SMART, SMACNA, and the ITI say training on inclusion and diversity has been well received
By / Jessica Kirby
SMART, SMACNA, and the ITI have begun rolling out training that will help create a more welcoming sheet metal industry for everyone. Bias and Belonging is a three-hour training that introduces participants to the science of implicit bias using real-world scenarios. It also explores the ways that bias can get in the way of being effective workers, positive leaders, and good human beings, treating one another the way we want to be treated.
“We talk about how an apprentice may show up late to a class, for example,” says course facilitator, Dushaw Hockett, founder and executive director of SPACES — Safe Places for the Advancement of Community and Equity. “A coordinator may perceive that the person is not committed to work. But there are other scenarios that could be true. There may be something happening in their life that has nothing to do with their commitment. We cannot rush to judgment. Maybe if we knew what other things might be going on, we could offer some support or interventions that could help the person be a high performer.”
The course is part of the jointly funded BE4ALL program, and the program’s most recent initiative.
At SMART International, the education department has integrated three-hour Bias and Belonging training into its 12-15 annual week-long leadership courses, such as Effective Communication, First Time Organizing, or Representative training.
“We are delivering the training to elected and appointed union officials from the United States and Canada,” says Sam White, director of education for SMART International. “We change the learning activities within that training to reflect the learner’s job so that the training becomes part of their job training and not something separate.”
SMART alternates between Bias and Belonging and Implicit Bias training, and both are delivered to reflect real-world situations.
“If we are training new organizers, for example, we will do an assessment to see how their biases and stereotypes might affect how they approach non-union workers or how new representatives or managers might apply biases to their duty of fair representation,” White says. “Then the training becomes something that is going to help you do your job better and not an add-on we are making you do.”
As of June, the International had provided Bias & Belonging training to 623 Local leaders. It was also in the process of piloting four three-hour programs focused on how to attract journeypersons to taking the training.
SMART’s Education Department works alongside the ITI, which is delivering the training in two ways to JATC training coordinators and instructors. One method is through Train the Trainer classes, which are three-day, in-person programs those leaders can then take back to their training centres. They are required to deliver the training at least once within 60 days of completing the Train to Trainer sessions.
“So far, we have had 110 complete the Train the Trainer program, and they have all or will be soon delivering it within their Locals to apprentices, journeypersons, and JATC contractors,” says Mike Harris, ITI administrator.
The other training is the three-hour on-line Bias and Belonging training, which has been delivered to 207 JATC coordinators and instructors as of June.
“From a training perspective, delivering the material in these formats is the best way to scale it,” Harris says.
SMACNA’s path is slightly different. Jen Squirewell, director, chapter management, and Joye Blanscett, executive director of operations, are conducting training for chapters and contractors called “Respectful Workplace Training”. It includes implicit bias training, as well as an anti-discrimination and anti-harassment component.
To date, they have conducted one training, and there were 17 people in attendance. Three more sessions are planned for August.
“In today’s rapidly evolving business landscape, the ability to foster a diverse and inclusive workplace is no longer just a moral imperative—it’s also a strategic advantage,” Squirewell says.
Respectful Workplace Training is a three-hour interactive session designed to provide attendees with a deeper understanding of the science of implicit bias, as well as an overview of the strategies and interventions for reducing and interrupting it.
State and federal laws require or strongly encourage all employers to engage in discrimination and harassment training. SMACNA has responded by incorporated anti-discrimination and anti-harassment training into its Respectful Workplace Training. That portion includes risk awareness to focus on liability and organizational risk posed by workplace harassment, leadership insights to deepen awareness of how harassment can occur in today’s workplace, setting the right tone of civility, compliance and zero tolerance from the top down, and addressing potential misconduct effectively.
“The goal of this program is to help contractors understand the importance of addressing implicit bias, recognize its impact on their organization, and harness the benefits of an inclusive environment, which will ultimately drive success and profitability in an increasingly competitive marketplace,” Squirewell says. “Our hope is that contractors will leave the training inspired and eager to make bias reduction a part of their daily practice—both personally and professionally.”
Overall, the training has been well-received. “Once we get past the hurdle of explaining that no one is being called out and that the training is about how to move forward and be more accepting of everyone, it has been very well received,” White says. “We still have a long way to go. Once it becomes part of all apprentices’ training and given that we are doing it in every leadership class, this will get a lot better over time.”
Harris says it is rewarding to watch learners to come to the training with a preconceived idea of what it is and leave with a new perspective.
“Some come in and approach it as something they were required to do, but after they go through it, it makes them think about things a little bit differently,” Harris says. “It doesn’t necessarily change a person, but it is eye-opening. We have seen people, especially on the Train the Trainer side, come in as though they are just going through motions and leave with a completely different perspective.”
“Contractor members appreciated that the training presents them with real-world issues for their business and employees and guidance for how to think from others’ perspectives,” Squirewell says.
From the time the BE4ALL Committee was formed the onus has been on changing the industry to become more welcoming for all. Harris acknowledges this will be a huge undertaking, but he can see how the results will unfold down the road.
“I often tell the classes that I may not see the effects of this teaching now, but my hope is that years from now, the industry will be a much different place because of steps we are taking now,” he says. “It was always the intention to get the training to all people in the industry, including leaders, instructors, rank and file members, union reps, and contractors. It’s the only way to truly make a difference.”
The ITI doesn’t have its own BE4ALL Committee, but it takes direction from the SMART BE4ALL Committee on delivering industry-wide initiatives. “The reality is, we have 60,000 to 80,000 sheet metal members, and so we have to stay the course together.
“You can’t plant seeds in the morning and expect to eat tonight,” Harris adds. “The training is really planting the seeds and hopefully there will be a harvest down the road. We are starting to see things take hold already, in certain locations.” ■
