Diversity

Better Together is the name for all of our diversity and inclusion initiatives across Tilbury Douglas. Being better together means our differences are valued and celebrated and our workplaces are free of bias, stereotypes and discrimination.

Being inclusive means we all feel comfortable sharing our ideas and perspectives, because our differences are respected and valued. Everyone has a voice, and everyone will be heard.

Every employee feels safe, accepted, and appreciated with an equal opportunity to grow and succeed at Tilbury Douglas.

We have four Better Together employee networks:

• ‘multiculTureD’ is about making a positive difference in our workplace and creating a culture that promotes, values and celebrates diversity
• ‘Women @ Tilbury Douglas’ promotes an inclusive environment that promotes and demonstrates gender equality, amplifying the progress of women within the organisation
• ‘Pride’ aims to create greater visibility of LGBTQIA+ individuals in construction
• Our disability network helps raise awareness about seen and unseen disabilities and how they may affect colleagues

Tilbury Douglas has successfully achieved the National Centre for Diversity’s (NCD) full Investors in Diversity Standard. This demonstrates that we’ve committed to building a culture based on ‘FREDIE’ values:

• Fairness for all is a reality
• Respect for all is the norm
• Equality of opportunity for all is embedded
• Diverse employees feel that they belong
• Inclusion is widely understood
• Engagement amongst colleagues

Women in Construction and Engineering

Tilbury Douglas aims to provide an inclusive environment that promotes and demonstrates gender equality, amplifying the progress of women within our organisation and the broader construction and engineering industries.

So far, we’ve:

• Set up an employee network for women called Women @ Tilbury Douglas as part of our Better Together initiative based on FREDIE principles.
• Held a seminar for all employees on World Menopause Day.
• Sourced female specific personal protective equipment (PPE).
• Partnered with Cradle, a pregnancy loss charity, who will support our pregnancy/paternity, fertility and baby loss focus group.
• Raised awareness and education of menopause and rolled out a menopause policy, as well as training for senior management.
• Enhanced our maternity and paternity leave policies.
• Achieved the Menopause Friendly accreditation.

We plan to:

• Educate and attract more women into the industry.
• Further promote health and wellbeing for women through creation of materials and support for women.
• Create clearer pathways for roles.
• Provide better understanding, support, and processes for pregnancy/paternity, fertility and baby loss.