Why Women in Construction Matter: Closing the Gender Gap in A Changing Industry

Summary: Women now make up 25% of the construction workforce, but gaps remain—especially in leadership and engineering roles. Benefits like parental leave and flexible working vary widely across subsectors, which impacts the ability to attract and retain female talent. Digital tools and workplace policies can help close the gender gap, strengthen recruitment, and ensure construction’s future workforce is both skilled and diverse.

Why this matters

The construction industry is at a turning point. With half a million jobs unfilled and demand for housing at record highs, tapping into underrepresented groups like women isn’t just about fairness—it’s about survival. Think of it like trying to build a skyscraper with only half the scaffolding: without more inclusive recruitment and benefits, the industry won’t reach its full height.

Traditionally a male-dominated landscape, the construction industry is facing a significant transformation as workforces become increasingly diverse. Yet, new data reveals that most companies are falling short of offering comprehensive benefits that will help bridge the gender gap and appeal to a wider talent pool.

Across the U.S., industries are grappling with unprecedented labor market challenges as the evolving dynamics and priorities of a diverse workforce continue to reshape how companies attract and retain talent.

In construction, these challenges are further amplified as the rise of remote and hybrid work has shifted the home priorities for most American workers. This shift has contributed to a nationwide labor shortage of 500,000 construction workers as demand for new residential construction surges.

While female workers make up over half of the workforce in trades like culinary, medical, and cosmetology, in skilled trades such as plumbers, electricians, and mechanics, women account for only 4% of the total workforce - with female workers more often than not finding themselves in the industry by accident, rather than having an ambition for the career.

The negative career perceptions and lingering stereotypes have meant that the construction industry is failing to attract and retain more females in its workforce. Addressing these issues will be critical not only for closing labor gaps, but also for fostering a more resilient and innovative workforce for the future.

To gain a deeper understanding of gender dynamics in the construction industry, and identify practical solutions, ECI Software Solutions has analyzed LinkedIn data for companies with over 300 employees across 24 construction subsectors.

This analysis resulted in a pool of 464,100 workers, with companies then cross-referenced against their Glassdoor review ratings for key benefits like maternity and paternity leave and flexible working.

The Gender Dynamics report reveals key insights into the gender distribution across subsectors, the roles occupied by female employees, and the ratings for key benefits such as maternity/paternity leave and flexible working. Additionally, the data highlights how innovative solutions, such as residential construction management software, can help address labor shortages.

Monica Wheaton, Vice President of Customer Success in the Residential Construction Division, at ECI Software Solutions, said: “We are operating in a time where digital skills are increasingly vital for businesses to adapt and succeed. The construction industry stands at a crossroads where digital transformation is necessary, but negative perceptions and the critical skills gaps are constricting the labor force and the expertise needed.

“By pinpointing areas needing improvement, the construction industry can take a meaningful step forward, leveraging digital technology to create an inclusive and dynamic work environment that meets the diverse needs of its employees. In turn, this not only attracts and retains a wider talent pool but also opens the sector as a viable career path for future generations.”

What is the gender gap in construction?

The gender gap refers to the difference in representation and opportunities between men and women in construction jobs. While women dominate industries like healthcare and cosmetology, only 4% of skilled trades roles (plumbing, electrical, mechanics) are filled by women. Many women report entering construction “by accident” rather than by design—highlighting a pipeline problem.

How does digital transformation play a role?

Digital skills are becoming as important as physical ones. Software for project management, inventory, and remote tracking reduces the need for constant on-site work, opening doors for flexible arrangements. Imagine replacing stacks of blueprints with a tablet—less paper, fewer barriers, and more room for new types of workers to thrive.

Why does this matter for recruitment and retention?

• Parental Leave & Childcare: With childcare costs at record highs, inadequate leave policies push women away from construction.
• Flexible Work: Hybrid and remote opportunities are top priorities for workers—76% call flexibility the most valuable perk.
• Perceptions & Stereotypes: More than half of young women say they won’t consider construction because it feels “male-dominated.”

If construction wants to fill its labor shortages, it must confront these issues head-on.

What it means in practice

1. Attracting Talent: Educational outreach, mentorships, and campaigns can show young women the digital side of construction.
2. Inclusive Policies: Stronger parental leave, childcare support, and hybrid work options can prevent women from leaving the industry.
3. Leveraging Technology: Software solutions streamline processes, cut physical labor demands, and open career paths beyond manual work.

Within the dataset, women account for 25% of total employees, with over 115,970 employed across all subsectors. Notably, Infrastructure Construction had the highest proportion of female workers, with almost half of its total workforce female (46%). Of that proportion, over a third are involved in the operations, while 25% are in engineering roles.

Similarly, 40% of the workforce in Commercial Roofing, Glazing, and Cladding are female, primarily in operations roles (36%).

However, Industrial Construction and Fabrication had the lowest gender diversity, with women accounting for only 18% of its total workforce of 8,700. While there was a dominant presence in operations (49%), there was no female representation in project management or engineering roles.

Likewise, female workers made up 26% of the Construction and Engineering workforce, with 31% in operations roles, but only 5-7% involved in project management and engineering positions.

Overall, these statistics reveal the progress made in certain sub sectors towards gender diversity. But it also indicates the pressing need for further advancement to adequately close the gender gap and fulfill vacancies.

This comes after a study found less than a third of those aged 16-24 would consider a career in construction, while 57% of female respondents outright rejected the industry due to the perception it was male-dominated.

These findings underscore the need for concentrated efforts aimed at addressing negative perceptions and stereotypes which are actively deterring individuals from pursuing careers in construction. By ensuring that equal opportunities are being created, the construction industry can broaden the talent pool and advance to a stable, digital-first future.

