Day: March 8, 2023

Outdated stereotypes and poor career advice are main barriers to women entering the plumbing industry

Trade body for the plumbing industry encouraged by the small but increasing number of women apprentices who are changing the face of plumbing but more still needs to be done

Outdated stereotypes and poor career advice are seen as the main barriers for women considering a career in the plumbing and heating industry, according to a new survey from the Scottish and Northern Ireland Plumbing Employers’ Federation (SNIPEF).

  • In a poll-of-polls of 674 people, 39% of respondents believed sexist and outdated stereotypes were the main barrier to women entering the UK plumbing industry, with 21% stating poor career advice.
  • The poll, conducted between 23-27 February, also found that 28% of people thought there was no barrier to entering the profession, with 12% citing a lack of respect for women.

Fiona Hodgson, Chief Executive of SNIPEF, said: “It is unbelievable that in 2023 outdated and sexist stereotypes continue to be made about what women can and cannot do, often reinforced by misguided career advice that the trades are men-only professions.

“Thankfully, SNIPEF is finding a small but growing number of women who are challenging these misconceptions and entering the plumbing industry, finding it an attractive and lucrative career option.

“We need to encourage greater diversity into our industry, helping us address the current skills shortage and meet the demand from 30% of customers who have stated their preference for a women plumber.”

SNIPEF also revealed ahead of International Women’s Day (March 8), Scottish Apprenticeship Week (6-10 March) and World Plumbing Day (11 March) that 2% of its apprentices are now women, an increase of 50% since 2020. Although still small, trends indicate a growing demand from women to train as plumbing professionals.

Typical of the new cohort of young women trainee plumbing and heating professionals is 17-year-old Naomi Watson from Aberdeen, studying at Dundee and Angus College and about to enter the second year of her apprenticeship with SNIPEF member EJ Parker Technical Services.

Naomi said: “I absolutely adore my job, and I couldn’t imagine doing anything else. As a commercial plumber, I visit new places with new challenges each month. This week I am heading to Inverness to work on renewable technologies.

“I couldn’t ask for a more supportive team. I love every single one of the boys I work with and get on so well with my journeyman. He has taught me so many things to get me started.

“This job has made me incredibly confident. I feel now that there isn’t anything I can’t achieve if I put my mind to it.”

Dale Thomson, Apprentice Training Manager for SNIPEF, said: “The talent and energy apprentices, such as Naomi, bring to their journey towards the status of a qualified plumber is remarkable.

“The young women who sign up to learn about plumbing bring a fresh element of enthusiasm, skill and dedication to the profession, and it is good for the industry that we are seeing more and more of them.”

In the Autumn, SNIPEF will unveil its new Equality, Equity, Diversity and Inclusion action plan, aimed at confronting industry misconceptions, to encourage more girls and women to consider training as a plumber and setting its ambition to have women making up 10% of all apprentices by the end of the decade.

CASE STUDIES:

Gemma Ireland, 20, Edinburgh.

Year 2, NVQ Level 3, Borders College.

Employer: Joanna Martin, Able Girl Plumbing.

“I chose plumbing as a career because I wanted to do a hands-on job. I had a spell of work experience and I found that I really enjoyed it. I am now doing something different every day – there is just so much variety.

“My employer is very supportive and I am engaged on domestic plumbing and gas work from Monday to Wednesday, with the rest of the week studying at college. It is really interesting.

“None of my family has any connection with the profession and, although I am the first female apprentice, I am not the first female plumber in the company. There is no reason a woman can’t do this job just as well, if not better, than any man.”

Ambition: To have my own company. 

Naomi Watson, 17, Aberdeen.

Year 1, Dundee and Angus College.

Employer: EJ Parker Technical Services.

“I love how fast-paced my job is. I love plumbing so much and feel that it is a great opening for anyone with a practical mindset. It gives you plenty of opportunities, I travel all the time, I meet so many amazing people and I learn new skills every single day. You just need to take on board what the experienced tradespeople have to say.

“I would highly recommend a trade to any female or male out there. It’s a great way of life, you are constantly busy and the pay is good for someone just out of school.

“This job has made me incredibly confident. I feel there isn’t now anything I couldn’t achieve if I put my mind to it. I feel so much more comfortable in my own skin.”

Ambition:      To start my own business.

                        To move up in the company.

                        To work offshore. 

Nina Hamilton, 24, Elgin.

Year 2, Moray College, Elgin.

Employer: Simpson Plumbers.

“I am the first female apprentice in the company and, although it can seem a bit daunting at first, I would definitely recommend it to other women.Once you get into the swing of it, it’s good fun and you learn a lot of good skills.

“In the past, I never would have thought about getting into a trade but, when I was told about an apprenticeship opportunity coming up, I thought why not go for it?

“I like how every day is different and there is a wide variety of types of work. You learn something new every day and can pick up little tips and tricks from the different journeymen on the jobs, which always comes in handy. My employer is very supportive.”

Ambition:      To learn everything I can. 

Ellie McPhee, 19, Glasgow.

Year 1, Glasgow Kelvin College Springburn Campus.

Employer: The Findlay Group.

“On the trial with my current employer, I realised that not only was I not becoming distracted, I was actually really looking forward to learning more.

