Why is Inclusivity so important?
It is critical that the construction industry is inclusive to all, and representative of the world around us. By providing the structures and infrastructure that we all utilise on a daily basis, our industry plays a unique role in shaping society. We have the opportunity ensure that places and facilities satisfy everyone's needs, including the LGBTQ+ community, now that the government has made development a priority in its post-pandemic plans.
This includes a wide range of actions, such as promoting gender-neutral bathrooms, which can help transgender persons overcome barriers to access while also enhancing access for cisgender people. We can only make these investments work for everyone in society if we have a diverse industry.
Individual construction firms are increasingly appreciating the benefits of a diverse and inclusive workforce. Of course, this is both commercial and ethically sound. Supporting greater diversity, according to all data, helps organisations promote innovation — and improve their financial performance.
Construction can't afford to miss out on the exceptional talent of LGBTQ+ personnel at a time when skilled people are in such limited supply. When you consider that employees of all backgrounds and orientations aspire to work for inclusive organisations, the advantages of having an inclusive sector are clear.
There is Always Room for Improvement
Unfortunately, the LGBTQ+ community as a group are still seriously underrepresented in the construction industry, and many of them encounter major barriers at work. Only 1% of 24,000 construction employees questioned identified as bisexual, 0.8 % as gay men, and 0.2 percent as lesbian, according to the Construction Leadership Council, compared to 97.9% who identified as heterosexual.
LGBTQ+ employees are frequently subjected to discrimination by co-workers or clients. For example, over the previous 12 months, % of LGBTQ+ architects questioned had heard homophobic or transphobic slurs used as insults in the workplace.
It may be far more difficult for LGBTQ+ people to bring their authentic self to work as a result of this. According to the Royal Academy of Engineering, only 55% of lesbian engineers, 48% of gay engineers, and 53% of bisexual engineers believe they can be open about their sexual orientation, compared to 90% of heterosexual engineers.
This is unacceptable, and it can have a significant impact on productivity. Currently, pressures on LGBTQ+ employees in engineering are expected to cost the industry £11.2 billion in lost productivity each year. Much more needs to be done, and as individuals, organisations, and an industry, we can all help.
How can we do Better?
Company Owners Spearheading Change
Owners, like everyone else in the construction business, should play a critical part in making the industry more inclusive. Owners can influence the inclusivity of assets through design standards from the start of a project, engaging collaboratively with the LGBTQ+ community as necessary. Owners can also utilise procurement to insist that suppliers follow inclusive business practises.
Educating Employees & Encouraging Allies
Every employee has a responsibility to make their workplace more inclusive, but it can require a big cultural shift. Mandatory training on aspects such as inclusion and unconscious prejudice can improve awareness of the obstacles that LGBTQ+ individuals face – as well as the behaviour that is required of everyone in the organisation.
Encouraging co-workers who aren't members of the LGBTQ+ community to become allies can also help to effect positive change. To guarantee that this is successful and relevant, networks and businesses can provide training on how to be a good ally.
Create Support Networks & Champion Role Models
An encouraging network is a powerful approach to bringing LGBTQ+ colleagues in an organisation together. Employees can express their opinions, experiences, and concerns, as well as work with leadership teams to promote the organisation's inclusive policies.
Senior employees can act as mentors for newer colleagues. Meanwhile, LGBTQ+ role models can serve to highlight the opportunities available, both to those already working in the field, and to students and applicants who are just starting out.
A growing number of organisations, such as Network Rail's Archway, have their own LGBTQ+ networks. However, there are cross-sector organisations such as Building Equality, a building industry alliance with over 40 companies regularly participating. This is an excellent resource if you're trying to start or extend your network.
Promoting Pride in the Construction Industry
Construction should – and can – be a terrific industry to work in for everyone. However, there is still a long way to go. With many LGBTQ+ networks reporting a drop in engagement during COVID-19, it's critical that we re-energize our efforts to celebrate the LGBT+ construction workforce and make the workplace a better place for everybody. We can all help construction reach its full potential as a diverse, dynamic, and inclusive sector by taking a few simple measures.
How can we help?
Are you searching for an opportunity in the construction industry or a hiring manager in need of construction talent? Get in touch today getus@jamesgrayengineering.com
