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Diversity and Inclusion

Whatever your background or identity, you are welcome at Cundall. We are proud to be an inclusive employer that recognises the value of diversity; where anyone can find joy in what they do.

3 people standing having a conversation against a wood-panelled wall and a light window
3 people sitting on bright office stairs, the front 2 are having a conversation
2 pairs of people discussing printed documents, one pair in the background is sightly blurred and the other is closer and in focus
3 people standing in an office meeting area against a light window overlooking a city
3 people sitting on one side of an office desk against a grey wall
3 people in the background discussing a technical drawing and a further 2 people holding a drawing but looking at the camera, outside against a white building
4 people sitting in a meeting area in an open plan office and wood-panelled walls
3 people talking to a fourth person with their back to the camera, against an open plan office background
4 people sitting around a white table against a white wall with a colourful wall decoration
4 people sitting around a black office table in a white room talking, a black TV screen and a white Cundall banner are visible in the background
Dubai office team meeting standing in front of window and wooden backdrop
Two sitting people listening to a third person presenting on a screen in a wood-panelled room

Our global diversity and inclusion strategy, Valuing Diversity, was launched in 2020 and commits us to being the most inclusive consultancy in our industry. This is a commitment that shapes who we are and what we do.

At Cundall, we are not only committed to a culture of inclusivity internally, but also to influencing change in the industry for the benefit of all.

Whether through the work we do on ourselves to identify and remove structural barriers to equality, or our involvement with local communities to widen participation in engineering, we are active in our pursuit of a fairer future.

A black framed felt panel with white letters spelling 'everyone matters'
  • In 2021 we adopted the Rooney Rule to bring about greater diversity within leadership positions. Not only does greater leadership diversity drive improved commercial performance, it also unlocks our capacity to better inspire the next generation. After all, you can’t be what you can’t see.

  • We don’t throw around the leadership term lightly. Our leaders recognise that leadership is a tool for others, not just themselves. They understand that inclusive leaders harness humility and curiosity, and encourage, empower and inspire those around them.

  • We have a long, proud history of working actively to encourage young people from all backgrounds to pursue rewarding careers in engineering. Whether through apprenticeships, internships, and summer placements, or providing financial support to students from low-income backgrounds, we are committed to widening participation in STEM.

  • Our affinity networks ensure we amplify the voices and perspectives of underrepresented or marginalised communities within our business. Each network provides space for people to share their experiences, and to push for change. Crucially, each network also sets its own agenda, and is supported by a dedicated budget.

  • We embrace the challenging conversations. Individually and collectively, we can only grow through discourse. We provide a range of engaging learning opportunities to all colleagues on subjects ranging from privilege and power to bias and (the myth of) meritocracy. Our inclusion libraries initiative also makes equality-related texts available to colleagues.

  • Historically, the culture within the construction and engineering sectors has suffered from career opportunities being reserved for the well-connected, rather than the deserving. We have brought an end to this practice, ensuring that at Cundall, fortune no longer favours the connected.

  • Neurodiversity is an umbrella term and includes a ‘spectrum’ of conditions including dyslexia, dyscalculia, ADHD, and autism. We know that around 1 in 8 people are neurodiverse and that they can bring new and valuable perspectives and strengths. We offer education alongside a dedicated neurodiversity policy to ensure all colleagues have access to the support they need to thrive.

  • Enhancing diversity within our leadership is a strategic priority, and we’re committed to being open about our progress (for better or worse). We know there is a long way to go, but we’re moving in the right direction.

“We know that to be the best at what we do, we need a diverse workforce and an inclusive culture”

*We acknowledge that the term “Black & Minoritised Ethnicities” reflects neither the diversity within and between “non-white” ethnic groups, nor the contrasting ethnic and cultural populations of different countries in which we operate. However, as we seek to increase ethnic diversity within the leadership of our global practice, we hope the term is (in the absence of a more suitable alternative) sufficiently instructive.

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