We recently started a branch of Women of Asphalt (WofA) in Pennsylvania (PA). So, this idea of how we make space for women in our industry has been running through my mind on repeat. WofA has been growing over the last few years with branches being established across the country. I think if you are sitting back watching this unfold, you may think the approach to making our industry inviting to women is to pink-wash everything.“Paint it pink and the women will come!”
No. That is not the solution. And no, that is not what WofA is doing, they are doing so much more, albeit they are doing it in style.
First, let me acknowledge how fortunate I have been in my career. I have worked with a lot of wonderful people who have been supportive and unconcerned with my gender. I am grateful for my time in academia and the unwavering support of my graduate school advisor and colleagues at NCAT at Auburn University, as well as, my colleagues at Ohio University.
I recently transitioned to a role in industry. I have never felt more joy in my work or felt more welcome than when I joined the Pennsylvania Asphalt Pavement Association. I see the best in our industry day-in and day-out. I am respected and supported by our board, our members, and our partners, and as far as I am aware, my abilities or inabilities have never been tied to my gender.
Over the course of my career, I have also had some dumb, gross comments made to my face or behind my back. But nothing brazen or harmful. If someone felt my gender kept me from doing my job, I never heard about it, and it never impeded my growth. So, in many ways I’ve had my head buried in the sand, blind to how sexist or misogynistic people in our industry can be.
It stings even just to write that.
I love the asphalt industry. I love this industry so much that I want to leave it better than when I started. I want those in this industry to be successful, and those joining it to find it welcoming and find their work worthy and joyful, just as I do. I believe in my heart those in our industry that are intentionally sexist or misogynistic are the exception rather than the rule. This article will not change their mindset. What I hope is those that are unintentional in their actions will recognize the small changes they can make.
Step One To Making Space For Women: Make Sure The Door Is Open
In my ignorance, I honestly believed that in 2024, women were no longer being shut out of the workforce because they are female. I thought that was something our grandmothers faced. This is not 1950 anymore, right? A recent encounter I had with a family friend who makes equipment for the asphalt industry proved me wrong. I noted the company he works for needed more females working for them.
I said, “I don’t fault your company; I am sure they do not have policies to prevent women from working there.”
Before I could finish my thought (Maybe there needs to be more grassroots efforts to draw women starting at the high school level) he said so matter of factly, “Oh, I would never hire a woman.”
Those words cut me and set me ablaze! I didn’t ask for an explanation. In my opinion, there is no reason that is acceptable. How in 2024 do we shut out 50% of the workforce because they do not check the “M” box? You could argue that company is not really in the industry by saying, “They just make equipment for our industry.” But I would argue back, if it is happening there, it is happening at our asphalt mix plants, on our laydown crews, at the aggregate quarries, at the asphalt binder terminals, in our labs, and even at the inspection companies, consulting firms, and public agencies.
My advice to those reading this is to check in with your hiring managers. While your company may not have policies that would prevent women from being hired, there are individuals that may have opinions or perspectives that are contrary to your company’s policies. If you have an area that is all men, ask yourself why that is the case. I am not asking you to develop a quota or tell someone they must hire women. Hire the person that is right for the job. But do not put up barriers based on gender.
The work requires heavy lifting? Okay. Put it in the job description. Make sure the candidate can do the work. But don’t toss all the female applications in the trash. Look at their qualifications, just as you would if they had a male sounding name. If you or someone in your company is worried about the conflict that could occur with a woman in an all-male workplace, I think you will have to ask deeper questions, but more than likely it comes down to step number two.
Step Two To Making Space For Women: Be Respectful
Later this summer I came across a video from an asphalt contractor on Instagram. The video was hyping their “quality” paving job on a cul-de-sac. It noted the tight curves and challenges of the situation, they felt it was a good use of a “your mom” joke. I was furious and disappointed at the same time.
“Your mom” jokes have been around since I was in middle school, its not new to me. I just stopped finding them funny two decades ago (but were they every funny?). Maybe it's because I am a mom? Most likely, because I am a female and its objectifying. It is just totally unnecessary. I wanted to write a comment, but I decided to just ignore and unfollow, but it still gnaws at me because it is a perfect example of the little things we do in our industry that prevent women from feeling comfortable here.
Had they left that dumb joke out, I’d still be following their account and celebrating their performance with the double-tap. That is really all it takes: respecting people enough to not make dirty, nasty, or stupid jokes at their expense.
As a co-worker, as a manager, as an owner, whatever your role is: show respect. Think about the jokes and the comments before you say them. It is not censorship. It is respect. We could all practice the golden rule more. Would you want someone to make comments about your gender or your body? Ask yourself what makes you feel valued. I bet it isn’t a “your mom” joke.
There are other things that can be done to make space for women. Our equipment could be made for our bodies. It is about impossible for me to find work pants, or a hard hat that fits. We could do more outreach to schools to show girls that women exist and thrive in the asphalt industry, and they can too. We know representation matters. If a child sees someone that looks like them in a position, they too can see themselves in that position. We can and should be doing those things. But the first thing we need to do is make sure the door is open, and when a person walks through it, they are shown the respect they deserve.
We aren’t asking for pink balloons, or streamers, we are asking for an opportunity and the respect any human deserves. Nothing more, nothing less. The balloons and streamers are optional and can come in any color.
I will leave you with a little information on WofA. The mission statement of WofA is simple: empowering women in asphalt industry careers. You do not have to be a woman to be a member of WofA and membership is free. I suggest you take a look at www.womenofasphalt.org and decide if it is right for you.
