Evaluating Strategies to Increase the Number of Women Working in the UK Surveying Profession
Abstract
:1. Introduction
2. Literature Review
2.1. Gender Diversity
2.2. Gender Equality and the Construction Industry
2.3. Improving Female Participation in Surveying Professions
3. Methodology
4. Results
4.1. Participant Information
4.2. Reliability of Quantitative Data
4.3. Quantitative Data and Results
4.4. Qualitative Data Analysis
5. Discussion
5.1. The RICS’ Efforts toward Promoting Gender Equality within the Surveying Industry
5.2. Participant’s Involvement in Initiatives to Engage or Retain Women within Surveying Careers
5.3. Previous Initiatives to Engage or Retain Women within Surveying Careers
5.3.1. RICS ‘Defining Futures’ Initiative
5.3.2. RICS ‘Inspire Schools’ Initiative
5.3.3. RICS ‘IEQM’ Initiative
5.3.4. ‘Property Needs You’ Initiative
5.3.5. Marion Ellis’ ‘Women in Surveying’ Initiative
5.4. Participant’s Opinion on the Best Techniques to Engage or Retain Women with Surveying Careers
5.5. Participant’s Personal Reasons for Pursuing a Career in Surveying
6. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
Appendix A. Thematic Coding
Code Number | Code | Mentioned in Survey Numbers: | Count | Percentage of Respondents | Key Examples |
---|---|---|---|---|---|
1 | School age intervention | 1, 6, 8, 19, 21, 23 | 6 | 18.2 | “I think they should aim at younger girls (school age) as most girls are not aware there are such jobs in the industry.”|“Should target schools and demonstrate how to do the RICS degree apprenticeship giving presentations to everyone. By the time it gets to university stage a lot of people have already picked a career path.” |
2 | Initiate a women’s peer support network | 8 | 1 | 3 | “Form a women’s group with the institution.” |
3 | Provide women’s networking events | 8 | 1 | 3 | “Women in Surveying Networking events.” |
4 | Encourage modern working practices within firms | 9, 15, 31 | 3 | 9.1 | “Encourage companies to adopt more modern working practices and policies to better reflect society e.g., agile working, better holidays, maternity/paternity policy, overtime seems to be expected”|“Women invariably juggle career and family life and need more support to obtain career progression.” |
5 | Consider inclusivity of published materials better | 11 | 1 | 3 | “I don’t think it needs to be promoted per se, I just think with every piece of marketing/communication/pr they do they need to step back and think about women surveyors and have they been considered and included.” |
6 | Work to increase visibility of female surveyors | 36 | 1 | 3 | “Further increase the representation of female professionals.” |
7 | Consult females in industry and then address issues raised | 38 | 1 | 3 | “Possible sessions held to discuss the issues within the industry.” |
8 | More focus on encouraging young women to enter the profession, rather than promoting equality | 42 | 1 | 3 | “Encourage more females to enter the surveying profession. They seem very good at promoting equality for women already in the profession, but I haven’t seen anything they do to encourage the younger women to join the profession.” |
Code Number | Code | Mentioned in Survey Numbers: | Number of Respondents | Percentage of Respondents % | Key Examples |
---|---|---|---|---|---|
1 | Gradual cultural shift/behaviour change | 1, 4, 5, 7, 14, 28, 29, 33, 37, 38, 39 | 11 | 25 | “Gentle but persistent reinforcement of positive behaviours will drive cultural change” “changing the attitudes of new recruits would mean people are more acceptive of minority groups in construction” |
2 | Awareness of RICS efforts may encourage more women to consider career | 18, 28, 42 | 3 | 6.8 | “I think as awareness increases more women would take up surveying roles” |
3 | Raises profile of women | 19, 20, 37, 38 | 4 | 9.1 | “Raising the profile of women in the workplace is a very good place to start” |
4 | Includes men in programme | 29, 38 | 2 | 4.5 | “I like that it includes men, as this will help benefit the change in the viewpoint of women in the construction industry” |
