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Changing the face of the construction industry: reconstructing with girls and women in mind.

Changing the face of the construction industry: reconstructing with girls and women in mind.

The construction industry is changing fast. Across Western Balkans and Europe, it is facing a growing demand for workers, new technologies, and increasing pressure to become greener and more sustainable. But while so many things are evolving, one thing has remained largely the same: who gets to be part of this industry. The simple answer is men.

 

Walk onto most construction sites today, and the picture is very familiar. Men dominate nearly every role, particularly in on-site and technical positions, while women remain far less visible and are often concentrated in different, usually non-site-based roles. This is not just a perception. Evidence from the WEC research on labour shortages and gender imbalances in the construction industry across the Western Balkans confirms a significant gap in participation, showing that women make up only a small share of the workforce and are rarely present in core technical and trade roles.

 

For a long time, the focus has been on how to bring more women into construction. But through the Women Empowered in Construction initiative, a different question is being asked. Instead of asking why women are not entering the sector, the focus shifts to understanding how the sector itself is organised in ways that make it harder for girls and women to enter, stay, and progress.

 

 

A new curriculum to reconstruct the construction industry mindset

 

CRCA Albania team of experts are leading the work to finalise the new learning curricula: Promoting Gender Equality, Professional Competence and Entrepreneurship for Women in the Construction Sector – which contains four main modules. The curriculum is designed to equip learners with the knowledge, practical skills, and critical awareness needed to promote gender equality and inclusive workplace culture in the construction sector, while systematically addressing the structural barriers, stereotypes, and institutional practices that limit women’s participation, retention, and progression in the industry.

 

At the first module, one of the first moments in the training curricula is surprisingly simple. Participants are asked what comes to mind when they hear the words “construction worker.” Most people imagine a man on a building site, wearing a helmet and doing heavy physical work. That image is not an accident. It reflects how deeply gender roles are built into the way we think about construction as a profession.

 

The curriculum builds on this by showing that inequality in construction is not about ability but rather providing opportunities. It is about systems. It is about how training is designed, how jobs are offered, how teams work, how workplaces are organised, the role of technology in construction and how all can facilitate a transition into more inclusive industry. When you start looking at it this way, the issue becomes clearer and, importantly, more solvable.

 

 

The Barriers we don’t see

 

Many of the barriers’ girls and women face are not obvious at first. They are not always about skills or qualifications. They are often about mindset and of course everyday conditions. For example, a woman may leave a job in a construction site not because she cannot do it, but because there is no proper changing space for her. Equipment might not fit her properly. Opportunities might be shared informally; through networks she is not part of. She might be given support tasks instead of technical ones, limiting her experience and future progression.

 

What becomes clear through the training is that when the same obstacles appear repeatedly, they are not individual problems. They become structural issues that need to be addressed. And if something is structural, it means it can be changed.

 

 

From “Fitting In” to reconstructing the system: change is possible

 

As in any industry, the construction one evolves with time. New knowledge and technology bring new advancements, and people are at the core of such transformation. The advancements lead to an important shift in thinking. Instead of expecting women to adapt to construction as it is, the focus turns to how the sector itself needs to evolve. This is where gender sensitivity becomes practical, not theoretical. It should start by asking very simple but important questions. Are workplaces designed for everyone? Are people treated with respect? Are opportunities shared fairly? Are safety standards truly inclusive? How about personal safety?

 

 

Culture matters more than policies

 

A key lesson from the curriculum is that change does not happen only through policies. You can have rules in place, but what really shapes people’s experience is the culture on site. It is in everyday interactions, in who is listened to, in how mistakes are treated, and in whether people feel included or isolated. In many cases, exclusion is not intentional. Views and perceptions about women’s role in most of the so-called “old” or traditional industries were not as inclusive and open as they are now. The development of society itself led to a better understanding of human rights, equality, division of labour, gender roles, and overall women’s role in society.

 

What once was seen as normal behaviour today is not. This is also because, over time, the patterns of exclusion had real consequences. They affect who stays, who leaves, and who advances in employment opportunities.

