Fairness, Inclusion and Respect Awareness Course

Standard: CITB Short Duration Standard GET2734

‍Duration: Half day

‍Guided Learning Hours: 3 Hours

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Course Aims

This course is designed to provide participants with an awareness of fairness, inclusion, respect, equality and diversity within a construction environment.

Participants will explore how bias, perceptions, expectations, stereotypes, personality, culture and personal values can influence workplace behaviour. The course also examines different forms of discrimination, positive workplace behaviours and the value that an inclusive culture can bring to individuals, teams and construction organisations.

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Course Prerequisites

There are no formal prerequisites for attending this course.

The course is suitable for employees at all levels, including operatives, tradespeople, administrative and support staff, supervisors, managers and leaders working within construction or the built environment.

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Course Objectives

Upon completing this course, participants will be able to:

• Explain the meaning of fairness, equality, diversity, inclusion and respect.
• Describe the difference between treating everyone identically and treating people fairly.
• Recognise how culture, personality, values and individual experiences can influence workplace behaviour.
• Explain how perceptions, assumptions, expectations and stereotypes can affect decisions and relationships.
• Recognise conscious and unconscious bias.
• Identify the protected characteristics under the Equality Act 2010.
• Describe different forms of discrimination and how they may occur at work.
• Recognise inappropriate, disrespectful or exclusionary workplace behaviour.
• Identify positive individual, team and management behaviours that support inclusion.
• Explain how effective communication and people skills contribute to respectful working relationships.
• Describe the value of equality and diversity to a construction organisation.
• Identify the main legislation, organisational standards and support services relating to equality and diversity.
• Respond appropriately when witnessing or experiencing discrimination or unacceptable behaviour.

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Course Content

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Module 1: Fairness, Equality, Diversity and Inclusion

• Course aims, learning outcomes and assessment requirements.
• Understanding the meaning of:
  • Fairness.
  • Equality.
  • Diversity.
  • Inclusion.
  • Respect.
• The relationship between fairness, inclusion and respect.
• The difference between equality and equity.
• Why treating everyone in exactly the same way may not always produce a fair outcome.
• Recognising and responding to individual needs.
• The importance of consistency and transparency in workplace decisions.
• Creating an environment in which people feel valued and able to contribute.
• Understanding how inclusive behaviour applies to employees, contractors, apprentices, agency workers, clients and site visitors.
• The responsibilities of individuals, teams, supervisors and managers.
• The relationship between fairness and professional workplace conduct.

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Module 2: Bias, Perceptions and Workplace Behaviour

• Understanding how personal experiences can influence attitudes and decisions.
• The influence of:
  • Personality.
  • Culture.
  • Values.
  • Beliefs.
  • Expectations.
  • Previous experiences.
• Understanding conscious and unconscious bias.
• Recognising assumptions about people or groups.
• How perceptions may differ from facts.
• Understanding stereotypes and how they can affect:
  • Recruitment and selection.
  • Work allocation.
  • Training opportunities.
  • Promotion and development.
  • Communication.
  • Team relationships.
  • Assessments of competence or performance.
• Recognising affinity bias and the tendency to favour people who appear similar to ourselves.
• Avoiding assumptions based on appearance, background, role or communication style.
• Questioning first impressions and seeking relevant evidence.
• Considering different perspectives before reaching a decision.
• The importance of self-awareness and reflection.
• Recognising how jokes, language or informal workplace traditions may affect others.
• Understanding that the effect of behaviour may differ from the intention behind it.

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Module 3: Discrimination and the Legal Framework

• Understanding discrimination in the workplace.
• The nine protected characteristics under the Equality Act 2010:
  • Age.
  • Disability.
  • Gender reassignment.
  • Marriage and civil partnership.
  • Pregnancy and maternity.
  • Race.
  • Religion or belief.
  • Sex.
  • Sexual orientation.
• Recognising different forms of discrimination:
  • Direct discrimination.
  • Indirect discrimination.
  • Harassment.
  • Victimisation.
• Understanding discrimination by association and discrimination by perception.
• Recognising discrimination arising from disability.
• The importance of making reasonable adjustments for disabled employees.
• How discrimination may take place through:
  • Decisions.
  • Policies and procedures.
  • Workplace practices.
  • Language and communication.
  • Exclusion from activities or opportunities.
  • Bullying, harassment or intimidating behaviour.
  • Failure to address known barriers.
• Distinguishing discrimination from disagreement or legitimate workplace management.
• Understanding the purpose of the Equality Act 2010.
• Awareness of the Human Rights Act 1998 where relevant.
• The role of organisational equality, diversity and inclusion policies.
• The role of workplace codes of conduct and behavioural standards.
• Sources of information and support, including:
  • Line managers.
  • Human resources.
  • Trade union or employee representatives.
  • The Advisory, Conciliation and Arbitration Service.
  • The Equality and Human Rights Commission.
• Following organisational reporting and grievance procedures.
• Maintaining appropriate confidentiality.