13 | Focus on those already in industry is too late—should approach younger generations | 3, 11, 16, 20, 21, 23, 24, 34, 36, 42 | 10 | 22.7 | “I feel by altering the attitudes of new recruits it’s a bit too late as the recruits have already made up their mind on what profession they wish to work in. We would need to tackle the younger students …” |
14 | Ambiguous about actions to influence attitudes | 8, 29, 32 | 3 | 6.8 | “I think the plan is a bit ambiguous with no foresight on how this will be achieved” |
15 | Responsibility lies with companies instead | 9 | 1 | 2.3 | “Companies need to do more to change, it’s difficult to promote a profession where everyone is feeling overworked” |
21 | Poor awareness/programme is not working | 10, 13 | 2 | 4.5 | “The profession still seems to be biased towards white British men; employers do have some prejudices despite the number of initiatives to include women and minorities.” |
16 | Relying on gradual cultural shift does not work | 11, 37 | 2 | 4.5 | “Because I am the only female in a team of 10 and slow shifts don’t work with old, white men” |
17 | No influence on those not already engaged with RICS | 21, 23, 34, 44 | 4 | 9.1 | “Need to reach out to those that aren’t already engaging with RICS” |
18 | Might cause employers to recruit women purely for statistics | 26 | 1 | 2.3 | “the initiative is great but as I’ve experienced, the employers get the wrong end of the stick sometimes and deliberately chose women for the roles which feels a bit “plastic”” |
19 | Does not influence leaders | 27 | 1 | 2.3 | “Issues lies with the older generation now currently in positions of power. they need to lead the changed from the top down” |
20 | Sector is not attractive for women; this will not change it | 30 | 1 | 2.3 | “I feel some women who already have a career simply do not want to work in the sector, even if the opportunities are presented.” |
Code Number | Code | Mentioned in Survey Numbers: | Count | Percentage of Respondents | Key Examples |
---|---|---|---|---|---|
5 | School age intervention is good technique for engaging women with surveying careers | 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 14, 15, 16, 17, 18, 19, 20, 21, 23, 24, 26, 27, 28, 29, 30, 31, 32, 33, 34, 35, 36, 37, 38, 39, 40, 42, 43, 44 | 40 | 90.9 | “I strongly agree that schools need to raise awareness.”|“Most female quantity surveyors got into the profession through having a family connection to the industry. Most people, most children won’t have heard of what a surveyor is or what they do so by going into schools it at least puts it on their radar as a profession.”|“There was no mention of surveying when I was in secondary school.”|“I wish someone told me when I was that age what a surveyor was and that I could have been one.”|“I feel this would have benefitted me as a child.” |
21 | Poor awareness/programme is not working | 2, 13, 42 | 3 | 6.8 | “I have personally tried to participate by registering my interest but didn’t get contacted by the RICS for over 6 months which was disappointing. I have not heard of any young surveyors getting inspired through this programme”|“My son is in high school and this very age group. Given his mum and dad are surveyors he would know what any advertising of this was. I asked him and nothing in his high school. So, it’s not reaching his high school.”|“I didn’t know the RICS did this (and I don’t believe they have done this at any schools I know of).” |
22 | Effectiveness depends on quality of delivery | 1, 16 | 2 | 4.5 | “This is subjective as it is entirely dependent on who is delivering the programme, how engaging and relatable they are. So, it could be extremely effective, and it could be the opposite depending on how the subject matter is delivered/received.” |
Code Number | Code | Mentioned in Survey Numbers: | Count | Percentage of Respondents | Key Examples |
---|---|---|---|---|---|
6 | Cause change by representation in large companies | 2 | 1 | 2.3 | “Ratings from other organisations which are more well-known/highly regarded in the marketplace.” |
