Black History Month shines an important spotlight on black representation within the workplace and this month we have seen some strong representations, some key examples of important steps forward and pioneers breaking ground. However in balance we also see stark reminders of why we can’t be complacent. Just last week, the Independent published alarming insight in research which suggests that ‘42% of black employees have resigned from their job due to a lack of workplace diversity and inclusion’[1]. In 2020, a government report looking at employment by sector listed only 4% of people in construction as black[2].
This month we made a promise to celebrate our black peers and colleagues from across the built environment, sharing their experiences, insights and perspectives. We’re kicking this off by being in conversations with Nyasha Gazi.
- Can you please provide your job title & a brief role description?
I’m a Project Planner. In a nutshell, my role is breaking down our scope of work across time and monitoring that on a resourced programme to ensure we are on track to finish the project on time, on budget, and within scope.
- Can you tell us about your journey to reach your current position?
Following completion of a Masters in Construction Management at Birmingham University, I accepted a grad role at Nestle as a Safety Health & Environmental Advisor starting on a project to construct a new Freeze Dried coffee factory in Tutbury & Hatton before moving to a factory in Carlisle. I realised I enjoyed the project more than working in the factory so after 2.5yrs with Nestle I decided to return to Construction and I applied for a graduate program with Laing O’Rourke. I was on the graduate program for 2.5yrs then worked my way up from Assistant Planner to Planner. I was with Laing O’Rourke for just under 6 years before I accepted a Project Planner role with Lendlease. I have worked on Northern Line Extension, HS2 Enabling Works, HS2 M42, and A446 bridge structures and I’m currently on Glen Parva new prison build.
- What were the main 3 challenges that you faced in your career?
I suppose being both a woman and a person of colour, at times it feels as if you’re battling various microaggressions, and you just don’t know which battle to fight. Also, being in a male-dominated industry, where a lot of management is much older, I commonly experienced imposter syndrome where I felt I didn’t belong in a meeting or a project. Another challenge is that we generally move about after each project, so with the constant team changes, it can be difficult to build lasting work relationships.
- Do you see changes in representation in the industry, positive or negative?
I have seen some changes from when I began my career I’m 2013 to now. Back then, I used to inspect cabins and it was quite surprising to me how acceptable it was to have posters of nude models plastered around cabins. It is very common to see more women on the work face so this is probably why this has changed. We have done a lot in that space; however, I feel that one thing that has not changed is the ethnic diversity on the boards. There are many people of colour in low-level positions, not sure why that rarely translates to leadership team positions.
- Do you have any advice for someone with a similar career goal?
Work hard in your role and let your knowledge build your reputation. As long as you’re good at what you do, you’ll be fine. And ask for help if you need it. No one will fault you for asking questions, if they do, ask someone else because clearly, they’re not worth learning from!
- As part of the Black Lives Matter UK #ProudToBe campaign, can you share something you are proud of?
I’m proud to be a Trustee of K.U.K Alliance, a charity I started with some friends. We all understand that we’re very privileged in life, so we wanted to pay it forward and help other young people know that through education and being empowered, they can forge a bright future for themselves. So, I’m proud to say since 2018, our charity has even raised funds and sponsored children in Zimbabwe to go to school, helping the girls tackle period poverty and empowering youth through a mentoring program. Visit our website or social media to see more!
[1] Almost half of Black employees have left job due to lack of diversity, research suggests | The Independent
[2] Employment by sector – GOV.UK Ethnicity facts and figures (ethnicity-facts-figures.service.gov.uk)
Black History Month shines an important spotlight on black representation within the workplace and this month we have seen some strong representations, some key examples of important steps forward and pioneers breaking ground. However in balance we also see stark reminders of why we can’t be complacent. Just last week, the Independent published alarming insight in research which suggests that ‘42% of black employees have resigned from their job due to a lack of workplace diversity and inclusion’[1]. In 2020, a government report looking at employment by sector listed only 4% of people in construction as black[2].
These statistics further highlight the need to challenge workplace culture and question why black representation in key industries like construction is still not what it could be and should be. As part of our focus on Equality, Diversity and Inclusion, we are aiming to call attention to best practice, and explore how we can all work together to create a more equitable workforce culture that represents the communities within which we deliver our projects.
Tackling our prejudice
Since the mid-90’s the lack of diversity in the construction industry has been widely known, and despite the barriers to retention and progression being identified[3], the solutions to tackling them are yet to be implemented by many companies. Construction Manager Magazine, reports the most quoted reason for a lack of representation to be simply; prejudice. Within the workplace prejudice can often be subtle microaggressions, and unconscious. These microaggressions could present as; being ignored, not being invited to events, and being closely monitored by your managers[4].
Most jobs to progress require networking and trust. Without either, barriers emerge with a potential path denied. This is reflected in the statistics, 3.4% of all construction managers are from an ethnic minority, yet 14% of the population is from an ethnic minority group[5]. It is worth noting that there is a divide between traditional construction jobs having a low uptake of black workers and consultancy comparatively having a far higher representation of black people.
Driving positive change
In order to create a more diverse workforce it is largely accepted that better representation at board level, with talented role models, would drive behaviour change by addressing unconscious bias from the top down. Practically we can see change happening, with companies and think tanks taking proactive and positive steps to improve through a series of internal and policy driven initiatives which promote change[6].
City Hall in London has created such an initiative in The Design Lab, a twelve-month programme aimed at large businesses to tackle the underrepresentation of young black men aged 16 to 24 year olds[7]. This programme focuses on the construction, infrastructure and technology sectors, and helps businesses build a bespoke action plan to tackle underrepresentation internally. Big businesses such as ISG, Kier and Skanska are among those to join[8].
Another is transparency as shown by Mace in their latest gender and ethnicity pay gap data report. In 2020 Mace published their first public-facing diversity and inclusion strategy which was created to ultimately reduce the gender and ethnicity pay gap by 10% year on year. This is part of a data-driven approach to set an effective baseline for continuous improvements and in the words of their Group Chief Executive Mark Reynolds ‘drive our growth ambitions forward’[9].
Accountability
Accountability is also key, and initiatives such as The Big Promise by The Race Equality Network can act as both an organisational and individual commitment to action, not just words. Individuals and organisations can make a public statement of intent, which they will be held accountable to, creating a positive change. At Copper, we recognise that we are part of this dialogue which is why we commit to The Big Promise; in celebrating those in the construction space by sharing their stories, perspectives and insights.
Continued learning
To progress as an industry, we must hold our hands up and acknowledge that in the past not enough has been done to address the lack of representation. But through continued conversation and celebration of our wins, we can continue to both learn and unlearn from each other. To facilitate and in recognition of our promise, we will be spotlighting and celebrating black individuals within the built environment. If you wish to be involved then we would love to hear from you, otherwise, we hope you enjoy hearing from the trailblazers amongst us.
[2] Employment by sector – GOV.UK Ethnicity facts and figures (ethnicity-facts-figures.service.gov.uk)
[3] Aboagye_Empower_319.pdf (cibworld.org)
[4], [5] & [6] Ethnic minorities in construction: pride but prejudice – Construction Manager (constructionmanagermagazine.com)
[7] Workforce Integration Design Lab | London City Hall
[8] Big names join drive to get more young black men working in construction in London | News | Building
[9] Mace publishes latest gender and ethnicity pay gap data | Mace (macegroup.com)