Gender In Construction Industry Sociology Essay

Interviews are conducted with males and females already in the structure industry and those who are learning towards a profession in construction. There are numerous factors that discourage women from pursuing careers in development. The male prominent character of the industry is a pivotal factor that deters women from entering the industry; women therefore have fewer role models and insufficient self confidence in their future potential customers in industry. The need to emphasise the implementation of the Gender Collateral Act specifically centered on the construction industry, in order to address this lack of parity.

The outcome provides a learning curve for both males and females and will assist in understanding the reason why and factors that cause women never to be enthusiastic about construction as a job.

Access to these results must be greatly publicised.


Barriers, Building industry, Gender, Woman

1 Introduction

The engineering industry has been for a long time been perceived to be always a mens world. Slowly and gradually the facial skin of the executive industry is changing and we are viewing more women entering it. This paper is focusing on the changing facet of the industry and exactly how it includes impacted on women. The predominant image of structure is that of a male-dominated industry necessitating brute strength and tolerance for outdoor conditions, inclement weather and bad words. Reconciling this image with women's contribution in the building industry is problematic. However, there are early signs of a ethnic shift in the industry. This paper reveals an empirical overview of women's assignments within the industry and the ways that people make sense of these working experience when traditional gender tasks are challenged. Predicated on qualitative research, the study discovered that men on the market regarded as the gatekeepers are actually finding ways to react to and seem sensible of a changing work area, and the realities that girls are now positively encouraged to take part, legally shielded against discrimination and much more highly displayed in non-traditional regions of the engineering industry.

Through interviews conducted with males and females already in structure industry and those who are studying towards a job in construction, it is clear that there surely is still few numbers of women in the building industry.

Women are also studies ways as apprentices and trades visitors to position themselves within this new environment. They identify means of working that are more likely to ensure a smooth experience for themselves. While the stimulus for the changing face of the work area is the notion of gender equality, the reactions are not gender natural. All players are trying to make a deal ways to assimilate the other person into a fresh environment in a way which allows those to easily reconcile issues of gender. There are numerous factors that discourage women from going after careers in construction. The male dominant aspect of the industry is a pivotal factor that deters women from going into the industry; women therefore have fewer role models and insufficient confidence in their future prospects in industry. The majority of man in engineering industry still believes that involving ladies in this industry is not a good idea, as the saying goes that women aren't strong enough to take care of all construction problems e. g. Manual hard labour. There's a need to emphasise the execution of the gender equity act specifically focused on the structure industry, to be able to handle this lack of parity. Workshop that will talk about involvement of girl in development industry, change of mentality of woman and men in construction industry. We have to be cognisant to the fact that the fewer women there are on the market, the fewer women there are to research to and so inform the job alternatives of potential woman entrants. It is therefore my suggestion that a system be provided to permit successful women to do something as model exemplars and beacons of creativity. In order to augment the mentoring and role modelling process, women need to determine both professional and personal networks

2 Books Review

Construction has for a long time been considered as an industry unsuitable for females, this notion is still being perpetuated today (Dainty, Bagilhole and Neale et al, 2001). Managerially, it requires to be stated that there surely is some degree of support. However, this was found to be highly variable between differing individuals, company departments, work sites and organisations.

The issue of undervalued female in terms of these insufficient experience and expressing that they do not have power to handle the engineering work load have to be changed. Preventing them from fulfil their companies and in construction industry Managerially, it needs to be explained that there surely is some extent of support. However, this is found to be highly variable between differing individuals, company departments, work sites and organisations. The qualitative data uncovered some proof a glass roof (whereby women can see however, not attain higher-level careers and are blocked from career progression; Gurjao, 2006), with one respondent contentiously declaring that they had experienced regional variations in the SA.

Role models have frequently been discovered as key to the introduction of young aspiring pros (Singh et al, 2006). Although it has been set up that mentors are always near the protge for the reason that these are part and parcel of an interactive romantic relationship with the average person; role models are typically unacquainted with the observer and therefore have not personally approved or rendered the observational functions as permissible by the average person observing. As a result role models may be close or faraway to the observer. (Singh et al, 2006). Women going after occupations in the structure industry vigorously seek the industry culture as a result to be socialised in to the culture, stemming from the machine of education they have been exposed to (Bennet, Davidson & Gale, 1999). In a study performed by (Agapiou, 2002) it was discovered that from an early time men have the understanding that sufficient strength is a labor and birth right which they have been afforded because women are not made or be likely to work with heavy equipment. Among the female individuals in Agapious (2002) review stated how her acquaintances will constantly joke about her place being in your kitchen and not from site, an ideology entrenched in to the minds of males at a young age. These are barriers which are initiated in early on socialisation and are further perpetuated throughout industry related training and industry job recruitment (Fielden et al, 2001). These are aggravated by a business that remains entrenched in a culture that undercuts the worthiness of female participation and is constantly on the foster a male only image (ibid). Role modelling and mentoring strategies have been introduced into the development industry as an initiative to enhance the status quo of the underrepresentation of women in the industry, one such exemplory case of this Women as Role Models (Bennet et al, 1999).

