1. Carillion Strategic Highways
Equality, diversity and inclusion: our journey to becoming a Leader in Diversity
David Procter
Project Manager
Strategic Highways
Alison Holloway
HR Director, Infrastructure
Alison Desborough
Team Leader
Recruitment Shared Service

2. The Industry Challenge

3. People Shortages

4. Qualification in Construction Always worked in construction
Our Current Approach
Qualification in Construction
University educated
White
Always worked in construction
Text needs to slide in for each word, my picture comes up first
Male

5. It makes business sense
‘In testing the performance of 2,360 companies globally over the last six years, our analysis shows that it would on average have been better to have invested in corporates with women on their management boards than in those without.’ McKinsey research suggests that diverse businesses deliver 35% better results than non-diverse businesses

6. How does the Highways sector discourage diversity?

7. How does the Highways sector discourage diversity?

8. How does the Highways sector discourage diversity?

9. How does the Highways sector discourage diversity?

10. How does the Highways sector discourage diversity?

11. Our Journey So Far

12. Key Strategic Activities

13. Supporting our People
SNOWE
BAME

14. Attracting and recruiting a more diverse workforce
We engage with under-represented groups to encourage applications.
An independent assessment by Equal Approach in December 2016 considered the wording of how and where we advertise to encourage new people into the sector
We hold our supply chain to account
They must provide evidence on how they proactively can support our Equality and Diversity agenda:
Equality and Diversity Policy
Case studies on commitment to diversity and inclusion in the recruitment process
Information of any groups, forums, panels or associates they partner with

15. Leading the way in recruiting new talent
YOU CAN BUILD A BETTER TOMORROW
Graduates within Construction & Infrastructure are given the tools they need to change their world. They’ll discover the difference that they can make, first-hand, by getting involved in live projects and helping to transform the places and communities we work in.
In partnership with Cargyll in 2015/16 our Graduate and Apprentice Recruitment was overhauled to ensure our selection process was fair, transparent and robust.
Selection criteria is based around behaviours not predicted grades and prior Construction experience (highly unusual in the Construction sector)
Award for the Best Graduate Recruitment Strategy in the 2016 Construction Investing in Talent Awards.
2016 Recruitment trends: 35% Female representation (previously 12%)
45% BAME representation.

16. Supporting EDI ambitions
Identification of EDI improvements on our live projects
Engagement with Industry Experts
Job
Shadowing
Employee
Interviews
Workplace Environment
Assessments
Review of Role Titles and Descriptions

17. Redefining Job Roles and Structures
Reviewing our current roles
Breaking up current role deliverables
Introduce new job roles for the future
More inclusive job titles – ‘Site Agent’?
Redefining team structures
New job descriptions for recruitment
Recruiting from alternative industries
‘Recruit the attitude, teach the trade, in order to improve the diversity of your workforce’
Bruce Waller, National Centre for Diversity

18. Shifting Perceptions

19. Benefits to Carillion and the Industry
Improving the capacity and capability of the industry and addressing skills gaps for Carillion
Improved performance
Improved morale and reduced employee turnover
Making Carillion a great place to work
A more inclusive industry, helping to encourage creativity and foster innovation

20. Celebrating our Achievements