CIHT Northern Ireland chair, Karen McShane, a trans-gender woman who has recently gone through transition and CIHT President Andreas Markides explore key issues.
What are the key D&I challenges within the UK’s transportation sector?
Karen: Some managers have an unconscious bias and can be seen hiring in their own image. However we have the opportunity to explore candidates from diverse backgrounds who can usually look at problems from a different perspective.
Andreas: The industry has an image problem with the result that the general public thinks of us all as white males wearing wellies and yellow jackets. We need to change that image.
What progress is the industry making?
Karen: I have seen a major change in the view towards diversity and inclusion in recent years. Since CIHT launched its diversity and inclusion policy I have found that other institutions and employers have embraced inclusivity.
Andreas: At CIHT we have made good progress over the last few years. Nevertheless, we still have more to do. Personally I’d like to see many more people from ethnic backgrounds join our ranks on Council and in the boardrooms.
Explain the benefits of having a diverse workforce
Karen: Diversity brings a different experience and knowledge to the design of transport projects. We should harness the expertise from different groups and make best use of the skills within the transportation and engineering sector.
Andreas: The benefits of a diverse workforce are simply that you have a much bigger pool of talent to draw from. Particularly in view of the looming skills shortage, this is very significant.
What can employers do to improve awareness of D&I issues?
Karen: Employers need to lead from the top and have the support of champions within their organisation. The best employers reflect diversity in their core values. We can also educate, support and encourage our managers and get involved in diversity efforts and events.
Andreas: Employers can lead by example. They could encourage people from a diverse background to join their business and, once in the business, they must be made to feel welcome and equal to everyone else.
What role can CIHT play?
Karen: CIHT is a proactive Institution and has led the way by introducing a very successful D&I policy. We need to continue this journey and ensure that we have a wide and varied range of members.
Andreas: CIHT is already playing a significant role with Routes to Diversity & Inclusion toolkit – prepared in association with the Royal Academy of Engineering – and by encouraging more and more companies to adopt its Diversity and Inclusion Charter.
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