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Gender Miscommunication at Root of Job Site Conflicts
Even though more women work in the home building industry than ever before, gender-related ignorance, miscommunication, conflict and subtle and not-so-subtle forms of harassment remain unwelcome aspects of their jobs, affecting not only their personal performance, but also workplace and job site productivity and company profitability.
Women today make up about 12% of the construction industry workforce, a share that has been rising steadily since 2003, according to the Bureau of Labor Statistics. Yet, while gender miscommunication and conflict affects the entire industry, as a group, women in the industry believe that the burden of overcoming these challenges rests more on their shoulders than their male counterparts.
At an NAHB Women’s Council-sponsored seminar, “Building on Mars and Venus — Coping Tips for Women in Building Industry,” held at the International Builders’ Show in Orlando, Fla. earlier this year, construction industry women dissected some of the gender-related challenges they faced and discussed strategies about how to deal with them more effectively.
Differing male and female perspectives and perceptions about work are at the root of the conflict, according to the panelists. They also all agreed that women had to be smarter and work smarter than their male co-workers or employees just to be treated as equals and maintain respect on the job.
At a very basic level, the panelists said, men and women have differing views about their work, how to get the job done and what motivates them. Women working in this male-dominated industry have to understand these differences in order to communicate better and be more effective, they said.
The ‘Hero Factor’ Vs. ‘Rally the Troops’
“Men tend to stick to their responsibilities and don’t want to take on a task that is someone else’s responsibility,” said Joanne Theunissen, president of the small-volume custom builder, Howling Hammers Builders, of Mt. Pleasant, Mich. Women, she said, will take on the extra work needed in order to get the task done.
She also said that men, in general, prefer to work on their own and will “shoot from the hip” when solving a problem. Women, on the other hand, generally will attack a problem by working collaboratively and use checklists to think and work their way through it, Theunissen said.
Because men generally are invested in their work, they respond well to what Theunissen described as “hero factor” motivation — praise that complements their work and how they accomplish specific tasks. Women respond better to “rally the troops” motivation and “what’s good for the team” praising, she said.
Finally, men prefer to receive criticism in short, succinct doses, Theunissen said. When stressed, they tend to seek “cave time.”
Women, on the other hand, generally respond better to criticism when it not only includes what they need to correct, but also what they have done well, what Theusnissen called the “Oreo cookie effect.” Women also tend to manage their stress by listening.
Creating a Harmonious Environment
Creating a harmonious work environment — with these male-female tendencies working against each other — is one of the most difficult jobs that managers of both sexes have, said Karen Dry, of Garrett Interiors, an interior design firm based in Westlake Village, Calif. Reducing stressful communication problems, she added, can cut employee absences, terminations and resignations by more than 50%.
Disharmony that festers and grows into larger problems almost always stems from a single miscommunication, Theunissen said. To overcome major problems that arise, women need to “take the time and pay attention to what’s being said back to you” while keeping in mind how differently men and women view their work.
A painter, she said, will balk at being told to repair drywall damage caused by the plumber before moving on to the next job site. But the painter can be convinced to take on the added work.
“Women do have a certain ability to communicate that differs from men, and they can be very effective on the job,” countered Julie Fielek, of Fielek Builders, a custom builder and land developer based in South Lyon, Mich., whose son and daughter work for her.
Of course, being the boss also has its advantages. “If you are the boss and you’re having trouble with a trade, they’re not working for you anymore,” Fielek said.
Proper Scheduling Can Reduce Gender Conflicts, Earn Women Respect
All three women on the panel agreed that scheduling and good organization “are absolutely critical” to reducing gender conflicts. Proper scheduling enables everyone on the job, men and women, to understand what needs to be done — and when.
Effective scheduling also helps women overcome their general tendency to avoid delegating and doing the work themselves instead.
“A woman may stay on the job longer just to get the job done,” Theunissen said. “With all tasks clearly laid out in a schedule, everybody knows their obligations.”
Scheduling also sets job expectations that, when met, will go a long way toward helping women earn the respect of the men on the job. “When the job is done, you want all the guys on the job to see you as the person who gets the job done,” said Fielek.
Perception Can Be More Important Than Reality
Like it or not, the panelists all acknowledged, perception in a testosterone-driven industry can trump reality. Women, they said, are often judged not by their actions on the job site or within their company, but by how they dress and talk, and on what they know.
“You will never see me on a job site in high heels,” said Theunissen. “I’m often seen at a closing in blue jeans and a blazer. I always have a blazer in the back seat because my job takes me all over at all times.”
“My language, how I react when I’m angry, is different than my male counterparts,” Theunissen added.
Beyond dressing and carrying themselves appropriately, women also have to maintain a high level of professionalism, the panelists agreed.
“Ask the women in your company. They know they have to go above and beyond,” said Dry.
Education, Education, Education
“You have to maintain a professional attitude,” added Fielek. “The key for women going into construction is that when you show up on a job, you have to know what you are talking about. Educate yourself. Take every opportunity to learn.”
“The more you know, the more you will be taken seriously by the men you work with, and the more they will learn to respect you,” she said.
Sexual Harassment — Policy and On-the-Job Reality
The panelists all agreed that there was no room for sexual harassment in the industry. “We have a zero tolerance policy at all my jobs,” said Fielek. “One goof-up and you’re out of there.”
However, they also cautioned that women in the industry recognize gender-related ignorance and miscommunication for what it is and treat it as such.
“Not every experience is sexual harassment,” Theunissen said. “You need to be cognizant of other people’s communication styles.”
As the same time, they also said that men also have to change with the changing workforce environment.
“Right now, if you’re not issuing men their paychecks, they’re sizing you up as soon as you get on the job site,” said Dry. “Their perceptions need to change.”
Ultimately, Dry said women need to improve their communication skills so that the men on the job know exactly what they mean and what is expected.
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