“I now enjoy each day of my training – each day brings something new – and I am very much looking forward to finishing my first year and progressing to Year Two.

“My employers are very supportive. They are always reaching out to me, checking how I am getting on and helping me – especially when it comes to the college side as I prefer the more practical stuff. They make sure I’m properly supported on site and at college.”

Ambition: Undisclosed. 

Marion Stewart, 21, Elgin.

Year 3, Moray College, UHI.

Employer: G&A Barnie Group.

“Although there are other women working in the Barnie Group, I am the first female apprentice plumber. I have just finished my third year at college and have my gas, renewables and oil qualifications. Next year will focus on practical work with the company.

“Some jobs take just a few hours, but others can last for weeks and I enjoy being involved in a project from start to finish, and the sense of achievement which comes with that. There is a great deal of variety, with something new every day.

“I got started in this career because I actually asked the company for work experience and they suggested I try an apprenticeship instead. Throughout my training, my employer has been completely supportive and has encouraged me in everything I do.”

Ambition:      To become a supervisor or a contracts manager with my current employer. 

One in seven skipping meals due to rising cost of living, Which? finds

One in seven people have skipped meals due to the rising cost of living, new Which? research finds, as the consumer champion calls on the government and essential businesses – such as energy companies, supermarkets and telecoms firms – to take action to help consumers. 

According to the latest findings from Which?’s Consumer Insight Tracker, a worrying number of households are going without food and sitting in cold homes due to the rising cost of living.

One in seven (15%) said they had skipped meals – compared to one in eight (12%) in November. The new findings also showed nearly one in ten (9%) had prioritised meals for other family members above themselves and 4 per cent had used a food bank.

Jackie Rudd, aged 72 and from West Suffolk, has found that rising energy prices have left less room in her budget for grocery shopping. This has meant she is now skipping meals two to three times per week.

She said: “The last week of the month, meals are missed – if you have no money for a loaf then there’s no lunch and if there’s no milk, then there’s no breakfast. Basic groceries have gone up to stupid levels – the loaf of bread I usually buy has gotten smaller and more expensive.”

People are also looking for ways to save on their energy bills – with seven in ten (72%)  saying they have put the heating on less due to rising prices, four in 10 (39%) using less hot water and one in five (19%) having had fewer cooked meals.

Concerningly, three in ten (29%) respondents who said they had put their heating on less said they have often or always felt physically uncomfortable this winter as a result.

One 85-year-old man said: “The house is cold due to the cost of heating, so I am continually wearing layer upon layer of clothes. Saving money on heating allows more money for food.”

A 30-year-old man said: “Our house is cold a lot of the time because the high costs of gas and electric makes a warm house unaffordable.”

Which?’s Consumer Insight Tracker also found that an estimated 2.3 million households said they missed or defaulted on a vital payment – such as a mortgage, rent, credit card or bill payment – in the last month. This is in line with the number who missed payments in January 2023, demonstrating that financial difficulty has remained high in early 2023.

Six in ten (59%) people made at least one financial adjustment – such as cutting back on essentials, selling items or dipping into savings – in the last month to cover essential spending. This equates to an estimated 16.5 million households.

This is a significant increase from the half (52%) making financial adjustments this time last year, but lower than the peak of two-thirds (65%) making adjustments in September 2022.

Which? is calling on the government and essential businesses to take action to support consumers with the rising cost of living and higher energy bills from next month.

With the main energy bill support scheme coming to an end and the energy price guarantee scheduled to jump to £3,000 for an average household in April, consumers will face higher bills from next month. The government must urgently consider postponing increasing the energy price guarantee to £3,000 to help those struggling to make ends meet.

The consumer champion is also calling on essential businesses – such as supermarkets, energy and telecom providers – to ensure that people have access to the best value products and services across the UK.

For example, supermarkets should increase availability of affordable and healthy own-brand budget ranges throughout their branches. Telecoms providers should cancel 2023 inflationary price hikes for financially vulnerable consumers – and allow all customers to leave without penalty when prices are hiked mid-contract.

Rocio Concha, Which? Director of Policy and Advocacy, said: “It’s hugely worrying that households across the country are forced to go hungry and sit in cold homes as they cannot afford basic essentials this winter.

“Which? is calling on the government and essential businesses to do more to support their customers through this extraordinary cost of living crisis.

“With energy bills due to rise in April, the government must urgently consider postponing its decision to increase the energy price guarantee to £3,000. For some families, who continue to be battered by high inflation, this will offer an important lifeline to stop them falling into financial distress.”

Clinical trial for new endometriosis treatment offers hope to millions of women

UK clinical trial for potential new endometriosis treatment, funded by Wellbeing of Women and the Scottish Government, offers hope to millions of women  

  • Researchers have been awarded nearly £250,000 by Wellbeing of Women and the Scottish Government to investigate if a drug called dichloroacetate is an effective treatment for endometriosis 
  • If successful, the drug could be the first ever non-hormonal and non-surgical treatment for endometriosis – and the first new treatment in 40 years  
  • Endometriosis is a debilitating condition that affects around 1.5 million women in the UK, yet it is chronically under-funded and treatment options are limited 
  • Wellbeing of Women and the Scottish Government are working in partnership to improve endometriosis treatment and care – a key aim of Scotland’s Women’s Health Plan.  

