New Year New Intentions

My New Year resolution is to keep the blog up to date on a monthly bases, which is the easy part. The difficult bit is deciding what to write about; Equality, inclusion, fairness and respect is a massive area in the construction industry alone so finding something to focus on often leads me to procrastination. I have therefore decided that since the blog is for you, you can do the thinking.

I shall answer questions put by yourselves either through comments below (preferable), email, website or things that people ask us when we are out and about. 

To keep it simple here are some rules, so we all know where we stand

Rules

• ·         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.

Right I hope that’s clear, I look forward to your questions and will put a link in the newsletter each month to let you know the new blog is up.

How people in construction see each other

How people in construction see one another.

Inspired by @matushiq’s “how people in science see each other” we have come up with “how people in construction see each other” for the following reasons

• ·         We thought it would be funny
• ·         We thought it would help people understand the complex nature of the industry
• ·         We don’t have children – which means we have more free time at the weekend than most

Please feel free to share, leave comments and suggest improvements.

Construction Knowledge Circles For Women – What they are and why you should attend.

For the past four years we have been running management and leadership courses for women in construction and whilst our blog on why women need separate management and leadership training can tell you why the training is important this blog aims to look at why you should consider not only attending Construction Knowledge Circles but paying for them yourselves.

Whilst I have adored delivering training for women around management and leadership in construction the day long, employer led  nature of these workshops caused me concern for a number of reasons.

1.       The majority of the courses I ran for women around management and leadership were funded, this meant that only certain women could attend and once they had used their funding allocation they were no longer viable to attend further courses. Whilst something is  better than nothing and many women did benefit , we also felt that this excluded groups of  women and let down others who needed more support.

2.       The training usually depended upon how enlightened the employer was. It was usual to encounter individual women asking me to deliver this training in their organisations only to be told by the HR department that it was not relevant to their staff. This lead to some women feeling the right support was not being provided and their voices were not being heard. It’s important to say that some HR departments were the opposite encouraging women who were at first apprehensive about attending*

3.       The funding was dependent upon what the provider wanted and not always what the individual needed, there’s a lot of presumed barriers in the industry which sometimes lead to a lot of women feeling patronised and misunderstood – further isolating them from the support that should be helping them excel.

4.       When the funding stops –it all stops. I have seen many wonderful organisations set up to support women fold due to lack of funding. This not only leaves a hole where advice once was but can leave people feeling let down and unimportant.

5.       Most funding stipulates training must take place in the day – yet as women in construction we know how difficult it can be to get away from work especially if the training is seen as a fluffy women only event.

These reasons plus the many many emails and messages we have received over the years asking for more advice, support and guidance to achieving great careers in construction inspired us to set up Construction Knowledge Circles. Whilst we know that £20 can be a lot have a look at our reasons for charging you and not seeking funding.

1.       By paying as an individual it ensures no one else can pull the funding – as long as enough women are interested we can continue to provide the workshops.

2.       Because we are not at the mercy of a funding provider we can deliver the training you need. Whilst it’s not possible to please everybody all of the time we endeavour to consult and work with members to achieve what is best for them.

3.       By paying for the CPD this means we can ensure each workshop is of high quality and designed for your needs, we want to give you what you need, not what we can get on the cheap.

4.       Having worked in the sector for over ten years and spent a further four researching the management and leadership barriers that women face we really understand what might be holding you back and what you need to do to move forward.  We will not patronise you or demand you do everything we tell you, we will simply tell you what we know and help you make choices that suit you – we are well aware that every individual and workplace is different.

5.       With your buy in we can run courses regularly so you know when they are and can plan your lives around them.

6.       Last but not least. We think it’s important we are paid for our time and would be a little insulted if you didn’t think so too!

If your interested in finding out more please get in touch or go straight to our website and book yourself on to the next course!

Happy Building

Chrissi x

NB For those men who wish to attend, let me know I’m looking into the idea of holding mixed workshops alongside female only ones if the need is there.

*A strange occurrence, the apprehensive women usually left the best feedback after the sessions.

How will the new equality duties affect me as a construction firm? Five things construction firms should know about the new legislation.

From the 5^th April the new equality duties come into force.  I know that for some of you the idea of additional legislation is not an attractive one, whilst for others diversity is something you have been looking to improve for some time.  Personally I hope that the legislation helps organisations to see the benefit of a well managed diverse workforce.

Given that your day jobs are mostly in construction not equality I am going to write this blog for the layman in an attempt to give you a running start.

So here are my five things construction firms should know about the new equality duties.

