Care and Construction

We’re thrilled to interview Built Environment Practitioners who are also Parents. We spoke to them about their experiences of being a Parent in the industry and what flexible working patterns means to them. This month’s blog features Julia King of Harding Chartered Surveyors, Cynthia Ndaru-Okocha of William Martin and Aibi Osunde-Ogbebor, Independent Façade Consultant.

The UK construction industry has not been the best advocate for flexible working and this has led to significant challenges in attracting and retaining all talent.

Women, particularly, leave the industry at a faster rate than men due to the lack of flexible working arrangements. In 2020, Timewise found that only 10% of job vacancies in construction – and just 2% of frontline roles – offered flexible working. The benefits of flexible working are vast, and they include an increase in employee satisfaction, project performance, and attracting and retaining talent in the industry. Enabling flexible working arrangements opens the door to a diverse workforce and a better work-life balance for all.

Parents' and Carers’ careers are experiencing disadvantages as they must take a step back or even pause their careers due to caring commitments. Research shows that the most flexible sector to work in is software as a solution, which accounts for 26% of employers, with HR and recruitment ranking second and accounting for 14% of the overall list (EmployeeBenefits). Some areas of construction are making progress in the area by adopting hybrid and compressed working in the wake of the pandemic. However more needs to be done as the industry demographic is changing, with an ageing workforce and competition for talent.

We reached out to a range of professionals to find out about their experiences and tips to improve flexible working arrangements. One male respondent declined to take part because he felt it might affect his career. In his view “a certain amount of extra flexibility in the work-life balance begins to be considered as NOT prioritising the needs of the employers/clients... And it is expected they should be coming first... Always.”

Julia King of Harding Chartered Surveyors, Cynthia Ndaru-Okocha of William Martin and Aibi Osunde-Ogbebor, Independent Façade Consultant shared their views on this topic. Here is what they had to say:

Tell us about your career journey

Julia: I took A Levels in Maths, Physics and Art, which I enjoyed and was good at. I wanted to find a career that built to these strengths and via a slightly ‘scenic route’ I ended up studying Building Surveying at university. I am now a Chartered Building Surveyor. I had a curiosity about how buildings ‘fit’ together, and I still value the fact that each of my working days is different.

Cynthia: I am a Building Surveyor and I have been working with my current employer for 4 years. My first job after university was with a property firm and that influenced my decision to move to the construction industry, as well as my husband, who is also in construction.

Aibi: I am a facade engineer and started my business as an independent consultant after 16 years in the industry. I have a first degree in Architecture. I have a keen interest in the finer detail of how things are built and by sheer providence, I stumbled on the MSc in Facade Engineering course, which happened to tick all the boxes. I have been working in that field ever since.

2. Tell us about your caring responsibilities

Julia: As well as being a parent, I look after, and have looked after, people with various health conditions. Some of those people are no longer with us sadly.

Cynthia: Sharing responsibilities is a hard topic for full-time working parents. It was very challenging, especially organising pickups, sickness days and who goes to parents’ evenings.

Aibi: I am a mum to a 7-year-old daughter and caring for her includes not just the school run and other educational and extracurricular activities, but also being present physically, emotionally and mentally for her.

3. Do you work flexibly and if so, did you find the process simple or challenging?

Julia: Yes, I do. I would choose an employer that can offer flexible working over one that does not, if all other aspects of the job were similar.

Cynthia: Yes, I work flexibly, and the process was simpler in my current organisation. I plan my working weeks depending on what I am working on.

Aibi: I do work flexibly but it’s still challenging because the school calendar is not aligned with working life and was formed at a time when one parent was home-based.

4. In 2020, Timewise found that only 10% of job vacancies in construction – and just 2% of frontline roles – offered flexible working. How important is it for you to have flexible working arrangements?

Julia: It’s very important. It has enhanced my career because I feel more productive. Without the time and cost of the commute and wrap-around childcare, it’s also less stressful.

Cynthia: Flexible working gives me time to focus on projects and deadlines without distractions. It’s rewarding and I get a lot of work done.

Aibi: Being in the consultancy side of the industry means I have a mostly desk-based job which allows me greater flexibility than someone who is more site based. There needs to be more innovative thought into how the other areas can evolve to provide some measure of flexibility to everyone. It is down to the individual's personal circumstances and work environment to develop a solution that truly meets their needs.

5. Do you feel that utilising a flexible working schedule has hindered or enhanced career progression?

Julia: It has helped my career progression because I’m more motivated and more efficient. Flexible working allows me to focus better, my thoughts are clearer, and I enjoy my work more.

Cynthia: It has enhanced my career progression as I have a better home and work balance which allows a clearer mind and time to focus on career progression.

Aibi: As I have moved on from permanent employment to independent consultancy, the ability to work flexibly around the areas of my life, be it parenting or self-care, professional development and everything in between, is at the core of that evolution.

6. What more can companies do to support individuals with caring responsibilities in the Built Environment?

Julia: Companies should advertise policies aimed at Carers/Parents at the recruitment stage, ‘Bank’ staff could be utilised to cover when regular staff need time off for caring responsibilities. Part-Time/Term-time working could also be offered, if feasible.

Cynthia: While mindful of the company’s requirements, staff should be encouraged to work from home and office 2-3 days on a weekly basis. This will save staff travel costs, improve performance and appreciation of the company and lead to the retention of staff.

Aibi: Establishing a culture of trust, wherein the right people with the right competencies, work ethics and emotional intelligence are employed will remove the need to micromanage and build confidence between the individuals, team members and management on all levels.

7. What are good examples of workplace flexibility from your perspective?

Julia: A good and reliable IT set-up assists with productivity. Consistency – not ‘one rule for one and one rule for another’, and having policies relating to Carers / Parental Leave, or flexible working set out in writing.

Cynthia: Not imposing what days, times or hours to work on staff. Having an office nursery at the workplace for parents who cannot afford to leave their children at home. Be flexible with time if parents need to care for their children. This will result in parents taking less time off work and improve the performance of the company.

Aibi: An environment that functions on trust, team working, collaboration and adaptability. Company management being approachable and ability to empathise with staff, seeking to understand individual circumstances and dynamics, providing support to ensure the individual can thrive. The best ideas are gotten from the individuals walking the path; therefore, interaction is key.

8. Is there anything you would like to add?

Julia: The only thing I would add is that it is refreshing to be treated like an adult by my current employer, even with additional responsibilities in my life.

Cynthia: A considerate employer will always have more satisfied staff and retain staff longer than those who are not considerate.

Aibi: I hope for a time soon when all sectors of the industry can provide adaptable and flexible working styles that embrace a balanced work and family life.

In Summary

The construction sector needs leadership that manages and supports its workforce without the focus on the ‘presenteeism’ systems of the past. We need the sector to manage people, not just processes.

We have moved on to a society where both parents work, and we cannot apply outdated modes to work practices. There is no longer a parent permanently at home to manage the day-to-day lives of children and the school calendar or to care for elderly or sick relatives. Employees today are being asked to do it all and this is taking its toll on their well-being and mental health.

We are dealing with a great skills shortage in the industry so attracting and retaining a diverse workforce, in a well-supported workplace is the way forward.

Tell us about your career journey