Under the Hard Hat

Category: Professional Development

  • Blueprinting success: Embracing a growth mindset in AEC

    Blueprinting success: Embracing a growth mindset in AEC

    Understanding the role of mindset is especially critical in an industry that demands adaptability, creativity, and collaboration to thrive in an ever-changing landscape. How you approach challenges and opportunities can shape your success. The mindset you bring to leadership, team dynamics, and innovation directly impacts project outcomes and long-term growth. 

    Quick look

    • A growth mindset in AEC fosters adaptability, creativity, and collaboration, driving long-term success in a fast-evolving industry.
    • Leaders with a growth mindset encourage innovation, embrace challenges, and build trust, significantly enhancing team performance and decision-making.
    • Growth-oriented professionals adopt cutting-edge technologies and creative problem-solving approaches, positioning organizations for a competitive edge.
    • Cultivating a growth mindset requires self-reflection, lifelong learning, and fostering a feedback-rich culture for continuous improvement in the construction sector.

    Understanding mindsets

    Fixed mindset

    A fixed mindset operates on the belief that abilities and intelligence are set in stone. People with this mindset often avoid challenges because they fear failure, give up quickly when things get tough, and see effort as a waste of time. In the AEC industry, a fixed mindset can stall progress. For example, leaders or teams may resist adopting new technologies, clinging to outdated methods even when better tools are available. This reluctance can hinder innovation and make adapting to the industry’s evolving demands harder. 

    Growth mindset

    On the other hand, a growth mindset is all about the belief that abilities can be developed through hard work, learning, and persistence. People with this mindset welcome challenges, view setbacks as opportunities to improve, and understand that effort is the key to mastery. In the AEC world, a growth mindset can drive innovation and success. Leaders and teams with this perspective are more open to trying new methods, embracing cutting-edge technologies, and continually improving their processes to stay ahead in a competitive landscape. It’s the kind of mindset that turns obstacles into stepping stones. 

    How do mindsets work in AEC leadership?

    Decision-making

    Leadership in the AEC industry often involves making high-stakes decisions under tight deadlines. A fixed mindset in decision-making leans heavily on traditional methods, prioritizing safety and predictability over innovation. Leaders with this mindset may avoid taking risks, even when opportunities for growth or efficiency improvements present themselves. This can result in missed chances to adopt emerging technologies or streamline operations.

    In contrast, leaders with a growth mindset approach decision-making with curiosity and flexibility. They encourage experimentation and actively seek out diverse perspectives to inform their choices. This openness allows them to navigate complex challenges with creative solutions, fostering innovation and team adaptability. For example, a growth-minded leader might use AI-driven project management tools to optimize workflows, recognizing the long-term benefits despite an initial learning curve.

    Team development

    A leader’s mindset significantly influences team dynamics. A fixed mindset can limit a team’s potential by creating an environment where feedback is discouraged and mistakes are viewed as failures rather than learning opportunities. Team members may hesitate to voice their ideas or take initiative, stifling creativity and collaboration.

    On the other hand, a growth-minded leader fosters a culture of learning and continuous improvement. They view challenges as opportunities for professional development and encourage their teams to embrace them. Feedback is welcomed and actively sought out, creating an atmosphere of trust and open communication. This approach helps team members feel valued and supported, increasing job satisfaction and productivity. For example, implementing regular skill-building workshops or mentorship programs can help team members grow their expertise and confidence.

    How do mindsets impact innovation?

    Technology adoption

    Innovation in the AEC industry often hinges on the adoption of new technologies. Leaders and organizations with fixed mindsets resist these changes, viewing new tools as unnecessary or disruptive to established workflows. This hesitation can lead to stagnation, as competitors who embrace innovation gain a competitive edge. For instance, a company with a fixed mindset might avoid investing in Building Information Modeling (BIM) software, fearing the cost or learning curve, and as a result, miss out on its efficiency and accuracy benefits.

    In contrast, a growth mindset drives proactive exploration and integration of cutting-edge solutions. Leaders who adopt this mindset understand that technology is an investment in future success. They are willing to experiment with tools like drones for site inspections, 3D printing for rapid prototyping, or AI-powered project management systems. By staying open to new possibilities, they position their teams and organizations to work smarter, reduce waste, and improve project outcomes.

    Problem-solving

    Problem-solving is a daily necessity, whether addressing unexpected site challenges or finding ways to meet tight deadlines. A fixed mindset often leads to viewing obstacles as insurmountable. Leaders and teams may default to blame-shifting or relying on outdated methods, which can prolong delays and increase costs. This approach limits creativity and collaboration, leaving teams stuck in a reactive mode.

    A growth mindset, however, turns challenges into opportunities for innovation. Leaders and teams with this mindset actively seek creative solutions, often collaborating across disciplines to find the best path forward. For example, instead of seeing supply chain disruptions as a dead end, a growth-oriented team might explore alternative materials or prefabrication techniques to keep projects on track. This adaptability helps resolve immediate issues and strengthens the organization’s resilience against future challenges.

    Benefits (and challenges) of a growth mindset

    A growth mindset brings numerous advantages to the construction industry, where adaptability, collaboration, and innovation are essential for success:

    • Enhanced adaptability: Adaptability is key in an industry that evolves as quickly as AEC. A growth mindset enables individuals and organizations to pivot when faced with unexpected challenges, such as new regulations or supply chain disruptions. This flexibility ensures projects stay on track and companies remain competitive. 
    • Improved team collaboration and morale: Teams thrive when they feel supported and empowered to grow. A growth mindset fosters a culture of openness and trust, where feedback is seen as an opportunity to improve rather than a critique. This approach boosts morale, encourages teamwork, and helps retain top talent in a competitive job market.
    • Increased capacity for innovation and problem-solving: By embracing challenges and learning from setbacks, professionals with a growth mindset are better equipped to think creatively and develop innovative solutions. This mindset drives the adoption of advanced technologies and new construction methods, ensuring continuous improvement and long-term success.

    While the benefits of a growth mindset are clear, adopting and sustaining it can come with challenges:

    • Overcoming entrenched fixed mindset cultures: Shifting an organization from a fixed to a growth mindset requires significant effort, especially in industries where traditional methods and attitudes may dominate. Leaders must lead by example and actively encourage openness to change, which can take time and persistence.
    • Continuous commitment to personal and professional development: A growth mindset isn’t a one-time decision—it’s a commitment to ongoing learning and improvement. This requires individuals and teams to seek training, feedback, and opportunities for growth, even when it feels challenging or uncomfortable. Maintaining this level of dedication can be demanding, especially during busy project cycles.

    How to cultivate a growth mindset

    Self-reflection

    Growth begins with self-awareness. Assessing one’s skills is a critical first step for people in leadership roles. This involves honestly evaluating how one approaches challenges, setbacks, and opportunities. Do they tend to avoid risks or dismiss new ideas too quickly? Are they open to learning from others, even those at different levels of expertise?

    Once these patterns are identified, leaders can pinpoint areas for personal growth. For example, they might commit to seeking feedback from their teams, participating in professional development courses, or practicing resilience during challenging projects. Self-reflection fosters personal growth and sets a powerful example for others to follow.

    Organizational practices

    Cultivating a growth mindset isn’t just an individual effort—it requires an organization-wide commitment to fostering a culture of learning and development.

    Organizations should encourage continuous education through training programs, workshops, or mentorship opportunities. When teams see that learning is prioritized, they’re more likely to embrace challenges and seek growth. For example, hosting regular lunch-and-learn sessions on emerging technologies or industry trends can inspire curiosity and innovation.

    In addition, policies that recognize and reward effort can significantly promote a growth mindset. Instead of celebrating outcomes, leaders should acknowledge the process and perseverance behind achievements. Highlighting team members who take calculated risks or contribute innovative ideas—even if they don’t always succeed—reinforces the value of growth and experimentation.

