JOHANNESBURG – As South Africa focuses on workplace equity under the latest amendments to the Employment Equity Act, conversations on gender inclusion have evolved beyond allocation.
Traditionally male-dominated construction sectors offer an attractive lens for exploring what a real transformation looks like, especially when inclusion is intentional rather than contingent.
For over 40 years into the built environmental industry, LDM has been one of those navigating the transition from compliance to culture.
Under the guidance of Superintendent Serisha Silps, the company demonstrated how meaningful progress begins before the law, and how mentoring, early investment, and internal advocacy can rebuild the entire company, not just the career.
Contrary to the background of national goals and ongoing fairness discourse, women's experiences rising beyond ranks in LDM points range from strategies far beyond numbers.
The company's efforts reveal aspects of practical inclusion and provide timely reflection on what is needed to lead with a transformative landscape purpose.
Five practical strategies for meaningful inclusion
2025 is at a critical time in South Africa to pursue gender equality.
Recent amendments to the Employment Equity Act have introduced specific race and gender-based goals in various industries, highlighting the need for fair representation at all occupational levels.
Despite progressive law, women continue to face systemic workplace challenges, including underestimating leadership roles and sustained pay gaps.
The broad Black Economic Empowerment (BBBEE) framework has played a key role in encouraging companies to create space for women not only in paper but also within boardrooms, project teams and senior leaders.
Also, compliance is important, but inclusion must be a game that is above numbers.
“There are companies that have driven this transformation long before it was mandated, not because it was necessary, but because it was the right thing to do. And it's a good business.”
“Women bring innovation, resilience and a different kind of leadership to the table, especially in industries that have been historically excluded.”
In the construction industry, where women rarely sat at the table, companies like LDM show what is possible when inclusion is intentional.
With over 40 years of experience in the build environment sector and a workforce currently 51% of women, LDM has created a pathway for women's talent to grow, lead and thrive.
Sirputh shares five practical insights for businesses that are serious about moving from intention to impact.
Building from within: Supporting women's career growth is more than just posting HR policies on paper. It's about real investment in people. Suvarna Gayapershad joined LDM in 2012 as Junior Construction Project Manager, and has built a solid 12-year career in project management through consistent instruction and development. Similarly, Bongiwe Mahlalela, who began as an intern in construction project management, continues to expand her career with the support of senior leaders, proving that an inclusive culture makes all the difference. Encourage male allies: Inclusion is the effort of the team. Male colleagues at LDM are actively involved in mentorship, advocacy and culture building. They understand the value of inclusion and the important role they play in supporting and accelerating women's growth. Visually successful: Normalizing women with leadership means telling their stories, celebrating victory, and implying challenging, outdated norms. In March, LDM spotlighted many of its extraordinary women on social media as part of its #WomenEmpowerment campaign, recognizing its achievements both publicly and internally to promote pride and inspiration throughout the organization. The campaign runs all year round using the women's month as the launchpad, not the finish line. Early investment: Leadership development should not begin at the management level. Find the possibilities possible from the start and intentionally cultivate them. Thameshnee Naidoo started out as a student trainee at LDM and is now a quantitative surveyor, showing how early recognition and intentional investment can drive success. Embed it into your company culture: true inclusion is not tickbox exercises. It's a way of thinking built into the way business runs. LDM has top-down support for sharing the value women bring to the organization. And its value is fully recognized. Simonee Herbert started as a project manager and received his Bachelor of Finance Accounting with the support of LDM. She currently works as a junior accountant in the finance department. Zama Mkize's journey is equally exciting. She started out as a general office assistant and now proves herself capable of in an inclusive and supportive environment.
As new laws highlight changes, the challenge for businesses is not only to adhere to, but to lead.
True inclusion requires more than policy requirements. It requires intention, consistency and culture that values ​​the contribution of every individual.
“You see inclusion in how you hire, how you lead and how you listen,” Sylps said.
“If innovation, loyalty and long-term performance are needed, we need to create an environment where women can do more than participate.
