Under the Hard Hat

Tag: Women

  • Seed cycling: A natural approach to hormonal balance for women in AEC

    Seed cycling: A natural approach to hormonal balance for women in AEC

    Hormonal health is vital to women’s overall well-being, influencing everything from energy levels to mood and reproductive health. Many women seek natural, effective ways to support their hormonal balance without relying solely on medications. Seed cycling is an emerging, holistic approach that uses nutrient-rich seeds to promote hormonal harmony and improve overall wellness.

    Quick look

    • Seed cycling is a natural approach to hormonal balance, which involves eating specific seeds during menstrual phases to support estrogen and progesterone levels.
    • Flax and pumpkin seeds aid the follicular phase (days 1–14), while sesame and sunflower seeds support the luteal phase (days 15–28).
    • Seed cycling can help with PMS, cycle regularity, and menopausal symptoms, offering potential relief through consistent whole-food nutrition.
    • Track your cycle, grind seeds for better absorption, and incorporate them into meals daily to maximize results. Adapt the method for irregular cycles or menopause.

    Professionals, menstrual cycles, and hormones

    Understanding the menstrual cycle is essential for grasping how hormonal fluctuations impact women’s health, especially in industries requiring long hours and a sharp focus on the job. The cycle comprises several phases, each characterized by specific hormonal changes that prepare the body for potential pregnancy.

    Follicular phase

    The follicular phase begins on the first day of menstruation and continues until ovulation. During this time, the pituitary gland releases follicle-stimulating hormone (FSH), which stimulates the growth of ovarian follicles. These follicles produce estrogen, leading to the thickening of the uterine lining in preparation for a possible pregnancy.

    Luteal phase

    Following ovulation, the luteal phase commences. The ruptured follicle transforms into the corpus luteum, which secretes progesterone and some estrogen. Progesterone stabilizes the uterine lining, making it receptive to a fertilized egg. If fertilization does not occur, the corpus luteum degenerates, leading to a decline in progesterone and estrogen levels and the onset of menstruation.

    Key hormones and their roles

    • Estrogen: Predominant in the follicular phase, estrogen stimulates the growth of the uterine lining and regulates the release of FSH and luteinizing hormone (LH).
    • Progesterone: Dominant during the luteal phase, progesterone maintains the uterine lining for potential implantation and inhibits further ovulation during the cycle.

    What is seed cycling?

    Seed cycling is a natural practice that involves consuming specific seeds during different menstrual cycle phases to support hormonal balance, which impacts energy, focus, and resilience during long workdays. 

    The concept, rooted in holistic health traditions, pairs particular seeds with the follicular and luteal phases to align with hormonal needs. By incorporating flax, pumpkin, sesame, and sunflower seeds into daily meals, seed cycling aims to provide nutrients that promote optimal estrogen and progesterone levels.

    Seed cycling draws upon established nutritional benefits of seeds, but direct scientific research on the practice itself is limited. Studies on individual seeds reveal promising effects:

    • Flax seeds have been linked to improved estrogen metabolism and reduced symptoms of hormonal imbalances, such as during menopause or PMS. Flax seeds are rich in lignans, which can help regulate estrogen levels by promoting a healthy metabolism. These compounds bind to excess estrogen, supporting hormone balance during the follicular phase (days 1–14 of the cycle).
    • Pumpkin seeds are high in zinc, which supports progesterone production. This makes them a valuable addition during the follicular phase to prepare the body for ovulation and subsequent progesterone production.
    • Sesame seeds demonstrate estrogen-modulating effects, making them useful in pre-and post-menopausal women. Like flax seeds, sesame seeds contain lignans that help modulate estrogen levels. Consuming them during the luteal phase (days 15–28) can support the body’s hormonal balance as it shifts to focus on progesterone dominance.
    • Sunflower seeds provide antioxidant support that may alleviate oxidative stress and improve progesterone production. They also contain vitamin E and selenium, which bolster progesterone levels and combat inflammation. Thus, sunflower seeds are particularly beneficial during the luteal phase, when they help maintain a stable uterine lining and support hormonal health.

    It should be noted that there is a lack of comprehensive clinical trials specifically examining seed cycling as a method for hormonal balance. Critics argue that while seeds are nutrient-dense, attributing direct cycle-specific hormonal changes solely to their consumption remains speculative. Advocates suggest that the practice’s success is enhanced by its emphasis on consistency and whole-food nutrition.

    How to safely seed cycle for more balanced hormones

    1. Identify your cycle phases: Track your menstrual cycle to determine the follicular phase (days 1–14) and luteal phase (days 15–28). If you’re unsure or have irregular cycles, start with a general 28-day pattern or consult a healthcare professional for guidance.
    2. Select the right seeds for each phase:
      • Follicular phase (Day 1–14): Incorporate 1–2 tablespoons each of ground flax and pumpkin seeds daily.
      • Luteal phase (Day 15–28): Transition to 1–2 tablespoons each of ground sesame and sunflower seeds daily.
    3. Grind seeds for maximum benefits: Grind seeds before consuming to enhance nutrient absorption. Whole seeds may pass through the digestive system without being fully utilized. Use a coffee grinder or high-speed blender.
    4. Incorporate seeds into your diet: Add ground seeds to smoothies, oatmeal, salads, yogurt, or baked goods. Experiment with recipes to make seed cycling a seamless part of your routine.
    5. Be consistent: Regular consumption is key to achieving the benefits of seed cycling. Set reminders or prep portions in advance to stay consistent.

    Dosages and timing

    • Daily dosage: 1–2 tablespoons of each type of seed, depending on your dietary needs and caloric intake.
    • Timing: Distribute seeds throughout the day or consume them at once with a meal (which may be optimal for shiftwork).

    Precautions and safety

    • Allergies: If you have seed allergies, consult a healthcare provider before starting seed cycling. Substitute with alternative seeds or foods where necessary.
    • Avoid overconsumption: Excessive intake of seeds can lead to digestive discomfort or calorie imbalances. Stick to recommended dosages.
    • Ground fresh: To avoid nutrient degradation, grind seeds fresh daily or store ground seeds in an airtight container in the refrigerator for up to a week.
    • Individual variability: Hormonal responses to seed cycling may vary. If you experience discomfort or significant changes in your cycle, consult a healthcare provider.

