Women’s Career Development in Construction and the Role of Training and Development Gayani Elvitigala, Dr Dilanthi Amaratunga & Dr Richard Haigh Research Institute for the Built and Human environment The University of Salford BEECON 2006

Presentation Layout Introduction and Background Aim of the study Training and development in construction Role of training and development and women’s career Summary Way forward

“Construction is one of the skills shortage industry” (EOC, 2004 ) “a chronic shortage of skilled workers in Construction Industry" (Flood,2004) “a correlation between sector-specific skills shortages and under-representation of women in these sectors” (EOC,2004) “women are only 203,000 as 10% from total employees in construction industry” - (Labour Force Survey Spring, 2004) “women were found to have progressed an average of one hierarchal level behind their male peers of similar age and experience” ( Dainty et al,2000) Introduction and Background

Aim of the Study Aim Review of the literature on the role of training and development on women’s career in construction

Training and development in construction Training is defined as "all the various processes by which an individual develops the competencies required for employment-related tasks" (OECD, 1997) The proportion of employers providing off-the-job training in 2002 in construction was relatively high – 64%. (CITB,2003) Training for health and safety purposes is one of the most widespread types of training provided across all sectors, including construction and training in new technology and management is lower in construction than in other industries ( survey of learning and training at work,2002)

New training and development targets (CITB,2002) – recruitment targets for new entrants into industry-approved schemes –increased retention of CITB Managing Agency trainees – recruitment of a target number of female and ethnic minority trainees. Specific aims included:  Dedicating resources to recruit 41,000 new entrants into industry-approved training schemes.  Improving the recruitment of female and ethnic minority trainees by 10 per cent per annum.

Role of training and development in construction and women’s career obtaining training and work experience necessary as a route of entry for women into construction (Byrne et al,2005) women in full-time jobs tend to receive less training than their mail counterparts (Powell,1998) there is attitude had persisted through training into the workplace, where they had been expected to undertake clerical and support duties and had to fight to be given technician training and work (Fielden et al,2000)

The significance of training for both development and confidence-building purposes has been noted as a difficulty women often face when trying to gain training they want (Healy and Kraithman, 1996) lack of training is seen as helping to prevent entry into the management ranks in many organisations (and to keep women at the lower levels within management) (Steven,2000)

Summary Influences of adequate training programmes towards career development of women Lack of successful initiatives for training and development Women are seeking specific training programs in order to develop their career which are necessary for their career development lack of training as a factor preventing entry of women into the management ranks in many organisations It is necessary to develop effective and adequate training programmes at both organisational and regional levels to pursue women’s career development in the field of construction

Identify further barriers face by the women in obtaining necessary training Explore details of any female specific training programmes in construction industry What lessens can be learnt from other sectors in training development and management for construction industry Way forward

Acknowledgments Authors acknowledge the assistance received from European Social Funds towards the work reported in this presentation

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