Construction and related heavy-equipment fields have been historically male-dominated.

Recent reporting notes more women are breaking into construction and manual industries and challenging those stereotypes.

Georgia Harper is a 22-year-old trainee site engineer at Caddick Construction who works on site four days a week and seeks to inspire more women into construction.

Harper says her apprenticeship provided hands-on experience, training courses, and improved career and financial prospects.

Women still face on-site surprise, stereotyping, cold or arduous conditions, and a lack of older female role models.

Analyses identify causes such as entrenched gender stereotypes, limited access to education and training, and conflicting domestic responsibilities.

Sectors beyond construction, like waste management and automotive, are also seeing women take on machinery and leadership roles.

Recommended supports for women include apprenticeships, mentorship, visible role models, inclusive hiring and targeted training or recruitment programmes.

Some policy changes have explicitly expanded technical and maritime roles open to women, for example allowing women to work as aviation mechanics and as bosuns and skippers.

The documents show a growing shift toward greater gender equality in construction and related industries, but they do not include specific case studies of women crane operators; women can excel by pursuing apprenticeships, training, mentorship, and supportive workplace policies.

Construction and related heavy-equipment fields have been historically male-dominated.

Title:

Content: Women severely underrepresented in construction, but that’s changing

What you need to know:

  • In nearly every construction site I encounter, the workforce is overwhelmingly male.
  • The term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

Across the country, construction sites are a hive of activity, with the government’s ambitious affordable housing project leading the charge. Whenever I pass through these bustling sites, I can’t help but notice the workers clad in overalls, their faces dusted with cement powder as they push wheelbarrows brimming with mortar. Amidst this flurry of activity, one figure stands out – the foreman, barking instructions and overseeing the skilled artisans, or fundis, as they are commonly known.

Interestingly, in nearly every construction site I encounter, the workforce is overwhelmingly male. Rarely do I spot a woman among the fundis, save for the occasional food vendor. Historically, the construction industry has been a predominantly male bastion, a fact reflected in the terminology we use – the term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

While the underrepresentation of women in this field is a global issue, the challenges faced by women in this industry are particularly pronounced in Africa. This gender imbalance reflects a deeper, systemic issue within the construction sector. For too long, this industry has been perceived as a ‘man’s playground’, with women often relegated to peripheral roles or excluded entirely. The reasons for this disparity are multifaceted, ranging from societal norms and gender stereotypes, to a lack of equal opportunities and support systems for women seeking careers in this field.

Limited access to education and training opportunities, particularly in Stem fields, hinders women’s preparedness for technical roles. Furthermore, societal expectations and domestic responsibilities frequently clash with the demanding nature of construction work, making it difficult for women to balance their professional and personal lives. This gender imbalance not only perpetuates inequality but also deprives the industry of the valuable contributions and perspectives that women can bring to the table. However, times are changing, and more women are breaking into the industry, driven by their passion, determination, and desire to contribute to community development. Despite obstacles such as teenage pregnancies, early marriages, and societal pressures, many carved out their place in this male-dominated field.

Their stories are a testament to the power of perseverance and an unwavering commitment to pursuing their dreams. From the high school dropout who found her calling on a construction site, to the young mother who juggled parenting responsibilities while mastering the art of bricklaying, these women have shattered stereotypes and proved that no challenge is too great when met with an indomitable spirit. Through their journeys, they have not only acquired valuable skills and experience but have also become beacons of inspiration for others.

This week, we celebrate these trailblazers, exploring their unique paths and the lessons they have learned along the way. Their stories offer a candid glimpse into the challenges and triumphs that have shaped their lives, from navigating male-dominated workplaces to balancing family responsibilities with demanding careers. As we strive to create a more inclusive and equitable society, it is imperative that we challenge the deeply ingrained biases and stereotypes that have traditionally kept women on the sidelines of the construction industry.

The government can play a pivotal role by implementing initiatives that support and empower women in this field, including investing in educational programmes, vocational training, mentorship opportunities, and inclusive policies that promote gender equality and non-discrimination. This way, we can empower a new generation of women to take their rightful place alongside their male counterparts, ushering in an era of diversity and excellence in this vital sector.

Empowering women in the construction industry can have far-reaching benefits, contributing to the overall advancement of gender equality and sustainable development in the country.

Recent reporting notes more women are breaking into construction and manual industries and challenging those stereotypes.

Title:

Content: Women Breaking Barriers in Waste Management

A quiet but significant revolution is underway in the gritty world of skip hire and waste management, where heavy machinery and hard hats have long been synonymous with the male workforce. Women are securing roles traditionally dominated by men, reshaping the landscape of the waste management industry.

Gender diversity in waste management industries like skip-hire has long been a challenge. Data has shed light on the underrepresentation of women in specialist roles and, industry surveys report that women constitute only 24% of the total waste management workforce in the US.

Historically, we can trace the reason for this gap back to several factors. One significant reason has been the physical nature of the work, often involving heavy lifting, manual labour, and the operation of machinery. These physical demands led to misconceptions that the field was better suited for men. Gender stereotypes have played a significant role, perpetuating the idea that women do not have the necessary skills or interest in waste management.

The United Nations Environment Program (UNEP) has invested extensively in research on the role of gender in waste management. They have deemed it critical to recognise the importance of promoting gender diversity in traditionally male-dominated fields such as skip hire, from gender diversity bringing a wealth of benefits such as providing diverse perspectives to addressing labour shortages that the industry faces.

