Advancing Women in Construction: Insights from the Ontario Building and Construction Tradeswomen Survey

Introduction

The landscape of the construction industry is shifting, albeit slowly, with increasing recognition of the need for gender diversity. Recent findings from the Ontario Building and Construction Tradeswomen (OBCT) highlight both the progress made and the challenges that persist in attracting and retaining women in the construction trades. Released during the Ontario Building Trades Annual Convention in Windsor, the 2025 Advancing Recruitment and Retention of Women in the Building Trades survey reveals important data, context, and potential solutions.

Survey Overview

Conducted with 342 women across Ontario, the OBCT survey aims to build on the findings of a previous 2022 survey. It includes interviews with employers and industry partners, alongside a review of existing academic and sector research. The report underscores the urgent need for strategic action as the construction industry anticipates a demand for 154,100 new workers over the next decade. Currently, women only represent five percent of onsite trades and occupations, with a stark figure of 14,200 women actively working on the tools in Ontario’s construction sector.

Commitment to the Industry

A Dedicated Workforce

One of the most encouraging findings in the survey is the commitment of women to their careers in construction. An impressive 82 percent of tradeswomen envision themselves remaining in the industry for the next two to five years. This statistic speaks volumes about the dedication and pride women take in their trades. Additionally, satisfaction rates are promising: 65 percent of respondents are content with their pay and benefits, while 62 percent appreciate their work environment.

Discovering Trades Later in Life

Despite these positive signs, many women in construction discover their passion for trades later in life. The survey indicates that 58 percent entered the field as a second career, and 54 percent did so after the age of 25. This finding highlights a significant opportunity for outreach efforts aimed at younger generations, potentially increasing female participation and representation in the industry.

Challenges in the Workplace

Harassment and Worksite Culture

While commitment levels are high, many tradeswomen face serious obstacles that hinder their ability to thrive in the industry. Among the most pressing issues is workplace culture; 52 percent of respondents reported experiencing harassment, and dissatisfaction with how complaints were handled remains prevalent. Such challenges not only affect the morale of tradeswomen but also hinder retention rates.

Structural Barriers

The survey also draws attention to various structural barriers limiting women’s participation. 65 percent of respondents expressed a need for better-fitting personal protective equipment, while many reported inadequate washroom facilities. Additionally, 57 percent of tradeswomen with children indicated turning down job opportunities due to a lack of childcare, compounded by 56 percent experiencing scheduling conflicts.

The Need for Leadership

Insufficient Representation

The report emphasizes the crucial need for more women in leadership roles within the construction industry. A striking 67 percent of survey participants identified increasing female leadership as the top priority for improving retention. Furthermore, 37 percent recognized gender bias as a significant barrier to career advancement, underscoring the importance of dismantling these systemic challenges.

Recommendations for Improvement

The OBCT report offers 16 actionable recommendations aimed at addressing these challenges and fostering a more inclusive environment for women in construction. Key recommendations include:

• Early Outreach and Targeted Recruitment: Establish programs in schools targeting women and equity-deserving groups to generate interest in construction careers.

• Strict Enforcement of Anti-Discrimination Measures: Implement zero-tolerance policies for harassment and discrimination across job sites.

• Legislative Support for Training Programs: Mandate anti-discrimination and anti-harassment training in all apprenticeship, union, and employer programs.

• Improvements in Facilities and Equipment: Enhance personal protective equipment standards and accessibility of washrooms and childcare solutions.

• Promotion of Women in Leadership Roles: Establish mentorship programs and set targets for women’s advancement in the industry.

• Transparent Reporting Mechanisms: Develop accountability measures to track women’s participation and progress within the construction sector.

Conclusion

The findings from the OBCT’s 2025 survey serve as both a clarion call and a roadmap. While progress has been made in the recruitment and retention of women in the construction industry, considerable work remains. By implementing effective recruitment strategies, addressing structural barriers, and promoting female leadership, stakeholders can create a more inclusive and equitable environment for all workers in Ontario’s construction sector.

For further insights, the full report is available online at OBCT 2025 Tradeswomen Survey. The commitment to change begins now, and it requires collective action from employers, unions, and government to shape a better future for women in construction.