Building a Better Future: Why Equality and Inclusion for Women Matter in the UK Construction Sector in 2025

The UK construction sector in 2025 is navigating a period of transformation. While the industry is showing signs of recovery following recent economic and labour market disruptions, challenges remain—including a growing skills shortage, outdated perceptions of the sector, and a pressing need for greater gender diversity.

To meet demand and futureproof the workforce, one solution stands out: promoting equality and inclusion for women in construction. Though long male-dominated, the construction industry is slowly changing—and embracing that change fully is critical not just for social equity, but for the future of the sector itself.

The State of the UK Construction Industry in 2025

The outlook for the UK construction industry in 2025 is cautiously optimistic. Forecasters anticipate a growth rate of around 3%, driven by investment in infrastructure, housing, green energy, and flood resilience projects. This signals a positive shift after years of post-Brexit uncertainty and pandemic-related disruption.

However, this recovery is under threat from a chronic shortage of skilled workers. The industry needs to recruit an estimated 250,000 additional people by 2028 just to keep pace with national targets, including the government’s pledge to build 1.5 million homes.

The current workforce is ageing, and the pipeline of young talent is not sufficient. Solving this issue requires a broader, more inclusive approach to hiring—especially when it comes to attracting women to construction careers.

Women in Construction: The Landscape Today

In 2025, women account for approximately 15% of the construction workforce in the UK. That equates to roughly 340,000 women working across various roles in the sector—from project management and surveying to architecture and planning. While this marks progress, serious disparities remain.

Only 2-3% of site-based roles are filled by women, and fewer than 7% of leadership positions are held by women across the construction sector. These figures suggest that, while doors are opening, they’re still not wide enough—and cultural and structural barriers persist.

That said, there is room for hope. Recent surveys show that 66% of young women in the UK are either open to or actively considering a career in construction. This shift in perception presents a real opportunity to transform the workforce—if the industry is willing to act.

Why Equality and Inclusion Are Business Imperatives

Diversity is more than a moral obligation—it’s a strategic asset. Companies with diverse teams consistently outperform their peers in innovation, collaboration, and profitability. For the construction industry, these benefits are particularly valuable, given its dependence on problem-solving, communication, and coordination across complex projects.

More inclusive workplaces also experience higher employee retention, better morale, and stronger reputations among clients and stakeholders.

By embracing gender diversity and fostering an inclusive culture, the construction industry can:

• Tackle the skills shortage by tapping into a wider talent pool

• Attract and retain top talent, especially from younger generations

• Enhance innovation and productivity through diverse thinking

• Reflect the communities they serve, improving public trust

Put simply, inclusion isn't a "nice to have"—it’s essential for building a stronger, more sustainable future for UK construction.

Practical Steps for Employers to Support Equality and Inclusion

To turn good intentions into meaningful action, employers must take proactive and measurable steps. Here's how construction firms can lead the way in 2025:

1. Proactive and Inclusive Recruitment

• Use inclusive job descriptions that avoid gender-biased language.

• Advertise roles through diverse channels and networks supporting women in STEM and construction.

• Build partnerships with schools, colleges, and community groups to inspire young women to explore construction careers.

• Track and analyse recruitment data to identify barriers and adjust strategies accordingly.

2. Mentorship and Career Development

• Launch mentorship and sponsorship programmes to support career progression for women.

• Highlight female role models internally and externally to increase visibility and motivation.

• Offer leadership training and personal development plans tailored to women in the industry.

3. Flexible Work and Family-Friendly Policies

• Introduce flexible working options, including hybrid roles and job-sharing, where feasible.

• Improve maternity, paternity, and parental leave policies.

• Support phased return-to-work programmes for parents and carers.

• Provide on-site facilities (e.g. nursing rooms) to accommodate working parents.

4. Leadership and Culture Change

• Provide training on unconscious bias and inclusive leadership for all managers.

• Establish clear anti-harassment policies and zero-tolerance reporting structures.

• Create employee-led inclusion networks to empower underrepresented voices.

• Celebrate inclusive events such as International Women’s Day and Women in Construction Week.

5. Transparency, Data and Accountability

• Monitor key metrics such as pay equity, promotion rates, and employee retention by gender.

• Set and publish measurable diversity and inclusion goals.

• Gather employee feedback regularly through surveys and focus groups.

• Produce annual D&I progress reports to demonstrate transparency and commitment.

6. Supply Chain and Partner Expectations

• Include equality and inclusion clauses in supplier contracts.

• Vet contractors and subconsultants for adherence to inclusive standards.

• Engage with women-owned or minority-led businesses to broaden the impact beyond your direct workforce.

Moving Forward: Inclusion is the Foundation of Growth

Real progress requires more than words. It demands commitment, investment, and the willingness to rethink traditional structures. By embedding equality and inclusion into the foundation of their business, construction employers can help reshape the industry for the better.

As the UK faces mounting infrastructure demands and an evolving economic landscape, the construction sector must rise to the challenge—not just with bricks and mortar, but with bold cultural change. Encouraging more women in construction isn’t just good policy—it’s good business.