The table bellow proves and provides better knowledge of what are obstacles facing women in the engineering industry (Le Jeune, 2008). It also gives us backdrop by other writers that these obstacles started very long time ago.


3 Research Methodology

All respondents in both focus groupings and the semi-structured questionnaires were asked to identify their age grouping and their job categorisation.

Respondents were also asked to provide information how long they had performed in the building industry, to summarize the most notable two barriers that that they had faced in being or progressing and some other additional personal or professional obstacles that they had experienced (or are facing) in being a woman on the market sector. Additional questions were also asked regarding which kind of training they might find useful in the foreseeable future and whether they had any suggestions for training or support that would help women go into, say or progress within the structure industry. The questionnaires were handed in at the end of every workshop had taken place. All research studies were analysed in an ongoing process and topics were discovered via use of keyword evaluation in a series of Word documents. Both the books and empirical data has been analysed in an ongoing basis, to that your findings have become emergent about the issues and discovered themes, which is both illustrated and discussed later in this newspaper.

The quantitative data results from the questionnaires format the age and broad profession category of the women trainee delegates. The study also indicates a very complex picture of the prospect of the development of ladies in the SA construction industry based after the range of how old they are groupings and job. It also suggests that most women in the construction industry are in their 25-35 season generation, with an inferior number being within the 36-45 season generation.

It should be stated that the amounts of women in our research were too small to be statistically significant and that the cohort could also have been damaged by the nature and kind of the tender skills training on offer. However, it was of interest to notice the noticeable bell shape distributions old ranges that seem to be to have happened inside our trainee and support group cohort; although a much bigger quantity of women would need to studied to see the validity or reliability of these findings.

4 Studies and Discussion

Where? Questions Who? Amount of respondents Common answers

DUT & Varsity College Why it is rear end to find female in building industry and what's the cause of it? Feminine Students 21 Its a mans industry.

Female aren't will to work longer time.

They don't want harassment from man.

Male Students 17 They are not troublesome enough.

They expect special attention.

They feel that its your world.

Construction Industry Head Office Girl 5 Man undervalued them. Not ready to work longer hours.

Some man still thinks that woman is not said to be spending so much time.

Men think that its their culture that only men are supposed to do the ruling not feminine.

Male 11 They dont have engineering experience.

They can not handle the engineering pressure.

Most professionals they still dont have confidence in them.

Construction Industry Site Founded Feminine 8 Its challenging to work encircled by mans.

They dont like the task environment.

They dont desire to be undervalued by man.

Not enough roll model for them to inspire

Male 20 Men believe that its their culture that only men are supposed to do the ruling not female.

They come and run away because of hard work.

Personal protective clothing (PPE) is the challenge to them.

Men are always taking a look at them plus they feel uneasy.

Where? Questions Who? Range of correspondence Common answers

DUT & Varsity College Are the females ready to participate engineering industry?, Answer have to be supported Girl Students 21 Yes. We see more numbers of the females in the building courses.

Male Students 17 No. They become a member of construction industry because of the belief it pays well, so they only want money.

Construction Industry Head Office Feminine 5 No. they just want to prove a point they can do what men think they can do best.


Male 11

Construction Industry Site Based Female 8

Male 20

5 Conclusion and additional Research

The lack of presence of successful women in construction has shown to perpetuate a home rewarding prophecy whereby fewer women are dissuaded from observing a profession in structure as viable. Isolation of ladies in construction means that ladies cannot establish and access support networks and advice in career advancement. It is highlighted that the fewer women there are in the industry, the fewer women there are to look up to and thus inform the career selections of potential feminine entrants. It is therefore suggested that a system be provided to permit successful women to act as model exemplars and beacons of ideas. In order to augment the mentoring and role modelling process, women need to determine both professional and personal systems. Only time and additional analysis will notify. For its part, the creators will be further analysing the role of the lower part up process and future paperwork will report upon the research findings and outcomes that have been achieved.

Through the study of this paper, the author has proved that there surely is better instigator of positive changes to organisational cultures and the obstacles that girls face.

6 Acknowledgement

First and foremost the authors would like to thank the Almighty God for providing us the strength to complete this research newspaper. Furthermore we would like to acknowledge and thank the next people who made important contributions to the research newspaper

Professor Peter Utting for his constant direction, support and inspiration.

Onke Dakada and Tlamelo who needed their time to show me how to acquire data and research.

The building people and students who had taken their time to wait my workshop and answer my long questionnaires.

My friends and individuals for their encouragement and unfading belief in me.

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