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Workforce of the Future Building Bridges: Fostering Inclusion in the Trades Industry Mediaplanet sat down with Jamie McMillian, a Journeyman Ironworker and advocate for skilled trades, to talk about the importance of fostering inclusion and safe working environments for women in a male-dominated industry. What specific inclusive practices can be implemented in the trades industry to enhance employee loyalty and reduce turnover? To keep employees in Canada’s construction industry and reduce turnover, real inclusion is essential. It’s not just about hiring a diverse team but creating a workplace where everyone feels genuinely valued and psychologically safe. This means offering diversity training, flexible work schedules, and strong mentorship for underrepresented groups. Addressing harassment, ensuring proper safety gear, and supporting mental health are crucial. When leaders are truly committed to these practices, they build a culture where employees feel safe, respected, and eager to stay and grow.
What are the key challenges faced by the trades industry in creating an inclusive workplace, and how can they be overcome? The trades industry faces challenges with inclusion due to outdated stereotypes and
the need for psychological safety. Employers can tackle these issues by using team activities to break down biases and setting up anonymous feedback channels where everyone feels safe to share their thoughts. Incorporating fun into team-building helps build genuine connections. Job site reports should include feedback on team dynamics and overall well-being. Employers should also improve how they vet workers and leaders, spotting and addressing toxic behaviors and understanding different personality styles to create a more respectful and supportive workplace.
What role does company culture play in perpetuating or preventing toxic behaviour in the trades industry? Company culture is the pulse of the trades industry—it’s what sets the tone for how people treat each other every day. If leaders turn a blind eye to toxic behavior like bullying or harassment, it sends a message that it’s okay, and that negativity spreads. But
Read the rest of when a culture is rooted the interview on in respect and open compage 2. munication, it naturally pushes out toxic behavior. It’s more than just having the right policies; it’s about everyone, especially leadership, showing through their actions that every worker deserves respect and a safe place to work.
5 Key Elements of Great Company Culture It can be hard to define, but you know it when you see it: employees feel seen and heard, management is transparent, teams are proud and excited to work together. Alison Grenier
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Alison Grenier Head of Culture and Research, Great Place to Work®
efining great company culture can be challenging, but its essence lies in strong relationships among leaders and teams. A positive culture has less to do with perks and more with how employees feel valued and engaged.
individuals. Flexibility, such as remote work and flexible hours, reinforces this respect, leading to increased dedication. Companies offering unlimited paid vacation successfully rely on strong relationships to ensure these policies are respected.
1. Credibility
3. Fairness
In high-performing workplaces, leaders are seen as credible. Research shows that 88 per cent of employees at the Best Workplaces™ in Canada feel their management’s actions align with their words, compared to just 50 per cent at average workplaces. Credible managers foster: • Higher employee retention • Greater workplace satisfaction • Increased likelihood of recommendations • Enhanced motivation Employees who perceive their managers as honest are five times more likely to remain with the company and 11 times more likely to view it positively.
Fairness significantly impacts employee experience. Workplaces where everyone feels they have equal opportunities report higher satisfaction. Employees at great workplaces score fairness in compensation and recognition 30 percentage points higher than average. Interestingly, while fair pay boosts satisfaction, other factors—like leadership and a sense of pride—play an even larger role. Employees who are proud of their work are twenty times more likely to view their workplace positively.
2. Respect Respect is fundamental in earning employee loyalty. Great workplaces demonstrate respect by acknowledging contributions, seeking input, and recognizing employees as
4. Pride Pride in the workplace encompasses belief in the company’s mission, its products, and its community engagement. It exists on three levels: pride in one’s job, pride in the team, and pride in the company itself. Employees with pride are twice as likely to
stay long-term and six times more likely to recommend their workplace.
5. Camaraderie A sense of belonging is crucial for employee engagement. The Best Workplaces in Canada actively celebrate achievements, welcome new hires, and embrace diversity. Inclusive practices—such as improved parental leave and empowering employee resource groups— enhance this sense of belonging. Employees who feel they belong are three times more likely to enjoy coming to work and five times more likely to remain with the company.
Improving company culture Investing in these five areas can enhance employee experience and foster a great culture. Regular pulse surveys can help gauge employee sentiments and guide improvements. Earning the Great Place To Work Certification™ provides valuable insights into your organization’s cultural strengths and areas for growth. By prioritizing credibility, respect, fairness, pride, and camaraderie, organizations can build a thriving workplace culture that benefits everyone.
This article was supported by Great Place to Work®.
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