However, the benefits of promoting gender diversity in the waste management sector aren’t exclusive to women; they extend to their employers as well. According to a recent report by FP Analytics, “Women as Levers of Change,”, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts. These include heightened competitiveness, increased profitability, and a stronger commitment to environmental responsibility.

Women Breaking Barriers in Waste Management

As attitudes shift towards viewing “waste as a resource”, and the industry pivots away from landfilling towards waste prevention and circular economy principles, more women are discovering the sector as an appealing career choice. From skip truck drivers navigating city streets with finesse to women managing recycling, waste management and skip-hire companies and advocating for diversity, their contributions are reshaping the industry’s future.

Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company (PMC) exemplifies a woman taking a leadership role in the waste management sector. PMC, a state-of-the-art processing plant situated in Delfzijl, the Netherlands, specialises in recycling hazardous steel scrap into premium raw material:

“The idea to recycle asbestos-contaminated steel was born 10 years ago.” Overcoming countless obstacles, including securing €70 million in funding and hiring 30 employees, PMC has finally reached fruition. “It was a long journey, with some saying it was impossible, but we stayed strong and built a solid business case.”

Another example of women leading the way in waste management is Maria Willshee, a founding Director of Willshees, a Midlands-based waste and recycling business. Recognised as a Top 200 UK women-powered business by global private bank J. P. Morgan, Willshee’s secured the 59th position in its annual UK Women-Powered Business Report.

And recognised in last year’s list were sisters Heather Gould and Hilary Hart, principal owners of waste management specialist CSG. Based in Fareham, their four daughters also work as part of the business, while half of its eight directors are women.

Women like Nathalie van de Poel,  Maria Willshee, Heather Gould and Hilary Hart aren’t only contributing to recycling and waste management at the highest level; they are also making a difference at the community level. In 2018, the International Solid Waste Association (ISWA) embarked on a groundbreaking global survey targeting women working within the waste sector. For the first time, this unique endeavour asked women to classify their work using Ad Lansink’s waste hierarchy, often referred to as “Lansink’s Ladder.” The findings from 73 countries revealed that 51.6% of respondents were engaged in waste prevention, reuse/repair, and recycling. Highlighting the substantial role that women play as managers of household waste, their critical contributions form the backbone of responsible waste management and have a lasting impact on environmental sustainability and community well-being.

But how can we encourage more women into the industry as a whole? According to Skip Hire Glasgow specialist James David, fostering inclusivity in hiring practices is a good starting place.

Waste management and skip-hire companies can proactively embrace strategies to foster inclusivity in their hiring practices, by first recognising the importance of a diverse workforce. One such approach is reevaluating traditional hiring processes to be more inclusive. This includes rewriting job descriptions to emphasise skills and qualifications over gender or background, ensuring job postings reach a broader audience through diverse channels, and actively seeking out untapped talent pools. Skip hire companies that prioritise diversity not only bolster their internal culture but also project a positive image to the public and potential clients, positioning themselves as socially responsible and equality-driven businesses.

Partnerships with vocational schools and community organisations can play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in waste management and skip hire for example. And this fresh approach, says James David of JustHire, is precisely what the industry needs:

“Inclusivity in hiring practices is not just a moral imperative but also a strategic advantage that propels the skip hire industry forward. We should celebrate the women who are paving the way for a more inclusive, equitable, and diverse industry, for their inspiration and resilience. The further potential for women in waste management and skip hire is promising, and inclusive business practice and a heightened awareness of the positive impacts of gender equality on companies all present a win-win scenario.”

Companies that think creatively about investing in recruitment programs will ultimately benefit the most. By intentionally attracting a more diverse range of candidates, including more women, they can help transform the landscape of the waste management industry for the better.

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How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

Georgia Harper is a 22-year-old trainee site engineer at Caddick Construction who works on site four days a week and seeks to inspire more women into construction.

Title:

Content: Jump directly to the content
NAILING IT

I’m a female builder – people are always shocked when I turn up on site, especially when I have my lashes and nails done

WHEN they first meet her, people are often surprised by construction worker Georgia Harper's choice of career.

Come rain or shine, the 22-year-old can be found on muddy building sites four days a week, working in a still predominantly male-dominated environment.

For Georgia though - who works as a trainee site engineer for Caddick Construction - it's the best job in the world, and all she's ever wanted to do.

Now, she's determined to break down old, outdated stereotypes that come with the building industry, and inspire more women to pursue a career in construction.

However she does admit people are still often quite surprised when she tells them what she does, and when she turns up to sites.

She says: "People always ask 'Why would you want to do that? It's dirty and cold'.

"I like to have my nails and eyelashes done from time to time, so when people meet me, ‘a woman in construction’, it's not always what they expect.

"I always have a laugh on site when anybody asks for the engineer and I turn up, as they’re usually quite surprised!"

'It's in my blood'

Even as a child, Georgia knew she wanted to go into the building industry.

She says: "When I was a young girl at primary school, I would often ask my dad if I could go to work with him delivering materials to building sites.

"It was here really that my early passions for construction were set alight.

"I loved to see all the different jobs going on around me, bringing such a huge build to life.

"I’d just think to myself, “this is amazing!”

"It’s also worth mentioning that my grandfather was a building surveyor, so it’s definitely in my blood!

"I’ve always wanted to be a site manager so becoming an apprentice engineer on site was the perfect foot in the door; I was getting some real hands-on experience."

'I'm on site four days a week'

Georgia's passion for construction carried through after she left school, and she pursued it professionally.

She says: "After college, I was encouraged into a university course, in urban studies and planning that didn’t quite suit my learning style.

"I soon left the course to pursue a more hands-on route into the industry and found the perfect apprenticeship with Caddick.

