Director of External Affairs, Emma Ramell reflects on how events on both sides of the Atlantic have put Equality, Diversity, and Inclusion (EDI) back into the spotlight, although not for the right reasons…

A growing wave of opposition to EDI initiatives from political leaders is clearly shaping broader public attitudes, including within the business community. I experienced this firsthand while promoting the Home Builders Federation’s upcoming EDI seminar on 1 July, when a business leader in the wider sector bluntly told me that they had no interest in attending any events aimed at improving inclusivity in the industry.

While not the response I had hoped for, it nevertheless served as a timely reminder that we are at a pivotal moment for the EDI movement.

Like many other sectors, the home building industry must now choose whether to lean into populist rhetoric and take the path of least resistance, or to recommit to the long-term task of building a more diverse and inclusive workforce.

A clear example of this dilemma recently played out at Deloitte. While the firm’s UK arm reaffirmed its commitment to EDI targets, its US counterpart announced plans to “sunset” them, highlighting how divergent these choices can be even within the same organisation.

Critical to supporting businesses to make this decision is reminding decision-makers that the case for EDI isn’t rooted solely in idealism. While many of us are driven by the belief that advancing equality is the right thing to do, that isn’t always enough to motivate everyone. That’s why it’s essential to continue making the business case for EDI.

After all, time and time again, research has shown that a more diverse workforce:

• Correlates with greater profitability - Companies in the top quartile for gender diversity on their executive teams were 21% more likely to experience above-average profitability than companies in the fourth quartile. Similarly, companies with the most ethnically diverse executive teams were found to be more 33% more likely to outperform their peers on profitability.
• Is more innovative - When employees ‘think their organisation is committed to and supportive of diversity, and they feel included’, their ability to innovate increases by 83%
• Helps to attract talent - 83% of Gen Z candidates said that a company’s commitment to diversity and inclusion is important when choosing an employer.

Closer to home, there’s a pressing need to grow our industry’s workforce if the Government’s housing targets are to be met. Recent research by @HomeBuildersFederation has found that for every 10,000 new homes developers build, 30,000 new recruits are needed across the sector and supply chains. However, this goal is simply unattainable unless we succeed in attracting a broader range of talent.

Put plainly, industry will need to significantly scale up its workforce to meet government’s ambitious target of 1.5 million homes. Broadening the talent we attract beyond the current makeup of onsite workers (96% male and 92% white) will help us to get there far quicker – and see that industry benefits from the wider benefits diverse talent brings.

It is also worth remembering that for all the politicians that scoff at EDI, there are many more that are pressuring businesses to go further and faster, not least the Government.

Last year, the Government confirmed it would bring forward a draft Equality (Race and Disability) Bill, which would introduce a mandatory requirement for employers of 250+ employees to publish their disability and ethnicity pay gaps.

Meanwhile, the Employment Rights Bill currently before Parliament includes provisions to strengthen protections against workplace harassment, promote flexible working, and require large employers to publish action plans on menopause and gender pay gaps.

Ultimately, some businesses may wish to ignore EDI, but increasingly, they simply cannot afford to.

For those of us who understand its value, we have a responsibility to demonstrate the need to support progress in this area, regardless of motivation.

Here at @HomeBuildersFederation, we will do all we can to help home builders of all sizes on their EDI journey. For example, our EDI Seminar taking place on 1 July in London, will contain a number of practical workshops and panel sessions on the new requirements facing employers as well as the proactive steps developers can take to create a more inclusive culture.

Yes, the home building industry is under pressure from rising costs to increased regulation and a challenging market. And so, it would be unrealistic to expect EDI to sit at the very top of every company’s priority list. But every company can do something—whether that’s taking small, meaningful steps or simply being open to hearing the case for change.

Doing so will not only help ensure businesses remain fit for the future; it will also put them on the right side of history.

Secure your free place to attend HBF’s Equality, Diversity, and Inclusion (EDI) Seminar at The Wesley Hotel, Euston from 10.30am to 4pm on Tuesday 1 July 2025.