The BE FaIR framework aims to improve fairness, inclusion and respect in the construction industry. It is being developed by CITB-ConstructionSkills and Constructing Equality, and will have 18 tailored strands to address the varying needs of different organization types. The framework provides commercial benefits like a stronger tender offer and helps address issues like suicide bidding. It also aims to improve working conditions across the industry.

2. OVERVIEW
! What does BE FaIR mean? ! The Framework content
! BE FaIR explained ! BE FaIR strands
! BE FaIR benefits: ! Summary
- Commercial
- Industry
- Individual

3. WHO WILL OWN THE ACCREDITED
FRAMEWORK?
CITB-ConstructionSkills are developing the accredited
framework with the support of the Construction Industry
Leadership Group for Fairness, Inclusion and Respect, an
independent industry group.
The development of the accredited framework will be
informed through discussions with the sector to ensure it is
fit for purpose.

4. WHO WILL DEVELOP THE FRAMEWORK?
The framework is being developed by
CITB-ConstructionSkills and Constructing
Equality
Constructing Equality with support
from other organisations (Core
Team).
Ongoing
updates Core Industry
Overseen by the Leadership Group from
industry Team Testing
for FIR, the Core Team will liaise with
industry to ensure the framework is
fit for purpose, including industry
testing with employers. Review
Constructing
Equality

5. SO WHAT DOES BE FaIR MEAN?
! The Built Environment
Framework for Fairness,
Inclusion and Respect
(BE FaIR)

6. …the Framework assesses three hugely important aspects of
working life:
! Fairness in the way existing and
potential employees and partners
are treated in terms of their
recruitment, development,
promotion, remuneration, work-
life balance and subcontracting
work.

7. ! Inclusion in that every individual’s
values are understood and
appreciated, and all reasonable
needs are met.
! Respect of one another, in
everything they do.

8. While these important aspects of everyday
working life should all be at the heart of
every workplace, it’s not always the case.

9. BE FaIR EXPLAINED…
! Generally, people have a negative view on
equality and diversity matters;
! …some people share the opinion that it’s just
another bureaucratic system…
! …and some think that it is simply a tick box
exercise that has no bearing to the
organisation.

10. BE FaIR EXPLAINED…
What we are trying to convey to
the industry is that with the BE
FaIR Framework, the ultimate
aim is to improve working
conditions for ALL in the
industry…

11. BE FaIR EXPLAINED…
…whether that be reducing
gender pay gaps, eliminating
suicide bidding or even just
improving on-site facilities, our
passion lies with improving the
construction industry for
everyone.

12. As well as recognising
organisations that give people
the support to thrive
professionally and personally, the
Framework also gives any that
fall short a structured roadmap
towards addressing equality and
diversity, and the rewards they
bring.

13. There are four ‘star’ levels of achievement,
ranging from ‘meeting private sector
legislation’ up to ‘excellence’.

14. LEVELS OF ACHIEVEMENT
Excellence
Learning organisation
Meets public sector legislation
Meets private sector legislation
Subcontractors Main Contractors Registered Provider /
Housing Association
Strands

15. ONE SIZE DOES NOT FIT ALL…
The Framework understands that there are
various different types of organisation within
the industry; all of which have varying methods
of management and operational structure.
In order to improve the industry as a whole it is
imperative that the Framework reflects this –
that is why we have developed 17 strands…

16. WHAT STRANDS WILL BE DEVELOPED?
Year One Year Two Year Three
Subcontractors (Small)
To be agreed with the Industry To be agreed with the Industry
Subcontractors (Medium) Leadership Group for FIR Leadership Group for FIR
Main Contractors (SME)
Main Contractors (Large) e.g.
e.g.
Professional Institutes /
Clients Federations
Registered Providers/Housing
Associations (rent only) Consultants FE & HE providers
Micro contractors and consultants Housebuilders
Registered Providers/Housing
Associations (Developers)

17. THE STRANDS OF THE FRAMEWORK
Each strand of the
Framework has been
designed and
developed specifically
for each type of
organisation in the
industry. Creating an
action plan that fits
you.

18. BENEFIT V COST
Costs
Framework
Saved
Supporting
Docs (2K)
One fixed
cost Consultancy
fees (5k)
Accreditation Internal costs
(6k)

19. PRICING STRUCTURE
MC MC MC
Level 1 Level 2 Level 3
Subbie Subbie Subbie
Level 1 Level 2 Level 3

20. LACK OF E&D KNOWLEDGE
Lack of E&D • Sector needs educating around FIR/E&D
knowledge • Currently short term focus which can increase challenge
Learning • Framework is prescriptive for two levels,
framework • This allows organisations to understand the extent of FIR
How the • Very, very helpful directives. Gets you to think ahead. (Midland
Heart)
industry reacted • Helped to inform the agenda for equality. Additional push
subcontractors to improve. Helps focus supply chain (Grapham)

21. WIDE AND VARIED SECTOR
Wide and varied • Not that industry is special – rather how can one standard fit
industry?
sector • Differences in size, client, resources, driver, staff etc make big
impact on requirements.
• 18 Strands including large main contractor, small sub contractor,
higher education.
Specific Strands • Tailored to understand resources, challenges and strengths to
reduce need for expensive.
• Great idea, should pursue. Really useful fit for small business. GM Jones
How the • Saved lots of time, easier to understand, more examples of what was needed
than other frameworks. Useful for me and saves company money on hiring in
industry reacted a diversity expert., which would not be needed here as the framework is self-
explanatory. Vinci

22. INDUSTRY CULTURE
Industry Culture • Historically operatives and site staff have been reluctant to engage with E&D
• Seen as something “About them not us”
Understanding • Written to create an inclusive environment, understanding where people on site feel
treated unfairly
site
• Enables site managers/staff to see E&D as something that affects all
• Uses processes and practices already familiar on site
How the • 20/21 site operatives supported the need for an industry framework (Vinci Site)
• As well as FIR there is a huge cultural issue. The Tool box talks got the guys to think
industry reacted
about things they might not ordinarily, or are too shy to, ask about. (Highwire)
• Surprisingly credible, (Graham Construction, Site)

23. BE FaIR COMMERCIAL BENEFITS...
The framework recognises employers who celebrate diversity and empower
individuals. Ultimately, it can lead to a number of commercial benefits:
1. You will have a stronger tender offer.
2. The process helps you to develop improved working practices.
3. It can aid you to pinpoint and address skill shortages.
4. Help you attract new recruits.
5. Raise your profile within communities.

24. BE FaIR INDUSTRY BENEFITS...
In addition to the many commercial benefits, the BE FaIR Framework aims to
tackle and resolve the various industry issues that affect everyone involved on a
daily basis, such as:
! Suicide bidding
! False self employment
! Long working hours
! General pay issues

25. CALL FOR ACTION
Fully funded pilot
Currently have all main contractors required, these
include BAM, ISG, Vinci and Wates
Need SME Subs, funding for 120 so far interest from 30
from Scotland alone.

26. TO SUMMARISE…
! (BE FaIR) = The Built Environment Framework for
Fairness, Inclusion and Respect
! The ultimate aim is to improve working conditions for ALL
in the industry
! The Framework holds many commercial, industry and
individual benefits

27. TO SUMMARISE…
! The Framework has 18 strands, all tailored specifically to
each different type of organisation in the industry
! For more information visit
! Email befairframework@constructionskills.org to apply for
the pilot.
www.constructingequality.co.uk