6
CONSTRUCTION WORLD
OCTOBER
2014
While the number of women
in consulting engineering has
certainly grown, Labrum says this
growth has been mainly in the
sciences – such as environmental science,
geology, hydrology and related disciplines
rather than in civil, mining or electrical engi-
neering, for instance.
“In the consulting field, there have
always been many more women in the
sciences than in engineering per se,” said
Labrum, “but there is also a definite increase
in the number of women studying engi-
neering. And of course many of the scientists
will work in an engineering environment.”
He emphasised the need for the profes-
sion to attract young people who were
passionate about the field, irrespective of
gender, who really wanted to work as engi-
neers. “Just as there should be no barriers or
discrimination against anyone, I would also
caution against applying any artificial incen-
tives for people to enter this line of work,” he
said. “The danger is that by ‘pushing’ indi-
viduals into certain careers, you could get
the wrong sort of person.”
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REMOVING
BARRIERS
As South Africa cries out for a larger pool
of engineering skills, the sector needs
to ensure that there are no barriers to
the entry of women into professional
careers that contribute to the engineering
environment, according to SRK Consulting
(SA) managing director Peter Labrum.
“In a profession like engineering, you really
need the right people. If you want the best
engineers, you must have people who
genuinely want to be engineers, who are
passionate about it,” said Labrum.
He said this was how SRK earned its
reputation. “Our business is really based
on meritocracy – we want to just have the
best people. That is how we have been so
successful. Whether the best person is male
or female is irrelevant. Their progression
through the company is based on their value
to the business,” he said. “The reason that
more women are graduating as engineers is
that they see this as something they want to
do; nowadays, there is less discrimination in
the workplace generally, and that makes it
easier for women to consider these options.”
SRK’s complement of women employees
in professional posts in its South African
offices now exceeds 90 experts, including
mining engineers, civil engineers, chemical
engineers, rock engineers, engineering geol-
ogists, hydrogeologists and environmental
scientists. Women also play key roles in the
firm’s fast-growing discipline of stakeholder
SRK’s complement of women employees in professional posts in
its South African offices now exceeds 90 experts.
Front row (from left): Lesley Jeffrey, Livhuwani Maake, Lysette
Rothmann-Guest, Vassie Maharaj, Selma Nel, Mbali Xulu, Avril
Owen, and Suzanne Venter.
Second row: Diana Duthe, Jeanne Walls, Senzani Mandava,
Xanthe Mayer, Elna de Beer, Natasha Anamuthoo, Amina Ismail,
Ann Rycraft, Sarah Skinner and Anita Bron.
Third row: Laetitia Coetser, Manda Hinsch, Olga Nemulenzi,
Candice Maduray, Denisha Sewnun, Franciska Lake, Beth Candy,
and Karin Grewar (back far right).
consultation and public participation – an
element of mining and other industrial
projects that is becoming recognised as a
foundation to sustainable development.
“Many of the roles at the level of prin-
cipal – which usually requires 12 to 15 years
of experience – are occupied by women in
SRK today, from which they can move into
the managerial levels of associate and then
partner,” said Labrum.
Women in SRK’s executive manage-
ment team include hydrogeologist Diana
Duthe, and environmental scientist Briony
Liber – both principal consultants and
partners in the firm. Vassie Maharaj, who
specialises in stakeholder engagement, and
Manda Hinsch a water specialist, are both
associate partners, as are environmental
scientist Dr Laetitia Coetser and Sandy
McDonald who is responsible for the GIS
section in the company.
Labrum said that there was no denying
the positive dynamic that women intro-
duced to any organisation, while many still
take the primary responsibility for managing
their families.
“This adds a new dimension to the defi-
nition of success in the workplace, as women
balance their professional responsibilities
with their family responsibilities,” he said.
He recalled a time when engineering
was not well paid when compared to the
fields of commerce, medicine or law, and
suggested this was also a factor in the deci-
sions of many young people choosing the
direction of their university studies. “Today,
the better remuneration does tend to
attract more young people – including
women,” he said.
knowledge and experience of the chal-
lenges inherent in industrial development
in Africa, and consistently and purpose-
fully deal with and work through them.
“Industrial progress can translate into
positive trends such as creation of suffi-
cient jobs and a significant improvement
of quality of life throughout Africa. The
overall result could be rewarding indus-
trial and economic growth prospects
and development of infrastructure to the
benefit of all.”
Cronje concludes: “It is crucial that
a win-win situation be achieved by both
those pursuing business opportunities
across borders as well as citizens resi-
dent in countries belonging to the greater
African continent.”
