Women in the Workplace- did BIS miss the point?

Yesterday the BIS report looking at women in the workplace came out after an extensive period of investigation that included evidence from Architects for Change, WAMT and ourselves, as well as consultation through Mumsnet and Women’s Hour. The conclusion of the report brought up many relevant and important points including flexible working, stereotyping and support for the Public Sector Equality Duties. Whilst I applaud this work and feel it is all vital I can’t help but think it’s missing an important point.

Most of it is designed to: get women into careers, overcome barriers around child-care or support them into senior roles, with very little considering those already in non-stereotypical roles struggling to crack the glass ceiling¹or even just find supportive employment. But although some of the conclusions it covers, like positive action, equality impact assessments and pay-transparency could help, the likelihood in the construction sector is that these things will have little impact.

Whilst I am often met with the assumption that women leave the sector to have children most of the women I know that have left, or are looking to leave, do so before they have even thought about reproducing ^2–5.  This for me highlights a very important point; something else is driving them away.  I know for many this seems like too big, or small, a problem to deal with depending on your mind-set, but I believe the answer is quite simple – support.  Studies have shown that women are more likely to stay, and be loyal to an organisation, if they feel it would support her and looking back over my own career I would agree - it was never the negative instances that bothered me as much as the company’s inability, or refusal,  to do anything about it.

More women are embarking on construction-related degrees every year, but we are losing them just as quickly – a critical mass approach does not seem to be working ^6,7. Without understanding the challenges and barriers that women in the sector face, and putting in adequate measures to support them, as well as talking about dated views and sub-conscious biases that deny them progression opportunities, the encouragement of more women into the sector might simply end up with more women leaving it.

As organisations we need to start understanding that in this situation silence does not equal happiness - we must be proactive in supporting our women without overtly singling them out and understand that they may well be as in-the-dark about what’s holding them back as you are.  This change won’t happen overnight, but by giving your workforce a reason to trust that you understand, or are at least willing to find out about, the real barriers they face and show that you have moved beyond obvious myths, it will come.

Happy Building

Chrissi

1.           Gurjao, S. Inclusivity : the Changing Role of Women in the Construction. CIOB (2006).

2.           Graft-Johnson, A. De, Manley, S. & Greed, C. Why Do Women Leave Architecture?: Research Into the Retention of Women in Architectural Practice. (2003).at <http://scholar.google.com/scholar?hl=en&btnG=Search&q=intitle:Why+do+women+leave+architecture+?+Research+into+the+retention+of+women+in+architectural+practice#0>

3.           Bagilhole, B. M., Dainty, A. R. J. & Neale, R. H. A Woman Engineer  ’ s Experiences of Working on British Construction Sites *. Int. J. Engng Ed. 18, 422–429 (2002).

4.           Powell, A., Dainty, A. & Bagilhole, B. A poisoned chalice? Why UK women engineering and technology students may receive more “help” than their male peers. Gender and Education 23, 585–599 (2011).

5.           Bennett, J. F., Davidson, M. J., Galeand, A. W. & Gale, A. W. Women in construction : a comparative investigation into the expectations and experiences of female and male construction undergraduates and employees Women in construction : a comparative investigation into th. Women In Management Review Emerald Article : (2005).

6.           Powell, A., Bagilhole, B. M. & Dainty, A. R. J. The problem of women’s assimilation into UK engineering cultures: can critical mass work? Equal Opportunities International 25, 688–699 (2006).

7.           Greed, C. Women in the Construction Professions: Achieving Critical Mass. Gender, Work and Organization 7, 181–196 (2000).

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.

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. 

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. 

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. 

What do women have to gain by going into the construction industry instead of another industry that is already accommodating to her needs?

Quite a lot actually,

Firstly the pay is higher. As we mentioned before, the jobs dominated by women are the lowest paid but those in more male-dominated sectors come with a higher financial reward. It‘s not without risk, as we mentioned in one of our earlier posts, but from a salary perspective there is a lot to be gained.

Second, is the opportunity to progress; there are still options to climb through the ranks with day-release, apprenticeship and academic routes available. Whilst the recession is off-putting to those entering university now, they should be coming out of university just as the industry recovers, which means a good chance that they will secure a role.

Individuality; being able to do something you enjoy is an important factor when making decisions for your life. I tried other gender-traditional roles before construction but none of them gave me the sense of fulfillment that this industry has. Being able to work in a role that you enjoy is a priceless and rewarding experience and should not be undervalued. That being said make sure you are prepared for what you might encounter, plan your career and make sure your employers know about it and are on board to help you achieve your ambitions.

I strongly believe that employers do want to help foster and grow their female talent; they are just not always sure of the right way to go about it. So, ask questions, seek advice, form networks, plan your career, seek out appropriate training and form networks (not a typo, it really is that important).

Want to read more on the subject women in construction? The following previous Constructing Equality Ltd. blogs are also very interesting and topical:

Why should women choose construction? 8 pertinent questions from a woman that did.

Part two – Why shouldn't women choose construction 5 reasons across the career path.

Part Three – Why are men hostile about women being in construction? Identifying 3 main types and how to deal with it.

How to manage the risks of being a woman in construction: Using the 6 principles of Health & Safety.

