The campaign

‘Spotlight on… language’ focuses on inappropriate, offensive and foul language used in the construction industry and how it could cause offence to both those working on site and anyone passing-by.

The Scheme often receives complaints from members of the public who have been unfortunate to have experienced inconsiderate behaviour in some form by those working in construction. However, sometimes those working in construction also witness or are subjected to unacceptable conduct and turn to the Scheme for help. One such recent example was from an operative who heard offensive language on a daily basis but felt that to challenge every instance would lead to confrontation several times in any one day. It is unfortunate that this is not an isolated incident but indicative of a problem that has yet to be fully addressed.

Most organisations will have policies, procedures and company values in place that detail their expectations with regard to employee behaviour and conduct, including the use of inappropriate, offensive and foul language. These will express that all employees are treated fairly and without discrimination, as well as with respect and dignity. However, while these policies and values are firmly embedded in offices, they often do not filter through to site level. The Scheme’s research has identified that many company policies focus on the impact that inappropriate language can have on the public rather than the effect it can also have on the workforce.

It is vitally important that this message is cascaded throughout the company and particularly at site level, where site management staff are responsible for implementing these rules over a large, diverse workforce and often over an extensive site area.

The Government’s Construction 2025 strategy sets out a clear vision of where the industry should be by 2025, stating that people are one of the key factors in ensuring future growth. The vision is for the industry to be known for attracting and retaining a diverse group of multi-talented people, but the report stresses that the workforce needs to be much more diverse if it is to meet the challenges of the future. It is therefore essential that everyone working in the industry understands the effect that using inappropriate, offensive and foul language can have on the image of the industry, and as a consequence, its ability to attract the very best talent.

Facts and figures

A CITB survey, conducted earlier in 2014 and answered by over 500 construction professionals, revealed that sexist, racist, and homophobic language is not simply still a problem on sites and in the construction industry as a whole, but is unfortunately still quite prevalent. The survey discovered that:

What can you do?

As highlighted by CITB, the industry’s workforce is diversifying, and will continue to do so, which means it becomes increasingly important that people are aware of what language they are using when communicating with colleagues and the public.

The construction industry needs to start to address what is clearly still a real problem.

1. Sites must have clear policies on such activity so that no-one can be under any illusion that this kind of language will be tolerated.
   

   Whether people are working in an office environment or on site, companies need to ensure that there are clear guidelines regarding what language may be deemed inappropriate or offensive. These need to be properly and formally communicated and it should not be assumed that people will always behave in an acceptable way.
   

2. Sites need to be proactive in educating and informing those who work on site so that everyone understands what is and isn’t acceptable, and importantly, why this is the case.
   

   Training and toolbox talks are effective tools in helping people understand how using inappropriate, offensive and foul language can impact on others and cause serious distress. Various posters and other resources are available and can be displayed in changing rooms, canteens and in other areas of the site.
   

3. Site managers must create a culture where anyone subjected to this kind of language is able to come forward and know they will be taken seriously and that appropriate action will take place.
   

   Management need to lead by example and have an open door policy so that when instances of inappropriate, offensive and foul language occur, it can be dealt with promptly and correctly. Offending parties need to be educated on what is unacceptable and why, so that they can learn from their mistakes. Ultimately, action must be taken with those who continue to use inappropriate, offensive and foul language. The Government’s vision for the industry is that by 2025, the UK construction industry will lead the world but the key to achieving this goal is people. The industry needs to attract a diverse workforce through demonstrating a commitment to equality, which includes people communicating with others with the same respect that they expect themselves.

As well as the information above, it is also advised to use the resources provided in the ‘External resources’ section of this campaign, which offers a plentiful amount of resources from other organisations and companies that cover the full spectrum of the topic.

However, though the Scheme has been able to identify a number of resources and support services available to the industry regarding inappropriate language, it is clear that this is seen as a fairly small issue within the matter of equality and diversity. Little guidance is available to companies which solely focuses on bad language and how to avoid any issues in the first instance.

Research suggests that language is seen as something that everyone should be naturally aware of and therefore there is little in the way of practical help to inform and educate people of what is and is not acceptable. If the industry is to eradicate inappropriate, offensive and foul language used on construction sites across the UK, more guidance and support will certainly be of great benefit and very much welcomed.