We will be highlighting several of our new Fellows who have been elected as student or associate members showing the value of CIHT membership and the support it can offer throughout their career. Our first Fellow is Oluwafunmike (known as Funke) Adelekun.
CIHT is proud to be supporting Black History Month and as one of our black members, we asked Funke to tell us what makes her proud and share what Black History Month means to her as well as some of the challenges that she sees within the sector.
I Oluwafunmike (Funke) consider myself immensely proud to be a black British woman, born in South East London, and a daughter of hardworking immigrants from Nigeria, West Africa. I stand strong, resilient, courageous, and determined to keep on making a positive difference within my profession and community. I am proud of my Nigerian heritage and most importantly my Yoruba name ‘Olúwafúnmiké meaning God has given me this one to cherish.
Oluwafunmike (Funke) Adelekun
Principal Project Manager (Environment, Transport & Infrastructure Directorate) Major Project Delivery, Surrey County Council
My initial decision was to pursue a career in the information technology sector. This plan changed when I was offered a one-year university industry placement with London Buses to work on the Automatic Vehicle Location project. This opportunity gave me an early insight into the planning and delivery of transport infrastructure related projects
Jason Clark (Director at Eagle Nine Ltd consultancy services in the mobility and public transport sector). Jason is a well-established transportation delivery practitioner; he was my first line manager in TfL and is one of my mentors within the highways and transportation environment.
Choosing the right professional course is important, I would suggest considering an Engineering, Project Management or Construction Management development programme. Another option could be to apply for an apprenticeship programme within the Highway & Transportation sector. This could be with Network Rail, Transport for London, Train Operating Companies, Local Authorities and Consultancies.
From experience, it is helpful to find a mentor that is willing to work with your vision, the chosen person does not necessarily have to be black, or an ethnic minority. Do not give in to rejection, it is important to summon resilience and endurance until you achieve a breakthrough. Get the relevant experience, qualifications, attend seminars, join professional network platforms in readiness for your next career move.
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Fundamentally, employers should work in partnership with primary as well as secondary schools to create an early awareness of engineering, quantity surveying, transport planning, architecture and project management courses.
Diversity within geographical locations should be considered during recruitment and reflective within the workforce. Recruiters can work with council economic development leads and education departments to identify institutions with highly diverse students, so that they can build partnerships with such schools and colleges to promote apprenticeship schemes, graduate programmes and relevant university degrees.
A diverse panel should also set a presence during the recruitment process. It is paramount for employers to create a conducive environment that would encourage employee retention, as this is critical to the success of an organisation. Hiring companies should consider suitable employees and ensure that a diverse workforce is in place. Employers should continue to adopt a merit-based promotion system which will automatically attract a dedicated diverse workforce. It is also important to have experienced and qualified people of colour in senior roles to give hope in terms of career progression to the upcoming diverse workforce. A career development plan, mentoring and coaching programme and interview skills workshops can also play a great role in enhancing career growth.
The volatility of the market due to shortage of construction items and material inflation cost driven by Brexit and the pandemic. This has also led to increased cost and programme delay within the construction industry.
The CIHT membership has provided a structured platform for my professional development, I have also been inclined to remain ambitious by witnessing achievements of leaders within the highways & transport sector. My membership commenced in 2013, and it has since enhanced my learnings and career progression. It has also kept me inspired, and up to date with the latest changes, best practice, and iconic innovative projects within the industry.
This will help to recognise my significant contribution to the industry, boost my professional credentials, as well as my ongoing commitment towards coaching and mentoring the upcoming workforce.
Gaining CIHT fellow status will acknowledge my areas of expertise, leadership skills and professional integrity.
Explore the opportunities and benefits associated with being a fellow member of CIHT. Review the submission criteria set by CIHT, if there are any gaps, work towards achieving them.
