Women in construction: Exploring gender-diverse recruitment for engaging a full workforce

This study reflects the construction workforce shortages and the possible solution to fulfill the labor gaps. The problem addressed in this study was the lack of women recruited for employment in midwestern U.S. construction companies. This problem affects the managers within the building industries, who could benefit from workforce development research. The purpose of this applied management study was to reduce builders’ costs associated with labor gaps by engaging more women to expand a labor pool. The chosen theoretical framework was social role theory (Miller, 2013). This was a qualitative multiple case study involving a convenience sample of 15 hiring managers (from a population of 60) from Iowa, Minnesota, North Dakota, and Wisconsin within the painting, welding, tile-layers, plumbers, electricians, and carpenters. Research question 1: To what extent do recruitment practices in the male-dominated construction industry affect workforce shortages, if any? Theme one was a lack of recruitment strategies by hiring management; theme two was continuing discrimination that has affected workforce shortages. Research question two: Under what circumstances does management impact recruitment strategies in the male-dominated construction industry have on female applicants, if any? Theme three hiring management respondents said construction management does not have any recruitment strategies; theme four was discrimination because existing historical evidence also affects labor gaps. Research Question three: To what extent can hiring managers impact your company’s ability and recruiting strategy (strategies) to include more female applicants, if anything? Theme five uses an affirmative action type of program. Theme six was to hire a specialist to recruit women employees. Theme seven includes more support for women’s work and life balance. The implications were hiring managers need a recruiting plan, implement a diversity action plan, and utilize diversity training. Hiring a recruiter to help women support work and life balance, create mentorship programs, foster integrated workplace cultures. Recommendations for future study were research with a larger population, utilizing a mixed-method study, or attempting a broader literature review.