Action Sustainability, in collaboration with the Supply Chain Sustainability School’s Fairness, Inclusion, and Respect (FIR) Programme, has released the results of the UK’s largest annual diversity survey in the built environment sector.
The 2024 Diversity Survey, covering 453,624 employees across 589 organisations, continues to serve as a crucial benchmarking tool for tracking progress and identifying areas in need of improvement.
Now in its ninth year, the survey has significantly expanded in scope, with a 31% rise in SME participation compared to 2023, reflecting growing engagement in diversity reporting.
The survey’s findings highlight both progress and persistent barriers in achieving a more inclusive workforce.
Access the full 2024 Diversity Survey results here.
Key findings from the 2024 diversity survey:
- Gender Representation: Decline in Female Workforce: The representation of women in the built environment sector fell from 29.1% in 2023 to 24.6% in 2024, marking a 4.5% decrease. This decline is primarily linked to incomplete data reported by a major facilities management company. However, when adjusted for this factor, the decrease is only 0.3%, indicating a more stable–though still concerning–trend. The data underscores the ongoing challenges in attracting and retaining women within the sector.
- Ethnic Diversity: Gradual Improvement with Ongoing Barriers: Employees from minoritised ethnic backgrounds saw an increase from 13.6% in 2023 to 15.2% in 2024. This positive shift brings the sector closer to the ONS working-age population figure of 20.2%. However, recruitment disparities persist–ethnic minority applicants faced an 88.4-to-1 hiring ratio, making it 3.4 times more difficult for them to secure employment compared to white applicants. Retention remains a concern, as a disproportionately high number of ethnic minority employees leave the sector before turning 34.
- Disability, Religion, and LGBTQIA+ Representation: Modest Gains but Data Gaps Persist: Incremental increases were observed in the representation of employees with disabilities, those with a declared religion or belief, and members of the LGBTQIA+ community. However, significant portions of data remain unknown due to high “prefer not to say” responses. Addressing these gaps is a priority for 2025 to ensure more accurate workforce representation insights.
- Age Demographics: Challenges in Retaining Young Talent: The percentage of employees under 25 declined from 7.7% in 2023 to 7.3% in 2024, further diverging from the ONS working-age benchmark. Simultaneously, the proportion of employees aged 50 and above slightly decreased from 31% to 30.1%. The dwindling number of young workers signals ongoing difficulties in attracting new talent, raising concerns about the sector’s long-term sustainability.
Since 2021, a core group of 57 organisations has consistently reported data, representing nearly 100,000 additional employees. Despite this expansion, diversity improvements have been incremental, with only a 2.2% increase in ethnic minority representation and a 0.7% rise in female participation. These modest shifts suggest that existing recruitment and retention strategies may not be adequately addressing systemic barriers.
Ian Heptonstall, Co-founder and Director of Supply Chain Sustainability School, stated: “Collecting this data each year is key to making real progress on diversity, equality, and inclusion in the built environment sector. The insights set industry benchmarks and highlight where change is needed.
“Without solid data, businesses can’t fully understand or tackle the diversity challenges in their workplaces and supply chains. This survey gives the industry the knowledge it needs to build a more inclusive and fairer workforce.”
