A recent report by the Equal Opportunities Commission found that while women make
up 49% of the total UK workforce, they hold just 1% of all construction jobs. So
at a time when the industry is trying to square a skills shortage against a mounting
workload (especially with the Olympic bid win), women represent a potentially vast
and untapped source of future candidates.
In Summer 2005, leading Construction Recruitment organisation, Hill McGlynn, surveyed
3,000 key clients and female candidates to see whether the gender gap is being addressed.
Results from Employers
More than half of the companies surveyed employed between 1 and 10 female employees
in the construction process – but with 66% of the companies employing 100+ people
(and 26% employing 1000+), the proportions are very low.
A small majority (55%) report that they have altered working hours and practices
to accommodate the needs of their female employees, but an overwhelming 79% reported
that they place no special focus on recruiting more women to the company.
When asked what deters women from the construction industry, they themselves point
to a mixture of the ‘male dominated environment’, ‘long hours’, ‘working conditions’
and ‘not child friendly’ culture.
Results from Female Employees
The women questioned were employed across a wide range of construction sectors,
from Building, Architecture and Engineering to Housing and Project Management/QS
roles. When asked why they had chosen a career in construction, 85% referred to
a fundamental interest in building and engineering, the good career prospects or
just the fact that they wanted to do something a bit ‘different’ in life – all good
indicators of enthusiasm and commitment for the choices they had made.
While 40% had worked in construction for 6+ years, 66% claimed to be aware of sexism
in the industry, and 47% said they would leave if their current employers were unsympathetic
to their increased family responsibilities (if they had children) and failed to
offer flexible working hours.
Analysis
While it was universally agreed that employers should and do recruit on merit (rather
than ‘positively discriminating’ for women) it is clear that many women may not
apply for construction jobs in the first place because of the acknowledged deterrents.
Therefore companies that are addressing the working hours / working environment
issues on behalf of their female employees need to promote the fact to future candidates
if they want to benefit from a more diverse workforce.
Full Report
You can find a full copy of the Hill McGlynn Women in Construction Survey Results
please click here
– we hope you find it food for thought.