Feature: How to Sustain DEI Momentum in the A/E/C Industry
By Roya Brake
Workplace diversity education and training began following the introduction of equal employment laws and affirmative action in the mid-1960s, yet women and minorities have continued to experience bias and inequality as they navigate their career paths. These obstacles are still clearly present well into 2023. While the origin of the Diversity, Equity, and Inclusion (DEI) movement is not new, social issues in recent years have become a catalyst for DEI committees to form in workplaces across the country. Historically, the Architecture/Engineering/Construction (A/E/C) industry in the United States has been primarily white male dominated. Women account for 23.3% of registered architects, and Blacks account for just 2.3%. For engineers, 12.5% are women and 3.3% are Black, according to the U.S. Bureau of Labor Statistics.
While issues of racial discrimination and gender pay gaps continue to make headlines, A/E/C firms across the globe are prioritizing DEI within their organizations to better reflect their workforce and the communities they serve. Many firms took first steps to address DEI issues internally by recruiting a task force or ad hoc committee to start conversations within their organizations and to assess equity across their workforce. While the momentum was strong at first due to the response to diversity and equity issues being highlighted in the mainstream media, organizations are now experiencing difficulties in maintaining that momentum as they look ahead.
As the A/E/C industry continues to expand on conversations regarding DEI issues internally (however slowly but surely), it begs the question: What are some ways your organization can continue to honor the DEI movement without losing the authenticity of its messaging? Here are a few ways leaders can persist in the initiative.
Strategize
Implementing DEI in the workplace cannot be done overnight. It may take years to identify areas for improvement and to find solutions to address them. Leadership teams can build a strategic plan to ensure that they are continuously moving forward.
Educate
Introduce educational resources and mandatory DEI training to your team members. Address unconscious bias and find ways to encourage ongoing conversations in a safe and respectful environment. Tap into your team members’ experiences and embrace the opportunity to listen and reflect upon them.
Enforce Transparency and Accountability
Communicate action plans to all staff, including metrics that are being tracked, to ensure leadership's accountability and to convey that DEI efforts are ongoing. Keep DEI initiatives as an ongoing leadership agenda item for discussion and provide your team with the results on a quarterly or annual basis.
Work as a Team
Ask for feedback from staff members at all levels of your organization and provide the option for anonymity. Use tools like Mural to promote engagement during conversations and foster the opportunity for staff to get involved in committees or discussion opportunities. Empower staff of all backgrounds to contribute to, and advocate for, cultural change.
Implement Policy-Based Changes
Policies need to be adapted to address opportunities for growth and other equitable measures. Core elements of an effective policy will include a declaration of commitment to DEI at the organization and define the characteristics of what is diverse and equitable, along with an explanation of the policy’s purpose and where it aligns with company values and vision. Having a concrete DEI policy in place is considered somewhat of an expectation for prospective employees, especially among Millennials and Gen Z talent pools.
The DEI Committee at my firm has implemented all of the above and regularly engages team members through Employee Engagement Groups, educational opportunities, and company-wide surveys. Demographic data and other updates on DEI initiatives are made transparent in our All-Hands meetings and are posted in detail on our intranet platform. Ongoing communication and focused efforts have made a positive impact on the work culture as we continue to foster an inclusive environment to support career growth for team members from different backgrounds, ethnicities, and gender identities.
Sustaining an environment that supports DEI is needed to maintain the authenticity of its messaging. Additionally, fostering a diverse and equitable work environment benefits the organization's bottom line. Studies have shown that a diverse workplace breeds innovation, has better financial performance, protects company culture by nurturing a productive workforce, has less turnover, and creates a competitive business advantage as clients actively seek out organizations that reflect their values.
Roya Brake is a Corporate Communications Coordinator at Mark Thomas, an award-winning planning, design, and surveying firm in California. To learn more about DEI at work, connect with her via LinkedIn or [email protected].
