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Equality diversity and inclusion at Venesky Brown
Our Impact → Equality, Diversity & Inclusion

Equality, Diversity & Inclusion

Reflecting the communities we serve.

One of the key commitments in our Elevate Social Value Strategy is to maintain an inclusive and transparent recruitment process, ensuring that our workforce reflects the diverse communities we serve.

By aligning the make-up of our workforce with the make-up of society, we aim to meet and exceed our equality, diversity and inclusion commitments in an evolving landscape.

Inclusive recruitment Diverse communities Transparent processes

INCLUSIVE RECRUITMENT IN PRACTICE

At Venesky Brown we recruit across a wide range of roles, sectors and locations, and we use this reach to open up opportunities for people from different backgrounds and life experiences. Our approach includes:

  • Prioritising local employment, with targets for at least 60% of project workers from within 25 miles of site and 80% from within 40 miles.
  • Supporting people who are under-represented or distant from the job market, including ex-offenders, veterans and voluntary returners to work.
  • Using fair, consistent and transparent recruitment processes that focus on skills and potential.
  • Working with schools, colleges and training organisations to widen awareness of careers across infrastructure, energy and the public sector.

“We strive to champion diversity across gender, ethnicity and socio-economic background, so that our workforce reflects the communities we serve.”

OUR EDI PRIORITIES

Our EDI work is built around three priorities: representation, culture and access.

  • Representation
  • Improve the diversity of candidates and hires at all levels.
  • Track and analyse workforce data to understand gaps and opportunities.
  • Align project teams with local demographics where possible.
  • Culture and inclusion
  • Create a workplace where people feel safe to speak up and be t
  • Embed wellbeing and inclusion into performance, leadership and people policies.
  • Use surveys, feedback loops and campaigns to understand lived experience and act on it.
  • Access and opportunity
  • Provide apprenticeship, training and progression pathways, targeting at least 5% of our workforce in apprenticeship roles.
  • Offer two paid volunteering days per year so colleagues can support causes that reflect their values and communities.
  • Partner with organisations supporting young people, ex-offenders and those facing barriers to work.

Inclusive Recruitment in Practice

We use our reach across sectors, locations and projects to open up opportunities for people from different backgrounds and life experiences.

At Venesky Brown, we welcome diversity and fully appreciate that everyone has something unique to offer. We respect and understand these differences and aim to make the most of everyone’s talents. Our approach includes:

  • Prioritising local employment, with targets for at least 60% of project workers from within 25 miles of site and 80% from within 40 miles.
  • Supporting people who are under-represented or distant from the job market, including ex-offenders, veterans and voluntary returners to work.
  • Using fair, consistent and transparent recruitment processes that focus on skills and potential.
  • Working with schools, colleges and training organisations to widen awareness of careers across infrastructure, energy and the public sector.
“

We strive to champion diversity across gender, ethnicity and socio-economic background, so that our workforce reflects the communities we serve.

Venesky Brown
60%
of project workers hired from within 25 miles of site
80%
of project workers hired from within 40 miles of site
20+
years recruiting across infrastructure, energy and public sector
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Our EDI Priorities

Our EDI work is built around three priorities: representation, culture and access.

Representation

  • Improve the diversity of candidates and hires at all levels.
  • Track and analyse workforce data to understand gaps and opportunities.
  • Align project teams with local demographics where possible.

Culture & Inclusion

  • Create a workplace where people feel safe to speak up and be themselves.
  • Embed wellbeing and inclusion into performance, leadership and people policies.
  • Use surveys, feedback loops and campaigns to understand lived experience and act on it.

Access & Opportunity

  • Provide apprenticeship, training and progression pathways, targeting at least 5% of our workforce in apprenticeship roles.
  • Offer two paid volunteering days per year so colleagues can support causes that reflect their values and communities.
  • Partner with organisations supporting young people, ex-offenders and those facing barriers to work.

Partnerships and Commitments

Our EDI work is strengthened by the partnerships, accreditations and commitments that hold us to account.

We hold the Social Value Quality Mark at Silver level, recognising our systematic approach to delivering and evidencing social value across our operations and client engagements.

Social Value Quality Mark Silver

We hold the Armed Forces Covenant Bronze Employer Recognition Scheme award, with active plans to progress to Silver level.

Armed Forces Covenant Bronze Award

Our mental health partnerships complement our internal Mental Health First Aider programme and our commitment to creating psychologically safe working environments on every project we support.

Lighthouse The Construction Charity
Mates in Mind

Our community partnerships are linked to the regions where our projects operate, helping us create genuine and measurable social value on the ground.

Rock Trust ending youth homelessness
The Safety Superhero Academy
Career Ready

These commitments help demonstrate our focus on fair work, inclusion and accessible employment opportunities.

Living Wage Employer
Investors in Diversity Silver
Disability Confident Committed

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PARTNERSHIPS AND COMMITMENTS

Our EDI work is strengthened by the partnerships and accreditations that hold us to account. These include:

  • Social Value Quality Mark – Silver award, recognising our systematic approach to delivering and evidencing social value.
  • Armed Forces Covenant and Bronze Employer Recognition Scheme award, with plans to progress to Silver.
  • Membership of Mates in Mind and partnership with Lighthouse to support mental health in construction and allied sectors.
  • Community and employability partners such as Rock Trust, Men in Sheds, Safety Superhero, Wee Adventurers and others.
  • Alignment of Elevate pledges with UN Sustainable Development Goals on good health, quality education, gender equality, decent work, economic growth and climate action.