    How to practice and nurture a growth mindset

    Encourage lifelong learning

    When individuals feel supported in their personal and professional development, they’re more likely to embrace a growth mindset, and staying informed about the latest industry trends, technologies, and techniques is essential for growth. Organizations can support this by providing access to workshops, certifications, and online courses tailored to the needs of their teams. Leaders can further nurture lifelong learning by encouraging cross-discipline training—helping team members expand their skill sets beyond their immediate roles. 

    Embrace challenges

    Obstacles and challenges are inevitable in construction and surrounding disciplines, but they also provide the best opportunities for learning and innovation. Encouraging teams to take on challenging projects or experiment with new approaches can foster resilience and creativity. For example, adopting sustainable building practices or integrating AI-driven design tools might seem daunting initially, but they open doors to long-term efficiencies and innovation. Leaders can model this mindset by framing setbacks as opportunities to learn rather than reasons to assign blame.

    Provide constructive feedback

    Feedback is one of the most powerful tools for cultivating a growth mindset, but it needs to be delivered thoughtfully. Constructive feedback focuses on effort and areas for improvement rather than just outcomes. It should empower individuals to learn and grow rather than feel criticized. Leaders can create a feedback-rich culture by making it a two-way process—encouraging team members to share their thoughts. For example, regular one-on-one meetings where feedback is given and received help establish trust and promote open communication. When feedback is valued and normalized, teams are more likely to embrace continuous improvement. 

    Bottom line

    Adopting a growth mindset isn’t just a personal choice—it’s necessary to thrive in a dynamic, ever-evolving field. Leaders and teams with a growth mindset are more adaptable, innovative, and collaborative, setting the stage for long-term success. By embracing challenges, investing in lifelong learning, and fostering a culture of constructive feedback, AEC professionals can drive meaningful progress for their projects and organizations.

    Ready to lead with a growth mindset? Subscribe to our newsletter and follow us on social media for insights, tips, and strategies to help you and your team thrive in the ever-changing world of AEC. Let’s build the future together—one mindset at a time!

  • From tools to tech: Encouraging construction technology adoption across generations

    From tools to tech: Encouraging construction technology adoption across generations

    The construction industry is rapidly evolving, with new technologies revolutionizing project design, management, and execution. While younger workers often quickly embrace these advancements, older generations can find the shift more challenging, creating a gap that impacts efficiency and teamwork. By fostering collaboration and providing the proper support, construction companies can empower workers of all ages to adopt and benefit from innovative tools.

    Quick look:

    • Construction is lagging behind other industries in tech adoption, specifically where older generations are concerned.
    • Generational differences create challenges in implementing new tools.
    • Gen Z workers adapt quickly to technology, while older workers may face barriers.
    • Reverse mentoring and collaborative training are effective strategies to ease the transition to technology integration.

    The hesitancy with technology

    Adopting new technology in the construction industry often involves hurdles. One of the most significant barriers is cost. Advanced tools and systems can require substantial upfront investments, making it hard for companies to justify the expense without guaranteed returns. Beyond the financial aspect, training requirements also play a key role in slowing adoption. Learning new tools can be time-intensive, taking workers away from their daily responsibilities, which adds to the hesitation.

    For older workers, age-related challenges can compound these issues. Navigating unfamiliar interfaces or adjusting to new workflows may feel intimidating, especially for those who’ve spent decades mastering traditional methods. Additionally, there’s often a lack of trust in technology, with skepticism about whether these tools will deliver the promised improvements or simply complicate established processes.

    Lastly, the industry’s strong roots in tradition can hold back innovation. Construction professionals often rely on methods and tools that have “always worked,” making them reluctant to change. While these hesitations are understandable, they highlight the need for strategies to bridge technology and workforce generation gaps to make technology adoption more accessible for everyone.

    Gen Z: A tech-driven generation

    Gen Z, born into the digital age, has grown up surrounded by smartphones, apps, and instant access to information. This generation’s innate comfort with technology isn’t just a product of convenience; it’s a way of life. For Gen Z workers entering the skilled trades, adapting to tech-based tools like digital blueprints, project management software, or augmented reality (AR) solutions is second nature. 

    This tech fluency presents a unique opportunity for the construction industry. Gen Z’s ease with digital solutions can help accelerate the adoption of innovative tools across the workforce. By leveraging this expertise, companies can foster a collaborative environment where older workers gain hands-on support in integrating new technology. Programs like reverse mentoring, where younger employees teach older colleagues, can bridge generational gaps, empowering the entire workforce to work smarter, not harder.

    5 ways to encourage tech adoption in construction

    1. Reverse mentoring

    One of the most effective ways to bridge the technology gap in construction is through reverse mentoring, where younger workers help older colleagues learn and adopt new tools. This approach leverages the tech-savvy nature of younger generations, like Gen Z, to provide hands-on guidance in using software, mobile apps, or advanced machinery.

    The concept of reverse mentoring was introduced in 1999 by former General Electric CEO Jack Welch, who encouraged 500 senior staff members to meet with younger recruits to learn about the technology they were using. This initiative gave senior staff valuable insights into emerging tech while offering new hires direct access to leadership, fostering communication and collaboration across hierarchical lines.

    Reverse mentoring doesn’t just teach technical skills; it fosters collaboration and mutual respect between age groups. Older workers bring their years of expertise and industry knowledge, while younger employees contribute their familiarity with modern technology. Together, they create a more inclusive and productive work environment.

    For example, companies like Skanska, Mott MacDonald, and Balfour Beatty have successfully implemented reverse mentoring programs. These programs pair seasoned employees with younger, tech-savvy colleagues to ensure smooth transitions to digital workflows. By encouraging knowledge sharing across generations, these programs improve technology adoption and strengthen team dynamics.

    2. Collaborative training

    Cross-generational training sessions offer a powerful way to build confidence and skills across the workforce and foster a collective approach to technology adoption. These sessions bring younger, tech-savvy employees and older, more experienced workers together in a collaborative learning environment where everyone benefits from each other’s strengths.

    The key to successful collaborative training is a focus on practical, hands-on learning. For older workers, theory-heavy sessions can feel overwhelming or detached from their day-to-day tasks. Instead, providing opportunities to engage directly with new tools—whether learning to operate advanced machinery or navigating project management software—can help demystify the technology and make it less intimidating.

    Companies like Turner Construction have implemented cross-generational training programs, where employees work side by side on real-world projects using innovative tools. This approach accelerates learning, fosters stronger team connections, and encourages open communication.

    Collaborative training also provides a platform for addressing concerns or misconceptions about technology. By allowing workers to ask questions and troubleshoot in a supportive setting, companies can ease the transition and create a culture where learning and innovation go hand in hand.

    3. Make data-driven decisions

    One of the most effective ways to encourage technology adoption is to demonstrate its value through data-driven decisions. Workers and managers are more likely to trust new tools when they see measurable improvements in productivity, safety, or cost savings.

    For example, telematics systems in construction equipment provide real-time data on fuel consumption, maintenance needs, and usage patterns. According to the Association of Equipment Manufacturers, telematics can reduce fuel costs by 10-15% and significantly decrease equipment downtime. Sharing these tangible results with your workforce can show them how technology directly impacts the bottom line while simplifying their daily tasks.

    Data-driven insights also play a critical role in improving safety. Wearable tech, such as smart helmets or sensors, can monitor workers’ vitals and environmental conditions, alerting teams to potential hazards. By consistently showcasing the positive outcomes of using technology, construction companies can build trust and enthusiasm among their teams. When workers see how data leads to smarter decisions and safer worksites, they’re more likely to embrace innovation as a valuable asset rather than a disruptive change.

    4. Tailored implementation

    Introducing new technology in construction works best when it’s tailored to meet the needs of a diverse workforce. Selecting user-friendly tools that cater to varying skill levels ensures that employees, regardless of their technical experience, can adapt without feeling overwhelmed. Features like intuitive interfaces, clear instructions, and hands-on support can help foster adoption among older workers.

    In addition to choosing the right tools, gradual rollouts are key to success. Implementing technology in phases allows employees to adjust at their own pace while providing opportunities for feedback and refinement. For instance, a construction company might start with pilot programs for specific teams, gather insights on usability, and then scale up once workers feel confident and comfortable.

