Empowering women in construction to overcome microaggression

Despite massive progress in diversity and inclusion, a new study in Australia shows that it is still tough for women looking to make a career in construction. The findings reveal that many still experience persistent microaggressions and encounter significant hurdles in advancing their careers – situations that are so difficult - that some are even considering leaving the industry altogether, writes John Ridgeway.

The study, by the National Association of Women in Construction (NAWIC), launched in collaboration with the DEI consultancy TDC Global, highlights the daily challenges that women encounter in the field – and it does not make for good reading. Even worse, there is strong evidence to suggest that their findings highlight a global problem for the construction industry

One of the study's most troubling findings is that 88% of respondents reported experiencing microaggressions, with women in managerial or administrative roles encountering even higher rates. Beyond the emotional toll, these subtle but harmful behaviours can create a pervasive sense of exclusion, undermine confidence and over time, contribute to mental health issues. For many women, fear of retaliation and a lack of institutional support prevent them from reporting these incidents, claims the report, leaving them feeling isolated and undervalued.

NAWIC, founded in Australia in 1995, has become a powerful advocate for women in construction, offering support, resources, and networks that help women thrive in this field. NAWIC is part of a global network that includes the United States, New Zealand, and Canada, and serves as a forum for women to share ideas, expand their skills and create networks that foster personal and professional growth. NAWIC’s vision is to empower women in construction, build confidence and strengthen the industry as a whole through inclusivity and equity.

In the study conducted by NAWIC and TDC Global, a DEI consultancy known for its expertise in male-dominated sectors, numerous key issues affecting women in construction were examined, including microaggressions, imposter syndrome and emotional challenges.

Microaggressions are subtle, often unintentional, actions or comments that communicate negative or dismissive messages to members of marginalised groups. In construction, these experiences are alarmingly common. NAWIC particularly highlighted specific demographic groups that experienced microaggressions more acutely. For example, LGBTQIA+ individuals, people with disabilities and women from migrant or minority backgrounds.

These findings clearly underscore the importance of fostering a work culture where all voices are valued and mutual respect is emphasised and to address this, the report advocates the need for comprehensive training and awareness programmes to help team members recognise and reduce microaggressions in their workplaces.

The emotional and professional impact of bias

Microaggressions and bias can have lasting impacts on mental health, confidence and professional aspirations. Many women in the NAWIC study reported feelings of imposter syndrome, which stems from repeated exposure to dismissive or demeaning behaviour. For some, this has led to a chronic state of self-doubt, affecting their productivity and career advancement. The study noted that women frequently felt gaslighted, manipulated into questioning their own worth and abilities. As one participant shared, "Microaggressions enhance the weaker parts of yourself…you are always on the defensive." According to the report, 8% of female respondents had already exited the construction sector due to microaggressions, lack of advancement opportunities and inadequate work-life balance options.

Awareness and recognition of microaggressions are the first steps toward addressing them and in response to their findings, NAWIC and TDC Global emphasise the need to create safe spaces where women feel empowered to report incidents without fear of retaliation. Unfortunately, as the report notes, fear of reprisal often discourages women from speaking out. One respondent explained, "Sometimes you can’t report it because your career can be over if you work in a certain environment."

To combat this, NAWIC advocates for a supportive culture in which all employees, especially leaders, receive training on recognising, understanding and addressing microaggressions. Through the development of support groups, ally networks and mentorship programmes, the organisation aims to provide a safety net for women who encounter these challenges, ensuring they have the support needed to navigate and thrive in their careers.

An integral part of creating an inclusive construction industry lies in transforming its leadership. Supervisors and managers must lead by example and NAWIC’s research underscores the need for DEI-focused development programmes to help prioritise leadership that values inclusivity and takes a proactive stance on issues impacting women.

The report also suggests that fostering an inclusive mindset at the top levels of management can result in long-term benefits, as leaders who actively engage with DEI principles set the tone for the rest of the organisation. As a result, by equipping leaders with the tools to address bias, provide equal opportunities and support the professional growth of women, NAWIC hopes to create a trickle-down effect, positively impacting workplace culture across all levels of construction.

Breaking down barriers

However, the construction industry, as NAWIC’s study reveals, still has significant work to do to achieve gender equity. That said, this research also paints an inspiring picture of resilience and the potential for meaningful progress. For women already in construction or considering a career in the field, NAWIC provides a supportive network that celebrates their contributions, advocates for their rights and fights for a future where everyone feels valued.

By shedding light on the struggles women face and offering practical solutions, NAWIC and TDC Global are paving the way for a construction industry that is diverse, inclusive and genuinely representative of the communities it serves. The future of construction depends on embracing the talents of all individuals and as NAWIC continues its work, women around the world are finding their place in an industry that recognises their worth and champions their success.

With its findings, NAWIC aims to inspire industry-wide change. By building on its efforts and partnerships with organisations like TDC Global, NAWIC envisions a construction industry where diversity and inclusion are no longer ideals but realities. Whether through mentorship, awareness programmes, or DEI-driven leadership, the construction industry can evolve to be a more welcoming place for women everywhere.

In the end, NAWIC’s work stands as a testament to the power of advocacy and the importance of persistence. Women in construction deserve a seat at the table and as NAWIC leads the charge, the entire industry stands to benefit.

For more information on how you can get involved with NAWIC, join their initiatives, or support their mission, visit NAWIC's website. Together, we can build a construction industry that is as diverse and inclusive as the world it builds. To read the full report click HERE