11.
Equality, diversity & inclusion (EDI)
Show Leadership We will demonstrate visible senior leadership by highlighting the benefits of diversity and inclusion in both internal and external messaging and action.
Saul D Humphrey LLP is dedicated to the Chartered Institute of Building’s (CIOB) Diversity & Inclusion Charter, recognising that the construction sector suffers from a systemic lack of diversity. Addressing this underrepresentation is important in solving the ongoing skills shortage in the industry. That’s why Saul D Humphrey LLP is committed to the CIOB’s mission of fostering a more representative, welcoming and diverse industry. By promoting fair access to opportunities and inclusive practices, we can help build a stronger economy that benefits everyone, within and beyond the construction sector. Championing equality, diversity, and inclusion (EDI) in construction isn’t just important - it’s essential. It’s about creating work environments and cultures where everyone feels safe, valued and empowered to reach their full potential. At Saul D Humphrey LLP, we support all stakeholders regardless of gender, race, ethnicity, sexual orientation, disability, religion, or age. The construction sector needs greater equality and diversity, and supporting a more inclusive environment is key to our sustainability and future success.
Make a plan We will create a plan including targets where appropriate, and any other action needed to: address under-representation; reduce identified pay gaps, and/or ensure equitable development and progression for all.
Shape the culture We will prominently display messages promoting an inclusive culture and making it clear that inappropriate or discriminatory language or behaviour will not be tolerated.
Of all construction staff in the UK: only 14% are women, with up to 2% in on-site roles; only 6% are from Black, Asian or other ethnic minorities; and only 6% declare a disability.
Be transparent
We will publish an annual report detailing the progress made against our targets and setting out our plans for the next 12 months.
Be accountable
We will show board-level accountability by assigning responsibility for these charter commitments to the CEO or a named Director.
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