"Now, I’m on construction sites four days a week, with just one day at a desk at college.

"Caddick has given me so many training opportunities in the short time I’ve been with them and I’ve already got a lot of courses under my belt from first aid to fire marshalling.

"Before I secured my apprenticeship, I did get in touch with my local planning department and a local architecture firm where I was able to do some work experience, which was brilliant."

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

She says: "I love what I do so much and I just can’t believe that I’ve found myself in this industry.

"A lot of what I do is groundwork for big building projects, so it’s really rewarding to know that none of the final build would be possible without those foundations.

"I’m so proud everyday to do what I do, especially in a male dominated environment.

"Inspiring other women to get into it is definitely something I love doing.

"One thing I hadn’t anticipated when taking up a trade, was the diversity of each working day and the amount of amazing people you meet.

"We have new tradespeople on site everyday so you’re constantly interacting with a whole range of new people."

'There are drawbacks'

However, Georgia admits it can be challenging at times working in such a male-dominated environment.

She says: "Being a young woman in construction doesn’t come without its drawbacks.

"There aren’t always older female role models on site and not having somebody to relate to can be challenging.

"That’s why it’s really important to me to help drive change regarding the industry’s demographic.

"It can also be very arduous in the winter when it’s dark and cold, but in summer when the sun’s out, it’s the best job in the world!

"I love the guys that I work with, we have a great team on site, but I would love for more and more women to step into site roles in construction.

"You often find that women in the industry lean towards office-based roles, whether that’s design and architecture or administration but women are perfect for this job.

"With my work at Caddick, I’ve been invited into schools and colleges to speak to the students about what it is we do.

"When I was studying, I was one of three girls on my course.

"Now, there’s more of a 50/50 split in those classrooms, and it’s so great to see the next wave of women in construction coming through."

Climbing the career ladder

For career-focused Georgia, the only way is up from here.

She says: "Having an apprenticeship definitely has a positive impact on your financial prospects.

"Because I've got real life experience that my university counterparts don’t necessarily have, it just gives you an extra step up from entry level.

"From my role now as trainee site engineer there are loads of progression routes and the money definitely grows as you climb that ladder."

Topics

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

Harper says her apprenticeship provided hands-on experience, training courses, and improved career and financial prospects.

What are governments doing to promote and aid women in construction or maritime industries?

Women still face on-site surprise, stereotyping, cold or arduous conditions, and a lack of older female role models.

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

Analyses identify causes such as entrenched gender stereotypes, limited access to education and training, and conflicting domestic responsibilities.

Sectors beyond construction, like waste management and automotive, are also seeing women take on machinery and leadership roles.

Title:

Content: Women Professionals In The Automotive Industry

For the most part, the world of automotive careers remains dominated by men, but there are plenty of opportunities for women as well as reasons why the automotive field is a good place for women to be. Some sectors of the field are majority women, but even outside this range, cars could simply use more females in the garage, the saleroom floor and behind the wheel.

Dispatcher jobs are one of the few places currently dominated by women. Perhaps because switchboard and telephone operators have historically been women or because of a tendency for women to be pushed into social, customer service or people-focused jobs, its not uncommon for dispatcher courses to be full of women.

If women can dispatch vehicles, they can certainly drive them. There is no reason for truck driving or even sitting behind the wheel of a limo to be a male dominated field other than custom. Critics of females in roles like taxi driver point to the risks inherent in working at all hours with strangers, but women already do that in a plethora of jobs from healthcare to food service. Additionally, for women who worry about safety, a female cab driver may even be seen as a positive thing.

On the other hand, cars have increasingly, at least from an owners side, stopped being a male world. The majority of car owners are now women by a small margin, mostly necessitated by the fact that women as well as men work and require transportation. For many purposes male and female car needs are equivalent, though female car buyers favour smaller and more fuel efficient models.

One of the challenges faced by female car buyers is the occasionally accurate perception that they are not taken as seriously and with car prices being partially negotiable, face higher car prices than men. For women looking for an auto career this presents an easy opportunity to go into sales. Since the field is currently male dominated, female auto sales college grads can sell themselves as the more women friendly option to what will be over fifty percent of their client base.

Additionally, garages are starting to open up to women. Long labeled the bastion of he-man misogyny, no professional garage resembled the chauvinistic stereotype anymore. As with the sales floor, female car owners still need to get their cars serviced and sometimes feel like theyre not sure if they can trust their technician. Automotive mechanic training it open to anyone any you may even be able to get special grants for females in trades to help fund your education.

Regardless of what you pick, if youre a woman, theres never been a better time than now to enter the field.

Recommended supports for women include apprenticeships, mentorship, visible role models, inclusive hiring and targeted training or recruitment programmes.

Title:

Content: From education to employment

What I’ve Learned As A Woman In Tech

In this article, Franziska Ströbel discusses her first-hand experience as a woman in the technology industry. Franziska offers some advice for women looking to pursue a career in tech, and explores some of the challenges and issues related to gender which exist in the industry.

Over the last decade, a huge amount has been done to support young children in acquiring digital skills. Accessibility to high-quality STEM learning is constantly improving, supported by a hands-on approach to teaching. As for young women, things are gradually changing too. Schools, colleges and education ministers are working hard to chip away at stereotypes and increase opportunities for women.

Yet, while a large amount of emphasis is put on encouraging younger women to pursue a career in technology, less focus is being put on the reality of making it in the industry. Evidence of this can be found in reports that half of women in tech drop out by the age of 35. One of the issues related to this, is that sharing experiences and overcoming challenges is extremely tough when only a small proportion of people are in the same boat.

