Toby Mildon is a diversity and inclusion consultant at Mildon Consultancy
Change is happening in the construction industry. The sector remains male-dominated, but the Chartered Institute of Building (CIOB) points to a “much-needed shift within construction in recent years towards a greater understanding and acceptance of the benefits that equality, diversity and inclusion ( EDI) have in the sector, workplace and society in general”.
The evidence of this change is everywhere, not only in the work that the CIOB is doing, but also in my own work in the sector. In October 2022, the CIOB announced that its Diversity and Inclusion Charter had received its 100th signature, demonstrating the commitment of companies in the built environment to improve EDI.
Likewise, as an EDI consultancy, my team’s expertise is being sought after by industry players. One such example is the construction goods distributor Artex. We are working with the business to help foster a deeper understanding of the EDI challenges that exist within the business and to implement strategies and processes to address these challenges, leading to what we call “inclusive growth.”
Starting the EDI journey
Often, just starting the EDI journey can be the biggest hurdle. Artex CEO Jason Smith certainly speaks for many in the industry when he says: “We knew as a company we wanted to do more in terms of diversity and inclusion. We wanted to take the lead and build a culture of change positive. However, in common with many companies of our size and in our industry, we weren’t sure how or where to start.”
“A psychologically safe workplace is one in which employees can take interpersonal risks such as speaking up, asking questions, and making mistakes without fear of negative consequences”
The important point to keep in mind is that companies don’t have to go it alone. Expert assistance is available to guide businesses step-by-step at a pace that feels right. Artex has progressed very quickly. As Jason says, “It quickly became clear to everyone that this was a shared passion rather than a gimmick or ‘nice to have.'” We wanted this to become a critical and vital issue for everyone, focused on the reshaping of the company’s culture rather than simply changing policies.”
The benefits of a truly integrated EDI culture are well documented, for example in driving creativity and innovation and attracting and retaining the best talent. Certainly, within the construction sector, the more inclusive the sector can become, the better it will serve the needs of different communities.
Psychological safety
The construction industry is no stranger to workplace safety conversations, but they typically focus on preventing physical harm. Equally important, however, is psychological safety: the process of creating a work environment that encourages all employees to feel safe and secure enough to contribute, challenge norms, and consistently perform.
Simply put, a psychologically safe workplace is one where employees can take interpersonal risks, such as speaking up, asking questions, and making mistakes without fear of negative consequences. It is increasingly recognized among progressive organizations as a promoter of employee well-being, engagement and productivity, and is a key driver of organizational success.
The construction industry certainly has good reason to consider psychological safety. Many jobs and places are complex environments with inherent risk and the possibility that things may not go as planned. A culture of silence, where staff are afraid to report mistakes or near misses because of the consequences (real or perceived), can be detrimental to individual well-being and also dangerous to the future physical safety of employees .
Also note the hard facts about suicide rates in the construction industry. According to the latest figures from the Office for National Statistics covering England and Wales, construction workers are now almost four times more likely to take their own lives than in other sectors. Any program that promotes mental health understanding and wellness is welcome.
Experts in the field identify six key contributors to psychological safety, of which EDI is one. These are:
- Leadership model: Leaders must model the behavior they want to see, demonstrating openness to feedback and actively seeking different perspectives.
- The resolution of conflicts: Effective conflict resolution training and communication can help people navigate difficult conversations and work collaboratively.
- Recognize mistakes: Building a culture where mistakes are acknowledged and failure is seen as a learning opportunity promotes a growth mindset, encouraging employees to take risks and experiment.
- EDI: A diverse workplace with a variety of perspectives and experiences promotes a culture where employees feel respected and valued.
- Feedback Channels: Creating channels for feedback and engagement, such as surveys, focus groups, and voice platforms, provides critical insight into employee concerns and ideas and promotes a sense of safety and ownership.
- Safety before commitment: Psychological safety must exist before the results of engagement activity such as workplace surveys can be trusted. Tools like anonymous reporting can help you increase security in parallel.
It’s clear that starting the EDI journey, whenever you feel comfortable, can lead to bigger and better things for an organization. Psychological safety is one such benefit: creating a dynamic culture of trust, safety and innovation that serves to unleash the full potential of your teams.
Taking the first step towards a more inclusive and diverse future can be daunting. But there is no doubt that those businesses in the sector that do not take it will quickly be left behind by more progressive operators.
