{"id":79533,"date":"2021-03-30T03:01:30","date_gmt":"2021-03-30T01:01:30","guid":{"rendered":"https:\/\/blog.bluebeam.com\/se\/?p=79533"},"modified":"2023-11-10T18:54:07","modified_gmt":"2023-11-10T17:54:07","slug":"women-in-construction-returnships","status":"publish","type":"post","link":"https:\/\/blog.bluebeam.com\/se\/women-in-construction-returnships\/","title":{"rendered":"Vill du se fler kvinnor i byggbranschen? Prova \u201dreturnships\u201d"},"content":{"rendered":"\n

Illustration av Rae Scarf\u00f3<\/em><\/p>\n\n\n\n

Praktikplatser f\u00f6r \u00e5terv\u00e4ndande arbetskraft, s\u00e5 kallade \u201dreturnships\u201d, d\u00f6k f\u00f6rst upp p\u00e5 f\u00f6retag f\u00f6r finanstj\u00e4nster i b\u00f6rjan av 2000-talet. De var ett svar p\u00e5 ett l\u00e5ngsiktigt problem som ocks\u00e5 finns inom arkitekt-, ingenj\u00f6rs- och byggbranschen (AEC): att kvinnor b\u00f6rjade sina karri\u00e4rer i branschen, men hoppade av innan de hunnit arbeta sig upp.<\/p>\n\n\n\n

Dessa betalda praktikplatser, vanligtvis med l\u00f6nef\u00f6rm\u00e5ner, var utformade f\u00f6r kvinnor som hade l\u00e4mnat arbetsmarknaden \u2013 ofta f\u00f6r att ta hand om barn eller \u00e5ldrande f\u00f6r\u00e4ldrar. Som en del av programmet arbetar kvinnorna vid sidan av f\u00f6retagets anst\u00e4llda, bygger upp sin kompetens och n\u00e4tverkar med andra s\u00e5 kallade \u00e5terv\u00e4ndare.<\/p>\n\n\n\n

Konceptet sprids nu till andra omr\u00e5den, d\u00e4ribland de tekniska. 2015 inledde Society of Women Engineers ett samarbete med iRelaunch, som hj\u00e4lper f\u00f6retag att starta tillbaka-till-jobbet-program. De lanserade arbetsgruppen STEM Reentry Task Force<\/a> f\u00f6r att f\u00e5 ingenj\u00f6rer som l\u00e4mnat branschen att komma tillbaka.<\/p>\n\n\n\n

Idag erbjuder omkring 30 f\u00f6retag \u2013 d\u00e4ribland Caterpillar, CDM Smith och Cummins \u2013 tillbaka-till-jobbet-program f\u00f6r personer som vanligtvis inte har arbetat inom sitt yrkesomr\u00e5de p\u00e5 ett par \u00e5r. En lucka i cv:t p\u00e5 tv\u00e5 \u00e5r eller mer brukar g\u00f6ra att rekryterare drar \u00f6ronen \u00e5t sig. Men av de 600 \u00e5terv\u00e4ndare som gick igenom program med koppling till arbetsgruppen mellan 2015 och 2019 \u00e4r 86 % nu heltidsanst\u00e4llda.<\/p>\n\n\n\n

Jennifer Abman Scott<\/a>, Vice President of Strategic Partnerships och Co-director f\u00f6r STEM Reentry Task Force f\u00f6r Society of Women Engineers s\u00e4ger att den h\u00f6ga rekryteringsgraden visar p\u00e5 att det finns en stor outnyttjad kompetens bland personer som \u00e4r redo att g\u00e5 tillbaka till arbetet. De flesta \u00e5terv\u00e4ndare \u00e4r kvinnor, men vissa \u00e4r m\u00e4n.<\/p>\n\n\n\n

\u201dJag brukar alltid s\u00e4ga \u2019en g\u00e5ng ingenj\u00f6r, alltid ingenj\u00f6r\u2019\u201d, s\u00e4ger Jennifer. \u201dMan gl\u00f6mmer ju inte hur man \u00e4r ingenj\u00f6r. Det trummas in i en.\u201d<\/p>\n\n\n\n

Mansdominerade f\u00e4lt<\/strong><\/h3>\n\n\n\n

Trots alla anstr\u00e4ngningar f\u00f6r att f\u00e5 kvinnor mer intresserade av en karri\u00e4r i arkitekt-, ingenj\u00f6rs- och byggbranschen f\u00f6rblir omr\u00e5det till stor del mansdominerat.<\/p>\n\n\n\n

Kvinnor utg\u00f6r bara 17 % av alla registrerade arkitekter<\/a>, enligt American Institute of Architects. De motsvarar bara 13 % av alla ingenj\u00f6rer<\/a> p\u00e5 arbetsmarknaden, enligt Society of Women Engineers. Och de utgjorde 9 % av den amerikanska arbetskraften i byggbranschen 2018, enligt National Association of Women in Construction.<\/p>\n\n\n\n

