Equality, Diversity and Inclusion (EDI) in the UK construction and built environment sectors is a moral imperative. And that should be enough for every business in the industry to make it a priority. But just in case you need any further motivation to put EDI front and centre, there is plenty of evidence that it brings countless opportunities to any business—in fact, it’s a business-critical strategy. From bridging the skills gap to improving mental health and safety, EDI touches every aspect of industry performance. While some progress has undoubtedly been made, the sector still struggles with deeply embedded inequality, particularly when it comes to LGBTQIA+ representation and inclusion.
This Pride Month, we wanted to explore what meaningful EDI looks like in construction—from organisational practices to the buildings and spaces we create.
Is the construction industry inclusive?
The construction industry remains one of the least diverse sectors in the UK. Recent research has highlighted that:
- Only 15% of the workforce are women, with just 2% working on-site.
- Just 5.4–6% are from Black, Asian or global ethnic majority backgrounds (previously BAME).
- Around 6% of workers report having a disability.
- LGBTQIA+ representation is strikingly low, with surveys reporting:
- 1% bisexual, 0.8% gay, 0.2% lesbian in a 24,000-person sample. (It’s worth noting here that transgender representation is likely included within the overall 2% but the number is anticipated to be so low that it is excluded from reporting.)
- 60% of LGBTQ+ workers have been exposed to homophobic remarks at work.
- 54% of LGBTQ+ workers feel uncomfortable being out on-site.
These figures paint a stark picture: the industry is not representative of the population it serves, and many people working in the sector feel unsafe or unsupported. I can’t imagine anyone would think that is acceptable. Surely, we want all people to feel safe, supported and seen, and to have the opportunity to bring their talents to this exciting, dynamic and influential industry?
What is the business case for inclusion?
If the ethics of the situation is not impetus enough for change, the improved commercial outcomes offered by embedding EDI surely should be:
- Ethnically diverse companies are 35% more likely to outperform peers.
- Gender-diverse organisations are 14–21% more profitable.
- Diverse teams drive innovation, problem-solving and resilience—all essential in a fast-evolving sector.
Effective inclusion also supports retention, helps address skills shortages, and improves mental health outcomes across teams. It’s important to consider the full implications of those improvements. Increased retention means decreased spending on recruiting replacements and keeping hold of the knowledge, skills and experience of your workforce. Addressing skills shortages means more top talent in the field when you choose to recruit for growth, less time and money spent tackling skills issues once people are in post, and improved output because the people on the job are fully competent.In addition, improved mental health outcomes mean increased productivity and reduced absenteeism. What’s not to love?
Despite the wealth of compelling reasons for prioritising EDI, implementation of genuinely inclusive practices continues to lag.
LGBTQIA+ Spotlight: The Reality on Site
For LGBTQIA+ workers, the construction industry can feel like a hostile environment. A survey conducted by Construction News in 2018 found that:
- 28% report direct LGBTQ-phobic abuse
- 60% say being LGBTQ+ has negatively affected their career
- 31% say it’s harmed their mental health
It’s sadly telling that, whilst researching EDI stats for this piece, I discovered that the most frequently referenced LGBTQ+ surveys in the industry were conducted in 2017 and 2018. These were positioned as annual surveys, but their absence for the last 7 years would suggest otherwise. Whilst there have undoubtedly been continued efforts towards improving equality, diversity and inclusion in the industry, if we are working with 7-year-old data, how can we know what the impact of those efforts has been?
How can construction businesses improve EDI?
To improve EDI in practice, businesses need to consider multiple areas, including leadership, culture, recruitment, training, and ongoing engagement.
Leadership Commitment and Engagement:
- Organisational cultures are significantly shaped by their leaders so it’s vital for those in senior roles to demonstrate commitment to EDI, by actively participating in training and promoting inclusive behaviours.
- Inclusive leadership is an active process so look to promote leaders who champion EDI, challenge discriminatory behaviours, and create a culture of respect and belonging.
