Ontario Construction News staff writer
A new survey from the Ontario Building and Construction Tradeswomen (OBCT) shows that while more women are choosing careers in the skilled trades, many continue to face systemic barriers that affect recruitment and retention in the sector.
The 2025 Advancing Recruitment and Retention of Women in the Building Trades survey, presented at the Ontario Building Trades Annual Convention in Windsor, highlights both progress and persistent challenges for women working in construction across the province.
Findings come as BuildForce Canada estimates the sector will need to recruit 154,100 workers over the next decade. Women represent just five per cent of on-site trades, or about 14,200 workers.
“OBCT was started by tradeswomen, for tradeswomen – so we understand the dedication and pride women who have chosen a career in the construction industry have for their trade,” said Kate Walsh, OBCT program manager. “But too often, they face avoidable barriers that push them out of the industry. With this new research, it provides us with clear data and practical solutions to help employers, unions and government work together to change that.”
The survey collected responses from 342 women and follows a similar study from 2022. It also included interviews with employers and industry partners and a review of academic and sector research.
According to the report, 82 per cent of tradeswomen intend to stay in the industry and see themselves working in construction two to five years from now. About two-thirds said they are satisfied with their pay and benefits, and 62 per cent were satisfied with their work environment.
The findings also show that women often enter the trades later in life with 58 per cent entering the industry as a second career, and 54 per cent starting after age 25, signalling opportunities to reach women earlier.
Workplace culture and structural barriers create significant concern. More than half of respondents reported experiencing harassment, and many were dissatisfied with how complaints were handled. OBCT notes this marks an improvement from 2022, but says rates remain high enough to affect retention.
Among tradeswomen with children, more than half reported turning down work due to a lack of childcare or scheduling conflicts.
The report includes 16 recommendations and calls for coordinated action among labour, employers and government.
“We can’t afford to lose skilled tradeswomen to preventable barriers,” Walsh said. “When women succeed in the trades, the entire industry benefits.”
The report calls for coordinated action among labour, employers, and government to strengthen recruitment and retention through 16 evidence-based recommendations, including:
- Early outreach to schools and targeted recruitment of women and equity-deserving groups.
- Zero-tolerance enforcement for harassment and discrimination on job sites.
- Mandate/Legislate anti-discrimination and anti-harassment training in all apprenticeship, union, and employer programs.
- Industry-wide improvements to personal protective equipment, washrooms, and childcare solutions.
- Leadership targets and mentorship programs to support women’s advancement.
- Accountability measures through transparent reporting on women’s participation and progress.
The full report, Advancing Recruitment and Retention of Women in the Building Trades: Results from the 2025 OBCT Tradeswomen Survey, is available online at www.obctradeswomen.com/2025-survey.
