The Future of Construction Must be Built by Everyone

February 5, 2026 — By any measure, the U.S. construction sector is booming, driven by demand for large-scale public infrastructure projects and highly technical advanced manufacturing facilities. Yet despite this increased investment in building, the construction industry continues to struggle to attract new workers, a puzzling dilemma given that construction workers tend to earn more than the average American, with skilled tradespeople potentially able to take home more than six figures annually.

One major issue is that even in 2025, the U.S. construction workforce remains overwhelmingly male and white. According to the U.S. Bureau of Labor Statistics, just 11% of construction workers are women, and shockingly, less than 7% are Black. As an African American female executive, I’ve dedicated my career to creating a more equitable future in the design and construction fields for underrepresented populations. But to truly address the labor shortage the construction sector is facing, the entire industry must commit to attracting and recruiting more diverse, untapped talent.

There is certainly no shortage of opportunities for women and African Americans in construction. The Associated Builders and Contractors estimates that the industry will need nearly one million new workers over the next two years to meet anticipated project demand. What’s surprising is that construction employment has not increased proportionally with spending for the first time in decades. Since the COVID-19 pandemic, spending on new projects has been on an upward trajectory, while construction employment has remained flat, highlighting the need to rethink how we attract new workers to pursue rewarding, well-paying construction careers.

First, we need to focus not just on the current hiring pool but also on engaging young men and women—and especially minority and underrepresented populations—before they even enter the workforce so that we can inspire the next generation of construction workers and leaders. This approach will help break down stereotypes and give young men and women exposure to mentors already working in construction so that they can envision a pathway into the industry for themselves.

For example, I had the privilege of helping to develop a program called the Construction Career Development Initiative (CCDI) that introduces high school students to careers in construction through hands-on training programs, mentorship opportunities, academic scholarships and job placement assistance. It’s a simple program with a powerful idea behind it: representation and encouragement at the right age can change the entire trajectory of a future career. By pairing students with mentors already working in the construction industry, we expose them to high-paying career paths they may never have considered. As a result, we’ve helped nearly 200 young people gain full-time employment in the skilled trades.

But encouraging young people to pursue careers in the construction industry is just half the battle. It is just as important to support women- and minority-owned construction businesses, which not only hire and develop skilled tradespeople and future construction entrepreneurs, but also create opportunities for wealth building through entrepreneurship. When these businesses grow, they hire and promote others while building their own net worth, strengthening the region’s economic base and establishing themselves as viable leaders in the business community.

I’ve spent my entire career partnering with and mentoring minority- and women-owned construction firms, advising on strategy, finances, marketing and recruiting. For instance, our program, Clayco Connects, helps small construction businesses build relationships and engage in community and workforce development initiatives. These partnerships not only help replenish the talent pipeline but also ensure that the next generation has jobs available when they enter the workforce.

The future of construction depends on the choices we make today, about who we mentor and who we inspire. That means investing in the next generation and cultivating workplace environments where everyone can thrive, be it supporting young people as they take their first steps towards a career in construction that they may have otherwise never considered, or helping small, women- and minority-owned businesses claim their seat at the table to grow an industry that is in desperate need of new and diverse voices and talent.

Sandra Marks is the Senior Vice President of Government and Community Affairs at leading design-build construction firm Clayco. She has more than 30 years of experience in small-, minority- and women-owned business development with special emphasis on the creation and growth of minority-owned firms capable of filling the needs of buyers of construction.