DiBA for the Construction Industry
The Diversity in Business Accreditation is the recognised equality standard from diversity consultancy The EW Group. Aligned to construction industry supplier requirements, it provides companies with external verification of their diversity performance. The accreditation supports the design of diversity strategy and, by benchmarking your current position, demonstrates progress to staff, clients and customers.
With an ageing workforce and widening skills gaps, overcoming obstacles to diversity in construction, engineering and transport is one of the key challenges facing the sector in the UK. Procurers in the construction industry are now setting ambitious targets for increasing workforce diversity and embedding best practice in equality, diversity and inclusion right throughout their supply chain.
If you’re one of these suppliers, securing an approved diversity accreditation standard is now essential to your continued growth and success.
The EW Group Solution – The Diversity in Business Accreditation
Our Diversity in Business Accreditation (DiBA) will enable you to meet your client’s requirements regarding supplier diversity in construction. Gaining the Accreditation will allow you to distinguish your operations from your competitors in the procurement process.
DiBA makes a clear statement to your clients, and your employees, that you are progressive and proactive on equality, diversity and inclusion.
DiBA offers construction companies a comprehensive diversity framework that addresses a range of business functions, including supplier diversity, leadership, people and performance management, employee and community engagement, and customer satisfaction.
We audit across all equality strands, providing an analysis of your current position and our recommendations for increasing your diversity maturity. Our flexible framework means you can customise our 20 diversity accreditation standards to best fit your business goals.
Interested in DiBA for the Construction Industry?
Our Expertise in the Construction, Engineering and Transport Industries
EW Group have been training, consulting and auditing on diversity in business for 25 years. In construction, we have supported a range of organisations – from SME suppliers to large-scale infrastructure projects – to integrate inclusive working principles and best practice, and to manage equality and diversity in the workplace.
Our recent contracts include:
HS2 – A feasibility research study into supplier diversity, and an initiative to raise awareness of the equality, diversity and inclusion agenda through a series of scripted and recorded videos.
Transport for London – A £1.3m Managing Diversity Competence training programme for senior and operational managers on the London Underground.
Crossrail – Designing an e-learning programme on best principles in workplace diversity.
Highways England – Developing a bespoke diversity e-learning package to promote and measure good practice in the supply chain, made available to all Project and Contract Managers.
Department for Transport – Consulting on diversity for the Department’s Champions and Networks Conference.
How will the Diversity in Business Accreditation help my business?
DiBA is a powerful business development tool, and offers construction companies and suppliers the opportunity to:
- Blaze a trail of diversity best practice, and accelerate the culture change the construction industry needs
- Gain recognition as an employer of choice
- Attract and retain the best diverse talent
- Eliminate recruitment bias
- Reduce under-representation of diverse groups
- Build more inclusive cultures at work
- Raise employee satisfaction, aspiration and innovation
- Measure and monitor diversity data effectively
- Promote diversity all across the supply chain
- Alter perceptions of the construction industry as a whole.
Embedding equality, diversity and inclusion in construction – why now?
As well as the legal imperative to comply with the Equality Act 2010, the economic and cultural benefits of diversity have been well researched and reported on. Here are just a handful of examples:
- Teams with high levels of diversity and inclusion outperform their peers by 80% (Deloitte).
- Diverse organisations are 45% more likely to improve their market share (Centre for Talent Innovation).
- Diverse businesses are 35% more likely to financially outperform their industry’s national average (McKinsey).
Looking specifically at race and gender, gender-diverse companies are 14% more likely to perform better than their non-diverse counterparts. This figure rises to 35% for ethnically diverse companies (McKinsey). If you consider that only 3% of the UK construction workforce are black or minority ethnic, and only 13% are women, there is a strong business case for diversity as a catalyst for growth, innovation and long-term stability.
