Diversity and Inclusion Excellence

Arcadis
Arcadis parent and carers network

The needs and challenges facing Parents and Carers is a growing issue in UK politics and society. While the public debate often focuses on Parents and Carers who are unable to work, Arcadis’s Parents and Carers Network provides a focused and practical environment to support colleagues who combine caring responsibilities with their professional roles, proving with the right support, nurture and care which links to our people first culture we can attract an retain the best talent.

AtkinsRéalis
#HackaFuture

AtkinsRéalis Nuclear is committed to creating lasting social and environmental benefits. The #HackaFuture event exemplifies this dedication to fostering a culture of innovation, inclusivity and collaboration. By leveraging digital skills the #Hackafuture event aimed to introduce a new recruitment method to address the lack of diverse talent, which “limits innovation and creativity, hindering effective problem-solving and decision-making.” The event introduced a new recruitment method to attract diverse talent from non-traditional backgrounds. It targeted purpose-driven applicants interested in building digital and tech solutions, positioning AtkinsRéalis as a leader in the digital space and setting a new standard for innovation.

Bellway
Employer of choice

Bellway has shown exceptional commitment to diversity and inclusivity at all levels and all disciplines within the business and beyond as part of its vision to be an Employer of Choice.This prioritises working towards measurable targets for improving the gender balance within site-based construction roles; inclusivity hiring training; mental health awareness programmes; carer-friendly working practices and policies; engagement with staff; internships to provide opportunities for people with disabilities; education outreach targeting schools with greater numbers of girls, ethnic minorities and socially disadvantaged pupils; and summer placements for disadvantaged or disabled children – creating a workplace where everyone is welcome.

Complete Wall Solutions
Building Futures: Empowering Salford's diverse workforce in construction

CWS champions diversity in construction by breaking industry norms and creating an inclusive workplace. By opening doors to people from all walks of life and recognizing dedication over background, we ensure everyone has an opportunity to thrive. From recruiting women in trades to supporting LGBTQ+ employees and individuals from diverse cultural backgrounds, we foster opportunities for growth. Partnering with Build Salford, we provide training and career pathways, removing barriers like CSCS card costs. With over 50% of our workforce representing different ethnicities, many progress from labourers to site managers. Our approach sets a benchmark, making us an award-winning organization.

Danny Sullivan Group
Building an inclusive future

Danny Sullivan Group is leading the way in diversity and inclusion within the construction industry. With a 37% BAME workforce (triple the industry average), an 80% local workforce, and highly commended Women in Construction initiatives, we are creating opportunities for all. Our targeted recruitment of apprentices, ex-offenders, and long-term unemployed individuals has helped hundreds find stable careers. Through FIR training, leadership development, and community outreach, we ensure that diversity is at the core of our success. With £14m in social impact delivered in 2023 alone, DSG is setting new industry benchmarks for inclusion, engagement, and workforce development.

DGP

DGP is driving real change in EDI by embedding it at every level of our business. Our Senior Leadership Team leads by example, championing initiatives and setting clear KPIs to ensure accountability. From revamped inductions and career progression programs to quarterly town halls and an inclusive intranet, we foster a culture where every voice is heard. Our commitment is delivering results, our workforce has seen an increase in female representation, reflecting our dedication to inclusivity. Beyond our business, we mentor underrepresented groups, hire from disadvantaged backgrounds, and promote industry-wide change. We’re not just talking about diversity, we’re delivering it.

Future Cast
FEMCON

Our FEMCON Erasmus+ project exemplifies our commitment to diversity, bringing transformative training and mentorship to women in construction. Through dedicated partnerships, ambitious diversity targets, and executive support, we are shifting industry norms and creating equitable opportunities. Our inclusive approach has seen measurable success, from hitting gender representation goals to fostering a supportive and empowering environment for all. As pioneers of diversity and inclusion, we believe that our efforts will inspire positive change throughout the construction industry.

KpH Deconstruction Services
Empowering change

KpH Deconstruction is redefining diversity in construction through inclusive leadership, transformative mentoring, and innovative outreach. Led by Managing Director Lyndsey West, we empower underrepresented youth via partnerships with Drive Forward, Construction Youth Trust, and SHiFT, offering career pathways and apprenticeships. Women make up 44% of our PAYE staff, supported by inclusive site facilities and tailored PPE. Our holistic approach extends to employee wellbeing, with health initiatives reducing absenteeism and boosting engagement. By combining operational excellence with genuine inclusivity, KpH is driving systemic change, proving that diversity is not just a target—it’s a commitment to long-term industry transformation.

Systra UK & Ireland
QGIS & Mergin Maps

Geological/geotechnical fieldwork pose a specific set of challenges for neurodivergent colleagues. One of these is the repetitive field data entry and subsequent digitisation.The use of QGIS and a mobile application (MerginMaps) for data entry mitigate both of these through the use of specific digital forms for each type of data entry (such as rock discontinuity logging) with all of the required information included in a questionnaire format, with both mandatory and free text optionality.This benefits neurodivergent staff by reducing the mental load, alleviating concentration or text-/writing-related issues, and including aide memoires to streamline the process.

The Circle Partnership
The circle academy

The Circle Partnership is an organisation going beyond targets, policies and procedures to make a tangible impact on the gender diversity of the built environment, therefore helping to secure the industry's future productivity and profitability. Through its annual Circle Academy programme it is intervening precisely where action is urgently needed - with mid-level women - where the greatest retention challenge exists. Using data from women's applications as well as the latest research, the bespoke programme gives women the specific skills, confidence and connections they need to stay and thrive in their roles.

VGC Group
Changing the face of construction: VGC's approach to equality, diversity, and inclusion

VGC has distinguished itself in fostering diversity and inclusion with a comprehensive, innovative approach. Through impactful partnerships, VGC promotes ED&I initiatives, targeting marginalised groups and implementing inclusive recruitment practices. They actively engage in industry-wide initiatives, partnering with associations and educational institutions to create a diverse talent pipeline. The company's senior management team plays a pivotal role, with board members leading sustainability efforts, and integrating diversity goals into the overall business strategy. VGC's dedication to diversity and inclusion, evident in tangible outcomes and leadership commitment, ensures that ED&I is integrated in their business as usual activities.

Willmott Dixon
Diversity steering group

Willmott Dixon’s Diversity Steering Group has driven industry-leading progress toward creating an inclusive workforce, with the company ambition of achieving gender parity by 2030. In 2024, women represented 33% of the workforce and 48.2% of management trainees. Senior leadership’s commitment is reflected in visible actions, from mentoring schemes to policy reforms across all protected characteristics. Through consistent benchmarking, training, and outreach, WD has built a workplace where 98% of our people say they feel included. Recognised externally by awards and benchmarks, WD sets the standard for D&I excellence, increasingly making us an employer of choice for many in construction.