Meet our new I&D Executive Sponsor

Our new I&D Executive Sponsor answers our questions this International Women’s Day.

Jen Wylie, Regional Chair, has been appointed as the new Inclusion and Diversity Executive Sponsor.?

Jen is hugely passionate about driving greater inclusion and diversity across Cala and will work closely with the People team and the I&D Forum to ensure that we are working in ways that encourage diversity into our business and create an inclusive environment for all.?On this International Women’s Day, we asked Jen to shared her thoughts on the occasion, how she thinks organisations like Cala can embrace equity and why it’s important to champion women in our business.?

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What are our biggest challenges in increasing women in our business?

We need to take the lead here. One of the challenges when it comes to diversity starts with using the word “challenge”. It should be about opportunity. I see it as an opportunity and would encourage everyone to do the same.

Despite modest gains in representation in the past few years, women are still dramatically underrepresented in the industry. We cannot underestimate the importance of real representation and, importantly, inclusivity. Women, including younger girls, need to be able to see role models to feel inspired and to be able to truly visualise themselves in an industry like construction.

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In your new role as Regional Chair, how do you plan to support the drive for greater diversity within Cala?

I am determined, in this space, to drive for greater diversity, equity, inclusion, and belonging in Cala. I do not think this is a choice. It is essential. Changing mindsets, embracing change and individuals challenging themselves will set the businesses apart and, I believe, will make us a more successful business in the future and a more rewarding place to work.?

Celebrating women in construction is a great way to drive for greater diversity. We have a lot to go at here and in a positive way.

I really believe that our culture is made up implicitly by the choices we all make every single day and each and every one of us has a responsibility to educate ourselves to ensure we make appropriate choices. People make choices. These choices make culture.

Let’s embrace change.

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Is there anything you think we can be particularly proud of since last year’s IWD?

Yes, a number of things.

• We appointed Sarah Pasco into the role of Managing Director of our Thames business. Our first female MD. I am proud of that. We all should be proud of that. That should not be such a drastic statistic, but it was a first.
• We promoted Emma Johnson into the role of Head of Legal and I took on the role as Regional Chair. This means there are now three women who are part of Cala’s Executive Team; myself, Emma and Louise Poole.?
• We now have 12 females across our sites from trainee assistant site managers to site managers.
• We have partnered with Women into Construction to actively support women into site management roles and have committed to 12 work placement opportunities during 2023, which may lead to permanent employment opportunities for the women taking part.
• Last year, we made progress with recruitment advertising through the revision of language and targeted promotion of Cala as an employer. On LinkedIn we’re ahead of the competition and close to 50/50 gender split on those who view our jobs and click to apply.
• We amended our selection process for external recruitment and internal development programmes to remove unconscious bias.
• We also expanded our employee benefits offering to ensure inclusivity.

How can organisations like Cala embrace equity?

This should not be difficult. For me, it is simple.

Equity provides fair opportunities to all based on their individual needs and aspirations.

This might mean providing more resources and support to some employees to ensure that they are not left behind. As an industry we have historically struggled to attract women. We, therefore, need to be even more proactive in talking, listening, training, and then offering, for example, specific help and support where it is needed to ensure access to opportunities – and ultimately the ability to succeed. Equity is the only acceptable goal.

If we do not create equal access that means we do not have diverse perspectives, experiences and voices. When we do not have diverse perspectives, we will miss opportunities to grow.

My point of culture above says it all. Cultural factors will continue to play a central role in achieving (or missing) our goals.

What do you think Cala should focus on to drive change and champion women in our business?

I feel privileged to be Regional Chair. Having said that, I have felt privileged in every role I have held at Cala and approached each one with the same dedication and found ways to expand what I was doing for the business.

But today, and in particular on International Women’s Day, there is a difference. I have taken a space that has never been held by a woman (nor a “lawyer”!) in Cala before.

Having started my journey at Cala almost ten years ago, moving from General Counsel to where I am now is not perhaps what would be perceived by some as the “conventional” path.

But, why not? We do need to think differently.

I was supported in my previous role at Cala , was helped to develop as a leader, was challenged and encouraged, given space to focus on my strengths and my weaknesses. Today, that is still very much the case and I am very thankful. This would be a very different space if that was not the reality.?

For too long, leaders in this industry have helped preserve the status quo instead of using their own power to effect change.

In short, leadership is a privilege - ?be a better ally.

That should not be a challenge in a business. Equity provides fair opportunities to all. It is about people at the end of the day. Every single day. Listen to the people whose unique differences you desire to value.