Diversity and inclusion in the construction industry - Revision history

Editor at 12:05, 4 January 2022

2022-01-04T12:05:55Z

← Older revision		Revision as of 12:05, 4 January 2022
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	With additional work to be done on ED&I in the construction sector, all three presenters mentioned the impact of the COVID-19 pandemic has had on aspects of those involved in the built environment. Ranging from adopting technology to working from home to job sharing to recruiting skilled talent, construction employees may be at a crossroads, and out of that may come adoption of ED&I attitudes.		With additional work to be done on ED&I in the construction sector, all three presenters mentioned the impact of the COVID-19 pandemic has had on aspects of those involved in the built environment. Ranging from adopting technology to working from home to job sharing to recruiting skilled talent, construction employees may be at a crossroads, and out of that may come adoption of ED&I attitudes.
		+
		+	--[[User:Heidi_Schwartz\|Heidi Schwartz]]

	= Related articles on Designing Buildings =		= Related articles on Designing Buildings =

Editor at 10:51, 26 November 2021

2021-11-26T10:51:33Z

← Older revision		Revision as of 10:51, 26 November 2021
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	With additional work to be done on ED&I in the construction sector, all three presenters mentioned the impact of the COVID-19 pandemic has had on aspects of those involved in the built environment. Ranging from adopting technology to working from home to job sharing to recruiting skilled talent, construction employees may be at a crossroads, and out of that may come adoption of ED&I attitudes.		With additional work to be done on ED&I in the construction sector, all three presenters mentioned the impact of the COVID-19 pandemic has had on aspects of those involved in the built environment. Ranging from adopting technology to working from home to job sharing to recruiting skilled talent, construction employees may be at a crossroads, and out of that may come adoption of ED&I attitudes.

−	= Related articles on Designing Buildings ~~Wiki~~ =	+	= Related articles on Designing Buildings =

	* Balance for better: why lack of diversity is an issue for everyone.		* Balance for better: why lack of diversity is an issue for everyone.
		+	* Charter for diversity and inclusion in construction and special report launched by CIOB.
	* Diversity in the built environment sector.		* Diversity in the built environment sector.
	* Diversity in the construction industry.		* Diversity in the construction industry.

176.249.62.218 at 07:53, 29 January 2021

2021-01-29T07:53:06Z

← Older revision		Revision as of 07:53, 29 January 2021
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	* [https://interengineeringlgbt.com/ InterEngineering].		* [https://interengineeringlgbt.com/ InterEngineering].

−	[[Category:DCN_Education_and_Training]] [[Category:DCN_News]] [[Category:DCN_Presentation]] [[Category:News]]	+	[[Category:DCN_Education_and_Training]] [[Category:DCN_News]] [[Category:DCN_Presentation]] [[Category:News]] [[Category:People]]

Editor at 12:19, 27 January 2021

2021-01-27T12:19:42Z

← Older revision		Revision as of 12:19, 27 January 2021
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	According to a 2018 survey conducted by Construction News, 59% of respondents did not feel comfortable about their gender identity or sexual orientation on site and 30% felt LGBT was a barrier to career progression. (LGBT+ survey, '[https://www.constructionnews.co.uk/data/data-news/lgbt-survey-constructions-slow-progress-laid-bare-25-01-2018/ Construction's slow progress laid bare]', Construction News - note: registration required for access.)		According to a 2018 survey conducted by Construction News, 59% of respondents did not feel comfortable about their gender identity or sexual orientation on site and 30% felt LGBT was a barrier to career progression. (LGBT+ survey, '[https://www.constructionnews.co.uk/data/data-news/lgbt-survey-constructions-slow-progress-laid-bare-25-01-2018/ Construction's slow progress laid bare]', Construction News - note: registration required for access.)

−	McKay shared an revealing observation about current workplace culture, making the statement, “If you don’t have a corporate email address, you’re going to be left out.” This shortcoming may result in the exclusion of those in the construction sector who are in the trades, and these employees will require other forms of outreach and support.	+	McKay shared a revealing observation about current workplace culture, making the statement, “If you don’t have a corporate email address, you’re going to be left out.” This shortcoming may result in the exclusion of those in the construction sector who are in the trades, and these employees will require other forms of outreach and support.

