Is a Shattered Ceiling Sufficient?


I’ve spent a number of a long time writing about ladies breaking by the glass ceiling in male-dominated industries like development and manufacturing. The tales are all the time lovely triumphs of girls doing unbelievable issues with enterprise, course of, and know-how in an business that isn’t historically constructed for them. However has it been sufficient? Are we nonetheless stalled in lots of areas?

A brand new survey piqued my curiosity when it crossed my desk earlier this month as a result of it focuses on the most important barrier stopping extra ladies from getting into the challenge career in industries like development, transport and logistics, and extra.

The survey by the APM (Assn. of Mission Administration) of 1,000 challenge professionals (from junior to director degree), reveals of the 308 feminine respondents, a 3rd (33.4%) say unequal pay is the principle barrier, adopted by gender stereotyping (32.5%), and never sufficient ladies having taken STEM (science, know-how, engineering, and arithmetic) topics whereas learning in school, school, or college (29%).

Nonetheless, among the many male respondents to the survey, the most typical motive as to why extra ladies aren’t becoming a member of the challenge career is that it’s nonetheless being perceived as male dominated (cited by 31.5% of male respondents). Yikes.

So, males assume ladies aren’t becoming a member of as a result of the career continues to be perceived as male dominated and ladies imagine unequal pay adopted intently by gender stereotyping are genuinely the highest causes they’re staying away.

To be very frank right here, is that this elephant within the room one thing the business is making an attempt to keep away from just by not speaking about it? Does addressing the problem of pay elevate too many eyebrows? Or do males actually not see that unequal pay continues to be an issue? I’m genuinely .

As a result of right here is the truth: APM’s most up-to-date Wage and Market Developments Survey highlights the wage figures for women and men working within the challenge career, and it reveals a gender pay hole of 24%. That isn’t a small proportion. There’s nonetheless a lot work to be performed.

Though I ought to notice there was some optimistic change outlined within the report, with ladies making up a rising proportion of these incomes between £50,000 and £69,999—up from 20% from the earlier 12 months to 24%. Nonetheless, as I all the time report, the survey discovered ladies are nonetheless over-represented in roles the place decrease salaries are the norm: they account for 4 out of 5 challenge directors (79%), whereas representing 57% of parttime employees. In contrast solely 22% of consultants, who get pleasure from larger common salaries, are ladies.

Breaking this down a bit additional by sector, APM’s survey additionally highlights the totally different opinions of challenge professionals. For instance, in engineering, 43%, and in telecoms, 40%, mentioned gender stereotyping is the most important hurdle for girls getting into their career.

Unequal ranges of pay are thought-about as the best problem to ladies getting into challenge administration as a profession inside the monetary companies sector (38%) and in know-how (40%). For these in development and transport and logistics, far too few ladies take STEM topics in school, school, or college, which is usually a giant barrier for getting into these sectors.

APM’s new survey additionally requested the career what they thought-about to be most important barrier for each women and men being recruited into the career, with lack of know-how of challenge administration as a profession alternative (30%) popping out on prime, adopted by an absence of expert people (28%), and funds restrictions (28%).

Let’s do the laborious work right here. Let’s discover methods to make pay extra equal and handle stereotyping within the office. Let’s discover extra methods to encourage ladies to think about challenge administration as a profession. I do imagine some progress is being made not too long ago, with many organizations focusing extra on DEI (variety, fairness, and inclusion), however I’m not certain it’s sufficient—and I’m not certain it’s being performed quick sufficient. I’ve been writing about ladies in development for extra years than I can depend, and the numbers aren’t altering quick sufficient. What do you imagine must be performed to deal with this?

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