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:

• Describe the meaning and relevance of equality and diversity, including fairness, inclusion, respect, bias, perceptions, expectations, stereotypes, personality, culture and personal values.
• Describe the main types and categories of discrimination and explain ways in which discrimination may occur within a construction workplace.
• Give examples of positive individual, team and management attitudes and behaviours that can help prevent and remove workplace discrimination.
• Describe the value of equality and diversity to a construction organisation.
• Describe the main legislation, organisational standards and support services relating to equality and diversity.

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Course Content

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Module 1: Fairness, Inclusion, Respect, Equality and Diversity

• The purpose, scope and learning outcomes of the course.
• The meaning of:
  • Fairness.
  • Equality.
  • Diversity.
  • Inclusion.
  • Respect.
• The relationship between fairness, inclusion, respect, equality and diversity.
• Why treating everyone in exactly the same way may not always result in a fair outcome.
• Recognising and responding appropriately to different workplace needs and circumstances.
• The importance of consistency and transparency in workplace decisions.
• How the following can influence workplace attitudes, decisions and behaviour:
  • Bias.
  • Perceptions.
  • Expectations.
  • Assumptions and stereotypes.
  • Personality.
  • Culture.
  • Personal experiences, beliefs and values.
• The difference between intention and the effect that behaviour has on another person.
• Questioning assumptions and considering other perspectives.
• The importance of self-awareness and reflection.
• How communication and people skills contribute to respectful workplace relationships.

Module 2: Recognising Workplace Discrimination

• The meaning of workplace discrimination.
• Awareness of the protected characteristics contained within the Equality Act 2010:
  • Age.
  • Disability.
  • Gender reassignment.
  • Marriage and civil partnership.
  • Pregnancy and maternity.
  • Race.
  • Religion or belief.
  • Sex.
  • Sexual orientation.
• The principal types of discrimination:
  • Direct discrimination.
  • Indirect discrimination.
  • Harassment.
  • Victimisation.
• Selected examples of discrimination by association or perception.
• Awareness of the duty to consider reasonable adjustments for disabled employees.
• Ways in which discrimination may occur through:
  • Recruitment and selection.
  • Allocation of work.
  • Access to training and development.
  • Workplace rules, policies or practices.
  • Communication and language.
  • Exclusion from information, activities or opportunities.
  • Bullying, harassment or intimidating behaviour.
  • Decisions based on assumptions or stereotypes.
• Recognising inappropriate language, jokes or workplace banter.
• Recognising that discrimination may occur even when unfair treatment was not intended.
• Distinguishing discriminatory or disrespectful behaviour from legitimate workplace decisions or reasonable management action.
• Recognising when a concern should be challenged, reported or referred through an appropriate organisational procedure.

Module 3: Positive Individual, Team and Management Behaviour

Positive individual behaviour

• Treating other people professionally and with dignity.
• Using respectful and inclusive language.
• Listening to different experiences and viewpoints.
• Avoiding stereotypes and unsupported assumptions.
• Sharing relevant information and knowledge.
• Supporting colleagues who may be new, less experienced or excluded.
• Avoiding participation in offensive comments or behaviour.
• Challenging inappropriate behaviour constructively where it is safe and appropriate to do so.
• Reporting serious or repeated concerns through the appropriate route.

Positive team behaviour

• Giving team members a reasonable opportunity to contribute.
• Encouraging cooperation and collaboration.
• Sharing information fairly.
• Respecting different skills, experiences and perspectives.
• Supporting inclusive communication.
• Avoiding the exclusion or isolation of individuals.
• Helping colleagues to raise questions or concerns.
• Maintaining appropriate standards of behaviour within the team.

Positive management behaviour

• Establishing clear expectations about workplace conduct.
• Leading by example.
• Applying organisational standards consistently and fairly.
• Explaining decisions openly and transparently.
• Allocating work and development opportunities fairly.
• Considering individual communication and support needs.
• Responding promptly and appropriately when concerns are raised.
• Taking complaints seriously and following organisational procedures.
• Maintaining appropriate confidentiality.
• Preventing retaliation against people who raise or support a concern.
• Seeking advice from human resources or another appropriate specialist when necessary.

