Labor economist: Women are a potential source to meet the needs of the construction sector

Construction jobs in Alaska hit an eight-year high in 2023 and the growing need for these workers in 2024, in a tight labor market, could be met by recruiting more women, according to an article in the June issue of Alaska Economic Trends.

With federal infrastructure projects expected to be completed around 2031 and the Willow and Pikka oil field projects expected to produce before 2030, demand for workers will be high and Alaska will compete with other states for labor. “work on similar infrastructure projects, said Karinne Wiebold, an economist with the Alaska Department of Labor and Workforce Development.

Construction jobs grew by 17,100 in 2023, up 1,000 from 2022, and state labor officials project the need for 1,100 more workers in 2024. Construction spending forecast for 2023 were $5.55 billion, compared to $6.36 billion for 2024.

The growing need for construction workers, in an already tight labor market, is driven by

the demographic shift of an older population nationally and a decline in the number of people of working age. One possible way to expand the pool of workers would be to recruit women, who are largely underrepresented in Alaska’s construction industry, Wiebold said. Women currently make up 14 percent of construction workers in Alaska, and most of them work in offices.

The industry would benefit from making construction more attractive to women, who bring a range of complementary qualities to the job site, according to the article. These qualities include being a team player, being careful with materials and machinery, and using modern tools such as hydraulic lifts and cranes.

In most of Alaska’s major industries, men and women work in roughly equal numbers, but Alaska’s construction industry has long been primarily the domain of men. Changes needed to attract more women include personal protective equipment specific to women’s needs and proportions, rather than just smaller, more feminine versions of equipment designed for men, as well as safe, designated bathrooms and an inclusive and safe culture, Wiebold said.

Corrective measures are also needed to make formal complaints procedures and whistleblower protection effective for women. Although short seasons, tight deadlines and long commutes are often part of the job, increased flexibility where possible makes these jobs more accessible to women, who often also have caring responsibilities within their families. Women working in the construction industry have reported feeling uncomfortable bringing these issues to the attention of management because they are indirectly or directly punished for doing so. Wiebold said some remedies, besides training, include formal complaint processes and protections for whistleblowers.

Joelle Hall, president of the Alaska AFL-CIO, noted that historically, unions and their apprenticeship systems have been accused of being a club that was not easy for outsiders to enter. . “In the 1980s and 1990s, we took steps to address this problem,” Hall said. “In the 1990s, we helped create the Alaska Works Partnership. »

The nonprofit hosts several programs that aim to increase interest and participation in union apprenticeship programs for women, veterans and people of color.

“Our goal is to give women the opportunity to gain experience in the trades by participating in hands-on training, exploring different trades, providing support services for things like childcare during training , tools and work equipment (if we have enough funding), interviews. skills, etc. said Alexis Cowell, executive director of Alaska Works Partnership. “We also do a lot of outreach to make sure women and girls know these well-paying careers are available to them. We are in the eleventh month of our fiscal year and have received 3,139 applications/registrations for training opportunities offered by AWP and our partners. Among them, 40% (1,254) are women, which is quite astonishing. »

Cowell said there are many challenges for women in the trades, but going into apprenticeship is not one of them if the partnership can get to the point of applying.

“For some, difficulties arise once they are at work. Child care is a huge problem that money can’t solve. In urban areas of Alaska, all child care centers, large and small, have waiting lists. Many jobs are located outside of town, no matter what city you are in. This is especially difficult for everyone in rural Alaska who would spend most of their learning away from home,” she said.