March 10 2025
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Women in Canada’s Construction Industry: Current State and Trends
Representation and Participation of Women in Construction
Women remain a minority in Canada’s construction sector, but their participation has been rising gradually. As of mid-2023, about 14% of Canada’s construction labour force were women, the highest proportion in decades. This is an increase from roughly 12% in the mid-2010s and marks a slow upward trend over the past decade. The number of women in construction has roughly doubled over 20 years, yet their share of the workforce only edged up from about 10.8% to 12.7% in that period(now reaching ~14%).
However, women’s representation is much higher in office and professional roles than in on-site trade roles. In 2017, women made up 12.4% of the construction workforce nationally, but only 3.9% of on-site trades workers – versus 38.5% of off-site (office/support) roles. Recent efforts to recruit women into skilled trades are showing results: the share of women registering as apprentices and trade qualifiers has risen to about 7%, up from just ~3–4% two decades ago. Notably, young women are entering construction at unprecedented rates – in 2023 the construction labour force of women aged 15–24 grew by over 60%, a surge attributed to targeted recruitment and grant programs. These trends suggest gradual progress in gender diversity, though women are still vastly underrepresented on job sites.
Challenges Faced by Women in the Construction Industry
Despite growth in numbers, women in construction face persistent challenges that can hinder both entry and retention:
- Cultural Stereotypes and Bias: Construction has long been viewed as “men’s work,” and leadership is often associated with traditionally masculine traits. This stereotype can make it harder for women to be seen as equals. Studies note that outdated ideas of leaders needing to be “assertive, decisive, independent” persist, and women still struggle against notions that cast men as breadwinners and women as homemakers. Such biases can affect hiring, promotions, and daily interactions on-site.
- Isolation and Lack of Inclusion: As a small minority on many job sites, women often report feeling isolated or excluded from the informal networks that male colleagues share. They have a harder time breaking into mentorship circles and influential networks in the industry. A lack of female role models on-site can reinforce the sense that they don’t belong. Younger women entering the field are sometimes mistaken for support staff rather than respected as colleagues, highlighting the implicit bias they must overcome.
- Discrimination and Harassment: Unfortunately, some women choose not to pursue construction careers due to concerns about harassment or discriminatory treatment on job sites. Reports of sexist comments, unequal treatment, or having to prove one’s competence more than male peers are not uncommon. Industry leaders acknowledge this as a serious issue – in Ontario, for example, tackling harassment has been named the “number one priority” by labour groups to make sites safer and more welcoming for women.
- Workplace Conditions and Facilities: Women have also pointed out practical barriers on job sites, such as ill-fitting safety gear and lack of appropriate facilities. Until recently, it was common for female tradespeople on some sites to lack access to a separate or clean washroom, forcing them to leave the site for basic needs. This added inconvenience and indignity can drive women away from the trades. (In response, some jurisdictions are now mandating women’s-only washrooms on larger construction sites to ensure basic accommodations.)
- Career Advancement and Recognition: With so few women in the field historically, breaking into supervisory or leadership roles can be challenging. There may be unconscious bias in assigning women to less visible tasks or hesitancy to promote them to foreperson or manager positions. Additionally, women in construction sometimes feel they must continually prove their competence to gain the same respect men receive, which can be exhausting. These factors contribute to higher turnover – many trained women eventually leave the industry, citing limited advancement and a non-inclusive culture.
Despite these challenges, there is growing awareness and a collective push in Canada’s construction sector to create a more respectful, inclusive workplace. Changing these cultural and practical barriers is seen as key to attracting and
retaining more women in construction, especially as the industry faces overall skilled labour shortages.
Initiatives and Programs Supporting Women in Construction
Numerous initiatives, both government-led and industry-driven, are underway to support women entering and succeeding in construction careers. These programs aim to break down barriers and provide opportunities from the classroom to the job site:
- Government Recruitment & Training Programs: The federal government has made diversity in trades a priority through funding and strategy. For example, under the Canadian Apprenticeship Strategy, the Women in the Skilled Trades Initiative funds projects to recruit, retain, and help women apprentices in Red Seal trades (many of which are construction-related). Projects supported by this initiative create partnerships with women’s groups, unions, and employers to attract female candidates, offer female-led mentorship networks and success-story sharing, and ensure training and worksites are welcoming and safe for women. Until 2023, the federal government also offered the Apprenticeship Incentive Grant for Women – a pilot program providing financial grants (up to $6,000) to women pursuing trades apprenticeships – to offset costs and encourage completion. Several provinces have their programs as well, such as Saskatchewan’s “Women in Trades and Technology” initiatives and Nova Scotia’s Women in Trades scholarships, which provide targeted support.
