Introduction

This article explores the growing role of women construction workers in the Carolinas, focusing on their impact on the region’s labor shortage. It is intended for contractors, HR professionals, and industry leaders seeking practical strategies to attract, retain, and support women in construction. Understanding these trends is crucial for building a sustainable workforce and addressing ongoing labor challenges.

The numbers are clear: women’s participation in the construction industry has grown 45% over the last decade, rising from 939,000 in 2016 to 1.36 million in 2025. The construction workforce is expanding its training programs to attract and support women entering the field, helping to address the skills gap and create pathways to successful careers in construction. For Carolinas contractors facing acute labor shortages across the NC data center corridor, Charlotte’s commercial pipeline, and Upstate South Carolina’s manufacturing boom, this growth represents the most scalable near-term solution to workforce challenges. Organizations and employers contribute to workforce diversity and equal employment opportunities by supporting compliance efforts and fostering a diverse, inclusive work environment.

Key Takeaways

Women now represent approximately 11-12% of the construction workforce, with more than one million women working across various construction roles. According to data from the Bureau of Labor Statistics analyzed in a recent Fixr.com report, 22,000 additional women entered the industry in 2025 alone. In 2024, 1.34 million women worked in construction, surpassing pre-recession numbers, with 521,000 holding management, professional, and related occupations.

• Growth is not confined to office roles—female participation is rising fastest in service occupations (up 47% year-over-year) and in production, transportation, and material-moving positions (up 27%), indicating real openings in field and skilled-trade positions. Additionally, 37% of women in construction hold management positions, indicating a growing presence of women in leadership roles.
• Addressing practical barriers such as PPE sizing, sanitary facilities on construction sites, discrimination, and pay equity is an operations issue that directly affects productivity, safety, and retention. The share of female construction employees has increased every year since 2012, with 1.34 million women working in construction fields in 2024, surpassing pre-recession numbers from 2006.
• The strategic playbook outlined here connects to ABC Carolinas’ Construction Industry Labor Shortage hub and Women in Construction Apprenticeships resources as core tools for Carolinas contractors

Why Women Construction Workers Are the Near-Term Answer to the Carolinas Labor Crunch

The labor shortage facing Carolinas contractors stems from regional growth drivers that show no signs of slowing: the NC data center corridor in the Raleigh-Durham Triangle draws hyperscale projects requiring massive electrical, HVAC, and commissioning crews. Charlotte’s commercial high-rise and mixed-use developments push demand for carpentry, welding, and plumbing. Upstate South Carolina’s advanced manufacturing and logistics expansion needs production, transportation, and material handling skills.

• U.S. contractors must fill roughly 349,000 new construction positions by 2026, and the Carolinas’ above-average growth amplifies regional tightness beyond the national picture
• Relying on the traditional male-dominated applicant pool is mathematically unsustainable for current and planned work volumes, especially for commercial contractors and specialty subcontractors in welding, electrical work, plumbing, HVAC, and carpentry. Women, as a minority group in the industry, now represent approximately 11-12% of the construction workforce, with over one million women working in various construction roles.
• Women represent the only workforce segment that has grown consistently for ten straight years—the most realistic near-term expansion path
• As a regional merit shop trade association, ABC Carolinas sees members losing bids or stretching schedules because they cannot staff crews fast enough

Ten Years of Growth: What the Latest Data Really Says About Women in Construction

Bureau of Labor Statistics data curated in the recent Fixr.com report reveals a structural shift, not a temporary trend. The share of female construction employees has increased every year since 2012, with 1.34 million women working in construction fields in 2024, surpassing pre-recession numbers from 2006.

• The number of women working in construction rose from approximately 939,000 in 2016 to about 1.36 million in 2025—a 45% increase
• In 2025, women filled 12,000 of the 14,000 newly added construction jobs despite industry slowdowns, demonstrating resilience
• Women now account for 11.3% of the total construction workforce, up from single-digit shares a decade ago
• Historical context: the prior recession trough saw around 802,000 women in 2012, meaning the industry has not only recovered but fundamentally shifted

How Women’s Roles Are Shifting Across Construction Occupations

Women are no longer concentrated only in office roles. Growth is diversifying across job families, with important implications for staffing welding, electrical, plumbing, HVAC, and carpentry crews across the Carolinas.