Fostering an Inclusive Culture:
- For a workplace to be truly inclusive, the environment must be one where employees feel comfortable raising concerns, sharing experiences, and engaging in open dialogue about EDI issues.
- It’s important to recognise that intent and impact are not the same and to actively challenge discriminatory behaviours, policies, and practices that hinder inclusion—even when they are unintentionally doing so.
- Language is powerful so ensure all communication, both internally and externally, uses inclusive language and avoids jargon that may be exclusionary.
- The beauty and richness of humanity comes from its diversity. Recognise and celebrate cultural, religious, and other differences to promote a sense of belonging.
Diverse Recruitment and Hiring:
- When recruiting, be sure to write job descriptions that are inclusive and appeal to a broad range of candidates, including making things like hours and salary explicit.
- To reach underrepresented groups in recruitment processes, partner with organisations that have access to diverse talent pools and actively seek advice on inclusive recruitment practice (eg. Constructing Rainbows).
- Implement structured interviews and standardised assessment tools to minimise bias in the hiring process.
- Ensure the recruitment process is accessible to all candidates, including those with disabilities, by making reasonable adjustments.
Training and Education:
- Provide training to all employees on unconscious bias, microaggressions, and inclusive behaviours.
- Offer comprehensive training on organisational EDI policies and procedures, regularly communicating the importance of creating an inclusive workplace.
- Provide ongoing learning opportunities and resources to reinforce inclusive practices and promote continuous improvement.
Monitoring and Evaluation:
- It’s important to monitor the impact of EDI efforts so establish key performance indicators to benchmark and then track progress on EDI goals and measure the effectiveness of initiatives.
- Regularly gather feedback from employees on their experiences and perceptions of the workplace culture – providing opportunities for anonymous feedback can sometimes encourage more honest responses.
- Consider engaging with a third party EDI scheme or awarding body to assess and validate the organisation’s progress and commitment to inclusion.
By implementing these strategies, construction organisations can create more diverse, equitable, and inclusive workplaces that attract and retain top talent, foster innovation, and contribute to a more successful and representative industry.
How can we make the built environment more inclusive?
EDI doesn’t stop at organisational practices and workforce demographics—it should shape our physical world as well. Businesses in the built environment have a unique opportunity to not only establish inclusive practices within their own organisations, but to actively contribute to designing and building spaces that support diverse and inclusive communities.
Whether embarking on large scale urban planning or designing a single room space, there are plenty of areas to examine. An inclusive built environment should consider:
Design
- Step-free and accessible routes throughout
- Intuitive wayfinding
- Gender-neutral and family-friendly restroom options
- Multi-faith spaces and ablution facilities
- Quiet zones and sensory-friendly areas
- Inclusive signage (e.g. multilingual, pictorial, neutral terms)
Community Engagement
- Co-design workshops with marginalised groups
- Provide feedback opportunities post-occupancy/in use
- Accessible consultation methods (e.g. Easy Read, sign language, translated materials, in person and online consultation)
Safety
- Passive surveillance and clear sightlines
- Good lighting in public and transitional spaces
- Avoidance of hidden or isolated zones
- Emergency help points or visible staff presence
Cultural Representation
- Inclusive naming, public art, or narratives
- Spaces to celebrate identity (e.g. LGBTQIA+ safe hubs, cultural festivals)
- Heritage consultation for developments in diverse areas
Policy & Procurement
- EDI clauses in contractor requirements
- Social value key performance indicators (KPIs) that support marginalised communities
- Partnerships with diverse suppliers and design teams
Pride in all we do
We’ve chosen to share this piece during Pride Month in recognition of the work still to be done in ensuring the LGBTQIA+ community is welcome and supported in the industry. But Pride is more than a month—it’s also a reminder that inclusion is a year-round responsibility. It should be visible in policy, on site, and in every space we create. The built environment has the power to harm or to heal. It can exclude or embrace. As we look to the future of construction, the question isn’t whether we should be building more inclusively—it’s how we can be building more inclusively.
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