    How long does it take to see benefits?

    The timeline for experiencing the benefits of seed cycling varies depending on individual hormonal health, consistency in practice, and underlying conditions. While some women report noticeable improvements in symptoms within a few weeks, others may require several months to see significant changes.

    General timeline of expected changes

    • Within 1–2 months
      • Mild changes in energy levels, reduced bloating, or improved digestion may be noticeable.
      • Women with irregular cycles may observe early signs of stabilization.
    • 3–6 months
      • Significant reductions in PMS symptoms, such as mood swings, cramps, or breast tenderness, are often reported.
      • Women with irregular or absent periods may notice more consistent cycles.
    • 6+ months
      • Enhanced hormonal balance in the long-term, including reduced symptoms of hormonal imbalances such as acne, mood instability, or fatigue.
      • Sustained Wellness: Improved overall reproductive health and potential alleviation of symptoms related to menopause or perimenopause.

    It’s important to note that responses to seed cycling can differ based on age, diet, lifestyle, and pre-existing hormonal conditions. For instance, individuals with minor symptoms may notice benefits sooner. In addition, those with conditions like PCOS, endometriosis, or thyroid imbalances may require longer to see results and should consider seed cycling as part of a broader wellness plan.

    Seed cycling and menopause

    Seed cycling isn’t just for women with active menstrual cycles—it can also benefit individuals in pre-menopause, menopause, or post-menopause. By supporting hormonal health through targeted nutrition, seed cycling provides a natural way to ease the symptoms associated with these life stages.

    For women who no longer have a regular menstrual cycle, seed cycling can be adapted by following a simplified 28-day schedule:

    • Days 1–14 (follicular phase equivalent): Consume flax and pumpkin seeds to support estrogen metabolism.
    • Days 15–28 (luteal phase equivalent): Transition to sesame and sunflower seeds to promote progesterone production and balance.

    This cycle mirrors the hormonal fluctuations of a typical menstrual cycle, even without active menstruation, ensuring a steady intake of key nutrients to support overall hormonal balance.

    Benefits for pre-and post-menopausal women

    In the years leading up to menopause, known as perimenopause, hormone levels can become unpredictable, leading to symptoms like irregular periods, hot flashes, and mood swings. Seed cycling may help by supporting estrogen metabolism to reduce the intensity of hot flashes and night sweats. Furthermore, promoting progesterone balance may improve sleep quality and reduce anxiety.

    After menopause, estrogen and progesterone levels drop significantly, which can lead to bone density loss, cardiovascular issues, and changes in skin and hair health. Seed cycling can:

    • Provide phytoestrogens (from flax and sesame seeds) that mimic estrogen, potentially alleviating dryness and supporting bone health.
    • Offer anti-inflammatory nutrients (like selenium and omega-3s) to support heart health and reduce joint discomfort.
    • Deliver antioxidants and essential vitamins, such as vitamin E, which benefit skin elasticity and hair strength.

    Bottom line

    Seed cycling offers a simple, natural way to support hormonal health throughout all stages of life. By incorporating nutrient-rich seeds into your routine, you can align your diet with your body’s hormonal needs, potentially easing symptoms like PMS, irregular cycles, or menopausal discomfort.

    Seed cycling is most effective as part of a broader wellness strategy. If you have significant hormonal concerns, such as PCOS, thyroid imbalances, or menopausal challenges, it’s always best to consult a healthcare provider. They can help you tailor seed cycling and other interventions to meet your unique needs.

    Interested in learning more about natural ways to support your hormonal health? Subscribe to our newsletter and follow us on social media for expert tips, practical strategies, and all the latest insights to help you thrive.

  • Building strength: Proactive tests for women’s health 

    Building strength: Proactive tests for women’s health 

    Women in construction, engineering, and architecture know how demanding these industries can be, but balancing work with health shouldn’t be overlooked. Health concerns like heart disease, breast cancer, and osteoporosis affect many women, but proactive care can make a huge difference. Tests like DNA profiling and full-body imaging offer early detection opportunities, helping women stay ahead of potential issues.  

    The importance of understanding your health  

    Knowing your health status isn’t just about treating problems as they come up—it’s about staying ahead of them. Early detection is often the key to managing or preventing serious illnesses, especially in fast-paced industries where stress and physical labor can add extra strain. Understanding personal risk factors allows women to make informed decisions about their diet, exercise, and lifestyle habits, improving long-term outcomes.  

    Being proactive also builds confidence. When you have a clear understanding of your health risks, you can better focus on your personal and professional goals. Women in physically demanding fields like construction and engineering especially benefit from this proactive approach, ensuring they remain capable and strong in every aspect of their lives.  

    Women’s health, uncovered  

    Many common health conditions in women are preventable or manageable with early detection. Regular screenings combined with proactive tests can save lives by identifying issues before they become severe. Here are some of the most prevalent health concerns:  

    Cervical and ovarian cancer  

    Cervical and ovarian cancers are among the most serious health threats women face. Routine Pap smears and HPV testing are essential for detecting cervical abnormalities early. For ovarian cancer, there are currently no widespread screening methods, but women with a family history of the disease may benefit from genetic testing or ultrasounds. Early diagnosis is critical since symptoms like bloating or pelvic pain can often go unnoticed.  

    Heart disease  

    Heart disease remains the leading cause of death among women, yet it’s frequently overlooked. Symptoms such as fatigue, shortness of breath, and chest discomfort often go unreported. Regular blood pressure, cholesterol checks, and lifestyle modifications can significantly reduce risks.  

    Breast cancer  

    Breast cancer screenings, including mammograms, are vital for early detection. Women with a family history of breast cancer may need to start screenings earlier or consider genetic counseling. Early intervention increases survival rates and may reduce the need for invasive treatments.  

    Osteoporosis  

    Bone health is often ignored until it’s too late. Due to hormonal changes during menopause, women are at higher risk for osteoporosis. Bone density tests can identify problems before fractures occur, allowing time to strengthen bones through diet, exercise, or medication.  

