Dean Jones Founder of Jamaica Homes (Jamaica-Homes.com) and a former director at Cranfield University shares why people from ethnic minority groups are under-represented in construction.
Dean Jones Founder of Jamaica Homes (Jamaica-Homes.com) and a former director at Cranfield University shares why people from ethnic minority groups are under-represented in construction.
Original Title
Ethnic Minorities In Construction Pride But Prejudice
Dean Jones Founder of Jamaica Homes (Jamaica-Homes.com) and a former director at Cranfield University shares why people from ethnic minority groups are under-represented in construction.
Dean Jones Founder of Jamaica Homes (Jamaica-Homes.com) and a former director at Cranfield University shares why people from ethnic minority groups are under-represented in construction.
NEWS Constructionmanagermagazine.com
ETHNIC
MINORITIES IN
CONSTRUCTION:
PRIDE BUT
PREJUDICE
WHY ARE PEOPLE FROM ETHNIC
MINORITY GROUPS UNDER-
REPRESENTED IN CONSTRUCTION?
AHEAD OF THIS MONTH'S
INTERNATIONAL DAY FOR ELIMINATION
OF RACIAL DISCRIMINATION,
(OM HEARS FROM ETHNIG MINORITY
PROFESSIONALS ABOUT THEIR
EXPERIENCES IN THE INDUSTRY ~
AND THE BARRIERS THEY FACE‘construotionmanagermagazine.com
NEWS
“Not being seen as
conventional within the
industry proves difficult as you
‘constantly feel like you have
‘to prove yourself”
‘Ajai Pindoia, Avi Contracts
UK construction is nowhere near
Inclusive enough when it comes to
people fromblack, Asian and minority
ethnic (RAME) backgrounds.
‘Since the Equality Actof2010,racial
discrimination andthe barriers facing,
eoplefrometbnic minority backgrounds
inthe workplace have come out into the
‘open-but oficial figures indicate more
work still needs tobe done in the built
environment sector (see chart below.
CConstroctionisnotonlyunrepresentative
ofthe UKatlargeitisalsomissingouton
‘many talented peoplestatimewhenthe
industry has a chronic skills shortage.
‘So why are so few people from
cthnle minority backgrounds working
‘nconstruction? Sadly, several people
‘who Cf spoke to reported that they
had either suffered racial prejudice in
the past orarestil doing so.
“Thaveworked for anumberof work-
Teading organisations where Ihave
encountered racial prejudice directly
fromwhite managers devised tobreak
sme,” says one industry professional
froma BAME background, who was,
reluctant to disclose full details.
Dean Jones, director, strategic
projeets at Cranfield University, says:
“There sa covert form of exclusion
which comes in many forms and
sometimes from the least likely
suspected individuals, which is
particularly what Ihave found - being,
ignored, not being invited to events,
Deing closely monitored ~and theres
‘not much youcandoexcept dothe best
youcanandhope youget acknowledged
andappreciatedforit atthe end.”
Anjali Pindoria, project surveyor
at Avi Contracts and a public speaker
on diversity, dds: “Ihave had some
awkward encounters on site with
certain questions asked which, within
‘mycultureandtradition, wouldbeabig
taboo to talk about onan open forum,
‘automatically putting me ina place of
discomfort. It's the norm to may but
‘when you are the minority itis hard
tocallitout without being seenas the
problem-maker”
She adds: “Not being seen as
conventional within the industry
proves difficult as you constantly fel
likeyou have toprove ourself and this
isageneral consensus among afew of
zy frends from BAMEbackgrounds.”
Bothagree that ompaniesareslowly
‘waking upto the issue but warn that
efforts to boost inclusion of ethnic
‘minorities in construction need to
extend beyond box ticking or policies
‘that aren't backed by real action.
‘We need to provide leadership
to improve the situation," argues >
Ethnic minorities in construction vs UK population
conarcton managers a Populi
‘ccaring esearch fom Businss inthe Community. 3.4% ofa constuction
‘anager nth Uk sr rom eto miotion. In corre, bactd on the est Psont
‘era da, 1 of he population comes om ethne minor groups.
Anjali Pindoria
Project surveyor at Avi Contracts
There's ck of anareness
‘ibcontrctore mate wp
trent: Do you thnk that
orton afebeinausey
‘tucated ereugh=
industry fly cso,
many because theyve
2 workforce. When Youlook
the Industry asa whole
asap ached erty
tin tends wi eer
Detreated an a dughte,
because they see me a 2
young gor het wie wth
Simeredrect approach ot
feline howto do things.
