Inclusion update for the built environment and renewables industries
Newsletter 60: Endometriosis, political protests and gender-neutral hygiene bins
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.
Let’s be honest - winning EDI work in the built environment isn’t easy at the moment. Budgets are stretched, priorities are shifting, and sometimes inclusion slips down the list when projects get tight. But that’s exactly why this work matters - and why your support makes such a difference. If you come across a project, client or contractor looking to strengthen their approach to EDI, I’d really appreciate you pointing them my way.
The Association for Project Management recently launched their research into neurodiversity barriers in the profession. They provide a number of recommendations including modifying workspaces, providing peer support networks and updating policies.
This really caught my eye at a recent conference, and a solution that comes from an individual’s experience of prostate cancer.
There are many reasons that hygiene bins are needed in men’s toilets not least incontinence related to prostate cancer - which 1 in 10 men will get. Yet many men wonder why “feminine” hygiene bins are in their toilets.
So Sanaway Ltd have created a gender neutral hygiene bin - The One Bin. Working alongside The Prostate Project they also provide education about the bins and prostate cancer and encourage people to get tested.
Definitely worth considering getting the Sanaway One bins for your workplaces, and getting The Prostate Project to your workplace to carry out onsite testing.
Personal Protective Equipment (PPE) is supposed to be the last line of defence for health and safety incidents, yet so often PPE is provided that doesn't fit properly.
Besides the real psycholgical and confidence impacts of wearing PPE that drowns you, there are also safety issues with PPE catching on equipment, or harnesses that do not fit.
So it's pleasing to see that after a long period of campaigning the BSI have produced a guidance document for inclusive PPE.
Endometriosis UK and Ciphr have launched a new report into the impact of endometriosis on the workforce, with some useful tips around policy, uniforms and talking to managers.
With 1 in 10 women and those assigned female at birth having endometriosis, businesses should be considering how they can make the challenges easier.
This excellent article talks about how senior leaders modelling behaviours linked to the culture they want to achieve has a positive impact on employees, whereas talking about it, or providing "wellbeing perks" has the opposite effect.
There are a number of tips for senior leaders to understand the real culture in the workplace.
Under the Equality Act 2010, in some circumstances political beliefs are protected by the religion and beliefs characteristic, so employers need to treat people fairly. However, protection applies to the belief itself – not necessarily the way it is expressed. Offensive, unlawful or disruptive conduct is not protected.
In a nutshell "Peaceful protest in your own time is usually protected. However, if you engage in violence, criminal activity or behaviour that seriously undermines your employer’s reputation or workplace relationships, disciplinary action (including dismissal) may follow."
This new More in Common report looks at public perception of EDI in the workplace, which still has a lot of support although has softened over the last couple of years.
It highlights how we need to refine our EDI work rather than reducing it to keep that support. Key points: - focusing on terminology such as “respect, equality and fairness” rather than “systemic change” - focusing on socioeconomic background has support across the spectrum. - the need to address the narrative of the zero-sum game - voluntary rather than mandatory approach
Generally it is pleasing to see we are not following in the USA’s footsteps, and that with a bit of refinement, and continuing with clear explanations of the benefits to all, EDI will continues to be an important part of our workplace