    Diabetes  

    Type 2 diabetes is on the rise, particularly among women with sedentary jobs or high stress levels. A fasting blood glucose test or HbA1c test can detect prediabetes early, giving women a chance to reverse it with lifestyle changes.  

    Autoimmune disorders  

    Conditions like rheumatoid arthritis or lupus disproportionately affect women. Regular blood tests can identify early markers, leading to faster diagnosis and treatment. Staying alert to symptoms such as joint pain, fatigue, or skin changes is critical.  

    10 proactive health tests for women to consider  

    1. DNA testing  

    DNA testing provides valuable insights into your genetic blueprint, revealing predispositions to various health conditions. By identifying genetic risks for illnesses such as breast cancer, heart disease, or autoimmune disorders, women can take a more proactive role in managing their health. This test can guide decisions on lifestyle modifications, such as adopting a heart-healthy diet or increasing cancer screening frequency. 

    Some DNA tests also shed light on inherited conditions that may affect future generations, helping women make informed family-planning choices. These tests are often quick, non-invasive, and increasingly accessible through healthcare providers or at-home kits. Beyond predicting diseases, DNA testing can also offer insights into how your body metabolizes nutrients and medications, allowing for more personalized treatment plans. By understanding your genetic risks, you can partner with your healthcare provider to create a tailored plan for prevention and care.  

    2. Epigenetics  

    Epigenetic testing goes beyond your genes to explore how environmental and lifestyle factors influence their expression. This test can reveal how elements such as diet, stress, exercise, and toxin exposure impact your cellular health. Unlike DNA, which remains constant, epigenetic changes are dynamic and can provide a roadmap for lifestyle adjustments to promote long-term wellness. For instance, the test might identify specific dietary needs or highlight areas where stress reduction could improve overall health. 

    This emerging area of science also offers clues about aging and the potential for reversing specific cellular damage through healthier habits. Women looking to optimize their health can use this information to design personalized wellness strategies based on how their genes are currently being expressed. With regular epigenetic monitoring, it’s possible to track the impact of positive lifestyle changes over time, making it a powerful tool for staying ahead of potential health challenges.  

    3. Microbiomics  

    The gut microbiome is often called the body’s “second brain” due to its profound impact on overall health. Microbiome testing analyzes the bacteria, fungi, and other microorganisms in your digestive system to identify imbalances that could contribute to chronic health conditions. Poor gut health has been linked to issues like inflammation, autoimmune diseases, mental health disorders, and even obesity. 

    By understanding your microbiome’s composition, you can take targeted steps to improve it, such as introducing specific probiotics or adjusting your diet. For example, adding fiber-rich foods or reducing processed sugar can promote a healthier gut microbial balance. This test also shows how well your gut absorbs nutrients, which are key to energy levels and immunity. Armed with microbiomic insights, women can make meaningful changes to enhance their physical and mental well-being.  

    4. Full-body imaging  

    Full-body imaging provides a non-invasive way to identify potential health concerns before symptoms arise. Using advanced scanning technologies, these tests can detect abnormalities like tumors, organ irregularities, and early signs of disease. Unlike routine blood tests or physical exams, full-body scans offer a more comprehensive view of what’s happening inside your body. This makes them particularly useful for catching conditions that might not present obvious symptoms, such as early-stage cancers or aneurysms. The peace of mind that comes from a clear scan—or the opportunity to address an issue early—can be life-changing. 

    While these scans are not replacements for regular screenings, they are an excellent complement for those who want a thorough health checkup. Many imaging centers offer packages tailored to women’s health, ensuring the scans focus on areas most relevant to female physiology. This proactive approach can be a valuable step toward long-term wellness for women working in high-stress industries.  

    5. Metabolomics  

    Metabolomics testing examines the biochemical processes that sustain your body, offering a detailed look at how your metabolism functions. This test can identify metabolic imbalances that may lead to chronic conditions like diabetes, obesity, or heart disease. It also reveals how your body processes nutrients, helping you optimize your diet for better energy and overall health. For women experiencing unexplained fatigue, weight changes, or hormonal fluctuations, metabolomics can pinpoint underlying issues such as vitamin deficiencies or poor glucose regulation. 

    The test also provides insights into how your body reacts to stress, helping you create a more tailored wellness plan. By understanding your metabolic health, you can make informed decisions about exercise, nutrition, and supplements to improve your quality of life. By uncovering hidden imbalances, metabolomics testing empowers women to take charge of their health in a more precise and personalized way.  

    6. Hormone panel testing  

    Hormone panel testing evaluates key hormones like estrogen, progesterone, testosterone, and thyroid hormones, which play critical roles in overall health. Imbalances in these hormones can lead to symptoms such as fatigue, mood swings, weight fluctuations, and irregular menstrual cycles. For women approaching menopause, this test can identify shifts in hormone levels that contribute to hot flashes, bone loss, or sleep disturbances. It’s also valuable for addressing issues like polycystic ovary syndrome (PCOS) or thyroid disorders, which are common among women. 

    By pinpointing imbalances early, healthcare providers can recommend tailored treatments, such as hormone replacement therapy or lifestyle adjustments. Hormone testing is particularly beneficial for women in physically demanding professions, where maintaining energy and strength is essential. This approach helps women feel their best while reducing the risk of long-term complications linked to hormonal issues.  

    7. Vitamin and mineral testing  

    Vitamin and mineral testing measures the levels of essential nutrients in the body, such as vitamin D, vitamin B12, iron, magnesium, and calcium. These nutrients are vital for energy, immunity, bone health, and cognitive function. Deficiencies can lead to symptoms like fatigue, frequent illness, poor concentration, and even more severe conditions like anemia or osteoporosis. Ensuring optimal nutrient levels is key to maintaining stamina and focus for women with demanding schedules. 

    Testing provides actionable information to fine-tune your diet or add targeted supplements where needed. For instance, supplements or increased sun exposure can address a low vitamin D level, while an iron deficiency may require dietary changes or iron therapy. Staying on top of these levels can prevent long-term health issues and enhance overall well-being. Regular testing ensures your body has the resources it needs to thrive.  