	Her firm’s reverse mentoring programme gets senior leadership involved, and McKay sees it as a positive initiative. She admits that everyone is still learning.		Her firm’s reverse mentoring programme gets senior leadership involved, and McKay sees it as a positive initiative. She admits that everyone is still learning.

Designing Buildings at 09:39, 27 January 2021

2021-01-27T09:39:13Z

Editor at 09:04, 27 January 2021

2021-01-27T09:04:36Z

← Older revision		Revision as of 09:04, 27 January 2021
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	The session opened with CSIC’s Director of Operations and Future Skills Douglas Morrison asking members of the audience to share their observations on changes in equality, diversity and inclusion (ED&I) awareness within their organisations since January 2020. Of those who participated in the poll, 35% felt awareness was enhanced, while 50% said attitudes were unchanged. The presentation that followed picked up on both the positive and neutral attitudes registered in the informal poll.		The session opened with CSIC’s Director of Operations and Future Skills Douglas Morrison asking members of the audience to share their observations on changes in equality, diversity and inclusion (ED&I) awareness within their organisations since January 2020. Of those who participated in the poll, 35% felt awareness was enhanced, while 50% said attitudes were unchanged. The presentation that followed picked up on both the positive and neutral attitudes registered in the informal poll.

−	Opening with an overview of the need to change, Amanda McKay of Balfour Beatty was the first speaker. With 35 years of experience, McKay spoke about her ~~firsthand~~ experience in the construction industry. Working initially in mining and then moving into construction, McKay shared ~~personal experiences~~ regarding exclusion and what she referred to as the nature of ~~the~~ industry, particularly through her earlier years.	+	Opening with an overview of the need to change, Amanda McKay of Balfour Beatty was the first speaker. With 35 years of experience, McKay spoke about her experience in the construction industry. Working initially in mining and then moving into construction, McKay shared firsthand observations regarding exclusion and what she referred to as the nature of an industry she called "too pale, stale and male" - particularly through her earlier years.

	Speaking of accepted site culture up until the late 2000s, McKay notes negative site banter, bullying and the lack of role models for minorities as some of the most significant behaviours that were overlooked by employers. McKay admits these attitudes - which still exist to some degree - can create obstacles for younger people who lack resilience.		Speaking of accepted site culture up until the late 2000s, McKay notes negative site banter, bullying and the lack of role models for minorities as some of the most significant behaviours that were overlooked by employers. McKay admits these attitudes - which still exist to some degree - can create obstacles for younger people who lack resilience.

Editor at 17:23, 26 January 2021

2021-01-26T17:23:44Z

← Older revision		Revision as of 17:23, 26 January 2021
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	It wasn’t until 2013 that she felt confident enough to come out in her workplace as trans. By that time McKay was in her 40s, and her desire for personal authenticity made it possible for her to withstand the mixed reception she experienced on site. Attitudes amongst her contacts in the supply chain were surprisingly receptive, and over time, behaviours both on site and throughout the workplace have continued to improve.		It wasn’t until 2013 that she felt confident enough to come out in her workplace as trans. By that time McKay was in her 40s, and her desire for personal authenticity made it possible for her to withstand the mixed reception she experienced on site. Attitudes amongst her contacts in the supply chain were surprisingly receptive, and over time, behaviours both on site and throughout the workplace have continued to improve.

−	According to a 2018 ~~LGBT+~~ survey conducted by Construction ~~Times~~, 59% of respondents did not feel comfortable about their gender identity or sexual orientation on site and 30% felt LGBT was a barrier to career progression.	+	According to a 2018 survey conducted by Construction News, 59% of respondents did not feel comfortable about their gender identity or sexual orientation on site and 30% felt LGBT was a barrier to career progression. (LGBT+ survey, '[https://www.constructionnews.co.uk/data/data-news/lgbt-survey-constructions-slow-progress-laid-bare-25-01-2018/ Construction's slow progress laid bare]', Construction News - note: registration required for access.)

