Supporting Women in Early Careers in the Built Environment
A Key to Long-Term Retention, Upskilling and the Talent Supply Shortage.
The built environment sector, encompassing industries like construction, engineering, transport, planning and surveying, has long been male-dominated. However, this landscape is slowly changing, with more women entering the field. Despite progress, retention of women in these traditionally male-dominated sectors remains a challenge. Supporting women in their early careers is crucial not only for their personal development but also for fostering a more inclusive and sustainable industry.
Engaging and supporting women in their early careers leads to greater retention, helping to diversify the sector and address key skills shortages. Here’s why focusing on these initiatives is essential and how businesses in the UK can take steps to encourage more women to stay in the industry.
The Gender Imbalance in the Built Environment
Historically, women have been underrepresented in the built environment sector. According to a 2021 report from the Office for National Statistics (ONS), women made up only 14% of the construction workforce in the UK. This figure is even lower for roles on-site, with women primarily working in office-based or support functions. For sectors like engineering and surveying, similar disparities exist.
While these statistics highlight the gender imbalance, they also show a significant opportunity for growth. As more women graduate with qualifications in architecture, engineering, and construction management, employers have the chance to cultivate a more diverse talent pool. However, attracting women is just the first step. Retaining them is where long-term change occurs.
Why Support Matters in the Early Career Stage
For women in male-dominated sectors, early career support is a vital part of ensuring their success and long-term retention. The initial years in any career are challenging, but women in the built environment face additional, unique barriers that can hinder their progression. These obstacles include unconscious bias, a lack of visible female role models, exclusion from key networks, and workplace cultures that may not be fully inclusive. If left unaddressed, these challenges can lead to frustration, disengagement, and ultimately, higher turnover among women.
Gender-specific challenges also play a role. Issues such as a lack of adequate maternity leave policies, inflexible working hours, or the assumption that women will eventually leave the workforce for family reasons can further alienate women in the early stages of their careers. According to a 2021 survey by The Construction Industry Council (CIC), 72% of women reported experiencing barriers related to gender in their careers, with issues like work-life balance and inflexible hours being common concerns. Without flexible work options or supportive policies, women may feel forced to leave the sector entirely.
Addressing these issues early on is essential. Initiatives like mentoring can provide women with guidance, while training on unconscious bias can help shift attitudes across the workforce. Fostering a culture of inclusion, where women are given equal access to opportunities, are valued for their contributions, and are encouraged to advance can reduce barriers. By providing targeted support during the critical early stages of their careers, employers can help women overcome these challenges, leading to higher retention and a more diverse, inclusive workforce.
The Business Case for Supporting Women
Supporting women in the built environment isn’t just the right thing to do, it makes business sense. The sector is currently grappling with a significant skills shortage, particularly in areas like engineering, surveying, construction management, and project planning. According to the Construction Industry Training Board (CITB), the UK will need an additional 225,000 workers by 2027 to meet infrastructure demands. This shortage presents a unique opportunity to address the underrepresentation of women, who remain an untapped resource in many areas of the sector.
How Employers Can Support Women
Employers can take several concrete steps to support women in their early careers and ensure they stay in the industry:
Mentorship and Sponsorship: Pairing early-career women with experienced mentors or sponsors can provide valuable guidance, networking opportunities, and career advice. Mentorship programmes are especially effective in industries where women may lack role models.
Flexible Working Arrangements: A 2023 report by HiBob found that 58% of women deemed flexible work schedules as a crucial factor. Offering flexible hours or remote working options can help women balance their careers with personal responsibilities, improving job satisfaction and retention.
Challenging Unconscious Bias: Training on unconscious bias can help create a more inclusive workplace. Ensuring that women are considered for promotions and leadership roles based on merit rather than stereotypes is crucial for their advancement.
Fostering an Inclusive Culture: Creating a workplace culture where women feel valued and heard is essential. This includes promoting diversity at all levels, celebrating achievements, and addressing any instances of discrimination or bias promptly.
How can we help?
Carrington West works actively supports clients in enhancing their Equity, Diversity, and Inclusion (ED&I) strategy throughout the hiring process. By embedding ED&I principles into every recruitment stage, we ensure that job adverts are inclusive and accessible, removing potential barriers to entry for underrepresented groups. We promote bias-free recruitment by providing training to hiring managers and offering advice on creating gender-neutral job descriptions and inclusive interview panels. Additionally, they monitor the diversity of candidate pools and work closely with clients to align recruitment strategies with broader ED&I goals.
Once you have women professionals on your team, we are keen to connect hiring organisations with the right partners that can help move your business forward through training and mentoring programmes, or support you with some of the challenges mentioned in this example.
One such example is Trellis Collective. Trellis Collective is dedicated to helping organisations retain and develop early career women in male-dominated industries. Their services focus on addressing the unique challenges faced by women in the first five years of their careers. Through professional development programmes and leadership training for managers, Trellis Collective equips women with the skills to succeed and advance, fostering gender equality in the workplace. Trusted by companies across Australia, and now available in the UK, Trellis Collective helps businesses create a supportive culture that nurtures long-term female leadership potential.
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