new holcim uk survey sheds light on women's experiences in construction and the growing momentum behind industry change

Holcim UK has released new internal data ahead of International Women’s Day, offering an open and honest snapshot of how women experience life working for one of the UK’s largest construction businesses; insights that reflect challenges and progress being seen across the wider construction sector.

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In a sector where talent attraction, retention, and skills development have become critical priorities, the findings reveal clear areas of progress and valuable opportunities to continue strengthening inclusion across the organisation and the wider industry. 

A total of 216 women took part in the survey, reflecting a wide spread of roles and levels of experience across Holcim UK. 
The results show a workforce with impressive depth of expertise. 41.4% of respondents have spent more than 10 years working in construction, demonstrating strong commitment and long-standing industry knowledge among women across the company. 

Women are contributing in a range of environments, with 28.9% of respondents in operational roles and 71.1% in support functions.

Encouragingly, the survey highlights several areas where women feel positively about their experience. Supportive colleagues (59.2%) and an inclusive culture (45.1%) were the most frequently cited strengths, followed by visible support from senior leaders (30.6%) and the flexibility many women rely on to balance work and home life. Together, these results reflect cultural progress made in recent years and point to a workplace where many women feel valued and able to be themselves. 

Alongside these strengths, the insights also identify meaningful opportunities to continue improving representation, progression and day‑to‑day experience - challenges that are widely recognised across construction. 

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One notable finding shows that 38.5% of women would not apply for a senior role unless they met every criterion, often driven by confidence concerns, limited visibility of progression routes and lost momentum following previous applications. Addressing this at both company and sector level could unlock a wealth of untapped leadership potential across businesses spanning the entire supply chain. 

While many experiences are positive, the data also reveals important insights around bias. Encouragingly, 60.8% of women report that they have not experienced or witnessed any gender bias or inequality at work, reflecting the progress already made across the organisation. However, a notable 39.2% have encountered or observed gender bias, underscoring that there is still more to do to strengthen equity, consistency and everyday experiences across all teams. This balance of progress and challenge highlights the need for continued focus to ensure every woman benefits from a truly inclusive culture.

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Ioana Borangic, Head of Corporate Marketing, Aggregates Senior Marketing Business Partner, and author of the survey said: “The findings around confidence and progression really underline why role models matter. Visible female leaders don’t just inspire individuals; they help normalise diversity in operational and senior roles. When women can see someone like them shaping decisions or leading teams, it builds confidence and changes what feels possible. That cultural shift is essential if we want more women to step forward and stay.” 

When asked about the challenges they face, women pointed to a combination of structural and cultural factors that are widely recognised across the construction sector. The most cited was lack of knowledge and visibility of senior roles and grading (46%), followed by career progression (37.4%), work–life balance (35.9%), and personal skills challenges such as confidence (36.4%). These insights provide clarity on where targeted change can make the greatest difference, from improving transparency to strengthening development pathways.

Holcim’s findings are reinforced by the experiences of women across the business whose stories bring the data to life. Alison Burnett, factory manager at the Callow Rock Blockworks Factory in Cheddar, stepped into a leadership role managing 19 men and has built a high-performing team through collaboration, trust, and a focus on people. While Anita Chesterton, a long-standing member of Holcim’s cement division, balances complex operational responsibilities with her passion for hill-climb motorsport, showing the breadth of ambition and capability that women bring to technical environments.

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Stories like Anita’s and Alison’s demonstrate what the data makes clear: women across Holcim UK are driving impact in a range of environments, and their experiences provide a strong foundation to build from.

Lee Sleight, CEO of Holcim UK, said: “The future of our industry depends on attracting and retaining a wider range of talent than ever before. These insights show a workforce full of capability, ambition, and experience, and they help us understand how we can continue creating the conditions for women to thrive in construction. When we listen to real experiences, we can design workplaces where everyone can progress. That’s not just the right thing to do, it’s essential for long-term resilience, safety, and performance across our operations.”

Jenny Lowe, Land & Natural Resources Director at Holcim UK, said: “For me, creating opportunity is about more than opening doors, it’s about making sure women feel supported once they walk through them. If we want more women in operational jobs, we must design roles, teams, and workplaces differently. That means listening, adapting, and challenging the way things have always been done.”

“The survey was a way of giving women a voice and creating an honest space for feedback. It’s been encouraging to see where progress is happening, and equally important to understand where experiences are consistent across teams. This helps us focus our efforts in the right places.”

Holcim’s decision to publish these insights marks a positive, forward-looking step in an industry where internal experience data is rarely shared transparently. By bringing real voices and real numbers into the open, the company aims to contribute constructively to the sector-wide conversation about what meaningful inclusion looks like.