7 | Enables women to choose better rated companies | 4, 16, 21 | 3 | 6.8 | “For those females just starting out they can see what rating a company has and this will help them to decide which companies to apply for.”|“good indicator for potential staff.” |
3 | Raises profile of women in surveying | 17, 18, 36, 37 | 4 | 9.1 | “Awareness important for staff and management”|“Seeing a wider demographic of individuals within a workplace may promote this.” |
8 | Encourages modern working practices within firms | 19 | 1 | 2.3 | “This will also help balance the status quo enabling more women to remain in their jobs/professions after starting families.” |
9 | Provides guidance and goals for companies to aim for | 23 | 1 | 2.3 | “It provides guidance/gives companies something to aim for and a benchmark of what they should be achieving.” |
10 | Promotes inclusive workplaces | 31, 32, 36, 38, 42 | 5 | 11.4 | “Promoting inclusive workplaces is a positive step”|“Inclusivity and cultural change are key in improving uptake of females in surveying.” |
18 | Might cause employers to recruit women purely for statistics | 26, 28, 30 | 3 | 6.8 | “It may lead to women being employed purely because they are women, or that perception in the workforce.”|“the initiative is great but as I’ve experienced, the employers get the wrong end of the stick sometimes and deliberately chose women for the roles which feels a bit “plastic”|“Puts pressure on employers to simply employ someone because she is a woman, adding to the negative stigma already surrounding women in construction.” |
21 | Poor awareness/programme is not working | 4, 12, 16, 17, 18, 29, 33 | 7 | 15.9 | “Similar to the defining our future, the intention is good, but I don’t believe many plans have gone ahead to achieve this, seems a tick boxing exercise for companies to complete rather than change the perspective of women”|“Unless you are involved with the RICS and up to date on this information potential candidates and old school professionals potentially wouldn’t look for it.”|“I wish this was at my workplace!”|“I don’t think it’s widely known about and so not a quality mark that female surveyors may purposely seek out when applying for posts” |
23 | No measure of seniority of women’s positions | 34 | 1 | 2.3 | “Within the rural sector this would have more of an impact if it also measured at what rank the women in surveying were at.” |
13 | Focus on those already in industry is too late—should approach younger generations | 3 | 1 | 2.3 | “It’s too late in the process for cultural change in the industry, I don’t think it would promote new female recruits into the industry as it does not directly relate to potential surveying students.” |
24 | Association of inclusivity with LGBTQI+ and BAME, not women | 1 | 1 | 2.3 | “People associate inclusive as being bame or lgbtq+.” |
Code Number | Code | Mentioned in Survey Numbers: | Count | Percentage of Respondents | Key Examples |
---|---|---|---|---|---|
5 | School age intervention is good technique for engaging women with surveying careers | 1, 2, 3, 4, 5, 6, 8, 12, 14, 17, 18, 19, 20, 21, 24, 26, 27, 29, 30, 31, 32, 33, 35, 36, 37, 38, 39, 40, 42, 43 | 40 | 90.9 | “Yes, any awareness raised through role models and people who have been there themselves is very beneficial to new young recruits”|“Young people need to ‘see it’ to believe they can ‘be it’.”|“Careers in surveying are not promoted in schools nearly enough. A programme such as this could attract an interest to young women.” |
11 | Create a community | 39 | 1 | 2.3 | “Helping to educate, build a community” |
3 | Raises profile of women in surveying | 42 | 1 | 2.3 | “I have found in most of my career that all my line managers/senior management teams/leadership teams have all been men. It sometimes makes me feel I cannot progress as no other woman has.” |
22 | Effectiveness depends on quality of delivery | 4, 10, 16, 34 | 4 | 9.1 | “It will depend on what the events are and how well run” |
25 | Events require attendance, outreach is better | 9, 34 | 2 | 4.5 | “Events require attendance, if you are unfamiliar with something, you won’t necessarily go. Outreach/touring schools is a better route.” |
