MBEX Has the Scoop

Contributing to a More Respectful Workplace

We've reached Day 4 of Construction Inclusion Week 2022, and today's theme is Workplace Culture.

Establishing and maintaining a positive workplace culture means that everyone gets to experience a workplace that is inclusive and respectful. We also know that a good culture leads to increased safety  and more productivity, providing higher value to our clients and allowing each and every worker to perform their best work.

Everyone must actively care for each other and ensure that everyone feels both physically and psychologically safe. Our work homes are where we spend our days, and they are where we gather the emotions, attitudes, and behaviors that we bring home to our families. We should expect to get a high level of respect and standard of care where we work. We must create workplaces which are equitable and meet the needs of all employees, industry-wide. We need to ensure workplaces are free of bias and harassment; where all are treated with respect; sites where our professional opinions are heard and valued and all have a seat at the table. Additionally, our clients appreciate and have come to expect a diverse and respectful workplace. This is not diversity on paper only, we need to foster collaborative and inclusive teams where everyone can do their best work and deliver for our clients.

How Employees Can Contribute to a More Respectful Workplace:
- Follow the "Platinum Rule," which is to treat people the way that "they" want to be treated.
- Do not participate or engage in activist/discussions etc. that offend, humiliate, or embarrass people.
- Speak up! If you witness disrespectful behavior, talk to the individuals involved or your superior.
- Offer support to an individual who was targeted. Encourage them to talk to the person(s) involved, or their supervisor.
- Be kind and polite.
- Recognize the work of your fellow coworkers.
- Deal with conflict in a respectful manner.
- Listen to what others have to say, before expressing your own viewpoint.

How Supervisors Can Contribute to a More Respectful Workplace:
- Lead by positive example.
- Listen to understand.
- Recognize individual strengths, weaknesses, and opinions.
- Acknowledge employee's accomplishments.
- Investigate complaints promptly.
- Encourages employees to resolve conflict in a respectful manner.
- Be inclusive and treat all employees fairly.
- Provide regular feedback to employees.

Simply said: When it comes to workplace culture, it has to be practiced and lived daily. Everyone has to be about it and not just talk about it.

5 HELPFUL LINKS:
1.) VIDEO: Workplace Culture Animated Short via Construction Inclusion Week
2.) Construction Culture: Why It Matters and How to Build It via Autodesk Construction Cloud
3.) Culture Under Construction: Why the Work is Never Truly Done When it Comes to Company Culture via Forbes
4.) 15 Tips for Building a More Inclusive Workplace in 2022 via WorkTango
5.) Inspiring Examples of Inclusive Workplace Cultures via Together

Learn more and find additional resources at www.constructioninclusionweek.com.

5 Ways to Build a More Diverse Supply Chain

Welcome to Day 3 of Construction Inclusion Week, where the daily theme is Supplier Diversity.

Supplier diversity is a business practice that refers to the inclusion of businesses owned by diverse individuals or groups in the procurement of goods and services. A diverse supplier is generally defined as a business that's at least 51% owned and operated by an individual that's part of a traditionally underrepresented or underserved group. Common classifications are minority-owned business enterprises (MBEs), woman-owned business enterprises (WBEs), and small-business enterprises (SBEs). Businesses owned by other minority groups, such as LGBTQ+, veterans, and persons with disabilities, may also be considered diverse suppliers.

Many companies now recognize that a diverse vendor pool can bring business benefits such as greater competition between suppliers, new procurement channels and innovation --- and contribute to the local economy. As your company deepens its commitment to diversifying its supply chain, being a true ally to, mentor of, and partner with diverse business will be essential.

Some things to consider as you expand your supplier diversity program to include concepts related to allyship, mentorship, and partnership include:

1.) Benchmark where you stand relative to industry peers. Utilize resources such as DiversityInc, the National Minority Supplier Development Council (NMSDC), the Minority Business Development Agency (MBDA), and others to set targets. Locally, the National Association of Minority Contractors (NAMC) would also be a helpful organization to work with as they have local chapters in Minnesota (Minneapolis) and Wisconsin (Milwaukee).

2.) As you work toward your goals, reach out to regional and national business councils, municipal agencies, chambers of commerce, and diverse trade organizations to let them know you're seeking such relationships.

3.) Host your own open house, matchmaking, or networking session to identify small and diverse businesses that your organization can support as an ally, mentor or partner.

