Creating an industry for all

Since starting as Head of Equality, Diversity and Inclusion (EDI) Transformation at CIOB in January, I’ve spent the year looking at how CIOB can lead the way in developing EDI in the Built Environment sector. It’s been a great pleasure to discuss our approach with our member-led EDI Advisory Panel; engaged Hub Committees and interested members around the globe as well as with expert agencies and sister membership organisations in the industry.

I was particularly inspired by a virtual meeting that I had involving members dialling-in from Cape Town, Kathmandu, Kuala Lumpur and the UAE.  It may sound obvious, but there are different priorities and perceptions of equity and fairness around the world and we must listen to and learn from our international members on this critical agenda. We do not have all the answers in the UK and the opportunity to develop the CIOB’s approach with input from global perspectives is a challenging, but very exciting prospect.

As a result of the discussions and consultation, we’ve established an initial action plan: this includes embedding EDI into CIOB’s education and standards, adopting a more inclusive approach to our marketing and communications, and providing construction managers with the tools they need to understand and embed inclusive practices. Further discussions on the strategic priorities and aspirational EDI objectives for the end of the decade contributed to our on-going Vision 2030 project.

Our London and Hemel Hub has led the creation of a film which looks at the experiences of members from different backgrounds and what diversity and inclusion in the construction industry means to them. It has been fundamental to hear the impact of these measures first-hand, and I’m very pleased to see CIOB members getting involved with promoting EDI locally.

So what work can you expect to see in the near future? Coming later this year, the CIOB EDI Special Report and Charter will be published.  The Special Report will provide an assessment of the state of equality in the sector as it stands and set out the practical examples of ways in which organisation’s can adopt best practice. The accompanying Charter will set out five meaningful commitments that each employer in the sector can commit to, regardless of size and resources. We’ve also recently updated our EDI Policy Positions and you can find these here, as well as examples of the ways in which we’ve been engaging with policymakers on the subject to make positive change.

You can keep a close eye on the work we’re doing through our social media channels and news page. As always, we welcome any contribution to our work, and suggestions for what more should be doing can be made. We would also be very interested to hear what changes you have made to promote inclusive practices in the sector. Please let us know at the bottom of this page.