Insights from a recent BMF Young Merchant Group workshop, delivered by the Construction Inclusion Coalition, explore how attitudes are evolving across the workforce — and why awareness of unconscious bias still matters for everyone.
In March, the Builders Merchant Federation’s Young Merchant Group took part in the Inclusion starts with You workshop — a programme delivered by the Construction Inclusion Coalition (CIC). The session was led by Anthea Marris, Project Director of the CIC, as part of the coalition’s work to support cultural change across the sector.
One question sparked a powerful conversation:
Is unconscious bias still relevant today, or is it something the industry is growing out of?
The discussion revealed something encouraging. While unconscious bias remains a universal human tendency, the openness and inclusive mindset shown by younger merchants reflected a genuine shift in attitudes. Their instinctive commitment to fairness and equity is a sign of real progress — and a reason for optimism about the future of our sector.
Values are evolving — shortcuts remain
Research and workplace experience suggest that attitudes towards fairness, equity and diversity are evolving across the workforce. Many younger people entering the industry bring strong expectations around inclusion and respect — reflecting wider social and cultural conversations.
However, holding inclusive values does not automatically remove unconscious bias. Bias operates at the level of automatic thinking — the mental shortcuts we all rely on in fast-paced, relationship-driven environments such as construction, merchanting and sales.
As explored in the workshop:
“These shortcuts help us make decisions quickly, but they also influence who we trust, who we listen to, who we see as ‘ready’, and who gets opportunity and exposure.”
This happens regardless of age, intent or beliefs.
Why unconscious bias isn’t a ‘generational issue’
Large-scale behavioural research shows a consistent pattern. Over time, explicit bias — what people consciously say they believe — has reduced. Implicit bias, however, remains widespread across all age groups, influencing behaviour beneath conscious awareness.
During the workshop, some participants recognised themselves as open-minded and inclusive — and many are. At the same time, the session demonstrated how automatic patterns can still shape decisions in subtle ways. What stood out most was not the absence or presence of bias, but the readiness to engage with the topic honestly and constructively.
“The session left us feeling genuinely hopeful — a reminder that progress and awareness can go hand in hand.”— Marianna Peet, Learning & Development and Apprenticeship Manager, BMF
What shortcut thinking can look like in everyday working life
Across generations and roles, familiar patterns often emerge:
- Trusting familiar faces more quickly
- Mistaking confidence and visibility for competence
- Choosing “safe hands” over untested potential
- Relying on informal networks for opportunities
- Making assumptions instead of having conversations
None of these behaviours are malicious. Most feel practical. But when repeated over time, they can shape who progresses, who feels included, and who feels they belong.
Inclusion starts with awareness — not blame
A core principle of the workshop — and of CIC’s wider work — is that inclusion is not about calling people out, but inviting people in.
“Unconscious bias is not a personal failing. It’s a human one.”
The question isn’t “Do I have bias?” — the evidence suggests we all do.
The more useful question is:
“What patterns might my decisions be reinforcing — and who might they be helping or holding back?”
Turning insight into everyday action
The workshop ends with a simple commitment: notice when shortcut thinking shows up, and choose to pause.
That pause might lead to small but meaningful actions, such as:
- Slowing down people-related decisions
- Making criteria explicit rather than assumed
- Sharing visibility more deliberately
- Asking instead of assuming
- Challenging “that’s just how it works” with curiosity
These actions don’t require expertise — just attention and intent.
A shared — and increasingly hopeful — responsibility
Inclusion doesn’t sit with one generation, one role or one initiative. It is built day by day by individuals at every level of the industry.
If the Young Merchant Group discussion is any indication, there is real reason for optimism. Not because the work is finished — but because the willingness to reflect, learn and adapt is growing.
Inclusion starts with you.
Not because you’re the problem — but because you’re part of the solution.
If you’d like to learn more about the work of the Construction Inclusion Coalition — or explore bringing the Inclusion starts with You workshop to your organisation — please contact anthea@builtonbetter.uk
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Changing Industry, A Shared Responsibility: Rethinking Unconscious Bias
Insights from a recent BMF Young Merchant Group workshop, delivered by the Construction Inclusion Coalition, explore how attitudes are evolving across the workforce — and why awareness of unconscious bias still matters for everyone.
In March, the Builders Merchant Federation’s Young Merchant Group took part in the Inclusion starts with You workshop — a programme delivered by the Construction Inclusion Coalition (CIC). The session was led by Anthea Marris, Project Director of the CIC, as part of the coalition’s work to support cultural change across the sector.
One question sparked a powerful conversation:
Is unconscious bias still relevant today, or is it something the industry is growing out of?
The discussion revealed something encouraging. While unconscious bias remains a universal human tendency, the openness and inclusive mindset shown by younger merchants reflected a genuine shift in attitudes. Their instinctive commitment to fairness and equity is a sign of real progress — and a reason for optimism about the future of our sector.
Values are evolving — shortcuts remain
Research and workplace experience suggest that attitudes towards fairness, equity and diversity are evolving across the workforce. Many younger people entering the industry bring strong expectations around inclusion and respect — reflecting wider social and cultural conversations.
However, holding inclusive values does not automatically remove unconscious bias. Bias operates at the level of automatic thinking — the mental shortcuts we all rely on in fast-paced, relationship-driven environments such as construction, merchanting and sales.
As explored in the workshop:
“These shortcuts help us make decisions quickly, but they also influence who we trust, who we listen to, who we see as ‘ready’, and who gets opportunity and exposure.”
This happens regardless of age, intent or beliefs.
Why unconscious bias isn’t a ‘generational issue’
Large-scale behavioural research shows a consistent pattern. Over time, explicit bias — what people consciously say they believe — has reduced. Implicit bias, however, remains widespread across all age groups, influencing behaviour beneath conscious awareness.
During the workshop, some participants recognised themselves as open-minded and inclusive — and many are. At the same time, the session demonstrated how automatic patterns can still shape decisions in subtle ways. What stood out most was not the absence or presence of bias, but the readiness to engage with the topic honestly and constructively.
“The session left us feeling genuinely hopeful — a reminder that progress and awareness can go hand in hand.”— Marianna Peet, Learning & Development and Apprenticeship Manager, BMF
What shortcut thinking can look like in everyday working life
Across generations and roles, familiar patterns often emerge:
None of these behaviours are malicious. Most feel practical. But when repeated over time, they can shape who progresses, who feels included, and who feels they belong.
Inclusion starts with awareness — not blame
A core principle of the workshop — and of CIC’s wider work — is that inclusion is not about calling people out, but inviting people in.
“Unconscious bias is not a personal failing. It’s a human one.”
The question isn’t “Do I have bias?” — the evidence suggests we all do.
The more useful question is:
“What patterns might my decisions be reinforcing — and who might they be helping or holding back?”
Turning insight into everyday action
The workshop ends with a simple commitment: notice when shortcut thinking shows up, and choose to pause.
That pause might lead to small but meaningful actions, such as:
These actions don’t require expertise — just attention and intent.
A shared — and increasingly hopeful — responsibility
Inclusion doesn’t sit with one generation, one role or one initiative. It is built day by day by individuals at every level of the industry.
If the Young Merchant Group discussion is any indication, there is real reason for optimism. Not because the work is finished — but because the willingness to reflect, learn and adapt is growing.
Inclusion starts with you.
Not because you’re the problem — but because you’re part of the solution.
If you’d like to learn more about the work of the Construction Inclusion Coalition — or explore bringing the Inclusion starts with You workshop to your organisation — please contact anthea@builtonbetter.uk
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