Despite the rising number of women in construction, they still make up only 11% of the U.S. construction workforce—and only 5% of the electrical contracting workforce, according to the 2026 Profile of the Electrical Contractor. However, an ongoing labor shortage and rising demand for infrastructure could change that.

Last year, more than 90% of contractors said they had trouble filling positions, which led to project delays. With nearly half (41%) of current skilled workers expected to retire in the next five years, the labor shortage in the construction industry is poised to worsen.

One hindrance for women interested in a career in construction is bias. According to the State of Women in Construction 2026 Report released by STACK, nearly three-quarters (73%) of female respondents experienced bias on the job, ranging from noticing co-workers being more averse to their suggestions versus those from male counterparts (44%), to women being forced to wear equipment on the job site that didn’t fit them properly (32%).

For those who do get hired, advancement is another obstacle. The STACK survey reports that 60% of respondents struggle to advance in the field, likely due to the lack of road maps guiding the path to promotion. With fewer women in management, there are fewer mentors for women in the industry and fewer opportunities for networking.

Age-old perceptions of women in supportive roles may also obstruct opportunities for them to enter the industry and advance to leadership within it. The same “boy’s club culture” that often discourages women from entering the workforce may also encourage them to remain silent if they do; 20% of women responding to the study said they were afraid to report harassment or safety concerns for fear of losing their job.

There are more opportunities for women in construction today than ever before, particularly as the industry digitizes, offering positions beyond traditional job site roles, but if new models are adopted and technology that advances women’s growth is integrated, the industry might attract and retain more female talent. The burden falls on leadership to advocate for women, act as positive role models, ensure safe spaces and promote inclusion—on and off the jobsite—to encourage more women to join the construction industry.