Are Women the Key to Solving Labor Shortages in the Construction Industry?
The construction industry currently faces a critical labor shortage, exacerbated by the pandemic and an aging workforce.
Traditionally male-dominated, the construction industry has slowly started to hire more women, who now account for 10.8 percent of this sector's workforce. To meet a continued demand for labor demand, the sector needs to attract around half a million new workers beyond the usual hiring pace, according to a news release from the trade group Associated Builders and Contractors.
Could recruiting more women in construction be the solution the industry is seeking? Let's explore.
Macro trends shaping women in construction
The construction industry has experienced several macro trends related to women's participation, which reflect broader societal changes and industry-specific developments. One notable trend is the gradual increase in the number of women entering and remaining in the field. According to recent data from the National Association of Home Builders, the number of women in the construction industry reached 1.3 million in 2022, marking a 53 percent increase over the past decade.
Another significant trend is the growing emphasis on gender equality, diversity and inclusion. Various governments and organizations are implementing policies to promote gender equality in the workforce, including legislation on equal pay, anti-discrimination laws and incentives for companies that prioritize diversity. Many construction companies are also actively pursuing diversity, equity and inclusion initiatives, such as setting specific diversity targets, adopting inclusive hiring practices and fostering a more supportive workplace culture.
The number of women-owned construction firms has also been growing. This trend aligns with the broader rise in entrepreneurial activities among women and helps diversify the industry by introducing new perspectives and business practices. Additionally, the establishment and growth of organizations and networks like the National Association of Women in Construction (NAWIC) provides essential support, resources and opportunities for professional development for women in the industry.
How construction firms can adapt their recruiting pitch
If more women entered and remained in construction, the industry could address the current labor shortage and fill a substantial number of open positions, according to the U.S. Department of Commerce. However, construction firms must adapt their recruitment strategies to sustain this momentum in the long term. There are several ways this can be achieved.
Include women in hiring processes
To begin with, employers should involve women in the hiring process to ensure female representation during interviews and hiring decisions. This will create a more welcoming and relatable environment for female candidates—crucial in industries like construction, where women are underrepresented. Diverse hiring panels are also more likely to recognize the potential of female candidates and advocate for their inclusion in the workforce.
As construction firms look at keeping women in the company and in the industry, career development opportunities, including management, even the path toward entrepreneurship is important.
Kit Dickinson, construction industry executive, ADP
Write more inclusive job listings
A job listing is often a candidate's first touchpoint with the company, and it conveys far more information than job duties and tasks. To encourage more women to apply for construction roles, employers should craft more inclusive job listings by focusing on clear descriptions of job duties and expectations rather than personal traits. Additionally, employers should avoid gendered language, such as using he/him pronouns or gender-coded words and phrases, which can inadvertently discourage women from applying.
"It's important that construction employers be mindful of not using language that women would either find offensive or at least off putting enough to not apply for the position," says Kit Dickinson, construction industry executive at ADP.
Highlight career growth opportunities
Another way to expand the candidate pool is to highlight the diverse career paths and advancement opportunities in the industry while showcasing stories of successful women in construction who have built rewarding careers. Including female employees in recruitment materials and on the company's website can further enhance this effort. By sharing women's success stories and experiences, companies can present relatable role models and demonstrate that women can excel in construction.
"As construction firms look at keeping women in the company and in the industry, career development opportunities, including management, even the path toward entrepreneurship is important," Dickinson says. "Women – like everyone else – want to 'climb the ladder,' as they say, so being able to present and deliver on a career ladder that has many different options is important."
Create incentives for women in construction
Construction firms can simplify the entry process for women by providing a clear career growth path, including opportunities for advancement into leadership roles. Supporting this effort could include offering accessible information on mentorship, networking opportunities, educational support and apprenticeship programs.
For instance, employers could highlight initiatives such as the U.S. Department of Labor's Women in Apprenticeship and Nontraditional Occupations grants, which offer $5 million to fund up to 14 grants aimed at encouraging and supporting women in registered apprenticeship programs in underrepresented industries like construction. The White House's Million Women in Construction Initiative is another program aimed at doubling the number of women employed in the field. Such initiatives may help increase the number of women in the construction industry, particularly those working in skilled trades.
Expand recruiting activities
Employers can broaden their recruitment efforts by reaching out to organizations and networks that focus specifically on women interested in construction careers. This might include partnering with women-focused industry associations like the NAWIC or engaging with online communities where women in construction share resources and job opportunities.
Women have hesitated to join the construction industry for key reasons
Historically, women have been slow to join the construction industry due to a combination of systemic, cultural and practical factors. Traditional gender roles have long associated construction and physical labor with men, while women were often encouraged to pursue careers in more "feminine" fields. These stereotypes have influenced career choices and limited the participation of women in construction. Additionally, recruitment practices in the construction industry have often targeted male candidates or failed to actively seek or support female candidates, reducing opportunities for women who might be interested in the field.
Women who decide to pursue a career in construction may face bias and discrimination, making it challenging to advance or even remain in the industry. This includes issues like unequal pay, fewer promotional opportunities and a lack of support for women in traditionally male-dominated roles.
Moreover, along with safety concerns, the construction industry often demands long hours and involves challenging working conditions, which can be perceived as incompatible with family responsibilities or work-life balance considerations. This can discourage women, who are more likely than men to shoulder caregiving responsibilities, from entering the field.
Strategies for addressing the shortage
Employees are increasingly valuing flexibility and benefits in the workplace. By focusing on these areas, employers can attract more women to the construction field.
Offer flexible scheduling
Although offering flexible schedules may seem challenging for the construction industry, there is a push for remote work for non-field employees and more generous, lenient paid time-off policies for field workers. Flexibility resonates with women because it enhances work-life balance. Therefore, employers should emphasize flexible work arrangements, family-friendly policies and efforts to accommodate the diverse needs of women.
Strengthen voluntary benefits
Workers also highly value benefits, which is leading construction companies to improve their offerings. For instance, some are adding mental health and wellness programs in addition to standard medical benefits. These initiatives not only attract more candidates but also support workers' physical, mental and financial well-being.
Cater to women's needs
Employers can further promote physical wellness and safety by ensuring equipment, facilities and practices are designed with women in mind. This includes providing appropriate personal protective equipment that fits and offering facilities such as restrooms and changing areas.
Addressing ongoing and future challenges
Promoting an inclusive culture and work environment may be one of the biggest challenges construction firms face. Overcoming deeply rooted stereotypes and ensuring equal treatment will remain top priorities for women in the construction industry. To create a supportive and bias-free recruitment process, employers should provide training for recruiters to ensure fair treatment and foster a welcoming environment during interviews and the hiring processes.
It's important for employers to clearly articulate the company's commitment to fairness, diversity, equity and inclusion. Women highly value these efforts, according to the ADP Research Institute's People at Work 2024: A Global Workforce View. Being transparent about salary ranges, bonuses and benefits can draw female candidates who are seeking equitable compensation and benefits packages.
Additionally, employers should describe initiatives, such as anti-harassment policies, support networks and diversity training, that contribute to a respectful and supportive workplace. That, in turn, can help construction employers attract women candidates now and into the future.
Curious to learn more about the state of the construction industry and discover employer tools that can benefit the workforce? Explore ADP's all-in-one construction payroll and HR software.
