Meet one of the women challenging stereotypes in a male dominated housing sector

Meet one of the women challenging stereotypes in a male dominated housing sector

– an interview by Phil Foster, Managing Director of Ocean Edge Executive Search

The need to add diversity into the male-dominated construction sector has been highlighted in new research which looks at how gender bias within the sector is impacting women’s retention rates, and career growth.

As an Executive recruiter within the social housing sector, I’m often asked about increasing diversity amongst underrepresented groups. With the property and construction sector currently facing massive skill shortages, there is an urgent need to attract and retain more women to pursue a career, and more importantly to reach senior roles in order to inspire others to follow suit.

To understand more about the challenges women face in pursuing a career in a male dominated sector, I am delighted to talk to Nicola Clayton, a housing professional with over 30 years experience and a leading voice in the MMC (modern methods of construction) industry. As a senior executive working in a male-dominated sector, Nicola is helping to break down barriers and smash stereotypes for the next generation of female leaders.

Nicola, what are your thoughts and advice for other women entering the sector or aspiring to be leaders?

Entering the housing sector or aspiring to be a leader as a woman can be both challenging and rewarding. My advice for women is to build a robust professional network, seek mentorship, and continuously enhance your skills and knowledge. Stay informed about the latest industry trends and innovations, and don’t be afraid to take on new challenges and volunteer. Confidence in your abilities, coupled with a commitment to continuous learning and adaptability, will serve you well. In my experience, authenticity and honesty are valued – carefully chosen words at the right time and a proposal to resolve work best!

What challenges have you faced to reach a senior level in the predominantly male-dominated construction and housing sector?

One of the significant challenges was establishing credibility and being taken seriously in leadership roles. To overcome this, I focused on delivering high-quality work, gaining specialised knowledge, and building strong relationships across the industry. Persistence, resilience, and a willingness to learn from every experience have been key to navigating these challenges.

The challenges of working full time with two children were difficult.  I think flexibility and allowances for working parents have improved but there is still a long way to go.  As I get older, I realise that caring for parents and partners can also have a significant impact on our work lives.  Make sure you are honest with your manager and your teams about what’s going on.  They will understand and support you.  If you don’t feel supported, then consider talking to others within the business to get support and work out a plan.

How do you think housing can attract and retain more women?

I believe the housing sector can attract a more diverse workforce by actively promoting inclusivity and equal opportunities. This can be achieved by implementing policies that support diversity in recruitment, offering flexible working arrangements, and providing professional development opportunities tailored to underrepresented groups.

Mentorship and sponsorship programs can also play a significant role in supporting women and other minorities in their career advancement. Showcasing successful role models within the industry can inspire and encourage more diverse talent to enter and thrive in the sector.

Creating an inclusive culture where diverse perspectives are valued and respected is essential. This involves regular training on unconscious bias, promoting diversity at all levels of the organisation, and ensuring that there are clear pathways for career progression for everyone.

I think we must get better as an industry at challenging inappropriate attitudes, comments and behaviours.  It’s something I’ve committed to do as I support, educate and empower my 17 year old daughter to challenge when she feels it’s right to do so.

Interview conducted by Phil Foster, Managing Director of Ocean Edge Executive Search  Please follow Ocean Edge Executive Search on Twitter and LinkedIn