Combatting Harassment in the Construction Industry

Main Takeaways

• Harassment and discrimination are widespread in construction, with 66% of women reporting they have faced sexual harassment or gender bias in the workplace.

• Traditional stereotypes, like beliefs that women are less physically capable, decentralized workplaces, and insufficient training/policies contribute to the issue.

• Harassment can lead to high employee turnover, with 14% of individuals indicating that leaving the workplace permanently was their only solution. It also creates safety risks, as harassed workers cannot focus properly on jobsite hazards.

• Leadership commitment, clear policies, accessible complaint procedures, and regular training are essential components when wanting to preventing harassment. A solid digital compliance training platform effectively integrates these elements, making it easier to create a safe and respectful workplace.

The construction industry, while vital to our economy, faces significant challenges in creating safe and inclusive work environments. Harassment and discrimination based on sex, race, and national origin persist, undermining worker safety, productivity, and retention.

Alarmingly, the majority of women and LGBTQ+ workers in construction report experiencing sexual harassment and discrimination on job sites. Traditional stereotypes, such as the belief that women and people who don’t identify as male are less physically capable or lack the technical skills necessary for construction roles, along with decentralized workplaces and inadequate training and policies, contribute to a hostile work environment. In this atmosphere, many workers feel powerless to report violations or fear retaliation for speaking up.

The Harsh Reality of Harassment in Construction

Recent studies have shed light on the alarming prevalence of harassment and discrimination in the construction industry:

• 66% of women in construction reported experiencing gender harassment.
• 60% of LGBTQ+ workers faced discrimination or harassment on job sites.
• Many workers, especially undocumented ones, fear reporting violations due to potential retaliation.

The forms of harassment in construction are varied and pervasive. Women often face sexist comments, unwanted touching, and exclusion from certain tasks based on gender stereotypes. Racial minorities may encounter derogatory slurs, unfair job assignments, or being passed over for promotions. LGBTQ+ workers frequently experience homophobic or transphobic remarks, social isolation, and even threats to their physical safety.

Construction workers of color face additional challenges, including racial discrimination in hiring and promotion practices, as well as hostile work environments where they may be subjected to racial stereotypes and microaggressions.

Did you know?

A 2021 analysis by the Washington Post found that more than four dozen nooses had been reported at 40 worksites since 2015, and the EEOC received at least 64 charges involving nooses in the construction industry between fiscal years 2015 and 2022.

Undocumented workers are particularly vulnerable, often subjected to wage theft, unsafe working conditions, and threats of deportation if they speak up about mistreatment. This toxic environment not only affects individual workers but also undermines team cohesion, productivity, and the overall safety culture on construction sites.

Consequences of Harassment and Discrimination

Harassment and discrimination in construction not only harm individual workers but also affect the overall industry:

• Hostile work environments drive away skilled workers, particularly from underrepresented groups.
• Harassment decreases morale and efficiency, affecting project timelines and quality.
• Companies risk costly lawsuits and severe reputational damage.
• Discrimination can lead to unsafe working conditions, especially for vulnerable workers.
• Harassment deters women, LGBTQ+ workers, and people of color from entering or remaining in the industry, limiting diversity and innovation.

Root Causes of Harassment and Discrimination

The construction industry's struggle with harassment and discrimination stems from a complex interplay of historical, structural, and cultural factors. :

1. Traditional Stereotypes: Deeply ingrained gender roles and racial biases often normalize harassment. The construction industry is traditionally heavily male-dominated, with roughly 90% of the workforce being male. [BLS]

2. Decentralized Workplaces: Having multiple employers and subcontractors on a single site complicates reporting mechanisms and accountability, as workers may be unsure of whom to report to or fear retaliation from different parties involved.

3. Lack of Effective Training: Many companies fail to provide comprehensive, accessible anti-harassment education. This gap leaves workers unprepared to recognize, address, and report harassment, perpetuating a culture of silence and fear on job sites.

4. Inefficient Policies: Unclear or poorly communicated policies leave workers unsure of their rights and reporting procedures. This ambiguity creates an environment where harassment may go unreported, as employees lack confidence in the system's ability to address their concerns effectively.

5. Fear of Retaliation: Workers, especially undocumented ones, often fear job loss or other repercussions for reporting violations. This fear is particularly acute in an industry where job security can be tenuous, and the power dynamics between employers and employees are often imbalanced, leading to a culture of silence around harassment and discrimination.

