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 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:
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.
Research consistently demonstrates that gender diversity drives measurable business results:
The numbers are stark:
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.
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:
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 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.
"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.
Educational Institution Partnerships:
Industry Organization Collaboration:
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.
Targeted Recruiting Strategies:
Expand Your Talent Pool:
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:
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:
Proper Equipment and Facilities:
Safety First Approach:
Family-Friendly Policies:
Career Development Support:
"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:
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:
Essential Training Components:
Key Metrics to Track:
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%.
Companies leading the way in women's advancement are implementing systematic approaches:
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.
Resistance to Change:
Budget Constraints:
Industry Tradition:
Steps for Growth:
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.
The increasing digitalization of construction is creating new opportunities:
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.
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.