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A by sociology professors at Portland State University finds that the state of Oregon can do more to retain women and minorities who enter the construction trades.

Professors Lindsey Wilkinson and Maura Kelly looked into why dropout rates for apprenticeship programs at the Oregon Bureau of Labor and Industries are higher for women and people of color.

Apprentices who received supportive services from BOLI and the Oregon Department of Transportation graduated at higher rates than those who didn’t receive services, according to the study. For example, women of color with assistance were 54 percent successful, while women of color without assistance were 24 percent successful.

State assistance dollars in Oregon go toward work-related costs of such as transportation, child care and job readiness supplies. The study was funded jointly by BOLI and ODOT via its Highway Construction Workforce Development Program.

In short, the study found that though progress had been made in terms of participation, barriers remained for minorities trying to enter the construction trades.

鈥淥nce on the job, many female and ethnic/racial minority construction workers experience a hostile work environment characterized by racist and sexist jokes and comments as well as racial/ethnic, gender heterosexist, and sexual harassment and discrimination,鈥� the report states. 鈥淭his lack of acceptance on the job site can result in the inability to access personal relationships and networks that are necessary for continuous employment and mentoring relationships.鈥�

In the report, 60 percent of white women and 67 percent of women of color reported experiencing some form of 鈥渄irect鈥� discrimination on highway construction jobsites.

In a statement, Oregon labor commissioner Brad Avakian said proactive measures are still needed.

鈥淏oth our highway construction workforce and our transportation infrastructure itself are aging,鈥� he stated. 鈥淒espite the gains we’ve made diversifying the construction workforce, more work is needed to ensure harassment-free workplaces where apprentices can thrive.鈥�

The study provides findings on the effectiveness of the Highway Construction Workforce Development Program at improving recruitment and retention of a diverse workforce, and recommendations for continuing improvement. The program was started in 2010 to support pre-apprenticeship programs and provide financial and non-financial support to increase participation of women and people of color in the state’s highway construction workforce trades.

Earlier this year, ODOT and BOLI launched a respectful workplaces initiative that emphasizes bystander intervention to address discrimination and increase apprenticeship retention rates. Oregon Tradeswomen Inc. (OTI) is developing the program as part of a two-year pilot program to boost completion rates and reduce harassment on highway construction jobsites.

鈥淲e will continue our work with BOLI and other partners to improve the opportunities for learning and developing professionals in the transportation trades,鈥� ODOT Director Matt Garrett said. 鈥淥DOT is committed to investing in the next generation of diverse, skilled workers to meet the demands of a 21st century transportation system.鈥�

The numbers of Oregon highway, street and bridge construction jobs are projected to grow by more than 20 percent until 2022, according to BOLI.

Among the recommendations to increase apprenticeship participation and completion rates among women and people of color are promoting respectful, harassment-free workplaces and improving quality of on-the-job training.