Women in Construction: Key Data Insights from the She Builds Nation Report

The construction industry has long been one of the most male-dominated sectors in the United States, but a growing body of research is shedding light on the experiences of women who work in this field. Lumber, a company focused on construction workforce solutions, conducted a “She Builds Nation” survey and released a comprehensive data report during Women in Construction Week in March 2024. The findings reveal both progress and persistent challenges for women in construction. Understanding these data points is essential for contractors and firms looking to improve workforce diversity and retention through better Construction Data Analytics Project Metrics Performance Benchmarking Predictive approaches that prioritize people alongside projects.

The State of Women in Construction: Key Statistics

The Lumber She Builds Nation report paints a stark picture of female representation in construction. While women make up nearly half of the overall U.S. workforce, their presence in construction remains strikingly low. The data reveals specific gaps that the industry must address to build a more inclusive workforce.

Workforce Composition Numbers

According to the survey results, only 10% of the construction workforce is female, and that number drops to just 4% when looking at women working onsite at job sites. This disparity highlights how women remain significantly underrepresented in the trades and field positions that form the backbone of construction work.

• Women represent only 10% of the total construction workforce
• Only 4% of onsite construction workers are women
• The majority of women in construction hold office or administrative roles rather than field positions
• Representation varies significantly by trade, with some specialties having even lower female participation

These numbers underscore a fundamental recruitment challenge. The construction industry continues to grapple with a severe skilled labor shortage, and women represent a largely untapped talent pool. Firms that actively work to attract and retain female workers gain a competitive advantage in filling critical positions.

Integration and Advancement Perceptions

The report reveals a mixed picture when it comes to how women experience the construction workplace. A majority of survey respondents reported positive experiences with integration and advancement opportunities, yet significant concerns remain.

1. Integration experience: 67% of women surveyed said they integrated into the industry somewhat smoothly
2. Advancement opportunities: 72% of respondents felt there were plenty of opportunities for them to advance in their careers
3. Safety concerns: 67% of women raised concerns about the lack of gender-friendly and maternity-friendly safety equipment
4. Mixed responses: Survey participants were split on topics of equal pay, support systems, and talent retention efforts

The split in responses regarding career growth and equal pay suggests that some companies are making genuine efforts to support women while others have not prioritized these issues. This inconsistency across the industry creates an uneven playing field for female construction professionals.

Safety Equipment Gaps for Women on Job Sites

The most pressing concern identified by the She Builds Nation report is the widespread lack of appropriately sized and designed safety equipment for women. Personal protective equipment (PPE) designed for male body types does not adequately protect female workers, creating both safety risks and comfort issues that drive women away from the industry.

Gender-Specific PPE Challenges

Many construction companies adopt a one-size-fits-all approach to safety gear, purchasing bulk quantities of standard equipment that is designed around average male body dimensions. This approach leaves female workers with ill-fitting gear that compromises their safety. Common problems include:

• Safety harnesses that do not accommodate wider hips and different torso lengths
• Work boots and gloves that are too large, reducing dexterity and increasing trip hazards
• Hard hats that do not fit securely on different head shapes and smaller head circumferences
• High-visibility vests and coveralls that are baggy and can get caught in equipment
• Fall protection gear that does not fit properly, increasing the risk of serious injury

Gloria Marie Fuentes, owner of GloJoy, shared practical insights on this challenge. She noted that for small companies, it is more practical to provide workers with an allowance to purchase PPE that fits them precisely rather than relying on shared or bulk-ordered equipment. This approach ensures a safer and more hygienic work environment while respecting the diverse body shapes and sizes within the workforce.

Maternity Equipment and Workplace Gaps

The report highlights a profound lack of maternity-friendly equipment and facilities on construction sites. Women who are pregnant or have recently given birth face particular challenges that most construction companies have not addressed. This gap contributes to women leaving the industry during or after pregnancy, representing a significant loss of experienced talent.

Beyond personal protective equipment, the lack of appropriate facilities for nursing mothers and the absence of modified duty programs for pregnant workers create barriers that force many women to choose between their careers and their families. Companies that address these gaps can improve retention of experienced female employees significantly. Proper documentation of safety issues and equipment shortcomings is essential, and having a clear Non Conformance Report Ncr How to Report Construction process helps firms track and resolve these workplace safety concerns systematically.

