What makes an Inclusive Leader in Construction?
- Suzanne Lindsay
- Jun 24
- 3 min read
The small leadership choices that help people feel seen, supported and able to thrive at work.
Inclusion is not a soft skill. It is a leadership skill. And in construction, where the industry continues to face talent shortages and retention challenges, inclusive leadership has never been more important.
It is not about being nice or ticking boxes. It is not just about who you hire or what you say during Inclusion Week. It is about how you lead, how you make decisions, and how you create space for others to do their best work.
Why Inclusion Matters in Construction
The latest CITB Construction Workforce Outlook highlights the need for 240,000 additional workers by 2029. At the same time, gender pay gap reports and industry surveys continue to show a drop-off in women at mid-career level.
That is not just a diversity issue. It is a leadership pipeline issue.
Inclusive leadership helps retain and grow the talent already in the business. It supports psychological safety on site. It increases trust, collaboration and team performance. And when done well, it helps more people feel seen, heard and valued at work.
The Link Between Inclusive Leadership and Mental Health
Construction continues to face a mental health crisis. Long hours, unpredictable workloads and the pressure to perform can take a toll, especially when workers feel unsupported or overlooked. Inclusive leaders play a key role in prevention. They are more likely to:
Check in on people as humans, not just job roles
Create environments where it is safe to speak up early
Model healthy boundaries and flexible working practices
Parent out-loud
Recognise stress signals early and act before they escalate
When people feel safe, supported and seen, mental health outcomes improve and so does performance.
What Inclusive Leaders In Construction Do Differently
Inclusive leaders are not perfect but they are intentional. They pay attention to patterns, behaviour and opportunity gaps.
As one participant in our Mums in Construction research project put it:
“The right company will value the skills you’ve acquired through motherhood. If they don’t, it’s not the whole industry. It’s just that one place.”
This reminder is powerful for any leader: your actions might be the reason someone chooses to stay.
Here are a few ways inclusive leaders show up differently:
1. They notice who gets seen and invite in voices who might otherwise get missed
They notice: Who always speaks first in meetings? Who is consistently overlooked? Who is not in the room but should be?
2. They lead with curiosity, not assumptions
Rather than making decisions based on what they think others need, they ask open questions. They listen. They are open to change their perspectives and beliefs.
3. They make space for difference
That might mean checking how a returner is settling back in, making sure a part-time worker is given stretch projects, or acknowledging the emotional load someone is carrying outside work.
4. They build teams where people can be themselves
Inclusion is not about lowering standards. It is about removing the barriers that stop people from working at their best.
How We Build Inclusive Leaders at INSIDE
At INSIDE Coaching, we help construction employers build the skills, habits and confidence of inclusive leaders through intentional, research-backed development.
Whether it is helping mums return from maternity leave, training managers in inclusive feedback, or supporting senior leaders to role model change, we know that inclusion grows through leadership.
Because when people feel safe, supported and seen, they do more than stay. They lead.
Want to explore more or share your experience?
If you have seen the difference that inclusive leadership can make as a manager, ally or returner I would love to hear your story.
Real stories shape real change. You can share anonymously, or with permission, we may spotlight your experience to help others lead more inclusively.
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