‘ct blame tis on he
‘ointeact wth people you
‘Theres nathing a that evel
tocducate people bout
"ouhavesll hese
companies jumping onthe
‘ndeagon a vera and
{hoe procedures tek the
twee ut to dete hve only
Seen one major contactor
stat Hating out relgious
Mace = becaune they have 2
BAN ed net group who
bre msing wie he
Sirectors that we shod be
making religious evoes,
Aleciination concerned,
Teo think that my goneration
won't accept it~ But who
owe goto without aning
Foranaely.there ae
now mare latte where
sucating prope and ling
peopl tobe mere metuive
owords BAMEs, in xdor 0
Start change mindsets.
efor whe my role mode
aro =the remy dae Gham
Navn andy ule are.
Ihave seen them graft fom
bring eaparterst etre
and youcan see bow thay ve
pushed agit very tater
‘hatte ve ad
ving amore derse
sreupof people bulllng
mean youse ely ging to
ove aber end presuct
thik at keyNEWS
constructionmanagermagazine.com
P|
“Whether on site or off
site, construction should
have conducive working
environments for people
‘from all background:
‘Charles Egbu,C1OB
professor Charles Egbu, president of
‘the Chartered Institute of Building,
(C108) and pro-vice chancellor atthe
University of East London (UEL)."We
canJearnfromthase BAMEs who have
done well in our industry. We want
people from BAME backgrounds to
think ‘T have a sense of belonging in
thissector andi want to contribute.”
Egbu also calls on construction
managers to take responsibility to
make sure equality is the norm in
ther teams. "Iathesamevoin, human
resources departments ofconstruction
companies have an important role
toplay in their clusivity practices
{or staf recruitment, selection and
retention,” heads.
‘Andheaskswhytheretendtobemore
ethnic minorities in consulting than
‘contracting, and what contractorscan
learn from consultants. "Yes, site level
culturecanbe abrasive which can bean
issuefor BAMEs That alsoisthecasefor
‘women. But whether onsiteor offsite,
construction should have conducive
‘working environments for people
fromall backgrounds. The CIOB is well
placed to show leadership on thisas >
Dean Jones Director, strategic projects at Cranfield University
companies are incisive enough,
though belove the industry
thas woken up ti
alse question whether
therein facta eal appetite
{orchange- Most ofthe
‘igalcations nave worked
{ornave provid taining vis
‘tin taining portale a prt of
ructred induction proces,
but have ony ever attended
‘ne classroom awareness
Iraning session about what
Denaveurieumaceaplabe,
Including hoping sa
‘ecognse cultural ferences,
‘ech matings.
Theo stories fom my parents
land grandparent’ time ane
{ometiesIthine wnt
changed?
Dees seers tbe more
ctanuzmord and ace boe|
‘harlem lot ot organisations
“onsiniction workforces inthe UK
{emere cutwaly alverce than
‘var before But he egriiant
thee axgareations
Painiy obvious
Tam proud ay rleat
Crate University Fm aso
‘encouraged tat the univrety
“aluoe avery and recognises
‘the mew perspectives that
this can ring to our working
learning and teaching
firmer.
My goal tobe aoe mode
nd help give BAME employees
antigen bring thew te
elves to more celebrate what
Takes thom ferent ane
Sctvely encourage BAMES!
‘tices tolnform change at
“very ea key aver of
My own ole modelie
ary Plre-Harvey.the Us
University. Mary and both
Previously wotkedat the Palace
‘ot Westminater from 2018
to 2019 a senior managers
Sha shared many ofthe rae
‘rpereneet.
When heard that Mary
landed the heed of eta —
et exiedoytl and prov al
‘ole nto one. was aed
Tanded ee.
Angelene Clarke Architectural consultant, Bearded Ladies
being made
intarger
companies tobe
Coward people
beckgrounds,
titi ransts os token
thot real ppertuny nluion
{nd career regression,
Proce Is cuate and acrest:
reotve ideas being uses without
Inwoving the person who care up
th thee ming ste c056
hdoeng agra maienom See,
“Thi alin career
propresion and bree:
crear nd reste nogatve
verking envionment Outo-dete
HR practices pocerses can
reintore the probes
‘Untertunataly there te ony 6
tiny hand of top leaders trom
minor etl backgrounds
Serose most nts even
Tote in construction ~but 30
respect Albert Willemsen Tayo,
sngineering constant AKT
‘woud ike owe me erable
canverations on divert nd
Inchsion a circtoal vel and