Canadian HR Reporter

April 2019 CAN

Canadian HR Reporter is the national journal of human resource management. It features the latest workplace news, HR best practices, employment law commentary and tools and tips for employers to get the most out of their workforce.

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CANADIAN HR REPORTER APRIL 2019 6 NEWS tradeswomen comprising only 4.7 per cent of the skilled work- force (8,474 out of 180,300 cre- dentialed tradespeople). "A workforce shortage is tak- ing its toll on industry in terms of their ability to compete and bid on projects. And in British Colum- bia, there is a booming construc- tion industry at this point in time. And worker shortage was becom- ing acute," said Atchison. The Builders Code includes the goal of "10x10" in looking to have B.C.'s skilled workforce comprised of 10 per cent trades- women by 2028. While women are entering construction trades at a higher rate than in the past, retention rates remain low. First-year reten- tion rates for women apprentices are estimated at less than 50 per cent, while male apprentices are at 70 per cent. "We have women that are being attracted to the trades, and they're pursuing education in the trades, and they're moving forward and (doing) apprenticeships and then they're not sticking around and, in some cases, just after one year. So I think there's something go- ing on there beyond our current workplace standards and how we're approaching this problem," said Strehlke. Really, it's about elevating the conversation around what makes a good, healthy, safe work envi- ronment where everyone can thrive, she said. "And it's driven by the need to retain tradeswomen — but recog- nizing that the benefits that will be brought forward don't just benefit women," said Strehlke. "Anytime you've got a male- dominated industry, or an in- dustry where historically women have been underrepresented, or other groups have been under- represented, you have to dig a little bit deeper to see 'What's that about?' Because probably there are cultures and norms that grow up around the dynamics of those groups not being involved — so now it's a matter of making space for them." It's about fixing the system, not fixing the women, said Atchison. "The women were being trained, they were coming into the worksites with an expectation of doing the work, putting in the time, applying their skills. And for whatever reasons, the worksites were not set up to facilitate their success. And so that's what we have set out to do with the Build- ers Code is to give employers the necessary tools to embrace the fact that a skilled tradesperson is an asset, and not a gender," he said. "By signing on to the pledge, they're making a commitment to adhere to the policies and the fun- damental principles." Suite of resources rough the Builders Code pro- gram, employers can access post- ers that state the employer follows the Builders Code and list behav- iours that can cause stress and dis- traction, and will not be tolerated (such as insulting or condescend- ing orders, or unwelcome conduct of a sexual nature). There are also two types of policies available at www.builders code.ca for small and large em- ployers, outlining acceptable workplace policies around re- cruitment, retention and culture, along with covering practices that violate the Builders Code. More than 90 per cent of con- struction employers have 20 em- ployees or less, with many trans- actional or seasonal workers, and many don't have an HR depart- ment, said Atchison. "(It's helpful) to have policies that they can rely on (that) are just outside of that general HR vernacular that some of the larger companies and maybe more… sophisticated companies might already have," he said. "If they really are committed to the Builders Code, and becom- ing an employer of choice, they will then be able to sign up their crew for Builders Code training, they will be able to send their site supervisors and foreman… and they as owners will also be able to elevate their game and under- standing of what it means to adopt to the Builders Code." Many contractors and employ- ers have their own policies and pro- grams in place, said MacKinnon. "is is truly meant to be an enhancement or to align with what they have. If they didn't have anything, it could be something that they could clearly adopt as something new to their respective organizations." Training is being rolled out spe- cific to owners and executives, site managers, and crews. Classroom training will be offered in partner- ship with B.C.'s four regional con- struction associations. In addition, equity advisers can help construction employ- ers navigate HR situations on the worksite related to issues such as hazing, harassment and bullying. e B.C. construction sector is providing solutions, said Strehlke. While there may be new legisla- tion around bullying and harass- ment and these issues are inves- tigated and may involve Work- SafeBC, this project is providing resources. Recognition program ere will also be a recognition program for the exemplary em- ployers "who are doing everything that we could hope or making in- cremental improvements in the workplace culture that they are providing to their skilled work- force," said Atchison. Minerva is working in partner- ship with the construction sector and other partners to develop a scorecard where employers that sign the pledge will be encour- aged to track their progress and start to see how they can improve, said Strehlke. "Employers are wary to sign something publicly because once they do so, they know that they are opening themselves up to evalu- ation or scrutiny, whether that's from their own employees, or from other members of the pub- lic," she said. "So, I think those who will sign on to the pledge and say, 'Yes, we're going to do this' are going to be sincere. And I think we'll have early adopters and those who are really seeing this as a business imperative." First-year retention rates for women 50 per cent BUILDERS CODE < pg. 3 © 2019 Thomson Reuters Canada Limited TR710738-NK Available risk-free for 30 days Online: store.thomsonreuters.ca Call Toll-Free: 1-800-387-5164 | In Toronto: 416-609-3800 Order # L7798-8680-65203 $155 November 2018 softcover approx. 160 pages 978-0-7798-8680-7 Shipping and handling are extra. Price(s) subject to change without notice and subject to applicable taxes. Cannabis in the Workplace provides guidance for employment lawyers, in-house counsel, and Human Resources departments who have to navigate the complex issues in this developing area of the law. You will find: • Straightforward analysis of possible areas of concern for employers, particularly with respect to health • Direction for areas that many lawyers have not faced, and an explanation of the legal pitfalls to watch for related to cannabis use in the workplace • Help in designing policies and procedures to cover any issues that arise relating to employee use of cannabis, whether on or off duty New Publication Understand and navigate complex issues of cannabis in the workplace John R. Gilmore e Builders Code looks to have B.C.'s skilled workforce comprised of 10 per cent tradeswomen by 2028.

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