    8. Inflammation marker tests (CRP or ESR)  

    Chronic inflammation is a silent driver of many health problems, including heart disease, diabetes, arthritis, and even cancer. Inflammation marker tests, such as C-reactive protein (CRP) or erythrocyte sedimentation rate (ESR), measure levels of inflammation in the body. Elevated markers could indicate an ongoing issue, such as an infection, autoimmunity, or lifestyle factors like stress or poor diet. These tests are simple but provide powerful insights into your overall health. 

    Reducing inflammation through diet, exercise, and stress management can lead to noticeable improvements in energy and focus. Early detection of inflammation also allows for preventative measures before it develops into a more serious condition. By understanding your inflammation levels, you can work with your healthcare provider to create a strategy for reducing risks and improving long-term health outcomes.  

    9. Bone turnover markers  

    Bone turnover markers are specialized tests that evaluate how your body breaks down and rebuilds bone tissue. These tests are especially important for women, as the risk of osteoporosis increases with age due to hormonal changes, particularly after menopause. Doctors can assess bone health and identify early signs of bone loss by measuring markers like osteocalcin or bone-specific alkaline phosphatase. This information is crucial for women working physically demanding jobs, where strong bones are essential for injury prevention. 

    Early detection of bone density issues enables targeted interventions, such as calcium and vitamin D supplementation, weight-bearing exercise, or medications designed to slow bone loss. For women with a family history of osteoporosis or fractures, these tests are invaluable for proactive care. Monitoring bone turnover helps maintain skeletal strength and reduces the risk of debilitating fractures later in life.  

    10. Sleep study (polysomnography)  

    A sleep study, or polysomnography, is a diagnostic tool that evaluates sleep disorders like sleep apnea, insomnia, or restless leg syndrome. Poor sleep can have profound health implications, including an increased risk of heart disease, diabetes, depression, and cognitive decline. Women in high-stress industries often face sleep disturbances that go undiagnosed, affecting their productivity and overall well-being. 

    A sleep study monitors brain waves, breathing patterns, heart rate, and oxygen levels during sleep to pinpoint issues. For example, sleep apnea, a condition where breathing repeatedly stops and starts during sleep, can lead to chronic fatigue and cardiovascular strain if left untreated. Addressing sleep disorders through interventions like CPAP machines, therapy, or lifestyle changes can significantly improve energy levels and mental clarity. Proactive testing ensures women get the rest they need to support their demanding lives and long-term health.  

    Bottom line  

    Proactive health tests empower women to stay strong and productive in all areas of life, including demanding industries like construction and engineering. 

    Learn more about staying healthy while excelling in your career by subscribing to the Under the Hard Hat newsletter at underthehardhat.org/join-us and following us on social media. 

  • How to attract more women to the construction industry

    How to attract more women to the construction industry

    Across North America, the trade industries continue to experience growing labor shortages, which are estimated to be over half a million people. To combat these shortages, companies are leaning into technology to fill the gaps and, in some instances, offering free training for marginalized people considering a trade career. Additionally, companies are finding ways to encourage more women into the field. By using target campaigns, fostering inclusive environments, and offering training and development, they just might see success. 

    Women in the workforce

    According to the U.S. Department of Commerce, the construction industry has the lowest share of women, accounting for a mere 9% of the industry total. These women are also predominantly concentrated in office or administration jobs, with even fewer in skilled trades. 

    One barrier to entry for women in construction is the lack of access to education, as many roles require a technical designation. Another is a lack of access to a network. Construction, in particular, usually recruits via word-of-mouth, and this male-dominated field tends to snowball into more male referrals. 

    Arguably, the most significant barriers for women thinking about joining the trades are environmental conditions like worksite culture, harassment, discrimination, and significantly limited access to support services like childcare. While the wage gap for women is smaller than in science, technology, engineering, and math (STEM)-related industries, the gap is still prevalent enough to deter women. 

    Who’s leading the way?

    A few companies are leading the charge for more women to join the construction space, and they’re all starting to make their own impact in the AEC industries at large. 

    Transportation & Construction GIRL

    Colorado’s Transportation & Construction GIRL (T&C GIRL) program encourages young women to explore trade and transportation options through mentorship and hands-on education. The T&C GIRL program holds an annual event that showcases real-world exposure to jobs in the trades with interactive exhibits. 

    NAWIC

     

    The National Association of Women in Construction (NAWIC) works to provide education, networking opportunities, and resources for women considering a career in construction. With over 115 chapters across the U.S., NAWIC hosts events and conferences and provides scholarships to some for free education in the trades. They also host their own job board with transparent salary ranges that women can turn to when looking for a career.

    Ambition Theory

    Ambition Theory is on a mission to transform the construction industry by empowering women and equipping companies to lead the charge. They provide women with the skills and confidence to step into leadership roles through their NAWIC Leadership Academy and also work with companies at the organizational level to cultivate inclusive cultures that retain and advance more women. 

    By working directly with women, leadership teams, and entire organizations, Ambition Theory drives meaningful change—helping companies retain top talent, build diverse teams, and shape an industry where women thrive. 

    Chicago Women In Trades

     

    The Chicago Women In Trades (CWIT) offers free training programs to women looking for careers in construction. They provide virtual information sessions that detail the free Technical Opportunities Program, the Women in Welding Program, and the Women Build Illinois Program. Their mission is to ensure all women looking to earn a good living working with their hands have access to training, information, and employment opportunities in the trades.

    7 strategies to attract more women to construction

    1. Inclusivity

    Toxic masculinity is still rampant across many work sites across North America, and the sooner that employers work to foster inclusivity, the sooner workers in minority groups, including women, will be drawn to fill the labor shortage gaps. 

    Establishing a zero-harassment culture and prioritizing psychological safety can be done through regular sensitivity webinars, reprimanding harassing behavior, and promoting more empathetic leadership. 

    2. Targeted campaigns

    Recruitment campaigns are a powerful way to spread the word about the construction industry as a suitable career choice for women. Showcasing successful women already in the field, highlighting the roles open in the industry, and highlighting what the career trajectory could look like for women could do wonders to increase employment rates. 

    Psychologically speaking, people want to be able to envision themselves in the careers they’re aspiring for, and that’s why prominent representation matters. 

