By: Morag Evans - CEO of Databuild

With August marking Women’s Month, it offers an opportunity to reflect on the progress we have made and explore ways to support greater participation by women in historically male-dominated industries like construction. Over the years, we have reached gender milestones. However, women still account for approximately 14% of the workforce in our industry.

Women occupy 12% of construction management roles globally, and in STEM fields, South Africa reports that 13% of graduates are female. These numbers highlight the potential that exists to grow and diversify our talent base.

Mindset shift

Working alongside construction professionals, I have seen firsthand that change begins with rethinking mindsets. Too often, the narrative is that women belong in offices, not on site. Fortunately, that perception is changing thanks to real-world experience. A construction workforce where 60% of digital engineering or site-technology recruits are women shows what is possible when barriers are removed.

This shift isn’t only about inclusion but about productivity as well. Diverse teams are around 25% more likely to outperform in innovation and output. When both genders are involved in designing, planning, supervising or working on construction sites, new perspectives are revealed, grounded in detail, communication and problem-solving, integral to everything from safety to client relations. That includes tailored PPE: a recent industry focus confirms that ill‑fitting safety gear creates real risk, while gender‑specific solutions enhance both safety and confidence.

In South Africa, equipping women with properly fitted PPE also helps build trust. Women feel valued and protected in gear tailored to their needs. When a site introduces gender-specific gear, productivity and engagement rise. This shift from “make-do” to thoughtful design matters deeply.

Change in practice

Here are some suggestions that are helping organisations move forward.

First, normalise women on-site, in management, and at leadership levels. Seeing women in decision-making roles sends a powerful message. It says that ability and not appearance define success.

Second, redesign systems with women in mind. For instance, mentorship programmes tailored to female needs, flexible work for parents, and gender‑inclusive PPE. Small shifts in design choices yield outsized effects on recruitment and retention, particularly among millennials and Gen Z women.

Third, equip leaders with facts. Sharing data on safety, productivity and financial performance when women are included brings clarity. At Databuild, we support these conversations with information that proves inclusive teams are better-performing teams.

Finally, make inclusion part of every project plan, not a separate line item. Tie recruitment, training, contract terms and safety standards to diversity goals. Celebrate milestones and call out gaps. Set clear expectations and communicate progress openly.

These steps reflect what I see in other sectors as well. On International Women’s Day 2025, Ipsos reported that over half of people agreed that more women in senior roles would make organisations perform better. That sentiment is one to which construction cannot turn a blind eye.

Building momentum

We are right to honour South African women’s contributions this August. However, we must encourage action and not deliver platitudes. It is time for leadership teams to ask: "What are we doing this year to change who builds our cities?"

By changing assumptions, redesigning systems, and measuring what matters, we can make national progress visible.

Let Women’s Month be our moment for meaning. The industry stands to benefit when we create space for more people to contribute. Together, we can shape a construction industry that truly reflects the best of what South Africa has to offer.