4.) Beyond providing advice and technical support, you can depend your relationship with suppliers by sharing opportunities to create new solutions for your company.

5.) Access to capital is a key component to sustainability and ensuring that diverse businesses can continue to thrive. Consider rethinking your payment and retainage procedures to ensure that small and diverse businesses have the cash flow to respond to your needs and build their capacity and infrastructure.

Being a real ally means not only providing access to opportunities, but also includes offering advice on how to build capacity, sharing technical knowledge, helping mitigate risks, and providing prompt payments to strengthen a small/diverse business' financial position.

Allyship, mentorship, and partnership will improve the success of your supplier diversity program and help you expand your pipeline of firms that can meet your needs and grow with you.

5 HELPFUL LINKS
1.) VIDEO: Mutual Opportunities - A Conversation Between a National Prime Firm and Diverse Supplier via Construction Inclusion Week
2.) Key Terms Used in the Supplier Diversity Area via Construction Inclusion Week (the included definitions are provided as a reference and also a starting point for acquainting oneself with supplier diversity.)
3.) 15 Black-Owned Small Business Directories via US Chamber
4.) How to Get Certified as a Minority-Owned Business in Minnesota via Minnesota Unified Certification Program (MNUCP)
5.) The 'Why' and 'How' of Diverse Suppliers in Construction via Construction Executive 

Learn more and find additional resources at www.constructioninclusionweek.com.

Construction Inclusion Week: Belonging

INCLUSION - WHAT IS IT?
What does inclusion mean? Inclusion is a feeling of belonging, and an inclusive workplace exists when employees are valued, respected, accepted and encouraged to fully participate in their organization. People who feel included perform better and have fewer accidents, creating a more productive and safer workplace for everybody. This could be called a Culture of CARE.

How does Culture of CARE create an inclusive workplace? Culture of CARE simply lays the foundation for what is and is not acceptable behavior on a jobsite. It is up to each of us to acknowledge that everyone on site adds value, deserves respect and has an opportunity to contribute to the work. Creating a Culture of CARE helps everyone feel more comfortable and confident speaking up, sharing new ideas, and working to stop harassment, hazing, bullying, threats and intimidation.

What are ways you can contribute to a Culture of CARE? Welcome ideas that are different from your own. Treat people how THEY wish to be treated rather than how YOU wish to be treated. Get to know your coworkers; ask them about their family, values or hobbies. Understand the diversity your personally bring to the organization. If you routinely go to the same people for ideas, you aren't necessarily being open to the diversity of thought others provide and may be unintentionally excluxing some of your coworkers.

MICROAGGRESSIONS - PAYING ATTENTION
Microaggressions are every day slights, insults and indignities usually directed to marginalized groups sometimes by well-intentioned people. Microaggressions clearly expose ingrained prejudices: racism, sexism, ageism, and/or classism embedded into our every day societal structures.

There are three forms of microaggressions:
1.) Micro-Assault: conscious and deliberate actions meant to demean a person through deliberate and overt racial discrimination, which can be verbal or non-verbal. Example - preventing one's son/daughter from dating a person of color.
2.) Micro-Insults: behaviors or actions that demean a person's racial heritage or identity by signaling that the person of color is considered inferior or less intelligent when a white counterpart. Example - asking a co-worker of color how they got their job, implying affirmative action or a quota system.
3.) Micro Invalidations: actions that negate or invalidate the feelings and experiences of people of color. This is often unconscious. Example - a white people asking a Latinx person where they were born, sending the message that they are perpetual foreigners.

Why building belonging? Belonging has been a basic human need from our tribal histories to modern-day. As humans, we all have the need to be an accepted member of a group. It's easier to create a sense of belonging when everyone is similar. Yet, as we create and benefit from diversity in our team, we must consciously broaden our perspectives to ensure everyone is part of the group.

CHALLENGING OUR ASSUMPTIONS
Our brains are wired to make assumptions, which can sometimes be off base. We think it's an honest mistake; science calls its a blind spot. Our unconscious mind makes 90% of our decisions without us even knowing it. Our brains are overloaded with 11 million pieces of information every second, yet we can only process about 40 of them. So, we are wired to make cognitive shortcuts using our past experiences to make assumptions.

Our unconscious mind can put us on autopilot. Determined where we sit, who we lunch with, who we turn to for advice and who we choose to offer a helping hand. Living our lives with blind spots can put us in a tunnel. Same point of view. Same decisions. Same outcomes. We can find ourselves trapped in a world of snap judgements and misconceptions. We've all been on both the giving and receiving end of blind spots.

