News + Views

How to improve communication in Latino workforce training

When training Latino workers, addressing language barriers and communication challenges is crucial. The following strategies from WorkTango and Betterworks can improve communications skills in training programs to ensure all team members bring their best to the workplace.

• Strengthen the language bridge. One of the main challenges faced by Latino workers in training is the language barrier. Effective training programs must recognize and bridge this gap by incorporating language support. This could involve providing bilingual training materials, offering language classes or using interpreters during training sessions. In this way, companies can empower workers to grasp concepts more effectively and participate fully in discussions.
• Consider cultural sensitivity training. Beyond language, cultural nuances play an important role in effective communication. Training programs should integrate cultural sensitivity components, educating all team members about the diverse backgrounds of the workforce. Understanding cultural context allows for better communication and ensures interactions are respectful and inclusive.
• Have interactive learning approaches. Interactive, hands-on learning approaches—such as role-playing exercises or group discussions—can provide a more engaging way for Latino workers to grasp and apply new concepts. These activities improve communication skills and create a collaborative learning environment.
• Use audiovisual elements. Incorporating visual aids and multimedia elements can be instrumental to overcoming language barriers. Using graphics, videos and other visual tools makes training programs more accessible to speakers of different languages. This approach facilitates better understanding and caters to different learning styles, ensuring all participants can benefit from the training.
• Seek continuous feedback. Communication is a two-way street, and establishing a continuous feedback loop is essential. Encourage Latino workers to share their views regarding the training process. By actively seeking feedback, companies can refine their training programs, tailoring them to the specific needs of their workforces. Feedback could be gathered via regular check-in sessions, surveys, or online platforms or forums where participants can provide continuous feedback. Ensure feedback is acknowledged and integrated into future training when applicable to help reinforce a culture of continuous learning within your company.

How to improve mental health at work

Headspace’s 2024 Workplace State of Mind study shows work stress has negatively affected physical health for 77% of employees and negatively affected relationships outside of work for 71% of employees.

Harvard Business Review shares the following strategies from workplace mental health consultant and author Morra Aarons-Mele to help improve mental health in the workplace.

• Start with the work. Improving workplace mental health involves tackling how, why and where we work. Get specific and focus on the work product you need and how you can better support the employees involved. For example, mental health considerations for emergency room clinicians will be different from those of billing department employees. Blanket policies for employee mental health rarely succeed and are not realistic. It is important to tailor solutions to the specific problems different people are experiencing.
• Do not rely on outsiders to drive behavior change. Companies often rely on outside experts and designated well-being consultants. However, it is crucial to also engage internal mental health advocates who are managers and leaders. Recruit well-respected, successful insiders who are willing to take the lead and potentially share their own stories.
• Consider different generations and genders. All generations at work struggle with mental health though the view often is only young people want to talk about their feelings. Also, men who want to share their emotions at work might feel more stigma than women. Increasing mental health literacy within the company can help create a shared language and baseline of knowledge; invest in training for everyone to learn the mental health basics and diminish biases.
• Be patient and prepare to invest in what matters. Becoming a mentally healthy company is a commitment to changing the fundamentals—it starts with leadership and takes time. Recognize technology will not fix mental health issues; Aarons-Mele says the outsized role technology plays in the workplace potentially can damage mental health. Employers also should invest time and focus on thoughtful strategies as they develop mental health programs so employees believe they are heard and feel connected.
• Walk the talk. Buy-in from everyone is needed to protect mental health in the workplace. If you are passionate and persistent about mental health, others will be willing to recognize its importance. Leaders carry the power to destigmatize mental health conversations by sharing what they are doing to preserve their mental health and how those actions affect them.

NRCA’s mental health resources are available at nrca.net/resources/safety/mentalhealth.

Students receive Melvin Kruger Endowed Scholarships

The Roofing Alliance has announced the recipients of its Melvin Kruger Endowed Scholarship for the 2024-25 academic year.

This year’s new scholarship recipients are:

• Jack Armstrong, building science student at Auburn University, Auburn, Ala.
• Cole Celano, building construction student at University of North Florida, Jacksonville
• Phillip Hirte, construction management student at Dunwoody College of Technology, Minneapolis
• Kennedy Jones, construction management student at North Carolina Agricultural and Technical State University, Greensboro
• Hallie Lemmon, daughter of Chris Lemmon, operations manager for Kalkreuth Roofing and Sheet Metal, West Virginia University, Morgantown
• Gaabriel Lovaas, construction management student at Dunwoody College of Technology, Minneapolis
• Mary Madalyn Massengale, building science student at Auburn University, Auburn
• Madeline Meuwissen, construction project management student at Dunwoody College of Technology, Minneapolis
• Melina Risi, construction science and management student at Clemson University, Clemson, S.C.
• Arjun Varadhan, building science student at Auburn University, Auburn
• Erin Williams, employed at Recovery Roofing Inc., University of North Florida, Jacksonville

The Roofing Alliance Melvin Kruger Endowed Scholarship Program offers three scholarship opportunities. All categories are open to employees of roofing industry companies, their spouses and their dependent children, as well as construction management students enrolled in undergraduate level or students enrolled in CTE programs or schools.

In addition, the Roofing Alliance renewed 12 Melvin Kruger Endowed Scholarships for the 2024-25 academic year. The recipients include:

The Roofing Alliance awarded $60,000 for scholarship renewals and $43,000 for new scholarships for a total of $103,000 for the 2024-25 school year. To date, 166 students have received $1.178 million in scholarship awards.

For more information about the Melvin Kruger Endowed Scholarship Program, go to roofingalliance.net/education-research/scholarship or contact Alison L. LaValley, CAE, the Roofing Alliance’s executive director, at alavalley@nrca.net.