Construction has long been one of the most male-dominated industries in the United States. Over the last decade the sector has made measurable progress: more women are entering trades, taking leadership roles, and founding construction firms—but the pace of change is slow, and structural barriers remain. This article looks at where women are today in the construction industry, what’s driving growth, real-world examples (including Barbara Kavovit), and what employers and policy makers can do to accelerate meaningful, sustainable inclusion.

How many women work in construction — the data

Recent industry data show steady growth in female participation, but women still represent a small slice of the workforce. In 2023 about 1.3 million women were employed in construction, roughly 10.8% of the industry workforce; broader 2024 summaries place female representation slightly higher, in the low double-digits as the industry continues to recruit more women. These numbers reflect gains over the past two decades, but they also highlight how far there is to go before construction reflects the broader labor market. (National Association of Home Builders)

The composition of roles also matters: women are more likely to hold managerial, sales, or office positions than to be working in the trades. According to the Institute for Women’s Policy Research, women make up a notably larger share of construction managers (around 10.6%) than of trade workers (roughly 4.3%) or frontline supervisors (about 5.1%). This split signals both an opportunity (women advancing into management) and a challenge (persistent barriers for women entering and staying in the trades). (IWPR)

What’s driving the growth?

Several forces explain the steady increase of women in construction:

1. Labor shortages and demographic shifts. Many older construction workers are retiring, creating openings. Contractors and trade schools are actively recruiting women to help fill the talent gap. (Axios)
2. Targeted programs and training. Nonprofits and apprenticeship programs aimed at women (and at recruiting women into nontraditional occupations) are improving access to credentialing and placement. (Architectural Digest)
3. Growing number of women-owned firms. Entrepreneurship in construction and related trades has expanded; the Census and other business surveys show growth in women-owned businesses more broadly, which includes a rising number of firms in construction and contracting fields. (Census.gov)

Barriers that remain

Even with progress, women in construction face recurring obstacles:

• Workplace culture and harassment. Multiple profiles and industry reports describe hostile or isolating workplaces that push many women out of trade roles. Support networks and employer-led culture change are critical to retention. (Architectural Digest)
• Training and pipeline gaps. Many trades require pre-apprenticeship training that’s unpaid or inaccessible, which disproportionately affects women and other underrepresented groups. (Architectural Digest)
• Access to capital and procurement. Women-owned construction businesses often encounter financing hurdles and unequal access to large public and private contracts, which slows growth and scale. Federal and state procurement programs can help but uptake and impact vary. (GovSpend)

Spotlight: Women-led builders and entrepreneurs (New York and Florida examples)

Profiles and local reporting illustrate how women are making tangible gains on the ground.

Barbara Kavovit, CEO and founder of Evergreen Builders & Construction Services, is a widely reported example of a woman-led firm that won high-profile projects and used her platform to emphasize inclusive practices on job sites. Her work—covered in national outlets—underscores how women business owners are visible leaders in a traditionally male field. (Forbes)

New York has an active scene of women builders and organizations supporting them. Platforms that connect homeowners to contractors have featured women general contractors in New York, and local chapters of Professional Women in Construction (PWC) organize awards and surveys that spotlight women-led projects and firms. These local networks strengthen visibility and open doors to contracts and mentorship opportunities. (Sweeten)

In Florida, regional reporting highlights young women contractors and growing female entrepreneurship in renovation and commercial contracting. Local features—profiling firms in Tampa and other metro areas—showcase women establishing construction companies, winning municipal and private work, and mentoring other women into trades and management roles. These stories illustrate both entrepreneurial momentum and the importance of regional support ecosystems. (WKMG)

What employers, policy makers, and industry groups can do

To move beyond incremental change, coordinated action is required across hiring, training, procurement, and workplace culture.

• Expand targeted apprenticeship and paid pre-apprenticeship programs for women, and ensure they include wraparound supports (transportation, childcare, stipends). Evidence shows access to paid entry-level training dramatically improves uptake and retention. (Architectural Digest)
• Require or incentivize diversity and inclusion practices in public contracting (for example, targets or scoring credit for firms that demonstrate inclusive hiring and safety standards). This helps women-owned firms compete and scale. (GovSpend)
• Invest in on-site culture change: zero-tolerance harassment policies, inclusive PPE/equipment sizing, and training for supervisors reduce attrition and improve productivity. Industry associations have begun sharing playbooks and toolkits that firms can adopt. (WCONLINE)
• Highlight role models and create mentorship pathways. Visibility (profiles, awards, media coverage) combined with mentorship programs helps normalize women in trades and leadership and supplies practical support for career advancement. Barbara Kavovit and other high-profile women contractors demonstrate how visibility and strong networks can open larger opportunities. (Forbes)

Women in construction are no longer a rarity; they are an accelerating force reshaping the industry. Data show real gains in representation and leadership, yet the trades and frontline roles still lag. Closing the remaining gaps will require intentional pipeline development, workplace culture change, and procurement policies that level the playing field. The stories of women-led firms—from New York contractors profiled by industry outlets to emerging leaders in Florida—prove the business case: diversity is not just fair, it’s smart strategy for an industry short on workers and long on opportunity.

John Caravella Esq., is a construction attorney and formerly practicing project architect at The Law Office of John Caravella, P.C., representing architects, engineers, contractors, subcontractors, and owners in all phases of contract preparation, litigation, and arbitration across New York and Florida. He also serves as an arbitrator to the American Arbitration Association Construction Industry Panel. Mr. Caravella can be reached by email: John@LIConstructionLaw.com or (631) 608-1346.

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References and further reading
U.S. Bureau of Labor Statistics / National Association of Home Builders — “Women in construction reached record high in 2023.” (National Association of Home Builders)

Institute for Women’s Policy Research — Women in Construction Quick Figure (2024 update), analysis of women’s shares across roles (managers, trades, supervisors). (IWPR)

Forbes — Profile and reporting on Barbara Kavovit and Evergreen Builders & Construction Services. (Forbes)

Sweeten / local contractor profiles — features on women general contractors in New York (examples and local firm spotlights). (Sweeten)

FloridaToday / regional reporting — profiles of women-owned and women-led construction businesses in Florida and coverage of local leadership and programs. (Florida Today)