Paving the Path to Gender Equity in Construction
Chances are, when you think of a construction worker, you probably think of a man. The problem is, so do most employers.
In a recent report issued by the U.S. Department of Treasury, a boom in construction stood out as a great opportunity for job creation, particularly construction for computer, electronic, and electrical manufacturing facilities—a relatively small share of manufacturing construction over the past few decades, but now a dominant component.
This boom, however, has not benefited all.
Despite a significant increase in women’s employment in construction over the past 10 years, today women make up just 11% of all workers in the construction industry—a figure that includes office and clerical positions—and only about 4% of workers in the trades, according to a report from the U.S. Equal Employment Opportunity Commission (EEOC). In multiple cases, according to The 19th, job applicants were told simply that construction companies they had applied to were not going to hire women—begging the questions: How far have we really come in terms of gender equity in non-traditional careers for women, and what can we do to close the gap?
The good news is that there are solid steps funders can take now that can impact industries and create broader social and economic changes: partnerships between governments, corporations, foundations, and non-profit organizations are crucial. These collaborations can provide funding, mentorship, and access to resources that will enable women to receive high-quality training and education.
If we invest in training programs for women to get into nontraditional careers, such as construction and STEM (Science, Technology, Engineering, and Mathematics), we will realize the benefits of global competitiveness, closing gender wage gaps, increased diversity and inclusion, and a robust workforce. In other words: Investing in these programs won’t just help half of our population, it will help everyone.
Women In Non Traditional Employment Roles was founded for this very purpose: to train, educate, and prepare women for transformative careers in the construction industry, starting with its pre-apprenticeship program. The 10-week curriculum introduces women to the union construction industry and the skills necessary to succeed in trade careers. The program begins with three-day Boot Camps to test endurance, mental toughness and technique. The program covers topics such as construction math, blueprint reading, mechanical reasoning, hands-on training, industry recognized certificates, resource navigation and case management, job placement and retention services after placement. By the end of the program members will have developed the skills necessary to be employable and ready to work.
It’s not a theory that women can contribute to the construction industry, which is currently in need of more workers. It’s a reality that construction companies and other non-traditional industries have yet to realize and leverage—to their own detriment. In this time of enormous growth, there is an opportunity to build not only structures, but a better, more inclusive future in which everyone is given the ability to live to their full potential.
But more programs such as this are critical if we are to fully tap into underutilized talent. Many talented women are either not entering the workforce or are not reaching their full potential due to limited opportunities and resources. By investing in their training, we tap into a pool of underutilized talent, benefiting both individuals and the economy—and the time is ripe to do so.
Photo by WINTER – C. Vargas
In a rapidly evolving global economy, it's essential for countries to harness the potential of all their citizens. By investing in women's training, nations can enhance their competitiveness on a global scale. And at the same time, we must empower women to be competitive in the workplace as well. With the right skills, women are better positioned to negotiate fair compensation and advance in their careers, helping to reduce the gender pay gap, which is still sorely needed.
U.S. women, in general, earn an estimated 82 cents for every dollar men earn. This disparity is even greater for women of color, with African American women earning just 60 cents and Latinas earning only 55 cents for every dollar earned by white, non-Hispanic men. “Regardless of occupation, full-time or part-time work, level of education, years of experience—whatever the metric, women’s earnings continue to lag those of men. And they have for quite some time—the gender wage gap has barely budged or improved in over a decade,” according to a report in Barron’s.
The article highlights the long-term effects of this disparity, robbing women of income today, while also taking from their future—from less money to add to their retirement accounts to less means for a down payment on a home to less social security benefits. And, according to the Congressional Research Service, the earnings gap is one reason why women experience higher rates of poverty in old age than men.
Beyond financial reasons, investing in women's training is about advancing social progress. It sends a message that gender equality is a priority and that women's contributions are valued.
Ultimately, investing in women's training is a multifaceted approach that yields benefits for individuals, communities, and societies as a whole. It's a step toward a more equitable and prosperous future. It’s an investment not just in women, but in advancing our workforce, our economy, and our society.
Photo by WINTER – C. Vargas
Photo by WINTER – C. Vargas
Alexandra Torres Galancid has served as Executive Director of Women In Non Traditional Employment Roles (W.I.N.T.E.R.) since 2003. In that capacity she has led a transformation of W.I.N.T.E.R. to become more mission-driven and quality-focused.
This content was paid for by The James Irvine Foundation and created by WINTER. The editorial staff at The Chronicle had no role in its preparation. Find out more about paid content.
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