	McKay shared an revealing observation about current workplace culture, making the statement, “If you don’t have a corporate email address, you’re going to be left out.” This shortcoming may result in the exclusion of those in the construction sector who are in the trades, and these employees will require other forms of outreach and support.		McKay shared an revealing observation about current workplace culture, making the statement, “If you don’t have a corporate email address, you’re going to be left out.” This shortcoming may result in the exclusion of those in the construction sector who are in the trades, and these employees will require other forms of outreach and support.

Editor at 17:17, 26 January 2021

2021-01-26T17:17:07Z

← Older revision		Revision as of 17:17, 26 January 2021
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	The session opened with CSIC’s Director of Operations and Future Skills Douglas Morrison asking members of the audience to share their observations on changes in equality, diversity and inclusion (ED&I) awareness within their organisations since January 2020. Of those who participated in the poll, 35% felt awareness was enhanced, while 50% said attitudes were unchanged. The presentation that followed picked up on both the positive and neutral attitudes registered in the informal poll.		The session opened with CSIC’s Director of Operations and Future Skills Douglas Morrison asking members of the audience to share their observations on changes in equality, diversity and inclusion (ED&I) awareness within their organisations since January 2020. Of those who participated in the poll, 35% felt awareness was enhanced, while 50% said attitudes were unchanged. The presentation that followed picked up on both the positive and neutral attitudes registered in the informal poll.

−	Opening with an overview of the need to change, Amanda McKay of Balfour Beatty was the first speaker. With 35 years of experience, McKay spoke about her ~~first hand~~ experience in the construction industry. Working initially in mining and then moving into construction, McKay shared personal experiences regarding exclusion and what she referred to as the nature of the industry, particularly through her earlier years.	+	Opening with an overview of the need to change, Amanda McKay of Balfour Beatty was the first speaker. With 35 years of experience, McKay spoke about her firsthand experience in the construction industry. Working initially in mining and then moving into construction, McKay shared personal experiences regarding exclusion and what she referred to as the nature of the industry, particularly through her earlier years.

	Speaking of accepted site culture up until the late 2000s, McKay notes negative site banter, bullying and the lack of role models for minorities as some of the most significant behaviours that were overlooked by employers. McKay admits these attitudes - which still exist to some degree - can create obstacles for younger people who lack resilience.		Speaking of accepted site culture up until the late 2000s, McKay notes negative site banter, bullying and the lack of role models for minorities as some of the most significant behaviours that were overlooked by employers. McKay admits these attitudes - which still exist to some degree - can create obstacles for younger people who lack resilience.

Editor at 17:15, 26 January 2021

2021-01-26T17:15:49Z

← Older revision		Revision as of 17:15, 26 January 2021
Line 9:		Line 9:
	The session opened with CSIC’s Director of Operations and Future Skills Douglas Morrison asking members of the audience to share their observations on changes in equality, diversity and inclusion (ED&I) awareness within their organisations since January 2020. Of those who participated in the poll, 35% felt awareness was enhanced, while 50% said attitudes were unchanged. The presentation that followed picked up on both the positive and neutral attitudes registered in the informal poll.		The session opened with CSIC’s Director of Operations and Future Skills Douglas Morrison asking members of the audience to share their observations on changes in equality, diversity and inclusion (ED&I) awareness within their organisations since January 2020. Of those who participated in the poll, 35% felt awareness was enhanced, while 50% said attitudes were unchanged. The presentation that followed picked up on both the positive and neutral attitudes registered in the informal poll.

