Recruiting Women in Construction: Tips from Industry Leaders

Are you looking to expand your talent pool by recruiting more women in construction? While the industry has an untapped source of skilled women construction workers, attracting and retaining them comes with challenges.

For National Women in Construction Week, we spoke with leading women working in construction who shared their best recruitment strategies for construction companies looking to bring more women into the field.

Why Are Women Underrepresented in Construction?

As of September 2024, women make up just over 14% of the construction workforce. Despite the industry's size and urgent need for workers, women remain significantly outnumbered. In skilled construction trades, this number drops even further, with women representing only 4% of workers. With over 500,000 unfilled construction positions in the U.S., tapping into this underrepresented group is critical.

Key barriers to female representation include:

• Limited recruitment efforts aimed at women
• A historically male-dominated workplace culture
• Lack of visible female construction workers in leadership and skilled roles
• Misconceptions about the physical demands of construction jobs
• Lack of formal outreach to young women through educational institutions
• Stereotypes about women’s abilities and assumptions about their skills before they are given opportunities
• High rates of gender discrimination and hostile workplace behaviors reported by women in the field

According to Lisa Kalsbeek, owner of Reliable Heating and Cooling, "Women need to see more women working in the construction fields in all positions. I work hard to encourage those doing it already, but make sure to mention the trades as a job where female insight is not only missing but necessary."

Encouraging and supporting women to pursue careers in construction is essential for the industry's growth and to overcome the labor shortage. With 300,000 job openings in construction as of September 2024, there is a pressing need to tap into all available talent pools.

Geraldine Anello, Founder of the Handy Women Facebook Group with over 410,000 members, agrees saying “[Women] oftentimes thought they were alone with their skill. They didn't know there were so many other women in construction out there doing it. So first and foremost, in order to recruit more women construction workers, creating that sense of community is crucial. That helps women working in construction feel safe, feel welcomed, and stay in the long run.”

By creating a sense of community, providing access to resources and training, and emphasizing the importance of inclusivity, businesses can create an environment that is more attractive to women looking for careers in construction.

Expand Recruiting Efforts Through Targeted Outreach

Traditional construction recruitment practices often fail to reach women. To change this, companies should run recruitment campaigns specifically highlighting female success stories in the industry. Digital marketing efforts, social media content, and industry events should showcase women thriving in various construction roles—from fieldwork to leadership. If female candidates can see themselves represented, they’ll be more likely to apply.

Another effective approach is partnering with high schools, vocational schools, and trade organizations to introduce young women to construction careers early. Companies should engage in structured outreach efforts, such as offering scholarships, internships, and apprenticeships targeted at women. In 2024, construction employment grew by 133,000 jobs, but only 18,000 of those were filled by women, meaning about 1 in 7 new hires were female. Programs like Chicago Women in Trades and the National Association of Women in Construction demonstrate how mentorship and training can increase female participation.

Beyond technical roles, it's also important to highlight the variety of career paths within construction, such as project management, operations, and leadership. Women should be aware that opportunities extend beyond fieldwork and include roles that influence decision-making, innovation, and strategic planning.

Creating An Employee Experience that Appeals to Both Genders

To recruit and retain women construction workers, companies must consider how their work environment supports a diverse workforce.

Ask yourself:

• Are schedules predictable enough for working mothers?
• Are last-minute time-off policies restrictive?
• Do workplace norms unintentionally create barriers for female construction workers?
• Are there policies in place to prevent discrimination and harassment?
• Do leadership and management include female representation?
• Are jobsite conditions, such as restroom access and safety gear, designed to accommodate both men and women construction workers?

Anello weighs in on this matter saying "What are some things currently in place that would prevent women from joining? Are schedules given the day before or the week before, preventing mothers from having a stable schedule with their children? Are the expectations strict around last-minute time off, preventing women from taking care of a sick child? Anything currently in place that is actively making it hard for women to join is a barrier to entry. The solution lies in changing those rules for everyone now so that it's possible for a more diverse workforce to join."

Improving workplace policies benefits everyone by creating a more inclusive, productive environment. Companies that offer flexibility, clear anti-discrimination policies, and family-friendly benefits not only attract more women but also improve job satisfaction across the board.

