In response to impending skills shortages and changing employment patterns, the UK construction industry recently has made considerable efforts to attract more women to its professions. However, despite their increasing representation, there are indications that women experience difficulties in developing their careers within the industry. This research investigated the careers of men and women working for large construction companies, in order to establish the gender determined influences on women's career progression. A primarily qualitative methodology was employed for the research, in which career profiles were developed through ethnographic interviews with 41 matched pairs of male and female employees. This allowed the gender specific determinants of careers to be established across a range of different organizations, and from informants at different vocational and life-cycle stages. The analysis resulted in the formulation of a set of eight interrelated theoretical models, from which a theory of women's career development was constructed. The theory reflects the belief that the construction workplace is a competitive and conflictual environment, where women are overtly and covertly discriminated against by men, who use structural systems to undermine their participation. The women interviewed were found to have dealt with these barriers in a way which perpetuated existing work cultures. If reflected throughout the industry, this would suggest the existence of a self-fulfilling cycle of women's continued under-achievement. The paper puts forward the radical proposition that women should not be attracted to the industry unless steps are taken to moderate its exclusionary and discriminatory culture.
Stored only when both papers are in the corpus — 237 citations exist upstream.
Imported from OpenAlex (CC0) — nothing here is generated.