A Workforce Reimagined: The Strategic Impact of Women in Construction
Construction leaders have spoken about the transformation a lot for decades. Be it accelerating digitalisation in construction, intensifying sustainability goals or carbon accounting in construction, all these transformations top the charts for leaders. One area that still remains significantly underleveraged is the role of women in construction.
Globally, women make up just 11% of the construction workforce and less than 2% of site-based roles.
In the UK, the figures tell a similar story: only 15% of construction professionals are women and just 1% work in manual site roles.
This disparity is not only social; it is deeply strategic. When an industry faces rising costs, talent shortages and mounting pressure to modernise, can it afford to exclude half the potential workforce?
Today, forward-thinking contractors are recognising a simple truth: the future of construction depends on diversity, capability and perspective. And women are already proving that when they enter the industry, performance shifts.
Women in Construction: The Stats Leaders Should Not Ignore
The conversation around women in construction and engineering often focuses on representation. But the reality is far more commercial. It directly affects project performance, profitability and resilience. The numbers highlight both the challenge and the opportunity.
Some of the stats shaping the global construction landscape for women:
- Women hold just 14% of leadership roles in construction businesses. (ONS)
- Only 1 in 10 construction companies report a structured strategy for recruiting women. (SIMIAN)
- Women occupy only 9.2% of the highest-paid roles in construction. (New Civil Engineer)
- They hold just 7% of line executive positions. (Autodesk)
- 38% of women in construction have never had a female manager. (Randstad)
- 20% feel they cannot return to senior roles after maternity leave. (Randstad)
- 67% report experiencing gender-based inequality in the workplace. (Randstad)
- Encouragingly, 66% of young women are open to a career in construction. (Redrow PLC)
- Diverse leadership teams outperform by up to 25% in profitability. (ONS)
- The global construction workforce shortage is projected to reach 2 million roles by 2030. (ITUC Europe)
- Women are twice as likely to leave the industry within five years due to limited progression pathways. (Sustainability Magazine)
The Barriers Women in Construction Still Face
Even with rising awareness and industry-wide conversation, the reality for many women in construction remains challenging. The statistics tell a story of interest growing but participation stalling. The reason is clear: the barriers preventing women from entering, progressing and staying in the sector are still deeply structural. Let’s discuss why?
- A Persistent Cultural Perception - Despite technological progress, many women still perceive construction as physically demanding, inflexible and unsuitable. This perception often stems from limited exposure to real career paths and a lack of visible female leadership.
- Limited Representation in Senior Roles - Women hold just 9.2% of the highest-paid roles and 7% of line executive positions. Without visible role models, younger women find it harder to see long-term career potential.
- Lack of Proper PPE and On-Site Support - Nearly 60% of employers still do not provide properly fitting women’s PPE. A basic requirement still missing for many.
- Inflexible Working Patterns - While digital tools enable remote collaboration, hybrid work and mobile reporting, many companies still operate in traditional patterns that do not support inclusion.
- Unequal Access to Technical Upskilling - With fewer than 20% of companies offering targeted technical training for women, progression into specialist roles remains inconsistent.
- Career Break Penalty - 20% of women feel they cannot return to senior roles after maternity leave, signalling a structural gap in leadership pathways.
These barriers are not about capability; they are about access, culture and organisational design. And they can be fixed with the right strategy.
Recruiting Women in Construction Sector: A Reimagined Workforce
Attracting more women in construction is not just a diversity exercise. It is a workforce strategy that directly influences business stability, productivity and innovation. As projects become more complex and digitalisation accelerates, the industry needs analytical thinkers, collaborative problem-solvers and leaders who bring diverse perspectives. Women already excel in many of these areas. The opportunity lies in designing an environment where their strengths can thrive.
Here are practical ways construction companies can recruit, develop and retain more women.
Rewrite Job Descriptions to Reflect Modern Construction
Many job descriptions still focus on traditional site responsibilities or outdated expectations. Yet today’s construction roles span digital coordination, data analysis, commercial management, carbon reporting and ESG planning. When job profiles articulate these realities clearly, more women see themselves in the role; especially the 66% who are already open to joining the industry.
Build Structured Leadership Pathways
Career progression should not rely on informal sponsorship or proximity to senior leadership. Companies benefit from:
- defined promotion criteria
- clear development pathways
- rotational exposure to operational and digital roles
- internal mentorship and sponsorship networks
Women engage more confidently when they can see how their career could unfold.
Offer Flexible Working Enabled by Technology
Cloud platforms, mobile apps and digital workflows mean not all roles require daily site presence. Flexibility strengthens recruitment significantly, particularly for women returning after a career break; a stage where 20% feel they lose access to senior positions.
Hybrid roles in commercial, planning, finance, ESG and project controls are now not only possible but common in high-performing teams.
Provide Equal Access to Technical Training
The construction sector needs professionals skilled in:
- ERP and commercial systems
- BIM, digital twins and modelling tools
- scheduling and planning platforms
- ESG and carbon accounting
- analytics and reporting
Women often report being overlooked for early technical exposure. Ensuring full access to these programmes from graduate level onwards, helps build a balanced technical pipeline.
Ensure Safe, Supportive and Equipped Work Environments
The absence of properly fitting PPE remains a visible sign of exclusion. Fixing this alongside safe welfare facilities, strong HR processes and clear behaviour standards signals that women belong on site. That too not as an exception but as part of the workforce.
Champion Visible Role Models
Visibility drives confidence. Highlighting women in engineering, commercial, digital transformation, sustainability and leadership roles helps other women see a real future in the industry.
This includes:
- featuring women in internal communications
- putting them forward for industry awards
- encouraging participation in panels and events
- celebrating their achievements publicly
Treat Inclusion as a Business Metric
Diversity must be tracked with the same seriousness as safety, cost control or programme performance. Companies that measure representation, progression and gender balance at leadership level create accountability; and change follows accountability.
Leadership That Changes Outcomes: The Xpedeon Perspective
At Xpedeon, we have witnessed the strategic value of women in construction first-hand. Seema Vakharia, our COO, has spent over two decades shaping technology decisions that directly influence how contractors operate. Her work across ERP transformation, commercial workflows and operational visibility has positioned her as a respected voice in the sector.
Seema was recently awarded PropTech Woman of the Year 2025 and invited to join an influential panel on Women in Construction; recognition that does more than highlight individual achievement. It proves that when women lead, industries accelerate.
Her perspective remains grounded:
“Construction doesn’t need more noise. It needs clarity, accountability and courage to simplify the complex. Women bring that.”
Businesses listening to leaders like her aren’t following a trend. They are strengthening their ability to compete. Digital transformation creates conditions for broader participation. Strong female leadership demonstrates what is possible. And when both come together, the industry becomes stronger, more resilient and more capable of meeting future demands. Thereby giving an opportunity to lead women in construction business.
Xpedeon is proud to play a role in that future; building systems and supporting leaders who make construction a place where more women can not only enter but thrive through such women in construction awards. Follow us for more such news here - News