• Management, professional, and related occupations remain the largest category, with 521,000 women holding roles in management, professional, and related occupations—37% of women in construction hold management positions
• Sales and office occupations follow at roughly 498,000 women (36%), with women holding about 66% of roles in this category—the only construction segment where women are the majority
• Service occupations surged approximately 47% year-over-year, with women now at 38% of that workforce, signaling traction in site support and operations
• Production, transportation, and material moving jumped 27% after stagnating in 2024—the pipeline into traditionally male-dominated trades is moving
• Women represent only 4.3% of tradesworker jobs, such as carpentry and electrical work, highlighting both a significant gender gap and an opportunity. Tradesworker jobs refer to skilled manual roles such as carpentry, electrical work, and similar hands-on construction occupations.
• Management roles dipped 3% in 2025, but experts attribute this to shifts toward specialized technical roles and business ownership, not leadership retreat

Why This Matters for Carolinas Contractors in 2026

National occupational shifts translate directly to realities on Carolinas projects—from high-tech data centers requiring precision commissioning to tilt-wall industrial sites demanding skilled welders.

• Rising female participation in production and material moving roles can fill field-level needs in crews serving the NC data center corridor and Upstate South Carolina manufacturing plants
• Growth in women working in service and support roles immediately relieves pressure on site coordination, safety, logistics, and quality assurance on Charlotte high-rise projects
• A modest 3-5 percentage-point increase in women across your workforce can translate into dozens of additional qualified construction workers for a mid-size contractor over 24-36 months
• Construction HR directors and C-suite leaders building intentional strategies around women’s participation in 2026 will compete for a growing talent pool instead of fighting peers for a shrinking one

Beyond Strength: New Technical and Leadership Opportunities for Women

Construction work is diversifying as digital tools, off-site fabrication, and high-tech systems reshape what “field work” looks like on job sites across the Carolinas. Field leadership positions show a shift toward greater representation and roles for women in technical areas beyond administration. This shift highlights that women are not only entering the industry but are also taking on technical and supervisory positions traditionally held by men.

• Digital transformation (BIM coordination, reality capture, field tablets, AI-assisted project management) creates roles in which physical strength and decades of manual experience are less central, and these new roles require specialized knowledge and skills that women are increasingly acquiring through training and education.
• Concrete examples for Carolinas contractors: technology integration specialists for data center commissioning, sustainability leads for LEED and ESG reporting, data analysts for productivity and safety metrics
• Business ownership pathways are expanding—more women moving into CEO, COO, CFO, and VP positions at specialty subcontractors and GC firms, often after building careers in estimating, project controls, or safety
• ABC Carolinas’ merit shop philosophy and broader role in advancing construction excellence across the Carolinas support this: advancement based on performance, credentialing, and results creates favorable conditions for women entering both field and leadership roles

Barriers Women Construction Workers Still Face in 2026

While the numbers are promising, conditions on too many construction sites still push women out or limit their progression. Women in construction face significant challenges, including gender bias, sexual harassment, inadequate PPE designed for men, and isolation.

• The Fixr report found 10 of 12 women interviewed reported experiencing workplace discrimination, and 9 of 12 reported a gender pay gap
• Many women in construction work harder to prove their competence due to gender bias—the “doubt tax” that drains productivity, slows onboarding, and drives turnover
• Practical logistics barriers (PPE and facilities) and systemic issues (pay equity and advancement) represent operational risks that Carolinas contractors can and must control

Operational Friction on Jobsites: PPE, Facilities, and Daily Reality

Many fixable barriers sit within the control of project executives, superintendents, and safety managers. Zero-tolerance harassment policies are being implemented by progressive firms to support women in construction.

• Ill-fitting PPE—hard hats, harnesses, gloves, safety vests, and workwear designed around male body dimensions—increases snagging, trip, and fall risks, plus discomfort and fatigue
• Inadequate or poorly maintained sanitary facilities on smaller and remote sites disproportionately affect women through lack of privacy, cleanliness, and safe access
• 40% of women in construction report experiencing sexual harassment at work—a significant challenge requiring clear reporting channels and consequences
• Resolution requires operational changes: carrying women’s sizing in PPE catalogs, ensuring appropriate restroom access at every site, PPE sizing audits, restroom standards, and regular field inspections aligned with ABC Carolinas safety training resources, with leaders encouraged to contact ABC Carolinas directly for guidance and support.

The Gender Pay Gap in Construction: Where It Narrows and Where It Widens

Construction’s overall gender pay gap is narrower than many industries at hourly and early-career levels, but gaps reappear higher up the org chart. Women in construction earn an average of 95% of what men earn, a significantly narrower gap than in many other industries.

• Pay equity approaches 95-96% at some levels due to transparent wage scales tied to certifications and hours worked, especially in field craft roles
• The gap narrows at entry and mid levels—apprentices, journeylevel trades, coordinators, and project engineers—where rates are standardized
• Gaps re-emerge in leadership: base compensation for senior managers, bonus formulas, profit-sharing, equity stakes, and promotion timing for superintendent, PM, director, and executive roles
• Women struggle to reach management levels in construction due to a lack of advocacy from senior leadership and systemic hurdles
• Closing these gaps requires deliberate executive action: regular pay equity reviews, transparency around competitive compensation and bonus criteria, and direct C-suite accountability

The Business Case: Why Inclusion Strategy Is Now Core Workforce Strategy

For Carolinas contractors, inclusion is directly tied to winning work, staffing it safely, and protecting margins in a tight labor market. Companies in construction are discovering that gender diversity isn’t just about fairness—it’s about better business outcomes, as diverse teams make better decisions and communicate more effectively.

