Extract
Historically, the Architecture, Engineering and Construction (AEC) industry has been a sector with greater male participation. However, in recent decades, women have begun to occupy a more visible space in these areas, (1) breaking stereotypes, (2) maintaining balanced work and family relationships, and (3) fighting for safer and more secure work spaces. inclusive.
Contents
Women's Participation in Architecture, Engineering and Construction
Globally, it is recognized that women represent a relatively low percentage of representation in the construction sector. According to data from the United States Bureau of Labor Statistics, as of 2020, female participation has been limited, so that:
In Architecture and Engineering, about 27% are women, and
In Construction, around 10% of construction workers are women.
In Mexico, the situation is similar; The National Institute of Statistics and Geography (INEGI) reports that in 2021, only 10% of jobs in the construction industry were held by women, and the majority of these positions were related to administrative or support tasks, not in technical or leadership roles and construction project management.
Additionally, women in the AEC industry often face higher unemployment compared to their male colleagues. The International Labor Organization (ILO) reports that the unemployment rate for women in construction is 35% higher than that of men.
These numbers show that, although there has been progress, there is still a long way to go to achieve a balanced proportion of participation. The low representation is due to factors such as:
A work environment that is often unwelcoming to women.
Lack of inclusive and supportive policies during maternity.
Lack of access to specialized training opportunities.
Lack of reconciliation of work and family life.
Lack of role models.
Inter alia.
However, in recent years there has been an effort by companies and organizations to attract more women to these fields and involve them in key leadership roles to increase productivity and innovation in the industry, taking advantage of a previously underutilized talent pool.
1. Breaking Stereotypes: Women Leading the Industry
Although the representation of women in leadership roles remains low, important progress has been seen. According to KPMG's "Global Construction Survey 2023" study, 15% of senior management positions in construction companies globally are held by women, a significant increase compared to the 9% reported in 2017 (NAWIC, 2021) . In Mexico, companies like CEMEX have implemented female leadership development programs that have resulted in a 12% increase in the representation of women in management roles since 2018.
Women in construction are not only leading projects, they are also innovating in key areas such as sustainability, energy efficiency and use of new technologies. Examples such as Zaha Hadid, one of the most influential architects of the 21st century, have inspired many women to pursue a career in this field.
However, the path towards equal opportunities continues to be riddled with obstacles that must be overcome as a team. It is essential:
Connect with other women in the industry and create professional and personal support networks. In Mexico, organizations such as Mujeres WIM de México (Women in Mining) and MujerARQ offer networking and professional development spaces for women in construction, engineering and mining.
Identify other women leaders in the industry who can offer guidance and advice. Mentoring can be an invaluable source of knowledge and support in professional development.
Don't be afraid to participate in complex projects. Taking on challenging projects and seeking opportunities to lead can build confidence and improve visibility in the sector. The experience gained in these projects is essential to advance in your career.
Be proactive in the search for opportunities. Do not wait to be recognized; You must express interest in assuming leadership roles and be willing to assume additional responsibilities to access new opportunities for growth and promotion.
Invest in training and continuous training of hard and soft skills. Staying up to date with new technologies and industry trends is essential to significantly improve growth opportunities. In Mexico, the Mexican Institute of Cement and Concrete (IMCYC) and the CMIC offer specialized training programs for women in the industry.
2. Maintaining Balanced Work and Family Relationships: Women Creating a Trajectory for Themselves and Their Family in a Demanding Industry
Work-life balance is a constant challenge for women in construction. In 2020, the labor force participation rate for women with children under age 18 was 72.5%, significantly lower than the 93.1% rate for men (U.S. Bureau of Labor Statistics, 2020). The culture of “presenteeism” and the lack of flexible work options exacerbate this problem.
Likewise, motherhood remains a significant challenge for women in construction. The lack of supportive policies, such as extended maternity leaves and reintegration programs, causes many women to leave the industry during the early years of parenting (McKinsey & Company, 2024); Child and family care responsibilities tend to fall more on women, affecting their availability to work in the fields and limiting are personal and professional development.
Furthermore, the absence of support programs for re-entry after motherhood makes it difficult for women to resume their careers at a similar level to what they had before leaving. This causes a “talent drain” in the industry, where highly skilled women are forced to leave or change sectors.
A study by the National Autonomous University of Mexico (UNAM) revealed that 80% of women in construction consider that their professional growth has been affected by the lack of labor flexibility, and 55% indicated that they have considered leaving their job due to difficulty balancing work and family life. Here it is crucial that women apply specific strategies to take care of our well-being and our family:
Learn to say no when work demands interfere with your personal life. Setting clear boundaries around work hours and personal time is key to personal and family well-being.
Use digital business management tools to organize both work and personal responsibilities. Proactive planning can help reduce stress and improve balance.