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Module 4: Positive and Inclusive Workplace Behaviours

• Recognising behaviours that support fairness, inclusion and respect.
• Treating colleagues professionally and with dignity.
• Communicating clearly and respectfully.
• Listening to different views and experiences.
• Using appropriate and inclusive language.
• Avoiding stereotypes and unsupported assumptions.
• Giving everyone a reasonable opportunity to contribute.
• Sharing workplace information and knowledge.
• Supporting new or less experienced team members.
• Encouraging cooperation and collaboration.
• Allocating work and development opportunities fairly.
• Applying workplace standards consistently.
• Explaining decisions openly and transparently.
• Making reasonable adjustments where required.
• Recognising and respecting different communication needs.
• Providing fair and evidence-based feedback.
• Challenging inappropriate behaviour constructively.
• Avoiding participation in offensive jokes, comments or workplace banter.
• Supporting a colleague who raises a concern.
• Reporting serious or repeated behaviour through the appropriate procedure.
• Avoiding retaliation against anyone who reports or supports a complaint.
• The role of supervisors and managers in:
  • Setting clear behavioural expectations.
  • Leading by example.
  • Responding promptly to concerns.
  • Taking complaints seriously.
  • Maintaining confidentiality.
  • Encouraging an inclusive team culture.
• Understanding when a situation should be referred to a manager or human resources.

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Module 5: The Value of Fairness, Inclusion and Respect

• How equality and diversity can benefit individual employees.
• Creating a sense of belonging.
• Supporting employee confidence and wellbeing.
• Helping people feel able to raise questions and concerns.
• Improving access to training and development opportunities.
• Enabling employees to use their knowledge, skills and experience.
• Benefits for teams, including:
  • Improved communication.
  • Greater collaboration.
  • Sharing knowledge and ideas.
  • Better working relationships.
  • Increased trust.
  • Improved problem-solving.
  • Reduced workplace conflict.
• Benefits for construction organisations, including:
  • Access to a wider range of skills and experience.
  • Improved recruitment and retention.
  • Better employee engagement.
  • Improved organisational reputation.
  • Stronger relationships with clients and communities.
  • Increased adaptability during change.
  • More effective decision-making.
  • Reduced risk of complaints and disputes.
• The relationship between inclusive behaviour and health and safety.
• Why employees who feel respected may be more willing to speak up about risks, mistakes or concerns.
• The possible consequences of unfair or exclusionary behaviour, including:
  • Reduced morale.
  • Poor communication.
  • Employee disengagement.
  • Increased absence or staff turnover.
  • Workplace conflict.
  • Damage to organisational reputation.
  • Formal complaints or legal claims.
• Understanding that fairness, inclusion and respect require continuing action rather than a one-off initiative.

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Module 6: Construction Workplace Scenarios and Assessment

Participants will consider construction-based scenarios involving issues such as:

• Inappropriate workplace language or banter.
• Exclusion from team discussions or social activities.
• Assumptions about an employee’s competence.
• Unequal access to training or development.
• A workplace rule that disadvantages a particular group.
• A request for a reasonable adjustment.
• Disrespectful behaviour towards an apprentice, agency worker or subcontractor.
• Witnessing discrimination or harassment.
• A colleague raising a concern about workplace treatment.

For each scenario, participants will consider:

• What behaviour or decision has occurred.
• How the people involved may be affected.
• Whether bias, stereotyping or discrimination may be present.
• Which protected characteristic or type of discrimination may be relevant.
• What a positive and respectful response would look like.
• What action an individual, team leader or manager should take.
• Whether the matter should be reported or escalated.
• How similar situations could be prevented.

The module concludes with:

• A review of the principal learning points.
• Identification of practical actions delegates can take within their own workplace.
• Opportunities for final questions.
• Completion of the end-of-course assessment.

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Course Assessment

Delegates must complete an end-of-course practical assessment or knowledge test covering the course learning outcomes.

The assessment will confirm that delegates can:

• Describe equality, diversity, fairness, inclusion and respect.
• Recognise different forms and categories of discrimination.
• Identify ways in which discrimination may occur in the workplace.
• Give examples of positive individual, team and management behaviour.
• Explain how positive behaviour can help remove discrimination from the workplace.
• Describe the value of equality and diversity to a construction organisation.
• Identify the main legislation, organisational standards and support services relating to equality and diversity.

The assessment will have clearly defined pass or fail criteria. Delegates must successfully meet the required criteria to complete the course.

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