How the Construction Industry Can Better Support Hispanic Workers

In 2020, Hispanic workers made up 30% of the construction industry’s workforce. The highly skilled labor that these workers provide is crucial to the industry’s success, yet many Hispanic construction workers feel disconnected from their non-Hispanic colleagues. This divide stems from many factors, among them an overarching lack of diversity in construction and a potential language barrier for workers whose first language isn’t English. These roadblocks can feel limiting and discouraging, and much remains to be done to strengthen a sense of belonging for Hispanics in the construction industry.

Breaking Down the Language Barrier

Perhaps the biggest step that the industry must combat is breaking down the language barrier. For many Hispanics in the United States, English is their second language, and some may feel unsure or uncomfortable conversing with superiors or even peers. Similarly, the frustration of not being understood serves to widen the perceived divide between Hispanics and those who do not speak or understand Spanish and other non-English languages, compounding the isolation of being a minority on one’s crew.

The construction industry should make a concerted effort to increase Spanish language skills across all levels of the workforce, including written materials promoting safety and other protocols that must be displayed in and around jobsites. Increasing these efforts will help workers overcome the language barrier on a day to day basis, and provide a tangible example to Hispanics of how the industry is dedicated to improving their working conditions. Furthermore, non-Spanish speakers will also experience firsthand the discomfort of trying to communicate in a second language that doesn’t yet come fluently, increasing their understanding of their Hispanic peers’ lived experiences.

Early Education

Educating the public about career opportunities within the construction industry is fundamental to expanding the diversity of the workforce. Groups that are currently only minimally represented in construction, such as women and those who identify as people of color, may be unaware of the wealth of opportunities available, resulting in a workforce that fails to accurately represent the American public. The key: begin outreach early, starting with young people while they are still of school-learning age.

Engaging with underprivileged youth is a great example of establishing this early outreach and developing a pipeline for individuals to grow into construction careers. Presenting a different type of career path to young people widens their options as they inch towards making decisions about their careers and can demonstrate a different path than the one society might impose on them. Educating young people about construction careers early on will reach beyond that narrow band of our industry’s workers, allowing them and the industry to grow and prosper with new voices and experiences. These new workers will, in turn, help to educate their peers, laying further groundwork for a diverse workforce.

Hiring within the Community

Nearly 16% of Hispanics in the United States live in poverty, reflecting that Hispanics continue to be overrepresented yet underpaid. A big part of the industry’s outreach must involve intentionally reaching out to, and hiring within, the communities that firms are building in, which is sometimes in underprivileged neighborhoods. Residents who live in these neighborhoods don’t always have local job opportunities at their disposal, especially ones that can provide steady income and room for growth.

Construction can provide Hispanics a job where they can rise through the ranks once established within the industry. Furthermore, the industry can create an ongoing system of mentorship, whether rooted in a formal program or through informal professional relationships, which will develop a ladder that can help Hispanics reach more senior positions, an area in which Hispanic representation is particularly lacking. Seeing other individuals from similar backgrounds and lived experiences in authority positions can inspire those that feel discouraged by the current dearth of Hispanics among senior leadership, demonstrating the opportunity for growth in their own careers.

Of course, there are many other ways to bridge the divide between Hispanics and their non-Hispanic peers. But these steps offer an excellent starting point, providing the foundation on which to build a strong, diverse community of workers from all backgrounds.