Inclusion Starts With… Awareness of Women’s Mental Health

Women make up just 15% of the UK construction workforce, yet many continue to face challenges rooted in the industry’s traditional, male‑dominated culture. These experiences can have a profound impact on mental well‑being and addressing them is essential if the sector is to attract, retain, and support a diverse workforce.

The Cultural Factors Affecting Women’s Mental Health

Catcalling, Sexism and Harassment

Women in construction frequently encounter unwelcome comments, inappropriate jokes, and sexual harassment. These behaviours create environments where anxiety, stress, and reduced feelings of personal safety become part of the working day.

Gender Bias & Microaggressions

Bias can appear in many forms: overt comments about capability, being passed over for progression, or having instructions ignored despite seniority. These microaggressions erode confidence and force women to continually prove their competence in a culture not originally designed to include them.

Recognition Gaps

Women are 34% more likely than men to experience mental health challenges such as stress, frustration, and burnout when their contributions go unrecognised. Visibility and acknowledgment are essential for psychological safety and career progression.

Working Culture

Long hours, tight deadlines, and off‑site working can increase isolation and reduce access to supportive managers. In these environments, discriminatory behaviour can go unchallenged, compounding stress and burnout.

Expanding the Path to an Inclusive Industry

Addressing these systemic challenges is not only a matter of fairness — it is a strategic necessity for the future of the construction and building materials sector.

Key actions include:

• Enforcing Zero‑Tolerance Policies against harassment and bias, and promoting respectful communication.
• Fostering Inclusive Leadership by equipping managers to recognise and challenge biased behaviours.
• Prioritising Recognition through meaningful 1‑1 feedback and public acknowledgment of contributions.
• Encouraging Mental Health First Aiders across teams and on-site to provide accessible, stigma‑free support.
• Building Mentorship and Networking Opportunities to reduce isolation and increase representation.
• Creating Flexible Working Policies, including staggered shifts, compressed weeks, and remote options.
• Engaging Men as Allies, empowering them to challenge bias and amplify women’s contributions in real time.
• Investing in Long‑Term Mental Health Awareness Training, supported by clear, accessible signage and resources.

Across the Construction Inclusion Coalition, members are already taking action. We are proud to highlight organisations such as Band of Builders, who provide free, confidential wellbeing support and run initiatives like the Big Brew, helping workers come together to talk openly and break the stigma around mental health in construction.

Why This Matters

From a business perspective, these actions strengthen retention, recruitment, and productivity.

From a human perspective, they help create a sector where women — both those already in the industry and those considering joining — can see that they are valued, supported, and able to thrive.

Creating a truly inclusive building materials sector requires a collective commitment to acknowledging these issues and proactively transforming workplace culture for everyone.

If you or someone you know needs support, please reach out to organisations such as Mates in Mind, The Lighthouse Charity, Mind, Samaritans, or your GP/NHS service.