Diversity & Inclusion

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.
Jean O’Donovan
Madeleine Groves
Katy Hallums
Tony Manchester
Sarah Fu
Alice Monti
Andy Fisher
Martin Lambert
Kerlous Sidhom
Fred Merrett
Ben Hardings-Deans
Christina Ayriss
Ned Arbuthnott
Nathan Goodfellow
Mike Rutherford
Nick Revens
Harry Wyatt
Eoin Kelly
Martin Lambert
Sarah Fu
Fred Merrett
Katy Hallums
Tony Manchester
Ned Arbuthnott

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

Taking Sustainability Seriously

Sustainability is in our DNA and we have our own ambitious goals to achieve Net Zero as a business and with our designs. With innovative in-house monitoring tools, Walsh clients have seen on average reductions of 10-20% total embodied carbon, with some of our flagship work achieving 60-70% reductions compared with baseline figures.