A clinical trial to study a potential new treatment for endometriosis is set to go ahead thanks to funding made possible by a partnership between leading women’s health charity Wellbeing of Women and the Scottish Government. 

Researchers from the Universities of Edinburgh, Aberdeen and Birmingham will set up and run the clinical trial, called EPIC2, which will involve 100 women with endometriosis in Edinburgh and London. They will investigate whether a drug called dichloroacetate is an effective pain management treatment for those with the condition.  

Endometriosis affects 1.5 million women and those assigned female at birth in the UK. It occurs when tissue similar to the lining of the womb grows elsewhere in the body, most commonly in the pelvic area. This tissue (known as endometriosis lesions) bleeds during a period but has nowhere to go – and causes inflammation, pain and the formation of scar tissue.  

Earlier research, funded by Wellbeing of Women, discovered that cells from the pelvic wall of women with endometriosis behave differently compared to those without the condition. Researchers from the University of Edinburgh found that these cells produce higher amounts of lactate, a chemical generated by the body to give us energy when there is a lack of oxygen. This creates an environment that supports the development and growth of endometriosis.   

When these endometriosis cells were treated with dichloroacetate, a drug previously used to treat rare metabolic disorders in children, lactate production decreased to normal levels and the size of the endometriosis lesions were reduced.  

The EPIC2 research team will build on this knowledge with their clinical trial to determine the optimum dose of dichloroacetate that will provide the most benefit, both in terms of tackling painful endometriosis symptoms and limiting side-effects. 

 

Dr Lucy Whitaker, Wellbeing of Women researcher and Clinical Lecturer in Obstetrics and Gynaecology at The MRC Centre for Reproductive Health, University of Edinburgh, is leading the research.

She said: “We’re grateful to Wellbeing of Women and the Scottish Government for giving us the opportunity to progress our research and hopefully move another step closer to the reality of a new, non-hormonal and non-invasive endometriosis treatment.  

“We know women with endometriosis desperately want more treatment options and better ways to manage the often-debilitating pain that it causes. Our research so far shows promising results that dichloroacetate can make a huge difference. I hope our new trial will confirm this and give women hope that new treatments and a better quality of life are on the horizon.” 

In the EPIC2 clinical trial, which will start recruiting this autumn, half of the women will receive dichloroacetate while the other half will be given a placebo. These will be allocated at random and taken for 12 weeks. Every woman will complete a series of questionnaires and give blood samples over the course of two-and-a-half-years. 

In a move towards personalised medicine, the dose of dichloroacetate for each woman will be determined by which version of a gene called GSTZ1 they carry. This gene is responsible for the speed at which dichloroacetate is metabolised by the body. Some variants do this more slowly than others, which could lead to a build-up of the drug in the bloodstream and increase the risk of side effects unless the dosage is tailored appropriately. 

Janet Lindsay, Chief Executive of Wellbeing of Women, said: “It is completely unacceptable that there have been no new treatments for endometriosis in 40 years. Too many women and girls are suffering from debilitating symptoms, such as chronic pelvic pain, fatigue and even fertility problems, and current hormonal and surgical treatments aren’t suitable for everyone. 

“Endometriosis is an extremely under-funded area of women’s health, so we are very pleased to partner with the Scottish Government and invest in medical research that could transform how the condition is treated for millions of women.

“Dichloroacetate has the potential to be the very first non-hormonal and non-invasive treatment for endometriosis, which will be truly ground-breaking.

With limited options currently available and no cure, advances like this are long overdue.” 

Maree Todd, Women’s Health Minister for Scotland, said: “Scotland is the first country in the UK to introduce a Women’s Health Plan, with endometriosis being one of its early priorities.

“The Plan includes several actions to help improve care and support for those with endometriosis, including a vital action to invest in further research to develop much needed improvements into treatment and management options for the condition. 

“I am pleased that we are jointly funding research with Wellbeing of Women into what could be the first non-hormonal treatment for endometriosis. It is a stepping stone to ensuring that those with endometriosis are given treatment choices that suit their needs.” 

Dr Ranee Thakar, President of the Royal College of Obstetricians and Gynaecologists, said: “It is really positive news that funding has been secured to research this potential new drug treatment.

“We know current endometriosis treatment options don’t work well for everyone, leaving many women with symptoms that can have a serious impact on their quality of life, affecting their physical and mental health.   

“We look forward to the results of this trial and its potential to improve the day-to-day lives of women and people living with endometriosis.” 

NICEIC celebrates talented engineers this International Women’s Day

As we celebrate International Women’s Day (IWD), NICEIC, the UK’s leading name for registered electricians, is encouraging more women to consider a career within the electrical industry.

The theme for IWD 2023 is #EmbraceEquity and aims to get the world talking about how equal opportunities are no longer enough if we are to provide everyone, no matter their circumstances, with the opportunities to reach an equal outcome.

With only 16.3% female engineers in the industry, we caught up with two NICEIC area assessors and discussed the challenges they have faced to gain a better understanding of what it’s like to be a woman in this sector.

Joining the industry after a career change, Lisa comments on her journey so far: “I was on the lookout for a career that challenged me and upped my skillset. My friend told me that he was training to become an electrician. After some self-doubt, thinking women do not tend to go for that sort of career, I was encouraged to go for it. It ended up being the best advice I ever followed.