 

That is why the planned training do not stop at awareness. They focus on building practical skills. Participants will learn how to recognise unfair situations, understand their rights, communicate clearly, and work effectively in diverse teams. They also learn that change does not always require big actions. Sometimes it starts with noticing something that was previously ignored or speaking up in a way that feels safe and constructive.

 

 

Learning to see, speak, and act

 

This matters not only for individuals, but for the future of the industry. The construction industry, as we have mentioned in this article, needs to reconstruct itself. It needs more people, more skills, more technology, better tools and new perspectives. Workplaces remain difficult or unwelcoming for a part of the population, the sector risks losing valuable talent.

 

Gender equality, in this context, is not just about fairness. It is about making sure the industry can adapt and grow. It is about creating environments where people can contribute fully and stay in the profession. Changing the face of construction will not happen overnight. But it starts with small, practical shifts. It starts with seeing things differently, questioning what has always been accepted, and creating space for change.

 

 

The way forward

 

At its core, the WEC curriculum is about more than training, it is about opening and shaping the construction sector. Across its modules, from understanding gender equality and workplace culture, to building professional skills, strengthening entrepreneurship, and supporting pathways into employment, the aim is to prepare individuals who are not only technically capable, but also aware, confident, and ready to contribute to more inclusive and sustainable workplaces. By the end of the learning journey, the expectation is simple but powerful: that participants leave not just with new knowledge, but with the ability to see the sector differently, navigate it more confidently, and play an active role in changing it for the better.

 

Construction is not only about buildings and infrastructure. It is about people. The future of the sector depends very much on who can be part of it, and under what conditions. It’s time for the construction industry to reconstruct itself with girls and women on it.

Want to find out more? Check out the educational materials developed within WEC project

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Women and Girls in Construction: Why Gender Equality Is Not a “Social Issue,” but a Development Imperative

Women and Girls in Construction: Why Gender Equality Is Not a “Social Issue,” but a Development Imperative

By: Altin Hazizaj, Director, CRCA Albania

 

 

The construction industry continues to be seen as a “natural” space for men. From the very launch of the WEC Project supported by the European Union’s Erasmus+ programme, meeting after meeting with institutions, construction business associations, vocational schools, partner organisations, friends and colleagues, this perception has been dominant. I often feel that when people first hear the title of our project, they imagine women and girls carrying heavy cement bags on their backs, lifting steel bars that could break their spine, or eating lunch seated high above the ground like in the famous 1932 photo in Manhattan, New York: Lunch atop a Skyscraper.

 

As a feminist, in my mind everything is possible for everyone, women or men, and no one should face any barrier in engaging in the work and profession they choose for themselves. But the reality of the construction industry speaks for itself. Only 15 percent of those employed in the construction sector in Albania are women and girls. Most of them work in office-based positions such as economists, lawyers, or architects, often coming from university backgrounds, while mid- and lower-level technical positions are dominated by boys and men.

 

This reality does not exist because women lack ability. It exists because for decades this industry has been built on strong gender stereotypes, work traditions, and organisational cultures that have excluded women, often without even noticing it. This is not only a social injustice. It is a real loss for the labour market, for the economy, and for the sector itself.

 

Today, construction, like many other industries in Albania, faces serious labour shortages. At the same time, the sector is going through a transition toward new technologies and higher safety and quality standards. Many jobs once considered physically demanding on construction sites have been eased and almost transformed into mechanical processes due to advances in technology and machinery. In this context, excluding women is no longer merely an unacceptable prejudice. It is irrational.

 

Invisible stereotypes with daily consequences

 

Many girls and women do not exclude construction because they dislike it, but because from an early age they are told that “it is not for them.” This happens within families, in schools, in career guidance, and even in vocational training programmes themselves. The message is subtle but constant: this sector was not designed with girls and women at its centre. In many conversations we have had with parents in the context of our youth work, their refusal to allow their daughters to enter construction is immediate. It is a firm no, without discussion, even when we deconstruct the types of jobs a girl or woman could perform. Only when we mention that such work could be office-based do they seem to calm down and consider changing their minds.

