Morgan Sindall & Infrastructure

Location: Rugby

Strategic Inclusion & Community Manager Samantha French


A leading UK construction and regeneration group, operating in the public and commercial sectors through five divisions of construction and infrastructure, fit out, affordable housing, urban regeneration and investments.

  • Why did you want to be part of the Be Fair framework?

The timely opportunity to be involved in something industrywide was compelling. The accreditation will help make Morgan Sindall an employer of choice.

Construction London and South East now has the confidence of external assurance to discuss with their customers and potential customers to see how it can also benefit them in meeting their own fairness, inclusion and respect objectives.

We have had an ‘Inclusion Plan’ in place since 2011 and have been investigating the various equality frameworks on the market in order to achieve external approval for the work we do around equality, diversity and inclusion.

  • How did you get involved?

We regularly take part in the annual Business in the Community ‘Corporate Responsibility Index’ in which we performed well in the section which assesses our approach to equality, diversity and inclusion in the workplace.

As a member of the UK Contractors Group’s Diversity Task Group, we received a presentation from CITB about their plans to roll out an accreditation based on equality and fairness and registered our interest in signing up to the Be Fair pilot project.

  • What benefits have you gained so far?

The accreditation will support business development and tendering activities and the experience itself was gratifying. It brought people from separate disciplines to work on a project together, which helped create a good team bonding process as well as enabling the company to realise the full extent of their approach to inclusion and to enable them to identify strands of future work within these areas. Additional benefits included an understanding of others’ roles.

Accreditation is valuable because it provides that external assurance that we are following the right path in our journey to inclusion. The framework seemed to be flexible enough to include all our work across the inclusion spectrum but also gave enough of a construction specific context to make it meaningful to everyone in operational roles.

We trust that it will make us an employer of choice and enhance our reputation further, thereby reducing recruitment costs and assist our work activities by employing a diverse workforce which encourages innovation and fresh ideas.

Any tips for Be Fair accreditation?

  • Ensure buy-in from all levels of your organisation
  • Communicate what you are doing and why
  • Use the advice and support available through the consultants
  • Make sure you have a good team leader who has a passion to see it through.
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