International Women’s Day 2025
“Money talks. Most of the funders are still men.” This sentiment, echoed by many women in the built environment industry, reflects the pervasive feeling that true power at work remains largely in men’s hands despite visible progress over recent years.
As we approach International Women’s Day on 8 March 2025, Cratus Group, in partnership with the Land, Planning and Development Federation, is shedding light on the experiences and challenges faced by women in this sector. Our survey, with over 220 respondents, reveals a landscape where progress has been made, but significant work remains to achieve true equality.
You can download our report here
These findings were discussed at our International Women’s Day event on Thursday 6 March, a morning dedicated to insight, inspiration, and impact.
Beyond the glass ceiling
Our survey revealed that women in the built environment sector face a complex web of challenges. Imposter syndrome, the persistent feeling of inadequacy despite evidence of success, affects almost 60% of respondents. This alarming statistic highlights the urgent need to foster confidence and support women in recognising their own abilities.
Closely intertwined with imposter syndrome are work-life balance issues (cited by 56% of respondents) and gender bias or discrimination (51%). These factors can create a sense of “not belonging” or feeling unwelcome, further fuelling self-doubt.
Building a supportive culture
These individual challenges are often exacerbated by a workplace culture that fails to provide adequate support and recognition – “I have regularly had to work twice as hard as my male counterparts for half the recognition.”
While the average inclusivity score of 64% suggests a moderate level of acceptance, it also reveals a significant gap. Nearly half of the respondents (47%) reported feeling inadequately supported by their colleagues and superiors in their career progression.
This lack of support can manifest in various ways, from limited mentorship opportunities to being overlooked for promotions. Furthermore, over half of respondents (56%) believed there were insufficient role models and mentors available to guide and support their career aspirations.
This lack of representation reinforces the perception that leadership roles are not attainable for women, hindering their advancement and contributing to feelings of isolation and discouragement.
Men as agents of change
“It is okay for a man to be seen as highly skilled even if he is not highly organised whereas women are expected to be both.”
Perhaps most concerning is the lack of awareness around allyship. Nearly half of the respondents (46%) admitted they did not know what allyship was or how it worked in the context of gender equality.
Allyship is the active support for the rights of a marginalised group, in this case, women in the workplace. It means men in positions of power and influence actively advocating for women, recognising that they may not always be able to advocate for themselves.
Whatever that looks like, from men challenging other men when they make sexist remarks or male leaders providing mentorship to up-and-coming women in their organisation, there is widespread evidence that allyship is crucial to drive social change.
Allyship also means not undermining the women who do have influence over you. Many respondents echoed this woman who told us “As the seniority of my position has increased, I have encountered and managed more men who do not like to be managed by a woman”.
This is why it is crucial to include men in the conversation about gender equality, encouraging them to become active participants in creating a more equitable sector.
Finding your voice
Despite the challenges, we were pleased to see evidence of a growing willingness among women in the built environment to speak out against gender-based discrimination and inequality. On a scale of 1 to 10, the average comfort level reported by respondents for speaking out was 6.4. This suggests a moderate level of comfort in speaking up but also highlights the lingering barriers to open communication.
Speaking out, whether it’s challenging a sexist remark or advocating for fairer policies, can be a powerful catalyst for change. We can only hope that the woman who reported that she “…was once clicked at and told ‘girl get some sandwiches’” felt able to tell that colleague what she thought about his attitude!
Conclusion
The insights gained from our International Women’s Day survey provide a blueprint for action. By addressing the challenges identified, promoting allyship, and empowering women to speak out, we can collectively work towards breaking barriers and advancing gender equality.
We appreciate all who joined us at our event to delve deeper into these findings and engage in meaningful discussions on how we can create a more inclusive and equitable future for all.
