At 51 years old, Inmaculada Jiménez, a lecturer in civil construction and a qualified surveyor, shares her experience and perspective on the challenges and opportunities for women in an industry that remains predominantly male.

How would you describe the situation for women in the construction industry?

Although there is a growing demand for labour, the industry is still deeply sexist. Women don’t expect to face these behaviours, yet they persist—particularly within subcontractors. There is a lack of education and respect towards female professionals, and cultural diversity on construction sites can sometimes make inclusion even more challenging.

How would you assess female participation in the sector?

It’s difficult. Cultural diversity and the lack of training in values such as gender equality make access harder. Women have to fight not only against biases from managers but also from their colleagues.

What roles do women typically take on in construction?

Women are capable of performing any trade in construction, but they tend to enter the sector more easily in areas such as painting, electrical work, and plumbing. However, there is a significant shortage of labour in civil works.

What do you think about the industry’s evolution in recent years?

There has been progress, but it’s slow. A generational shift in leadership could bring a change in approach, making the sector more appealing and accessible to women.

Do you think construction is still a male-dominated industry?

Absolutely. This remains a major issue, as it discourages women from entering and staying in the field.

What are the biggest obstacles women face in this industry?

A lack of education and training in gender perspective, sexism, low wages, poor planning, and general disorganisation in the sector. Additionally, many companies lack effective measures to support work-life balance and retain female employees.

What strategies or changes do you think could improve the situation?

Raising awareness of gender equality is essential, particularly among HR personnel and site managers. Companies need to improve planning, reduce excessive overtime, and respect workers’ personal time. If existing policies are not enforced, they are meaningless.

What incentives could encourage greater female inclusion?

Work-life balance measures that help women stay in the sector. Additionally, promoting opportunities such as self-employment in housing renovation could be a viable career path.

What is your view on training for women in construction?

There needs to be better career guidance and stronger connections between educators and businesses to align training with the sector’s real needs. It’s also crucial to modernise and professionalise the industry to make it more attractive.

Do you think digital and green skills could help women enter the sector?

Absolutely. These areas represent the future of construction and can create new opportunities for women interested in joining the industry.

What message would you like to share with women interested in construction?

The sector needs to change. It must be nurtured, modernised, and professionalised. Without these changes, women will enter—but they won’t stay.