The Anonymous Blog

I was recently contacted by a woman working in construction with a proposition; she wanted to know if Constructing Equality would host an anonymous blog. The idea behind this had come from a series of recent experiences that she felt may have been detrimental to her career but she was unsure what to do about them. It wasn’t so much that she was looking for answers but more of a place to let of steam, talks about the behaviour she had encountered and interact with others who have had similar experiences. Whilst it is unfortunate that she does not feel she can do this openly without fear of reprisal, I understand the concern.

And so we agreed, from next month we shall be hosting the anonymous blog a place where people, and we do mean people of any age, sex, race, ability etc can write a blog post which we will host,  we  do have some rules and reasons though - here are five of each.

Reasons

• To create a space for people to talk about their experiences without fear of reproach - We will monitor comments and if you wish to comment anonymously you can email Matt@constructingequality.co.uk and we will upload your comments for you.
• To give companies greater insight – We don’t see this as a negative space rather a resource to find out how people are really experiencing industry so you can see if those experiences are occurring in your workplace.
• To give individuals greater insight – Its quite normal to misunderstand the affect we can have on people, a comment, joke or action may seem harmless to us but be a source of frustration or pain for someone else. By reading the blogs you can see the other side of the story and consider how you can be a better colleague/manager/leader. We are none of us perfect and can all stand to learn a little from empathy.
• To see how others experience industry – For a long time when I worked in industry I felt I was alone in thinking that certain things were not quite right. It was only when I left and founded Constructing Equality that I found many people in industry felt the same way and were seeking the same changes. The Anonymous blog aims to give individuals the opportunity to see they are not alone in their thinking or experiences.
•  To give a little bit of help – We will aim to signpost, give advice and links after each blog post to allow the writers and readers a chance to make better the situation. We know there will be times when there is nothing we can do, which is when we hope you the reader will provide support and encouragement.

And the Rules

• No Names – not your or anyone else’s, we don’t feel it’s fair for people to use anonymity to have a dig.
•  Many Anonymity – If you want to write a blog you can email it to us, we won’t release your identity and everything you say will be treated with respect.
•  Context – To make the blog useful it needs context, so try and tell us as much detail as possible without saying so much you give yourself away.
•  Understand our time – We would love to be able to spend more time supporting individuals in the sector, and whilst we give up 10% of our resource to none income based supportive initiatives we can’t guarantee we will be able to respond straight away or provide ongoing support. We will do what we can though – so please be patient.
• Be nice – writing the blogs or comments. Don’t insult or demeaned anyone. I do wish I didn’t have to write this but I’ve seen some fairly rude comments come off the back off my blogs in recent years so I feel I must. Anything offensive will be taken down.

We see this as a tool for industry and want you to use it as your own, if you want to add rules, groups or network through this please let me know and we shall do what we can to support you.

Happy Building

Chrissi

Why does construction matter? Why an industry specific approach to diversity could mean all the difference.

Ever since first starting on site I have been aware of the industry specific debate. The idea that unless we cater management tools, good practice and policy for industry it simply doesn’t work to its full potential; I must admit I am very much on the side of the industry specific and for some good reasons too.

Firstly history is always a good place to start, the most radical positive change I have encountered in industry is that of attitudes to health and safety which guided by the HSE was driven and influenced by industry and has been a massive success. Whilst we should not rest on our laurels (and it should be acknowledge that the stats are showing an increase in accidents on site) where we are now compared to my first day on site as a thirteen year old with a hard hat, a welding iron and no induction is a snap shot of how far we have come. Knowing that that site was the jubilee line extension and I was free to wander around as I pleased makes the distance travelled seem all that much further.

In contrast the Egan report which did not consult with industry but set out some clear goals for the sector to achieve has by Egans own admission been somewhat of a disappointment “we could have has a revolution, what we achieved was a bit of improvement. I give the industry 4 out of 10” Never waste a good crisis.

When it comes to equality I strongly believe we must not just be sector specific, in fact I feel that being that general will not work at all – here’s why.

Not only is the sector very large at 10% of GDP and covered by three sector skills councils its also very very complicated. For many reasons such as the majority of firms in industry being made up of less than 10 people, the stark differences in culture between the firms, changing procurement practice, trade/professional firm make up etc etc. In short to ask a brickwork SME to achieve diversity is a different ball game from asking a consultant or main contractor; let alone client or housing association.

By expecting all organisations in the sector let alone the UK wide industry to work to the same parameters would in my view either overstretch or under effect.

