Why diversity in the built environment is crucial to future success

While diversity is important for equity, ethics and representation across the built environment, it also serves as a key driver of innovation, opportunity and talent attraction. Alma Sheren explores how an industry that has typically lagged in this area might be able to catch up and reap the rewards. 

The built environment has traditionally lagged other sectors in attracting a diverse and inclusive talent pool. While there are growing efforts to change this, evidence suggests the industry still has a way to go. 

A recent survey by Supply Chain Sustainability School (the largest ever employee diversity survey completed in the UK) highlighted some of the biggest challenges the industry currently faces. According to the 2023 report, which surveyed over half-a-million employees across 537 supply chains, there are mixed findings on how the sector is doing in regard to equality, diversity and inclusion (EDI). 

However, progress has been made in the number of women working in the industry, which rose from 23 per cent in 2022 to just over 29 per cent in 2023. This may be skewed in part by higher numbers taking part in the survey; but it does indicate a positive shift towards key industry players understanding the crucial role diversity and inclusion plays in the evolution of the sector. 

Other key findings from the survey include: 

• A marked disparity between the number of people from ethnic minority groups applying for roles in the sector and those being hired 
• Persistent data gaps around disability hiring (also present in housing association hiring data from National Housing Federation) 
• Disclosure of employees who identify as part of the LGBTQ+ community lower across the built environment than the UK-wide data provided by the Office for National Statistics (ONS). 

Developing the data 

Whenever there are data gaps across areas that have historically carried social stigma, consideration should be given to how industry culture plays a part in the willingness to disclose such information, and why it may be difficult to access accurate statistics.

“Quality data is critically important in addressing equity, diversity and inclusion issues across the built environment sector,” explains Cathryn Greville (pictured, right), head of fairness, inclusion and respect at the Supply Chain Sustainability School. 

“There are three key reasons why. Firstly, you need the data to identify and understand the real and current issues faced in organisations and their supply chains. The most urgent issues are not always identified through anecdotal information, and evidence aids clarity and perspective. 

“Secondly, this data should underpin the actions taken by the organisation – to be successful, EDI initiatives must be evidence-led and appropriate. 

“And thirdly, data is essential to measuring progress – without it, you simply cannot track the success of any initiatives put into place to make the workplace more inclusive and reap the myriad of benefits that flow from that.” 

Cathryn said capturing and monitoring diversity data should therefore be one of the first steps to actioning EDI initiatives in any organisation. 

Meanwhile, the Royal Institute of British Architects (RIBA) has joined with five other leading membership bodies from across the sector to gather meaningful data on EDI. The research aims to identify gaps, while improving standards and understanding recruitment and retention challenges.

Cathryn Greville, Supply Chain Sustainability School

Data is essential to measuring progress – without it, you cannot track the success of any initiatives put into place to make the workplace more inclusive

RIBA’s collaborative group includes The Chartered Institute of Building (CIOB), The Institution of Civil Engineers (ICE), The Landscape Institute (LI), The Royal Institution of Chartered Surveyors (RICS) and The Royal Town Planning Institute (RTPI). 

“RICS are proud to be a part of this collaborative effort to drive impactful and lasting change throughout the built and natural environment,” says Sybil Taunton, RICS’ head of diversity, equity and inclusion. 

“Work progresses on track against the three agreed priority areas of data collection, education to industry pipelines, and learning and development competencies. 

“Additionally, we have collaborated on joint events focused on racial and gender equity, LGBTQ+ inclusion and will be delivering another event this summer focused on disability inclusion.” 

RICS also recently delivered additional guidance that is aligned with the shared action plan, as Sybil explains. 

“At RICS, we have integrated the collective work on data collection into our recently published guidance now included within our ‘Rules of Conduct’ focused on diversity, inclusion and respect,” she says. 

“This guidance is available for firms of all sizes to learn, implement and improve culture and practices within their organisations.” 

