May 2026
The construction and infrastructure sectors represent critical drivers of Aotearoa’s economy and provide the physical foundation for the nation’s growth and social well-being. As of 2021, the construction industry contributed approximately $15.8 billion NZD to the Gross Domestic Product[1] and as of 2023 employed 10.7% of the Aotearoa workforce.[54] However, this economic engine is currently operating under a severe demographic imbalance that threatens its long-term sustainability. While the sector has seen a decade of unprecedented growth, reaching a total workforce of approximately 308,500 by June 2023, the representation of women and gender minority groups remains disproportionately low [2]. This report provides an exhaustive desk review of the current landscape of demographics in the Aotearoa construction industries, analysing the systemic barriers preventing full participation of women and gender minorities, examining current onboarding programmes for minorities, and conducting a deep dive into the programming and impact of training-related organisations. Throughout, the report will reflect on the gaps that exist in the industry alongside opportunities for growth in ongoing and potential interventions.
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Important notes on definitions used throughout this report:
Many published “women in construction” statistics describe the total construction sector workforce (including professional services, administration, and off-site roles). Where this report discusses women working “on the tools”, the best-available Aotearoa/New Zealand evidence indicates women comprise about 3% of the workforce.[1]
After comprehensive review it appears there is no data available at time of writing which captures gender minorities or wider rainbow communities in trades/construction in Aotearoa. No industry report or workforce dataset has tracked these communities or investigated the industry experience and outcomes they face. This lack of data likely contributes to an industry where these communities feel excluded and irrelevant.[57]
Throughout this report the terms ‘women’ and ‘women and gender minorities’ are used. These have been used specifically and deliberately. Where ‘women’ is used, it reflects that the data available, source cited, or programme discussed, explicitly refers to ‘women’. Where ‘women and gender minorities’ is used, it reflects the understanding that gender minorities are likely excluded similarly to cis women in the industry. Further, it is important to note that women are themselves a gender minority in the trades in Aotearoa.[1]
The term ‘minorities’ is occasionally used when referring to minority participation broadly, or when specifically referring to ethnic, cultural and other minority participants. When used in this report it is understood that all women and rainbow communities are minorities in respect to trades/construction in Aotearoa.
The term ‘rainbow’ is used as a broad umbrella that is inclusive of diverse sexualities, genders and cultural contexts.
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The demand for construction labor in Aotearoa has been primarily driven by large-scale projects, including the Christchurch rebuild, high housing demand in Auckland, and various infrastructure renewals essential for climate adaptation and population growth [1]. In the decade 2014-2023, the construction sector expanded at an annualised growth rate of 6.3%, which is more than double the 2.8% rate observed across all other industries [2]. By June 2023, the sector accounted for 10.7% of Aotearoa’s total workforce.[54]
Despite this growth, the industry remains extremely gender segregated. Women make up 47.4% of the overall Aotearoa workforce but represent only 15.8% of the construction sector.[2] When the data is disaggregated to focus exclusively on "on the tools" roles, the percentage drops precipitously to approximately 3%.[1] This occupational segregation is not merely a social equity issue; it is an economic vulnerability for the industry. The reliance on a narrow demographic pool restricts the industry's ability to innovate and meet the projected demand for skills.[5]
It is essential to interpret the 15.8% figure as a measure of women’s representation in the construction sector overall (including a wide range of roles). The equity problem is more severe in site-based trade roles, where women are estimated to comprise ~3% “on the tools”.[1] This distinction changes both the diagnosis (which roles are most exclusionary) and the intervention strategy (which systems need reform).
The historical data for the years 2013-2023 reveals moderate growth in female participation in the construction sector as a whole. Comprehensive data indicating female participation “on the tools” is not available.
| Year | Male Workforce | Annual Workforce Growth (Male) | Female Workforce | Annual Workforce Growth (Female) | Female Workforce Fraction (Overall Sector) |
|---|---|---|---|---|---|
| 2013 | 148,300 | - | 18,900 | - | 13% |
| 2014 | 164,500 | 11% | 21,800 | 15% | 13% |
| 2015 | 182,900 | 11% | 29,100 | 33% | 16% |
| 2016 | 197,300 | 8% | 31,400 | 8% | 16% |
| 2017 | 208,700 | 6% | 32,000 | 2% | 15% |
| 2018 | 217,500 | 4% | 34,800 | 9% | 16% |
| 2019 | 212,500 | -2% | 34,300 | -1% | 16% |
| 2020 | 227,500 | 7% | 34,600 | 1% | 15% |
| 2021 | 237,200 | 4% | 38,000 | 10% | 16% |
| 2022 | 249,800 | 5% | 45,000 | 18% | 18% |
| 2023 | 259,900 | 4% | 48,600 | 8% | 18% |
Table Source: [2]
The volatility in growth rates, particularly the surge in 2022, highlights the industry's sensitivity to economic cycles and the pandemic recovery efforts. However, the consistent gap between male and female participation rates indicates that the systemic barriers to female entry are enduring rather than transitory.
The demand for construction services is geographically concentrated. Auckland represents the largest requirement, reportedly needing over 190,000 construction-related employees in the early 2020s.[3] The occupations expected to experience the most significant growth include plumbers (15%), electricians (14%), and civil engineering professionals (12%).[3] This high demand offers a strategic window to integrate underrepresented groups into high-value, long-term career paths.