Workplace

Following last month's call to change the longhours culture in construction in order to attract a more diverse workforce to the industry (leader, BSj 05/06), a new research study by Women into Work: Building Futures aims to increase understanding of the barriers to women entering non-traditional work.

The report, called ‘I ain't no Tea Lady', looks at the difficulties faced in breaking tradition to enter male-dominated occupations. It also reveals that women currently undertake only 1% of construction occupations according to the Equal Opportunity Commission.

The authors make the following recommendations to employers interested in supporting women in the construction industry.

A change in attitude. This needs to take place on individual, societal and organisational levels. Individual mechanisms need to be introduced to build women's confidence. Women suggested that peer support, where they could network and share experiences with women in similar situations to themselves, would help to address this need. Role models and mentors should be put in place.

Awareness raising programmes should also be introduced in the workplace in order to generate more positive attitudes to women working in non-traditional sectors.

Practical assistance. Appropriate sanitary facilities, increased availability of clothing and financial support for retraining would make women feel more adequately prepared to enter non-traditional employment. Adequate, affordable and on-site childcare provision would also provide valuable support for both sexes.

Organisational adaptability. It is crucial that organisations have effective policies in place to facilitate equal opportunities for women in the workplace - this will ensure women feel comfortable and safe in a non-traditional environment. Policies need to be effectively promoted and communicated throughout the workplace in order to generate more positive attitudes to women working in these sectors.

The introduction of more flexible working hours needs to be examined for both men and women in the construction industry.

Awareness raising. The profile of non-traditional jobs for women needs to be raised through effective marketing strategies and careers advice targeted directly at women and girls. To complement this, employers in male-dominated sectors need to be alerted to the potential benefits of employing women and work tasters and voluntary work should be made available for females to explore the possibilities of non-traditional employment.

Empowering models of working. The provision of female groups and women-only training would help to ensure women have the networks to sustain non-traditional careers. Vocationally based training should be provided for women, their male colleagues and employers, to ensure awareness of the potentially negative impacts of women joining a masculine work culture and how best to overcome these. n

Staff at Women into Work: Building Futures are keen to talk to both women and employers interested in improving opportunities for women in the construction industry. If you'd like a copy of the full report or information on how to implement changes in your own working environment please contact Joanne Tate on 0114 270 3724 or visit the Women into Work website (linked below)