1.       Whilst all the equality legislation is under one banner now (Equality Act 2010) there are parts of the legislation that affect everyone (More familiar as the old Sex discrimination act, Race relations act etc) and parts that only affect the public sector and its subcontractors these are known as the equalities duties. When the equality duties came in (around 2007) they only affected Race, gender and disability. The main change to the duties that comes in on the 5^th is the fact that the duties will now cover eight of the nine protected characteristics (things that by law we cannot legally discriminate against) these are Age, Disability, gender reassignment, pregnancy and maternity, race, religion and belief, sex and sexual orientation*.

2.       It is the duty of the public sector to tell you as a subcontractor that you are required to comply with the equality duties. If they don’t make this clear you do not have to comply and they can be held to account for that.

3.       The purpose of the equality duties is to eliminate unlawful discrimination and harassment, and to actively promote equality. The main point of the equality duties is that you should be being proactive and this is what the public sector will now be looking for in your tender documents under E&D. Where traditionally you will have seen questions asking what you have done the duties will push public sector to ask you what you will do.

4.       What should you do? No one is expecting you to have a diverse and equal workforce by the end of the week, the aim is more to get you moving by showing this is an area that you are taking seriously.  Of course some of you will have very little budget – again don’t worry a lot of the initial work can be done with relatively small resources.  The two most important things currently that tenders will be looking for (please note this is open to change dependent upon the client) is that you are following their recognised processes. This means that you monitor your workforce and that you implement Equality impact assessments on your policies and procedures. Information regarding both of these areas is available on the web; we have links under resources on our website and have previously written a blog regarding equality impact assessment within construction. If you need further help feel free to send us Blog Q.

5.       Get your staff up to date with the changes, after all this isn’t just about playing lip service well managed equality and diversity improves profit and productivity – this is the message that you should be sending out to your staff from the top down. Make sure you can provide training that understands the concerns of your staff and takes them seriously; this can be a scary area for some and if these initial reservations are not dealt with the message will not be embedded.

We have put together a small survey to find out what solutions you need to meet the duties, if you enjoyed this blog please take a few minutes to fill it in so we can continue to help you meet your objectives.

Chrissi

* Marriage and civil partnership is the only protected characteristic not covered by the equality duties.

Women on board, The 30 by 15 challenge.

You may or may not be aware that Lord Davis published his review into women in the board room last Thursday.

Though the report was across all sectors as always we shall be looking at this with our construction hat on, it’s true that construction needs more women at board level, that’s my opinion of course but I did form it after reading a shed load of research so I consider it an informed one.

I have never been able to get over the correlation between the challenges identified by both Egan and Latham and the changes that occur when increasing the number of women in the workplace especially at board level. That and the tiny fact that more than 30%  female representation on boards increases profit and productivity (Catyalyst), significantly too, 42% higher return on sales, 66% higher return on invested capital, 53% higher return on equality (Mckinsey and company 2007)

And whilst I still hear from companies that they cannot find the right women, women don’t  put themselves forward and women don’t have the skills, women keep telling me that they don’t get offered the opportunities, cant see how they would fit on an all male board and are held back from gaining the required skills.

It looks to me that somewhere in all of this we have gotten ourselves into a right muddle. Of course there are solutions, but we feel there is also huge opportunity for industry. If we worked as a whole to not just take up the challenge set by Lord Davis to achieve 25% representation by 2015 but to try and beat it by making construction the first industry to achieve 30% this would not only bring the business benefits of a well represented board to organizations but raise industry profile and show a move away from the outdated stereotype of construction as a man’s world.

It’s a lot to ask but I think we could do it; after all we manage to navigate PQQ’s, client expectations and framework requirements. This should be a walk in the park right?

If you decide to adopt the challenge let us know so we can let everyone else know, and for those with a budget for these things why not find out more about our balanced board program to help you on your way, for those without read our top five tips.

1.      We promote in our own image because we usually think our views are right. Oh don’t get me wrong some are less vocal about it (not everyone has time to write a blog) and others do try and seek new knowledge to ensure fully rounded opinions, but on the whole we like the people that agree with us. We shouldn’t think this is a conscious decision either, it’s usually not and unless we are aware of this and have been trained in how to realize when it is happening it’s likely that we will continue to repeat the same patterns and consider different viewpoints as weak when making appointments. To move forward ensure your boards and recruiters are aware of the right agendas when undergoing the recruitment process.

2.      Whilst the pot isn’t currently over flowing, at the moment there are women looking to take the step to board level, especially if we get in first and find them. Many are in your own companies, it’s just that something has gotten in the way be that confidence, workplace barriers, caring responsibilities etc. With the right systems in place you can find and up skill these women. What’s more it’s very likely that the confidence boost will have a knock on effect to their performance in their day to day jobs too.

