In the construction world, we pride ourselves on productivity, precision, and above all, safety. But to truly build a future-proof industry, we must expand our blueprint to include something just as vital as hard hats and harnesses: a culture of respect.

Every day on a job site, teams focus on achieving zero incidents and meeting tight deadlines. But according to the National Safety Council, there’s a clear link between how psychologically safe workers feel and how safe they actually are. The data is compelling: "Workers who felt psychologically unsafe on the job were 80% more likely to report they had been injured at work, requiring medical attention or missed days of work."

That’s a staggering number—and one that industry leaders can’t afford to ignore.

Psychological Safety Isn’t Soft—It’s Smart

When people feel comfortable speaking up, asking questions, or even admitting mistakes without fear of ridicule or retaliation, they work better. That’s not just a feel-good sentiment; it’s a proven fact. After a deep dive into what made some of their teams stand out, Google found that psychological safety was the single most important predictor of team performance.

In construction, where teamwork is everything and the stakes are high, this insight is gold. A psychologically safe team is a team that communicates better, identifies hazards sooner, and builds smarter and faster.

Respect Is the Solution to the Workforce Shortage

We’re also facing a crisis that respect can help solve: the skilled labor shortage. For every skilled worker entering the field, five are retiring. That’s a dangerous imbalance—and we simply can’t afford to lose qualified professionals to avoidable issues like harassment and toxic behavior.

“We are already struggling to keep pace with the demand for skilled people,” the article notes, “we cannot afford to lose good people to preventable issues like bullying and harassment.”

Unfortunately, toxic job site cultures are doing just that. A report by the Institute for Women’s Policy Research found:

• Nearly 50% of women in the trades have seriously considered leaving due to lack of respect, discrimination, or harassment.
• 76% of Black and 77% of Asian construction workers reported limited career growth due to their race.

This is not just a moral failing—it's a retention and recruitment issue.

When Harassment Becomes a Hazard

We often talk about harassment in terms of ethics or legality, but it’s also a serious safety issue. The EEOC found that harassment in construction—an industry where much work is physically hazardous and done in teams—can increase the risk of injury.

In the EEOC v. Focus Plumbing (2021) case, the cost of a toxic environment became painfully clear. After two women reported sexual harassment, the company reassigned them to physically strenuous tasks involving heavy lifting with no help. One of those women suffered a stroke. The contractor paid $500,000 to settle the case.

Other high-profile lawsuits include:

• EEOC v. Whiting-Turner Contracting Co. (2023): $1.2 million settlement after the company ignored repeated reports of racially offensive graffiti and a noose, then fired the two workers who spoke up.
• EEOC v. Boh Bros. Construction Co. (2013): $125,000 settlement after a male foreman repeatedly harassed a male worker by simulating sexual acts and using homophobic slurs like “princess” and “f*ggot.”

These cases highlight a hard truth: A “tough” or crude environment is no legal defense. Courts have ruled that:

• Women in trades don’t give up their right to be free from harassment just because the industry is male-dominated.
• The use of racial slurs or offensive behavior—even if common—doesn’t excuse a hostile work environment.

Building a Culture of Respect: Action Steps

So what can leaders do to build safer, more respectful job sites—and avoid costly legal and human consequences?

Here are practical steps every contractor and construction company should be taking:

1. Model Respectful Behavior

Make clear from the top down that bullying and harassment won’t be tolerated—regardless of whether the target belongs to a protected group.

2. Create an Accessible Complaint System

Ensure multiple ways to report problems—anonymous options included.

3. Train, Train, Train

Offer regular, live, interactive training sessions that:

• Are tailored to construction-specific situations
• Include examples such as harassment while operating dangerous equipment or taunting during tasks
• Focus on bystander intervention and supervisor accountability

4. Implement a Strong Harassment Policy

An effective policy includes:

• A clear, unequivocal statement that harassment is prohibited
• Real-world examples of unacceptable behavior on a job site
• A defined, impartial investigation process
• Guaranteed protection against retaliation
• A commitment to take immediate and appropriate corrective action

5. Reinforce Values On-Site

Use brief refreshers during toolbox talks and morning huddles to keep respect and safety top of mind.

The ROI of Respect

Investing in a respectful workplace isn’t just the right thing to do—it’s a smart business decision. It reduces injuries, cuts legal risks, improves productivity, and helps retain top talent in a tight labor market.

“By taking proactive steps to create respectful job sites that are free from bullying and harassment, construction employers can create safer, more productive work sites while also limiting their potential exposure to legal expenses,” the article concludes. “While these steps cost time and money, they reap great rewards.”

Originally reported by Bridge Tower Media Newswires in The Daily Reporter.