When it comes to greater diversity in construction, the pace of change has been painfully slow. But, says Emma Marriott of the Construction Scotland Innovation Centre, getting more women to enter – and stick with – the industry creates a win-win for all involved
Tokenistic. Box-ticking. Lip service. These are just a few of the words that are commonly used by employees to describe how seriously their organisation takes the topic of diversity in construction.
That may seem a bit harsh, but the reality is that the pace of change has been incredibly slow, especially in terms of the number of women working in the industry. Women make up around 13% of the total construction workforce – not much of a change from over 20 years ago when that proportion sat around the 11% mark. In fact, it is even lower in manual skilled or onsite roles in the sector, which represents a meagre 2%. It is baffling when statistics show that there is an equal number of females studying STEM subjects.
In a world that is deemed to be ever-changing and fast-paced, why are we not seeing a dramatic increase
For the past two decades, I have been recruiting candidates for a wide spectrum of construction organisations, at all levels from graduate to director levels roles, and have witnessed both positive and negative behaviours when it comes to considering women for what has deemed to be traditional men’s roles.
The construction industry creates the environments and landscapes where we all live and work. Engaging more women from all sections of society helps to create spaces that are inclusive and representative of everyone’s needs. Yet so few women are choosing a career in construction to shape the built environment. Why?
Tackling diversity in construction
There are many organisations in the sector that are tackling the diversity issue head-on and change is happening. But the old image of the industry has been difficult to shake off, so the majority of females are simply not choosing a career in the sector as they don’t like what they see. They don’t see anyone they can identify with, or a positive role model higher up the career ladder.
We need to change what they see and from an early age. Much work is already being done by organisations like Equate and DYW, engaging with teachers, parents and influencers who can help to change perceptions during formative years and demonstrate the wide variety of careers that exist in construction.
For those that do choose to enter the industry, we need to work better to retain them. Organisations need to offer greater flexibility in how and where we work. The reality is that the days of presenteeism, where working 50-hour weeks is seen to be the norm, especially if you were seeking promotion, have gone.
Efficiency and smarter working practices are essential to ensure the industry remains competitive in a global market. It is possible to have a successful career in construction working part-time hours and I have witnessed this through some of the more progressive companies I have worked with who show real diversity of thought and leadership, irrespective of gender.
These companies who have committed to proactively addressing diversity through organisational design have been successful in creating collaborative and flexible working environments that inspire creativity and innovation, ultimately giving them an advantage.
So a positive change is possible. It just needs to happen on a bigger scale. Now.
In my role as a board member at the Construction Scotland Innovation Centre (CSIC), one of the key areas of focus is to support the transformation of the industry and a key driver of this is to dramatically increase the pace of change when it comes to diversity. This is not an option but essential to remain competitive in a global market.
A proper agenda
A good starting point for organisations is to stop the tick-box exercises and have diversity in construction as a proper agenda item, from the very top at board level, right through the organisation at all levels. CSIC’s leading the way with women making up 50% of its board, and 63% of the workforce. Others need to follow suit, and not because it meets a quota.
Research repeatedly shows that companies achieve greater commercial success as a result. Profitability is a serious agenda item. Diversity can support the delivery of this. So let’s move it up the agenda and take it seriously. It’s a win-win.
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