How (and Why) Home Builders are Hiring more Women

October 19, 2017  | Sherry Seaton

Women are a growing force in residential construction. Smart home builders are looking specifically to hire women and/or put them in leadership roles. Home builders rely on a solid understanding of how households work and what is needed to make them run efficiently — input which would be one-sided at best if only provided by male leadership. Additionally, research suggests that women take the lead when it comes to home buying decisions. Why wouldn’t home builders give their primary consumers a seat at the table?

Builder Online notes that “in April, the public home building company Taylor Morrison hired the business’ first-ever female Chairman of the Board of Directors of a top 10 public, Sheryl Palmer. Lennar, KB Home, and The New Home Company have more than one female member on their respective boards.”

Many top homebuilders are clearly making an effort to include women on their boards as well as diversify their workforce by hiring more women. What’s the best way to attract and hire more female talent in a historically male-dominated industry?

• Mind the wage gap. Women in the construction industry on average earn 93.4 percent of what their male counterparts earn (the national average is 82 percent). While it’s still not equal pay, construction firms are doing a better job of closing the wage gap than most other industries. Strive to close the wage gap and provide above average economic benefits, such as some form of paid family leave. Forty two percent of mothers are the sole breadwinners for their families and 64% are co-breadwinners. The economic benefits and earning potential of a job is becoming more important for women as the role of breadwinner shifts to them.
• Outline a career path. Create incentives for women to complete professional training in construction trades and opportunities to move up within your company. Consider assigning women who complete their training with a mentor that can help them navigate their career paths and move into management or senior-level positions.
• Create an inclusive environment. Since construction has historically been a  male-dominated industry, you may have a male-centric company culture without even realizing it. Creating a more gender-neutral culture with policies, communications, images and amenities that target both men and women will help female employees feel included and valued. Ask women leaders within your company (or hire consultants) to audit your company’s language, policies, online images, benefits and amenities and make recommendations to make them more inclusive or beneficial to women.
• Include women in the hiring process. If possible, make sure you have at least one woman on the hiring panel. Presenting women leaders in a male-dominated industry will make many women candidates feel more comfortable and more likely to visualize themselves in the company.

While they currently account for just 9 percent of the 9.8 million workers, the construction industry, especially residential homebuilders, are seeing the value of recruiting women and placing them in leadership roles. Smart home builders and construction companies recognize that to stay competitive, they need a well-rounded team with different perspectives and ideas for innovation. That’s why they’re recruiting women.