{"id":101428,"date":"2021-11-04T14:48:14","date_gmt":"2021-11-04T14:48:14","guid":{"rendered":"https:\/\/www.pbctoday.co.uk\/news\/?p=101428"},"modified":"2021-11-04T14:48:14","modified_gmt":"2021-11-04T14:48:14","slug":"inclusion-mental-health-construction","status":"publish","type":"post","link":"https:\/\/www.pbctoday.co.uk\/news\/hr-skills-news\/inclusion-mental-health-construction\/101428\/","title":{"rendered":"Building Bridges: Inclusion, diversity, and mental health in construction"},"content":{"rendered":"

The Construction Helpline<\/a>\u00a0has teamed\u00a0up\u00a0with\u00a0the\u00a0industry\u2019s leading figures, including\u00a0Andrew\u00a0Triggs Hodge,\u00a0\u00a0Anjali Pindoria,\u00a0Balo\u00a0Abisogun,\u00a0Clive Holland,\u00a0Christina Demetriou\u00a0and\u00a0Paul Cottam\u00a0to discuss the issues surrounding inclusion,\u00a0diversity,\u00a0and mental health<\/h2>\n

The Black Lives Matter movement, mass\u00a0protests\u00a0police violence in the US and Europe, attacks on monuments of the colonial era \u2013 the problems\u00a0of\u00a0inequality\u00a0are yet\u00a0again being brought into the\u00a0spotlight;\u00a0however,\u00a0it is\u00a0not just\u00a0a\u00a0PR\u00a0announcement, it is a real problem that is reaping havoc\u00a0for millions in the world, including the world of construction.<\/p>\n

A 2018 study conducted by recruitment analytics company HAYS revealed that 78% of BAME (Black, Asian and minority ethnic) people working in the construction sector had experienced career restrictions due to their race and other democratic factors such as sexuality and age.<\/p>\n

According to the ONS (Office of National Statistics), only 7.4% of BAME people account for the total work women only make up 12.5%. These statistics are staggering, which is why Construction Helpline teamed up with the industry\u2019s leading figures and advocates including Andrew\u00a0Triggs Hodge,<\/a>\u00a0\u00a0Anjali Pindoria<\/a>,\u00a0Balo\u00a0Abisogun,\u00a0Clive Holland,\u00a0Christina Demetriou\u00a0and\u00a0Paul Cottam\u00a0to discuss the issues surrounding inclusion,\u00a0diversity,\u00a0and mental health.<\/p>\n

What is diversity and inclusion?<\/h3>\n

\u201cTotal inclusivity is the most important feat that we could achieve in the construction industry\u201d<\/em><\/p>\n

– Clive Holland (Host of Fix Radio)<\/span><\/p><\/blockquote>\n

In a corporate context,\u00a0diversity & inclusion<\/a> is\u00a0the concept\u00a0of\u00a0incorporating and including\u00a0a wide variety of people into the\u00a0business\u00a0process.\u00a0Overall, this concept aims to make business as\u00a0effective as possible while creating an environment where every individual is\u00a0nurtured, uplifted, and given the opportunity to have a say and make a difference in their role.\u00a0Andrew Triggs OBE, who is a\u00a03x Olympic Gold Medallist\u00a0and advocate for youth inequality states that it is vital that\u00a0we create\u00a0opportunities for people to find\u00a0themselves and what they can excel at and be\u00a0proud of, as this will foster a sense of purpose and motivation in their lives. Clive Holland, host of Fix Radio follows\u00a0reiterates this sentiment\u00a0by saying that total inclusivity is the most important feat\u00a0that could be achieved in the construction industry.<\/p>\n

\u201cChange needs to happen now\u201d<\/em><\/p>\n

– Umer Mansoor (CEO of Construction Helpline)<\/span><\/p><\/blockquote>\n

The cultural\u00a0and ethnic\u00a0diversity of\u00a0companies\u00a0can dramatically improve\u00a0the working dynamic,\u00a0creativity,\u00a0and ability to deal with conflict.\u00a0That is because the\u00a0experience of living in\u00a0diverse cultures\u00a0allows people to\u00a0use\u00a0innovative solutions\u00a0to\u00a0various challenges and bring to the table an arsenal of unique skills and ideas.\u00a0To\u00a0prevent\u00a0conflicts\u00a0and\u00a0break down barriers,\u00a0companies need to\u00a0reach out,\u00a0and regularly\u00a0conduct\u00a0trainings to combat unconscious prejudices.\u00a0The key idea of \u200b\u200bthese programmes is to be open-minded about any person with whom the employee communicates, and to\u00a0maintain\u00a0a high standard of business communication.<\/p>\n

The construction industry needs to figure out whether the right people are making the right decisions and whether those decisions are made in an inclusive way that are generating the right outcomes. But more importantly, Balo Abisogun from DiverseCity Surveyors<\/a> highlights the structure of the industry needs to fit the purpose moving forward, particularly after the pandemic. We mentioned earlier that only 7.4% of BAME people account for the construction industry, however, only 1.4% account for the total number of surveyors. This may seem like a daunting statistic, however, Balo sees this as the enormous scale of opportunity that is presented to us. \u201cThere is huge scope for real tangible structural change in construction\u201d, and \u201cThe industry needs to take a good look at itself now.\u201d<\/p>\n

