Bridging gaps: Building respectful and inclusive workplaces in the Canadian construction industry

The Canadian construction industry is evolving. As one of the largest sectors in the country, it employs millions of people from diverse backgrounds and contributes significantly to the national economy. However, to ensure a strong and sustainable future, the industry must focus on creating respectful and inclusive workplaces. Such environments not only enhance employee satisfaction and retention but also foster innovation, creativity and growth.

Defining respect and inclusion in the workplace

Building respectful and inclusive workplaces requires understanding the difference between equality and equity. While both concepts are related to fairness, they differ in approach.

Equality means treating everyone the same and providing the same resources and opportunities regardless of individual differences. However, equity recognizes that each employee has unique needs, experiences, and challenges. An equitable workplace distributes resources based on these individual needs, ensuring that everyone has the support and opportunities required to succeed. In construction, this might mean providing additional training or mentorship to underrepresented groups, creating an environment where everyone can thrive.

To promote equity effectively, companies should focus on three key pillars:

Fair treatment: All employees should be treated fairly, with decisions based on merit rather than biases or discrimination.

Access to opportunities: Every employee should have access to training, development, and career advancement opportunities.

Recognition and respect for diversity: Embracing different perspectives and backgrounds enhances job satisfaction, and retention, and attracts a wider talent pool, enriching the organization’s capabilities.

Overcoming challenges to equity in the workplaces

Unconscious bias: These are subtle biases that can affect hiring, promotions, and everyday decisions, often disadvantaging marginalized groups. Overcoming these biases requires awareness, training, and deliberate action from all employees, especially leadership.

Systemic barriers: Long-standing organizational policies and practices may unintentionally limit access to opportunities for certain groups. For example, recruitment practices that favour certain educational backgrounds or work experiences may exclude diverse candidates. Identifying and dismantling these barriers is essential for achieving equity.

Uniformity assumptions: Assuming all employees have the same experiences and needs can perpetuate inequities. It is crucial to recognize the unique challenges faced by individuals from different backgrounds and adapt workplace policies and practices accordingly.

Strategies for building inclusive workplaces in construction

Creating a more inclusive construction industry requires a proactive approach. Here are some strategies to consider:

Developing inclusive policies: Companies should review and revise their policies to actively promote diversity and prevent discrimination at every level. This includes updating recruitment, retention, and promotion practices to reflect a commitment to equity.

Continuous training and development: Ongoing training is essential for building awareness about biases, fostering inclusive leadership, and enhancing cultural competency among employees. Regular workshops, seminars, and training sessions can help reinforce inclusive values and behaviours.

Regular assessment of equity initiatives: Organizations should regularly assess the effectiveness of their equity initiatives by collecting data on recruitment, retention, promotion rates, and employee satisfaction. This helps identify areas for improvement and ensures that equity efforts are achieving their intended outcomes.

Sustaining equity in the workplace

Continuous commitment from leadership: Leaders play a critical role in promoting equity. They must prioritize inclusive practices, regularly review policies, and ensure they support equitable outcomes. Creating open channels for feedback and involving employees in equity initiatives fosters a culture of inclusivity.

Embracing intersectionality: Recognizing that individuals have multiple, intersecting identities that shape their experiences is crucial. Embracing intersectionality means considering how different aspects of an individual’s identity—such as race, gender, age, and ability—interact and impact their experiences in the workplace.

At Beacon, we believe that creating respectful and inclusive workplaces is not just about fairness - it’s about building a stronger, more resilient industry. We encourage you to explore the BuildForce Canada Online Respectful and Inclusive Workplace Toolkit to access valuable resources, including self-assessment tools, policy frameworks, and training courses.

Let’s work together to build a more equitable future for everyone!