Review of Future of DEI in AEC Virtual Summit

The Future of DEI in AEC Virtual Summit was an inspiring and action-oriented event that brought together industry leaders, educators, and innovators to tackle one of the most pressing issues facing the architecture, engineering, and construction (AEC) industry: the growing talent shortage. The key message was clear: embracing diversity, equity, and inclusion (DEI) is essential to bridging the talent gap and ensuring the sustainability of our infrastructure.

Throughout the summit, we explored how DEI can help solve the crisis of skilled worker shortages in AEC, particularly in light of challenges like climate change, aging infrastructure, and the increasing demand on our energy and water systems. Without significant changes, we risk seeing 400,000 engineers and 2.7 million skilled tradespeople missing from our workforce by 2027.

Key discussions centered on the mental health challenges facing the industry, with Dan Lester, VP of Field Culture & Inclusion at Clayco,  stressing the importance of reducing stress on construction sites to prevent alarming rates of suicide. This conversation echoed a broader call for changing how we support AEC professionals to attract and retain diverse talent.

We were honored to hear from incredible speakers, including women business owners like Lusnail Haberberger, CEO of LUZCO Technologies, and Nicole Adewale, EdD, LEED AP®, co-founder of ABNA, who shared their experiences and emphasized the need for stronger support systems for small businesses. Their insights highlighted the importance of fostering inclusive environments where businesses of all sizes can thrive.

Adrienne Miles, Diversity, Equity & Inclusion Manager at UPMC, offered valuable insights into how owners can help contractors by ensuring better cash flow, while Dr. Xi Wang, Ph.D., P.E., LEED GA, from Drexel University, discussed the innovative approaches needed in engineering education to create a more inclusive future workforce. Students must evaluate construction projects to understand their impacts on people, the economy, and the environment.

Other powerful voices, like Brittanie Campbell-Turner, Founder & CEO of Constructrr, emphasized the urgent need to address DEI challenges now, using LEED's principles as a guide. Jamie Redmond, COO & Partner of Redmond Construction, and Dan Lester, VP of Field Culture & Inclusion at Clayco, further expanded on how we can reshape workplace cultures to retain BIPOC, women, and other underrepresented groups in the industry.

As we face an impending workforce shortage, these conversations underscored that DEI is not just a moral imperative; it is essential for the survival of the AEC industry.

Our collective future depends on building a more diverse, innovative workforce.

A special thank you to all the speakers who shared their insights and expertise:

• Nicole Adewale, LEED AP, Co-founder, ABNA

• Brittanie Campbell-Turner, Founder & CEO, Constructrr

• Lance Furuyama, Construction Industry Troublemaker

• Lusnail Haberberger, CEO, LUZCO Technologies

• Michele Heyward, CEO & Founder, PositiveHire

• Adrienne Miles, M.S.Ed., Diversity, Equity & Inclusion Manager, UPMC

• Jamie Redmond, COO & Partner, Redmond Construction

• Tim Taylor, P.E., Ph.D., University of Kentucky

• Xi Wang, Ph.D., P.E. , Assistant Teaching Professor, Drexel University

• Daron Allen, Recruiter

• Dan Lester Sr., ECMCA VP of Field Culture & Inclusion, Clayco

• Stephanie Hajducek, Founder, This One's for the Gals

Thank you all for making this summit a powerful platform for change. If you missed the live event, don't worry—you can still access the replay! 

Register now for the replay as we shape the future of DEI in AEC.

Together, we can build a more inclusive, sustainable, and innovative future for the AEC industry.

Next Steps for DEI in AEC: Practical Steps for Companies

Culture Change is Essential: The AEC industry must undergo a complete cultural transformation. This change begins with how we attract and recruit talent, but it doesn’t stop there. We must create environments that welcome, support, and retain BIPOC, women, disabled individuals, and neurodivergent people. More over, addressing suicide in the AEC industry!

To thrive, diversity must be built into the fabric of our industry, not treated as an afterthought.

Why Now? The initiative to bring 1 million women into the trades isn’t just an ambitious goal—it’s a necessity. By 2027, the shortage of skilled tradespeople is forecasted to reach 2.7 million, putting immense pressure on infrastructure projects nationwide.

To close this gap, we must rethink traditional benefits packages and workplace policies, creating options that align with the specific needs of women. For example, speaker Jamie Redmond highlighted how offering 12 weeks of paternity leave can make a huge impact. Additionally, conducting pay equity studies can ensure that women are being compensated fairly, a crucial factor in retention.

We can no longer afford to wait passively for the industry to solve its talent crisis. Companies must be proactive.

Looking Forward: The Future of DEI in AEC

The future of the AEC industry depends on building a diverse, inclusive workforce, especially in critical sectors like electricity, water, and transportation—fields traditionally dominated by white men. To secure thriving communities and sustainable infrastructure, it’s imperative to bring BIPOC, women, and other underrepresented groups into these essential roles.

But the focus can no longer be just about filling vacancies. Companies must shift their attention to transforming workplace cultures. Here’s how you can take action now:

1. Seek Out Talent in New Spaces: Don’t limit your search to traditional job boards. Proactively connect with BIPOC and women in STEM by partnering with organizations, attending community events, and using diverse platforms to source talent.

2. Revise Recruitment Processes: Ensure your job postings and hiring procedures are inclusive. Remove bias in job descriptions, update interview panels to reflect diversity, and eliminate obstacles that may unintentionally exclude qualified candidates from underrepresented groups.

3. Transform Organizational Culture: Saying your company values inclusion isn't enough; your policies and actions must align. Reassess your company’s practices, modernize outdated systems, and cultivate an environment where diverse talent can excel.

Implementing these strategies will not only help you overcome the industry's talent shortage but also build a more equitable and forward-thinking workforce.

If you're ready to take this journey to the next level, consider joining Diverse Workforce Mastery: Build & Retain Top Talent 2-Day Virtual Training on Wednesday, Oct. 9 & 23, 2024. This comprehensive training will equip you with the tools to drive true diversity and inclusion in your workplace.

Schedule a call to learn more and secure your spot!