Equality, Diversity and Inclusion Leader – Consultant

Arcadis

Arcadis’ PARRR Programme takes a unique approach to driving change in the engineering and construction industry, with a mission to increasing equity and inclusivity in Arcadis and beyond. Helping to attract and retain more women as well as supporting them to excel and flourish, to address the lack of women in senior leadership through nurturing top talent.Through leveraging our project delivery expertise, PARRR aims to drive change in a measurable, targeted way. Led by Angela Hills, a geotechnical engineer with over 20 years in the geotechnical industry and a deep understanding of the challenge, and Alex Bowey, a project controls director bringing a data-driven approach, they are working to address root causes of gender imbalance to improve equity for all.The delivery model with distinct sub-projects or ‘workstreams’, has enjoyed excellent recognition and success, acting as a boilerplate for diversity programmes in the wider business and winning industry recognition.

AtkinsRéalis

At AtkinsRéalis, our culture emphasises safety, integrity, collaboration, and innovation. We value diverse representation and perspectives, essential for achieving our goals. Despite progress, the engineering sector still lacks diversity, with women in engineering and tech dropping to 15.7% in 2023, and minority ethnic groups at 12.4%.We champion Equality, Diversity, and Inclusion (ED&I) in all we do, from accessible internal processes to inclusive design solutions. We lead challenging conversations, collaborate with institutions, and inspire diverse talent in engineering and STEM. Currently, 32% of our workforce are women, with 24% in senior roles, and 19% are ethnically diverse, with 9% in senior positions. We aim for 33% women and 23% ethnically diverse employees by 2025.Our award-winning ED&I programme, “Different Makes a Difference,” has surpassed industry averages. We focus on inclusive recruitment, talent development, and supplier diversity to sustain our progress and meet our objectives

Bechtel

Bechtel is a trusted global engineering, construction and project management partner to industry and government. We are a family-owned business with over 126 years of building extraordinary projects under five generations of family leadership. We seek to foster an inclusive workplace where everyone feels as if they belong. Our Vision, Values and Commitments underpin all we do. Centred around trust, doing the right thing, caring for each other, succeeding together and rising to the challenge, we link our DE&I programs and initiatives to our values, including everyone in the conversation. Our Diversity, Equity & Inclusion strategic principals - Talent, Culture and Accountability are supported across the 3 pillars of Hire, Belong, Promote guiding our DE&I Programmes and Initiatives. Examples include our active Business Resource Groups, the Men Advocating for Real Change Programme, Women's development and our Clear Assured Accreditation.

Mine Environment Management

Mine Environment Management Ltd. (MEM) is a small and innovative environmental engineering consultancy which emphasises sustainability and ethical performance within the mining sector. Since 2023, MEM has grown to thirteen employees, comprising seven nationalities, a 9:4 female to male split, and age distribution of 23 to 64. 54% of the team work on a part time basis. MEM supports the progression of women in STEM: four team members will have participated in the Women In Resources Mentorship Programme by end 2025; and MEM offers MSc placements (nine since 2019, of which seven were female, five nationalities). Over the same period MEM generated thirteen publications, with an 8:5 female to male split of lead author. Within the MEM team is a mentor for the EQUATOR project, working to improve access and participation of Black, Asian and minority ethnic students in Geography, Earth and Environmental Science research. We lead by example.

Mott MacDonald

Mott MacDonald made significant strides in enhancing its approach to equity, diversity, and inclusion (EDI) by integrating these principles into its recruitment, retention, and development practices. We have introduced initiatives such as returner programmes, armed forces pathways, and prison leavers schemes to attract underrepresented groups. EDI is embedded into hiring processes, with the use of structured interview tools, diverse panels, and inclusive job descriptions, leading to a more equitable candidate experience. In 2024, 36% of new hires were women and 26.6% were from ethnic minorities. Retention efforts focus on fostering career growth and psychological safety, with initiatives like the Inclusive Behaviour campaign and mentorship programmes. We have increased female leadership representation and promoted flexible working policies. We are committed to ensuring sustained progress with clear leadership accountability and partnerships aimed at widening access to diverse talent.

Pell Frischmann

Pell Frischmann has implemented a successful EDI Strategy and Action Plan, placing EDI at the forefront of our business model and delivering better outcomes for our business, clients, partners, suppliers and the communities we serve. This approach reflects our company values and integrates seamlessly with our other key people-focused strategies, such as Social Value and Learning & Development. Together, they foster our unique and vibrant culture, driving positive outcomes that are clearly reflected in key metrics, including strong employee engagement survey results, diversity monitoring data, and a narrowing gender pay gap.

QED Structures

At QED Structures, we are dedicated to fostering an inclusive and diverse workplace where everyone feels valued. Our comprehensive EDI policies and initiatives support staff growth, attract diverse talent, and promote diversity within the sector. We provide mentorship, tailored training, and use inclusive recruitment strategies. We also engage in industry forums, outreach programs, and diversity events. Our commitment extends to increasing diversity through international recruitment and continuous improvement. We create an inclusive culture through education and policy updates, and we lead by example, sharing our journey to inspire others. This makes us a strong candidate for the 2024 NCE Award for Equality, Diversity, and Inclusion Leader.

WSP

WSP is embedding changes throughout its workplaces so we can best represent the diverse societies we build legacies for. Driven by our I&D Strategy (2021-2024), inclusion is the golden thread throughout WSP’s processes and project delivery, creating inclusive working environments where everyone feels respected, valued and accepted.Continued focus on inclusive recruitment throughout 2024, we are changing the shape of our business, seeing an increase in representation from women and minority ethnic colleagues across all quartiles of our business. In 2024, we were awarded Platinum membership by the 5% club, with over 10% of our UK workforce in ‘earn and learn’ positions (8.2% in 2021), demonstrating WSP’s commitment to building a workforce for the future.WSP continues to drive change to create an empowering and diverse culture through inclusion. The journey never ends, but small tangible steps forward and the everyday behaviours we see from our people is what counts.