21 | Poor awareness/programme is not working | 13, 15, 16, 17, 23, 28, 32 | 7 | 15.9 | “Never seen any public advertising of this. Can’t see who this is being targeted at. If it’s at university then people are either already on a surveying course or are doing something else and unlikely to switch degree course.”|“I have not heard of this.” |
Code | Mentioned in Survey Numbers: | Count | Percentage of Respondents | Key Examples |
---|---|---|---|---|
Good technique for retaining women with surveying careers | 1, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13, 14, 15, 16, 17, 18, 19, 20, 21, 23, 24, 27, 28, 29, 30, 31, 32, 33, 34, 35, 36, 37, 38, 42 | 35 | 79.5 | “Yes, I like the idea of peer groups. I think this would help in giving young potential female recruits more confidence knowing there is a support group available for them.”|“It would definitely help with retention”|“Having additional support through their career from people who have been through similar experiences would be beneficial “|“From my experience I can count the women I have come across in surveying roles on one hand. The workplace is massively male dominant and sometimes this can be daunting, especially for younger women starting their career. Initiatives like this one can minimise that fear and provide assistance from people with years of knowledge and experience they may not be able to receive anywhere else.” |
Raises profile of women in surveying | 2, 34 | 2 | 4.5 | “Championing and supporting women play a key role in increasing representation in the professional”|“I think it is key to support the women already in the industry so they can self-promote and inspire more women to also join.” |
Creates division in the industry | 40 | 1 | 2.3 | “Creating separate groups for only women in surveying causes divided. Imagine having men in surveying group. Work together not in singles.” |
Poor awareness/programme is not working | 3, 21 | 2 | 4.5 | “It needs to be advertised more though as I hadn’t heard of this programme”|“Making wider potential: target audience aware of its existence and impact would be good” |
Code Number | Code | Mentioned in Survey Numbers: | Count | Percentage of Respondents |
---|---|---|---|---|
Childcare assistance/family support | 1, 15, 21 | 3 | 6.8 | |
Better representation/visibility of women | 2, 5, 7, 10, 16, 17, 18, 22, 24, 26, 28, 31, 32, 34 | 14 | 31.8 | |
Intervention at school age | 3, 4, 5, 6, 7, 8, 10, 12, 13, 14, 16, 22, 23, 24, 26, 27, 28, 29, 30, 32, 33, 35, 37, 40, 42, 43, 44 | 26 | 59.1 | |
Networks and events for women | 4, 20, 23, 29, 39 | 5 | 11.4 | |
More flexible working practices | 4, 11, 21, 42 | 4 | 9.1 | |
Mentoring | 4, 14, 15, 34 | 4 | 9.1 | |
RICS led initiatives to increase visibility of women | 10, 13, 43 | 3 | 6.8 | |
Diversity and inclusion training | 14 | 1 | 2.3 | |
Large companies to set an example | 14, 29, 31, 33 | 4 | 9.1 | |
Get more women in industry involved as role models | 19 | 1 | 2.3 | |
More inclusive environment | 36, 38, 42 | 3 | 6.8 |
Theme | Mentioned in Survey Numbers: | Number of Respondents | Percentage of Respondents | Key Examples |
---|---|---|---|---|
Family in industry | 2, 3, 5, 6, 15, 22, 23, 28, 30, 32, 36, 37, 42 | 13 | 29.5 | “My brother is a quantity surveyor, and I entered the industry as a direct result of this. My brother arranged my first interview as a trainee, and I have followed his footsteps ever since (2003) when I was 17 years old.”|“Only knew this as a result of my brother working as a residential surveyor. Good salary and incentives, can be flexible and is varied.” |
Interest in buildings/property | 1, 10, 11, 14, 17, 28, 31, 35, 39, 40, 41 | 11 | 25 | “I had always been interested in the construction industry and after a lot of research I chose to study quantity surveying. Couldn’t be happier.” |
Career opportunities | 8, 12, 33, 34 | 4 | 9.1 | “Something I could see as a long-term career choice.” |
Work placement | 20, 22, 24, 43 | 4 | 9.1 | “Work experience at school.” |
Chance | 13, 18, 21, 29 | 4 | 9.1 | “It was hap chance”|“I joined a construction company as an administrator, by pure chance a 65-year-old male QS took me under his wing and brought me onto a major site as his assistant.” |
