This research examines the literature on diversity within the UK construction industry. This research has been prepared for Birmingham City University individual master's project, as my proposal and literature review. This proposal consists of literature on aspects of diversity in the Construction Industry. Focusing on four main aspects of diversity pertaining to the industry, ethnicity, disability, gender and age. The information acquired from anthropological and sociological research shows that the implementation of positive diversity practice pushes creative boundaries, (Mark Thompson, 2012). This research aims to produce a framework for action towards a more diverse workforce at all tiers of employment within the industry.
The Equality Act 2010 has brought awareness through legislation within the construction sector. The Act has toughened procurement procedures for public funded projects a landmark achievement for diversity within the sector. Brexit, the leaving of the UK from the European union has left concerns regarding diversity management. As stated by (Dougan 2017) the ‘de-Europeanisation of the UK may affect progress that has been made through the European union’s contribution to diversity laws. The addition of sex, age and religious beliefs are owed to the European union, (Tatli, et al. 2012). An examination of where improvements and shortfalls can be rectified is also reason for why this research is being undertaken.
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The construction industry has made strides in improving its inclusiveness of ethnic minority, disabled, female and ageing operatives within its workforce. Still a major concern, groups such as ethnic minorities and females are yet to be acknowledged as all round suited employees. Still issues to be examined, this research aims to highlight and quantify achievements and quantify diversity shortfalls within the construction sector. As stated by (Pepper, 2005) traditionally homogeneous in its practices the industry has a marked propensity to recruit predominantly white-nondisabled males.
Prior research has presented many theories as to reasons why ethnic and other minority groups were at the lower end of the list to be chosen for construction vacancies. Some theories, for example jobs were not being applied for by these groups hence they were not given a chance to employ, a theory that requires further research to establish basis for these findings.
Methodology
The basis of this research focuses on diversity within the context of gender, age, ethnic background and disability using examples and evidence gathered through research. Being a social science-based research there will no single answer to a question, as argued by Neuman (2013). In search for solutions to the way forward of increased participation of all equality groups protected by law, interviews and meetings with operatives on all levels will be interviewed for the purpose of information harvesting. The aim of information gathering from current industry operatives, will be for the analysis of their general perception and awareness of diversity issues within the sector.
A qualitative methodology of research will be applied for the gathering of the findings within this report. The employment of methods such as surveys and interviews will also be used to collate insight into the recruiting process within the industry. A qualitative approach was employed due to the nature of the research with use of some numerical data for analysis. Participants of the surveys and interviews will involve and not limited to Employers, recruitment agencies, higher education institutions with a focus on employment of ethnic minority, disabled, the aged and female candidates.
Findings
Evidence garnered from preliminary research shows several areas of the construction industry needs fundamental changes to be made in areas of diversity and inclusion. Areas identified requiring improvements are, a more clear and coherent communication encouraging better practice of diversity within construction inclusive of its supply chain. The coming together of efforts for a concerted approach towards diversity and inclusiveness within UK construction. Regular review of effective monitoring and cost analysis of practices and results from diversity implementation.
Information about the benefits of diversity is not widely published leaving a void in knowledge among industry players. Not many success stories are readily available or widely published in order to encourage companies to adopt good practice. The main findings being to do with the lack of communication about diversity within the construction industry, the topic is somewhat of a taboo subject, hindering the implementation of best practice. On the other side much is being done to change the current the industry fuelled partly by the 1994 Latham Review, The Race Relations Act 2000, Equality and Human Rights Commission, 2010) among others.
Implications
Implications drawn from preliminary research shows much effort from mainly corporate contractors who have implemented diversity assurance schemes within their recruitment schemes. Much innovative ideas for diversity practice have mainly come from NGOs for example Age UK, who organises it activities prioritising diversity and equality of opportunity. The Davies report Women on Boards (Department for Business Innovation & Skills (BIS), 2011) has highlighted the benefits of women on boards, presenting many positive attributes inclusive of increased profits for that company. As stated Mr. Abisogun in the article Can construction overcome BAME bias? (Construction News, Dec 2019), the removal of employer prejudice is the key to diversity on an extensive scale. The idea of an eclectic industry seems to get a lukewarm reception from employers within the sector.