• Tapping into the growing female workforce offers immediate access to a larger, underutilized talent pool at every level
• Research shows that companies with representation of women exceeding 30% are significantly more likely to financially outperform those with 30% or fewer
• Owners and developers—especially in data centers, healthcare, higher education, and public work—increasingly evaluate bidders on workforce strategies and diversity metrics, making inclusion a prequalification factor and strengthening the case for becoming an ABC Carolinas member through its membership application process.
• Companies that fail to adapt compete for the same shrinking slice of traditional workers, driving wage escalation, overtime burnout, schedule slippage, and reduced profitability

A Strategic Playbook for Carolinas Contractors: Building a Sustainable Pipeline of Women

This action-oriented framework targets HR directors, chief people officers, and operational leaders who need a concrete plan for 2026-2030. The construction workforce is expanding its training programs to attract and support women entering the field, helping to address the skills gap and create pathways to successful careers in construction.

• Four levers: early exposure and outreach, structured apprenticeships and training, visible leadership and sponsorship, modernized workplace policies and operations
• Each lever is grounded in Carolinas-specific resources, including ABC Carolinas initiatives, state workforce systems, and regional Women in Construction Week activities
• This strategy ensures your company has the skilled workforce to deliver on the NC data center corridor, Charlotte, and Upstate SC growth cycles

Early Exposure: Winning the Talent Battle in Middle and High School

By the time women are in college or considering a career change, many have already ruled out construction jobs. Winning requires earlier engagement. Many organizations showcase their training programs during Women in Construction Week events, highlighting success stories of women who have built thriving careers in construction.

• Partner with middle and high schools across North and South Carolina—CTE programs, STEM academies, and early college high schools—to host construction days, site tours, and hands-on labs inclusive of girls
• Leverage ABC Carolinas relationships with local school districts, community colleges, and workforce boards to streamline access to classrooms and career fairs
• Showcase real women from your company—journeylevel electricians, project managers, estimators, safety professionals—during career events
• Align outreach with annual Women in Construction Week through classroom talks, active job site visits, and joint networking events promoted through ABC Carolinas

Apprenticeships and Training: Converting Interest Into Skilled Workers

Apprenticeships are the most reliable way to convert curiosity into paid, productive labor, especially for women changing careers or coming from non-traditional backgrounds. Women can learn essential skills and knowledge through apprenticeships and vocational training while earning an income, providing a pathway into construction careers without the need for a costly degree. Vocational training programs, including pre-apprenticeship and construction skills training, are essential for empowering women and underserved communities in the construction industry.

• ABC Carolinas apprenticeship and craft education programs in electrical, HVAC, plumbing, carpentry, masonry, and industrial maintenance offer paid, structured training pathways attractive to women seeking economic mobility and job security, with masonry highlighted as a key trade where women are underrepresented
• Recommend intentional recruitment: targeted marketing, women-focused information sessions, partnerships with community organizations serving women and caregivers
• Align with state initiatives like ApprenticeshipNC and Apprenticeship Carolina, along with ABC Carolinas’ registered apprenticeship modernization efforts, for funding, tax credits, and support services to expand female apprenticeship slots
• Organizations like the National Association of Women in Construction (NAWIC) are instrumental in increasing visibility and combating industry stereotypes
• Women represent only 4.3% of tradesworker jobs like carpentry, electrical work, and masonry, highlighting a significant gender gap in these roles

Mentorship, Sponsorship, and Visible Female Leadership

Visibility and advocacy at leadership levels shape whether women perceive a long-term career with your company or simply a short-term job. The representation of women in management positions within construction companies has risen to approximately 20%, indicating positive movement in female leadership.

• Distinguish between mentorship (advice, coaching) and sponsorship (leaders actively advocating for assignments, promotions, visibility)—sponsorship drives career growth and advancement more directly
• Intentionally pair early-career women with sponsors at the superintendent, project manager, or director level who can secure stretch assignments and client-facing roles
• Use ABC Carolinas FLEX Young Professionals Program and Future Leaders Exchange to develop visible cohorts of emerging female leaders across member companies
• Feature women leaders prominently in external marketing, bid interviews, and community events to signal that advancement is real

Flexible Work and Policy Modernization for a 2026 Workforce

While field work requires physical presence, many construction functions can flex in time, location, or structure. 42% of women who voluntarily left their jobs in 2025 cited caregiving responsibilities, including childcare costs, as a major factor affecting their retention in the construction industry.

