The Cost of Being a Woman in Construction
“Ladies shouldn’t be talking about money.”
— Charlotte York, Sex And The City
As much as we adore Charlotte from Sex And The City, we couldn’t disagree more. Here’s the thing:
We’re not just ladies—we’re builders. And it’s time we talked.
Let’s talk money—more specifically, let’s talk about the money that’s missing from women’s paychecks in the construction industry.
In a field built on measurements, calculations, and structure, it’s astonishing how skewed the numbers can be when it comes to gender pay. The pay gap in construction is real, persistent, and far more than “just a number.” It’s a reflection of priorities, power, and prejudice. But knowledge is power, and change starts with awareness.
So… Why Is This Still Happening?
Despite growing numbers of women entering the construction workforce, they often remain underrepresented in leadership and technical roles—and when they do reach those positions, they’re frequently underpaid compared to their male counterparts.
Here’s why:
- Historic male dominance in the industry
- Bias in promotion & hiring practices
- Lack of transparency in salary discussions
- Fewer women in senior roles, which means fewer advocates at the decision-making table
- Stereotypes about physical capability or leadership aptitude in construction environments
It’s not about lack of skill or drive. It’s about systemic structures that haven’t been updated to reflect today’s talent.
The Numbers Don’t Lie
In the EU, women in construction earn 18–22% less than men on average, according to Eurostat. That’s nearly €0.78 for every €1.00 a man earns. In the U.S., that gap sits around 14%, based on data from the Bureau of Labor Statistics.
Let’s break that down:
- If a male site manager earns €60,000/year, a female in the same role might only make €48,000–52,000.
Over a 10-year career span, that’s a difference of €80,000–120,000.
What Could That Money Have Bought Her?
With €80,000:
- (-) A 20% down payment on a €400,000 home in Copenhagen
- (-) A fully-loaded master’s degree and career advancement courses
- (-) Over 1,600 sessions of therapy or coaching
- (-) More than 10 trips around Europe (with hotel and concert tickets, we see you, Paris plans)
That’s not just a gap. That’s opportunity stolen.
Why This Is Unfair and Toxic
The message this pay gap sends is damaging: that women’s contributions, leadership, and labor are worth less. And that’s not just demoralizing—it’s dangerous.
On the surface, the gender pay gap might look like a few missing euros per hour—but in reality, it’s a structural inequality that reinforces harmful cycles. Here’s what it really means when a woman in construction earns less than her male counterpart for the same role, effort, and expertise:
Financial Dependence
Women earning less are:
Less able to save for retirement, property, or emergencies. More likely to rely on credit to fill income gaps—resulting in debt. Often forced to choose between career and caregiving, because financial resources are tighter.
Stereotype Reinforcement
When women are consistently paid less, it validates the (false) narrative that:
They’re less capable, less committed, or less experienced. Their work is worth less—even when they're literally leading the site
Discouragement in Career Advancement
Lower pay leads to lower motivation. Why push for leadership roles if:
The return on investment is lower? You're likely to be undervalued regardless of effort?
Confidence Deficit
When the system doesn’t reflect your worth, you start to doubt it yourself
Less negotiating power. Less ambition to apply for promotions. Lower self-advocacy in team settings.
Generational Inequality
A woman who earns less, has less to pass on. It means:
Daughters of underpaid women may inherit the same limitations. The next generation grows up seeing men in leadership and women in support roles.
Undermining of the Entire Industry
A thriving industry doesn’t underpay its future
Construction companies miss out on top-tier talent. Innovation slows without diverse perspectives. Reputation suffers—modern professionals want to work for fair organizations.
Who’s Behind This?
Pay decisions in construction companies are often influenced by:
- HR and finance departments
- Hiring managers
- Project leaders
- Executives and board members
I can’t help but wonder—how much are these guys making while offering women “competitive” salaries that barely cover rent in Copenhagen?
When the decision-makers look the same—and think the same—it’s no surprise the results are lopsided.
The irony? These are often the same people posting “We’re committed to diversity” on LinkedIn while handing out job offers that undervalue women from day one.
And when these roles are overwhelmingly held by men, unchecked bias becomes the norm.
What Happens If We Continue This Way?
If the Pay Gap Persists:
(-minus) Talented women leave the industry. Companies suffer from a lack of diverse thinking and innovation. The labor shortage in construction worsens. The next generation sees no role models and steers clear.
If We Close the Gap:
(+plus) Companies become more competitive and profitable (yes, diverse teams perform better). Women invest more in their careers and bring fresh ideas to the table. The construction industry evolves—sustainably and equitably.
How Do We Stop It?
- Transparency: Companies must publish pay ranges and be honest about salary bands.
- Negotiation training: Women are less likely to negotiate—often because they’ve been penalized for doing so. Let’s change that.
- Mentorship & sponsorship: Senior women advocating for younger talent can be game-changing.
- Equity audits: Employers need to regularly review their compensation structures.
- Policy & accountability: Governments should require reporting on pay gaps and penalize discrepancies.
At ROSAIX and The BuildHer Network, we’re not just here to point out problems. We’re here to build better—fairer, smarter, and with women at the helm.
With gratitude & ambition,
CATALINA TRANDAFIR
Founder, The BuildHer Network