Parental leave policies are significant for promoting gender diversity within a workforce. However, the data reveals a mixed landscape, with an average rating of “3.9” for Maternity/Paternity leave.

This indicates that on a whole, employees are “satisfied”, with some subsectors boasting “extremely satisfied” ratings, such as Commercial Construction. However, others are concerningly falling behind in offering adequate benefits packages with one in five sectors (20%) rated “ok”, and one “dissatisfied” employee rating.

With the cost of child care hitting record highs across the U.S., a lack of access to affordable care and dwindling options are squeezing parents and impacting their ability to juggle work commitments. Within this reality, ineffective child-care benefits will impact the sector’s overall ability to attract and retain female talent, creating a further barrier to entry into the skilled trade labor market.

Meanwhile, the demand for hybrid working has led to 76% of employees viewing it as a top work perk that companies can offer. For the construction industry, the data indicates that half of employees (55%) are “satisfied” with the current flexible working benefits offered. However, one in seven (13%) rated it “ok”, while a small percentage (2%) reported “satisfaction”.

Despite the overall satisfaction with flexible working, the variability in satisfaction levels suggests that some sub sectors may not be offering as robust flexible working policies as others.

For instance, while Construction and Building Contractor sub sectors have “extremely satisfied” ratings of “5” and “4.7” respectively, other areas like Industrial Construction & Fabrication and Engineering have lower ratings of “3.5” and “3.2”. This discrepancy highlights the need for a more consistent and comprehensive flexible working environment across the industry.

In a demanding industry like construction, where long hours and manual labor work is the standard, adequate leave and childcare policies make a significant difference to employee’s wellbeing and retention. Any continued dissatisfaction with benefits offered will also have far-reaching consequences for sectors, resulting in decreased productivity and morale, higher turnover rates, and continued difficulty in filling vacant positions.

Female employees are well-represented in operations roles across most subsectors, with certain sectors like Industrial Construction & Fabrication (48%) and Infrastructure Construction (35%) showing particularly high involvement.

However, ECI Software Solution’s research has identified that significant disparities remain, with overwhelming underrepresentation in project management and engineering roles.

For instance, Civil & Infrastructure and Commercial Roofing, Glazing, and Cladding have no female representation in either role. Even where representation exists, it is low, with the highest being 32% in project management within Commercial Construction.

Administrative roles, traditionally associated with higher female involvement, show varied representation. Energy & Infrastructure Contractor have the highest proportion of female employees (17%), while four sub sectors report 0% female participation in admin.

Notably, a resounding majority of female workers are involved in ‘Other’ roles, separate to the four main job roles, with over two-thirds of the female workforce in Sustainable Infrastructure working in ‘Other’. While this could indicate involvement in emerging or specialized roles, it could also suggest inclusion within less skilled or technical roles.

While some sectors are relatively more successful than others in attracting and retaining female talent, female workers are disproportionately represented in operations and administrative roles. Their presence in project management and engineering roles remains significantly lower, highlighting ongoing challenges in achieving gender diversity within these skilled job areas.

As the ongoing digital transformation reshapes the construction industry, the need for digital skills and a diverse workforce is increasingly critical. This shift represents an opportunity to attract and retain female workers by leveraging technology to create more flexible and inclusive work environments.

At present, there is a lack of awareness around the capacity to use and develop digital skills, with less than one in three (32%) of 16-24-year-olds aware that the industry is going through digital transformation and facing a similar demand for coders and data scientists.

Monica continued: “Innovative software can revolutionize project management roles, allowing for secure and improved project tracking which has the capacity to be remotely managed. Reducing the need for full-time, on-site presence, the use of this software can promote flexible working conditions and help the industry appeal to a broader range of talent, fostering greater gender diversity.

“Adopting digital tools can also significantly reduce administrative burdens, making roles more efficient and less physically demanding. By eliminating the need for paper-based systems, companies can streamline inventory management, financial processes, and overall operations.

“This not only enhances efficiency, but also makes the industry more attractive to a diverse workforce by lowering the technical barriers to entry and creating a more inclusive work environment. Despite progress in some areas, our research has highlighted significant gaps in female representation and shortcomings in benefits that help promote inclusive work environments.”

Addressing these critical areas through targeted initiatives, improved awareness, and enhanced benefit options will enable the construction industry to harness the untapped potential of female workers. This will not only foster equity, but also drive new ideas, innovation, and resilience for a robust and dynamic future.

Implement targeted awareness campaigns and educational collaborations to attract young women to digital roles in construction, promote flexible work environments with supportive policies, and enhance the adoption of digital tools through inclusive training programs. Additionally, improve benefits to support inclusivity, foster a diverse workplace culture, and establish metrics to monitor and publicly report on progress in diversity and inclusion initiatives.

• Develop campaigns targeting young people, particularly females, to raise awareness about the digital transformation within the construction industry and the growing need for digital skills.
• Collaborate with schools, colleges, and universities to integrate construction technology and digital skills into their curricula. Offer workshops, internships, and mentorship programs to attract young female students.

• Encourage the adoption of innovative software that allows for remote project management and flexible working conditions. Highlight success stories and case studies where flexible working has been implemented effectively.
• Develop policies that support flexible working hours and part-time roles, making it easier for women to balance work and personal responsibilities.

• Offer training and development programs focused on digital tools and technologies relevant to the construction industry. Ensure these programs are accessible and inclusive.
• Invest in and promote the use of user-friendly digital tools that simplify tasks such as project tracking, inventory management, and administrative processes.

• Conduct a thorough review of existing benefits and make improvements where necessary to support inclusivity. This could include enhanced parental leave, childcare support, and healthcare benefits.
• Foster an inclusive workplace culture by implementing policies that promote diversity, equity, and inclusion. Provide training on unconscious bias and create forums for employees to share their experiences and suggestions.