Hard hat, apron and safety glasses
by Susan Carey, BuildSafe – Construction Safety Services, Inc. Susan Carey, BuildSafe – Construction Safety Services, Inc.

Safe Spaces

Making changes to ill-fitting PPE and workplace culture benefits both men and women in construction careers

Hard hat, apron and safety glasses
serezniy/123RF

There has been much dialogue regarding women in construction and advocating for changes in the industry, especially when it comes to personal protective equipment (PPE) and workplace culture.

What if improvements in both these areas were long overdue regardless of gender?

PPE

Updated 2023 legislation in Ontario states, “Personal protective clothing and equipment that is provided, worn or used shall be a proper fit, having regard to all relevant factors, including body types.” This legislation was introduced with women in mind, but wearing proper fitting PPE is in everyone’s best interest. Think about this regarding safety glasses, fall protection harnesses, gloves, ear plugs and more.

It is common to find “one-size-fits-all” PPE on a project site, but all men are not six feet tall and 200 pounds, either. It isn’t just about donning the safety equipment, but protecting the worker from the hazard of the task at hand.

Safety protection is not one-size-fits-all, yet often the gear on site is one size only.

Have you ever spotted someone with safety glasses sliding down their nose, harness shoulder straps falling off, gloves that are too big or ear plugs falling out while they work? Each one of these scenarios creates its own safety hazard. Safety protection is not one-size-fits-all, yet often the gear on site in one size only.

How do employers end up with ill-fitting PPE on site? Most often, the culprit is lack of education. In many situations, the person who is tasked with ordering the company’s PPE may be doing this as “another duty as assigned” and has never been properly trained in its requirements. If this sounds familiar, don’t hesitate to reach out to a health and safety firm to wade through this unknown (and often confusing) territory.

Workplace culture

Construction culture has come a long way since the days of catcalling, hand gestures and politically incorrect comments directed at co-workers, but there is still some work to do. The construction environment has not always been kind or healthy to all men on site. Often, the people who are carrying out any “teasing” at work believe that it’s part of a “tough love” approach.

However, it’s 2024, and this “tough love” approach does not have a positive impact. For men who are on the receiving end of workplace teasing, ask them if they enjoy coming to work every day. Most often, their response is, “No, I [expletive] hate it.” When it’s projected that the Canadian construction industry will be short by almost 300,000 workers by the year 2032, does it really make sense to drive away the good talent it does have? The same applies to women on site.

Hard hat, boots and safety glasses
stevanovicigor/123RF

When a male worker makes remarks to female workers such as, “Hey, get back in the kitchen,” or, “We’re the muscle, she’s just the eye candy,” please speak up. Become the ally who is needed to make this sector more inclusive. Men who notice that when sitting at the boardroom table, every time a female co-worker starts to speak, someone cuts her off, please be the ally who says, “Hold on, I’d like to finish hearing what Rose has to say and then we can move on to you.” As a man or woman who witnesses a man receiving unwelcomed comments, be the ally that they need.

People need to come together collectively to speak up about negative behaviour. Only then will the changes needed throughout this industry start to be seen. This can be difficult or uncomfortable to address, but what is accepted becomes the culture.

As an employer or supervisor, if this sounds familiar, it may be time to get the house in order. It’s expected that Canadian provinces will be ramping up legislation to address workplace harassment in the near future. There are many benefits to an inclusive workplace. How is better talent attraction and retention, higher employee engagement, increased innovation and creativity, and enhanced decision-making not good for business?

While addressing certain problems in the construction workplace may be framed as accommodating women in the industry, the fact is that these safety and cultural changes are what’s safe and healthy for everyone on a work site, regardless of gender.

Susan Carey is the president of BuildSafe – Construction Safety Services Inc.

Filippo Colizza / 123rf
by Saskatchewan Polytechnic Saskatchewan Polytechnic

Building Rewarding Careers for Women in Trades

The Saskatchewan Polytechnic Women in Trades & Technology program has been helping women access careers in the trades for more than three decades

For more than 30 years, the Saskatchewan Polytechnic Women in Trades & Technology (WITT) program has encouraged women to think about non-traditional career options and addressed barriers that may limit their participation in these fields. Greatly influenced by the women who founded Saskatchewan Tradeswomen in the 1970s, a movement that eventually formed Saskatchewan Women in Trades and Technology (SaskWITT), Sask Polytech’s WITT program recognizes now, more than ever, the array of opportunities awaiting women in traditionally male occupations and, in turn, the great opportunity that women afford the industries that hire them.

“Women bring to the job site more than the hard skills they learn in their programs of study,” said WITT program head Brittany Grimsdale. “Diversity in the workforce often means new ideas, and different areas of strength.”

WITT encourages exploration, offering a range of programs and events, including camps, info sessions, courses and mentorship. The Girls Exploring Trades and Technology, or GETT, camp that launched in 1991 has grown from one-day to five-day camps – reaching over 3,600 girls in grades six, seven and eight in a program aimed at demystifying trades and tools in a fun environment with a focus on problem solving. Camps have expanded in subject area in recent years to include those with a technology focus. During this past year, programs and camps shifted online to accommodate COVID-19 restrictions to in-person learning.