3.      When looking for Non executive candidates its worth examining your contacts, and looking to see how diverse they are. With the majority of appointments never advertised women often don’t get a look in due to the male centric experience that is construction networking. I would urge you to expand your networks, not only to other sectors that have a stronger representation of women at senior level but also to consider the huge number of talented individuals who could not achieve their goals within a traditional construction firm and have started up on their own, you only need to look to the recent presidents of ICE, IstrutE and RIBA to see my point.

4.      Research has found that when there are less than 3 women on a board they are still likely to be considered tokens, often by themselves as well as their fellow board members. This is regardless of how they got there quota/no quota. Only once 3 women have been appointed will numbers outweigh the tokenism issue and you can start to see real change happen.

5.      Appoint what you need to, not who you want. Look at the areas your board currently lacks if you have 12 Senior directors will another bring anything fresh to the table? Might there be some benefit in bringing in some one at middle management or even operational level to gain a more rounded view of the company? Please note if you chose to do this individuals should undergo an appropriate period of training to ensure they are able to deal with boardroom situations.

I look forward to hearing from those of you brave enough to undertake my challenge!

Happy Building

Chrissi x

The implications of bad banter – 5 rules to keep us all laughing

(or Its just Banter love......now get back in the kitchen and make me a cuppa.)

I was all lined up to write this week’s blog on women in board rooms but then Andy Gray and Richard Keys decided to make a few disparaging remarks, which have dominated the headlines for the last few days and I feel I would be remiss of me not to comment.

So I know the offside rule has very little to do with the construction industry – though it can be helpful for networking and I’m quite sure a healthy knowledge of football in my late teens secured me my first construction job.

But it wasn’t that which raised my brow, it was a common response from Joe public men and women alike that this is just banter, worse is heard down the pub and maybe we should all grow a sense of humour.

Firstly I would like to defend my sense of humour as I know that writing this blog will automatically render me humourless to some. Whilst I have not won the Perrier award I have been awarded “joke of the day” by my Fiancé on 2 separate occasions this year – quite the accolade in our house. I also enjoy banter lots and have been told I spar well, having honed my skills over many years in pubs and building sites across the land. Should we meet at a networking event I would be happy for you to challenge these skills – though I warn you my language can be a little blue.

The issue I have is when banter effects the way people do their jobs, by all means down the pub tell me “I should be at home doing the ironing”, I’d probably hit back with a “why? By the look of your shirt you clearly don’t bother”. Not sparkling wit but you get the point.

Do not though as my boss, tell me “I would do you” this makes me feel like a piece of meat. In the pub I can stand my ground say what I like, remark as low as you do if I choose or sit with another group of people. At work I don’t have those options, if I make a witty retort and dent someone’s pride I risk losing out on future opportunities, if I make a complaint I’m seen as not able work as a team and so I choose to go along with it and smile, and pretend that it’s OK to speak to me like that.

Don’t get me wrong on its own it’s not enough to leave the industry over, but when you don’t get the promotions it makes you wonder how your viewed and its certainly enough to make you enjoy your job less which research shows will make you less productive.

Now before anyone mentions delicate little women, many men have taken me to the side to state they also thought this was inappropriate but did not feel they could speak up within the group. Bad banter is bad for everyone except the alpha male/female’s that use it to control, belittle and bully. This is not a male/female ethnic/non ethnic issue, it’s a people issue I hear complaints in relation to age, ability, height etc if is offensive to someone its offensive.

The most high profile case I have seen was in the midlands around 3 years ago where a Muslim man was made to eat bacon sandwiches, dumped in a BNP loyal part of the city and called a number of offensive names, in this first case this was called banter – the judge ruled discrimination.

Now before we get our knickers in a twist this doesn’t mean that we should stop banter, In fact quite the opposite banter should be encouraged and protected it promotes healthy happy teams and makes the day go faster.

 What we should do is challenge those who use banter in the wrong way and spoil it for the rest of us, let’s not consider banter to be a bad thing but to recognise bad banter. You wouldn’t ban chefs from owning knives because one went rouge and stabbed someone, you also wouldn’t blame the person stabbed, you would seek to stop the stabbing.

So here are some guidelines to stop bad banter and keep us all happy.

1.       If you hear something that’s clearly offensive and unprofessional do not laugh, even to save face this will encourage the behaviour and make it seem ok.

2.       If you are offended but don’t wont to seem humourless try switching. Using a response that points out its inappropriateness. Eg Bad banter“women should stay in the kitchen” Response “ill bear that in mind when I do your valuation”. Of course be careful when using this method on people in a position of power over you.

3.       If you are a manager and you hear your staff talking offensively put your foot down, your there to be respected not liked and if you show leadership by taking a stand your staff are more likely to follow.

