4 Actionable Ways to Empower Women in Construction

Despite modest gains over the years, women still represent only 11.2% of the construction workforce. Addressing this gender inequity—a key step in closing the growing construction skills gap—certainly remains a challenge. However, we now have a deeper understanding of the systemic barriers women face and the initiatives that can drive meaningful change.

A recent survey from the National Center for Construction Education and Research (NCCER) identified four critical drivers of turnover for women in construction:

Poor leadership support
Lack of career advancement
Lack of recognition
Lack of mentorship or sponsorship

As a women-led skilled trades staffing firm, we've seen firsthand how tackling these barriers improves women’s retention and strengthens entire organizations. We’ve identified four strategies industry leaders can implement to attract, engage, and empower women in construction today.

1. Shifting Toward Transformational Leadership

The NCCER survey found construction organizations tend to take a transactional leadership approach, rewarding employees strictly based on the accomplishment of clearcut objectives. In this environment, employees are pushed to meet critical goals like output targets. However, construction employees aren't often rewarded for other key contributions to project success like collaboration, adaptability, and long-term vision—three areas where women tend to thrive.

Supporting gender equity demands a shift away from traditional command-and-control structures for construction teams. Transformational leadership—which focuses on uplifting workers and fostering innovation—is an inclusive culture of trust.

So, how can you implement transformational leadership? Find ways to motivate your workers with a shared vision, including:

Recognition Beyond Metrics – Redefine success by acknowledging teamwork, problem-solving, innovation, and other hard-to-measure contributions that drive your vision forward.
Encourage Diverse Perspectives – Foster a culture in which employees are encouraged to contribute their opinions, whether through surveys or open dialogue. Actively listen to diverse employees and value their feedback in the decision-making process.
Drive Cross-Functional Collaboration – Break down silos by encouraging collaboration across trades and skill levels, giving women more opportunities to voice their opinions and practice leadership skills.

2. Creating Career Pathways

According to the NCCER survey, 87% of women in construction seek professional advancement opportunities, yet only 47% agree leadership programs address their unique needs.

Ambiguous promotion criteria often leave women without clear direction or support to reach the next level. On the other hand, clear career paths encourage all employees to grow and stay with your organization in a time when retirement is rapidly contracting the senior-level construction workforce.

Develop and communicate well-defined advancement tracks—including the skills needed for each level, required certifications, and expected timelines. Making these pathways apparent breaks down the perception that progression depends on "who you know" rather than competence and dedication.

Leaders can further support women in the construction industry by equipping them with resources like:

Skill-Building Workshops – These offer access to technical training, project management courses, and leadership opportunities to prepare employees for the next level in their career track.
Women’s Employee Resource Groups (ERGs) – A dedicated, employee-led group for women that provides networking opportunities, peer support, and a platform to voice concerns and solutions.
Flexible Learning Opportunities – Provides continuous learning and certification assistance available on a flexible basis, which increases accessibility for women juggling work and family responsibilities.

3. Creating Formal Recognition Programs

Whereas a lack of recognition deters women from the construction field, the NCCER survey reports quality recognition and support are leading drivers of retention for women. We already mentioned the importance of recognition beyond metrics—but formal programs that reward untraditional measurements of success can further bolster satisfaction and engagement. Consider:

Establishing quarterly, biannual, or annual awards for employees who best align with your core values.
Developing a gamified incentive program, in which employees can gain points—tradeable for gift cards and other rewards—for getting recognition from peers and managers.
Highlighting success stories in company communications and industry events, with equitable representation for women.

4. Embedding Sponsorship into Company Culture

The NCCER survey notes that 63% of construction companies have mentorship programs, yet only 37% of women have participated in one. This uncovers a critical gap: Guidance is beneficial for helping women (like any employee) meet criteria for advancement—but gaining equitable opportunities requires advocacy.

More than mentorship, women in construction need sponsorship from higher-ups in the organization. When managers and executives take an active role in recommending women for bigger projects and advanced roles, their career progression accelerates and the visibility of their expertise grows. This is essential to the long-term success of women in construction—and your leadership pipeline overall.

The Future of Women in Construction

The history of women in construction is characterized by people breaking barriers and glass ceilings. However, the Skinner team envisions a future in which women in skilled trades aren't exceptional stories, but rather integral members of a diverse, dynamic workforce.

The path to this future requires intentional action today. An industry-wide commitment to changing outdated cultures and practices that have historically limited women's participation and advancement is key.

At Skinner, we’re proud to support women in construction by connecting them to countless job opportunities across North Texas. We’re dedicated to supporting their skillsets and potential with continuous learning support, up-to-date safety training, and placements that align with their goals.