Female tradies are increasingly being called upon to meet the growing demand for skilled workers in the construction industry.
However, with an alarming 72 per cent of women leaving their apprenticeships within the first year, it’s clear that issues like harassment and microaggressions onsite need urgent attention if we’re to meet the demands. While many workplaces offer flexible arrangements, progressive policies, competitive wages, and promises of professional development, the reality on the ground can be very different.
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In response to this, the National Association of Women in Construction (NAWIC) and TDC Global conducted a study – The Not so Little Things Affecting Women in Construction. This research delves into the experiences of women facing microaggressions and harassment in the construction industry and explores how businesses can more effectively address and prevent these issues.
Microaggressions are small, often overlooked comments, actions or assumptions that can have significant impact on mental health, job satisfaction and career progression. These behaviours are frequently tied to unconscious bias in the aggressor. The survey revealed that 88 per cent of women reported experiencing microaggressions in the workplace , with 78 per cent of those in trades roles experiencing them firsthand.
So, how can businesses work to combat microaggressions and harassment in the workplace? Here are some key recommendations from the report:
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Support and reporting mechanisms
Provide tools and resources that encourage women to speak up, including clear and accessible reporting channels, anonymous options, and data linking reporting to financial outcomes. It’s also recommended that businesses conduct specific exit interviews for women to better understand and address the underlying bias.
Training and development
Importance of training on unconscious bias, safety and onboarding, mandatory training for new managers, education on the subtler forms of discrimination and their impact, development of consistent, wide-reaching education programs and to build awareness around the financial consequences of microaggressions.
Active bystander approach
Encouragement of peers to call out inappropriate behaviour, importance of male allies in changing workplace cultures and providing allyship training.