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Improving the early-career experiences of racially diverse project professionals
This research explores the early-career experiences of racially and ethnically diverse project professionals in the UK and Australia within the business and construction sectors. It examines the comparative experiences of diverse early-career project professionals, including both women and men from underrepresented racial and ethnic backgrounds, when searching for work in both countries.
Through interviews with 40 young professionals, the study highlights the prevalence of identity-based discrimination, particularly for women and racial minorities. The findings emphasise the need for better organisational support to retain diverse talent and address skill shortages.
Recommendations include improving diversity management, offering tailored mentoring, and enhancing career development opportunities. The study aims to inform practices that foster sustainable careers for underrepresented groups in project management, contributing to a more equitable and innovative workforce.
Why is this research relevant?
Our study identifies key issues such as identity-based discrimination and insufficient organisational support. By offering evidence-based recommendations, it seeks to improve diversity management, enhance retention and support career development. Its broader relevance lies in addressing systemic barriers and advancing diversity and inclusion practices.
This research also aligns with the Sustainable Development Goals (SDGs), particularly SDG 5 (Gender Equality) and SDG 10 (Reduced Inequalities), by contributing to a more inclusive, equitable and sustainable project management industry.
Who should read this report?
This report should be read by:
- Project-based organisations: To improve diversity and inclusion practices and support early-career professionals.
- HR and diversity managers: To understand challenges faced by diverse employees and develop effective strategies.
- Academic institutions: To guide the preparation of students for diverse workplaces.
- Policy makers: To inform policy decisions related to workplace diversity and inclusion.
- Early-career professionals: To gain insights into the experiences and challenges faced by their peers.
How was the research undertaken?
The research adopted an interpretivist approach to explore the subjective and socially constructed realities of racially and ethnically diverse early-career project professionals.
A qualitative design was used, involving 40 in-depth, semi-structured interviews—20 in the UK and 20 in Australia—across the business and construction sectors. Participants were purposively sampled to include diverse genders and non-Anglo/European backgrounds.
The interviews, conducted online, provided rich data, which was thematically analysed to identify patterns in the participants' perspectives, offering valuable insights for enhancing diversity and inclusion in project management.
The research focused on capturing each participant’s unique voice and personal experiences.
What did we discover?
This study revealed several key insights:
- The UK sample reported a higher rate of racial discrimination (60%) compared to Australia (35%).
- Women experienced significant gender discrimination, more so in the UK (57%) than in Australia (25%).
- Despite positive experiences in business sectors, many individuals reported discrimination based on race and gender.
- Gender targets and grievance mechanisms were notably less prevalent, with many encountering discrimination without formal avenues for reporting.
Key recommendations
Universities and Professional Bodies:
- Identify diversity-friendly project employers.
- Organise networking events to connect students, graduates, and early-career professionals with diversity-friendly companies.
- Educate project-based organisations on the economic, social and environmental benefits of a diverse workforce.
- Promote supportive measures for diverse early-career project professionals.
Project Employers:
- Include diversity-friendly endorsements in industry branding and job advertisements.
- Listen to the voices of diverse employees regarding their specific needs.
- Review the effectiveness of diversity and inclusion policies.
- Diversity and inclusion trainings.
- Offer better onboarding, managerial and peer support, and mentoring.
- Provide more training and career development opportunities for diverse employees.