Ontario’s construction sector continues to evolve, but a new 2025 report from Ontario Building and Construction Tradeswomen (OBCT) shows that women still face persistent barriers on jobsites — from harassment to inadequate facilities. While more women are choosing long-term careers in the skilled trades, the industry must address these systemic issues to improve recruitment, retention, and leadership pathways.
1. Overview of the OBCT 2025 Report
Released during the Ontario Building Trades Annual Convention in Windsor, the OBCT’s newest survey outlines the realities faced by women in skilled trades and provides actionable recommendations to help the industry move forward.
2. Why Women in Construction Matter for Ontario’s Future
Ontario’s construction industry is expected to require 154,100 new workers over the next decade. With women representing only five per cent of onsite trades, the province has massive untapped potential that could help close its labour gap.
3. Progress Report: Where Improvements Are Happening
Women working directly “on the tools” now total about 14,200, and the majority express strong commitment to staying in their trades. Yet progress alone isn’t enough without addressing long-standing workplace challenges.
4. Key Barriers Affecting Tradeswomen
Tradeswomen continue to report issues such as:
- Harassment and unsafe jobsite culture
- Poor access to appropriate washrooms
- Lack of child care options
- Gender bias in leadership selection
- Ill-fitting PPE (a surprisingly common complain)
These factors contribute to lower retention — even among highly skilled workers.
5. Survey Insights: What Ontario Tradeswomen Shared
The OBCT survey includes responses from 342 women across the province, along with insights from employers and industry partners.
Key Findings at a Glance
| Area | Key Statistic | What It Means |
|---|---|---|
| Long-term commitment | 82% plan to stay 2–5 years | Women want stable careers |
| Job satisfaction | 65% satisfied with pay | Compensation is not the main issue |
| Work environment | 52% faced harassment | Culture problems persist |
| Late career discovery | 58% joined as second career | Earlier outreach is needed |
| Work–family balance | 57% turned down work due to child care | Scheduling remains a barrier |
6. Structural Challenges Limiting Participation
Many respondents highlighted practical issues that could be easily fixed.
For example:
- 65% need better-fitting protective equipment
- Lack of proper washrooms affects daily comfort and safety
- Scheduling conflicts push women with families out of opportunities
These are avoidable barriers that directly affect recruitment and retention.
7. Leadership Gaps and Gender Bias
Only a small proportion of women hold leadership roles in the trades.
Survey highlights include:
- 67% believe increased representation in leadership is key to retention
- 37% identified gender bias as a direct obstacle to career growth
Mentorship, coaching, and clear advancement pathways remain crucial areas for improvement.
8. Industry Recommendations From the OBCT
The report outlines 16 data-driven recommendations, including:
- Early outreach programs for students
- Zero-tolerance policies for harassment
- Mandatory anti-discrimination training
- Improved PPE, washrooms, and child care solutions
- Leadership targets and mentorship initiatives
- Transparent reporting on women’s progress
These solutions require collaboration between employers, unions, government, and training institutions.
9. How Early Outreach Can Change the Future
More than half of the women in the survey discovered the trades later in life, showing that early exposure — especially in high schools — can help fill the talent pipeline more effectively.
10. Creating Safer, More Inclusive Jobsites
A healthier jobsite culture improves safety, productivity, and retention. Enforcing zero-tolerance policies and offering stronger support systems can make a meaningful difference for both workers and employers.
11. Internal Resources and Helpful Links
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