Construction industries have always been recognized as male-dominated workplaces where the ratio of female co-workers has been below average. The current statistics of female civil engineers in Pakistan is 17% where 77.2% hold male-dominancy. Most of the females seen in construction, engineering and property industries are clustered within supporting posts of HR. Or administration and not on-site or senior management.
Contrary to previous stats. This Z generation is seen with the enthusiasm of turning the tables and getting their foot on challenging shoes.
Coming to the times of Covid-19, construction industries along with real estate development amenities have faced noticeable changes in construction. As well as building the market globally. Consequently, recent Australian research on the significance of gender diversity in the construction industry was reported. An organization possessing diverse workforce cones up with greater innovative ideas. Optimistic perspectives and inventive results – the prime qualities required for sustainable growth.
Construction, Engineering and Property sectors during global pandemic
Especially in the unpredictable times of Covid, Owning creative thinking skills with an open-minded approach could be the most fruitful trait. For overcoming the challenges faced by the construction, property and engineering industries.
A diverse workforce does not only bring infinite creativity onto the tables but also welcomes cultural diversity. Allows unification of diverse mindsets which join hands for personal and professional developments. The more diverse the organizational culture the more economic success. According to globally renowned consulting firm McKinsey, businesses having a greater number of female executives tend to accomplish better monetarily.
Companies that have larger ranks of women workers are also found with higher job satisfaction ratings among the staff. From interior designing skills to house renovation or remodeling flair. Women along with the men together can prove to be a deadly combination for construction companies.
Why There Is A Need of Influential Mentor ship In Construction Industry?
Studies all around the globe have shown the benefits and significance of role modeling. Inclusive of leadership and how it plays a part in an individual’s career growth. Mentorships do not only mean a person supervising your daily tasks. However, an influential mentorship holding the workforce can act as a guide for sustaining your career path. The sense of taking the right decisions by following their footsteps.
A decent mentorship allows the creation of an artistic environment that comforts and relaxes the minds of newly hired individuals. To boost their confidence by facilitating them with insights into the industrial workflow.
Along with employee training programs, career advisor, author and experienced construction worker Elinor Moshe has focused on the need for formal mentorship initiatives. As a growth utensil for freshly graduated individuals.
Moreover, breaking the chain of conventional education effective mentorships in the construction industry can be the biggest development opportunity. As for real quick results, there must be an upward acceptance of mentoring.
Mentoring Keys for Male-Dominated Firms
The most important challenge to overcome in male-dominant construction firms is the lack of female leadership roles which makes the possibility of gender diversity within an organization questionable. Having a role model of same gender makes room for easy professional growth in shaping the future of organization’s success.
Since the lack of female role models can be a challenging situation for young ones who have just stepped into the roads of the construction line.
If not possible to practice women empowerment solely. Construction firms can also collaborate with social networks functional as women empowerment associations. These groups can offer external mentorship training for women along with behavior development of other co-workers for sustaining and developing a gender diverse workforce.
By associating with such social networks you will not only allow your female workers to seek knowledge from like-minded female professionals but you will also be potentially lead the list of firms that support gender diversity as a valuable part of the organizational progress.
By investing in internal mentorship practices, even if the industry lacks in the representation of sound female leaders. Studies conducted by WIDAC showed among 88% of the respondents supported the need for influential mentorships for construction, property and engineering companies irrespective of gender.
For sustainability and win the longer run, it becomes significant for the organization to facilitate young women under the leadership of experienced ladies for quicker and reliable results in upgrading the organizational ranks. It will also give them and other co-workers to emulate professional levels and become role models for the upcoming talents.
Furthermore, to understand the delicateness and surroundings of site jobs, male mentors must be welcoming and social enough for the provision of a safe, comfortable and learning environment. Consequently, industries which invest in female developmental programs will have a superior hand over other firms when it comes to induction sustainability and societal prosperity.