Harassment, a taboo to be broken in the construction industry

While physical risks are a major issue in the construction industry, psychosocial risks must be closely monitored. This is evidenced by the wave of suicides observed within the construction company Eiffage in 2017.

And the situation is worrying Qualisocial, a specialist in prevention of psychosocial risks and improvement of quality of life at work. ” This is an area where physical health issues are very present, and mental health issues often take a back seat. “, comments its founding president, Camy Puech, based on a first barometer, devoted more specifically to harassment in companies, all sectors combined.

A survey and awareness method for more accurate figures Conducted last September on 2,000 employees working in a structure of at least 5 people, the survey “French employees and harassment at work” by Ipsos for Qualisocial applies a particular methodology. Before surveying the panel, Qualisocial first presented 14 typical harassment situations, in order to measure the degree of knowledge of harassment. Because ” It is a subject on which there are either taboos or a lot of fantasies. “, explains Camy Puech, among the professionals who minimize or exaggerate the situation of harassment. As proof, 1 in 2 of those questioned have almost no knowledge on the subject, while 4% have sufficient knowledge. Qualisocial therefore raised awareness among those surveyed, in order to refine the analysis and define those who are truly exposed to harassment, “ both as a victim, as a witness but also as a perpetrator “, its president explains to us.

Across the construction industry, 41% of employees say they have been witnesses of harassment at workwhile 28% of employees consider having already been victims of harassment. 76% believe that harassment situations are frequent in the professional context.

Women more exposed to sexism

Despite a gradual feminization of the sector, 54% of women in the construction industry report being victims of harassmentcompared to 48% across all sectors. There is an overexposure to sexism for the female population “, confirms Camy Puech.

And sexism will take many forms, including gender-based discrimination, that is, “ all behaviors and actions with sexual connotations (dirty jokes, etc.) “, the president of Qualisocial tells us. The person concerned also notes the fact of assigning employees to household tasks and to the education of children, ” So we’re going to organize work so that women can take care of children outside of work. Even if it’s kind, it’s sexist “But where sexism is real is in positions of responsibility,” where women are discriminated against compared to men’s abilities “.

Situations that can be found in many professional environments. But the specificity of the construction industry is that “ sexism happens in front of witnesses ” And ” that sexism is legitimate in the construction industry compared to others “, Camy Puech emphasizes to us. ” Managers are flabbergasted. They don’t understand why a sexist joke is banned. ” he continues.

However, since the law of August 2, 2021 devoted to health at work and applied on March 31, 2022, “ two behaviors with sexist connotations, which create a hostile, harmful, degrading environment for a third party, in this case a woman in our case, that is called sexual harassment “, recalls the president of Qualisocial.

And sexual harassment is reprehensible, given the Labor Code and case law. The law holds the employer responsible for the health and safety of its employees. The latter therefore has an obligation to assess, raise awareness and deal with any harassment situation, even if it means dismissing the employee who has committed proven harassment. Especially since the proportion of employees considering themselves victims of sexual harassment at work is three times stronger within large construction groups (20%), compared to all sectors (7%).

Support functions particularly denigrated in the construction industry

THE Moral harassment is also prevalent in the construction industry. In most of the behaviors recorded by Qualisocial, ” we will find denigration “, in particular by “ in relation to the workload, the ability to perform the work », Camy Puech explains to us.

The chairman of the prevention office also notes a relationship between two clans: the construction professionals in the field (project owner, site managers, workers) and the support functions (communication, marketing, accounting, HR, tech, machine park management). There are those who create value, or those who cost value. All those who represent support functions have a less important place in the landscape, the decision, the strategy, etc. “, the president of Qualisocial projects to us.

If the status quo is found in any size of company, it is ” even more true in structures with fewer than 50 employees “, where the reports are more direct than in the major construction companies.

Low digitalization in construction promotes cyberbullying

Another phenomenon to analyze: cyberbullyingwhich, according to Qualisocial, is six times more reported in the construction industry (25%) than in all sectors (4%).

A curious observation when we know that the digitalization of construction and public works is lagging behind. But as Camy Puech points out: ” Everyone has a smartphone and everyone needs to communicate “. There are also many digital channels: SMS, videoconferences, emails, but especially WhatsApp. ” WhatsApp has exploded enormously in the construction industry. And there are no more limits, both in the form of messages and in the times of sending messages. “, adds the president of Qualisocial.

Although “ All companies have learned to use emails, and have moved to instant messaging channels “, this is not necessarily the case in the construction industry, ” where people use WhatsApp with their colleagues, as they use with their families “, continues the person concerned. Given their weaker mastery of digital technology at work, construction professionals will tend to “ create their own tools, without any thought about the tool, its impact, etc. “.

Senior managers, main perpetrators of harassment in the construction industry

THE Victims of harassment are twice as likely to be isolated in the construction industry (40%), than in general (21%). The ratio is the same in situations where the author of more sustained harassment (35%) than in all professional environments (16%). Perhaps because senior hierarchical managers are the main perpetrators of harassment in the construction sector, particularly in large groups (31%). And this while they are in third position in all sectors combined, where the perpetrator is often the direct superior.

But even in a company with fewer than 50 employees, ” the leader’s place is important. That’s why the person responsible for harassment is much more the N+2. And the N+2 is the big boss “, analyses Camy Puech. Enough to reinforce the omerta among construction industry employees, both by witnesses and victims, surely through fear of exclusion or reprisals.

Especially since business leaders ” have a power of expertise, execution, sales. They are often super people, Supermans. And if they stop being in tension, their business collapses “, however, describes the president of Qualisocial.

Profitability pressure: a breeding ground for harassment?

Because the construction industry “ remains a sector that is not easy, where the margin can change completely. It can be a sector that does not earn much, it can be a sector that earns a lot of money. It is played out enormously in the management and management of the construction sites. A poorly managed construction site will cost a lot, a well-managed construction site will be extremely profitable “, reminds us Camy Puech.

Added to this are administrative procedures, but more currently regulatory changes, increases in the price of energy and materials, the postponement of postponed projects, and thus cash flow problems. Economic problems, which increase the pressure on the business manager.

If employees do not see this daily violence, it does exist and ” causes anxious tendencies, sleep disorders and permanent brain overactivity, which manifests itself as fatigue, causing greater exposure to emotions “, supposes Camy Puech. Strong emotions that can translate into denigration and insults from the manager towards his employees. Not to mention the challenges of recruiting and retaining talent, which can force the Dismissal of an employee who committed harassment.

Therefore Harassment can become taboo in the construction industry ” because it can break the model ” under which companies operate. But according to the president of Qualisocial, the vicious circle must be broken, with awareness-raising going from managers to employees, including middle managers. The formats used by the prevention firm are numerous: conferences, posters, webinars, theater, etc. An intermediation service is also offered, in order to find a resolution (end of harassment, support for the perpetrator or victim towards the exit) and to avoid an escalation of conflicts

” What you should avoid is pain. “, defends Camy Puech, both for the victim and the perpetrator of the harassment reported, who may find rejection within the company or dismissal difficult. More and more business leaders are “ hyper receptive ” to the process. However, the president of Qualisocial believes that more human investment is needed, as well as time. ” Culture is not decreed, it is created. A cultural change like this takes months, even years. You have to go gradually. You shouldn’t try to change everything overnight. “, he concludes.

Interview by Virginie Kroun
Cover photo: Adobe Stock