Navigating a career in technology is no mean feat either, and ensuring that there is an infrastructure that supports women and minorities is vital. With this in mind, here are my top-line experiences as a female engineer working in the technology industry.

There’s still a systemic problem with progression

As already highlighted, the challenge these days isn’t as much getting into tech as it is progressing past the junior and mid-levels. First it’s about getting to mid-level, then to senior and eventually to Director. It’s a recurring theme, and one that contributes to women dropping out of engineering entirely at some point along the way.

Interestingly, there is evidence that gender bias has a worrying part to play in the stunting of career growth. Studies have shown that women are judged more harshly in code reviews if the gender is known to the reviewer, however women’s code gets approved faster if our gender isn’t known. While it’s hard to measure, it’s important to raise awareness of the conscious and subconscious bias that influences performance analysis and reviews.

It can also be argued that expectations related to how women should behave in the workplace, contributes to women being held back from promotions. Generalisations that women are perhaps ‘quiet team players’, or kind and caregiver types, are assumptions that incertain industries detract from women being seen as professionals and leaders.

Women shouldn’t settle for less money

Remuneration is another area of contention when it comes to being a woman in tech. Increasingly, companies are being encouraged to be more transparent about wages. This means it is becoming easier to establish when you are being underpaid for a service or position. To this end, it is worth remembering that salaries are always negotiable. Of course, it takes courage and confidence to ask for what you want, but it is a necessity for anyone with ambition.

Doing research is a great way to strengthen your hand when going through the difficult conversations about pay. If possible, it’s worth establishing what male counterparts are typically earning. Success in the workplace is as much about being able to fund the process, as it is being able to do the work itself.
As you climb the ladder, the responsibility and stress of work naturally tends to rise. Over time, the impact of being financially undervalued becomes harder to ignore and ultimately can lead to throwing in the towel. Be honest with yourself, and if you don’t think you’re getting a reasonable deal then don’t be afraid to look elsewhere.

Failing with pride means taking it in your stride

Learning how to be an engineer is a challenging process. It takes time, dedication, and lots of mistakes. Overcoming failure is part and parcel of the job, the good thing is that mistakes help you know what to avoid in the future. Especially in the technology industry, it is always important to be resilient and keep things in perspective. Sometimes due to the pace of the job, it’s easy to forget the progress and success you’ve achieved. Imposter syndrome is another common demon, so it’s important to spend time with colleagues and friends that can give you advice and encouragement.

Digesting and applying feedback is also part of the learning curve. Generally, those who can separate themselves from the emotional aspect of feedback benefit the most from it. Of course, depending on what the feedback is, this can sometimes be easier said than done. However, it is certainly a good strategy to embrace feedback and see it as the stepping stone to your success.

Stay curious, be supportive of your fellow women in engineering and do your best to include and learn from them. Look for mentors that are either at your own level or slightly above. Lastly, make sure you give yourself a break. Things can get overwhelming when you’re starting out, and getting burnt out only exacerbates things. Practice taking time to reflect and focus on your health and wellbeing. Doing this will stand you in good stead for future challenges.

We need more role models, and fewer gender roles

It’s worth saying that working in technology is one of the most enjoyable and exciting careers you can imagine. Moreover, it’s a highly sought after sector with a constant demand for fresh talent. According to Microsoft, globally, there will be 149 million new jobs in data, software, AI and cyber by 2025. Alongside this, it is expected 5.8 million newly skilled graduates will qualify for these roles, of which 20% are expected to be women.

Of course, it would be great to see higher numbers of women anticipated for these roles, however progress is promising. Going forward, there is a huge opportunity to celebrate and promote the women and minorities that are given the chance to reach their potential. These stories will serve as inspiration for young women to take courses and pursue careers in technology.

When it comes to tackling gender roles, there is still a lot to do. Even today, stereotypes related to gender are ingrained in society. As for education, a lot of good work has been done to mitigate these attitudes, however students that choose STEM related courses still lean heavily towards males – with a 2021 analysis showing only 15% of girls selecting computer science.

Last but not least, there is a misconception that not being good at mathematics means that certain careers are out of reach for you. This was something I experienced first hand, growing up with learning difficulties made subjects like mathematics a real challenge. Gentle suggestions about taking up subjects more in line with a career in medicine and law were dropped into conversation.

School became a lot easier in my later teenage years, so much so that I eventually transferred to a Computer Engineering school. It was a real turning point. Ultimately, being able to keep an open mind and not disregard certain subjects entirely, was key to eventually pursuing computer science.

Ultimately, if we want more diversity, we have to be intentional about extending opportunities and make it a priority to actively empower marginalised people towards leadership positions.

By Franziska Ströbel, Engineering Manager at Babbel

Franziska Ströbel, is an Engineering Manager at Babbel. She joined in 2023, and has several years experience working as a mobile developer. Franziska is also a member of Babbel’s Femgineering Community of Practice, a women-centric community aimed at supporting and enhancing the role and reach of women in Babbel’s tech teams.

Recommend0 recommendationsPublished in Education, Employability, Work and leadership, Featured voices

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What are construction and maritime companies doing to promote and aid women in the field?

What are governments doing to promote and aid women in construction or maritime industries?

inclusive policies
vocational training
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What are construction and maritime companies doing to promote and aid women in the field?

What are governments doing to promote and aid women in construction or maritime industries?

inclusive policies
vocational training
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Some policy changes have explicitly expanded technical and maritime roles open to women, for example allowing women to work as aviation mechanics and as bosuns and skippers.