Think about it. Who's talented? Who's able? Who can I trust? Who belongs? We've all been there. Blind spots are part of the human condition. Our choices have consequences, for us, and the people we interact with. By accepting that blind spots exist, we can stop. Imagine what possibilities exist if we could do it all over again? We all have blind spots. Once you accept that you have them, you can choose to do something about it.

Different perspectives, inclusive relationships, diverse networks, better outcomes, seeing people for who they really are --- people, like you, with unlimited potential.

FIVE HELPFUL LINKS:
1.)  VIDEO: A Lesson in Helping Everyone Feel a Sense of Belonging featuring Miss Marianna
2.)  How Any Business Can Care a Culture of Belonging in the Workplace via Forbes
3.)  20 Activities to Promote Diversity and Inclusion in the Workplace via Vantage Circle
4.)  Culture of CARE 
5.)  How to Fight Back Against Male Bias, According to a Woman in Construction via Career Contessa

Learn more and find additional resources at www.constructioninclusionweek.com.

Fall Construction Safety Tips

Each season brings its own construction hazards, from heat illness in summer to freezing cold temperatures and icy conditions in winter. Autumn is no exception. Whether wrapping up large summer projects or scrambling to get a new build weather-right before winter, fall construction poses its own set of hazards, such as muddy ground and low light.

To prevent accidents and equipment damage that can throw your project off schedule, here are a few safety tips. 

TAKE PRECAUTIONS IN MUDDY CONDITIONS
Mud, and mud-related accidents, must be taken seriously. Mud might seem harmless enough, but it can increase the risk of slips and falls and make the ground unstable for equipment. 

- Improve Muddy Terrain: If possible, set up drainage on your jobsite to remove some of the mud. Consider laying gravel for traction in key areas.
- Use Caution On Steps: Remind everyone to wipe their boots frequently, especially before climbing ladders or mounting or dismount equipment.
- Erect Scaffolding Properly: Scaffolding should never been erected directly on soft, muddy or frozen ground. Use a mud sill. These stable wood planks, placed under the scaffold footings, distribute the weight of the scaffold, keeping it from moving or sinking into the mud. After a storm, check scaffolding to ensure its still stable.
- Stabilize Heavy Equipment: Heavy equipment can become stuck in the mud really fast. Even if using a rough terrain forklift, mud can increase rollover risk. Tire chains or tracks increase traction. Heavy equipment mud mats can turn muddy areas into safe access roads. At the end of the workday, hose off equipment to keep the mud from caking and jamming machines.

CLEAR LEAVES TO PREVENT FALLS & EQUIPMENT MALFUNCTIONS
Fall foliage looks beautiful, but once the leaves fall, they become hazards. Leaves can hide uneven ground and become slick, increase the risk of falls. They can also block the air intake or exhaust on equipment.

Remove leaves from walkways and work surfaces at the beginning of each work  day and as needed during the course of the day. Consider using a walk-behind leaf blower, a sweeper or even a handheld vacuum. Before you use equipment, clear any leaves from the intake, exhaust, windshield, mirrors, and tires.

STORE EQUIPMENT & MATERIALS
When possible, store equipment in enclosed spaces to protect it from leaves, falling branches and debris-laden high winds. On jobsites, a portable storage container is a good option to consider.

Take extra precautions if a major storm is expected. Remove and securely store as much equipment as possoble. Move materials into a secure storage area as well. Cover materials and equipment that can't be moved with a heavy duty tarp or use tie-downs and sandbags to keep them from blowing away. Take down cranes, scaffolding, light towers and other equipment that could pose a threat. If needed, board of windows and doors.

PROVIDE ADEQUATE LIGHT
With the coming of fall comes shorter hours of daylight in a work day. Low light makes it harder to judge position, shape or speed of objects. Working in low light can also cause eye strain and headache (no wonder OSHA requires how bright construction areas need to be). From light strings to portable light stands to towable light towers, plan to set up light towers on level ground. With a stable base, light towers can withstand winds up to 65 mph. 

PRACTICE GENERATOR SAFETY
Portable generators and water just don't mix. It's highly advised to not operate a generator on a wet surface. Unless your generator has a waterproof canopy, don't operate it in the rain. 

To avoid carbon monoxide poisoning, use a portable generator only in a well-ventilated outdoor area, at least 20 feet away from windows, doors and vents.

