How the National Site Standard can make women’s inclusion the norm on construction sites

Raising the standard

For years, the construction sector has talked about attracting more women, supporting women and retaining women.

But progress has been painfully slow. We celebrate small gains in representation while knowing the lived experience of many women on site still falls far short of what any of us would want for our colleagues, our friends or our daughters.

That’s why the launch of the Construction for Women (CFW) National Site Standard is such a pivotal moment.

For the first time, we have a practical, national framework developed, authored and governed by CFW that turns good intentions into clear expectations. And as CCS becomes the first organisation to formally adopt it, I want to share why this is a cultural shift we desperately need.

A standard built around real experiences

This standard is grounded in the voices of the women who live the reality of construction sites every day.

Women who have worn PPE that never quite fit, who’ve navigated welfare spaces designed with someone else in mind that are frequently locked, who’ve been overlooked for tasks or faced comments that chip away at confidence.

None of these experiences are about competence; they’re about environments that haven’t kept pace with the people working in them. And in a sector facing growing skills shortages, continuing to accept the loss of talented women is unfair and unsustainable.

What the CFW National Site Standard does is simple but powerful: it says these experiences matter and must be fixed. Not occasionally. Not only on progressive sites. Everywhere.

A better industry for women is a better industry for everyone

There’s a misconception that improving conditions for women is somehow a niche pursuit. But every requirement in this standard – better welfare, safer PPE, clearer behaviours, stronger reporting – raises the bar for the entire workforce. A welfare space that feels safe for women feels safe for everyone.

PPE that fits more bodies keeps more people safer. Clearer behavioural expectations protect all colleagues, not just some. And when we create sites where respect is the norm and inclusion is visible, we start to build the kind of culture that attracts new entrants.

Why CCS is backing this fully

For us, the decision to adopt the CFW Standard was straightforward. Our role is to champion better industry practice and the CFW Standard provides something the sector has lacked: a structured, auditable baseline that organisations can use immediately.

It complements our Code of Considerate Practice by offering practical clarity across welfare, supervision, behaviours and reporting, areas where our monitors see real variation between sites.

But more importantly, it aligns with who we want to be as an industry. One that leads with integrity. One that listens deeply. And one that doesn’t wait for perfect conditions to do the right thing.

A cultural shift we can all shape

One of the things I hear most often from women on site is how much difference small acts of thoughtfulness can make – a supervisor who ensures fair task allocation, a project manager who insists on proper PPE, a team who calls out and stands together against poor behaviour.

The CFW National Site Standard formalises these expectations, but culture is built by people. Each of us plays a part in making construction a place where women feel they belong.

And when we get this right, as well as seeing more women entering the industry, we’ll also see more women staying, progressing and leading. That’s the future I want for our sector, a future defined by fairness, dignity and opportunity for all.

Looking ahead

The opportunity is here. The framework is ready. And the momentum is real. At CCS, we remain committed to championing higher standards across the industry, and our support for the CFW National Site Standard reflects our belief that inclusion must be embedded into everyday site practice, not treated as an optional extra.

My hope is that organisations across the country embrace the Standard not because they have to, but because they truly believe in the kind of industry we can create together.

When women are supported to shine, we create stronger teams, better places and an industry that rises together.

The three case studies below provide great examples of initiatives that tackle gender inequality on construction sites – and the benefits:

1. Graham Construction – Psychology-driven outreach to tackle gender imbalance

Graham designed a psychology-driven outreach programme to address gender imbalance by understanding the behavioural factors that influence women’s perceptions of construction careers. The initiative focused on creating more relevant, confidence-building engagement for women exploring opportunities in the sector.

Key features:

application of behavioural insights to shape messaging and outreach;
targeted engagement sessions to remove perceived barriers and build confidence;
collaboration with partners and educators to support inclusive career pathways.

Impact:

increased interest and awareness of construction roles among women;
positive feedback on the supportive and tailored nature of the outreach;
clear demonstration of commitment to diversity and workforce inclusion.

2. Balfour Beatty – Women’s PPE roadshow

Balfour Beatty delivered a women’s PPE roadshow to highlight the importance of correctly fitted personal protective equipment for female workers. The initiative showcased improved PPE options and raised awareness of safety and equality across project teams.

Key features:

mobile roadshow providing demonstrations, fittings and information;
engagement with PPE manufacturers to promote better design and availability;
awareness campaigns to encourage inclusive safety practices.

Impact:

greater access to appropriate PPE for women on site;
improved comfort and safety for female operatives;
reinforced commitment to equality, inclusion and safe working environments.

3. Knight Harwood – Sexual harassment support team

Knight Harwood established a sexual harassment support team to ensure a safe, respectful workplace culture and provide confidential support to anyone experiencing or witnessing inappropriate behaviour on site.

Key features: