equality, diversity and inclusion

Spotlight on… equality, diversity and inclusion provides information and resources to highlight the importance of a diverse workforce and the benefits to employers, individuals and the wider community.

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The campaign

‘Spotlight on… equality, diversity and inclusion’ provides information and resources to highlight the importance of a diverse workforce and the benefits to employers, individuals and the wider community.

Equality, diversity and inclusion are some of the biggest challenges faced by the construction industry. The industry should ensure that individuals from all backgrounds feel valued and supported as well as making those from outside the industry feel they are being welcomed into it. This will help to engage and recruit a more diverse workforce as well as helping to retain talent which will help with the industry’s skills shortage. Access to information and understanding can help drive behaviour change for the better, allowing for a far more inclusive working environment and workplace for all.

What is equality, diversity and inclusion?

Equality, diversity and inclusion is defined as “ensuring fair treatment and opportunity for all. It aims to eradicate prejudice and discrimination on the basis of an individual or group of individual’s protected characteristics.” Each of the individual elements of equality, diversity and inclusion are as important as each other while also covering different areas.

Equality

Equality means fairness – Ensuring individuals, or a group of individuals are not treated less favourably because of their protected characteristics.

Equality also means equality of opportunity – Ensuring that those who may be disadvantaged get the tools they need to access the same opportunities as their peers.

Diversity

Diversity is recognising, respecting and celebrating each other’s differences. A diverse environment is one with a wide range of backgrounds and mindsets, which allows for an empowered culture of creativity and innovation.

Inclusion

Inclusion means creating an environment where everyone feels welcomed and valued. An inclusive environment can only be created once we are aware of our unconscious biases, and have learned how to manage them. Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness.

In the 2010 Equality Act there are nine legally protected characteristics which will be the key focus of this campaign. These protected characteristics are:

  • Age
  • Disability
  • Gender Reassignment
  • Marriage and Civil Partnership
  • Pregnancy and Maternity
  • Race
  • Religion or Belief
  • Sex
  • Sexual Orientation

View definitions for these protected characteristics by Equality and Human Rights Commission here.

Considerate Constructors Scheme

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. The checklist used by Scheme Monitors asks the following questions:

  • “Q5.1 – Does the site demonstrate a commitment to respect, fair treatment, encouragement and support?”
  • “Q5.8 – What is being done to help encourage more equality, diversity and inclusion on site?”

An additional question of “Is there someone on site who champions equality, diversity and inclusion?” is also asked.

To support this awareness campaign, the Scheme issued an industrywide survey in January 2021 which received more than 800 responses to gauge attitudes on this topic. Key findings include:

  • 86.3% believe that one of the protected characteristics could be a barrier to someone working in the construction industry.
  • 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 hadn’t got a job due to their protected characteristic.

Considerate Constructors Scheme Chief Executive, Amanda Long said:

“As a sector with a looming skills shortage, construction companies should be considering ways to encourage more people than ever to pursue a career in the industry.

People are the centre of the success of our industry and a more diverse workforce will ultimately lead to a more successful construction industry.

The Considerate Constructors Scheme works to raise awareness and share best practice across the entire industry and I would encourage everyone to read the campaign and utilise the resources available within it.

Thank you to all organisations which have contributed to the campaign so far, and we look forward to continuing to grow the Best Practice Hub’s suite of resources on this critical subject to help to continue to raise standards across our industry.”

It is evident that although the industry is working towards supporting those with these protected characteristics, there is still more work to do to encourage a more equal, diverse and inclusive workforce. The following sections of this campaign showcase examples of best practice and in-depth case studies, while the resources section brings together organisations that are addressing this within the construction industry.

 

 

Law and legislation

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Law and legislation

The following legislation establishes policies and regulations which have been put in place to ensure an equal, diverse and inclusive workforce exists.

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External resources

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External resources

There are a number of organisations and resources available to help the construction industry understand the issue of equality, diversity and inclusion.

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Examples of best practice

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Examples of best practice

The Scheme aims to raise standards in the construction industry by sharing examples of best practice with the industry. Below are a number of examples of best practice that have been witnessed by Scheme Monitors on their visits, or have been submitted directly to the Hub by registered organisations.

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Case studies

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Case studies

The Scheme has collaborated with various contractors and organisations which are leading the way on equality, diversity and inclusion to produce case studies outlining their approaches to this important issue.

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What can you do?

People are the most important resource to the construction industry, therefore it is imperative that the industry reconsiders the way it recruits new individuals as well as supporting and retaining those already in the industry.

Sites, companies and suppliers of all sizes can play their part to ensure the industry is an equal, diverse and inclusive place to work. Although some guidance may apply to larger organisations, there are suggestions applicable to all constructors which can be modified for their own purposes.

In this next section the campaign aims to highlight the barriers for those represented by each protected characteristic and explains how the industry can improve and break down these barriers to become a more equal, diverse and inclusive industry.


Age

Definition: A person belonging to a particular age or range of ages.

The Schemes’ equality, diversity and inclusion survey to construction industry professionals revealed that age was the biggest factor of the 2010 Equality Act’s protected characteristics as to why respondents felt they hadn’t got a job.

Barriers related to this protected characteristic:

  • Perception that there is little value in training older workers.
  • Bias that older individuals are not open to new approaches and learning new skills.
  • Employers not being willing to spend the time to train younger people to be high performing employees.

How can the industry improve?

  • Encouraging returnships for older workers which will help to stop the loss of vital talent from the industry.
  • Ensure the company has an Equality and Diversity Policy to ensure requirements of the 2010 Equality Act are implemented including providing equal and transparent recruitment, training and provision.
  • Providing adequate training on the job for employers to ensure those new to the industry or those in the latter stages of their career are brought up to speed with others to have an equal opportunity to succeed in the role.
  • As part of the recruitment process use blind CV’s which do not include any personal details such as gender, age or ethnicity so that those making recruitment decisions will only see the person’s work capabilities.

For advice and guidance on this protected characteristic, click here.


Disability

Definition: A person has a disability if they have a physical or mental impairment which has a substantial and long term adverse effect on that person’s ability to carry out normal day to day activities.

The Scheme’s survey to construction industry professionals revealed that disability is seen as the protected characteristic that is the biggest barrier to someone working in the industry, as well as being seen as the protected characteristics with the least diversity in the industry.

Barriers related to this protected characteristic:

  • Employment opportunities only being advertised in formats that are not accessible to all.
  • Workplaces not being designed to accommodate disabled individuals.
  • Employers believing that disabled individuals are less productive, more likely to take long term sick leave or not stay in the job.
  • Employers believing disabled individuals are more expensive to recruit and train.
  • Employers being unaware of how to accommodate disabled people in the workplace.

How can the industry improve?

