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Empowering Women in Construction:
A Vision of an Inclusive Industry

By Courtney Hron

Women account for more than half of the population in the United States, but they account for only 10 percent of jobs in the construction industry. Leaders in the field are determined to change this statistic and create opportunities for the next generation of skilled tradespeople. Through strong workforce development programs, the industry has the opportunity to collaborate with students and educators, seeking to educate, empower, and encourage the next generation of women to enter the construction field by breaking down barriers that have historically restricted their participation. A priority of their initiatives is to retain women workers by providing mentoring, professional growth opportunities, leadership training, and promoting inclusivity by addressing unconscious biases.

Early exposure to the industry is key to attracting and retaining valuable workers, and one way to implement this is by reintroducing skilled trades training into middle schools and high schools. Construction companies can benefit through relationships with local schools to provide education on construction and the different career paths available. For instance, a collaboration between Rosendin and Sherwood High School led to designing a construction course that prepares students for careers in the industry.

“The involvement of Rosendin with my construction courses has been invaluable,” said Jon Dickover, construction teacher at Sherwood High School. “The support given has been tremendous in helping students learn the options available for career-wage jobs, exceeding many college track options, with no debt.”

By participating in School-to-Career programs, students can earn official high school credits for attending workshops led by construction companies to learn about the industry.

To promote diversity in the construction industry, leaders must proactively broaden their recruitment efforts by targeting young people, women, and individuals who may not have considered construction as a possible career option. Initiatives like career fairs, roundtables, public hiring events, college recruitment opportunities, and event sponsorships can help grow the talent pool. To introduce employees to diverse career paths, companies like Rosendin can set a new standard by introducing programs to encourage individuals to discover different facets of the construction industry.

When individuals are looking for a construction company to work for, they should find one that upholds a zero-tolerance policy for discrimination and works diligently to build an inclusive, diverse, and welcoming culture. When researching a company, check to see if they joined the Associated General Contractors’ Culture of Care initiative, which promotes safe workplaces, removes barriers to progress, and encourages diversity. From offering hands-on training modules with female mentors to delivering online professional development opportunities, construction companies have the tools available to promote a work environment where women can thrive and lead. Some field and office employees at Rosendin did not see college in their future and have worked their way up from entry-level roles to executive-level positions, including many women. The presence of women in key leadership roles at companies like Rosendin is key to identifying a safe work environment for women to flourish.

Workforce development programs in Oregon have a powerful influence on the construction industry’s future. By working closely with students, parents and educators, and local communities, the industry can create opportunities, reshape perceptions, and empower women from all walks of life to pursue rewarding careers in the skilled trades.

Courtney Hron is business development manager at Rosendin Electric. Based in Portland, Hron has spearheaded Rosendin’s Workforce Development program in the region.