New Guide for Preventing Harassment in the Construction Industry

The U.S. Equal Employment Opportunity Commission (EEOC) recently released a new guide for how to prevent harassment in the construction industry. The Promising Practices for Preventing Harassment in the Construction Industry guide identifies risk factors that increase the likelihood of harassment and provides practices employers can use to promote a safe and respectful workplace.

“At a time of historic rapid growth in our industry, it’s crucial now more than ever that we remove barriers that might deter workers from entering construction,” said LIUNA General Secretary-Treasurer and LHSFNA Labor Trustee Michael F. Sabitoni. “Making sure LIUNA jobsites continue to be welcoming, respectful spaces will set us up for success in this bustling era of growth.”

Workplace violence – defined as any threat of physical violence, harassment, intimidation or other disruptive behavior that occurs on the job – affects millions of workers every year. Workplace violence can cause physical injury, increased stress and anxiety, depression and lower self-esteem. While workers in all industries are impacted by workplace violence, the construction industry can be particularly vulnerable to this hazard.

“The unique structure of construction jobs leaves workers especially vulnerable to workplace harassment,” said EEOC Vice Chair Jocelyn Samuels in a release. A predominantly male workforce, a pressure to conform to traditional stereotypes and a cyclical, project-based job nature can all increase the likelihood of workplace violence, she explained.

Addressing and preventing workplace violence on the job starts with treating it like the serious hazard it is. In the Promising Practices for Preventing Harassment in the Construction Industry guide, the EEOC outlines best practices for combating this issue.

 Actions Employers Can Take to Combat Workplace Violence

• Prioritize and emphasize collaboration to prevent and address harassment
• Include anti-harassment measures in contract bids
• Coordinate harassment prevention across all worksites
• Evaluate policies and seek feedback from employees to ensure they’re clear and comprehensive
• Post anti-harassment policies in easy-to-find places and communicate them regularly
• Provide workers with anti-harassment training

How Unions Can Help Prevent and Address Workplace Violence

• Commit to preventing and remedying harassment in all governing documents and negotiations
• Serve as a resource for members who need assistance
• Support and promote efforts to help ensure apprenticeship and pre-apprenticeship programs are fully inclusive and don’t have unnecessary barriers to entry
• Develop guidance for representing members subject to harassment, including advice for addressing harassment allegations

At LIUNA and the LHSFNA, we believe in providing work opportunities for all, regardless of background or identity. We have no tolerance for workplace violence or harassment. The Fund can help LIUNA affiliates and signatory contractors develop a workplace violence policy or review and provide feedback on existing policies. For workplace violence assistance, reach out to our Health Promotion Division.

[Hannah Sabitoni]