  • Encourage the workplace to be a supportive environment so employees feel able to speak up to receive the help and support they may need.
  • As far as is reasonably possible, ensure the workplace is accessible for those with disabilities such as wheelchair users.
  • Ensure job opportunities are advertised in formats that are accessible to all.
  • Ensure the company has an Equality and Diversity Policy to ensure requirements of the 2010 Equality Act are implemented including providing equal and transparent recruitment, training and provision.

The 2010 Equality Act includes a reasonable adjustment duty with three main requirements for employers to consider which are:

  1. The first requirement involves changing the way things are done for instance ensuring a disabled worker isn’t put at a substantial disadvantage by a provision, criterion or practice of the employer.
  2. The second requirement involves making changes to overcome barriers created by physical features of the workplace.
  3. The third requirement involves providing extra equipment or having someone to do something to assist a disable person.

When deciding whether an adjustment is reasonable, employers should consider how effective the change will be in avoiding the disadvantage the disabled worker would otherwise experience, as well as the practicality, cost, the organisation’s resources and size and the availability of financial support.

However due to the variety of disabilities and the physical nature of some construction roles, it will not be possible for some disabled individuals to carry out certain roles in the construction industry.

For advice and guidance on this protected characteristic, click here.


Gender Reassignment

Definition: The process of transitioning from one gender to another.

The Scheme’s survey to construction industry professionals revealed that the construction industry lacks diversity of those belonging to this protected characteristic. Sex and disability were the only protected characteristics with a higher lack of diversity.

Barriers related to this protected characteristic:

  • Lack of knowledge and education of this protected characteristic by those making recruitment decisions as well as those in the workplace.
  • The perception of construction as a “macho” male dominated industry.
  • General discrimination from those in the industry making it difficult for them to disclose their intentions to transition to their employers or colleagues.

How can the industry improve?

  • Provide education to all levels of the organisation including operatives, management and those making recruitment decisions.
  • Ensure gender reassignment issues are more visible around the workplace through involvement with events such as Pride as well as displaying informative materials such as posters and leaflets.
  • Give individuals the choice and opportunity to include their pronouns on email signatures and business cards.
  • Ensuring adequate support is available to those transitioning as individuals going through this process can often have their mental health affected due to repressing their gender identity for a period of time.
  • Afford those who have completed their transition the right to use facilities appropriate to their acquired gender role, in addition to this employers could offer additional gender neutral facilities if this is appropriate for the size and budget of the project.

For advice and guidance on this protected characteristic, click here.


Marriage and Civil Partnership

Definition: Marriage is the union between a man and a woman or between a same-sex couple. Same-sex couples can also have their relationships legally recognised as a civil partnership. Civil partnerships should not be treated less favourably than married couples.

Barriers related to this protected characteristic:

  • The perception that those belonging to this protected characteristic are viewed as being more interested in family life than their career.
  • Individuals not being considered for promotion or development and training as they can be viewed as caring less about their career.
  • Working hours being inflexible which doesn’t fit to potential family commitments such as childcare.

How can the industry improve?

  • Provide opportunities for flexible working such as part-time roles, job shares, changeable hours of work and working from home.
  • Create initiatives that help facilitate individuals that are returning to work after starting a family.
  • Provide advice and guidance to the workforce on maintaining a healthy work-life balance.
  • Encourage an ‘open door’ policy to ensure those that may need support feel comfortable speaking about issues, without the fear of being discriminated against.

For advice and guidance on this protected characteristic, click here.


Pregnancy and Maternity

Definition: Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after birth. Protection against maternity discrimination is for 26 weeks after giving birth.

The Scheme’s survey to construction industry professionals revealed that pregnancy and maternity are the second biggest barrier after disability to someone working in the construction industry.

Barriers related to this protected characteristic:

  • Pregnant women often require additional support to carry out their role such as additional time off for appointments as well as a reduction in the physical aspect of the job which may not be afforded to them.
  • Some employers perceive pregnant women as not being dedicated to the role, which can lead to employers being less accommodating to pregnant staff.
  • Health and safety risks aren’t fully considered for those that are pregnant.
  • Individuals may not be considered for roles or promotions due to them being pregnant or due to go on maternity leave.

How can the industry improve?

  • Whilst an employee is pregnant as far as is reasonably possible the employee should be offered flexibility in their working hours to attend appointments.
  • Remain in regular contact with the individual while they are on maternity leave, to keep them up to date which will help with the transition back to work.
  • Have a company procedure for returning mothers to ensure they feel valued and welcomed back whilst also having processes in place to aid their return.
  • Involve the pregnant individual in the process of finding the appropriate person to cover their workload while they are on maternity leave.
  • Implement a return to work plan, which can help the employee to reintegrate following maternity leave allowing them to establish a new routine and get up to speed with changes that may have occurred while they were on maternity leave.
  • As far as is reasonably possible the partner of a pregnant individual should be offered flexibility in their working hours to attend appointments with their pregnant partner.

For advice and guidance on this protected characteristic, click here.


Race

Definition: This refers to a group of people defined by their race, colour and nationality (including citizenship) ethnic or national origins.

The Scheme’s survey to construction industry professionals revealed that someone’s race is the second biggest reason after someone’s sex that individuals have witnessed or been aware of discrimination in the construction industry.

Barriers related to this protected characteristic:

  • Ethnic minority groups are underrepresented in the industry therefore individuals from these backgrounds find it difficult to see themselves in a role they don’t see others like them doing.
  • Those carrying out the recruitment are accustomed to a certain type of person carrying out construction roles and therefore unconscious bias may lead them to continue recruiting those from the traditional construction workforce’s background.
  • Recruitment can often be done by word of mouth in the industry which is at the detriment of employing a diverse workforce.
  • Those from ethnic minority backgrounds having a preconception that the construction industry is not welcoming to them.

How can the industry improve?

  • Use of a standardised interviewing approach with pre-planned questions and a marking system.
  • Ensure the recruitment process is carried out by a diverse recruitment panel and that those in these positions have been adequately trained.
  • As part of the recruitment process use blind CV’s which do not include any personal details such as gender, age or ethnicity so that those making recruitment decisions will only see the person’s work capabilities.
  • If using a recruitment organisation ensure that they are one which promotes diversity.
  • Encourage teambuilding events amongst the workforce to aid integration into the team, to help retain the best talent.
  • Champion those from ethnic minority backgrounds to show others from these backgrounds that the construction industry is an inclusive place to work.

For advice and guidance on this protected characteristic, click here.


Religion and belief

Definition: Religion refers to any religion, including a lack of religion. Belief refers to any religious or philosophical belief and includes a lack of belief. Generally a belief should affect your life choices or the way you live for it to be included in the definition.

