Three ways to intervene for gender equality

The fight for gender equality has always fascinated me. Having lived and worked in three different countries, I have encountered a complex blend of cultural norms, expectations and challenges as a woman. My lived experience as a working woman and my passion for research in project management prompted the idea for undertaking research on gender equality.

Having spent most of my career researching and working within the male-dominated construction sector, the initial research idea gradually shaped into looking at gender inequality in the sector. Through this project, I feel lucky to have had the chance to speak to many individuals (both men and women) who shared their valuable experiences and perceptions on gender equality within the construction sector in the UK.

1. Women benefit from training too

The challenge involved with research, and indeed the beauty of it, is the way the findings can change the researchers’ beliefs and perceptions. While our research intended (and has to a great extent succeeded) to identify the most effective/ineffective gender equality interventions in the UK construction sector, we learnt through the research that we cannot overlook the fact that the effectiveness of any intervention is highly dependent on a number of factors.

These include the organisational culture, the buy-in from those with authority and power within the organisation, and the individuals’ perception of how certain interventions intend to address biases and promote gender equality.

Our findings also showed that while the common perception is that gender equality interventions, and specifically training and awareness-raising interventions, are mainly aimed at men, women equally benefit and in cases need that training alongside men. In male-dominated professions, women may over time feel the need to adapt or assert themselves differently, hence unconsciously becoming a collaborator in creating an environment that is unwelcoming to other women.

Raising awareness can help recognise such behaviours and help women navigate their own biases. Women supporting women was highlighted as an important intervention through our research.

2. Unite men and women

Another finding is the important role men can play in this field. Many women we spoke to stated that their most trusted and helpful ally at work has been a male colleague with an open mind regarding the capabilities of women in the workplace.

While some interventions are intended to enhance gender equality, they tend to build walls between men and women, rather than bridges.

Men can be powerful allies in the journey toward equality and understanding, and it's important that gender equality narratives unite rather than divide. It is crucial that gender equality interventions are introduced and implemented in a manner that emphasises that gender equality benefits everyone.

Men, too, gain from a more equitable workplace. When we recognise shared goals, it fosters collaboration.

3. Intersectionality plays a key role

An important finding that also informs our agenda for future research is the recognition that gender equality intersects with other forms of inequality (race, class, sexual orientation, nationality, age, etc.).

Not all women feel equally included and recognised, and other characteristics besides gender play an important role in their experience of gender equality. It is important for organisations to recognise the need for interventions to be as inclusive as possible.

We’ve made significant strides toward gender equality, but the journey is far from over. It is our duty, regardless of gender, to continue to challenge norms, break down barriers and work together to create a world where everyone’s rights and opportunities are respected.

Developing Effective Interventions for Gender Equality in UK Construction Project Organisations by Sara Hajikazemi, Giorgio Locatelli and Kate Lawrence – download the report here