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

How has the gender balance in the construction and maritime industries changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

What are governments doing to promote and aid women in construction or maritime industries?

The documents show a growing shift toward greater gender equality in construction and related industries, but they do not include specific case studies of women crane operators; women can excel by pursuing apprenticeships, training, mentorship, and supportive workplace policies.


The construction industry has historically been overwhelmingly male, and language such as 'foreman' remains commonly used to describe site leadership.

Related heavy sectors also show strong underrepresentation of women; for example, women make up about 24% of the total U.S. waste management workforce.

Analyses and reporting identify several common barriers that have kept women from technical site roles, including gender stereotypes, limited access to education and training, and competing domestic expectations.

Contemporary coverage and case examples show these barriers being challenged in practice and more women moving into site-based and leadership roles.

Case study: Georgia Harper is a 22-year-old trainee site engineer at Caddick Construction who works on site four days a week.

She left a university course to pursue a hands-on apprenticeship and reports that her apprenticeship provided extensive training opportunities and a clear progression path.

She describes being one of only a few women on her course, now speaking to schools and colleges to inspire more women to enter construction site roles.

Reports recommend a mix of policy and employer actions to open technical roles to women, including government investment in education and vocational training, mentorship programs, and inclusive workplace policies.

Practitioner guidance for employers in related sectors emphasizes inclusive hiring practices, rewriting job descriptions to focus on skills, and building partnerships with vocational schools and community organisations.

Prominent examples in adjacent industries show women rising to leadership and ownership positions, demonstrating that women can lead complex technical and commercial operations.

Analysts report business benefits from promoting gender equality, including increased competitiveness and profitability.

In some national contexts regulators have removed formal barriers and allowed women into formerly restricted technical roles such as aviation mechanics, ship officers, train drivers, and heavy truck drivers.

Practical actions that help individual women succeed include pursuing apprenticeships and hands-on training, finding mentors, seeking workplace training, negotiating pay, and developing resilience and peer networks.

Visible role models who combine on-site professionalism with everyday personal choices help break stereotypes and reduce surprise when women appear in site roles.

Surveys of women in related sectors indicate that many female workers are already active in higher-value and sustainability-focused tasks such as waste prevention, reuse, and recycling.

Employers that proactively recruit, provide training pathways, and showcase female role models can both diversify their workforce and benefit from wider talent pools.

Women are increasingly entering and succeeding in traditionally male-dominated construction and related industries by using apprenticeships, training, mentorship, inclusive hiring, and supportive policies.

The construction industry has historically been overwhelmingly male, and language such as 'foreman' remains commonly used to describe site leadership.

Title:

Content: Women severely underrepresented in construction, but that’s changing

What you need to know:

  • In nearly every construction site I encounter, the workforce is overwhelmingly male.
  • The term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

Across the country, construction sites are a hive of activity, with the government’s ambitious affordable housing project leading the charge. Whenever I pass through these bustling sites, I can’t help but notice the workers clad in overalls, their faces dusted with cement powder as they push wheelbarrows brimming with mortar. Amidst this flurry of activity, one figure stands out – the foreman, barking instructions and overseeing the skilled artisans, or fundis, as they are commonly known.

Interestingly, in nearly every construction site I encounter, the workforce is overwhelmingly male. Rarely do I spot a woman among the fundis, save for the occasional food vendor. Historically, the construction industry has been a predominantly male bastion, a fact reflected in the terminology we use – the term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

While the underrepresentation of women in this field is a global issue, the challenges faced by women in this industry are particularly pronounced in Africa. This gender imbalance reflects a deeper, systemic issue within the construction sector. For too long, this industry has been perceived as a ‘man’s playground’, with women often relegated to peripheral roles or excluded entirely. The reasons for this disparity are multifaceted, ranging from societal norms and gender stereotypes, to a lack of equal opportunities and support systems for women seeking careers in this field.

Limited access to education and training opportunities, particularly in Stem fields, hinders women’s preparedness for technical roles. Furthermore, societal expectations and domestic responsibilities frequently clash with the demanding nature of construction work, making it difficult for women to balance their professional and personal lives. This gender imbalance not only perpetuates inequality but also deprives the industry of the valuable contributions and perspectives that women can bring to the table. However, times are changing, and more women are breaking into the industry, driven by their passion, determination, and desire to contribute to community development. Despite obstacles such as teenage pregnancies, early marriages, and societal pressures, many carved out their place in this male-dominated field.

Their stories are a testament to the power of perseverance and an unwavering commitment to pursuing their dreams. From the high school dropout who found her calling on a construction site, to the young mother who juggled parenting responsibilities while mastering the art of bricklaying, these women have shattered stereotypes and proved that no challenge is too great when met with an indomitable spirit. Through their journeys, they have not only acquired valuable skills and experience but have also become beacons of inspiration for others.

This week, we celebrate these trailblazers, exploring their unique paths and the lessons they have learned along the way. Their stories offer a candid glimpse into the challenges and triumphs that have shaped their lives, from navigating male-dominated workplaces to balancing family responsibilities with demanding careers. As we strive to create a more inclusive and equitable society, it is imperative that we challenge the deeply ingrained biases and stereotypes that have traditionally kept women on the sidelines of the construction industry.

The government can play a pivotal role by implementing initiatives that support and empower women in this field, including investing in educational programmes, vocational training, mentorship opportunities, and inclusive policies that promote gender equality and non-discrimination. This way, we can empower a new generation of women to take their rightful place alongside their male counterparts, ushering in an era of diversity and excellence in this vital sector.

Empowering women in the construction industry can have far-reaching benefits, contributing to the overall advancement of gender equality and sustainable development in the country.