The Scheme’s survey to construction industry professionals revealed that of the nine protected characteristics, religion or belief was the fifth highest reason individuals feel they haven’t got a job in the industry as well as being the fifth highest reason that respondents had witnessed or been aware of discrimination in the workplace.

Barriers related to this protected characteristic:

  • Employers not allowing individuals leave for religious reasons.
  • Religious dress not being seen as meeting the dress code requirements of a construction site.
  • Individuals feeling unable to participate in social events due to their religious beliefs for instance if alcohol is involved.
  • Nowhere for individuals to practice religious prayer at the workplace.
  • Physical jobs can be more difficult for those fasting due to their religion.

How can the industry improve?

  • As far as is reasonably possible, employees should be accommodating to an individual’s religious dress as long as it isn’t a health and safety risk.
  • Provide a quiet area or room for individuals to pray and practice their religion.
  • Ensure all employees are educated on the religions and beliefs of others on the project to ensure ignorance is minimised and understanding is improved.
  • Monitor and adjust if necessary the workloads of those carrying out physical work whilst they are fasting due to their religious beliefs.
  • Arrange social events that are inclusive to all to promote inclusivity and to fully integrate those with religious beliefs into the team.

For advice and guidance on this protected characteristic, click here.


Sex

Definition: A man or woman.

The Scheme’s survey to construction industry professionals revealed that sex was the biggest reason for discrimination they have witnessed or been aware of, sex was also the second highest reason respondents felt they haven’t got a job in the construction industry.

Barriers related to this protected characteristic:

  • The preconception that the construction industry is an all-male environment where the only jobs involve manual labour.
  • Inadequate working conditions without separate and equal welfare facilities.
  • Inflexible and long working hours.
  • Lack of promotion of the industry to women as a career choice from a young age.

How can the industry improve?

  • Ensure that all projects have adequate separate and equal welfare facilities for both men and women as well as providing appropriate PPE for women.
  • As far as is reasonably possible enable flexible working hours for those with childcare and caring responsibilities.
  • Engage with the younger generation to promote the industry to young women and inform them of the wide variety of roles available in the industry.
  • Ensure the organisation has a zero tolerance policy on sexism and harassment as well as an ‘open door’ policy to encourage all workers to report inappropriate behaviour.
  • Ensure the recruitment process does not create barriers through unconscious bias by using traditionally masculine words such as ‘strong’ in job descriptions.
  • Read the Scheme’s ‘Spotlight on… women in construction’ awareness campaign whilst also encouraging those in the industry to take the Scheme’s ‘Women in construction’ e-learning course.

For advice and guidance on this protected characteristic, click here.


Sexual orientation

Definition: Whether a person’s sexual attraction is towards their own sex, the opposite sex or to both sexes.

The Scheme’s survey to construction industry professionals revealed that sexual orientation is the protected characteristic with the fourth biggest lack of diversity in the construction industry and the fourth biggest reason for discrimination respondents have witnessed or been aware of.

Barriers related to this protected characteristic:

  • The perception that the construction industry is not an inclusive workplace due to offensive language that may be heard.
  • Lack of education of appropriate language in the industry and information on what is acceptable.
  • Individuals not feeling comfortable to be open about their sexual orientation on site.

How can the industry improve?

  • Provide training for those in leadership positions to facilitate awareness and understanding as well as providing tools to ensure an inclusive environment, with a focus on language and how to challenge problematic behaviour.
  • Education on appropriate language amongst the workforce to promote inclusion.
  • Ensure sexual orientation issues are more visible around the workplace through involvement with events such as Pride as well as displaying informative materials such as posters and leaflets.
  • Communicate and enforce a code of conduct with policies being reinforced by sanctions on offending individuals.
  • Communicating with LGBT+ individuals to understand their experiences and issues they may face and how, if necessary, support can be provided.

For advice and guidance on this protected characteristic, click here.


This campaign has shown that the construction industry is making progress towards becoming a more equal, diverse and inclusive place to work through the case studies and best practice examples featured in this campaign. However, the industry must now continue to make a long term commitment to tackle perceptions and change industry practices to ensure construction becomes a truly inclusive industry.

As well as the information above, it is also advised to use resources provided in the ‘External Resources’ section of this campaign which identifies information from other organisations and companies.

The Scheme will continue to update this campaign as new case studies and examples of how the industry is tackling this issue are identified. If you would like to share how your organisation helps to encourage a more equal, diverse and inclusive industry, please contact the Scheme by emailing enquiries@ccsbestpractice.org.uk.

 

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Examples of best practice

The Scheme aims to raise standards in the construction industry by sharing examples of best practice with the industry. Below are a number of examples of best practice that have been witnessed by Scheme Monitors on their visits, or have been submitted directly to the Hub by registered organisations.

Binny Sanitary Bins

Published 19 July 2021 | No comments
Written by Richie Dawson
Categories Sanitary bins Toilets
CategoriesSanitary bins Toilets

This contractor trialled sanitary waste disposal from Binny. They Dispose of all sanitary and personal waste, are fully compliant with all legislation including HSE, EA and DOH and significantly reduces sanitary bin carbon footprint and cost savings. Using this system removes the need for sanitary bin suppliers and contracts. To find out more, click the link below.

Pride LGBTQ+ Helmet Stickers

Published 12 July 2021 | No comments
Written by Bruno Tiosso
Categories Diversity Equality Inclusion
CategoriesDiversity Equality Inclusion

In order to celebrate Pride Month, the contractor team on this project have provide Pride LGBTQ+ helmet stickers. Additional to this the contractor showed support to those celebrating Pride Month with banners placed at the vehicle gates and small flags were distributed to office workers.

Promoting Pride Month

Published 21 June 2021 | No comments
Written by John Cairns
Categories Diversity Equality Inclusion
CategoriesDiversity Equality Inclusion

The project team at this contractor participated in raising awareness of Pride Month through flying the Rainbow Flag on site. Flying the flag showed the contractor are supportive and inclusive of those celebrating Pride Month.

