Challenge is for Companies, Organizations, Associations, Governments, and Individuals so don’t feel left out.
Please take the Survey that suits you.
Government officials at all levels should treat the construction industry and the work it performs as vital and essential to the critical industries that must remain in operation to respond to this pandemic and crises to come. To ensure this is the case, the Trump administration must issue guidance classifying construction as a critical infrastructure industry whose workers are essential.
On March 19, the U.S. Department of Homeland Security issued guidance listing 16 critical infrastructure industries whose workforces should maintain their normal work schedules. Though construction was not explicitly listed, it is crucial to the operation of all 16 industries.
Construction workers’ unique skills are essential now and in the coming weeks to construct, maintain, and repair critical infrastructure, and to build temporary health facilities and retrofit and expand existing ones. Moreover, any responses to other natural disasters that may occur need to be immediate. Mobilizing the men and women of the construction industry will be more expedient if they are already working.
The safety and health of the construction workforce is the industry’s highest priority. That is why construction projects continue to operate now in a safe and effective manner. It continues to closely monitor and provide guidance on all recommended health and safety job site precautions for construction workers so that proper measures are deployed to ensure a safe work environment for those on the job.
We are challenging you to the 10-year challenge.
Show and tell us how your organization is doing better with Diversity and Inclusion over the last 10 years.
And how you going to improve going into the new decade 2020. The focus of this challenge is to shine the light on the Construction sectors but open to all.
The stories behind the challenge come from the Field perspective.
The bathroom struggle we squat you stand in most cases.
The vest never fits everything supplied is for men or unisex.
Child care opportunities.
Promotions from laborer to foreman.
The simplest way to think about is that diversity is often counting the number of people represented and inclusion is the experience that they have, how they feel. It's one thing to bring a woman to the table, but does she feel that she can bring her whole self, her best self? Does she feel that she belongs at that table and that she's connected to the people around her? You need both. You need the participation and experience.
Inclusion is for all, for people that come from different backgrounds, and have different ways of processing and thinking. The underlying belief is that if you put a diversity of viewpoints at the table together, and if all of them are working together, you're going to get better answers.
Because inclusion is the fundamental basis that you need in your culture. If you work in a world of extroverts, and you're an introvert, do you feel that you can be part of that discussion? I'm just using that as an example, but the concept is inclusion, which is not gender-based.
In the United States, for example, we know that for every 100 men who receive their first promotion from the entry-level to a manager, only 79 women receive that same promotion. If you're thinking about intersectionality, which is a fancy way of saying, for example, "if I'm a female and I'm black," that number is 60. The disparity starts early, and then it just continues on to the top—to leadership, boards, the CEO, and top teams—where we see few women.