Building Resilience: Addressing the AEC Talent Gap with Inclusive Teams

As the demand for skilled engineers continues to rise, the AEC industry is grappling with a projected shortage of 600,000 engineers by 2027. This shortage threatens to delay projects, increase costs and place undue pressure on already stretched teams. However, there’s a powerful solution within reach: embracing diversity, equity and inclusion (DEI) to tap into underrepresented talent pools.

Creating inclusive teams isn’t just about addressing today’s talent needs—it’s about building a resilient, innovative workforce for tomorrow. Let’s explore how two industry leaders, Arup and Atkins, are championing DEI to overcome talent challenges, fostering an inclusive environment and leading by example in their commitment to diversity.

The Current Landscape of Talent Shortages in AEC

Why Traditional Talent Pipelines Aren’t Enough

The AEC industry has long depended on traditional recruitment methods, often overlooking underrepresented groups. Today, these traditional pipelines fall short, limiting our collective ability to meet increasing infrastructure demands. By broadening our recruitment efforts and committing to DEI, we can unlock a new wave of talented engineers, project managers and technical professionals eager to contribute.

The challenge is clear, but so is the opportunity. Bringing diverse perspectives into the AEC workforce can transform how we innovate, collaborate and deliver.

Case Studies: Leading the Way with DEI Initiatives

Arup: Fostering Inclusion Through Staff Networks and Leadership Development

Arup has built an impressive DEI foundation through initiatives designed to support and celebrate diversity:

• Connect Networks: Arup’s employee resource groups—spanning identities like disability, gender, LGBTQ+, race and culture—serve as powerful communities of support and inclusion. These groups foster a sense of belonging and create space for employees to voice their unique experiences and needs.
• Leadership Development Programs: Arup emphasizes developing diverse leaders, with a focus on creating pathways for underrepresented groups to grow within the company. Women make up 25% of Arup’s senior management, showcasing their success in closing leadership gaps.
• Data-Driven Progress Tracking: By closely tracking data on recruitment, promotions and retention, Arup continuously assesses its DEI progress, making informed decisions to sustain and improve inclusion.
• Global Representation: Arup’s team includes professionals from over 100 nationalities, creating a culturally diverse workforce that broadens perspectives and sparks innovation.

Arup’s approach shows us how companies can build inclusive cultures from the inside out, ensuring that employees of all backgrounds feel valued, supported and encouraged to grow.

Atkins: Developing and Retaining Women in Engineering

Atkins, part of SNC-Lavalin, is equally committed to supporting women in engineering, with initiatives that support women’s professional growth, balance work-life needs and inspire future generations:

• Women’s Professional Networks: Atkins provides mentoring, networking and professional development opportunities through dedicated women’s networks, empowering women engineers to build connections, seek guidance and advance in their careers.
• Flexible Working Policies: Recognizing the need for work-life balance, Atkins has implemented flexible working arrangements, which are especially valuable to women with caregiving responsibilities. These policies ensure that talented professionals can continue their careers without sacrificing personal commitments.
• STEM Outreach Initiatives: Atkins actively participates in programs that encourage young women to pursue careers in STEM, helping to establish a pipeline of future female talent in the engineering industry.
• Leadership Development Programs: With tailored leadership training for women, Atkins paves the way for female professionals to ascend to leadership roles, addressing gender disparities at the top and demonstrating the importance of gender equity in engineering.

Atkins exemplifies how targeted support for women can create long-term opportunities and shift workplace dynamics, paving the way for diverse leadership in AEC.

Why DEI Is the Key to Overcoming the Talent Gap

The talent shortage is more than just a numbers problem—it’s a diversity problem. Inclusive hiring is the key to bridging the skills gap while bringing fresh ideas and perspectives that can drive AEC forward. When diverse professionals can see themselves supported in the workplace, they’re more likely to stay, grow and thrive. DEI initiatives don’t just bring talent in; they ensure that talent stays.

Take Action: Partnering with PositiveHire to Create a Diversity Recruitment Strategy

At PositiveHire, we combine people analytics with deep DEI expertise to build talent strategies that address the unique challenges of the AEC industry. Our services leverage data insights to enhance recruitment, track retention and optimize talent development, ensuring you have the diverse, skilled teams you need to meet today’s demands—and tomorrow’s.

If your company is ready to create a proactive, data-driven approach to inclusive recruitment and sustainable talent management, let’s talk! Schedule a call with Michele Heyward to discover how PositiveHire can elevate your diversity recruitment and retention efforts: https://calendly.com/positivehire/partnering-with-positivehire.

Together, let’s build a resilient, future-ready workforce that will drive a more inclusive, innovative future in AEC.