(Tough) Love Letter to Construction

Editor’s Note: This article was originally published by the author on her LinkedIn page. With permission, it has been edited for length for the MOXY platform. Click here to read the full article.

For new women on the construction scene, a skills shortage makes for opportunity, and funded programmes to attract women to industry have been rolling out steadily. Something else is occurring though. A wave of time-served workers are experiencing a quiet burnout. According to Mckinsey, burnout rates are high regardless of gender, but female leaders are burning out at a rate of 42%.

Photo by Pauline Langmead

Over the past few years, across a spectrum of construction businesses and roles, women have divulged to me that they are running out of steam. Some have left. Some barely hang in there. Some are still committed and optimistic. This is happening nationally and internationally. And despite seeing progress, change is still in its early stages, and we’re barely feeling the benefit. Many have uttered word for word, “the fuel tank is getting low.”

I relate. Because, while these women confided in me, the reality was that I was starting to feel similar. I have been a part of the construction industry for 18 years now; 12 on the tools with the last six working to see an increase in women entering and staying in our industry.

Maybe the following is not news to you. Maybe you relate… or disagree. But please listen. There are some very simple messages here that will assist employers in their approach to “getting the work done” and retaining women in construction industry roles.

From the pioneers

Decades ago, we started moving the dial because nothing was being done for women in our industry at the time. Working class women were stuck in “pink collar” roles and actively discouraged or prevented from taking up well paid construction jobs with career progression. Since then, we've accomplished a lot with a little, forged relationships and allyships, and elevated our sisters into financial independence. We are grateful for those who have recognised the importance of our work and stepped up to strengthen the movement. Of course, our cause has also regularly been met with resistance from many corners.

When it comes to helping us, keep a couple of things in mind. We've heard plenty of “you know what you should do”, ignoring our collective work to date (Sometimes from those that tried to stop us in the first place). Be assured that as activists and advocates, we are incredibly keen to collaborate - it's what we've always tried to do. Just remember that unsolicited advice can be as draining as unsolicited anything else! Please give it when you are sure we haven't already considered that idea and trialed or attempted it. Our comprehension is deep. We are clear about our needs.

We definitely want to talk. And we should be your first point of authority to refer to when developing your plans. So instead of telling us what we should do, launch with, “How can I help?” Then let's find a place to work together.

From future industry women

Do not act in desperation to hit targets to get women into industry roles. There is a pressure on construction now to get gender diversity up to scratch, but be mindful of past mistakes.

Programs and initiatives that indiscriminately funnel women into site roles, without a discerning process, sets us up to fail. It is an injustice to both our career development and confidence, and damages the developing work on site culture change.

Don't rush - even if you must do something quickly. Have faith and move steadily. Breathe and listen. Notice what's important to workers more generally in 2023. Fine tune your offerings. Employers of choice are appreciated for their actions toward employee wellbeing. Diversity, equity and inclusion is hugely valued. Remember that the industry, broadly speaking, has only uniformly agreed in very recent years to make an effort to diversify its worker pool. So think about your communication and think creatively. How many different ways have you truly tried to engage women?

From the trailblazers

More women are forging their path through the gates of industry and into leadership roles. They are successful by most metrics and often the poster figures for diversity in construction. The awards and applause are well deserved, but guaranteed, the workload is enormous. They are always asked to represent company women at events. They will always be asked to support other women (they tend to do so with heart and soul) and ironically, they are frequently asked to give back by the rest of the community.

As the demand for you to put weight behind your diversity commitments increases, dear God, do not automatically assume these women have the time and energy to do more.

This work is no longer just women's work. Everybody benefits from it. Now is the time to consider how to assist and carry some of the load for these women — allow them to lead in whatever way they choose. Support them so that they can deservingly invest creative energy toward their careers and personal lives. If you don't have the time to help, invest in hiring the resources to do so. Research revealed some time ago that investing in diversity and inclusion is profitable after all.

To industry leaders currently tackling the blocks

For our industry leaders shooting for the biggest state projects currently, meeting the requirements of the new Building Equality Policy can seem overwhelming. Creating your first Gender Equality Action Plan itself is a significant piece of work. But the collaborative process that occurs between departments and regions can easily be stimulating and rewarding.

Approach the gender equity and equality issues in your business with the same level of tenacity and creativity as any other industry challenge you face. Through this work, gain a deeper understanding of what your business strengths and needs are. Realise that some things are more achievable than you would have first imagined.

Most recently, I had the pleasure to work with Multiplex in Melbourne, as they formulated plans in line with the new Building Equality Policy. I saw departments work together generously, with a shared vision, a goal for everyone to feel valued and respected, and with an understanding that there is much to be learned. Those involved in the process are now further empowered to support and lead the business toward diversity success. I witnessed this occurring from the top down as well as the other way around.

Lead by listening first

Use what you hear to grow your teams further. Most employee needs can be categorised under “security, stimulation, safety and support,” whether that's financial, professional or social.

…Anyone who knows me, knows that I love this industry. I don’t see it as masculine work…or brutal…heavy…or dirty. I find it beautiful and inspiring, and it has a piece of my heart. But babe, it’s a two-way street.

No more ticking boxes. We are looking for something real in 2023.

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Resource: 2022 McKinsey Report “Women in the Workplace”

About the Author: Jen Kelly is a gender equity strategist based in Naarm/Melbourne, Australia. She is a former rope access technician and founder of Women In Trades Network Ireland. Follow her on LinkedIn here.