Although progress has been made, women still make up only 10% of the construction workforce and are underrepresented in leadership roles. But construction companies can take steps to make the industry more equitable.
Construction Executive shares three best practices for construction companies to consider when recruiting and retaining women.
- Equitable hiring practices. Descriptions on job listings can be an obstacle for women. Many job listings use gendered language such as “crewman,” “foreman,” “he” and “his,” creating preconceived notions about who can perform a job. Language can be changed to be more inclusive, such as “crew member,” “supervisor” and “candidate.” An interview panel of men and women during the hiring process can show a candidate your company believes in a diverse workforce.
- Improving retention of women. The current labor shortage offers an opportunity for more women to start construction careers, but taking steps to keep women workers is key. Offering work-life balance can help, such as flexible scheduling and a comprehensive benefits package that features generous maternity leave and paternity leave. Assign mentors to support women who are new to the industry.
- Elevating women to leadership roles. When women are underrepresented in leadership roles in construction, young women entering the workforce may decide not to consider construction as a career because of a lack of advancement opportunities. Construction companies that only promote men into leadership positions are neglecting valuable, diverse points of view. A report from McKinsey shows companies whose leadership team is composed of at least 30% women were more likely to outperform companies whose leadership team is less than 30% women. If more women are promoted to leadership positions, other female construction professionals will see the possibilities for a rewarding career path.
