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Sue Percy, CIHT chief executive

Industry must take action on diversity and inclusion

We increasingly hear from all quarters that the skills shortages in engineering and related professions are creating huge problems. Sue Percy explains the challenge and suggests a more diverse workforce is the solution.

In the highways and transportation industry, there is general agreement that we don’t have enough skilled people to work on all the new transport infrastructure projects or maintain our existing infrastructure.

In addition, we have an ageing workforce with those retiring not being replaced in sufficient numbers by new entrants to the sector. So, what’s the answer? Unfortunately, there is no ‘quick fix’, or single solution but, if the industry is prepared to respond to these challenges and work together, there are things that can be done to improve the situation. One of these is recognising the need for greater diversity in the workplace.

"To make a real and sustained difference, CIHT believes there needs to be a step change in the way that the industry engages with issues around D and I as part of a long term skills strategy"

As a priority, we need to make highways and transportation an attractive career option for people from a diverse range of backgrounds enabling employers to recruit from the widest talent pool, rather than casting their nets only on traditional waters. There is also a need to create an inclusive culture within companies and across the industry so that all those who join us, whatever their background, feel welcome and encouraged to stay. 

The business case for diversity and inclusion (D and I) has been highlighted a number of times in the media recently, however implementing the changes necessary to take advantage of these business benefits does not appear to be a priority for some employers. Often, this is simply a case of not being sure where to start and this is where CIHT’s with its D and I employer toolkit can help. 

The Royal Academy of Engineering awarded a grant to CIHT to conduct research into D and I in the highways and transportation industry and produce a toolkit to provide practical help and guidance to employers. The work complements a wider study by the Academy’s Diversity Leadership Group (DLG) across all engineering disciplines.

"Implementing the changes necessary to take advantage of these business benefits does not appear to be a priority for some employers."

CIHT’s research found that the skills shortage is the main motivator for employers to take action on D and I issues. A number of employers have already started to think about how to do this and examples of good practice are provided in the toolkit.

However, to make a real and sustained difference, CIHT believes there needs to be a step change in the way that the industry engages with issues around D and I as part of a long term skills strategy.

To achieve this step change there will need to be strong leadership, culture change and sustained commitment in how the industry recruits, retains and develops its workforce.

Sue Percy is chief executive of the Chartered Institute of Highways and Transportation