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The View from the Ground Up: Building Inclusive Project Teams

My career in construction project management didn't start in a boardroom or behind a laptop. It began in the trenches on-site, literally, as a day laborer on the island of Trinidad. I learned every trade I could on-site, working under the blazing Caribbean sun, with the cool breeze and the unpredictable demands of the job site.

That early exposure taught me a hard truth: too many people are judged by what they appear to be, rather than what they're capable of delivering on construction projects.

I've seen welders who couldn't read technical drawings outperform engineers in problem-solving. I've worked alongside workers who didn't speak the dominant language fluently but could lead diverse teams with empathy and grit that MBA graduates couldn't match. These experiences taught me that we often overlook talent in project management because of unconscious biases we're not even aware we hold.

The Many Masks of Unconscious Bias in Project Management

Bias in project teams isn't always loud or overt. Sometimes it's silent, affecting team performance in ways we don't immediately recognize. It whispers in who we listen to during project meetings, who we trust with critical responsibilities, who we mentor for leadership roles, and who we unconsciously ignore.

Bias wears many masks in construction and project management—and some of the most dangerous are worn by those who speak the language of inclusion but behave in ways that exclude team members from meaningful participation.

This isn't just a workforce problem; it's a leadership challenge that affects project outcomes. I've seen unconscious bias and traditional assumptions create unnecessary silos, limit cross-functional collaboration, and kill innovation on construction sites. And make no mistake: this doesn't just happen on the ground—it happens in executive boardrooms too.

Why Inclusion Is Not a Checkbox for Project Success

Inclusion can't be faked, and it's not something to tick off on a monthly HR report. True inclusion is felt by every project team member. It's built into the culture of high-performing project teams, and it starts with leadership that's willing to listen, reflect, and adapt their management style.

Inclusive project leadership means understanding that your quietest team member might have the most insightful solution to a complex construction challenge. It means seeing your project team not as positions on an organizational chart, but as a collection of diverse minds and perspectives with different ways of approaching the same problem.

This cognitive richness becomes your competitive advantage in project delivery.

Real Diversity and Inclusion Strategies That Work

You don't need a cabinet meeting, an act of Parliament, or a million-dollar budget to build inclusive, high-performing project teams. What it takes is authentic intention and attention, combined with conscious leadership practices.

Teams that feel seen, heard, and ready to deliver exceptional results are built with purpose and presence. These four field-tested strategies have worked for me across construction projects and regions—and they're ready for you to implement today:

1. Impartial Recruitment for Project Teams

Look beyond the resume and traditional qualifications. Delve into candidates' real-world experience, attitude toward challenges, and adaptability under pressure. Hire for potential and problem-solving ability, not just polish and credentials.

Example: That welder who innovated a solution saving three days on a critical path activity didn't have an engineering degree—but had the cognitive richness that comes from hands-on experience.

2. Foster Open Dialogue in Project Communication

Build a project culture where all voices are heard during team meetings and decision-making processes—even when feedback is uncomfortable. Especially when it's uncomfortable, because that's often where breakthrough solutions emerge.

3. Cultural Competence Training for Global Projects

Train and educate your project team to understand and appreciate the nuances of different cultures, backgrounds, and communication styles. This is particularly crucial for international construction projects where diverse teams must collaborate effectively.

4. Dismantle Participation Barriers in Project Management

Pay attention to who gets invited to critical project meetings, who gets asked for input on key decisions, and whose voices are being overlooked. Then consciously shift those patterns to include diverse perspectives in project planning and execution.

The Caribbean Context: Diversity as Competitive Advantage

In the Caribbean construction industry, diversity is our daily reality and our greatest strength. We are a melting pot of cultures, languages, religions, and histories working together on complex infrastructure projects. But even here, we sometimes fall into silos—class, education, trade specialization, language preferences.

On the islands, inclusion in project management isn't just a nice-to-have; it's essential for project success. It's the only way to unlock our full potential and create the cooperation—not just compliance—that drives outstanding project delivery.

The construction site is a microcosm of society, and with the mobility of labor across Caribbean nations, managing diversity becomes both complex and critical. To achieve superior project outcomes, we must create work environments where every team member feels valued and heard. You must listen to understand perspectives, not just to respond with your own viewpoint.

Diversity fuels innovation, improves problem-solving capabilities, and increases team morale—all critical elements of successful project delivery. Imagine the potential of your project team when these benefits are fully realized through intentional inclusive leadership.

Walking the Talk: Personal Leadership in Action

This work is deeply personal for me. I've lived these experiences across three continents. I've benefited from inclusive leaders who saw potential beyond my background, and I've also felt the sting of being underestimated because of assumptions about my capabilities.

I share these experiences to connect with you, my fellow project managers and construction executives, and to inspire you to go beyond surface-level diversity initiatives. Stop focusing solely on demographics—start recognizing and developing the cognitive richness that exists within your project teams.

True inclusion requires accountability, authenticity, humility, self-awareness, ongoing self-examination, and the courage to lead project teams in a different way. But the payoff? An agile, resilient project team that performs better, trusts more deeply, and delivers consistently superior results.

The Strategic Advantage of Inclusive Project Management

Diversity in project management isn't about being politically correct or winning a popularity contest. It's about being strategic, effective, and achieving superior project outcomes. Inclusive project teams aren't just more ethical—they're demonstrably more effective and inherently more resilient when facing complex challenges.

Your project's success hinges on how quickly and effectively you can bring out the best performance in all team members, including those who may not fit traditional molds or expectations. This isn't just a trend in construction management—it's a necessity for the future of our industry.

Let's make diversity and inclusion more than buzzwords or hashtags. Let's make inclusive leadership the blueprint for project success, building teams that reflect the richness of our regions and the reality of our complex, interconnected work.

Because the truth is: what you don't see in your team members can make all the difference in your project outcomes.

 

👤 About the Author

Mikey Thackoor is a seasoned project leader with more than 30 years in construction and 15+ years managing multimillion-dollar projects across the Caribbean, the U.S., and Africa. From starting as a day laborer in Trinidad to becoming Head of Operations, Mikey has led diverse teams with resilience, purpose, and a deep commitment to inclusion. He is the author of Begin at the End, a guide to leadership and life lessons from the construction world.

Mikey’s passion lies in redefining diversity—beyond numbers or quotas—by creating inclusive project teams where psychological safety and culture drive performance. His unique blend of hands-on experience and strategic leadership inspires confidence and growth in the teams he leads.

 

🚀 Join Mikey Live at ELEVATE 2025

Don’t miss Mikey Thackoor’s keynote session, “What Diversity Really Is: Creating Inclusive Project Teams,” at ELEVATE 2025, hosted by PMI Southern Caribbean Chapter.

📅 11–12 September, 2025
📍 Le Rêve, C3 Centre, San Fernando, Trinidad & Tobago (In-person & Virtual)
✨ Earn 9 PDUs | Exclusive Networking | Future-focused Insights

🔗 Register here: https://pmiscc.org/conference