IT’S ALL ABOUT BALANCE

Catherine Sheridan, Commercial Strategy Director at DNV, talks about why increasing the
number of women in construction is critical for Ireland’s future

With growing demands for housing, energy and transport, the Irish construction sector is under pressure to deliver at scale and speed. While this presents a clear economic opportunity, the industry also faces persistent barriers, namely bureaucracy, social licence challenges and a critical shortage of skilled labour.

One powerful, often underutilised solution to the roadblock of access to skilled labour lies in plain sight for the Irish construction industry: increase the number of women in the sector. Construction is one of the largest industries in Ireland, but data from the CSO found that it had one of the lowest female representation figures when compared to other industries, with around 18,000 women employed in the sector in Q4 of 2024. However, it was noted that the construction industry has seen a large increase in female employees between 2014 and 2024, up from 6,600 in 2014. The direction of travel is positive, but more can be done.

The need for infrastructure
Ireland’s infrastructure needs are well documented. According to the Irish Fiscal Advisory Council, the country lags behind other high-income nations in transport infrastructure investment per capita. With ambitious climate targets and population figures only set to rise, the demand for housing stock, renewable energy and public transport is growing by the day. This requires investment in infrastructure, which will in turn stimulate job creation, boost productivity and support long-term economic resilience. To capitalise on this opportunity, the construction sector must overcome structural hurdles that limit its capacity to deliver.

Barriers to building a better construction industry
The Construction Industry Federation (CIF) Outlook Survey found that 67% of construction companies report no or low involvement in public infrastructure projects, but what is the reason for this? One of the top causes is bureaucracy. Delays in awarding tenders, the administrative burden of planning and permitting, and rigid procurement processes are cited as major deterrents.
These inefficiencies not only slow down project delivery but also erode profitability from construction projects. Companies are reluctant to engage in public projects when margins are low and red tape is high, particularly when progress can be stalled or stopped entirely at a moment’s notice.

Beyond bureaucracy, construction projects increasingly require a “social licence” to operate and must secure the informal approval of communities and stakeholders. This is essential for avoiding delays, protests or reputational damage. Gaining social licence requires transparency, engagement and a workforce that reflects the communities it serves.
However, perhaps the most pressing challenge facing the Irish construction industry is the access to skilled labour. The CIF found that 77% of companies identify access to skilled workers as a top concern for the future of their business. With Ireland targeting 25,000 new homes annually and €27 billion in infrastructure investment, the demand for talent far exceeds supply.

Despite the urgent need for skilled workers, women remain significantly underrepresented in construction. Engineers Ireland noted that just 24% of engineering students are women, with just half of those (12%) then going on to pursue a career in engineering.

Why increasing women in construction matters
By failing to attract and retain women, the industry is limiting its recruitment pool and weakening its capacity to meet demand. Addressing the gender imbalance in the industry could increase that recruitment pool by as much as 50%. This would include women who currently opt out of engineering or construction careers, female graduates who pursue other sectors and women who leave the profession due to lack of support or flexibility. In a sector facing acute labour shortages, tapping into this underutilised talent pool and trying to attract new workers is both logical and necessary.

In terms of enhancing the social licence, a workforce that reflects the diversity of society is more likely to gain public trust. When communities see women and minorities represented on construction sites, in both leadership roles and in stakeholder engagement, it sends a message that can trump gender stereotyping and inspire younger people to see it as a valid career path.

This representation can be powerful in projects that affect local communities such as housing developments, transport hubs or renewable energy installations, where public perception can make or break a project.

Research shows that diverse teams outperform homogeneous ones. Gender-balanced teams bring a wider range of perspectives, which can inspire innovation and improve decision-making. In construction, this can translate into better project design, more effective stakeholder engagement and improved risk management. Companies with diverse leadership are more likely to be profitable; a McKinsey study found that companies with increased levels of diversity benefitted from a 15% increase in financial returns on average.

Addressing the barriers
Companies must review their recruitment practices to ensure they are inclusive and appealing to women. This includes using gender-neutral language in job adverts, offering flexible work arrangements and providing clear pathways for career progression.

Targeted outreach in primary and secondary schools and mentorship programs can also help shift perceptions and inspire the next generation. However, retention is equally important as recruitment. Women often leave the sector due to a lack of support, inflexible hours or hostile work environments. Creating inclusive workplace cultures, offering mentorship and addressing unconscious bias are critical steps to address this.

Government, industry bodies and individual companies all have fundamental roles in promoting best practices so that women can thrive in this sector. They can do this by demonstrating how to lead on these issues and by effectively championing gender diversity. This will allow companies to not only strengthen their own teams, but also set a standard for the wider industry.

The road ahead
Building out Ireland’s infrastructure depends on the construction industry’s ability to deliver complex projects at scale. This won’t be possible without addressing the barriers that hold the sector back. Increasing the number of women in construction is not a silver bullet that will flatten hurdles overnight, but it is a powerful lever for change. Over time it will expand the talent pool, enhance public trust and drive innovation, proving it is not only right, but the most fiscally and strategically prudent thing to do.

_____________________________________________________

Michael McDonnell Managing Editor of Irish Construction Industry Magazine & Plan Magazine

Email: michael@irishconstruction.com      WWW.MCDMEDIA.IE