As a contractor, you’re responsible for maintaining a satisfactory workplace where employees feel safe. When you allow gender bias and sexual harassment on your project sites, you immediately compromise the safety of your workers. What appears to be playful teasing one day, can lead to significantly more disturbing behavior if left unchecked.
We already discussed the scope of misconduct in the construction industry in parts one and two. Now, we will dive even deeper into this topic to develop a better understanding of how to prevent your workers from tarnishing your contracting company’s brand with gender bias and sexual harassment. Negligence only exacerbates this issue, sort of like when an owner fails to compensate you for your work knowing that you will consult a Charlotte mechanics lien attorney to recoup the debt. Ignoring a problem doesn’t make it go away.
Exploring the Engineering News-Record (ENR) Survey
The ENR survey considered the responses and perspectives of a broad range of genders, age groups, employer types, job functions, career levels, and more. The survey, which was hosted online for six weeks, was easily accessed by all parties interested in participating. It was promoted on social media and across various industry channels to ensure that a diverse range of construction industry professionals were aware of the survey. The goal of the survey was to measure the prevalence of sexual harassment and gender bias in the workplace, as well as the types of incidents that transpired, and the response by those in leadership roles.
Participants remained anonymous to encourage openness and honesty and what is an undeniably complex and emotional subject. Many respondents were eager to participate in follow-up surveys and allowed themselves to be contacted after submitting their answers. The survey itself was composed of multiple-choice and open-ended questions to provide as much data as possible about individual narratives and industry-wide problems.
Important Statistics on Misconduct
When you are denied payment by an owner, you don’t accept it and move on. You contact a Charlotte construction lien attorney who can get the job done. The same can be said of workers who experience unfair bias solely based on their gender. These statistics help illustrate the scope of this problem:
- 36.2 percent of respondents had been sexually harassed on the construction job site
- 37.5 percent of respondents had been sexually harassed in a construction sector workplace
- 63.2 percent of harassment was experienced in the form of inappropriate personal requests, questions, jokes, or innuendo
- 29.9 percent of harassment was experienced in the form of inappropriate physical contact
- 42.6 percent of harassment was experienced in the form of gender-different responses to various actions from a supervisor
To learn more about gender bias and sexual harassment in the construction industry, read part four.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.