The construction industry loves to portray itself as a meritocracy—a place where hard work and raw talent pave the way to success.  But for women, this narrative rings hollow.  A paltry 10% of the workforce faces a gauntlet of challenges, from a culture rife with sexism to a dearth of genuine opportunities.

Industry leaders offer solutions that feel like they belong in a 1950s sitcom: "family-centered businesses" and "lunch and learns."  Is this really the best they can do?

Here's a wake-up call: construction sites are often hostile environments for women.  Imagine navigating a world of  catcalls, unwanted advances, and a constant undercurrent of "you don't belong here."  This is not exactly a recipe for a fulfilling career.

The industry claims to want a more diverse workforce. If that's true, it needs to ditch the performative gestures and dismantle the real barriers.  We need a zero-tolerance policy for harassment, not soccer balls at the job site.

Mentorship programs that empower women, not just assimilate them into a "boys club," are crucial.  Clear paths to promotion based on merit, not muscle, are essential.  And let's not forget equal pay for equal work—a concept that seems to get lost in the dust of a construction zone.

The construction industry is at a crossroads.  Can it truly embrace a diverse workforce, or will it remain stuck in the past, clinging to outdated stereotypes?  The answer will determine not just the future for women in construction but also the industry's ability to attract the best talent and remain competitive in a changing world.