The cruciality of representation 

There is much to be said for representation. When we see diversity in those who represent us and who serve our communities, it promotes a sense of inclusion and connection. It also means that, as our young people head into adulthood and look at their career options, they are more likely to consider roles that have a wider demonstration of their demographic and feel inclusive. 

A 2020 report commissioned by Intel assessed young people’s expectations around diversity, their experiences of bias, and how these contribute to shaping their future career paths. Over half of the 18-24-year-olds surveyed said they would be hesitant to accept a job from an organisation that does not have any underrepresented minorities in senior leadership roles. 

That’s a huge chunk of our country’s future talent. And bearing in mind the built environment is already struggling to attract skilled talent, this should serve as a stark warning to those organisations still struggling to foster an effective hiring strategy. 

Interestingly, those surveyed also felt diversity and inclusion should be broadly based. Among every respondent demographic, having colleagues of all ages and levels of experience and backgrounds, and equity for those with disabilities, was of great importance. There was particular emphasis on the need for workplaces to be LGBTQ+ friendly. 

The case for cultural evolution 

The built environment has traditionally been perceived as a male-dominated space, rife with bias, racism and misogyny. But how accurate is this perception in today’s world, and what can be done to eradicate these beliefs? 

We know from the Supply Chain School’s survey that women’s presence in the industry has grown by nearly a third between 2022 and 2023; and according to Clara Greed, emerita professor of Urban Planning at the University of West England Bristol, women now make up around 20 per cent of all surveying students in college. 

The survey also showed there is still a significant issue when hiring people of a BME background, despite many applying. 

Future of London, a group aiming to help build "thriving cities" through knowledge, networks, and leadership, highlights the tendency for ethnic minority groups to be under-represented in built environment sectors such as architecture (12%), planning (7%) and construction (6%), despite representing 18 per cent of the population of England and Wales. 

The group is currently working with several major employers in the public and private sector to address this disparity and give talented Londoners from minority backgrounds the opportunity to launch careers in the built environment. 

With a focus on diversity in leadership, their programmes offer opportunities for candidates to complete work placements; build knowledge, experience and understanding; and develop their own professional network.

Claudette Forbes (pictured, right), director at CAF Consulting, is a non-executive  director of the Connected Places Catapult and Future of London. She has more than 30 years’ experience of developing and implementing large-scale regeneration programmes within London and the South East, and is an adviser to local authorities and government. 

"What I love about this programme is that it's about action and not just words,” she says. “It provides talented individuals with a practical route into the sector, with paid full-time work placements. 

“But it doesn't stop there. Participants are supported through a comprehensive learning and development programme and mentoring.” 

She adds: “It's been hugely successful, with many going on to secure permanent roles." 

Understanding the role of both planting the seeds and nourishing the growth of diversity in the built environment is key to building a robust industry culture that is fit for the future and which truly reflects our societal and business requirements. 

Diversity and organisational success 

A report by McKinsey & Company revealed the business case for diversity is stronger than it’s ever been. The study, which spans 15 countries and included more than one thousand large companies, found the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time. 

The latest version of the study (2022 data) showed a 39 per cent average increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile, and that the business case for gender diversity on executive teams has more than doubled over the past decade, in line with greater representation of women in executive teams. 

This time, the research also focused on the holistic impact of diversity on communities, workforces and the environment. 

“By building inclusive and supportive workplace cultures where diverse leaders and allies are truly heard, companies can chart a path towards impact beyond financial performance,” the 2023 report – ‘Diversity matters even more: The case for holistic impact’ – stated. 

When we understand the positive impact of the role of diversity and inclusion across a range of key measures such as societal impact, innovation, recruitment and retainment, leadership, and financial success, there can be no argument for ignoring its historical and potential influence across the built environment. 

Overcoming our current and future challenges hinges on building upon what we have already learned, and continually measuring the impact of diversity strategies. It is also dependent on creating a positive image and representation for younger generations to look up to, to be inspired by, and to help shape a successful and inclusive future for the industry.

Image credits: kulaku/Shutterstock (1), Supply Chain Sustainability School (2), Future of London (3)