Diversity, equality and inclusion policy
In March 2021 the Construction Leadership Council (CLC) launched its Industry Skills Plan for 2021-2025. It outlines commitments and actions on which the future of the built environment industry is pinned. In this report the CLC have asked for everyone’s support to help build a workforce that is equipped to deliver a built environment we all want to be a part of.
“Women, ethnic minorities, and people with disabilities are still underrepresented in nearly all occupations in the Construction and Built Environment sector. There are challenges around equality of pay and progression, diversity in leadership as well as a lack of diverse role models for new entrants to aspire to. This is at least in part due to the recruitment practices of the industry, which repeat the process of direct recruitment from known sources, compounding the issue. This, together with a fragmented company-by-company approach to recruitment, makes it exceptionally difficult to reach a more diverse set of applicants.”
Construction Leadership Council, Industry Skills Plan for the UK Construction Sector 2021-2025
DCW is an event that has always been passionate about growing the digital construction community and increasing diversity of thought in the built environment. Our aim is to help create new role models and encourage others to join the sector. In response to the CLC’s call to arms we’ve set out our own commitments and actions to follow to help play our part in shaping the future of the built environment.
We are at the start of this journey and continue to welcome ideas and suggestions from our partners, supporters, and community.
Our commitment to diversity, equality, and inclusion
Throughout our events and activities, we are striving to create a welcoming and inclusive environment for everyone no matter their race (including colour, nationality, and ethnic or national origin), religion or belief, sex, sexual orientation or identity, disability or physical ability, mental health, employment, or financial status.
We are supporting these aims by;
i. Making aware and encouraging all exhibitors and event partners to support us in our aims set out above and follow the commitments and actions set out below.
ii. Taking proactive steps to ensure that our speaker line-ups are representative of the industries that we serve and include diverse representation.
‐ Ensuring our programmes feature a diverse range of speakers and is representative of a built environment we all want to be a part of.
‐ Approaching individuals from under-represented groups to directly invite them to speak or to submit speaker proposals to speak at our events.
‐ Reviewing the language used in our call for speakers and wider comms to help encourage more representative engagement.
‐ Introducing a mentoring scheme for speakers. Our mentor programme pairs up seasoned speakers with first-time presenters, to offer support and networking opportunities.
‐ Providing flexibility around session times to ensure our programme timings are sympathetic with speakers needs and commitments.
‐ Creating and linking to a series of online resources including webinars and blog pieces. Providing tips and insights for those that have not presented before. Improving their experience to help ensure they return to present again.
‐ Introducing a prep space at the event itself where speakers can take time to rehearse and get comfortable ahead of their presentations. Again, aimed at improving their experience to help ensure they are happy to return and present again.
If as a prospective speaker you would like to receive more information on any of the above please email me at [email protected] or my colleague Grace Donnelly at [email protected].
iii. Taking proactive steps to ensure that our attendees are representative of the industries that we serve, and include diverse representation.
‐ Keeping our event free to attend, reducing financial barriers to attend.
‐ Include sessions and discussions on our programme that advances conversations, knowledge and training about diversity, equality and inclusion and the role our attendees have to play in this.
‐ Our People & Change theatre hosts 2 full days of presentations on the topics above.
‐ Ensuring that we help facilitate a range of fringe events associated with the show taking place at different times of the day and that are sympathetic with attendees needs and commitments.
‐ Proactively reaching out to a wide range of communities to promote our events through partnerships with working groups and charities.
‐ Take seriously any complaints or reports of incidents that we receive.
Should you have any questions or concerns about any of the above, please contact Oliver Hughes, Co-Founder and Event Director of DCW at [email protected].