−	~~Acknowledging~~ the need to change, ~~the first speaker was~~ Amanda McKay of Balfour Beatty. With 35 years of experience, McKay spoke about ~~the lived~~ experience in the construction industry. ~~Serving first~~ in mining and then moving into construction, McKay shared personal experiences regarding exclusion and what she referred to as the nature of the industry, particularly through her earlier years.	+	Opening with an overview of the need to change, Amanda McKay of Balfour Beatty was the first speaker. With 35 years of experience, McKay spoke about her first hand experience in the construction industry. Working initially in mining and then moving into construction, McKay shared personal experiences regarding exclusion and what she referred to as the nature of the industry, particularly through her earlier years.

	Speaking of accepted site culture up until the late 2000s, McKay notes negative site banter, bullying and the lack of role models for minorities as some of the most significant behaviours that were overlooked by employers. McKay admits these attitudes - which still exist to some degree - can create obstacles for younger people who lack resilience.		Speaking of accepted site culture up until the late 2000s, McKay notes negative site banter, bullying and the lack of role models for minorities as some of the most significant behaviours that were overlooked by employers. McKay admits these attitudes - which still exist to some degree - can create obstacles for younger people who lack resilience.

Editor at 17:03, 26 January 2021

2021-01-26T17:03:18Z

← Older revision		Revision as of 17:03, 26 January 2021
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	= Introduction =		= Introduction =

−	On 26 January 2021, the Construction Scotland Innovation Centre (CSIC) presented "An Introduction to Diversity & Inclusion in Construction" - its first webinar in the DIveIN initiative. By addressing diversity and inclusion in the built environment, DIveIN is looking to help the construction industry to incorporate socially aware programmes for - and about - the evolving workforce.	+	On 26 January 2021, the [https://www.cs-ic.org/ Construction Scotland Innovation Centre] (CSIC) presented "An Introduction to Diversity & Inclusion in Construction" - its first webinar in the DIveIN initiative. By addressing diversity and inclusion in the built environment, DIveIN is looking to help the construction industry to incorporate socially aware programmes for - and about - the evolving workforce.

	= Measuring diversity =		= Measuring diversity =

← Older revision		Revision as of 09:39, 27 January 2021
Line 3:		Line 3:
	= Introduction =		= Introduction =

−	On 26 January 2021, the [https://www.cs-ic.org/ Construction Scotland Innovation Centre] (CSIC) presented "An Introduction to Diversity & Inclusion in Construction" - its first webinar in the DIveIN initiative. By addressing diversity and inclusion in the built environment, DIveIN is looking to help the construction industry to incorporate socially aware programmes for - and about - the evolving workforce.	+	On 26 January 2021, the [https://www.cs-ic.org/ Construction Scotland Innovation Centre] (CSIC) presented "An Introduction to Diversity & Inclusion in Construction" - its first webinar in the DIveIN initiative. By addressing diversity and inclusion in the built environment, DIveIN is looking to help the construction industry incorporate socially aware programmes for - and about - the evolving workforce.

	= Measuring diversity =		= Measuring diversity =
Line 9:		Line 9:
	The session opened with CSIC’s Director of Operations and Future Skills Douglas Morrison asking members of the audience to share their observations on changes in equality, diversity and inclusion (ED&I) awareness within their organisations since January 2020. Of those who participated in the poll, 35% felt awareness was enhanced, while 50% said attitudes were unchanged. The presentation that followed picked up on both the positive and neutral attitudes registered in the informal poll.		The session opened with CSIC’s Director of Operations and Future Skills Douglas Morrison asking members of the audience to share their observations on changes in equality, diversity and inclusion (ED&I) awareness within their organisations since January 2020. Of those who participated in the poll, 35% felt awareness was enhanced, while 50% said attitudes were unchanged. The presentation that followed picked up on both the positive and neutral attitudes registered in the informal poll.

−	Opening with an overview of the need to change, Amanda McKay of Balfour Beatty was the first speaker. ~~With 35 years of experience,~~ McKay spoke about her experience in the construction industry. Working initially in mining and then moving into construction, McKay shared firsthand observations regarding exclusion and what she referred to as the nature of an industry she called "too pale, stale and male" - particularly through her earlier years.	+	Opening with an overview of the need to change, Amanda McKay of Balfour Beatty was the first speaker. McKay spoke about her 35 years of experience in the construction industry. Working initially in mining and then moving into construction, McKay shared firsthand observations regarding exclusion and what she referred to as the nature of an industry she called "too pale, stale and male" - particularly through her earlier years.

