Ona quarterly basis, PGTI receives data from the state Division of Apprenticeship Standards (DAS) on the demographics of apprentices in all Registered Apprenticeship Programs (RAPs). In addition to making public the rates of participation by women and people of color, we track progress on women’s participation in apprenticeship in both the union and non-union sectors. The following chart displays the current (Quarter 2) data effective on July 1 of this year.
We also track progress in the 28 joint labor management apprentice training programs, commonly referred to a JATCs. Below is the current data for those programs ranked from highest to lowest in participation by women.
For questions or comments on this data, contact PGTI at firstname.lastname@example.org or, if you follow our blog, you can comment directly on the page.
The Northeast Center for Women’s Equity (NCTE) has been conducting Tradeswomen Tuesday info sessions since last fall. The sessions happen on the first Tuesday of the month at 5 PM at 2201 Washington St in Boston and bi-monthly on the second Tuesday at Springfield Technical Community College. Hundreds of women have attended sessions to find out how to get into a union apprenticeship program. Now NCTE has added an online webinar for women who are not able to make the in-person sessions. PGTI’s Susan Moir was joined by Laborer and Local 223 Executive Board member Jenaya Nelson and carpenter Joan Bennett of the New England Regional Council of Carpenters. Check it out below and for more information on the pipeline to good jobs in the construction trades for women go to Build A Life That Works .
The Boston Employment Commission (BEC), under the leadership of Director Karilyn Crockett and Chair Travis Watson, has done a great job of stepping up enforcement of the City’s goals. For ongoing projects, the goals are 10% women, 25% people of color and 50% residents. As of last January, Boston’s goals for new projects are 12% women, 40% people of color and 51% residents.
Among the issues raised at today’s monthly meeting:
Some contractors continue to conflate their contracts with Women-owned Business Enterprises (WBEs) and the number of tradeswomen on their projects. As we showed in our study of 6 million women’s work hours on Boston’s Big Dig, WBEs actually hire women at lower rates than contractors across the board. We think this makes sense. As long as construction is a male-dominated industry, women business owners cannot risk being painted as a “women company.” Not fair, but the real world. The Big Dig study is available here.
We have seen the best and the worst here today. Turner Construction is hitting 9% women’s hours and 37% people of color and 36% Boston residents on Harvard’s $400 million Science and Engineering Complex in Allston. PGTI took the opportunity to point out that Turner is a leader in the region because company leaders– and especially Maureen Kirkpatrick and Allison Stanton– have participated in and supported PGTI, Building Pathways and our sister efforts since our beginnings 10 year ago. They have ensured that our best practices, “Finishing the Job,” are integrated into Turner’s business practices. Proof that the best practices work. The worst today was BC Construction Co. A $4 million job in the middle of neighborhoods of color has 0% women, 6% people of color and 10% Boston residents. The excuses were comical and tragic. “We are trying.” “It’s a small job.” “We shuffle around our one minority worker.” (Really said that and then backtracked.) Commissioner Travis Watson pointed out that there are 526 carpenters and laborers in the Boston Jobs Bank database and there is no excuse for this level of failure. It was suggested that BC Construction might want to stay out of Boston in the future.
The most outrageous event of the meeting was the contention– in writing — by New England Foundation Co. (NEFCO) that “Given the rugged nature of our work, the only position that can be safely performed by women is the oiler.” Unfortunately, NEFCO was not in the room. We madetwo suggestions. First, we asked that the owner of the project, Boston College, and the BEC write to NEFCO and appraise them of their disappointment in the claim that women cannot do the work. Second, we asked the BEC to review their use of the job category “oiler.” The trade is archaic and largely non-existent. One concern is that the category may be a used to add women and people of color to a site without real work and training.
The Commissioners concluded the meeting with the discussion of further steps in compliance and implementation of sanctions. PGTI continues to raise concerns about the poor numbers for women across all projects. While women’s work hours have increased and more than half of those hours are being worked by women of color, progress is not being made in the percentage of women’s hours across all City-monitored projects. Check out the data below which indicates that women are getting half as many hours as men. We have requested that the BEC run its own analysis to confirm or contradict these apparent findings.
A guy in a hardhat calls out to a woman walking past a construction site, “Hey, ya looking hot.” The woman shoots back, “Get a friggin’ life, you moron.” Sitting amidst 5 male co-workers, the catcaller slowly rises to his feet and soulfully says, “You know what? Toxic masculinity is a set of velvet handcuffs and gender norms have the hidden key.”
This is the conclusion of a Saturday Night Live sketch with Charles Barkley playing the woke worker who opens the eyes of his construction brothers as he muses on why women’s clothes have the best colors. The guys explore the fashion choices they would have if only they were women. “My closet is a sea of tans and browns. “Why do women get to echo the seasons in playful ways?”
Just a joke or have guys in construction really changed?
In another, much more serious, video that made the rounds of social media recently, five men who work in construction in Texas discuss how the #MeToo movement has affected their work lives. Their stories of how their female co-workers are treated are stereotypical and not pretty. Lewd pictures of women drawn on walls, sexist and abusive comments. They have all seen it. One acknowledges that women “sometimes have to work twice as hard to get the job.” Two admit to behavior they are not proud of when they were younger. The discussion is thoughtful and sensitive, but none see themselves as part of the problem. The HR guy thinks it’s not really harassment if the woman plays along and he brings a witness whenever he talks to a woman. The ex-Marine thinks life is the way it is and it’s impossible to change the construction workplace but, in the same sentence, says “together we can work it out.” He echos a sentiment often expressed by men when he says, “I don’t know what the MeToo movement is but my big changing point was my daughters…” Women of the #MeToo movement have asked if men really need to have female relatives in order to overcome their own sexism? When one guy questions the legitimacy of harassment that happened years ago (“…depending on how bad it was… It’s his word against her word, right?”), another defends the right of women who have been shamed into silence. “With the MeToo movement that’s the whole point of it is, ‘you’re not crazy. I know you were scared back then.'” The discussion concludes with these younger guys saying the construction workplace has changed and that the problems of the sexist and hostile workplace are dying with an older generation.
This is a feeling expressed by many tradeswomen working in Boston today. While threats and danger still exist (see our February post on the murder of Laborer Outi Hicks), the everyday working life of Boston’s tradeswomen is very different from what it was a decade or more ago. The number of tradeswomen has tripled in Massachusetts and not being the only women on a site is a common work day experience for tradeswomen today in Boston. These changes may indeed also change men. A study of the military in Norway found that the best way to get men to change their attitudes about women working in male-dominated environments was to have men work with more women. Women were assigned to some Norwegian miliary boot camps and not to others. Researchers concluded that living and working with women “causes men to adopted more egalitarian attitudes.” (Research– often the big duh!)
These changes were anticipated twenty years ago when the women of the HASWIC (Health and Safety of Women in Construction) work group made this recommendation to the Occupational Safety and Health Administration:
More women on sites has made the work safer and less stressful for women. It has also made it normal for women and many of the men. In a video on dealing with gender bullying produced by the British Columbia WorkSafe program, longtime Electrician Kelly Keinleitner says, “Do I have to be the female journey? … I don’t think there’s gender in trades other than two– apprentice and journey. That’s it.”
Construction, at least in Boston, is less and less a “man’s world” and more and more a world of highly qualified and proud construction workers.