Women in Construction: 2026 Stats and Trends

The construction industry has a labor problem. There are more than 500,000 open jobs. Backlogs keep growing. Retirements keep coming. And most contractors are fishing from the same small pond.

Meanwhile, women make up about 11% of the construction workforce. That’s the highest it’s ever been, according to the Bureau of Labor Statistics. But it still means nearly 9 out of 10 construction workers are men.

That’s not a political statement. It’s a math problem.

If your company is struggling to hire, and you’re ignoring half the population, you’re making the shortage worse for yourself. Women in construction are one of the biggest opportunities the industry has right now.

Let’s look at the actual numbers, the real barriers, and what smart contractors are doing differently.

Where Things Stand for Women in Construction

The Bureau of Labor Statistics reported that women held about 11% of construction jobs in 2025. That’s up from around 9.9% in 2020. The growth is real, but it’s slow.

Here’s how it breaks down:

• Total construction workforce: About 8.2 million workers
• Women in construction: Roughly 900,000
• Women in construction management roles: About 8% of all project managers and superintendents
• Women in skilled trades: Around 4% of field roles like carpentry, plumbing, and electrical

Most women in construction work on the office and management side. Estimating, project coordination, accounting, HR. Fewer work in the field, though that number is growing too.

The National Association of Women in Construction (NAWIC) reports that interest from women in trade programs jumped by over 30% between 2020 and 2025. More women are entering apprenticeships than ever before.

Compare construction to other traditionally male industries. Women make up about 27% of the manufacturing workforce and 25% of transportation. Construction is behind, which also means it has the most room to grow.

The Business Case: Why This Matters to Your Bottom Line

Let’s skip the corporate talking points. Here’s why this matters to you as a contractor.

There’s a labor shortage, and it’s not getting better. Associated Builders and Contractors (ABC) estimates the industry needs to attract 501,000 additional workers on top of normal hiring just to meet demand. That number climbs every year as baby boomers retire.

If you’re only recruiting from the traditional talent pool, you’re competing with every other contractor for the same shrinking group of workers. That drives up wages, slows your projects, and limits how much work you can take on.

Diverse teams perform better. This isn’t opinion. McKinsey’s research shows companies in the top quartile for gender diversity are 25% more likely to outperform their peers on profitability. Boston Consulting Group found that diverse management teams generate 19% more revenue from new products and services.

Women bring different problem-solving approaches. Multiple studies show that mixed-gender teams catch more errors, communicate more clearly, and have lower accident rates. OSHA data suggests that crews with women tend to follow safety protocols more consistently.

Your customers are changing. More homeowners making renovation and building decisions are women. Having women on your team who can connect with those clients is a straight-up competitive advantage.

This isn’t charity. It’s strategy. You need workers, women want to work, and the data says your company will perform better when you bring them on.

The Barriers Women Face in Construction

If hiring women is such an obvious move, why is the number still so low? Because real barriers exist, and pretending they don’t won’t help.

Workplace Culture

This is the big one. Many women who leave construction don’t leave because of the physical work. They leave because of the culture.

A 2024 survey by the Institute for Women’s Policy Research found that 58% of women in construction reported experiencing harassment or discrimination on the job. That’s not a small number.

The “boys’ club” reputation keeps women from applying in the first place. And when women do join a crew, feeling unwelcome pushes them out fast. Turnover for women in construction is roughly 40% higher than for men.

If you want to keep the women you hire, culture is the first thing to fix. Not with posters or training videos. With actual accountability from leadership.

PPE and Equipment

This sounds small, but it’s a daily frustration. Most personal protective equipment is designed for average male bodies. Gloves that are too big. Harnesses that don’t fit right. Safety vests sized for broader shoulders.

Ill-fitting PPE isn’t just uncomfortable. It’s a safety hazard. A hard hat that slides around or gloves that bunch up create real risk on a job site.

Companies like Caterpillar, SeeHerWork, and Xena Workwear now make PPE specifically designed for women. Stocking it costs a little more. Not stocking it costs you good workers.

Lack of Mentorship and Role Models

It’s hard to picture yourself in a career when you don’t see anyone who looks like you doing it. Young women in high school and college rarely hear about construction as a career option. Guidance counselors push them toward other fields.

Once on the job, many women report having no mentor or sponsor to help them advance. Men naturally find mentors who share their background. Women often have to figure things out alone.

Access to Training and Apprenticeships

Some apprenticeship programs have gotten better at recruiting women. Others haven’t changed their approach in decades. The Department of Labor reports that women make up only about 7% of registered apprentices in construction trades.

That’s a pipeline problem. If fewer women enter training, fewer women enter the workforce. Breaking this cycle takes active effort from both training programs and contractors who sponsor apprentices.

Physical Demands (and Misconceptions)

Yes, construction is physical. But most modern construction relies on equipment, technique, and teamwork more than brute strength. A 130-pound worker who knows how to operate a mini excavator is more productive than a 220-pound worker who doesn’t.

The misconception that women “can’t handle” the physical work is one of the most persistent barriers. And it keeps qualified, capable women from even considering the trade.

What’s Actually Changing

The good news: things are moving in the right direction. Here’s what’s driving the shift.

Government and Industry Investment

The Infrastructure Investment and Jobs Act (2021) included provisions encouraging the hiring of women and minorities on federally funded projects. Several states now have workforce diversity requirements built into public project contracts.