−	Speaking of accepted site culture up until the late 2000s, McKay notes negative site banter, bullying and the lack of role models for minorities as some of the most significant behaviours that were overlooked by employers. McKay admits these attitudes - which still exist to some degree - can create obstacles for younger people ~~who lack resilience~~.	+	Speaking of accepted site culture up until the late 2000s, McKay notes negative site banter, bullying and the lack of role models for minorities as some of the most significant behaviours that were overlooked by employers. McKay admits these attitudes - which still exist to some degree - can create obstacles for younger people.

	= Building on experience =		= Building on experience =

−	It wasn’t until 2013 that she felt confident enough to come out in her workplace as trans. By that time McKay was in her 40s, and her desire for personal authenticity made it possible ~~for her~~ to withstand the mixed reception she experienced on site. Attitudes amongst her contacts in the supply chain were surprisingly receptive, and over time, behaviours both on site and throughout the workplace have continued to improve.	+	It wasn’t until 2013 that she felt confident enough to come out in her workplace as trans. By that time McKay was in her 40s, and her desire for personal authenticity made it possible to withstand the mixed reception she experienced on site. Attitudes amongst her contacts in the supply chain were surprisingly receptive, and over time, behaviours both on site and throughout the workplace have continued to improve.

	According to a 2018 survey conducted by Construction News, 59% of respondents did not feel comfortable about their gender identity or sexual orientation on site and 30% felt LGBT was a barrier to career progression. (LGBT+ survey, '[https://www.constructionnews.co.uk/data/data-news/lgbt-survey-constructions-slow-progress-laid-bare-25-01-2018/ Construction's slow progress laid bare]', Construction News - note: registration required for access.)		According to a 2018 survey conducted by Construction News, 59% of respondents did not feel comfortable about their gender identity or sexual orientation on site and 30% felt LGBT was a barrier to career progression. (LGBT+ survey, '[https://www.constructionnews.co.uk/data/data-news/lgbt-survey-constructions-slow-progress-laid-bare-25-01-2018/ Construction's slow progress laid bare]', Construction News - note: registration required for access.)
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	Her firm’s reverse mentoring programme gets senior leadership involved, and McKay sees it as a positive initiative. She admits that everyone is still learning.		Her firm’s reverse mentoring programme gets senior leadership involved, and McKay sees it as a positive initiative. She admits that everyone is still learning.

−	With ~~the~~ construction ~~field~~ facing a skills shortage, she feels there is more ~~work~~ to be done. For young people who expect fair and equal treatment, she sees larger projects as more promising.	+	With construction facing a skills shortage, she feels there is more to be done. For young people who expect fair and equal treatment, she sees larger projects as more promising.

	= Age and skills gaps in construction =		= Age and skills gaps in construction =
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	However, he feels that doesn’t mean change can’t happen. It will just require engagement (“You can never engage too much,” he says.) in order to encourage and empower those who may be most resistant.		However, he feels that doesn’t mean change can’t happen. It will just require engagement (“You can never engage too much,” he says.) in order to encourage and empower those who may be most resistant.

−	With additional work to be done on ED&I in the construction sector, all three presenters mentioned the impact of the COVID-19 pandemic has had on aspects of those involved in the built environment. Ranging from adopting technology to working from home to job sharing to recruiting skilled talent, construction employees may be at a crossroads, and ~~along with those modifications~~ may come adoption of ED&I attitudes.	+	With additional work to be done on ED&I in the construction sector, all three presenters mentioned the impact of the COVID-19 pandemic has had on aspects of those involved in the built environment. Ranging from adopting technology to working from home to job sharing to recruiting skilled talent, construction employees may be at a crossroads, and out of that may come adoption of ED&I attitudes.

	= Related articles on Designing Buildings Wiki =		= Related articles on Designing Buildings Wiki =