“Now here I am, years later, with a Student of the Year Award tucked under my belt, alongside a whole host of inspection and installation experience that led me to my role now assessing other contractors.”

Louise, however, always had her eye on becoming an electrician after completing work experience that led to a four-year electrical apprenticeship with a NICEIC approved contractor.

Louise explained: “I’ve always enjoyed the technical aspect of the job as I see myself as a hands-on type of person. I was never really suited to sitting in an office all day. In this role, no two days are the same as I take on a wide variety of work which has given me a wealth of experience in the industry.

When asked about the barriers to women entering the industry, Lisa adds: “I do think women are nervous to enter such a male-dominated environment. Sometimes as women, we feel as though we aren’t physically built for this type of work; but there are always ways to work around this, such as having the correct tools or working as a team when it comes to heavier work.”

Louise continues: “The industry can seem intimidatingbut times are changing; and I only saw that as more motivation to rise through the ranks. Before I knew it, I was in an electrical management role.”

NICEIC is committed to encouraging more women to join the electrical sector and challenging the perception that the industry is traditionally for men. Although there has been a recent rise in women realising the benefits of a hands-on career, such as an engineer, there is always more room to break down gender barriers.

Lisa says: “NIECIC is all about creating a working culture that encourages inclusivity and celebrates people’s individuality whilst treating everyone in the same, fair manner.”

Louise adds: “Throughout my career, I have always regarded NICEIC as the leading electrical body that promotes electrical safety and uphold standards. I have been with NICEIC for seven years and I couldn’t imagine myself anywhere else.

“As an employer, the company is very supportive and encourages individual ambitions and always looks to drive standards. Attitudes have changed considerably across the sector since I began my apprenticeship. These days, all that matters is your ability to do the job – as it should be.”

International Women’s Day allows businesses to welcome and celebrate the achievements of women, especially in what is still seen as a male-oriented trade world. The electrical industry is calling to be more inclusive and appealing to women so that the younger generation of females can see it as a viable, exciting career option from the very beginning. 

With renewable energy sources on the rise, electrical contractors are at the forefront of helping the UK to achieve net zero by 2050. The sector is crying out for highly motivated electricians; and with the introduction of so many new technologies, it’s an exciting time to get involved.

For more information, visit www.niceic.com.

Royal Bank of Scotland Report on Jobs

February sees renewed downturn in permanent placements

  • Permanent staff appointments fall for fourth time in five months
  • Pay pressures ease
  • Steep downturn in candidate availability 

The latest data from the Royal Bank of Scotland Report on Jobs survey showed that recruitment consultancies saw a notable drop in the number of people placed in permanent roles during February amid ongoing market uncertainty and hesitancy to commit to new hires.

The seasonally adjusted Permanent Placements Index slipped from 54.7 in January to 42.1, signalling a renewed contraction in permanent staff hires. Meanwhile, the downturn in temp billings accelerated, with the pace of decrease the fastest in the current five-month period of reduction.

At the same time, the supply of both permanent and temporary staff shrank rapidly amid tight labour market conditions and skills shortages. Recruiters also commented that workers were increasingly hesitant to seek out or switch roles due to an uncertain economic climate.

Despite ongoing labour shortages, February data pointed to a notable cooling in the rates of both starting salary and temp wage inflation.

Renewed contraction in permanent placements

After posting in expansion territory in January, the seasonally adjusted Permanent Placements Index fell back below the neutral 50.0 level during the latest survey period, indicating a fall in permanent staff appointments for the fourth time in the last five months. Moreover, the rate of reduction was sharp overall and stronger than that seen for the UK as a whole. Recruiters often linked the decline to delayed hiring decisions and greater market uncertainty. 

Recruitment consultancies in Scotland recorded a reduction in temp billings in February, thereby stretching the current sequence of decrease to five consecutive months. The overall pace of contraction accelerated to one that was the most marked since June 2020. The fall also contrasted with a mild upturn in billings across the UK as a whole. According to panellists, a slowdown in market conditions had impacted clients’ appetite to take on short-term hires.

Availability of permanent staff falls rapidly

February data highlighted a quicker reduction in permanent staff availability across Scotland. The rate of decrease was rapid overall and quicker than the series average. Surveyed recruiters often cited skills shortages and a tight labour market when explaining the latest drop in supply.

The decline in permanent candidate numbers across Scotland outstripped that recorded for the UK as a whole.

As has been the case in each month over the last two years, temporary staff availability declined across Scotland in February. The pace of contraction was quicker than the UK-wide trend and historically sharp, with anecdotal evidence often linking the fall to a generally low unemployment rate and reluctance amongst workers to switch roles. That said, the respective seasonally adjusted index ticked-up for a second month running to a 22-month high.

Softest upturn in starting salaries for four months

Salaries awarded to newly-recruited staff rose across Scotland in February, thereby extending the current upward trend observed since December 2020. Tight labour market conditions and skill shortages continued to drive pay higher as firms competed to secure talent, according to recruiters. However, the rate of salary inflation eased further from December, signalling the joint-softest upturn in 20 months. 

Nevertheless, the rate of pay growth in Scotland outstripped that seen across the UK as a whole for the fifth successive month.