    Tailored implementation boosts confidence and sends a clear message: technology is here to support workers, not replace them. By respecting employees’ learning curves and offering the right tools and pace, companies can create a culture that embraces innovation without leaving anyone behind.

    5. Foster a culture of curiosity

    A thriving workforce is always willing to learn, experiment, and adapt—and fostering a culture of curiosity can help bridge the technology adoption gap. Encouraging employees to approach new tools with an open mind and a willingness to explore boosts engagement and reduces the fear of change.

    Providing opportunities for continuous learning could include regular workshops, access to online training resources, or even informal sessions where workers can test out new technologies in a low-pressure environment. When employees feel empowered to ask questions and experiment, they’re more likely to discover the value of these tools for themselves.

    Recognizing and rewarding employees who embrace and champion technology is another effective way to encourage adoption. Highlighting tech-savvy workers as role models or incentivizing those who go above and beyond can motivate others to follow suit. When employees feel supported and valued in their learning efforts, transitioning to new technology becomes a shared journey rather than a solitary challenge.

    Bottom line

    Bridging the technology adoption gap in construction is essential for staying competitive in a rapidly evolving industry. While the challenges may seem significant, there are clear, actionable strategies to ease the transition.

    By fostering collaboration through reverse mentoring, offering hands-on, collaborative training, leveraging data to demonstrate value, and implementing tools gradually and thoughtfully, companies can empower workers of all ages to embrace innovation. This enhances productivity and safety, strengthens team dynamics, and futureproofs the workforce.

    Adopting technology isn’t just about keeping up; it’s about setting the foundation for long-term success. When every team member feels confident and supported, the entire organization benefits, creating a culture that thrives on tradition and innovation.

    Stay ahead in the ever-evolving construction industry by subscribing to our newsletter for the latest insights, tips, and strategies to drive innovation and success in your business.

  • 6 strategies to keep construction workers engaged and productive

    6 strategies to keep construction workers engaged and productive

    Keeping construction workers engaged is the difference between a happy, productive crew and a toxic, disorganized one. Disengaged workers often feel more antagonistic and less open to feedback, and turnover could cost your company money. However, by ensuring employee comfort, offering flexible work options, providing paths for growth, and improving safety, your company could get back on track and reengage the team. 

    The importance of crew engagement

    When your construction crew clocks in, sure, they’re there to do a job. But they’re also there to collaborate, learn, grow, and feel job satisfaction. They all have their own dreams and career goals. If companies see them solely as a means to push productivity along, it can do the opposite, or worse. 

    According to the EconJournals, disengaged employees are less receptive to feedback, prone to absenteeism, less productive, and overall more antagonistic. On top of that, employees who feel disengaged at work often create a culture with higher turnover, costing you money. It costs employers an estimated 33% of a worker’s salary to hire their replacement. And when workers leave, you’re also paying the price of knowledge and experience lost. 

    Disengagement can interfere with employee mental health, but by not trying to do better for your team, everyone loses out. Here are six simple ways to reverse the cycle of disengagement. 

    6 tips for keeping your construction crew engaged

    1. Ensure employee comfort

    Employee comfort doesn’t mean you need to paste motivational posters all over the break room. Ensuring your employees are comfortable is about fostering a genuinely positive work environment for your crew. Developing company values that reduce conflict and encourage better collaboration leads to higher job satisfaction. You can do this by: 

    • Organizing team-building activities: Plan a problem-solving activity, group outing, or happy hour where your team can blow off steam and have fun. 
    • Create an open-door policy: Establish office hours or regularly communicate that raising and discussing issues is a safe space. 
    • Celebrate your wins. Did your team recently complete a project or reach a new safety milestone? Celebrate with a team lunch, a round of coffee, or a small gathering. Make your team’s accomplishments appreciated.
    • Prioritize health and well-being: Encourage taking personal days, offer mental health resources, and make your employees feel good about prioritizing their health. 

    2. Reduce administrative tasks

    For some, administrative work comes with the role and can’t be changed. Some construction workers spend up to half their time on administrative tasks, such as sourcing project updates, conducting reporting, or scheduling and attending meetings. It feels like a part of the job that can’t be streamlined, and many have difficulty picturing a new way of communicating with the team. But the tedious, admin-heavy workload doesn’t have to bog down people as much as it does. 

    The best way to combat this is to reduce administrative burdens with construction-specific software. For example, invoicing software like Freshbooks and Zoho are explicitly designed to streamline the manual administrative work of construction professionals. 

    Don’t have your admin teams going about their work the manual way. Reward them with a more efficient way to work, and see both satisfaction and productivity flourish. 

    3. Offer flexibility

    As the construction industry continues to evolve, so do the ways that work gets done. Many workers are used to long, grueling hours, with days stretching longer than necessary. This causes burnout, stress, and lower productivity. 

    However, job satisfaction will rise by offering a more flexible way to work, as workers have time to balance their personal and professional lives. You can provide more flexibility by: 

    • Offering staggered start times allows employees to avoid heavy traffic, better organize their parenting responsibilities, and better manage their personal lives. 
    • Offer flexible work schedules: 4-day work weeks with staggered days on/off prove to reduce burnout and boost overall morale.
    • Allow workers to swap shifts with approval: Give your crew more autonomy to manage personal commitments by shift trading and working a more realistic, flexible schedule. 

    Flexible schedules show your crew that their time is valued on and off the job site, boosting engagement. 

    4. Provide growth and training opportunities 

    When companies invest in employee development, they encourage employees to commit to their future with the company. Everyone likes feeling that their work is valued and that they have opportunities to advance. By continuing to show that you care about that development, everyone wins. 

    Companies could commit to better growth and development by organizing regular workshops and seminars, training employees on new technology, and offering tuition reimbursements for training related to their roles. You could also develop a clear pathway to show employees how and when they can progress within the company. Enhancing these skills also enhances team members’ sense of purpose. 

    5. Promote effective communication

    Employees want to feel like they’re not just a name on the schedule. For larger construction companies, it can be easy to lack empathy due to headcount—it’s a common pitfall that fosters resentment and high turnover. 

    To foster trust and effective communication, be transparent about business decisions and share company updates regularly. A team message can go a long way toward keeping everyone in the loop and feeling important. This message could include company status updates as well as long-term company goals and plans. 

    An effective way to start is by promoting communication through a collaborative tool. Many companies use a mobile-first strategy and encourage people to contact them via text on personal devices. Other companies also use communication apps with larger messaging channels to reach out to people individually and as a group. 

    6. Improve job site safety

    Lastly and arguably most importantly, a safe team is an engaged team. The construction industry is one of the most dangerous fields, involving working high up, using heavy machinery, and handling hazardous materials. 

    Reaffirming that safety is a top priority makes workers feel valued, important, and more likely to take their jobs seriously. A strong safety culture also improves worker retention. Workers can promote better safety by:

    • Conducting routine check-ins and audits to ensure safety plans are followed
    • Host routine safety training sessions for everyone, not just new employees
    • Staycurrente with the best safety training methods, like active teaching
    • Celebrate safety milestones to engage workers to do their best on the job

    Bottom line

    Creating and fostering an engaged job site takes a conscious effort from employers and employees. Reducing administrative workload, offering flexible work options, and promoting effective communication will make your workers feel valued, satisfied, and more engaged. In turn, workers are more productive, proactive, and involved.

    Don’t wait until retention becomes an issue. You can’t implement a quick fix tomorrow, but slowly rolling out these best practices will limit turnover, reduce costs, and ultimately attract more talent to the team. 

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  • York University introduces post-graduate certificate in digital construction management

    York University introduces post-graduate certificate in digital construction management

    In response to the increasing demand for skilled professionals adept in traditional construction management and modern digital technologies, York University’s School of Continuing Studies in Toronto has launched a nine-month post-graduate certificate in digital construction management. This innovative program, launching in September 2025, will prepare graduates for leadership roles in the rapidly evolving construction sector.

