Over 148 Construction companies apply to be on the CITB BE FaIR Framework pilot - CITB’s new industry-approved accredited framework for fairness, inclusion and respect in the workplace

The CITB BE FaIR (Built Environment Fairness, Inclusion and Respect) accreditation framework developed by CITB (The Construction Industry Training Board and sector skills council for construction) in partnership with  Constructing Equality Ltd, (The leading provider of construction-specific equality and diversity training and consultancy) supports the construction industry in addressing fairness, inclusion and respect.

Following a successful test of the first six strands in Summer 2012, CITB and Constructing Equality Ltd have received the interest of 148 companies to undertake the pilot, which runs from now until December 2013, of the Main Contractor and Sub-contractor strands and have just offered places to 110.

“Having a diverse workforce is beneficial to a company’s productivity, profitability and growth.  It is great to see the level of interest the framework has generated and the opportunities it presents for demonstrating business practise within the Industry. As an organisation we are committed to attracting and supporting the best workers to the construction industry, reflecting the diverse society we all live in.” – Matt Valentine-Pyle, CITB

The 110 companies range from small sub-contractors like Highwire Ltd, Macform Ltd and Cullins Ltd all the way up to large main contractors like Vinci plc., Wates Group, ISG plc. and Graham.

With 13 main contractors, largely drawn from UKCG members, and the declared support of this framework from the Industry Leadership Group for Fairness, Inclusion and Respect chaired by Judy Lowe, CITB Deputy Chair, this new approach to diversity, that sets a baseline of fairness for everyone, seems to be really hitting a key note with companies across the industry.

Graham, one of the test companies, is part of the pilot and has already identified that they are seeing improvements across their business, especially amongst their workforce on site, in morale, motivation and commitment to fairness, inclusion and respect for everyone.

Taking on the CITB BE FaIR framework enables companies to develop and progress as they move through accreditation levels from simply complying with the law at Level 1 right the way through to being a leading light for best practice in the sector at Level 4.

This (CITB BE FaIR) is a construction-specific accredited framework that has been designed to support the industry’s wide range of companies and organisations in addressing equality law and public sector equality duties through encouraging and developing fair practices in the workplace for all.

The CITB BE FaIR Framework is written in “strands” that segment the sector into its different types of organisations   and help identify and support the relevant challenges and needs.

Companies wishing to find out more about how they can adopt the BE FaIR framework should contact their CITB local office or the CITB website.

How we got to here - a history of Constructing Equality.

This month marks the sixth year anniversary of Constructing Equality Ltd and we thought we would provide you with a bit of history and perspective so that you can understand how we are working to make change in the sector.

2007 – 2009 The Learning Years                

Originally, after leaving my job as a site manager, I set up the company with the aim of helping businesses find an approach to aspects around equality that could understand the challenges they faced. What was very clear from the off was that the industry could not overcome many of the barriers it was presented with such as: - false self-employment, poor trainee record, and nepotistic culture, without working together. We knew
this because companies that had tried told us they found this work was undermined by competitors poaching staff they had trained and therefore were unable to pay more, was diluted on projects without the same underpinning and was not valued by clients - who often valued short-term initiatives for the community over longer term progress for industry; consequently this did not win tenders.  You might think that this is not important to equality, but it is, very important indeed. How can we expect the majority of the industry to co-operate in encouraging and developing individuals from minority backgrounds when they themselves feel undervalued, badly treated and threatened? We felt that in order to bring equality to the sector we needed to start with the workforce we already had.

2009 – 2011 – Formulating a Plan

The first two years were spent reading quite a bit - the next few were spent reading a lot; undertaking a Masters degree and transferring onto a PhD . Not only did we need to improve conditions in the sector for the individuals within it, but for the companies too and we needed to be able to back this up with research. Whilst ten years in industry gave us a good background in the sector we needed to establish a greater depth to the understanding of how policy, politics and the economy shaped the way the industry operates and then look at how we could set in motion a realistic plan to overcome those challenges together as a sector. We know from historic work, to succeed it needed to have value, but be reasonably priced, be highly complex in its understanding of the sector, people and equalities as well as easy for companies to understand and use - but most importantly have the ability to bring the industry together; trusting that if we worked together we would all benefit. Early on we understood that we could not develop this trust from a consultancy framework, nor could we do this alone. We therefore decided to approach CITB the sector skills council.

