Construction is one of the first industries that come to mind when you think of a male-dominated sector. Women make up only 10.3 percent of those employed in the construction industry. The number of women working on the front lines of a construction site is much smaller—only one out of every 100 workers. Given that women account for 47% of all workers, the construction sector benefits from only 1.25 percent of women in the workforce.
A number of variables contribute to this massive gender disparity, ranging from unconscious gender bias to a lack of sufficient training to general attitudes of women in the construction industry. Despite these obstacles, women are forging ahead in the sector. In 2018, over one-third of employers promoted a woman to a senior position, according to Randstad.
Why Should We Empower Women in Construction Industry?
The labor scarcity, along with the world’s ongoing demand for infrastructure, housing, and other building projects, means that we urgently need women to join the sector and advance through the ranks. This implies that we must disrupt the current quo and deal with the challenges and excuses that have previously kept us from seeing outcomes. Simply declaring that “not enough women applied to my job advertising” or “no women raised their hands for this promotion or managerial position” is no longer fashionable.
Empowering women to work in construction has a lot of benefits. Not only will construction begin to reap the benefits of reducing the labor gap, but a diverse workforce also has many advantages for businesses. According to a recent Forbes research, diversified businesses earn 19 percent more than their competitors. Aside from increased profitability, diversified teams provide the following advantages:
- A wide range of viewpoints. Workers new to the trades, irrespective of gender, bring fresh perspectives to the table thanks to their diverse backgrounds, which helps organizations nurture greater innovation and creativity. As a result, the industry is moving forward.
- Increased productivity. Diverse teams are more productive. Businesses that use inclusive recruiting practices make choices twice as quickly and spend half as much time in meetings.
- Enhanced performance. According to the same study, Forbes discovered that these teams make better business decisions 87 percent of the time and that such decisions provide 60 percent better results.
- Improved business’ reputation. Women desire to work in trades. When contractors are proactive in employing women for positions, the company’s culture improves and becomes more appealing to current employees and prospective talent.
There are currently numerous efforts promoting diversity and inclusion. Leading contractors have established mentorship programs and formal women in construction groups. For these programs to take hold, there must be a significant cultural shift, which is empowerment. Women must be empowered to enter and thrive in the construction sector. Here are some initiatives we can take to empower women in the construction industry:
- The majority must begin to speak out for the minority.
Today’s industry reality is that men hold the vast majority of leadership and board positions. If women are to seize their possibilities, male coworkers must act as allies. The entire sector must rise to the occasion, making coordinated efforts and emphasizing the participation of women in leadership positions and the field. When women have coworkers and business leaders on their side, they are more likely to find themselves in rooms where crucial decisions are made. Women will be able to shape the industry for the first time.
- Women’s voices must be amplified in the sector.
To make job positions more accessible and appealing for women, the construction sector must step forward and lean in to magnify women’s voices. Fortunately, there are numerous options. The all-male panel at construction conferences has had its day. Today’s diversity-conscious businesses must make a concerted effort to improve diversity on stage. In addition, diversity should be reflected in company interviews. If candidates can’t see themselves working in the industry, they’ll shy away, adding to the pipeline problem. Everybody benefits when the entire sector focuses on attracting and keeping women innovators.
- Eliminating discrimination and sexism
The industry must create a culture that does not tolerate sexism, bigotry, or harassment, and we must oppose every incidence of it. Women in construction should be treated equally with their male counterparts, who should not encounter discrimination, sexism, or bullying. Gender equality extends to working environments as well. Businesses must ensure that their workers’ fundamental needs are met, including everything from providing proper toilet facilities to providing personal protection equipment that fits properly.
How Can Organizations Attract More Women?
There is still considerable work to be done to integrate women into the construction industry completely. Organizations must acknowledge and eliminate gender bias from their workplace culture, develop training programs and local mentorship groups tailored to the needs of women, include more women in the hiring process, and encourage women to serve as role models for other women in order to improve attraction and retention. Schools and educational programs must emphasize the importance of construction work for women and young girls in order for them to see the industry as a viable career route.
The industry’s labor shortfall provides an opportunity to hire even more women. As construction technology has advanced, many organizations have been unwilling to try it out for various reasons, including a lack of manpower. Hiring and educating women in construction companies’ IT departments can help staff shortages and improve their diversity. Although there are barriers to women entering the construction sector, diversity is a proven benefit in boosting profitability and a critical component in addressing the construction industry’s labor deficit. With more and more pioneering women challenging gender conventions and leveling the playing field, the industry is making greater strides toward a more diverse and inclusive space for future generations.
Conclusion
To reap the benefits of a diverse workforce, the construction sector must foster a work environment that promotes and supports individuals it aims to attract and retain. Although there have been some advances in this area, there is still considerable work to be done. Industry and stakeholders must collaborate to increase and expedite efforts to attract and maintain the qualified, diversified personnel that the sector requires. More importantly, the supply chain must be involved in this agenda to drive meaningful change.
