Five tips for making the industry female-friendly

Jackie Janssen, Head of Communications at the Considerate Constructors Scheme (CCS), highlights five best practices helping to make the construction industry more accessible to women.

1 Establishing women’s networks and mentorship programmes

Creating dedicated support networks for women within construction firms provides a platform for discussion, professional development and advocacy. A number of CCS partners have introduced women’s networks, allowing female employees to connect, share experiences and discuss the challenges they face in the industry. These networks can help to foster a sense of community, build confidence and promote a culture of mutual support.

Mentorship programmes also play a vital role in helping women advance their careers. By pairing less experienced employees with senior professionals, these programmes offer valuable career advice, encouragement and practical guidance on navigating a historically male-dominated industry. Structured mentorship ensures that women not only enter the sector but also thrive in leadership positions.

2 Offering flexible working arrangements

One of the biggest barriers is the lack of flexible working arrangements. However this is beginning to change, particularly with the government’s proposed Employment Rights Bill, which aims to make flexible working the default from day one unless an employer can prove otherwise. And it goes without saying that this benefits anyone with caring responsibilities.

Many construction firms are already adapting by introducing part-time roles, job sharing and hybrid working models, allowing employees to balance their careers with family commitments. Offering flexible working from the outset means construction companies don’t miss out on talented professionals.

3 Providing inclusive facilities on-site

Creating a more welcoming environment for women should go beyond policies and include practical changes on construction sites. Some positive examples include investment in self-contained, lockable toilets and private nursing rooms for new mothers.

Another essential consideration is Personal Protective Equipment (PPE). Traditionally, PPE has been designed for male body shapes, often making it unusable and unsafe for women. Companies that provide PPE in women’s sizes send a clear message that they value and respect their female workforce. 

4 Addressing unconscious bias and gender equality training

Cultural change starts with education. Unconscious bias training is being adopted by forward-thinking companies to help employees recognise and challenge stereotypes. This will ensure that hiring, promotion and leadership opportunities are based on merit rather than outdated perceptions of gender roles.

Gender equality workshops cover workplace inclusion, leadership development and barriers that prevent women from progressing. This type of investment can also improve team dynamics and productivity.

5 Promoting female role models and inspiring future generations

Visibility matters. Actively highlighting female leaders through case studies, social media and leadership programmes is a popular way to challenge industry stereotypes. Meanwhile, outreach efforts – including school visits, career fairs and mentorship programmes – can help to introduce young women to construction careers.

For example, the CCS annual gala showcases some inspiring female leaders in the Hall of Fame & Rising Star categories. And CCS has launched The Guardians of Construction comic book series to engage younger audiences by illustrating a wide range of careers and ensuring that more women view construction as a rewarding and achievable career.

Find out more about registering with the CCS at considerateconstructors.com

Image credits | iStock