Discover Diversity, Equity & Inclusion Insights for the Energy & Infrastructure Industry in Phaidon International’s DE&I Report
As an award-winning energy & infrastructure talent partner under the Phaidon International brand, clients often ask us how to improve Diversity, Equity & Inclusion (DE&I) in their workplace so they can attract, hire, and retain top talent with diverse experiences and viewpoints.
To provide data-backed insights, we have surveyed both employees and employers from our database to understand their perspectives on company culture, discrimination, development opportunities, and DE&I training and resources at their workplace to uncover trends, disparities, and areas in need of improvement.
The results can be found in Phaidon International's DE&I report, which explores overall trends across their six specialist brands, plus a breakdown of results for LVI Associates, delving into DE&I in the energy & infrastructure industry.
Findings from these surveys include:
100% | 35% | 38% |
of female principles have considered leaving the architecture, industry and construction industry, compared to 49% of men. | of LGBTQ+ respondents felt that more management awareness around gender identities was needed. | of respondents aged 18-24 and 24% of respondents aged 25-34 wanted to see more awareness and training around race / ethnicity, compared to 11% of respondents aged 55-64. |
Discover the full views of both employers and employees and uncover new areas of focus for your DE&I strategy, helping you to improve hiring, retention, and DE&I policies based on your goals, resources, and the needs of your employees.
Along with our survey findings, this exclusive report also includes:
How good DE&I workplace practices benefit both employers and employees
The biggest DE&I challenges employers face
Key takeaways for employers and employees
DE&I resources for your region
Sarah Davis, Vice President – Head of Environmental at LVI Associates, shares insights into the increasing diversity landscape within the energy & infrastructure industry: “In general, the candidate pool in the energy and infrastructure industry is becoming more diverse, but there’s still an overall lack of diverse talent to choose from. As well as sourcing candidates with a wide range of backgrounds and characteristics from our network, I also work with clients to help them understand how they can better attract and retain their diverse employees by giving them feedback we get from candidates. “For example, I recently had a female candidate that received two offers through me, and one of them had a diverse leadership team with a couple of women in senior director level roles, and the other had none. She told me how important it was for her to have women in leadership, so took the offer with the more diverse firm.” |