Delegate tasks and responsibilities at home and, when possible, at work. This can ease the burden and allow for a more balanced approach.
Plan motherhood based on critical career phases. Evaluate the supports available in the company where we work and prepare a plan for the transition before, during and after maternity leave.
Be flexible and willing to adapt plans according to circumstances. Motherhood can be a challenging time, but also an opportunity to develop new management and organizational skills.
3. Fighting for Safe and Inclusive Workspaces: Bridging the Gender Gap
At many construction sites, the infrastructure is designed for a predominantly male environment, creating physical and non-physical barriers for women. The lack of adequate bathrooms and specific changing rooms for them directly affects their well-being and dignity in the workplace. (U.S. Bureau of Labor Statistics, 2020)
Additionally, the lack of opportunities to access complex and challenging projects limits women's ability to gain the experience necessary to advance their professional careers. This situation is aggravated by the perception that women are not qualified to take on physically demanding roles., which leads to the scarce female presence in certain technical roles.
It is important to highlight that For every 100 men promoted to management roles, only 89 women reach this level (McKinsey & Company, 2024). This phenomenon creates a bottleneck that limits their progress towards senior management roles and promotes the low presence of women in leadership positions.
On many occasions, promotion decisions are influenced by gender biases that underestimate the skills and potential of women.. Additionally, the lack of transparency in promotion criteria and the absence of constructive feedback limit opportunities for advancement.
Besides, harassment, both verbal and physical, is a reality that many women face in the construction industry. From inappropriate comments and unwanted “compliments” to more aggressive behavior, harassment is a persistent problem that affects women's well-being and performance. According to the McKinsey report, 28% of women admit to having experienced microaggressions in the workplace, compared to only 11% of men (McKinsey & Company, 2024).
In Mexico, harassment on the job is a common problem, where inappropriate comments and verbal harassment by co-workers are common. This situation not only affects the work environment, but also discourages women from remaining in the industry. It is for all this that it is necessary:
Respond assertively to inappropriate comments or behavior. Set clear limits and communicate that certain behaviors are not acceptable.
Identify allies within the organization that support equal conditions. Working together with these people can promote positive changes in the work environment.
Give and ask for constant feedback on working conditions and performance Feedback is key to developing inclusive environments, developing skills and preparing for more responsible roles.
Maintain a detailed record of successful projects, improvements implemented and incidents at work. This can be useful during performance reviews and case presentations.
Prioritize personal well-being. If working conditions affect physical or emotional health, seeking support resources such as counseling or therapies is key to manage the emotional impact. In the event that your integrity is at risk, do not hesitate to seek legal advice. In Mexico, there are organizations such as the Women's Justice Center and the National Women's Institute (INMUJERES) that can offer support and guidance.
Conclusion: Towards a More Equitable, Fair and Flexible industry
To build a truly inclusive and equitable environment in construction, it is essential that both women and companies take proactive measures. Women must empower themselves, seek opportunities for growth and establish support networks that allow them to advance in their careers. In turn, companies must create inclusive policies that promote gender equality and respect in the workplace by:
Implement mandatory programs on how to detect and handle microaggressions and harassment in the workplace. These programs should include specific examples from the built environment and strategies to intervene effectively.
Establish clear zero-tolerance policies to sanction inappropriate behavior and promote an inclusive work environment. Companies should establish confidential and secure reporting channels, and ensure that all complaints are appropriately investigated and addressed.
Establish support networks for women in the industry, facilitating the exchange of experiences and knowledge. Companies in Mexico such as CEMEX and Grupo Carso have implemented inclusion policies and development programs for women in construction.
Conduct periodic audits of gender equality policies. Adjusting strategies according to the results obtained is key to the development of an inclusive organization.
There is a need for all stakeholders, including businesses, governments and educational organizations, to work together to remove the barriers faced by women in architecture, engineering and construction. Creating inclusive and supportive policies, along with a cultural change that values diversity, are key elements to achieving a more equitable, fair and flexible industry.
The Architecture, Engineering and Construction industry has the potential to become a more equitable and inclusive space, where both women and men can contribute and thrive equally. While the challenges are real and persistent, so are the opportunities for transforming this industry harnessing the underutilized talent of women.
Do you want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog
Ready to transform your company? Write us at: contacto@consultoriatacs.com
Contact us today and find out how we can grow your business together!
About Yesenia Pellegrini (Author):
Consultant at TACs Consultores, specialist in the implementation of strategic solutions and digital improvements; seeks to optimize processes and ensure the success of our clients.
About Pablo Tellaeche (Editor):
Owner and main consultant of TACs Consultores, Lecturer and University Professor; seeks to bring a true and positive Culture Lean and Digital Transformation to any company with which you have the pleasure of collaborating.