• info@wdc-lb.org
  • M: +961 70 24 88 55

Supporting
women in Design
& construction

Our mission is to empower Women in the Design and Construction industry by creating a supportive and inclusive environment that fosters professional growth, innovation, and leadership.

We are dedicated to providing opportunities for education, mentorship, and networking, ensuring that women have the resources and support to excel and transform the industry.

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 Our mission is to empower Women in the Design and Construction industry by creating a supportive and inclusive environment that fosters professional growth, innovation, and leadership.

We are dedicated to providing opportunities for education, mentorship, and networking, ensuring that women have the resources and encouragement to excel and transform the industry.Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo.

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How we make a Change

1

Hosting Workshops

in educational institutions to
raise awareness

2

Providing Training

and industry related courses to
upskill and reskill

3

Leadership

programs that empower

4

Mentoring

and networking events

5

Collaboration

with women rights' associations and law
makers to change policies and laws

6

Leveraging

industry events for advocacy

7

Fostering Relationships

to promote employment opportunities

  • it is a fact

Women are severely underrepresented in the construction industry.

Topics of interest

1 What are the challenges women face than hinder their entry and progression in the design and construction industry?

LACK OF EDUCATION, SKILLS, AND TRAINING

Women often face barriers in accessing the necessary education and training required to enter the industry. Gender stereotyping and lack of access can be attributed to existing social norms and gender stereotyping that challenge women from pursuing these fields.

BIAS AND DISCRIMINATION

The construction industry is traditionally male-dominated, leading to biases and discrimination that may unconsciously prevent women from entering or advancing in the field. The biases exist at multiple and systemic levels that may not be welcoming to women.

CORPORATE POLICIES AND PROCEDURES

Existing corporate policies and procedures may not be gender-sensitive. Rigid work schedules can make role progression and career policies can inadvertently leave male employees more in difficult for women to thrive.

WORK-LIFE BALANCE CHALLENGES

The demanding nature of construction work, with long hours and inflexible schedules, can create significant work-life balance challenges for women, particularly those with caregiving responsibilities.

LACK OF ROLE MODELS

The scarcity of women in leadership positions within the industry means there are fewer role models and mentors for women entering the field, making it harder to envision career advancement possibilities.

These challenges are multifaceted and stem from various systemic and cultural issues.

2 What measures can be implemented to retain women in the design and construction industry?

MENTORSHIP PROGRAMS

Establishing mentorship programs that connect women with experienced professionals in the industry can provide guidance, support, and networking opportunities.

FLEXIBLE WORK POLICIES

Implementing flexible work arrangements, parental leave policies, and work-life balance initiatives can help retain women in the industry, especially those with caregiving responsibilities.

INCLUSIVE WORKPLACE CULTURE

Creating an inclusive workplace culture that values diversity, addresses bias, and promotes equal opportunities for advancement is essential for retaining women in the industry.

PROFESSIONAL DEVELOPMENT

Providing ongoing professional development opportunities, including leadership training and skill enhancement programs specifically designed for women, can help them advance in their careers.

EQUAL PAY INITIATIVES

Implementing transparent pay structures and regular pay equity audits to ensure women receive equal compensation for equal work, helping to address the gender pay gap in the industry.

These measures can create a more inclusive and supportive environment for women in the industry.

3 How can women be supported to re-enter the design and construction industry after an absence?

RETURNSHIP PROGRAMS

Implementing returnship programs specifically designed for professionals who have taken career breaks can provide a structured pathway back into the industry.

SKILLS REFRESHER COURSES

Offering skills refresher courses and training programs to help women update their knowledge and skills, especially in areas that have evolved during their absence.

SUPPORTIVE ONBOARDING

Creating supportive onboarding processes that acknowledge career gaps and provide the necessary resources and support for successful reintegration into the workforce.

PART-TIME OPPORTUNITIES

Offering part-time or phased return-to-work options that allow women to gradually transition back into full-time employment while balancing other responsibilities.

NETWORKING EVENTS

Organizing industry networking events specifically for women returning to the workforce, providing opportunities to rebuild professional connections and stay informed about industry developments.

These support mechanisms can facilitate a smoother transition back into the industry.

1 What are the challenges women face that hinder their entry and
progression in the design and construction industry?
LACK OF EDUCATION, SKILLS, AND TRAINING

Women often face barriers in accessing the necessary education and training required for careers in construction and design. This lack of access can be attributed to societal expectations and gender stereotyping that discourage women from pursuing these fields.

