While Pride Month is a time to celebrate the contributions of LGBTQ+ people across our communities, the reality remains that this group is still underrepresented and under-supported in many industries – including my own: the built environment.
Last year, as part of our efforts to address the skills shortage and support more people entering or remaining in the industry, we partnered with the University of Cambridge to conduct research. One of the most concerning findings was that between 86% and 92% of LGBTQ+ workers in construction do not feel comfortable being open about their sexuality at work.
In 2025, this simply isn’t acceptable and it’s something that HR leaders must address as they unpick deep-seated cultural issues: a lack of diversity, entrenched gender inequality (with around 90% of construction apprenticeships still taken up by men), and discrimination against LGBTQ+ workers.
Why Pride Month matters
Pride Month is the perfect time for HR leaders to address this cultural challenge; we need inclusive cultures for all. We need visible support networks, flexible career pathways and policies that allow everyone – regardless of background – to thrive.
We simply cannot afford to marginalise groups that bring diverse thinking, innovation, and technical excellence to the table. This is why we need everyone to be confident, visible, and valued, especially in a sector like mine, where much more talent is required.
In some organisations, we can see the dial starting to shift. At our parent company, Places for People for example we’ve launched successful initiatives such as FlightPath – a bespoke leadership development programme designed to embed the company’s values and culture within leadership teams – alongside our fantastic Inclusion and Belonging groups. The success of these programmes helped shape the rationale for PfP Thrive to deliver a dedicated leadership development initiative.
The road ahead
That said, there is still much more to be done. I believe HR leaders can help drive this change – from establishing internal steering groups and appointing visible ambassadors, to commissioning bias training and embedding inclusive recruitment practices. These are tangible, actionable steps we can all take. When done well, such efforts don’t just enhance workplace culture – they attract talent, boost retention, and unlock stronger performance.
Driven by our track record, PfP Thrive is working to be part of the solution. Our bespoke training programmes across housing and construction focus not just on compliance or technical skill, but on leadership development and inclusive culture. With our first training academy opening in Derby later this year, we’re collaborating with housing partners to ensure their workforces reflect the communities they serve.
Progress doesn’t happen by accident. It requires intention, investment and leadership. Let Pride Month be a moment not only of celebration, but a renewed call to action – because when we create space for everyone, our entire sector gets stronger.
