Inclusion awards recognise Arup’s continued commitment to inclusive practices in Australia and New Zealand

Arup has also achieved Rainbow Tick accreditation in New Zealand, recognising the firm's commitment to delivering inclusive and equitable experiences for LGBTQ+ people. The Rainbow Tick incorporates a strong Māori perspective through its delivery by Toitū Takatāpui, a kaupapa Māori organisation, and by embedding values such as whanaungatanga (relationships), manaakitanga (care and respect), and rangatiratanga (self-determination) while recognising and supporting takatāpui identities within workplace inclusion practices. This achievement complements Arup’s broader diversity, equity and inclusion program across the region and reinforces a consistent approach to inclusion on both sides of the Tasman.

These accomplishments coincide with the launch of Arup’s Pride & Allyship Action Plan 2026–2028, which outlines the next phase of the firm’s LGBTQ+ inclusion journey across Australia and New Zealand. Developed with input from their employee network, feedback from the AWEI process, and the requirements of Rainbow Tick accreditation, the plan is centred on strengthening leadership accountability, visibility, allyship, learning, community engagement and inclusive practices embedded in the employee experience.

Liam O’Donohue, Managing Principal for Australia and New Zealand, said the achievements reflect the commitment of Arup people across the region.

“Our recognition through the AWEI and achievement of Rainbow Tick accreditation demonstrate the progress we are making towards building a workplace where every person feels respected, supported and able to contribute fully. While we are proud of how far we have come, we also recognise that inclusion is an ongoing journey that requires continuous learning, accountability and action.”

Over the past year, Arup has delivered a range of initiatives that have strengthened inclusion for LGBTQ+ employees. Key achievements have included advancing inclusive parental and domestic and family violence policies that recognise LGBTQ+ families, continuing the Arup Board reverse mentoring program, improving inclusive recruitment practices, updating guidance and support for trans and gender-diverse employees, embedding all-gender bathroom requirements into real estate standards, and strengthening mechanisms to prevent discrimination and support employee wellbeing. In line with minimum standards and guidelines in Australia, Arup has strengthened its duty of care to prevent harassment and discrimination based on sexual orientation or gender identity.
 
The firm has also continued to invest in its LGBTQ+ employee network, which plays a critical role in shaping policy, informing decision-making and creating opportunities for connection, education and advocacy throughout Australia and New Zealand.

Looking ahead, the 2026–2028 plan sets out an ambitious agenda to further embed inclusion across the business. Priorities include strengthening leadership capability, increasing visibility of LGBTQ+ inclusion, expanding learning opportunities, enhancing support for allies, and continuing to review policies and practices to ensure they meet the evolving needs of employees and communities. The plan will be reviewed annually to ensure it remains responsive and continues to support Arup’s ambition to create a safe, inclusive and high-performing workplace.

Brad Harvey-Fiander, Head of Workplace and Facilities Management for NSW and ACT and Arup Pride & Allyship Working Group Leader said the new plan provides a strong foundation for the next chapter of Arup’s inclusion journey.

“The collective efforts of our people, our leaders and our community of employees has generated a lot of positive steps towards improving LGBTQ+ inclusion at Arup. Our Pride & Allyship Action Plan 2026–2028 provides a clear roadmap for continuing that momentum and ensuring LGBTQ+ inclusion remains embedded in everything we do.”

By combining external recognition with meaningful action, Arup continues to foster a culture where diversity is valued, inclusion is actively championed, and everyone is empowered to bring their whole selves to work.