The word in the blog

Women on boards, Anna Stewart and Quotas.

Whilst the news of Anna Stewart’s appointment as CEO Laing O’Rourke from April 2013 is not unexpected, it is certainly welcomed.

Especially since the statistic regarding women on FTSE 100 boards show that whilst numbers have increased from 12.5% in two years up to 17.4% the majority of these have been non-executive appointments, with only a 1.2% rise in executive roles.

Some papers have taken the notion that Stewart's appointment will bring equality to the sector, but we should not be blindsided by such simplistic views, whilst I have every confidence that she will make a fantastic CEO; putting the weight of industry diversity on her shoulders might be a little too much for anyone to deliver.

We should rejoice that there is a woman in a prominent board room position with an industry background (she is MRICS) at exec level; because whilst there are a number of women in non-exec positions, exec positions in SME’s or exec positions in HR roles there are very few role models for women working in construction roles within large organisation

Why is why if I was still a site manager I know where I would be sending my CV.

Back to boards, Maria Miller the minister for women and equalities  has announced that she thinks the proposed 40% quotas from Brussels are “dreadful”, here’s why we disagree,

The majority of people I know are concerned about talk of quotas for women on boards. There is a worry that they will water down skills, give a leg up to people who don’t deserve it and undermine the achievements of those that have worked their way up on their own.

I can understand how people got to that conclusion but my experience has shown that logic to be a little backward and here’s why:

I sit on a few boards and talk to other women who sit on a few more and we have found the same thing. Quite often in meetings when we are the only women present we make a point and people nod and move on. Then 5 minutes later someone else raises exactly the same point word for word and it is applauded. Worse, it is then minuted as the idea of the person who repeated it.

Usually I’m happy enough that the point was being considered but there are times I feel it’s important that my contribution is seen as mine. When I have voiced this, I have been told I probably didn’t speak loud enough, or wasn’t forthright or confident in my opinion. Problem is, no matter how loud, confident, forthright or downright rude I am the outcome doesn’t often change.

But that’s not really the point, what I find interesting is this:

It has never happened to me on a mixed board and it has never happened to any of the other women I spoke to on a mixed board either.

Not once; not even a little bit.

And this makes me wonder why this happens.

When I’m the only woman on a board or in a meeting I do sometimes get conscious of that fact and have been known to wonder if I’m there as a token, even when I know I’m not. So if I’m thinking that and I know the reasons why I am there – what might the rest of the group be thinking; it’s not unreasonable that the thought might have crossed their minds?

It seems to me that whenever there is just one of someone we look at what they represent not who they are; one women will always be a woman in a group of 11 men no matter what her reasons for getting to that position in the first place. It’s all about numbers.

If you have three women, no matter how they got there, they stop being women and start being members of a board. Once we achieve a critical mass tokenism stops being an issue and we start to take the opinions of all board members seriously.

In layman’s terms, a woman on her own will be perceived as a quota even when she is not, conversely, a group of women will not be seen a quota even when they are.

Before we make the mistake of putting this down to good/bad, sexist/non-sexist people, in my experience, this is a subconscious action carried out by considerate, personable and usually supportive individuals. 

We cannot overestimate the extent to which we behave subconsciously, and until we get our heads around that notion it is likely that we will not appreciate the skills of women on boards, we will fail to see the benefit in appointing more and we will undermine the achievements of those who got there on their own merit by ignoring their contribution… …Exactly the things we are worried that quotas might do.

What do you think of our new site FAQ's? Any questions?

We have compiled a list of questions frequently asked to put on out FAQ section of the new site. We would really appreciate if you could take a look and let us know what you think and if you have and questions yourselves.

What do you do?

Our aim is to improve the Built Environments approach to the people it employs, we do this in a number of ways at a number of different levels for example.

Affecting change at strategic level by sitting on boards and responding to government consultations of behalf of organisations such as the CIOB.

Delivering training that understands the working lives, concerns and passions of your employees so that they can “buy in” to the equality agenda.

Not only raise awareness of the challenges faced by industry but of the successes it enjoys so that the industry can move forward and be celebrated as it does so.

Helping companies use equality, diversity, fairness inclusion and respect to build their businesses, retain their employees ad create a happier more diverse workforce.

We are a private business but we do try and commit 10% of our resources to helping the industry without cost, some of the things we do are visit school, give talks, help SMEs find support.

How will this make a difference?

As an industry we believe that construction is often led by clients and government who are not always aware of the challenges we face. Our work is aims to educate these groups and create initiatives that recognise the good work the industry is doing now, as well as working with individual firms to create something better for the future.

There is a strong argument for equality and diversity in business and we believe that by treating your employees with fairness, inclusion and respect you can save yourself improve bottom line, save on resources and employ the best people.

Do you expect to change everybody’s opinion?

Not even a little bit, and it’s not something we particular want to do either. Opinions are held deep and whilst we aim get you to think about your reasoning we don’t think a half day training course will change the socially ingrained views of a life time. What we do instead is explain what is and isn't appropriate in the workplace, how inappropriate behavior can have a negative effect on your business  and what you can do to manage it.

How would this benefit my business?

