles.
    • Ensure representation at all levels of the organisation.
  • Fair Compensation Practices:
    • Regularly review and adjust compensation structures to ensure fairness.
    • Conduct pay equity analyses to address any disparities.
  • Supplier Diversity:
    • Promote diversity in the supply chain by working with minority-owned and women-owned businesses.
    • Encourage contractors to engage diverse suppliers and subcontractors.

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Potential Strategies to Promote Equality, Diversity and Inclusion and Ensure Fairness at Work

  • Community Engagement:
    • Engage with and support local communities and organisations.
    • Participate in initiatives that promote diversity and inclusion.
    • Under a S106 Agreement, the developer has obligations to provide a number of employment & skills initiatives that benefit the local community.
  • Health and Safety Policies:
    • Develop health and safety policies that consider the diverse needs of the workforce.
    • Ensure safety equipment accommodates various body types and sizes.
    • E.g. Kier Highways provides modesty and maternity PPE to accommodate religious belief and pregnancy without sacrificing safety.
  • Religious/Cultural Celebrations
    • Educating employees around the business about religious and cultural celebrations. E.g. Costain’s Chinese New Year Lunch and Learn.
    • Kier Highways employees got together to take part in the annual Eid celebrations.

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Potential Strategies to Promote Equality, Diversity and Inclusion and Ensure Fairness at Work

  • Mentorship and Sponsorship Programs:
    • Implement mentorship programs to support career development.
    • Establish sponsorship initiatives to actively advocate for underrepresented employees.
  • Performance Evaluation:
    • Regularly review performance evaluation processes for bias.
    • Provide training for managers on fair and unbiased performance assessments.
  • Harassment Prevention:
    • Develop and enforce a strict anti-harassment policy.
    • Provide training to prevent discrimination and harassment.
  • Employee Surveys and Feedback:
    • Regularly conduct surveys to gather employee feedback on EDI initiatives.
    • Use feedback to make continuous improvements.
    • Regularly monitor and report on EDI progress.
    • Share success stories and areas for improvement with employees.

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Organisations for Equality, Diversity, and Inclusion

Women into Construction

Go Construct

Building Equality

The Considerate Constructors Scheme (CCS)

Professional bodies

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Organisations for Equality, Diversity, and Inclusion

  • Go Construct
    • It is a platform that provides resources for anyone looking for a career in the construction and built environment sector. It’s an industry initiative, supported by the CITB Levy and funded by construction employers.

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Organisations for Equality, Diversity, and Inclusion

Women into Construction (WiC)

    • Women into Construction is an independent not-for-profit organisation that promotes gender equality in construction.
    • We provide bespoke support to women wishing to work in the construction industry, and assist contractors to recruit highly motivated, trained women, helping to reduce skills gaps and create a more gender-equal work force.
    • The services are:
    • Bespoke Short Employment Programme for Women
    • Seconded WiC Project Manager
    • Student Mentoring Programme
    • Subcontract Entry to Employment Programme (Set-up, management and delivery of an agreed programme of support to help meet S106 or diversity targets for a construction site).
    • Case study.

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Organisations for Equality, Diversity, and Inclusion

Building Equality

    • Building Equality is an alliance of consultants, engineers, developers, contractors, and institutions who are passionate about working together and harnessing our collective power to drive LGBT+ inclusion in the construction, engineering and built-environment industry.
    • Their objectives include:
    • To support other organisations within the industry in setting up and maintaining their LGBT+ employee networks;
    • To enable cross-industry collaboration, to drive initiatives to build a more LGBT+ inclusive industry;
    • To make LGBT+ inclusion a boardroom topic, encouraging visible LGBT+ and Ally role models from the top down;
    • To encourage, influence and enable the supply chain to create more LGBT+ inclusive working environments on site and in all work spaces.

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Organisations for Equality, Diversity, and Inclusion

  • Professional Bodies
    • Institution of Civil Engineer's diversity and inclusion policy:
    • No discrimination based on beliefs, backgrounds, abilities, etc.
    • Create a fairer environment free from harassment and discrimination, and one in which everybody feels included and valued.
    • Encourage members to challenge prejudice.
    • Fairness, Inclusion and Respect (FIR) Committee to promote inclusion and representation within the body.
    • Chartered Institute of Building (CIOB)
    • Support programmes such as Building Equality, Considerate Constructors, and Go Construct.
    • An Equality, Diversity and Inclusion Transformation Lead to examine recruitment practices, support under-represented groups to access career opportunities and visibility.
    • EDI Charter to promote positive change with its five actions for improving diversity and inclusion.

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Organisations for Equality, Diversity, and Inclusion

The Considerate Constructors Scheme (CCS)

    • A non-profit, independent organization to improve the public perception of the construction industry as a whole.
    • Not mandatory for construction sites and organisations to sign up as a member, but membership is sought by clients, and government agencies.
    • There are three types of CCS registrations: sites (opening for more than six weeks), companies, and suppliers.
    • The Five Key Components of the Codes of Considerate Practice:
    • The natural environment
    • Local community
    • Highly valued workforce
    • Security
    • Physical appearance of the site
    • The Scheme’s Code of Considerate Practice states that all registered organisations should value their workforce and provide a workplace where everyone is respected, treated fairly, encouraged and supported.

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Self-assessment Task 2

  • Hint: communication barriers, cultural differences, discrimination & bias, gender imbalance, etc.

Construction projects involve workers from different backgrounds, cultures, and experiences. While diversity can bring many benefits, it can also create challenges if it is not managed effectively.

Discuss at least four challenges that equality and diversity may present within a construction team or company, and explain how these challenges might affect team performance and project outcomes.

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References/Bibliography