The Time is Now: Creating an Inclusive Workplace in Construction
By Jeanette Millard, HELM Organizational Development Consultant
Small business owners are frequently encouraged to create an inclusive workplace, but what does that really mean? And how does a construction or design firm go about doing that? Let’s dive into the conversation and then into action.
“The time for the construction industry to save the diverse workforce is over; the time for a diverse workforce to save the industry is here.”
- Tia Garcia, HELM Construction Solutions
On the one hand, the definition of an inclusive workplace is simple: it is one where everyone can be themselves, feel included and valued while having their differences acknowledged, and still get good work done in a safe and respectful work environment. However, as many managers know, creating such a workplace is often complex, and this is certainly true in the construction industry—a historically cis-gendered male, predominately white and able-bodied industry, with a high tolerance for bias, both overt and unconscious.
According to a May 2023 Report published by the U.S. Equal Opportunity Employment Commission (EEOC), “some of the most egregious incidents of harassment and discrimination investigated by the EEOC have arisen in the construction industry.”
This is an industry that the Associated Builders & Contractors claims will need to attract over half a million new workers in 2024 to meet the demand, and which must address the ways that discrimination continues to prevent the hiring, retention, and advancement of specifically, women, lgbtq, and people of color in construction.
Despite these challenges, we’re dedicated to broadening the workforce in construction to include a wider range of employees. If companies recruit by casting a wider search net and do the work to establish cultural and behavioral norms that make new hires feel welcome, the workforce shortages we are experiencing these days can be reduced. Retention of all employees is improved by focusing on a more welcoming and inclusive workplace.
We know that a wide range of identities (racial/ethnic/gender/class/experience/ability, etc.) can enrich the whole organization.
A few statistics…
In 2020, women accounted for 1.2 million of those employed in the construction industry, or about 1 in 10, similar to recent years. — Bureau of Labor Statistics
According to the Institute for Women’s Policy Research, while the number of women working in the trades is the highest it’s ever been, tradeswomen are still only 4% of those who work with tools on job sites.
The Associated General Contractors of America estimates that approximately 60% of the construction industry self-identifies as white.
People with disabilities make up 5.9% of construction workers according to the U.S. Department of Labor.
Benefits of a Diverse Team
You can find good employees more easily if you take a broader view when posting a job and defining what a “good hire” is.
A multitude of perspectives can address problems more creatively.
Diverse teams can bring increased innovation.
A broader range of employees means a wider network for potential work opportunities opening your company up to other markets.
Diverse teams are more likely to be profitable. A 2020 McKinsey Report on Diversity indicates that of the businesses in their study, the most gender diverse were 25% more likely to achieve above-average profitability than those that were less diverse. Similarly, those that were more ethnically or culturally diverse were 36% more profitable.
Challenges of diversifying
We often hear from clients “There’s no one for us to hire.”
There are many challenges to becoming a more diverse company. But there are also many potential solutions, including expanding your hiring search and posting the job in non-traditional places. Many people from other industries may have excellent experience in project management, for example.
You can also offer relocation support. You may find someone across the country who would love to live in your area.
Another common issue is some teams have worked together a long time, and resist bringing in someone who looks or acts differently, whom they will need to adjust to.
Owners may fear injecting some discomfort into the existing workplace culture. Or, the owners themselves may share the discomfort. When you think about the future of your business, however, you may find that some discomfort is a minor issue compared to the risks of not hiring and running short-staffed. And, once you address it (before you bring the new hire on) and focus on opening up your workplace to new employees - everyone will have learned some important new skills themselves.
Sometimes the choice seems to boil down to: “Do we hire an experienced carpenter like us, or do we hire a total beginner with a different background?” The assumption that “diverse” new employees are blank slates with no skills or experience can be a block to hiring. Challenge that assumption in yourself and your team.
Write a job description based less on a position (e.g. carpenter) and more on the skills needed. Decide which skills are harder to teach and/or harder to find. Then decide which skills can be taught. You may find that teaching someone carpentry skills takes about as much time as locating someone who has the full range of experience you seek.
These are some intentional steps Owners and Managers can take to create a welcoming workplace for all employees, increase skills, and build the foundation for a stronger team overall. This challenge may require company leadership to stretch in a new direction, to the benefit of all.
“According to cumulative Gallup Workplace Studies, companies with inclusive cultures do better on several indicators than those that are not inclusive, including:
• Customer satisfaction +39%
• Productivity +22%
• Profitability +27%
• Lower turnover -22%”
Ideas for Promoting Inclusive Company Culture
Make sure your written company’s values reflect your goal of being a welcoming workplace.
Spend some time with your whole team (office and job site crew) to articulate these values and be specific about your expectations. You can’t assume that everyone on your team already “belongs.” Your employees need to hear from company leadership that it’s their responsibility to make sure everyone experiences that feeling of belonging.
Do you have a company handbook that outlines your employment policies? Do they prohibit discrimination, harassment, or retaliation in your company? Is there a clear process for what occurs when these incidents take place?
Revisit your hiring process. Be mindful of where you post ads and the language you use. Have you eliminated language that favors certain genders, races, or those who are able-bodied? Do you have the capability of welcoming someone who does not speak English?
Review your onboarding process for new employees for opportunities to enhance a new hire’s experience.
Individual introductions on the job site are a good beginning. Follow up in a company meeting with a short circle of introductions to reinforce your desire for inclusion. For example: “Please introduce yourself, and tell us about work you did recently that you are proud of.” You’ll learn new things about *all* the employees, not just the new ones.
Assign a buddy or mentor to whom a new team member can ask questions about anything. That buddy should check in with the new employee regularly, and not wait until something is difficult or challenging to extend a hand.
Make sure all the information and tools each staff member needs are easily available, and point them out. Do you have PPE equipment that is appropriately sized for everyone?
Invest in providing anti-bias and inclusive culture training and education to your team, beginning with leadership. Hiring diverse candidates does not automatically make your company more inclusive. In fact, without investing in education and preparation, it can result in someone experiencing your company as an unsafe or hostile workplace.
Have regular all-team meetings, and consider focusing at least one meeting per year on team building. Research has shown that a more diverse group - that works well together - makes better decisions and reduces workplace accidents.
The effort of creating an inclusive workplace requires skills that are important for everyone, especially anyone who hopes to manage people someday. A strong culture of inclusion also creates a strong learning environment. Given the opportunity, we can all get curious about our team’s background, language, and history. This translates into more engaged and involved teams. Allowing people to be their full selves at work is therefore beneficial to everyone in your company. Besides, the construction workers of tomorrow will require that the industry make these changes. Building more inclusive workplaces is not a “nice to do” thing - it’s a “have to do,” and the time is now.
HELM RESOURCES
Breaking Down Gender Bias: A Toolkit for Construction Business Owners
Building Healthy Culture: Men Dismantling Patriarchy workshop
HELM Custom Workshops for your team
Do you have stories of what worked for you and in your company to develop a more inclusive workplace and job site? Post them in the comments below and we will choose some to feature in our upcoming newsletters.