    The full-time program was designed to blend foundational construction management principles with advanced digital tools. Students will gain hands-on experience in 3D modeling, Building Information Modeling (BIM), and integrating artificial intelligence (AI) to improve project innovation and sustainability. The curriculum encompasses a comprehensive range of topics, including construction methods, cost estimation, scheduling, quality control, and the interpretation of digital plans. 

    A distinctive feature of the program is the construction practicum, allowing students to specialize in one of three streams: 

    • Contract Administration
    • Construction Estimation
    • Construction Project Coordination

    This practical component ensures graduates are well-equipped to tackle real-world challenges when entering the workforce.

    The construction industry is transforming significantly, with digital technologies integral to modern practices. York University’s program addresses this shift by equipping students with the skills necessary to lead in this new landscape. “When we consulted with industry leaders, it was clear that expertise in emerging technologies is no longer optional — it’s essential,” said Christine Brooks-Cappadocia, AVP of continuing studies at York University. “Our hands-on, project-based learning model ensures graduates can make an immediate impact, saving employers months of costly training.”

    Graduates will use cutting-edge software and AI tools to optimize construction processes, reduce costs, and improve sustainability. The program is particularly beneficial for recent graduates in architecture, civil engineering, interior design, and other related disciplines, as well as current professionals aiming to advance their careers. Individuals who complete this certificate program will position themselves at the forefront of industry innovation, meeting the growing demand for tech-savvy construction managers.

    Admission requirements and application process

    Prospective students for the construction management certificate must hold a degree or diploma in architecture, civil engineering, interior design, or other engineering fields with a minimum average of 60% (C) for degrees or 70% (B) for three-year diplomas. Additionally, applicants whose first language is not English must demonstrate language proficiency with an overall IELTS score of 6.5, with no individual band below 6.0. The application process is straightforward, with detailed information on the program’s official webpage. Interested individuals are encouraged to apply promptly, as the program is expected to attract many applicants eager to advance their careers in digital construction management.

    By integrating traditional construction management practices with advanced digital technologies, the program ensures graduates are well-prepared to lead and innovate in a dynamic and evolving field. 

    Stay ahead in digital construction! Subscribe to our newsletter for the latest industry insights, career tips, and program updates straight to your inbox.

  • Breaking the stigma: How perception is hurting construction’s workforce

    Breaking the stigma: How perception is hurting construction’s workforce

    Construction projects are ramping up across North America, but the industry faces a serious challenge: insufficient workers to meet demand. Outdated stereotypes about who belongs in the skilled trades keep many people from considering careers in construction, worsening labor shortages. Changing these perceptions is essential to ensuring the future success of the architecture, engineering, and construction (AEC) community.

    The construction industry has long been undervalued, often viewed as “blue-collar” work with limited career opportunities. These misconceptions must be revised to capture the technical expertise and innovation driving modern construction and exclude diverse talent from joining the workforce. Addressing these biases is critical to building a more robust, more inclusive industry that reflects the realities of today’s construction landscape.

    Quick look

    • Misconceptions about construction deter diverse talent and contribute to critical labor shortages in the industry.
    • Modern construction is a dynamic, high-tech field with competitive salaries and abundant career growth opportunities.
    • Outdated stereotypes about unskilled labor and gender roles harm the industry’s reputation and limit innovation.
    • Education campaigns, diversity initiatives, and school partnerships are key strategies for combating stigma and attracting a new generation of talent.

    Perception vs. reality: Rethinking construction careers

    The construction industry faces a significant challenge: outdated misconceptions that deter potential workers and reinforce harmful stereotypes. These perceptions tarnish the industry’s reputation and contribute to labor shortages. However, the reality of modern construction careers tells a far more compelling and inspiring story.

    Perception: Construction is for the “uneducated”

    The notion that construction is a career choice for the unskilled or uneducated couldn’t be further from the truth.

    Reality: Modern construction demands a combination of technical expertise, problem-solving skills, and specialized knowledge. Workers must master advanced tools and technologies like Building Information Modeling (BIM) and adhere to stringent safety regulations. 

    Skilled tradespeople, such as electricians and plumbers, often earn salaries that rival or exceed those of college graduates. The consistent demand for urban development, infrastructure upgrades, and housing ensures construction remains a stable career choice. For example, electricians and HVAC technicians work with complex systems while project managers juggle budgets, timelines, and team coordination. Far from being “unskilled,” these roles often require formal certifications or degrees. Construction careers demand as much intellectual capability as physical skill, offering workers a chance to engage in highly technical and fulfilling work.

    Perception: Women don’t belong in the trades

    Gender stereotypes suggest construction is no place for women, perpetuating a culture of exclusion. A recent survey indicated that 56% of respondents believe it’s much harder for women to break into the industry.

    Reality: Women excel across all levels of the industry, from skilled trades to leadership positions. Organizations like T&C GIRL are bridging the gender gap, and apprenticeship programs are seeing increased female participation. While women currently represent only about 11% of the U.S. construction workforce, their contributions are vital. High-profile projects led by women showcase their expertise, innovation, and resilience. As the industry evolves, embracing diversity is not just a necessity—it’s a strength that drives progress.

    Perception: Construction lacks career growth

    A common misconception is that construction offers limited opportunities for advancement or innovation.

    Reality: The industry is ripe with opportunities for growth and advancement. From site management to architecture, engineering, and green building design, career pathways in construction are as varied as the projects themselves. An apprentice today can rise to become a foreperson, contractor, or even a business owner. Technological advancements, such as robotics, drones, and artificial intelligence (AI), have also introduced cutting-edge roles that didn’t exist a decade ago. 

    Construction isn’t stagnant—it’s an evolving field full of potential for ambitious professionals. Whether you’re interested in design, project management, sustainability, or technical innovation, the construction industry offers roles tailored to a wide range of skills and interests.

    Perception: Construction is all about manual labor

    Many believe construction is purely grueling physical work with little intellectual engagement.

    Reality: While physical labor is part of the job, it’s only one aspect of the industry. Technology has optimized processes and automated labor-intensive tasks, reshaping how projects are planned, managed, and executed while opening doors to new, innovative careers. For example, roles like architects, engineers, and BIM specialists are highly technical and often involve managerial or creative work. Moreover, the industry prioritizes worker safety and health, with modern tools and machinery designed to reduce physical strain. Construction is where intellectual and physical skills intersect, creating rewarding opportunities for workers from all backgrounds.

    The impact of these perceptions

    Misconceptions about the construction industry don’t just hurt its reputation—they have tangible effects on its ability to attract and retain talent. Outdated stereotypes deter many individuals, especially younger generations, from considering careers in construction, worsening the industry’s labor shortages.

    Labor shortages and the generation gap

    Many younger workers view construction as an unattractive career option, often due to the belief that it offers little room for growth or doesn’t align with modern values like innovation and inclusivity. This generational gap in perception has made it increasingly difficult for the industry to replace its aging workforce. With baby boomers retiring, fewer young people are stepping up to fill the void, leaving critical roles unfilled and threatening the sector’s long-term stability.

    Challenges to deadlines and costs

    Labor shortages ripple through every aspect of construction projects. Fewer workers mean extended timelines, delayed project completions, and increased costs as companies scramble to fill labor gaps with overtime or subcontractors. This not only frustrates clients but also impacts businesses’ bottom lines. These delays can significantly strain resources and hinder growth in an industry already known for tight margins.

    Impeding industry growth

    Beyond individual projects, these labor shortages limit the industry’s ability to scale and innovate. Adopting advanced technologies and sustainable building practices slows down without fresh talent, bringing new perspectives and skills. This stagnation makes competing with other industries for top talent even harder, creating a cycle where perceptions and labor shortages reinforce each other.

    Combatting stigma and attracting new talent

    Changing perceptions about the construction industry requires a proactive approach. Construction leaders can break down barriers and attract a fresh, talented workforce by educating the public, fostering diversity, and showcasing the industry’s opportunities.