OSHA has expanded its resources for women in construction, including safety training materials designed specifically for female workers.

Trade Schools and Apprenticeships Are Recruiting Women

Programs like Oregon Tradeswomen, Inc., Nontraditional Employment for Women (NEW) in New York, and Chicago Women in Trades are producing hundreds of skilled female tradespeople every year. These programs combine technical training with mentorship and job placement.

NAWIC chapters across the country run scholarship programs, networking events, and job fairs specifically for women.

Companies Are Getting Smarter About Recruiting

More contractors are rewriting job descriptions to remove unnecessarily gendered language. “Journeyman” becomes “journey-level.” Job posts focus on skills and certifications rather than years of experience, which tends to discourage women from applying even when they’re qualified.

Companies like Mortenson, Turner Construction, and Hensel Phelps have formal programs to recruit, retain, and promote women. They track their numbers. They set goals. And they’re seeing results.

Technology Is Leveling the Playing Field

Modern construction relies more on technology than ever. Project management software, drones, GPS-guided equipment, BIM modeling. These tools don’t care about your gender. They care about your skill level.

The more the industry adopts technology, the more it opens doors for anyone with the right training, regardless of physical size or strength.

How to Make Your Company More Inclusive (Practical Steps)

You don’t need a corporate diversity department. You need common sense and follow-through. Here’s what works.

1. Fix Your Job Postings

Read your job ads out loud. Do they sound like they’re written for one specific type of person? Tools like Textio and Gender Decoder can flag biased language you might not notice.

Use terms like “construction professional” instead of “craftsman.” List required certifications, not vague requirements like “must be tough.”

2. Stock Proper PPE

Order PPE that actually fits women. Hard hats, gloves, vests, harnesses, boots. This is a small line item that sends a big message: you belong here.

3. Create a Real Anti-Harassment Policy

Not a binder on a shelf. A policy that’s communicated to every employee, enforced by supervisors, and backed by leadership. When someone reports a problem, act on it. Every time.

4. Build a Mentorship Program

Pair new hires with experienced workers. It doesn’t have to be formal. Even assigning a buddy for the first 90 days makes a huge difference in retention. Check out our complete guide to construction onboarding for more on this.

5. Partner with Training Programs

Reach out to local trade schools, community colleges, and organizations like NAWIC. Sponsor an apprentice. Show up at career fairs. If you want women to apply, you have to be where they are.

6. Track Your Numbers

You can’t improve what you don’t measure. Track how many women apply, get hired, stay past 90 days, and get promoted. If you see drop-off at any stage, dig into why.

7. Offer Flexibility Where You Can

Construction schedules are demanding. But small accommodations, like consistent shift times, adequate bathroom facilities on job sites, and parental leave policies, make a big difference. These things help retain all workers, not just women.

For more strategies on keeping your best people, read our construction employee retention guide.

Organizations and Resources for Women in Construction

Here are some of the most useful organizations working to support women in construction:

• NAWIC (National Association of Women in Construction): The largest and oldest organization for women in the industry. Chapters in every state. Offers networking, education, and advocacy. nawic.org
• Tradeswomen Inc.: Bay Area organization providing pre-apprenticeship training and job placement for women. tradeswomen.org
• OSHA Women in Construction: Free safety resources and training materials designed for women construction workers. osha.gov/women-in-construction
• Women Build Nations Conference: Annual conference bringing together tradeswomen from across North America.
• WIC (Women in Construction) Week: NAWIC’s annual awareness campaign held the first week of March.
• Nontraditional Employment for Women (NEW): New York-based program helping women enter skilled trades. new-nyc.org
• Local Apprenticeship Programs: Contact your state’s Department of Labor for a list of registered apprenticeship programs actively recruiting women.

If you’re looking for more on finding and keeping great workers in a tight market, check out our guide on hiring and retaining construction workers in 2026.

How Better Tools Help You Build a Better Team

Hiring women, or anyone, is only half the battle. You need to keep them. And a big piece of retention is giving your team the tools to do their jobs well.

Disorganized scheduling, poor communication, and chaotic project management burn out good workers fast. When people feel like they’re wasting time on things that should be simple, they leave.

That’s where construction scheduling software makes a real difference. Clear schedules, assigned tasks, and easy communication help every team member feel organized and informed from day one.

Projul is built for contractors who want to run a tight, professional operation. It handles scheduling, estimating, project tracking, and client communication in one place.

Projul pricing (billed annually):

• Core: $4,788/year ($4,788/yr) for smaller teams getting started
• Core+: $7,188/year ($7,188/yr) for growing companies that need more features
• Pro: $14,388/year ($14,388/yr) for larger operations that want everything

See all the details on our pricing page.

The Bottom Line

Women in construction are not a trend or a talking point. They’re workers, project managers, business owners, and skilled tradespeople who are helping solve one of the industry’s biggest problems.

The labor shortage isn’t going away. Retirements aren’t slowing down. The contractors who figure out how to recruit and keep women on their teams will have a real advantage over those who don’t.

It doesn’t take a massive budget or a fancy program. It takes honest self-assessment, a few practical changes, and the willingness to see talent wherever it exists.

Start with one step. Fix your job postings. Order the right PPE. Call your local NAWIC chapter. Small moves add up.

And if you want to make sure your operation is ready to onboard and retain great workers of any background, give Projul a look.