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Attracting and Retaining Women in Construction: A Complete Guide

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PayrollHRISApplicant TrackingBenefitsTime TrackingDigital Field ReportsDaily Incident ReportsAP Routing & AutomationInvoice ManagementCredit Card ReceiptsIntegrationsSage IntacctSage 300 CRESage 100FoundationAll IntegrationsGuides & eBooksCase Studies & TestimonialsWebinarField OperationsHuman ResourcesFinanceContact SupportSite StatusKnowledge BasePayrollHRISApplicant TrackingBenefitsTime TrackingDigital Field ReportsDaily Incident ReportsAP Routing & AutomationInvoice ManagementCredit Card ReceiptsIntegrationsSage IntacctSage 300 CRESage 100FoundationAll IntegrationsGuides & eBooksCase Studies & TestimonialsWebinarField OperationsHuman ResourcesFinanceContact SupportSite StatusKnowledge BaseBlogConstruction Human Resourcesonly 11.5% of payroll employees in the construction industry are womenthe number of women in construction has increased by over 50% in the past 10 yearsWomen now represent 11.2% of the construction workforce, with 1,343,000 women employed in the industryAn additional 56,000 women joined construction in 2024, representing a 4.35% increaseAbout 1 in 7 new construction jobs in 2024 went to women40% of women in construction hold management and office positions, while only 2% work in production, transportation, and moving materialsThe pay gap for construction managers continues to narrow, shrinking by 16.8% from 2023 to 2024, with women now making 98.7% compared to menStudies from McKinsey & Company show increased performance and financial returns at 3.5% in earnings for every 10% increase in gender diversityCompanies see a 3.5% increase in earnings before interest and taxes (EBIT) for every 10% increase in gender diversity in the senior executive teamCompanies in the top quartile for board-gender diversity are 27% more likely to outperform financially than those in the bottom quartileWith the construction industry facing a massive worker shortage—estimated to exceed half a million workers—recruiting women into construction roles has become not just a priority, but a necessity for sustaining growth and meeting demandJob openings in construction are at near record levels, with millions of jobs created through infrastructure investmentsThe most significant barrier to women entering and staying in construction is workplace cultureIn one study, 88% of respondents reported sexual harassmentNIOSH found that 41% of female construction workers suffered from gender harassment in a one-year period26.5% of tradeswomen reported experiencing high levels of harassment on the job due to their gender22% of respondents had never worked with another womanAlmost 60% of women in construction witnessed acts of harassmentDifficulties in finding childcare (69.3%) and a lack of pregnancy accommodations (63.4%) are the top reasons women seriously consider leaving their construction jobsThe industry's irregular schedules and long hours disproportionately affect women, particularly mothers of small childrenSafety equipment is not one-size-fits-all, and women are at particular risk when equipment does not adequately fitmany job sites lack adequate sanitary facilities designed for women workersPartner with trade schools and technical colleges to create pipelines for female talentSupport STEM programs that introduce young women to construction-related careersWork with organizations like the National Association of Women in Construction (NAWIC), which has over 117 local chapters across the United StatesNAWIC's Founders Scholarship Program awards over $100,000 annually in financial help to students pursuing careers in constructionIn 2024, the WANTO grant program awarded $6 million to 9 community-based organizations to increase women's participation in apprenticeship programs and nontraditional occupationsCompanies can partner with WANTO-funded organizations to access trained female talentThe 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 millionCreating, implementing, and enforcing anti-harassment policies can go a long way in creating a more comfortable working environment for tradeswomenFour in ten respondents reported that such policies were essential to their career successImplement zero-tolerance policies for harassment and discriminationProvide mandatory training for all employees on respectful workplace behaviorProvide properly fitted PPE designed specifically for women's body typesEnsure adequate and private sanitary facilities on all job sitesInvest in technology and equipment that reduces physical demandsThere are safety and health issues specific to female construction workers that create barriers to women entering and remaining in this fieldProvide childcare support or childcare reimbursement programsImplement paid family and medical leave policiesEstablish mentorship programs pairing women with experienced professionalsOffer leadership training programs"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"Connect with external women in construction organizationsIf the industry is to realize its ambitions to become more inclusive and more diverse, change needs to start with leadershipLeaders have enormous potential to influence others through their own inclusive, supportive, and respectful behaviorMake diversity and inclusion a strategic business prioritySet measurable goals for female recruitment and retentionRegularly communicate the business case for diversityUnconscious bias recognition and mitigationInclusive leadership practicesSetting ambitious hiring targetsCreating mentorship programsInvesting in leadership development for womenImplementing comprehensive benefits packagesAn independent analysis found that for every £1 invested in women in construction programs, organizations generate £5.66 of social valueShare data and success stories from other companiesProvide education on the business benefits of diversityLeverage government grants and programs like WANTOPartner with industry organizations for broader impactThe share of women in construction has steadily increased over the past several years, marking progress in diversifying the industrySince 2016, the share of female employees in construction has climbed nearly every year, reaching 11.5% by 2023Digital tools reduce physical demandsThe 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 constructionSince 2017, the Women's Bureau has awarded nearly $26 million to 43 community-based organizations throughout the countrySet initial diversity and inclusion goalsReview and update anti-harassment policiesConduct unconscious bias training for all managersPartner with local trade schools and technical collegesDevelop relationships with women in construction organizationsPartner with WANTO-funded organizationsJoin industry diversity initiativesCompanies with more than 30% women executives were more likely to outperform companies where this percentage ranged from 10 to 30Women currently represent 11.2% of the construction workforce, with 1,343,000 women employed in the industry as of 2024only about 4% of women work in skilled trades, while 40% hold management and office positionsworkplace harassment (experienced by 88% of women in one study)work-life balance challenges including childcare difficulties (69.3%)inadequate safety equipment designed for women's body typesResearch from McKinsey & Company shows companies see a 3.5% increase in earnings for every 10% increase in gender diversitycompanies in the top quartile for board-gender diversity are 27% more likely to outperform financiallyThe WANTO grant program awarded $6 million in 2024 to 9 organizations to increase women's participation in apprenticeship programsThe Department of Commerce's Million Women in Construction initiative aims to double the number of women in construction over the next decadeimplement zero-tolerance anti-harassment policiesprovide properly fitted PPE for womenFor construction managers, the pay gap shrank by 16.8% from 2023 to 2024, with women now making 98.7% compared to menthe National Association of Women in Construction (NAWIC), which has over 117 local chapters across the United StatesThere are safety and health issues specific to female construction workers that create barriers to women entering and remaining in this fieldBOOK A DEMOThe Real Cost of Construction Employee Turnover in 2025 - Proven Retention StrategiesDavid SpivacREAD MOREBest Practices for Staying Compliant with Construction Payrollhh2READ MOREConstruction Payroll Compliance in 2025: Complete Guide to Federal, State & Local RequirementsDavid SpivacREAD MOREBook a DemoFollow us on LinkedInFollow us on TwitterFollow us on FacebookPayrollHRISBenefitsApplicant TrackingTime TrackingAP RoutingField ReportsData DropContact Supporthh2 UniversityKnowledge BaseTech Specshh2 StatusSage 300 CRESage 100 ContractorSage IntacctAll IntegrationsGeneral ContractorsSubcontractorConcrete ContractorsElectrical ContractorsMechanical ContractorsContact UsToolkits & GuidesConstruction HR BlogConstruction Finance BlogConstruction Management BlogWebinarsCareersAbout UsLeadershipGlossary

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