2012 – Present - Making Progress

CITB were looking to develop an equality standard of their own - so, with the timing right, we put forward the idea of something bigger - that went beyond equalities and tackled the issues faced by the sector in a way that was affordable and attainable to all organisations working within it. We won the bid and have been developing the CITB BE FaIR framework for the last year and a half with the first 6 strands (Sub-contractors and Main Contractors) being piloted this year and the second set of 8 also being tested. The BE FaIR framework has had an amazing response and whilst it is at the core of our business, it’s not all we do.

We also undertake research for CITB and other clients, Training for companies like Graham, Taylor Wimpey and Derbyshire County Council and consultation for the likes of  Vinci, CITB and CIC.

Aside from the business of making money, we commit 10% of our time to work which helps move this agenda forward in industry - not only with our more recognised resources like the website, quiz and newsletter, which contain a wealth of information and opportunities for companies to promote good practice, but also by running projects to retain students in universities, collecting data in industry (CIC), visiting schools to talk about careers in industry and talking at events.

In the future, we want to involve more of you in this work - creating a scheme where you can become supporters of Constructing Equality Ltd., which will essentially mean that you support the right of all people in industry to be treated fairly.  We in turn will look to give you training and opportunities to showcase your passion. At the end of the day, the company is guided by a love of industry and a vision of the potential of the sector. 

We already do amazing things on a daily basis - just imagine how much more we could do in the right working environment.

Please get in touch to find out how you can get involved,

Happy Building

Chrissi

Interview advice for individuals from black minority ethnic communities.

Following on from last week’s blog looking at what people from black and minority ethnic communities can do to increase their chances of making it through to interview stage, we shall now consider how to put across a good impression when you get there - highlighting areas we know can cause barriers to some people from non-white British backgrounds when seeking jobs in the UK.

As we stated last week, our position on what is right and wrong is irrelevant; and we are not saying that everyone will face these barriers, or create them - rather, that they can exist. And whilst the law is here to protect you, sometimes people aren’t always consciously aware or even care that they are being discriminatory. Consequently, you should be aware of the barriers you may face so that you can decide if you want to avoid companies that won’t be supportive of your experience in the workplace, or use tools to navigate around this behaviour in order to increase your chances of finding employment.

Dress

Whilst race and religion are different considerations, religious affiliations are often cultural. And stereotypes can sometimes be linked to items that display belief - be that jewellery or clothing and this can sometimes damage your chances at interview. Whilst the ideal would be to remain neutral at interview stage - ensuring that such items (jewellery especially in this case) are removed or hidden - there are some doctrines that require a more visible display of faith. In these instances we would advise that you broach the subject to address any potential misunderstandings that the employer may have and redress  any concerns they may have of your ability to do your job safely.

Body Language

Interview stage is all about rapport; the majority of the decision will be made on the things that are not said, rather than the things that are. Although we would advise that you do not attempt to read other peoples’ body language, we would advise that you do influence your own. There are cultural norms in the UK that suggest a good applicant such as: - a firm handshake, direct eye contact and straight posture. Make sure you display these traits because, as difficult as this might be if your culture values opposing nonverbal cues, you may wish to give yourself the best possible chance of appearing competent, confident and capable in the eyes of the interviewer.

Work History

If your work history contains periods where you worked abroad or in an organisation that an employer might consider “non-British”, bear in mind that there could be an assumption that this work would not apply to the UK market and they might not value this contribution. Make sure you point out how your skills are transferable and the additional diversity can, in truth, add value to the organisation through increased experience and knowledge around how different cultures approach challenges.

Modesty

There is a fine line here; whilst culturally the UK can be modest sometimes, this is false and at interview you need to project your very best. There’s an art to selling yourself without coming across as overbearing, so practice on friends till you can get it right. Also have a look at this: - handy guide from what I learned today shows some good examples of how the British can use language in often confusing manner,

Remember if something is not mentioned it does not mean it is not being thought about - make sure you take the chance to alleviate concerns and instead leave the interviewer feeling that any perceived differences will add value to their business. 

