Two weeks ago, our first cohort of the Emerging Talent Programme (ETP) graduated. ETP increases access to the built environment sector for individuals from ethnic minority backgrounds. Now, we’re looking for host organisations who want to bolster their teams and demonstrate a genuine commitment to diversity. 

We know as a sector there is more work to be done in this regard. Ethnic minority groups represent 18% of the population of England and Wales (2021 Census) but are under-represented in built environment sectors such as architecture (12%), planning (7%) and construction (6%). During the programme, our recruits work in 6 to 9 month placements across housing, urban development, planning and regeneration. Each recruit also benefits from a senior mentor and regular training days. This provides the recruits with the foundations to be future leaders in the sector. 

Since its launch in 2022, the sector has been positively impacted by the programme. Recruits have played key roles in regeneration and placemaking schemes across London; developed corporate policies and strategies on sustainability and homelessness; coordinated funding initiatives that have improved the energy efficiency of Londoners home; led on planning applications; and some have even contributed to ministerial advice! 

All 15 recruits plan to remain in the sector too, with some already securing roles with our host organisations, and the remaining looking to find their next role in the sector. We can’t wait to see their careers unfold and the change they will lead in the sector. 

After 21 months, there have been clear learnings, none of which are ground-breakingly new but do need to be re-iterated. The most important learning I wanted to share is the importance of embedding a culture of constant learning within your organisation. People and cultures are constantly evolving, therefore organisations should too. For example, EDI training for staff, reviewing policies and developing staff from ethnic minority backgrounds should be seen as ongoing activity, as opposed to a one-off piece of work. Organisations should ensure there are appropriate resources in place to deliver this meaningfully. 

So, what’s next? 

Due to the success of the first cohort, a second cohort launched in April this year and we are currently working towards inducting a new cohort in April 2024. There are a range of options for employers who wants to engage in the Emerging Talent Programme. Please contact me at elaine@futureoflondon.org.uk, if you would like to know more. 

More Information is available at: Ethnic diversity in the built environment sector (futureoflondon.org.uk)