- Industry Associations and Networks: Women in construction benefit from a growing network of organizations dedicated to their advancement. The Canadian Association of Women in Construction (CAWIC), for instance, is a non-profit formed to “enhance the success of women in the Canadian construction industry”. It and similar groups (e.g. Canadian Construction Women in B.C., NAWIC chapters, etc.) provide mentorship programs, networking events, and resources tailored to women. These networks help women find support, share experiences, and open doors to job opportunities. Many large construction companies have also started internal women’s networks and diversity councils to foster inclusive workplaces.
- Union and Trade Organization Initiatives: Construction trade unions have launched programs to bring more women into the trades. The United Brotherhood of Carpenters, for example, runs a “Sisters in the Brotherhood” program that provides training, support and networking for female carpenters across Canada
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. Similarly, Canada’s Building Trades Unions sponsor “Build Together” campaigns focusing on underrepresented groups (women, Indigenous people, etc.) in the trades. These efforts often include outreach to high schools, paid pre-apprenticeship training for women, and matching new tradeswomen with mentors. In Ontario, the Provincial Building and Construction Trades Council recently received funding to help 700 tradeswomen build leadership and safety skills and create networking opportunities within the industry. Unions are also collaborating with governments to set workforce targets for hiring women on major projects, a strategy that has yielded success in the past (for instance, a project in Newfoundland hit a record 13% female trade participation by setting such targets).
- Education, Outreach and Youth Programs: To fill the pipeline of future tradeswomen, many programs focus on outreach to young women and girls. “Build a Dream” expos and the “Tomorrow’s Trades” program introduce female students to construction skills through workshops and hands-on activities. There are also college scholarships and pre-apprenticeship courses exclusively for women. These initiatives aim to spark interest early, debunk myths about the trades, and show that women are welcome and capable in construction careers. The impact is starting to show: Ontario reported a 30% year-over-year increase in female apprenticeship registrations recently, suggesting that changing the conversation around skilled trades is attracting more women to these jobs.
- Workplace Policy Changes: Both industry and government bodies are instituting policies to improve job site conditions for women. As mentioned, Ontario is mandating adequate washroom facilities for women on big sites. Many employers now provide personal protective equipment (PPE) in sizes and designs that fit women properly. Harassment prevention and “Respectful Workplace” training are becoming commonplace – BuildForce Canada, for example, offers an online course to help construction teams build inclusive, respectful cultures. Such measures not only benefit women but also create a safer, more professional environment for everyone on site.
These combined efforts – funding, mentorship, outreach, and policy changes – constitute a robust push to open up construction trades to more women. Industry leaders recognize that drawing from 100% of the talent pool (not just the male half) is essential to address labour shortages and bring in fresh perspectives. Early signs are encouraging, as more women enter training programs and find supportive networks in what was once an especially insular industry.
Notable Success Stories and Role Models
A growing number of women are making strides in construction, providing role models for the next generation and proving that success is achievable on all rungs of the ladder. These trailblazers range from trades workers to top executives:
- Groundbreakers on the Job Site: Women are proving their skills in roles from welding to crane operation. In one high-profile example, a concerted effort on an East Coast project achieved female trade representation as high as 13% – a record at the time – demonstrating that women can perform and thrive when given the chance. Across Canada, individual success stories abound: from the first woman to become a master electrician in her local union, to all-female crews completing residential builds, these examples chip away at stereotypes. Many of these tradeswomen now serve as ambassadors at schools and career fairs, sharing their stories to inspire young women interested in construction.