Happy Building

Chrissi

Construction and the black and minority ethnic communities

This week Panorama showed a programme called “Jobs for the boys”, which considered findings that young African men were twice as likely to be unemployed than their white counterparts. We were interviewed for the programme and gave advice on seeking positions in construction from the black minority ethnic communities. As it was only a half hour program not all of the advice we gave made it to the final edit so we felt a blog with further information might be of use.

Please note: this is a large and complicated area so do additional research into factors that may affect you.

Firstly, there are internal and external factors to consider. Internal factors are the things you do personally that might stand in the way of you getting a job and external factors are the things that create barriers for companies that are beyond your control. Internal factors can be due to your background, culture, community, etc., and can affect how you feel, hold and present yourself. One example is how you communicate. Consider that up to 83% of communication is reliant on non-verbal cues (proximity, eye contact, touch) and cultures can be very picky about the rules.  For example, a study found that Italians touched over 200 times in an hour when having a conversation, whereas the British just two to three. So if someone British was talking to someone Italian they might feel uncomfortable with the amount of touching whilst the Italian might find their British friend to be cold and unfriendly. This gives you an example of how the way you walk, talk and hold yourself can have a massive impact on getting a job - we know that most people make their decision subconsciously within seconds of someone walking through the door, so make sure your body language mimics what they are expecting.

Externally there are also barriers.....

Both construction and ethnic status are not as simple as they first look; barriers to construction for example, will depend upon what area of the industry you are looking to get into. The trades (the actual work of laying bricks, cladding buildings, etc.) mostly recruit people they know, which means if they mostly know white British people, they will mostly employ them.  On the other hand finding a job within the professions (Quantity surveyor, architects, site managers etc), where bigger firms often rule the roost, can be easier for minority groups to access than the trades, but promotion and a welcoming environment, once inside, can be a bigger challenge.

Black or minority ethnic status is also a dependant factor, as stereotypes and challenges differ between one group and another. Factors such as religion, skin colour, language, name, and family responsibility could have an impact on the way you are perceived which, whilst it shouldn’t, can create a barrier.  In construction we have heard “Asian kids don’t want to work in construction as they all want to be doctors” and “all the Irish are good for is ground-working”.  Unfortunately we have also heard far more offensive stereotypes (it should be noted not only in construction)  but I don’t want to reinforce them by writing them down.  The point is, clumping together issues around race isn’t always helpful, instead what I shall do is give some advice on what you might want to consider when applying for a job.

Please acknowledge that, in writing this, what I feel is right and wrong is irrelevant.  This is based upon challenges we know you might face and what can be done to work with the way things are - it is up to you to decide what feels right for you: -

What to do

Your CV – This should be about getting you through the door; interview stage is where you can wow with your brilliance. At CV stage companies are looking to see if you have the basic requirements but there are other factors that can hinder your chances of making the sift - your ethnicity is sometimes linked to the assumption that English will be a second language and then the further assumption that if it is a second language you will not be skilled enough in it - therefore you need to set out your stall.

Your name - Some employers in the UK are more likely to employ someone with a traditionally British name; we hear and have seen research on this from large and small companies and, as a workaround, people have been known to employ a British nickname to get them through to the interview stage.

Your spelling - Linked with language assumptions above - make sure you do all you can to challenge this perception where it might occur; people will be hypersensitive to your spelling and grammar and what my white (albeit Irish) name will get away with, yours might not.  Again it’s not fair that we have to work around these issues – but that’s why I’m writing this blog in the first place and trying to bring about change.

Your language - Cultures can have different approaches   to showing respect. So where in the UK we are somewhat more reserved, friends from Uganda and Northern India who now work in the UK can be somewhat more enthusiastic when applying for roles - exclaiming that they would “love the chance to work for such a brilliant, amazing and fantastic organisation”. Unfortunately, this can sometimes be seen as false and, consequently, weakens your application.

What to look out for

Also, companies that work for the public sector are subject to different legislations and are therefore, not only more open to employing people from none white British communities, but also have further support in place to develop their careers.

Where to go

These organisations can help: -

• Stephen Lawrence Trust
• Princes Trust
• Youth Build Bradford

If anyone sees this as useful let us know and next week we will write about the interview stage next week.

