The construction industry employs approx. 13 million people across Europe and is a major driver of economic development and answers to a wide range of social and economic challenges, such as digitalisation, design and construction of buildings and infrastructures, renovation and demolition, waste, the environment, and climate change. Unfortunately, it seems to be failing at attracting younger generations and female talent.
The European construction sector is facing a shortage of skilled workers, and if we are to have any chance of living up to the political objectives of a green and climate-friendly transition, we need to qualified workforce and make the construction industry appealing to the entire talent pool. To do so, the European construction industry needs to employ more women if it is to have a sustainable future. Women make up only 9 per cent of the construction industry’s workforce in Europe, and it is significantly lower among tradespeople, leaving a huge talent pool untapped.
Discover and get inspired
Amalie Maar
Construction architect and carpenter
Juliane Larsen
Carpenter trainee
Diversity drives performance
There are many positive effects of a more diverse workforce. Research shows that diversity and inclusion can be seen directly on the bottom line through increased employee satisfaction, innovation and productivity, and we lose important talent in the industry if we primarily recruit from one-half of the population. Investing in diversity has never been more attractive.
At STARK Group, the value of equal opportunity is embedded in the way we do business and retain talent groupwide. We believe that diversity, equity and inclusion have a positive impact on our performance and our relationships with our customers and suppliers and on the creation of environments where we can all thrive. In our commitment to diversity, we welcome everyone and meet all people with respect and an open mind.
We aim to grow a diverse and inclusive culture that mirrors the diversity of the societies that we are part of and to create a workplace that ensures equal treatment and opportunities for all employees. We wish to be an inclusive company that maximises the power of our diversity.
Myths about women in male-dominated industries
1. Women cannot conduct the same work as men
Most often, colleagues, masters or employers will question whether women can cope with the same physical hard work as men. They can. According to the Working Environment Act, there must be aids for heavy lifting. Therefore, anyone, regardless of gender, can do the same work.
2. It is expensive and difficult to employ women
It is not necessary to buy a new site hut to hire a woman. It requires a lock on the door, which can be installed in the old site hut. Regarding maternity leave, then as a company, you can get the costs reimbursed via maternity funds or reimbursement - regardless of which parent is on maternity leave.
3. Women spoil the “hygge”
You can still tell jokes, even if there are women in the company. It is part of everyday life and what makes going to work fun. What people find fun is different. Consider whether your joke or comment is appropriate for your colleagues, customers and business partners.
Great advice for a more diverse construction site
Presented by Boss Ladies
4 pieces of advice
To create the physical environment for a more diverse building site
- Make sure that all employees can get work clothes and safety shoes in suitable sizes.
- Make sure there is access to toilet facilities with a lock on the door and that there are toilet buckets and hygiene bags in all toilets.
- Ensure there is as much light on the construction site as possible. It will create a safer environment for everyone, especially during winter periods.
- Remove lightly dressed or nudity images, calendars or posters.
4 pieces of advice
to strengthen diversity in your company with great digital communication
- Increase the diversity of the company's visual identity. Make sure that there is gender diversity and diversity in all the company's visual material.
- Emphasise the value of the job. Put words and pictures on the profession's and the company's value to society. State what role the work in the company plays for our society, emphasising the parts of the job that will be needed in the future and where there is a great job guarantee.
- Focus on social and work-related aspects. Highlight the professional activities where the employees in your company have the opportunity to develop, such as talent development and further training.
- Break with the prejudice that you have to be able to do it all from the start. Self-confidence and belief in one's abilities are paramount when job seekers have to choose an apprenticeship and a career.
4 pieces of advice
for creating a more diverse and inclusive company in the construction industry
- Establish a code or guidelines for the company's policy against sexism and how you deal with inappropriate behaviour such as offensive actions, bullying, violence and unwanted sexual attention.
- Provide the necessary knowledge about where and how apprentices and employees can turn anonymously for advice and guidance if they experience sexual harassment or other offensive actions.
- Put the guidelines into practice, present them broadly to the management, employees and students, and make them clear on the company's website and the staff handbook.
- Equip managers to apply the guidelines by giving them concrete tools and knowledge on how to spot, deal with and prevent sexism and sexual harassment in the workplace.
STARK Group commitment
Diversity, equity and inclusion (DE&I) is embedded in the core of our approach and development. We work to ensure equal treatment and opportunities for all employees.
We are a member of the UN global compact, have participated in the UN Global Compact Target Gender Equality accelerator programme, joined The Confederation of Danish Industry (DI)’s Gender Diversity Pledge, signed Diversity Charter in Sweden and Germany, and initiated a DE&I council.
About Boss Ladies
Boss Ladies is a Danish national change project that aims to motivate more young women to enter – and to develop their talent – within the building and construction industry.
By motivating more young women to enter the industry, they aim to reduce the labour shortage within the industry and thus create the best conditions for Danish growth: In just ten years, Denmark will lack 17,000 skilled builders and tradespeople in the Danish building and construction industry. And by now, a whole of 65% of the industry’s businesses expressed that they have experienced a considerable lack of skilled labour within the recent year.
Boss ladies work to develop new methods and knowledge in an industry where it has proven difficult to attract and retain female talent. The project will thus activate new practical knowledge about how we create cultural changes in industries which today mainly attract boys and men.