Fairness, Inclusion and Respect Ambassadors

Published 21 June 2021 | No comments
Written by Kiu Tran
Categories Diversity Equality Inclusion
CategoriesDiversity Equality Inclusion

This project has appointed three Fairness, Inclusion and Respect Ambassadors as they are committed to ensuring every person feels included and celebrated. They do this through their site inductions where they reinforce their  commitment to inclusion and a no-tolerance approach to discrimination of any sort. They celebrate different cultures and beliefs through regular events and raise awareness of issues and…

Inclusive Workforce Board Game

Published 20 May 2021 | No comments
Written by Lucy Austin
Categories Consultation Diversity Equality Inclusion
CategoriesConsultation Diversity Equality Inclusion

This contractor has implemented an inclusion workshop featuring the interactive board game ‘Equally Yours’ on their projects. The game required participation from 24 volunteers which were split into two groups of 12 with the session held on Microsoft Teams. Participants included staff from various disciplines to ensure that the participants accurately represented the team. Launching in conjunction with International Women’s…

Farrans DNA Initiative

Published 20 May 2021 | No comments
Written by Clare Taylor
Categories Diversity Equality Inclusion
CategoriesDiversity Equality Inclusion

DNA – Diversify/Nurture/Accept. DNA is an initiative developed by three people within the contractor. It is a network aimed at all the protected characteristic groups (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation), with the goal to build meaningful support networks to inspire and empower people so that they can…

Personal Safety Conversation Cards

Published 26 April 2021 | No comments
Written by Leanna Martin
Categories Bullying Harassment Inappropriate language Inclusion Management attitudes Posters
CategoriesBullying Harassment Inappropriate language Inclusion Management attitudes Posters

After the tragic murder of Sarah Everard, recent campaigns, vigils, media spotlights, and focus on harassment and violence; this contractor have created a number of new safety conversation starter cards. These have been used as an aid to help open up conversations with the teams regarding personal safety, women’s safety and diversity. By having the conversations, it has made operatives…

Ethical Labour Practices and Human Rights Webinar

Published 26 April 2021 | No comments
Written by Lucy Wainwright
Categories Illegal workers Management Modern slavery Supply chain engagement
CategoriesIllegal workers Management Modern slavery Supply chain engagement

The project Team marked International Human Rights Day by hosting a live webinar with guest speaker Annabel Short, Senior Advisor of the Built Environment for the Institute for Human Rights and Business (IHRB). The webinar was open to all staff as well as clients, consultants and supply chain partners. The discussion covered what human rights mean in practice in the…

Respect the Community – Zero Tolerance Poster

Published 17 March 2021 | No comments
Written by CCS Best Practice Hub Administrator
Categories Canteen Operative conduct and behaviour Privacy Sensitivity to neighbours
CategoriesCanteen Operative conduct and behaviour Privacy Sensitivity to neighbours

Contractors should be ensuring that fairness, inclusion and respect standards are upheld to the highest level on sites, whilst also operating zero-tolerance policies on any behaviour that falls outside of what should be expected of an individual representing the construction industry. Attitudes towards these standards have improved in this area, however it is clear that it is still as important…

Promotion for National Inclusion Week

Published 12 October 2020 | No comments
Written by John Cairns
Categories Diversity Equality Inclusion Management attitudes
CategoriesDiversity Equality Inclusion Management attitudes

As part of promotion for National Inclusion Week during the week of 28 September 2020, Balfour Beatty published a video to share staff views on what inclusion means to them. This helps to raise awareness of inclusion and diversity within the workplace and the role we all play in creating an inclusive culture. Watch the video below.

Eliminating Everyday Sexism

Published 12 October 2020 | No comments
Written by Zoe Gargan
Categories Diversity Equality Inappropriate language Inclusion
CategoriesDiversity Equality Inappropriate language Inclusion

Lendlease is passionate about encouraging a diverse workforce into construction. At Potato Wharf we embrace diversity in the workforce and as part of this we delivered an everyday sexism presentation to the workforce. This went down very well and encouraged conversations within the workforce about what is acceptable conduct and the impact of our actions. This formed part of a…

Using Social, Moral, Spiritual and Cultural Drivers with Construction Trainees

Published 7 September 2020 | No comments
Written by CCS Best Practice Hub Administrator
Categories Cultural needs Diversity Equality Inclusion Management attitudes Religious considerations
CategoriesCultural needs Diversity Equality Inclusion Management attitudes Religious considerations

Adopting educational teaching methodology for construction trainees using Social, Moral, Spiritual and Cultural (SMSC) drivers as a guiding principle for the training framework developed with liaison with teaching professionals. This is part of the curriculum being adapted to use in the training of apprentices and for the development of an improved mental health culture on site. The principle consists of: Social:…

Fairness, Inclusion and Respect Ambassador

Published 1 September 2020 | No comments
Written by Denise Southard
Categories Diversity Equality Inclusion Management attitudes
CategoriesDiversity Equality Inclusion Management attitudes

Fairness, Inclusion and Respect (FIR) Ambassadors promote a culture of Fairness, Inclusion and Respect within the organisation in which they work. They are expected to embody the principles of FIR: work collaboratively, whilst stepping in to take action, challenge behaviours and positively impact workplace culture. The project team have signed up to the Fairness, Inclusion and Respect commitments and they…

Let’s Educate Ourselves

Published 2 July 2020 | No comments
Written by Ashleigh Lang
Categories Diversity Equality Inclusion Management attitudes
CategoriesDiversity Equality Inclusion Management attitudes

At the Broadway our wellness programme includes a section on ‘keep learning’. With so many critical subjects at the moment, we have started a “Lets Educate Ourselves” campaign and this is now filtered to the whole business, through the project Senior Office Manager and the companies Digital Content Lead and Social Sustainability Manager. We aim to cover a subject every…

TfL Valuing People Workshop: Working with Adults with Learning Disabilities

Published 8 April 2020 | No comments
Written by Michael Barratt MBE
Categories Disadvantaged groups Diversity Equality Inclusion Local and special needs Management attitudes Minority groups
CategoriesDisadvantaged groups Diversity Equality Inclusion Local and special needs Management attitudes Minority groups

Transport for London (TfL) have adopted the Healthy Streets Approach to improve air quality, reduce congestion and help make London’s diverse communities greener, healthier and more attractive places to live, work, play and do business. The vision for Equality and Inclusion is that every person matters in keeping London moving, working and growing. The Equality Act (2010) places a duty…

Presenting the Opportunities Available to Women in Construction

Published 23 March 2020 | No comments
Written by James Morfitt
Categories Careers advice Diversity Equality Promoting Construction campaign
CategoriesCareers advice Diversity Equality Promoting Construction campaign

To celebrate International Women’s Day, Kelly Sowden and Sophie Dick hosted a presentation at Temple Moor High School in Leeds to Year 11 students, to promote engineering roles and role for women in engineering. They discussed the different types of engineering and how John Sisk & Son aim to increase the number of women they hire into the industry. Gender…

FREDIE Notice Board

Published 9 March 2020 | No comments
Written by Owen Winters
Categories Diversity Equality Healthy lifestyle advice Helplines Inclusion Language differences Language Differences Mental health Mental health first aiders Notice board Posters Stress Wellbeing events
CategoriesDiversity Equality Healthy lifestyle advice Helplines Inclusion Language differences Language Differences Mental health Mental health first aiders Notice board Posters Stress Wellbeing events

