b'DEI & TEAM-BUILDINGIsuggestthatleadersbeginbylookingatCreating a Culture of have to be able to recognize the differences themselvesbyexploringrecognizingtheirEmotional Safety in your team and be able to appreciate them. owndifferencesandpersonalbiases.ByAsanindustry,wefocusalotonphysicalYou have to create a safe, inclusive job site starting the conversation at the core of divers- where everyone feels a sense of purpose, a itypersonalityto see how this crossessafetyonthejobsite.Wehavepoliciesvoice and a sense of belonging.aroundminimizingphysicalrisk,butmore physical characteristics that trigger bias. Howimportantly, we have a culture that reinforcesIn the situation that opened this article, all we think, operate, what we like and dontpro-safety behavior. Over the years, site by site2,000 staff were trained in a tent on site and likethese things that make up who we areacross the industry, we have made this kindback to work in a week. We ensured an effi-on the inside are more important.of organic risk management an everyday partcient return to work, keeping the project on of the job. schedule and recouping any losses from the Internal encompasses unchangeable char- disruption. More importantly, we put efforts acteristics: Our ethnicity, age, gender, sex andThere is another safety we dont often thinkin place to reinforce these changes. Only a nationality. External are changeable charac- about in construction: the emotional safety offew weeks after the training, one worker over-teristics like geography, job, socio-economicbelonging.heard another using inappropriate language statusandlocation.OrganizationallevelThis is where I would encourage leaders tothatwouldneverbetoleratedinanother diversity depends on your job, classification,practice active compassion. Put yourself in thework environment. Empowered by the DEI shift,tradeandseniority.Eradiversityshoes of your coworkers. Ask: What would ittraining and recognizing that speech did not involves generational differencesBoomerstake to make everyone feel included?represent the kind of culture they wanted in to Zoomers with all the characteristics thatthe workplace, they spoke out. makeupGenXersandMillennialsalongI want a future where it is as easy to advocateI encourage leaders to create an environment the way.foroneanotheragainstbiasandpromotewhere everyone feels safe. Promote allyship inclusion as it is to say, Lift with your legs,wherever possible. It can be harder to recog-Lookforcommongroundinpersonalitynot your back.nize good behavior than it is to call out the it overarches everything. We may be fromGreat Leaders Shift Culture bad. Take time to recognize when workers generations,ethnicitiesandevendifferentpracticeinclusion.Recognizetheefforts languages, but we can find shared common- Great leaders understand that diversity makespeople make to reach this vision. This is how alities in personalities.us better. If you are to be a great leader, youyou change the culture. ConstructionInsurance andSurety SpecialistsLocal KnowledgeIndustry SpecificTailored Insurance and Expert Advice Programs and Surety Solutions1-866-912-6926|cowanconstruction.caWe care about what you care aboutcowangroup.caOntario Electrical Contractor11'