Diverse construction industry amplifies success on Women's Day

When I began my career in design and construction over 15 years ago, I quickly noticed how male-oriented this field was. Throughout my professional journey, I've encountered both challenges and opportunities, and while success in this industry has never been about gender alone, a diverse workforce challenges traditional ways of working, fosters innovation, bridges the talent gap, and enhances business outcomes.

As we mark International Women's Day this year, it's an especially relevant moment to reflect on these themes within the construction sector. The 2025 theme, 'Accelerate Action,' is a call for us to move beyond conversation and take meaningful steps toward fostering an industry where talent is recognised and rewarded based on skill, expertise, and impact.

While progress has been made, there is still work to do in building inclusive workplaces where everyone can thrive, regardless of gender or background. According to a 2023 report from McKinsey & Company, companies with higher gender and ethnic diversity in leadership are 39% more likely to outperform less diverse companies in their industry. This is not just about representation—it is about the tangible business advantages that diversity delivers.

The link between digital technology, innovation and diverse teams

One of the strongest cases for diversity in construction is its direct link to innovation. When professionals with different backgrounds and experiences collaborate, they challenge established ways of working and introduce new ways of thinking. In an industry where complex challenges require creative problem-solving, this diversity of thought is crucial.

In construction, this can translate to more effective project management, smarter use of emerging technologies, and innovative approaches to sustainability. In fact, there's a link between a business' use of digital technology and female representation in their company. New research from Autodesk and Deloitte, the State of Digital Adoption in the Construction Industry 2025 report, shows that construction businesses using more technology in their operations are 22% more likely to have seen an increase in women in their business over the past five years. Technology is broadening access to opportunities, ensuring that professionals with the right expertise, regardless of background, can contribute meaningfully to the industry.

I have witnessed this shift firsthand—when teams integrate digital workflows, they open doors to a broader range of talent and improve collaboration, ultimately leading to smarter decision-making and more effective project outcomes.

Addressing the growing skills gap

The construction industry continues to face a significant talent shortage, which could slow future growth. The World Economic Forum's 2025 Future of Jobs report estimates that 59% of the global workforce will need reskilling by 2030 due to evolving industry demands driven by technology. This skills gap is already felt acutely in the construction industry. We must ensure that we are tapping into the full spectrum of skilled professionals available.

By actively recruiting and supporting professionals with diverse skills and experiences—regardless of gender, background, or career path—we can strengthen our talent pipeline and drive long-term industry success based on merit and expertise.

From my own experience, having strong mentors and allies who valued my abilities and contributions played a key role in my career progression. Companies that invest in inclusive hiring and career development based on skill and merit are not only solving immediate labour shortages but also securing their future in an increasingly competitive landscape.

Diversity is good for business—because it works

The case for diversity has been made time and time again, yet the industry is still slow to adapt. The reality is simple: diverse teams make better decisions.

Research from Korn Ferry in 2023 shows that teams created with diversity in mind make better decisions than homogenous ones almost nine times out of ten, and they are also 70% more likely to capture new markets. In a high-stakes industry like construction, where timelines, budgets, and safety are all important but competing priorities, making better decisions nine times out of ten is a major competitive advantage.

I have personally seen how fostering an inclusive culture leads to better client outcomes, forge stronger partnerships, aned increase employee engagement. When professionals feel valued for their skills and contributions, they are more likely to stay with a company, reducing turnover costs and preserving institutional knowledge. 

More importantly, our clients are increasingly prioritising diversity in their procurement processes. Companies with mixed representation will be better positioned to win bids and secure long-term partnerships.

We need to accelerate intentional action

My experiences as a woman in construction have taught me that change is possible, but it requires intentional action. As we reflect on International Women's Day and its theme of Accelerate Action, it's clear that the industry must move beyond surface-level commitments and focus on real, measurable progress.

This isn't about prioritising one group over another—it's about ensuring that the best people are recognised and given opportunities based on their abilities, expertise, and contributions. True equity comes from fostering an environment where talent speaks for itself and where every professional, regardless of gender or background, can excel.

For industry leaders, the call to action is clear: create pathways for skilled individuals to thrive, remove barriers to career progression, and hold yourselves accountable for building truly inclusive workplaces. If we do this right, we won't just accelerate action—we will accelerate real, lasting equity in our industry.