CIC (the Construction Industry Council) has published its latest diversity data benchmarking report A Blueprint for Change. 

With total coverage of more than 207,000 industry professionals, the report provides a significant insight into the industry’s progress since the first CIC Diversity Panel report was published in 2009, ahead of the introduction of the 2010 Equality Act.

The new report reveals that there has been a 1% increase in the number of female professionals in the construction workforce. It also shows that the gender mix in industry varies with age, with a notable increase in females aged 25 and under. In addition the publication shows that more people are due to retire than are joining the industry at a young age. Only two of the participating institutions gather data on sexual orientation. The religious profile of the industry remains the same as in 2009. Among those who choose to disclose ethnicity, the BAME population is 11.3% of the industry. Meanwhile, less than 5% of the industry declare disability. The report also found that consultancy is outperforming other areas of industry in attracting women and people from BAME background.

The findings of the report have been collated from data supplied by a number of CIC member institutions. Sample sizes vary for each category because of the protected characteristics on which data is held, the classifications of some of those protected characteristics, and the varying disclosure rates.

Talking about the challenges in comparing the data, CIC Project Manager, Danna Walker, said: “In order to achieve a truly reflective benchmark for industry we need everyone to agree to collect the same categories of information, and for more institutions to get involved and collaborate. If we can’t measure it we can’t manage it and improve!”

A Blueprint for Change features 11 case studies which demonstrate great pockets of activity to support industry practitioners; from voluntary practitioner-led initiatives such as Women in Planning; InterEngineering LGBT Network and BRE Women’s Network; to institutional best practice models, the RIBA Role Models Project, the ICE Engineering Happiness Tribute and the RICS Inclusive Employer Quality Mark.

Also featured are company and corporate strategies, while informed insights about finding reliable benchmarks and setting achievable diversity targets are provided by the National House-Building Council (NHBC).

A Blueprint for Change calls on industry to undertake three major actions. Firstly, to address the needs of a multi-generational workforce, particularly in terms of retention, and focus efforts on attracting new entrants and building on the successes of attracting a more diverse millennial cohort. Secondly, to provide greater support and celebrate inclusive activities and in particular those led by practitioners who are creating positive impact. Finally, it asks for collaboration from the institutions to collect a wider range of data and for greater participation in the project.

The next CIC Diversity Panel report will be published in 2018.