CONSTRUCTING CHANGE – GENDER EQUITY ACROSS SOUTH AFRICA’S TECHNICAL INDUSTRIES

Serisha Sirputh, Director at LDM

South Africa’s technical industries, from construction and engineering to logistics, energy, and manufacturing, are the backbone of South Africa’s infrastructure and innovation – essential to the nation’s development. Yet, despite major strides in gender equity in our country, women remain underrepresented and often overlooked at the technical core of these sectors.

And when women are excluded from these critical spaces, the country misses out on diverse perspectives, inclusive design, and equitable economic growth. It also exacerbates the ongoing talent shortages these sectors face, limiting their capacity to meet demand.

“Closing the gender gap in these industries isn’t just a matter of fairness; it’s essential for innovation and competitiveness,” says Serisha Sirputh, Director at LDM, a built environment consultancy firm. “Advancing gender equity in technical roles will unlock more talent, enhance productivity, and strengthen sector resilience.”

Statistics show that women make up less than a quarter of South Africa’s Science, Technology, Engineering, and Mathematics (STEM) workforce, with even fewer holding senior roles in infrastructure, energy, and construction¹. Overall, female representation in key technical areas remains low: 23% in STEM fields¹, 14% in construction (with 12% in management)², less than 25% among engineering candidates (6% achieving professional status)³, around 28% in logistics, and approximately 13% in mining – with fewer than 25% in senior leadership roles across these sectors⁴⁵. This persists despite women comprising the majority of all tertiary graduates.

Several factors contribute to their underrepresentation in STEM and technical fields. Societal stereotypes often discourage girls from pursuing science and engineering from a young age. Limited exposure to female role models in these subjects at school and in career advice reduces their awareness of possible pathways. Additionally, perceptions that technical careers don’t support their personal obligations or work-life balance deter many women from entering or remaining in these fields. “Addressing these systemic challenges is essential to turning graduation rates into genuine workforce equity,” Sirputh notes.

Women in technical industries frequently face even greater resistance when leading male-dominated teams than in other sectors, compounded by concerns around unequal pay. They also struggle with limited access to mentorship, rigid work structures that don’t support family responsibilities, and underrepresentation in decision-making roles. In construction, even basic safety gear like PPE is frequently designed without women in mind – and can reinforce the message that they don’t truly belong in the field.

These barriers are part of a fundamental gender bias, limiting women’s advancement despite their technical competence. “We need to create our own moulds rather than trying to fit into ones that were never designed for us,” adds Sirputh, who maintains that structural change requires challenging outdated norms as much as building new opportunities.

The Institute of Municipal Engineering of Southern Africa (IMESA) provides a compelling example of change in action: female membership grew from 12% to 30% between 2005 and 2024 – without quotas – driven by fostering a culture of technical excellence and ethical service². This success underscores that inclusion is best achieved through values, culture, and commitment, not just policy mandates.

LDM’s approach recognises that building equity is a long-term cultural transformation. It starts with tailored leadership pipelines that equip women in technical roles with the skills and confidence to lead. And mentorship pairs emerging talent with senior advocates who challenge bias and open doors to strategic projects.

“Building resilience means building inclusion. When more women across technical industries can access leadership training, mentorship, and meaningful projects, the entire sector benefits,” says Sirputh. “Designing workplaces that support work-life balance, reward mentorship, and sponsor technical stretch assignments will redefine who gets to lead.”

“As we celebrate Women’s Month, let’s move beyond surface-level stats and into the heart of the industries that shape our future. Because true empowerment isn’t just about who’s in the boardroom – it’s about who’s building the world we live in,” she concludes.

_{Images are for reference only.Images and contents gathered automatic from google or 3rd party sources.All rights on the images and contents are with their legal original owners.}