北非AEC产学术界性别平等的探索性研究:比例、原因和补救措施

Hanane Bouhmoud, D. Loudyi, Andrea Giordano, S. Azhar, Mounia Farah
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引用次数: 0

摘要

在建筑、工程和建筑(AEC)行业和学术界,女性的代表性普遍不足,她们在总就业劳动力中所占比例不超过10%,在领导岗位上的比例更低。建筑业是一个蓬勃发展的行业,AEC领域在劳动力方面严重短缺,因此融入女性将是一个相当大的机会。非洲经济共同体领域的妇女问题在非洲范围内仍未得到讨论。因此,本文旨在阐明这一主题,填补这一知识空白。本研究基于对北非AEC领域121名非洲男性和女性运营商的调查,调查了女性在办公室和建筑工地职位的整合情况,并揭示了阻碍女性融入和保留的四类主要障碍:行为、文化、个人和组织共涉及11个主要障碍,其中最重要的是“男性同事或等级制度的低估、假设和性骚扰”。该论文提出了5个部分,包括16项补救措施:法律、组织、个人、技术和财务。这项研究可以作为一个起点,为学者开展进一步的研究和决策者建立有根据的战略,为AEC行业和学术界的性别平等提供创新和有效的解决方案。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Exploratory Study of the Gender Equity in the North African AEC Industry and Academia: Ratios, Causes and Remedial Actions
Women in the Architecture, Engineering and Construction (AEC) industry and academia are widely underrepresented as they represent no more than 10% of the total employed workforce and far less in leadership positions. The construction sector is a booming industry and AEC fields experience a significant shortage in terms of workforce hence integrating females would be a considerable opportunity. Women in the AEC fields is still undiscussed in African context. Therefore, this paper aims to cast light on this topic, fill this knowledge gap. Based on a survey involving African 121 male and female operators in north African AEC fields, this research investigated the females” integration in both office and construction site positions and revealed four categories of key obstacles hindering women's inclusion and retention: behavioral, cultural, personal, and organizational that involve a total of 11 key obstacles with on the top “Underestimation, presumptions, and sexual harassment by male colleagues or hierarchy”, The paper suggested 5 sections including 16 remedial actions: legal, organizational, personal, technological, and financial. The study could be a starting point, for both scholars to develop further studies and decision-makers to build founded strategies, toward innovative and efficient solutions for gender equity in the AEC industry and academia.
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