How CIHT is helping the transportation sector to up its game on equality, diversity and inclusion
By Sue Sharland, chair of the CIHT’s Equality, Diversity and Inclusion (EDI) panel
Sue Sharland is chair of the Equality, Diversity and Inclusion (EDI) panel at CIHT, which has recently created a new strategy and five-year action plan for the subject. ‘Shifting the dial’ will capitalise on CIHT’s position as a strategic influencer and leader in the transport sector to effect change across the board.
We've made good progress with EDI over the past few years both within CIHT and across the industry. However, we recognise that, collectively, we need to up our game and are leading on that front. ‘Shifting the dial’ is quite an apt strapline because we want to accelerate our efforts and build on what we’ve achieved, but at a faster rate of change than before.
The EDI panel has created this strategy with the Clear Company, a business that provides inclusive talent management, consultancy and online toolkits. The steps we’ve collectively outlined will see the strategy embedded as a core activity for CIHT.
We want to create a clear and workable agenda, be more consistent across everything we do and affect change at a faster pace. We also want to alter the public perception of EDI as well as support and push for greater diversity of entrants into the transport sector. Currently, we’re not seeing enough entrants from different backgrounds so, therefore, it is difficult to build diversity from within.
We also want to improve our data analysis when it comes to monitoring the membership, so we can truly and positively measure our progress.
Using a variety of platforms will be key to getting the new policy embedded in our communications. Within our new digital training platform – CIHT Learn – we will be running a range of educational modules that CIHT members will have access to and be encouraged to engage with.
We’ll also be increasing engagement with our corporate partners and stakeholders to raise awareness and help educate the wider industry.
Individuals and organisations need to look at everything from greater awareness of EDI to positive action to bring about change. I think the key for the future is to encourage people to immerse themselves in the subject of EDI and we will have many new resources to help them. Changes to organisational culture, creating and promoting role models and calling out offensive or abusive behaviour are all essential steps to combating discrimination.
There will be plenty of opportunities for CIHT members to learn from the initiatives we are putting in place, especially relating to how to act. But there's a lot we can do. We've got a long way to go to get an inclusive and diverse profession but we are determined that ‘Shifting the dial’ will have a meaningful and positive impact.
There'll be more CIHT resources available and it is essential for us to harness our position as a strategic influencer and a leader in highways and transportation to really champion this subject. There are four key things we can do as an institution: collaborate with others as a strategic partner; use our influence to keep the agenda active and live and really champion EDI; educate people through CIHT Learn and other resources; and track and monitor our progress and the progress of individuals and businesses.
Here are four steps to help push diversity and inclusion in the transportation sector:
1. Encourage your employer to sign CIHT’s D&I Charter
2. Share CIHT’s EDI strategy with colleagues – and start a conversation
3. Highlight best practice by entering the CIHT EDI Initiative of the Year Award (Deadline: 22 April)
3. Let us know about any inspiring EDI role models in this sector by emailing: communications@ciht.org.uk
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