SPECIAL FEATURE CREATING A SPACE:
BEST PRACTICES TO ATTRACT AND RETAIN WOMEN IN THE CONSTRUCTION INDUSTRY Contributed by Mark Wooditch, HUB International
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s an industry, the world of construction has reached a turning point. Job sites are changing, demanding increased skills requirements and comfort with technology solutions like never before. At the same time, the ongoing labor shortage has reached a critical level. Due to a variety of factors, more than 90% of construction firms are struggling to find workers. The lack of workers impacts not only project timelines but also the cost of doing business and the ability to meet demand. While many construction firms are hiring women for not only the office, but also the field, few truly understand what it takes to attract and retain them, and create an environment where they can thrive.
Best Practices for Supporting Female Workers in the Construction Industry The fact is, firms that build diverse teams are more likely to outperform their peers. And companies that create genuinely inclusive environments do become magnets for other women. Construction leaders who want to bring women into their firms will need to take new tactics to do so. Consider these best practices:
1. Focus on Inclusion A genuinely inclusive workplace will attract women and other minorities – but the workplace culture begins at the top. Senior leaders must lead by example and enforce policies that maintain a safe and welcoming environment for all workers. Gather a team of experts, including employment counsel, HR representatives and others to help you develop updated policies and 34
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procedures for the employee handbook. All documents – especially anti-harassment policies and fast investigation procedures – should reflect current inclusive language and spell out the firm’s commitment to inclusion. Be sure the policies create multiple channels for reporting workplace concerns, including anonymous options, and mandate anti-harassment and workplace violence prevention training for all employees.
2. Build Excitement Early Many women are attracted to a career in trades, but others need a little push. Draft company leaders as “ambassadors” and send them to events to build interest among young people, especially women. Consider partnering with local trade schools and vocational programs to create internship opportunities. Participate in career fairs – and even college fairs, if possible – to share the kinds of work young people can look forward to in construction. Develop apprenticeship programs that bring in talent. Find ways to teach young people about jobs in the industry and demonstrate your inclusive culture.
3. Secure Appropriate Safety Equipment Women are not just smaller men, so it is not enough to buy smaller personal protective equipment (PPE).
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The fact is, firms that build diverse teams are more likely to outperform their peers. And companies that create genuinely inclusive environments do become magnets for other women.