Building a More Inclusive Construction Industry

To combat harassment and discrimination effectively, the EEOC recommends a multi-faceted approach:

1. Committed and Engaged Leadership

Leaders must actively champion a harassment-free workplace:

• Regularly communicate the importance of respect and inclusion
• Lead by example in treating all employees with dignity
• Allocate resources for ongoing anti-harassment initiatives

2. Consistent and Demonstrated Accountability

Establish clear consequences for harassment and follow through:

• Implement fair and transparent disciplinary procedures
• Regularly review and update anti-harassment policies
• Recognize and reward positive behaviors that promote inclusion

3. Strong and Comprehensive Harassment Policies

Develop and communicate clear anti-harassment policies:

• Ensure policies are available in multiple languages
• Address all forms of harassment, including those based on race, gender, and sexual orientation
• Clearly outline reporting procedures and protections against retaliation

4. Trusted and Accessible Complaint Procedures

Create multiple, easy-to-use channels for reporting harassment:

• Implement anonymous reporting options
• Ensure swift and fair investigation processes
• Provide support services for affected workers

5. Regular, Interactive Training Tailored to the Audience

Implement robust anti-harassment training programs:

• Use scenario-based learning relevant to construction settings
• Ensure training is accessible to workers with varying education levels
• Regularly update content to address emerging issues

While these principles establish a foundational framework, implementing them effectively across a diverse and decentralized workforce can be challenging. This is where modern compliance training platforms can bridge the gap between best practices and practical application.

The Role of Modern Compliance Training in Prevention

Advanced compliance training platforms integrate the above EEOC recommendations seamlessly, offering a comprehensive approach to preventing harassment and discrimination in the construction industry.

By implementing a modern, tech-driven compliance solution, companies can provide accessible, engaging, and effective training that can be easily integrated into the busy schedules of construction workers.

Key features of advanced compliance training technology include mobile-first platforms for on-the-go access, microlearning modules for efficient knowledge absorption, multilingual support to cater to diverse workforces, and interactive content that resonates with real-world construction scenarios.

Customized Compliance Training with EasyLlama

EasyLlama stands out as a cutting-edge solution for compliance training in the construction industry. The innovative platform effectively addresses the sector's unique challenges, offering a comprehensive approach that makes training both accessible and engaging for all workers.

By providing relevant, industry-specific content, EasyLlama ensures that construction employees receive training that resonates with their daily experiences, and equips workers with the knowledge and tools to recognize, prevent, and report inappropriate behavior.

Key Features of EasyLlama

• Accessible Training: Mobile-first platforms ensure that all workers, regardless of location or education level, can access harassment prevention training. This is particularly important for construction workers who spend their workday in the field and may not have regular access to computers.

• Microlearning Modules: Offering short, focused learning sessions that can be completed during breaks or downtime, accommodates the busy schedules of construction workers.

• Multilingual Support: Providing training in over 100 languages ensures that all employees can effectively engage with crucial anti-harassment information. This is particularly useful for a diverse construction workforce, as it eliminates language barriers that could hinder understanding and compliance, thereby fostering a more inclusive environment where every worker feels informed and empowered.

• Interactive, Relatable Content: Engaging workers with real-world scenarios from the construction industry, quizzes and knowledge checks helps reinforce learning and makes the training more relevant to daily experiences on construction sites.

• Streamlined HR Processes: Automating course assignments and reminders, tracking completion rates in real time, and managing reporting through a single platform - This streamlined approach helps HR departments oversee workforces across multiple construction sites, allowing them to maintain compliance and effectively coordinate training for various crews.

• Anonymous Reporting Systems: Implementing secure and confidential spaces for workers to report incidents without fear of retaliation can significantly increase the likelihood of workers coming forward with concerns.

Ready to transform your compliance training? Get started with EasyLlama today and experience the difference in employee engagement and workplace safety.

Frequently Asked Questions

1. What are the most common forms of harassment in construction?

The most common forms of harassment in construction include gender-based, racial, and sexual orientation harassment. These range from verbal abuse to physical intimidation and exclusion.

2. How can construction companies effectively prevent and combat harassment?

Construction companies can effectively prevent and combat harassment by implementing robust policies, providing tailored training, establishing clear reporting procedures, and ensuring accountability at all levels of the organization.

3. Why is addressing harassment particularly challenging in construction?

Addressing harassment is particularly challenging in construction due to decentralized worksites, the presence of multiple employers, and ingrained stereotypes, which make consistent policy enforcement and accessible reporting difficult.

4. How does technology aid in preventing construction site harassment?

Technology aids in preventing construction site harassment by offering mobile-first platforms with accessible, multilingual training and anonymous reporting systems, which empower workers to understand their rights and report incidents safely.

5. What are the long-term benefits of addressing harassment in construction?

The long-term benefits of addressing harassment in construction include improved worker retention, increased productivity, enhanced safety, and a more diverse workforce, all of which contribute to the industry's overall growth and sustainability.