Page 6: Conclusion
Tarmac is deeply committed to a vision of diversity and inclusion among its staff. However, there are challenges to be addressed. Diversity is dynamic. Tarmac's workforce changes regularly. A diverse staff at one location may become much less diverse through promotions, resignations and retirement. In addition, economic conditions also change. Recruitment unavoidably slowed quite sharply following the recession and the public spending cuts of 2010/2011.
There are no simple answers to these problems. Tarmac, however, is a pioneer in making diversity and inclusion central to its HR policy and wider business strategy. The quarrying and heavy building materials industries have been historically dominated by able-bodied men. This makes it a challenging area to develop a diversity policy, yet that only makes the need greater. A very significant part of Tarmac's overall competitive advantage depends on the collective interaction, talent and insight of its workforce. Diversity and Inclusion are not just a set of boxes to be ticked. They are a part of culture that enables Tarmac to stand out from competitors.