Diversity and inclusion: the power of example

While things are improving, diversity figures remain sobering in construction, especially out on site.

For instance, just 6% of construction workers are from a black, Asian or ethnic minority background, compared with around 14% of the UK population. Women account for just 15% of the construction workforce, with only 2% in on-site roles, and disabled employees account for just 6%.

Seeing the disparities in the representation of women and minority groups spurred me to become the executive champion of diversity and inclusion at Vistry Group.

It’s important that, as an industry, we review our ways of doing business: that we understand the difference between merely representing different genders and ethnicities and what it means to be truly inclusive.

For me, inclusivity means being welcomed and being able to visualise oneself in a role or workplace. Part of this is understanding and believing in the path you could take through the industry.

It was a point well made by one of our regional MDs. Dawnet McLaughlin, the daughter of Jamaican parents, said: “The one thing I sometimes feel for young black people is they don’t always have the examples or role models to say: ‘You can do that.’ This is particularly true of black women. I’ve got four nieces and I want them to know they can do whatever they put their minds to. I don’t want them to be held back because they’re female or black.”

Representation is important. At Vistry, for example, we promoted 11 women into director roles across the group in 2022 and female representation is now at 53% for our senior management.

Unconscious bias training is an invaluable tool to ensure people receive the opportunities we all deserve. It’s also better for business: a diverse workforce is not only more attractive to potential employees, it also recognises the value in reflecting the customers you serve.

So, how can the industry do better? I came to the construction industry later in my career from the airline sector and found the skills I had developed with Virgin and BA were eminently transferable. I would urge others to take a similar approach. The housebuilding sector is open to all and I admire the new programme from Women in Construction, which aims to address our industry’s gender imbalance and is making great strides. Flexible working also attracts a more representative workforce – and increases productivity at the same time.

There is a lot of work we still have to do at Vistry. Our key priorities include reviewing our D&I strategy, recruiting across more diverse platforms and enhancing our graduate programme and formal working experience scheme.

We also have a new Skills Academy opening at our Meridian redevelopment project with BAME targets for candidates to ensure representation is facilitated from the outset. The academy also partnered with The College of Haringey, Enfield and North East London to encourage a more diverse generation into the workforce.

It’s said that you should be the change you want to see in the world. Dawnet is a great example of that and within the business, our D&I committee, which is supported by our group-wide active networks, engages with people both inside and outside the organisation. The networks will invite external spokespeople to talk to the entire workforce at special sessions across Teams, to mark events such as Black History or Pride months.

At Vistry, we continue to strive to build our inclusive culture, where all forms of diversity are recognised for the value they bring in making the company. It’s part of culture and central to how we want to do business.

There has been a noticeable shift in the understanding of the benefits that a diverse workforce brings. I take comfort in the fact the industry is making progress but, as with any journey, things take time.  There are plenty of positive stories we should be proud of, but until we see a significant change in the figures, there’s always still more to be done!