Toxic work culture in the construction industry continues to be a barrier for women

It is going to take a lot more than installing women’s toilets to correct the deep-seated gender imbalances in the construction industry. The entire sector needs a transformation — an educational overhaul where men learn to collaborate effectively with women on-site, and women are empowered to remain confident and assertive in their roles.

Despite various initiatives and platforms aimed at improving gender diversity, the persistent issues for women in the industry and those entering and attempting to stay are discouraging. Many women apprentices are choosing not to remain in the sector, and it’s not hard to see why.

The challenges: 

Societal and cultural norms

Our society still clings to the outdated view that certain trades are best suited for men. This stereotype is perpetuated by media and societal expectations, discouraging many women and their families from even considering these careers as viable options.

Educational system limitations

The educational system often fails to support or encourage girls to pursue careers in manual trades. This results in fewer girls studying essential subjects like maths, science, or trade-based classes that are foundational for careers in these fields.

Workplace challenges

Women in trades frequently face bullying, sexual harassment, and gender-based discrimination, particularly in male-dominated industries like construction. Furthermore, the lack of basic amenities for women, such as appropriate toilets and changing rooms, adds to these challenges.

Lack of women role models

The scarcity of women role models in trade apprenticeships makes it difficult for women to see themselves in these roles. This absence of mentorship and guidance from experienced women in the sector is a significant barrier.

Resistance to hiring women apprentices

Some employers still resist hiring women apprentices due to entrenched stereotypes and biases about women’s capabilities in trades, significantly limiting their opportunities in these fields.

Entrenched gender stereotypes

Women apprentices must often navigate entrenched gender stereotypes and biases, which require them to adapt to more masculine identities or emphasise their professional strengths to navigate these environments.

Breaking the stereotypes 

Recently, I worked with a contractor in my women in leadership program, and the feedback was disheartening. Many women stated that they would not recommend the industry to their daughters due to the lack of respect and flexibility they see and receive.

Women are facing unacceptable levels of bullying, including those in senior positions. I personally experienced this when a male business leader used an inappropriate analogy about weight loss in a meeting. It was not only disrespectful but also made me wonder if such a remark would ever be directed towards a man. Additionally, a woman I coached, who is a site supervisor, told me her male colleagues openly admitted they wouldn’t take directions from her simply because she is a woman.

So, while platforms like NAWIC and Champions of Change exist, these incidents highlight the urgent need for cultural change within the industry from the ground up. We clearly need a more targeted approach focusing on educating everyone about how we need to work together and the power of a diverse team.

With the emerging psychosocial legislation, there’s a growing need to focus more on what this means on-site. This isn’t just about following new regulations; it’s about building a construction industry that’s safer and more welcoming for everyone. 

We need real leaders in construction, who are ready to step up and drive this change, embracing the power of diversity. CEOs and leaders of construction companies need to actively push for policies that make the industry more welcoming for women — things like flexible working hours and job sharing. It’s all about creating an environment where everyone has the chance to thrive.

To really shift the needle, we need to dig deep and create systemic change with practical solutions that address the root causes:

Rethink education in trades

Let’s switch up our curriculums so they don’t box anyone into gender-defined roles. It’s time to dismantle those outdated stereotypes and build a workforce as diverse as our community.

Cultivate inclusive workplace cultures

We need to develop and enforce policies that ramp up gender sensitivity. It’s about advocating for women in traditionally male-dominated fields and ensuring every worker feels valued.

Enhance mentorship opportunities

By connecting new female apprentices with seasoned pros, we’re not just passing on skills; we’re building a support network. This boosts confidence and gives women the backing they need to succeed in the trades.

Educational outreach

We should be telling parents and young women about the real opportunities in engineering, building, and infrastructure. Let’s adjust our educational content to spotlight the viability and benefits of careers in these areas.

Work environment reforms

We need to work with clients, like government agencies, to push for more flexible work demands and hours. It’s about addressing the practical barriers that make the field less accessible for women.

Targeted leadership programs

It’s crucial to introduce programs that foster inclusive leadership and effective collaboration, especially aimed at men who work with women and young apprentices. We also need to create specific initiatives for women, equipping them with the strategies to lead and thrive in male-dominated industries.

By tackling these areas, we don’t just make room at the table—we build a whole new table where everyone is welcome and empowered.

It’s about courage and community. We need to not walk past inappropriate behaviour anymore. Only together as a whole can we change the industry. We need to be talking about this a lot more, for the sake of current and future generations of women in construction. 

Sonia McDonald is the founder of LeadershipHQ and the global Outstanding Leadership Awards. She is also the author of books such as Leadership Attitude, Just Rock It! and First Comes Courage.