What Women Want (at Work): Building a More Inclusive Construction Industry
Construction is facing a talent crisis: for every new worker who enters, three are leaving. That’s not just a labor issue—it’s a leadership issue.
At the recent NAWIC Tri-Region Forum, a panel of women leaders shared real talk on how the industry can better attract and retain women. Here’s what they said:
1. Show the Path to Leadership
70% of women in construction, polled by NCCER, want to lead—but more than half say they’ve never had a female supervisor.
Make leadership paths visible:
✅Create career ladders.
✅Highlight women in leadership roles.
✅Promote from within with purpose.
2. Create a Culture of Respect
The #1 reason women leave the industry?
Harassment and disrespect.
It’s not enough to have policies—leaders must model them and enforce them. That includes:
✅Asking for input from all team members
✅Supporting flexible schedules when feasible
✅Holding field supervisors accountable for “enforcing” the same policies that HQ endorses
Pro Tip: If a valued employee is leaving, ask why. Then act on what you learn.
3. Make Job Sites More Human-Friendly
Small changes = big retention wins:
✅Offer properly fitting PPE for all body types
✅Improve restroom facilities and have a mother’s room
✅Normalize schedule flexibility, especially for parents
When workers feel seen as people, not just labor, they stay longer—and contribute more.
4. Rethink Where You Recruit
Turns out, many women in the trades were former athletes—tough, disciplined, team-oriented. If you want to recruit younger females, look to sports teams.
Many women surveyed by NCCER said they were attracted to the field of construction because of TikTok – it looked fun and purposeful.
📍If you’ve got a young, enthusiastic team member, let them share what it’s like to work for you on social media.
5. Support Doesn’t End After Hiring
True inclusion means:
✅Ongoing mentorship
✅Access to stretch assignments
✅A go-to person outside the chain of command
✨ One standout idea: do random job site culture audits—just like you do for safety. Make sure your values show up where it counts.
Ready to Take Action?
Here’s a simple start: host lunch with the women on your team, share this article with them and them how it resonates with them. Ask what you can do to ensure their workplace is welcoming and supportive. No assumptions, no filters—just a conversation.
Women don’t want favors. They want fair opportunities in safe, respectful, growth-oriented workplaces. And when that happens? Everyone benefits.
*This newsletter is excerpted from a larger article written for the Construction Management Association of America.
