Workforce

Mentorship Helps Pave the Way for Women in Construction

Mentorships help women entering the industry build their skills and confidence—critical to success in a male-dominated field.
By Kerri Good
July 5, 2022
Topics
Workforce

If you were making a list of industries that have historically been dominated by men, construction would likely be at the top, as it is for many people. According to the U.S. Bureau of Labor Statistics, women made up just 11% of total employees in the construction industry in 2021. And while that number is slowly growing, the disproportionate gender split makes it especially critical for women in the industry to support each other.

Mentoring is one way to do that. Female mentors with experience in construction can help make the path smoother for future women coming into the field.

Challenges for women in construction

Less representation in the field and potential struggles for acceptance can be some of the challenges women in construction face. Other challenges can include seemingly smaller issues, such as a lack of safety gear or personal protective equipment (PPE) that fits properly. PPE designed for a man may be too big or loose-fitting on female employees, potentially posing a safety hazard if it gets caught on equipment or doesn’t adequately protect the wearer.

All these challenges can add up to roadblocks that prevent women from advancing in the construction industry—or keep them from even entering the field.

The difference mentoring makes

So, what role can mentorships play for women in the construction industry? Namely, mentoring provides guidance for women to develop professionally. Through the feedback and support of an experienced mentor, women newer to the field can access unknown opportunities, build their confidence to address challenges they face, navigate difficult situations and have a sounding board for advice.

Having a sense of camaraderie with someone who has gone through similar experiences provides women with perspective—and helps them see there is a path to success in the construction industry. It can be as simple as having someone to ask: “What did you do in this situation?” or “How did you get through this challenge?”

Qualities of a mentor

A good mentor has a breadth of industry experience, is knowledgeable about the field, and will take an interest in their mentee’s career and professional growth—whether it’s working on a jobsite or being involved with sales, marketing or one of the many other positions in construction. It’s also helpful when the mentor has already accomplished many of the things that their mentee hopes to achieve in their career.

A mentor should provide insight into their career growth and successes and discuss any challenges they faced along the way—and how they handled them. They can also share their resources and contacts to help the mentee expand their industry network.

Mentors also must be willing to listen and act as a sounding board for new ideas. A mentor ideally values a range of diverse perspectives. Above all, the mentor and mentee relationship should be comfortable enough that both parties can be honest with each other without judgment.

Mentoring best practices

Following are some best practices that can help optimize the benefits of a mentoring relationship.

Choose informal or formal
A key first step is for the mentor and mentee to decide if the mentorship is formal or informal. Both types can be very beneficial, so it’s just a question of deciding what the relationship looks like for them personally. A formal mentorship typically involves a set cadence of meetings, while an informal mentorship might be quickly touching base as questions arise. A formal mentorship often involves setting and tracking goals.

Set expectations
The mentor and the mentee should have expectations of what they will gain from the relationship. Setting specific goals and objectives can help ensure both get what they want and need. The mentor especially should come into the relationship with ideas about how to foster the connection so that they can hold each other accountable.

Provide actionable feedback
If the employee doesn’t know what to do with mentor feedback, is it really helpful? Be sure to provide actionable feedback to the mentee, whether it’s exercises or homework, or actions they can incorporate into their daily routine. That way the mentee can work on improving themselves and see results.

Finding a mentor

Larger companies serving the construction industry may have formal mentoring programs that make it easier to match employees with mentors. In the absence of a formal program, finding a mentor can be as simple as approaching someone you admire who has a professional style you want to emulate, or a skill set you want to develop. Making sure there is a natural connection in the relationship is the most important factor.

Females in construction—especially those in leadership positions—often feel a duty to support other women as they enter the industry. Mentorships can help women just entering the industry build their skills and confidence, which is critical to success in such a male-dominated field.

by Kerri Good

Related stories

Workforce
Increasing Support for the Increasing Number of Women in Construction
By Shanthi Rajan
Providing more support for the women in the construction industry is a promising way to recruit them to (and retain them at) your company.
Workforce
An Interview With the Women Leading the Way at BELL Construction
By Rebecca Goss
In celebration of Women in Construction Week and Women's History Month, four women leaders with BELL Construction talk career trajectories, inspiration and advice for the next generation.
Workforce
Barriers That Are Hurting Your Hiring and Recruitment Efforts
By Samantha Stephenson
To hire based on merit, companies must ensure that their hiring procedures are accessible to everyone.

Follow us




Subscribe to Our Newsletter

Stay in the know with the latest industry news, technology and our weekly features. Get early access to any CE events and webinars.