Secondly whilst there are firms that can afford to employ Equality and Diversity specialists the majority cant and to think about how that might work we only need to ask if you would ask an apprentice to carry out a major groundwork’s method statement. Whilst some will do a good job most won’t have the time knowledge or confidence and might come up with something that is potentially harmful. From quotas that result in people with roles but not responsibility leaving them frustrated and isolated, unrealistic targets passed down the supply chain to the evermore pressed sub contractor, to misunderstandings about life on site and presumptions around the affect it has on minority groups leading to well meaning but ultimately pointless short term initiatives.

Finally, (please note this is not the final point in this argument but I only have so much time to write blogs so the final one for today) as an industry we are amazing, we don’t tend to tell people that often enough but it is true. The danger is if we don’t attract good candidates through our doors and keep them there we will struggle to continue to achieve the things we do on a daily bases. This means we need to look a little further that traditional views of equality and diversity. To make a change happen we need to understand that in our industry 86% of managers consider themselves over stressed, we average 70 hours per week, work in the most dangerous conditions for a major industry, and buying work is common place leading to poor payment practices.

To make change to our diversity we need to make a change to these factors, we are currently failing to draw in key talent from our usual demographic unless we can present a solid case why the industry should appeal to the majority what chance do we have with the under-represented?

Alongside construction skills we have developed the Built Environment Accredited Framework for Fairness Inclusion and Respect. The framework has been designed considering all of the issues above and many more to work towards making a real positive change to the sector.

Please note that whilst I have held the above views for many years I have never seen it so well presented (if not equality specific) as in Stuart Greens Making sense of constructionimprovement so I would advise you to go take a look, and if you have an opposing view please do post it in the comment section, I warmly welcome a good debate.

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 – its 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 homogenous 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.

How do I find out which companies have good maternity packages and after care?

"I am currently working at a Construction Consultancy firm based in England. I find I am doing a lot of traveling and my company only offers the minimum statutory maternity pay.

In the next few years I don't plan to have a child at all, but in the event that I do, do you know how I would go about finding out which firms are flexible working friendly and/or offer better maternity leave benefits? This is obviously a question I do not want to ask during interview with other companies (if this ever comes about) so I really wanted your advice if possible."

Asks a reader from the UK

This is an area that the industry is still finding its step in. We recently wrote an article for construction manager highlighting some of the issues.

In the case of being proactive in this area when looking for a job I would offer the following advice.

1. Look at the Building guide to good employers

This shows the % of women in non support roles within each organisation. Whilst this does not tell you everything it gives you an indication of the fact that if a high number of women are working there it could employ more friendly working practices.

2. Look at the boards and senior managers - whilst not always a good indication the main reasons a company has flexible working is if it is important to board member and senior staff. So if they are reflected you are in with a better chance.

3. Network as much as possible and ask people what their working conditions are like when you do. Good employer guides can be manipulated but if you build up trust people are more likely to be honest - just don't make it the first thing you ask them!

4. Do your research company website often hold a lot of this information.

We are working very hard to change practice across industry, and whilst we have made some massive strategic strides lately I don't expect to see massive change for around 3/5 years. In the next 3 years though we are looking to develop a benchmarking platform for diversity in the built environment to provide a way for individuals to understand what a company really has to offer.

Employer Question; We recently had an employee who has come out of the closet.....

We recently had an employee who has come out of the closet. Should HR take a role to make this person feel welcome? I have heard a lot about equal rights issues and do not want to create any problems that do not exist?

Avoiding the issue can sometimes create a bigger problem. The best thing to do would be to engage with the individual and find out their needs and views. As a valued member of staff you wouldn’t want to lose them for the sake of a conversation. If you find it a difficult subject to broach or are wary of legal issues here is a wide range of support and advice available to help you understand your responsibilities as an employer. Stonewall the Lesbian, Gay and bisexual rights organisation has a wealth of in-depth resources for you to look over.

Try to remember that your sexual orientation has a much bigger affect on your life than what happens in the bed room. People who are fearful of a negative response to their choice of partner will usually feel the need to create a double life to avoid talking about the places they visit, their partners, people they socialise with and those they respect. This can be draining and stressful meaning that individuals can’t put as much focus into their work as they would like.

Also be realistic about the fact that some people are still not open to a gay or lesbian life style and there may well be circumstances that need to be dealt with sensitively. Put some guidelines in place so that everyone knows what to do if a situation occurs.

We look forward to reading your comments and questions below or via email.

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.