In lots of ways, from helping you to meet legal requirement, to strengthen your PQQ tender submissions. More importantly though we can help you create a inclusive and diverse workforce that attracts, progresses and retains key talent having a positive effect on your bottom line.

More specifically the BE FaiR frame work which we have partnered with construction skills to design and deliver will enable you to develop your organisation in a way that understands your resources, fits in with your existing processes and provides a wide range of supportive documents to help you fill the gap. At the end you get an accreditation which you can use to strengthen your PQQ’s.

If this is proven to work, why isn't it put into other industries as well?

It is, some are much further ahead than construction especially those linked to the public sector, and unfortunately few are further behind. Our concern is that whilst other industries reap the benefits of a diverse workforce attracting and retaining the best talent we as an industry continue to fall behind in the race for employer of choice.

That’s one of the reasons why the sector skills council – Construction skill, commissioned us to design the BE FaIR framework to give the industry a “leg up”. We firmly believe that if industry gets behind this initiative we can become a future industry of choice, after all the work we do is amazing too often it’s the way we are treated that’s off putting.

Will there be negative effects to my business if I can’t provide E&D training to my workforce?

Possibly, more and more public sector clients are asking for management staff to be trained in equality. We know this can be a costly business and while we would love everyone to book training with us we know this is not always an option. This is why we are working with construction skills and the UKCG to develop toolbox talks around equality and diversity that will be made available to every site for the cost of the ink and paper. We are also developing online equality training to keep time and cost down – especially for the subcontract trades.

I own a small micro company (5 people) & we are a family run business that all get on fine and have no issues-do we still require E&D training?

We think so, equality can affect us no matter how small the business, but I think it’s important to understand that this does not mean you should be doing as much as the large organisations. Not just because you don’t have the resource but because it wouldn't necessarily be of any use to you.

The BE FaIR frame work is bringing out its micro strand next year which allows small businesses to benefit from the framework without being overwhelmed by it, in fact the initial feedback has stated it to be very useful giving access to policies, processes and feedback that would have otherwise been out of reach.

Our background in construction means we know where the majority of the risk usually falls and we are always on the lookout to protect the SMEs first.

What is meant by an E&D issue?

Usually this would mean that you have a situation in your organisation where someone has treated someone else less favorably because of something that is unrelated to their ability to carry out their work.

 

If I pay for E&D training this year will I be required to review this every year?

No, not legally at least. You should keep in mind though that different clients want different things so we can’t make an absolute statement.  We find that different approaches are required for different companies so we would always want to advise individually; there could be circumstances that require you to have additional training.

What is the difference between positive discrimination and positive action?

The most important difference is that positive action is legal and positive discrimination (except in the most rare of cases) is not. You cannot legally choose to employ someone over someone else due to a protected characteristic (race, sex, disability, religion and belief, sexual orientation, gender reassignment, age, pregnancy and maternity) but you can enact positive action. Positive action is where there is an under representation of a group in your work force (can vary with geography ) or in a set of roles and it works by trying to make things a little fairer. For  example if you had no women as site managers but lots of women in admin roles who were interested in finding out more you could set up a training day to find out if their skills were suited. Think of it as bridging a gap not crossing a line.

Do I have to have to have toilet/ changing facilities for both sexes on all sites?

No, you only need provide a lockable door; or if you are working on a temporary site access to toilet facilities. Of course if you have the means and the motive separate toilet facilities are always welcomed.

Where can I get help from to support in employing a new worker with hearing disabilities?

Have a little look at this site access to work  its funding from the government to help people living with disabilities pay for the practical support they need to help them do their job. 

The brilliance of construction

Its been a mixed month, on the one hand we have had a couple of Anonymous blog posts and a couple of telephone calls in that have reminded us that the industry can be a harsh working environment.

On the other hand though, we have had the joy of being reminded just how wonderful and forward thinking the industry can also be.

Pour exemplar

This month has seen us busy testing the new BE FaIR (Built Environment Fairness Inclusion Respect) accredited framework, a project we are working on with Construction Skills. A number of companies are helping us ensure that the framework meets the requirements of industry. These include

• ·         Vinci
• ·         Graham
• ·         Rothwell Plumbing
• ·         GM Jones
• ·         Lloyd and Gravell
• ·         Midland Heart
• ·         One Vision Housing
• ·         Highwire

In every case not only were the companies keen to help and refreshingly honest regarding what they felt would work and what wouldn’t but they were also doing a huge amount; From simple things like a zero tolerance attitude to offensive language on site to structured recruitment processes designed to ensure the best person for the job.

Even the smaller companies such as Lloyd and Gravel a main contractor with 67 employees have a remarkable 8 apprentices, with those in the trades chosen from a tough process designed to give everyone a chance but ensure the best succeeded.

The reoccurring theme was it often took an hour into a meeting before a company would mention one of these initiatives stating –“ its just what we do, you forget other people don’t know”.

My concern as ever is that companies do know what’s best for them and their staff but client demands, market conditions and quota based fads often mean that they are not able to implement as much as they would like.

There needs to be a greater understanding around what the industry needs to do in order to move forward to be seen as an employer of choice. Obviously I feel that the BE FaIR framework is a major part of ensuring that change but even more so it’s the industry’s ability to recognise and be proud of the good practice it already carries.

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.