In Ground Engineering Magazine, Natalie Wride shared her thoughts on social mobility barriers within the engineering profession.

There’s a lack of knowledge about routes into engineering, the subjects required for university, the options of apprenticeships and the regional divide that still exists.

This research from Hassell shows people are returning back to the office but employee satisfaction rate is higher in those companies that have made changes to the office and their ways of working.
Mandating a return is effective to get colleagues back into the office, BUT it comes at the detriment to productivity and retention - so why would you do it?

RICS have captured some great data in the report, that demonstrates that women are leaving the profession at a much earlier stage than men are.
The results of the survey also show some of the areas that women would like to see RICS progress in the future.
The report also makes a clear case for robust DEI strategies to be inplace with benchmarks and targets, and strong leadership.
They are aiming to make this an annual report and the survey is open now for people to complete https://lnkd.in/e2WC9nmt it closes on 30th September, so have your say now.

In the built environment sector we have big supply chains, and clients can really have a positive impact on EDI by focusing on driving change through their own supply chains.
This guidance note has a particular focus on public sector procurement.
Pleased to have had the help of Trowers & Hamlins , The Business Services Association and LGBT+ in Facilities Management (LGBT+ in FM) to get this launched.

When we hear that “women don’t want to work in construction”, this contractor's training scheme demonstrates that is untrue, with nearly 800 women applicants for 13 places.

With that much demand, our industry needs to be offering more training schemes like this which result in permanent roles.

"The relationship between Diversity, Equity, and Inclusion (DEI) and Human Resources teams can be fraught. This is in part because the role of DEI is to highlight challenges and gaps in the talent life cycle. HR can view this as DEI agents criticizing their work without a complete understanding of HRs priorities and workload.  My HR colleagues share that while DEI exposes HR’s shortcomings, DEI is often the team that gets credit for any improvements.

Meanwhile, it is not uncommon for a DEI team to experience HR as being resistant and indifferent to DEI values and objectives – something that can be intensely frustrating for DEI practitioners who have a sense of urgency and vision for their organization. "

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