INDUSTRY INSIGHTS
Dr Natalie Galea
SOCIAL, ECONOMIC, EDUCATIONAL AND EXCLUSIONARY BARRIERS A diverse workforce is known to increase well-being and talent retention, but it can also lead to tangible economic benefits. A study by McKinsey & Company found that companies in the top quartile for gender diversity on executive teams were 21 per cent more likely to outperform on profitability and 27 per cent more likely to have superior value creation. Additionally, companies in the bottom quartile for diversity were significantly less likely to achieve above-average profitability. Without gender diversity, construction and infrastructure — the second largest industry in Australia and the third largest employer — is missing out on the talent pool of half the population and potentially reducing profitability. So, why aren’t women entering, staying and progressing in the construction industry? Dr Carnemolla and Dr Galea believe the answer is multidimensional. “The barriers to entering the sector range from social, economic, educational and exclusionary industry practices. The reasons women leave the sector are equally diverse and range from a lack of flexibility and progression, poor parental leave practices and a tolerance of sexism,” Dr Carnemolla said. STRUCTURAL PROBLEMS Recruitment In Dr Carnemolla’s study and accompanying report, Girls’ Perceptions of the Construction Industry: Building a Picture of who isn’t Interested in a Career in Construction and Why, the all girls high school students interviewed consistently reported the belief that the construction industry is not appealing because of its perceived exclusivity and gender imbalance. The study found that schools, teachers and parents were not recommending a career in construction to girls, and parents’ perceptions of the industry are influential in steering students away from it. Dr Carnemolla noted the lack of female role models in the construction industry, and the lack of understanding about the diverse scope of jobs and careers that comprise the sector. The participants also felt that the only women they see in the industry are generally young women holding the lollipop signs and directing traffic. While these barriers to recruitment tend to be around
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June 2019 // Issue 11
perception, further barriers are encountered by women who have the interest and knowledge to enter into the industry. The research report by Dr Galea and colleagues at UNSW, Demolishing Gender Structures, found that the recruitment practices of the construction industry perpetuate a gender bias, with ‘informal’ recruitment, a lack of transparency in recruitment, and adherence to problematic work cultures. According to the study, men are much more likely to access and benefit from ‘male’ networks, like sporting teams and industry connections, to secure employment opportunities and progress their careers. Alternatively, women are more likely to be recruited through formal channels, like online applications, which feature far less construction opportunities. The report also found that companies in the sector tend to place a particular emphasis on ‘cultural fit’ when interviewing potential employees, which can severely limit women’s access and opportunities because of intrinsically masculine cultures.
Progression For those women who do enter and remain in the industry, career progression is another hurdle and one that Dr Galea has experienced first hand. “I studied construction management and spent 15 years delivering building, civil, defence and mining projects in Australia and the Middle East and North Africa for large contractors. I found it very difficult to progress within construction companies, despite being one of the few women in an operational role and working very hard,” she said. DECONSTRUCTING THE ISSUES Dr Carnemolla and Dr Galea are now working together to try and break down these barriers and increase gender equality in the industry. The next part of their research that they are collaboratively undertaking is about understanding how other industries have tackled this issue. “We need to speak with all stakeholders including employees, employers and prospective recruitments in order to understand how to best design any rebrand. It is an important next step for us,” Dr Carnemolla said. Dr Galea said employers are concerned about the sector’s looming skills shortage and are funding academic research to understand the problems. “UNSW research showed employers were focused on setting targets on female graduates and had reviewed their graduate recruitment processes. The research also showed that young women joined companies where they could see women leading and developing a strong career. Retaining and progressing women in construction however, remains an area that employers need to focus on,” Dr Galea said. Dr Carnemolla said a commitment to diversity in any workplace will result in positive outcomes across many professional and personal domains of productivity and wellbeing. “In our workplace, having better diversity in teams leads to improved problem solving and innovation, and workplaces where everyone feels they belong and can contribute equally. It also addresses the skills shortage our sector faces and improves the sector’s gender pay gap. It’s good for men too. The business case for diversity has been documented in reports internationally.”
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