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‘The construction site environment can be hostile to anyone who doesn’t fit in.’ Photograph: Bloomberg via Getty Images
‘The construction site environment can be hostile to anyone who doesn’t fit in.’ Photograph: Bloomberg via Getty Images

How construction industry can address LGBT discrimination

This article is more than 9 years old

Diversity in boardrooms allows for more challenge and therefore better thinking – why shouldn’t this apply in a building site?

Diversity is a challenge for the construction sector. The assets we build and services we provide impact everyone in society. Roads do not discriminate against lesbians who drive, and power turns on if gay men flick switches.

Despite this, those who build the nation’s infrastructure are disproportionately white, straight and male. There is little effort to change the make-up of the workforce (most of which does not wear make-up).

The site environment can be hostile for anyone who doesn’t “fit in”. According to a Construction Industry Training Board survey published in April this year, 48% of people experience homophobic language on sites every year, with 11% hearing it at least once a week.

Most managers would never intentionally discriminate, saying: “It doesn’t matter if you’re different, I treat everyone the same”. My answer is: “It doesn’t matter to you, but it certainly matters to me!”

People seem afraid to engage with difference, but we must move to a world where we champion inclusiveness, not sameness. Most people would never believe they would make biased hiring or promotion decisions. However, the imagery and behaviours set by organisations can keep people away in the first place or demotivate them when they arrive.

The sector clearly discriminates in favour of white, straight men. Otherwise, why would it self-perpetuate given that they are not the majority of British society? We asked Balfour Beatty staff to self-identify as LGBT in employee surveys in 2014. These surveys show LGBT is roughly 50% under-represented.

This means we are missing out on talent working in other sectors. It is likely that LGBT individuals are joining the sector and remaining or going back into the closet. Empirical evidence by Stonewall proves that openly LGBT staff are more effective when supported by their employer, but we don’t need a study to know when we feel excluded we don’t go the extra mile.

People coming from the same background can behave like a club. Clubs like members who obey the rules. If you don’t obey the rules you have to assimilate or you are kicked out. But what happens if the club’s rules don’t make sense anymore? If everyone believes one truth, then you could be on the Titanic believing it’s an unsinkable ship.

Diversity in boardrooms allows for more challenge and therefore better thinking – why shouldn’t this apply in a building site or project context? Because of our different life experience, LGBT people are often outside the club. Therefore, it might be worth your while listening to what we have to say, even if it makes you uncomfortable.

There are many actions that can be taken by the sector to address these issues. Inspire staff to be role models and give them the time to inspire others. Tell stories about individuals who do not fit the mould so others don’t feel isolated. Create network groups so LGBT staff can discuss issues in a safe place. Straight allies can participate in these networks and share experiences. It’s about harnessing passion and using it for the better good.

Change your imagery and language. Think about making your websites and documents more diverse, but not tokenistic. Adopt a “no bystander” policy to encourage and reward people for actively standing up against those who exhibit offensive behaviour (innocently or intentionally). Make an example of people that don’t change.

Diverse organisations only work if they are inclusive. It’s no use having a diverse group of people who shout at each other like a bad night in the Big Brother house. Ensure an inclusive culture by having clear policies, processes, and ways of working.

I am currently promoting a diversity code of practice for the infrastructure sector, setting out the sector’s commitment to diversity. It includes a proposal that, in every public or regulated infrastructure tender, employers should score contractors on their diversity commitment. Contractors take tender scoring very seriously, so this could really drive effective change.

Separately, I am working with Stonewall to create a sector-wide LGBT network to alleviate the problem of running networks in SMEs where staff numbers might not make them sustainable.

If the sector works together in adopting these measures, hopefully construction can become just another great place for LGBT people to work.

Matthew Flood is general counsel of Balfour Beatty’s support services division

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