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Here at LHC, we are committed to fostering an inclusive and forward-thinking working environment. That’s why our colleagues, Eres Tedla Tekeste, Technical Support Officer and Sima Khatun, Regional Procurement Manager, attended the online Women in Construction Conference 2025 on the 14th of October.

With the Construction Industry Training Board (CITB) reporting that the UK will need an extra 251,500 construction workers by 2028, the requirement to attract and retain a diverse workforce has never been more important. The conference served as a powerful gathering point, dedicated to addressing workplace challenges, improving entry pathways, and embedding EDI (Equity, Diversity, and Inclusion) principles at every level.

Retaining our women workforce

A recurring theme throughout the day was attracting women into the construction industry and addressing the decline in women remaining in construction roles. Discussions highlighted that without a supportive and adaptable working environment, we risk losing valuable talent.

Much of the conversation focused on the very real challenges women face, such as taking career breaks for maternity leave or to become caregivers. The consensus was that for the industry to evolve, it must better support these life events, viewing them not as setbacks but as integral parts of a modern career journey.

Four pillars for retention

One of the most impactful moments for our colleague, Eres Tedla Tekeste, Technical Support Officer for LHC, was a session that formed four fundamental actions needed to retain women in construction. These pillars provide a clear framework for any organisation serious about change:

Create a supportive culture: This goes beyond policy. It’s about building a workplace where everyone feels valued, respected, and heard, and where outdated norms are actively challenged through education and advocacy.

Offer flexible opportunities: Embracing flexible working patterns is no longer a perk but a necessity. It enables individuals to balance personal commitments with a fulfilling career, making long-term careers in construction a viable option.

Foster a sense of community and purpose: Connecting women through mentorship, and internal networks is vital. It builds a support system, combats isolation, and reinforces the shared purpose of building the world around us.

Ensure women have an impact on the business: It is important that women are in roles where they can see their influence on decision-making. This empowerment is key to job satisfaction and retention.

Conference highlights

The conference agenda was packed with great sessions that echoed these themes. Two keynotes stood out:

• Transforming cultures: building futures for women in construction, delivered by Deb Madden of the CITB, championed the power of mentorship and collaboration across the industry to integrate diversity-driven models into our national skills strategy.
• Construction and ESG: Why focusing on retaining women in construction might improve business profitability, presented by Olivia Jenkins of NAWIC, offered a compelling business case. She linked women's retention directly to ESG (Environmental, Social, and Governance) goals, explaining that better policies for women can not only bridge the skills gap but also improve a company’s ability to secure tenders and boost profitability.

Our commitment at LHC

Attending this conference has reinforced our determination at LHC to offer an inclusive working environment for all. We are more dedicated than ever to implementing these principles, from championing flexible working and fostering an inclusive culture to ensuring every voice in our organisation can have a meaningful impact.

The future of construction should be diverse and inclusive. By working together to support and retain women at every level, we aren’t just filling a skills gap, but we are building a stronger, more innovative, and more resilient industry for everyone.