Diverse construction
Since 1987, October has been celebrated as Black History Month in the UK and is a chance to celebrate great black British achievers, such as architects Sir David Adjaye OBE and Femi Oresanya.
Baroness McGregor-Smith stated in the 2017 UK government report Race in the workplace: The McGregor-Smith review that, 'in the UK today, there is a structural, historical bias that favours certain individuals ... organisations and individuals tend to hire in their own image, whether consciously or not'.
This seems to be true in the construction industry – the report revealed that the majority of management positions in the construction sector are held by white people. These findings are also echoed in Building magazine's April 2019 diversity survey, which noted that just four per cent of workers in the UK construction industry are from a black, Asian and minority ethnic (BAME) background. It also found that:
• 58 per cent of black construction professionals do not feel secure in their jobs – compared with 41 per cent of white construction professionals
• 76 per cent of black construction professionals felt their chance of finding a job was lower because of their ethnicity
The benefits of a diverse workplace have been researched, identified and proven. They include improved team performance, an easier hiring and retention process, greater creativity, a better understanding of customers and an improved brand. So, if this is the case, why are we still not addressing the race issue?
One of the reasons, perhaps, is a lack of recognition. The fact that the racism experienced today isn't always as overt as it has been in the past can mean it's easier to ignore. That's not to say that overt racism is not present in our society – it undoubtedly still occurs, and must be severely reprimanded when it does.
Another reason could be that equality and diversity are now too often dismissed as political correctness, or just box-ticking exercises. Professionals can view hiring a diverse workforce as an obligation to fill a quota. There are also those who insist that all decisions should be merit-based and that employees are recruited based on their achievements alone, disregarding race, gender or any of the other seven protected characteristics under the Equality Act 2010.
In a perfect world, hiring on merit would be the ideal scenario but, unfortunately, not everyone has been given an equal platform to achieve this merit.
Systemic racism is one of three types of racism identified by social psychologist Professor James M. Jones and refers to institutional systemic policies, practices and economic and political structures that disadvantage racial and ethnic groups.
In her report, Baroness McGregor-Smith stated that BAME people are affected throughout their career. They are faced with a lack of role models, more likely to perceive the workplace as hostile, less likely to apply for and be offered promotions, and more likely to be judged harshly.
It is a simple fact, and a human right, that everyone should be given the same opportunities, regardless of protected characteristics. It is also one of the five RICS ethical standards that chartered surveyors must adhere to: 'Treat others with respect. Never discriminate against anyone for whatever reason. Always ensure that issues of race, gender, sexual orientation, age, size, religion, country of origin or disability have no place in the way you deal with other people or do business.'
Source: RICS
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