As part of being accredited as Leaders in Diversity, we have set up a notice board on site to promote the values of FREDIE: Fairness, Respect, Equality, Diversity, Inclusion and Engagement. A FREDIE calendar highlights events throughout the year, such as Mental Health Awareness Week, Black History Month, Pride and Time to Talk Day. There is also a Wellbeing Calendar…

Learning a language with Duolingo

Published 18 November 2019 | No comments
Written by Mariyana Stoyanova
Categories Cultural needs Diversity Equality Inclusion Language differences Language Differences Minority groups Recognition Reward
CategoriesCultural needs Diversity Equality Inclusion Language differences Language Differences Minority groups Recognition Reward

At South Quay Plaza (SQP), we value the diversity of our workforce and inclusivity is important to us, therefore a number of Berkeley Managers have embarked on a mission to learn the basics of a language which is common on site using Duolingo. Even simple phrases such as ‘hello’, ‘good morning’ and ‘how are you’ have made a positive impact…

Achieving ‘Investors in Diversity’ (IiD) Standard

Published 18 November 2019 | No comments
Written by CCS Best Practice Hub Administrator
Categories Bullying Cultural needs Diversity Equality Harassment Inappropriate language Management attitudes
CategoriesBullying Cultural needs Diversity Equality Harassment Inappropriate language Management attitudes

This company’s vision for FREDIE (Fairness, Respect, Equality, Diversity, Inclusion and Engagement) is to create an industry-leading culture with inclusive and inspiring workplaces. They will embed FREDIE principles into all areas of their business which will transform how they work with their people, customers and communities and supply chain. Galliford Try Highways has been conditionally awarded the Investors in Diversity…

Monthly Equality, Diversity and Inclusion Toolbox Talks

Published 10 September 2019 | No comments
Written by CCS Best Practice Hub Administrator
Categories Consultation Diversity Equality Feedback Inclusion Minority groups Religious considerations
CategoriesConsultation Diversity Equality Feedback Inclusion Minority groups Religious considerations

All site and office based staff complete a monthly toolbox talk about equality, diversity and inclusion. Themes have included disability, LGBT+ and religion. To date, 1500 members of the team have participated. Videos, games, quizzes and presentations are just some of the formats used to date. Tool Box Talks have taken us from 4% to 80% Equality Diversity Inclusion training…

Incorporating Disability Equality into Construction

Published 27 August 2019 | No comments
Written by Michael Barratt MBE
Categories Cycle safety Public diversions Residents Sensitivity to neighbours Special needs Traffic management Traffic management arrangements Utility works
CategoriesCycle safety Public diversions Residents Sensitivity to neighbours Special needs Traffic management Traffic management arrangements Utility works

Transport for London (TfL) have adopted the Healthy Streets Approach to improve air quality, reduce congestion and help make London’s diverse communities greener, healthier and more attractive places to live, work and enjoy. The vision for equality and inclusion is that every person matters in keeping London moving, working and growing. TfL also recognises the role of transport in improving…

Supporting Belfast Pride

Published 5 August 2019 | No comments
Written by Sinead Gorman
Categories Diversity Equality Inclusion Management attitudes Minority groups Posters Residents
CategoriesDiversity Equality Inclusion Management attitudes Minority groups Posters Residents

Belfast Pride Festival is one of the biggest festivals in the city and runs over 100 events across 10 days. The festival runs from Friday 26th July until Sunday 4th August (Pride Day) and the centrepiece Pride Parade on Saturday 3rd August with many local businesses and community groups taking part. The Belfast Pride Parade is the biggest cross community…

Gender Equality Video

Published 22 July 2019 | No comments
Written by Manjeeta Pathak
Categories Diversity Equality Inclusion Minority groups
CategoriesDiversity Equality Inclusion Minority groups

The construction industry lacks diversity. There are various diversity issues within the industry and there have been various attempts to tackle the issue. Gender disparity has been one of the diversity issues, as the construction industry is still predominantly male dominated. Changes take time, especially attitude changes. The unconscious biases exist in the industry and the changes in construction industry…

Culturally Diverse Welfare Facilities

Published 24 June 2019 | No comments
Written by Alan Cawley
Categories Cultural needs Diversity Inclusion Minority groups Religious considerations Toilets
CategoriesCultural needs Diversity Inclusion Minority groups Religious considerations Toilets

To ensure that cultural diversity is catered for on the BioCork 2 site, a ‘squat toilet’ was installed. The Carpenter on site made a carcass for the squat toilet to be encased. A waterproof anti-slip covering was then installed. The unit then was plumbed in and a hose was installed in case users may not use toilet paper. Earlier in…

Equality and Diversity Policy Template

Published 21 May 2019 | No comments
Written by CCS Best Practice Hub Administrator
Categories Age Cultural needs Diversity Employed Equality Inclusion Management attitudes Minority groups Religious considerations
CategoriesAge Cultural needs Diversity Employed Equality Inclusion Management attitudes Minority groups Religious considerations

The Considerate Constructors Scheme has produced an equality and diversity policy, for contractors to use on site or in the workplace in general. This is aimed at ensuring no-one is discriminated against on the basis of race, religion, ethnicity, age, gender, sexuality or disability, in line with the Equality Act 2010. Please be aware that this Scheme document has been…

Supply Chain Sustainability School’s Toolbox Talks

Published 6 February 2019 | No comments
Written by CCS Best Practice Hub Administrator
Categories Air quality Energy saving measures Modern slavery Operative conduct and behaviour Personal development Supply chain Toolbox Talk Training Training Water saving measures Workforce Workforce
CategoriesAir quality Energy saving measures Modern slavery Operative conduct and behaviour Personal development Supply chain Toolbox Talk Training Training Water saving measures Workforce Workforce

The Supply Chain Sustainability School is an online resource available for all individuals working in the construction industry. The School addresses a range of topics from Waste and Carbon, Fairness, Inclusion and Respect, Modern Slavery and many more sustainability issues. To help the construction sector tackle these industry-wide issues, the School has developed a number of Toolbox Talks for a…

Providing ‘Period Dignity’ within the Construction Industry

Published 21 January 2019 | No comments
Written by CCS Best Practice Hub Administrator
Categories Equality Open door policy Sanitary bins Separate facilities Toilets
CategoriesEquality Open door policy Sanitary bins Separate facilities Toilets

Over the past few years, the construction industry has been trying to improve the diversity of the workforce by encouraging more women into the industry. However, as the industry is still fairly male orientated, there is still a risk that welfare facilities and toilets may not be suitable for female members of staff (for example there may not be clean/…

Intercity Best Practice Sharing

Published 21 December 2018 | No comments
Written by Michael Barratt MBE
Categories Community liaison Goodwill Lessons learnt Local and special needs Routes
CategoriesCommunity liaison Goodwill Lessons learnt Local and special needs Routes