What impact does diversity & inclusion have on businesses?<\/h3>\n

Being skilled is not enough, to place yourself in a suitable position you need specific social characters and a network of people that will help guide in the right direction. In 2020, the McKinsey consultancy conducted a study comparing the financial performance of corporations using D&I (Diversity & Inclusion) and those still reluctant to implement the new standards. The results of the study show that the integration of D&I principles is directly related to an increase in profits of 25\u201335%. These statistics clearly indicate that there is a financial power in diversity and from the moment this strategy begins to work, a new corporate culture is formed in the company that is based on equality and acceptance of the other person\u2019s characteristics.<\/p>\n

How to raise the profile of BAME workers?<\/h3>\n

The current statistics that represent ethnic minority people is unbelievable, however, as panellist Anjali Pindoria from Avi Contracts<\/a> states that the issue surrounding inclusion is not necessarily about raising the profiles of ethnic minorities, its more about understanding what the issues are \u2013 and then working together to make a real change. To achieve complete inclusiveness, we need to bring everyone together into the conversation. The biggest factor for the lack of inclusion is the way that policies and communication surrounding D&I is structured. Too often the top of the corporate hierarchy announces plans to promote diversity and inclusion<\/a> to then fall short of following it through into reality. We must ask ourselves about the real representation that is happening at the bottom, e.g., supply chains, merchants, everyone on site \u2013 these are the places where policies on diversity, inclusion and mental health need to be materialised.<\/p>\n

\u201cWe, as an industry, need to help the 90% rather than looking all polished at the 10%\u201d<\/em><\/p>\n

– Anjali<\/span> Pindoria<\/span><\/p><\/blockquote>\n

The inclusion of men and women<\/h3>\n

In western culture prejudice is still alive and well, and\u00a0many companies still\u00a0believe that men are better suited to work in business, especially in leadership positions.<\/p>\n

However, the Harvard Business Review has published a case study that shows that the inclusion of men and women in the construction industry increases the overall IQ of the team. This happens due to the emergence of an opportunity to propose and discuss ideas that are relevant to both sexes. This creates a \u201ccreative space\u201d in which a product or service is born that is equally interesting to both men and women.<\/p>\n

In short, diversity and the inclusion of all sexes is the recipe for success in not only general business sectors, but in construction as well.<\/p>\n

Mental health at work: How to break the stigma<\/h3>\n

Employers and colleagues must work closely together to face issues surrounding mental health, and not just \u201crun\u201d from them. The psychological health of employees is not only a company\u2019s biggest resource, but it is also the foundation to which a company can synergise, grow, and overtake their competitors.<\/p>\n

Awareness of mental health<\/a> is vital in the construction industry, and issues concerning diversity and inclusion fit into this like bread and butter.<\/p>\n

Sexism\u00a0in the workplace: How it manifests\u00a0itself<\/h3>\n

Discrimination\u00a0comes\u00a0in many\u00a0ways\u00a0\u2013\u00a0direct\u00a0and\u00a0indirect,\u00a0legal,\u00a0and informal.\u00a0Perhaps\u00a0one of the\u00a0most\u00a0serious\u00a0forms of discrimination\u00a0is\u00a0the\u00a0discrimination of\u00a0your gender.\u00a0The Council of Europe explains that different measures are needed to combat sexism.<\/p>\n

To eliminate gender stereotypes, new values \u200b\u200bneed to be explained and communicated though all levels of work, but deliberate sexist actions require changes in law \u2013 to provide legal protection.<\/p>\n

Christina Demetriou, who works as a tipper driver\u00a0in the UK, shared with us her real-life experience of working in the construction industry and facing sexism. In our panel she highlighted the fact that\u00a0men\u2019s\u00a0unconsidered\u00a0commentary and banter had almost pushed her to make a career change, saying\u00a0\u201cPeople\u00a0just don\u2019t know the limits sometimes\u201d.<\/p>\n

People like Christina are breaking the stigma of male-predominant\u00a0roles and\u00a0raising awareness for women who have been negatively impacted by sexism.<\/p>\n

It is time to make a change in construction<\/h3>\n

Our panellist\u00a0Balo\u00a0Abisogun\u00a0sends a clear message to the current state of diversity:\u00a0\u201con most strands we move forward, but on\u00a0ethnicity\u00a0we move forward in reverse gear.\u201d\u00a0This sentiment speaks volumes to the world of construction. Our current net position is just not good enough, and it\u00a0will remain like that if we do not put forward tangible change.<\/p>\n

A recurring theme that\u00a0all our panellists expressed in our\u00a0webinar\u00a0was the importance of collective strength, and the ability\u00a0create an environment that will inspire all people\u00a0to come together, share their experience and raise awareness of issues that are being faced by millions of people.\u00a0Only by\u00a0opening\u00a0this conversation\u00a0can we deliver effective action, and this exactly what this panel intended to do.<\/p>\n

We must be strong, we must be open-minded, we must embrace the individuality of everyone and\u00a0figure out dynamic ways of bettering construction.\u00a0Complacency must be stopped at all costs.\u00a0Companies and people\u00a0across all construction sectors must work closely together\u00a0to\u00a0embrace diversity\u00a0and help people become empowered, motivated, and passionate individuals.<\/p>\n

For further information on the range of courses and qualification Construction Helpline offer, please\u00a0click here<\/a> and apply today!<\/p>\n

Alternatively, call us on 0207 199 9800<\/p>\n

Hear more from Amos and Umer at Digital Construction Week 2021<\/h3>\n

\"inclusion,<\/a><\/p>\n

Don\u2019t miss Amos and Umer talk about the ‘Impact of technology on diversity and inclusion within construction<\/a>‘ at the People & Change Theatre at 2pm on Thursday 25 November.<\/p>\n

Register for your free ticket to attend DCW 2021 now<\/a>.<\/p>\n

\n<\/div>","protected":false},"excerpt":{"rendered":"

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