Spotlight on Lendlease – leading the way on Equity, Diversity and Inclusion initiatives

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

At BAME in Property we’re proud to partner with a range of companies in the Built Environment, who are passionate about creating inclusive cultures. This month, we’re highlighting some of the exemplary EDI initiatives Lendlease has been implementing across their company.

From establishing and supporting an array of internal diversity networks, to rolling out company-wide training and reaching into new communities for future talent, here we share how small steps can make a difference.

We hope that this is an opportunity for other companies to learn and trial out their own similar EDI initiatives, recognising that the industry must work together in driving change.

Team photo: Silvertown site.

Internal EDI networks

At Lendlease, there are five formal EDI networks – REACH (Racial Equity and Cultural Heritage), Gender Equity, All-Abilities, Pride and Mental Health. While all networks aim to provide a safe space for employees to come together and share experiences, they’re also open to allies, keen to educate themselves.

Each network has an Executive sponsor, either someone who identifies with that group, or someone who considers themselves an ally. This is the case for the Pride Network, All-Abilities and Gender Equity, which has a male sponsor – the person leading this has been on his own sponsorship training, recognising the importance of this role. No doubt, having someone from a majority group leading a gender group can be hugely powerful in encouraging others to take action.

Furthermore, the Executive sponsor can pass issues onto the wider senior team, determine budget and ensure actions are moving forward. It also demonstrates to members and the wider company that the diversity network is a serious initiative, with backing from those at the top.

How the internal networks have influenced company policies and initiatives

All the internal networks at Lendlease have been effective at driving some changes within the company.

The REACH Committee suggested cultural day swapping, allowing people to swap UK public holidays with their own religious or cultural celebrations, without having to take additional annual leave.

The Gender Equity network queried how Lendlease was supporting women on their fertility or menopause journeys, and recognising the absence of such guidance, Lendlease partnered with relevant organisations to roll-out training across the business. They also created an app, which signposts employees to other resources.

Meanwhile, the All-Abilities network was keen for the different groups to have various times in the years to highlight important awareness months/days or cultural events and arrange activities accordingly.

Designing inclusive places and spaces

The company’s ethos is about creating spaces for different communities, and so in April 2023, the All-Abilities network invited several disability charities to experience Lendlease’s flagship Elephant Park public space. This was to receive feedback about how the spaces were supporting different user groups, as well as suggestions for improvement. Through this activity, Lendlease was open to listening, learning and adapting spaces in ways which different communities might use them.

The All-Abilities group is producing a report based on this feedback to be used as guidance for the Development team at Lendlease.

EDI initiatives at Lendlease

A key initiative at Lendlease is the roll-out of unconscious bias training to the whole company, delivered completely in-house. The response has been positive, and many employees have been on their own discovery journey about EDI topics too.

Lendlease also has several mentoring programmes, including Mosaic, which is a partnership between the Lendlease UK and USA regions, allowing Black, Asian and Ethnic minority employees to mentor and build connections across the Atlantic. This has been eye-opening to say the least, as racial issues differ hugely between the USA and UK, but also an important learning opportunity for all those involved.

There are also different diversity targets, depending on the role and the location, acknowledging that one size doesn’t fit all, and there needs to be a level of flexibility with EDI initiatives.

Outreach work to attract the next generation of talent

With the majority of the business being Construction, Lendlease is working hard to attract more diverse candidates into the industry. While the rewards may not happen overnight, the seeds are being sewed, with their ‘Beyond Site’ initiative, where teams go into disadvantaged communities to attract future workers, usually through supply chain partners.

Final thoughts

Lendlease is quite open about the fact that companies should be sharing EDI knowledge and learning from each other, because despite all the good intentions and initiatives, the whole industry needs to improve.

With such an attitude and approach, it’s no surprise that Lendlease was named as one of The Times’ Top 50 companies to work at, in June 2023.

Thanks to Lendlease for sharing some of the great work they’re doing in the EDI space. Learn more about BAME in Property’s Corporate Partners here: https://www.bameinproperty.com/membership