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Scott Taylor is the dean of workforce development and continuing education at Stephens College in Columbia, Missouri. The opinions are the author’s own.
Careers in construction, carpentry and road infrastructure have been more difficult for women to access. Limited training opportunities, childcare challenges, workplace culture and unclear pathways have all played a role.
While the the skilled trades industry is facing a labor shortagewomen remain underutilized. Women represent just over 11% of the American construction workforce, according to the National Association of Home Builders. This is the highest percentage in 20 years, but still shows an untapped population.
Expanding women’s roles in construction could strengthen the field, ease labor shortages and address industry changes. A more balanced workplace also provides greater perspective and more problem solving. But moving the needle from 11% to a sustainable workforce requires intentional, structured pathways and pre-learning programs. Higher education is beginning to help make that possible.
Creation of a construction pre-apprenticeship program
Even as a small liberal arts school for women in Missouri, Stephens College’s Workforce Development Program recognized the need and opportunity to train construction workers.
Scott Taylor
Permission granted by Stephens College
Stephens looked at the major infrastructure projects planned for Missouri, specifically the widening of I-70 — and asked: Where will these workers come from? How can we help workers and the construction industry? How do we build a pipeline that is culturally and technically ready for the first day on the job? How can our students help?
The university realized that for a workforce program to be successful with its students, it must be designed by industry, not just for it. The university partnered with industry leaders, including women in construction, to integrate their perspectives into the workforce curriculum. Stephens taught skills and talked about workplace culture.
This collaboration helped address the specific barriers that often deter women from working in the trades: lack of mentorship, insufficient support networks and a male-dominated environment. Alongside her partners, Stephens ensured that learning, tutoring, childcare, transport and even gender-specific portable toilets were included in the collective training process.
The story of a student
Avery, a 2024 graduate of the pilot program, was one of the first students to complete all requirements. He enjoyed watching the project go from plan to implementation, working with his hands and being part of a welcoming team. Through a pre-apprenticeship with local curriculum partner Reinhardt Construction, he went from student to union carpentry apprentice. Today he works full-time for Reinhardt. Avery’s success is an example for all young women who may not have considered construction as an option.
By combining financial support and higher education with hands-on mentorship from construction companies, this model removes barriers to entry and prepares workers like Avery for real-world demands. It’s an approach that can be applied to any state.
Why women matter in construction
Women bring manpower, perspective and stability to construction crews. They expand the workforce during severe shortages and help strengthen industry. When programs are intentionally designed with mentorship, support networks, and partnerships, women are more likely to stay.
Clear pathways for women, especially in skilled trades and leadership roles, help mark the industry as professional, forward-looking and viable for all. This perception is important for young people deciding where to build their career.
A model for the next
Stephens College’s construction pre-apprentice program has only five cohorts. Still, the demand for the program is timely and serves as a model for higher education institutions and construction companies across the country. It’s a powerful example of how industry and education can partner to close the workforce gap and bring more women into the workplace.
This is how:
- Invest in early learning programs that reduce challenges for women and other underrepresented populations.
- Create pathways for women leaders who want to consider construction as a long-term career.
- Collaborate with construction companies, unions, community organizations and funding sources to keep up with training and mentoring.
Workforce development is an investment in our industry. When we design pathways that intentionally include women, we not only close the workforce gap, we build a smarter, more professional, and more stable industry.
The next generation of skilled workers is out there. They are simply waiting for a clear path to the workplace. Get rid of the barriers.
