Women are making tremendous progress in industries traditionally dominated by men. But what measures are in place to bring more women into these trades?
In 2021, the Institute for Women’s Policy Research released A Future Worth Building report, which surveyed more than 2,600 women and nonbinary craft workers. The survey revealed tangible challenges that these groups commonly face in construction: a lack of respect and advancement opportunities, discrimination, and harassment. These are not small obstacles.
However, colossal change can happen when construction industry decision-makers lead by example. There are numerous examples of women finding ways to overcome these obstacles and attract other women to the trades, including making sure that PPE standards accommodate the female body. With support from organizations, it will help fuel and foster a joint mission for genuine change and equity in the industry.
Building inclusivity with women-centered policies
The findings from “A Future Worth Building” are already being used to drive inclusive policies and provide solutions such as member-driven initiatives, leadership conferences, maternity benefits, childcare networks, and mentorships. In so many ways, this data is actively helping to improve the retention of women across the construction industry.
Caryn Halifax, President of the International Masonry Institute, has seen firsthand the rewards of implementing more of these solutions.
“When we launched our maternity benefit we really wanted to make it simple so that women who are pregnant or who have had children know how much money they’re going to get in support so that they can make decisions about their families and what works best for them,” explained Halifax.
However, childcare challenges aren’t exclusive to maternity.
“The support that we need to offer doesn’t end with childbirth. So we’ve also negotiated a childcare discount with Kindercare. It’s not a perfect solution in the construction trades because of the varying work hours, but it is a start,” said Halifax.
Angie Simon, CEO of Western Allied Mechanical, pointed out that in San Francisco, women attending the Women’s Construction Industry Conference pooled together to create a daycare network starting at 6 a.m. so that more women could attend the conference.
Additionally, initiatives such as pre-apprenticeships and mentoring programs can help empower young women who are considering entering the trades.
Simon pointed to the success of the Heavy Metal Summer Experience, which provides an opportunity for kids to learn about the construction industry and get hands-on experience through practical projects in underserved neighborhoods. The program has grown significantly since its inception just two years ago — from 28 kids in two locations (Kent, Washington and Menlo Park, California) to an estimated 425 participants across 30 locations in the U.S. and Canada in Summer 2023.
The career exploration camp includes concrete subcontractors, HVAC, mechanical, plumbing, piping, and sheet metal. General and specialty contractors can tailor the program to their needs and provide tool bags and boots for the kids, and get access to a “playbook” of liability forms to make it easier for kids to participate.
PPE and job site safety: In search of a better fit
A critical survey finding was that Personal Protective Equipment (PPE) designed for women and non-binary folks is an often-overlooked area of inequality. Addressing this issue can help companies create an environment where women feel safe and accepted––and not like an afterthought.
Equipment equality can be crucial in raising those all-important retention rates among female workers. Laura Biggerstaff, CEO of Iron Elk Safety, said she is actively seeking funding to acquire PPE gear and uniforms for female trade apprentices. This gear helps support women apprentices in their first year on the job and helps ensure they’re able to stay on.
Surprisingly, PPE is a concept that some safety managers hadn’t thought much about before recent years.
Even though they issued “the jackets, the vest, the helmets, the goggles, whatever is needed … they really haven’t had to think too much about it before,” said Biggerstaff. “Their kind of mindset was, here, this will protect you.”
Now, as more women are entering this industry, they’ve really got to think about the fact that one size does not fit all.
“We’re different. Our hands are smaller, our shoulders are more narrow, our bottoms are shaped differently. We need different PPE. And the fact that there has not been a lot of opportunity for that in the past has been a problem,” added Biggerstaff.
Craft workers, in particular, have found PPE a unique challenge as they might switch between 10 different contractors in a year. Moreover, some women don’t or can’t use the protective gear they need because it doesn’t fit them properly. For example, gloves for bricklayers may be too large and fall off constantly, creating a hazard. Well-fitting gloves might seem like a “small problem,” but they can be the difference between a safe, productive employee and an injured, frustrated one. This problem also goes beyond women and applies to all members of underserved communities in the construction industry.
Luckily, the Directorate of Construction at OSHA is taking steps to rectify this problem by introducing regulations that mandate PPE to fit the individual employee. When women are safer at work, it leads to a better working environment for everyone.
Developing and retaining talent
One of the top priorities when trying to boost company diversity is providing resources and education that empower the next generation of leaders. Organizations need to focus on not just seeing numbers grow but fostering sustainable growth that respects the humanity of everyone involved.
Currently, 5% of trades and 14% of construction workers are women, this number is up from 4% and 9%, respectively. As we progress in this industry, it’s more crucial than ever to double down on teaching the next generation, both men and women, how to be leaders.
From luncheons and mentorship programs to career pathing and internships, organizations are taking initiatives to provide valuable resources to high schoolers and young adults alike, providing them with real-world training and education resources so they’ll be motivated to stay in the industry. Most of all, it’s time to get the word out that today’s trades aren’t the trades of 50 years ago.
“We have a great opportunity right now to start telling again the story of our industry … where innovation is so important,” said Simon. “If the parents and the kids only knew about all the innovation that’s involved in our industry … It’s a really cool industry. There’s so many opportunities out there.” And those opportunities are for everyone.
Today, construction management is so much more than project control. While you’re putting in the supports and windows, you can also open doors for women and non-binary industry members in a way that so many others cannot. Without those doors, our enduring industry will miss out on untapped talent, innovation, and progress. Don’t miss out, get involved, and you can help build lasting impacts on people’s lives and the industry as a whole.
In Procore’s Foundations for Progress webinar “The Data on Diversity and Women in Construction,” learn about the progress that’s been made, current challenges, and how to retain a diverse workforce. Register here.
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