Equality, diversity and inclusion may be hitting the headlines for all the wrong reasons, but, says Stewart Baseley, chairman of the Home Builders Federation, stick with it, because embracing difference can make a difference to both your company and the communities you build.
Recent years have seen our very traditional industry take great strides forward with regards to equality, diversity and inclusion. This has resulted in significant benefits for existing employees and, in terms of making housebuilding a more attractive place for a broader proportion of the workforce, giving us a bigger and better pool from which to attract talent.
However, the major shifts politically, both home and abroad, have emboldened those opposed to the changes and seen the debate around EDI, alongside a number of other high-profile issues, become increasingly polarised.
As the representative body of the industry, committed to creating a better environment within which our members can succeed, we remain committed to maintain the progress that has been made.
I firmly believe that we must equally resist the urge to withdraw from the challenge of building a more inclusive sector, as the benefits both ethically and economically are quite clear.
For our industry, a mischaracterisation of the purpose and value of EDI initiatives poses a real threat to housing delivery, at a time where the competition for skilled labour is intensifying and the housing crisis has never been more acutely felt; government and the industry have a significant 1.5m new homes target to reach.
While other barriers remain, not least with regards to demand, if we are to increase output to 300,000 we will need a significantly larger workforce. With an estimated 30,000 new recruits for every 10,000 homes built. This ambition simply cannot be realised unless we attract a broader range of individuals into the sector.
Currently, 96% of onsite workers are male, and 92% are white. If we are to close the labour gap, accelerate delivery, and create a resilient workforce, we must broaden our talent pool. This means extending outreach to underrepresented groups, removing access barriers, and supporting entry routes for women, younger individuals, and those from diverse backgrounds.
For many, the case for EDI is rooted in a long-standing commitment to equal opportunity and responsible social advancement, but there is a strong and remarkable business case for EDI and I would like to remind industry leaders, shareholders, and decision-makers that inclusion is not at odds with core objectives – it supports them.
Independent research has demonstrated that diverse organisations outperform their peers. Companies in the top quartile for gender diversity on executive teams are 21% more likely to achieve above-average profitability. Ethnically diverse leadership correlates with an even more compelling figure – 33% higher likelihood of outperformance. In an industry where margins are tight, labour shortages are acute, and innovation is needed more than ever, such data points cannot be ignored.
Inclusion also drives innovation. Studies show that when employees believe their organisation supports diversity and inclusion, and feel included themselves, their ability to innovate increases by 83%. At a time when we are striving to modernise our construction methods, improve design standards, and adapt to evolving regulatory and environmental demands, cultivating innovative workplaces must remain a strategic priority.
Furthermore, EDI is not only about performance, but also about talent. 83% of candidates between the ages of 16 and 28 say that an employer’s commitment to diversity and inclusion is an important consideration when choosing where to work, underscoring how EDI efforts directly shape our ability to attract the next generation of talent.
The Home Builders Federation remains committed to supporting members on this journey. On 1 July, we hosted our annual Equality, Diversity and Inclusion Seminar, which brought together HR professionals and champions of inclusive practice from across the homebuilding sector. The seminar explored the essential role EDI plays in shaping a more resilient, future-ready industry that serves and reflects the communities it supports. Events such as these are crucial in fostering a community of practice and enabling knowledge-sharing between those already driving meaningful change.
Positive initiatives like the Women into Home Building programme demonstrate the practical steps being taken to widen participation and challenge outdated perceptions of who belongs in this industry. Whether through participating in industry briefings or supporting employment initiatives aimed at improving sector inclusivity, there are numerous existing opportunities for homebuilders to engage with this important agenda.
These are challenging times for housebuilders and in such a climate, it is a challenge to focus on EDI, but even modest actions, such as improving workforce data, creating entry points, or simply listening, can help shift the dial.
As with quality, affordability, and sustainability, the pursuit of inclusion is not a box-ticking exercise but an ongoing commitment to improvement. EDI is not about politics, it is about performance. It is about building businesses and an industry that are fit for the future, attractive to top talent, and capable of meeting the housing challenges ahead.
At its core, this is about ensuring that the communities we help to build are shaped with foresight and reflect the diversity of people who will live in them.
The homebuilding industry now faces a critical choice. Like many other sectors, we must decide to recommit to the long-term work of cultivating a workforce that is more reflective of the diverse communities we serve. Support for an inclusive workplace is critical for our sector’s resilience, adaptability, and future viability.
There is no quick fix. But an industry that is more representative, more dynamic, and more successful is one worth striving for.
This article was first featured in Show House Magazine. Read more like this and the latest industry insight here.