WITT’s Exploratory Workshops teach women aged 15 and older basic carpentry, welding, electrical or plumbing skills, and a separate technology-focussed exploratory course introduces women to a variety of basic technology skills. Says a past participant, “The WITT program helped me discover potential careers that I wouldn’t have realized before taking part in one of their workshops. With the help of some wonderful people at WITT I was given the encouragement and confidence to decide the next step towards my future.”

An informal mentorship program run by WITT goes beyond curriculum to match students and apprentices with experienced professionals. Women are matched on field of expertise, family situation or cultural background. The mentorship program includes a few networking events throughout the year, which are great opportunities for the women to discuss challenges, celebrate wins and learn about new job opportunities.

The global pandemic has made the future unclear for many sectors, but for the heavy construction industry one thing remains clear: Saskatchewan continues to grow, and the provincial government remains committed to stimulating economic recovery by investment in capital projects as demonstrated by their $7.5 billion, two-year capital plan announced in May 2020. Construction and related industries will need skilled and trained workers to capitalize on opportunities and rise to new challenges. Saskatchewan Polytech’s WITT program is helping to ensure that there is diversity within the pool of available hires, benefitting everyone. 

To learn more. visit saskpolytech.ca/witt.

Charles Wollertz / 123rf
by Martin Charlton Communications Martin Charlton Communications

SHCA Breaking Ground on New Initiative

The association is looking to boost women in heavy construction leadership roles

  • Charles Wollertz / 123rf
    Charles Wollertz / 123rf

There are pilot projects and then there are ground-breaking initiatives like the one Shantel Lipp is about to establish.

TEC Canada is nothing new to the business world. It’s a development program for high-ranking business professionals, ideally suited for senior executives or CEOs. Its concept uses a peer-based roundtable where members split their time between educational formats and networking opportunities.

Lipp has served as president of the Saskatchewan Heavy Construction Association for the past 10-plus years in an industry that is predominantly led by men, a reality she is well aware of.

But she’s not alone. She understands more women across the country are in leadership roles in this industry. And she wants to hear from those women.

Lipp is starting an exclusive TEC group for women in the heavy construction industry, or closely associated with it, as an opportunity for these women to secure a stronger foothold in their respective roles.

“This group would serve as a forum for women in the industry to talk about common issues and share stories and experiences and challenges they face,” said Lipp. “Meeting with colleagues will provide them an opportunity to better their business. A lot of women are intimately involved in the businesses they own or the ones they work for. We could be pioneers in creating a TEC group that is comprised of women in a non-traditional sector.”

Often, TEC groups are comprised of like-minded individuals from across the country. They meet virtually for a day-long session that consists of an educational component that features a guest speaker related to the field and an expert on a specific topic.

Additionally, group members also take part in networking exchanges and share ideas and experiences.

“It’s a collaborative exercise where everyone helps each other get better at what they’re doing,” said Paul Martin, a chairperson for TEC Canada based in Saskatchewan. “You get seasoned and experienced businesspeople around the table to exchange ‘OCIs’ – opportunities, challenges and issues.”

Martin says in his experiences with TEC groups, roughly 75 per cent of members are men.

“We’ve never really done one like this,” he said of Lipp’s plan. “It definitely would be a unique group.”

Martin is expected to serve as the chair for Lipp’s group. The two are familiar with each other and have been a part of TEC groups in the past. Lipp has been a longtime TEC member, while Martin has been a chair for TEC Canada in Saskatchewan for several years.

“Women in this industry tend to sit in the background. It’s not that our voices are being ignored. Rather, it’s because we’re not the face of the company and often not the ones in public, attending meetings and making deals. We assume more of a behind-the-scenes role. This TEC group could change that.”

– Shantel Lipp, SHCA

Martin says that Lipp has benefitted a lot from her experiences with TEC and now wants to afford those opportunities to others in the industry.

“I can’t say there was a turning point day,” he said. “It’s really an evolution. Her leadership skills have grown considerably over the past five or 10 years and TEC has certainly been a part of that. She has done very well for herself in what is a predominantly male-led industry.”

Lipp says that women interested in joining this group do not have to be graduates of Harvard Business School. Rather, she says there are only a few pre-requisites – women who are ambitious and want to improve their leadership capabilities, women with good business sense and women with a strong work ethic.

“We have great leaders in this sector,” said Lipp. “Women in this industry tend to sit in the background. It’s not that our voices are being ignored. Rather, it’s because we’re not the face of the company and often not the ones in public, attending meetings and making deals. We assume more of a behind-the-scenes role. This TEC group could change that.”

Possible candidates for this group could involve women from various backgrounds, including trades, general contractors, architects or lawyers who specialize in construction law. Because all meetings are virtual, the competition factor isn’t perceived to be a deterrent.

Competing companies certainly will have a bevy of opportunities for work in the near future in Saskatchewan.

The province is the main focus in a $10 billion commitment from the federal government to support irrigation projects in the prairie provinces over the next three years. It’s expected to create 60,000 jobs.

The Lake Diefenbaker irrigation project is a top candidate to receive federal support. SHCA members are expected to play a major role in the development of this project for years to come.

Combine this funding from the federal government with a record $437.4 million in tendered projects announced in September by the Saskatchewan government.

“There are a lot of big projects planned for Saskatchewan over the next several years,” Lipp said. “That is why this is an ideal time to start this group.”