Equi / Diver / Inclu Report Summary

Foreword

Following the signing of the EDI Chartership with the CIOB 18th February 2022, the Malta Chamber of Construction Management [MCCM] created a working group with the sole purpose of ensuring that the thematic and cross-cutting themes of equality, diversity, inclusion and inclusive growth are championed and progressed throughout the work of the MMCM and the communities we work in. The working group comprises five (5) individuals appointed by Mr Jesmond Chetcuti, the chamber's president.

• Mr Jesmond Chectuti MCIOB; AMICE, • Ms Chantal Stagno Navarra MCIOB, MSc AEES. • Mr Jurgen Borg Cilia MRICS, MACostE, BSc QS, MRes, MSc HPB, MVEAR 4.0, • Mr Lewis Blake, BSc Const. Manage, MCIOB, • Mr Gesmond Baldaccino.

As the findings reveal, there is much more work to do in achieving the equality ambitions of the MCCM and the industry here in Malta. Our thanks go to all the members who participated and have agreed to openly share their results so we can collectively and individually work to address the issues outlined in the report and to develop the survey to gain a broader, more conclusive set of results and continue to strive for change. Although only 46% of the members responded to the survey, the working group are quite satisfied with the results as an initial platform to move forward and plan future data findings to challenge the current environments. An in-depth analysis of the survey is shown further in the magazine in detail for reading.

Introduction

The EDI report presents the findings from a survey carried out by the EDI steering group.

The team examined the analysis of questionnaires together with discussions and further research. All the data derives from the questionnaires sent to 105 respondents using platforms such as the MCCM websites and emails. Only forty-eight respondents replied to this questionnaire, approximately 46% of the total questionnaires shown in the report findings and impacted overall data.

Equality, Diversity And Inclusion In The Workplace Summary Of The Main Report

Methodology of report

The quantitative perspective was a questionnaire sent to the respondents concerning age, gender, race, and disability problems in the current workplace. In quantitative data analysis, raw numbers are used in meaningful data by applying rational and critical thinking.

diverse inclusive together

Equality, Diversity And Inclusion In The Workplace Summary Of The Main Report

The initial survey captured personal data from employees on their characteristics and specific needs (e.g., regarding disability, age, gender, ethnicity, etc.). This allowed colleagues to give details of any reasonable adjustments they need to fully participate in all aspects of their role (e.g. level access or a hearing loop).

Moving forward, the group will produce and deliver a further access audit/survey of the buildings/projects in use by an employer/organisation to identify any accessibility issues (e.g. steps) and the available facilities (e.g. level access toilets, lifts etc.).

We could potentially look into a future review of employment policies to ensure that inclusive practices are in place to encourage an equitable approach (e.g. fair recruitment and promotion procedures, provision of reasonable adjustments, parental leave etc.), which could form part of the group's future plans once the initial stages are completed.

Summary, Recommendations & Further Research

Moving forward, the steering group will further analyse the results, breaking them down by personal characteristics. For example, the first phase of the report states that only 10.4% of members do not believe that their place of work has a 'gender inclusive culture'. However, it would be helpful to know what proportion of the 10% with this view is female moving forward and use this methodology for areas such as disability and race. Regarding areas such as fair pay, these have noted that a significant percentage of respondents believe that women are not given the same opportunities as men. Also, a significant proportion (over 30%) of the respondents agreed or strongly agreed that there is a problem of sexual harassment at work. Given those facts and that 94% of the workforce is male, the working group needs to focus on this area moving forward to understand the environment and further dive into Malta's workplace.

Interpretation of the data

• Women are significantly under-represented in the construction sector in Malta (6%) • Non-European people appear to be under-represented (at 10%), although a comparator with the broader population of Malta is needed. • Almost 30% of respondents felt that there is no under standing of the needs of disabled people. • Approx. 30% of respondents agreed that sexual harassment is an issue in the workplace.

Therefore, the survey data has identified these areas where necessary improvement. However, it must be remembered that these issues are global challenges for the construction sector. They are not unique to Malta, and we cannot emphasise this point enough, but we need to face the challenge together, and the MCCM group will be at the forefront.