    Education campaigns

    Changing the narrative is one of the most effective ways to combat stigma. Construction isn’t just a job—it’s a career filled with cutting-edge technology, creativity, and problem-solving. Campaigns that emphasize the industry’s use of tools like AI, robotics, and sustainable practices can shift outdated views. Sharing success stories of professionals in the architecture, engineering, and construction (AEC) community, such as a project manager who started as an apprentice or a woman leading a multi-million-dollar build, can inspire new talent to see themselves in similar roles.

    Encourage diversity

    Diversity strengthens the construction industry, yet women, minorities, and other underrepresented groups often feel excluded due to traditional stereotypes. To counter this, companies should create programs and policies promoting inclusivity. For example, mentorship initiatives pairing experienced tradespeople with newcomers from diverse backgrounds can make the field more accessible. Highlighting role models and leaders who break the mold—like women crane operators or immigrant entrepreneurs in construction—demonstrates that everyone has a place in the trades.

    Partner with schools

    Engaging students early is essential for building a pipeline of future workers. Collaborating with high schools, colleges, and vocational programs can introduce students to the exciting opportunities within construction. Workshops, job shadowing, and internships give young people hands-on experience and a chance to see the industry beyond the stereotypes. Schools can also work with employers to ensure curricula align with industry needs, preparing students for successful careers.

    Invest in employer branding

    A strong employer brand can attract talent by showing off what makes construction exciting and fulfilling. Social media campaigns featuring innovative projects, testimonials from happy employees, and behind-the-scenes glimpses into day-to-day work can reshape public perceptions. Highlighting workplace culture—celebrating teamwork, offering flexible schedules, or supporting employee well-being—can help candidates see construction as a desirable and forward-thinking industry.

    By taking these steps, the construction industry can reframe its image, appeal to a broader talent pool, and ensure a thriving workforce for years.

    Bottom line

    The construction industry’s perception problem is not set in stone—it’s a challenge that can be overcome with intentional efforts and innovative solutions. The AEC community can attract a new generation of talent by addressing outdated stereotypes, promoting diverse opportunities, and highlighting construction careers’ modern, high-tech nature.

    Leaders in the industry have a unique opportunity to invest in changing the narrative. Whether through education campaigns, diversity initiatives, or stronger partnerships with schools, every effort to reshape perceptions brings the industry closer to securing a thriving, inclusive workforce. 

    If you’re passionate about shaping the future of construction, stay informed and inspired by joining our community. Subscribe to our newsletter today for the latest insights, stories, and resources tailored to the AEC industry!

  • What you need to know about commercial auto safety as a contractor

    What you need to know about commercial auto safety as a contractor

    When contractors think about safety, the job site is often the first thing that comes to mind. But what about the journey to and from those sites? Whether transporting tools, materials, or an entire crew, proper commercial auto safety requires you to understand insurance to keep your assets safe play and avoid costly setbacks.

    Quick look

    • Commercial vehicles are involved in 20% of road fatalities in Canada despite making up only 8% of collisions, highlighting the serious risks to road safety.
    • Poor road safety leads to project delays, medical expenses, and increased insurance premiums, directly impacting contractors’ profitability and operations.
    • Fleet safety programs, dash cameras, and telematics systems help improve driver accountability and reduce risks associated with commercial driving.
    • Comprehensive commercial auto insurance protects contractors from financial losses, covering accidents, theft, and damages caused by uninsured drivers.

    Why commercial auto safety matters

    Most people will think of safety when contractors are on the job site; people rarely consider that safety starts when a contractor gets into their vehicles. Contractors and their teams spend significant time commuting between job sites, often driving vehicles loaded with heavy equipment or towing trailers. With commercial vehicles accounting for a substantial portion of road activity, prioritizing safety on the road is critical to prevent accidents.

    When accidents do happen, the consequences can be serious. A commercial vehicle crash delays projects, leads to unexpected medical bills, and causes insurance premiums to rise. In Canada alone, commercial vehicles account for only 8% of road collisions but are involved in approximately 20% of all road user fatalities. Injuries leave workers unable to perform their duties, while damaged vehicles disrupt transportation schedules, forcing teams to rearrange work plans and rely on temporary solutions. For contractors operating on tight budgets, these costs quickly add up and hurt profitability.

    How to stay safe on the road

    How to stay safe on the road with commercial vehicles

    Commercial vehicles are larger, heavier, and harder to maneuver than standard cars, making them inherently more dangerous on the road. They often carry heavy equipment and materials, which can amplify the severity of accidents. Combine these factors with work challenges like longer driving distances, driver fatigue, and tight deadlines, and you have an increased risk of collisions.

    To combat these challenges, here are several strategies contractors can use to improve the commerical auto safety of their fleet:

    • Fleet safety programs: Implementing a fleet safety program is one of the most effective ways to improve driver accountability. A strong program should include annual motor vehicle record (MVR) checks to ensure drivers have safe records and mandatory training sessions. Defensive driving techniques, proper vehicle operation, and best practices for transporting equipment should all be covered to reduce collision risks.
    • Dash cameras: Installing dash and cab-facing cameras provides valuable insights into incidents. Forward-facing cameras can help verify faults in accidents, while cab-facing cameras, especially those integrated with AI, can detect distractions, fatigue, or unsafe behaviors. This technology helps with claims processing and encourages safer driving habits by increasing driver accountability.
    • Telematics systems: Telematics technology helps monitor vehicle performance and driver behavior in real-time. By tracking metrics like speed, braking, idling, and fuel efficiency, telematics systems can identify risky driving habits, allowing contractors to address them with targeted training. For example, drivers frequently engaging in hard stops or aggressive cornering may benefit from additional coaching to improve their skills.
    • Proper trailer and cargo training: Improperly secured trailers and loads are a major safety hazard. Contractors should ensure all drivers are trained to conduct pre-trip inspections, understand load capacities, and secure cargo correctly. A simple checklist can help ensure trailers and equipment are safe for transport.
    • Regular vehicle inspections: Routine vehicle inspections can prevent mechanical failures that lead to accidents. Checking brakes, tire pressure, lights, and engine fluids regularly ensures vehicles are in safe working condition. Scheduled maintenance also helps avoid costly breakdowns and keeps fleets running efficiently.
    • Hands-free communication systems: Staying connected while driving is sometimes necessary, but it should never come at the cost of safety. Hands-free communication systems allow contractors to answer calls or access navigation without taking their hands off the wheel. These systems minimize distractions and ensure drivers can stay focused on the road.
    • Emergency kits and preparedness: Every work vehicle should be equipped with an emergency kit. Items like first-aid supplies, reflective triangles, a flashlight, and basic tools can make a huge difference in emergencies. A well-stocked kit ensures drivers are prepared to safely handle breakdowns or accidents while waiting for assistance.
    • Commercial auto insurance: Accidents can still happen even with the best safety measures. Commercial auto insurance protects contractors from unexpected financial fallout. It includes liability coverage for damages caused to others and comprehensive coverage for non-collision events, such as theft or natural disasters. Proper coverage also ensures that contractors aren’t left vulnerable if employees use personal vehicles for work-related tasks.

    What you need to know about commercial auto insurance

    commercial auto safety details

    Commercial auto insurance is a must-have for contractors. Unlike personal auto insurance, commercial policies are designed to address the specific risks of using vehicles for business purposes. Personal insurance won’t cover incidents while driving for work, leaving contractors vulnerable to significant financial liabilities. For instance, if an employee gets into an accident while driving a company truck, the resulting repair costs, medical bills, or legal claims could devastate the business without proper coverage.

    Understanding the different types of coverage available under a commercial auto insurance policy can help you fully protect your business against these risks.