4.       Rule of three, bad banter can be a hard habit to break so don’t blow up the first time you hear something you don’t like take the individual to the side and explain why and ask them to refrain. If they do it again reiterate your point and at the third attempt take stronger action if you feel it is necessary – never go in guns blazing on the first comment unless it’s crazy offensive.

5.       Be aware your offensive is not every one else’s and vice versa. For example I love being called petal, I don’t know why but I do (clearly taken out of context with a side order of malice I’m not so keen but in the main I’m a fan). But there are those who hate being called petal in much the same way as I hate being called chick so when they ask me not to call them that I stop. Sometimes I forget and call them the name again but will apologise when the error is brought to my attention.

In summary, be nice. If it feels offensive if probably is and there are plenty of other non offensive things to banter about. If someone says it’s offensive to them, respect that, it will make you come across as an intelligent and reasoned adult.

No one wants to work with an ass, so let’s all try not to be one!

As always I would love to hear your comments.

Chrissi x

These and other topics are covered on our Inclusion awareness, and Equality and Diversity Management in Construction Workshops; please get in touch to find out more.

Five reasons to implement Equality Impact Assessments in a construction firm.

Or (What in the blazes is an Equality Impact assessment and what am I supposed to do with it?)

To those working in the field of equality and diversity the expression Equality Impact Assessment is a familiar one that is known so well know it goes by the name of EIA. Now it’s a good thing that the public sector has embraced EIA, but my concerns turn to the private sector, in my experience it’s a regular occurrence up and down the country when private sector suppliers meet with public sector clients around half of the meeting will be conducted in a language that the other party does not understand. Whether that be the contractors talk of CVR’s, NVC, RWP or SCM or the clients insistence on KPI, EIA, PQQ or CSR. Of course many people will understand a lot of both but the point is the more TLA’s (three letter acronyms) that exist the easier it is to get yourself into a right muddle and find yourself agreeing to something without really knowing what it is.

We had a conversation a few weeks ago with a SME (Small medium enterprise) who had been told to implement an EIA in order to increase their chances on Tender lists, poor fella had no idea what a EIA was let alone how to implement one. So here at Constructing Equality we thought we would provide a breakdown of what EIA’s are and what they can do for you!

Firstly, what is an EIA? - in its most simple definition it’s a  check list you carry out before making any strategic decisions to ensure one group of people won’t be adversely affected by anything you decide– a bit like a risk assessment for diversity.

Secondly why would you want to touch one with a barge pole? Well I’ll give you five reasons

1.       Tender Lists – Public sector authorities need to show they are working in line with the equality duties, this means ensuring that they are being proactive about eliminating harassment and discrimination from the workplace. As a subcontractor for a public authority they are legally bound to ensure you are doing the same. Therefore if you have procedures in place that show you understand this it can give you that edge when your client is making procurement decisions.

2.       Improving Productivity and Profits - The research in this area continues to grow, and it’s saying the same thing, well managed diversity makes firms more productive thus bringing in more money. More women in boards increases profits and clients like to employ organisations that they feel can empathise with them. By implementing an EIA programme you can start moving diversity and profit forward.

3.       Retain staff – If your firm keeps making decisions that isolate certain groups it’s pretty likely that sooner or later those groups will try and find alternative employment. Whilst retention might not be this mornings worry I doubt I need to tell anyone how quick that can change. Oh, and don’t make the mistake of thinking these groups will tell you if they have encountered discrimination, on the whole they tend to keep their heads down – just cos you can’t hear it doesn’t mean is not happening! A good EIA can help you pre empt behaviour and put a stop to it before it happens.

4.       Marketing- Whilst so few private organisations in the built environment are taking on EIA’s you can use it in your marketing campaign to show what a forward thinking firm you are! Again looking good on PQQ’s, winning features in trade mag’s as a best practice organisation and as a great promotional tool when recruiting.

5.       Legal – An EIA will help strengthen your case if here are any legal questions raised, both to complying with the equality duties and as a way of showing you did all you could to uphold the rest of the Equality act.

To help you out we are running one day EIA workshops up and down the country, as with everything we do they are written specifically for the construction industry and delivered by trainers with industry experience and qualifications in equality. Delegate are asked to bring along a sample of one of their own new policies or projects so that real life examples can be used and learn from.

The workshops are designed to ensure you use EIA to improve your organisation without breaking the bank or overloading your employees. If it suits we can also deliver in house. Get in touch to find out more.

Chrissi

For those who need to know these things EIA – Equality impact Assessment, CVR – Cost Valuation Reconciliation, NVC – Nov Verbal Confirmation, RWP- Rain Water Pipe, SCM – Supply Chain Management, KPI – Key performance indicators, EIA – Equality impact assessment, Pre Qualification Questionnaire, CSR – Corporate Social Responsibility.