After registering the second-fastest increase in the survey’s history in January, temp wage inflation slowed notably in the latest survey period. Moreover, the rate of growth was the softest seen since April 2021. While persistent candidate shortages reportedly drove up pay, recruiters mentioned that the current economic climate limited the upturn.

The rate of wage inflation across Scotland was also weaker than the UK-wide trend.

Demand for permanent staff expands at softest rate for two years

Permanent job openings grew solidly across Scotland in February. However, the latest upturn was the softest seen for two years and below the historical average.

Of the eight monitored sectors, the strongest upturn in permanent staff demand was seen for Nursing/Medical/Care, with IT & Computing placing second.

Temp vacancies across Scotland fell for the second month running in February. The pace of contraction quickened from January and was marked. The decrease noted in Scotland contrasted with a further expansion in temp job openings at the UK level.

Blue Collar roles led the decline, followed by Engineering & Construction.

Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “The renewed expansion in permanent placements during January did not carry through to February, as the latest survey data from recruiters signalled a fresh reduction in permanent new hires.

“Furthermore, the contraction in temporary billings persisted, indicating a steep fall in short-term staff recruitment. The downturn in hiring activity was often linked to uncertainty around the outlook and hesitancy among clients to commit to new staff. At the same time, ongoing skills shortages made it difficult to acquire candidates for those that did want to fill roles.

“Vacancy data highlighted a relatively subdued increase in permanent roles, while temp staff demand fell for the second month running, which helped bring down rates of inflation for starting pay. Growth in permanent starters’ salaries was weaker than the trend seen over the past two years, while hourly rates of pay rose at the slowest pace since April 2021.”

Why the trade union struggle needs to be a feminist one – and vice versa

The history of International Women’s Day is a story of women who would not settle for the status quo (writes TUC’s ESTHER LYNCH). It’s a story of women workers protesting against unfair working conditions. Of women who demanded a voice when they had something to say. Of women who came together and collectively demanded civil, social and political rights.

It’s not a story from the past – it is a story that transcends time. Still today, there are countless things that women will not settle for.  

Across Europe, women have suffered disproportionately from economic and social consequences of the COVID-19 pandemic. Just as women were overrepresented on the frontline of the Covid crisis, women are now being hit hardest by the cost-of-living crisis because of the ongoing undervaluation of their work, part-time work due to unequal distribution of caring responsibilities, the gender pay gap and in consequence, the gender pension gap.

According to EUROFOUND research from last November, almost half of single mothers (44%) and 31% of single women anticipated difficulties affording energy costs over the next three months. That compares to 26% of single men.

The struggle for equal pay and equal pay for work of equal value remains a high priority for the trade union movement. Women workers must enjoy the pay, conditions, and status they deserve. The legacy of Covid-19  must be the enforcement of equal pay for work of equal, of a collectively achieved re-evaluation of work predominantly done by women, of a collective correction of the term “low-skilled” workers.

In terms of tackling the undervaluation of women’s paid and unpaid work, as a baseline, more support for trade unions is needed. At EU level, a step in the right direction was recently made very with the Pay Transparency Directive.

It is thanks to the demands voiced by women workers across Europe that the Directive will contribute to coming closer to enforcing equal pay for work of equal value and to make sure that no women worker has to stand up alone against an employer when claiming her right to transparent information on her pay.

The Directive also secured a safeguard of trade unions’ prerogatives to bargain on measures for equal pay – a provision that was met with unfounded, yet fierce resistance.

Another building block to achieve gender equality in society and the world of work is the eradication of gender-based violence.  Again, trade unions have proven all along that workplaces are safer when workers are represented by trade unions and employers negotiate with trade unions.

This applies to support for victims and survivors of sexual harassment, domestic violence or third-party violence. The trade union movement has also a role to play in the digital sphere – an arena that is conducive to escalating existing forms of gender-based violence, while producing new forms of cyber violence and cyber harassment that target women in particular and marginalised groups.

As online screening and networking become more important in the labour market, a growing number of women are having their careers wrecked due to cyber violence like revenge sharing  of intimate pictures. The trade union movement must be at the forefront to make sure victims of cyber violence and cyber harassment are not discriminated against by an employer.

Employers must live up to their responsibilities when it comes to making the world of work safe for all women workers.

This is why on International Women’s Day, the ETUC will gather, in the tradition that marks International Women’s Day, to demand our voice be heard and to highlight women workers’ right to travel safely to and from work.

This will be our contribution to the stories that are International Women’s Day – stories that share one imperative: Women coming together and demanding change – for the many, in all their diversity, not for the few. 

International Women’s Day: Life As a Tradeswoman in the UK

For International Women’s Day (March 8th), we’ve surveyed a range of tradeswomen to find out what life is really like as a female in the trades industry: 

What is it really like working as a tradeswoman in the UK?

A picture containing text, person, dryer Description automatically generated

This is one of the many questions that we got the answers to in our survey of female trades workers to help us better understand exactly what tradeswomen experience on a daily basis.

To help us gain some insight, we put together a survey of 20 tradeswomen aged between 16 and 60 who shared the revealing truths about working in the trade industry.

Gender Pay Gap

On average, tradeswomen earn over 38% less than men.