Det b\u00f6rjar redan n\u00e4r det g\u00e4ller att f\u00e5 flickor intresserade av att g\u00f6ra karri\u00e4r inom STEM. Men \u00e4ven de kvinnor som trots allt tar sig in forts\u00e4tter att st\u00f6ta p\u00e5 hinder.<\/p>\n\n\n\n

Hon \u00e4r kanske den enda kvinnan i sitt team. Det kanske inte finns n\u00e5gra kvinnliga ledare som f\u00f6rebilder p\u00e5 f\u00f6retaget. Och arbetsgivaren kanske inte erbjuder f\u00f6rm\u00e5ner, som flexibel f\u00f6r\u00e4ldraledighet, som g\u00f6r det l\u00e4ttare att hantera livspusslet. S\u00e5 ist\u00e4llet slutar hon.<\/p>\n\n\n\n

Under covid-19-pandemin har antalet kvinnor som st\u00e5r utanf\u00f6r arbetsmarknaden n\u00e5tt en kulmen. Enligt en rapport fr\u00e5n Rand Corporation<\/a> var det 2,2 miljoner f\u00e4rre kvinnor som arbetade i september 2020 \u00e4n \u00e5ret innan. Vissa tvingas g\u00e5 p\u00e5 grund av arbetsbrist, men andra v\u00e4ljer att sluta f\u00f6r att ta hand om sina barn n\u00e4r skolor och barnomsorg har st\u00e4ngt.<\/p>\n\n\n\n

Strategi f\u00f6r att f\u00e5nga upp kompetens<\/strong><\/h3>\n\n\n\n

Det kommer att kr\u00e4vas kreativitet f\u00f6r att bygga upp en mer m\u00e5ngfaldig pool av medarbetare och ledare n\u00e4r f\u00f6retag inom arkitekt-, ingenj\u00f6rs- och byggbranschen fram\u00f6ver f\u00f6rs\u00f6ker hitta s\u00e4tt att \u00f6verbrygga den st\u00e4ndiga k\u00f6nsklyftan och ers\u00e4tta den kvinnliga arbetskraft som f\u00f6rsvann under pandemin. D\u00e4r kan ett tillbaka-till-jobbet-program vara till hj\u00e4lp.<\/p>\n\n\n\n

\u201dDe h\u00e4r programmen har de blivit en strategi f\u00f6r att f\u00e5nga upp kompetens inom de f\u00f6retag som k\u00f6r dem, och att hela tiden ha tillg\u00e5ng till den h\u00e4r v\u00e4rdefulla poolen\u201d, s\u00e4ger Carol Fishman Cohen, medgrundare av iRelaunch<\/a>.<\/p>\n\n\n\n

Tillbaka-till-jobbet-programmen varar normalt mellan 12 veckor och sex m\u00e5nader och \u00e4r avsedda f\u00f6r personer som har varit borta fr\u00e5n arbetsmarknaden i minst tv\u00e5 \u00e5r. \u00c5terv\u00e4ndarna f\u00e5r l\u00f6n, och ibland ocks\u00e5 sjukf\u00f6rs\u00e4kring och andra f\u00f6rm\u00e5ner. M\u00e5let \u00e4r att \u00e5terv\u00e4ndaren ska f\u00e5 anst\u00e4llning n\u00e4r programmet \u00e4r slut.<\/p>\n\n\n\n

Vissa fungerar som praktikliknande program, medan andra \u00e4r program f\u00f6r direktrekrytering. Vissa f\u00f6retag tar in en \u00e5terv\u00e4ndare i taget, och hittar l\u00e4mpliga kandidater p\u00e5 iRelaunchs jobbtavla<\/a>. De flesta av programmen omfattar utbildning och st\u00f6d som \u00e5terv\u00e4ndaren kan anv\u00e4nda f\u00f6r att h\u00f6ja sin kompetens och utveckla ett n\u00e4tverk av andra \u00e5terv\u00e4ndare.<\/p>\n\n\n\n

Carol och Jennifer delar med sig av n\u00e5gra tips p\u00e5 hur man bygger ett lyckat tillbaka-till-jobbet-program, och passar samtidigt p\u00e5 att tillbakavisa n\u00e5gra vanliga inv\u00e4ndningar.<\/p>\n\n\n\n

Hitta en f\u00f6respr\u00e5kare och b\u00f6rja i liten skala<\/strong><\/h3>\n\n\n\n

Carol rekommenderar att man skaffar en f\u00f6respr\u00e5kare i ledningen som kan ingripa n\u00e4r det dyker upp hinder. Och att man b\u00f6rjar i liten skala. \u201dTillr\u00e4ckligt liten f\u00f6r att man ska kunna styra alla de parametrar man kan\u201d, s\u00e4ger hon. \u201dEfter n\u00e5gra framg\u00e5ngshistorier kommer fler i ledningen att engagera sig och programmet kan utvidgas.\u201d<\/p>\n\n\n\n

