PHWP: Good Company Newsletter: Building Opportunities

May 20, 2008

Building Opportunities

Created in 2000 to provide job training to formerly homeless women, Women in Construction Company (WiCC) expanded its mission and grew to a full-service construction company. WiCC offers opportunities to unskilled, low-income individuals with little or no previous experience in construction. Many WiCC employees faced homelessness, domestic violence, poverty and racism, but this small non-profit creates a supportive work environment where employees can excel.

Employee Involvement

Mentoring is essential to employee involvement. New employees learn construction skills more quickly when provided with the proper instruction, tools and equipment and on-site support. Through WiCC’s on-the-job training program, skilled workers train and mentor new employees. As the new employees gain skills and experience, they, in turn, become mentors. Mentors provide hands-on skills training, information about workplace safety, and information about the organization’s mission and philosophy and are an important part of making sure that employees see themselves as integral members of the team. As employees learn about the company and transfer that knowledge to new people entering the program, they gain more confidence in their abilities and become more involved in the overall operations of the organization. On jobsites, employees are part of a problem-solving team, where everyone’s experience, knowledge and skills are appreciated. Employees are also encouraged to move outside of their “comfort zone” to take on new challenges and experiences. Feedback from work crews to management is encouraged and a priority is placed on finding ways to increase communication at all levels within the organization.

Health and Safety

The construction industry can be a hazardous place to work, but WiCC avoids accidents through comprehensive employee orientations and ongoing training. Safety meetings occur at the jobsite and employees are trained in work safety, proper equipment and safety gear use and how to recognize and manage high-risk projects. WiCC’s commitment to a safe work environment, including psychological well-being, goes beyond providing benefits like health, dental, life and disability insurance. Personnel policies address harassment, discrimination, physical and psychological violence and substance abuse. Employees begin by agreeing to an organizational standard of work behavior and receive classroom training to promote a safe and cooperative work environment that ensures employee well-being.

Employee Growth and Development

In addition to the employee-as-mentor aspect of the company, training programs provide opportunities for unskilled individuals to earn a living wage in the construction trade. WiCC covers tuition and time to attend conferences and workshops, provides on-site workshops and an in-house loan program to assist employees in purchasing tools. Employees are also given the opportunity to speak in public forums and present at conferences. Funds are set aside to pay for workshops throughout the year and at organizational meetings, trainers facilitate discussions about the organization’s structure and mission, as well as policies and procedures. WiCC encourages leadership from within. Employees have opportunities to take on new challenges and responsibilities within the organization. Individuals learn to estimate and run jobs, supervise and mentor new crew members, and interact with homeowners and the public. Employees are encouraged to expand their knowledge and job skills, even if it means moving on to another job or enrolling in additional educational programs. If an employee expresses interest in areas beyond what the company can offer, WiCC assists the employee in finding ways to gain the necessary knowledge and skills. In addition to the on-the-job training program, WiCC is a state-certified apprenticeship program offering employees the opportunity to gain “journeyman carpenter” status.

Work-Life Balance

WiCC recognizes the importance of a balanced life, including a productive, healthy work environment and time to enjoy other interests. Employees have access to flexible work schedules, assistance with transportation, maternity/paternity/health leaves and time off to pursue education or travel opportunities. Interest-free loans allow employees to purchase equipment, tools, work clothes and vehicles. WiCC encourages employees to participate in community activities, sit on boards and committees and plan and participate in community-wide events such as fundraisers, art exhibits and concerts. WiCC sponsors a wide variety of social events that provide employees with networking opportunities. Three years ago, WiCC helped develop four units of Employer-Assisted Condominiums for income-eligible employees. The women assisted in developing their own units, helped with fundraising and invested sweat equity in the buildings.

Employee Recognition

Whether rewarding a crew for preventing workplace injuries or celebrating a ribbon-cutting ceremony, WiCC recognizes a job well done and provides opportunities to celebrate the work of the organization and its employees. Throughout the year, WiCC shows employee appreciation with thank-you cards, gift certificates and family events. Periodic newsletters welcome new employees and provide information about upcoming jobs and social events. Employees earn annual merit bonuses and wage increases based on job evaluations and positive feedback from clients is shared with employees. Press releases, open houses and publicity events provide opportunities to recognize WiCC’s mission and its employees have even been featured in magazines, newspapers, Internet sites and videos.

The Bottom Line

In an industry that is 97 percent male, WiCC has managed to build a workforce that is 60 percent female, with 50 percent of employees under age 35. During the past year, WiCC decided to develop a Solar Demonstration/Eco-Home, which would serve as a model for the construction industry and consumers on how to build healthy, efficient homes that reduce waste and energy consumption. Employees became invested in the project, exploring additional ways to make the home a showplace for eco-friendly building practices. New policies about waste reduction at jobsites, building more energy efficient homes and becoming a “green” company were all outcomes embraced by employees. This has benefited all stakeholders — bringing more sales, making homes healthier for clients and reducing health risks to the workers.

Encouraging employees to be involved in all aspects of the organization has improved productivity, expanded the knowledge base, brought positive change to the organization, resulted in fewer workplace injuries and reduced employee turnover. Forty percent of WiCC’s employees have been with the organization since its inception, and 47 percent have been with WiCC more than four years. Because employees feel valued, they take pride in their work, are motivated to do their best and produce a better product. The more inclusive the organization, the more ownership employees feel and the more leadership they take on. For WiCC, the bottom line is that when employees see themselves as an important part of the organization, everyone benefits.

Women in Construction Company received a 2008 State-Level Psychologically Healthy Workplace Award from the Minnesota Psychological Association.