1
Three Distinct Concepts
Read first — the rest of the pack assumes this.
Bias
An attitude or assumption about a group. It lives in the head — often unconscious.
Construction example
A supervisor assumes a woman apprentice "won't want" the night shift, and doesn't offer it.
Discrimination
Unequal treatment based on a protected characteristic. It lives in the action.
Construction example
She is never offered remote-site shifts, while male colleagues of the same level are.
Harassment
Unwanted conduct that violates dignity or creates a hostile environment.
Construction example
She is repeatedly targeted with comments about her body and finds inappropriate images at her station.
Key principle · Intent is not the same as impact. Harm can occur without anyone intending it. What matters is the effect on the person.
Direct vs. Indirect Discrimination
Direct discrimination
Being treated less favourably explicitly because of gender.
"We don't hire women for site work."
Indirect discrimination
A neutral-looking rule that disadvantages women in practice.
Training offered only at times that clash with caring responsibilities that fall disproportionately on women.
Both are unlawful under EU and national equality frameworks.
For each scenario, apply these four questions
- 1What behaviour is at work — bias, discrimination, harassment, or more than one? Why?
- 2What stereotype or assumption underlies it?
- 3What is the impact on the person, the team, and the culture?
- 4If this were a pattern across the company, what would it indicate?
1
▾
Sarah, a carpentry apprentice, notices the foreperson always calls her name for tidying or restocking — even when male apprentices are closer. When she asks to stay on the power saw, he says: "You're just better at keeping things organised than the boys."
2
▾
A high-paying night shift opens on a remote site. The supervisor doesn't offer it to Elena, the most senior technician. When she asks why: "It's a rough site with no proper facilities and it gets dark and lonely. I didn't think you'd be comfortable, so I gave it to Mark."
3
▾
Ilir and Maria are both new. Ilir installs a valve backward: "Pay attention, kid — try again." A week later Maria makes the same mistake: "This is why we struggle to hit targets when we hire women — they just don't have the mechanical intuition."
4
▾
In a meeting, Maria suggests a structural fix for a drainage issue. The manager moves past her comment. Five minutes later a male colleague suggests the same fix: "Great idea, Tom — let's go with that."
5
▾
Promotions are typically discussed at weekend social events attended mostly by men. Roles are posted on the noticeboard, but the supervisor has often identified the successful candidate during these conversations. The women on the team are always one step behind the news.
6
▾
A female electrician is assigned to a high-rise site. The only toilet is a single unit used by 40 men, often unsanitary and without a lock. When she asks for a better facility: "If you want to work a man's job, you have to deal with the man's conditions. Don't be difficult."
3
Myth-Buster
Click each card to reveal why it is a myth.
All eight statements below are myths. Read each one, think about why it might be wrong, then click to reveal the reasoning.
Myth 1
"It's just a joke — she should learn to take it."
Tap to reveal →
Why it's a myth
Conduct targeting a person by gender — including humour — is harassment when it is unwanted and violates dignity. The recipient's experience, not the intent, determines the harm.
Tap to flip back
Myth 2
"If she doesn't formally complain, it's not really a problem."
Tap to reveal →
Why it's a myth
Employers have a proactive duty to prevent and address discrimination — with or without a formal complaint. Silence often reflects fear of retaliation, not absence of harm.
Tap to flip back
Myth 3
"He didn't mean any harm, so it can't be harassment."
Tap to reveal →
Why it's a myth
Intent is not impact. Harm without malice is still harm. The legal and ethical standard focuses on the effect on the person, not on what was intended.
Tap to flip back
Myth 4
"Bias is everywhere — you can't expect a site to be different."
Tap to reveal →
Why it's a myth
Many sectors have changed their cultures significantly. Normalisation only protects the status quo. Expecting change is not naive — it is what equality law and good management require.
Tap to flip back
Myth 5
"Discrimination has to be proven in court before anything is done."
Tap to reveal →
Why it's a myth
Most cases are handled through HR processes, unions, mediation, and labour inspectorates. Court is a last resort. Internal action is both possible and required at a much earlier stage.
Tap to flip back
Myth 6
"If women want to work here, they accept the conditions as they are."
Tap to reveal →
Why it's a myth
Welfare facilities, fitting PPE, and respectful conduct are minimum legal standards — not preferences a worker opts into or out of. They apply regardless of the sector's historic norms.
Tap to flip back
Myth 7
"Most reports of harassment are exaggerated or made up."
Tap to reveal →
Why it's a myth
Research consistently shows that under-reporting is the dominant pattern. Most people who experience harassment never report it formally. False reports are a small minority.
Tap to flip back
Myth 8
"Raising a complaint will damage your career — keep your head down."
Tap to reveal →
Why it's a myth
Retaliation against a good-faith reporter is itself unlawful, with available remedies. While fear of retaliation is real and understandable, the legal framework specifically protects reporters.
Tap to flip back
4
Five Rights at Work and in Training
A take-home reference. This is a learning tool, not a guide for responding to live incidents — for that, contact HR, a union, or a labour inspectorate.
1
Dignity and respect
A workplace and learning environment free from harassment and discrimination — on site, in the office, in training, at work events.
2
Equal treatment
Hiring, training, pay, shifts, and promotion based on skill, not gender. Equal pay for equal work is a legal standard.
3
Safety and welfare
Safe conditions, PPE that fits, and proper welfare facilities are minimum legal standards — not optional extras.
4
Reporting without retaliation
The right to raise a concern in good faith without being punished. Retaliation against a reporter is itself unlawful.
5
Information and support
Asking for information is not the same as filing a complaint. You may consult a union, HR, or equality body confidentially first.
Where to find support
Within the organisation
- HR department
- Line manager or senior manager
- Training coordinator
- Internal reporting channel
Outside the organisation
- Trade union representative
- National labour inspectorate
- National equality body
- Women-in-construction networks
- Specialist NGOs
?
How to Use This Pack
Four components, used in sequence.
1
Read the concept cardThe three concepts with construction examples. Read first — the rest assumes it.
2
Work through the scenariosSix situations; apply the four analysis questions and write your responses before comparing notes.
3
Complete the myth-busterEight statements — decide why each is a myth before revealing the reasoning.
4
Keep the rights summaryA one-page take-home reference: five rights and where to find support.
Three ways to use it
Self-study (45 min)
Work through all four components in sequence on your own.
Trainer-led workshop (90 min)
The spine of Session 1.3. Groups of 3–5 for scenarios; pairs for myth-buster; plenary for concept card and rights.
Company awareness (60 min)
HR uses the concept card and myth-buster with staff as a standalone awareness session.