Structural impediments hampering career development of women to senior management at a selected construction site in Cape metropolis

Abstract

The construction industry stays one of the most male ruled fields. Therefore, the absence and lack of difference of gender in the construction industry is a persistent issue perceived in most nations in the world, which intensifies abilities and skills’ deficiencies or shortages, limits advancement or innovation while minimizes efficiency. IMPORTANCE: the study was conducted in trying to improve women into senior positions of leadership and/or management. Moreover, the study was employed to make recommendations on how to diminish the gender gap observed in the construction industry and explore the reasons for this observation in the construction industry by selecting a construction site in the Cape Metropolis in trying to comprehend this phenomenon and advice accordingly to resolve this problem. Moreover, enabling women in the economy and reducing the gender gap in the realm of work are critical issues to accomplishing the 2030 Agenda for Sustainable Development [1] and accomplishing the Sustainable Development Goals, especially Goal 5: to accomplish gender equity, and Goal 8: to advance full and productive employment and fair work for all; likewise Goal 1: diminishing poverty, Goal 2: food security, Goal 3: guaranteeing wellbeing and Goal 10: lessening inequalities. METHODOLOGY: The study targeted a large population, hence, the probability sampling (random sampling), and mixed method were utilized in order to attain reliable and valid results that would reflect an accurate notion regarding the construction industry. However, the study found that indeed only a limited number of women are employed within the construction industry. Possibly, there may be barriers that act as a glass ceiling preventing women obtaining senior management positions in the construction industry. RESULTS: it is unclear whether it is women’s choice not to pursue senior management positions (76% remained neutral) and, equally so, it is not apparent whether women are excluded from senior management positions (88% remained neutral). IMPLICATIONS: regard to gender differences, there were no significant differences within the workplace between the two genders other than biological issues. Subsequently, there were no significant differences in the behavioural qualities of the two genders detected during the study within the construction industry; both men and women were perceived to be hard working and also women were perceived to think ‘out-of-the-box’. However, men were perceived to be naturally more dominant than women which may be a trait that gives them an advantage over women.