 

These stereotypes do not disappear once a girl or woman enters the labour market. They appear in the way tasks are assigned, how work is evaluated, how safety is treated on construction sites, and how team relationships are built. For this reason, gender equality in construction cannot be reduced to statistics or quotas. It requires cultural change. During the preparation of the study on the inclusion of women and girls in the construction industry, when representatives of construction companies were asked how often they conducted training on gender equality and diversity, safety, care and respect in the workplace for men and women, and personal safety, all of them responded that they did not conduct such training.

 

Gender equality as a professional competence

 

One of the core ideas behind the WEC initiative and curriculum is that gender equality is not a theoretical “add-on,” but an essential professional competence. Understanding bias, building respectful communication, knowing labour rights, and creating safe and inclusive work environments are skills just as important as technical ones.

 

In this sense, building an inclusive workplace culture does not benefit only women. It improves collaboration, reduces conflict, increases safety, and strengthens the overall quality of work for everyone. A construction site that respects gender standards is usually a more professional site, one with integrity and real opportunities for professional growth.

 

From exclusion to empowerment

 

The WEC project sees the empowerment of women and girls in construction as a process closely linked to self-confidence, awareness of rights, and the development of skills to speak up, negotiate, and lead. Many women in this sector do not lack ability. They lack space to express their abilities. Data collected during the study show that an increasing number of girls and women are studying and graduating in fields closely related to the construction industry. The number of women as high-level professionals, especially architects, lawyers, and engineers, has been steadily increasing year after year.

 

As in any other profession, wherever women are treated as equal professionals rather than as exceptions, they bring new perspectives, attention to detail, a stronger approach to safety, and often more collaborative work models. These are not “female” qualities. They are good professional qualities that the business sector as a whole, and construction in particular, urgently need in order to grow and strengthen.

 

Change begins with knowledge and training

 

If we want to see more girls and women in construction, change must begin long before employment. Vocational training programmes must be built on the realities and needs of women, not on the outdated idea that one approach fits everyone. This means adopting new and participatory methodologies, offering real-life examples of how change can happen, promoting positive role models, and ensuring trainers are aware of the gender dimensions of work.

 

The new curriculum that CRCA Albania is preparing within the WEC project aims precisely at this: not only to prepare new workers, but to prepare confident, informed professionals capable of claiming their place in a sector that needs them. The more women and girls become involved in the construction industry, the more we will see this industry grow and strengthen.

 

In conclusion

 

Gender equality in construction is not an issue that concerns only “women.” It is about the quality of work, economic development, and the achievement of social justice. An industry that excludes half of its human potential cannot be modern, competitive, or sustainable. Investing in the inclusion of women and girls in construction means investing in a stronger, fairer, and more sustainable sector for our country.

Want to find out more? Check out the educational materials developed within WEC project

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Who is building Albania? The gender gap in the country’s most powerful industry

Who is building Albania? The gender gap in the country’s most powerful industry

Albania’s skyline is changing. New residential towers, tourism infrastructure, roads, and urban developments are reshaping cities and coastal areas at an unprecedented pace. Construction is one of the most powerful engines of the national economy, contributing significantly to GDP and driving investment and growth. But behind cranes and concrete lies a fundamental question: who is building Albania?

 

Our WEC National Research on Women and Girls’ participation to the construction sector, funded by EU Erasmus+ and implemented by CRCA Albania, set out to answer a related question. Why, in one of the country’s most important industries, contributing to almost 15 percent of Albania’s GDP, women are still largely absent?

 

The study aimed to assess the level of participation of women and girls in construction-related education and employment in Albania. It examined the structural, cultural, and institutional barriers that limit their inclusion and explored how gender imbalance intersects with the sector’s growing labour shortage.

 

The research combined national statistical data, policy analysis, and consultations with employers, vocational schools, experts, and young people. The findings of the research show that women and girls represent only a small share of the construction workforce in Albania, typically between three and ten percent. Even within that limited percentage, most are employed in administrative, financial, or design-related roles rather than in technical or site-based positions. The presence of women in fieldwork remains minimal.

 

While women make up the majority of university graduates nationally, only a small proportion choose studies related to engineering, manufacturing, or construction. In vocational education and training, girls represent a minority of students enrolled in construction programs. Although their numbers have slowly increased in recent years, the gap remains significant.