With age, too, the Office for National Statistics reports that almost a fifth of UK construction workers are over 55 and will retire in the next five to ten years. And according to the Chartered Institute of Building, we will need 182,000 more people by 2018 to fill new jobs in the construction industry. The HS2 rail link alone will create as many as 50,000 jobs across the UK. This includes the HS2 Main Works Civils Contracts procurements from 2016 onwards, as well as other major works packages. Opening the sector up to more diverse talent is critical, and would allow companies of all sizes to leverage the business benefits of diversity to the full.
What exactly does the Diversity in Business Accreditation cover?
The full DiBA assessment audits your company against 20 diversity criteria. The criteria are gathered under the following four themes:
Addressing leadership, strategy, data monitoring and action planning.
Internal – Employee Journey and People Management
Addressing all aspects of the employee journey, behaviour and conduct and inclusive practices.
External – Customer, Community and Suppliers
Addressing customer diversification, CSR and supplier diversity management.
Impact Measurement (Bespoke)
Addressing specific objectives that are unique to their business. Identification of a measure of impact that is key to business performance.
Diverse organisations are 45% more likely to improve their market share
Teams with more than one member who represent your target customers are up to 158% more likely to understand their needs
Establishing your current position on equality and diversity is critical in order to drive change and demonstrate progress. Our diagnostic work means you can identify baselines from which to measure and existing good practice to build on.
Our approach will combine a robust analysis of your ‘hard data’ – policy documents and employee data relating to diversity – with a process of employee consultation to gather ‘soft data’. By speaking to a sample of employees from across the business, we will test our assumptions about your organisational culture and fill any gaps in existing employee data. These will take the form of structured, confidential small group and one-to-one conversations.
Our final report will map out the diversity maturity of your organisation, taking into account both cultural and process-driven barriers. Each report will be tailored to the organisation but may include:
- Examples of current good practice and potential role models.
- Quick wins that can be implemented straight away and with minimal resource.
- Analysis of how your work in this area can underpin wider cultural change across the company.
- Recommendations around improving the quality of employee data and employee disclosure rates.
- Recommendations for future-proofing your talent pipeline.
- A framework for measuring the impact and success of your diversity and inclusion programmes.
- Recommendations for the key themes of your diversity strategy.
Talk to us about how the DiBA can help your construction company.
How is the Accreditation endorsed?
An independent awarding panel has been set up to regulate our DiBA assessment decisions. We have also achieved external endorsement of our business solutions by SFEDI.
SFEDI is the government-recognised, not-for-profit body for both Business Enterprise and Business Support standards.
What about re-accreditation?
DiBA is reviewed on an annual basis. On the anniversary of your being awarded the Diversity in Business Accreditation, we will hold a review meeting with you. This will be an opportunity to discuss and provide evidence for how your organisation has continued to develop and strengthen its diversity good practice over the past twelve months.
Every year you will be re-assessed against three of the five themes that were reviewed during your original DiBA accreditation, as well as any partially-compliant areas from the previous year.
Theme 2 is always reviewed, to ensure your internal organisational processes for staff are following diversity best practice. We also continue to review Theme 4 so that the previous year’s recommendations guide this process and enable you to identify new areas for growth.
85% of the world’s CEOs say a clear diversity and inclusion strategy leads to increased performance
Your most engaged employees perform 20% better and are 87% less likely to leave your organisation
What some of our clients think about the Diversity in Business Accreditation
“EW Group has been a fantastic organisation to work with. Their knowledge, insight and experience has been invaluable in assisting City West in embarking on a journey of developing an inclusive and integrated workforce.”
Policy and Service Development Officer, Service Excellence
City West Housing Trust
“The DiBA is a fundamental business tool providing recognition of achievements and recommendations for improvements, while providing a mechanism for employees to have a say in a confidential setting. The team at EW Group are experts in their field so you know you are in safe hands.”
HR Director, Chartered Insurance Institute
“Undergoing the Diversity in Business accreditation has delivered major benefits, such as improved client satisfaction and employee retention, and a stronger brand which has generated competitive advantage. To say the exercise was worthwhile would be an understatement: it has enabled us to take an uncompromising, but ultimately rewarding look at ourselves, and there is no area of activity that has not directly benefited.”
Managing Partner, Simpson Millar LLP