How to feminize field professions in construction and public works?

The share of women has increased slightly in construction. They now represent a little more than 12% of the workforce. But their presence remains very weak in production professions and on construction sites. Is this inevitable?

The Construction Industry Observatory asked 200 construction and public works companies in Ile-de-France this question: the very low presence of women in production professions and on construction sites.

A very large majority of companies report having at least one woman on their staff.

But with a very unequal distribution. 75% of women are confined to administrative or commercial positions. 41% occupy technical or management positions. And only 17% work in production.

However, half of the companies surveyed believe that diversity is a “priority subject” in the construction industry. Firstly because they have difficulty recruiting and it is stupid to ignore half of the active population. Then because the confrontation of points of view can stimulate efficiency.

Why are there so few women in field professions?

Due to lack of female candidates. 71% of the Ile-de-France companies surveyed say they receive little or no work for the positions of masons, carpenters, roofers, electricians and pipers. Direct consequence of the bad image and stereotypes linked to these professions at school, in society, among those involved in guidance. And sometimes even within companies in the sector.

The proof ? More than a third of the companies surveyed believe that certain construction professions are not made for women. Because they would require physical strength that they would not have. An unfortunate observation for Myriam Fontaine Boulle, president of the SouterReines association. “There are strong men and strong women, and there are strong men and women who aren’t.” It’s not a question of gender, she says, but of physical condition. And working conditions.

What would be the most effective actions to arouse the interest of women?

For the majority of the 200 Ile-de-France companies interviewed, the solution begins with large-scale awareness campaigns and direct actions in schools and high schools.

On the other hand, few of them take internal initiatives to promote diversity. Only a minority claims to have improved their recruitment practices, working conditions, work/life balance.personal life, and the fight against sexism. These are mainly large groups. More in public works than in construction.