The past several weeks have been a firestorm of social justice movements sparked by the murder of George Floyd, the tipping point of years of police brutality cases and killings in the Black community. In the wake of the demonstrations sweeping across North America, companies from corporate giants to small business owners are pledging to fight racism and do better. But are they?
Doing better means going beyond traditional notions of equity and inclusion and addressing issues of injustice and racism. It may seem challenging, especially for the construction industry—which has struggled with a lack of diversity on project sites and in management—but there are some actions construction executives can take.
1. Have the courageous conversation
Do not stay silent. Statements to the public are a start, but pay attention to what you are also saying in your company. This is the time to start internal dialogues about racism in the world but also racism as it exists in your workplace. This is a difficult, uncomfortable thing and executives may be wary of these discussions, but these are topics that are too big and volatile to ignore. Also, construction leaders cannot fix things that aren’t called out and identified. More and more companies are not just talking about diversity but about whiteness, privilege and the current status quo. It’s a good starting point.
2. Create brave spaces
We often talk about “safe spaces” where people can speak and not feel that they are being judged or that what they say will be met with any retaliation. A brave space is where employees and teams can not only share their experiences but also begin to create plans for genuine change. This is where employees will see whether what they say begins to live in companies as they change policies, improve relationships and reconfigure company norms. Safe spaces are great. Brave spaces are better.
3. Be human
A lot of people are grieving at this time for a lot of reasons. Research shows that even though Black, Indigenous or people of color (BIPOC) employees might seem like they are okay, they are most probably struggling under the weight of having to be “professional” when their emotions don’t match. Be mindful of the psychological impacts and move forward with empathy.
4. Be accountable
Construction business owners should think about how they want their companies to be and begin to build the environments they imagine. Becoming an anti-racist company will not happen overnight. Leadership has to build capacity and the structure for this to happen. Create a plan. This includes a hiring and promotions strategy, executive training, mentorship programs, diversity and inclusion officers. Once leaders have a plan, follow it, be transparent and be inclusive. Employee-led resource groups, collective training, town halls and open communication are helpful tools.
5. Be a leader
While a grassroots movement blooms out in the world, employees and teams are looking for direction in company leadership. Now more than ever, it’s important for construction executives to walk their talk. Make sure leadership (and the company) does not use racist language, that they solicit and encourage ideas and development from diverse sources, and they are responsive by listening to the workforce.
The construction industry has the opportunity now to stand up for and with underrepresented communities. Many parts of the industry already are. For instance, Association of Builders and Contractors annually gives Diversity Awards to deserving construction companies and will be hosting a Diversity and Inclusion Summit in 2021. In June, ABC hosted a three-part webinar series focused on diversity and inclusion.
As an industry that has built bridges, cities and infrastructures, it’s time to build change in the world and make it a better one.
