South Africa’s technical industries, from construction and engineering to logistics,
energy, and manufacturing, are the backbone of South Africa’s infrastructure and
innovation – essential to the nation’s development. Yet, despite major strides in
gender equity in our country, women remain underrepresented and often overlooked
at the technical core of these sectors.
And when women are excluded from these critical spaces, the country misses out on
diverse perspectives, inclusive design, and equitable economic growth. It also
exacerbates the ongoing talent shortages these sectors face, limiting their capacity
to meet demand.
“Closing the gender gap in these industries isn’t just a matter of fairness; it’s
essential for innovation and competitiveness,” says Serisha Sirputh, Director at LDM,
a built environment consultancy firm. “Advancing gender equity in technical roles will
unlock more talent, enhance productivity, and strengthen sector resilience.”
Statistics show that women make up less than a quarter of South Africa’s Science,
Technology, Engineering, and Mathematics (STEM) workforce, with even fewer
holding senior roles in infrastructure, energy, and construction¹. Overall, female
representation in key technical areas remains low: 23% in STEM fields¹, 14% in
construction (with 12% in management)², less than 25% among engineering
candidates (6% achieving professional status)³, around 28% in logistics, and
approximately 13% in mining – with fewer than 25% in senior leadership roles across
these sectors⁴⁵. This persists despite women comprising the majority of all tertiary
graduates.
Several factors contribute to their underrepresentation in STEM and technical fields.
Societal stereotypes often discourage girls from pursuing science and engineering
from a young age. Limited exposure to female role models in these subjects at
school and in career advice reduces their awareness of possible pathways.
Additionally, perceptions that technical careers don’t support their personal
obligations or work-life balance deter many women from entering or remaining in
these fields. “Addressing these systemic challenges is essential to turning graduation
rates into genuine workforce equity,” Sirputh notes.
Women in technical industries frequently face even greater resistance when leading
male-dominated teams than in other sectors, compounded by concerns around
unequal pay. They also struggle with limited access to mentorship, rigid work
structures that don’t support family responsibilities, and underrepresentation in
decision-making roles. In construction, even basic safety gear like PPE is frequently
designed without women in mind – and can reinforce the message that they don’t
truly belong in the field.
These barriers are part of a fundamental gender bias, limiting women’s advancement
despite their technical competence. “We need to create our own moulds rather than
trying to fit into ones that were never designed for us,” adds Sirputh, who maintains
that structural change requires challenging outdated norms as much as building new
opportunities.
The Institute of Municipal Engineering of Southern Africa (IMESA) provides a
compelling example of change in action: female membership grew from 12% to 30%
between 2005 and 2024 – without quotas – driven by fostering a culture of technical
excellence and ethical service². This success underscores that inclusion is best
achieved through values, culture, and commitment, not just policy mandates.
LDM’s approach recognises that building equity is a long-term cultural
transformation. It starts with tailored leadership pipelines that equip women in
technical roles with the skills and confidence to lead. And mentorship pairs emerging
talent with senior advocates who challenge bias and open doors to strategic projects.
“Building resilience means building inclusion. When more women across technical
industries can access leadership training, mentorship, and meaningful projects, the
entire sector benefits,” says Sirputh. “Designing workplaces that support work-life
balance, reward mentorship, and sponsor technical stretch assignments will redefine
who gets to lead.”
“As we celebrate Women’s Month, let’s move beyond surface-level stats and into the
heart of the industries that shape our future. Because true empowerment isn’t just
about who’s in the boardroom – it’s about who’s building the world we live in,” she
concludes.
ENDS
WORD COUNT: 643
Sources:
1. Department of Science and Innovation, South Africa. (2024). STEM Workforce Statistics
Report.
2. Institute of Municipal Engineering of Southern Africa (IMESA). (2024). Membership and
Inclusion Report.
3. Engineering Council of South Africa (ECSA). (2023). Professional Status of Engineers Annual
Review.
4. Mining Industry Gender Diversity Report. (2024). South African Mining Sector Diversity Data.
5. Logistics Industry Workforce Report. (2024). Gender Representation in Logistics Roles.
Press Release On Behalf of:
Serisha Sirputh
Director at LDM