This audio is automatically generated. Please let us know if you have any comments.
In recent years, companies have made strides to attract women to the construction workforce, including a more inclusive workplace culture, more appropriate PPE and benefits designed to encourage a healthy work-life balance and family life.
Progress is being made, but slowly. Women now make up 10.8 percent of construction workers, up from 9.1 percent a decade ago, according to the U.S. Bureau of Labor Statistics. This quota is even smaller for artisans.
Here, Construction Dive speaks with Maja Rosenquist, senior vice president at Minneapolis-based Mortenson, to learn more about the state of the company’s efforts to recruit women to the industry, what more can be done, and how to measure success .
The following has been edited for brevity and clarity.
Immersion in CONSTRUCTION: What are the main obstacles to incorporating women into the trades and retaining them?
MAJA ROSENQUIST: Of a woman artisan perspective, a variety of obstacles that often begin in the work placement it can hinder professional development and long-term participation in the sector. The industry needs to give women more opportunities to acquire crucial skills for more advanced and well-paying craft positions, such as operating heavy equipment and mastering tools. Otherwise, staying engaged and progressing in the career becomes extremely difficult.
Maja Rosenquist
Permission granted by Mortenson
Although the composition of tasks on a construction site can vary, the lion’s share of time is spent on direct construction (activities such as framing, roofing, electrical, plumbing and finish work ), with less time spent on things like site preparation and cleaning.
We want women to have more access to this bigger piece of the pie in terms of skills development to create additional opportunities and support that promote opportunities for on-site advancement.
Building culture has been known to be less than welcoming in the past. Has this changed?
The good news is that access and the opportunities that come with it are changing. Challenges remain and for many women, entering a field that is still very male-dominated can be intimidating due to issues that have historically plagued the industry. This includes sexism, harassment and microaggressions that created an uncomfortable and hostile work environment.
Growing awareness of gender inequality in construction has helped to address these issues and improve practices. Many are working hard to promote diversity and inclusion in construction, offering training programs, mentoring opportunities and creating support networks for women.
We see encouraging signs and continued collaboration between construction companies, trade unions, training providers and government agencies can inspire widespread adoption of inclusive practices and accelerate positive change. One of these collaborations between construction companies is Construction Inclusion Week.
What’s Mortenson’s game plan for recruiting more women into the craft workforce?
Getting more women into the industry starts with a concerted effort to hire more women. That means getting out into the community and helping more women and girls see the construction industry as a viable option. But hiring more women is only part of the equation. To make a real difference and keep talented women in the pipeline, the industry must also support parity, from the office to the field. There needs to be clearer opportunities for meaningful careers, not just jobs, in this industry for both men and women.
At Mortenson we have taken several steps. We have implemented a sponsorship program for our craft team focused on women and communities of color. We have also developed specific programs aimed at providing the training and education necessary to advance the work.
What other benefits does a culture change bring?
By having more diverse voices at the table, companies have access to different perspectives and experiences, leading to richer discussions and more creative solutions to complex challenges.
Some of the biggest challenges we face as an industry, not least the massive labor shortage, can be solved by harnessing the full potential of our available workforce. By tapping into female talent, companies can access a larger pool of qualified candidates, increasing their chances of finding the best person for the job.
This shift in mindset could also lead to increased interest from younger generations, who are very much attuned to diversity and inclusion in the job opportunities they seek. In a Deloitte survey, 76% of Gen Z respondents expect their workplace to be inclusive and welcoming to everyone.
Has progress been made?
Progress is being made in improving the experience and opportunities of women in the construction sector. Although much work remains to be done, women’s participation in construction has been steadily increasing over the past decade with immense opportunity for continued improvement. It is crucial that leaders stay engaged and guide continued progress towards a more inclusive and equitable future.