What challenges do women in the construction and maritime  industries face?

Related heavy sectors also show strong underrepresentation of women; for example, women make up about 24% of the total U.S. waste management workforce.

Title:

Content: Women Breaking Barriers in Waste Management

A quiet but significant revolution is underway in the gritty world of skip hire and waste management, where heavy machinery and hard hats have long been synonymous with the male workforce. Women are securing roles traditionally dominated by men, reshaping the landscape of the waste management industry.

Gender diversity in waste management industries like skip-hire has long been a challenge. Data has shed light on the underrepresentation of women in specialist roles and, industry surveys report that women constitute only 24% of the total waste management workforce in the US.

Historically, we can trace the reason for this gap back to several factors. One significant reason has been the physical nature of the work, often involving heavy lifting, manual labour, and the operation of machinery. These physical demands led to misconceptions that the field was better suited for men. Gender stereotypes have played a significant role, perpetuating the idea that women do not have the necessary skills or interest in waste management.

The United Nations Environment Program (UNEP) has invested extensively in research on the role of gender in waste management. They have deemed it critical to recognise the importance of promoting gender diversity in traditionally male-dominated fields such as skip hire, from gender diversity bringing a wealth of benefits such as providing diverse perspectives to addressing labour shortages that the industry faces.

However, the benefits of promoting gender diversity in the waste management sector aren’t exclusive to women; they extend to their employers as well. According to a recent report by FP Analytics, “Women as Levers of Change,”, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts. These include heightened competitiveness, increased profitability, and a stronger commitment to environmental responsibility.

Women Breaking Barriers in Waste Management

As attitudes shift towards viewing “waste as a resource”, and the industry pivots away from landfilling towards waste prevention and circular economy principles, more women are discovering the sector as an appealing career choice. From skip truck drivers navigating city streets with finesse to women managing recycling, waste management and skip-hire companies and advocating for diversity, their contributions are reshaping the industry’s future.

Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company (PMC) exemplifies a woman taking a leadership role in the waste management sector. PMC, a state-of-the-art processing plant situated in Delfzijl, the Netherlands, specialises in recycling hazardous steel scrap into premium raw material:

“The idea to recycle asbestos-contaminated steel was born 10 years ago.” Overcoming countless obstacles, including securing €70 million in funding and hiring 30 employees, PMC has finally reached fruition. “It was a long journey, with some saying it was impossible, but we stayed strong and built a solid business case.”

Another example of women leading the way in waste management is Maria Willshee, a founding Director of Willshees, a Midlands-based waste and recycling business. Recognised as a Top 200 UK women-powered business by global private bank J. P. Morgan, Willshee’s secured the 59th position in its annual UK Women-Powered Business Report.

And recognised in last year’s list were sisters Heather Gould and Hilary Hart, principal owners of waste management specialist CSG. Based in Fareham, their four daughters also work as part of the business, while half of its eight directors are women.

Women like Nathalie van de Poel,  Maria Willshee, Heather Gould and Hilary Hart aren’t only contributing to recycling and waste management at the highest level; they are also making a difference at the community level. In 2018, the International Solid Waste Association (ISWA) embarked on a groundbreaking global survey targeting women working within the waste sector. For the first time, this unique endeavour asked women to classify their work using Ad Lansink’s waste hierarchy, often referred to as “Lansink’s Ladder.” The findings from 73 countries revealed that 51.6% of respondents were engaged in waste prevention, reuse/repair, and recycling. Highlighting the substantial role that women play as managers of household waste, their critical contributions form the backbone of responsible waste management and have a lasting impact on environmental sustainability and community well-being.

But how can we encourage more women into the industry as a whole? According to Skip Hire Glasgow specialist James David, fostering inclusivity in hiring practices is a good starting place.

Waste management and skip-hire companies can proactively embrace strategies to foster inclusivity in their hiring practices, by first recognising the importance of a diverse workforce. One such approach is reevaluating traditional hiring processes to be more inclusive. This includes rewriting job descriptions to emphasise skills and qualifications over gender or background, ensuring job postings reach a broader audience through diverse channels, and actively seeking out untapped talent pools. Skip hire companies that prioritise diversity not only bolster their internal culture but also project a positive image to the public and potential clients, positioning themselves as socially responsible and equality-driven businesses.

Partnerships with vocational schools and community organisations can play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in waste management and skip hire for example. And this fresh approach, says James David of JustHire, is precisely what the industry needs:

“Inclusivity in hiring practices is not just a moral imperative but also a strategic advantage that propels the skip hire industry forward. We should celebrate the women who are paving the way for a more inclusive, equitable, and diverse industry, for their inspiration and resilience. The further potential for women in waste management and skip hire is promising, and inclusive business practice and a heightened awareness of the positive impacts of gender equality on companies all present a win-win scenario.”

Companies that think creatively about investing in recruitment programs will ultimately benefit the most. By intentionally attracting a more diverse range of candidates, including more women, they can help transform the landscape of the waste management industry for the better.

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Analyses and reporting identify several common barriers that have kept women from technical site roles, including gender stereotypes, limited access to education and training, and competing domestic expectations.

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

Contemporary coverage and case examples show these barriers being challenged in practice and more women moving into site-based and leadership roles.

Title:

Content: Jump directly to the content
NAILING IT

I’m a female builder – people are always shocked when I turn up on site, especially when I have my lashes and nails done

WHEN they first meet her, people are often surprised by construction worker Georgia Harper's choice of career.

Come rain or shine, the 22-year-old can be found on muddy building sites four days a week, working in a still predominantly male-dominated environment.

