Women in construction: Supporting women in the trades

The number of women working in construction has steadily increased in recent years, making it clear they’re an important part of the industry’s future. Yet many still face barriers to securing work, gaining job-site experience, and advancing their careers.

For contractors, understanding how to support women in construction is an important workforce issue. This guide explains how construction contractors can improve their recruiting practices and bolster workplace support while creating a better employee experience that drives more women to join and stay in the profession.

Women in construction statistics: What percentage of construction workers are female?

According to the Bureau of Labor Statistics (BLS), women make up 11.3% of construction employees. While women are clearly still a minority in the industry, analysis by Fixr shows steady growth, with the share of female employees rising by more than 45% over the last decade. 

According to Fixr’s report, female representation varies significantly across different construction subsectors. For instance, 37% of women in construction hold management positions. And the Institute for Women’s Policy Research (IWPR) indicates that women only account for 4.3% of tradesworker jobs like carpentry, electrical work, and masonry. 

The gap between women in office and field positions highlights a hiring opportunity for contractors. According to Associated Builders and Contractors (ABC) reporting, U.S. construction companies must fill roughly 349,000 new positions in 2026 to keep pace with demand. Women represent a massive, underused talent pool that can help contractors bridge the labor gap at every level.

Why are more women choosing construction careers?

Here’s a rundown of the top reasons women choose a career in construction.

Competitive pay and a smaller pay gap than other industries

Pay equity is the principle of receiving equal pay for equal work, regardless of gender, race, or any other protected status. As well as offering competitive pay, according to a WifiTalents report, the construction industry has almost closed the gender pay gap, with 95.5% pay equity. This is much closer than the global 17% gap as reported by Equal Pay Today. Since wages are often tied to job classification, women receive compensation based on their technical certifications and field experience rather than subjective negotiations. 

Job security and long-term career growth opportunities

Constant demand for infrastructure, housing, and commercial projects keeps work relatively steady. And progression from entry-level roles to supervisory or management positions is common.

Diverse career paths across trade, management, and office roles

Women can take on a wide range of functions in the industry, including but not limited to:

• Field and craft work
• Project management
• Safety and compliance
• Scheduling and planning
• Procurement and supply chain
• Finance and accounting
• Human resources
• Equipment operations and management
• Estimating 
• Business development and sales
• Legal and contracts 
• Design and engineering 

This diversity means women can find a niche that aligns with their personal interests and strengths.

Entry-level opportunities, apprenticeships, and faster entry to paid work

Construction companies offer several jobs geared toward entry-level employees, so women looking for a career change or an entry into the workforce may consider construction. The industry also offers a wide variety of apprenticeship and vocational training programs. 

These schemes can be an attractive option for women who want to avoid paying for a costly degree. Women can earn while they learn and access a direct pipeline into steady roles.

Barriers women construction workers still face on jobsites

Despite higher levels of female representation in recent years, several issues still push women away from construction. To build a stronger team, contractors must understand both what attracts women to the industry and what creates friction once they arrive. 

Here are a few of the most important factors to consider.

Harassment, discrimination, and unfair treatment

Many women worry about being treated unfairly in the workplace. According to a CBS News report, 40% of women say they’ve experienced sexual harassment at work, and that the issue is as common today as five years ago.

Isolation and skepticism on male-dominated jobsites

Being the only woman or one of just a few working on a site can lead to feelings of isolation. According to McKinsey’s Women in the Workplace report, female employees often feel like they have to work twice as hard to prove their competence or gain the respect of their peers. Skepticism from coworkers can also lead to a lack of mentorship and fewer opportunities for on-the-job learning, with the report finding that only half of companies prioritize female career advancement.

Childcare, pregnancy accommodations, and work-life balance challenges

Work-life balance challenges can make it harder for women to stay in the field. According to research body Catalyst, 42% of women who voluntarily left their jobs in 2025 cited caregiving responsibilities, including the cost of childcare. Protections under the Pregnant Workers Fairness Act (PWFA) legally require steps to make the workplace safe for pregnant women. 

Safety gear and PPE that aren’t designed for women

Safety is a primary concern on construction jobs, yet protective equipment is often still built for male proportions. Size disproportions with fall protection harnesses, gloves, and helmets can be a significant safety hazard. Companies that don’t factor in women’s well-being discourage them from staying on-site and risk them getting seriously hurt.

How to build your team with women

The construction industry is facing a major labor shortage. Associated Builders and Contractors estimates that contractors will need an estimated 350,000 additional employees in 2026. Creating space for women in construction means businesses have access to a much larger talent pool. More than that, diversity improves bottom lines. According to McKinsey, “Companies with representation of women exceeding 30 percent (and thus in the top quartile) are significantly more likely to financially outperform those with 30 percent or fewer.”

Contractors looking to attract and retain more female employees should keep the following things in mind:

• Expand outreach to local schools and vocational programs: Contractors should reach out to trade schools and community colleges and speak specifically to female students about trade careers. Early exposure helps challenge stereotypes like the construction industry is only for men, is only focused on physical labor, or offers limited long-term career growth opportunities.
• Partner with organizations that support tradeswomen: Groups like the National Association of Women in Construction (NAWIC) or Awesome Women in Construction (AWIC) are great recruitment resources. Partnerships with such entities can provide access to a dedicated talent pool and show a commitment to women in the community.
• Use scholarships and targeted apprenticeship programs: By offering financial support through scholarships for certification or apprenticeships, contractors can make the transition into construction more accessible. 
• Empower women in the current workforce as company advocates: When prospective female hires view women leading teams or operating heavy machinery on construction sites, they’re more likely to see themselves in those roles and apply for open positions. 

How contractors can retain and support women

In an industry where replacing a single worker can cost between 50% and 200% of their annual salary, contractors should also focus on retaining their female staff. 

Here are a few practical ways to overcome workplace issues and make environments gender inclusive:

• Anti-harassment policies: By offering anti-harassment training, trusted reporting options, and visible follow-through when issues arise, contractors tell women they value and protect their safety and well-being.
• Mentorship programs: To reduce isolation, contractors can support learning through mentorship programs. This also builds confidence and helps women see a more secure future in the industry. 
• Flexible scheduling: Contractors can’t always change projects to accommodate employees’ calendars. They can, however, offer flexibility around shift planning, leave practices, and accommodation processes.
• Jobsites properly equipped for women: The Occupational Safety and Health Administration requires employers to provide PPE that properly fits each worker and maintain clean, female-only sanitary facilities.

Build a better employee experience for every worker with Miter.

By thinking hard about policies and day-to-day practices, contractors can create a supportive environment and a better employee experience for women. Similarly, encouraging new starters and ensuring people feel supported once they start working will lead to a workforce of positive, engaged employees.

Miter helps contractors target every part of the employee journey in one platform. With support for recruiting and onboarding, workforce management, and daily operations, Miter helps teams stay organized while supporting contractors in building a better employee experience.