In celebration of International Women’s Day 2025 #IWD2025 which this year bears the tag #AccelerateAction, the Society of Façade Engineering has committed to increasing equality, diversity and representation of women in the industry.
This article explores gender demographics within the construction sector and particularly the façade industry. We also examine the evolution of gender demographics within the SFE over its 20 years of existence, at a board and membership level. To gain further insight, we surveyed the façade industry and gathered qualitative feedback on the experiences of women working in façades. The primary objectives of this study were to map gender representation within our industry, understand the challenges faced by women, and identify concrete ways in which the SFE can provide meaningful support. This analysis is crucial for promoting equality and fostering a more inclusive environment within the façade industry.
The Society of Façade Engineering (SFE) is a division of the Chartered Institute of Building Services Engineers (CIBSE), the leading authority on building services engineering and global best practice. The SFE serves as a collaborative forum for professionals to advance knowledge and practice in façade engineering, promote excellence, and ensure that modern, complex façades meet diverse performance criteria. With a global membership and established Hubs, the SFE plays a crucial role in shaping the future of façade engineering worldwide.
Industry-wide representation of women
Statistics from the EngineeringUK Women In Engineering & Technology May 2024 Update Report shows that there were approximately 6.3 million workers in engineering and technology occupations, which accounts for 19.2% of the UK workforce. However, the percentage of women working in these occupations is one of the lowest at around 16.5%. Worryingly, this percentage dropped from 16.5% in 2022 to 15.7% in 2023
Figure 1 Women in engineering and technology occupations, compared to men and all other occupations (Source: EngineeringUK analysis of 2022 and 2023 Labour Force Survey data)
This reduction is largely due to the fall of the number of women in the engineering and tech between the ages of 35 to 64, with the highest drop for those aged 35-44. This suggests the drop in women working in engineering and technology is concentrated towards the middle of the workforce age range – while more women are entering the workforce from education, fewer are being retained. These figures are generally aligned across all Professional Engineering institutions as shown in the general trend highlighted by Engineering UK.
Figure 2 Women in engineering and technology by age, comparing 2022 and 2023 (Source: EngineeringUK analysis of 2022 and 2023 Labour Force Survey data)
Figure 3 Women in all other occupations combined by age comparing 2022 and 2023 (Source: EngineeringUK analysis of 2022 and 2023 Labour Force Survey data)
In an article published in 2022 for the ICE, Katherine Etheridge, regional director for ICE London, South-East and East of England reports that women make up only 16% of overall membership at the Institution of Civil Engineers, with female fellows making up only 6% of the fellowship cohort despite their “huge contribution” to the industry as explained.
Similarly, the article Women in engineering at the IMechE shows that only 9.3% of all IMechE Members – including Affiliate, Associate, Member and Fellow – are women. The highest percentage of women are in the Student membership category with 14.5%, but only 5.6% of Members and only 3% of Fellows are women.
Figure 4 Women in all other occupations combined by age comparing 2022 and 2023 (Source: EngineeringUK analysis of 2022 and 2023 Labour Force Survey data).
Reflecting on the SFE demographics
The SFE has collected valuable data over the years to get insights into the membership demographics. Women today comprise more than 17% of the total membership across all grades. Although this is in line and above the wider industry representation, there is a persistent underrepresentation of women across all professional grades within the SFE. The most significant disparity is observed at the member (MSFE) level and a complete absence of female Honorary Fellows, though this is a recently established recognition.
Figure 5 SFE Membership gender data by grade as of March 2025
While the SFE Board has historically been male-dominated, it’s noteworthy that women currently hold pivotal roles in various committees, including Chair, Awards, Events, and Newsletter leadership. Furthermore, women are driving the expansion of SFE Hubs globally, demonstrating their central role in the field's development, particularly in North America, Australia and New Zealand, Italy and London. Despite a historical gender imbalance that requires ongoing effort, the issue has been acknowledged, and efforts are made on the SFE leadership level. The recently launched Women in Façades Network is dedicated to addressing gender inequality within façade engineering, emphasizing inclusivity for all while being spearheaded by inspirational women in the profession.
Figure 6 SFE Board gender data for the period 2004-2024
Survey overview
Last month the SFE surveyed façade professionals on the experiences of women in the façade industry for feedback on their lived experience. The survey was made available to all professionals in the field with a male engagement of 40%. There was good engagement across the industry with 29% of the respondents being non-SFE members, while the overwhelming majority (more than 70%) were consultants.
Figure 5 Survey data regarding the level of affiliation with the SFE and role in the façade engineering industry.
While many respondents felt that women are relatively well-represented in Façade Engineering compared to other construction-related fields there was a strong consensus that significant challenges remain. Women in consultant roles appear better represented compared to contractor and supply chain roles across the UK, and especially outside of London. On the other hand, the absence of women in senior roles, on panels, events and public forums was noticeable.
More than 50% of the respondents have experienced or witnessed gender bias and lack of respect within the industry. Women often work harder, acknowledged and treated in the same way as their male counterparts. About 35% of professionals described challenges in advancing to senior positions, due to the lack of female role models and mentors to guide career development. This highlighted a significant gap in the support system available to women in façade engineering, which can be a barrier to their career advancement and overall success in the field. While some respondents have had positive experiences with female mentors, the overwhelming majority (60%) have either only had male mentors or no mentors at all. Most women looking for career progression raised a need for role models and mentorship which the SFE is working to resolve through the introduction of the Women in Façade Network. Women are strongly encouraged to register to the CIBSE Mentoring Portal to seek for mentors or mentees.
Another aspect raised by respondents was the challenges in balancing personal life with work requirements, which often involve travel and overtime. Façade consultants have historically come from all over the UK and mainland Europe and settled in London (and more recently Birmingham and Manchester), leaving them with limited support networks. Increasing the regional presence of the discipline would allow engineers to move away from London to locations where commute and living costs are more manageable. With the Building Safety Act and the introduction of the BSR, there is a need for façade consultants on a much wider range of projects across the UK, which could support local and regional office presence.
Increased flexible and remote working opportunities would allow for higher retention of women in senior grades by allowing a better balance between work and personal and caring needs. Construction has a poor history of mental health issues which could be reduced with better work-life balance and reduced commuting times. Flexible and hybrid working would also allow women to manage medical needs such as pregnancy and menopause in more comfort.
Façade engineering is a young discipline in the scale of modern construction and still finding its place as part of the design team. This will require thought leaders from varied backgrounds to lead the growth of the field. Highly-motivated and brilliant women should be encouraged to grow and take space within this industry and the SFE is looking forward to supporting them throughout their careers.
This article was drafted in collaboration with Camille Destres (BB7) and Martina Capecchi (EOC).