On 26 November CIHT Chief Executive Sue Percy CBE, joined respective leaders from across the built environment, to commit to a five-year action plan.

The action plan has been developed by a dedicated working group, with representatives from:

• Chartered Institution of Highways and Transportation (CIHT)
• Chartered Institute of Architectural Technologists (CIAT)
• Chartered Institute of Building (CIOB)
• Institution of Civil Engineers (ICE)
• Chartered Institution of Civil Engineers (CICES)
• Landscape Institute (LI)
• Royal Institute of British Architects (RIBA)
• Royal Institution of Chartered Surveyors (RICS)
• Royal Town Planning Institute (RTPI)

Sue Percy CBE, Chief Executive, CIHT said:

“Inclusion is one of our core values as we strive to make the profession and wider sector one that is inclusive for everyone, and as we aim to create a public realm that is accessible and inclusive for all.

The B.E Inclusive group has already made great progress and there is still much work to be done. The partnership will create a greater impact through a collaborative and unified approach”

The plan sets out how the nine organisations, collectively representing 400,000+ members, will collaborate to deliver the three objectives (data collection and analysis; recruitment pipeline; and workplace culture and behaviour) of the Memorandum of Understanding (MoU), signed by CIHT in June.

The plan details clear outcomes, target deadlines, required resources and responsibilities, enabling the organisations to clearly track progress and accountability.

Examples include:

Data collection and analysis

• A joint campaign to encourage members to share their individual diversity data
• Developing the ability to collect and analyse social mobility data
• Encouraging engaged employers in the sector to participate in existing data collection exercises 

Recruitment pipeline

• Enhancing our shared understanding of the current student population, attrition and attainment rates based on personal characteristics including gender, disability, race and ethnicity, and social mobility
• Working with accredited bodies and employers to explore possibility of a providing placements or meaningful work experience
• Developing and piloting guidance on supporting ‘returners to employment’ for members and employers 

Workplace culture and behaviour

• Promoting high professional standards across the sector
• Developing consistent language and guidance on expected behaviour in respective codes of conduct
• Collating and sharing relevant EDI collateral (e.g. CPD material) to support all professionals working in the built environment