In 2018, we published an article called “Is construction the last challenge in the battle for gender equality in the workplace?”. The purpose of this article was to discuss how far the industry had come up until that point, and what it needed to continue improving upon.
In 2025, we want to revisit that topic and take a look to see how things have (or haven’t) changed.
In this article, we’ll be talking about the positive changes, the persistent challenges, and the path forward for achieving gender equality in construction.
So, how are things going?
The good news is that the UK construction industry has witnessed a gradual increase in female workers across various roles, from skilled trades to managerial positions. This progress can be attributed to a range of factors, including industry-wide initiatives, technological advancements, and a growing recognition of the benefits of diversity.
However, that’s not to say that significant hurdles don’t still remain, hindering the possibility of true gender equality in construction.
But let’s focus on the positives first:
Increased female representation:
In 2018, we reported that women made up 14% of the industry as a whole, with the predicted growth that women would make up a quarter of the industry by 2020.
Reports from the Office for National Statistics (ONS) show that currently 15% of professionals in the UK construction industry are women. This shows a steady, albeit slow, increase in the percentage of women employed in UK construction, but there is definitely more we could be doing to kickstart this growth.
Initiatives such as “Women into Construction” and targeted apprenticeship programmes have played a vital role in attracting and training women for roles in the sector. These programmes provide essential skills, support networks, and pathways to career advancement.
The visibility of women on construction sites has also increased, with more women operating heavy plant, managing projects, and leading teams. This increased presence challenges traditional stereotypes and demonstrates that women can excel in all aspects of construction.
Office based roles have also seen growth, with more women in design, quantity surveying, and project management positions.
Technological advancements:
The adoption of Building Information Modelling (BIM), virtual reality (VR), augmented reality (AR), and other digital technologies has created new roles that emphasise technical skills. This has opened doors for women in areas such as design, project management, and data analysis.
VR and AR are increasingly used for site planning, safety training, and project visualisation, making the industry more accessible to everyone. Robotics and automation are transforming construction processes, reducing the need for physically demanding tasks and creating opportunities for skilled technicians.
The growth of off-site manufacturing, and modular construction is providing more factory based jobs.
Cultural shifts and inclusivity:
Many UK construction companies have implemented diversity and inclusion policies, providing training on unconscious bias, promoting respectful workplace cultures, and establishing clear guidelines for addressing discrimination and harassment.
Mentorship programmes and support networks, such as those offered by the National Association of Women in Construction (NAWIC), have become more prevalent, providing women with guidance, support, and professional development opportunities.
Companies are starting to understand how diverse teams improve results. Flexible working, and improved maternity and paternity leave packages are also slowly becoming more common place.
However, significant challenges persist, hindering the full realisation of gender equality:
Gender pay gap:
Despite progress, pay disparities remain a significant issue.
Reports consistently demonstrate that women in UK construction still earn, on average, less than their male counterparts for equivalent work. According to information from the Trades Union Congress (TUC), the gender pay gap means that women effectively “work for free” for a portion of the year compared to men.
This pay gap not only discourages women from pursuing long-term careers in construction, but also perpetuates systemic inequalities.
Cultural barriers and bias:
Deep-seated stereotypes and unconscious biases continue to create obstacles for women in UK construction. They may experience discrimination, exclusion, or a lack of respect in male-dominated environments.
The “old boys’ network” mentality and traditional gender roles still prevail in some corners of the industry, creating barriers to women’s advancement.
Retention and career progression:
Retaining women in UK construction remains a significant challenge. Factors such as limited career advancement opportunities, inadequate support, and work-life balance issues contribute to attrition.
Childcare responsibilities and a lack of flexible work arrangements often disproportionately affect women, making it difficult to balance work and family life.
Underrepresentation in leadership:
While there are more women working in the UK construction industry, they are still significantly underrepresented in senior leadership positions. According to Randstad, 38% of female construction workers have never had a female manager.
The “glass ceiling” continues to impede women’s progress, preventing them from reaching their full potential.
So, what can we do better?
Gender equality is not only a matter of fairness but also a key driver of innovation, productivity, and success. To further advance gender equality in UK construction, we need to advocate for:
Early engagement and education:
We need to encourage girls and young women to explore careers in construction through school outreach programmes, apprenticeships, and work experience opportunities. Promote STEM education and challenging gender stereotypes from an early age.
Cultivating inclusive workplaces:
We need to implement robust diversity and inclusion policies, provide ongoing training on unconscious bias, and create safe and supportive work environments where everyone feels valued and respected. Establish clear reporting mechanisms for discrimination and harassment and ensure that complaints are handled promptly and fairly.
Ensuring equitable opportunities:
We need to address the gender pay gap, provide transparent career advancement pathways, and offer flexible work arrangements and comprehensive support systems. Conduct regular pay equity audits to identify and address any disparities.
Championing female leadership:
We need to recognise and celebrate the achievements of women in construction, providing leadership development programmes, and mentorship opportunities. Create networking opportunities and support groups for women in the industry.
Continued industry-wide change:
The UK construction industry must continue to adapt its culture, policies, and practices to create a more inclusive and equitable environment for all. Change must come from the top down, with leaders demonstrating a commitment to diversity and inclusion.
Organisations in support of women in construction
This kind of change doesn’t happen overnight, but its progress is boosted by the efforts of some fantastic organisations across the world. Here are 5 UK organisations that actively support and empower women in the construction industry:
- National Association of Women in Construction (NAWIC) UK: NAWIC UK is a network that supports women working in all sectors of the built environment. They provide opportunities for networking, professional development, and advocacy.
- Construction Industry Training Board (CITB): While not exclusively focused on women, the CITB has initiatives and programmes aimed at promoting diversity and inclusion in construction, including efforts to encourage more women to enter the sector. They provide training and resources that can be beneficial to women pursuing careers in construction.
- Build UK: Build UK represents major contractors in the UK construction industry. They are increasingly focused on improving diversity and inclusion within their member organisations, which includes promoting opportunities for women.
- Trades Union Congress (TUC): The TUC, whilst representing all trades, actively campaign for equality within all work places, and therefore help women in construction by campaigning for equal pay, and better working conditions. They also provide legal advice.
If you’d like to learn more about any of these organisations, please visit their websites for more information.
Conclusion:
In revisiting the question of gender equality within UK construction, it’s clear that while the industry has made strides since 2018, the journey towards true equality remains ongoing.
To truly dismantle the remaining barriers, we need to continue to promote diverse workplaces, provide opportunities for all, and push back against harmful stereotypes and outdated mindsets.
Only through sustained commitment and collaborative effort can the UK construction industry build a future where gender equality is not just an aspiration, but a reality.
But what are your thoughts? If you’d like to get involved in the conversation, please share this article on social media and tag our company LinkedIn page.
Brought in to help take the business to the next level! His role is to improve lead generation and customer satisfaction from over 7,000 registered clients. Jim loves interacting with potential and existing clients and has a wealth of marketing and sales experience through his previous roles at O2, the RAC and TalkTalk. Jim holds a BA (Hons) Business Studies degree majoring in Marketing. A season ticket holder at Liverpool FC and a keen golfer, Jim also loves the gym!