    3. Start early

    An effective way to raise women’s employment rates in construction is to encourage students to enter the workforce. Employers can do this by partnering with educational institutions to provide internships, scholarships, and apprenticeships specifically for women. Workshops, career fairs, and guest speakers can also be great ways to encourage female students to consider the trades. 

    In some pockets of the industry, the targeting starts even younger, with television programs aimed to expose children of all backgrounds to careers in the trades.

    4. Flexibility

    The rigidity of the construction industry is a significant deterrent for women to join. By providing more flexible working hours, on-site child care, and anti-harassment policies, women will feel more welcome, and employment opportunities will feel more safe and accessible.

    Companies must also work to close the wage gap. Industries are becoming increasingly transparent about earning potential in different roles, and earning a fraction of what their male counterparts make for a job just as grueling will have women shying away from potential job openings.

    5. Offer training and development

    Ambition Theory’s Building Better: Women In Construction report found that the most important factor for women with more than one year of work experience when job seeking is a ‘clear path to career advancement’ – seeing the path to growth and advancement is crucial for recruiting and retaining women. 

    Develop a framework that creates pathways for apprentice utilization goals, training investments, and apprenticeship readiness. The U.S. Department of Commerce has a ready-made CHIPS Women In Construction framework that companies can adopt to get the ball rolling.  

    6. Sign the Million Women in Construction Community Pledge

    The Million Women in Construction Community Pledge was developed and launched in May 2024 by the U.S. Department of Commerce to encourage leading construction companies to commit to increasing women’s access to jobs, training, and leadership opportunities. 

    By signing the pledge, companies can demonstrate that their workplace is committed to reducing barriers for women and fostering a safe and supportive environment for their career growth. Leading companies that have already signed on include Power Design, Suffolk Construction, and Turner Construction. 

    7. Continue to value the women you already employ

    More women in the workplace means more hiring, but it also means taking action to retain the women you already have. Start by training everyone, from interns to senior leadership, on workplace respect, diversity, and anti-harassment. Openly advocate for women and encourage internal advancement for those looking to grow. Close the wage gap to ensure women are respected and compensated fairly. 

    Bottom line

    There are many industries where women are the minority of employees, but construction doesn’t have to be one of them. Encouraging women to join the workforce would make combating the labor shortage easier and create a more diverse and positive company culture. 

    Companies can take action and start encouraging women by fostering an inclusive culture, creating targeted campaigns, offering flexible work options, and more. Working with programs like Ambition Theory, NAWIC, and Chicago Women in Trades will also make a world of difference in getting started. 

    Everyone wins by aiming to strike more of a balance between genders in your workplace. 

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  • Empowering the future: Colorado’s Transportation & Construction GIRL inspires women

    Empowering the future: Colorado’s Transportation & Construction GIRL inspires women

    Colorado’s Transportation & Construction GIRL (T&C GIRL), an initiative founded by the HOYA Foundation, empowers young women to explore careers in construction and transportation through hands-on experiences and mentorship. With an annual event, the program offers interactive exhibits and real-world exposure to jobs in these industries, helping to close the gender gap, fill labor shortages, and give girls the self-confidence they need to be successful in construction. 

    At the heart of the HOYA Foundation’s efforts is the annual Transportation and Construction GIRL Day, which ran on September 26, 2024. Attendees operated heavy machinery, met industry mentors, and explored career possibilities in transportation and construction. The event aims to break down the barriers traditionally keeping women out of these fields by providing authentic, tangible experiences and connections with professionals.

    Founded in 2016 by the HOYA Foundation, T&C GIRL was born from a desire to address the lack of women in trades, especially in Colorado, where only about 10% of the construction workforce is women. The state’s labor shortage is dire, with an estimated 45,000 new skilled trade workers needed in the coming years.

    Led by Program Director Keller Hayes, T&C GIRL shows young women they can succeed in these rewarding, male-dominated fields. “I’ve spent a lifetime working on women’s issues. For the last 20 years, I have been coaching small businesses in the transportation and construction arena,” says Hayes. “We’re short on workforce. A lot of people are retiring from this industry, and at that time, only eight percent of the construction industry was women.”

    Moreover, Hayes says that women and girls weren’t getting the training they needed early enough to combat the dwindling number of women in the industry, and no one was addressing the astounding lack of confidence among women in the trades. “Between middle school and high school, girls’ self-esteem plummets by 66%,” says Hayes. “Girls are terrified of heavy equipment. ‘Oh my God, I’ve never been on that; I might break it.’ I usually reply with: ‘Trust me. We got you. We’ll hold your hand, whatever we need to do. All we ask is that you just get on it.’ And then that self-doubt turns into this great big smile.”

    It’s not just apprenticeships. It’s not just trade schools. It’s not just colleges. It’s not just about entering trades right out of high school. It’s all of those and then what fits you best.

    Kellar Hayes, T&C GIRL Program Director

    The HOYA Foundation has put together several programs that reach girls of different ages, with the goal of creating a feeder system for available training career options. “It’s not just apprenticeships. It’s not just trade schools. It’s not just colleges. It’s not just about entering trades right out of high school. It’s all of those and then what fits you best,” says Hayes.

    See more: Superstar Women in Transportation & Construction video library.

    She is passionate about helping girls see that they belong in these industries and can thrive there. “We worked with one young woman who started studying welding, and she was a junior in high school at the time,” recounts Hayes. “She said, ‘Keller, I know that my teachers think I’m stupid, but I don’t learn in a classroom environment.’ Once she discovered welding, she was thrilled. As soon as she graduated from high school, she started working for a woman-owned welding company. Welders can make up to $45 an hour. It’s a great career.”

    With the gender pay gap in construction significantly smaller than the national average, T&C GIRL also emphasizes the financial benefits of a career in the trades. Women in construction can earn up to 99% of what their male counterparts make—compared to the overall 83.6% national average—making these jobs especially appealing to young women looking for job satisfaction and financial independence.

    Beyond training, Hayes emphasizes that mentoring and shadowing are critical to girls’ success in trades and construction. “I have hundreds of women who are happy to mentor someone,” says Hayes. “I can say without reservation that the women in this industry are more willing than any other women I’ve worked with to reach back and support the next generation.”

