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Breaking Down Construction Industry Misconceptions

Stories of gender-biased attitudes and discrimination around construction sites have long-recreated negative perceptions of an industry culture that is unappealing and uninviting to women. For many women considering a career in construction, the thought of going into a traditionally male-dominated field can be intimidating or feel restrictive. At first glance, employment numbers seem to reinforce this misconception, as less than 11% of the construction industry workforce and 4% of all tradespeople are women, according to the U.S. Bureau of Labor Statistics._¹

However, there is good news. A deeper look at the same employment data also shows significant progress in female participation in the industry over the last decade.

The number of women in construction has doubled in the last 10 years.��

Whether the result of skilled labor shortages or positive steps towards diversity, equity, and inclusion in recent years, a call to greater inclusivity within the construction industry is front and center. While acknowledging the disparities is a starting point, intentional approaches to inclusivity and championing careers is essential to increased female participation and equity.

“The only acceptable percentage of women in our industry is 50 percent,�� emphasizes Dan Johnson, chief executive officer at ���������ٷ�APP����. While there is still much work to do, this continued improvement - along with more stories of accessibility and empowerment - will pave the way and fuel the next generation of female construction leaders.

Ashley’s leadership on GEODIS Park contributed to impressive diverse workforce achievements. This included 48% of the project’s work hours being executed by women and people of color and over $75 million of work awarded to Disadvantaged Business Enterprises (DBE).

Now, as a company leader, Ashley is driven to empower women across the firm. As co-chair of the ���������ٷ�APP���� Women’s BRG for the past two and a half years, she purposefully cultivated a community that supports one another and prepares the next generation of women entering the industry for success.

��The servant leadership approach of our leaders is a key part of our secret sauce and is why people would want to work here,�� she said. “Our leaders are always asking, ‘how can I make your job easier? How can I support you in your growth? Tell me about what you want in your career.�� I know our organization is rallied around creating an environment for all leaders to thrive.��

Building an Equitable Environment

The advancement of more diverse, equitable, and inclusive team member experiences requires challenging the status quo and making changes across the organization. Some notable examples of these shifts include strengthening pipelines for diverse talent, pay equity, family planning support, non-union craft benefits, work-from-home arrangements to support working mothers, and ���������ٷ�APP����’s commitment to propelling diversity, equity, and inclusion (DEI) efforts internally and within our communities.

As one of the most recent examples, ���������ٷ�APP���� recently raised industry standards by making a significant investment to deliver the most meaningful benefits package for non-union craft team members* in the company’s history, which includes:

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• More Paid Time Off (PTO)
• Paid parental and maternity leave
• Increased short-term disability
• Increased life insurance
• Free mental health care

*Craft team members who are part of a labor union receive benefits directly from their union and not ���������ٷ�APP����.

Continued Progress Through Partnership and Intentionality

A recent comparison between 2015 and today provides tangible examples of how more women at ���������ٷ�APP���� are breaking barriers and increasing their presence and leadership:

PROGRESS OF FEMALE REPRESENTATION
AT MORTENSON SINCE 2015

While the statistics show notable and exciting improvements, there are real and very deserving women behind those numbers.

“Getting more women into the industry starts with a concerted effort to hire more women,”��explains��Maja Rosenquist, senior vice president with ���������ٷ�APP����.��“That means getting out into the community and helping more women and girls see the building industry as a viable option.��

Policies and programs that create a sense of belonging for all team members are part of the ongoing support and ���������ٷ�APP���� works with many national outreach partners to further attract diverse talent within the company.

In addition to SHPE (Society of Hispanic Professional Engineers), SASE (Society of Asian Scientists & Engineers) and other organizations, ���������ٷ�APP���� partners with GWIC (Groundbreaking Women in Construction) and the SWE (Society of Women Engineers). These organizations help develop women at ���������ٷ�APP���� and attract students and professionals from across the country.

Even with more women in the organization reaching higher levels today than ever before, ���������ٷ�APP����’s leadership understands to ensure our workforce reflects the communities in which we work.

“We have a lot of opportunities and remain committed to doing the work,�� said ���������ٷ�APP���� President Derek Cunz. “We're better when we have different voices in the room, and we want to make sure we're hiring more women to bring their unique experiences and perspectives.��

Are you an aspiring leader looking for your opportunity to shine and make purposeful impact? If so, start your journey and learn more about the benefits of exploring a rewarding career in construction at ���������ٷ�APP����.

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