How to overcome the current deterrents and make the industry more attractive to women were the subjects of a recent conference organised by the Construction Industry Training Board (CITB) and Women and Manual Trades (WAMT), with the support of the Department of Trade & Industry (DTI).
Delegates were left in no doubt that there is a real need for more women to be attracted into the industry. It is facing serious skill shortages and it is common sense to tap into the skills of people who make up half of the population.
On the basis that there are currently 1·475 million workers in the construction industry, the CITB estimates that by 2006 construction will need around 380 000 new workers – an average annual intake of 76 000. Of the total, 325 000 new workers will be needed as replacements for an existing workforce that is reaching retirement age, while 55 000 will be needed to cope with the increasing demand for construction work.
Of the current industry workforce, less than 1% are tradeswomen. The CITB wants this proportion to rise to 5% by 2006.
The need for the construction industry to attract more women into its ranks has been recognised for many years. Sir Michael Latham, now chairman of the CITB, in his 1994 report Constructing the team, drew attention to the serious under-representation of women in the industry.
He called for specific action to be taken by the industry to diversify its workforce, and two years later the CITB produced a blueprint for action. WAMT also became involved. As Sir Michael told the conference, there has been an improvement in the recruitment of women to the industry generally, but not on the tools.
Established in 1975, WAMT has been prominent in campaigning on behalf of women in manual trades and providing training courses for them. Working with WAMT are groups such as the Lambeth Women's Workshop, Women's Education in Building (WEB) and the Change the Face of Construction consultancy.
The CITB is not involved in training electricians – this is the responsibility of the electrical contracting industry through JTL. No analysis of tradeswomen by trade currently exists, but it is believed that of the 138 500 electricians currently in construction (according to DTI statistics) only 1% are women. And by 2006 some 37 000 new electricians are forecast as being needed.
JTL is active in promoting in schools the opportunities to young women for a career in electrical contracting. It is also setting up a scheme in Sheffield to provide female electricians with work experience.
Some delegates commented that women tend to lose out when it comes to paid work experience. They called for it to be formalised so that it is available to all. The CITB is co-operating with WAMT in a partnership scheme that provides work experience for tradeswomen to consolidate their NVQ Level 2 qualifications and should help them to move from work experience into jobs. It is also piloting a Work Experience Grant for employers through Building Work for Women.
So with all the efforts that have been made to attract women into the industry, why are there fewer in it than ten years ago?
It is not just about getting more women into the industry, but making construction the choice for women
One factor is the competition for their skills from other industries. Another is the macho culture of building site workers, which can lead to women feeling humiliated and isolated. Then there are the firms who are reluctant to employ women as they believe that they will be unable to withstand the rigours of a construction site.
Another deterrent is the industry's safety record. As construction minister Brian Wilson told the conference, its appalling safety record does nothing to entice people to work in it. He also drew attention to the bad image created by cowboy builders, which the Government is tackling through its Quality Mark Scheme.
Wilson struck a chord among delegates with his remark: "The industry needs to understand the needs and concerns of women who are potential employees or contractors. Many mothers want to work," he said, "but cannot find suitable jobs with the flexible working and child support arrangements they need to meet their responsibilities as parents." No surprise that a call was made for government funding to provide welfare benefits and childcare support.
Delegates also wanted the 25 year age limit on grants for apprentices to be lifted and government funding extended to all ages. It was noted that many women enter the industry at a later age than men, and the age limit was a real barrier to firms taking on tradeswomen to develop their business. They also want business skills to be included in the apprenticeships.
A call was made for the monitoring of equal opportunities within the industry. It was suggested that this could be done by each trade federation/association employing a dedicated equal opportunities officer. Other tasks of this employee could be to establish a code of conduct on anti-discrimination and to organise positive role model campaigns. They could also engage employers into offering work experience to women.
Many tradeswomen work on housing projects, and the conference called for government action to ensure that registered social landlords implement their contractual equal opportunities requirements for tenders.
Tradeswomen in trades without a registration scheme are recommended to register with the Construction Skills Certification Scheme (CSCS). It would provide them easier access into the industry and, once in, greater mobility.
Keeping tradeswomen in the industry can be a worse problem than initially attracting them. In the macho culture of the construction industry women can feel isolated, especially when attitudes of co-workers are unhelpful or hostile. Mentoring is a good way of dealing with this and the conference called for it to be encouraged. Delegates had no doubt that mentoring empowers the tradeswoman, giving her confidence to assess and improve her own performance. But best of all, mentoring helps employers to get the best people for the job and to keep them.
Many women set up their own businesses and delegates called for action by the industry to improve its image to attract young, potential women entrepreneurs. More could be done about promoting the opportunities in schools through business links, and via the media through success stories.
Despite the tribulations that face women in the construction industry those who persevere find it rewarding and stimulating. This was testified by Georgette Bouza, who trained as plumber and is now a liaison manager with Higgins Construction; Andrea Cowling, an electrician, who set up and runs her own electrical contracting business; and Zara Lamont, a civil engineer by training and qualification, now chief executive of the Confederation of Construction Clients.
Source
Electrical and Mechanical Contractor
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