• Assess which roles (preconstruction, VDC/BIM, estimating, project accounting, and some engineering tasks) support hybrid or flexible scheduling
• Implement policies that help retain women: predictable scheduling, job-sharing for coordination roles, clear pathways back from parental leave without career penalty
• Connect flexible work design to reduced attrition among experienced women who might otherwise exit entirely when caregiving demands spike, demonstrating the kind of forward-looking leadership structure highlighted in ABC Carolinas’ “Building the Future of Construction” leadership overview.
• Align benefits with what today’s workforce expects while respecting project delivery realities and safety requirements

Culture and Operations: Signaling Real Inclusion, Not Tokenism

Culture on construction sites is expressed through daily practices—who gets complex tasks, whose voice is heard in planning, and how issues are addressed. Equal employment opportunities require operational commitment.

• Train foremen, superintendents, and field leaders on inclusive supervision: interrupting biased comments, assigning high-value tasks equitably, backing women publicly when competence is questioned
• Include harassment and discrimination prevention in safety orientations and toolbox talks, linking it to productivity, rework, and safety performance
• Implement clear, confidential reporting channels for job site issues with guaranteed follow-up and visible consequences, aligning with ABC Carolinas’ focus on empowering women in construction through safe and equitable workplaces
• Visible operational changes—correctly sized PPE in every gang box, clean restrooms, transparent pay practices—show women your construction companies are serious, not practicing tolerance

How ABC Carolinas Can Support Your Women in Construction Strategy

ABC Carolinas serves as a practical partner for commercial contractors and specialty subcontractors in North and South Carolina, building stronger pipelines of women across all roles through its workforce development and hands-on training programs.

• Workforce development and apprenticeship programs, supported by ABC Carolinas’ safety and management education initiatives, enable member firms to enroll women in accredited education and training across key trades and supervisory tracks
• Safety programs and resources, including expert construction safety training to boost site safety, help members audit and upgrade job site practices related to PPE, facilities, and inclusion in safety culture
• ABC Carolinas and similar organizations contribute to workforce diversity and equal employment opportunities by supporting compliance efforts and fostering a diverse, inclusive work environment through member participation in committees that collaborate, lead, and shape the industry
• Networking, safety, and educational events hosted by ABC Carolinas, peer groups, and the FLEX Future Leaders Exchange create forums where emerging female leaders build relationships, share strategies, and gain visibility
• Connect with the ABC Carolinas Construction Industry Labor Shortage hub and Women in Construction Apprenticeships article for comprehensive resources

To further your impact and professional growth, consider joining ABC Carolinas as a member to build connections and grow your business, alongside organizations like the American Institute of Constructors (AIC), to connect with industry professionals, access valuable resources, and support your career development in construction.

Action Steps for Carolinas Contractor Leaders in 2026

FAQ: Women Construction Workers and the Carolinas Labor Shortage

How can a mid-sized Carolinas contractor start recruiting more women without a large HR department?

Start small: assign one senior leader and one project-level champion, connect with ABC Carolinas for template materials and access to apprenticeships, and focus first on a single high-visibility trade. Partner with two or three local high schools or community colleges and participate in Women in Construction Week activities. Consistency—showing up every semester and following through with interviews and site visits—outperforms large-scale marketing campaigns.

What if field supervisors or craft workers push back on bringing more women onto crews?

Use a direct, expectations-based approach from senior leadership, clearly stating that performance, safety, and respect are non-negotiable standards. Train foremen and superintendents on inclusive leadership and tie a portion of their performance reviews to the retention and development of all team members. Highlight success stories where mixed crews improved productivity, reinforcing that this is about operational excellence.

How can we measure whether our women-focused initiatives are working?

Track clear metrics: number of women applicants, hires, apprentices, and promotions; retention rates by gender; participation in key training and leadership programs. Review quarterly at the executive level, comparing against project performance indicators like schedule adherence, rework, safety incidents, and turnover costs. Use ABC Carolinas peer benchmarking to understand how your progress compares regionally.

Are owners and developers in the Carolinas really paying attention to women’s participation?

Large tech, industrial, healthcare, higher education, and public owners increasingly include workforce diversity commitments in RFQs and RFPs, especially on mission-critical infrastructure and institutional projects. Demonstrating credible strategies to attract and retain women—and showing real numbers—can differentiate your firm in selection processes.

Does focusing on women mean lowering standards or relaxing qualification requirements?

The goal is to expand the pool of qualified individuals, not lower the bar. Training, safety, and performance standards remain unchanged. Merit shop principles align with this approach: every worker advances based on skills, certifications, and results. Structured apprenticeships and better support on job sites simply ensure that more talented women have the opportunity to meet and exceed those standards.