Removing discrimination

• How positive attitudes and behaviour can help prevent discrimination.
• How early action can stop inappropriate conduct from becoming accepted workplace practice.
• The role of communication, shared knowledge and collaboration.
• How individuals, teams and managers contribute to an inclusive culture.
• Recognising that responsibility for fairness, inclusion and respect is shared across the workplace.

Module 4: The Value of Equality and Diversity

Benefits for individuals

• Feeling respected, valued and able to contribute.
• Greater confidence and sense of belonging.
• Fairer access to work, training and development opportunities.
• Improved workplace relationships.
• Greater willingness to ask questions and raise concerns.
• Improved employee wellbeing and engagement.

Benefits for teams

• Improved communication and collaboration.
• Better sharing of knowledge and experience.
• Greater trust and cooperation.
• Access to a wider range of perspectives and ideas.
• Improved problem-solving and decision-making.
• Reduced conflict and misunderstanding.

Benefits for construction organisations

• Access to a wider range of knowledge, skills and experience.
• Improved recruitment and employee retention.
• Improved engagement, productivity and adaptability.
• Better relationships with clients, contractors and local communities.
• Improved organisational reputation.
• Reduced risk of complaints, disputes and inappropriate workplace behaviour.
• Improved capacity to manage workplace and organisational change.

Relationship with health and safety

• How respectful and inclusive working environments can encourage people to speak up.
• The importance of employees feeling able to report risks, mistakes and concerns.
• How poor communication, exclusion and disrespect can affect cooperation and workplace safety.

Module 5: Legislation, Standards and Support Services

• Awareness of the Equality Act 2010 as the principal legislation governing workplace discrimination in Great Britain.
• Awareness of the Human Rights Act 1998 where relevant.
• The purpose of organisational equality, diversity and inclusion policies.
• Organisational codes of conduct and behavioural standards.
• Relevant site rules, client requirements and workplace procedures.
• Relevant industry or collaborative-working standards where used by the organisation.
• Individual and organisational responsibilities for following applicable standards.
• Sources of workplace information, advice and support, including:
  • Line managers and supervisors.
  • Human resources.
  • Equality, diversity and inclusion representatives.
  • Trade union or employee representatives.
  • The Advisory, Conciliation and Arbitration Service.
  • The Equality and Human Rights Commission.
  • The Equality Advisory and Support Service.
• Organisational reporting, grievance and complaints procedures.
• Maintaining appropriate confidentiality.
• Recognising the limits of personal knowledge and authority.
• Seeking specialist advice rather than attempting to resolve complex legal or employment matters without support.

Module 6: Construction Workplace Scenarios and Assessment

Participants will consider selected construction-based scenarios involving matters such as:

• Inappropriate workplace language, jokes or banter.
• Exclusion from team information, activities or opportunities.
• Assumptions about an employee’s competence or suitability.
• Unequal access to training or workplace development.
• A workplace rule or practice that disadvantages particular employees.
• A request for workplace support or a reasonable adjustment.

For each scenario, participants will consider:

• The behaviour, decision or workplace practice involved.
• How the people concerned may be affected.
• Whether bias, stereotyping or discrimination may be present.
• The possible type or category of discrimination.
• Examples of positive individual behaviour.
• Examples of positive team behaviour.
• Examples of positive management behaviour.
• How positive action could help prevent or remove discrimination.
• Whether the matter should be challenged, reported or escalated.
• Which organisational or external source of support may be appropriate.
• How a fair and inclusive response could benefit the individual, team and organisation.

The module concludes with:

• Review of the five CITB learning outcomes.
• Identification of practical actions delegates can take within their own workplaces.
• Final questions and clarification.
• Completion of the end-of-course assessment.

Course Assessment

Delegates must complete an end-of-course practical assessment or knowledge test that measures all five CITB learning outcomes.

The assessment must confirm that delegates can:

• Describe equality and diversity, including relevant fairness, inclusion and respect topics.
• Describe the main types and categories of discrimination and ways in which discrimination may occur.
• Give examples of positive individual, team and management attitudes and behaviours that can help prevent and remove workplace discrimination.
• Describe the value of equality and diversity to a construction organisation.
• Describe 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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