Attracting and Retaining Women in Construction: A Complete Guide

Building a diverse workforce isn't just the right thing to do, it's smart business. Here's how construction companies can successfully recruit, develop, and retain female talent to address the industry's critical labor shortage while driving profitability.

The Current State: Women in Construction by the Numbers

The construction industry is experiencing unprecedented growth, but it's also facing a critical challenge: only 11.5% of payroll employees in the construction industry are women, according to recent U.S. Census Bureau data. However, this represents significant progress, the number of women in construction has increased by over 50% in the past 10 years, adding nearly half a million women to the industry.

Key Statistics for 2024-2025:

• Women now represent 11.2% of the construction workforce, with 1,343,000 women employed in the industry
• An additional 56,000 women joined construction in 2024, representing a 4.35% increase
• About 1 in 7 new construction jobs in 2024 went to women, helping maintain women's share at just over 14%
• 40% of women in construction hold management and office positions, while only 2% work in production, transportation, and moving materials

The Pay Gap is Narrowing: The pay gap for construction managers continues to narrow, shrinking by 16.8% from 2023 to 2024, with women now making 98.7% compared to men.

Why Women in Construction Matter: The Business Case

Economic Impact and ROI

Research consistently demonstrates that gender diversity drives measurable business results:

• Studies from McKinsey & Company show increased performance and financial returns at 3.5% in earnings for every 10% increase in gender diversity
• Companies see a 3.5% increase in earnings before interest and taxes (EBIT) for every 10% increase in gender diversity in the senior executive team
• Companies in the top quartile for board-gender diversity are 27% more likely to outperform financially than those in the bottom quartile

Addressing the Labor Shortage

With the construction industry facing a massive worker shortage—estimated to exceed half a million workers—recruiting women into construction roles has become not just a priority, but a necessity for sustaining growth and meeting demand.

The numbers are stark:

• Over 500,000 unfilled construction positions exist in the U.S.
• Job openings in construction are at near record levels, with millions of jobs created through infrastructure investments

Enhanced Decision-Making and Innovation

A construction team composed of individuals from varied backgrounds brings a broader range of perspectives to the table, enhancing problem-solving abilities and promoting innovative thinking. Diverse teams are better equipped to handle complex construction challenges as they can approach problems from multiple angles.

Understanding the Barriers: What Keeps Women Away

Workplace Culture and Harassment

The most significant barrier to women entering and staying in construction is workplace culture. In one study, 88% of respondents reported sexual harassment, and NIOSH found that 41% of female construction workers suffered from gender harassment in a one-year period.

Specific Challenges Include:

• 26.5% of tradeswomen reported experiencing high levels of harassment on the job due to their gender
• 22% of respondents had never worked with another woman, leading to isolation and fear
• Almost 60% of women in construction witnessed acts of harassment, making it a workplace culture issue

Work-Life Balance Challenges

Difficulties in finding childcare (69.3%) and a lack of pregnancy accommodations (63.4%) are the top reasons women seriously consider leaving their construction jobs. The industry's irregular schedules and long hours disproportionately affect women, particularly mothers of small children.

Safety Equipment and Facilities

Safety equipment is not one-size-fits-all, and women are at particular risk when equipment does not adequately fit. Additionally, many job sites lack adequate sanitary facilities designed for women workers.

Lack of Representation

"Women need to see more women working in construction fields in all positions". The lack of female role models and mentors makes it difficult for women to envision long-term careers in the industry.

Proven Strategies for Attracting Women to Construction

1. Structured Outreach and Partnership Programs

Educational Institution Partnerships:

• Companies should engage in structured outreach efforts, such as offering scholarships, internships, and apprenticeships targeted at women
• Partner with trade schools and technical colleges to create pipelines for female talent
• Support STEM programs that introduce young women to construction-related careers

Industry Organization Collaboration:

• Work with organizations like the National Association of Women in Construction (NAWIC), which has over 117 local chapters across the United States
• NAWIC's Founders Scholarship Program awards over $100,000 annually in financial help to students pursuing careers in construction

2. Government and Federal Support Programs

WANTO Grant Program: In 2024, the WANTO grant program awarded $6 million to 9 community-based organizations to increase women's participation in apprenticeship programs and nontraditional occupations. Companies can partner with WANTO-funded organizations to access trained female talent.