Discussions have been taking place between Transport for London (TfL) and Brighton & Hove City Council (BHCC) on ‘all inclusive’ approaches to diversity and inclusion at roadworks. TfL are presently trialling alternative methods at two major works sites, Old Street and Highbury Corner which involves working closer with local communities and disability groups to better understand their challenges. Subsequently, BHCC…

Inclusive Workforce

Published 4 December 2018 | No comments
Written by CCS Best Practice Hub Administrator
Categories Diversity Inclusion Minority groups
CategoriesDiversity Inclusion Minority groups

This site is the best performing joint venture (out of the seven working for HS2) in terms of equality, diversity and inclusion. Notable achievements include workforce representation with 42% of workers are women, 16% are BAME (black, Asian or minority ethnic), and 10% are disabled. The site has been given an AA rating in terms of the Web Content Accessibility…

Celebrating Diversity by Celebrating Nationalities

Published 4 December 2018 | No comments
Written by Nick Wicks
Categories Canteen Cultural needs Diversity Inclusion
CategoriesCanteen Cultural needs Diversity Inclusion

At 48 Carey Street, Multiplex decided to demonstrate its commitment to respecting diversity by celebrating the national days of the home countries of everyone working on site. On that day, their country’s flag is flown in the canteen, and traditional food from that country is prepared. ‘Inclusion’ posters have been posted around the site, proudly displaying the site team that…

Supporting Cultural Diversity on Site

Published 29 November 2018 | No comments
Written by Sean Seal
Categories Cultural needs Diversity Minority groups Religious considerations Separate facilities Toilets
CategoriesCultural needs Diversity Minority groups Religious considerations Separate facilities Toilets

In considering cultural issues, the site has provided an adapted toilet cubicle and WC pan which may be used by certain cultures where squatting is the norm rather than sitting. This cubicle can also be used by people with a disability due to the size and extra handholds in place. This can be replicated on sites, which anticipate a mixed…

Women’s Network and LGBT+ Support Group

Published 13 September 2018 | No comments
Written by Jack Lawrence
Categories Diversity Equality Inclusion Minority groups Supply chain
CategoriesDiversity Equality Inclusion Minority groups Supply chain

Costain Skanska JV  have established a Women’s Network and LGBT+ Support Group for all members of staff on the project, including supply chain. Both groups are chaired by Equality, Diversity and Inclusion Champions. The groups now have a combined membership of 45 people. The Women’s Network specifically supports women in the industry and those returning to work. The LGBT+ Network…

Diversity Calendar: get closer to your community

Published 19 February 2018 | No comments
Written by Jeremy Bayliss
Categories Community liaison Diversity Local and special needs Public
CategoriesCommunity liaison Diversity Local and special needs Public

Our company has always been on a look out for ideas on how to improve our industry’s image. One such an idea was to recognise, respect and celebrate the diversity of the area we work in. The diversity might be a religion, nationality or culture. One way we recognise diversity might be to decorate our hoardings in line with local…

Spotlight on… women in construction follow-up article

Published 31 January 2018 | No comments
Written by CCS Best Practice Hub Administrator
Categories Diversity Equality Inclusion
CategoriesDiversity Equality Inclusion

In September 2017, the Scheme launched ‘Spotlight on… women in construction’ to raise awareness of the need for gender diversity in the industry. ‘Spotlight on… women in construction’ brings together information, resources, examples of best practice, case studies and guidance for construction professionals. This campaign provides registered sites, companies and suppliers with one go-to resource to find out more about…

Creating a Culture of Inclusion

Published 5 January 2018 | No comments
Written by Darren Peck
Categories Diversity Equality Inclusion Minority groups
CategoriesDiversity Equality Inclusion Minority groups

Mace have made a targeted effort to ensure that Mace has a culture of inclusion. Mace senior leadership have attended the 2017 London pride event dressed in full Mace PPE. Mace senior leaders have also donned rainbow laces in support of external LGBT groups. Mace also promoted LGBT at their first launch event, which took place at the global HQ….

PPE for Muslim Women

Published 6 October 2017 | No comments
Written by CCS Best Practice Hub Administrator
Categories Diversity Equality Inclusion Minority groups Onsite dress code PPE Religious considerations
CategoriesDiversity Equality Inclusion Minority groups Onsite dress code PPE Religious considerations

Personal Protective Equipment is necessary on a construction site and all personnel should be able to wear it regardless of their gender or religious background. See the examples below for how one site developed inclusive PPE: Muslim women often commit to dress modestly in Hijab or Burka, which can come into conflict with PPE requirements. A Muslim female employee decided…

International Women in Engineering Day

Published 18 September 2017 | No comments
Written by CCS Best Practice Hub Administrator
Categories Diversity Equality Inclusion
CategoriesDiversity Equality Inclusion

International Women in Engineering Day is an annual event organised by the Women’s Engineering Society to promote career opportunities and celebrate successful female engineers. To celebrate this day on your site you could consider: Attending and presenting at a Women in Engineering event. Conducting a visit to a local school to promote engineering careers to young women and men. Encourage…

Female PPE Initiative

Published 29 August 2017 | No comments
Written by Steve Caucutt
Categories Equality Inclusion PPE
CategoriesEquality Inclusion PPE

Women who work for BAM Nuttall are being supplied with workwear designed specifically for them. After a series of trials on a number of its sites in London, Leeds, Newcastle and Scotland, the company is rolling out a range of work clothing nationwide that is specifically designed for women. Working with workwear manufacturer Arco, BAM Nuttall has commissioned polo shirts,…

Supporting International Women’s Day

Published 20 March 2017 | No comments
Written by Cintia Bailey
Categories Diversity Equality Inclusion Management attitudes Promoting Construction campaign
CategoriesDiversity Equality Inclusion Management attitudes Promoting Construction campaign

For International Women’s Day 2017, we asked our workforce to #BeBoldForChange. What advice would you offer our future generations of women? This year on International Women’s Day we invited everyone to answer that question. The response has been amazing. Throughout the day, we shared images of those joining the conversation on our Twitter feed. A presentation on how we, as…

International Women’s Day

Published 7 March 2017 | No comments
Written by CCS Best Practice Hub Administrator
Categories Diversity Equality Management attitudes Promoting Construction campaign
CategoriesDiversity Equality Management attitudes Promoting Construction campaign

International Women’s Day is a global day celebrating the social, economic, cultural and political achievements of women. To support International Women’s Day on your site, you could do the following: Support and participate in ‘Women in Construction’ events; Have a robust equality and diversity policy ensuring men and women are treated equally; Visit the ‘International Women’s Day’ website to view resources…

