Added: 25th July 2025 by GRAHAM
IMAGINE Belonging, Hollie Cregan and Emily Hammond from our Fairness, Inclusion, and Respect team delve into the essence of creating an inclusive culture at GRAHAM. Here’s a summary of their insightful conversation which highlights the key initiatives that make GRAHAM a place where everyone feels like they belong.
At GRAHAM, fairness, inclusion, and respect are more than just buzzwords. Hollie explains that these principles are about ensuring that every individual feels valued and safe, both on our construction sites and in our offices. It’s the small, everyday actions, as much as the larger interventions, that contribute to a genuinely inclusive culture.
Emily emphasises the significance of feeling part of the team. GRAHAM’s approach to belonging involves integrating our corporate and site-based worlds, ensuring that everyone feels like they are part of one cohesive team. Employee networks play a crucial role in this, providing a platform for underrepresented groups to have their voices heard and fostering a sense of community.
Listening is at the heart of GRAHAM’s strategy for inclusion. Regular feedback through surveys and direct conversations helps us understand the needs and expectations of our employees. This feedback informs our decisions and drives changes that enhance the workplace experience for everyone.
The construction industry is evolving, and so are the expectations of those entering the field. Hollie and Emily discuss the shift towards flexible working arrangements and the importance of demonstrating the variety of roles available in construction. At GRAHAM, we strive to create an environment where everyone can be their authentic selves and feel like they belong.
Leadership is pivotal in fostering an inclusive culture. Our leaders are trained to lead by example, embodying the values of fairness, inclusion, and respect. This top-down approach ensures that these principles are ingrained in our daily operations and experienced by all employees.
The construction industry has historically lagged behind other sectors in terms of fairness and inclusion. However, significant improvements have been made, particularly in gender equality. Hollie and Emily highlight the ongoing efforts to address other areas of diversity and the importance of collaboration and sharing best practices across the industry.
GRAHAM’s employee networks, such as the Women in Civil Engineering and the REACH network, are instrumental in driving change. These networks provide a safe space for feedback and help implement policies that support underrepresented groups. Future plans include expanding these networks to include disability and LGBTQ+ groups, further strengthening our commitment to inclusion.
Ensuring that site-based employees experience the same level of fairness and respect as office-based employees is a constant challenge. Initiatives such as providing free sanitary products, prayer rooms, and FIR ambassadors help bridge this gap. These practical measures demonstrate our commitment to listening and adapting to the needs of all employees.
As we move forward, GRAHAM remains dedicated to continuous improvement. Expanding employee networks, enhancing training programs, and collaborating with external partners are key components of our strategy. By staying proactive and responsive to external factors, we aim to strengthen our business case for inclusion and drive positive change within the industry.
In conclusion, creating an inclusive culture at GRAHAM is an ongoing journey. Through leadership, listening, and practical initiatives, we strive to make everyone feel valued and safe. As Hollie and Emily’s conversation reveals, it’s the collective effort of our team that makes GRAHAM a place where everyone can truly belong.
