Construction Industry Image in DEI: Progress and Challenges
The construction industry has long been known for its lack of diversity. However, recent efforts to improve diversity, equity, and inclusion (DEI) are slowly changing the landscape. This blog post examines the current state of DEI in construction, highlighting both progress and persistent challenges.
Understanding DEI in Construction
Sadaf Parvaiz, global enterprise inclusion and diversity leader at GHD, emphasizes that diversity encompasses unique traits and characteristics that make individuals who they are. Equity involves creating systems that enable every individual to succeed, regardless of background. Inclusion focuses on engaging and valuing individuals with differing identities and ensuring equal opportunities for all [1].
The Current State of Diversity
Despite efforts to improve diversity, the construction industry still lags behind in representation:
Women earned only 23% of engineering degrees in 2020 and held just 18.5% of engineering faculty positions in 2021 [5].
Women accounted for only 14% of engineering employment in 2019 [5].
According to the Bureau of Labor Statistics, women made up just 10.9% of construction employees in 2022 [7].
These statistics highlight the need for continued efforts to diversify the industry.
Initiatives and Progress
Several initiatives are underway to improve DEI in construction:
The U.S. Department of Labor has introduced a program to promote workforce diversity in construction projects funded by the Infrastructure Investment and Jobs Act (IIJA) [6].
The Chartered Institute of Building (CIOB) has launched a Diversity and Inclusion Charter, encouraging construction firms to commit to visible leadership, create plans and targets, shape an inclusive culture, be transparent about progress, and hold board-level accountability [15].
Organizations like Women into Construction (WiC) are collaborating with industry stakeholders to support diversity initiatives and drive positive change [17].
Some states, like California, are setting procurement goals for utilities to issue contracts to certified LGBT companies, demonstrating that measurable objectives can lead to faster progress in DEI efforts [8].
Challenges and Barriers
Despite these initiatives, significant challenges remain:
Cultural barriers: The construction industry still faces cultural obstacles that hinder larger increases in female representation [7].
Lack of support systems: Issues such as inadequate childcare programs with suitable hours and proximity to job sites make it difficult for women to enter and remain in the field [7].
Discrimination and harassment: Reports highlight ongoing problems with discrimination, sexual harassment, and lack of female supervisors in the industry [7, 10].
Isolation: Many women report feeling isolated as the only female in their firms or meetings [11].
Education barriers: Discriminatory behaviors in universities discourage women from pursuing engineering fields [11].
Personal Stories and Advocacy
Individuals within the industry are working to make a difference:
Bianca Casem, a woman of color, advocates for diversity through mentorship of younger engineers, aiming to help students transition into the industry with confidence [2].
Betsy Kirtland, a structural engineer, focuses on making civil engineering more exciting, accessible, and diverse by providing mentorship and being a role model for students [3].
Katie Kelly, a deaf civil engineer, uses her experiences to advocate for disabilities and inclusion, promoting diversity in STEM and addressing accessibility issues in the workplace [4].
The Path Forward
To improve DEI in construction, industry leaders should consider the following steps:
Implement consistent hiring practices and training opportunities [7].
Develop robust sexual harassment prevention policies [7].
Create women's resource groups to address specific challenges faced by female employees [7].
Embrace flexible working patterns, such as remote work and flexible schedules, to promote inclusivity [16].
Support legislation like the CROWN Act, which protects against discrimination based on Black protective hairstyles [14].
Conclusion
While the construction industry has made some progress in improving its DEI image, there is still a long way to go. By addressing cultural barriers, implementing supportive policies, and learning from personal stories of advocacy, the industry can work towards creating a more diverse, equitable, and inclusive environment for all.
It's crucial for companies to move beyond simply meeting legal requirements and embrace true diversity that encompasses a wide range of backgrounds, experiences, and perspectives. Only then can the construction industry fully benefit from the creativity, innovation, and improved decision-making that comes with a diverse workforce.
[1] Parvaiz, S. Diversity, equity and inclusion: Key concepts explained.
[2] Casem, B. Personal account of advocacy for diversity in engineering.
[3] Kirtland, B. Efforts to make civil engineering more diverse and accessible.
[4] Kelly, K. Personal story of overcoming challenges as a deaf woman in civil engineering.
[5] Report on underrepresentation of women in engineering.
[7] Surveys on women in construction trades and challenges faced.
[8] California Public Utilities Commission. Approval of procurement goal for LGBT companies.
[9] Case of MBE fraud in construction contracts.
[10] Lawsuit against company for harassment of Black and Hispanic employees.
[11] Experiences of women feeling isolated in the construction industry.
[12] Employment tribunal case involving Allison Bailey.
[13] Jafari, D. Interview on supporting and attracting a diverse workforce in construction.
[14] Discussion on the CROWN Act and its importance in the construction industry.
[15] Chartered Institute of Building (CIOB). Launch of Diversity and Inclusion Charter.
[16] Article on prioritizing real diversity and inclusion in the construction industry.
[17] Women into Construction (WiC). Signing of CIOB's Equality, Diversity, and Inclusion (EDI) Charter.