Women in construction still seems to be an idea that needs to be sold to the industry and some parts of society. The article, Women in construction a brief history, (Go Construct, February 2018) presents arguments as to reason why women are needed within the industry. There still seems to be an explanation required as to how women are suited to work within construction. Also, a need to convince the masses as to why women should be employed within the construction sector.
There are also issues with women who are currently working within the industry who feels less valued than their male counterparts. As stated by Robinson, (Women in Construction UK Magazine, August 2019) fundamental change is needed when it comes to the general mindset towards women in construction. As even whilst in employment minorities continue to face issues of inequality in terms of obtaining promotion and leadership roles.
There are other factors such as number of minorities going for jobs in construction which may be difficult to quantify as the research must remain within its parameters and limitations. There are positive signs for the future of diversity within the construction industry, however delivery is hampered by unfaced challenges. There are schemes such as Age UK, Remploy and other equal opportunity projects which has supports diversity for all industries. There are companies who have embraced the change examples which will need to be explored. The Health and Safety Executive states health and safety should not prevent disabled people from gaining employment in construction, a closer look into the feasibility of these stipulation in certain projects.
With most mainly large companies operating within diversity best practice, research into the how confident minorities feel in going for construction jobs must be researched. If found a mindset of low confidence in going for construction jobs is found it may affect the number of minorities employed within construction. Above all the industry seems to need a uniformed coherent strategy for improving diversity practices in order to attract minority applicants.
Introduction
I chose this research for two main reasons the first being, research into the untapped pool of knowledge being overlooked for traditional homogenous recruitment by employers as described by (Pepper, 2005). The second is to research the view minorities have of the construction industry in order to justify insinuations of low number of applicants to the industry, hence the lack of diversity.
The construction industry functions upon a system made up of subcontractors, bid procurement and building standards that may conflict with diversity and equality within the sector. Diversity within construction has been addressed by recent articles and reports, (Lowe, 2019) pointing out the positives it brings to the sector in aim of influencing change. McCarthy, et al 2013 highlights the mainstreaming of diversity, pointing out the three phase of development theory. The phases being equal treatment, positive action and mainstreaming. A move from diversity management towards mainstreaming is the now approach to diversity. An aim to normalise the acceptance of diverse industries is the aim of the latest approach. The Construction Industry Council (CIC) diversity and inclusion panel sets out to promote and identify diversity policies within the sector. With aims of normalising diversity the CIC strategize ways of engaging with industry leaders, also opening career paths opportunities for minorities and youths. Despite the current pandemic contributing to continued economic downturn and unemployment the construction industry is still short of skills. Figures up to the 1st quarter of 2017 shows the parallel between workload and employment of skilled and specialist operatives (see figure 1,2,3). This information provided by surveys done by the Federation of Master Builders (FMB, 2016).
Construction is a vast industry sector covering a wide range of trades and skills namely managers, planners, architects, engineers, surveyors, among others. The construction industry is unique in comparison to other sectors due to its transitory workforce, capital investment dependent, project milestone and timeframes, workforce flexibility and reliance on a supply chain. Unique in that (C Skills, 2010) reported less than a percent of the industry employs more than 250 workers and 93% of the sector employs less than 10. The industry is found to depend to a high degree on subcontractors and supply chains to deliver its contracts. With a great portion to the tune of 40% of contracts coming from the Government the industry is dependent on public funded projects. As reported by (Weinfass, 2020) the government has placed investments of £5bn for infrastructure projects £1.2bn for schools. Small and medium enterprises which make up north of 90% of construction firms are usually affected more than large contractors in times economic downturn. The construction sector has solidified its place within the economy as a significant contributor and one of the largest employers in the UK.
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