 

At the same time, the sector faces a serious labour shortage. Employers consistently report difficulties in recruiting skilled workers such as masons, welders, electricians, and civil engineers. Emigration, demographic changes, and declining interest in vocational careers among youth have intensified these challenges.

 

The research identified several structural and cultural barriers. Construction is still widely perceived as a “man’s profession.” Girls and women are rarely encouraged to pursue technical education, and families often guide them toward office-based or traditionally “safer” career paths. As a result, many young women never seriously consider construction as an option. Women may also experience isolation in male-dominated environments and have limited access to mentorship or professional networks.

 

Construction accounts for a substantial share of Albania’s economic activity. Yet its workforce does not reflect the full talent pool of the country by giving equal opportunities to participate, contribute and benefit to men and women. If Albania wants a construction sector that is competitive, resilient, and future-oriented, it must rethink who gets to build it.

 

The WEC project builds on these research findings by developing innovative, gender-responsive vocational education and training programmes designed to open real pathways for women and girls into construction and help modernise one of the country’s most powerful industries.

Find research and other educational resources developed withing WEC project

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WEC project for the empowerment of women and girls in the construction sector presented

WEC project for the empowerment of women and girls in the construction sector presented

Tirana, March 5, 2026 – Within the framework of the meeting of the Thematic Group “Employment, Skills and Decent Work”, organized by the Ministry of Economy in Albania within the framework of the negotiations for integration into the European Union, which was held on March 5, 2026 in Tirana, CRCA Albania was invited to present the WEC project – Empowering Women and Girls in the Construction Industry, an initiative that aims to empower girls and women to build their careers in the construction sector.

 

The meeting brought together representatives of public institutions, civil society organizations, development partners, and labor market experts, who discussed the challenges and opportunities to increase women’s participation in traditionally male-dominated professions, such as construction and infrastructure.

 

The representative of CRCA Albania, Mr. Altin Hazizaj, during the presentation of the WEC project, emphasized the importance of developing professional skills for women and girls through vocational education and training (VET) programs, mentoring by female professionals in the sector and creating new opportunities for employment and entrepreneurship in construction. The project also aims to contribute to changing social perceptions and promoting a more inclusive and equitable construction sector.

 

As part of the project, CRCA is leading the development of four vocational training modules, creating partnerships with construction companies, and promoting success stories of women working in the sector. Through these activities, the project aims to open up more opportunities for girls and women to develop technical skills, gain practical experience, and build sustainable careers.

 

The WEC project represents an important step towards the economic empowerment of women and towards the creation of a more equal and inclusive labor market in Albania. In the coming months, the project partners will work on the development of concrete training programs and the inclusion of women and girls who want to build their professional future in the construction sector.

Open Call: Join the WEC Training in Ireland in May 2026

Open Call: Join the WEC Training in Ireland in May 2026

Empowering Women in Construction through Skills, Leadership & Innovation

 

 

The Women Empowered in Construction (WEC) project is proud to announce an open call for participants for our upcoming Learning, Teaching and Training Activity in Ireland, taking place in May 2026.

 

This a week intensive international training will bring together 20+ educators and trainers from across Europe and the Western Balkans to strengthen gender equality, professional competence, leadership, occupational safety, and innovation in the construction sector.

 

 

Why This Training Matters

 

Across Europe, the construction sector faces both a skills shortage and a persistent gender gap. Women remain underrepresented in construction-related professions, often facing structural barriers, stereotypes, and limited access to leadership pathways.

 

The WEC training program is designed as a transformative learning experience, directly based on the Curriculum Framework, developed by 6 partners organisations.

 

It combines:

  • Gender equality and workplace culture
  • Professional development and leadership
  • Occupational health and safety from a gender perspective
  • Digitalisation, sustainability, and entrepreneurship in construction

 

This is not just a training – it is a space for reflection, exchange, and concrete action planning.

 

 

Training Format & Structure

Future Cast will host the training in Sligo & Manorhamilton, Ireland.

