Building a truly inclusive construction industry

will need to be taken. My message to our clients is clear: this is not just about compliance, or avoiding tribunal claims—it’s about culture: creating a workplace where everyone feels safe and respected.

Embracing neurodiversity

Recent research by the National Federation of Builders (NFB) reveals that 1 in 4 construction workers identify as neurodiverse, with ADHD, autism, and dyslexia being the most common conditions. Interestingly, a third of neurodiverse workers said their condition actually made them more inclined to pursue a career in construction.

While 80% of those who disclosed their condition reported receiving reasonable adjustments, nearly 40% have not told anyone at work— often due to fear of stigma or embarrassment. This highlights a critical gap in psychological safety and awareness which could have wide repercussions, including from a health and safety perspective.

How can you drive change?

Our recent recommendations to our clients include:

• Conduct a diversity audit: Understanding your current workforce demographics, culture, and high-risk areas is the foundation for any meaningful change.

• Develop a standalone anti-harassment policy: Generic policies are no longer sufficient. Clear, accessible policies that define unacceptable behaviour and outline safe, confidential reporting procedures are essential.

• Introduce mandatory training: All staff— from apprentices to directors—should undergo training on equality, preventing sexual harassment, unconscious bias and neurodiversity awareness, and managers should be trained in inclusive leadership.

Veronica Fox (Chartered MCIPD) Senior HR Consultant,

Eclipse HR.

With over 30 years’ experience as an HR professional, Veronica lives by the CIPD principles: work matters; people matter and professionalism matters.

Eclipse HR is a trusted HR consultancy serving businesses across Kent, London and the South East. Specialising in the construction industry, we deliver innovative strategies to drive productivity, mitigate risks and foster sustainable growth.

• Empower Site Managers: Equip your frontline leaders with the tools to intervene early and model respectful behaviour.

• Celebrate neurodivergent strengths and other aspects of diversity: Many individuals with ADHD or autism excel in problem-solving, pattern recognition, and attention to detail—skills that are invaluable in construction.

• Mentorship and Sponsorship: Provide visible pathways to leadership.

Building a Truly Inclusive Industry

The UK construction industry faces a significant skills shortage, and tapping into underrepresented talent pools is essential for long-term sustainability.

Embracing diversity in all its forms—gender, neurodiversity, ethnicity, and more—is not just ethical, it’s strategic. Inclusive teams are more innovative, resilient, and better equipped to meet the demands of a modern, evolving industry.

As HR professionals, our role is to guide companies through this evolution—not with tick-box exercises, but with genuine cultural change. The future of construction isn’t just about what we build—it’s about who we build it with.