A new ‘Leaders In Infrastructure’ survey shows diversity and inclusion programs improve employee productivity, engagement and loyalty.
Robert Walters has partnered with leading integrated infrastructure firm AECOM on new research highlighting the benefits of effective diversity and inclusion programmes to infrastructure employers.
Presented at the first in AECOM’s Leaders In Infrastructure - Diversity & Inclusion series, a survey of infrastructure professionals found that organisational diversity and inclusion (D&I) programs enhance loyalty and advocacy towards an employer (81%), increase employees’ commitment to their jobs (70%) and increase overall productivity (61%).
The Leaders In Infrastructure series brought together Diversity & Inclusion executive sponsors and influencers from companies including Telstra, Laing O’Rourke, Aurizon, Queensland Urban Utilities, Energex and the Queensland Department of Transport & Main Roads. Together they are committed to addressing the structural, cultural, personal and interpersonal barriers hampering business efforts to promote gender diversity and inclusion.
Speaking at the event, Sinead Hourigan, Director, Robert Walters Brisbane, said: “When employees are making decisions about who to work for in the infrastructure space, diversity and inclusion has become a key point of differentiation.
“It is of particular interest to note that both male and female participants are very much aligned in their thoughts about diversity and inclusion, with very little difference in response across the genders.
Both male and female participants are very much aligned in their thoughts about diversity and inclusion.
Diversity matters to everyone, regardless of gender
The survey also reveals that while D&I has a positive impact on an organisation’s ability to attract and retain both male and female talent, more than a third (35%) of employers do not actively promote it when advertising a role.
The majority (84%) of candidate respondents think organisational commitment to diversity and inclusion programs is important when they are looking for a new role.
“The other area of concern unearthed by the survey was that more than half (54%) of employers do not know if diversity and inclusion has been a contributing factor to an employee leaving,” added Ms Hourigan.
“We urge all organisations to include diversity and inclusion as part of the exit interview process, as this is a great way of identifying ways of improving D&I policies to drive the right outcomes.”
Download the full survey results report