Employee Equality

Employee Equality

We care about equality here at Ashville

At Ashville we are heavily focused on creating a working environment where no one feels left out regardless of their race, religion, sexual orientation or their gender. There has been a noticeable and much-needed shift within construction in recent years towards greater understanding and acceptance of the benefits that Equality, Diversity, and Inclusion (EDI) play in the workplace and wider society. Currently the construction sector remains a male-dominated industry across the globe, resulting in greater focus on improving inclusion and diversity for many employers and industry bodies.

The UK Equality Act 2010 identifies nine protected characteristics: age, disability, gender, gender identity, pregnancy and maternity, race, religion and philosophical beliefs, sexual orientation, and marriage and civil partnerships. The employee make-up of the construction industry is not diverse and main areas of concern over recent years centre on improving EDI for women, Black, Asian  and Minority Ethnic (BAME) individuals, those with a disability and those who identify as Lesbian, Gay, Bisexual, Transgender, Queer or Questioning (LGBTQ+).

Our Focus on Equality, Diversity & Inclusion?

The benefits of increasing diversity in the workforce are numerous. It brings different thinking to the table, ensuring the widest range of ideas are explored, and makes the industry more representative of its customers and wider society. The built environment is for everyone and the more inclusive the industry can become, the more it will serve the needs of our communities.

An inclusive culture and greater diversity also increases the pool of talent available to industries, and can lead to increased earning potential. A study by McKinsey & Company found a strong relationship between gender diversity and performance, with an increase of 3.5 per cent in earnings before interest and taxes (EBIT) for every 10 per cent increase in gender diversity in the senior executive team (and a 1.4 per cent increase for the board). A report commissioned by the Equality and Human Rights Commission found evidence that by implementing good equality and diversity practice, the industry will have a wider pool of talent available from under-represented groups, a more diverse supply chain with better support for small businesses and improved on-site working relationships based on respect for everyone’s differences.