The importance of Fairness, Inclusion and Respect

As businesses look to drive progress on workplace diversity, they should be prepared to evidence their competence around Fairness, Inclusion and Respect (FIR). Alex Minett, Head of Products and Markets at CHAS, offers guidance on bringing FIR processes in line with industry best practice.

What does the assessment focus on?

The CHAS Fairness, Inclusion & Respect assessment looks at the following five key topics:

• Commitment - the importance of strategy, leadership and governance

• Employment - how a company incorporates Fairness, Inclusion & Respect when recruiting people

• Working practices - policies and procedures that promote a strong working culture

• Site environment - how sites are set up for everyone’s needs

• Supply chain - how the development of a Fairness, Inclusion & Respect culture can be cascaded down to suppliers

Why FIR matters

The latest McKinsey & Company diversity report says data from 15 countries and over 1000 large companies shows the most diverse companies are more likely to outperform less diverse peers. It’s little wonder then that many organisations are looking to improve performance in this area. A CIOB report shows in 2019 the workforce was made up of just 5-7% BAME employees and 1 2% female employees. The report also highlighted that fewer than ever 16-24-year-olds are entering the industry.

With demands for construction work on an upward trajectory, an ageing workforce, and national skills shortage, attracting new workers and retaining talent is now more vital than ever.

Business benefits

An employer renowned for equality and respect for its employees will almost certainly have an advantage in the recruitment market. Moreover, a valued workforce leads to increased employee engagement leading to better productivity.

How to achieve FIR

Creating a culture of FIR begins with good leadership and a clear vision. A specific FIR strategy should offer a set of core company values on workplace equality and pave the way for actions to ensure all employees feel respected.

A company that routinely tracks and reports on its inclusion data, such as diversity recruitment, shows it is taking its responsibilities seriously.

FIR policies and procedures could benefit from being developed with employee feedback, e.g. through staff surveys. At the same time, staff wellbeing schemes are crucial to supporting staff health and retention. Toolbox talks, FIR steering groups, and FIR champions are all important for driving FIR. It’s increasingly common to see Heads of Equality, Diversity and Inclusion being recruited to HR teams across the industry.

Driving industry best-practice

Clients are increasingly looking for assurances that contractors are embedding Fairness, Inclusion & Respect in line with industry best practice. In response, CHAS, the recognised experts in providing third party accreditation, have partnered with the Supply Chain Sustainability School (SCSS), a built environment collaboration dedicated to upskilling those working within, or aspiring to work within, the built environment sector. Together they have developed the Fairness, Inclusion & Respect Growth Assessment to offer an accredited evidence-based assessment that offers third-party assurance that Fairness, Inclusion & Respect is being embedded effectively. The assessment involves a range of online questions and in-person interviews.

What evidence needs to be provided?

The assessment requests evidence of how an organisation complies with their legal obligations relating to the key topics. The assessment then looks for evidence of good practice.

What are examples of best practice?

The assessment offers guidelines on developing and embedding the key topics of the Fairness, Inclusion & Respect framework. Examples could include organisational data that shows how diverse recruitment is tracked or a demonstration of what proactive measures have been taken to reach out to minority-owned businesses to promote supplier diversity.

Conclusion

Industry is making great progress in becoming more diverse, but there is still work to be done. This new accreditation will enable businesses to move from showing they are committed to Fairness, Inclusion & Respect to proving they are making progress to promote a fairer, more inclusive and respectful industry for all.

To find out more about the Fairness, Inclusion & Respect Growth Assessment, call CHAS today on 0345 521 9111 or visit www.chas.co.uk

Why poor workplace risk assessments are risky for your business

The Health and Safety Executive (HSE) describes a risk assessment as a step-by-step process for controlling Health & Safety risks caused by hazards in the workplace. If not regularly reviewed, you end up putting your employees, business, and reputation at risk.

Why are workplace risk assessments so essential?

As an employer, you have a legal duty to assess the risks to Health & Safety in your workplace and then take steps to either entirely remove or take steps to reduce the risk of those hazards.

The Management of Health and Safety at Work Regulations 1999 make it clear that employers need to assess not only the risks to the Health & Safety of their employees but also anyone “not in his employment arising out of or in connection with the conduct by him of his undertaking.”

It’s also important to consider the competence of your employees, this will help you understand the level of information, instruction, training and supervision you need to provide

That’ll come in handy when deciding who to appoint as your ‘competent person’, too. Your competent person needs to be someone suitably qualified to meet the Health & Safety requirements of your business. Their role in this context is to support you with the five steps to risk assessments, which are:

1. Identify hazards

2. Assess the risks

3. Control the risks

4. Record your findings

5. Review the controls

Consequences of a poor workplace risk assessment

Not having a solid risk assessment can lead to accidents, injuries, fines, and even prosecutions, putting your employees’ safety and your business’ reputation on the line.

In terms of severity, illness, injury, and death are some of the most disastrous consequences of a poor risk assessment. The legal implications of poor risk assessments include enforcement notices, prosecution, huge fines, and even imprisonment. These can lead to irreversible financial and reputational damage.

Common workplace risks

Slips, trips and falls

One of the most common causes of accidents, according to HSW annual statistics, is slips, trips and falls – accounting for 33% of non-fatal injuries at work. Similarly, one of the top reasons for fatalities is falls from height. A strong risk assessment is key to preventing them

Stress

Since the pandemic, work-related stress has skyrocketed, accounting for 50% of all new cases of work-related ill health in 2020/21. Stress risk assessments are a legal responsibility, and vital for managing the risk of work-related stress in the workplace.

Risk assessment support from experts you can trust

Our risk assessment support helps keep your employees safe, with over 1000 risk assessment templates and 24/7 advice covering everything from COSHH to stress risk assessments. If you’d like to chat about how we can help, call 0345 844 1111 and quote “The Scaffolding Association’ to access preferential rates.