    Types of commercial auto safety coverage

    • Liability coverage: Liability coverage forms the foundation of any commercial auto insurance policy. It pays for property damage and bodily injury costs if the driver is at fault in an accident. This is especially crucial for contractors, as commercial vehicle accidents often involve higher stakes due to the size and weight of the vehicles. Liability insurance protects contractors against costly claims that could otherwise impact their bottom line.
    • Collision coverage: Collision coverage takes care of repair or replacement costs for your own vehicle after an accident, regardless of who is at fault. For contractors, whose vehicles often carry critical equipment, this type of coverage minimizes downtime by covering expenses quickly, allowing work to resume without major disruptions.
    • Comprehensive coverage: Comprehensive coverage addresses non-collision-related incidents, such as theft, vandalism, or damage from natural disasters. For contractors whose vehicles frequently house expensive tools and materials, this coverage ensures protection against unforeseen events that could otherwise result in significant financial losses.
    • Uninsured motorist coverage: Uninsured motorist coverage safeguards contractors from drivers who lack sufficient insurance. It helps cover medical expenses and property damage if your vehicle is hit by an uninsured or underinsured driver. Given the high costs of repairs and healthcare, this coverage ensures contractors aren’t left paying out of pocket for someone else’s negligence.
    • Personal injury protection (PIP): Personal injury protection goes beyond standard medical payment coverage. PIP covers the driver’s and passengers’ medical expenses, regardless of who is at fault in an accident. In some cases, it also includes compensation for lost wages and rehabilitation costs, making it a valuable addition for contractors looking to ensure comprehensive protection for their teams.

    Bottom line

    For contractors, commercial auto safety starts the moment you hit the road. Commercial vehicles come with unique risks that demand proactive steps, like setting up fleet safety programs and ensuring you have the right insurance. Without these protections, just one accident could mean expensive downtime, legal headaches, and a hit to your reputation.

    Don’t wait until it’s too late to protect your business. Subscribe to our newsletter and follow us on social media to stay updated on the newest safety strategies, insurance insights, and tips to keep your operations running smoothly.

  • How AIChE supports chemical engineers with resources, communities, and career tools

    How AIChE supports chemical engineers with resources, communities, and career tools

    The American Institute of Chemical Engineers (AIChE) is a leading global organization for chemical engineering professionals. Established in 1908, the association is dedicated to advancing the field through education, innovation, and collaboration. With over 60,000 members in more than 110 countries, AIChE is central to supporting engineers, fostering industry growth, and driving sustainable practices that help individuals and industries worldwide.

    Quick look

    • AIChE programs aim to support chemical engineers at every career stage, from students to seasoned professionals, while addressing global challenges like clean energy and environmental stewardship.
    • AIChE empowers professionals to grow with over 350 education courses, engineering communities, and hosting yearly events.
    • Members enjoy benefits such as professional recognition, networking opportunities, project connections, and job resources, making AIChE a vital partner for career and business growth.

    AIChE’s role in chemical engineering

    AIChE is the world’s leading organization for chemical engineering professionals, committed to shaping the future of the discipline. It provides a platform for engineers to connect, share knowledge, and advance the field through research and innovation. AIChE’s initiatives cover a broad spectrum, including safety standards, sustainability, and technological advancements. Its programs aim to support chemical engineers at every stage of their careers, from students to seasoned professionals, while addressing global challenges like clean energy and environmental stewardship.

    For example, through initiatives like the Center for Chemical Process Safety (CCPS), AIChE has developed essential guidelines and standards that enhance safety protocols within the industry. These contributions have been pivotal in promoting safer operational practices across chemical engineering sectors globally.

    How AIChE supports its members

    Communities

    AIChE fosters a sense of belonging through its extensive network of communities. These include local sections, global chapters, and technical divisions, which allow members to connect with peers who share similar interests or face common challenges. For instance, CCPS is a specialized division focusing on process safety, offering valuable resources and events for professionals in the construction and manufacturing sectors. Additionally, AIChE provides platforms like the Young Professionals Committee and Women in Chemical Engineering (WIC) to support diversity and inclusion in the field, ensuring every voice is heard and represented.

    Learning and career

    AIChE offers an impressive suite of learning and career development tools designed to keep professionals at the forefront of industry advancements, which include:

    • Publications: Members gain access to a large library of publications, including CEP Magazine (Chemical Engineering Progress), which delivers insights on trends, technologies, and challenges shaping the industry. The AIChE Journal and other specialized publications dive deeper into cutting-edge research and advancements.
    • Job board: The Career Discovery job board is a dedicated platform where members can explore employment opportunities across industries like energy, biopharmaceuticals, and construction. This service includes resume reviews, career counseling, and even virtual career fairs, helping members find the roles best suited to their expertise and goals.
    • Academy: The AIChE Academy is an online learning hub featuring over 350 courses and webinars tailored to the needs of chemical engineers. Topics range from technical skills, such as process safety and chemical thermodynamics, to soft skills, like leadership and project management. Many of these courses are self-paced or instructor-led, making it easy for members to upskill while balancing their professional commitments.

    Educators

    AIChE also supports educators in chemical engineering through programs like the Concept Warehouse, a teaching aid designed to enhance classroom learning. The AIChE Education Division increases collaboration among educators to develop innovative teaching strategies and share best practices.

    Events

    AIChE hosts several events that bring the global chemical engineering community together. Their Annual Meeting is a flagship event featuring technical sessions, keynote speakers, and networking opportunities for professionals and academics alike. For those focused on safety, the Global Congress on Process Safety (GCPS) delivers in-depth sessions on the latest safety practices and standards, directly affecting industries like construction and manufacturing.

    AIChE also organizes smaller, more focused events like regional student conferences and technical symposia, which address niche topics in chemical engineering. These events are prime opportunities for professionals to exchange ideas, present research, and form valuable connections.

    Benefits of joining AIChE

    Professional recognition

    Becoming a member of AIChE enhances credibility and shows a commitment to excellence in chemical engineering. Members gain access to designations such as AIChE Fellow, a prestigious honor recognizing exceptional contributions to the field. These credentials help professionals stand out in competitive industries like construction, energy, and pharmaceuticals, building trust and authority in their expertise.

    Immediate support system

    AIChE’s network of local sections, global chapters, and technical communities provides members with a built-in support system. For instance, professionals can connect with peers to share knowledge, troubleshoot challenges, or collaborate on projects. Specific groups, like the Safety and Health Division, offer resources tailored to niche areas, ensuring members find support relevant to their specialties.

    Various discounts

    Membership comes with financial perks, including discounts on AIChE Academy courses, conference registrations, and technical publications. For smaller companies, these cost-saving benefits make high-quality training and professional development more accessible, empowering teams to upskill without overextending their budgets.

    Help with hiring

    AIChE’s Career Discovery job board streamlines the hiring process for both employers and job seekers. Members gain exclusive access to job postings, resume-building tools, and career counseling. For smaller companies, this platform is invaluable for finding top-tier talent within the chemical engineering community, saving time and effort in recruitment.

    Project opportunities

    AIChE connects members with groundbreaking projects through initiatives like Innovation Labs and partnerships with industry leaders. For example, collaborations on sustainable construction materials or process safety advancements give members hands-on experience with cutting-edge solutions that address global challenges.

    Networking opportunities

    AIChE’s events, such as the Annual Meeting and regional symposia, create dynamic environments for networking with industry leaders, peers, and potential collaborators. Smaller companies benefit significantly from these opportunities, as they provide access to key decision-makers and partnerships that can lead to growth and innovation.

    Access to education

    With over 350 courses available on the AIChE Academy, members have unparalleled access to education on topics ranging from chemical engineering fundamentals to emerging technologies. AIChE also offers free student memberships and tailored learning tracks, ensuring that education remains accessible to everyone, from students to seasoned professionals.

    Staying updated on industry regulations

    AIChE is at the forefront of industry standards and regulatory updates, particularly in areas like process safety and sustainability guidelines. Members receive updates regularly through publications, webinars, and conferences, enabling them to remain compliant and competitive in their respective fields.

    Bottom Line

    AIChE stands out as a leader in supporting chemical engineering professionals, offering unparalleled resources, education, and networking opportunities to elevate careers and drive industry innovation. Whether you’re seeking professional recognition, expert guidance, or access to cutting-edge projects, AIChE has something for everyone. For companies and individuals alike, joining AIChE means staying ahead in a competitive field while contributing to a more sustainable future.

