MWCC and Brico Depôt have presented the results of the first Observatory on LGBTI Diversity and Inclusion in the renovation and construction sector; a pioneering snapshot that shows the perceptions and realities of the community in a sector that is still highly male-dominated and faces major challenges in terms of inclusion.

The data was released during the sector conference ‘Building Better: LGBTI Diversity in Construction’, organised by Brico Depôt in collaboration with REDI and MWCC as part of its social impact initiative Building Better, which seeks to transform the DIY and construction sector into a more inclusive, safe and opportunity-filled space for all people, regardless of their gender, identity or orientation.

Structural invisibility and discriminatory behaviour

One of the main conclusions of the Observatory is that almost half of professionals in the sector (49%) say they do not know if there are LGBTI+ people in their work environment. This invisibility is even more pronounced in traditionally male-dominated trades such as plumbing, where the percentage rises to 56%, carpentry, with 55%, and electricity, with 54%.

For her part, María Ortuño, deputy director of REDI (Business Network for LGBTI Diversity and Inclusion), has stressed the importance of opening up spaces for visibility in traditionally male-dominated sectors: "With “We Build Better”, REDI and Brico Depôt are opening up a brave and necessary space to raise awareness of LGBTI diversity in the field of renovation and construction. This is a sector that is evolving rapidly but still faces invisible barriers. Diversity and inclusion policies enable companies to be more innovative and to attract and retain talent."

In addition to this invisibility, the Observatory warns of the normalisation of discriminatory attitudes, a phenomenon which, although less explicit than in previous decades, continues to limit full inclusion. The data reveals that 42% of those surveyed acknowledge the habitual use of inappropriate language or behaviour towards the LGBTI+ community, with a particular incidence in areas such as construction (48%) and retail (47%). In addition, 16% of professionals have witnessed acts of homophobia or explicit contempt—a figure that rises to 29% in the facilities sector—reflecting that, despite social progress, dynamics that perpetuate exclusion persist.

Perhaps the most worrying finding is that 18% of respondents know people who have chosen to hide their identity for fear of rejection, a sign that many work environments still do not guarantee basic psychological safety.

Perceptions by gender, age and sector: a positive generation gap

The Brico Depôt Observatory also reflects a clear lack of representation that goes beyond invisibility: 72% of professionals say they do not know what roles people from the community hold in their organisation, and only 10% believe they can access any position. Barely 1.6% see LGBTI+ people in leadership positions.

Despite this outlook, the report also offers encouraging signs that call for action: professionals under the age of 40 show greater awareness of the lack of inclusion and visibility, with significantly higher than average percentages identifying these barriers. This generational gap is not anecdotal, but rather an opportunity. The younger generations, who are more aware and accustomed to diverse environments, can be key agents of change in accelerating mentoring policies, promoting inclusive leadership and redefining role models within organisations.

In fact, when asked about the measures needed to move forward, workers in the sector themselves identify raising awareness of diversity and promoting a more inclusive work culture as priorities, with 41% and 40% respectively. They also highlight the importance of increasing the participation of the LGBTI+ community in decision-making (26%) and implementing policies on equality, harassment prevention and the promotion of inclusive leadership.

A sector in need of transformation: proposals for inclusion

The Observatory's data presented during the conference paint a picture of structural invisibility in the sector. However, it is true that the renovation and construction sector is already taking steps towards greater inclusion and visibility of the LGBTI+ community, with initiatives and good practices beginning to pave the way in environments that have traditionally been closed to diversity.

This was highlighted at the round table discussion ‘Demolishing attitudes, building inclusion’, held as part of the sector conference, where companies such as FCC, MWCC, Holcim and Brico Depôt discussed the importance of implementing inclusive policies, raising internal awareness and creating safer and more respectful workplaces for everyone.

David García Núñez, Director of Communication for the Construction and Concessions Division of the FCC Group and President of MWCC, stated that ‘the construction sector is taking a leading role in the design and development of inclusive, diversity and equality policies. The implementation of these policies is a source of attraction and retention of corporate talent, allows us to develop safe workplaces and undoubtedly represents the logical social evolution within organisational structures’.

Along the same lines, Laura López, head of corporate communications at Holcim Spain and a partner at MWCC, reaffirmed the sector's commitment to moving towards safer and more inclusive environments: ‘The commitment of companies such as Holcim is to reshape our sector and build an inclusive culture on solid foundations, so that each person can be and give their best.’

About the Brico Depôt study ‘Observatory on LGBTI Diversity and Inclusion’

Research commissioned by Brico Depôt to understand perceptions of diversity and inclusion in the renovation and construction sector, with a specific focus on the reality of the LGTBI+ community. The study was conducted among more than 2,200 professionals from this industry with different profiles, including carpentry, construction, electricity, plumbing, installation and retail channel professionals, covering the different formats and operators in the sector. It took into account distribution by gender identity, age group, geographical area, nationality, type of employment and job speciality.