Despite the progression over the years for women in the workplace, there is still a 7,9% overall pay gap between men and women working in the UK. This gap is even more significant in the trades industry, with 42% of our surveyed tradeswomen stating that there is a significant difference between the pay for men and women.

Many of the participants were unsure of the pay gap, since salary discussions between colleagues is seen as a taboo subject. Three of the women surveyed are plumbers and heating engineers with salaries starting at £22,000. This is over £13,000 less than the average tradesman salary of £35,979.

Out of these three women, there was one outlier who earns £35,000 per year after working in the trades industry for over 11 years. This showcases a slight growth of equality in the trades sector.

Discrimination In The Workplace

Over 57% of tradeswomen experienced workplace discrimination.

Unfortunately, it’s still not uncommon for women to experience discrimination in the workplace when it comes to working in the trades industry. Often times, women feel like they are looked down on and won’t be given equal job roles as the male employees.

“Upon searching to work for other landscaping companies I was looked down on, was told that I would have to bear in mind that I would be using the same toilet as the men and that I would start on a lower wage as I wouldn’t be doing the main parts of the job, I would just be helping and making drinks!” – Angela, 22, Landscaper

When it comes to working in a male-dominated industry, many females feel objectified or sexualised in the workplace. Alternatively, they may be insulted for choosing to take on a role that has always been completed predominantly by men.

“If you work on a site as a woman, they see you as either too blokey/ fat/ other to be the object of their sexual interest, so get harassed for something else instead; or you’re young, fit and hot and suddenly you’re just the focus of their testosterone. That kind of behaviour would be incredibly intimidating for a lot of people, even if it is all banter and them being “guys”, it’s not a welcoming feeling.” – Debbie, 36, Conservation Specialist

Sexist Customers

More than 68.4% of tradeswomen were subjected to sexist remarks from customers and clients.

Since trades jobs have always been completed by mostly men, some customers feel like they can’t trust women to complete the work well, despite having the same training and qualifications as the men doing the same work.

“Customers have asked me to leave as I’m female. Some have called back in to have my work ‘checked’ and others have made sexual comments against me.” – Rachael, 38, Gas Engineer

Some women can feel ignored on the job, as customers will direct their questions towards the male employees.

“I work alongside my husband, both doing the same job and it’s not unusual for customers to direct questions at my husband rather than me. Many don’t believe that I am just as qualified as my husband.” – Jackie, 38, Vehicle Body Repairer

Why Are There Fewer Women in the Trades Industry?

Only around 13% of the trades industry workers are women.

Here’s what our surveyed tradeswomen had to say:

Limited Education

Some women feel like there hasn’t been much progression in the way jobs are advertised. Despite more trades employers actively reaching out the women for their open jobs, some jobs are still primarily targeted towards men.

The same goes when it comes to learning about jobs in school. However, schools are now more openly encouraging people to take on any job role, regardless of the previous stereotypes. There has been a huge change in the way children are being taught about work.

“Schools, historically have promoted the learning of manual trades to boys, girls tend to have been pushed into gender stereotyped roles such as cooking and textiles.” – Abigail, 32, Bench Joiner

Physical Ability

Women are often just as capable as men at completing heavy labour work. However, many people still don’t see this and believe that labour intensive work should be left to the men.

“Women have always been looked at as “the weaker sex” and being on a site or turning up to a job a man “should” be doing is difficult when you’re judged with comments like, surely you should be on reception etc.” – Sophie, 30, Drainage Engineer

Unsuitable Equipment

Since the trades industry has always been dominated by men, the equipment is often tailored to suit men. However, with the increase in female tradespeople, we are seeing more and more manufacturers creating a whole new range of equipment to help women in trades. However, there is still an issue with this as it is often much more difficult to source equipment that is tailored to women in this field.

“More equipment/tools suitable for women would make life easier, I’m 5ft 1 and can never find protective boots etc, would prefer it if plaster came in 20kg bags instead of 25kg!! Things like that make trades discouraging.”  – Karoline, 38, Plasterer

Lack of Support

Many women feel like employers should be more open to supporting them in their job roles. This would help to make women feel less discriminated against for their gender but will also result in a much more harmonious workplace.

“I’ve had three women start with me. None of them drive, but they all need to be back for 3pm to get their kids from school and can’t start until 8.45. I think generally the way that the construction industry is arranged means that it’s almost impossible for anyone who isn’t an unencumbered, able bodied male to be in the right set of circumstances to get a chance.” – Debbie, 36, Conservation Specialist

How Can More Women Be Encouraged to Take Up a Trade?

There has been an increase over recent years in trades employers encouraging women to join their teams.

Here’s what our surveyed tradeswomen thought about this question:

Financial Support

Many women believe that there should be more support when it comes to maternity and childcare. If employers offered more support in these areas, more women may be likely to want to take up work in the trades industry.

“Better pay for maternity and childcare.” – Karoline, 38, Plasterer

Better Education

Some of the women surveyed thought that education may play a part in encouraging more women to take up work in the trades industry.

“Offer more courses in colleges and maybe free courses for older women.” – Jennifer, 43, Builder

More Representation

Representation is something that has progressed significantly over the years to help make the trades industry more appealing the women. By showing more women in advertisements, trades employers are promoting a much more diverse workplace. Previously, most advertisements and promotions for trades work showed just men. However, women are being included much more than they were before. There is still a way to go, though, to make it more equal. 