Million Women in Construction Initiative: The Department of Commerce's Million Women in Construction initiative aims to double the number of women in construction over the next decade, from about one million to two million.

3. Recruitment Best Practices

Targeted Recruiting Strategies:

• Look for individuals with traits like grit, adaptability, and enthusiasm for learning
• Showcase successful female employees—representation matters; highlight women in leadership and skilled positions
• Address concerns head-on by having open conversations about workplace culture and career growth opportunities

Expand Your Talent Pool:

• Recruiters must look outside their usual sources of talent to find and attract more women workers
• Use social media and digital platforms to reach broader audiences
• Attend job fairs and career events specifically focused on women in trades

4. Highlighting Career Diversity

It's important to highlight the variety of career paths within construction, such as project management, operations, and leadership. Women should be aware that opportunities extend beyond fieldwork and include roles that influence decision-making, innovation, and strategic planning.

Career Path Examples:

• Project management and coordination
• Safety and compliance management
• Estimating and cost analysis
• Technology and digital construction
• Engineering and design
• Business development and client relations

Retention Strategies: Keeping Women in Construction

1. Create Inclusive Workplace Culture

Anti-Harassment Policies: Creating, implementing, and enforcing anti-harassment policies can go a long way in creating a more comfortable working environment for tradeswomen. Four in ten respondents reported that such policies were essential to their career success.

Best Practices:

• Implement zero-tolerance policies for harassment and discrimination
• Provide mandatory training for all employees on respectful workplace behavior
• Establish clear reporting mechanisms and ensure swift action on complaints
• Foster team building activities that promote inclusion

2. Improve Physical Work Environment

Proper Equipment and Facilities:

• Provide properly fitted PPE designed specifically for women's body types
• Ensure adequate and private sanitary facilities on all job sites
• Invest in technology and equipment that reduces physical demands

Safety First Approach:

• There are safety and health issues specific to female construction workers that create barriers to women entering and remaining in this field
• Address ergonomic concerns and reproductive health considerations
• Provide comprehensive safety training that addresses women-specific risks

3. Work-Life Balance Support

Family-Friendly Policies:

• Offer flexible scheduling where possible
• Provide childcare support or childcare reimbursement programs
• Implement paid family and medical leave policies
• Create pregnancy accommodation policies

Career Development Support:

• Establish mentorship programs pairing women with experienced professionals
• Provide clear career advancement pathways
• Support continuing education and professional development
• Offer leadership training programs

4. Address Isolation Through Support Networks

"The more women there are, the more the climate begins to change. I don't have close friendships with the other women, but the fact that there are more women helps" - as noted by a tradeswoman in OSHA research.

Strategies:

• Ensure women aren't the only female on job sites when possible
• Create women's employee resource groups
• Facilitate networking opportunities within and outside the company
• Connect with external women in construction organizations

Leadership and Management Strategies

1. Leadership Commitment

If the industry is to realize its ambitions to become more inclusive and more diverse, change needs to start with leadership. Leaders have enormous potential to influence others through their own inclusive, supportive, and respectful behavior.

Action Steps for Leaders:

• Make diversity and inclusion a strategic business priority
• Set measurable goals for female recruitment and retention
• Hold managers accountable for creating inclusive teams
• Regularly communicate the business case for diversity

2. Manager Training and Development

Essential Training Components:

• Unconscious bias recognition and mitigation
• Inclusive leadership practices
• Conflict resolution and mediation skills
• Performance management for diverse teams

3. Measurement and Accountability

Key Metrics to Track:

• Female recruitment and hiring rates
• Retention rates by gender
• Promotion rates for women
• Pay equity analysis
• Employee satisfaction and engagement scores
• Safety incidents and reporting

Industry Success Stories and Best Practices

Regional Success Examples

Alaska and Hawaii show the largest percentage of women in construction, 14.9% and 13.1%, respectively. Florida has three metropolitan areas with the highest percentage of women in construction: Jacksonville at 16.9%, Orlando at 15% and North Port at 14.3%.

Corporate Leadership Examples

Companies leading the way in women's advancement are implementing systematic approaches:

• Setting ambitious hiring targets
• Creating mentorship programs
• Investing in leadership development for women
• Implementing comprehensive benefits packages

Return on Investment

An independent analysis found that for every £1 invested in women in construction programs, organizations generate £5.66 of social value. This demonstrates the significant economic return of investing in female talent.

