The underutilisation of female labour: Creating a framework for greater female integration into the UK construction industry to tackle the skill shortage

Abstract

"Currently, the construction industry is experiencing recruitment difficulties due to limited sourcing of labour from its traditional applicant group of primarily young males aged between 16-21. As a response to this, recent efforts have attempted to recruit women into the industry. However, these efforts have had little success. Foreign labour is being used as a temporary measure to fill the skills shortage. Instead the need for a long-term skilled workforce, which is home-grown, will ensure lasting sustainability and success for the UK construction industry. To achieve this goal, the recruitment of women is no longer simply an issue of gender representation, it is now a practical necessity. The aim of this study is to create a framework for the integration of more female employees into the UK construction industry. Furthermore, reassessment of the existence of career and recruitment barriers will be explored to identify practical requirements that a viable framework
must overcome. Secondly, the consideration of flexible working hours and their applicability to the construction industry will be identified. In this study a qualitative research methodology has been chosen due to the subjective nature of the investigation. The research aims to gather an in-depth understanding of perceptions and experiences from a range of participants regarding females in the construction industry. Altogether, 4 semi-structured interviews were carried out with male and female construction employees in the North-West area of England. The interviews were then analysed using a content analysis method. This research is important for the progression of equality in the UK construction industry, assessing the relevant barriers faced by women today and determining a suitable solution for inclusivity. The dominant core finding from the study was that the introduction of more women into the UK construction industry will create a self-perpetuating pattern. By highlighting the achievements of these females they will become role models to younger women who are considering a career in the construction industry. It was concluded that time and money spent on attracting an initial cohort of female employees will result in significant added value in the form of future female recruitment and
retention in the UK construction industry.