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All In Conference 2025

The “All In” conference this year provided a fantastic mix of insights, inspiration and practical solutions.

A timely reminder; that a fair workplace culture is not just good for people, it is also beneficial for businesses. The benefits of diversity are crystal clear—innovation, better employee engagement, and even stronger financial performance.

In industries like construction, there is a growing skills gap and fostering a culture of equity is vital. It is important not just for attracting new talent but for retaining the fantastic people we already have.

Let me take you through some of the highlights, but first!

What Is the “All In” Conference?

The “All In” conference is organised by Constructing Excellence North East. It’s mission is to encourage behavioural change and foster inclusive workplaces in the construction sector. It has become a regional hub for sharing best practices, supporting businesses, and driving positive change in workplace cultures.

This year’s event delivered powerful highlights, including legal updates, business transformations, and inspiring personal stories.

Constructing Excellence North East Announces All In Conference 2025 – CENE

It left us inspired.

Understanding the Law

Square One Law provided an insightful update on the Equality Act. Some important points included:

• New employer obligations about workplace sexual harassment, effective October 2024.
• Updated guidance on disability.

Directing us to the British Chambers of Commerce (BCC) Workplace Equity Commission 2024 Report. The report outlines a five-point plan for workplace equity.

Does Diversity Include You?

Yes, absolutely—it should include everyone!

Diversity isn’t just about what’s visible.

It’s also about the hidden aspects that make each of us unique.

Visual information on its own without context can be misleading. Transparency and curiosity are key to fostering real understanding and for better representation.

This isn’t about ignoring the lived experiences of others. It’s about creating space to include everyone. It also means tackling necessary and important issues.

A standout quote from the day that really resonated with me: “Everybody is beautifully complicated.”

Belonging Is Freedom

The stats are eye-opening: over 60% of employees would leave their jobs if they felt they didn’t belong.

So, how do we make sure people feel valued and included?

Rather than conducting standard exit interviews, consider proactive approaches like:

• Flight-risk planning.
• Nudge-solving conversations.
• Retention planning.

Avoiding the “Carbon Copy” Approach

Culture is the heart of any organization, and avoiding a one-size-fits-all approach is vital. Balancing “culture fit” with “culture add” can drive authentic, positive change.

Here are some actionable ideas shared during the event:

• Learn through values: Consistently showcase organisational principles.
• Encourage constructive differences: Welcome diverse perspectives.
• Nurture psychological safety: Make it safe for people to speak up.
• Lead through collaboration and transparency: Over-communicate to keep alignment.
• Live your values from the top down: Leadership must set the example.

One handy tip to promote psychological safety?

• Assign a “devil’s advocate” role in discussions—someone tasked with respectfully challenging the status quo.

Engaging in Real Life

True engagement goes beyond participation; it’s about genuine collaboration. Here’s what engagement looks like in action:

• Nurture psychological safety to voice opinions.
• Co-creating values with contribution from everyone.
• Sharing power in decision-making processes.
• Critically evaluating whether current practices truly meet employee needs.
• Don’t be afraid to over-communicate! Clear, honest discussions help tackle the “elephants in the room” effectively.
• Hear other ideas.

Re-framing the Conversation

Promoting Equity Diversity and Inclusion (EDI) isn’t about lowering standards; it’s about breaking barriers while maintaining excellence. Inclusive hiring practices exemplify how businesses can raise the bar and champion diverse strengths.

The responsibility for EDI doesn’t rest solely on HR—it’s a shared mission.

Leaders set the tone, managers shape the culture, and employees drive momentum through consistency and purpose-driven action.

Some key steps include:

• Acknowledging biases.
• Actively addressing divisive narratives.
• Listening to lived experiences.

Helping to break down “us vs. them” and cultivating workplaces that are welcoming for all.

A Call to Action

If there’s one thing to take away from the All In Conference, it’s this: promoting workplace equity is everyone’s responsibility.

We create an echo chamber of thought with no diversity.

• Leaders set the tone.
• Managers nurture the culture.
• EDI should be embedded across all business goals—not just a standalone goal.
• Empower employees to feel heard and valued.
• Stay consistent to build long-lasting change.

People are at the heart of it all. The personal testimonies from Mark Straker (about the The McGuire programme) and Carlos Munez reinforced this.

“People will not forget how you made them feel”- Carlos Munez

The 2025 All In Conference showed us how businesses, employers and people can use their influence as a force for good to create workplaces where everyone can thrive.

Thank you for reading and come back soon!