Leta efter folk som st\u00e4ndigt vill l\u00e4ra sig<\/strong><\/h3>\n\n\n\n

De b\u00e4sta kandidaterna \u00e4r s\u00e5dana som har h\u00e5llit sin kompetens uppdaterad genom att g\u00f6ra relevant frivilligarbete, g\u00e5 kurser eller bygga en onlineportf\u00f6lj f\u00f6r att visa upp sitt arbete. \u201dF\u00f6r mig \u00e4r det inte s\u00e5 viktigt att personen kan alla nya verktyg\u201d, s\u00e4ger Carol. \u201dD\u00e4remot vill jag se en individ som \u00e4r or\u00e4dd inf\u00f6r att l\u00e4ra sig s\u00e5dant som hon inte kan.\u201d<\/p>\n\n\n\n

T\u00e4nk om kring kompetens<\/strong><\/h3>\n\n\n\n

Vissa chefer och rekryterare oroar sig f\u00f6r att en \u00e5terv\u00e4ndare kanske inte kommer att ha r\u00e4tt teknisk kompetens f\u00f6r jobbet. Jennifer rekommenderar dem att t\u00e4nka om.<\/p>\n\n\n\n

\u201dH\u00e5ller du inte redan p\u00e5 med att uppdatera dina anst\u00e4lldas kunskaper?\u201d s\u00e4ger hon. \u201dDet finns hundratals m\u00e4nniskor d\u00e4r ute som skulle kunna bidra till f\u00f6retagets m\u00e5ngfald och inkludering, och som redan har arbetslivserfarenhet. Du beh\u00f6ver inte tr\u00e4na dem i lagarbete, i arbetsledning, i f\u00f6rhandling. S\u00e5dant kan de redan. Men de kanske beh\u00f6ver friska upp sina kunskaper om just den teknik som en viss organisation anv\u00e4nder, och s\u00e5dan utbildning erbjuds redan av m\u00e5nga organisationer.\u201d<\/p>\n\n\n\n

Var inte r\u00e4dd f\u00f6r att de inte stannar kvar<\/strong><\/h3>\n\n\n\n

Ett annat vanligt orosmoment \u00e4r att en \u00e5terv\u00e4ndare helt enkelt kommer att l\u00e4mna arbetsmarknaden igen. Men enligt Jennifer Scott \u00e4r det osannolikt. \u201dDe har redan tagit sin paus\u201d, s\u00e4ger hon. \u201dDe \u00e4r klara. De \u00e4r f\u00f6rmodligen de mest stabila av alla.\u201d<\/p>\n\n\n\n

S\u00e4lj in det som en strategi f\u00f6r rekrytering och kvarh\u00e5llning<\/strong><\/h3>\n\n\n\n

Tillbaka-till-jobbet-program ger f\u00f6retag ett s\u00e4tt att \u00f6ka arbetsstyrkans m\u00e5ngfald, i synnerhet n\u00e4r det g\u00e4ller kvinnor som \u00e4r mellanchefer och h\u00f6gre chefer och som kan ha f\u00f6rbisetts tidigare. Men de ger ocks\u00e5 ett viktigt budskap till yngre anst\u00e4llda som kanske sj\u00e4lva funderar p\u00e5 ett avbrott i framtiden. Enligt en unders\u00f6kning av den internationella rekryteringsfirman ManpowerGroup har 84\u00a0% i millenniegenerationen planer p\u00e5 att pausa sina karri\u00e4rer f\u00f6r att ta hand om barn, volont\u00e4rarbeta, uppfylla en livsdr\u00f6m eller resa, med mera.<\/p>\n\n\n\n

F\u00f6r dem som funderar p\u00e5 att g\u00f6ra ett avbrott i karri\u00e4ren visar ett program f\u00f6r \u00e5terv\u00e4ndande att \u00e4ven de kan komma tillbaka, s\u00e4ger Jennifer. \u201dVi har h\u00f6rt fr\u00e5n yngre anst\u00e4llda att de s\u00e4ger att programmet g\u00f6r dem stolta \u00f6ver att jobba d\u00e4r.\u201d<\/p>\n\n\n\n

Kvinnor f\u00f6r\u00e4ndrar byggbranschen<\/strong><\/h2>
<\/div><\/div>
L\u00e4s deras ber\u00e4ttelser<\/a><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"

Byggf\u00f6retag som s\u00f6ker nya s\u00e4tt att rekrytera kvinnor kan delta i tillbaka-till-jobbet-program. De har visat sig vara effektiva inom andra branscher n\u00e4r det g\u00e4ller att hj\u00e4lpa kvinnor att komma tillbaka in p\u00e5 arbetsmarknaden.<\/p>\n","protected":false},"author":651,"featured_media":79534,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[16712],"tags":[16744],"class_list":["post-79533","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-people","tag-wic","category-16712","description-off"],"yoast_head":"\nVill du se fler kvinnor i byggbranschen? Prova \u201dreturnships\u201d - Built | SE<\/title>\n<meta name=\"description\" content=\"Byggf\u00f6retag som s\u00f6ker s\u00e4tt att rekrytera kvinnor kan delta i tillbaka-till-jobbet-program. 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