Pay transparency is another crucial factor. Construction continues to be a high-paying industry, with an average hourly wage of $27 for workers without a bachelor’s degree—significantly higher than industries where women are more represented, such as education and health services, where average wages are about $22 per hour.  Promoting fair pay and career advancement opportunities can help attract more female construction workers to the field.

Stephanie Smith, Vice President of Marketing at Newman Tractor, highlights the importance of company culture and growth opportunities to attract candidates regardless of gender, "We’ve been very blessed that once a candidate learns more about our company culture and the growth opportunities, the conversation is less about blue-collar barriers and more about the rewarding career opportunities that are ahead of them.”

Break Stereotypes: Let Women Show Their Skills

Many women in construction feel underestimated before they even get a chance to prove themselves. This can hinder career growth and deter female applicants.

Ways to combat assumptions:

• Ask women about their capabilities instead of making assumptions
• Encourage open conversations about career aspirations
• Showcase successful female leaders within your organization
• Provide additional technical and leadership training to help women advance
• Offer mentorship programs to support career growth

Maisha Christian, Owner & Head Coach of Beauty & the Boss, LLC, points out that these assumptions can be detrimental to a woman's career in construction. In her own words, "So often decisions about people's careers are made when they are not in the room. People may make assumptions about our physical strength, mental grit, availability to travel, or willingness to relocate without ever asking us. Those assumptions can undermine and hinder someone's career in the short and long term."

Asking questions, having open conversations, and understanding the unique strengths a candidate brings to the table can overcome preconceived notions and create a level playing field. Read more of Christian's thoughts on hiring for diversity in this article.

Kalsbeek agrees, “Women can do much more than answer phones. Women have that necessary skillset to confidently communicate, and explain things well before proceeding with work, and completing tasks over expectations. There is so much space in the industry for industrious women.”

Get Male Employee Buy-In by Highlighting the Benefits

Increasing diversity benefits everyone—but getting male employees on board can be a challenge.

Key benefits of a gender-diverse workforce:

• Reduced overtime for male workers
• Additional hands for heavy-lifting tasks
• A more well-rounded and effective team
• A healthier, more inclusive workplace culture
• Increased innovation and problem-solving from diverse perspectives

Anello suggests that showing tangible benefits can make a big difference "What's in it for those men? If they know that having more women on staff can mean the difference between being forced to have a 12-hour day versus going home after 8 hours or having one more pair of hands to do the heavy lifting rather than working that back too hard again, those are concrete examples that can make a big difference.”

If you can communicate the benefits to your male workforce, you'll be more likely to have everyone on board for including more women in the trades.

How to Recruit More Women in Construction

A strategic and targeted approach is crucial for bringing more women into the industry.

Proven strategies for recruiting more women in construction:

• Identify the right candidates – Look for individuals with traits like grit, adaptability, and enthusiasm for learning.
• Address concerns head-on – Have open conversations about workplace culture and career growth opportunities.
• Showcase successful female employees – Representation matters; highlight women in leadership and skilled positions.
• Partner with trade organizations and educational institutions – Create structured pipelines for female talent through scholarships, internships, apprenticeships, and mentorship programs.
• Sign industry pledges – Initiatives like the 'Million Women in Construction' campaign aim to increase female participation and fill existing job openings.

Stephanie Smith, Vice President of Marketing at Newman Tractor, highlights the importance of company culture and growth opportunities to attract candidates regardless of gender. "We’ve been very blessed that once a candidate learns more about our company culture and the growth opportunities, the conversation is less about blue-collar barriers and more about the rewarding career opportunities that are ahead of them."

At Team Engine, we believe that when women are empowered to succeed in the construction industry, everyone benefits.

If you're looking for more inspiration, check out this blog where we profile some of the amazing women in construction leading the charge in blue-collar industries, or read this article from Linda Ratner exploring two sure-fire ways to recruit a winning team.

And when you're ready to recruit more women in construction, Team Engine can make it easier! With our hiring automation software, you can identify highly qualified candidates who match your job requirements and get the right people in the door faster. Try it risk-free today!

_{This article was originally published on March 4, 2023. It was last updated on March 6, 2025.}