Saturday, 8 December 2012
Tuesday, 27 November 2012
Women on boards, Anna Stewart and Quotas.
Wednesday, 31 October 2012
What do you think of our new site FAQ's? Any questions?
What do you do?
Monday, 3 September 2012
The brilliance of construction
- · Vinci
- · Graham
- · Rothwell Plumbing
- · GM Jones
- · Lloyd and Gravell
- · Midland Heart
- · One Vision Housing
- · Highwire
Thursday, 2 August 2012
The Anonymous Blog
- To create a space for people to talk about their experiences without fear of reproach - We will monitor comments and if you wish to comment anonymously you can email Matt@constructingequality.co.uk and we will upload your comments for you.
- To give companies greater insight – We don’t see this as a negative space rather a resource to find out how people are really experiencing industry so you can see if those experiences are occurring in your workplace.
- To give individuals greater insight – Its quite normal to misunderstand the affect we can have on people, a comment, joke or action may seem harmless to us but be a source of frustration or pain for someone else. By reading the blogs you can see the other side of the story and consider how you can be a better colleague/manager/leader. We are none of us perfect and can all stand to learn a little from empathy.
- To see how others experience industry – For a long time when I worked in industry I felt I was alone in thinking that certain things were not quite right. It was only when I left and founded Constructing Equality that I found many people in industry felt the same way and were seeking the same changes. The Anonymous blog aims to give individuals the opportunity to see they are not alone in their thinking or experiences.
- To give a little bit of help – We will aim to signpost, give advice and links after each blog post to allow the writers and readers a chance to make better the situation. We know there will be times when there is nothing we can do, which is when we hope you the reader will provide support and encouragement.
- No Names – not your or anyone else’s, we don’t feel it’s fair for people to use anonymity to have a dig.
- Many Anonymity – If you want to write a blog you can email it to us, we won’t release your identity and everything you say will be treated with respect.
- Context – To make the blog useful it needs context, so try and tell us as much detail as possible without saying so much you give yourself away.
- Understand our time – We would love to be able to spend more time supporting individuals in the sector, and whilst we give up 10% of our resource to none income based supportive initiatives we can’t guarantee we will be able to respond straight away or provide ongoing support. We will do what we can though – so please be patient.
- Be nice – writing the blogs or comments. Don’t insult or demeaned anyone. I do wish I didn’t have to write this but I’ve seen some fairly rude comments come off the back off my blogs in recent years so I feel I must. Anything offensive will be taken down.
Tuesday, 3 July 2012
Why does construction matter? Why an industry specific approach to diversity could mean all the difference.
Tuesday, 3 April 2012
What is the business case for diversity in the built environment?
- · To prevent legislative costs
- · To reap the benefits of employing a diverse team
- · To increase success on public sector tenders
- · To create a more supportive working environment
Sunday, 26 February 2012
How do I find out which companies have good maternity packages and after care?
Thursday, 2 February 2012
Employer Question; We recently had an employee who has come out of the closet.....
We recently had an employee who has come out of the closet. Should HR take a role to make this person feel welcome? I have heard a lot about equal rights issues and do not want to create any problems that do not exist?
Avoiding the issue can sometimes create a bigger problem. The best thing to do would be to engage with the individual and find out their needs and views. As a valued member of staff you wouldn’t want to lose them for the sake of a conversation. If you find it a difficult subject to broach or are wary of legal issues here is a wide range of support and advice available to help you understand your responsibilities as an employer. Stonewall the Lesbian, Gay and bisexual rights organisation has a wealth of in-depth resources for you to look over.
Try to remember that your sexual orientation has a much bigger affect on your life than what happens in the bed room. People who are fearful of a negative response to their choice of partner will usually feel the need to create a double life to avoid talking about the places they visit, their partners, people they socialise with and those they respect. This can be draining and stressful meaning that individuals can’t put as much focus into their work as they would like.
Also be realistic about the fact that some people are still not open to a gay or lesbian life style and there may well be circumstances that need to be dealt with sensitively. Put some guidelines in place so that everyone knows what to do if a situation occurs.
We look forward to reading your comments and questions below or via email.
Tuesday, 3 January 2012
New Year New Intentions
- · We will answer as many questions as possible – but we do not guarantee we will answer your question.
- · There is no such thing as a stupid question
- · You don’t have to be PC perfect, just try not to be offensive
- · Credit us if you use our responses or resources – if you don’t we will name and shame you.
- · Too embarrassed to ask in public? Its ok email me Chrissi@constructingequality.co.uk and let me know, I’ll post the response but not your details.