在COVID-19大流行的新生阶段，建筑承包商依靠其现场工作人员在一夜之间成为病毒学家，以保持工作地点开放并遵循CDC指南。但是，随着时间和金钱的危险，即使市场最慢的采用者也学会了利用他们内心的Fauci博士。

至少从一般意义上讲，大多数公司的统一信息是“我们在一起都在一起的。”

但是，如果您是由于肤色，性别，种族或性偏好而每天遭受工作场所欺凌和恐吓的估计数千名建筑工人之一，那么这种行动呼吁的讽刺就不会丢失。它引出了一个问题：如果公司可以在一夜之间进行变革以消除冠状病毒，为什么他们不能为种族主义和其他形式的偏见做同样的事情？

多年来，如何建立多样化的劳动力一直是建筑中的百万美元问题，现在由于工人退休或辞职而迫切需要迫切，因为COVID-19，疫苗接种要求，寻找更绿色的牧场或其他原因。

Recent bias incident headlines indicate that the better question might be how can employers retain diversity they already have or build it to a new level?

For at least four years, a group of Hispanic women employed by Focus Cos. Group of Nevada (which includes Focus Plumbing, Focus Electric, Focus Concrete, among other companies) reportedly were subjected to unwanted groping, grabbing, threats of violence and other forms of harassment, as detailed in alawsuit filed9月由美国平等就业机会委员会（EEOC）。EEOC说，作为英语理解力有限的移民工人，这些妇女代表了一类脆弱且不断增长的工人，他们常常不知道自己作为员工的权利。

In another EEOC lawsuit上个月提交, a group of Black laborers claim contractor Whiting-Turner created a racially hostile and retaliatory work environment as general contractor on a Google data center project in Clarksville, Tenn. Those in charge on the jobsite reportedly did not call the workers by their names, but by “boy,” “you,” and “m----f-----” according to the suit. Racially offensive graffiti covered jobsite portable bathrooms, and two employees received walking papers after taking their complaints to management.

In many cases, EEOC lawsuits attempt to force-feed companies in how to implement diversity and inclusion policies to protect employees from discrimination and harassment. Pre-litigation settlements in the form of anti-discrimination policies, training or compensation for lost or underpaid wages can stop complaints before they reach the courts.

但是对于某些公司而言，达成这样的公约可能被视为承认罪名。在Whiting-Turner的情况下，EEOC表示未达成这种解决方案。

然后有一些案件像最近针对Hathaway Dinwiddie Construction Co.的案件一样，在去年提起的EEOC诉讼中，黑人和拉丁裔工人声称他们在承包商南加州大学的7亿美元的南加州大学建筑项目上接受了种族冒犯性语言和涂鸦。5月，该公司同意向工人支付72.5万美元的和解，但在一份声明中说，它“肯定地否认”了所有骚扰或任何违反联邦反骚扰法的指控。新利luck对于那些真正觉得在建筑业人士无法修复的文化脱节的工人来说，定居点和否认可能是一种侵蚀真正变化的机会的阴道饰面。

The inaugural建造Inclusion Week上个月几个主要承包商发起的努力试图为行业公司提供一种蓝图，用于理解和编纂他们可以支持多样性，公平性和包容工作人员的方式。

Participating firms have access to materials to help foster a healthy jobsite culture and participate in toolbox talks. Organizers believe that simply the act of participation can send a strong message that bullying and intimidation won’t be tolerated.

Leading by Example

To the organizing group’s credit, several participating contractors have proved they will walk the walk.

Turner Construction last year suspended work on a $1.7-billion Facebook data center project and required all staff to gain anti-bias training when racist graffiti was found—the second time the firm took such steps on a project.

对于承包商和所有者来说，停止工作几乎总是一个昂贵的决定。然而，如果欺凌，恐吓和偏见与其他工作场所安全危害相同的捕获和含有心态，则建筑有机会阻止潮流。

一项美国国家建筑科学研究所今年夏天发布的一项研究发现，有72％的黑人受访者和66％的新利luck受访者表示，他们在工作中经历了歧视或偏见。其他非高加索人群的受访者也表明遇到了类似的态度。对于一个劳动力短缺的行业来说，这些都是可怕的统计数据，需要大幅度地增强其对未来新兵的形象，就像它努力承受巨大的基础设施建设和经济恢复挑战一样。

像19岁一样，在我们的一生中，欺凌行为可能永远不会被完全消失。

但是，建筑业公司有权避免干预其如何建立和维护对项目和所有者成功，所有参与者的职业发展以及行业生存至关重要的工作场所文化。18luck官网