Research shows that promoting women in male-dominated industries like engineering and construction is most effective when companies implement inclusive policies that benefit everyone without alienating men. Several strategies have proven successful:
1. Work-Life Balance:
One of the biggest barriers to women entering these fields is the demanding work schedules, often seen as incompatible with family life. Companies that offer flexible work hours, paid parental leave, and better maternity benefits attract more women and improve retention rates. These policies appeal to men as well, creating a more family-friendly environment overall, which can lead to increased job satisfaction for all employees.
2. Challenging Stereotypes:
Many women avoid male-dominated industries due to persistent stereotypes about physical strength and long, gruelling hours. To counteract this, companies are increasingly highlighting how technology and problem-solving skills are central to modern roles in industries like engineering and construction, making them more appealing to both genders. Shifting the narrative in recruitment materials to focus on how these jobs help society can make the roles more attractive to women.
3. Mentoring and Development:
Women in these fields often struggle with a lack of networking and mentoring opportunities, which are critical for career advancement. Companies that create mentorship programs and offer career development training not only help women progress but also build stronger support systems within the organization. This helps women thrive without creating divisions between male and female employees.
4. Inclusive Culture:
Lastly, reducing the occurrence of workplace harassment and promoting a positive work environment for everyone is essential. Businesses that actively address sexism, harassment, and discrimination foster an environment where women feel safer and more supported. Training men to become allies and creating transparent anti-discrimination policies benefit everyone in the organization
These approaches encourage a more balanced and inclusive workplace, benefiting both women and men, and promoting long-term retention and success in male-dominated industries.
What are U.K. Companies Doing to Promote Equality?
Several UK companies have made significant strides in promoting gender diversity within male-dominated industries like construction and engineering. These businesses have introduced initiatives to attract and retain women while fostering inclusive environments:
1. Morgan Sindall has more than doubled its female workforce in recent years, increasing representation to over 20%. They focus on creating an inclusive culture and ensuring career progression for women. The company has also emphasized the importance of tackling the gender pay gap and encouraging female mentorship.
2. Willmott Dixon, another leader in the UK construction sector, reported that 38% of its management trainee intake in 2017 were women. This company, along with others like Crossrail, has been part of a broader industry shift toward gender equality.
3. Thames Tideway set a goal of achieving gender parity by 2023, reflecting its commitment to promoting women across all levels of the organization.
These companies are part of a larger effort across the UK to challenge outdated industry norms, close the gender pay gap, and improve welfare facilities for women. Initiatives like Women into Construction and WISE also play a crucial role by connecting women with opportunities in these fields.
What more can be done?
Attracting women is just one piece of the puzzle—without addressing the environment and ensuring male colleagues are prepared for these changes, progress can be limited.
1. Beyond Attraction: Retention and Support
– Shift from Recruitment to Retention: Many companies focus heavily on recruiting women but fail to create supportive, inclusive environments that help them thrive and stay.
– Redefining Workplace Culture: Stress the importance of shifting workplace culture to ensure women aren’t just joining but also progressing and feeling valued.
2. Family-Friendly Policies and Flexibility
– Parent-Friendly Work Structures: Introduce policies like flexible working hours, hybrid or remote work options, and adaptable shift patterns that benefit not only women but all parents.
– Paid Parental Leave for All: Highlight the need for equitable parental leave policies, enabling both men and women to balance career and family.
– Normalizing Flexibility for Everyone: Discuss how flexible work options should be available to everyone—not just parents—so that choosing flexibility doesn’t come with career penalties or judgment.
3. Preparing Men for Change
– Training and Awareness: Implement workshops or training for men on gender equality, unconscious bias, and the role they play in creating a more inclusive environment.
– Promoting Shared Responsibilities: Encourage men to advocate for shared domestic responsibilities and to take advantage of family-friendly policies like paternity leave, which helps balance gender expectations.
– Male Champions for Change: Support male allyship programs where male leaders mentor women, sponsor their career growth, and actively challenge biases in the workplace.
4. Leadership Buy-In and Accountability
– Setting the Tone from the Top: Leaders should champion gender equity through policies and actions, ensuring that diversity goals aren’t just a box-ticking exercise but a core part of the company’s mission.
– Measuring Success: Companies need to track the effectiveness of gender-balance initiatives, including the success of retention efforts, promotion rates of women, and the utilization of family-friendly policies by both men and women.
5. Building a Holistic Environment
– Inclusive Decision-Making: Ensure that decisions around work policies (e.g., shift patterns or flexible working) include input from both men and women across different levels.
– Peer Support Networks: Develop internal groups or mentoring programs to support employees transitioning to parenthood or balancing family life with career growth.
By addressing these areas, the blog can provide actionable insights for companies serious about fostering long-term gender balance, not just at the recruitment stage but throughout the entire employee lifecycle.
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