An inclusive culture in 6 simple steps

The heart of the issue is that EDI remains too remote. For many, inclusivity feels like a distant corporate initiative, disconnected from the day-to-day realities of the site. Resolving this problem starts with how it's approached.

Shifting deeply rooted workplace cultures requires real effort. But it doesn't need to be this way. The biggest changes start small, right in the workplace itself.

Here are six straightforward ways you can start building change from within, creating a culture on site that welcomes all, embraces diversity, and adapts to future changes.

Step 1: Leading the way - investing in culture

The construction industry's biggest problem is environmental. For too many workers, construction sites remain hostile and exclusionary environments where discriminatory behaviour goes unchecked. This creates barriers to entry and prevents new hires from staying in the long term.

The solution isn't complicated: cultural change starts at the top. When leaders actively model inclusive behaviour on site, they set the standard for everyone else. This doesn't require expensive programmes - it requires consistency and visibility, and encouragement of conversation.

What this looks like will differ between companies. For some, it means calling out discriminatory language the moment it occurs. For others, it means creating space for workers to raise concerns without fear. The common thread: demonstrate the behaviour you expect from your team.

Practical structures to embed this approach:

• Employee check-in sessions

• Mental health outreach and resources

• Zero-tolerance discrimination policy with clear consequences

• Auditing training materials, contracts, and site communications

• Regular team meetings that address inclusion openly

• Anonymous feedback mechanisms for reporting concerns

Not all of these will suit every business, but the principle remains: lead by example. When authority figures consistently model inclusive practice, it signals what's acceptable - and what isn't. Small, visible changes in leadership behaviour create ripple effects across the entire site.

Step 2: Starting from scratch: inclusive recruitment 

Like any new build, a strong culture starts by laying good foundations. Recruitment is where this begins - and it's where many organisations inadvertently filter out diverse talent. The good news? Making recruitment more inclusive requires no significant investment, just intentional rewording and process changes.

Start with your job descriptions. Language matters a lot. Rather than stating “must be able to lift 50 pounds”, reframe it as “moves equipment weighing up to 50 pounds”. This subtle shift opens doors to candidates with disabilities and diverse physical abilities. Similarly, avoid gender-coded language. Words like “driven”, “assertive”, or “competitive” may attract one demographic, whilst “committed”, “collaborative”, and “proactive” broaden appeal.

Audit your advertising channels. If you're only posting on traditional construction forums, you're reaching the same talent pool repeatedly. Expand to platforms targeting underrepresented groups - women in construction networks, apprenticeship boards focused on diversity, and community centres. The cost? Often free or minimal.

Feature flexible working from day one, not as an afterthought. Research shows that when flexible working is offered, 56% more women apply for roles, making this a critical lever for gender diversity. For construction, this might mean staggered shifts, compressed workweeks, or remote work for administrative roles. Clearly frame this in your recruitment materials.

Review your hiring panels. Diverse recruitment committees make better, less biased decisions. If your hiring team lacks diversity, this signals to candidates what your culture actually may be. If that's not immediately possible, ensure at least one panel member champions inclusion.

Step 3: Training and onboarding

In construction, you level before you build, and that's what good training does. By establishing clear expectations from day one, EDI training sets the standards against which everything else will be measured.

EDI training models inclusive behaviour to your employees and signals early on what you do and don't tolerate. This means that if you do have to call out discriminatory behaviours, it's already part of the conversation - giving you a reference point, and them fair warning.

Methods that stick

The key to effective EDI training isn't just ticking a box during induction - it's making it practical and relevant to daily site life. Here's how:

• Keep it scenario-based: use real construction site situations. What happens when someone makes an inappropriate joke in the site cabin? How do you support a colleague who's being excluded? Real scenarios make abstract concepts concrete

• Make it ongoing, not one-off: a single training session during onboarding isn't enough. Schedule brief refreshers quarterly and include EDI in your regular toolbox talks. Five minutes discussing respect costs nothing but reinforces culture consistently

• Connect it to safety culture: construction workers understand safety protocols because they see the direct consequences of not following them. Frame EDI the same way - exclusionary behaviour creates unsafe working environments, affects mental health, and impacts team performance. This isn't just ethics; it's operational excellence

Recommended resources:

Here are our top picks for free to low-cost resources offering practical training specific to construction:

• CIOB | Free | Online 3-week FutureLearn course (2 hours/week) covering sector-specific challenges and the business case for diversity. Includes video interviews with industry leaders and weekly quizzes. Best for: building a foundational understanding across your workforce

• Supply Chain Sustainability School | Free - Low Cost | Online FIR Toolkits with role-specific modules, toolbox talk videos, and assessments. Includes short videos with scripts and transcripts for accessibility. Best for: ongoing reinforcement; integrating EDI into daily site operations and toolbox talks

Step 4: Embed mentorship and support systems

Before the walls go up, you need a scaffold. Mentorship works similarly, creating a critical framework that helps workers navigate and envision their path forward.

