I’m thrilled to sit down with Luca Calarailli, a seasoned expert in the construction industry with a deep background in design and architecture. Luca’s passion for integrating technology and innovation into construction practices is matched by his commitment to fostering a more inclusive industry. Today, we’re diving into the impactful work of Construction Inclusion Week (CIW) 2025, exploring its record-breaking sponsorships, its mission to build belonging, and how it navigates challenges in a complex social and political landscape. We’ll also touch on the practical tools and resources CIW offers to transform jobsites into spaces of respect and opportunity.
Can you share what Construction Inclusion Week is all about and why it was created in the first place?
Construction Inclusion Week, or CIW, is a grassroots movement within our industry aimed at promoting diversity, equity, and inclusion. It’s about creating an environment where every worker feels they belong and are treated with respect. The initiative started in 2021, largely spurred by the social unrest following George Floyd’s murder. That tragedy, combined with disturbing incidents like nooses appearing on jobsites across North America, was a wake-up call for the industry. It highlighted deep-seated issues of bias and exclusion that needed urgent attention, and CIW was born out of a collective desire to address those problems head-on and build a better culture on our worksites.
How do you see the social upheaval after 2020 shaping the goals and urgency of CIW?
The events of 2020, particularly the widespread calls for racial justice, really forced the construction industry to confront some uncomfortable truths. There was a heightened awareness of systemic inequalities, and for many in our field, it became impossible to ignore how those issues played out on jobsites. CIW’s urgency came from a need to not just react to these events, but to proactively change the narrative. It’s about ensuring that our industry isn’t just a place to work, but a place where everyone—regardless of background—can feel safe, valued, and empowered to build a career.
What’s behind the record-breaking 132 sponsors for CIW 2025, especially with a 21% increase from last year?
I think this surge in sponsorship reflects a growing recognition within the industry that diversity and inclusion aren’t just nice-to-haves—they’re essential for growth and innovation. With 132 sponsors, including contractors, trade partners, and associations, there’s a clear signal that companies see CIW as a platform to align with values that matter to their workforce and clients. The 21% jump from last year shows that momentum is building; more organizations are realizing that supporting CIW isn’t just about optics, but about contributing to real, lasting change in how we operate as an industry.
Why do you think so many sponsors, particularly 23 at the ‘Visionary’ level, have stepped up beyond expectations?
Surpassing the goal of 10 Visionary sponsors to reach 23 is a testament to how much the industry is buying into CIW’s mission. I believe these sponsors see it as a chance to lead by example. Being at the Visionary level isn’t just about financial support—it’s about signaling a deep commitment to transforming the industry’s culture. These companies likely understand that fostering inclusion can attract diverse talent, improve team dynamics, and even enhance their reputation in a competitive market. It’s an investment in the future of construction.
How is CIW working to create a sense of belonging and respect for everyone in the industry?
CIW is focused on tangible actions to build that sense of belonging. It’s not just about rhetoric; it’s about changing behaviors and mindsets on the ground. For 2025, the initiative emphasizes creating inclusive pathways for career growth, welcoming people who might have felt excluded in the past. This means everything from fostering dialogue about respect and dignity during the week-long event to providing resources that help employers and workers alike understand how to create a supportive environment. It’s about making sure every person on a jobsite feels seen and heard.
What specific programs or activities during CIW 2025 are designed to enhance dignity on jobsites?
CIW 2025 includes practical tools like toolbox talks, which are short, focused discussions held on-site to address topics like respect and inclusion. These are available in both English and Spanish to ensure accessibility. There are also webinars and guides that offer strategies for professional growth and mental health support. These resources aim to equip workers and leaders with the language and skills to handle sensitive issues, resolve conflicts, and build a culture where dignity isn’t just an ideal, but a daily practice.
How does CIW address the politically charged atmosphere surrounding diversity and inclusion efforts?
CIW navigates this tricky landscape by staying focused on its core mission—building an industry where everyone can thrive. Despite pushback on DEI initiatives in some political spheres, CIW emphasizes universal values like respect and opportunity that transcend partisan divides. They’ve maintained their commitment to inclusivity by keeping the conversation centered on the human element: how do we make jobsites better for every worker? By sticking to that principle, CIW continues to rally support even in a polarized environment.
With resources like toolbox talks in multiple languages and mental health guides, how do these tools make a difference for workers and employers?
These resources are game-changers because they meet people where they are. Toolbox talks in English and Spanish break down language barriers, ensuring that critical conversations about inclusion reach a wider audience. The mental health guides are tailored to address the unique stressors of construction work—like long hours, physical demands, and sometimes isolating conditions—offering practical coping strategies. For employers, these tools provide a framework to support their teams, reduce turnover, and create healthier work environments. It’s about giving everyone the means to succeed.
What’s your forecast for the future of diversity and inclusion in the construction industry?
I’m optimistic about where we’re headed, though there’s still a long road ahead. Initiatives like CIW are laying a strong foundation by normalizing conversations around inclusion and equipping the industry with actionable tools. I believe we’ll see a gradual but steady shift—more diverse talent entering the field, better retention rates, and a culture that prioritizes respect as a core value. The challenge will be sustaining momentum amid external pressures, but with growing support and commitment, I think construction can become a model for what true inclusion looks like in any industry.