Duration: 25-30 May 2026


Working structure:

    • 3 sessions per day (90 minutes each)
    • Non-formal, experiential learning approach
    • Daily reflection and evaluation rounds
  • Interactive methods: group work, simulations, role-play, case studies, national sharing sessions

 

The programme follows a progressive flow

Day 1–2: Foundations & Context

Day 3–4: Leadership & Professional Identity

Day 5: Health & Safety through a gender-inclusive lens

Day 6: Innovation & Sustainability

Day 7: Entrepreneurship & Action Planning

 

 

Who Can Apply?

 

We are looking for:

  • Educators and trainers in Vocational Education
  • Professionals involved in vocational training delivery and committed to gender equality in construction

 

Participants should have experience in VET or educational delivery and be motivated to implement follow-up activities in their home countries.

 

 

What You Will Gain

 

By joining the LTTA, participants will:

  • Strengthen competences in gender-inclusive VET delivery
  • Gain practical tools for safer and more inclusive construction environments
  • Enhance leadership and mentoring skills
  • Learn about digital and green transformation in construction
  • Build a strong European professional network
  • Receive certification upon completion

 

 

Financial Conditions

 

Participation costs (travel, accommodation, and subsistence) are covered according to the Erasmus+ project budget and partner allocations.

Each partner organisation will coordinate the selection of its three participants.

 

 

How to Apply

 

Please get in touch with a representative of the partner organisation in your country directly.

 

 

 

Building the Future of Construction Together

 

The WEC Training event is more than a training activity – it is part of a broader mission to create a more inclusive, innovative, and sustainable construction sector across Europe and the Western Balkans.

If you are ready to contribute to systemic change and strengthen your professional impact, we look forward to welcoming you in Ireland.

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Presenting the Map of Existing VET Programmes and Resources in Montenegro

Presenting the Map of Existing VET Programmes and Resources in Montenegro

Introduction


Within the WEC project, partners mapped existing VET programmes and resources related to construction. This mapping identifies educational pathways and support mechanisms, with a focus on attracting girls and women to construction-related careers.

 



Construction-related VET pathways in Montenegro

 

Montenegro offers construction-related vocational education primarily through secondary vocational schools and training programmes that prepare students for technical and skilled occupations. These pathways typically combine theoretical learning with practical training. Programmes often include topics such as building construction, surveying/geodesy basics, technical drawing, construction materials, finishing works, and health and safety practices.

 

For students, VET can serve as a direct route to employment or a foundation for further education and professional development in engineering, architecture, and related fields.

 

 

Practical learning and school–industry cooperation

 

A key element of VET is practical learning. Schools collaborate with companies and institutions to provide work-based learning opportunities, internships, site visits, and exposure to real projects. These collaborations help students connect classroom knowledge with real-life tasks, learn professional standards, and gain confidence.

 

Cooperation with industry partners such as Knauf Montenegro, Eurozox, ING Invest, Geoengineering Montenegro, and the Real Estate Administration enables students to gain real-world experience through site visits, internships, and mentoring.

 

 

Existing resources that support learning and career choice

 

The mapping identified several categories of resources that support construction education and career orientation in Montenegro: 

  • School-based resources: workshops, labs, teaching materials, and teacher expertise in construction-related subjects.
  • Industry resources: company visits, mentoring, practical training placements, and equipment support.
  • Career guidance activities: school open days, presentations, and counselling that help students understand occupational pathways.

 

Digital and learning resources: online materials and tools that can be used to support modern learning approaches and attract students through engaging content.

 

 

Why mapping matters for women in construction

 

Mapping programmes and resources helps identify opportunities to make construction education more attractive to girls. When schools and communities clearly communicate that construction includes diverse roles—technical, creative, digital, and managerial—girls are more likely to consider it.

 

The mapping also helps identify gaps, such as limited visibility of female role models, insufficient targeted outreach, or lack of tailored support during practical training.



Next steps within WEC

 

The results of this mapping will support the next phases of the WEC project, including curriculum-related work, outreach activities, and communication campaigns. In Montenegro, partners will use the mapping to strengthen cooperation with industry, improve how construction careers are presented to girls, and ensure that practical learning environments are supportive, inclusive, and inspiring.

