Pictured above: Knauf EDI session in 2023
Since the launch of the Construction Inclusion Coalition and the Built on Better Pledge in September 2023, our members have been planning how they can continue strengthening their commitment to equity, diversity and inclusion (EDI) in 2024. From tackling unconscious bias to establishing EDI Employee Resource Groups, you can read more about how some of the Coalition’s Strategic Partners are looking ahead to this year below.
Knauf set to introduce ‘Every Word Matters’ Campaign
In 2024, Knauf are building on the Dignity at Work programme they focused on in 2023, with their ‘Every Word Matters Campaign’. The campaign will encourage all employees to think more carefully about how they communicate with their colleagues, asking them to consider the words they’re using and where they’re unsure, to pause before they say or write it. The programme aims to create greater inclusivity by being more thoughtful with both language and actions.
Huws Gray to offer EDI training to every employee
Huws Gray’s initial focus will be on highlighting to senior leaders how closely a greater understanding and awareness of EDI is linked to employee engagement and overall business success. To support this, Huws Gray is rolling out resources and training for every employee on a number of critical EDI areas, for example the use of banter in the workplace. These resources will also tie into Huws Gray’s new management toolkit, with fact sheets on several EDI areas to support managers to lead their teams in a more personalised way.
They will also be working with an external agency to develop their Employee Value Proposition which will bring their colleagues together and enable them to find fun and creative ways to build their new Huws Gray Group culture which is inclusive and diverse.
Ibstock to tackle unconscious bias
Reflecting on 2023, Ibstock undertook a review of the year’s recruitment data that found while 33% of applicants to their Engineering Apprenticeship programmes were from Ethnic Minority backgrounds, only a small percentage progressed through to selection and offer stage. While this is in line with data from the Supply Chain Sustainability School’s Diversity Data Benchmarking Report (2023), minimising unconscious bias is going to be integral to their EDI commitment and apprentice recruitment in 2024.
The report revealed that Black and Ethnic Minority candidates are attracted to roles in the Built Environment, however, evidence suggests securing a job offer is 3-5 times harder than a White candidate. Ibstock’s plans to tackle include training for hiring managers, diverse assessment panels and increasing the number of .
Genuit Group to establish Employee Resource Groups that will help drive change forward
In 2023 Genuit celebrated 4 EDI moments as a group for the first time – International Women’s Day, Pride, National Inclusion Week and Movember. Each ‘moment’ was an opportunity to raise awareness of Genuit’s EDI goals and how they are working towards them. Alongside highlighting potential challenges for the organisation, Genuit’s own leaders held local, on-site discursive sessions focused on the specific themes raised by each milestone.
Expanding this work is a key focus for Genuit in 2024, with the establishment of Employee Resource Groups (ERGs) built on diversity data and feedback gathered from employees. The ERGs will each have their own action areas and empower employees to drive positive impact for the Genuit community.
Wavin introduces new Menopause Policy
In 2024, Wavin are looking to extend their support of female, transgender and non-binary employees by introducing a Menopause Policy. The policy will be launched in conjunction with leadership training to raise awareness of the symptoms of menopause, the impact it can have on employees and the support in place for those affected. Wavin will also be designing and delivering basic entry level EDI Awareness sessions for their leaders around terminology, unconscious bias, indirect discrimination.
Wavin also have their own inclusion calendar, communicated to all employees and displayed on dynamic screens and noticeboards in high traffic areas to improve awareness of under-represented groups in the workforce and will continue doing this every month in 2024.
Bristan Group’s initial focus for 2024 will be on developing a set of meaningful metrics that will enable them to: identify gaps and opportunities for improvements, communicate and drive their commitments of EDI across the business, and clearly demonstrate progress against their objectives whilst striving to address the gaps.
To encourage open and honest discussion of EDI across the business, Bristan Group will also be introducing monthly facilitated open forum sessions for colleagues to discuss and debate a variety of topics. These will provide another opportunity to build awareness and understanding of different perspectives across the organisation.