Giving the construction industry a second chance: a Q&A with UCEM Apprentice Jodi-Ann Morgan
Posted on: 14 February, 2024
What does the built environment need to do to improve diversity and representation? We sat down with apprentice quantity surveyor Jodi-Ann Morgan to find out.
The built environment has significant ground to cover to improve its diversity. Despite growing awareness and a shift in attitudes in recent years to one of inclusivity, research suggests there’s still much to be done to boost representation in the sector.
According to research, people from ethnic minority backgrounds make up just 6% of the construction workforce, and an even smaller percentage of many specific professions, like landscape professionals (just 0.6%). However, while progress is being made, it’s not fast enough – inclusion of ethnic minorities in the construction and utilities sectors rose just 0.4% between 2021 and 2022.
As part of UCEM’s Be Part of the Change campaign we sat down with Jodi-Ann Morgan, Junior Cost Consultant at Arcadis and a quantity surveying apprentice at UCEM, to understand more about the challenges and obstacles facing ethnic minority students in the sector.
About Jodi-Ann
Jodi-Ann is in the final year of her journey to become a chartered surveyor, having commenced her studies in 2019. She has twice been nominated in UCEM’s Built Environment Apprenticeship awards in the Apprentice of the Year category, winning in this year’s ceremony. She joined Arcadis in 2022, having previously held roles at Diviani Consulting and DSB Construction Consultants.
Q: What inspired you to pursue a career in the built environment?
A: I chose my current industry because I wanted to be part of a versatile field where I could engage in various activities, witness diverse experiences, and have the opportunity to travel the world based on my qualifications. Another factor that motivated me to pursue this role was the lack of representation I observed, especially among black women, in the industry.
Q: Tell us about your journey in the sector so far
A: When I initially started my career, I encountered challenges that were new to me, both professionally and personally. I often felt excluded and like I didn’t belong due to my race. There were instances where my experiences were belittled, and I perceived a lack of progress compared to my white colleagues. I even faced insensitive questions about why I didn’t choose a stereotypical occupation like nursing, which further reinforced my feeling of being an outsider.
These experiences took a toll on my mental health, leading to depression and eventually causing me to leave the industry feeling demoralized and defeated. For a few years, I pursued a completely different career path, believing that it was my new destiny.
However, one day, I made the decision not to give up. I decided to give the construction industry another chance, and fortunately, I found a company that actively promotes diversity and inclusion. They provide platforms such as forums and calls where we can openly discuss our experiences and work together to bring about positive change.
This company has given me a voice to address topics that are important to me and raise awareness within the industry. My current goal is to be a voice for others, particularly young individuals, to ensure they don’t encounter the same challenges I faced. It’s my aspiration to create a more inclusive and supportive environment that embraces diversity in all its forms.
Q: What has been your biggest challenge as an under-represented person in the industry?
A: The most significant hurdle I have faced in the industry is the constant feeling of not belonging. I rarely encountered individuals who looked like me or came from diverse backgrounds, which sharply contrasted with my experiences growing up and attending schools with a rich mix of cultures.
In previous customer service roles, diversity was the norm, but transitioning to an office environment where I was the only black person was a major adjustment. I became acutely aware of my clothing choices and hairstyles, unsure of how they would be received. Additionally, I often experienced the disheartening assumption that I was incapable of handling certain tasks or progressing to higher levels solely based on my gender and race.
This prejudiced mindset created additional barriers to my professional growth and left me feeling underestimated and undervalued. Overcoming these challenges required immense resilience and self-belief.
Q: What is something that could improve your experience?
A: I strongly believe that hiring teams should prioritize being mindful of the diversity and inclusion of their employees. It’s crucial for companies to ensure a healthy mix of cultures and races within their workforce. Moreover, it’s essential to establish safe spaces within the workplace where individuals feel comfortable speaking up if they ever feel out of place or have valuable ideas for improving the work environment.
Learn more: Improving public sector diversity through apprenticeships
Creating an inclusive workplace is not only about meeting diversity quotas; it’s about reflecting the diverse society we live in. By embracing a world of different faces, backgrounds, and perspectives, companies can foster creativity, innovation, and a stronger sense of belonging for all employees. It’s through this commitment to diversity and inclusion that organizations can truly thrive and make a positive impact in our ever-evolving world.
Q: What is one thing you would change in your industry?
A: A significant change I would make in the industry is to ensure greater representation of individuals from diverse backgrounds in higher positions. It’s crucial to break down the barriers that hinder the progression of underrepresented groups and create a more inclusive leadership landscape.
By actively promoting and supporting individuals from different backgrounds, we can tap into a broader range of perspectives, ideas, and experiences. This not only enhances the overall decision-making process but also fosters a more inclusive and equitable work environment. Having diverse leaders at the helm can inspire others from underrepresented communities to aspire to higher positions and drive positive change within the industry.
Learn more: Moving from a gender to an inclusion focus: a Q&A with Building People Founder Rebecca Lovelace
Q: What are you most proud of in your studies or career?
A: I take great pride in my academic journey, especially considering the numerous challenges I have encountered throughout my career. Despite feeling like I didn’t belong at times and facing personal struggles that affected my studies, I persevered.
It was during this challenging period that I discovered I am dyslexic, which added an additional layer of difficulty to my educational journey. However, I refused to let these obstacles define me or hinder my progress. I remained resilient and determined to succeed. Now, as I approach my final semester, I can’t help but feel an immense sense of pride in how far I have come. Despite the setbacks and hardships, I have managed to overcome them and reach this important milestone.
I’m committed to putting forth my best efforts and using the skills and knowledge I have acquired throughout my academic journey. I’m confident that with my perseverance and dedication, I will be able to overcome any remaining challenges and achieve my desired outcome.
Q: What advice would you give your past self?
A: If I could offer advice to my younger self, it would be this: don’t be too hard on yourself. Understand that better days lie ahead and keep pushing forward. Remember that someone will recognise your unique qualities and talents. If a particular place or opportunity fails to see your true value, keep persevering and knocking down doors until you find a place that appreciates and acknowledges your worth.
Q: Where is your career taking you next?
A: My career offers me the opportunity to grow and reach new heights, enabling me to achieve personal goals such as starting a family. Additionally, it provides me with a platform to connect with the younger generation, offering guidance and insights into pursuing a similar career path or providing advice on entering any chosen role.
In the following months we will continue to bring you perspectives, opinions and stories from students, alumni, academics and industry professionals across the built environment.
To find out more and get involved with the Be Part of the Change campaign, visit the homepage, and if you’d like to get in touch with our Student Ambassadors for EDI, email outreachandinclusion@ucem.ac.uk
