Transition to Supervision: A Skill Gap Analysis between Female and Male Construction Supervisors

Conventional hiring wisdom in the construction industry relies heavily on worker productivity for eventual promotion into supervisory positions. However, the skills required to be a successful non-supervisor and a successful supervisor vary greatly. This research identifies the differences in the necessary skill sets between male and female workers who are non-supervisors and supervisors. In this research, 65 survey participants were asked to rate their strengths as a non-supervisor for 36 skills in the categories of interpersonal skills, business/financial skills, and operational skills. If the employee was later promoted to a supervisory position, they were then asked to rate the importance of these same 36 factors while working as a supervisor. The responses were then analyzed to determine skills gaps based on gender between non-supervisors and supervisors as well as strengths in the field which could be used for the selection of candidates for promotion. The results show six shared skills gaps identified by both male and female respondents. However, male respondents identified one additional skills gap not common with women and female respondents identified five additional skills gaps not common with men. Additionally, the results found 20 shared key strengths that can be used as selection criteria for promotable employees. This research finds that a gender confidence gap exists where equally skilled females rate their weaknesses higher than their male counterparts.