Happy Building,

Chrissi 

For all things construction and equality, get yourself over to the Constructing Equality Ltd. website. 

The Anonymous Blog Strikes Back

At Constructing Equality Ltd. we like to create blogs that are both engaging and interesting for the reader - blogs that stimulate and prompt research and investigation by anyone that may have an opinion, or view, that they feel will contribute to a particular matter related to construction and/or equality and diversity.  We want to use this blog is as platform for discussion; a place where people of all ages, backgrounds and professions can anonymously write their responses to initiate discussion.

Last year we were approached by a woman working in construction who proposed to us the idea of hosting an anonymous blog. She considered some of her experiences as potentially harmful to her career and was unsure what to do - she wasn't so much looking for answers as a platform to let off a bit of steam; a place where she could talk about the experiences and behaviours she had encountered and hopefully interact with others who’d had similar experiences, or who had suggestions as to how to deal with them.

An anonymous blog was suggested as a way of enabling open discussion without fear of reprisal either for her, people like her or those who wish to comment.

The long and short being - we began to host the anonymous blog; a place where people of any age, sex, race, ability etc. can write a blog post, which we will host, and generate vibrant discussion. The anonymous blog has already enabled a number of people to have a platform for debate and gain guidance and resources to support them and their journey.

We want to encourage more of you to use the anonymous to reap the benefits of constructive debate and discussion and there are a number of rules for using the anonymous blog which can found at an earlier blog from last year.

We see this as a tool for industry, and individuals in the industry, and want you to use it as your own, so get blogging!

If you want to add rules, groups or networks, please let Kyle know and we will do what we can to support you.

Construct Away,

Kyle

For all things construction and equality, get yourself over to the Constructing Equality Ltd. website. 

Wedding rings – “To wear or not to wear?”

“I have spoken to people who have said they'd remove engagement or wedding rings before going into a job interview.

Has it become so bad that we perceive ourselves as having to almost lie in order not to be judged as falling into a certain stereotype? I.e. She is engaged and will therefore be married and have kids within a year so she’s not worth employing?”

In an ideal world the answer would be to wear your rings; the law is in place to protect you and make sure that you will not be discriminated against so you should have nothing to worry about.

The problem is we don’t live in an ideal world.  And whilst if you did face discrimination in a job interview because your prospective employers suspected you were newly married and about to start a family you could take legal action, but first of all, you would have to know that was the reason for their decision.  

Secondly, you would need to be able to prove it. Neither of which are particularly easy to do.

Even if you could prove it, the expense of a court case, in terms of finance, time and mental well-being  is high and the pay-outs are low - if you take away the few big pay-outs that are awarded, you find an average of £3/4k.

So what then should you do?

If you need a job, don’t care what job is and just have to pay the mortgage now…then it might be best to leave the ring at home. You see, it’s not just that some people do not employ “women of child bearing age” (a phrase we have heard more often that we would like to admit) or those who are recently married.  Although this direct discrimination is common, it is not the only thing you need to worry about; there is also the problem of inherent bias - subconsciously a lot of people think mums will take more time off, not be fully committed and generally fall short of the work a man can do. It doesn't matter that research has found the opposite to be true and it doesn't matter that you don’t want children; you look like you might have them and, to the under-educated, that makes you a risk not an asset.

If, on the other hand, you have a bit more choice and don’t need to take the first job that comes towards you; wear the ring . You see if you take a job with an employer who does not understand the business argument for equality and supporting working parents, it is likely that you will eventually find out about it (even if you never have children). If you do, this may be made apparent by being given lesser roles and responsibilities and possibly being made to feel unwanted if, and when, you do conceive. If you have the luxury of being able to take the risk let the employer self-select. This will enable you to find yourself an employer who “gets it”, one who knows the importance of supporting and retaining key talent – and don’t just do this because you’ll get extra maternity pay.  It goes further than that - a supportive working environment is more likely to retain key people which has a positive effect on profit; meaning that this is the company more likely to be around in ten or twenty years’ time.

The changes in law mean that men can now take paternity leave so the risk is there - male or female - and with an increasing number of men becoming the main or sole carer, the point should be that the questions and assumptions are made of all or none; failing to do this is denying someone an opportunity because of their gender, not because of their family status. A company deciding to discriminate is doing so despite the fact that it is illegal; whatever your moral position, they are in the wrong.

