The Swedish construction industry is dominated by men; however this is starting to change. The average age of Construction Engineers is high and approximately 40 per cent of the employees will retire by the year 2015. Currently, female engineers dominate the graduating classes of Swedish Universities but this is not reflected in the Swedish Construction industry. With so many female engineers available, why is this? Does it require a change in company culture and their condition of work to attract them? Is it the attitude towards women in the industry among the employees that has to be changed? Or is it a woman’s thoughts and prejudices of the industry that creates obstacles? The purpose of this final thesis is to describe how contracting firms in the construction industry can make themselves more attractive for female engineers. To reach the purpose, a study among salaried employees and craftsmen was conducted. The study examines attitudes towards women as co-worker and leaders in the industry. The thesis also presents conclusions based on whether women require specific benefits at the company or a possible change of conditions to attract them to contracting firms and to make them stay in the company. The study is conducted through surveys and interviews of male and female salaried employees, craftsmen and personnel managers at Peab Sverige AB. Female students of construction engineering are also included in the study. Based on the results, some recommendations for Peab were suggested. Properly realized, these recommendations can result in a more attractive company for female engineers. Recommendations to make Peab more attractive: → Play a key role in the choice of industry for pupils in nine-year compulsory school and for upper-secondary school. Also, become actively involved in the choice of employer for current students. → Change of conditions at the company Offer trainee posts Offer guidance for recent and present employees Make part-time work possible for all the employees → Offer more benefits at the company Offer a female network at the company Offer a bigger opportunity for flextime

<p>The Swedish construction industry is dominated by men; however this is starting to change. The average age of Construction Engineers is high and approximately 40 per cent of the employees will retire by the year 2015. Currently, female engineers dominate the graduating classes of Swedish Universities but this is not reflected in the Swedish Construction industry.</p><p>With so many female engineers available, why is this? Does it require a change in company culture and their condition of work to attract them? Is it the attitude towards women in the industry among the employees that has to be changed? Or is it a woman’s thoughts and prejudices of the industry that creates obstacles?</p><p>The purpose of this final thesis is to describe how contracting firms in the construction industry can make themselves more attractive for female engineers. To reach the purpose, a study among salaried employees and craftsmen was conducted. The study examines attitudes towards women as co-worker and leaders in the industry. The thesis also presents conclusions based on whether women require specific benefits at the company or a possible change of conditions to attract them to contracting firms and to make them stay in the company.</p><p>The study is conducted through surveys and interviews of male and female salaried employees, craftsmen and personnel managers at Peab Sverige AB. Female students of construction engineering are also included in the study.</p><p>Based on the results, some recommendations for Peab were suggested. Properly realized, these recommendations can result in a more attractive company for female engineers.</p><p>Recommendations to make Peab more attractive:</p><p>→ Play a key role in the choice of industry for pupils in nine-year compulsory school and for upper-secondary school. Also, become actively involved in the choice of employer for current students.</p><p>→ Change of conditions at the company</p><p>Offer trainee posts</p><p>Offer guidance for recent and present employees</p><p>Make part-time work possible for all the employees</p><p>→ Offer more benefits at the company</p><p>Offer a female network at the company</p><p>Offer a bigger opportunity for flextime</p>