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Country Findings from the WEC Research: Montenegro

Country Findings from the WEC Research: Montenegro

Introduction

The Women Empowered in Construction (WEC) project aims to strengthen women’s participation in vocational education and training (VET) and employment in the construction sector. As part of the project’s research phase, partners collected country-level insights to better understand the current situation, main barriers, and opportunities for attracting and supporting girls and women in construction-related education and careers. This article presents key findings from Montenegro.

 

 

Current context: women and construction in Montenegro


Construction remains a traditionally male-dominated field in Montenegro. While the sector offers stable employment opportunities and diverse career paths (from technical design and planning to on-site work and management), girls are still underrepresented in construction-related VET programmes and later in the labour market. Social perceptions about “men’s jobs” and “women’s jobs” continue to shape educational choices, especially during early secondary school years.

 

What influences girls’ choices: perceptions and role models


A major finding from the research is that girls’ interest in construction is strongly influenced by how the profession is presented and by the presence (or absence) of relatable role models. Many students still associate construction mostly with heavy physical work, outdoor conditions, and predominantly male workplaces. When students are exposed to modern construction technologies, design-oriented tasks, sustainable building approaches, and digital tools, their perception shifts and interest increases.


Role models—female engineers, architects, site managers, or skilled workers—have a particularly strong impact. Seeing women successfully working in the field helps girls imagine themselves in similar roles.

 

 

Key barriers identified


The research highlighted several barriers that limit the participation of girls and women in construction-related education and employment:

  • Persistent stereotypes and social expectations: Families and communities often encourage girls to choose “safer” or “more suitable” professions.
  • Limited visibility of career pathways: Students are not always aware of the wide range of construction occupations and progression routes.
  • Workplace culture and confidence gaps: Some girls anticipate uncomfortable environments or lack confidence entering male-dominated settings.
  • Insufficient practical exposure: When students have few opportunities for site visits, hands-on workshops, or mentorship, construction remains abstract and less attractive.

 

 

What supports participation: practical learning and partnerships


One of the strongest supportive factors is meaningful, well-structured practical learning. Practical training that is planned, supervised, and connected to real tasks can increase students’ confidence and motivation. Partnerships with local companies also matter: they enable work-based learning, mentoring, equipment support, and real-life examples of professional standards.


When employers actively welcome female students, provide safe and respectful training environments, and present clear pathways for internships and employment, girls are more likely to see construction as a realistic and promising option.

 

 

Opportunities for improvement (what the research suggests)


Based on the findings, several actions can significantly improve participation and retention:

  • Better career guidance in schools with clear information about occupations, salaries, and progression routes.
  • Promoting modern construction (digital tools, BIM, sustainable materials, interior finishing, dry construction systems, project planning).
  • Mentoring and role-model activities, including guest lectures and “Women in Construction” talks.
  • Stronger school–industry cooperation through site visits, internships, and joint events.
  • Visible communication campaigns that show girls and women in practical and technical roles—not only in supportive positions.

 

 

Conclusion


The research in Montenegro confirms that increasing women’s participation in construction requires both cultural and practical changes: challenging stereotypes, improving visibility of career opportunities, and providing supportive learning and workplace environments. Through WEC, partners in Montenegro will use these findings to strengthen VET content, improve outreach and guidance, and build stronger bridges between schools and the construction industry—so that more girls can confidently choose and succeed in construction careers.

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Smart Tools, Stronger Workforce: How Digital Construction Can Bridge Ireland’s Skills and Gender Gaps

Smart Tools, Stronger Workforce: How Digital Construction Can Bridge Ireland’s Skills and Gender Gaps

From AI-enabled planning to off-site fabrication, the digitalisation of Ireland’s construction sector could unlock more inclusive opportunities—if we act now.

 

Ireland’s construction industry is changing fast—but can its workforce keep up?

The country faces mounting pressures: a 47% increase in labour demand, accelerating green transition targets, and a growing need to attract underrepresented talent, especially women. These overlapping challenges were front and centre in the WEC (Women Empowered in Construction) project’s latest research, and they all point in the same direction: digital transformation isn’t just a technical shift. It’s a social one.