    The annual Transportation and Construction GIRL Day is catching fire; Hayes has seen attendance skyrocket from 600 attendees to 1200 last year and 1700 eager participants at this year’s event. “At one of our events, we asked our participants, ‘Have you ever considered a career in this industry?’ Then, after the event, we asked them, ‘Now would you consider a career in this industry?’ And we had a swing at 35%, which is pretty massive,” Hayes says.

    “Pink isn’t just a color. It’s an attitude,” says Hayes. “That’s why we do it with just the girls. Because they really get to participate. They also get to see that they’re welcome in this industry.”

    Hayes sees a bright future ahead for girls who want to enter construction and warns there are still hurdles to jump. “We are working towards taking T&C GIRL to other regions. I would love to take the whole program national,” says Hayes. “All it takes is money, which requires more than a bake sale. We don’t skip on safety initiatives; it takes real leaders stepping up. We’re not just changing career paths; we’re changing lifetimes.”

    For more information on Transportation & Construction GIRL and how to get involved, visit T&C GIRL. For more information about the HOYA Foundation, visit their website.

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  • National mentoring program launches for women in skilled trades

    National mentoring program launches for women in skilled trades

    The Canadian Apprenticeship Forum (CAF) has recently launched a program to support women in the skilled trades in developing their mentorship skills. 

    The National Mentor Development Program for Women in the Skilled Trades was created in response to feedback gathered from over 300 tradeswomen, many of whom identified mentorship support as one of their most pressing needs. The program, led by mentorship experts and tradeswomen coaches from manufacturing and construction, aims to help women in skilled trades become effective mentors and improve retention rates within the industry. 

    Program Manager Stephanie Shurm says the launch has been well-received, and participant numbers have surpassed goals by a significant margin. Shurm explains that the mentorship program is designed to accomplish several goals, “Our intention is to provide a program that not only develops or enhances the skills necessary to be an effective mentor, but to also help increase the confidence of those who join our program.” she says.  “We hope that the women in the program graduate feeling a sense of accomplishment and are inspired to mentor others within the trades.  We hope that the participants feel a sense of community and carry that with them into their own workplaces.  If our program assists the participants in not only feeling more confident and less isolated within the trades but allows them to carry that forward to those whom they mentor, that will be a great success.”

    Currently, women represent just 5% of the skilled trades—a category that also includes hairdressing, which is 84% female. Several programs are designed to entice women into trade and apprenticeship programs, but graduation rates for female apprentices are significantly lower than those of their male counterparts. 

    Retention data from the National Apprenticeship Survey show that women in trades are more likely to quit a job due to discrimination than men. This program is designed to foster the growth and success of women in traditionally male-dominated fields by creating mentors within the trades that they can look up to for support and guidance.

    CAF says the mentorship program “strives to establish a strong support network that offers coaching and showcases positive role models. The goal of the program is to enhance the retention and career advancement opportunities for women in the trades through creating effective mentors and, subsequently, mentorship relationships.”

    The program’s first round kicked off on May 6 and will wrap up in early September. The four-month virtual course is comprised of five modules:

    • Mentorship vision: Setting the course 
    • Crafting connection: Building strong mentorships
    • Navigating dialogue: Effective mentorship communication 
    • Wellness and work: Fostering a supportive environment
    • Passing the torch: Knowledge, careers, and celebrations 

    Each module takes roughly six hours to complete and includes a discussion post, a journey entry, and a two-hour virtual discussion followed by a final presentation. During the program, each participant is also assigned a coach who is currently working in the trades. The coach will meet with participants weekly to support their progress and offer advice. 

    The National Mentor Development Program for Women in the Skilled Trades welcomes women and gender-diverse individuals in the final year of their apprenticeship or journeypersons in a construction or manufacturing trade. To apply to the program as a participant or a coach, contact https://leadership.caf-fca.org/.

  • On the path to construction: The rise of women safety consultants

    On the path to construction: The rise of women safety consultants

    As safety consultants, women continue to face a unique set of challenges, including harassment, a lack of mentorship, and acknowledgment for their contributions. Women require equal access to support and networking opportunities not only to help promote gender diversity and equity in their field but also to improve the industry as a whole. By addressing these issues, women are filling the gaps and driving progress and innovation in safety consulting to create a more supportive and equitable industry. 

    Construction sites can be dangerous, and safety consultants are crucial in identifying potential hazards and implementing measures to prevent accidents or injuries.

    For a long time, safety positions in construction have been dominated by men. But while the scale hasn’t fully tipped in their favor, we’re seeing more women step into these roles. Women bring diverse perspectives and skills to the table that can lead to innovative safety solutions, better communication, and a stronger overall safety culture.

    The growing presence of women in construction safety

    The construction industry is seeing a positive shift, with more women stepping into safety roles. This shift isn’t just about breaking traditional gender barriers—it marks an improvement to work site safety culture.

    “I think those in management and leadership positions are recognizing that they don’t have enough ‘manpower’ or workforce to be able to do what needs to get done,” says Cory Fisk, founder of Construction Management Online. “They are being forced to open their minds to not only women employees but to younger generations who work very differently than current generations.”

    Fisk’s journey into construction began accidentally. Initially, she aimed for a career in animal science but shifted to construction to pay off student loans. “I recognized that my college loans were more than I would be making in an annual salary in agriculture, and it pushed me back into the construction industry.” Fisk progressed from a laborer to a field engineer, then eventually became a college professor and started her own construction consultancy focusing on management roles.

    Accidental or not, recent reports indicate that organizations recognize the value women bring to safety roles and actively recruit and support them. Between 2016 and 2021, the number of women in the U.S. construction industry increased by 32%, according to the Institute for Women’s Policy Research. 

    Challenges faced by women safety consultants in construction

    Despite the evident uptick in hiring and retention practices for women in construction, specifically in safety roles, the industry still has a long way to go on the road to parity.

    One big issue is the lack of mentors and role models. Mentorship is essential for career growth because it provides guidance, support, and networking opportunities. In that regard, Fisk considers herself lucky. “I had a mentor who was a construction manager who taught me how to read drawings and how to put change orders together and submittals,” she says. 

