1. Factors affecting the development of Black and Minority Ethnic construction contractors and consultants within the social housing sector in Wales

2. Overview  Aims and objectives of the research  Methodology  Research findings  Suggested Ways Forward

3. Main aims and objectives of the research  Identify the factors affecting the development of BME construction contractors and consultants within the social housing sector in Wales.  Identify any practices being undertaken by social landlords and main contractors in Wales which may impact on equality of opportunity within the social housing sector.

4. Methodology  All 22 local authorities in Wales  The 30 major housing associations in Wales  Over 400 construction contractors and consultants across Wales  Over 100 BME community organisations  20 BME construction contractors and consultants  A range of housing organisations and construction related organisations Social landlords across Wales

5. Methodology Continued In total 135 organisations contributed directly to the research in one or more of the following ways:  participated in telephone interviews  returned postal questionnaires  participated in focus group  provided useful contacts within the construction industry  publicised the project through community newsletters/e-mail bulletins

6. Methodology Continued Stage 1 Literature Review Stage 2 Gathering data on the procurement practices of local authorities and housing associations from across Wales Stage 3 Gathering data on the procurement practices of main construction contractors and consultants Stage 4 Gathering data on the prevalence, and make up of BME construction contractors and consultants in Wales

7. Research Findings – Social Landlords  Most organisations did not take any steps to ensure that they attracted BME contractors from diverse backgrounds.  Most did not monitor the ethnic origin of the contractors they engage.  Virtually all organisations did not engage any BME contractors and consultants.  Although many organisations requested info in relation to equal opportunities, generally nothing was done to monitor this information or to evaluate its implementation.

8. Research Findings – Social Landlords  Most organisations were not taking any steps to actively encourage contractors to promote race equality  Few organisations had codes of practice in place to deal with racist banter on construction sites.  Few organisations took steps to help contractors and consultants understand their legal obligations.  Many organisations felt that by using Construction Line they were pre qualifying contractors and consultants in relation to race equality and general equality issues.

9. Research Findings – Main Contractors  Most respondents stated that they had equality related policies but felt that they were having little impact on their organisations and were not regularly monitored  Many respondents expected the sub contractors they engaged to comply with their organisation’s policies on equality but little done to ensure these were implemented  Half of respondents agreed that the construction industry afforded equality of opportunity to everybody.

10. Research Findings – Main Contractors  Most respondents stated that their staff did not receive any training on race equality those that did were primarily management  Most popular methods of recruitment were advertising in press and trader journals as well as word of mouth. Generally no monitoirng of ethnicity of applicants or staff.

11. Research Findings – Main Contractors  Most respondents felt that they were aware of their responsibilities under the legislation.  Nearly all the organisations were registered with Construction Line.  Nearly a third of respondents believed that, now they were registered with Construction Line, they would be meeting their public sector clients expectations in terms of equal opportunities.

12. Research Findings – BME Construction Contractors and Consultants  In some cases, difficulty in securing long term employment within industry prompted self-employment  No respondents had undertaken work directly for social landlords  Most had not applied to undertake work within the social housing sector as respondents perceived the process around public sector work as bureaucratic and difficult to break into without contacts  Perception that having the ‘right contacts’ was the key to being successful within the public sector

13. Research Findings – BME Construction Contractors and Consultants  Some felt that the industry was resistant to change to accept minority ethnic people  Respondents would be willing to form partnerships in order to win social housing contracts  None of the respondents had heard of Construction Line and were not registered for the service

14. Suggested Ways Forward  Social landlords should review their strategies and action plans relating to section 10 of the BME housing action plan  Ensure that race equality standards and procedures are applied to all tender procedures and applications for contractors and consultants including those with fewer than 20 employees  Signpost SME contractors and consultants to WAG SME equality project  Monitor and evaluate equality performance of contractors and consultants  Ensure that contractors and consultants understand their contractual and legal obligations in relation to race equality

15. Suggested Ways Forward  Guidance on how to monitor the implementation of race equality within construction contractors and consultants  Where WAG introduce/propose to introduce improved methods of procurement such proposals to show clearly how they link to mainstreaming and race equality  WAG to explore the feasibility of developing closer links and sustainable methods which will address skill shortages and tackle under-representation within the industry in Wales

16. Suggested Ways Forward  Contractors to increase knowledge and understanding of legislation and business case for equality and ensure sub contractors they engage understand their responsibility  BME contractors to consultants to register with construction line and other procurement initiatives as well as making direct contact with social landlords

17. Suggested Ways Forward  Awareness raising to raise profile of the construction industry  Positive action initiatives which could be aimed at combining construction skills development with self-employment skills for BME people  Providing guidance/advice for small construction contractors and consultants on race equality in employment and procurement  A range of accessible and relevant race equality training for people in the construction industry