    Want to stay ahead in your field? Don’t miss out on industry insights and opportunities—subscribe to our newsletter today and stay connected to the latest in construction and engineering advancements!

  • 6 tips for attracting and retaining Gen Z workers in the skilled trades

    6 tips for attracting and retaining Gen Z workers in the skilled trades

    As the next generation enters the workforce, the skilled trades industries may see an influx of new labor. Society has historically encouraged young people to pursue traditional four-year post-secondary institutions, but Gen Z is forgoing that path, opting instead for quicker routes to rewarding careers in industries like construction, plumbing, and welding. To attract, hire, and retain Gen Z workers, companies must understand their values, implement flexible policies, offer competitive pay and benefits, and provide career development opportunities.

    The difference with Gen Z

    Aside from the years they were born, the fashion trends, and the popular media they grew up on, there are significant differences between younger and older generations in terms of attitudes, values, and drive. 

    Gen Z is the first generation to grow up entirely in the digital age, which lends itself to its refreshed, technically inclined approach to work. It embraces career fluidity and meaningful work experiences and often shares an entrepreneurial spirit. It also craves innovation and impactful work.

    Put simply, Gen Z doesn’t just want to work—they want their work to mean something and to be done in alignment with their terms.

    How they differ from Gen X: Generation X, born between the early 1960s and late 1980s, values a work/life equilibrium versus Gen Z’s preference for more downtime. They also tend to be slower on the change curve, opting instead for stability over the quickly evolving workplaces Gen Z appreciates. They value hard work and employee loyalty over job hopping and fast-tracked growth. 

    How they differ from Millennials: Millennials, born between 1981 and 1996, are considered digital pioneers versus the digital natives of Gen Z. Millennials value optimism over realism and are more open to collaboration over Gen Z’s preference for independent work. Millennials are also said to prefer digital communication in the workplace over face-to-face communication, which Gen Z also opts for. 

    What characterizes Gen Z workers?

    Tech savviness: The generation raised with a smartphone in hand is motivated by hands-on experience with the latest technology. They value technological innovation, improvements in efficiency, and mastery of technical production and utilization. 

    Being purpose-driven: Gen Z feels that a rewarding career makes a difference. Jobs with companies that promote social justice, commitment to sustainability, implement energy-efficient processes, and develop eco-friendly products appeal significantly to them. 

    Valuing work/life balance: People used to live to work, and Gen Z is part of a generation that works to live—and live, they do. Lengthy shifts of 10+ hours often don’t appeal to the younger generations, which may deter them from entering the industry. 

    Gen Z and the skilled trades

    The construction industry has received a reputation overhaul in recent years, with the adoption of machine learning, increased pay, and the slow implementation of more flexible schedules. What was once known as a dirty, less educated, more-do-less-think industry is now being rebranded as innovative and more stimulating than a 9-5 desk job. 

    As young people continue to be disenchanted at the prospect of a traditional University path, more Gen Z workers opt for these trade roles, giving them the fitting name of the “toolbelt generation.” Some of the main reasons for a career path swap to skilled trades include:

    • Hands-on learning: Hands-on, on-the-job training and education allow job seekers to scale the ranks quickly, helping them learn more, earn more, and feel more mentally fulfilled. 
    • Better job security: The construction industry is experiencing a labor shortage and needs more workers now than ever. Knowing their roles are high in demand and won’t be going anywhere could be a significant pro for Gen Z. 
    • Good pay and benefits: The construction industry offers excellent wages and increasingly competitive benefits. Avoiding the financial burden of University student loans and moving straight to a lucrative career could be reasons enough to join the trades. 
    • It’s technology-heavy: Artificial Intelligence (AI), drones, simulation training, and software advancements are modernizing the AEC spaces and make a great selling point to Gen Z workers who are eager to blend physical and technical work. What was once a hammer-and-nail industry is more like a 3D print-and-simulate industry. 

    6 tips to retain Gen Z workers in the skilled trades

    1. Provide a career development roadmap

    Gen Z values having a direct, attainable career path ahead of them, so companies must create an environment that encourages development and clearly lays it out. These workers seek opportunities to make a meaningful impact, so encourage creativity, offer advancement opportunities in the organization, and show them plainly what that looks like. These are simple, effective processes to establish to attract younger workers. 

    2. Offer opportunities for entrepreneurship

    Gen Z’s attraction to impactful work comes mainly from their entrepreneurial spirit; it’s in their nature. They desire autonomy and the chance to be their own boss. The trades go hand in hand with entrepreneurship, whether it’s starting their own contracting company or specializing in a valuable, niche skill. Employers will support their natural independence by providing resources that teach young workers how to sharpen their business acumen and make Gen Z feel more valued. 

    These skills provided to Gen Z will also support better retention rates. Employers shouldn’t fear that Gen Z will run off to start a competitor company. Instead, they’ll appreciate that their new skills and experience offerings will incentivize them to stay and learn as much as they can or help them advance into leadership. 

    3. Flexibility is key

    The skilled trades are known for long, grueling hours. Schedules often consist of five or six days a week and mostly 10+ hour shifts. Some companies are transitioning to a shorter workweek and fewer hours with varied shifts that overlap to avoid delays due to lost hours.

    As expected, the result shows boosted employee morale, more productivity, and a thriving work culture. 

    4. Offer competitive pay and benefits 

    Attractive pay and competitive benefits will always be an effective retention tactic. Especially now, in the middle of a cost-of-living crisis. Trades companies should keep salaries competitive and benchmark regularly to ensure their compensation packages are aligned with industry, age, and geographical standards. 

    Companies can utilize compensation benchmarking tools to stay aware of market rates. This ensures they offerx attractive wages that will open the young worker talent pool. 

    5. Keep your technology up to date

    By incorporating the latest technology and digital tooling, companies create an environment that naturally attracts Gen Z workers. They value modern technology, and having cutting-edge tools and innovations accessible will boost productivity and make Gen Z’s work feel exciting and rewarding. They were raised in the digital age, and having them on board would make them a great resource for onboarding new technology systems. 

    6. Partner with schools

    Gen Z tends to shy away from traditional post-secondary institutions, which means influencing them when considering their career options is key. Companies can do this by collaborating with schools and other educational institutions, providing them insight into the technology and hands-on skills they could gain in the skilled trades space.

    Bottom line

    Who doesn’t want a workspace with more innovation, collaboration, flexibility, and purpose-driven work? Gen Z could bring all of those aspects to the skilled trades industry, and attracting these workers is as simple as keeping a tech-savvy space, partnering with schools, offering clear career paths, and catering to their entrepreneurial spirit. 

    Bridge the industry labor shortage with people looking to revolutionize the space. Change is a good thing, we promise. 

    Like this and want more? Subscribe to our weekly newsletter for more tips and advice on getting into the skilled trades.

  • Unlock success in architecture, engineering, and construction with association memberships

    Unlock success in architecture, engineering, and construction with association memberships

    Navigating the architecture, engineering, and construction industries can feel overwhelming, especially for professionals seeking growth, resources, or new opportunities. Joining an industry association might seem like just another membership fee, but the benefits often far outweigh the costs. Associations offer valuable resources that can elevate careers and companies, making them a wise investment for anyone in the AEC space.

    What is an association?

    An association is a collective organization formed by professionals or businesses within a specific industry, united by shared goals, challenges, and opportunities. These groups aim to provide members access to tools, resources, and connections to promote personal and professional growth.

    In the AEC industry, associations come in many forms, catering to different professions and specialties. For example:

    • Architecture associations focus on supporting architects with design trends, building codes, and certifications.
    • Engineering associations provide access to technical resources, peer-reviewed journals, and licensure support.
    • Construction associations emphasize workforce training, safety regulations, and project opportunities.

    Regardless of the specific focus, any association’s core mission is to help its members by sharing knowledge and advocating for industry-wide progress.