Job Site Facilities and Workplace Culture

Beyond safety gear, the She Builds Nation report identifies job site facilities and overall workplace culture as critical factors affecting women’s experiences in construction. These issues go beyond equipment and touch on the fundamental dignity and comfort of female workers.

Sanitation and Hygiene Challenges

One of the most striking findings in the report concerns job site restroom facilities. Women on construction sites typically share portable toilets with all workers, but these facilities rarely meet the specific needs of female employees. The cleanliness of restrooms and the availability of essentials such as toilet paper and waste bins are significantly more important for women, yet many job sites fail to provide adequate facilities.

Specific issues raised by survey respondents include:

• Lack of sanitary waste bins in portable toilet units
• Insufficient cleaning schedules for job site restrooms
• No private space for nursing mothers to pump breast milk during the workday
• Inadequate facilities for managing menstrual hygiene while working onsite
• Lack of handwashing stations near portable toilet units

These seemingly basic amenities are vital for the comfort and hygiene of women in the industry. When companies overlook them, they send a message that female workers are not fully welcome or valued on the job site. This perception directly affects retention, as women may choose to leave the industry rather than endure inadequate facilities day after day.

Shifting from Project-Centered to People-Centered Culture

Jennifer Todd, President of LMS General Contractors, offered a powerful perspective on the root cause of these challenges. She stated that women leave the construction field in part because they lack support at work, and emphasized that this is not a construction-specific issue but rather a workplace culture issue. According to Todd, if the industry’s goal is to attract the next generation of workers, construction companies must shift from being project-centered to people-centered.

This cultural shift requires changes at multiple levels of an organization:

1. Leadership must commit to diversity and inclusion as core values rather than compliance checkboxes
2. Project managers should be trained on inclusive job site management practices
3. Procurement teams need to source gender-appropriate PPE and facilities from the start of every project
4. Human resources departments should develop policies that support women through all career stages including pregnancy and motherhood
5. Safety officers must conduct regular audits of facilities and equipment from a gender-inclusive perspective

For project managers and site supervisors responsible for daily operations, understanding how to properly document facility conditions and safety observations is critical. A thorough Understanding a Dilapidation Report in Construction can help firms assess the current state of their job site facilities and plan necessary upgrades to better accommodate all workers.

Retaining Women Through Systemic Change

Attracting women to construction careers is only half the challenge. The She Builds Nation report makes clear that retention is an equally urgent problem. The construction industry is facing an extreme skilled labor shortage, and failing to retain female workers only deepens this crisis. Systemic changes across hiring, training, purchasing, and facilities management are needed to create an environment where women can build long-term careers.

Career Growth and Equal Pay Considerations

The survey results on career growth, equal pay, and support systems were split, indicating inconsistent practices across the industry. Some companies have made meaningful progress in creating advancement pathways for women, while others have not prioritized these issues at all. This inconsistency creates an uneven landscape where a woman’s career prospects depend heavily on which company she works for rather than her skills and experience.

The financial dimension of women’s participation in construction also warrants attention. Companies that address pay equity and provide clear advancement pathways gain a reputation as employers of choice, which helps them attract top talent in a competitive labor market. Transparent pay structures, mentorship programs, and defined career ladders are practical tools that companies can implement to support female employees.

Practical Steps for Construction Employers

The She Builds Nation report points to several actionable strategies that construction firms can adopt to improve the recruitment, retention, and safety of female workers. The following table summarizes key action areas and their expected impact.

Material procurement is another area where better planning can make a difference. When project teams understand the specific requirements for sourcing materials that accommodate a diverse workforce, they can plan more effectively. Learning How to Buy Lumber for Construction Understanding Lumber and other materials with consideration for all workers is part of building a more inclusive procurement process.

The path forward requires construction companies to recognize that investing in women is not just a matter of fairness but a strategic business decision. With the industry facing ongoing labor shortages, every worker counts. Companies that create safe, comfortable, and supportive environments for women will have a significant advantage in attracting and retaining the skilled workforce they need to succeed. The She Builds Nation report provides the data and the roadmap; it is up to industry leaders to take action.