Cultural Diversity

Published 29 November 2016 | No comments
Written by Gary Long
Categories Cultural needs Diversity Equality Inclusion Language differences Language Differences Minority groups Multi-use room Religious considerations Separate facilities
CategoriesCultural needs Diversity Equality Inclusion Language differences Language Differences Minority groups Multi-use room Religious considerations Separate facilities

To support an ever growing cultural diversity amongst our workforce, we have adopted simple provisions to make sure everybody feels welcome and are able to make a positive contribution to the project. Our site is not the biggest, but we have been able to accommodate a prayer room in one of the smaller offices and at selected times of the…

IiD Handbook

Published 13 September 2016 | No comments
Written by Andrew Sharp
Categories Consultation Diversity Inclusion
CategoriesConsultation Diversity Inclusion

We recognise that by having a diverse and inclusive workforce, we can make our place of work a great place to be. By raising awareness of being inclusive we can promote a culture which will further harness the unique skills, characteristics and experience which we have to offer. To do this we have established an Investors in Diversity steering group…

Construction Industry Council: ‘A Blueprint for Change’

Published 2 August 2016 | No comments
Written by CCS Best Practice Hub Administrator
Categories Campaigns Diversity Feedback
CategoriesCampaigns Diversity Feedback

The Construction Industry Council have released their Diversity Report titled ‘A Blueprint for Change’. This brings the latest findings from data sourced from across the construction industry together with examples of good practice. This report has total coverage of over 200,000 individuals from the industry and also bespoke and anonymised feedback on the contributing organisations about how how they compared to other…

Providing Opportunities for Female Operatives

Published 2 August 2016 | No comments
Written by CCS Best Practice Hub Administrator
Categories Diversity Equality Inclusion Training
CategoriesDiversity Equality Inclusion Training

Equality should be encouraged within the workforce across all individuals. In order for the industry to attract potential employees from all backgrounds, ages and genders, equality must be demonstrated. Additional training is an effective method in widening the accessibility and potential for the whole workforce. One site showed evidence of this through the below example: The organisation looked for opportunities…

Improving Communications for Foreign Workers

Published 2 August 2016 | No comments
Written by CCS Best Practice Hub Administrator
Categories Cultural needs Language differences Minority groups
CategoriesCultural needs Language differences Minority groups

It is important to provide the appropriate facilities and environment for foreign workers. Facilitating the foreign workforce is important in providing and encouraging equality and diversity within the industry. It is also beneficial towards increasing productivity if the workforce can work more efficiently together. One site demonstrated this through the below examples: The contractor retained approximately 30 Asian Muslim operatives on concrete…

Supporting Employees Affected by Cancer

Published 3 June 2016 | No comments
Written by Michelle Rouse
Categories Counselling services Posters
CategoriesCounselling services Posters

Every year, almost 120,000 people of working age are diagnosed with cancer in the UK – a figure set to rise with survival rates improving and people retiring later. Consequently cancer has become a long-term condition, and therefore is rapidly becoming a more regular area for HR and line managers to manage in the workplace. Cancer and its treatments affect…

Bullying in the workplace: ACAS

Published 3 February 2016 | No comments
Written by CCS Best Practice Hub Administrator
Categories Bullying Consultation Harassment Open door policy
CategoriesBullying Consultation Harassment Open door policy

It is vitally important to provide a supportive and caring work environment, where all employees feel respected and fairly treated. A platform to enable staff to voice their concerns and problems should be available, to ensure employees individual needs are supported. Any workforce equality, diversity and inclusion policy statements should reference discrimination, harassment and bullying to show that these issues are not…

Language Differences: Ensuring all Members of Staff are Respected and Valued

Published 29 September 2015 | No comments
Written by CCS Best Practice Hub Administrator
Categories Cultural needs Inclusion Language differences Language Differences Minority groups Reward
CategoriesCultural needs Inclusion Language differences Language Differences Minority groups Reward

Constructors should devise methods that best ensure all members of the workforce are included and valued. Below is an example of how this was achieved: As part of the Stepping Up fortnight, a multi-cultural event was held, this involved forming teams of operatives, each featuring the broadest possible cultural diversity, to answer site related questions set in a variety of…

RIBA Role Models Project

Published 16 June 2015 | No comments
Written by CCS Best Practice Hub Administrator
Categories Careers advice Diversity Equality
CategoriesCareers advice Diversity Equality

RIBA have launched the Role Models  project as part of its ongoing commitment to promote diversity and inclusion and inspire a wide talent pool in the construction industry. The project is a new online publication, which celebrates the diversity of British architects through the stories of 12 individuals who explain how they have been able to forge careers within the…

Providing welfare, training and equal opportunities

Published 6 May 2015 | No comments
Written by James Doubleday
Categories Ashtrays Cleaning regime Cultural needs Discreet areas Drying Equality Multi-use room Reward Secure storage Separate facilities Showers Smoking and vaping Toilets Training Vaping
CategoriesAshtrays Cleaning regime Cultural needs Discreet areas Drying Equality Multi-use room Reward Secure storage Separate facilities Showers Smoking and vaping Toilets Training Vaping

The Buttsgrove Way site demonstrated good practice towards the workforce in a number of ways including providing high standards of welfare facilities, training opportunities and raising health and wellbeing awareness. Examples of how a supportive and caring working environment was provided include: As part of the induction process, the site manager explained the equal opportunity and diversity polices that were…

Spotlight on… language follow-up article

Published 1 December 2014 | No comments
Written by CCS Best Practice Hub Administrator
Categories Campaigns Harassment Inappropriate language
CategoriesCampaigns Harassment Inappropriate language

In October 2014, the Scheme’s campaign focused on the inappropriate, offensive and foul language sometimes used in the construction industry and how it could cause offence to both those working on site and anyone passing-by. It has been found that in 2014, over 500 construction professionals, revealed that sexist, racist, and homophobic language is not simply still a problem on sites…

Supporting a Diverse Workforce

Published 25 November 2014 | No comments
Written by CCS Best Practice Hub Administrator
Categories Diversity Equality Inclusion Minority groups
CategoriesDiversity Equality Inclusion Minority groups

The construction industry should be open to skilled workers from all backgrounds. Sites should have a culture of acceptance and inclusion, with all workers  shown fair treatment and respect. The importance of equality and diversity should be acknowledged by all on site and management should seek to take measures to support all those on site to achieve these values. Every effort should be made…

Stonewall LGBT Diversity Champions Programme

Published 24 November 2014 | No comments
Written by CCS Best Practice Hub Administrator
Categories Diversity Equality Inclusion Minority groups Scheme training and champion
CategoriesDiversity Equality Inclusion Minority groups Scheme training and champion

All members of the workforce should feel included and respected, no matter their age, gender, race, religion or sexual preference. Sites have visited the Stonewall charity for education in positive recruitment, engagement and retention of lesbian, gay, bisexual and transgender (LGBT) workers within the industry, with plans for Stonewall representatives to visit the site to wider workforce information and education….

