Advancing inclusivity in the civil engineering sector
Taffy Chaduka MCInstCES MRICS, Commercial Manager, Supply Chain & Operations, Ernst & Young
THE civil engineering sector in the UK, much like many other industries, is actively addressing the imperative of inclusivity and diversity within its workforce. This article sheds light on how digital work environments can be a powerful tool in dismantling career progression barriers faced by black, Asian and minority ethnic (BAME) employees in the sector.
This underscores the significance of inclusivity and how some initiatives are steering the industry toward a more inclusive future, where individuals from all backgrounds have equal opportunities to thrive. In recent years, there has been a growing recognition of the disparities in career advancement opportunities among employees hailing from diverse backgrounds within the civil engineering sector.
The Chartered Institution of Civil Engineering Surveyors has taken proactive steps to cultivate a culture of inclusivity and equality within the profession. Digital work environments can play a big part in dismantling the barriers to career progression that BAME employees face in the UK’s civil engineering sector.
Addressing unconscious bias
BAME employees frequently encounter unconscious bias during performance evaluations. Digital work environments, including digital platforms like Microsoft Teams, Zoom, and Slack, present a promising solution by introducing objective performance assessments and collective review systems. These platforms shift the focus away from subjective performance reviews and move towards data-driven performance reviews, thereby mitigating unconscious bias.
Language proficiency often serves as a substantial career progression obstacle for numerous BAME employees, particularly in roles requiring effective verbal communication. Digital environments offer a means to bridge this gap by providing flexible language resources like ChatGPT and other AI engines, not only enhancing language skills but also fostering equitable workplaces.
Lack of role models
The absence of role models in senior management positions is a common concern among BAME employees. A commitment to inclusivity needs to emphasise the importance of digital environments that facilitate accessible interactions with senior management, enabling BAME employees to establish social capital and find mentors. Many BAME employees encounter limited access to training and development opportunities.
Digital environments offer a cost-effective avenue to provide extensive training resources, promoting individual growth and bolstering career advancement prospects. These environments possess the potential to assist BAME employees in cultivating in-work social capital through scaled networking opportunities and interactions with individuals from diverse locations. This social capital significantly enhances career progression prospects.
Digital flexible working arrangements, remove caregiving responsibilities as a barrier for BAME employees and foster a work culture that supports a healthy work-life balance. These also have the capability to standardise and streamline the assessment of job candidates’ capabilities, ensuring a fair and consistent approach, especially at entry-level positions.
Substantial steps are being made towards inclusivity where everyone possesses the opportunity to flourish, irrespective of their background by recognising and actively seeking solutions for the career progression barriers faced by BAME employees. Research illustrates the transformative potential of digital work environments in dismantling career progression barriers encountered by BAME employees in the civil engineering sector. These digital tools have the capacity to reduce unconscious bias, enhance language proficiency, and foster inclusivity through social capital development and flexible work arrangements.
Conclusion
By advocating for inclusivity and promoting the adoption of digital work environments, we can reshape the civil engineering sector into an environment where every individual, regardless of their background, enjoys an equal opportunity to excel. The journey toward inclusivity remains ongoing and it is not just an aspiration but an achievable reality for the entire industry. Through collaboration, education, and a commitment to innovation, we can create an environment where diversity is celebrated, and every individual can reach their full potential.
Taffy Chaduka MCInstCES MRICS, Commercial Manager, Supply Chain & Operations, Ernst & Young