Oregon is witnessing a significant shift in its construction workforce. A statewide initiative aimed at recruiting and retaining a more diverse group has shown promising results. In 2022 and 2023, women and people of color accounted for over half of all new apprentices in construction-related jobs. This is a remarkable achievement according to a new report evaluating the Oregon Department of Transportation and Oregon Bureau of Labor and Industries' Highway Construction Workforce Development Program.

Oregon's Construction Workforce: Breaking Barriers and Thriving

Historical Dominance and the Need for Change

Construction jobs have long been a white, male-dominated field. As seen on May 23, 2024, when a crew worked on the Hall Boulevard overpass in Beaverton. But the tide is turning. The program offers various resources such as career exploration classes, pre-apprenticeship training, and financial assistance to those interested in highway construction trades like ironworkers, cement masons, electricians, carpenters, and laborers. The Federal Highway Administration provides the necessary funding.This biennial report, which has been analyzing the program since 2010, reveals that the most recent cohort of construction job entrants is the most diverse yet. Out of nearly 2,000 people who started apprenticeships between 2022 and 2023, 14% were women and 45% were people of color. This is a 20 percentage point drop from the initial construction workforce diversification effort.Portland State University sociology professor Maura Kelly emphasizes the importance of expanding the industry's horizons. "There is not an unlimited pool of white men to draw from," she says. "If we want a steady pipeline of people entering the trades, we need to include groups that have been historically excluded. For too long, women and people of color were explicitly kept out."

Supportive Services and Completion Rates

The report also found that participants who received at least one type of supportive service were 10% more likely to complete apprenticeship programs. Services ranged from financial assistance for job-related expenses like safety clothing and tools to extra cash for child care. There was also a hardship fund available in case of unexpected financial expenses during apprenticeship, such as a broken-down vehicle or a medical emergency.Those who utilized both the financial resources and non-financial support, like budgeting classes and mentorship, had an even higher chance of completing apprenticeships. This progress is crucial as retention rates among new construction workers are at historic lows. Most apprenticeships take at least four to six years to complete, and about half of those who start an apprenticeship don't finish it. In times of worker shortages, it's essential to retain those already in the industry.

Gaps and Challenges for Marginalized Groups

The report highlights that apprenticeship completion rates for women and people of color are still behind white men. Black men, in particular, had the lowest chance of completing at 33%. These historically marginalized groups often face more challenges in the construction industry, such as a hostile work environment. Apprentices who are women and people of color have cited jobsite harassment, discrimination, and feelings of exclusion and isolation as reasons for leaving construction jobs.To maintain the current diverse pipeline of workers, the statewide program needs to continue its efforts to create a sense of belonging. A recent construction market study projected a 10% increase in construction-related jobs in the Portland metropolitan area alone between 2020 and 2030, with a median wage of $33 an hour. Creating a more diverse and welcoming construction workforce should be the goal for both public and private employers. "These are great jobs with good pay and benefits," adds Kelly. "They should be available to everyone."