Why did WSP decide to sponsor the CIHT Awards?

Claire Wisbey: Sponsoring the CIHT Awards raises WSP’s brand profile and offers the chance for us to give back to the industry. It also strengthens our association with the industry and CIHT.

What does WSP get out of sponsoring the awards?

Wisbey: By sponsoring the awards we receive recognition within the industry. More specifically, by sponsoring the EDI Award, we’re associated with a subject that’s a business-imperative for us.

What EDI initiatives does WSP currently have in place?

Abigail Frost: Like all responsible organisations, we want to represent the diversity of the societies we are all building legacies for. To do that, we must embrace the ideas, creativity and skills of a wide range of people. We're driven by our UK inclusion and diversity strategy that was launched in 2021. It's a three-year strategy that sets out to ensure that inclusion is a golden thread that we embed throughout WSP's processes and our project delivery, with the aim of creating equitable opportunities for everybody and an inclusive working environment.

A central theme within the strategy is that sense of belonging at WSP, where we want everybody to be able to reach their full potential and bring their whole selves to work so that we can give that breadth of lived experiences and perspectives to our projects.

Do you have any specific examples you can mention?

Frost: Within the strategy, we have three priority areas. These track our current baseline and target change, offer equity of opportunity and provide colleagues with the tools and confidence to promote inclusivity. For example, we've done a lot of work around measuring and monitoring our workforce diversity. We know that we're ahead of the industry average for female and ethnic minority representation. We’ve also introduced new inclusivity and diversity (I&D) training and host inspirational speaker events to deepen colleagues’ understanding of a range of inclusion topics, from trans-inclusion and allyship to Black History Month and neurodiversity in the workplace.

Our UK I&D Committee oversees our actions and comprises I&D representatives from our strategic business units, management support functions, health and wellbeing, and our employee resource groups VIBE (LGBTQ+), CREED (Race Equality), Gender Balance and Menopause.

We’re also building greater awareness and support within the business of our neurodiverse community and colleagues with disabilities. Our WSP Connect and Neurodiversity Community Yammer groups enable colleagues with visible and non-visible disabilities to share their experiences with others.

Why are the CIHT Awards important for the industry?

Wisbey: They are important as they recognise individuals and organisations for their achievements in advancing infrastructure and, by extension, aspects that underpin a strong, cohesive and developing society.

What do winners get out of winning a CIHT Award?

Wisbey: Winners rightfully receive internal and external recognition, and they’re very motivational for both individuals and organisations. They’re also an acknowledgement of their capabilities in advancing the greater good.

How has winning a CIHT Award helped WSP?

Wisbey: The prestige of winning provides industry recognition. But it’s not just about the winning; submitting an entry and being shortlisted or ‘Highly Commended’ is an impressive achievement. If we win an award category, it provides individual and team achievement within WSP, improves our industry standing and increases the visibility of collaboration with clients and industry partners.

Next Steps - Register your interest for the 2024 Awards