Overcoming Implementation Challenges

Common Obstacles and Solutions

Resistance to Change:

• Start with pilot programs to demonstrate success
• Share data and success stories from other companies
• Engage male allies and champions
• Provide education on the business benefits of diversity

Budget Constraints:

• Begin with low-cost initiatives like policy changes and training
• Leverage government grants and programs like WANTO
• Partner with educational institutions and nonprofits
• Measure ROI to justify continued investment

Industry Tradition:

• Focus on gradual cultural change rather than dramatic shifts
• Celebrate small wins and progress
• Involve long-time employees in mentorship roles
• Emphasize safety and performance benefits

Scaling Success

Steps for Growth:

1. Start with leadership commitment and clear goals
2. Implement basic policies and training
3. Measure progress and adjust strategies
4. Share successes and expand successful programs
5. Partner with industry organizations for broader impact

Future Outlook and Trends

Growing Momentum

The share of women in construction has steadily increased over the past several years, marking progress in diversifying the industry. Since 2016, the share of female employees in construction has climbed nearly every year, reaching 11.5% by 2023.

Technology as an Enabler

The increasing digitalization of construction is creating new opportunities:

• Digital tools reduce physical demands
• Technology roles attract women with STEM backgrounds
• Remote work capabilities improve work-life balance
• Data analytics roles provide new career paths

Policy Support

The Department of Labor's Women in Apprenticeship and Nontraditional Occupations (WANTO) grant program has allocated millions of dollars to bolster women's participation in industries like construction. Since 2017, the Women's Bureau has awarded nearly $26 million to 43 community-based organizations throughout the country.

Action Plan: Getting Started

Immediate Steps (0-3 Months)

1. Leadership Commitment
   • Secure executive sponsorship for women in construction initiatives
   • Set initial diversity and inclusion goals
   • Allocate budget for programs and training
2. Policy Development
   • Review and update anti-harassment policies
   • Develop family-friendly workplace policies
   • Create clear reporting and grievance procedures
3. Training Implementation
   • Conduct unconscious bias training for all managers
   • Implement respectful workplace training for all employees
   • Train HR staff on inclusive recruitment practices

Short-term Goals (3-12 Months)

1. Recruitment Enhancement
   • Partner with local trade schools and technical colleges
   • Develop relationships with women in construction organizations
   • Update job postings and recruitment materials to be more inclusive
2. Workplace Improvements
   • Audit and improve facility conditions for women
   • Ensure proper PPE availability for all body types
   • Implement mentorship program pilot
3. Measurement Systems
   • Establish baseline metrics for female representation
   • Implement tracking systems for recruitment and retention
   • Conduct employee satisfaction surveys

Long-term Objectives (1-3 Years)

1. Culture Transformation
   • Achieve measurable improvements in workplace culture surveys
   • Increase female representation in leadership positions
   • Establish women's employee resource groups
2. Community Partnerships
   • Partner with WANTO-funded organizations
   • Support local STEM education programs
   • Join industry diversity initiatives
3. Sustained Growth
   • Meet or exceed industry benchmarks for female representation
   • Achieve recognition as an employer of choice for women
   • Share best practices with industry peers

Conclusion

Attracting and retaining women in construction isn't just about addressing labor shortages, it's about building stronger, more innovative, and more profitable companies. Companies with more than 30% women executives were more likely to outperform companies where this percentage ranged from 10 to 30.

The data is clear: the number of women in construction has increased by over 50% in the past 10 years, and this trend will continue as companies recognize the business imperative for diversity. However, success requires intentional effort, sustained commitment, and systematic approaches.

By implementing the strategies outlined in this guide, from creating inclusive workplace cultures to providing proper support systems, construction companies can tap into an underutilized talent pool while driving business results. The future of construction depends on embracing the skills, perspectives, and leadership that women bring to the industry.

The time to act is now. With government support, industry momentum, and proven strategies available, construction companies that prioritize attracting and retaining women will gain a competitive advantage while building the diverse workforce needed for future success.

Ready to build a more diverse and profitable construction team? Start by assessing your current policies, training your leadership team, and partnering with organizations that support women in construction. The investment in diversity today will pay dividends in performance, innovation, and growth tomorrow.

Frequently Asked Questions (FAQ)