Happy Building,

Chrissi x

What did Margaret Thatcher do for women?

The recent demise of Baroness Thatcher has prompted much discussion and debate across the globe, both positive and negative. However, we can mull over the various things she did, or didn't do, for the country during her time in office until we are blue in the face; but what I’m sure we can agree on is that she was a charismatic leader that proved women have a voice, even in an era where business was still very much considered to be a ‘man’s world’.

She was the longest-serving British Prime Minister of the 20th century and is the only woman to have held the office. However, what did she actually do for women? Some would say not a lot. A recent article written by Jenni Murray, a journalist at the Guardian newspaper, gave the opinion that she did nothing at all – an opinion that is contentious in itself.

And while you may disagree with this opinion of “The Iron Lady”, she had some pretty stern views on the promotion of women in her cabinet - Baroness Young, a close friend of hers had been the only female elevated. She was leader of the House of Lords from 1981 to 1983, but had never been elected to Parliament. If you read through Thatcher’s autobiography, there is no mention of any woman apart from Young, her daughter, her secretary, Indira Gandhi and the wives or daughters of other statesmen. No Edwina Currie, no Virginia Bottomley, no Gillian Shephard, no Angela Rumbold.

Upon facing Thatcher for the first time in the mid-1980s, Murray explained that she would dismiss apprehensions regarding low pay, lack of childcare facilities, and poverty in old age and would scorn the idea of feminism – a term that simply wasn’t in her vocabulary.

When asked about her proclivity to improve equal opportunities she would recurrently reply with the view that none of the women were good, or proficient, enough to rise through the ranks.  She would dismiss positive action with an authoritative: "But no, a woman must rise through merit. There must be no discrimination." While this may be extent valid point for some, you would have thought she might have found some qualities of leadership in at least one female in her cabinet.

Furthermore, her empathy for other ambitious women, who were not as lucky as her in terms of finding independent wealth through marriage, was entirely absent. So while it is wrong to take joy from someone’s death, as we have seen people do in the media, especially in areas of the country most affected by her decisions regarding some traditional industries, it is understandable that people may feel negatively towards her and how those decisions affected them and their communities she made during  the ‘80’s.  

Construct Away,

Kyle

For all things construction and equality, get yourself over to the Constructing Equality Ltd. website. 

Constructing Equality Ltd. Newsletter survey feedback...

At Constructing Equality Ltd. we are always on the look-out to improve our business and services, as well as the news that we deliver in our monthly newsletter and weekly blogs.

Sponsored by CITB, the newsletter now has over 6,000 subscribers, and is the leading source of trusted information on diversity and equality in construction. It is a simple way to keep abreast of the latest news and articles, as well as current trends and best practice within the 
sector. In turn, its aim is to provide our readers with lots of links to useful sites and stories, and we also include job opportunities from around the sector.

We recently asked our readers and subscribers to participate in a short survey that would enable improve the newsletter and feature more of the stories and articles that are relevant to our readers.

To begin with we asked participants to give their opinion on what they thought of the newsletter content in general:

‘’The newsletter has greatly improved with the redesign, however it could be improved further by shortening the articles and giving readers a "read more" option - there is so much great content but it can look overwhelming at first glance.’’ – Anonymous. 

This is a very positive response; 96% of participants were happy with the general content of the newsletter. The 4% that selected ‘other’ simply expressed their opinion towards the presentation of the newsletter; an issue that is being dealt with currently with the design team and the host website.

Participants were then asked to be more specific in what they like to see in the newsletter, the following results were found: 

The most popular sources of information are news, case studies and best practice examples. As a result of this we have identified a need to increase the amount of best practice case studies that are featured in the newsletter each month. We are now taking a more proactive approach to ensure that at least two industry best practice articles are included in every newsletter.

As part of this process we try and cover a wide range of case studies from a vast array of different organisations within the sector. It is for this reason that we encourage organisations and individuals to send in case studies that they feel will be of benefit to the industry and the reader alike. 

