Building’s second survey investigating diversity and inclusion in the construction industry has shown there is still a long way to go before it becomes reflective of wider society and makes everyone feel welcome, with substantial portions of the workforce either unaware of their companies’ diversity policies or not believing themselves valued for the difference they bring.

“Companies need to find better ways to communicate their policies around diversity, equality and inclusion. The point is that people are clearly not aware of whether or not there are processes to support them in their businesses,” observes Mary Pierre-Harvey, a consultant estates executive who was previously the first Black female head of estates at a large UK university.

The diversity survey was conducted by recruitment firm Hays and examines people’s experience with diversity and inclusion based on ethnicity, gender, mental health and disability status (the sample questions in this piece are taken from the survey). Being the second survey of its kind, it is possible to examine changes across a number of areas year-on-year.  The proportion who identify as having what the Equality Act of 2010 calls “protected characteristics” – of age, race, disability, sex, religion and belief, among others – is broadly similar to industry averages.

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