Women continuing to break barriers in construction

As International Women’s Day comes around again, I am reflecting on the progress made in gender equity, especially in the construction industry, where I’ve built my career. While challenges remain, the changes I’ve witnessed remind me that progress, though slow, is happening.

A place in construction 

It all began for me at age 20 when I applied for an admin role at a rail company in York. With a family history in the rail Industry, I was proud to join, though surprised when someone asked “what are you going to do there?”, as if there were no roles for women. 

Eighteen months later, a Commercial Director recognised my work ethic and offered me a trainee Quantity Surveyor (QS) position. I accepted immediately, without even knowing what a QS did! I was eager to grow, and this was an opportunity to do just that.

I became immersed in project delivery, learning how contracts worked, and understanding the commercial aspects of rail projects. Confident in my experience, I decided to explore project management. However, my company didn’t offer a clear path for progression, and when I asked how to transition into project management, I was told there was no Assistant Project Manager role. 

I didn’t give up, and when a position was advertised months later, I applied and got the job. I soon managed my own projects and thrived in the role, but I couldn’t ignore the fact that I was often the only woman in meetings and on-site. There were no female project managers in my company or among our clients. Basic provisions, like female toilets on-site or properly fitting PPE, were lacking. It was clear the industry wasn’t designed with women in mind, and I wanted to change that.

Female role models 

Lacking female role models in my workplace, I sought support externally. I joined the Women in Project Management committee through the Association for Project Management (APM), attended conferences, and volunteered as a STEM ambassador. I spoke in schools about my career, participated in university recruitment fairs, and engaged with groups like Women in Rail and Women in Science and Engineering (WISE).

In 2016, I was honoured as one of the 20 most inspirational women in rail at the inaugural Women in Rail awards. Two years later, I was nominated in the One to Watch category at the Northern Power Women Awards. The more people I met, the more I realised inequality extended beyond gender, race, sexuality, and other factors that presented barriers I hadn’t experienced firsthand. I wanted to do more than encourage women into rail; I wanted to create a more inclusive industry for everyone.

Every time I returned from a conference or school visit, my colleagues noticed my enthusiasm. They suggested I pursue Equity, Diversity, and Inclusion (EDI) as a career, but I wasn’t sure how to transition. Then, an opportunity presented itself.

Incorporating EDI 

After 10 years in my company, I was ready for a change and accepted a new project management role elsewhere. However, when the Managing Director heard I was leaving, he asked what would make me stay. Rather than negotiate a raise or a promotion, I simply asked: I want to lead on EDI.

At the time, no such role existed in my company, but I explained why it was essential for the business. After months of discussions, I was given a 12-month secondment leading EDI initiatives. But, in a case of be careful what you wish for, I was told it needed to be a group role across all six divisions rather than just rail where I currently worked. Yikes!

Eight years later, I led the organisation to achieve an Investors in Diversity accreditation, improved its ranking in the Top 100 Most Inclusive Organisations, and represented it on industry forums.

In 2021 , I joined GRAHAM as Head of Equality, Diversity & Fairness, Inclusion, and Respect (FIR). Since then, I have led efforts that earned us the Leaders in Diversity Gold Award, established 100+ FIR Ambassadors and launched employee networks that foster inclusion. In 2024, we were ranked the Number One Most Inclusive Workplace by the National Centre for Diversity.

Looking back, I see real progress. More women are becoming project managers and career paths are no longer rigid. Female facilities and PPE are now standard, and flexible working, maternity policies, and menopause awareness are helping women thrive in construction.

At 42, I’ve found my calling. The idea of a job for life may be fading, but the built environment offers something better, a career for life. 

Our work is not yet done, and I can’t see the requirement for roles like mine being redundant any time soon, the inclusion agenda alongside psychological safety is key in the continued push for gender equity in the sector.