One important issue that we are currently working towards a remedy for is the format of the newsletter. As some people may know, Constructing Equality Ltd. went through a re-branding later last year and as part of that re-branding we also changed the layout and design of the newsletter. Although we have had some technical difficulties the overall feedback of this has been very positive.

The additional comments around length of articles will be addressed in the next newsletter by shortening the length of articles and including a ‘read more’ option as suggested. It has also been agreed that articles will generally be around 250 – 300 words in length and must not exceed 400 words.

In addition to providing the industry with construction specific equality and diversity news, resources and opportunities, one of the reasons the newsletter is created every month is to provide people and organisations with beneficial sources of information that they may not know about previously; this can range from providing people with job opportunities to making organisations aware of funding prospects.

To better understand what resources people consider to be the most beneficial, we asked participants to select how they feel the newsletter benefits them:

As part of the newsletter we have a monthly quiz that allows readers to answer three short questions that are topical to the newsletter articles of that month. The quiz also offers participants a chance of winning a £20 high street voucher. Just like the newsletter itself we understand the need to continually improve the quiz, one way in which we intend do this is by improving the content quality.

                    

Those that answered ‘no’ provided responses that generally followed a pattern of wanting the quiz to count towards some form of continual professional development (CPD). This is something we are taking very seriously and currently we are in talks with various institutes to see how we can improve the quality and value of the quiz questions so that they prompt research and investigation by the reader but also provide a degree of CPD. We aim to have this firmly in place by September 2013. If you would like us to get in touch with your institute to include the quiz as CPD then please contact Kyle.

Overall we are very happy with the feedback and positive responses we received around the newsletter and would like to take this opportunity to thank each and every person that took the time to fill out the survey; all feedback received is taken very seriously and used to develop our services further.

If you disagree with the changes we are making or would like to add your own feedback the survey is still open via Survey Monkey. Alternatively you can email Kyle with any feedback you feel that will improve this resource.  

Construct away,

Kyle 

Welfare, construction and why it’s not about scroungers…

Between the bedroom tax, cost of living and the media showcasing of extreme examples of people taking advantage of the system, welfare has developed a bit of a bad reputation at the moment. People who are struggling to make ends meet, whilst holding down jobs, are questioning why others only have to sit in front of the telly all day and receive benefits that, if you read the daily mail, will keep you in the lap of luxury.  

Between political infighting, using benefits as a weapon to showcase how badly the last party dealt with things and the media’s recognition of public hunger for people to name and shame, I can’t help but feel it’s all gotten a little out of hand.  That maybe we need to step back, take the emotion out of it and consider why benefits exist in the first place – and what value are they to those of us that work in the construction industry.

Firstly, I support the benefit system - I know that 0.02% of claims are fraudulent and whilst I would prefer that that number was zero, no system is perfect and constantly flouting small flaws as a means of undermining an entire system won’t get anyone anywhere. 

Whilst the media has encouraged us to look at those who claim benefits as work-shy scroungers there is a bigger picture and it includes me and you. In a transient, project-based industry that is now predominantly dependent on self-employment, labour gaps in employment can be frequent and, occasionally, long. Many save for the low periods but that’s not always enough to get by, especially when there are commitments and dependants to keep. The benefits help to cover that gap; they mean that you don’t fall at the first hurdle in the down-period, but instead, have the chance to pick yourself up and carry on.  They mean that people do not have to sell the tools of their livelihood to get by and that makes it a little easier to get back to work - it also means that when we, as an industry, need the workforce they are ready to start.

I know a few people who feel they are owed a living by the state, but the majority of people I know will avoid benefits till the last moment, only to find that when they do claim (out of necessity not apathy) they are vilified and made to feel somehow unworthy, which is not conducive to raising self-esteem and helping people to win work.

Let’s try and appreciate the scaremongering of Benefits from a different perspective -what if it is simply a political smokescreen to stop us talking about Starbucks not paying tax, or the media taking advantage of our desire to prove we are better than other people. If these things are true we need to fight for, and protect, our benefit system by refusing to further accept the myths that are sold alongside the welfare state.  Instead we should be proud of our heritage of helping those most in need and look at ways of getting people back into work. 

Make no mistake, if the system is allowed to degrade in this manner, it is not just the fabled work-shy scroungers that will suffer; it is society as a whole. 

