The construction industry is experiencing growth. However, equal employment opportunities within the field are still being obstructed. Recently, the Equal Employment Opportunity Commission (EEOC) released a document titled Promising Practices for Preventing Harassment in the Construction Industry. It provides guidelines to help employers curb harassment within the industry.
The document highlights certain risk factors that are particularly applicable in the construction industry. Those risk factors include homogenous workforces, workplaces with pressure to conform to traditional stereotypes, decentralized workplaces, worksites with multiple employers present, and cyclical project-based work.
Being aware of these risk factors and determining their prevalence on the job site is crucial for an employer to implement practices to help ensure that harassment is not an issue. Doing so can help reduce harassment claims and help mitigate workplace safety issues, especially in the construction industry, where work is potentially hazardous. The guidelines identified by the EEOC for combatting harassment include the following:
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Committed and engaged leadership
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Consistent and demonstrated accountability
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Comprehensive and clear harassment policies
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An effective and accessible harassment complaint system
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Effective harassment training
The guidelines do not have the force and effect of law and do not create any new obligations or duties under federal law. Rather, they should be viewed as a guiding framework for not only construction businesses but all businesses looking to prevent harassment.
Employers Council has resources and services addressing harassment prevention in the workplace, including anti-harassment training classes. Our whitepaper on the topic, Unlawful Harassment in the Workplace, contains numerous helpful considerations for employers. Consulting and Enterprise members with questions can contact us at info@employerscouncil.org.
Brandon Garrett is an attorney for Employers Council.