Diversity & Inclusion

Investing in diversity and inclusion

Becoming more diverse and inclusive is a key strand of the business’ mission to be the recognised leader for innovation and excellence. Laing O’Rourke has therefore set a new target to ensure the number of men and women employed in its international staff are equal by 2033, with additional gender-focused initiatives to be set out to improve representation among frontline construction workers.

It will also apply the learnings from the successful pilot of a Gender Diversity Action Plan in Australia, and the STEM+ schools programme that is now being delivered on construction projects in both operating hubs.

The company will also develop plans to increase the representation of people from different groups, and will continue its work to transform the inclusivity and sustainability of construction careers by:

  • Investing in its DfMA led operating model and the upskilling of its people to make Laing O’Rourke an employer of choice for more people
  • Providing its people with more dynamic and flexible working options
  • Implementing its wellbeing strategy (Life at LOR) across the entire business to protect people from occupational ill health, including implementation of wellbeing lessons learned during the Covid-19 pandemic
  • Link gender and cultural diversity outcomes to the success metrics of projects.

Laing O’Rourke is committed to attracting and developing the most talented people regardless of their race, sexual orientation, religion, age and gender or disability status. We continually strive to build a workplace that seeks out and values different perspectives and where all employees and stakeholders feel respected and that their opinion is valued.

We promote a culture where opportunities are realised based on skills and competence.

We promote a culture that embraces unique perspectives and where opportunities are realised based on skills and competence not race, gender or other preferences.

Gender Diversity Action Plan
Diversity of thought results in higher levels of innovation. In Australia we have developed this action plan which specifically calls out our efforts around creating gender diversity, but does not take away from the importance of us continuing to develop teams that are diverse in many ways.

Reconciliation Action Plan (RAP)
At Laing O’Rourke Australia we accept the challenges and opportunities of Reconciliation and the work required. Our innovate reconciliation action plan provides clear direction and a delivery plan for our teams, as it includes our key deliverables, targets, initiatives and actions that we will integrate with the way we work.

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