From recruitment to retention: Advancing women in the metal industry

MCS Influencer John Kenney says male allies, strong leadership, thoughtful recruiting and practical policies all contribute to an environment where women can build long-term careers in metal construction.

The conversation around women in metal construction has matured, and that’s a good thing. We’ve moved past whether women belong in the industry and into a more meaningful discussion about how the industry grows stronger when everyone has a real opportunity to contribute. From what I’ve seen over the years, progress doesn’t happen because of slogans or statements. It happens because leadership, especially male leadership, decides to take responsibility for creating an environment where talent is recognized and supported. 

Male allies play a bigger role in this than they sometimes realize. In an industry that has traditionally been male-dominated, leaders set the tone whether they intend to or not. When supervisors, owners and senior managers model respect, fairness and professionalism, crews follow suit. That means shutting down dismissive behavior, holding everyone to the same standards and making it clear that performance, not gender, drives opportunity. Inclusion doesn’t require lowering expectations. It requires enforcing them consistently. 

Recruiting women into metal construction starts with how the job is presented. Too often, job postings and recruiting efforts unintentionally signal that these roles are intended for a single type of worker. Contractors who want to broaden their talent pool need to be intentional about how they communicate opportunities. Clear job descriptions, transparent career paths and visible examples of women already succeeding in the organization go a long way. When candidates can see where they fit and how they can grow, they’re more likely to step forward. 

Retention is where the real work begins. Bringing women into the field or office is one thing; keeping them is another. The companies that succeed here focus on culture as much as compensation. That includes proper training, access to the right tools and clear expectations. It also means addressing practical issues, such as properly fitting PPE, providing clean facilities on job sites and creating schedules that recognize the realities of work-life balance. These aren’t special accommodations. They’re signs of a professional operation. 

Mentorship plays a critical role, especially in skilled trades. Women entering metal construction benefit greatly from having experienced professionals who are willing to share knowledge, offer guidance and advocate when needed. Mentorship doesn’t have to be formal or complicated. Sometimes it’s as simple as a foreperson taking the time to explain not just how something is done, but why. Visibility matters too. When women see others like them leading crews, managing projects or running departments, it reinforces the idea that advancement is possible. 

Leadership should also look closely at policies and practices that shape day-to-day experience. Hiring, promotion and evaluation systems should be structured to minimize bias and reward results. Training on respectful jobsite behavior isn’t about checking a box; it’s about setting expectations that protect everyone and reduce turnover. When people feel safe, respected and valued, productivity improves and conflict drops. That’s good for morale and the bottom line. 

It’s also worth recognizing that inclusion strengthens the entire workforce. Metal construction faces ongoing labor challenges, and ignoring half the potential talent pool isn’t sustainable. Companies that build inclusive environments gain access to a broader range of skills, perspectives and problem-solving approaches. That diversity often leads to better communication, improved safety awareness and stronger team cohesion. 

Advancing women in metal construction isn’t about changing the nature of the work. It’s about modernizing how the industry supports the people doing it. Male allies, strong leadership, thoughtful recruiting and practical policies all contribute to an environment where women can build long-term careers. When that happens, the industry doesn’t just become more inclusive — it becomes more resilient, more professional and better prepared for the future.