- Industry Leaders and Entrepreneurs: At the leadership level, women are heading major organizations in construction. Mary Van Buren, for instance, made history as the first female president of the Canadian Construction Association in over a century. During her tenure, she championed innovation and diversity in the industry, showing that women can guide construction at the highest level. In the private sector, entrepreneurs like Mandy Rennehan have built thriving construction companies. Rennehan – known as the “Blue-Collar CEO” – founded a multimillion-dollar construction and retail maintenance firm and has “paved the way for women to pursue careers in the construction trades” through her advocacy and success. Her journey from working-class roots to CEO underscores the opportunities available to women with passion and skill, and she’s become one of the most vocal advocates for respecting trade work. These leaders not only excel in their roles but actively mentor and encourage other women, multiplying their impact.
- Champions of Change: Some women leverage their construction experience into roles that influence policy and culture. For example, tradeswoman-turned-advocate Arlene Dunn spent 30 years advancing women’s participation in building projects (reaching that 13% tradeswomen milestone on one project) and eventually became a provincial cabinet minister. Her story illustrates how far a career in this field can take you. There are also many unsung heroes – project managers, site supervisors, safety coordinators – who are often the “first women” in those positions at their companies. Each of them is a role model by visibility, showing colleagues and clients alike that women belong in every facet of construction.
- Recognition and Networks: The accomplishments of women in construction are increasingly being recognized. Annual events like Women in Construction Week celebrate their contributions. Industry awards and lists now highlight top women in construction, which helps bring positive attention to their achievements. These success stories and accolades are important – they provide encouragement, help build a supportive community, and give young women tangible examples of careers they can aspire to in construction.
Every success story helps to normalize women’s presence in construction. As more women rise to prominence – whether running a job site or a boardroom – they inspire others and drive home the message that construction can be a rewarding career regardless of gender. The presence of these role models, combined with the support initiatives in place, is contributing to a slowly but steadily improving landscape for women in the construction industry.
Policies and Outlook for Gender Diversity in Construction
Canada’s construction sector is at a turning point in recognizing the value of gender diversity. Government policies and industry commitments are increasingly aligned to promote the inclusion of women:
- The federal government has integrated gender diversity goals into its skilled trades strategy. Funding programs (like the Women in Skilled Trades Initiative) explicitly aim to boost female apprenticeship numbers. Additionally, federal infrastructure contracts and some provincial projects now include diversity and apprenticeship targets, incentivizing contractors to hire and train women. Such measures signal that public investment in construction should also produce social benefits like a more inclusive workforce.
- Many provincial governments are also proactive. Ontario, for example, not only invested millions in training programs for women but also amended regulations to improve site conditions (e.g. requiring on-site facilities for women). Several provinces have set up “Advancement Offices” or task forces focused on women in trades – these act as hubs to connect women with employers and track progress. Québec’s government, facing only about 3–4% of women in its construction workforce, has set specific targets to raise that percentage and is funding initiatives to reach those goals. This kind of accountability can drive change; for instance, New Brunswick’s use of enforceable targets on a major project was key to achieving its high watermark of female trade participation.
- Industry standards and certification are evolving to include diversity and inclusion. Some owners and clients now expect contractors to demonstrate fair hiring practices. The Construction Industry is also addressing its culture through campaigns like “Respectful and Inclusive Workplaces,” acknowledging that safety isn’t just about hard hats but also about an environment free of harassment. The combined message from government and industry is that a modern construction workforce should reflect Canada’s population and values.
Looking ahead, the consensus is that engaging more women in construction is not just about equity – it’s also vital for the industry’s growth. With an aging workforce and ambitious infrastructure and housing demands, Canada needs to draw on a broader talent pool. Women represent a huge untapped resource. There are clear signs of progress: record numbers of women are now working in construction, and younger women are entering trades in increasing numbers. The challenges remain real, but they are widely recognized and being actively addressed through policy and practice. In summary, while women are still underrepresented in Canadian construction jobs (roughly one in eight to one in seven workers), the trajectory is upward. Over the past decade, their participation has inched up steadily, supported by concerted efforts to tackle barriers. Women in the industry continue to break new ground – from trades to top leadership – providing inspiration and laying a foundation for those who will follow. With ongoing support, mentorship, and progressive policies, the coming years could see women play an ever larger role in building Canada’s skylines and infrastructure.
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