If you're passionate about transforming the construction industry into a more inclusive, safer, and supportive environment, you'll want to read this.
Construction has traditionally been a male-dominated sector with deeply ingrained cultural issues that affect everyone—women, men, and those who are neurodiverse.
In this article, we’re sharing the key highlights from our latest Tap Into Something Better podcast episode, where our founder, Hannah Freeman where Hannah Freeman sits down with Faye Allen, -chartered quantity surveyor and author of Building Women, we explore how small, practical changes and leadership behaviours can have a profound impact on retention, safety, and overall industry culture. Whether you're a leader, a newcomer, or just curious about industry reform, this post uncovers actionable insights on creating a workplace where everyone can thrive.
The conversation explores what’s really driving change in construction, from leadership behaviour to workplace design, and why small, practical changes are having the biggest impact on retention, safety, and performance.
Below, we break down the most important insights from the episode.
Why Construction Struggles with Inclusion and Retention
Faye Allen, with over 30 years of experience supporting clients across the UK and internationally, highlights common themes behind why many women—and men—leave construction. She notes that early years in the industry often see women feeling excluded, particularly due to outdated PPE that doesn’t fit properly or makes safety a concern. “Shrink it and pink it” is a phrase she uses to describe the superficial attempts to cater to women that often fall short, leaving many feeling unsafe and undervalued.
Bullying and harassment are also significant factors that lead to disillusionment, especially since women represent a tiny fraction of the workforce and can feel isolated. Later in their careers, women face additional challenges like inflexible work arrangements, especially during motherhood or menopause, which can push them out of the industry just when they have valuable experience.
Key takeaway:
The retention of women in construction depends on addressing both immediate safety issues and deeper cultural attitudes that foster inclusion and respect.
Small Behaviours, Huge Impacts: How Everyday Actions Shape Industry Culture
Faye emphasises that many behaviours—often seen as minor or just “banter”—can have a lasting negative impact on inclusion. Sarcastic comments, jokes at someone's expense, or dismissive attitudes create a psychologically unsafe environment. This is compounded by a loud, boisterous site culture where introverts or quieter voices are overlooked. She advocates for a shift in industry norms—encouraging active listening, empathy, and kindness. Leaders who listen, show genuine care, and foster respect can significantly improve retention and morale, particularly for women and vulnerable groups.
Practical tip:
Implement simple training or exercises that promote awareness of how small comments or actions affect team members. Over time, these small adjustments can transform industry culture.
Key takeaway:
Building respect and kindness into daily interactions supports a more inclusive and sustainable workforce.
Leadership That Works: The Power of Listening and Empathy
One of the standout lessons from Faye is the importance of leadership behaviours in retention. She highlights listening—not just hearing, but actively engaging and empathising—as a vital skill. Good leaders who listen foster loyalty, motivation, and resilience among their teams, even during tough projects. Faye shares that empathy and active listening are skills that can be developed, and yet they are often overlooked in traditional industry leadership. By creating an environment where people feel heard and cared for, organisations can reduce turnover, improve productivity, and build stronger teams.
Actionable strategy:
Leaders can dedicate time to one-on-one check-ins, practice mindful listening, and show genuine interest in employees’ wellbeing. Small gestures of care can have large impacts on retention.
Key takeaway:
Empathy-driven leadership fosters loyalty, safety, and retention—especially for underrepresented groups.
Making the Industry Safer and More Inclusive for Everyone
Faye's insights reveal that improving conditions for women benefits the entire industry. Better PPE, improved welfare facilities, flexible working hours—these benefits are not exclusive to women. She advocates for industry-wide reforms that make the environment healthier and more supportive for all. For example, offering flexible hours and shared shifts not only helps women balance work and family but also helps reduce physical strain and mental health issues for men. Industry culture needs to recognise that safety and inclusion are interconnected, and improvements in one area benefit everyone. Faye stresses that as we include more women, we also improve working conditions for men, leading to a more positive, productive, and sustainable industry overall.
Key takeaway:
Inclusive reforms and simple flexible policies can create safer, healthier, and more resilient work environments for all genders.
Practical Changes with Big Impact
Looking to implement quick, low-cost solutions? Faye points to flexible working hours and adjusting core hours as game-changers. For example, allowing parents to attend school events or new shift patterns can improve morale and help retain skilled workers. She also advocates for reevaluating rigid shift hours—like 11-hour long shifts—or site cultures that prioritise presenteeism over productivity. Studies show that shorter, flexible work arrangements often lead to higher efficiency without sacrificing profit, benefiting workers’ wellbeing and company performance.
Simple first step:
Encourage management to review and adapt schedules and site practices — small changes that can yield big retention and safety benefits.
Key takeaway:
Flexibility and understanding work culture are vital low-cost strategies for industry improvement.
Highlighting the Reality: The Shocking Statistics and the Path Forward
Faye shares alarming statistics around mental health and safety, such as suicide rates four times the national average and high instances of harassment and abuse. These revelations underscore how urgent systemic change is. Yet, she remains hopeful, emphasising that increasing diversity, fostering kindness, and implementing inclusive policies can turn the tide. She believes that industry-wide transparency and open conversations can inspire real change. Education and awareness are key to stamping out harmful behaviours before they escalate—creating a climate where everyone feels safe and valued.
Key takeaway:
Addressing mental health, harassment, and safety proactively fosters a healthier industry for all.
Final Thoughts: Building a Culture of Kindness and Inclusion
Faye's mantra is simple yet powerful:
“Be kind.”
She advocates for kindness as a fundamental, often overlooked, element of workplace culture. Small acts—asking “Are you okay?” or just sharing a coffee—can create a ripple effect, transforming industry culture piece by piece. Her advice: Industry leaders, managers, and workers should prioritise empathy, kindness, and active listening. These behaviours build trust, loyalty, and resilience, ensuring that construction remains a place where everyone can flourish.
In Summary
Faye Allen's insights illuminate the path toward a more inclusive, safer, and better construction industry. Small behavioural changes, empathetic leadership, flexible policies, and honest conversations about safety and harassment can produce big, lasting impacts. The industry benefits when it recognises that everyone—women, men, neurodiverse workers—thrives in a respectful, caring environment. Are you ready to be part of this change? Start with a simple act of kindness today — it might just be the most powerful tool for transformation.
FAQ: Building a Better Construction Industry
How does inclusive leadership improve retention of women in construction?
Active listening, empathy, and respectful communication foster a sense of belonging, which encourages women to stay and thrive in the industry.
What small actions can organizations implement to create a safer and more inclusive site?
Flexible scheduling, inclusive PPE fitting, zero tolerance for harassment, and fostering respectful interactions are key steps.
Why is mental health a critical concern in construction?
Construction workers face high stress, difficult conditions, and safety risks, which contribute to mental health issues, including high suicide rates.
How does making facilities more inclusive benefit men?
Improved welfare facilities and flexible policies benefit all workers, reducing physical strain, mental stress, and creating a more productive work environment.
What is the main takeaway from Faye’s advice on changing workplace culture?Simple acts of kindness, active listening, and inclusive policies can collectively transform construction into a safer, happier, and more sustainable industry.
🎧 Listen to the full interview with The Tap Specialist's Founder Hannah, & Faye on our Podcast 'Tap Into Something Better'
Real talk on smarter workplaces, better wellbeing, and what actually needs to change.
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Read more about Faye Allen here, or connect with her on Linkedin
Buy her book Building Women here on Amazon