As we are all very aware, the topic of increased inclusion, diversity and equity in all industries is an open conversation that has gained continued traction over the last few years—and rightfully so. In the construction industry alone, minorities (excluding women) make up less than half of the American workforce. In fact, according to the U.S. Bureau of Labor Statistics, minorities account for just 41% of the construction workforce overall, and of them, only 6% are Black. Clearly, we are at a turning point and there exist many opportunities to affect change and make impact.

Most firms recognize there is a need for greater diversity in construction, not simply as an attempt to increase representation, but because there is an inherent desire to continue evolving, growing and expanding. Different perspectives strengthen a company and fuel greater innovation, particularly in an industry that historically has had some wide gaps. So, what can be done to fill those gaps? How can the construction industry unite to raise the bar on diversity?

For change to be truly effective, it must be driven from the top. Even so, it would be naïve to expect that change of this magnitude will happen overnight. That said, there are initiatives that can be implemented in the short term that will have lasting and long-term impact on increasing diversity in construction.

First and foremost is representation. Shared experiences are highly influential and can have a profound effect on uniting colleagues. As President Biden validated in his speech following Judge Ketanji Brown Jackson’s recent confirmation to the Supreme Court, “… it’s a powerful thing when people can see themselves in others.” Overall, diverse representation instills a sense of open objectivity and can boost confidence among employees, partners and clients. And in the construction industry, such support can inspire team camaraderie and promote project success.

To this end, recruiting is a critical and viable step toward increasing diversity. It is important for firms to examine where they are sourcing new hires and take appropriate steps to ensure they are reaching as broad an audience as possible. To assist in such efforts, intentional goals must be set. Any actions taken should be continually evaluated, measured and adapted as often as necessary. Furthermore, all progress made—even the most incremental—should be shared openly and celebrated widely across an organization on an ongoing basis.

It can be argued that increasing representation—hence, diversity—starts with recruiting. Actually, it begins with education. Construction has long been known as a hazardous, hands-on industry. What many people outside of the construction world don’t readily realize are the possibilities that exist for success—in the field and the office. And as the industry faces the threat of a skilled labor shortage, now is the time for employers to align with industry organizations and local middle and high schools, particularly in more diverse communities, to educate and inform today’s youth about the growth potential and personal gratification that come with a career in construction. Doing so will help pave the way for an increased recruiting pool, which in turn will enable firms to organically broaden their employee base.

Above—and driving—increased education and recruiting efforts is the mindset shift that is required to truly affect change in this capacity. This can be summed up in a (relatively) recently coined, yet very poignant phrase: conscious inclusion. Making a concerted effort to increase diversity at all levels will have lasting positive impact overall. The benefits are many and range from employee fulfillment and increased retention to more successful project and leadership teams that can impart varied perspectives, experiences and ideas for problem-solving. Quite clearly, as the mindset about and in construction shifts and diversity increases, the industry will continue to evolve, offering the ability for a broader pool of talent to share in the benefits that, to date, have been enjoyed by a largely Caucasian population.

There is no denying that in today’s world there exists an opportunity for greater diversity, better equity and deeper inclusion overall. As Ralph Waldo Emerson wrote, “Life is a journey not a destination.” The same can be said about increasing diversity. As far as the construction industry is concerned, the options for success are actually quite diverse within themselves. So now is the time to not only inspire and encourage more minorities to examine the endless possibilities available to them through a career in construction, but also put the measures in place to ensure that this industry is inclusive, supportive and a secure platform on which they will thrive.