For Georgia though - who works as a trainee site engineer for Caddick Construction - it's the best job in the world, and all she's ever wanted to do.

Now, she's determined to break down old, outdated stereotypes that come with the building industry, and inspire more women to pursue a career in construction.

However she does admit people are still often quite surprised when she tells them what she does, and when she turns up to sites.

She says: "People always ask 'Why would you want to do that? It's dirty and cold'.

"I like to have my nails and eyelashes done from time to time, so when people meet me, ‘a woman in construction’, it's not always what they expect.

"I always have a laugh on site when anybody asks for the engineer and I turn up, as they’re usually quite surprised!"

'It's in my blood'

Even as a child, Georgia knew she wanted to go into the building industry.

She says: "When I was a young girl at primary school, I would often ask my dad if I could go to work with him delivering materials to building sites.

"It was here really that my early passions for construction were set alight.

"I loved to see all the different jobs going on around me, bringing such a huge build to life.

"I’d just think to myself, “this is amazing!”

"It’s also worth mentioning that my grandfather was a building surveyor, so it’s definitely in my blood!

"I’ve always wanted to be a site manager so becoming an apprentice engineer on site was the perfect foot in the door; I was getting some real hands-on experience."

'I'm on site four days a week'

Georgia's passion for construction carried through after she left school, and she pursued it professionally.

She says: "After college, I was encouraged into a university course, in urban studies and planning that didn’t quite suit my learning style.

"I soon left the course to pursue a more hands-on route into the industry and found the perfect apprenticeship with Caddick.

"Now, I’m on construction sites four days a week, with just one day at a desk at college.

"Caddick has given me so many training opportunities in the short time I’ve been with them and I’ve already got a lot of courses under my belt from first aid to fire marshalling.

"Before I secured my apprenticeship, I did get in touch with my local planning department and a local architecture firm where I was able to do some work experience, which was brilliant."

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

She says: "I love what I do so much and I just can’t believe that I’ve found myself in this industry.

"A lot of what I do is groundwork for big building projects, so it’s really rewarding to know that none of the final build would be possible without those foundations.

"I’m so proud everyday to do what I do, especially in a male dominated environment.

"Inspiring other women to get into it is definitely something I love doing.

"One thing I hadn’t anticipated when taking up a trade, was the diversity of each working day and the amount of amazing people you meet.

"We have new tradespeople on site everyday so you’re constantly interacting with a whole range of new people."

'There are drawbacks'

However, Georgia admits it can be challenging at times working in such a male-dominated environment.

She says: "Being a young woman in construction doesn’t come without its drawbacks.

"There aren’t always older female role models on site and not having somebody to relate to can be challenging.

"That’s why it’s really important to me to help drive change regarding the industry’s demographic.

"It can also be very arduous in the winter when it’s dark and cold, but in summer when the sun’s out, it’s the best job in the world!

"I love the guys that I work with, we have a great team on site, but I would love for more and more women to step into site roles in construction.

"You often find that women in the industry lean towards office-based roles, whether that’s design and architecture or administration but women are perfect for this job.

"With my work at Caddick, I’ve been invited into schools and colleges to speak to the students about what it is we do.

"When I was studying, I was one of three girls on my course.

"Now, there’s more of a 50/50 split in those classrooms, and it’s so great to see the next wave of women in construction coming through."

Climbing the career ladder

For career-focused Georgia, the only way is up from here.

She says: "Having an apprenticeship definitely has a positive impact on your financial prospects.

"Because I've got real life experience that my university counterparts don’t necessarily have, it just gives you an extra step up from entry level.

"From my role now as trainee site engineer there are loads of progression routes and the money definitely grows as you climb that ladder."

Topics

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

Case study: Georgia Harper is a 22-year-old trainee site engineer at Caddick Construction who works on site four days a week.

How has the gender balance in the construction and maritime industries changed over recent decades?

She left a university course to pursue a hands-on apprenticeship and reports that her apprenticeship provided extensive training opportunities and a clear progression path.

She describes being one of only a few women on her course, now speaking to schools and colleges to inspire more women to enter construction site roles.

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

Reports recommend a mix of policy and employer actions to open technical roles to women, including government investment in education and vocational training, mentorship programs, and inclusive workplace policies.

What are governments doing to promote and aid women in construction or maritime industries?

inclusive policies
vocational training
educational programs
mentorship opportunities

Practitioner guidance for employers in related sectors emphasizes inclusive hiring practices, rewriting job descriptions to focus on skills, and building partnerships with vocational schools and community organisations.

What are governments doing to promote and aid women in construction or maritime industries?

Prominent examples in adjacent industries show women rising to leadership and ownership positions, demonstrating that women can lead complex technical and commercial operations.

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

Analysts report business benefits from promoting gender equality, including increased competitiveness and profitability.

In some national contexts regulators have removed formal barriers and allowed women into formerly restricted technical roles such as aviation mechanics, ship officers, train drivers, and heavy truck drivers.

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

What are governments doing to promote and aid women in construction or maritime industries?

Practical actions that help individual women succeed include pursuing apprenticeships and hands-on training, finding mentors, seeking workplace training, negotiating pay, and developing resilience and peer networks.

Title:

Content: From education to employment

What I’ve Learned As A Woman In Tech

In this article, Franziska Ströbel discusses her first-hand experience as a woman in the technology industry. Franziska offers some advice for women looking to pursue a career in tech, and explores some of the challenges and issues related to gender which exist in the industry.

