Building Bridges: How Businesses Can Pave the Way for More Women in Construction

Women are not new to the construction industry, and yet their presence accounts for less than 5% of the trades that make up the building sector.¹ However, their numbers are growing, and since 2015, more than 160,000 women joined the trades across the United States.²

 

Employers are increasingly hiring women into these roles, in part due to the high demand for labor. According to a model developed by Associated Builders and Contractors, the industry needs to bring in nearly 349,000 net new workers in 2026 to meet demand for construction services. That number is anticipated to increase to 456,000 in 2027 as construction spending grows.³

 

“Today’s labor market is forcing construction companies to rethink long‑standing hiring norms,” says Clare Wydeven, construction lead for the Eastern region at The Hartford. “The focus has shifted decisively toward skill, capability and potential, opening the door for more women to enter roles where they’ve always belonged.”

 

In fact, data shows the gender pay gap is significantly smaller in construction than in other occupations. On average, women earn 95.5% of what men make in construction compared with 84.7% in other industries.⁴

 

With more construction firms seeking to hire women and more women open to careers in construction, it’s essential for construction companies to take steps to welcome a broad labor force. Here are four actions construction firms can take to recruit and retain more women to their industry.

 

While often considered a male-dominated industry, women have always been and continue to be valuable assets in the construction industry.

 

Innovations in machinery and processes have given women more opportunities to work in the field. Companies can leverage rigging machinery and technology to maintain efficient jobsites, while also offering roles such as inspector, electrician, project manager and sales representative. The more exposure women have to these various career paths, the more attractive the construction industry becomes.

 

“Successful jobsites depend on problem‑solving, collaboration and adaptability, not just physical strength,” says Wydeven. “Women bring all of those skills to the table, and companies that recognize that are better positioned to compete and grow.”

 

Companies seeking to hire more women should advertise to them directly and share the many opportunities available that fit their skillsets and interests. Hiring materials and even webpages should show photos of women in construction roles, so they feel represented and welcomed.

 

Construction companies will need to establish a welcoming culture on jobsites, including additional bathrooms for women and properly fitted personal protective equipment (PPE). These include glasses, gloves, safety vests and steel-toed boots.

 

“PPE only protects workers if it actually fits them,” says David DeSilva, head of construction at The Hartford. “That’s not a women’s issue — it’s a workforce issue. When contractors invest in properly sized equipment for every worker, they reduce injuries, improve compliance and send a clear signal that safety and respect are non‑negotiable at their jobsites. That mindset directly impacts retention, morale and long‑term performance.”

 

Open and collaborative workplaces for women can be achieved by training all employees on how to prevent harassment and address gender bias. This helps break down long‑standing stereotypes and assumptions.

 

Leadership should clearly communicate what constitutes appropriate behavior and outline how workplace conduct policies will be applied and enforced.

 

Attracting and retaining women means investing in apprenticeships, mentorship and training that demonstrate a viable career path for them in the construction industry.

 

Companies should create allyship, promote women to executive levels and reward employees for being active allies. They should also advertise career options with opportunities for advancement.

 

Despite a changing environment and a commitment on the part of construction companies, challenges to bringing more women into the industry remain. Whether it’s implicit or unconscious bias or limited access to training and opportunities, the industry will need to overcome these obstacles and embrace women’s unique skills in order to persevere.

 

“Construction has always been a resilient, opportunity‑driven industry, but sustaining that strength requires broadening who gets to participate in it,” says DeSilva. “When women are given equal access to training, mentorship and leadership pathways, the industry doesn’t just become more open — it becomes safer, more innovative and better equipped to meet long‑term demand.”

 

Learn more about The Hartford’s specialized insurance solutions for the construction industry.

 

 

^1,2 Institute for Women’s Policy Research, “Numbers Matter: Women Working in Construction,” viewed February 2026.

 

³ Associated Builders and Contractors, ^“Construction Industry Must Attract 349,000 Workers in 2026 Despite Macroeconomic Headwinds,” viewed February 2026.

 

⁴ U.S. Bureau of Labor Statistics, Usual Weekly Earnings of Wage and Salary Workers Third Quarter 2025, viewed February 2026.