Why women leave construction and why the industry can’t afford it

The UK construction sector is under pressure. With 1.5 million new homes needed by 2029 and a growing labour shortage, attracting and retaining talent has never been more urgent.

Yet the industry continues to overlook and lose one of its most valuable groups: women.

Today, women make up just 15% of the construction workforce, and only 2% of ‘on the tools’ roles. Many who enter the trades leave within five years. Not because they lack the skills, but because the system around them fails to make space.

As Dr. Chrissi McCarthy of the Centre for Behavioural Equality puts it:

"People don’t necessarily leave because they’re not good enough; more often, they leave because they realise how good they are."

At We Build Too, we’ve been speaking to women across the sector, from apprentices to self-employed tradeswomen, to understand what’s forcing them out and what needs to change.

Workplaces that still feel hostile

Many women in construction describe navigating daily bias, from patronising assumptions to outright harassment. These experiences on their own don’t always force someone out, but together they add up to a culture that wears people down.

“All these little things, taken on their own, [are] not enough to kick up a fuss, but this undercurrent of being put in your place. It makes you angry.”

In some cases, it goes even further, with women avoiding job sites, clients, or entire careers as the result of a single bad experience.

“That experience alone put me off for, you know, until I'm now 40 and trying to do it again.”

Isolation and lack of connection

Too often, women are still the only ones like them in a workshop or on a team. The absence of role models or community makes the work feel even harder, especially when navigating sexism or self-employment alone.

“You have to be quite a tenacious girl and have a lot of self-confidence to be like, I don't care if I'm the only girl, I'm going to do this.”

“So many are self-employed, because no man would take them on.”

When the system doesn’t support you, you build your own business. Yet, that doesn’t solve the isolation, and for the labour shortage issues in the UK, it doesn’t scale quickly enough.

Training that isn’t fit for purpose

Women face barriers even before stepping on site. Some leave apprenticeships early due to unwelcoming behaviour or a lack of basic facilities. And that’s if they make it past the open evening. Others find that even with qualifications, they still struggle to get hired.

“She did electrics and she quit about a month into it because she couldn't cope… she was the only girl in class.”

“Even ones with the diploma, [it's] hard to get a foot through the door.”

It’s not that women don’t want to engage in trades or construction, but the support, environment and visibility remain an issue.

Confidence, not competence, is the barrier

Many of the women we spoke to described a lack of confidence moving from training into work, not because they weren’t capable, but because they continue not to be made to feel they belonged.

“Initial solo work is really scary… a baptism of fire.”

“I’ve never had a lot of confidence… if I think about it, I’d be like, whoa, hang on a minute, I’m not going to do that.”

The industry underestimates how much confidence matters and how much it’s eroded by hostile or indifferent environments. 

The system isn’t built for women - yet!

From physical demands to sexist assumptions, the structure of the industry still reflects a very male default. Women are told they’re not strong enough, not smart enough, or just not right for this kind of work, and the culture often reinforces that message.

“There’s this huge conception… that we are less than. We’re not as strong, we’re not as smart. But they don’t realise the challenges that we’ve had to get to this point.”

When women walk away, it’s not because they weren’t good enough; it’s because they weren’t willing to be undervalued.

Why this matters and what needs to change

Retention isn’t a nice-to-have. It’s essential for the survival of the industry. A rapidly retiring industry where 35% of the workforce is over 50. 

When women leave, we lose not only skilled professionals but potential leaders, mentors, and innovators. If we don’t change course, we’ll be stuck repeating the same patterns, with a shrinking workforce and rising social sustainability pressures.

What’s needed is more than token hiring or diversity statements. It’s targeted, context-driven strategies grounded in real data. As Dr. McCarthy highlights through her FIELDS methodology, effective inclusion must be:

• Organisationally specific

• Evidence-based

• Systemically embedded

Public sector clients and investors are increasingly demanding proof of progress. The UK Social Value Model now requires reporting on diversity metrics. The business case is no longer up for debate; it’s policy.

We Build Too: Building what’s missing

At We Build Too, we’re working to fix what the industry still lacks:

• A platform and community to help women start, grow, and thrive in construction and trades.

• A consulting and insight offer that supports educators and employers to attract and retain diverse talent.

By integrating women into the industry, not just hiring them, but designing for them, we can build a construction sector that is more resilient, innovative, and fair.

The future of construction is inclusive. Let’s make sure we don’t lose the very people who can help us build it.

Want to collaborate, support, or share your story? Email: anna@webuildtoo.com