Engineering has always been a cornerstone of progress, shaping the infrastructure and systems that underpin modern life. Yet, for all its innovation, the sector has historically lagged in embracing equality, diversity, and inclusion (EDI). While strides have been made across the broader engineering and built environment industries, geotechnical and geoenvironmental engineering remain among the least diverse disciplines. This article serves as an opportunity to highlight the current standing of our industry and consider the AGS’s next steps to supporting a more inclusive future.

For decades, engineering was synonymous with male-dominated workplaces. Women entered the profession during wartime out of necessity, only to see their participation decline in peacetime. People of colour, ethnic minorities and individuals with disabilities faced even greater barriers, often excluded from education and employment opportunities. Geotechnical engineering and geoenvironmental science, which emerged as specialist fields in the mid-20th century, inherited these exclusionary norms. Site-based work, often in remote or harsh conditions, reinforced a culture that was difficult for women and minority groups to penetrate. Legislative milestones such as the UK Equality Act and diversity targets introduced by professional bodies like the Institution of Civil Engineers (ICE) and the Geological Society marked turning points, but cultural change has been slow.

Today, the picture is mixed. Across UK engineering, women represent approximately 16 percent of the workforce, according to EngineeringUK. In geotechnical roles, estimates are closer to 10–12 percent, with even lower representation in site-based positions. Ethnic minorities and disabled engineers remain significantly underrepresented. By comparison, civil engineering has achieved slightly better gender diversity, partly due to broader project roles that allow for office-based flexibility. Digital engineering and technology-driven sectors lead the way, benefiting from remote work models that make inclusion easier. Geoenvironmental roles offer unique opportunities because of their sustainability focus, which attracts climate-conscious graduates. However, retention remains a challenge, as many leave due to cultural barriers and lack of career progression. The truth of the matter is that there is limited data available for the geotechnical and geoenvironmental sector, we have a gap in data for the industry which makes it difficult to benchmark against other engineering practices.

The geotechnical and geoenvironmental engineering disciplines are central to solving some of society’s most pressing challenges, from stabilising infrastructure in flood-prone areas to remediating contaminated land and designing climate-resilient foundations. Diverse teams bring fresh perspectives to these complex problems, fostering innovation and resilience. Beyond innovation, there is a strong business case. Inclusive firms outperform their peers in safety, stakeholder trust, and talent retention. In a sector where projects often impact vulnerable communities, diversity is not just a moral imperative; it is essential for equitable outcomes.

Despite the benefits that a diverse workforce offers, significant blockers remain. Physical demands and site culture are among the most cited challenges. Harsh conditions, long travel times, and inflexible schedules deter individuals and those with caring responsibilities. The pipeline problem persists, with few students specialising in geotechnical engineering compared to structural or environmental disciplines. Perception plays a role too: these fields are often seen as “traditional” and less tech-driven, limiting their appeal to younger, diverse talent. Practical issues such as inadequate site facilities and poorly fitting personal protective equipment (PPE) compound the problem. Unconscious bias in recruitment and promotion continues to favour familiar profiles, perpetuating a cycle of exclusion. The gender pay gap still exists.

To accelerate progress, the sector must adopt a multi-faceted approach. Inclusive site practices, such as gender-inclusive facilities and PPE designed for all body types, are essential. Flexible work models, leveraging digital geotechnics and hybrid site visits, can make roles more accessible. Mentorship programs and visible role models are critical for inspiring the next generation. Education outreach must start early, with diverse ambassadors promoting these disciplines in schools and universities. The correct financial reimbursement for the roles people undertake making our jobs more competitive and appealing. Finally, leadership accountability is non-negotiable. Diversity targets should be tied to performance metrics, ensuring that inclusion is embedded in organisational culture rather than treated as a box-ticking exercise.

Throughout 2026 and into the future, the AGS and partners across and outside of the industry will take a closer look at these benefits and challenges, mapping the path toward a more inclusive sector with hopefully, key points for you to consider and put into action. We will target our industry to shine a spotlight on good practice and highlight key gaps in our progression. If you have a story or insight to share, we’d love to hear from you, please contact the AGS and let us know.

The future holds promise. Sustainability can serve as a magnet for diverse talent, positioning geoscience roles as careers for those passionate about climate action. Advancements in technology opens avenues for a more inclusive environment. Global collaboration will be key, as sharing best practices across regions accelerates progress. Lessons from the wider engineering and built environment sectors show that change is possible with commitment and creativity. The challenge now is to turn good intentions into lasting impact.

Article provided by Bradley Falcus (Principal Administrator, Central Alliance Pre Construction Services Ltd)