It’s no secret that the construction industry is struggling to find workers. The labor shortage is well documented, with 349,000 workers still needed for 2026. What’s more, recent estimates for the demand for new workers in 2027 reached nearly half a million.
With so many positions going unfilled—and with project timelines at risk—the industry will have to step up its recruitment and retention techniques, especially in the female demographic.
Attracting women to a construction site can add important new skills and perspective, and will require new recruiting tactics, but that doesn’t mean it has to be complicated. Consider these five key actions construction leaders can take to attract and support female workers in construction:
1. Focus on inclusion from the top down.
A workplace is only ever as inclusive as its leadership. Gain buy-in from all leaders and invite them to collaborate on the development of appropriate workplace policies and procedures:
- Consult with the firm’s expert advisors, including employment counsel, insurance brokers and other specialists, to review and update the employee handbook. The revised version should reflect current laws and appropriate language.
- Mandate anti-harassment and workplace violence prevention training for all employees. Include downstream subcontractors too, if possible. Anyone onsite should understand the expectations.
- Create several channels for employees to report concerns, including an anonymous option.
- Consider hiring a third-party HR management firm to guide development of these policies or help your HR team to develop them. Specialist firms will better understand what is needed to bring your firm into today’s inclusive workplace.
2. Focus on pay equity and advancement opportunities.
Women in construction earn 95% of their male counterparts—a much smaller pay gap than in other industries. Yet there is always room for improvement, and one way to draw women to a career in the industry is to showcase the opportunities available to them:
- Clarify the current situation by reviewing the data. Pay special attention to compensation for similar roles and promotion patterns, as these may identify disparities based on gender. Raise awareness of the issue to managers and other leaders.
- Develop clear guidelines for advancement based on objective performance metrics. Publish these so employees know what they need to do to qualify.
- Establish a mentorship program so new or less experienced employees can learn from veteran employees.
3. Focus on the pipeline.
To attract more women to construction careers, it’s helpful to get their attention as early as possible—preferably before they have begun careers in other industries:
- Create internship and apprenticeship programs with local trade or vocational schools.
- Consider participating in career fairs to raise awareness of the industry as a whole.
4. Focus on the whole package.
The stronger the benefits package, the more talent you can attract. Strong, comprehensive benefits packages include health insurance with flexible options:
- Consult with a specialist to determine whether your benefits package is on par with office-based companies in your area.
- Develop a written plan for parental leave and light-duty assignments for pregnant workers.
- Consider offering flexible scheduling options to allow more flexibility for employees with shared childcare responsibilities.
5. Focus on safety.
Women are more likely than men to suffer ergonomic injuries across most industries, but appropriate personal protective equipment can help:
- Audit your current PPE inventory to identify gaps in sizing options for women.
- Partner with vendors that create equipment designed specifically for a woman’s stature.
- Provide tools with appropriate weight and handle sizes. In many cases, this can be solved by investing in modern equipment, which has adjustable features for anyone to use.
Work with your broker or benefits specialist to create a plan. Be sure that specialist is an expert in the construction industry, so they understand how to align benefits packages with risk management strategies and other industry-specific concerns—as well as what your organization needs to do to attract women to the team.
SEE ALSO: BEYOND RECRUITING: RETHINKING THE WORKFORCE SHORTAGE
