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The hidden strengths in construction’s female workforce
Ioana Borangic Holcim UK
Holcim UK's Alison Burnett manages a 19-person operational team. Image: Holcim UK
A recent survey from Holcim UK is shedding light on women’s experiences in construction and the opportunities for employers to unlock untapped leadership potential.
Construction is an industry in continual evolution, from digital transformation to net-zero delivery. But one of the strongest accelerators of that evolution is already embedded within our organisations: the depth of expertise and ambition among women working across the sector.
New findings from Holcim UK shed light on what is working well and where targeted improvements can unlock even more potential.
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Ahead of International Women’s Day, Holcim UK surveyed 216 women in its business across operational, frontline and support roles. The results present an honest, balanced picture that mirrors trends across the wider industry: real cultural progress, a strong foundation of talent and clear opportunities to strengthen progression pathways.
A workforce rich in experience and ready to progress
One of the survey’s most powerful insights is the depth of experience women bring to construction.
Over 40% of respondents have worked in the industry for more than a decade, demonstrating long-term commitment and deep knowledge across diverse project environments. Women are contributing across the board, with nearly 29% in operational roles and the majority in technical or support functions, challenging outdated perceptions about where women “fit” within the sector.
This is an established pipeline. And it represents leadership potential the industry can nurture more intentionally.
Culture is shifting and women are feeling the benefits
The survey highlights meaningful cultural progress that construction professionals should take confidence from. Respondents identify supportive colleagues (59.2%) and an inclusive culture (45.1%) as strengths in their day-to-day experience.
Visible support from senior leaders and flexible working also stand out as enabling factors that help women balance demanding roles with life outside of work.
Importantly, 60.8% of women reported no experience or observation of gender bias at work, showing that many teams are building environments where women can thrive.
Where bias is encountered, cited by 39.2%, the issue is not widespread negativity but rather inconsistent experiences. This is where the industry’s next gains can be made: ensuring that inclusion is felt equally, on every site and in every team.
Holcim UK’s Anita Chesterton, pictured driving, has always been a self-confessed petrolhead and has come to recognise the importance of prioritising safety. Image: Holcim UK
Clear opportunities for improvement
Alongside the strengths, the findings point to specific, actionable opportunities. The most cited barrier was a lack of visibility around senior roles and grading (46%), followed by challenges related to career progression (37.4%) and confidence (36.4%).
One statistic in particular highlights a critical industry-wide issue: 38.5% of women say they would only apply for a senior role if they met every requirement. This aligns with patterns seen across sectors, where confidence and unclear pathways limit the number of women putting themselves forward, even when they are more than capable. Addressing this requires clarity, encouragement, and visible role models.
Stories from across Holcim UK demonstrate the impact visibility can have. Leaders like Alison Burnett, managing a 19-person operational team, and Anita Chesterton, excelling in technical roles while pursuing motorsport, help normalise ambition and show women what progression can look like in real terms.
What construction professionals can do now
For professionals working with clients, consultants and contractors, these findings translate into practical actions:
make promotion routes and grading structures clear and accessible;
actively encourage women to apply for stretch opportunities;
design roles and teams with inclusion built in from the outset;
ensure women are visible in leadership, delivery, and technical forums;
build consistency because inclusion only works when it is universal.
Looking ahead
Holcim UK’s decision to share internal experience data publicly sets a constructive precedent for the sector. Transparency helps the industry move from assumptions to evidence-based action.
The message from the findings is clear: women in construction bring experience, skills and ambition that are vital to the industry’s future.
Our shared responsibility now is to remove the barriers that limit progression and allow that talent to thrive.
