Embracing neurodiversity in construction and development
As businesses continuously develop their diversity strategies and embrace the importance of neurodivergent individuals in the workforce, the construction industry has a significant opportunity to tap into the skills of neurodiverse people to reap some great rewards. At Henry Boot, we’ve seen first-hand how increased collaboration, partnership, and government involvement can help neurodiverse individuals learn skilled trades and build successful careers.
Importantly, inclusive recruitment practices are crucial for promoting diversity and inclusion within the construction industry. Encouraging young people from diverse backgrounds to take an interest in construction and promoting inclusive learning are essential steps. A diverse workforce brings together different viewpoints and experiences, fostering innovation and creativity. On top of reconsidering recruitment practices, employers can provide training and create a supportive work environment to ultimately enjoy the benefits of a diverse and inclusive workforce.
Our EDI steering group is actively working on recognising key dates within the events calendar each year to link awareness days to the industry, volunteering days, community engagement, and signposting people to relevant resources.
As we continue to develop our inclusive practices, we always appreciate feedback and strive to create a workplace where everyone feels valued and supported. This includes bolstering support for our dyslexic colleagues. For example, at Banner Plant, a few of our colleagues have shared their experiences of being neurodivergent, noting the unique strengths and perspectives it brings. It’s been integral to provide with the resources and support needed to positively identify this as a strength rather than a weakness.
Across the business, we’ve implemented provisions like larger screens and tailored learning modules, and we offer one-on-one interactions to ensure everyone feels included and supported. This commitment to inclusivity is not just about meeting needs; it's about fostering an environment where everyone can thrive.
Finally, towards the end of last year, colleagues Ed Hutchinson, Samantha Jessop, and Josie Teasdale shared their experiences with neurodiversity in a series of mini-blogs. Ed emphasised the importance of collaboration between the education system, private sector, colleges, and universities to explore alternative education methods and help neurodiverse individuals build careers and achieve financial independence. Samantha outlined the need for supporting line managers through training to address the wide-ranging needs of neurodivergent colleagues. Josie shared her journey and how it has driven the establishment of the Neurodiversity Network at Henry Boot.
We’re proud to platform insight and experience from neurodiverse colleagues throughout the business, showing that Henry Boot, and the construction industry more widely, is enriched by the perspective of neurodiverse individuals if the correct support is available. Together, we can build a more inclusive and innovative future for the construction industry.