By Patrick Hogan, handle.com

More and more women are joining the construction industry and making an impact. Many construction companies see the value of increased hiring and retention of women in the workforce. For a good reason: bringing in people of different experiences and backgrounds always results in a more innovative, creative, and flexible work environment. 

In construction, where time-tested processes can sometimes turn into “this will do’s,” fresh perspectives are surely welcome. This is why construction businesses need to support women entering the field and recognize that there will be some adjustments that need to be made, as it is a fact that construction has historically been male-dominated. In 2022, NAWIC reported that the construction workforce in the United States was only 10.9% women. 

There’s still a long way to go in encouraging more women to enter the field, and ensuring that those who have made the leap are supported and welcomed is critical in inviting more women to consider careers in construction. 

Here are some strategies you can implement to support women newcomers in the industry.

Proactively promote a comfortable and welcoming work environment for all

Promoting inclusivity is not about special treatment. It’s about ensuring everyone feels comfortable and supported to contribute their best to the company. The current workforce must be trained and educated about the benefits of creating a workplace culture that actively prevents discrimination and bias.

An integral part of getting the buy-in of a workforce who could be unsure about changes in the work culture is fostering a sense of community among current employees and newcomers. This is vital in improving the working relationship among all employees. Opportunities for socialization and team-building will help newcomers and the existing workforce feel better connected and acquainted, positively contributing to creating a supportive and respectful work environment. 

On the policy level, companies must implement official anti-discrimination and anti-harassment policies to avoid untoward incidents proactively. Waiting for something to happen before creating ground rules can make a lasting negative impact on the work culture and must be avoided. 

Implement shadowing and mentorship programs

With the help of your current employees, you can better support women newcomers through mentorship and shadowing programs that will help them get up to speed with the skills needed to best perform their jobs and form better bonds with your current employees. Experienced employees are the best candidates for mentors of new hires because they can help newcomers learn the ropes of the company and the industry at large. They are also best positioned to facilitate interactions between new hires and existing employees. 

An experienced mentor within the organization will significantly boost the confidence of women new to the industry. Experienced mentors are also in the best position to give newcomers an overview of the type of work and career trajectories available in the construction industry, including the different career opportunities and tracks that may not be common knowledge. Enlisting the help of company veterans who understand the value of inclusivity can also help ease any friction that could arise from workplace changes, as they can be critical champions of diversity in the workplace. 

Ensure proper safety equipment 

Having adequate and properly-fitting safety equipment is crucial in ensuring workplace safety, especially in construction, where work hazards are common. Some women in trades have reported challenges finding equipment and clothing that enable safe and efficient job performance. Companies must ensure access to these resources, both for the safety and comfort of the newcomers and to continuously promote a culture of safety. Safety issues are, unfortunately, still one of the sore points for the industry, and ensuring that women in construction have access to proper PPE is an essential component of efforts toward improving workplace safety on job sites and other construction project settings.

Similarly, ensuring that women receive the same level of training as their male counterparts is critical. This involves training in the use of tools and ensuring that the tools available are adapted in case ergonomic discrepancies need to be addressed, like offering tools in various sizes. 

Final thoughts

Women joining the construction industry is a positive change that employers must continuously cultivate. These are just some strategies you can implement within your construction business to ensure that you contribute to the efforts to encourage more and more women to join the industry. Workplaces composed of professionals from different experiences and backgrounds result in a pool of employees with varied talents and perspectives–ultimately helping companies better meet the demands and needs of discerning customers and stakeholders. 

About the Author:

Patrick Hogan is the CEO of Handle.com, where they build software that helps contractors and material suppliers with lien management and payment compliance. The biggest names in construction use Handle on a daily basis to save time and money while improving efficiency.