How to avoid alienating Gen Z workers with outdated construction practices
Evelyn Long • 
The construction workforce is aging and facing a labor shortage. Attracting Gen Z workers can help mitigate these gaps, but the state of the workplace and its practices often sway them. Companies need to adapt to what the younger generation needs to bring them in.
The outdated construction practices that hinder Gen Z
Even the most established workplaces may have outdated practices in terms of technology and processes, most of which are driving Gen Z to other industries. Recognizing these issues is the first step to mitigating them.
1. Manual labor
Manual labor in construction may deter Gen Z workers. A survey finds that 48% of construction students associate the younger generation with technological advancement due to their overall preference for efficiency.
The desire to automate manual tasks may also stem from the desire for a safer work environment. Unfortunately, some within the sector may not have adapted to these changes and are relying on physical strength and execution.
2. Outdated recruitment and training
Gen Z is more than aware of how difficult the job hunt is, which makes the additional layer of traditional recruitment processes much more unbearable. Even if they were aware of job openings, the paper-based application can feel too slow.
If Gen Z workers are able to reach the training stage, the lack of tech and innovation can turn them away. If your enterprise lacks a focus on safety and upskilling, you risk losing them even further.
3. Non-inclusive workplace culture
The younger generation emphasizes the importance of inclusivity. Unfortunately, the construction industry has a reputation for being a male-dominated field. Women comprised only 10.8% of this workforce in 2023.
In addition to that, women and minorities are often subject to discrimination with little to no support from management. Such a lack of respect in the work culture can cultivate a sense of fear about speaking out.
4. Noncompliance with policies
The government constantly calls upon the construction sector to modernize infrastructure. However, changing policies regarding safety and sustainability can be tough to keep up with and implement immediately, making Gen Z workers less keen to join.
5. Lack of sufficient income
A living wage is critical to many applicants, but it can be especially important for Gen Z, who prioritize financial security and stability. It’s also key to note that these workers may invest funds into trade schools and enter apprenticeship programs.
Receiving an unsatisfactory offer can discourage them from joining the construction industry and encourage them to explore others that would provide better pay. Companies must devise a fair compensation package.
6. Unclear career pathways
Gen Z is often associated with a desire for progression and long-term career success. Unfortunately, construction firms may have limited career ladders for them to climb, which can cause burnout in the long run.
Even the lack of learning and upskilling programs can prompt them to change their jobs. Some may leave their construction career altogether since the lack of a clear pathway can raise questions about job security.
Keeping the construction companies relevant
Construction companies should create solutions that welcome Gen Z workers into the field. From integrating innovative technology to providing fair wages, here are actionable steps you can take.
1. Integrate more technology
When possible, shift some tasks from manual labor to construction equipment or AI-powered tech. This can be a great step toward reducing errors and establishing more productive processes that benefit your team and your clients.
Construction firms can also adopt technologies that Gen Z is more familiar with. For instance, augmented reality can help with project visualization and design at the start of a project. In the development phase, integrate relevant features like AI-powered project management and drones for security.
2. Streamline the recruitment process
Attract the Gen Z pool by posting opportunities online, both on your website and on relevant job boards. Make sure there are clear paths for candidates to send in their applications. You can also make the recruitment process more efficient by keeping documents online.
If you’ve found worthy candidates, speed up the process by conducting interviews and making the job offer online. From there, you can hire and train them through a clear curriculum.
3. Encourage communication and inclusivity
A more diverse and inclusive work environment will encourage Gen Z workers to be more keen on joining the construction industry. It starts with management that prioritizes diversity and respect and ensures all voices are heard.
You can also set up programs where employees can get to know one another. Twenty-seven percent of Gen Z workers feel lonely frequently, so it’s important to promote open communication and collaboration.
4. Ensure fair wages
Construction enterprises should provide more competitive salaries. Dive deep into the industry standards and see how you can enhance your offer, whether by increasing hourly wages or offering performance bonuses.
Benefits like health insurance and paid time off can be compelling. You can also highlight other perks of working with you, such as the advanced technology and progressive workplace culture.
5. Practice awareness and adaptation
Policies change frequently, and it's best for construction businesses to be kept up to date regarding them. Have dedicated resources to understand what governments and organizations require so you can adapt accordingly.
You can also prioritize the policies Gen Z does the most. For example, 65% of this generation are concerned about the environment. As such, it would be wise to practice green building practices and adhere to LEED certification.
6. Ensure career growth and development
Decision-makers should create clear and transparent career paths for their employees, as this can inspire the younger generation of workers. Create a guide of milestones to meet to advance their careers.
Businesses should also invest in creating more upskilling programs or building up more resources to help their teams learn and improve. Leverage digitization by creating online courses, webinars, blogs and other virtual learning opportunities.
Improve the workplace for the new generations
Gen Z workers communicate their needs, and it’s vital to listen and adapt. Adopt more technology, create a more inclusive environment, and carry out changes that would improve their working conditions and spark interest in the construction sector. With enough alterations, you can have a younger and more engaged workforce.
More on construction labor trends: How to navigate the changing workforce with effective project management
