Construction companies are under increasing pressure to attract skilled workers. Not only is that a shortage of available workers, but today’s job seekers are also selective about the companies they want to work for.

Creating a diversity and inclusion program (D&I) can actually kill two proverbial birds with one stone. A diverse workforce that includes underrepresented minorities helps to improve a company’s ESG score (Environmental, Social, and Governance metrics).

ESG has become a dominant indicator to measure how companies address social responsibility. The metrics have more or less replaced sustainability initiatives that focused on the environment to include people and compliance.

Several studies have shown that ESG scores have a significant impact on public perception. Firms with a strong ESG grade attract investors, consumers, and job candidates.

In addition, data-driven metrics typically result in higher market value, improved net margins, and more innovation.

Socially Adjusted

Diversity and Inclusion Program should address valuing and respecting members of staff regardless of their background, beliefs, sexual orientation, age, qualifications, or skills. A well-developed program helps to harmonize the workforce, improve health and well-being, and stoke innovation.

A spate of social issues in recent years has increased cultural awareness and heightened the public’s expectations with regard to how companies treat their staff and the wider public.

ESG scores enforce public demands – not only to do the right thing in terms of diversity and inclusion but to use social initiatives to drive positive outcomes.

Research shows that firms that embrace D&I programs have experienced business growth and a favorable brand reputation. A Boston Consulting Group study found that companies with a diverse workforce have 19% higher revenues due to innovation.

It has also been shown that a diverse workplace fosters better ideas around internal processes that can increase productivity. A diverse workforce brings a broader range of experience, skills, and knowledge which promotes creativity and problem-solving.

More Environmental Initiatives

During the sustainability drive, contractors appointed an individual or small team to handle sustainability and responsibility reporting. However, most sustainability officers were dealing with unchartered territory and complex governance issues that are still muddy.

Companies that actively recruit people from a broader pool of ethnic and social backgrounds are rewarded with higher ESG ratings. Not only that, but a diverse workforce can offer more ideas and initiatives to improve environmental initiatives.

A Diversity and Inclusion Program can help to bring more knowledge of environmental and social issues to the attention of decision-makers. A wider range of workers from ethnic backgrounds helps to reveal real-life issues communities experience that construction companies can find solutions for.

Building projects should always have to take a local-first approach that addresses the needs of the community and the environment.

D&I Programs are an effective way of gathering real-life observations that back up or complement collected data. With more in-depth information to hand, construction companies can devise better strategies and solutions to reduce their carbon footprints.

Work with Cruitfly 

The experienced professionals are strong advocates of D&I programs because we have seen the diversity of the positive effects has on the success of construction firms, the lifestyles of your employees, and the wider community.

Our innovative recruitment process involves working tirelessly to match companies with the right candidates – including fair opportunities for women and individuals from underrepresented backgrounds.

Cruitfly can help you to expand, refine and sharpen your D&I program – and in doing so, improve your ESG score. For more information, contact a member of our friendly team today.