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Submission: On May 22 via api (May 22nd 2024, 6:11:48 pm UTC) from IE — Scanned from DE

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 * Sectors
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   KHL Group
   Construction Division
   
   Access Briefing
   
   Construção Latino Americana
   
   Construcción LatinoAmericana
   
   Construction Briefing
   
   Crane & Transport Briefing
   
   Demolition & Recycling International
   
   International Rental News
   
   Scaffold & Access
   Power Division
   
   CompressorTECH²
   
   Power Progress
 * Events
   
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   Working at Height Conference
   
   APEX Asia
   
   Apex Show
   
   Cranes and Transport Middle East
   
   Construction Technology Summit
   
   Diesel Progress Summit
   
   ESTA Awards of Excellence
   
   European Rental Awards
   
   IAPA/IPAF Summit
   
   International Cranes and Transport Asia Pacific
   
   International Cranes and Transport Turkey
   
   International Rental Exhibition
   
   International Rental Conference Asia
   
   International Tower Cranes
   
   Lift & Move USA
   
   New Power Progress Summit
   
   Off-Highway Global Briefing
   
   Rental Turkey
   
   Tower Cranes North America (TCNA)
   
   World Crane and Transport Summit
   
   World Demolition Summit
   
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BECHTEL’S CATHERINE HUNT RYAN ON THE BATTLE TO RECRUIT MORE FEMALE TRADESPEOPLE

Lucy Barnard Senior Web editor

05 April 2024 9 min read

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Catherine Hunt Ryan, head of manufacturing and technology at infrastructure
giant Bechtel is spearheading company plans to recruit hundreds of female
electricians, carpenters and plumbers across the US. Lucy Barnard finds out why.

For Catherine Hunt Ryan, head of manufacturing and technology at US-based
infrastructure giant Bechtel, the path into the construction industry started
with trying to reduce the amount of time women and girls in rural parts of
India, Kenya and Morocco spend each day carrying water to their families.

Hunt Ryan saw firsthand how a lack of pipes carrying clean drinking water in
remote areas meant that women were making as many as six trips a day, carrying
up to 15 litres in jars or buckets on their heads and making it common for girls
to drop out of school in order to help out.

“For me it wasn’t until I was working at the World Bank doing water and
sanitation work,” Hunt Ryan says. “I got to see how by just delivering clean
water and sanitation could have such an impact on communities. I personally
became passionate about how literally building infrastructure could mean girls
could go to school. Construction more broadly was part of, how do we make this
happen? How do we get access to basic services so that women and girls can do
more meaningful things with their lives and be more contributing members of
society?”

Catherine Hunt Ryan. Photo: Bechtel


In 2007, Hunt Ryan joined privately-owned Bechtel as a development manager,
initially working on project finance for wind and solar projects, before a
meteoric rise to become leader of one of the five global divisions of arguably
the most powerful construction company in the US.

“As a 10-year-old, or as a even as a 20-year old, construction was not on the
top of my list of things that I wanted to do. But when I was exposed to it I saw
the potential,” she says. “I’m a personal example of when you when you give
access when you expose someone to the potential of the industry, you attract and
retain people of all different backgrounds.”

And, as head of manufacturing and technology spearheading the construction of
some of the world’s biggest battery factories, semi-conductor facilities and
chemicals plants, Hunt Ryan sees it as an integral part of her role to bring
more women into the business and the industry as a whole.

“The projects we work on require a really large construction workforce,” Hunt
Ryan says. “In the US we’re seeing a wave of demand for new manufacturing
facilities and other capital projects. We see encouraging women to pursue
careers in construction not as optional – not as a ‘nice to have,’ but really as
a business imperative.”

Certainly, ‘M&T’ as Hunt Ryan calls it, is currently in the final throes of
completing the construction of two new AP1000 nuclear reactors at Plant Vogtle
in Waynesboro, Georgia, which, at peak construction employed 8,000 construction
workers.

And as main works contractor on the Shell Polymers Monaca polyethylene plant
near Pittsburg, Pennsylvania, which completed at the end of 2022, the company
employed 8,500 craft professionals during its busiest times.

MANUFACTURING IS DRIVING A US CONSTRUCTION BOOM

Indeed, across the world last year, Bechtel says it was responsible for 190
million hours worked by either direct hires or subcontractors on its
construction projects.

And these mega projects are just a taster of the massive need across the US for
what is known as ‘craft professionals,’ – the welders, technicians and other
manual workers who work on site getting stuff built. According to the US Bureau
of Labor Statistics, there are likely to be around 70,000 new job openings each
year for electricians, 80,000 for carpenters and 40,000 plumbers, pipe fitters
and steam fitters.

