The construction sector is known as a high-risk sector with many safety challenges. It is also characterised by a large number of migrant workers and these workers report higher accident rates than native workers. This paper presents the design of the CSTP (Construction Safety Training Programme). The CSTP is a theory-based training program aimed at improving safety behaviours in construction sites acknowledging the particular challenges migrant workers face. Based on second and third generational models of training, we developed a training program that addresses the challenges faced by migrant workers in the construction industry, namely language and cultural barriers, times pressures, difficult living conditions and separation between native and migrant workers, all of which may have a detrimental impact on a shared safety culture and joint understanding of the importance of safety performance.
The CSTP consists of five modules, both face-to-face and online teaching to facilitate sensemaking and social learning. A crucial underlying element of the CSTP is the importance of not only technical skills, but also non-technical skills such as communication, teamwork, decision making, situational awareness and management of stress and fatigue. We propose that the strong theoretical learning principles embedded in the training program are likely to increase transfer of training that could help the construction sector develop safe working cultures.
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This paper focuses on promoting inclusivity in the workplace, particularly addressing equality and inequality issues. It aims at providing practical tips and advice to managers on fostering an inclusive workplace culture, recognizing the significance of inclusion for employee well-being and organizational success. The paper explores creating an inclusive work culture, implementing diversity and inclusion policies, ensuring fair hiring processes, addressing bias and discrimination, promoting diversity training, and providing equal chances for career growth. It delves into the obstacles that hinder the attainment of inclusivity, including resistance to change, unintentional prejudices, ignorance, and structural barriers. It supplements these discussions with best practices, illustrating successful examples of organizations that have effectively promoted inclusivity in the workplace. The methodology to be employed involves a qualitative research approach. The paper underscores the importance of promoting inclusivity and urges managers to address equality and inequality issues actively.
Website: Researchgate.net
A total of 21 refugees and asylum seekers received training in masonry and electricity in the Valencian Community, thanks to a collaboration between the Fundación Laboral de la Construcción, the Spanish Commission for Refugee Aid (CEAR), and the Refugee Reception Centre (CAR) in Valencia. Starting on June 6, an 80-hour Basic Housing Maintenance course was conducted to equip participants with the skills needed to carry out minor building repairs and maintenance tasks.
The training focused on essential skills in masonry, electricity, plumbing, and painting, enabling participants to address minor issues in buildings without disrupting their use or services. In cases of more significant breakdowns, they were trained to perform urgent initial repairs until a professional arrived. This practical training aimed to enhance the employability of refugees by providing them with hands-on experience in crucial building maintenance tasks.
This initiative was part of a broader effort to support the social and professional integration of asylum seekers in Spain. Through the collaboration between Fundación Laboral, CEAR, CAR, and ACCEM, refugees gained access to vocational training in various trades, improving their professional competencies and increasing their chances of employment. This programme not only strengthened their job prospects but also facilitated their integration into society.
Spain's construction industry is currently struggling with a substantial labour shortage, with the Confederación Nacional de la Construcción (CNC) estimating a deficit of approximately 700,000 workers. This shortfall persists despite the sector offering competitive salaries and having made significant strides in improving working conditions.
A notable concern is the industry's inability to attract younger workers, who represent a shrinking 9.6% of the total workforce. Challenge to attract youth is largely attributed to the sector's damaged reputation following the 2008 financial crisis and the perception of construction work as being particularly demanding and dangerous.
In response to these challenges, the CNC, along with other industry stakeholders, has proposed several initiatives. These include promoting the industrialisation of construction processes to modernize the industry, implementing strategies to improve the sector's public image, and facilitating the regularization and comprehensive training of migrants to integrate them into the workforce effectively.
The UNHCR's "Training opportunities, skills assessment and recognition" page offers resources to assist refugees in enhancing their skills and obtaining recognition for their qualifications. Key components include:
Training Opportunities:
Skills Assessment and Recognition:
These resources aim to facilitate refugees' integration into host societies by enhancing their skills and ensuring their qualifications are recognized, thereby improving employment opportunities and overall well-being.
Website: www.unhrc.ie
For years, Poland has faced a shortage of skilled workers in professions such as teachers, doctors, nurses, engineers, and caregivers for the elderly. Ukrainian workers can help address this shortage, but they must first go through a difficult process of diploma recognition and qualification validation. The Polish Center for International Aid (PCPM) supports Ukrainians in this process. The presence of hundreds of thousands of Ukrainian citizens presents a significant social challenge but also an opportunity for Poland’s economic growth and demographic resilience. Many refugees, as well as earlier economic migrants, start by working below their qualifications due to the need to find immediate employment and bureaucratic hurdles. The Polish labor market struggles with a shortage of workers in certain professions, as indicated by the "Barometr Zawodów" report, which highlights 29 out of 168 deficit professions, including highly qualified roles in healthcare. However, only 3% of all work permits for foreigners in 2023 were for high-skilled professions, likely due to the need for diploma authentication and proficiency in Polish. PCPM assists with this process by helping workers, especially teachers, to recognize their diplomas and gain additional qualifications through supplementary courses. The focus of PCPM's programs is on supporting teachers and professionals from key sectors such as healthcare, engineering, and IT. Differences in education systems between Ukraine and Poland sometimes require additional post-graduate studies or pedagogical courses to meet qualification standards. The PCPM helps Ukrainians through this process, enabling them to work in their trained professions, thus providing a valuable contribution to Poland’s economy. As Poland’s population ages, the shortage of skilled workers will likely worsen, making the integration of Ukrainian professionals even more crucial.