“Advertising , photos of women in construction in advertising and books. Women in construction should also speak in schools about their career.” – Renee, 49, Building Surveyor

Lack of Support

Women often feel like there is a lack of support in this industry for women. To encourage a more diverse workplace, it’s important for employers to offer support to everyone.

“I think generally the way that the construction industry is arranged means that it’s almost impossible for anyone who isn’t an unencumbered, able bodied male to be in the right set of circumstances to get a chance.” – Debbie, 36, Conservation Specialist

The Modern Progression of Female Tradespeople

According to new research by the Chartered Institute of Building, 3 in 5 UK residents would hire a female tradesperson. Around one third of the people surveyed said they would prefer to hire a female tradesperson.

Helping to support the women in trades was the most popular reason for wanting to hire a female tradesperson. Some of those surveyed said that they would feel more at ease by having a woman carry out the work in their home.

This is very encouraging to hear and one of the many reasons why females should consider taking up work in the trades industry. This is also something that trades employers should be more aware of. Since many people would prefer a female tradesperson, employers should be making extra efforts to reach out to females when conducting their new employee searches.

In order to attract more women in the trades industry, it’s important to fight discrimination on the worksite and avoid previous stereotypes that can often divide job roles according to genders. Fortunately, this is something that most employers in the trades industry are actively doing.

The progression can be seen in the number of female tradespeople in the UK. In the past 5 years, there has been an increase of almost 400% in the number of young females taking on apprenticeships in engineering and construction.

Physical activity key to social prescribing model approach

New paper calls on leadership and policy to deliver significant change

SIXTY leading health specialists and politicians have joined calls for an overhaul to Scotland’s approach to social prescribing – with an urgent need to step up physical activity interventions.

Movement for Health (MFH) – a coalition of charities that includes SAMH, Age Scotland, and Paths for All – brought together professionals to understand the importance of supporting people to engage in physical activity and interventions through social prescribing models, revealing the findings in a new paper.

Social prescribing which typically sees GP practices and health services connect people to activities, groups and services has been embraced in certain areas of Scotland, with uptake varying considerably by region.

A key MFH recommendation is to create better community links and remove the assumption that social prescribing is a medical approach. This should in turn reduce reliance on other services and people seeing GPs about social issues. However, it’s not a simple change as many people have a trusting relationship with their GPs and is a safe go to when they don’t know where to turn.

Dr Emma Lunan, Chair of Movement for Health, said: “Scotland has a health emergency and our approach needs to change. A social prescribing postcode lottery exists – and it often comes down to the strength of the links between health services and the surrounding community.

“We need to be able to translate policy into actions. Physical activity has huge benefits that go deeper than just physical and mental health. Proactive interventions can help individuals reconnect with their community and grow in confidence but many experience barriers when taking the first step so we need to work collaboratively to overcome these.  

“Once the structure is designed, it will need continual scrutiny to ensure it is working effectively and providing tangible outcomes as society continues to change.”

Maree Todd MSP, Minister for Public Health, Women’s Health and Sport, attended the MFH event as both a keynote speaker and a participant in the panel debate that was chaired by health and care journalist Pennie Taylor and opened by the Chair of Movement for Health, Dr Emma Lunan.

The discussion highlighted a real lack of recognition for this workforce who are often managing people with complex needs. Currently, Scotland’s approach to social prescribing is lagging behind Wales, England, and Northern Ireland although Humza Yousaf, Cabinet Secretary for Health has committed to exploring appointing a lead for social prescribing for Scotland.

The benefits are clear; from supporting patients’ physical and mental health, to reducing health inequalities in local communities, while reducing the workload of frontline health professionals.

Taking part in local activities also helps build the skills and confidence to improve social functioning, leading to the reduction of social isolation and loneliness while creating more connected and resilient communities.

Dr Emma Lunan added: “Community empowerment was a central theme of the debate. It plays a vital role when linking patients to sources of support and networks.

“Greater control needs to be transferred to link workers in order to provide a direct relationship between health care and communities. This would ensure long-term solutions can be implemented rather than quick non sustainable alternatives.”

Currently, social prescribing in Scotland is supported by two networks; Scottish Social Prescribing Network (SSPN) and Scottish Community Link Worker Network (SCLWN). Both networks share learnings, information and good practice across different initiatives while championing the need for a national approach and joined up thinking across all local authority areas.

The approach can fall under several ministerial portfolios which makes the desire for the Scottish Government to identify a lead important to deliver real change for communities and individuals.

Alison Leitch, co-chair of Scottish Social Prescribing Network and Community Link Worker Assistant Service Manager for Edinburgh, said: “The networks build on the strengths, drive and enthusiasm from various social prescribing programmes across the country, with the collective aim to embed the approach in health and social care in Scotland.

“These strengths could assist with ensuring that policy objectives can be measured, evaluated and reported on in a cohesive manner.”

The SSPN and CLW Network are well established networks and the go to body of knowledge in terms of social prescribing and link working in Scotland.

Clare Cook, Project Manager at SPRING Social Prescribing, said: “It is widely recognised that community groups and services can respond more quickly to local needs than statutory services and have less barriers attached to them which encourage engagement. 

