Historically, construction and commercial real estate have been widely considered male-dominated industries. However, shifting ideologies and dedicated efforts have allowed women to propel themselves to leadership roles and secure meaningful and rewarding careers within those industries.

Despite recent progress, women still comprise only 10% of the construction workforce and remain particularly underrepresented in chief positions. Great measures still need to be taken to make the industry more equitable. By implementing the right practices, construction firms can build workplaces that enable female employees—and all employees—to feel empowered, while training and retaining top female professionals. Here are three of the best practices for companies in the construction industry to consider when aiming to create an inclusive and rewarding experience for women.

EQUITABLE HIRING PRACTICES
Of the many hurdles women face as construction professionals, first is the major barrier to entry, starting with the descriptions on job listings.

Does the listing use gendered language (i.e. “craftsman,” “crewman” or “foreman”) or refer to the applicant using only “he” or “his”? Not only is this practice considered outdated in today’s world, but it can also perpetuate biases and stereotypes about who is capable of performing certain jobs. Simply exchanging language used in job postings from gendered to inclusive in titles (i.e. “artisan,” “crew member” or “supervisor”) and references to the employee (i.e. “they” or “candidates”) will both attract more women to the position and also encourage more women to apply. It is also beneficial to include an organization’s diversity, equity and inclusion statement, if it has one, at the bottom of the listing to further illustrate commitment to diversity during the hiring process.

Another method to increase the equitability of the hiring process is to diversify the interview panel at your company. An interview panel speaks volumes about company values and represents the organization as a whole, so it is vital that the individuals selected are representative of the company’s workforce and the direction the company is headed. Including both men and women on the hiring panel will promote a well-rounded candidate pool and prevent an echo chamber of stagnant ideas.

IMPROVING RETENTION OF WOMEN IN THE WORKFORCE
While women are currently underrepresented in the industry relative to their share of total employment, the current demand for labor is an excellent opportunity for more women to start a career in construction. According to the U.S. Bureau of Labor Statistics, one in ten construction workers in 2020 were women, and that statistic continues to grow annually even as the total construction workforce has declined since 2005. So how do we keep women in construction roles once they start?

One way to encourage retention of women at your company is to offer an attractive work-life balance, which includes a comprehensive and inclusive benefits package featuring generous maternity leave, paternity leave, adoption assistance and additional benefits that can assist those growing their families and careers. Flexible scheduling, including remote work when possible and part-time and temporary positions, will enable women to juggle their careers with potential caregiving responsibilities or other external commitments. Additionally, specify mentors within a firm to support women who are new to the industry and advocate for inclusivity and equity for all employees.

ELEVATING WOMEN TO LEADERSHIP ROLES
Like men, women belong everywhere from construction sites to management teams, and it is crucial that firms elevate their talent without bias and regardless of gender if they want to continue to elevate their industry.

Underrepresentation of women in leadership roles within the construction industry may lead young women entering the labor force to pause when considering their various career opportunities within the industry. If construction companies only promote men into leadership and c-suite positions rather than qualified women, they are neglecting diverse points of view which bring new ideas to the table and increase both creativity and productivity of current cutting-edge projects.

As more women are recruited into the construction industry and are subsequently elevated into leadership positions, aspiring female construction professionals will perceive being a woman in the field as an advantage to an attractive and rewarding career path. According to a report from McKinsey, companies whose leadership team is composed of at least 30% women were more likely to outperform firms who employed less than 30% women executives – proof that a diverse workforce benefits females and the success of the industry as a whole.

As discussions of diversity, equity and inclusion have become increasingly common and more women have entered the construction industry, it is time to reevaluate business practices in order for more women—and, therefore, everyone—to succeed.