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The Building and Construction Industry Training Organisation (BCITO) has launched a new ‘Hire Boldly’ campaign to help boost the number of women entering the industry.
In 2015, women made up just one per cent of the number of people in BCITO apprenticeships. Although this has grown to just over six per cent, BCITO’s goal is to raise this to 10 per cent over the next 18 months.
They plan to achieve this by focusing on addressing ongoing misperceptions about women’s ability to take on physical jobs.
BCITO director Greg Durkin says that reaching this goal will clearly signal the industry is moving forward and considering people based on skills and ability for the role, not gender.
“In the painting industry, where 24 per cent of BCITO apprentices are female, it is no longer unusual to see a woman at the business end of a spray gun, brush or roller,” Durkin says.
“Despite the recent slowdown in resource consents and the pipeline of work for New Zealand’s building industry, it’s vital to ensure we have healthy numbers of new people entering the construction industry and building skills for the future.
“Encouraging more women into the workforce is not only a matter of equality, but a strategic move to strengthen our industry’s resilience. Employers play a critical role in shaping the future of construction.”
In a 2021 report for the Women in Trades Collective, almost half of respondents to the employer survey (48 per cent) agreed that hiring and supporting women tradespeople was a challenge because it would be hard to accommodate pregnant women in the workplace.
Forty-six per cent also said they would find it difficult to hire women because the workplace can be physically challenging.
Women looking for work cited receiving questions from potential employers such as, “You realise there is dirt involved in this job?” or the outright statement, “We’re looking for a male.”
“When we have examples such as the BuildHERS project in Whenuapai, a four-bedroom home project-managed and built entirely by a female crew, it demonstrates how outdated or misinformed these perceptions are,” Durkin says.
“Women can do anything their male colleagues can do, and that’s what we hope to educate more employers about, to help the whole sector reach a goal of 30 per cent female representation by 2040.”
Durkin adds that employing more women in construction brings numerous benefits. By encouraging more women to join the workforce, employers can tap into a broader talent pool. A diverse workforce also brings varied perspectives, leading to innovative solutions and improved problem-solving.
“Women can offer new ideas and approaches that benefit the entire industry. Companies known for their commitment to diversity and inclusion often enjoy a better reputation, which can attract top talent and improve relationships with clients and partners.”
Meanwhile, more inclusive workplaces also tend to have higher employee satisfaction and retention rates.
For more information, visit www.buildingwomen.nz.
How employers can make a difference
Review hiring practices
Ensure that job advertisements and recruitment processes are inclusive and free from gender bias. Consider implementing blind recruitment practices to focus on skills and experience.
Create supportive work environments
Develop policies and practices that support work-life balance and provide a safe and respectful workplace for all employees. Consider flexible working arrangements and mentorship programmes.
Promote training and development
Encourage and support female employees to pursue training and career development opportunities. This not only benefits the individual but also strengthens the overall skill set of the workforce.
Lead by example
Senior leaders and managers should actively promote diversity and inclusion within their teams. This includes addressing any unconscious biases and championing the benefits of a diverse workforce.