“Often a little hand holding in order to build a person’s confidence or provide some reassurance along with good local knowledge goes a long way. Statutory services are under too much pressure to offer this currently yet social prescribing presents a host of benefits to individuals, communities, healthcare and Government.”

The full Movement for Health coalition includes: Age Scotland, Health and Social Care Alliance Scotland, Alzheimer Scotland, Breast Cancer Now, British Lung Asthma and Lung UK, Chest Heart & Stroke Scotland, Diabetes UK, Macmillan Cancer Support, MS Society, Parkinson’s Scotland, Paths for All, RNIB, SAMH, Scotland Versus Arthritis, Stroke Association, VHS, Waverly Care, Scottish Disability Sport and Community Leisure Scotland.  

With four key missions, Movement for Health is working towards raising awareness within health practitioners, physical activity and sport providers, policy makers and the general public, by providing research, resources and political action to support those who are affected to get more active. 

For more information on Movement for Health, visit: https://www.movementforhealth.scot/

Link to report: https://www.movementforhealth.scot/news/social-prescribing-event

For more information on Scottish Social Prescribing Network, visit: https://www.scottishspn.org.uk/

For more information on Scottish Community Link Worker Network, visit: https://vhscotland.org.uk/what-we-do/scottish-community-link-worker-network/

NHS ‘still in the depths of crisis’

“We remain extremely concerned about our patients and their safety and for the welfare of staff who are struggling”, RCEM says

Responding to the latest monthly Emergency Department performance figures for Scotland for January 2023, Dr John-Paul Loughrey, Vice President of the Royal College of Emergency Medicine Scotland, said: “The monthly data make clear we are still in the depths of crisis.

“While it is true that the data for January 2023 show improvements when compared with December 2022, December was the worst month on record. We are relieved that we have mitigated against a repetition of December, but we remain extremely concerned about our patients and their safety, and for the welfare of staff who are struggling.

“January saw continued high numbers of extremely long waits; the third highest number of 12-hour waits on record. While the weekly data from February also show that we cannot let up in our requirement for substantial improvement.

“As the Scottish leadership election begins, tackling the crisis in Emergency Care as well as the crisis in the wider health and social care system must be a priority for the next First Minister. In 2022, a total of 55,095 patients waited 12-hours or more in an Emergency Department in Scotland.

“Analysis by the College shows that consequently, in 2022, there were an estimated 765 patient deaths associated with these dangerously long waiting times – equal to an estimated average of 64 each month. This is entirely unacceptable and a marker of a system that is not functioning as it should.

“To tackle this, in Scotland we urgently need a restoration of the acute bed base, that means opening an additional 1,000 staffed acute beds where safely possible.

“There are also significant shortfalls of staff in Scotland. The Emergency Medicine workforce needs at least 100 more consultants, as well as senior decision makers, ACPs/ANPs/Physician Associates, junior doctors, and vital nurses.

“We welcomed the expansion of Emergency Medicine medical training places in Scotland by 10, but this expansion is considerably short of what is required and there has yet to be any commitment to maintain this each year.

“This winter continues to be the most challenging yet for the NHS in Scotland. A failure for meaningful action now will prolong the risk to patient safety and maintain these dangerously long waiting times at the detriment to staff who are already burned out and exhausted. 2023 must be the year that we see political will translated into action that improves patient care and conditions for staff.”

Older people’s charity warmly welcomes new support

LifeCare Edinburgh and Hibernian Community Foundation announce partnership benefitting local older people

Hibernian Community Foundation have announced an exciting new partnership with local older people’s charity LifeCare.

The renowned charity provides positive care for hundreds of older people every day but is struggling to cope with unprecedented demand for its services.  LifeCare launched an emergency appeal late last year to help reach more older people across the city and the Hibernian Community Foundation have added their support.

James Wells, Chief Executive of LifeCare said “We are extremely worried about those in our community.  Local older people are still coming to terms with the aftermath of the covid restrictions; abilities and mobility deteriorated rapidly and now with the new cost of living crisis, enquiries for our help are rising – up 250% for some services.

We are very grateful to receive new support from Hibernian Community Foundation. Thanks to their generosity, we have already been able to increase our care for those that need us most.

Together we delivered hot festive meals to clients who were alone at Christmas.  Our clients enjoyed seeing a friendly face and having a chat with the delivery team. We are in the process of planning other positive initiatives which will allow us to reach more local older people with positive and caring support and activities.

We look forward to continuing our work together to help ensure that no older person is left alone or isolated.”

Lewis Melee, Head of Community at Hibernian Community Foundation, recently visited one of the charity’s registered daycentres on Cheyne Street to meet some of LifeCare’s clients and join in with the day’s activities. 

He said “Supporting the members of the local community is so important to the foundation and club.  It was lovely meeting LifeCare’s clients and hearing how they used to visit the stadium in years past. 

This winter we’re organising two lunch clubs every week, and a memories and reminiscence group at the home of Hibernian FC, Easter Road Stadium. These services are open to everyone and with this partnership we hope to extend our offering – you don’t have to be a Hibee to come along!”

Visit https://www.lifecare-edinburgh.org.uk/ to donate or find out more about the charity’s services across the city.