BUILDING A DIVERSE WORKFORCE


The Case for Construction Workplaces Where Women Can Thrive


BY MARK WOODITCH, HUB INTERNATIONAL


C


alifornia’s construction industry is hurting for workers. That’s not an exception. The shortage is a


national problem. But the shortage is arguably more severe in California than in other states due to various aggravations. Most recently, there was stepped-up


immigration enforcement in a state where 41% of its 922,000-plus construc- tion workers are foreign-born. Another pressure is keeping up with the impact of catastrophic events such as last year’s Palisades fire, which destroyed or dam- aged over 18,000 structures. Add in an aging workforce, a dearth of vocational training and candidates for it, and it is small wonder the industry’s vitality is sapped. In addition to its drive to promote


vocational training, the industry should look to underrepresented populations


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CALIFORNIA CONSTRUCTOR SEPTEMBER/OCTOBER 2026


to fill the worker gap. Women are a log- ical target. Employers that understand their value, remove limitations, and nurture their talent will give themselves a competitive advantage. Here are some starting points for


promoting a more inclusionary envi- ronment for women and, ultimately, for all workers.


Why A Diversified Workforce Matters…And the Barriers California actually has one of the better female inclusion track records in the United States, with 135,000 women, or 11% of the total, working construction as recently as 2022. However, the majority are in management and administrative roles; only 3% to 4% are skilled craft- persons. Only 3.5% to 4.7% of those in construction apprenticeships are female,


according to the California Department of Industrial Relations. They are still underrepresented,


though, to the detriment of companies’ overall performance. Businesses with gender, ethnic, and cultural diversity outperform their peers, seeing as much as 2.5 times better cash flow per employee, 19% higher revenues attributed to inno- vation, and average earnings that are 19% higher before interest and taxes (EBIT). Several barriers hold women back


from getting started in construction and successfully growing their careers. In one industry survey by the National Center for Construction Education and Research, only 35% said their experience aligned with their company’s stated commitment to supporting women; only 39% believed their employer took complete steps to advance a diverse and


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