    “My greatest mentors were men, friends who took me under their wing and would take me to lunch and talk to me about stories, or just to be there when other men treated me harshly in a meeting or out on the job site, they thickened my skin and made me tougher.” However, many women struggle to find mentors, male or female, who can help them navigate their roles and advance their careers. 

    To that end, harassment and discrimination continue to be significant problems. Women frequently encounter harassment on construction sites, ranging from inappropriate comments to more severe forms of abuse. This can seriously affect their mental health and job performance, creating an extra barrier to their success. 

    “There was always sexual harassment. There were always notes left on my car after work from ‘Mister Anonymous,’” says Fisk. “There were times when I felt that I had to do things that were unsafe in order to be able to keep my job. If you resisted going down in the manhole or if you didn’t want to climb the ladders to the third story because they weren’t tied off … My hope is that that’s all changed. But I know that some of it still exists because it’s an old industry with people who have old mindsets, who don’t think to wake up until it’s too late for someone else.”

    It’s astounding, then, that many construction companies don’t see the value of safety consultants. “Their bottom line is the dollar, their focus is on production. They see safety as a cost to the project instead of recognizing what it could save,” says Fisk. 

    “When you show your workers that you care about them, you’re investing in them, you are concentrating on making their life easier so that they can go back home to their families, there’s a different mindset and generation of energy that is going to help them want to produce for you. It’s going to make them want to be loyal to you. It’s going to increase all of the values that most companies say that they want for their employees.”

    Gaining that respect from colleagues can be tough. Women often have to work twice as hard to earn and maintain respect, using various strategies to show their competence and authority. Of her past experience, Fisk says, “Besides the fact that I was a woman, I was also very young. Having them listen to me was very difficult, so I usually kept to myself and worked really, really hard.”

    Women in construction safety roles are often stereotyped as less capable or knowledgeable, leading to their opinions and expertise being undervalued or dismissed. Moreover, there’s still a long-held assumption that a woman’s place is at home. 

    “It’s different today. Back then, it was important to be able to let it roll off your back,” Fisk says. “But now, there’s a different understanding of trying to educate men of how to work with women as co-workers instead of looking at them as mothers, wives, daughters. You know, we’re now equals and partners in our careers. Back then, it was more about survival.” 

    It can be disheartening for women in construction to feel that their voices are stifled or that their career paths can be blocked, even with sterling credentials. “I was reading a post from a woman bragging about having two civil engineer degrees. She was upset because they were dismissing her,” Fisk says. “Men aren’t looking at your resume. They don’t know that I have a Class A contractor’s license. They don’t know that I have a master’s in curriculum and instruction. They don’t care. Most of them got where they are without a degree, so their appreciation and value of that work is not acknowledged.”

    Networking and support for women in construction safety

    The good news is that the tides are slowly turning. Modern work practices and current HR policies have seeped into the world of construction, and what many have been able to get away with in the past no longer holds sway. 

    Improved support and networking opportunities can help women navigate the challenges of their profession while also providing opportunities for women in career advancement, mentorship, and professional growth. 

    The National Safety Council (NSC) is a major player in supporting women in safety roles. It offers all kinds of programs to help women grow their careers and tackle the challenges they face in the construction industry. These include mentorship programs, networking events, training, and educational resources for professional development tailored specifically for women in these roles.

    Networking and support groups are equally vital for career development. They offer women a chance to share their experiences, learn from each other, and learn best practices. These groups also provide emotional and professional support, helping women navigate the hurdles they encounter in their jobs. 

    Below, we’ve listed some of the organizations that provide resources and programs to help women enhance their skills, stay informed about industry changes, and advance their careers:

    • The National Association of Women in Construction (NAWIC): Provides educational programs, networking opportunities, and advocacy for women in the construction industry.
    • Women in Safety Excellence (WISE): A community within the American Society of Safety Professionals (ASSP) that focuses on advancing women in the safety profession through mentorship and professional development.
    • Women Construction Owners & Executives (WCOE): Supports women who own or lead construction companies through advocacy, education, and networking.
    • Professional Women in Construction (PWC): A nonprofit organization that supports women and promotes diversity in the architecture, engineering, and construction industries.

    Increasing the number of women in safety consultancy roles isn’t just about representation; hiring women often leads the industry towards a safer and more innovative future. And that’s something we should all get behind.

  • Pregnant Workers Fairness Act protects workers with pregnancy-related conditions

    Pregnant Workers Fairness Act protects workers with pregnancy-related conditions

    The new Pregnant Workers Fairness Act helps employees with pregnancy-related health conditions by ensuring they’re offered fair accommodations at work that allow them to continue to work without penalty due to their condition. This new law mandates employers to provide “reasonable accommodations” for a worker’s known limitations due to pregnancy, childbirth, or “related” medical conditions unless the accommodation will cause the employer an “undue hardship.”

    What PWFA means to workers

    The law is intended to end discrimination against employees whose ability to perform at work is affected by pregnancy, childbirth, or a related medical condition such as postpartum depression or abortion.

    The law went into effect in June 2024 and applies only to accommodations for workers who are themselves pregnant, who may get pregnant, or who may have been pregnant—it does not apply to their partners or co-parents.

    The definition for this protected class also includes workers who may be getting an abortion or who’ve recently had an abortion. Types of organizations it affects include all public and private companies with 15 or more employees.

    So, an employer must allow reasonable accommodations not only for a worker who’s experiencing symptoms from pregnancy that require accommodation—such as more frequent and longer bathroom breaks or a later start time to account for morning sickness—but also for those who are getting or recently had an abortion. Another instance of necessary accommodation for employees in this regard might include providing a safety coat or other protective equipment worn at work that fits the employee’s larger size during or after pregnancy.

    Some took issue with the abortion provision when this new law was proposed. Now, such an employer-provided worker accommodation might include time off needed for an employee to undergo the procedure or recover.

    However, the new provision provides that some employers may be exempt from following the new law if they would suffer “undue hardship” as a result. This might include employers who put a worker on leave because the employee can no longer perform the job duties properly and could jeopardize co-workers when attempting to do the work.

    PWFA builds on existing federal laws

    Preexisting U.S. federal law prohibits employers from discriminating against this class of employees. The Pregnancy Discrimination Act and the Americans with Disability Act protect these workers, and the Pregnant Workers Fairness Act builds on those statutes.

