The skilled trades industry is facing one of the greatest challenges in its history: a labor shortage that shows no signs of slowing down.

With seasoned professionals retiring at a faster pace than new talent is entering the field, the gap continues to widen. Industry-wide, for every five tradespeople who retire, only two new workers enter the field. That gap is astounding to think about. Wholesalers, contractors and distributors alike feel the pressure, and solving this issue requires fresh thinking and inclusive strategies.

One of the most significant opportunities lies in an often-overlooked group, women. While women make up nearly half the overall workforce, they account for only a small fraction of those employed in the trades. The question isn’t whether women can succeed, they already are. The real question is how can we, as an industry, attract, support, and retain more women?

Why women?
 The trades offer women something rare in today’s job market: stability, competitive pay and the chance to build a lifelong career. At the same time, women bring unique perspectives, problem-solving skills, and leadership qualities that strengthen teams and organizations. Expanding female participation isn’t just about filling open roles, it enriches our industry with diverse talent that fuels innovation and growth.

Breaking barriers to entry
 One of the biggest hurdles is awareness. Many women and girls simply don’t see the trades as an option because no one has shown them what a fulfilling and rewarding career this path can be. To change that, we must:

• Start early: Partner with schools, trade programs, and community groups to introduce the trades to girls and young women before career decisions are made.
• Highlight role models: Showcase women thriving in the industry to break stereotypes and inspire the next generation.
• Open the door wider: Develop apprenticeships, internships and mentorship programs designed to welcome women into the field.

Retention matters just as much as recruitment
 Attracting women is only half the battle, retaining them is also a challenge. Many women leave the trades not because of the work itself, but because of a lack of support or growth opportunities. Wholesalers and industry leaders can play a vital role by:

• Creating inclusive cultures: Ensure that every workplace is one where women feel respected, valued and heard.
• Providing advancement pathways: Offer training and leadership development programs that position women for long-term success.
• Supporting work-life balance: Flexible scheduling and family-friendly policies can make a significant difference in keeping talented women engaged in their careers.
• Partnering with organizations that promote women in trades: For example, Build Women empowers women and transforms the construction and building industries through tailored training, inspiring events and a dynamic network. They’ve partnered with leaders like the National Glass Association and Do it Best to deliver impactful programs.
• Joining the American Supply Association: Get involved with its Women in Industry chapter. Network with women in the industry, attend the annual conference and learn from inspiring leaders shaping the future of the trades.

Everyone has a role to play
 Solving the trade shortage will take a collective effort, and empowering women is one of the clearest paths forward. Wholesalers can be a powerful bridge, connecting talent with opportunity, promoting the message that the trades are an exciting, rewarding career path, and ensuring that once women enter our industry, they want to stay.

The trade shortage is real, but so is the potential. By opening doors wider and creating supportive environments, we can help more women see the trades not just as a job, but as a fulfilling, long-term career. Together, we can close the gap and strengthen our industry for years to come.