Bias
and Discrimination

The construction industry is traditionally male-dominated, leading to biases and discriminatory practices that can prevent women from entering or advancing in the field. This includes sexist attitudes and a work environment that may not be welcoming to women.

Corporate Policies and Procedures

Existing corporate policies and procedures may not be conducive to promoting gender equality. These policies can inadvertently favor male employees, making it difficult for women to thrive.

Masculine
Industry Culture

The culture within the construction industry is often described as masculine, which can be unwelcoming to women. This culture can manifest in various ways, including the expectation that women conform to male norms and behaviors.

Gender
Stereotyping

Occupations in the construction industry are often gender-typed, discouraging women from pursuing careers in these fields. This stereotyping can start early, influencing career choices from a young age.

Work Environment and Family Commitments

The demanding nature of construction work, combined with family commitments, can make it challenging for women to balance their professional and personal lives. This is particularly true in an industry that may not offer flexible working arrangements.

Recruitment
Practices

Recruitment practices in the construction industry may favor male candidates, either consciously or unconsciously. This can include selection criteria that are biased towards male-dominated courses and experiences.

These challenges are multifaceted and stem from various systemic and cultural issues.

Mentorship
and Sponsorship

Establish mentorship and sponsorship programs to provide women with guidance, support, and advocacy. Experienced professionals can help women navigate their careers and overcome industry-specific challenges.

Career Development
and Training

Offer continuous professional development and training opportunities tailored to women. This includes leadership training, technical skills enhancement, and career advancement programs.

Inclusive Workplace
Culture

Foster an inclusive workplace culture that values diversity and promotes gender equality. This involves addressing any discriminatory practices, ensuring equal opportunities, and creating a respectful and supportive environment.

Flexible
Work Policies

Implement flexible work policies that accommodate the needs of women, especially those with family responsibilities. Options such as flexible hours, remote work, and part-time positions can help women balance their professional and personal lives.

Recognition
and Rewards

Recognize and reward the contributions of women in the construction industry. This can include awards, promotions, and public acknowledgment of their achievements, which can boost morale and motivation.

Support
Networks

Create support networks and affinity groups for women in construction. These groups can provide a platform for women to share experiences, seek advice, and build a sense of community.

Health and
Safety Measures

Ensure that health and safety measures are in place to protect all workers, including women. This includes addressing any specific safety concerns that women may have and providing appropriate facilities and equipment.

Addressing
Gender Bias

Actively work to eliminate gender bias in the workplace. This involves training for all employees on unconscious bias, promoting gender-neutral language, and ensuring fair treatment in hiring, promotions, and evaluations.

Work-Life
Balance Initiatives

Promote work-life balance initiatives that support the well-being of women. This can include wellness programs, mental health support, and family-friendly policies.

These challenges are multifaceted and stem from various systemic and cultural issues.

Education and
Training Programs

Develop and promote education and training programs specifically designed for women. These programs should focus on upskilling and reskilling women to meet the current demands of the construction industry.

Mentorship and
Networking

Establish mentorship programs where experienced professionals can guide and support women re-entering the industry. Networking opportunities can also help women build connections and find job opportunities.

Flexible Work
Arrangements

Implement flexible work policies that accommodate the needs of women, especially those with family commitments. This can include part-time work, job sharing, and remote work options.

Inclusive Recruitment
Practices

Ensure that recruitment practices are inclusive and free from gender bias. This can involve revising job descriptions, using gender-neutral language, and actively seeking female candidates.

Supportive Work
Environment

Create a work environment that is supportive and welcoming to women. This includes addressing any discriminatory practices, promoting gender equality, and fostering a culture of respect and inclusion.

Career Development
Opportunities

Provide clear career development pathways for women, including opportunities for advancement and leadership roles. This can help women see a future in the industry and motivate them to stay.

Awareness
Campaigns

Conduct awareness campaigns to challenge gender stereotypes and promote the construction industry as a viable career option for women. Highlighting successful women in the industry can serve as inspiration.

Childcare
Support

Offer childcare support or subsidies to help women manage their family responsibilities while pursuing their careers in construction.

These support mechanisms can facilitate a smoother transition back into the industry.

Events

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Constructing Change

Empowering Women in the Built Environment
for registration

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