*This article by INSTALL executive director David Gross was originally featured in ProInstaller Magazine.

More INSTALL Apprentices are Women: Why Their Numbers are Growing and Why It’s So Important 

From its beginning, the floor covering trade has been represented almost exclusively by men, and that is finally starting to change. 

The number of women enrolled in INSTALL apprentice programs is growing, and their increased numbers are a welcome sign for our industry. In addition to expanding our ability to help fill the labor shortage gap, more female apprentices are evidence that our broader initiatives to bring women into floor covering careers are getting something right.  

To keep the momentum going, INSTALL is examining the uptick in women’s enrollment to define this positive trend and provide more targeted support for women who are considering entering the floor covering field. A primary way we develop our support strategy for women is through our partnership with the United Brotherhood of Carpenters and Joiners of America (UBC) and their Sisters in the Brotherhood (SIB) committee. SIB (www.carpenters.org/sisters-in-the-brotherhood) focuses on women’s issues in the trades, such as recruitment, retention, leadership, education and training. The committee was created in 2002 for women entering the construction trades throughout the U.S. and Canada, and its members work together with INSTALL to include floor covering on the list of women’s career options it promotes.  

Through our relationship with SIB, INSTALL has been proactively working on reducing the obstacles women commonly face when considering a career in floor covering, and we’ve learned many lessons along the way. To enter and remain in the floor covering trade, women need proper support in the field, which makes acknowledging and removing barriers for them a shared responsibility.  

Barriers for Women in the Trades 

Because the trades have traditionally been designed around men, many women find the training and working conditions off-putting and unaccommodating. This is a significant hindrance for an industry that urgently needs to expand its workforce, as it leaves half the working population largely untapped.  

SIB has been vital in defining what is keeping women away and in working with other trades like floor covering to foster better conditions for women, both in the classroom and out in the field. Here are some of the most pervasive obstacles SIB has identified, and the impact they have on women entering a trade: 

Childcare. Childcare is a significant barrier for women entering and staying in the trades, as it presents many challenges. First, the trades often require early start times and long hours, making it difficult for women to find childcare. The cost of childcare can also be prohibitively expensive, especially for women who are just starting out and may not be earning a high enough wage to cover the expense. On-site childcare is also rare in the trades, and job sites may be far from home, further complicating childcare arrangements.   

Gender stereotypes. Societal expectations and stereotypes about “appropriate” careers for women still persist, which can lead to a lack of interest or confidence in a trade and discourage women from pursuing this career path. The misconception that the trades require physical strength beyond what women possess also still exists — a stereotype that ignores the fact women are fully capable of meeting the physical demands of the job with proper training and equipment. 

Ill-fitting personal protective equipment. Personal protective equipment is an essential feature of every trade, and for it to be effective it has to fit properly. In working environments used to outfitting men, PPE choices often do not account for the differences in women’s bodies, such as size and proportion. When PPE doesn’t fit correctly, it not only makes it difficult for a woman to do the job but puts her safety at risk. 

Bias and discrimination in hiring and promotion. Women often face implicit and explicit biases that question their competence and physical capability to perform traditionally male-dominated jobs. These biases can manifest in hiring practices where women are less likely to be recruited or considered for positions compared to their male counterparts, even when equally qualified. Once employed, women may also encounter discrimination in promotion processes and be overlooked for advancement opportunities or leadership roles due to pervasive stereotypes and a lack of mentorship and support. These conditions can limit women’s career progression and reinforce underrepresentation and inequality.  

Absence of mentorship. Mentorship plays a crucial role in helping everyone who is new to a trade overcome challenges, develop skills and advance their careers with advice, encouragement and networking opportunities. Women entering a trade often find themselves without a mentor, navigating unfamiliar territory without guidance. Lack of mentorship can leave women feeling isolated and unsupported, contributing to lower retention rates and limiting their long-term success. 

Harassment. Harassment of women in the workplace can present itself in many forms, including physical harassment, sexual harassment, exclusion and isolation. The negative effects of these behaviors on women can include emotional distress, impaired job performance and financial consequences if the harassment leads to resignation. 

Solving these challenges relies heavily on education, starting with an understanding these barriers exist and they negatively impact our industry. When we each acknowledge our role in the solution and do our part to improve the areas we individually influence, that’s when real change happens.  

Change That’s Good for Everyone 

One important change INSTALL has made is adding an alternative for women to join a cohort of other women. These small groups of 10 to 12 form at the beginning of a program, and they are designed to provide a welcoming environment for women, encourage their interest in the floor covering trade, and offer support for defining a career path that meets their needs. For INSTALL, cohort groups represent a new understanding of the way we serve our students and what attracts new students to our training programs. By differentiating the way we meet individual needs, we are now seeing measurable results.  

For women contemplating union membership in the trades, understanding the significance of the INSTALL flooring program and SIB committee is crucial. INSTALL equips members with specialized flooring training, while SIB offers vital support, advocacy and networking tailored to women in these male-dominated fields. Together, these initiatives aim to empower women, foster inclusivity and confront industry challenges head-on. 

Working to stop harassment, eliminate bias and discrimination, remove gender stereotypes and address childcare needs for families is good for everyone. We all need to do our part.