If men don't like the construction industry, why would women?

''If men don't like the construction industry, why would women?”

In the latest in a series of questions asked by Becky we will address “If men don't like the construction industry, why would women?” Here we will consider how the industry treats its employees generally and why it should be attractive as an industry. In order to do this I will focus on the average construction; worker a middle-aged white man.

If you would like further reasoning on why women should seek such a career, in addition to these comments, please have a look at the first blog and other blogs in this series.

Firstly, let’s acknowledge that “if men don’t like construction” is a  bit of a generalisation; at the moment we are in the middle of a difficult economic climate (as if you hadn't noticed) and unfortunately, it looks like construction is one of the sectors that has been hit the hardest (workplace employment relations study 2011) so it’s bound to seem like people are unhappy here.

However, it should be recognised that some of the things that make the industry great have gotten a little out of hand and can now be the very things that become off-putting. I have listed some examples below and shall talk about two in full.

•         Large number of small firms in industry; suicide bidding
•         Ability to rise through the ranks; glass ceilings
•         High self-employment; false self-employment
•         Opportunity to progress quickly; project-based work
•         Varied and challenging work; long hours culture
•         The craic; the pressure to conform
•         Responsibility; expectation of men
•         Travel; transient work

If you would like me to elaborate on other areas in a separate blog please do let me know.  But for now: -

High self-employment; false self-employment

Positive: -

High self-employment - Construction is a sector where you can be your own boss, work your own hours and charge your own rates.

Obviously it’s become harder; where there was a massive demand for bricklayers previously, there are now estimated to be five for every job as a result of new building methods and the recession.

Nonetheless though, especially when times are good, it gives you the freedom to work flexibly. Bricklayers, steel fixers and other skilled trades often work this way.

Negative: -

False self-employment – this is where some people realised they could take advantage; by taking on people as self-employed subcontractors but treating them as employees.

This means that whilst they have to work the days and the hours dictated to them, they do not get holiday benefits, the right to a tribunal, or any of the other protections the law gives to employed staff.

In the very worst cases this method can be used to pay people less than minimum wage.  

Solution: -

I’ve often heard that this is a situation welcomed by the workforce and whilst I would agree that skilled trades benefit from this arrangement (though it could be argued that the Exchequer does not, with an estimated loss of £1.9billion per annum) it’s the unskilled trades that worry me.

In my time on site I spoke to a number of ground workers, concrete slab gangs and general labourers who felt they were being taken advantage of but had no other option  than to stay put for many reasons including; lack of qualifications, need for a a steady wage and illiteracy.

We need to be aware of this as an industry; it drives down prices so firms paying a fair wage and treating employees with respect are driven out of business.

The solution is for main contractors to be more aware and to investigate the organisations they are working with. 

As one main contractor put it, “on my last job we subcontracted the concrete and labour for less than we could buy the materials alone with our own privileged discount from the same supplier. We really should have looked into that”.

The Craic; pressure to conform

Positive: -

Some parts of construction site culture I love; the camaraderie, the banter, the general understanding that we are all going to be experiencing the same British weather whilst trying to build a building for less money than it costs, with less time than it takes, for longer hours than we are paid for, so we might as well try and have a bit of fun doing it.

Any attack on the “craic”, in its purest form, I will not let go unchallenged as it builds teams, makes the day enjoyable and gives us a sense of identity – put simply, it rocks.

Negative: -

Unfortunately some people chose to use site banter to bully, oppress humiliate and belittle their colleagues not only for their own amusement but also to cement their position in a given group. If you don’t find it funny you don’t have a sense of humour, your not one of the lads, you just don’t get “it”

I personally don’t buy this excuse, mainly because if I ever raise objection to something said in a group, the other members usually have come up to me and said something along the lines of “I agree with what you said. Sorry I didn't say so earlier, it’s just you know, you have to go along with it”.

In my experience though, it’s never “the lads” that think its ok it’s usually one lad who everyone else is agreeing with to avoid an argument.

It seems the more a group looks the same the more we feel we have to fit in with a stereotype and unfortunately the one placed upon construction could do with a bit of an overhaul.

Solution: -

99% of the people (of which on site about 99% were men) I have met working on site were polite, respectful folk who just wanted to do their job, maybe have a laugh and get paid. 1% wanted to stir up trouble, create controversy and make people feel bad about themselves.

I believe you will find this in any workplace. I think construction differs because we don’t stop it. We think everyone else agrees with that one git and so it’s therefore not just OK to go along with the behaviour but would, in fact, be bad for us personally if we didn't.

I think the solution to improving this misplaced belief is to stand up to people who think it’s funny to reinforce this negative stereotype; we need to make it ok to say I’m a builder and I’m proud of that; what you’re saying might make people think badly of us all, so give it a rest and try and find something that’s actually funny to say.

So, I suppose the answer is that whilst there are reasons to dislike the sector there are also reasons to love it. It needs a bit of help in its approach to people which is something that is being considered strategically as we speak; but the people in it also need to play their part by not allowing others to drag our industry down just because they don’t respect others. Saying “I build things” should make people ask “How? What? Where?” not say “Oh right”, as they try not to be patronising.