CIHT and its networks work hard to embed an EDI culture in highways and transportation to enable the sector to reap the proven business benefits of workplace diversity. 

Sue Percy CBE, Chief Executive, CIHT said: 

CIHT welcomes and supports the UN’s initiative today (United Nations International Day of Women and Girls in Science) that highlights the gender gap across the STEM disciplines. This is a key area of concern for CIHT and one where we are taking action.

CIHT will be shortly launching a brand-new Equality, Diversity and Inclusion strategy which will look to make a real difference in the highways and transportation sector.

CIHT’s new strategy will draw on widespread research and good practice and show how and why we need to increase the pace of change on EDI. Of particular relevance today, this will include a programme to change public perception aimed at encouraging a greater diversity of entrants into the sector.

The strategy will be supported by a detailed action plan and will include an update to CIHT’s current ‘Routes to Diversity and Inclusion Toolkit’. To find out how CIHT has supported Diversity and Inclusion in in highways and transportation sector click here. 

How can we affect real change?  

We asked leading CIHT STEM Ambassadors to add their voices to the debate and provide their perspective on what should highways and transportation organisations do to achieve gender equity in the workplace? 

I would say there needs to be an aim at young people still in education. Apprenticeships are such an effective way of obtaining on-the-job experience rather than having to commit to higher education, that it should be used as a tool to encourage people to work while they decide what area interests them best. But also, don't be afraid of targeting those who have not studied or have not worked in the highways, transportation or construction sector before. Skills can be transferred and someone that may not be a 100% match at first could adapt to be much more than expected.

Laura Menendez Gonzalez, Senior Engineer, WSP 

We need to be a more family friendly sector. That means better maternity (and paternity) conditions and more support for flexible or part-time working. For example, companies in other sectors offer between three to six months’ full pay during maternity leave (compared to the standard 6 weeks at 90% pay), parental leave for emergencies, as well as the ability to come back on a part-time or flexible basis. Why would women want to invest their time into a sector that they might have to leave when they have a family because they cannot fit their new responsibilities around their work?

Tanya Preston, Civil Engineer & Technical Copywriter, Engineered Copy

I am fortunate enough to work for a company where I have never felt that my gender has played a role in how I am perceived or how I am treated. However, I have been unfortunate enough to work for other places where this was not the case, and it still shocks me when I think of some of the things I’ve seen and heard – and I am only 8 years into my career. As I have already said, it is important to distinguish between creating equality and creating a sense of ‘othering’ women, where we go too far with using female staff members to show ‘just how equal we all are!’. In many ways it is still unfortunately up to us as women to challenge those times we feel that we are not be treated equally, but this still comes with the unspoken risk of consequences further relating to our gender – we are seen as difficult or defiant, whereas our male counterparts might be lauded for speaking up and taking the initiative. Where safe to do so, I encourage every woman to challenge those conversations and to have those conversations openly with colleagues where they are able to. Once again however, it ultimately boils down to educating those in positions of leadership and power, and forcing that fundamental shift in thinking. And if it takes me being seen as defiant and difficult in my continued efforts to achieve this, then I would rather that than stay silent

Daisy Atkin, Transport Planner, AWP

Existing stereotypes about the highways and transport sector and of the people working within it affect the chances of women choosing it for their own career. Whilst around 30% study STEM in higher education, the proportion choosing engineering is far lower.

It’s particularly difficult to challenge these assumptions within the current pandemic restrictions, where graduating students don’t have a chance to visit companies in person and meet with current employees. We know that women will avoid applying for jobs where they worry they won’t fit in, or if it is perceived to be male-dominated.

One of the best things we can do is to provide first-hand accounts of the industry we work in. Organisations can use diverse on-line role models as part of their recruitment strategy, they can arrange virtual meetings or on-line chat sessions with current employees. First-hand accounts can bring to life a career option. We need to reassure women that they will be valued. By providing role models that demonstrate success across diverse gender and ethnic backgrounds, we can help potential recruits to visualise themselves having a successful career in highways and transportation.

Joanna Lyon, Group Director, WSP

Background to United Nations International Day of Women and Girls in Science 

Today, only one in three science and engineering researchers in the world is a woman.

A significant gender gap has persisted throughout the years at all levels of science, technology, engineering and mathematics (STEM) disciplines all over the world. Even though more women thans ever before are now participating in higher education, they are still under-represented in these fields.

To achieve full and equal access to and participation in science for women and girls, and further achieve gender equality and the empowerment of women and girls, the United Nations General Assembly declared 11 February as the International Day of Women and Girls in Science in 2015.

https://www.un.org/en/observances/women-and-girls-in-science-day/

Get Involved

Find out more at the official page () 

Visit CIHT’s Equality, Diversity and Inclusion pages.  To access the CIHT Routes to Diversity and Inclusion Toolkit and find out how you can work with CIHT and support EDI in highways and transportation sector, 

Use the hashtag #WomenInScience with messages that defy gender stereotypes and spread the word on the need to include more women and girls in STEM fields 

Or contact us on e: communications@ciht.org.uk