It was interesting watching all the online posts and discussion during Women in Construction Week earlier this month. It’s amazing to think about how far our industry has come with women serving in roles ranging from laborers to vice presidents.
As far as we have come, we still have steps to take. Women and people of color are still underrepresented in our industry. Are young women really considering careers in our business, where we have a critical labor shortage to fill?
Our entire industry needs to focus on ways we can not only attract more women and people of color, but retain them through inclusive cultures and fun, fulfilling careers.
GIVING CULTURE CHANGE A PUSH
We have to acknowledge that many industries’ cultures have not always been welcoming for women and people of color. Informal teambuilding events have often been planned without consideration or invitation for everyone. A colleague told a story about not being invited on a fishing trip with her male team members. They didn’t think it was something she would be interested in, though, if they had asked, they would have learned she loves to fish. When women are left out of softer networking opportunities like that, it can affect the relationships they build and it reinforces an environment where women are separate.
Our Skanska Women’s Network has been created to help bring those issues to the fore. Through meaningful programming and a well-organized local chapter leadership structure, we’ve built an inclusive way for these topics to be addressed. This group, sponsored by our top executives, provides a comfortable forum for dialogue that can change a culture. It has changed the way we approach everything from teambuilding to professional development discussions and, at the very least, it doesn’t assume culture will magically change without work. It’s fine to say everyone is equal in your eye, but changing an office culture takes more than that. Other industries have had these sorts of internal networking groups for years and we need to keep pace if we’re going to attract the best.
We know from research that those recruits and current employees want to look around and see themselves reflected in their leadership. If that’s not possible, we have to encourage executives to actively sponsor employees, going beyond mentoring to advocate for their inclusion at the management table.
When we get this right, we will have more inclusive teams that can make more informed business decisions, and deliver better business results.
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