One of the overarching themes of the Green Circle project is addressing the gender bias in the construction industry and exploring whether micro-credentials might provide a way to lower some of the barriers to entry. To start us off I've been researching the general picture for women in construction.
The construction industry in Europe has long been male-dominated, but with evolving labour demands and a growing focus on diversity, there’s an increasing awareness of the need to address the gender gap. For trainers and professionals in the sector, understanding the scope of this issue and actively working towards solutions is essential. Despite some progress, women remain significantly underrepresented, and overcoming the barriers they face would benefit both the industry and society as a whole.
Women make up approximately 10% of the construction workforce across the European Union, but this figure is misleading. A significant portion of those women occupy administrative or support roles, with very few working in technical or on-site positions, such as engineers, architects, or skilled labourers. The imbalance suggests that the sector is not yet attracting or retaining women in roles critical to the core operations of construction projects.
Construction has historically been viewed as a "man’s job" due to the physical demands, long hours, and challenging work environments. This stereotype discourages many women from entering the field in the first place, and those who do may struggle to feel a sense of belonging. Trainers and leaders in the industry play a crucial role in dispelling these outdated notions by promoting the idea that skills, not gender, determine success in construction.
The gender pay gap in construction is low (less than 5%) compared to other industries but this is comparable to most male-dominated sectors. A particularly narrow gap occurs in sectors where the female employment share is very low, such as construction, and is attributable in significant part to men and women doing very different jobs within these sectors. In some more gender-balanced sectors such as financial services, by contrast, the occupational profiles of men and women overlap much more and the pay gap becomes more pronounced.
One of the significant challenges facing women in construction is limited access to leadership roles. Senior management positions remain largely dominated by men, making it difficult for women to climb the career ladder. This lack of female role models at the top reinforces the notion that construction leadership is not a space for women. For companies seeking to diversify their leadership teams, creating mentorship and development programs for women is a vital step.
The workplace culture in many construction firms can be another obstacle for women. Reports of discriminatory behavior, exclusionary practices, and harassment are more common in this sector compared to others. Additionally, the lack of flexible working conditions is particularly challenging for women balancing career and family responsibilities. To create a more inclusive work environment, companies must foster a culture of respect, inclusivity, and flexibility, ensuring that women feel safe, valued, and supported in their roles.
To address the gender imbalance, various EU and government-led initiatives have been introduced. For example, the EU Gender Equality Strategy aims to boost female participation in traditionally male-dominated industries, including construction. Additionally, promoting STEM (science, technology, engineering, and mathematics) education among young women is a long-term strategy to encourage female participation in technical fields, including construction.
Interestingly, while construction is grappling with gender diversity issues, it is also facing significant skills shortages, particularly in technical roles like engineering and project management. This gap presents a clear opportunity for the sector to attract and retain more women. By addressing the barriers that deter female participation, construction companies can tap into a broader talent pool, alleviating the pressure of skills shortages.
The construction industry in Europe has a long way to go in closing the gender gap, but progress is possible. By actively addressing stereotypes, pay disparities, career advancement barriers, and workplace culture, construction professionals can create an industry that welcomes and supports women at every level. By implementing gender diversity policies, offering mentorship programs for women, and promoting more family-friendly work environments, the industry can create spaces where women thrive.
Further Reading
https://data.consilium.europa.eu/doc/document/ST-9237-2022-INIT/en/pdf
https://warwick.ac.uk/fac/soc/ier/publications/2003/bimrose_et_al_2003_women_report.pdf
https://www.3ieimpact.org/sites/default/files/2019-01/SR40-Vocational-training-women_0.pdf
