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Rene Kejang: ‚Education on Black History must be at the fore of D&I evolution in construction‘
We are supporting Black History Month across our global regions this October. With a workforce of 8,500+ employees, our people hail from 53 unique nationalities. This is an important initiative for Mercury that allows us to celebrate black culture and heritage, while recognising the contributions of our diverse people.
As an employer of choice, we value new blood to ensure that we stay ahead and absorb the flow of diverse talent into our DNA. Our commitment to diversity & inclusion is one of the key drivers of our winning culture, and our dedication to equality goes beyond yearly initiatives, with equality being a core part of our ethos.
Rene Kejang is a Quality Environmental Health and Safety Lead with Mercury currently based in Brussels, Belgium. Over the past seven years, Rene has worked for Mercury in regions such as Germany, England, Switzerland, and France. Rene recently spoke to us about what Black History Month means to him, and his experiences of working in the construction industry.
Why is it important to promote D&I within the workplace?
“Diversity of culture and thoughts, positively improves the workplace and helps to bring creativity, different perspectives, and ultimately more varied and improved outcomes. It fosters a more inclusive atmosphere and ethos in the company. Furthermore, a diverse workforce can give an organisation an important edge and ultimately lead to higher returns, as different backgrounds lead to new and improved ideas which can ultimately result in increased profits. It allows employees to gain enriching experiences and to learn about perspectives and traditions from around the world.”
What challenges have you faced while working in the construction industry?
“I have more than fourteen years’ experience in EHS roles throughout the construction industry, and with previous organisations I experienced profiling because of my colour, accent, and culture. It’s crucial that we have an open and inclusive work environment so that all team members feel empowered to contribute, but this has not always been the case. There are times when I was made to feel incapable by others, despite having the right skills, knowledge, and experience for the job.”
“Many people are ignorant about the fact that language and choice of words in the workplace can be offensive. I have experienced times where previous colleagues failed to regard me as equal, and this made me feel very inferior. In some past roles it was clear that I would not be accepted in leadership positions or be able to apply to senior management roles despite meeting job requirements.“
„However, my experiences at Mercury have been very different to this. Senior management here has always been very supportive to me, and non-tolerant to any form of workplace discrimination. I’ve been a QEHS Manager here for a number of years.”
What do you believe can be done to improve diversity & inclusion in the construction industry?
“Education must be at the forefront of improving workplace diversity & inclusion. I believe that Black History Month is a great opportunity to raise awareness, but greater emphasis should be put on promoting diversity and equality in the workplace all year-round, not just for one month. This is necessary because many are still ignorant when it comes to colleagues from other cultures and backgrounds. Increased education around black history will lead to better morale and relationships between employees, which in turn leads to better results for the company overall.”
DIVERSITY & INCLUSION
At Mercury, our drive towards diversity & inclusion is one of the key driving factors behind our winning culture.
We have put in place a Diversity & Inclusion Policy that is driven by our Executive Management Team. Diversity & Inclusion is woven into the fabric of the vision and values of Mercury, not only through our culture, but through the entire life cycle of the employee experience.
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