 

 

Digital is Here, But Unevenly Spread

 

From Building Information Modelling (BIM) to modular off-site fabrication, modern construction methods are no longer futuristic. But as Joan McNaboe of SOLAS notes, “digital tools are largely confined to bigger companies.” Smaller firms, who make up the bulk of Ireland’s construction sector, often lag in adoption, mainly due to training gaps and cost barriers.

 

Yet, this digital divide also presents a golden opportunity. Integrating digital tools into early-stage training and apprenticeships could equip a new generation of workers, including those currently underrepresented, with in-demand skills from day one.

 

 

A Pathway for Women and Career Changers

 

One standout insight from the research? Digital roles are more accessible and attractive to women.

Interviewees highlighted how roles such as BIM technician, digital site planner, and virtual design coordinator are:

  • Less physically demanding
  • More adaptable to flexible or remote work
  • Rich in career progression potential

 

These are precisely the factors that could encourage more women, parents, and career changers to enter the sector – especially if training is flexible, modular, and visible through career awareness campaigns.

 

 

The Digitalisation-Gender Inclusion Link

 

Despite persistent gender imbalances (only 10.2% of the workforce are women), there are signs of positive change:

  • Apprenticeship opportunities for women are gaining traction.
  • Training centres like Mount Lucas now have female instructors in digital and off-site roles.
  • The Construction Industry Federation (CIF) reports strong female representation in digital-related areas like health & safety, environmental management, and engineering.

 

As Jeanette Mair (CIF) puts it: “There’s a shift happening. We’re seeing more women excited about roles in digital construction and design – jobs that offer flexibility and creativity, not just physical labour.”

 

 

What Needs to Happen Next?

 

To truly harness digitalisation for workforce inclusion, the WEC research suggests action in three areas:

  1. Training Reform
  • Integrate digital skills (e.g. BIM, VR tools, sustainability metrics) across all training levels.
  • Prioritise short, flexible modules to support re-entry and upskilling.
  • Expand modular VET options, inspired by best practices in Germany.
  1. Inclusive Recruitment & Visibility
  • Promote digital roles using gender-inclusive messaging.
  • Show real career stories, particularly of women in digital trades.
  • Engage career guidance professionals to challenge outdated stereotypes.
  1. Employer Engagement
  • Encourage companies to offer remote-friendly or flexible hours for digital roles.
  • Pilot split-apprenticeships or job-sharing in BIM and offsite settings.
  • Connect SMEs with supports to adopt digital workflows and upskill teams.

 

 

Bridging the Gap, Building the Future

 

Construction has always been about shaping the future, quite literally. But now, Ireland has the chance to shape not just buildings, but a workforce that’s more skilled, more inclusive, and better equipped for the green and digital transitions.

As the WEC research shows, digitalisation isn’t just about tech. It’s about redefining who belongs on the construction site, and in the decision-making room.

Read full report

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

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.

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Introducing WEC partners: VILNIUS TECH

Introducing WEC partners: VILNIUS TECH

Vilnius Gediminas Technical University (VILNIUS TECH) is a public technical university in Vilnius, Lithuania. The university focuses on technologies and engineering and works closely with business and public-sector partners. VILNIUS TECH has over 8,400 students and brings together 10 faculties, 3 research centres, 13 research institutes and 22 research laboratories. It offers 104 study programmes and cooperates with hundreds of international higher education and research partners, as well as around 300 business partners.

 


VILNIUS TECH has strong experience in international project implementation, supporting curriculum development, training activities, and knowledge transfer between education and industry.
In the Women Empowered in Construction (WEC) project, VILNIUS TECH co-leads Work Package 4 together with Outside Media & Knowledge.

 

This work package focuses on a training toolkit and educational resources for VET providers and construction companies, designed to complement the four curriculum modules developed in the project. The toolkit will include at least 15 practical tools such as checklists, case studies, best-practice guidelines and templates, and will be shared through the WEC online platform and partner networks.

 


VILNIUS TECH also leads the project deliverable related to eight local awareness-raising events (or webinars), engaging VET institutions and construction companies across partner countries. Outcomes from the events will be consolidated into a joint report and published on the WEC platform.

Find more about VILNIUS TECH here

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