    The perks of joining an association

    1. Education and professional development

    Associations are a goldmine for ongoing education and professional growth, offering members exclusive access to training programs, certifications, and industry-specific courses. For example, construction associations like the Associated General Contractors of America (AGC) frequently provide workshops on the latest safety protocols, project management tools, and construction technology. These resources help members stay competitive in an industry where innovation is constant. Additionally, many associations offer professional certifications, which can boost credibility and open doors to higher-paying opportunities. A report by LinkedIn highlighted that 94% of employees say they would stay at a company longer if it invested in their learning and development—associations can help employers provide that investment.

    2. Networking

    Networking is one of the biggest benefits of joining an association. Members gain access to conferences, trade shows, and local chapter events, where they can connect with like-minded professionals, mentors, and potential clients. For example, the American Institute of Architects (AIA) hosts an annual conference attended by thousands of architects, engineers, and contractors. These events provide opportunities to share ideas, collaborate on projects, and even secure new business partnerships.

    3. Stay up-to-date on your industry

    In AEC industries, regulations and technology evolve rapidly. Associations act as a trusted source of information, keeping members updated on new legislation, market trends, and best practices. Associations such as the Mechanical Contractors Association of America (MCAA) frequently publish reports on how new energy efficiency standards impact HVAC installation and maintenance. Members often gain access to newsletters, webinars, and research reports, ensuring they are always caught up.

    4. Project opportunities

    Membership in an association can open doors to new projects and business prospects. Many associations provide exclusive bidding opportunities or access to member directories, making it easier to connect with potential clients. For instance, the Canadian Construction Association (CCA) offers a platform where contractors can find RFPs (Request for Proposals) for public and private sector projects. Additionally, networking events often lead to word-of-mouth referrals, enabling businesses to secure projects that might otherwise be inaccessible.

    5. Political advocacy

    Associations are crucial in advocating for their members at the local, state, and national levels. They lobby for policies and regulations that benefit the industry, such as tax incentives, safety standards, or infrastructure funding. The National Association of Home Builders (NAHB) actively campaigns for affordable housing policies and reduced regulatory burdens on builders. Members benefit from having their voices heard on important issues without needing to navigate the political landscape themselves.

    6. Support system

    Being part of an association provides members with a built-in support network. Whether it’s advice on navigating a challenging project or sharing resources during an industry downturn, associations foster a sense of community. For example, during the COVID-19 pandemic, many associations provided members with resources to navigate government aid programs and implement safety protocols.

    7. Hiring help

    Finding skilled talent in the AEC industry is a challenge in 2024, and associations can help bridge that gap. Many associations have job boards or offer recruitment assistance to connect employers with qualified candidates. For example, the AGC’s Career Center provides a platform for members to post job openings and access a pool of professionals actively seeking opportunities. Additionally, associations often team up with educational institutions to encourage students to pursue careers in the AEC industry, ensuring a steady pipeline of talent for the future.

    Does it cost to join an association?

    Yes, joining an association typically comes with membership fees ranging from as little as $100 annually for individuals to several thousand dollars for larger companies. These costs often vary depending on the organization’s size, the membership level (individual vs. corporate), and the benefits offered. For example, a national association may charge higher fees due to its extensive resources, while local or regional groups may be more affordable.

    Membership costs also vary based on the industry and the type of association. Some groups offer tiered pricing or discounts for students, small businesses, or nonprofits, making it more accessible to a broader range of professionals. While these fees may seem significant, they often provide a strong return on investment through networking opportunities, education, and exclusive industry insights.

    Architecture

    For professionals in the architecture field, joining reputable associations can provide several benefits, including networking opportunities, professional development, and industry recognition. Here are some prominent architecture associations in Canada and the United States:

    Engineering

    Engineering associations provide members access to cutting-edge industry research, tools for technical skill development, and opportunities to collaborate on innovative projects. Membership can help engineers stay ahead in rapidly evolving fields such as renewable energy, robotics, and infrastructure development. Here are some prominent engineering associations in Canada and the United States:

    Construction

    Construction associations offer resources for improving safety practices, gaining access to exclusive project opportunities, and staying informed about changing regulations. Here are some prominent construction associations in Canada and the United States:

    Final thoughts

    Joining an AEC association can be a game-changer for professionals and businesses looking to stay competitive in a fast-paced industry. From exclusive networking opportunities to invaluable resources for professional development, the benefits of membership often far outweigh the costs. Whether you’re an architect, engineer, or construction professional, being part of an association connects you with a community of like-minded individuals committed to advancing their craft and improving the industry.

    Ready to take the next step in your professional journey? Subscribe to our newsletter for the latest insights, industry updates, and tips to help you stay ahead in the AEC world.

  • Association spotlight: How ASME supports construction innovation

    Association spotlight: How ASME supports construction innovation

    The American Society of Mechanical Engineers (ASME) is a driving force behind innovation and growth in the construction industry. Whether setting global standards, offering hands-on training, or connecting professionals through networking events, ASME is all about helping people stay ahead in a competitive field. Focusing on safety, sustainability, and professional development ensures that construction companies and workers have the tools they need to succeed.

    Who is ASME?

    The American Society of Mechanical Engineers has been a globally respected professional association since 1880. Known for setting industry standards and driving innovation, ASME supports professionals in engineering and construction through resources that keep them ahead of the curve. At its core, ASME aims to advance engineering knowledge while promoting safety, sustainability, and innovation. By connecting engineers, designers, and construction professionals, ASME helps tackle some of the industry’s biggest challenges, from improving safety practices to embracing cutting-edge technologies.

    What does ASME do?

    ASME might not be the first name that comes to mind for construction, but its impact is everywhere. From the boilers and pressure vessels powering major facilities to the piping systems that keep operations running smoothly, ASME’s standards set the bar for safety and efficiency. Their Boiler and Pressure Vessel Code (BPVC) and B31 series for piping systems are trusted worldwide to ensure projects meet top-notch engineering standards.

    Beyond standards, the American Society of Mechanical Engineers offers many resources to help construction professionals stay ahead. Their training programs provide hands-on learning opportunities, from mastering new technologies to understanding evolving safety protocols. Publications and research initiatives keep members informed on the latest industry trends and innovations, making adapting and excelling in a constantly changing field easier. Whether you want to grow your skills or solve complex challenges, ASME provides the tools to make it happen.

    Supporting the construction industry

    ASME isn’t just for mechanical engineers—construction professionals can benefit, too. One of its biggest strengths is providing access to cutting-edge research and technical resources, helping businesses implement innovative solutions, and staying informed on the latest advancements.

    Networking is another area where ASME excels. Construction pros can connect with experts tackling everything from energy efficiency to sustainable design through workshops, conferences, and online platforms. These connections are especially valuable for smaller companies looking to expand their reach or take on more complex projects.

    ASME also leads the way in safety and sustainability advocacy. For example, its A17.1/CSA B44 elevator and escalator code ensures these systems operate reliably in buildings worldwide (Elevator Safety Standards). By focusing on mechanical safety and energy efficiency, the American Society of Mechanical Engineers is helping to build a stronger, smarter future for the construction industry.

    Why join?

    Joining ASME isn’t just about being part of a prestigious group—it’s about unlocking opportunities. Members gain professional recognition and credibility, showing their commitment to staying at the forefront of industry standards. This not only boosts their reputation but also opens doors to new opportunities.

    ASME members also enjoy discounts on events, training programs, and certifications, making professional development more affordable. For smaller companies, these savings can go a long way. While ASME doesn’t offer direct hiring or project placement services, its networking events and platforms can help members make valuable connections. Whether you’re looking to grow your skills or expand your network, ASME has you covered.

    Bottom line

    ASME is more than just an association—it’s a cornerstone of the construction industry’s innovation, safety, and growth. From setting essential standards to offering education, networking, and advocacy, ASME empowers professionals and businesses to tackle challenges and seize opportunities. Whether you’re a seasoned expert or just starting, ASME provides the tools, resources, and connections needed to thrive in a competitive field. 

    Explore what ASME offers and see how it can support your professional development and business success. Subscribe to our weekly newsletter for important news, information, and associations.