Each year the United Nations marks International Women’s Day (on March 8th). For 2023 is no exception (#IWD2023) and this year’s theme is “DigitALL: Innovation and technology for gender equality”.
This initiative which recognizes and celebrates the women and girls who are supporting the advancement of transformative technology and digital education.
This observance also explores the impact of the digital gender gap on widening economic and social inequalities, and it will also highlight the importance of protecting the rights of women and girls in digital spaces and addressing online and ICT-facilitated gender-based violence.
The event also provides an opportunity to consider the representation of women in technology fields. One neglected area is with engineering related fields, although the area of construction is seeing a weeklong series of events designed to open up the sector to a greater range of ideas and diversity.
Also running is ‘Women in Construction Week’ and for this year Digital Journal has heard from Brandi Ford, Senior Vice President of HR at ISN.
Ford looks at the proportion of women in key roles in the construction sector. She notes that while progress has been made there remains more to do. Here Ford assesses: “Despite the percentage of women in construction being higher than ever, the construction and manufacturing industries still feel as though they are dominated by men.”
To address this, more positive recruitment processes are needed. As Ford observes: “While women face barriers to enter these industries, it’s critical that organizations prioritize the recruitment and hiring of women in the space. Now is the time for construction companies to take actionable steps to attract more women to the industry, and ultimately increase the hiring of women.”
In terms of the measures to take, representation and publicity are key. Ford notes: “It’s important that women are represented in company initiatives and that recruiting resources use inclusive language to attract female applicants to all roles.”
In terms of sound advice, Ford recommends: “Companies can proactively address the lack of women in the workforce by showcasing a commitment to gender equality and benefits specifically for women, such as female employee resource groups, fertility and family planning benefits, and well-outlined career growth opportunities for women to succeed at the organization.”
In addition, Ford advises: “Beyond creating a more inclusive culture, employers should set and hold themselves accountable to target goals for diversity hiring focused on gender and prioritize the development of anti-discrimination and equal opportunities policies if they are not already in place.”