Over the last decade, a huge amount has been done to support young children in acquiring digital skills. Accessibility to high-quality STEM learning is constantly improving, supported by a hands-on approach to teaching. As for young women, things are gradually changing too. Schools, colleges and education ministers are working hard to chip away at stereotypes and increase opportunities for women.

Yet, while a large amount of emphasis is put on encouraging younger women to pursue a career in technology, less focus is being put on the reality of making it in the industry. Evidence of this can be found in reports that half of women in tech drop out by the age of 35. One of the issues related to this, is that sharing experiences and overcoming challenges is extremely tough when only a small proportion of people are in the same boat.

Navigating a career in technology is no mean feat either, and ensuring that there is an infrastructure that supports women and minorities is vital. With this in mind, here are my top-line experiences as a female engineer working in the technology industry.

There’s still a systemic problem with progression

As already highlighted, the challenge these days isn’t as much getting into tech as it is progressing past the junior and mid-levels. First it’s about getting to mid-level, then to senior and eventually to Director. It’s a recurring theme, and one that contributes to women dropping out of engineering entirely at some point along the way.

Interestingly, there is evidence that gender bias has a worrying part to play in the stunting of career growth. Studies have shown that women are judged more harshly in code reviews if the gender is known to the reviewer, however women’s code gets approved faster if our gender isn’t known. While it’s hard to measure, it’s important to raise awareness of the conscious and subconscious bias that influences performance analysis and reviews.

It can also be argued that expectations related to how women should behave in the workplace, contributes to women being held back from promotions. Generalisations that women are perhaps ‘quiet team players’, or kind and caregiver types, are assumptions that incertain industries detract from women being seen as professionals and leaders.

Women shouldn’t settle for less money

Remuneration is another area of contention when it comes to being a woman in tech. Increasingly, companies are being encouraged to be more transparent about wages. This means it is becoming easier to establish when you are being underpaid for a service or position. To this end, it is worth remembering that salaries are always negotiable. Of course, it takes courage and confidence to ask for what you want, but it is a necessity for anyone with ambition.

Doing research is a great way to strengthen your hand when going through the difficult conversations about pay. If possible, it’s worth establishing what male counterparts are typically earning. Success in the workplace is as much about being able to fund the process, as it is being able to do the work itself.
As you climb the ladder, the responsibility and stress of work naturally tends to rise. Over time, the impact of being financially undervalued becomes harder to ignore and ultimately can lead to throwing in the towel. Be honest with yourself, and if you don’t think you’re getting a reasonable deal then don’t be afraid to look elsewhere.

Failing with pride means taking it in your stride

Learning how to be an engineer is a challenging process. It takes time, dedication, and lots of mistakes. Overcoming failure is part and parcel of the job, the good thing is that mistakes help you know what to avoid in the future. Especially in the technology industry, it is always important to be resilient and keep things in perspective. Sometimes due to the pace of the job, it’s easy to forget the progress and success you’ve achieved. Imposter syndrome is another common demon, so it’s important to spend time with colleagues and friends that can give you advice and encouragement.

Digesting and applying feedback is also part of the learning curve. Generally, those who can separate themselves from the emotional aspect of feedback benefit the most from it. Of course, depending on what the feedback is, this can sometimes be easier said than done. However, it is certainly a good strategy to embrace feedback and see it as the stepping stone to your success.

Stay curious, be supportive of your fellow women in engineering and do your best to include and learn from them. Look for mentors that are either at your own level or slightly above. Lastly, make sure you give yourself a break. Things can get overwhelming when you’re starting out, and getting burnt out only exacerbates things. Practice taking time to reflect and focus on your health and wellbeing. Doing this will stand you in good stead for future challenges.

We need more role models, and fewer gender roles

It’s worth saying that working in technology is one of the most enjoyable and exciting careers you can imagine. Moreover, it’s a highly sought after sector with a constant demand for fresh talent. According to Microsoft, globally, there will be 149 million new jobs in data, software, AI and cyber by 2025. Alongside this, it is expected 5.8 million newly skilled graduates will qualify for these roles, of which 20% are expected to be women.

Of course, it would be great to see higher numbers of women anticipated for these roles, however progress is promising. Going forward, there is a huge opportunity to celebrate and promote the women and minorities that are given the chance to reach their potential. These stories will serve as inspiration for young women to take courses and pursue careers in technology.

When it comes to tackling gender roles, there is still a lot to do. Even today, stereotypes related to gender are ingrained in society. As for education, a lot of good work has been done to mitigate these attitudes, however students that choose STEM related courses still lean heavily towards males – with a 2021 analysis showing only 15% of girls selecting computer science.

Last but not least, there is a misconception that not being good at mathematics means that certain careers are out of reach for you. This was something I experienced first hand, growing up with learning difficulties made subjects like mathematics a real challenge. Gentle suggestions about taking up subjects more in line with a career in medicine and law were dropped into conversation.

School became a lot easier in my later teenage years, so much so that I eventually transferred to a Computer Engineering school. It was a real turning point. Ultimately, being able to keep an open mind and not disregard certain subjects entirely, was key to eventually pursuing computer science.

Ultimately, if we want more diversity, we have to be intentional about extending opportunities and make it a priority to actively empower marginalised people towards leadership positions.

By Franziska Ströbel, Engineering Manager at Babbel

Franziska Ströbel, is an Engineering Manager at Babbel. She joined in 2023, and has several years experience working as a mobile developer. Franziska is also a member of Babbel’s Femgineering Community of Practice, a women-centric community aimed at supporting and enhancing the role and reach of women in Babbel’s tech teams.

Recommend0 recommendationsPublished in Education, Employability, Work and leadership, Featured voices

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