The number of women in construction in the US hit the million mark in 2022a first since data collection began in 1964. While this milestone represents progress, the percentage of women working in construction remains low compared to other industries.
Although more and more construction jobs are available, an analysis of BLS data by Associated Builders and Contractors (ABC) shows that construction employees quit at twice the rate of layoffs or layoffs. One of the key strategies to address the construction labor shortage is to recognize the value and importance of a diverse workforce, where recruiting and retaining talent remains a significant challenge.
The industry will be most successful in retaining women in construction by focusing on three critical stages of career progression: early career, family planning and career advancement.
Initial career
From day one on the job, inclusive PPE can be a powerful tool to recruit and retain women entering the industry. During an interview with ProcoreInsurate’s chief risk officer Abby Ferri said, “If an employer asks their new employee for their PPE size and preference on day one, they are demonstrating the value of their employee’s input. From on the other hand, if a new employee is given ‘one-size-fits-all’ PPE with no other options, it can feel like they’re being treated just like a number.”
An ill-fitting safety vest can also negatively affect women’s confidence in the workplace and their sense of presence and authority. Providing equal treatment to women, including access to appropriate PPE, is critical to retaining talent.
Family plans
While the construction industry wants, and needs, to hire more women, childcare is often seen as a barrier. According to the Report from the National Center for Construction Education and Research (NCCER) in their own words, female respondents overwhelmingly felt that the construction industry does not offer flexible working hours. Women are often the primary caregivers for their families and feel that the industry does not offer the flexibility they need to accommodate medical appointments, education or childcare, for example.
This inequality can be felt by women working in the workplace. Women returning to work after giving birth, for example, may need space to comfortably and safely express milk. Sometimes this space is sitting in a car for a short break, using a mobile pump and a cooler.
At the end of 2022, the Federal Bomb Act was passed to protect nursing mothers in the workplace. Some construction companies now offer nursing pods in the workplace create a safe space for female nurses, which also helps build an inclusive company culture, and allows women to work more efficiently, while improving their ability to care for their family’s needs.
And as the construction industry continues to digitize, it creates opportunities for jobs to change and expand, which can create new career paths for women. Technology can enable remote work, provide opportunities for flexible working hours and create more work-life balance both in the office and in the field.
Professional advancement
Despite recent milestones, women in construction are still underrepresented at the leadership level. Women only make up around 14% of staff management positions and 7% of line managers positions in construction. Increased representation at the leadership level, along with more opportunities for alliance and sponsorship i intentional succession planningcan help keep women in the industry as they would have more opportunities to advance their careers.
The data on the reason why construction women leave needs to be improved, but a Construction Talent Retention Survey 2022 suggests that the main drivers of women’s retention in construction are career development, work-life balance and a sense of belonging.
By focusing on these three stages, construction can improve its ability to not only keep women in the workforce, but to intentionally make changes to advance their careers. From technology implementation to succession planning, there are clear strategies that will benefit the entire industry and help alleviate labor shortages.
For more strategies to retain women in construction, see “From Sticky Floors to Open Doors: Lessons for Retaining Women in Construction.”
