CIHT to lead on new Equality, Diversity and Inclusion strategy 'Shifting the dial to bring about change'

4th Mar 2022

Ahead of International Women's Day next week, CIHT has today launched a challenging new Equality, Diversity and Inclusion (EDI) Strategy to influence the future of the highways, transportation, infrastructure and services sector.

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‘Shifting the dial’ outlines an ambitious strategy that will use the Chartered Institution of Highways & Transportation's (CIHT) position as a strategic influencer and leader in the transport sector to effect change.

Sue Percy CBE, Chief Executive, CIHT said:
“CIHT has been at the forefront of advocating for greater Equality, Diversity and Inclusion across the highways, transportation and infrastructure sector. Through our new strategy [Shifting the dial] we are showing just how our industry must implement change to deliver exceptional infrastructure while creating an environment that attracts and retains a progressive workforce. Aside from pushing for systemic change, our strategy will show how CIHT is taking firm steps to promote a more diverse and inclusive industry through sharing best practice and celebrating contributions from a variety of individuals and members in our events and through widening representation opportunities in our governance structures.”

The strategy will enable CIHT and supporting partners to:

• Build on achievements to date to drive the EDI agenda more consistently and with greater pace within the CIHT membership and across the sector
• Change the public perception to support a greater diversity of entrants into the sector
• Collect and analyse qualitative and quantitative EDI data to monitor progress and redefine priorities over time
• Be transparent about challenges as related to EDI and accountable on reporting progress internally and externally.

Deborah Sims, President, CIHT said:
“CIHT’s Board of Trustees has placed equality, diversity, and inclusion high on our agenda because it is so important to the future of our sector. To see the sector thrive, we need to attract more people from the widest talent pool possible.But this is not just about numbers, we must also retain and nurture everyone working in transport, making them feel welcome and valued, and use the diversity of thought offered by people from all backgrounds and communities to help develop solutions that truly respond to the needs of all transport users. These priorities form the foundation of CIHT’s EDI strategy, which aims to shift the dial and effect real change.”

‘Shifting the dial’ outlines 5 strategic priorities that CIHT will focus on over the next 3 years and these include:

1.Embed EDI as integral to the vision and mission of CIHT through encouraging wider member participation in all aspects of governance and ensuring there are no barriers to membership and professional education.
2.Become recognised as the EDI leader in the sector, influencing culture, behaviour and EDI best practice with regard to inclusive design and placemaking.
3.Use diverse role models and best practice examples to change the perception of the sector and support an increase in representation across all areas of diversity.
4.Improve and increase inclusive EDI education opportunities through CIHT, in addition to ensuring inclusivity of skillsets for the future.
5.Drive impact across the industry through facilitating collaboration with key partners, peers and SMEs to support sector-wide EDI progress.

The strategy was developed with the assistance of CIHT’s EDI panel and the Clear Company, a leading company that provides inclusive talent management, consultancy and online toolkits. The next steps will see the strategy embedded as a core activity for CIHT.

Sue Sharland, Chair of EDI Panel, CIHT said:
“I am very grateful to members of the Diversity and Inclusion Panel for the time and commitment they have put into the development of CIHT’s EDI strategy and 5-year action plan and to the Clear Company who conducted the research on which the strategy is based. We believe that, with this renewed EDI focus and direction, CIHT and its partners can make a real difference to the way the sector is perceived, significantly improve the diversity of the workforce and benefit from the different perspectives that more diversity and inclusivity bring.”

A full version of ‘Shifting the dial: 5-year equality, diversity and inclusion strategy’ is available on the CIHT website.

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