MAKE ALLOWANCES FOR COLD & FLU SEASON
Hard as it may be, encourage sick employees to stay home; it's very possible you could find yourself with an entire crew down with the flu if they continue to come in when they're not feeling well. Review your paid leave policy with employees, and consider offering instructions on ways to prevent illness from spreading. It might not be a bad idea to ask schedulers to plan for illness-related absences and delays when booking jobs, too.

Fall is a busy, productive time for many contractors, and by taking a few simple steps, you'll keep your employees safe and your equipment in peak operating condition.

We Need to Talk about Suicide in the Construction Industry

September is National Suicide Prevention month, and in 2020, the Centers for Disease Control and Prevention (CDC) reported that the construction industry had one of the highest rates of death by suicide among their workers, 5,242 in 2018, which was five times higher than U.S. construction worker fatalities on jobsites. 

An often-overlooked part of workplace safety is mental health; and as the leading occupation for death by suicide, it's time to take psychological safety within the industry seriously.

ON THE JOBSITE
There are several reasons that a mentally healthy workers is important for a construction jobsite, the first of which is, of course, the safety and well-being of your crew. A happy and healthy workforce is a more productive workforce. Some of the key signs of mental distress, in fact, are lethargy, lack of motivation, difficulty concentrating or absenteeism --- all of which hinder productivity and safety in some way.

A brutally honest rationale for good mental health beyond the thousands of dollars lost due to lower productivity is that the construction industry is already knee-deep in a workforce shortage. In an industry that is already perceived as dirty, dangerous and outdated, let's not add an unsupportive and unhealthy mental work environment to the list.

IT DOESN'T HAVE TO BE ILLNESS-RELATED
Mental health doesn't have to be related to an illness to affect a person. It could be an effect of a personal loss, financial issues, relationship problems or a slew of other circumstances that can contribute to a person's mental well-being and their ability to concentrate. In an industry that is consistently in risky environments and operating dangerous, heavy equipment, distractions or an inability to focus on the task at hand puts both the workers and the public at risk.

Long hours can produce both mental and physical fatigue, and constant job relocation can result in poor connection to one's family and friends, causing a feeling of isolation. The added obstacle of COVID-19 added stresses of unemployment with no foreseeable resolution, helping create an unprecedented amount of insecurity that can have significant emotional and mental health consequences.

Another overlapping issue inside our industry? The opioid epidemic. The physical demands of the job can lead to self-medication through alcohol, drugs or opioids, which increases the likelihood of suicide.

CREATING A SAFE + COMFORTABLE ENVIRONMENT
When looking at environments where people feel comfortable sharing things that are happening in their lives --- because sometimes the simple act of talking about it can be enough --- it's about creating the systems and structures where an honest dialogue about a person's mental state can be addressed. An open communication system can empower a fellow coworker to ask the simple question, "Are you okay? Do you feel safe to be here?" If the worker states he or she is okay to perform the job at hand, at least the coworker knows to keep a closer eye on the person for their own safety and the safety of their crew.

Leaders should know the signs to look for and make it a part of their routine inspection process. "If you're asking people on a daily basis 'How are you doing today?' whenever your concerns go up a bit, it's already a part of your communication strategy," says Dr. John Pompe, Global Manager of EAP and Employee Health Programs at Caterpillar Inc. Possibly even more important than asking the question, is be sure you are equipped to receive an answer. "Listen, show compassion and empathy, and be prepared to problem solve and offer resources."

Moral of the story: ask the question. Get your employees talking. It could save a life.

KEEP LEARNING. KEEP LISTENING. KEEP TALKING.
In 2016, the Construction Industry Alliance for Suicide Prevention (CIASP) was created in partnership with the Construction Financial Management Association (CFMA) to build awareness in the industry and create resources for contractors to take action. "Shifting the culture to one with consideration for the employee's mental health and suicide risk management is a key area where we can help push people toward help instead of further from help and deeper into that sense of despair," says Michelle Walker, VP of Finance and Administration at SSC Construction.

National Resources: National Alliance on Mental Health | National Institute of Mental Health | National Action Alliance for Suicide Prevention | Centers for Disease Control and Prevention (CDC) | Suicide Prevention Resource Center | National Suicide Prevention Lifeline - 1-800-273-8255 | Crisis Text Line - TEXT 741741.

