5 minute read
Diversity, Equity and Inclusion in Construction
by ORBA/OAPC
Efforts are underway to address the labour gaps in the construction industry. While many solutions require time to yield results, fostering diversity, equity, and inclusivity in workplaces, whether in the field or office, is a strategy that can have a more immediate impact. Lisa Laronde, president of RSG International, is recognized as a champion of diversity, equity, and inclusion (DEI) in the industry. She understands the benefits of prioritizing DEI principles within her organization and the broader industry. At the 2023 ORBA convention, she emphasized the significance of ensuring a welcoming and equitable sector for everyone, particularly as employers increasingly turn to underrepresented demographics to address labor shortages.
According to Laronde, having a diverse and inclusive workforce is crucial for success in today’s world. Younger generations are particularly interested in working for employers who prioritize inclusivity and diversity, often prioritizing such workplaces over higher salaries.
Laronde further explains that focusing on DEI extends beyond providing equal opportunities and preventing harassment. It entails nurturing a culture where all employees feel heard, and their values and beliefs are genuinely respected at all levels. It also involves taking meaningful steps to support their lifestyles, cultures, and well-being.
Prioritizing DEI requires effort, but organizations that commit to this journey benefit by becoming an “employer of choice” for a wider range of talent. This diverse talent brings new perspectives, innovative ideas, and diverse skills necessary for competing and thriving in today’s competitive industry.
“A diverse workforce allows you to engage with a broader customer base. Each municipality has different stakeholders from diverse backgrounds, and we are seeing partnerships with international companies that have different cultures and languages. To effectively collaborate with them, you need diversity within your team,” Laronde adds.
However, changing the culture and achieving DEI goals is a gradual process that requires continuous effort. Organizations can take small but significant steps to initiate this ongoing journey:
Establish a DEI committee: Formalize the DEI journey by creating a committee responsible for identifying and addressing ways to make the organization more inclusive, accommodating, and empowering for everyone.
Address unconscious biases: Recognize any unconscious biases that may influence hiring decisions. This includes examining how job advertisements are written and diversifying the candidate pool to avoid favouring individuals who resemble the existing team. “We tend to hire people who look like us, talk like us, and act like this,” says Laronde. “It’s helpful to take a step back and see where those unconscious biases lie – whether that’s in how we advertise jobs or who we choose as candidates – and change or stop them altogether.”
Embrace education: Seek guidance from DEI specialists or companies experienced in DEI initiatives to gain a better understanding of what diversity, equity, and inclusion mean within your organization and the communities you serve.
Assess employee experiences: Use employee engagement surveys or informal meetings to gauge the experiences of your workforce and identify areas for improvement to create a more inclusive work environment.
Lead by example: Ensure that the company’s leadership actively demonstrates and supports the DEI mission. It is not enough to make promises; management must deliver on creating a respectful and inclusive workplace free from harassment and discrimination that starts with senior leaders. “It’s not enough just to say that, yes, we will provide a respectful and inclusive workplace that’s free of harassment and bullying and discrimination. Management has to make sure that it actually delivers on that,” says Laronde, adding, “All it takes is a few bad examples to discourage people from even considering careers in construction, and we can’t afford to do that anymore.”
Take gradual steps: The DEI journey progresses in incremental steps. Start by defining DEI within your organization and then implement small actions that build momentum.
Communicate achievements: Celebrate and share even the smallest DEI milestones with your team through various communication channels such as newsletters, meetings, and emails. Highlight these achievements at company events to demonstrate progress and encourage further engagement.
Where to start
DEI is not just a buzzword but a transformative culture change that has tangible benefits for organizations. It enhances their ability to attract and retain talent and conduct business successfully in a diverse landscape. Prioritizing inclusivity and creating welcoming workplaces for all Canadians is not only the right thing to do, but it also creates a positive and lasting impact.
“You can’t force this on anybody, so you need to start slow. Pick one or two things you want to do and move forward from there,” offers Laronde. “For example, we started with adding a gender-neutral bathroom, which I thought was going to be an easy one, but ended up drawing a lot of pushback. Now, I have to laugh because there’s a lineup to use that bathroom because it’s a nice, inclusive and private place.” That small action, she continues, has helped nudge the team forward into other positive changes. “Adding that bathroom created a really positive culture that everybody now expects. Today, the ideas and suggestions are flowing. Our DEI vision is working. We’ve moved on to sustainability, we’re trying new things with recycling, and we’re looking at ways to reduce our carbon footprint.”
“It’s these small victories that add up,” she adds.
By: Matt Bradford, an industry writer for the Canadian construction industry.
