Be fa ir framework explained

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Chrissi McCarthy presentation to LCBPC event 07/03/13

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Be fa ir framework explained

  1. 1. OVERVIEW!   What does BE FaIR mean? !   The Framework content!   BE FaIR explained !   BE FaIR strands!   BE FaIR benefits: !   Summary - Commercial - Industry - Individual
  2. 2. WHO WILL OWN THE ACCREDITEDFRAMEWORK? 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.
  3. 3. WHO WILL DEVELOP THE FRAMEWORK?The framework is being developed byCITB-ConstructionSkills and Constructing EqualityConstructing Equality with supportfrom other organisations (CoreTeam). Ongoing updates Core IndustryOverseen by the Leadership Group from industry Team Testingfor FIR, the Core Team will liaise withindustry to ensure the framework isfit for purpose, including industrytesting with employers. Review Constructing Equality
  4. 4. SO WHAT DOES BE FaIR MEAN?!   The Built Environment Framework for Fairness, Inclusion and Respect (BE FaIR) 
  5. 5. …the Framework assesses three hugely important aspects ofworking 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.
  6. 6. !   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.
  7. 7. While these important aspects of everydayworking life should all be at the heart ofevery workplace, it’s not always the case.
  8. 8. 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.
  9. 9. 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…
  10. 10. BE FaIR EXPLAINED……whether that be reducinggender pay gaps, eliminatingsuicide bidding or even justimproving on-site facilities, ourpassion lies with improving theconstruction industry foreveryone.
  11. 11. As well as recognisingorganisations that give peoplethe support to thriveprofessionally and personally, theFramework also gives any thatfall short a structured roadmaptowards addressing equality anddiversity, and the rewards theybring.
  12. 12. There are four ‘star’ levels of achievement,ranging from ‘meeting private sectorlegislation’ up to ‘excellence’.
  13. 13. LEVELS OF ACHIEVEMENT Excellence Learning organisation Meets public sector legislation Meets private sector legislation Subcontractors Main Contractors Registered Provider / Housing Association Strands
  14. 14. 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…
  15. 15. 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)
  16. 16. THE STRANDS OF THE FRAMEWORKEach strand of theFramework has beendesigned anddeveloped specificallyfor each type oforganisation in theindustry. Creating anaction plan that fitsyou.
  17. 17. BENEFIT V COST Costs Framework Saved Supporting Docs (2K) One fixed cost Consultancy fees (5k) Accreditation Internal costs (6k)
  18. 18. PRICING STRUCTURE MC MC MC Level 1 Level 2 Level 3 Subbie Subbie Subbie Level 1 Level 2 Level 3
  19. 19. 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)
  20. 20. WIDE AND VARIED SECTORWide 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 inindustry reacted a diversity expert., which would not be needed here as the framework is self- explanatory. Vinci
  21. 21. INDUSTRY CULTUREIndustry 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 thinkindustry reacted about things they might not ordinarily, or are too shy to, ask about. (Highwire) • Surprisingly credible, (Graham Construction, Site)
  22. 22. BE FaIR COMMERCIAL BENEFITS...The framework recognises employers who celebrate diversity and empowerindividuals. 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.
  23. 23. BE FaIR INDUSTRY BENEFITS...In addition to the many commercial benefits, the BE FaIR Framework aims totackle and resolve the various industry issues that affect everyone involved on adaily basis, such as: !   Suicide bidding !   False self employment ! Long working hours ! General pay issues
  24. 24. CALL FOR ACTIONFully funded pilotCurrently have all main contractors required, these include BAM, ISG, Vinci and WatesNeed SME Subs, funding for 120 so far interest from 30 from Scotland alone.
  25. 25. 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
  26. 26. 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

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