You don't need an expensive, formal programme. The key is creating consistent touchpoints where workers feel supported, heard, and connected. Here are three approaches that work:

• Feedback loops: implement regular, structured check-ins that allow new hires to flag concerns before they become reasons to leave. This could be monthly one-on-ones with a designated mentor, quarterly anonymous surveys, or informal checks during toolbox talks. The crucial part? Acting on what you hear. Feedback without follow-through erodes trust faster than no system at all

• Peer mentoring circles: informal groups where junior staff from underrepresented backgrounds meet regularly to share experiences and problem-solve together. This costs virtually nothing but reduces isolation and builds solidarity. Schedule monthly, one-hour sessions, rotate facilitators, and let the group set its own agenda based on the real challenges they're facing

• Reverse mentoring: pair junior staff, particularly those from diverse backgrounds, with senior leaders to foster mutual learning and growth. The junior staff mentor upward on emerging workplace expectations, digital tools, or cultural perspectives. This levels the learning dynamic and signals that diversity brings genuine value to decision-making - not just optics. It also gives leadership direct insight into what's actually happening on site

Step 5: Measure, monitor, and adjust

You can't improve what you don't measure. Without tracking progress, EDI risks becoming a well-intentioned box-ticking exercise. But measurement does more than track outcomes - it signals to your workforce, clients, and suppliers that your intentions are serious. When people see data being collected, reviewed, and acted upon, it demonstrates that EDI is a priority, not an afterthought.

Contrary to what you might think, measurement isn't a luxury for larger companies - it's achievable for any business willing to be honest about its current standing.

Start with simple data

Set up baseline data collection. Track diversity numbers across recruitment (applications and hires), promotions, training participation, and turnover - particularly for underrepresented groups. You don't need complex systems; spreadsheets work initially. The point is to establish your current position so you can track progress over time.

Listen to your workforce

Surveys are one of the most effective ways to measure what's actually working. Anonymous feedback reveals what data alone can't - whether people feel included, supported, and able to raise concerns. Free tools like the Supply Chain Sustainability School's Diversity Survey allow you to compare your results against industry standards at no cost.

Ask specific questions: do workers feel comfortable reporting discrimination? Do they see opportunities for advancement? Would they recommend your company to others from their background? The answers tell you where to focus.

Review and adapt

Set quarterly check-ins with your team to review this data and adjust your approach. If recruitment isn't attracting diverse applications, consider revisiting your job descriptions or advertising channels. If mentees from underrepresented backgrounds are leaving after two years, investigate support gaps. Small, regular adjustments prevent the inertia that makes EDI feel abstract.

The beauty of regular monitoring? You catch problems early, before they become turnover.

Step 6: Celebrating success

Recognising and showcasing your progress isn't just about boosting morale - it's about building trust with the people who matter most. When you're open about your EDI journey, you signal to potential hires, clients, and the wider industry that inclusion isn't just policy. It's genuinely part of who you are.

Why openness matters

Being transparent about your EDI journey - both the wins and works-in-progress - encourages conversation and destigmatises inclusion on site. The best talent is drawn to companies that visibly value it. Clients increasingly partner with businesses that can demonstrate it. And your own teams? They feel supported knowing that their workplace proudly supports every worker. The more open you are, the more you normalise inclusion as standard practice.

Share your journey

Post about milestones on social channels, talk about your approach at industry events, and feature your diverse team members in company communications. Even small wins, such as launching a mentorship programme or updating recruitment practices, deserve visibility. This isn't about perfection; it's about showing you're genuinely committed.

Ready to begin?

EDI doesn't have to be abstract, expensive, or overwhelming. These six steps prove that meaningful cultural change starts with small, intentional actions. From leadership setting the tone to measuring and celebrating progress, each step builds momentum toward a more inclusive construction industry.