Danny Clarke

Danny Clarke is the Commercial Director of the National Federation of Builders (NFB) and he speaks with our very own Ruth Parker about how to inspire change and the importance of Equity, Diversity & Inclusivity (EDI or ED&I) in the workplace and, specifically, in the construction industry.

Danny is a Diversity Champion within the construction industry and his knowledge is insightful and unique.

What Does It Mean to Be a Diversity Champion?

To be a champion means more than just ambassadorship; it means that you walk the walk and talk the talk because it is a mindset and integral to you as a person. It means that you provide a safe space: someone that others can trust to talk with about any concerns. Above all, a champion makes sure that people:

·        Have a voice
·        Have the space and confidence to speak
·        Know they don’t need permission to speak
·        Feel valued
·        In the room are listening
·        Are being heard.

Read on for a thought-provoking discussion about EDI in construction and the workplace.

Three Concentrated Areas of Diversity

Danny concentrates on three areas of diversity:
·        Women in Construction and Engineering
·        What diversity looks like
·        The different facts of diversity

In Danny’s experience, organisations and job seekers often think recruiters are motivated to present a candidate because of their personal demographics or characteristics.

“In my view, this is a misconception. In actuality, a candidate is recruited for their skills, experience, and knowledge and who happens to also have diverse characteristics. In other words, it’s the competency as well as the characteristics combined that make the diverse candidate who thinks differently to achieve the same goals.
Thinking differently about diversity is the only way we are going to generate innovation and promote creativity”

What Made You Realise That We Need Diversity in Construction?

“When it has always been men as the norm, it can sometimes be a leap to think, we need diversity here.”

When Danny started at NFB, he set up a women in construction networking group, and soon uncovered some harrowing stories from females in the wider industry. Some of the things women deal with in construction are harrowing, but they don’t often get the opportunity to speak up within their organisations. Within a networking group we create that opportunity, and only when we hear their stories, can we create the possibility for change.

When Does Talking Need to Stop and Action Need to Start?

There are too many group forums, working groups and subcommittees who are just talking. Danny shares the analogy of the bandwagon and ‘International Women’s Day’, which consists of

“Let’s do a social post, pull out the token female who works in the organisation again for her annual outing, and put a poster on the wall so we can say look how good we’re doing. We’re doing great things.”

The most important thing he noticed was there is so much talk and inaction. Now is the time for action.

The Construction Industry Is in Crisis

We are going through a massive skill shortage, and Brexit has also had an an impact – the number of engineers and others leaving the industry for care and parental responsibilities (both male and female) is astronomical. So encouraging the industry to review and revise how we look at and do things is crucial.
The amount of workers leaving the industry are more than those entering it. We need to recruit an additional 45,000 people into the industry every year for the next 5 years so we can grow. You wouldn’t be wrong to say that withouth changes to recruitment and retention construction is going to continue to be a challenging industry.

What can we do to create change?

We need to enable choice from as wide a talent pool as possible – that’s what recruitment agencies are trying to do, but too often get resistance to perfectly good candidates that don’t have the ‘look’, therefore they don’t ‘fit’.
Companies, with the help of organisations like NFB, can raise people’s voices, and provide mentoring, master classes, training programmes, networks and community groups that bring people together, to make people feel they are not on their own but are a part of something. This isn’t a concept just for women. It should be for everyone equally.

The whole point of inclusion is that you take everyone with you on the journey, so that you don’t have anyone feeling segregated. The more we do that, the more we are going to get the negative behaviours out of the industry.

Are You Concerned About Those Who Abuse ED&I as a TickBox Exercise?

Yes, there are those who have the conversation about ED&I and then don’t do anything with it, except to tick the box. They may want change but aren’t actually ready for the change.

I am often approached to discuss implementing an EDI programme for an organisation. However, when asked to explore what they want to get from it, they aren’t sure what that looks like for them. My advice is to know what you hope to achieve before trying to roll out an EDI programme, otherwise, you are setting yourself up for failure.

He says the answer should include “Because it is the right thing to do. If it doesn’t include this, then they might be missing the point.”

It should never be a tickbox exercise to ‘keep up with the Jones’, a PR stunt, a poster on the wall or talk about ratios. These reasons drive the wrong behaviours, set the organisation up for failure and allow them to say “Well, we tried.”

If an organisation doesn’t have its heart and soul in an EDI programme, they should pause. If it’s not the right thing to do, then don’t do it at all, because it will set the industry’s initiative back even further.

The Good Work Being Achieved

There are groups, councils and panels doing something about EDI from a ‘women in construction’ perspective, not just talking about it. Danny sits on several of these groups where some have the overriding rhetoric, ‘there are not enough women in the industry.’

This sends out the wrong message that the women in the industry aren’t enough, or that the work they do isn’t enough. We have great women in engineering and construction.

But the right message to send out to women is we need more great women who are great at their jobs.

The Top 100 Awards

That is why NFB launched the 100 Most Influential Women in Construction Awards. Women were nominated for their skill sets, great behaviours, accomplishments, and more. These women provide inspiration for others to follow them on their journeys.

The Top 100 Legacy Programme

The Legacy Programme offers mentoring, masterclasses, monthly peer groups and fully funded ILM training. Last year, NFB ran a masterclass on Finding Your Voice in the room, physically and face-to-face, and online. The point is that you do not need permission to speak up.
 
Mentoring and Promoting EDI in Construction

People often ask Danny why men should be talking about EDI in the industry? His answer is “For the same reason women should be talking about it, it is important for the workforce. It isn’t enough for a they/them attitude – look at it as ‘us’ – what are we doing in the industry? How do we fix it?”

NFB offers mentoring and training for organisations and individuals to challenge their current mindsets and learn strategies for success and inclusion in the workplace.

Summary

Our team, at Alexander Associates, agree that ED&I is the only way to strengthen the workplace and to ensure a successful tomorrow. With the world in flux, we need to go forward with the right strategies to safeguard against instability in the global market and inspire change, and we do this because it is the right thing to do.

Check out our blog series #ShesAnEngineer and contact us today to speak with our specialists in recruitment consultancy in construction and engineering. We will share our core values and how we implement ED&I in our services for you.