Understanding Gender Inequity in Design, Engineering, and Construction (Installment II)

As a continuation to the first installment of Understanding Gender Inequity in Design, Engineering, and Construction, we offer insight into how women can support women in male-dominated and underrepresented industries. Two questions were posed to the same sample set of individuals from Installment I about this topic.

Question 1: Have you ever discussed these experiences with other women in the field to gain (or give) advice or feedback for the next time you might face this challenge? 

 Question 2:  What do you think could be implemented in these fields to help women progress into more leadership roles?

By posing these questions and seeking responses, we are hoping to open the dialogue about women being advocates and allies for other women within the industries (and beyond) at hand. The ability to discuss these issues and concerns openly and honestly should be a priority, especially since women’s presence is disproportionate to men.  

Participants responded to the first question with an overwhelming “yes.” It is evident in hearing and reading their accounts that seeking alliance and alignment is a necessity of the trade. As understood from the first installment, women face daily chauvinism and overtly gendered judgment. Without having a counterpart to seek advice or even brief commiseration, it can be a lonely career. 

The data showed that in the few cases where there was a female boss, participants were encouraged about their leadership and the path their manager was paving for them. The essentiality of mentorship is not lost on new and tenured female employees. In fact, it encourages them to stay put, to make their successes greater, and to continue to lay the foundation for following classes of architects and designers. 

One participant’s experience is worth discussing in more detail. A woman was being approached by her colleagues who were seeking advice about how to handle difficult situations rooted in sexism. “There are so few of us we need to bind together.” She approached her company about starting a "women in construction" group and was met with scrutiny. Multiple leaders - all men - did not want to set a precedent around supporting minority support groups at the organization. Thus, she seeks her support in professional groups outside of the company and encourages others to do the same, a wise choice for the standards she faces. This sheds light on the importance of educating men about the gender divide within construction, engineering, and design. We simply cannot cover all of the ground without those who have not faced adversity. Some participants indicated their role models are men, and that those men ensure a woman’s voice is heard at the table. It’s made a significant difference for career pathing and, while it seems discouraging to see it is men who hold this influence, it is encouraging to see that men can afford women the same injection of support as they do for their male counterparts. 

Other participants stated that they do speak with both women and even some men about the mistreatment and infuriating circumstances, but often it falls on deaf ears. Not because certain people do not care, but because women in these industries hold positions of less influence and power. One woman indicated that her mentor, who is also in the field, prepared her for the normality of judgment and unjust dealings. While the preparation did not take out all of the sting, it did help the participant prepare for how she wanted to respond. She learned that she needed to be the smartest person in the room in order to squash second-guessing and belittlement. And, even then, sometimes that’s not good enough. The true trick is being confident enough to speak with conviction when you know what the answer is to a problem... And not backing down.  

Similar to the motivation of being the smartest person in the room, an equally important but perhaps contrary point is that women do not have to be the smartest person in the room. We understand why women feel they need to be the best of the best - they are consistently met with inspection - but this standard of perfection-seeking can actually hold us back rather than pushing us forward. This is why knowing that masculinity is not associated with construction knowledge is a must. Men’s power is used to intimidate, not to empower. It is for this reason women must learn the skills to recognize their own talents, harness their confidence, and let the disparaging comments roll off their backs.  

When women were asked about how improvements can be made - specifically what steps can be taken to get women into more leadership positions within the industries, many were torn. 

“My experience of microaggression harassments has been exhausting and mentally draining. There are times where I certainly wish to find an industry that isn’t male-dominated. I think if women didn’t have to deal with the exhaustion and draining of energy that comes with being verbally harassed there would be an uptick in women in leadership roles.”  

The good news is there are more women entering these fields, and they are exceptionally good at their jobs. The normalcy of a female population will force companies to consider equitable representation in leadership positions. “You’d think with everything going on this would be a no-brainer, but sadly I do not think it is. I think women are going to have to continue to knock down doors, reminding men why they belong beside them in the boardroom.”  

One participant pointed to process and standardization as a solution to getting more women in leadership positions in these fields: From where the recruitment takes place, to who is doing the hiring, to what the pay is. Standards for equality need to be set. This same participant believes that even with more equitable hiring and concerted efforts for employing underrepresented groups, women still need to be ready to respond to shameful comments from men in a split second. It seems women feel the only way they can force men to reconsider what they are about to say is if they are challenged, maybe even made to feel ashamed for what it is they’re saying. Two proposed ideas include, “What makes you feel comfortable saying that/asking me that?" and "Is that a comment you feel is appropriate/respectful?". 

In moments of challenging a man’s unexamined and linear beliefs of the world, speak up, but do so in a way where you are protected. Both around others and in a tone that is inquisitive. Do not fill the silence, let them respond to you, and don’t let them off the hook, either. Men’s behavior needs to be on the examination table and both corporations and women must hold men accountable.

A clear-cut recommendation for construction firms and the like is to implement a policy for equal exposure to clients which seems to be a ubiquitous issue across industry and skill level. Men tend to get client-facing opportunities and it just so happens those opportunities are favorable and look great on a resume. I learned a lot of times that the only women at the company are kept “at the home front” doing the grunt work, so to speak.  

In reading these accounts, it is disheartening to share that women’s gripes within the construction, design, and engineering industries are not so dissimilar from women in less male-dominated industries. All women want advocacy from their male counterparts, need female alliance, and do not want to be unfairly treated. There’s an apparent need for equitable leadership training to help individuals rise the ranks, and there’s an outcry about resetting the standards of normal. The antiquated ways of our nation - the bread-winners vs. the caretakers - is reaching the tip of the iceberg. Unequal pay, sexist comments, and the continuance of a patriarchal culture is (finally) unbearable.  

In my nearly published book (coming March 2021 - stay tuned) called Default to Responsibility, I focus on how gender inequality, including the disproportionate effect of COVID-19 on women, has everything to do with corporations. We are at the precipice. I offer insight into not only the repugnant gender divide but offer solutions for how we correct the disturbed normalcy. Without the cyclical narrative about equitability, the support from men who seek justice, and women who seek change, we will remain where we are and will continue to be silenced. But with collaboration, transparency, and a collective force of perseverance to pull back the curtain about the expiration date on inadequate treatment, change can take place and must.  Together, we will create a better reality for our future generation. 

If you are a man or woman working in the design, engineering, or construction industry, please contact me and I will get you a copy of my book, in kind.