Yesterday the
BIS report looking at women in the workplace came out after an extensive
period of investigation that included evidence from Architects for Change, WAMT
and ourselves, as well as consultation through Mumsnet
and Women’s Hour. The conclusion of the report brought up many relevant and
important points including flexible working, stereotyping and support for the
Public Sector Equality Duties. Whilst I applaud this work and feel it is all
vital I can’t help but think it’s missing an important point.
Most of it is designed to: get women into careers, overcome
barriers around child-care or support them into senior roles, with very little
considering those already in non-stereotypical roles struggling to crack the
glass ceiling1or even just find supportive
employment. But although some of the conclusions it covers, like positive
action, equality impact assessments and pay-transparency could help, the likelihood
in the construction sector is that these things will have little impact.
Whilst I am often met with the assumption that women leave
the sector to have children most of the women I know that have left, or are
looking to leave, do so before they have even thought about reproducing 2–5. This for me highlights a very important point;
something else is driving them away. I
know for many this seems like too big, or small, a problem to deal with
depending on your mind-set, but I believe the answer is quite simple –
support. Studies have shown that women
are more likely to stay, and be loyal to an organisation, if they feel it would
support her and looking back over my own career I would agree - it was never
the negative instances that bothered me as much as the company’s inability, or
refusal, to do anything about it.
More women are embarking on construction-related degrees
every year, but we are losing them just as quickly – a critical mass approach
does not seem to be working 6,7. Without understanding the
challenges and barriers that women in the sector face, and putting in adequate
measures to support them, as well as talking about dated views and sub-conscious
biases that deny them progression opportunities, the encouragement of more
women into the sector might simply end up with more women leaving it.
As organisations we need to start understanding that in this
situation silence does not equal happiness - we must be proactive in supporting
our women without overtly singling them out and understand that they may well
be as in-the-dark about what’s holding them back as you are. This change won’t happen overnight, but by
giving your workforce a reason to trust that you understand, or are at least
willing to find out about, the real barriers they face and show that you have
moved beyond obvious myths, it will come.
Happy Building
Chrissi
1. Gurjao, S.
Inclusivity : the Changing Role of Women in the Construction. CIOB
(2006).
2. Graft-Johnson, A. De, Manley, S.
& Greed, C. Why Do Women Leave Architecture?: Research Into the Retention
of Women in Architectural Practice. (2003).at <http://scholar.google.com/scholar?hl=en&btnG=Search&q=intitle:Why+do+women+leave+architecture+?+Research+into+the+retention+of+women+in+architectural+practice#0>
3. Bagilhole, B. M., Dainty, A. R. J.
& Neale, R. H. A Woman Engineer ’ s Experiences of Working on British
Construction Sites *. Int. J. Engng Ed. 18, 422–429 (2002).
4. Powell, A., Dainty, A. &
Bagilhole, B. A poisoned chalice? Why UK women engineering and technology
students may receive more “help” than their male peers. Gender and Education
23, 585–599 (2011).
5. Bennett, J. F., Davidson, M. J.,
Galeand, A. W. & Gale, A. W. Women in construction : a comparative
investigation into the expectations and experiences of female and male
construction undergraduates and employees Women in construction : a comparative
investigation into th. Women In Management Review Emerald Article :
(2005).
6. Powell, A., Bagilhole, B. M. &
Dainty, A. R. J. The problem of women’s assimilation into UK engineering
cultures: can critical mass work? Equal Opportunities International 25,
688–699 (2006).
7. Greed, C. Women in the Construction
Professions: Achieving Critical Mass. Gender, Work and Organization 7,
181–196 (2000).