Diversity and representation in the construction industry: Why variety builds the future
by Alexandra Nestorowicz | November 4th, 2025
As head of the BIM consulting division at BIM GLW, I see every day how strongly the construction and tech industries are still shaped by traditional structures. As a civil engineer in a male-dominated environment, I am often confronted with a remarkable homogeneity, not only in terms of gender, but also in terms of career paths and dominant mindsets. But it is precisely this uniformity that harbors risks: it inhibits innovation, exacerbates the shortage of skilled workers, and can impair attractiveness as an employer. Diversity is therefore not a nice-to-have, but a decisive success factor for the future of our industry.
Why diversity and representation are essential in the construction and tech sectors
The situation is similar in many areas of construction and technology. Men dominate management and technical positions, while women, career changers, and people from different cultural and professional backgrounds are still significantly underrepresented. This is deeply rooted in the industry’s tradition; many managers and specialist planners come from similar educational backgrounds, have comparable professional biographies, and share a technology-oriented, often hierarchical understanding of work.
But it is precisely this uniformity that can become a challenge. When planning and project teams consist predominantly of people with similar experiences and ways of thinking, so-called blind spots arise. These aspects, which are overlooked or not perceived by the majority due to their familiar perspective or out of habit, are therefore underrepresented in the planning of construction projects, in software development, or in decision-making processes, even though they are important. Different perspectives are missing, which can lead to projects being less user-centered, less creative, or less adaptable.
Diversity, on the other hand, promotes a change of perspective. Teams with different cultural, social, and professional backgrounds not only contribute new ideas but also challenge existing processes, which is a crucial factor for innovation. Particularly in the context of the digitalization of the construction industry, where Building Information Modeling (BIM) is playing an increasingly key role, it is clear that change can only succeed if mindsets are broken down and new perspectives are integrated.
Diversity is therefore not purely a social issue, but a driver of innovation. It broadens horizons, enables more open communication, and promotes solutions that better meet the diverse requirements of modern construction projects—from sustainability and user-friendliness to cost-effectiveness. Companies that see diversity as a strategic goal secure a long-term competitive advantage while increasing their resilience in an industry undergoing historic change.
The status quo: Where the industry currently stands
A glance at the figures makes it clear how great the challenge remains. Women currently account for around 10% of the global construction industry workforce. The situation is even more pronounced in technical and digital roles, such as software development, cloud architecture, and data management. Across Europe, only around 8% of skilled workers in these fields are female. Germany is in a slightly better position in international comparison, but even here women are still severely underrepresented in construction and engineering professions.
In large listed companies, around 25% of managers are now female, a progress that is only slowly gaining ground in the construction and tech industries. Particularly striking is the low representation of women in technical management positions or in project management, where decision-making power and creative freedom arise.
A glance at the figures makes it clear how great the challenge remains. Women currently account for around 10% of the global construction industry workforce. The situation is even more pronounced in technical and digital roles, such as software development, cloud architecture, and data management. Across Europe, only around 8% of skilled workers in these fields are female. Germany is in a slightly better position in international comparison, but even here women are still severely underrepresented in construction and engineering professions.
In large listed companies, around 25% of managers are now female, a progress that is only slowly gaining ground in the construction and tech industries. Particularly striking is the low representation of women in technical management positions or in project management, where decision-making power and creative freedom arise.
How BIM GLW embraces diversity
The BIM GLW demonstrates that diversity in the construction and technology industry is not only possible, but can also be a real success factor. With women making up over 50% of its workforce—more than twice the industry average—and a female-dominated management team (three women, two men), the company is sending a clear message.
This composition is no coincidence, but rather the result of a conscious corporate strategy. BIM GLW sees diversity as part of its own identity. In an environment that straddles civil engineering, digitalization, and consulting, diversity is the basis for innovation. Different perspectives lead to better results, especially in a field such as building information modeling, where technical know-how, strategic thinking, teamwork, and strong communication skills come together.
Experience shows that when teams are interdisciplinary and diverse, digital construction processes are not only implemented more efficiently, but also more practically. Employees with different professional backgrounds, whether in architecture, IT, business, or construction management, bring complementary perspectives to BIM consulting. This results in solutions that are technologically sophisticated and application-oriented at the same time.
Diversity also has an internal impact. Employees experience an environment in which individual strengths are valued and personal development is encouraged. Externally, BIM GLW demonstrates that a modern, open company can actively shape the industry and thus serves as a role model for a new generation of construction and tech companies in which equality and innovation go hand in hand.
The added value of diversity and why diversity pays off economically
The advantages of diverse teams are now empirically proven. According to a study by the consulting firm Keevee, companies with diverse management teams outperform their competitors in terms of innovation and profitability by an average of 21%. This correlation is no coincidence, as different perspectives lead to more holistic decisions, better risk management, and greater adaptability in dynamic markets.
This effect is particularly evident in the construction and tech industries, where projects are becoming increasingly complex and interdisciplinary. Sustainability requirements, energy efficiency, digitalization, and skills shortages—all these issues call for solutions that go beyond traditional engineering logic. Companies that promote diversity lay the foundation for innovation because they see complexity as an opportunity.
Diversity also increases employer attractiveness. Talented individuals, especially young professionals and career changers, are increasingly looking to see whether companies credibly stand for openness, equality, and a modern work culture. A diverse workforce signals that performance counts here, not origin or gender. This attitude not only strengthens the employer’s image, but also the loyalty of existing employees. Those who feel seen and valued stay with the company longer and are more committed.
Diversity also plays a role on the customer side. Clients benefit from teams that bring together different perspectives and combine technical precision, economic thinking, and user orientation. This results in digital solutions that not only work technically, but also impress in practical use.
Conclusion: Ways to achieve greater diversity – from recruitment to corporate culture
For diversity to be more than just a buzzword, concrete structures and a long-term attitude are needed. The first lever lies in recruiting. Companies should critically review their job advertisements: Are they really formulated in an inclusive way? Do they reach different target groups? And do selection processes actually reflect the diversity of society?
A diverse selection committee, gender-neutral language, and specifically addressing underrepresented groups can already make a noticeable difference. Collaborations with universities or networks that promote women and diverse talent in construction are also an effective way to reach new target groups.
But recruitment is only the beginning. An open corporate culture is the basis for diversity to flourish. This includes flexible working models that take different stages of life into account, as well as transparent career paths that enable all employees to develop personally. Mentoring and sponsorship programs support young professionals on their way to leadership positions and highlight new role models.
Another important component is addressing unconscious biases. Workshops and training sessions on topics such as unconscious bias help managers and teams recognize and break down stereotypical thinking patterns. This leads to more inclusive decision-making processes and more respectful interactions.
Last but not least, communication plays a crucial role. Those who embrace diversity should also demonstrate it, both internally and externally. Authentic stories about people in the company, social media posts, or blog articles create visibility and inspiration. They send the message: We are open, modern, and proud to be different.
Companies that promote diversity are actively shaping the future of the construction industry.
Diversity is not a short-term trend, but a necessity for making the construction and tech industries fit for the future. It is not only morally right, but also economically sensible.
Those who embark on this path early on will not only become more attractive as employers, but also indispensable as innovation partners. Learn more about us as a company!
