In 2025, South Africa stands at a pivotal juncture in its pursuit of gender equality. Recent amendments to the Employment Equity Act have introduced specific racial and gender-based targets across various industries, emphasising the need for equitable representation at all occupational levels. Despite progressive legislation, women continue to face systemic challenges in the workplace, including underrepresentation in leadership roles and persistent wage disparities.

The Broad-Based Black Economic Empowerment (B-BBEE) framework has played a critical role in encouraging companies to create space for women, not just on paper, but within boardrooms, project teams, and senior leadership. And, while compliance is important, inclusion must be more than a numbers game.

“There are businesses that have been driving this transformation long before it was mandated, not because it was required, but because it was the right thing to do. And, because it’s good business,” says Serisha Sirputh, Director at LDM, a Built Environment consultancy firm.

“Women bring innovation, resilience, and a different kind of leadership to the table, especially in industries where they’ve historically been excluded.”

In the construction industry, where women have rarely had a seat at the table, companies like LDM are showing what’s possible when inclusion is intentional. With over 40 years of experience in the built environment sector and a workforce that is now 51% women, LDM has created pathways for female talent to grow, lead, and thrive…well beyond entry-level!

Sirputh shares five practical insights for companies that are serious about moving from intention to impact:

1. Build from the inside

Supporting women’s career growth means more than just putting HR policies on paper – it’s about real investment in people. Suvarna Gayapershad joined LDM in 2012 as a junior construction project manager and, through consistent mentorship and development, has built a solid 12-year career in project management.

Similarly, Bongiwe Mahlalela, who began as a construction project management intern, has continued to grow her career with the support of senior leaders, proof that an inclusive culture makes all the difference.

2. Encourage male allies

Inclusion is a team effort. LDM’s male colleagues are actively involved in mentorship, advocacy, and culture-building. They understand the value of inclusion and the critical role they play in supporting and accelerating women’s growth.

3. Make success visible

Normalising women in leadership means telling their stories, celebrating their wins, and challenging outdated norms. In March, LDM spotlighted many of its exceptional women on social media as part of its #WomenEmpowerment campaign, recognising achievements both publicly and internally to foster pride and inspiration across the organisation. The campaign runs year-round, using Women’s Month as a launchpad, not a finish line.

4. Invest early

Leadership development shouldn’t start at management level. Spot potential from the outset and nurture it with intention. Thameshnee Naidoo started at LDM as a student trainee and is now a Quantity Surveyor, demonstrating how early recognition and intentional investment can drive success.

5. Embed it into company culture

Real inclusion isn’t a tick-box exercise; it’s a mindset embedded in how a business operates. At LDM, there’s buy-in from the top down, with a shared understanding of the value women bring to the organisation.

And that value is recognised across the board. Simonee Herbert began as a project administrator and, with LDM’s support, completed her bachelor’s degree in financial accounting. She now works in the Finance division as a junior accountant. Zama Mkize’s journey is equally inspiring – she started as a general office assistant and now serves as the company’s receptionist, testament to what’s possible in an inclusive and supportive environment.

As new legislation shines a spotlight on transformation, the challenge for businesses is not just to comply, but to lead. True inclusion demands more than policy, it requires intent, consistency, and a culture that values the contribution of every individual. “Inclusion is seen in how you hire, how you lead, how you listen,” says Sirputh.

“If you want innovation, loyalty, and long-term performance, you need to create environments where women can do more than participate, they need to thrive.”