NOVEMBER 2022CONSTRUCTIONBUSINESSREVIEW.COM9are being distributed from the tool crib. Everyone gets a pair of gloves. That's equality. But if the gloves are all size XL, only a small percentage of workers will receive gloves that fit. That's inequity. To be fully equitable, the tool crib must be stocked with gloves in every size (and for every task). To the point of this article--making a business case for DE&I. It's the right thing to do. To paraphrase Game of Thrones--Change is coming. If you're not growing and changing--you're dying.Increasing the population of diverse individuals reduces the risk of someone being the "only" on the job: the only woman--the only Asian man--the only Hispanic woman--the only apprentice. Being the "only" leads to isolation, lack of mentorship, lack of training, and they may not be seen, heard, promoted, or supported. If you're the "only", you may be targeted--harassed, intimidated. There is power in numbers and increasing the number of underrepresented pools of workers reduces the possibility of targeted harassment. Why aren't we at a level where we can say we have a diverse, happy, healthy workforce? Often, we aren't aware. We can't acknowledge what we don't see. To reduce the barriers to underrepresented populations in our industry, we must recognize the power of a diverse workforce and the business strength it can bring to our organizations. Create awareness--don't wait until high school to start recruiting. Parents are often influencing career choices as early as pre-K. They, along with educators and counselors need to understand the wide range of opportunities in our industry and the great wages that will create a strong livelihood for 30, 40, 50 years or more. We need to expose the industry to them early. As an example, when we recruit individuals, we need to set aside biases regarding childbearing, childcare, travel, work hours, and more. A woman may wish to travel ­ she may have no desire or plans for children, so make no assumptions when making assignments. Make them on merit, not gender. To be more equitable and inclusive - Improve sanitary conditions on the jobsite. Increase the number of portable toilets. Assess the best location. Improve the cleanliness of the facilities. Improve PPE - Assess the need for size, style, and selections. Improving conditions for women will improve conditions for everyone. Assess the culture of the company. Look at acceptance levels of new persons to the organization or the project. Put a stop to intimidating or harassing behaviors. Let it be known that the bad behaviors will not be tolerated. Assure that you have diversity of thought. Educate the men in your companies to the challenges faced by those other than white males who work for you. Often men are excluded from DE&I conversations when they need the information more than those who are challenged. Women and minorities already know the issues behind DE&I. Men must know also. Men can become "full diversity partners" via organizations such as White Men As Full Diversity Partners(www.wmfdp.com), allies and advocates to learn what they don't know. An awareness of sexual or racial biases is essential for the growth of us as individuals and as team members. As we tie these thoughts together, are there tangibles to take away? Absolutely. 1. Start the conversation2. Reflect on your past and present self3. Talk to leaders to advocate and amplify the conversation4. Consider unconscious biases and work through them5. Be intentional in efforts to review policies and procedures6. Provide the same equitable opportunities across the board7. Don't make automatic assumptions on who can lead and advance. 8. Challenge ourselves9. Expose ourselves to multi-cultural experiences10. Educate everyone to the benefits of technologyLeaders understand the power of all people. The bottom line on DE&I is that it IS the bottom line. Companies will be much more successful if they recognize that DE&I is not only the right thing to do, but it is also an economic tool for your company. A diverse organization is an essential business strategy. Placing women and persons of color in key positions increases DE&I and breeds innovation, diversity of thought, and increases representation in communities in which we do business. Increasing the population of diverse individuals reduces the risk of someone being the "only" on the job: the only woman--the only Asian man--the only Hispanic woman--the only apprentice
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