Construction Industry Resources: Toolbox Talk Safety Meeting Agenda Worksheet | MindWise Screening | LivingWorks | Cat.com/safetyleadership | WEBINAR - Mental Health on the Jobsite | NPR Morning Edition - A Construction Company Embraces Frank Talk About Mental Health to Reduce Suicide | Drug Abuse Hotline

How a Recession Could Change Employment Outlook for Construction

This article orignally appeared online with the Minneapolis / St. Paul Business Journal on August 10, 2022 and was written by Ashley Fahey.

Has the construction labor issue gotten better, worse or remained about the same since the pandemic started? What happens in the event of a recession? Below, we've highlighted a few key areas experts have studied to predict if the economy is headed for a recession, how to anticipate workforce shortages, and when IIJA funding will begin to flow.

ARE WE HEADED FOR A RECESSION?
The July jobs report from the Bureau of Labor Statistics found the industry added 32,000 jobs last month, with industry employment increasing by 311,000 jobs, or 4.2%, on an annual basis. But those numbers obscure the fact commercial construction in particular is facing coutervailing forces, based on property type, said Anirban Basi, chairman and CEO of Baltimore-based economic and policy consultant Sage Policy Group and chief economist for the Associated Builders and Contractors.

The sector's unemployment rate was 3.5% in July, on par with national unemployment across all industries and indicative of how tight the market remains.

The ABC's July Construction Confidence Index readings for sales, profit margins and staffing levels, which came out August 9, declined, suggesting a growing pessimism across the construction industry. Indices for sales and staffing remain above a threshold of 50, which indicates members surveyed still expect those metrics to grow in the next six months, but readings for profit-margins are less than 50 for the second consecutive month, according to ABC.

The cost of construction is also continuing to rise. The U.S. national average increase in construction costs in the second quarter was about 2.4% on a quarterly basis, and 7.5% year-over-year, according to Rider Levett Bucknall Ltd., a law firm that specializes in property and construction advisory services.

Basu said he thinks job growth overall will slow, and, specifically in construction, demand will increasingly shift away from private-sector projects to public ones. He'd predicting an economic recession will occur next year, which could start to materially affect the broader construction industry about a year later, given the long lead times on construction projects.

CONSTRUCTION WORKFORCE CONCERNS
A key worry for those who observe, or work within, the construction industry: If the pipeline of projects does start to slow because of a recession, existing workers that suddenly find themselves out of a job may leave the industry and not come back when the cycle picks back up.

That's what's happened in past recessions, perhaps most memorably in the global financial crisis of the late 2000s. It's an issue exacerberated by a retiring skilled workforce in construction, where the average age is now 42.3, according to the Bureau of Labor Statistics, and there are fewer younger workers to replace them.

Retaining and hiring labor has been one of the hotttest topics of the pandemic as workers have altered work and life priorities. More workers than ever before are remote, or have decided to pursue jobs in other industries that'll give them flexibility to wokr at home. Still others, in industries like hospitality, were laid off at the onset of the pandemic and have yet to return. The U.S. labor-force participation rate across all industries was 62.1% in July 2022, below pre-pandemic levels.

Julian Anderson, president of Rider Levett Bucknall, said, anecdtoally, he's also heard fewer people working in the construction are willing to move to follow work. In decades past, it wasn't unusual for construction workers to relocate after a major bridge or road project wrapped up. But with construction so busy across the nation in recent years, and overall attitudes toward work changing, people are more reluctant now to relocate to follow projects, he said.

Fewer immigrants coming to the United States, particularily since the pandemic onset, has also hit the construction workforce more acutely than other sectors.

"There were, I think, quite a few people who worked informally in the construction industry for many years, doing those...labor jobs norbody else wanted to do," Anderson said, citing jobs in the wet trades like painting, drywall and plaster. That's likely to be a persistent headwind for the construction industry. 

DON'T FORGET ABOUT IIJA PROJECTS
Although some government officials are only in the planning stages of potential IIJA-funded infrasturcture projects, Basu said elected officials love to cut ribbons on restored bridges and newly built interstates. With prices in some commodities like fuel and steel already having come down from recent spikes, it's likely more infrasturcutre projects with IIJA funding will begin later this year or in 2023. That'll boost demand and job in publicly funded construction projects, Basu said, at a time when privately funded development may be slowing.

"I'm expecting there will be a recessions --- I don't know how deep or how long, but this money [from IIJA projects and related spending] should help to prop up the construction industry for a good period of time," Anderson continued. 

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Read the full article in the Minneapolis/St. Paul Business Journal here.