Women in Construction Apprenticeships Have Tripled Since 2018: Now We Need to Retain Them, Says CITB

Why It Matters

Retaining women in construction converts rising apprenticeship numbers into a sustainable talent pool, helping close the sector’s chronic skills gap and boosting diversity-driven productivity.

Key Takeaways

• Female construction apprenticeships rose 66% from 2018 to 2025
• Women completing apprenticeships increased from 340 to 910
• CITB-funded Onsite Experience hubs trained 182 women for construction jobs
• Industry needs 47,000 new workers annually; diversity narrows skills gap
• Retention focus required to convert apprentices into long‑term construction careers

Pulse Analysis

The construction sector has long struggled with a pronounced gender imbalance, yet recent data from the Construction Industry Training Board (CITB) shows a measurable shift. Female apprenticeships have risen from 1,450 in 2018 to an estimated 2,410 in 2025, effectively tripling the entry pipeline. Completion rates have also climbed, with women finishing programs increasing from 340 to 910 over the same period. This growth reflects broader societal moves toward inclusive career pathways and signals that more women are seeing construction as a viable, skilled profession.

CITB’s strategic investments are central to this momentum. Through its Onsite Experience hubs, the board channels funding directly into hands‑on training, having already placed 182 women into construction roles. Partnerships with the Skills Centre and targeted outreach events have amplified visibility for apprenticeship opportunities. However, the board warns that recruitment alone will not close the gender gap; retention mechanisms—such as mentorship, flexible scheduling, and clear progression routes—must be embedded within employer cultures. Policy recommendations from the Women and Work All‑Party Parliamentary Group underscore the need for industry‑wide standards that support diverse talent throughout the apprenticeship lifecycle.

The timing aligns with a looming labor shortage: the CITB’s Construction Workforce Outlook projects a need for roughly 47,000 additional workers each year to meet project pipelines. Integrating more women into the workforce is not merely a diversity checkbox but a practical solution to this deficit. Companies that cultivate inclusive environments can tap into a broader talent pool, reduce turnover costs, and enhance project delivery. As the sector embraces digital tools and modular building methods, a diverse apprenticeship cohort will bring varied perspectives essential for innovation. Sustained focus on retention will therefore translate into a more resilient, competitive construction industry.