RISE: The Untapped Potential of Women in the Elevator Industry, Part Four
Dec 5, 2022
Part Four: The Future We Build
Summary of Learnings
The women featured in this report all have different experiences and perspectives, but they share an enthusiasm and optimism for the future. All agree there are steps that can be taken to attract more women to industry jobs, while also improving the experiences of women working in the trade. One of the most powerful ways to do this is to ensure women have systematic access to allies, mentors and role models.
All employers and industry organizations share a responsibility for creating safe, secure and empowering work environments for all employees, regardless of age, ethnicity or gender. While many of the challenges presented in this report are difficult to overcome and will require a slow journey of culture change, there is the potential to make a significant difference by simply taking consistent action today.
There are many ways in which organizations can help to bridge the gender gap and, by doing so, create opportunities for growth. By specifically targeting women and other minorities for training, mentoring and recruitment, the industry can begin to access an extended talent pool to help meet ever-growing labor needs.
Recommendations
There is no single solution to the challenges raised, but we can see the need to take parallel action on several levels to help improve the outlook of the female labor force in the industry.
Level One: Invest in the Next Generation
While there may not be enough female and minority candidates applying for roles today, we can make a collective effort to generate interest in STEM subjects generally and in the vertical-transportation industry specifically. Actively working with high schools, trade schools and career outreach programs has proven to influence the choice of young people to enter the industry.
While many of the challenges presented in this report are difficult to overcome and will require a slow journey of culture change, there is the potential to make a significant difference by simply taking consistent action today.
Level Two: Be a Great Place To Work
Company culture can be a difficult thing to define and develop, but all organizations can benefit from evaluating theirs. Listening to employees – male and female – about their experiences can often be an eye-opening experience and uncover areas of potential improvement. Safety is, of course, about ensuring everyone has access to the right safety equipment and training, but it’s also about having procedures in place that help employees feel protected from verbal or physical harm. Any organization can easily access free resources for relevant policies and education.
Level Three: Champion Equal Opportunities
While the typical career journey often looks different for women and men, every employee deserves the same opportunities for promotion, growth and financial reward. To remain attractive as an employer, the modern organization needs to offer an element of flexibility for employees to raise a family or care for loved ones. This can be done through initiatives such as adaptable hours, or “returnships” for individuals returning to work after an extended career break.
Our Shared Commitment
While some organizations have made more progress than others, we all know there is work to be done, collectively. And while we may not be able to work on all areas at the same time, there are some tangible actions that your organization can take to start making a change in the industry.
1) Recognize
Recognize and share the strengths and perspectives brought by a more diverse workplace. Identify the women in your organization and what their contributions and skillsets look like.
2) Listen
Make the effort to listen to your employees. What are their experiences? What are their challenges? Where would they like to see change?
3) Support
Identify where your organization can offer short- and long-term support.
- Find and assign mentors
- Offer inclusive Personal Protective Equipment
- Address work-based challenges
- Address work/life balance challenges
4) Train
Educate your workforce and create behavioral boundaries that can be escalated and enforced where necessary.
- Anti-harassment training
- Unconscious bias training
5) Empower
Have an active roadmap to ensure women progress in their careers, apply for open positions and develop their skills. Offer equal opportunities, equal promotions and equal pay.
6) Reach out and recruit
Work with local trade schools, job fairs and recruitment projects that reach underrepresented groups.
7) Evaluate
Have a regular cadence of evaluation where you assess progress and collect team feedback.
Call to Action: Make a Pledge
What will your organization do?
After reading this report, we hope you share our commitment to driving positive change for inclusion. We would like to invite you to take part in our global call to action and make a pledge to implement at least three of the commitments.
Together, we all rise.
References
[1] National Association of Women in Construction (NAWIC): nawic.org
[2] Non-Traditional Employment for Women (NEW): new-nyc.org
[3] Helmets to Hardhats: helmetstohardhats.org
[4] zippia.com/elevator-mechanic-jobs/demographics/
[5] bls.gov/opub/reports/womens-databook/2021/home.htm
[6] worldmanufacturing.org/women-in-manufacturing
[8] 2.deloitte.com/us/en/insights/industry/technology/technology-media-and-telecom-predictions/2022/statistics-show-women-in-technology-are-facing-new-headwinds.html
[9] womenintech.co.uk/8-facts-women-tech-industry
[10] goconstruct.org/why-choose-construction/diversity-in-construction/women-in-construction
[11] https://www.smith-institute.org.uk/book/building-the-future-women-in-construction
[12] migway.com/blog/how-female-truck-drivers-are-changing-the-trucking-industry
[13] Chicago Manufacturing Renaissance Council: mfgren.org
[14] Chicago Women in Trades (CWIT): cwit.org
[15] Safer Foundation: saferfoundation.org
Also Read: RISE: The Untapped Potential of Women in the Elevator Industry, Part Three
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