HEALTH AND SAFETY
H
ead of Products and Markets at CHAS, Alex Minett, offers guidance on bringing FIR processes in line with industry best practice. As businesses look to drive progress on workplace diversity, buyers and suppliers should be prepared to evidence their competence...
The importance of
Fairness, Inclusion and Respect Embracing Diversity and Inclusion is not only the right thing to do, according to Diversity wins: How inclusion matters, diverse businesses thrive. 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
Driving industry best-practice
performance in this area, a Chartered Institute of Building report
CHAS have partnered with the Supply Chain Sustainability School
shows that in 2019 the workforce was made up of just 5-7% BAME
to develop the Fairness, Inclusion & Respect Growth Assessment to offer
employees and 12% female employees. It also highlighted that fewer
an accredited evidence-based assessment that offers third-party
than ever 16-24 year-olds are entering the industry.
assurance that Fairness, Inclusion & Respect is being embedded
With demands for construction on an upward trajectory, an ageing
effectively, with a range of online questions and in-person interviews.
workforce, and an unprecedented skills shortage, the ability to attract new workers and retain existing talent is now more vital than ever.
What does the assessment focus on? The CHAS Fairness, Inclusion & Respect assessment looks at:
Business benefits
• Commitment - the importance of strategy, leadership and
An employer renowned for equality and respect for its employees will
governance in a Fairness, Inclusion & Respect culture
almost certainly have an advantage in a hotly-contested recruitment
• Employment - how a company incorporates FIR when
market. A valued workforce also leads to increased employee engagement, which goes hand in hand with better productivity, allowing innovation and collaboration to flourish, all of which enhance business reputation and improve financial returns.
attracting and recruiting people, as well as their development • Working practices - policies and procedures that promote a strong working culture • Site environment - how sites are set up for everyone’s needs and offer an environment where a culture of FIR can thrive
Achieving Fairness, Inclusion and Respect Creating a culture of FIR begins with good leadership and a clear vision.
• Supply chain - how the development of a Fairness, Inclusion and Respect culture can be cascaded down to suppliers
A specific strategy should offer a set of core values on workplace equality and ensure all employees feel heard and respected. This could mean introducing FIR training to staff, exploring flexible
What evidence needs to be provided? Initially, the assessment requests evidence of how an organisation
working or publishing gender pay reports. A company that routinely
complies with their legal obligations relating to the key topics. It then
tracks and reports on its inclusion data, such as diversity recruitment,
looks for evidence of good practice – diversity and inclusion data
shows it is taking a robust approach to its responsibilities, particularly
(commitment) or the appointment of FIR ambassadors (site environment).
when combined with KPIs and actions for improvement. Reaching out
The assessment offers guidelines on implementing the key topics of
to minority groups for recruitment or collaboration also demonstrates
the FIR framework, eg. organisational data that shows how diversity
a proactive focus on diversity.
is tracked (employment) or demonstration of what proactive measures
Policies and procedures could be developed through staff engagement surveys, and at the same time, staff wellbeing schemes are crucial to
have been taken to reach out to minority-owned businesses to promote supplier diversity across the industry (supply chain).
supporting staff health and retention. Toolbox talks, FIR steering groups, and FIR ‘champions’ are all important for driving a FIR agenda.
Conclusion Industry is making progress improving diversity, this new accreditation will enable businesses to move from showing they are committed to proving they are making progress which will help to promote a fairer, more inclusive and respectful industry which is better for all.
To find out more about becoming FIR accredited, call 0345 521 9111 or visit www.chas.co.uk 17
