An investigation into the experiences and barriers faced by women in leadership positions in construction companies in South Africa

Abstract

Women in the construction industry have historically had restricted access to leadership roles and continue to experience obstacles to advancement, despite legislative efforts to promote gender equality in South Africa. Persistent structural, cultural, social, and personal barriers limit women’s career progression and reinforce gender disparities across the sector. This study explored the lived experiences of women in leadership positions within South African construction companies and examined the challenges shaping their professional trajectories. A qualitative interpretivist approach was applied, using semi-structured interviews with ten women in leadership roles across the sector. The thematic analysis identified four primary themes: gender discrimination and bias; career development and advancement constraints; work–life balance and family responsibilities; and inadequate organisational support structures. The findings reveal that women frequently encounter stereotyping, exclusion from informal decision-making networks, limited recognition of expertise, unequal access to mentorship, and restricted opportunities for professional development. Participants reported difficulties balancing demanding work schedules with family commitments, along with organisational cultures that privilege masculine norms and undervalue women’s leadership. Although some reported supportive mentors and more inclusive workplace practices, several indicated that gender-related policies were inconsistently implemented and lacked accountability. The study concludes that sustained transformation in the construction industry requires intentional organisational and cultural change. Structured mentorship and sponsorship initiatives, flexible work policies, transparent promotion practices, and gender-responsive leadership development are essential for advancing women’s representation in senior roles. Strengthening these interventions could enhance retention, promote equitable career pathways, and contribute to a more inclusive and competitive construction sector in South Africa.