Why DEI is Not a Threat to Men: Tackling the Backlash in Construction Leadership

In the Australian construction industry, diversity, equity, and inclusion (DEI) initiatives are often misunderstood. Many supervisors and leaders believe these efforts unfairly discriminate against men, seeing DEI as a threat to the status quo. However, this misconception couldn’t be further from the truth. DEI is about creating fairer opportunities and safer work environments for everyone—men included. For Australian construction companies, embracing DEI is critical to building stronger teams, reducing turnover, and improving on-site safety.

At Emberin, we understand these challenges and have developed programs specifically designed to help supervisors in the construction industry navigate DEI successfully. Our Construction Supervisor Inclusive Leadership program offers practical guidance on how leaders can foster more inclusive environments without feeling like their roles are being undermined.

DEI is Good for Business in Construction

There’s nothing controversial about implementing DEI practices in the construction industry. In fact, it’s essential for the long-term success of any business. Let’s break down why.

1. Broadening the Talent Pool: Australia’s construction industry is facing well-documented labour shortages. If you’re only hiring from one demographic—typically men from similar backgrounds—you’re missing out on a vast pool of untapped talent. Recruiting more women, Indigenous Australians, and workers from diverse backgrounds opens up new opportunities. Wouldn’t it be bad business to limit your options when the industry is already struggling to meet workforce demands? The Emberin Construction Supervisor Inclusive Leadership program addresses this by teaching supervisors how to create inclusive recruitment strategies that attract a diverse workforce.
2. Reducing Discrimination and Harassment: The construction industry has had issues with discrimination and harassment, particularly against women and minority groups. Not only is this damaging for the individuals involved, but it also puts companies at risk of legal action and damages their reputation. By fostering a more inclusive environment, companies can significantly reduce these risks. Our program equips supervisors with the tools to prevent harassment and create a workplace culture that prioritises respect and safety for all.
3. Improving Site Safety and Performance: A diverse team brings a range of perspectives, leading to better decision-making on-site. Inclusive teams are less likely to suffer from communication breakdowns, which are often a major contributor to safety incidents. According to research from the Chartered Institute of Building, inclusive teams are more proactive about identifying and reporting safety concerns. By creating a work environment where everyone feels included, you can reduce the risk of accidents. The Emberin Construction Supervisor Inclusive Leadership program helps supervisors implement practices that make construction sites not only more inclusive but also safer.

Why Some Construction Leaders Are Pushing Back

Despite the clear benefits, there’s still significant resistance to DEI in the construction industry. Many supervisors, especially those who’ve been in the industry for decades, may feel that DEI initiatives threaten their roles. The belief that DEI is about taking opportunities away from men and giving them to women or minority groups is a common misconception. Let’s address these concerns and explain why DEI is actually about improving the workplace for everyone.

1. “DEI Excludes Men”

Some supervisors believe that DEI is about giving jobs to underrepresented groups at the expense of men. In reality, DEI is about ensuring that everyone gets a fair shot, regardless of gender or background. It’s not about ticking boxes or favouring one group over another—it’s about making sure the best person for the job is chosen based on their skills and experience, without unconscious bias clouding the decision.

2. “It’s a Waste of Time and Money”

Some leaders see DEI initiatives as an added cost or unnecessary training. However, numerous studies show that inclusive teams perform better. Research from Deloitte Australia found that inclusive teams are more innovative and productive. In construction, where project deadlines and safety are critical, an inclusive team can mean the difference between a job completed on time and a costly delay. Our Emberin program provides practical, cost-effective strategies to help construction leaders build inclusive teams without feeling like they’re wasting resources.

3. “We’ve Always Done It This Way”

Construction has traditionally been a male-dominated industry, and many supervisors see no reason to change the way things have always been done. However, as Australia becomes more diverse, so too does its workforce. Holding onto outdated practices will only alienate potential talent and put companies at risk of falling behind. DEI is about adapting to these changes and building a workforce that is resilient and future-proof.

Leading the Change: How Construction Supervisors Can Respond

The backlash against DEI doesn’t have to be a roadblock. By addressing concerns head-on, construction leaders can help their teams understand that DEI is about creating a more inclusive environment for all workers, not about taking opportunities away from men.

1. Acknowledge the Concerns, Then Dispel the Myths

It’s important for leaders to acknowledge that fears around DEI exist and that some workers may feel threatened. Openly discussing these concerns can help dispel the myths. Supervisors should make it clear that DEI is about enhancing the workplace for everyone—not replacing men with women or minority groups.

2. Lead with Data and Real-Life Examples

Construction supervisors can share examples of how DEI has positively impacted the industry. For instance, Lendlease, a leading Australian construction company, has seen improved safety and performance through its inclusive hiring practices. By highlighting such success stories and sharing data that proves the effectiveness of DEI, leaders can provide clarity and build support among their teams.

3. Create an Inclusive Culture on Site

Supervisors can begin fostering an inclusive culture through simple actions like encouraging open communication and intervening when discriminatory behaviour arises. By modelling inclusive behaviour, supervisors set the standard for the entire team. The Emberin Construction Supervisor Inclusive Leadership program offers practical guidance on how to create a culture of inclusion on-site, ensuring that everyone feels respected and heard.

4. Provide Equal Opportunities for Training and Development

When workers see that DEI doesn’t mean taking opportunities away from them, the fear starts to fade. Supervisors should ensure that all workers, regardless of their background, have access to training and development. Offering leadership development programs to everyone demonstrates that talent and hard work—not gender or race—are what really count.

Conclusion: DEI is Not a Threat—It’s a Necessity

The construction industry is facing many challenges, from labour shortages to safety concerns. The last thing we need is to be divided by misunderstandings around DEI. Diversity, equity, and inclusion are not about taking opportunities away from men but about creating a fairer, safer, and more productive industry for everyone.

Leaders in construction can address the backlash by providing clarity, sharing data, and building an inclusive culture. DEI isn’t a threat to men—it’s an opportunity to create a better, stronger workplace for everyone. With the right tools and training, such as those provided in Emberin's Construction Supervisor Inclusive Leadership program, supervisors can confidently lead the change toward a more inclusive future.

References:

• National Centre for Vocational Education Research, Australia’s Construction Industry: Labour Market Challenges, 2023.
• Workplace Gender Equality Agency, Employer’s Guide to Gender Equality in the Workplace, 2021.
• Deloitte Australia, Diversity and Inclusion in the Workplace, 2018.
• Chartered Institute of Building, Diversity, Inclusion, and Wellbeing in Construction, 2018.