Friends in industry | 7, 16, 32 | 3 | 6.8 | “Family friends were surveyors and told me all about the vast range of things that they did.” |
Wanted to make a difference | 9, 26, 41 | 3 | 6.8 | “Make a difference to the world around” |
Apprenticeships | 23, 38 | 2 | 4.5 | “Wanted to do a degree where it was sponsored so I was not paying for it and whilst studying was able to work in the industry also which was a massive benefit whilst learning the basics at UNI.” |
Like a challenge | 27, 31 | 2 | 4.5 | “I liked the challenge it presented and have never been one to let a man stand in my way.” |
Careers Advice | 19 | 1 | 2.3 | “a very switched-on lady at Sheffield Hallam University who, when she took my call as a young 18 year who simply said I love geography what can I do? sent me options all in the School of the Built Environment. I thank goodness for that phone call- often.” |
Working in other career in industry | 4 | 1 | 2.3 | “I was already working in property and my husband is a property developer, so I heard about the profession through that. I am a later comes to it.” |
Programs to engage with surveying careers | 44 | 1 | 2.3 | “The Career Ready charity which I was involved in at school!” |
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Information | No. | Percentage |
---|---|---|
Employment Status | ||
Employed Full Time | 34 | 77% |
Employed Part Time | 2 | 5% |
Employed Full Time & Part Time Education | 6 | 14% |
Self Employed | 1 | 2% |
Full Time Education | 1 | 2% |
Total | 44 | 100% |
Time in Industry (years) | ||
0–5 | 19 | 43% |
6–10 | 14 | 32% |
11–15 | 3 | 7% |
16–20 | 5 | 11% |
21–25 | 0 | 0% |
26–30 | 3 | 7% |
30+ | 0 | 0% |
Total | 44 | 100% |
Role | ||
Building surveyor/Construction Surveyor | 4 | 9% |
Commercial Surveyor | 1 | 2% |
Contract Manager | 1 | 2% |
Cost/Commercial Manager | 2 | 5% |
Estimator | 1 | 2% |
Planning & Development Surveyor | 4 | 9% |
Project Manager, Planning & Development Surveyor | 1 | 2% |
Quantity Surveyor | 19 | 43% |
Residential Surveyor/Valuation Surveyor | 7 | 16% |
Rural Surveyor | 3 | 7% |
Stock Condition Surveyor | 1 | 2% |
Total | 44 | 100% |
RICS Membership Status | ||
MRICS | 17 | 39% |
AssocRICS | 1 | 2% |
APC Candidate | 2 | 5% |
Student | 13 | 30% |
Non-Member | 11 | 25% |
Total | 44 | 100% |
NO. | Factors | Cronbach’s Alpha | Cronbach’s Alpha if Item Deleted |
---|---|---|---|
1. | Awareness—RICS Defining Futures | 0.549 | 0.589 |
2. | Awareness—RICS Inspire Schools Program | 0.542 | 0.599 |
3. | Awareness—RICS IEQM | 0.727 | 0.493 |
4. | Awareness—‘Property Needs You’ Program | −0.005 | 0.743 |
5. | Awareness—‘Women in Surveying’ Initiative | 0.371 | 0.694 |
NO. | Factors | Cronbach’s Alpha | Cronbach’s Alpha if Item Deleted |
---|---|---|---|
1. | Efficacy—RICS Defining Futures | 0.407 | 0.634 |
2. | Efficacy—RICS Inspire Schools Program | 0.583 | 0.547 |
3. | Efficacy—RICS IEQM | 0.424 | 0.626 |
4. | Efficacy—‘Property Needs You’ Program | 0.528 | 0.602 |
5. | Efficacy—‘Women in Surveying’ Initiative | 0.265 | 0.696 |
How Well Do You Think RICS Is Promoting Gender Equality in the Surveying Industry? (RICS Members Only, 33 of 44 Respondents) | Mean | Standard Deviation | 95% Confidence Interval of the Difference | Mode | |||||
---|---|---|---|---|---|---|---|---|---|
1 Very Poor | 2 Poor | 3 As Expected | 4 Better than Expected | 5 Excellent | Lower | Upper | |||
4 12.1% | 12 36.4% | 11 33.3% | 5 15.2% | 1 3.0% | 2.61 | 0.998 | 2.25 | 2.96 | 2 |
Program | Awareness (Likert Scale) | Mean | Standard Deviation | 95% Confidence Interval of the Difference | Mode | ||||||
---|---|---|---|---|---|---|---|---|---|---|---|
1 | 2 | 3 | 4 | 5 | Lower | Upper | |||||
Not at All Aware | Aware but Know Little about | Aware and Some Understanding | Familiar/Good Understanding | Very familiar/Involved | |||||||
Awareness | RICS Defining Futures | 18 | 16 | 3 | 6 | 1 | 2 | 1.121 | 1.66 | 2.34 | 1 |
40.90% | 36.40% | 6.80% | 13.60% | 2.30% | |||||||
RICS Inspire Schools | 32 | 6 | 3 | 2 | 1 | 1.5 | 0.976 | 1.2 | 1.8 | 1 | |
