Building the Future: Women in Construction

In this blog, you will learn:

• About the barriers women face in the construction industry.
• How women can help to close the skills gap.
• Where the latest construction jobs are and how to apply for them. 

1st March to 7th March 2026, is Women in Construction Week, an annual celebration in the UK dedicated to changing the stereotypes that women face in their careers and gives focus to issues such as gender equality in the workplace.

Women in Construction Week brings women together, sheds light on the role they can play in the Construction, Trades and Labour sector and the new opportunities available to them.

This Women in Construction Week, we discuss how important it is for women to see construction as an avenue for work, success and female representation. We explore the barriers and challenges women face and how the construction industry has seen a shift towards inclusion and greater diversity.

What barriers do women in the construction industry face?

Historically believed to be a male-dominated industry, construction has experienced an overwhelming amount of male workers in the field. Over the decades, women have faced challenges and barriers preventing them from considering entering or progressing in the construction workforce.

The barriers women face in the construction industry include:

• Lack of representation.
• Gender bias.
• Gender pay gap.
• Imbalance.
• Lack of flexible working hours.

Lack of representation

When it comes to a career in construction, it is important to consider how the industry is represented to the public. Firstly, there isn't enough material available to young women and girls to promote construction as a real professional path.

The lack of visibility and female role models to encourage women to join the construction sector compounds the lack of new entrants, contributing to the labour shortage.

According to a survey by the Chartered Institute of Building (CIOB), women only make up 15% of the construction sector’s workforce and people. The same report found that just 26% of females are likely to pursue a career in the construction sector, compared to 41% of males. 

The failure to attract more women into the industry can be tackled by including more women in advertisements and increasing visibility to change the face of construction. 

Gender bias

The gender bias in construction, typically stems from the stereotype that men are more qualified for the field of construction and engineering. Roles like Carpenters, Bricklayers and Plumbers are stereotypically considered to be better-suited to men due to the physical nature of the work and the need for hands-on labour.

Women have historically been underrepresented in every construction-related field of work and the general view that the industry is male-dominated has meant that women have been less likely to consider a career in construction.

According to a survey by the Chartered Institute of Building (CIOB), 53% of 16-24-year-olds say the industry is not welcoming to women. The same report found that for females, one of the most common reasons for not pursuing a construction career was because the sector is male dominated.

Gender pay gap

The large gender pay gap in construction is yet another challenge women face and can deter women from working in or progressing in the construction sector. Construction has a large gender pay gap partly due to the low numbers of women in the sector.

Women can see the pay disparity as one of the biggest challenges in the construction sector, despite the high earnings potential.

Reports consistently demonstrate that women in UK construction still earn, on average, less than their male counterparts for equivalent work.

According to the Trades Union Congress (TUC), the gender pay gap means that women effectively 'work for free' for a portion of the year compared to men. 

The biggest construction companies are still struggling to close the gender pay gap, and not much has changed in the last 8 years. The pay gap deters women from long-term careers in construction and continues to reinforce systemic inequalities.

Imbalance

The lack of equal representation of men and women in construction is yet another barrier women face when it comes to considering joining or progressing in the industry.

According to the Office for National Statistics, 85% of all construction workers in the third quarter of 2025 were men. Despite this, the number of employed men in construction decreased by 4.3% on the year while employed women increased by 3%. Although the number of women construction workers is increasing, it is significantly lower than the number of men.

The gender imbalance in the industry means that women are likely to experience adversity and force themselves to work harder to prove their worth, skills and sense of belonging to their colleagues in the construction sector.

Lack of flexible working hours

One of the biggest obstacles for women in most workforces is the lack of flexible working hours. 

In a survey by the Chartered Institute of Building, when asked what features offered by an employer would make them most likely to apply for a job, 53% of young women chose flexible working hours compared to 42% of young men. 

The lack of quality flexible working opportunities in the construction sector means that less women feel included and their needs represented. There are less opportunities for women to progress in construction, with more women in low-skilled, low-paid roles.

The most common reason for women needing part-time work or flexible hours is to accommodate childcare and balance family life. Women typically work low-paying roles in order to balance their family life with their work life.

The lack of good quality flexible work across the labour market and projects that require working to rigid deadlines, has meant that less women consider a career in construction as it cannot accommodate to their financial needs.

How can women help to close the skills gap in the construction industry?

The shortage of qualified workers in the UK construction sector makes it challenging to fill positions, however increasing the participation of women in the industry could help narrow this skills gap and expand the pool of talent available.

The slow but steady influx of women in the construction industry is encouraging and highlights that there are opportunities for progression and skill development in the industry.

Solutions to fixing the skills gap include investing in training, promoting diversity, modernising apprenticeships and reaching women in school or college to show them the advantages of a career in construction.

The construction industry needs to make itself more attractive to potential entrants and to reach a more diverse pool of candidates. Not only could this attract more women, it will bring in a wealth of new talent and help to close a skills gap. 

Construction recruitment services

As construction recruitment specialists, we support local authorities, schools and private sector businesses nationwide with their temporary, interim and permanent recruitment needs. 

If you’re struggling to fill a vacancy, why not get in touch with our construction specialist, Sam Stanton on 01772 954200 to see how we can help?

Construction jobs

If you’re searching for your next interim construction job, why not take a look at the latest vacancies, or simply upload your CV to be notified when a relevant position becomes available. 

Who is Spencer Clarke Group?

Established in 2017, we’re an award winning and progressive recruitment agency based in the heart of the North West. Our reputation is built on trust, expertise and an unwavering commitment to exceed expectations. 

In 2025, Spencer Clarke Group was awarded Best Public/Third Sector Recruitment Agency and Best Temporary Recruitment Agency at the Recruiter Awards. In 2024, Spencer Clarke Group was also named Recruitment Agency of the Year.