Women in Construction

August 10, 2016
A man and a woman are looking at a piece of paper on a construction site.

Evolving in a number of positive ways over the last few years, the construction workforce has actively embraced both technology and diversity. It is therefore surprising that the industry is still one of the most male-dominated industries in the world. With more than ten million registered construction workers in the US alone, just over 10 percent are female. These figures are further skewed when looking at the percentage of women involved in all construction trades, with a meagre 3.4% of the workforce being women. This means that just over 1 in 20 women are employed in the construction sector.


Why So Few Women are in Construction


Offering plenty of opportunities and Construction Jobs Entry Level, a career in construction should be more balanced in its approach to gender based employment. There is however, a long way to go in order to balance the male to female ratio within the industry. It is, of course, easy to blame a lack of education or universities for not encouraging women to enter into construction but the truth is recruitment bias is probably the leading cause of the female shortage in construction. Company culture and proactive conversation needs to be had by professional HR recruiters in order for women to be advocated and seen as frontline employees. It is these talent acquisition specialists who are paving the way for women to enter into the market and create a sustainable career within the sector.


The role in talent acquisition companies far exceeds temporarily plugging the gap in a market place. Targeted HR acknowledges that change requires a comprehensive commitment, not only from the employee but from all facets of society in order to ensure that employment is sustainable and encourages female growth within the industry. Supporting gender equality includes diversity inclusion but also requires retention of the female workforce within the construction sector. Simply supplying Construction Jobs For Women is not enough. The introduction of diversity is important for most industries, however, some studies have shown that gender diverse companies outperform their competitors by 46% with bottom line cash flow returns being no less than 10% higher when women make up half of their senior management team.


Gender Pay Gap



Critical to Construction Jobs Titles is the gender pay gap issue. The US may have narrowed this significantly over the last few years, but these statistics are once again incredibly biased when women of color are taken into account. On average, the pay gap is a whopping 53.3% of what their male counterparts earn. Talent acquisition companies have shown themselves to be incredibly useful, not only when diligently negotiating to close the gender pay gap but in addressing equal pay rights and policies across all races, ages and education levels. It is this commitment that has seen Targeted HR leveling the playing field across all demographics while encouraging diverse talent recruitment into companies and as a whole, benefiting the industry.


The ways in which HR companies can support and encourage change within the industry is complex. There is no hard and fast rule or formula to success, however with an experienced talent acquisition company supporting female candidates and their right to earn within the industry change is bound to happen. It’s exactly this commitment to bettering company cultures that has made Targeted HR the preferred provider of positions available in construction for women. Laying the groundwork and providing the stepping stones needed to support and bring to the fore women’s voices within the industry is a passion of the company and their team.


Newer Post >

From Hard Hats to Career Paths: Why Construction Companies Must Invest in Employee Retention

By Christian Hicks • February 12, 2025
Employee turnover in the construction industry is staggering. According to the U.S. Bureau of Labor Statistics , the annual turnover rate in construction hovers around 57% —one of the highest across all industries. If a company were a bar, it would be giving away free drinks for the number of people walking out the door. So why do workers leave? Better pay elsewhere (sometimes, but not always) Unclear career paths ("Is there a promotion after foreman, or do I just get a better parking spot?") Lack of training and development Burnout and safety concerns Retention Strategies That Work Build Career Ladders, Not Just Ladders Most workers don’t want to stay in the same role forever. Companies that map out clear career progression—apprentice → journeyman → foreman → superintendent → project manager—see far less turnover. Invest in Training and Upskilling A 2023 Associated Builders and Contractors report found that for every $1 invested in training, companies saw a $3 return in productivity and retention. Give workers opportunities to grow, and they’ll stay loyal. Create a Culture of Safety and Well-being Unsafe workplaces lead to high turnover. According to the National Safety Council , the cost of work-related injuries in construction exceeds $11.5 billion per year . A strong safety culture doesn’t just save lives—it saves businesses.  Retaining employees takes more than hard hats and lunch breaks. Targeted HR Consulting can help you develop career pathing programs, training strategies, and retention plans that keep your best workers on site. Contact us today!

Mental Health in Construction: Breaking the Stigma and Building Support Systems

By Christian Hicks • February 12, 2025
Construction is tough. It’s physically demanding, high-pressure, and often dangerous. But while hard hats and steel-toed boots protect workers from physical hazards, there’s little protection against mental health struggles. The numbers don’t lie: The construction industry has the highest suicide rate of any profession. The CDC reports that construction workers are four times more likely to die by suicide than the general population. Workplace stress is rampant. A 2023 study by the Construction Industry Alliance for Suicide Prevention (CIASP) found that 83% of construction workers experience stress that affects their work and well-being. Substance abuse is a crisis. According to the National Safety Council , 15% of construction workers struggle with substance use disorders, double the national average. So why is mental health still a taboo topic on most job sites? Breaking the Stigma There’s an old-school mentality in construction that says: “Tough it out. Suck it up. Get back to work.” But this culture is costing lives. Many workers fear that admitting mental health struggles will make them look weak or jeopardize their jobs. Steps Construction Companies Can Take Make Mental Health a Leadership Priority Mental health initiatives can’t just be an afterthought. When leadership openly discusses well-being, employees feel safer seeking help. Provide Anonymous Resources Many workers don’t want to talk about their struggles face-to-face. Offering confidential Employee Assistance Programs (EAPs) can provide critical support without fear of judgment. Train Managers to Spot Warning Signs Supervisors should be trained to recognize signs of distress—like withdrawal, mood swings, or increased absenteeism—and know how to offer support. Create Peer Support Networks Some of the most effective mental health programs come from within. Peer-to-peer mentoring, where workers support each other, has been shown to increase engagement and reduce stigma. Rethink Time-Off Policies Many construction workers avoid taking time off for mental health because they fear losing wages. Flexible leave policies and wellness days can make a difference. Real-World Success Stories Some companies are leading the charge in tackling mental health in construction: Turner Construction launched a company-wide initiative to make mental health part of safety meetings. Skanska implemented a 24/7 mental health helpline for employees and their families. Sundt Construction created a "buddy system" to ensure workers always have someone to talk to.  Mental health is just as important as physical safety. If you want to build a culture where workers thrive, Targeted HR Consulting can help you integrate mental health resources into your HR strategy. Contact us today to start making mental well-being a priority in your company.