Unlocking an Overlooked Talent Pool: Women in Construction & What Nuclear Can Learn 💡
As the construction sector accelerates efforts to diversify its workforce, the nuclear industry stands to benefit from similar strategies. Two recent initiatives highlight ways to systematically empower women in traditionally male-dominated fields—and their lessons are directly transferable to nuclear careers.
1. Women in Construction: The Power Within Training
Founded by Michaela Wain, Enas Fleming, and James Fleming, this UK initiative offers leadership and mindset development tailored for women entering and advancing in construction.
- Leadership training through Motivational Intelligence (MQ): The program equips women with communication, resilience, and self-belief skills—key for navigating workplace biases.
- Holistic development community: A supportive space combining free webinars, eBooks, and workshops creates a network of peers and mentors.
- Proven impact: Participants are rising into leadership roles, leading cultural initiatives, and being promoted faster than industry averages.
2. Industry Push to Retain Women Apprentices
Data from the Construction & Industry Training Board reveals a 65% surge in women starting apprenticeships over five years; completion rates have more than doubled, from ~340 to 930 annually.
- Despite this progress, women still occupy just 1% of site-based roles—underscoring the need for retention strategies.
- Major drivers of early exits include lack of support, poor workplace culture, and few visible role models.
- Programs blending technical skills with emotional resilience training, and creating mentorship structures, have shown measurable success: more women complete apprenticeships and take leadership roles.
Sources: [women-in-c…tion.co.uk], [waterpower…gazine.com]
What Nuclear Can Learn & Implement
🛠️ 1. Combine Technical Training with Mindset Development
- Like construction, early-career nuclear roles (e.g., apprenticeships, engineering cadets) benefit when enriched with MQ-style workshops on communication and confidence.
👥 2. Build Supportive Communities
- Create mentorship networks and peer groups, promoting belonging and shared guidance. Nuclear apprentices or junior staff mentoring each other and collaborating with senior women builds long-term retention.
🚀 3. Champion and Showcase Leadership Role Models
- Promote successful women in nuclear operations, engineering, regulation, and leadership, amplifying diverse voices to inspire incoming talent—especially at site or operational levels.
⚖️ 4. Embed Equity in Culture
- Tackle structural barriers: ensure equitable pay, flexible working, inclusive culture training, and safe grievance channels. This makes commitment to diversity more than just a tick box.
📈 5. Track Impact through Data
- Monitor hires, retention, progression, and workplace satisfaction by gender. Use results to refine programs and demonstrate ROI—mirroring the proof-backed benefits construction is seeing.

