Sexism in the construction industry: How companies retain skilled workers

Job vacancies remain unfilled, apprenticeships go vacant, and contracts are turned down: hardly any industry feels the shortage of skilled workers as acutely as the construction and skilled trades sector. To counter this, a target group previously underrepresented in the industry is moving into focus: women. But recruitment alone does not solve the problem. What matters is what happens once they have arrived at the company.

Sexism in the workplace: What the numbers show

The latest representative study by the "Together Against Sexism" alliance shows that 63 percent of employees in Germany have already experienced sexism in the workplace—for women, the figure is as high as 70 percent. The consequences range from emotional and psychological distress and changing jobs to financial losses and long-term impacts on professional development.

A similar picture is painted by the 2021 "Women in Construction" survey by the Hagedorn Group: around 80 percent of all respondents still see sexism and gender-based prejudice as a problem on construction sites. About 70 percent of women are convinced that they have a harder time in the industry than men and are promoted less frequently despite having the same qualifications.  

Yet there is no lack of interested women: according to the 2026 Labor Market Report from the German Construction Industry Association (HDB) around 30 percent of students in civil engineering are female. The real challenge is therefore less about attracting women to technical professions and more about creating working conditions where they feel welcome, can develop professionally, and remain in the industry for the long term. Sexist experiences, a lack of female role models, and working conditions that are difficult to reconcile with family obligations lead to women leaving the industry.

Why SMEs are particularly challenged

Small and medium-sized enterprises (SMEs) in particular face unique challenges. They often lack professional HR structures, works councils, or established complaint and compliance processes. Consequently, conflicts, discrimination, and sexist incidents often remain invisible—not because they don't happen, but because there is a lack of clear points of contact and procedures to address and effectively resolve them.

Preventing sexism: Measures for SMEs and the skilled trades

However, it can be simpler than that. Even small changes can help to sustainably improve company culture and counteract sexism. How this can be achieved is shown in the guide "Strong into the Future with a Fair Company Culture – 15 Measures for Respectful Work in SMEs and the Skilled Trades" from the "Together Against Sexism" alliance. The following five measures make it clear: effective prevention does not have to be complicated or expensive. Many approaches can be integrated into daily operations with manageable effort.

1. Strengthen leadership culture: Managers serve as role models. Those who clearly take a stand against sexism and discrimination have a lasting impact on company culture.

2. Create clear structures for conflicts: Conflicts are a part of life. Transparent processes ensure that problems can be addressed early on, before employees or apprentices decide to leave the company.

3. Provide information materials: Even flyers or notices about sexism and support services can provide guidance to those affected and show that the issue is taken seriously within the company.

4. Collaborate with apprenticeship supervisors: Apprenticeship supervisors can be important trusted contacts for trainees. Close cooperation strengthens the protection of young talent.

5. Make your commitment visible: Many young people look for a respectful company culture. Making your commitment against sexism visible makes you a more attractive employer.

An important foundation is also provided by the current study "Sexism in the Workplace". It reveals the scale of the problem and provides reliable data for addressing the issue within your own company. Especially where it is still claimed that "that doesn't happen here," it offers a sound basis for argumentation and legitimacy to put prevention and a respectful workplace culture on the agenda.

Together against sexism: Why joining the alliance is worth it

Another step can be joining the "Together against Sexism" alliance . The alliance is a network of around 1,000 companies, organizations, and municipalities that are working together to combat sexism and are committed to countering it within their own structures. It is funded by the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth and implemented by EAF Berlin. Members receive insights, materials, and networking opportunities regarding the topic of sexism in the workplace. Membership is free of charge.

Small and medium-sized enterprises in the construction and skilled trades sectors are currently still underrepresented. Yet, membership sends an important signal in several ways: Externally, it shows employees, applicants, and business partners that discrimination and sexism have no place in the company. Internally, it is a commitment to actively promote respectful interaction and to continuously develop the corporate culture.

Join the alliance!