Abstract
The civil engineering industry plays a crucial role in the development of infrastructure, which serves as the foundation for societal well-being. A noteworthy issue within this industry is the significant underrepresentation of women, particularly in leadership positions involving decision-making. This underrepresentation raises questions about their contribution to the creation of sustainable and efficient infrastructure within the nation. Consequently, there have been calls for the industry to become more inclusive in terms of gender diversity and for engineering solutions to address societal challenges, considering the current inefficiencies in infrastructure. This study aimed to explore the impact of gender diversity on organisational innovation within the civil engineering industry. Employing a qualitative research methodology, the study conducted 15 semi-structured interviews with managers from both the private and public sectors of the civil engineering industry in South Africa. Thematic content analysis was utilised to analyse the data, which was transcribed using the MS Teams transcription tool. The study findings unveiled that the industry remains predominantly male-dominated, especially in leadership positions, and this dominance extends to the value it generates. The male-orientated value system fosters an environment of androcentrism, which marginalises the interests and concerns of women. Additionally, the research revealed that this culture, characterised by gendered organisational structures, where opportunities and value are primarily created by and for a particular gender, results in women feeling unwelcome. Consequently, many women choose to leave the industry, exacerbating the shortage of female representation. This shortage has adverse implications for female mentorship and the availability of female role models within the industry. Ultimately, the study found that gender diversity significantly influences inclusive innovation, which is vital for the benefit of society as a whole, including the female workforce within the industry. As a practical outcome, this study has formulated a framework that can be adopted by male-dominated industries such as civil engineering to promote effective gender diversity. The aim is to facilitate greater female participation in leadership roles and the development of innovative solutions that are tailored to the needs of society as a whole rather than catering exclusively to one gender.