Inclusion update for the built environment and renewables industries
Newsletter 52: Bad career advice, toxic bosses and making words count
Constructing Rainbows advises built environment, facilities management and renewables organisations across the globe who have an aim of making our industry inclusive for all. To find out more visit www.constructingrainbows.co.uk This newsletter will provide you with some updates on what others are doing, within the built environment, renewables and in other industries.
In a diverse workplace, the words we choose matter. Even when there's no intent to harm, language can still send subtle signals of exclusion to those who experience non-inclusive terms regularly. Imagine a single mosquito bite; annoying but easily overcome. But repeated bites over time would become painful and hard to ignore. That's the impact of non-inclusive language.
This is a timely reminder about ensuring all business decisions align with your values. It is worth revisiting your values and ensuring everyone understands and acts upon them
That Ms Badenoch, who was in fact the Minister of State for Women and Equalities, does not understand the basic premise of the Equality Act is alarming, to say the least.
(Sorry I know this is the second month in a row we've shared something about Kemi Badenoch, but some of things she comes out with!)
Experts urge government to set ‘ambitious standards’ to support older employees, dismantling age-related obstacles to tackle UK’s skills gap
"it’s not the health of 50-plus workers holding them back, but the failure of employment support systems and employers to offer sufficient opportunities."
Over the last few years there has been an increased understanding of how those going through the menopause can be impacted in the workplace and how organisations can support them.
At Constructing Rainbows we believe in changing the system not the person. This article covers so much of the "advice" we have heard and explains why women should ignore it.
"Regardless of what organizations might do to curb abusive behavior, leaders who experience abuse from their manager should know this: You are not your boss, and his or her leadership style doesn’t have to define yours. If nothing else, you can view your experience as an opportunity to learn how not to lead a team. With that attitude, having a bad boss could make you a great one."
The Worker Protection (Amendment to the Equality Act) Act 2023, effective from October 26th 2024, introduces a new requirement for UK employers to actively prevent sexual harassment in the workplace.
RICS are undertaking a survey to understand how race, ethnicity and culture impacts people within the workplace in built environment sector. Please can you take a few minutes to complete the survey.
