Women in Canada’s skilled trades still face barriers from early education and awareness to workplace culture and safety on the job
“Children create gender biases between ages five and seven, and by the time girls are about eight, their confidence in STEM often drops,” says Angela Coldwell, founder of the charity Honour the Work. She argues that without visible role models in skilled trades and construction, many girls never see those careers as an option.
Early messages keep girls away from the tools
Coldwell’s organization advocates for construction and skilled trades careers in elementary schools, focusing on grades K–6 and running workshops for teachers and guidance counsellors, often in partnership with technical colleges. The goal is to build awareness of what the careers involve and equip educators to speak about them accurately.
New data suggest that work is urgently needed. A recent “Measuring Up the Trades” study commissioned by Classic Fire + Life Safety found that while more than half of men (55%) have considered a skilled trades career, 67% of women have not. The survey indicates that only 24% of women are familiar with roles such as fire alarm technician and sprinkler fitter, and just 9% say they know how to begin a trades career.
Coldwell says deep‑rooted cultural messages continue to steer students toward university as the default “academic” path, even though skilled trades are highly technical. Apprenticeship texts for welders and electricians are filled with physics, math and science, she notes, and the work itself demands 3D analysis and complex problem‑solving. Yet many still view trades as a fallback for those who “couldn’t do college or couldn’t get into university.”
Leadership, perception and psychological safety on site
Even when women do enter the trades and qualify, they frequently encounter bias and questions about their legitimacy as leaders.
Kate Walsh, executive director of communications for the Ontario Building Trades and program manager for the Ontario Building and Construction Tradeswomen program, recently held a virtual leadership panel featuring tradeswomen working on the tools, as instructors and as union representatives. A central theme was imposter syndrome and how women in foreperson or steward roles are perceived when they arrive on site.
Panelists described being routinely assumed to be apprentices, especially when working alongside male apprentices, and having to repeatedly establish that they were in charge. Respect and recognition generally followed once work began, but the initial assumptions added an extra layer of pressure.
Safety emerged as a core leadership issue. Walsh noted that many new entrants, particularly those without family or social ties to construction, “don’t realize it’s a dangerous industry,” and rely on leaders who prioritize safe work practices so everyone can feel comfortable on site. Panelists stressed that effective leaders back up their crews, model safe behaviours and foster a culture where raising concerns is encouraged rather than punished.
Culture, retention and the safety bottom line
For employers grappling with chronic labour shortages, Coldwell cautions that recruitment alone is not enough. Organizations must ensure their culture and systems are ready to retain women and other underrepresented workers.
“It’s great that there are days like International Women’s Day and Women in Construction Week, but you can’t just talk the talk, you’ve got to walk the walk,” she says. That includes having clear procedures to address inappropriate behaviour, harassment and exclusion, and acting decisively when problems arise.
“If you have a site culture where women are allowed to be spoken to inappropriately and nothing’s going to happen to the individual that does that, then you’re not going to retain that woman,” Coldwell adds. She argues that when misconduct occurs, “an example has to be made” to send a clear message that unsafe or disrespectful behaviour will not be tolerated. Practical concerns such as adequate washrooms and properly fitting PPE also need to be addressed consistently.
Both Walsh and Coldwell emphasize the importance of allies, mentorship and visible role models. Tradeswomen who spoke on the Ontario panel credited allies who “build you up” and create opportunities for training and advancement. Coldwell calls for more industry professionals to return to classrooms and speak directly with students, particularly those from underrepresented communities, about their careers and the skills they use on the job.
As International Women’s Day shines a spotlight on gender equity, the message from the trades is that Canada’s labour and safety challenges are intertwined with inclusion. Building safer, more respectful worksites, and reshaping early messages about who belongs in the trades, will be critical to ensuring women can not only enter these high‑demand, well‑paid careers, but thrive in them.
