by Charlotte Nichols & Kate Hannaford, John Holland Group

INCREASED FLEXIBILITY THANKS TO THE GLOBAL PANDEMIC

by Charlotte Nichols & Kate Hannaford

National Services Cost Planning Manager & New Business Manager, John Holland Group & NAWIC Members

Times are changing. Charlotte Nichols, John Holland’s National Services Cost Planning Manager, has experienced first-hand how the workplace culture in the construction industry is evolving for the better. “When I started my career in the UK in 1996, the workplace was quite rigid. However, as we have transitioned into a digital workforce, the opportunity to work remotely or flexibly has increased tenfold,” Charlotte said. With a career built on major projects, including the Sydney Opera House, Sydney Light Rail and currently Sydney Football Stadium, Charlotte has never seen a shift in workplace culture quite like the one brought about by the global pandemic. “We have had to adapt and evolve quickly during the global pandemic and this has seen a shift forward in inclusive behaviours. Teams have had to work as one, tolerant and accommodating of everyone’s situation.” she said. Retention of women is critical to diversity and a challenge across the industry. Reconciling the needs of both employees and employers, especially in an industry known for six day work weeks, long hours and uncompromising deadlines, is a must as flexibility and retention go hand-in-hand. Charlotte sees the commitment from companies in creating sustainable workplaces that prioritise highly functioning, talented people who are recruited for their individuality, not overlooked because of it. Charlotte is a keen advocate for inclusive workplaces and flexibility initiatives that will hopefully change the way construction employees work. During the COVID-19 pandemic a noted transition to a more flexible workplace has occurred. This should be nurtured. “The advantages of diversity are being recognised by business and I now work in an environment that is supportive of my flexible working needs. As a mother of three under 11, I am able to be present in my children’s extended lives as well as meeting the commitments of a demanding role within a dynamic, pre-contract, cost planning team.” Charlotte is confident of the shift towards workplace cultures becoming more accommodating, she sees the generational shift brought about by millennials and generation Z will keep driving change. “I see the younger generation coming through, they have higher expectations about the quality of the work/life balance, with a high value placed on the flexibility with their schedules and remote work options and I am very optimistic about the future.” The growth of female engagement in the construction industry has grown steadily since the 1990s, increasing exponentially over the decades. It is important to remember all the trailblazers who have gone before us and for each of us to promote the values of diversity and inclusion by supporting the next generation coming through.