The Importance Of Female Leadership In The HVACR Industry
✕
Heating, ventilation, air conditioning, and refrigeration (HVACR) has long been a male-dominated industry, with women significantly underrepresented especially when it comes to leadership roles. Despite their growing presence in the HVACR industry, women still face significant barriers to entry and advancement.
The tide is turning, however, and businesses that embrace female leadership stand to benefit in areas such as performance, employee engagement, and innovation. With the HVACR market projected to grow from 157.71 billion USD in 2023 to 228.74 billion USD by 2030, this change represents more than just a shift towards equity; it’s a business imperative that companies in the sector cannot afford to overlook.
The gender gap in the HVACR industry
The gender gap in the HVACR industry is well documented. According to the U.S. Bureau of Labor Statistics, only 2% of HVACR employees are women. This stark disparity is the result of both historical and cultural barriers. Entrenched gender stereotypes and an often male-dominated workplace culture have limited the opportunities for women, particularly further up the ladder in leadership positions.
Saziye Dickson (Courtesy of Saziye Dickson)
I recently spoke to Saziye Azlik Dickson MSc, M.Inst.R, Sales Manager – UK & Ireland and the Nordics at FRIGA-BOHN to shed light on the obstacles women encounter in the HVACR industry.
“Women are often discouraged from entering the HVACR industry because of limited opportunities for flexible working, poor work-life balance, and a lack of mentorship. Without clear career paths and equal opportunities, many feel unsupported – especially during key life stages like childbearing and perimenopausal years.”
As Saziye points out, there are a number of cultural barriers hindering women’s progression to senior HVCAR leadership roles. Nonetheless, with the right support, role models, and investment, these challenges could be overcome – benefiting women and strengthening the industry as a whole.
Why female leadership matters in HVACR
Why is female leadership in HVACR so important? First and foremost, diversity at the leadership level leads to better business outcomes. Research consistently shows that companies with diverse leadership teams are more profitable and innovative. For instance, a study by McKinsey found that organisations in the top quartile for gender diversity were 21% more likely to experience above-average profitability. This is because diverse teams bring a wider range of perspectives, which leads to more creative problem-solving and better decision-making. I asked Olivia Grant-Cream, Vice President of Human Resources at Nortek Data Center Cooling, for her insights on the importance of diversity.
Olivia Grant-Cream (Courtesy of Olivia Grant-Cream)
“Women are making a significant impact in the HVACR industry by thinking differently. We have several women in key roles here at Nortek ranging from president to engineer to operator, and they are directly contributing to explosive growth. Employers need to leverage tools at their disposal to attract women in STEM and create an inclusive, safe environment where all employees can thrive.”
Additionally, studies have shown that inclusive leadership improves employee engagement, effectively reducing employee turnover. For HVACR companies facing high rates of attrition, particularly in technical roles, leadership from both men and women can help create a more supportive, welcoming culture that serves to boost employee satisfaction and retention. Not only is this good for your team, but it also means reduced recruitment and training costs for your business.
Harnessing the power of female talent
Ultimately, attracting and retaining top female talent within the HVACR industry is not just a matter of filling quotas – it’s a smart business growth strategy. To promote an inclusive workplace environment, start at the very root of the problem: consider partnering with schools and organisations to promote STEM education.
Additionally, offering flexible working arrangements such as remote options, along with supportive family policies and maternity and paternity leave, is essential to making the HVACR industry more appealing to women. You should also consider providing unique leadership development programmes and clear career-pathing to ensure women have equal opportunities for advancement in their careers. Olivia adds…
“You need to prove that your company is diverse, open to new perspectives and welcoming in order to create a psychologically safe environment for all employees to excel. You also want to internally ensure you are managing performance. A players want to work with A players. A hesitancy to move on C players will cause attrition if you are successful in attracting high-performing women. Employers should spend time thinking about how they will support their high-potential women when they get to the company, and highlight that as a differentiator in the recruiting process. “Lastly, ensure women are compensated fairly. McKinsey has highlighted the gaps in compensation between women and men due to apathy in the hiring process. The best thing we can do for our women is to eliminate bias in the promotion process and ensure compensation is fair and aligned to the market.”
Harriet Evans, an independent consultant working within the HVAC industry under Shesells Consulting Ltd, also had some great advice for businesses.
Harriet Evans (Courtesy of Harriet Evans)
“It’s simple. If you want to encourage women to prosper and develop, provide them with some prospering women to inspire them to develop. I have worked in a couple of large corporate businesses over the years and there is nothing more satisfying than encouraging a good mixture of talent to follow in your footsteps. And please don’t patronise new employees with a couple of female directors who happen to work in Operations or HR roles… that is simply not good enough! “Anyone who is at the start of their career should be able to clearly see and plan a progression path. If you’re a dinosaur business that’s mainly full of ‘middle-aged dinosaurs’, it’s hardly going to tick the inspiration box. Working life is tough enough without foreseeing a battle before you even start. If you’re going to attract a more diverse and talented workforce, recruit and develop more diverse and talented mentors further up the chain – there are plenty of us around now. In my experience, there’s likely to be some fantastic talent right under your noses already: women who are desperate for more responsibility, more acknowledgement, more development. Are you currently inspiring them or turning them off so that they are forced to look elsewhere and leave or – alas – exit the industry altogether? “And if you are a dinosaur company, you would be wise to reflect on how you could improve to be a really great place to work. Can you make the change to be a little more flexible for all of your staff (however they identify) if they have a hobby, family or request a sabbatical? Flexible working hours and extended work breaks should be a standard perk offered to everyone. You’ll be amazed at the loyalty you’ll get back in return and you’ll start to be seen as a company that everyone wants to work for. It’s not rocket science – just a logical way to create a great working environment, where your truly diverse workforce actually wants to spend time and prosper.”
By adopting these practices, you can build a more diverse, innovative workforce – all the while driving success and growth throughout the wider industry.
Start building your diverse leadership team today
At Seven Executive, we have a specialist understanding of what motivates top HVACR talent around the globe – from the latest industry trends to key factors driving career satisfaction. We also have a rich talent pool that includes a number of women in senior positions, enabling you to connect with exceptional female leaders who can elevate your business. To explore how we can help you build a dynamic leadership team that will propel your success, get in touch with me at [email protected] or on +44 7462175052 / +001 332 287 0219.
In the meantime, if you’re looking to follow female leaders in the sector, I recommend:
This article was reposted with permission from
link
