Research findings in Lithuania: labour shortages and the gender gap in construction

As part of the WEC project, national research was carried out in Lithuania to better understand two connected challenges in the construction sector: a growing lack of workers and the very low participation of women. The Lithuanian research was led by VILNIUS TECH and combined three steps: collection of national labour-market data, desk research, and interviews with sector stakeholders.

Current situation in Lithuania

Construction is one of the biggest employment sectors in the country. In 2022, around 10.8% of Lithuania’s employed population worked in construction, equal to roughly 126-130 thousand people in “narrow” construction. At the same time, the sector is one of the most male-dominated in the economy: men make up about 91.4% of construction employees and women around 8.6%.

Clear signs of labour shortages

The data show a labour market that is increasingly tight in construction. The job vacancy rate in construction rose from 1.1% in 2019 to 1.8% in 2023, signalling growing unmet demand. Shortage occupation lists also point to a structural problem: many of the occupations identified as being in shortage in Lithuania are linked to construction and related crafts.

The strongest demand is for skilled trades and operators. Employers report difficulties finding plumbers and pipe fitters, electricians, concrete workers, bricklayers, roofers, painters, road workers, and heavy equipment operators, alongside shortages in site management and engineering roles. Regional patterns also matter: the Vilnius area is highlighted as particularly tight, with many vacancies relative to available workers.

Foreign labour is increasingly used to fill gaps

A major response to shortages has been recruiting from abroad. The research notes a sharp increase in the number of foreigners working in Lithuania in 2023, and many foreign workers are employed in construction-related occupations such as welding, concrete work, metal construction assembly, and other building trades. Policy changes also affected this trend, with quotas and rules changing between 2023 and 2024.

Why women remain underrepresented

The findings show that the low share of women is not explained by a single factor. Instead, several barriers reinforce each other:

• Education and career choices: construction-related vocational and study paths attract very few women, which narrows the pipeline into the sector.
• Stereotypes and sector image: construction is still widely viewed as “men’s work,” which affects career expectations from an early age.
• Workplace culture and practical conditions: women often report being the only woman on site, needing to prove competence more strongly at the start, and facing gaps in basic facilities such as suitable restrooms or changing areas.

Stakeholder perspectives from Lithuania

Interviews with sector representatives broadly confirm the data and add practical detail. Stakeholders link shortages to demographic decline, emigration of skilled workers, and the demanding nature of construction work. They also highlight that relying on immigration can help in the short term, but does not replace the need for stronger local training and better working conditions.

Training and upskilling are seen as essential. National efforts to modernise skills, including training related to energy-efficient construction, are viewed positively. Some larger firms have started more structured in-house training, while smaller firms often lack capacity to do the same.

What needs to happen next

Across the data, desk research, and interviews, the Lithuanian findings point to a set of practical directions:

• Strengthen vocational training and promote construction careers more actively, including earlier outreach in schools.
• Introduce targeted actions to attract and retain women through role models, mentorship, supportive entry routes, and clear anti-harassment measures.
• Improve working conditions and safety, and invest in modern tools and processes that reduce physical strain and raise productivity.
• Use immigration in a well-managed way to address immediate gaps while also developing local talent and exploring return-migration opportunities.
• Build stronger collaboration between government, industry, vocational education providers, and social partners so that solutions are coordinated rather than fragmented.

These Lithuanian research results provide a clear baseline for WEC activities. They show that improving gender inclusion is not only an equality issue but also a practical way to widen the talent pool and respond to long-term labour shortages in construction.