— 5 min read
Making a Business Case for Diversity and Inclusion in Construction
Last Updated Jan 24, 2025
Last Updated Jan 24, 2025
The construction industry is at a crossroads, grappling with an aging workforce, ongoing labor shortages and the need to retain and transfer institutional knowledge as experienced professionals retire. At the same time, the industry is being reshaped by rapid tech advancements and evolving workforce expectations. Embracing inclusion has become more than a solution — it’s a strategic advantage. Cultivating inclusive teams and welcoming diverse perspectives allows construction companies to innovate better, boost productivity and future-proof their organizations for the challenges ahead.
Leading this charge is Kelly Daige, National Director of Inclusion and Partnerships at Skanska, whose innovative role is redefining how construction companies embrace D&I. In this article, Kelly discusses how the construction sector can use inclusion to overcome its challenges to become stronger and more dynamic.
Table of contents
The Value of Inclusive Teams
An inclusive team brings a variety of experiences, skills and perspectives, making them more innovative and effective. Companies that have embraced diversity are already experiencing increased productivity and employee satisfaction.
As Kelly Daige explains, the two — diversity and inclusion — go together. And these can be key components in addressing the labor challenge and for attracting and retaining talent.
We’ve been doing this long enough now that it’s become very obvious that more inclusive teams operate better. There’s lots of research on that, but the best research is when you experience it yourself.
Think about it: the more diverse perspectives a team has, the richer the diversity. Inclusion can mean many things—experience, education, perspective, generations. Consider the wealth of knowledge a diverse team can bring to your project. To me, it's a no-brainer.
While you can have diversity without inclusion, inclusion is key.. If people aren’t inclusive of ideas or the individuals on their teams, it’s pointless.
The two go hand in hand. More inclusive and diverse teams are consistently shown to be more productive and happier. It’s a no-brainer to me. It baffles me that people are still questioning this—it’s not a "nice to have," it’s a "must have." It's a business differentiator that impacts your bottom line. Do you want a more productive team? A happier team? Do you want to retain your employees and be a better place to work? Then you need to embrace diverse and inclusive teams.
Kelly Daige
National Director of Inclusion & Partnerships
Skanska
Integrating D&I into construction is not just about fulfilling social responsibilities — it's a strategic business initiative. A study conducted by the Boston Consulting Group shows that diverse and inclusive teams are linked to a variety of positive business outcomes, including increased productivity, innovation and profitability. As more data underscores the financial benefits of D&I, construction companies have a compelling reason to embed these principles into their core operations.
Building a Culture of Inclusion
Integrating D&I may require a profound cultural shift. Companies cannot effectively address diversity and inclusion without first establishing an intentional culture where leaders and employees alike understand the importance of D&I.
You cannot begin to talk about diversity and inclusion in an industry that has a poor or unwelcoming culture. The foundation must be establishing a culture, whether in an industry or company, that ensures every person is valued, seen and heard and that they can show up as their unique selves and be accepted for that. At the end of the day, that is what we're discussing when we talk about diversity and inclusion. It needs to be embedded in the culture.
Kelly Daige
National Director of Inclusion & Partnerships
Skanska
Companies can take specific actions to create a culture of inclusivity, such as implementing inclusion training, creating mentorship program and ensuring equitable growth opportunities.
Skanska has a dedicated team to diversity and inclusion, including an SVP of diversity and inclusion, along with 15 diversity and inclusion councils that meet every month to talk about how to make projects and offices more inclusive.
When a company has a culture that values contributions from everyone, it's easy to create an environment of learning and growth. Diversity not only enhances problem-solving capabilities but also prepares the industry for future challenges.
As that aging workforce starts to leave, they not only have all of the institutional intelligence that the industry needs, but they haven’t really looked behind them to raise up the next generation. If we can get younger generations, we’re going to see them challenging the status quo, simplifying and moving workflows faster. That’s really the benefit of diversity and inclusion in this industry as it’s going through so much change.
Kelly Daige
National Director of Inclusion & Partnerships
Skanska
The Business Impact of Diversity
Diversity and inclusion are directly linked to positive business outcomes, such as increased productivity, innovation and employee retention. One of the key benefits of diversity in the construction industry is attracting talent from a wide range of sectors, which is needed in an industry facing a labor shortage. This diversity enriches the talent pool and brings fresh perspectives that drive creativity and problem-solving.
Committing to D&I significantly enhances an employer's brand, drawing top talent and boosting the company's reputation. Its long-term positive impact is transformative, envisioning a future where diverse and inclusive teams become the standard. It also supports the growth and innovation of the construction industry for years to come.
The most exciting thing will be when we don’t need to have a conversation on the importance of diverse and inclusive teams.. Being inclusive should just be the way we work. So that’s where I’m excited to see the future within our industry.
Kelly Daige
National Director of Inclusion & Partnerships
Skanska
Looking to the Future of Inclusion
The ultimate goal is to reach a point where diverse and inclusive teams are the norm rather than the exception. In such an environment, the composition of a team becomes unremarkable because inclusivity is inherently part of the culture. This shift will not only enhance the industry's reputation — it will attract a new generation of talent eager to be part of a forward-thinking and dynamic sector.
If you're interested in learning more about how Procore can help with leadership development and culture transformation, please email industryculture@procore.com or visit procore.com/industry-culture.
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Written by
Lisa OBrien
Lisa OBrien is the Director of Industry Culture at Procore Technologies. Lisa leads a team of culture strategists and coaches who support the company's vision to improve the lives of everyone in construction. With over 20 years of experience in executive coaching, organizational development, change management and leadership training, Lisa helps Procore's clients and partners create and sustain high-performing and healthy cultures that foster innovation, increase collaboration, and drive business. Lisa has worked with leading organizations such as McKinsey & Company, Diversitas and the Institute of Coaching at Harvard Medical School, to design and deliver impactful executive coaching and learning programs that enhance individual and collective growth, resilience and well-being.
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