Engineering Success: Women Leading the Way in the Trades

By Esther Kim

While infrastructure investments surge and workforce needs grow, one of the nation’s most pressing challenges remains largely overlooked: the persistent gender segregation in the skilled trades. Despite the rising demand for electricians, plumbers, equipment operators, and ironworkers, women continue to be vastly underrepresented. As of 2025, women make up only 2.7% of on-site construction workers.

This research note explores findings from a qualitative study conducted by the Center for Women in Government & Civil Society that investigates the lived experiences of six tradeswomen. Through in-depth interviews, the study examined their career pathways, challenges faced in male-dominated environments, sources of resilience, and their vision for a more inclusive future. Pseudonyms are used throughout to protect participant confidentiality. The findings shed light on the systemic barriers that restrict access to these careers, the value of mentorship and community support, and the role of tradeswomen in reshaping industry.

Barriers Begin with Limited Exposure and Gendered Expectations

Early socialization continues to shape occupational choices along gender lines. None of the study participants had been introduced to the skilled trades during their K-12 education or received encouragement to pursue technical careers early on. Instead, they discovered the trades later in life, often through unplanned or unconventional pathways such as military service, workforce re-entry programs, or post-secondary training.  

Lena, a union laborer, noted that she became aware of trade opportunities while participating in a re-entry program following incarceration, stating, “I didn’t know even know about the trades until I was in prison…they had this program where they taught us a trade.” Similarly, Noor, a carpenter and military veteran, described how she found her way into the field after leaving active duty: “After the military, I was craving stability, and this [skilled trades] gave me that.”

Several participants emphasized that limited exposure during adolescence contributed to their delayed entry. Tessa, an ironworker, observed, “I didn’t know women could even do this kind of work until I was already a mom and needed a better job.” Their experiences reflect a broader systemic issue: the absence of gender-inclusive career guidance and visibility of women in technical roles during early education. Without access to inclusive pathways, young women are often funneled toward traditionally “feminine” career tracks, leaving the trades out of reach until much later in life. This lack of early exposure continues to limit access and perpetuates occupational segregation.

Challenges Persist in the Field: Isolation, Bias and Infrastructure Gaps

All participants described experiencing gender-based challenges in the workplace, particularly in the form of isolation, skepticism, and harassment. Being the only woman on a job site was a common occurrence, which brought heightened scrutiny and pressure to consistently outperform male peers. “You do have to work harder to prove yourself… people look at you and assume you don’t know what you’re doing just because you’re a woman,” said Brenda, a mechanical insulator. Similar sentiments were echoed by Yvonne, a heavy equipment operator, who recalled being directly told by male coworkers that “women shouldn’t be out here.”

Participants also described navigating workplace cultures where sexual harassment and exclusionary “shop talk” were normalized. Cleo, a construction mentor, shared “I’ve had to shut down jokes or comments real quick. I always keep it professional, but I make it clear that I won’t tolerate that stuff.”

In addition to interpersonal bias, women reported systemic exclusion from peer networks and a lack of adequate facilities. Several participants cited restrooms and changing spaces as ongoing issues. “Sometimes there’s no bathroom for women. Or it’s locked. Or you have to ask for a key. It’s embarrassing and inconvenient,” said Lena, a laborer.

These conditions reflect both cultural and structural barriers that go beyond individual interactions, rooted in a long-standing exclusionary system. Together, these dynamics contribute to a workplace environment where women must constantly prove their legitimacy while contending with exclusion on multiple fronts.

Resilience Through Mentorship and Peer Support

Despite the challenges they faced, all participants identified key factors that supported their persistence in the trades. Mentorship emerged as a critical form of support, particularly from experienced tradeswomen and male allies. Tessa emphasized the importance of these relationships: “Seek out mentors… someone who can guide you and advocate for you. That made a huge difference for me.”

Participants also described strategies they adopted to build credibility and respect in the workplace. Brenda, a mechanical insulator, advised, “come in, learn everything you can, take classes, learn from people on the job, and conduct yourself professionally at all times. That’s how you earn respect.”

Peer support networks (both formal and informal) were also important. Yvonne spoke to the value of solidarity among women in the field: “We’re very supportive. We life each other up…it’s just the camaraderie. It’s so nice.” In addition to mentorship and peer networks, union membership and pre-apprenticeship programs played a vital role in providing both technical skills and emotional reinforcement. These structured supports helped women navigate difficult periods and remain committed to their careers.

While personal determination and adaptability were common themes, participants were clear that resilience did not arise in isolation. It was sustained by accessible mentors, inclusive job sites, and the presence of visible role models. As such, resilience was understood not just as an individual trait, but as the outcome of supportive environments and community connections. 

Pride in Work and Transformation of Identity

Participants consistently expressed a strong sense of pride and fulfillment in their work. Their narratives emphasized the personal significance of contributing to visible, tangible projects and attaining financial independence through skilled labor.

“There’s nothing like pointing at a building and telling your kids, ‘I helped build that.’ It’s empowering,” said Noor. The transition into the trades was often described as life-changing not only in terms of career, but in how participants saw themselves. Lena, a laborer, shared “it gave me a way to support my kids and stay out of trouble. I never thought I’d be the kind of person who works with tools. Now I can’t imagine doing anything else.”

For many, the economic stability offered by the trades served as a powerful foundation for personal growth and independence. Tessa, an ironworker, explained, “I make good money now. I can take care of my family. That wasn’t the case before.” Their stories reveal how access to skilled labor can do more than provide a job. It can reshape one’s identity, build confidence and open doors to new possibilities. Through their work, participants defined stereotypes and redefined what success looks like in a field that had historically excluded them. 
 

Leadership, Mentorship and a Vision for Change

Participants not only survived but took on leadership roles to support the next generation. Several participants are engaged in mentoring apprentices, conducting outreach in schools, and advocating for inclusive policies. Their experiences position them as change agents within a traditionally exclusionary system.

“If I can help just one girl see this as a real option, it’s worth it,” said one participant. This commitment to representation underscores the role of visibility and mentorship in recruitment and retention efforts. 

Recommendations: Building Inclusive Pathways in the Trades

The findings point out several areas for action:

1. Early exposure: Integrate skilled trades into middle and high school career exploration to broaden perceptions of what is possible.
2. Inclusive mentorship: establish formal mentorship programs that prioritize gender- and race-aware matching
3. Safe and supportive workplaces: Improve jobsite culture through training, harassment prevention policies, and adequate facilities.
4. Representation and visibility: Elevate the presence of women in recruitment materials, leadership positions, and public narratives about skilled work.

Creating inclusive pathways in the trades is not simply a matter of equity. It is essential for meeting workforce demands, closing skill gaps, and maximizing the potential of the labor force.

Conclusion

The skilled trades offer careers that are well-paying, stable and deeply rewarding. Yet for too long, systemic barriers have limited access and advancement for women. The stories captured in this study reveal both the ongoing challenges and the powerful potential of tradeswomen to transform the field.

Supporting women in the trades requires more than celebrating resilience. It demands structural change, intentional support, and a commitment to equity in every aspect of workforce development. 

For more information about this study, contact us at [email protected] or 518-442-5127.