Diversity In The Construction Industry

1. Dupuy, Scheinderley
6/27/15
Upon my initiation in researching various ideologies, I have found the concept of
diversity to be an essential element in the development of social structure, and history has proven
the affirmative. The acceptance of this idea has been a basis for an enhanced academic and
professional experience due to its cultivated observation of comprehensive perspectives. This is a
concept that defies stereotypical inclinations while sanctioning a disciplined rational, and
encouraging effective communication with individuals of varied derivations. Like there is
strength in unity, vitality springs from diversity. In some cases, though reverence of this idea is
exhibited in a mirage of displays, various institutions lack practical applications to solidify its
relevance.
Prior to my acknowledgement of the concept's relevance, my initial goal was to ascertain
the essence of its meaning, and its application with regards to professional organizations as I
transition into my major, construction management. Diversity is simply defined as "variety," but
it is an elaborate concept. As we move forward into the 21st
century, the acknowledgement of
this concept is a prevalent motif when addressing humans’ evolutional progression into the age
of globalization. “Researchers organize diversity characteristics into four areas: personality
(e.g., traits, skills and abilities), internal (e.g., gender, race, ethnicity, I.Q., sexual orientation),
external (e.g., culture, nationality, religion, marital or parental status), and organizational (e.g.,
position, department, union/non-union.”
Diversity within any population, including professional organizations, is or can be a
beneficial attribute due to its scrutiny for adaptation to slight or dramatic changes. For instance,
changes such as the projected demographics, and the foreseen direction of the “New America.”
According to updated research from the United States Census Bureau and the Pew Research
Center, studies indicate a shift in the demographics of America. These studies reveal that

2. Dupuy, Scheinderley
6/27/15
minorities will become the dominating pedigree within the next century. Racial minority groups
will engross the United States population by the year 2042, and White Americans will no longer
be the majority. Though racial and ethnical differences would be a logical focus when addressing
diversity, its complexity would not accede the exploration of the topic without cognizance of its
content.
When addressing the diversity of a professional organization, it is vital that we take
various elements into consideration. Sustaining a diversified aggregation is a necessity for every
institution, but to manage such an assortment can prove to be a challenging task for governing
parties in an institution. It can actuate opposition in socialization due to differing perceptions,
principles and subjective identities, but these discrepancies have no effect on individuals’
proficiency. There are various other perspectives that should be taken into account including the
consideration of barriers to leadership, progression, stereotypical inclinations, and the invisible
“glass ceiling.”
With regards to the glass ceiling in particular, some may argue the contrary, and imply
that today this notion has lost its pertinence, yet statistics has proven the affirmative. According
to The United States Department of Labor Bureau of Labor Statistics Population Survey in 2014,
there were roughly 9,813 million individuals employed in the construction industry. Of that
figure, 5.9% are black or African American, 27.3% are Hispanic or Latino, 1.8% are Asian, and
8.9% are women. Of that 5.9% of African Americans, less than 4% of construction managers,
and less than 5% of first-line supervisors in the U.S. were African American. As far as race and
ethnicity is concerned, in this particular report, 65% of the workforce was unaccounted for, and
the percentage of whites was not listed. I won’t make any assumptions, but I have an idea of
what the 65% consists of. It is my opinion that it consist 64% white, and 1% varied ethnicities.

3. Dupuy, Scheinderley
6/27/15
According to United Stated Department of Labor, “Blacks are under-represented in the sectors
that have experienced the greatest job growth,” and the construction industry is one of those
sectors.
Diversity is a prevalent constituent of organizational policies with regards to the
sustainability, and longevity of an institution’s disposition. Since it is such a universally
imperative concept, I focused on its fundamentals and how it can be applied to my development
as I transition into my major, and fathom its content. In order to augment the expansion of
organizational diversity, many institutions have been diligent in engaging in activities that
ingress underrepresented subordinates, but have been reluctant to effectuate, and be resolute. The
vast majority of firms take minimal initiative to adhere to federal rules regarding minority and
disadvantaged businesses or anti-discrimination laws. In contrast, studies have also shown
reported evidence of firms that have fulfilled diversity measures only in pursuit of public sector
contracts or simply as a compliance objective.
Statistics suggests a significant lack of interest or concern among minorities than any
other racial group to seek occupation in the construction industry. Simultaneously, this sector is
lacking in skilled laborers as the current construction workforce continues to mature. Suitably,
there is a necessity for firms to augment recruitment efforts geared toward diverse groups for
construction related careers. Recruitment from a varied pool of talent may require existing
policies to be re-examined. A well-structured consecration process can be enhanced by other
support mechanisms geared towards diversified groups to promote individual development, and
progression in a firm. These are some simple measures that can be taken to promote diversity in
the construction industry.

4. Dupuy, Scheinderley
6/27/15
Works Cited
"Employed Persons by Detailed Industry, Sex, Race, and Hispanic or Latino Ethnicity." U.S.
Bureau of Labor Statistics. U.S. Bureau of Labor Statistics. Web. 27 June 2015.
"The African-American Labor Force in the Recovery." DOL Special Reports -. Web. 27 June
2015.
Stevens, F. G., V. C. Plaut, and J. Sanchez-Burks. "Unlocking The Benefits Of Diversity: All-
Inclusive Multiculturalism And Positive Organizational Change." The Journal of Applied
Behavioral Science: 116-33. Print.