Culture change examples from the built environment sector

Following a benchmarking exercise during 2022 we enhanced our Maternity Leave pay and conditions to industry leading levels. We also added paid leave for staff undergoing fertility treatment.

Learning & Development:

We recognise that our female talent faces particular challenges within the construction industry, particularly in having the skills and development to access leadership positions. That’s why we expanded our ILM Leadership programme to allow a more diverse range of candidates and developed a specific ‘Ignite’ programme designed to help all staff who lack confidence to realise potential, navigate challenges and develop a network of like-minded people.

Support Networks:

During 2022 our Women in Civil Engineering (WICE) network continued to deliver real change, support and a ‘voice’ for members, holding our first WICE Conference in June 2022. The feedback was so positive that from 2023 this network will now become a forum for all female employees within GRAHAM.

Menopause Support:

Whilst the menopause is a natural part of life it isn’t always an easy transition and so it is imperative that colleagues who require additional support during this time are treated with understanding, dignity and respect. To ensure this happens we developed a Menopause Policy and Manager Support Guides, trained Menopause Advocates, offered Menopause Workshops and the Balance+ app to our colleagues, and signed up to the Menopause Workplace Pledge.

Period Care:

We recently partnered with &SISTERS to provide organic, plastic free and sustainable period care products at no cost in all bathroom facilities across our sites and offices. We’ve received very positive feedback from employees and clients.

Promoting what we do:

Along with ensuring our female senior team members are more visible, we also externally promote our support networks and leadership training for females via social media/targeted marketing campaigns.