Why Smart Contractors Are Hiring Women (And You’re Losing Money If You’re Not)
Executive Brief
The Gist: Suffolk Construction’s Kerri Riggio—a veteran superintendent on major NYC projects—confirms what the data already shows: companies actively hiring women are winning larger contracts and reducing turnover costs.
- The Trap: Ignoring female talent means missing out on federal contracts requiring diversity metrics and paying 30% more in recruitment costs due to high turnover.
- The Play: Build a hiring pipeline NOW—target trade schools, offer mentorship, and document your diversity efforts for RFP scoring advantages.
Why This Matters
Here’s the cold truth: The construction labor shortage isn’t getting better. You’re competing for the same pool of workers while turning away half the population. Riggio’s career—rising to superintendent on billion-dollar projects—isn’t a feel-good story. It’s a case study in untapped ROI.
The math is brutal. Average cost to replace a skilled tradesperson? $12,000-$15,000 when you factor in recruiting, training, and lost productivity. Studies show women in construction have 18% lower turnover rates than men. That’s real money staying in your pocket instead of burning on Indeed ads.
But here’s where it gets strategic: Federal and municipal contracts increasingly require documented diversity efforts. If you’re bidding on projects over $500K, your competitor with a diverse team is scoring higher on RFPs. Period. This isn’t about politics—it’s about winning profitable work in a market where margins are already razor-thin.
The companies ignoring this trend? They’ll be the ones complaining about “unfair bidding” in two years while watching contracts go to competitors who adapted early. Your move.
Contractor FAQ
Q: Does hiring women actually reduce my labor costs or is this just PR talk?
A: Lower turnover alone saves you $2,000-$3,000 per employee annually in replacement costs—multiply that across a 10-person crew and you’re banking $20K+ yearly while competitors keep hemorrhaging talent.
Q: How do I actually recruit women when they’re not applying to my job ads?
A: Stop waiting for applications—partner with trade schools offering women-in-trades programs, sponsor a female apprentice through your local union, and showcase any current female employees in your marketing (this signals you’re a safe workplace).
Q: Will this create “culture problems” with my existing all-male crews?
A: If your crew can’t handle working alongside 51% of the population, you have a leadership problem that’s already costing you money in other ways—address it now or watch your best clients choose competitors with professional teams.
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Author: Mike Warner
About the Founder Kore Komfort Solutions is an Army veteran-owned digital platform led by a 30-year veteran of the construction and remodeling trades. After three decades of swinging hammers and managing crews across the United States, I’ve shifted my focus from the job site to the back office. Our New Mission: To help residential contractors move from "chaos" to "profit." We provide honest, field-tested software reviews, operational playbooks, and insights into the AI revolution—empowering the next generation of trade business owners to build companies that last.