Women account for less than 8% of the workforce in the construction sector, with many leaving the industry after an average of less than four years.
According to the report "Pink Collar Skilling: Unleashing Women’s Power in the Real Estate Sector," published in January 2023, only twelve women were actively engaged in this field. The document, produced by the World Trade Center in partnership with Primus Partners, cited projections from Colliers that indicated, out of the 57 million individuals employed in construction in 2021, a mere 7 million were women.
Estimates from construction firms suggest that the percentage of female workers has dwindled below 8% in the aftermath of COVID-19 lockdowns, although formal statistics are still being compiled. Moreover, women are typically compensated at rates that are 40% lower than their male counterparts in the same field, further exacerbating the issue.
Despite a notable rise in the number of women ascending to executive roles in construction over the past decade, retaining them in the industry remains a formidable challenge. Many opt to leverage their newly honed skills to shift to sectors perceived as less demanding, such as consulting, finance, or marketing, just two or three years into their construction career. This tendency can be attributed to the transferability of the multi-skilled training acquired in construction, making those jobs more appealing due to higher pay and less rigorous demands. Unfortunately, once they leave, few return to construction, and if they do, it is typically at the upper-management level rather than on the operational front. At the senior executive tier, women represent only about 1-2% of workers.
The tough environment on construction sites, combined with the relative isolation from urban amenities, often proves too challenging for many women. After childbirth, the lack of established childcare facilities further complicates their ability to remain in the industry. Consequently, transitioning to urban-based industries with better support systems becomes more viable, leading many to gravitate towards the more alluring city life, despite the modest pay offered to migrant laborers. Additionally, the harsh conditions of remote construction sites contribute to further female attrition, particularly as the COVID-19 pandemic heightened vulnerabilities among frontline workers, leaving many struggling to adapt to different regional diets and languages. Social and entertainment options are often limited as well.
To bridge the skills gap for women with ITI training residing in rural areas, initiatives are underway such as partnerships between the Construction Industry Development Council (CIDC) and startups like Salam Kisan, aimed at equipping rural women with drone operating skills. This training will empower them to undertake various project-related tasks, including site surveys and monitoring activities.
Moreover, some contracting companies have begun to implement supportive measures, such as coaches on construction sites, which aim to attract and retain women in what has historically been viewed as a hostile work environment. Significant benefits will be necessary to reintegrate women into the workforce, with an emphasis on creating a safe, inclusive, and supportive environment. This includes establishing secure housing, child-care facilities such as schools and hospitals, and offering compensation that reflects the challenges posed by rural placements. Additionally, workers who depart the workforce for family reasons should have a facilitated pathway back into employment, sometimes coupled with retraining and vocational certification opportunities.
Finally, it is crucial to address how employers perceive the lack of skilled labor, and place a greater emphasis on education and upskilling. Achieving pay equality is essential as well. For India to effectively tackle the pressing labor shortage in both the real estate and infrastructure construction sectors, workplaces and remuneration structures must be made more welcoming to women with children.