Bechtel heavy equipment operator Robin Moore poses for a photo with an
articulated dumper truck in Louisiana. Photo: Bechtel


“Does the US have enough construction workers to fill the many hundreds of
thousands of new jobs these projects will create? Currently the answer to that
is no,” says Hunt Ryan. “The way to address the challenge of construction labour
is first and foremost to expand the pool of individuals we recruit from – most
significantly by attracting and retaining women in construction.”

According to a 2022 analysis of US Bureau of Labor Statistics figures by the
Institute for Women’s Policy Research, 353,934 women across the US work as
construction craftswomen, just 4.2% of the workforce. Pipefitters were the craft
with least female representation, accounting for just 1.1% of the total while
female electricians made up just 2.2% of the total and carpenters made up 3.5%.

“If we could find ways to add even half a percent to these figures to move the
percentage of women craft professionals to even 4.5% of the total, that would
add tens of thousands of new workers,” says Hunt Ryan. “We are doing it because
we think it’s the right thing to do. But we also do it because we have the
visibility into what our needs will be and how we can build these programmes and
then be part of them for years to come.”

Currently, Hunt Ryan says that Bechtel, like many other large US contractors,
funds a range of sponsorship programmes, partnerships with local colleges and
other initiatives designed to encourage more women to train in the sector to the
tune of millions of dollars a year.

“A lot of work has already been put into increasing female participation at the
entry point – it can be apprenticeships, technical colleges – but a lot more
work is needed to really tap into this workforce,” she says.

ENCOURAGING MORE WOMEN TO TRAIN AS CRAFT PROFESSIONALS

And, she says, some of that is starting to come off. The company reports that
out of its workforce of 3,500 direct hire craft professionals, 280 of them –
equating to 8% - are female.

“Our number of direct hire craft workers goes up and down depending on where
projects are – but we’ve been able to maintain that 8% which is double the
national average,” says Hunt Ryan. “That’s not something where we’re going to
stop and say that’s great, we’re done. We really see tremendous opportunity to
increase this further.”

The key thing to communicate, Hunt Ryan says, is that these jobs are safe as
well as highly appealing, highly sought after, well paid, and welcoming.

Bechtel project environmental lead, Tracey Smith. Photo: Bechtel


“We need to de-mystify some of these careers and do it in a way so that it gets
to the right individuals – and then shift the perception as we go,” she says.
“That only really shows up in terms of the felt experience of women entering one
of our sites and spreading that communication over time.”

As a project manager, Hunt Ryan herself worked on a number of construction sites
and has been instrumental in helping to ensure they become more accommodating to
women’s needs.

“When you you’re in the field, there’s room for improvement,” she says. “It’s a
lot of the smaller things. We say small things, but they really matter. It’s
having sufficient female toilets on a site. What is the access to basic
amenities and what is our break schedule in places where it’s particularly hot
or particularly cold? I worked on our sites as a nursing mother and there were
things that that that would have made it easier. But I can also say that now
when I go to our sites, we have things like lactation rooms. We have taken some
of the feedback and really progressed.”

Internally, the company also runs mentorship programmes and employee resource
groups aimed at fostering a more diverse culture.

As one of Bechtel’s five global business unit leaders, reporting to the
company’s CEO Brendan Bechtel, Hunt Ryan says she is also pushing to make the
company as a whole more representative, encouraging more women into senior
technical and leadership positions.

ADDRESSING THE GENDER PAY GAP

Currently, women represent 29% of all Bechtel’s US employees. In the UK which is
the only region to provide a gender pay gap report, women earned on average 23%
less than their male counterparts in 2022 and received an annual bonus worth
around 45% less.

The company is currently putting together a gender pay gap report for its
Australian business due to a new requirement in the Australian law to do so.
However, Hunt Ryan says that the company has no plans at present to voluntarily
disclose figures for any other parts of its global business. The company also
has no plans to assist female employees with childcare.  

Hunt Ryan says that part of the company’s overall objective must be addressing
the low numbers of women studying science, technology, engineering and maths at
high school in the US. According to US government figures, currently only around
20% of engineering graduates and 15% of working engineers are female.

Bechtel has a partnership with the US Society of Women Engineers and invests in
a range of community programmes aimed at encouraging STEM subjects, especially
close to its main offices.

“We are looking at how we as a company recruit as many of those qualified women
as possible,” she says. “But we need to start much earlier than that with STEM
programmes. You can’t just start with the graduating population. It has to start
with young girls and exposing them to STEM careers.”

“This is a long term, multifaceted investment that we need to make both as an
industry and as company,” she says. “And hopefully one day, my 6-year-old
daughter and others like her will want to follow in her mom’s footsteps.”






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