CITB’s Be Fair Framework

Published 5 November 2014 | No comments
Written by CCS Best Practice Hub Administrator
Categories Age Consultation Diversity Equality Inclusion Minority groups Recognition
CategoriesAge Consultation Diversity Equality Inclusion Minority groups Recognition

A key requirement of the Scheme’s Code of Considerate Practice is to provide a workplace where everyone is respected, treated fairly, encouraged, supported and made to feel valued as an employee. All members of the workforce must be treated fairly and without discrimination. An ‘inclusion’ policy should demonstrate commitment to equality, diversity and respect amongst the workforce. Many companies are turning to CITB’s…

Awareness of Stress, Depression and Bullying

Published 28 October 2014 | No comments
Written by CCS Best Practice Hub Administrator
Categories Bullying Charities/organisations Harassment Inappropriate language Mental health Stress
CategoriesBullying Charities/organisations Harassment Inappropriate language Mental health Stress

Equality and diversity policies should include references to discrimination, harassment and bullying. Awareness of these issues should also be raised during site induction, toolbox talks and posters displayed in offices, canteen or rest areas. Training and toolbox talks are effective in helping people understand how using inappropriate and offensive language can impact others and cause distress. To tackle these issues,…

Close case studies

Case studies

The Scheme has collaborated with various contractors and organisations which are leading the way on equality, diversity and inclusion to produce case studies outlining their approaches to this important issue.

Canary Wharf Contractors are attempting to create a more diverse and inclusive workforce through regular visits from a chaplain. Read the case study here.
Costain have taken significant proactive action in recent years to address the lack of diversity and inherent poor culture of inclusion in the industry. They have improved gender balance in their recruitment through their equality, diversity and inclusion strategy. Read the case study here.
Costain have established its Religion, Ethnicity and Cultural Heritage (REACH) Network which focuses on supporting, educating and connecting employees on the matters of religion, ethnicity and culture. Read the case study here.
Farrans ‘Ban the Box’ initiative aims to give people with convictions a fairer chance at securing employment, by encouraging companies to ask the conviction question at a later point in the application process to reduce the risk of unfair discrimination and the overlooking of talent. Read the case study here.
Farrans DNA initiative is an internal network set up to support underrepresented and minority groups within their business by providing them with training, guidance, advice, and a toolkit to deal with possible challenges they face. Read the case study here.
Highways England’s On-Road Traffic Officer and EDI Champion Stewart Fox talks about learning British Sign Language and providing training on this for other traffic officers within the business. Read the case study here.
Women Into Construction and Hill Partnerships have worked in partnership to improve gender diversity in Cambridgeshire’s construction workforce. Read the case study here.
Women Into Construction and Hill Partnerships have worked in partnership to support women to gain site experience and develop their careers in construction. Read the case study here.
Kier Highways have delivered a range of initiatives to encourage and support their diverse workforce by celebrating a range of festivities and awareness days. Read the case study here.

Lovell have supported people from a variety of backgrounds to flourish in the construction industry

  • Joseph Chukwuadinula is a Regional Sustainability Coordinator and talks about how he was supported from the start by Lovell with their open conversation culture and an ethos of constant communication. Read the case study here.
  • Sam Goodbody is an Electrician Apprentice for Lovell and is profoundly Deaf and a British Sign Language user and Lovell have made appropriate workplace adjustments to support him in his role. Read the case study here.
  • Ivy Jankowska is a HR & Training Coordinator and speaks about how Lovell welcomed her into the industry and then through their Enhanced Maternity Scheme supported her through Motherhood. Read the case study here.
Morgan Sindall as part of their journey to addressing gender imbalance in construction, have created a ‘Target 50:50’ strategic work experience programme. Read the case study here.

Morgan Sindall have supported people from a variety of backgrounds to flourish in the construction industry.

 

  • Daniel Sherlock gained work experience and subsequent full time contract through Buildforce, who are a construction industry initiative, looking to attract the best military talent from the Royal Airforce, British Army and Royal Navy into the construction industry. Read the case study here.
  • Harmoni, an Apprentice Quantity Surveyor talks about how accommodating Morgan Sindall have been on her journey into the construction industry. Read the case study here.
  • Kye, an Apprentice Quantity Surveyor speaks about his journey from speaking to Morgan Sindall at a Careers Fair to getting real world work experience with the company and encountering the variety of aspects to the role. Read the case study here.
  • Lucie, an Assistant Site Manager talks about how she was offered an apprenticeship with Morgan Sindall following a mock interview and how the company have provided support and guidance throughout the process. Read the case study here.
Skanska have designed and implemented an ‘equipping leaders to have conversations about race’ workshop. The focus is to help them understand the complex issues surrounding race inequality and how to proactively be anti-racist and overcome the fear of saying the wrong thing.        Read the case study here.
Sir Robert McAlpine have implemented a culture that is truly inclusive and where everyone feels welcome with engagement starting at grassroots level, allowing everyone to share their experience and have their say. Read the case study here.

Willmott Dixon have supported people from a variety of backgrounds to flourish in the construction industry.

  • Eoin Burns, a Bid Coordinator is a British Sign Language user and speaks about how accommodating and supportive the contractor have been with him from the interview process through to the present day to ensure he can effectively carry out his role. Read the case study here.
  • Jeny Shrestha, a Design Coordinator talks about how the contractor supported her throughout her pregnancy as well as ensuring her return to work was seamless. Read the case study here.
Close law and legislation

Law and legislation

The following law and legislation establishes policies and regulations which have been put in place to ensure an equal, diverse and inclusive workforce exists.

Equality Act 2010

This act supersedes earlier legislation including the Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination in employment on grounds of religion or belief, sexual orientation and age. The act requires equal treatment in access to employment, as well as private and public services regardless of age, disability, race, religion, sexual orientation or gender.

For government guidance on the act, click here.

Human Rights Act 1998

This act sets out the rights and freedoms that everyone in the UK is entitled to affirming the prohibition of discrimination on grounds such as sex, race, colour, language and religion, political or other opinion, national or social origin, association with a national minority, property, birth or other status.

For government guidance on the act, click here.

Gender Pay Gap Reporting

From April 2017, UK employers with more than 250 staff are required to publish statistics on the gender pay gap in their organisation. This provision of the Equality Act will apply to a large number of UK construction organisations.

For government guidance on mandatory gender pay gap reporting, click here.

To read ACAS guidance on pay gap reporting, click here.

Close External resources

External resources

There are a number of organisations and resources available to help the construction industry understand the issue of equality, diversity and inclusion.

Organisations

What is the industry doing?

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