As well as adhering to all legislation regarding equal opportunities (Equalities Act 2010), Walsh has found that teams made up of people from a diverse range of demographics encourages lateral thinking and creative problem solving. The kind of thinking and creativity that is absolutely essential to deliver the engineering excellence our client’s projects need.
The protected characteristics that we see within Walsh both now and in the future include but are not limited to:
- Age
- Gender
- Race, colour, nationality, ethnic or national origin
- Religion or belief
- Disability
- Trade union membership or non-membership
- Sexual orientation
- Pregnancy, maternity and
paternity - Gender reassignment
- Marriage/civil partnership status
- Educational background
- Socio-economic background
- Caring responsibilities
- Employment status e.g. a part-time or fixed term worker.
- Age
- Gender
- Race, colour, nationality, ethnic or national origin
- Religion or belief
- Disability
- Trade union membership or non-membership
- Sexual orientation
- Pregnancy, maternity and
paternity - Gender reassignment
- Marriage/civil partnership status
- Educational background
- Socio-economic background
- Caring responsibilities
- Employment status e.g. a part-time or fixed term worker.
Our Diversity, Equality & Inclusion Lifecycle
From application to interview and employment to exit interview, we place inclusion at the heart of all we do.
We advertise job vacancies on a wide variety of platforms which include job boards, portals, websites, magazines and specialist agencies to reach a diverse pool of candidates. We ensure that all advertisements have adopted a neutral tone and that clear and concise language is used. We also highlight company benefits and initiatives in the posts.
The platforms we use range from specific structural and civil engineering agencies like Walker Dendle, business portals such as LinkedIn/Indeed, Gov.uk apprenticeship portals and specialist diversity portals DiversityWorking.com and Recruit Disability.
When inviting candidates in for interview, we ask candidates if they have any special requirements or need reasonable adjustments so that we can proactively create an inclusive and supportive environment.
Walsh designs all working practices and procedures to ensure that:
- no job applicant or employee receives less favourable treatment because of a protected characteristic
all team members can present their authentic self in the workplace without fear of prejudice or judgement - if a colleague leaves, an exit interview is conducted to identify any areas of improvement that we can make to retain high quality talent in future.
We have a record number of Apprentices studying a wide range of apprenticeships at different levels as we continue to build a highly skilled workforce. Priority is given to candidates from some of the most deprived local communities in the London Borough of Southwark.
We attend careers fairs at local universities and colleges (e.g. Southbank University and Imperial College London) networking with all students from difference backgrounds, cultures, educations levels, and experience to highlight opportunities available to them at Walsh. We have a graduate training scheme, and have a summer placement programme for students / school leavers.
We offer enhanced and shared parental leave for mothers and fathers.
We run a ‘recommend a friend’ scheme whenever we are recruiting and provide bonus payments to support this, encouraging our already diverse team to reach out to their own communities.
In doing this, Walsh proactively creates a positive working environment where individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.
We advertise job vacancies on a wide variety of platforms which include job boards, portals, websites, magazines and specialist agencies to reach a diverse pool of candidates. We ensure that all advertisements have adopted a neutral tone and that clear and concise language is used. We also highlight company benefits and initiatives in the posts.
The platforms we use range from specific structural and civil engineering agencies like Walker Dendle, business portals such as LinkedIn/Indeed, Gov.uk apprenticeship portals and specialist diversity portals DiversityWorking.com and Recruit Disability.
When inviting candidates in for interview, we ask candidates if they have any special requirements or need reasonable adjustments so that we can proactively create an inclusive and supportive environment.
Walsh designs all working practices and procedures to ensure that:
- no job applicant or employee receives less favourable treatment because of a protected characteristic
all team members can present their authentic self in the workplace without fear of prejudice or judgement - if a colleague leaves, an exit interview is conducted to identify any areas of improvement that we can make to retain high quality talent in future.
We have a record number of Apprentices studying a wide range of apprenticeships at different levels as we continue to build a highly skilled workforce. Priority is given to candidates from some of the most deprived local communities in the London Borough of Southwark.
We attend careers fairs at local universities and colleges (e.g. Southbank University and Imperial College London) networking with all students from difference backgrounds, cultures, educations levels, and experience to highlight opportunities available to them at Walsh. We have a graduate training scheme, and have a summer placement programme for students / school leavers.
We offer enhanced and shared parental leave for mothers and fathers.
We run a ‘recommend a friend’ scheme whenever we are recruiting and provide bonus payments to support this, encouraging our already diverse team to reach out to their own communities.
In doing this, Walsh proactively creates a positive working environment where individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.
A Snapshot of Our Diversity, Equality & Inclusion Statistics
Figures last updated December 2023
