Diversity and inclusion in the construction industry is frequently talked about in the Middle East and around the world. In support of achieving gender parity, Middle East Consultant’s Women in Construction Summit, now in its second year, focuses on raising awareness about key issues and driving positive changes across the built environment.
Taking place digitally from November 8 to 10, the free to attend digital event presents panel discussions and presentations from well-known regional and international speakers. To register for the Women in Construction Summit please click here: https://2020.wicsummit.net/#register
Here, MECN talks to ten women across the construction industry to hear their thoughts on balancing work environments; recruitment practices in companies; building ties with academia; and shattering the glass ceiling.
Cristina Esposito, director – Construction Projects, Drees & Sommer
“If you made the choice to join this vibrant industry, you are already brave enough to also speak up and share thoughts and opinions, so do it. But share them when you really have something to say. Be inquisitive, and above all be prepared to critically discuss your position. And be aware that there are women working hard to make space for you too. If we look back at where we started from, things can only get better and better. We as female industry leaders should take part in the discussion and foster change within our own organisations as much as possible. Whenever I can, I partake in panels and group discussions as well as offer my support to female colleagues as a mentor or friend, and carry their concerns to management for review.”
Christine Espinosa-Erlanda, senior associate, Godwin Austen Johnson
“I always advise architecture students to start off by joining smaller boutique firms and build their foundation there. I highly recommend young women take the opportunity to go out onto a construction site to get their hands dirty and learn how a structure is built from the ground up. Visit hardware shops, speak to suppliers and just keep asking questions. There is fulfilment in knowing that you are part of the creation process and that your contribution made a better place to live in the future. I like to give back by mentoring colleagues, sharing helpful experiences and actively encouraging young women to join our industry, in the most honest way possible.”
Katherine Bruce, senior sustainability consultant, AESG
“Woman leaders in the sector have an opportunity to be role models to younger generations, since climbing the career ladder in a male-dominated environment is not a straightforward task. I’d ask the person to first look for the right opportunities and apply for companies that align with their values on diversity. Second, network with other females in the industry to build a strong support base. And third, be passionate about what they do, as this will shine through regardless of gender. Increasing diversity in the construction industry needs to begin during childhood years. Teachers and parents play an important role in encouraging females to select STEM subjects.”
Caroline Parsons, HR director and director – Shared Services, WSP (ME)
“We’ve added a very clear statement into our prospects and tenders that we will be pursuing a workplace that is inclusive. We consciously encourage people to balance work, life and leisure, and we offer home working options wherever it is possible. We don’t just say work from home, we ask our people – what do you need to enable you to work from home? How do you set up your home office to be safe, healthy and enable you to do what you do need to do. The biggest and the most impactful thing we have done is bring it [WSP’s gender balance report] to the front of the conversation and to not be afraid to talk about diversity and inclusion in all of our workplaces.”
Joylyn Dela Cruz, BIM engineer, Aurecon
“Never stop learning. Get a mentor. Also, be a mentor. This industry needs more women who inspire. Be the superhero your daughter will someday look up to. Set an example that others can imitate. Women have done that for you in the past, now it’s your turn to do it for the next generation. To break the glass ceiling, the industry needs to be generally more accepting. Welcoming us in the industry is not enough however, everyone should fully trust women’s capabilities and acknowledge that they can actually do everything men can do. It is not the job of any man or any society to put limits on women.”
Claire Tromp, partner, Compass Project Consulting
“One of the most pleasing nods to girl power being is the increase in female graduates from various construction and engineering disciplines. The best advice I can give to any women entering the GCC construction industry today would be to believe in yourself; let this belief shine through in all that you do in your day-to-day life. It is always a pleasure to see women taking the reins, paving the way for the next generation of women leaders where we are given more equal opportunities to enter the market and apply our unique skill sets. Construction firms need to take ownership of these [diversity and inclusion] initiatives by providing level playing fields and equal opportunities for work experience placements.”
Milica Jevtovic, senior interior designer, Edge Architects
“Authorities need to continue putting equality at the heart of long-term economic strategies. Recognising the economic benefits of a more inclusive workforce, it is crucial to have a far-sighted approach in introducing employment quotas and other mechanisms, which will encourage young females to make that step into the world of construction. Magazines, publishers, news, social media, interviews which explore issues such as women’s equality, are key in raising awareness and have a huge impact on empowering women, and they are now leading workshops and speaking at conferences, and female executives are on the rise.”
Michelle Najm, senior architect, JT+Partners
“At a professional level, recruitment agencies have a wide role to play in increasing diversity and balancing pay scales. Recruiters influence companies and direct the strategy for employment, which is the first step into any career. Putting forward a male or female candidate for any job should be based on their professional experience. At an individual level, parents must raise awareness amongst their children and pass on the values to eradicate inequality of gender, religion and culture for future generations. Women are motivated team players and can manage any situation regardless of how stressful it is.”
Mercedes Carrillo, senior claims consultant, Omnium International
“I’d advise you to gain multi-disciplinary experience – a comprehensive understanding of the industry is the key to excelling in a leadership role. Secondly, women should eliminate those self-imposed boundaries and learn to put themselves forward in the same way that their male colleagues do – that is, learn to ask for the opportunities they believe themselves to be worth. Believe that you have unlimited potential and never think that it’s your gender that makes you ‘unsuitable’ for a specific role. Show respect for your colleagues, both male and female.”
Kelly Whitehead, Human Resources director (Africa, Middle East, Asia), HKA
“Allowing the conversation to happen and talking honestly and openly will help to demystify sensitive topics. I am a mentor through a UAE women’s Facebook group that is currently sitting on 15k members. I do have my personal network across the industry and we share ideas and best practice, but there is definitely a gap insofar as involvement in groups relating to the construction sector is concerned. The industry is not mature enough but we could learn from other industries, such as the legal sector. I participate in many events, such as round table discussions, on these topics organised by law firms. It is at these events that I establish connections in the construction industry, so perhaps we should put our heads together to build our own groups!”