VolkerWessels UK has this week launched its refreshed equality, diversity and inclusion strategy, setting out the way in which the business will progress the pursuit of inclusion between now and 2025.
The business has set out three key objectives, which will be delivered through eight EDI focus groups (comprising a sponsor, a lead and a delivery team). The objectives are as follows.
1. To engage with our operational and office-based teams to ensure they are fully equipped to lead, manage and work inclusively. We will achieve this through:
2. To create a fully embedded culture of inclusion throughout our business through:
3. To engage and work collaboratively with all our stakeholders including our clients, supply chain, partners, local communities, and all those we work alongside and with, to mutual benefit:
Naomi Connell, VolkerWessels UK’s chief finance officer and EDI board sponsor, said:
“At VolkerWessels UK, we are proud of our inclusive culture. We are determined that our business will continue to be one where everyone feels included, valued and free to be their authentic selves – a sustainable business which is enriched by diversity, and is an attractive and comfortable workplace for our employees and stakeholders; one which can attract, and retain, the best people. Everyone across our business has a role to play to ensure we remain united in creating an inclusive environment.
“The boards of VolkerWessels UK and its businesses take ultimate accountability for achieving our vision of true inclusion. We are proud of the journey we have taken to date and now fully endorse this strategy to enable us to progress EDI even further by leading by example, challenging inappropriate behaviours, and driving a culture of diversity and inclusion through consistent messaging across our business. Our new delivery model ensures we involve senior leaders from around the business as part of the steering and focus groups to drive continuous improvement within their areas of responsibility.”
Emma Ward, VolkerWessels UK’s head of sustainability and inclusion, added:
“Sometimes it can be the simplest of gestures that helps someone feel at ease to be themselves, share their story or be confident to reach out for support. The feeling of being included can be taken for granted, and it’s only when you are on the other side of this do you realise how lonely it can be to be excluded, whether that be caused intentionally or unconsciously.
“Raising awareness and encouraging breadth of thought will be key to everyone feeling understood, be able to be themselves and shine in a work environment that is filled with diversity of cultures, perspective and thought.”
Our refreshed strategy builds on some excellent foundations, is exciting, yet pragmatic, and will help us all take the next important steps to achieve our vision of true equality, diversity and inclusion.”