72.70% | 13.60% | 6.80% | 4.60% | 2.30% | |||||||
RICS IEQM | 25 | 6 | 8 | 4 | 1 | 1.86 | 1.153 | 1.51 | 2.21 | 1 | |
56.80% | 13.60% | 18.20% | 9.10% | 2.30% | |||||||
‘Property Needs You’ | 41 | 2 | 1 | 0 | 0 | 1.09 | 0.362 | 0.98 | 1.2 | 1 | |
93.20% | 4.50% | 2.30% | 0% | 0% | |||||||
Women in Surveying | 21 | 5 | 9 | 6 | 3 | 2.2 | 1.357 | 1.79 | 2.62 | 1 | |
47.70% | 11.40% | 20.50% | 13.60% | 6.80% | |||||||
Efficacy | RICS Defining Futures | 1 | 5 | 16 | 18 | 4 | 3.43 | 0.9 | 3.16 | 3.71 | 4 |
2.30% | 11.40% | 36.40% | 40.90% | 9.00% | |||||||
RICS Inspire Schools | 2 | 0 | 2 | 24 | 16 | 4.18 | 0.896 | 3.91 | 4.45 | 4 | |
4.50% | 0.00% | 4.50% | 54.60% | 36.40% | |||||||
RICS IEQM | 1 | 5 | 10 | 24 | 4 | 3.57 | 0.9 | 3.29 | 3.84 | 4 | |
2.30% | 11.40% | 22.70% | 54.60% | 9.00% | |||||||
‘Property Needs You’ | 0 | 0 | 9 | 28 | 7 | 3.95 | 0.608 | 3.77 | 4.14 | 4 | |
0.00% | 0.00% | 20.50% | 63.60% | 15.90% | |||||||
Women in Surveying | 1 | 2 | 5 | 25 | 11 | 3.98 | 0.876 | 3.71 | 4.24 | 4 | |
2.30% | 4.50% | 11.40% | 56.80% | 25.00% |
Theme | Mentioned in Survey Numbers: | Number of Respondents | Percentage of Respondents | Key Examples |
---|---|---|---|---|
Family in industry | 2, 3, 5, 6, 15, 22, 23, 28, 30, 32, 36, 37, 42 | 13 | 29.5 | “My brother is a quantity surveyor, and I entered the industry as a direct result of this. My brother arranged my first interview as a trainee, and I have followed his footsteps ever since (2003) when I was 17 years old.”|“Only knew this as a result of my brother working as a residential surveyor. Good salary and incentives, can be flexible and is varied.” |
Interest in buildings/property | 1, 10, 11, 14, 17, 28, 31, 35, 39, 40, 41 | 11 | 25 | “I had always been interested in the construction industry and after a lot of research I chose to study quantity surveying. Couldn’t be happier.” |
Career opportunities | 8, 12, 33, 34 | 4 | 9.1 | “Something I could see as a long-term career choice.” |
Work placement | 20, 22, 24, 43 | 4 | 9.1 | “Work experience at school.” |
Chance | 13, 18, 21, 29 | 4 | 9.1 | “It was hap chance”|“I joined a construction company as an administrator, by pure chance a 65-year-old male QS took me under his wing and brought me onto a major site as his assistant.” |
Friends in industry | 7, 16, 32 | 3 | 6.8 | “Family friends were surveyors and told me all about the vast range of things that they did” |
Wanted to make a difference | 9, 26, 41 | 3 | 6.8 | “Make a difference to the world around” |
Apprenticeships | 23, 38 | 2 | 4.5 | “Wanted to do a degree where it was sponsored so I was not paying for it and whilst studying was able to work in the industry also which was a massive benefit whilst learning the basics at UNI.” |
Like a challenge | 27, 31 | 2 | 4.5 | “I liked the challenge it presented and have never been one to let a man stand in my way.” |
Careers Advice | 19 | 1 | 2.3 | “a very switched-on lady at Sheffield Hallam University who, when she took my call as a young 18 year who simply said I love geography what can I do? sent me options all in the School of the Built Environment. I thank goodness for that phone call-often.” |
Working in other career in industry | 4 | 1 | 2.3 | “I was already working in property and my husband is a property developer, so I heard about the profession through that. I am a later comes to it.” |
Programs to engage with surveying careers | 44 | 1 | 2.3 | “The Career Ready charity which I was involved in at school!” |
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Clarkson, S.; Hind, L.; Zulu, S.L. Evaluating Strategies to Increase the Number of Women Working in the UK Surveying Profession. Merits 2023, 3, 263-296. https://doi.org/10.3390/merits3020016
Clarkson S, Hind L, Zulu SL. Evaluating Strategies to Increase the Number of Women Working in the UK Surveying Profession. Merits. 2023; 3(2):263-296. https://doi.org/10.3390/merits3020016
Chicago/Turabian StyleClarkson, Sinéad, Lucy Hind, and Sambo Lyson Zulu. 2023. "Evaluating Strategies to Increase the Number of Women Working in the UK Surveying Profession" Merits 3, no. 2: 263-296. https://doi.org/10.3390/merits3020016