    Workers are protected against pregnancy-based discrimination and harassment at work under federal law and may have a right to work changes, enabling them to do their jobs without jeopardizing their health.  

    Under the Pregnancy Discrimination Act, employers are not allowed to discriminate against an employee based on specific medical conditions. An employee cannot be rejected for a job or promotion, given lesser assignments, forced to take leave, or fired based upon the fact that:

    • The employee is pregnant
    • The employee was pregnant
    • The employee could become pregnant or plans to become pregnant
    • The employee has a medical condition that is related to pregnancy
    • The employee had an abortion or is considering having an abortion

    An employer does not have to keep a person in a job where they cannot do it or in which an employee performing the job would pose a significant safety risk to others. That provision has its limits, though, in terms of worker protection. 

    An employer also cannot remove an employee from a job or put an employee on leave because the employer thinks the work will pose a risk to the employee or the employee’s pregnancy.

  • Unveiling the hidden hurdles: 5 challenges women encounter in construction

    Unveiling the hidden hurdles: 5 challenges women encounter in construction

    The North American construction industry faces a critical shortage of skilled workers, which impacts project costs and timelines. Aggravating this issue is the underrepresentation of women, who make up only 17% of the construction workforce in Canada and a mere 10.8% in the United States. Ill-fitting PPE, gender biases and stereotypes, workplace culture, and harassment are just a few issues women face when entering the construction industry.

    While the solution to this issue seems simple—recruit more women—the reality is far more complex. 

    Here are some of the top challenges for women entering the construction industry.

    5 challenges hindering women’s full integration and advancement within the construction industry

    1. Ill-fitting personal protective equipment (PPE)

    Despite ongoing calls for change, women in construction still face the challenge of ill-fitting, uncomfortable PPE designed for men. 

    A recent study by the CSA Group surveyed 3,000 women and revealed that 80% encountered issues with their PPE. Shockingly, 58% resort to using incorrectly sized PPE, 28% forego necessary gear due to fit issues, and 38% resort to makeshift fixes like rubber bands and duct tape. 

    The solution: Address this persistent challenge with proactive measures like implementing gender-inclusive sizing options and tailored designs, along with comprehensive training on proper PPE usage. 

    By prioritizing suitable PPE provision, we can mitigate the alarming 40% of incidents attributed to poorly fitting equipment, thereby fostering safer and more inclusive work environments for women in construction. 

    2. Workplace culture and harassment 

    Step onto a job site, and you’ll sense the lingering machismo that has defined the industry for decades. Despite strides in diversity programs and mentorship initiatives, women are still fleeing or hesitating to join due to pervasive harassment and toxic environments. 

    Harassment is alarmingly common, with inappropriate comments and unwanted advances tarnishing job sites. Furthermore, women endure discriminatory treatment, from being passed over for promotions to bearing the brunt of the toughest tasks. 

    The solution: It’s time to cultivate an inclusive company culture that values and protects all employees. Empowerment begins with education, which means enlightening workers on federal anti-discrimination laws, fostering a culture of reporting incidents to HR, and equipping employees with the tools to identify and respond to sexual harassment. 

    It’s not just about changing policies; it’s about transforming mindsets and nurturing a workplace where everyone feels safe and respected.  

    3. Gender biases and stereotypes 

    Gender biases and stereotypes pose hurdles for women in construction, influencing perceptions of their capabilities and fit for roles in the industry. 

    Whether it’s a conscious or unconscious belief, viewing construction as a “man’s job” not only dissuades women from pursuing careers in the field but also perpetuates inequality. 

    The misconception that women lack the strength or skills for construction work creates unnecessary barriers, such as limited opportunities for advancement and unequal treatment in hiring and promotion decisions. 

    The solution: Companies can take proactive steps, such as providing unconscious bias training for HR and hiring teams and ensuring fair and equitable hiring processes. Promoting female representation in leadership and implementing mentorship programs can also be pivotal. If establishing an internal mentorship program proves challenging, offering paid time off for employees to attend external mentorship programs is an alternative solution. 

    These initiatives pave the way for a more inclusive and empowering environment for women in construction, unlocking their full potential and driving positive change in the industry. 

    4. Work-life balance

    In a fast-paced industry with demanding schedules, achieving work-life balance is hard, especially for women who often shoulder the role of primary caregivers. 

    While other industries have embraced flexible work arrangements, construction work often requires physical presence on job sites, sometimes during early mornings and late nights. Moreover, projects are frequently located in remote areas, necessitating extensive travel, further complicating the juggling act for women managing family commitments. 

    The solution: Flexible schedules, family leave benefits, and additional compensation for work in remote areas can support women in managing these challenges and ensure their retention and advancement within the industry. Offering resources such as childcare assistance can further alleviate the burden on women juggling work and family commitments. 

    5. Under-representation 

    Underrepresentation in the construction industry isn’t just a workplace issue—it begins in childhood. From an early age, construction toys and books mainly target boys, steering girls away from exploring the field.

    QUIZ: Can you guess when Barbie, the iconic symbol of traditional femininity, finally traded her high heels for a hard hat and embraced a career in construction? 

    As girls mature, the lack of female role models in construction becomes more apparent. Without guidance and encouragement from women who have thrived in these roles, young women may hesitate to pursue careers in the industry. And when they venture into construction-related courses, the absence of female peers can dampen their enthusiasm and confidence.

    When a woman finally steps onto a construction site, she may find herself navigating a maze of biases and barriers. Hiring practices often favor male candidates, leadership teams lack diversity, and hostile work environments breed uncertainty and frustration. 

    Breaking the cycle of underrepresentation requires more than workplace initiatives—it demands a shift in approach that starts from childhood. 

    The solution: The industry needs to ignite the curiosity in young girls, showing them that construction isn’t just for boys. By developing programs tailored to girls’ interests and promoting diversity and inclusion at every level, we can pave the way for a brighter, more equitable future in construction. 

    Bottom line

    Empowering women in construction requires prioritizing and addressing these five challenges head-on. By doing so, we bridge the recruitment gap and foster a stronger, more prosperous future for all genders. When women thrive in construction, they uplift entire communities, driving positive change in the industry and beyond.