Jackie Casey, MD at Success Train
Events Co-ordinator for the BCCEC
I grew up familiar with construction as my dad owned a small civil engineering contractor. After school I worked in dad’s business and though he always wanted me to stay there I decided to go off and do other things! There simply wasn’t the information available about the range of career opportunities in the early 70’s and women were definitely not considered viable employees in the industry.
I’m currently MD of a business consultancy that works within the sector providing pragmatic and effective assessments of operational systems and policies to reduce risks posed to employers, improve efficiency and develop companies that are more attractive to their prospective clients. I’ve been Black Country Constructing Excellence Club’s Sponsorship Officer for 4 years and recently formed a construction women’s network group, with a group of women working in the sector, whose aims are encouraging and supporting women’s participation and integration with the local construction community and providing a means of informing young women and those in education about the sector and its opportunities.
In the current economic situation the sector is struggling and there will be further loss of skilled people from the sector. Employers have cut training opportunities to many in construction and as the economy recovers we will again be short of the level of skills and experience to allow the industry to grow. Lack of experience will also have impact on future leadership which will itself impact on the ability to develop, improve and change to the demands of the future.
Rachael Hobbis, Solicitor at Shakespeare Putsman
Press Secretary for the BCCEC
With women seemingly well represented in the majority of industry sectors, the construction industry continues to be male-dominated, with only 10-15% of the workforce in the UK today being female. Of those women, very few (10%) hold professional qualifications in disciplines such as architecture or engineering. An even smaller percentage of women are trades people.
Property and construction organisations have much to gain by recognising the benefits of employing more women.
Women in Property, a national network working to promote the role of women in the property sector, runs a national awards programme designed to highlight the talent of female undergraduates studying ‘built environment’ courses.
The awards’ sponsors (including Byrne Group, and the Homes and Communities Agency with support from Argent and MCD Developments) recognise that it will be increasingly important to tap into this pool of undergraduate talent if the current skills shortage is to be mitigated in the future.
Initiatives such as mentoring and flexible working can also assist with retention and encourage the career progression of women already in construction.
I’m in no doubt that the industry would be all the better for having a higher proportion of women in its workforce. However it is up to companies to promote opportunities available and to welcome more women into the industry.
I’m in no doubt that the industry would be all the better for having a higher proportion of women in its workforce. However it is up to companies to promote opportunities available and to welcome more women into the industry.
Jessica Munn,
BDM at Thomas Vale Construction
As a woman in construction, my day to day experience of working life is far from the bleak picture of repression so often painted. Yes, construction is definitely a male orientated industry, but I have found it to be an exciting, challenging and accepting place to build a career.
I appreciate my good fortune. I work for a pro active company committed to developing its employees regardless of gender. Across the industry I have no doubt that there are barriers that need to be broken down and old fashioned attitudes that need to be changed. But I believe that it’s not about taking on a quota of women to tick a box on an equal opportunities form, it’s about employing the best skilled people to do the job.
As long as there is a ‘women in construction’ agenda, there will always be a sense that the industry is employing women out of duty or obligation, a fact that undermines the genuine ability of those women already in the industry and future generations hoping to take up a role.
I suggest that we move on and concentrate on engaging with the female demographic, demonstrating the excellent career opportunities that are available in construction and dispelling old fashioned and unfounded myths about ‘jobs for the boys’.
Chrissi McCarthy,
Bespoke Consultants
I now work in consultancy but when I was on site I worked as a setting out engineer and then progressed into site management.
Since starting my business I have met with and influenced several leading figures in construction. I have also represented construction in the House of Lords, written articles for trade magazines and appeared on television. I hope to encourage the industry to improve its gender and minority representation which in turn will increase levels of professionalism, image and skills.
I am hopeful that the future for women in construction will improve but in order to do so organisations, education providers, public authorities and individuals must all take responsibility and work together. There are some big issues that need to be addressed and if we can work together we will all benefit. It is important to understand that this is an issue that effects the whole industry, bright young men are also choosing not to pursue construction as it as seen as too macho.
For women new to industry I would offer the following advice, Make sure you build a good support network of women in industry, Try and stay positive and treat everyone as an individual, If you can get a mentor take advantage of the additional training on offer through positive action
There is a lot organisations can do to improve the gender representation, firstly they should decide why they want to improve gender diversity, and there are many reasons I prefer the business model – more public sector business, ability to mirror clients needs, more ideas, greater productivity & Profits.
Secondly, look at your current position. How are you represented now, break this down into areas. For example it’s of little use to have 40% of your workforce female if they are in all the low skilled roles.
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