We show benefits of diversity training


Holding on to your best talent

The industry is currently struggling to attract and keep the right talent and this makes it harder to keep good staff and attract good subcontractors. Our products are designed to help you create working environments that your employees want to stay in and progress in, whatever their background.

By working across the industry as well as focusing on the structural challenges facing the sector such as late payment terms, along the cultural and personal ones faced by companies, the framework is much more than a business tool; it is a strategy for improvement across the industry. That means that it needs your support. By signing up to the framework and backing its vision for positive industry change, the momentum can influence clients, main contractors and government.

  • An action plan tailored for your business, written by industry experts
  • Access to an online upload system for assessment documentation
  • Behavioural assessment of your organisation

Chrissi McCarthy is managing director of Constructing Equality email patrick@constructingequality.co.uk

How to tick a box and build a business

Published: 11.12.2015

Finally the market is starting to grow again and as a sector we are aware that we need short term solutions to get onto procurement lists or meet the needs of our existing contracts. This must be done alongside longer term strategies for fairness, inclusion and respect in the workplace.

With equalities legislation meaning equality training is often a public sector requirement, we have been working hard to create a training package that can fulfil your procurement needs as well as lay down a foundation for employee engagement with future inclusion initiatives undertaken by your organisation.

The key to this is understanding your audience. Since our courses were written by people who have worked in the sector we have first-hand knowledge of the industry’s understanding and in some cases concern about areas around equalities. Combine that with our vast knowledge in areas of equality and education and we have a course that is not only able to answer those concerns, but one that can do it in a way that appeals to
 all of the learning styles in the room.

The Christmas package we are currently offering is intended to not only tick the procurement box but to help your employees see how work around diversity and inclusion is important to them. From just £25 per head and with a consistent record of work what shows engaged and informed learners what better present could we give your business?

Workshop training Stats


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FIR: What is ‘fairness, inclusion and respect?


FIR: What is ‘fairness, inclusion and respect’, and why have all the words changed again?

We know, we know… you had just gotten your head around “equality” when you were told to talk about “diversity”. Then as soon as you’d introduced this terminology into your vocabulary you were instructed to start saying “inclusion”. So why, oh why, are we now advising that you talk about “fairness, inclusion and respect”




Well there are a number of reasons, and ‘cos we quite like you, we thought we might list them out: –


1.    You see the problem is, when we talk about ‘equality’ it can often seem like we are talking about someone else. It takes a brave individual to stand up and say “yes my experience is different, and some support would be rather useful, thank you very much”.  Even as a woman working in construction as a Site Manager I did not think ‘equality’ was about me; and not in a self-deprecating way either. I felt that if I couldn’t do it on my own, I shouldn’t do it. Clearly I see things differently now, but it raises the question – in construction, how many people really identify with ‘equality’ in a positive way? I know there are many that do, but isn’t it a lot easier for us all to identify with the term ’fairness’? Or ‘inclusion’? Or ‘respect’?

2.    It’s about US not THEM – respect in the workplace needs to be about keeping the best people in it. If someone is being treated badly we shouldn’t allow it – it’s not funny if only one person is laughing. By making this about ‘them’ we are saying these people can handle abuse; by making it about ‘us’ we are saying no one should have to put up with it.

3.    It’s a little bit more than race and gender. Now do not get me wrong – research has shown that women and minority groups are likely to have a different and, unfortunately, more negative experience of the industry than the typical ‘white male’. But that doesn’t mean that currently the average white male in the sector is having it easy either. With long hours, false self-employment and adverse working environments quite often being the norm in the sector there’s a bit of work we need to do before we can focus on people that reflect a protected characteristic – otherwise we will just see more and more people leave.

4.    Fairness is something we can all get behind and work towards. If you don’t want to work in a fair environment, where the best are allowed to succeed on merit alone – then, quite frankly, I would question your motivation and ability in general.

5.    It’s where the sector is heading: the group sitting above the industry is the FIR Strategic Group; the CITB has just piloted the Be Fair Framework; and clients are starting to use this terminology in their tender list – so we need to look ahead at where the industry is going – not where it’s been.

I believe the sector can become a leading industry that the best talent strives to become part of. For too long we have rested on the variety and brilliance of the work we do, but this is no longer enough. Now we need to focus on providing better working conditions to attract and retain the talent of tomorrow, because if we don’t, even modular building and BIM won’t be enough to save us.