Keeping up the momentum on gender diversity in construction

As we move into the second half of the year, the conversation around gender diversity in construction needs to move from reflection to real urgency. It’s important to recognise the progress across the wider built environment. More women than ever are coming into surveying, architecture, consulting, and planning, with universities and colleges seeing rising numbers of female graduates across both technical and professional disciplines.

At the same time, the growth, and continued support, of well-funded Diversity, Equality and Inclusion (DEI) programmes show a level of commitment that would have felt out of reach even 30 years ago. Initiatives such as Arup’s Creating Places That Work for Women and Girls show how this progress is starting to shape who we hire and the places we design and build. 

Women in construction are still much more likely to be in administrative and support roles, with far fewer in site management, supervisory and client-facing positions 

Yet this makes the picture within construction itself feel all the more stark. Long-standing industry evidence, from the Equal Opportunities Commission’s (EOC) 1988 findings to more recent Construction Industry Training Board labour force surveys, shows that progress on site has been slower. In 1988, just 6.7% of the construction workforce were women; today that figure is around 16%. This is progress, but it also shows how gradual change has been over more than three decades, especially compared to sectors like architecture, where women now make up close to half of new entrants.

Crucially, that progress hasn’t been evenly felt. As the EOC identified, women in construction are still much more likely to be in administrative and support roles, with far fewer in site management, supervisory and client-facing positions. This imbalance also feeds into another ongoing challenge: pay.

Across industry reporting, construction continues to have one of the widest gender pay gaps in the UK, sitting at around a quarter in recent years. This reflects stalled career progression, limited flexibility around career breaks and parental responsibilities and the concentration of women in lower-paid roles. There is also clear evidence, from both reporting and lived experience, of more direct pay inequalities. Representation, progression and pay are deeply connected and driven by the same underlying issues.

Systemic barriers and site-specific challenges

Research consistently shows that the barriers behind this imbalance sit in two linked areas: systemic and site-specific. Systemic issues, such as reliance on informal recruitment, including word-of-mouth hiring and established subcontractor networks, still strongly shape who gets into the industry and how their careers develop. At the same time, what happens on site determines whether people can stay and build long-term careers. Without addressing both, progress will continue to be uneven.

Ultimately, there is still a gap between ambition at an organisational level and the day-to-day reality on site. Policies and frameworks have improved, but they are not always being felt consistently in practice. If the industry is serious about moving faster, especially with growing skills shortages, it needs to act on what we already know, tackling structural barriers and site conditions together, with clear leadership and accountability.

The uncomfortable truth is that many of these challenges have become normalised over time. Barriers to inclusion exist both in how the system works and in everyday site experiences. Real progress depends on recognising that inclusion is proven on site.

 At a systemic level, recruitment remains a key area to address. Construction has long relied on informal routes including closed subcontractor networks and local labour pools. While these approaches have helped deliver projects, they also limit who gets access to opportunities. There has been progress, particularly through apprenticeships aimed at women but engagement still often comes too late to influence career choices. Earlier engagement with schools, colleges and visible role models can make a real difference in changing perceptions.

Cultural perceptions also play a role in who feels construction is open to them. These are often shaped by outdated assumptions about physical strength rather than how modern construction actually works. Today’s sites rely on safe systems, the right equipment and skilled teams, not physical advantage. Increasing the visibility of women in leadership roles on site, alongside better engagement with careers advisers, is key to shifting these perceptions.

Site culture and the everyday experience of women

Culture on site is equally important. Research shows that experiences of harassment, exclusion, and inappropriate behaviour continue to affect some women working in construction, and that everyday behaviours and site norms shape people’s confidence and sense of belonging. This highlights the importance of clear leadership, shared expectations and consistent action in creating sites where people feel able to build long-term careers. 

Gender imbalance in construction is not the result of a single policy failure or individual decision but of long-established habits embedded across systems and sites

There are also important intersections to recognise. Workers who belong to multiple under-represented groups can face compounded barriers and being open about their identity on site can still feel daunting. Encouragingly, some contractors have begun to address this through Affinity and Allies Networks, helping to create more supportive environments and demonstrating what positive change can look like in practice.

Alongside culture, some of the most effective improvements are practical and achievable. Site environments and equipment have historically been designed around a predominantly male workforce. Improving welfare facilities, providing secure changing areas and ensuring suitable rest spaces send clear signals that sites are places where everyone is expected and supported. At CCS, our evolving code places increasing emphasis on welfare and respite provision as part of raising overall site standards.

Personal protective equipment is another example. Too often, PPE has been designed to standard male sizing, making it less effective for others. Ensuring appropriate equipment is available is a practical step that supports safety, comfort, and retention. While these issues may appear minor in isolation, together they shape everyday experience on site and influence whether individuals feel valued and protected.

Building a construction workforce that reflects society

Maintaining momentum means bringing all these strands together. Gender imbalance in construction is not the result of a single policy failure or individual decision but of long-established habits embedded across systems and sites. Progress depends on collective action, combining structural reform in recruitment, training and progression with practical improvements to the day-to-day working environment.

Progress is possible and we can already see it in other parts of the built environment. The opportunity now is for construction to continue working collaboratively to ensure that the sites delivering our future reflect the diversity, talent and potential of the society they serve.

Desiree Blamey is managing director at the Considerate Constructors Scheme