Roads review: Bringing more diversity to the construction industry

Every edition, Roads & Infrastructure puts a question forward to industry leaders and decision makers on topics central to the road and infrastructure industry. For the July Roads Review column, we asked road construction industry leaders: “How can construction companies encourage more diversity in the workplace?”

Lise Sperling, State Executive Director NSW/ACT, AfPA

Long term, meaningful and sustainable collective change requires a process of honest reflection, collaboration and a commitment to defined measurable outcomes. We urgently need to adopt this approach to address the long-standing lack of diversity across the building and construction sector – aligning systemic workplace practices, leadership and culture to prioritise inclusion. Workplace diversity drives innovation and productivity for business and the economy. There is no one-size-fit all solution. Businesses need to understand their profiles, needs and champion a range of tools to encourage diversity as underpinned by organisational policy, professional development, peer support and mentoring opportunities.

Jayne Whitney, Chief Strategy Officer, John Holland

Our industry has a responsibility to reflect the world we live in, which is why John Holland is committed to championing diversity across our projects and offices. We show our commitment to diversity by partnering with recruitment programs for people who have faced barriers to entering our industry, empowering our people to work flexibly, programs to help accelerate women into operational leadership positions, and closing the gender pay gap. We know greater diversity in construction is possible, but it needs leadership to challenge the way things have always been done.

Jon Davies, CEO, Australian Constructors Association

The Australian Constructors Association through the Construction Industry Culture Taskforce is working to develop a Culture Standard to improve the culture of the industry and encourage diversity. The Culture Standard will address problems preventing construction from being an employer of choice. It will seek to set a new standard for working hours and flexibility, health and wellbeing and diversity and inclusion. Industry customers will be asked to support this cultural shift by adopting the Standard as part of their procurement requirements whenever they buy construction services. The draft Culture Standard will be released shortly for public consultation. A better construction sector is in Australia’s interest, and everyone can help by providing feedback.

Michael Caltabiano, CEO, Australian Road Research Board (ARRB)

Doing it is a stronger outcome than talking about it! Highlighting the advantages of diversity in the construction sector is the key to success in creating a new sense of energy and drive in the delivery of the next wave of Australia’s infrastructure construction work. Diversity in the workplace leads to a diversity in problem-solving abilities and creates opportunities for creative solutions to the unique challenges we are all facing on the journey to an integrated mobility future. We must create new solutions to develop a “unique” suite of infrastructure outcomes to deliver for the community the next generation access to future mobility solutions. We simply cannot do what we have always done or build what we have always built!

Dante Cremasco, Executive General Manager Road Services, Downer

It starts with examining culture and critically assessing the status quo and as a result, determine the path forward to create an environment that values, encourages and enables diverse thinking, experiences and perspectives. Downer’s analysis has led us to want to do better in creating this environment so that a diverse workforce can flourish. Our company initiative, ‘Own Different,’ promotes an inclusive culture so it becomes part of our DNA, which will see more diversity in our workplace

Justine Romanis, National Manager, Professional Diversity and STEM, Engineers Australia

The issue of diversity in the workplace is important for the attraction and retention of talent, staff engagement and, in some cases, the ability to secure projects. However, having a diverse workplace is only half the approach. The benefits of this diversity of thought will not be recognised unless employers provide an inclusive work environment, one where staff are confident to share thoughts, contribute to outcomes and feel valued. Companies need to create an environment where different thoughts, approaches and opinions are welcomed and celebrated. It is an important cultural shift in many organisations and should be led at all levels of management. The benefits of the diversity of an organisation can then be truly realised.