Happy building, 

Chrissi

For all things construction and equality, get yourself over to the Constructing Equality Ltd. website. 

Site Managers - What they and I think I do........

As it is the Easter Bank Holiday this coming weekend we thought that we would take a slightly different approach to the blog this week and celebrate the long weekend with a dab of construction related comedy.

Whilst we have a lot of work to do around the image of construction, its healthy to have a little laugh at the current perceptions. My personal bug bear was always - "so your an architect....."

Not to exclude anyone planners, QS's, drylinners, ground workers and architects we would love to see your versions.

Happy building 

Chrissi x

What is the business case for diversity in the built environment?

There are a number of reasons why considering diversity is good for your business these include:

• 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.

When considering the business case you really need to think about what area of the business you are focusing on and what the business case means to you for example do you value the bottom line, employee retention or productivity as a priority?

The research is stronger in some areas than others for example women on strategic boards is an area currently receiving a lot of attention due to the Davies report and the direction France, Spain and Norway have taken with regards to quotas. The wonderful catalyst has also been doing great work for 50 years this year looking at the benefits of gender equality.

Yet diversity isn’t all about gender, what about people from different ethnic and religious communities or those who for some other reason experience life in a different way to the majority? In construction there hasn’t been too much research looking at a tangible business argument though there is research from outside of the sector.

The current research suggests that there is an argument for diversity when it is well managed and understood. Unfortunately a badly thought through strategy can have a negative impact on your business which is why I would always advise clients to avoid undertaking a tick box approach – it’s likely to cost you more in the long run.

The idea behind the business model is that you should be attracting a diverse workforce not to predominantly “do the right thing” or “ensure fairness for all” but in fact to strengthen your productivity and bottom line. Here are some examples of how diversity can be a positive to your organisation.

Become an employer of choice.

For minorities in construction, the support they will receive from their employer is an important factor in choosing who they will work for. It therefore stands to reason that if you can promote high retention rates and support services, you will find more interest from not only minorities but the top end of the workforce in general. A series of surveys by Target Jobs in 2008 into construction found work life balance and development opportunities to be the most important factors in deciding upon an employer.

Improve business performance

Here it’s important to note that the research suggests that a well-managed group of diverse employees will improve your productivity and profit in a number of ways which include mirroring your client base, having a wider pool of experience and creativity and being able to tap into more networks. But if the group is not well managed, the same cannot be said.

Change appears to happen at strategic level when there are more than three women on a board; in fact a US study of fortune 500 companies found that those with 3+ women on the board all reported significantly stronger than average profits.

At tactical level research has found that diverse groups outperform more capably homogeneous groups, which backs up the theory that different experiences provide us with different viewpoints and solutions.

Retain knowledge and experience

Research into diversity in construction suggests that more could have been done to stop the majority of women leaving the construction industry. What’s more compelling is the amount of money that could have been saved if we had. A 2009 government report “Engaging for success: enhancing performance through employee engagement.” put the cost of replacing an employee roughly equivalent to their salary, once training, corporate knowledge and intellectual capita are considered. The same report found that committed employees are 87% less likely to leave their organisations than those less engaged; they also perform 20% better. Instead of thinking can we afford to support our staff? Isn’t it time we started to question if we can afford not to?

Skills Shortage

The latest skills survey from the CIOB finds 72% of respondents felt there was still a skills shortage. Without recruiting from the entire selection pool we are not only failing to meet demand for numbers but also failing to find the best candidates for the roles available. Increasingly a number of smaller studies have found that young men are also avoiding construction due to its macho image and male dominance. In short, to ensure that we encourage the best recruits, we need to offer the most appealing, diverse and professional environment.

Meet procurement standards and stakeholder requirements

Public authorities need to meet the equality duties of The Equality Act 2010 and more importantly, so do their subcontractors. With 60% of current work coming from this sector that’s big news for contractors. By being able to align your organisation to the needs of your client you are putting yourself in a solid position to win more work.

With a large percentage of women and minorities now making procurement decisions for public sector work they want to see themselves represented in your workforce, so if all you have to offer is middle aged white men, it might not be enough.

Happy building, Chrissi

For all things construction and equality, get yourself over to the Constructing Equality Ltd. website.