Neela Ahmed, country manager at u003ca href=u0022https://estimateone.co.uk/u0022 target=u0022_blanku0022 rel=u0022noopeneru0022u003eE1u003c/au003e, shares her experience of discrimination in the workplace and how construction leaders can do more to attract and support the LGBTQ+ community
I faced discrimination in the workplace over six months under a new line manager, who harboured instant animosity towards me solely because of my identity.
This is not a paywall. Registration allows us to enhance your experience across Construction Management and ensure we deliver you quality editorial content.
Registering also means you can manage your own CPDs, comments, newsletter sign-ups and privacy settings.
This experience not only dampened my motivation to pursue my career within the organisation but also shattered my self-confidence, leaving me filled with self-doubt and taking a significant toll on my mental health.
The constant torment pushed me to the brink of resigning, despite the outstanding performance of the department I led.
Fortunately, my CEO became aware of the situation and took immediate, supportive action. Within 24 hours, my discriminatory manager was made redundant.
The executive team rallied behind me, providing unwavering support for my growth within the company in the years that followed.
Educating the LGBTQ+ community about the opportunities in construction would be a game-changer – you don’t have to be a tradie. The LGBTQ+ community is full of talented individuals who can drive success
Neela Ahmed, E1rn
While facing discrimination was unfortunate, I consider myself lucky to have had such phenomenal support from the executive team and my CEO personally.
Instances like these highlight the critical need for more LGBTQ+ allies in the workplace, ensuring that individuals from our community do not feel unsupported or isolated.
Before joining the industry, what was your perception of inclusion and diversity in construction? Has your opinion shifted?
I held the perception that inclusion and diversity were not a strong focus within the field.
Since joining – albeit for a short period – I have observed some signs of change, but overall there remains a significant lack of representation.
The construction industry has made great strides toward inclusivity in recent years, yet LGBTQ+ employees are still notably underrepresented.
According to a survey by the Construction Leadership Council, only 1% identified as bisexual, 0.8% as gay and 0.2% as lesbian among 24,000 construction employees.
What concerns me more is that the few LGBTQ+ individuals in construction face discrimination, which may deter more community members from pursuing careers in the field rather than finding opportunities.
The Chartered Institute of Building reported that 60% of LGBTQ+ employees have encountered homophobic and derogatory language at work. These statistics highlight the urgent need for more inclusive practices in construction to create a supportive environment where all employees can thrive.
What action can construction companies take to attract more LGBTQ+ talent to the industry?
Companies need to start by debunking the misconception that it's a misogynistic and homophobic field.
Showing that it's a safe and inclusive industry, with visible advocates for change, would make a big difference.
Educating the LGBTQ+ community about the various opportunities in construction would be a game-changer – you don’t have to be a tradie. The LGBTQ+ community is full of talented individuals who can drive success.
Representation is crucial. Successful LGBTQ+ members in construction should be visible and heard. They can pave the way for others and deserve a platform to share their experiences.
Just as Stonewall did for the community, each of us has a responsibility to promote equality and opportunity for others too.
How can construction leaders better support and retain their LGBTQ+ workforce?
Creating internal communities with mentors who can provide support would foster a sense of belonging and a safe space to speak. This would ensure the LGBTQ+ community feels seen, heard and represented, promoting inclusivity for all.
Having allies within the company – beyond just HR – ensures their voices are heard, contributing to equality and inclusion efforts.
There is so much more that can be done to support us for authentic, year-round commitment. This can be shown through policies, practices and continuous advocacy
Neela Ahmed, E1
While many companies will be celebrating Pride Month, how should they support the LGBTQ+ community without corporate ‘rainbow-washing’?
Supporting the LGBTQ+ community shouldn't just be for the month of June.
There is so much more that can be done to support us for authentic, year-round commitment. This can be shown through policies, practices and continuous advocacy.
Having resources available in the form of employee support groups provides a platform for members to connect, educate and share.
Education and training would be a big one for the construction industry specifically, to learn about unconscious bias and how to be an effective ally.
Lastly, more community engagement is important to form partnerships and make charitable donations to important LGBTQ+ causes.
What useful resources or networks would you recommend for individuals from the LGBTQ+ community and allies?
There are several valuable resources and networks that I would highly recommend for individuals and allies looking to connect, learn and support each other:
- Building Equality is a UK-based network that promotes LGBTQ+ inclusion within the construction industry. It provides resources, support and networking opportunities to create a more inclusive environment. The website offers information on events, initiatives and best practices for LGBTQ+ inclusion in construction.
- Stonewall is a well-known LGBTQ+ rights organisation in the UK that works to promote equality and acceptance. It offers a variety of resources, including workplace guides, training programmes and campaigns to support LGBTQ+ individuals and allies.
