Abstract/Summary

The UK construction industry continues to lag other sectors in achieving diversity particularly in promoting women from ethnic backgrounds into leadership roles. Only 20% of the 3.1 million construction workforce in the UK are women. Black, Asian, and Minority Ethnic (BAME) Representation in the industry is 6%. No statistics is available to reflect Female BAME leaders. Despite national initiatives and corporate commitments to equity, diversity, and inclusion (EDI), the sector remains structurally exclusionary with systemic barriers such as cultural stereotypes, unconscious bias, and exclusive workplace practices. This paper investigates the barriers that hinder the progression of ethnic minority women into leadership roles in the UK construction industry. Using a qualitative semi-structured interview approach grounded in Critical Race Theory (CRT), the study explores challenges of systemic bias, workplace exclusion, and the limited impact of current EDI initiatives. Findings highlight persistent discriminatory practices, lack of representation and role models, and ineffective diversity strategies. The study proposes actionable strategies and recommendations for industry reform including mentoring initiatives, leadership development programmes, and fostering inclusive cultures.