Mandy Watson, Director of Ambitions Personnel on why it is imperative to foster inclusivity and harnesses the untapped potential that women bring to these industries.
Manual labour has traditionally been perceived as a male-dominated arena. This perception is rooted in outdated stereotypes that question women’s physical capabilities and endurance. However, the reality is quite different. Women have continually proven their ability to perform physically demanding tasks with the same proficiency as their male counterparts.
Statistics tell a revealing story:
- A report by the UK’s Office for National Statistics highlighted that only 2 per cent of women are employed in trades such as plumbing, electrical work, and carpentry.
- According to SIMIAN, women make up just 15 per cent of the construction workforce. This number is steadily growing, with 37 per cent of new construction workers being women.
- SIMIAN also found that 81 per cent of women in the construction industry are tasked with administrative and design jobs, while only 1 per cent work in skilled trades.
- Statista found that as of the first quarter of 2024, there were approximately 1.97 million men employed in the manufacturing sector in the UK, compared with 734,000 women.
These figures highlight the urgent need for proactive measures to encourage more women to enter and thrive in manual labour roles.
Engineering: A Field of Untapped Potential
Engineering is another field where women are significantly underrepresented. Despite the critical role engineers play in shaping our world, gender disparities persist.
Consider these statistics:
- Engineering UK found that the number of women working in engineering and tech dropped by 38,000 – from 16.5 per cent of the 2022 workforce to 15.7 per cent of the 2023 workforce.
- The fall in women in the engineering and tech workforce is driven by a fall of 66,000 between the ages of 35 and 64, indicating that women are not being retained.
- In the EU, only 34 per cent of graduates with STEM degrees are women (Girls Go Circular 2022).
These numbers underscore a pervasive issue: societal and cultural stigmas that dissuade women from pursuing careers in engineering. From a young age, girls are often steered away from STEM (Science, Technology, Engineering, and Mathematics) fields due to biases that suggest these subjects are better suited for boys.
Overcoming Stigmas and Fostering Inclusion
To change the narrative, we must address the root causes of these disparities. This involves challenging stereotypes, promoting STEM education for girls, and creating supportive environments in both educational institutions and workplaces.
Key actions include:
- Encouraging Early Interest in STEM: Initiatives aimed at sparking girls’ interest in STEM from an early age are crucial. Programs that provide hands-on experience and mentorship can make a significant difference.
- Creating Inclusive Work Environments: Employers must cultivate inclusive cultures where women feel valued and supported. This includes implementing policies that address discrimination and providing resources such as mentorship programs.
- Showcasing Role Models: Highlighting successful women in manual labour and engineering can inspire the next generation. Role models demonstrate that these careers are not only accessible but also rewarding for women.
- Policy and Advocacy: Governments and organisations should implement policies that promote gender diversity. This includes offering incentives for companies committed to hiring and retaining women in these fields.
Tips for Recruiters and Employers
From experience of recruiting in many different sectors, I know that creating an environment where women feel welcomed and valued is crucial, and this starts with the company culture. Recruiters and employers must promote diversity, ensuring that diversity and inclusion are core values in the hiring process and within the organisation. This can be reflected in company policies, mission statements, and everyday practices. Recruiters and employers should also conduct regular training sessions on unconscious bias and inclusivity for all employees. This helps to create awareness and fosters a more accepting workplace.
Offering flexibility with remote and hybrid work options and flexible working hours where possible is a key factor in attracting and retaining women in construction and engineering roles. This can help women balance their professional and personal responsibilities more effectively. Implementing family-friendly policies, such as maternity and paternity leave and childcare support, can also help retain women in these industries.
The recruitment strategy also plays an important role in attracting female talent. Recruiters must ensure that job descriptions are free from gender-biased language and highlight the company’s commitment to diversity and inclusion. Recruiters might find it beneficial to experiment with targeted recruitment strategies. This means actively seeking out female candidates through partnerships with women’s professional organisations, universities and STEM programs.
Companies should also provide opportunities for growth and development, both essential for retaining female employees. Employers can establish mentorship programs that pair experienced professionals with newer female employees. This can help to provide guidance, support, and career advice. Workplaces should also invest in training programs that help women advance their skills and careers. This could include leadership training, technical courses, and soft skills development.
Finally, workplaces having visible role models can inspire other women to pursue careers in these fields. In my experience, regularly featuring stories of successful individuals can be very inspiring. Construction and engineering workplaces could feature stories of successful women in the industry or organisation through internal newsletters, social media, and company events. Workplaces could also host events with female leaders in construction and engineering to speak about their own experiences and challenges.
The path to gender equality in manual labour and engineering is fraught with challenges, but we must tread it with determination and resolve. By breaking down stigmas and fostering a culture of inclusion, we can unlock the full potential of women in these critical industries. As we continue to push for progress, let us remember that diversity is not just a goal but a strength that drives innovation and excellence.
