If you're hiring for the trades or exploring a career path in plumbing, HVAC, or construction, you've probably noticed the same issue we have—most crews don’t reflect the diversity of our communities. Women and workers from underrepresented racial and ethnic backgrounds are drastically underrepresented in these skilled roles, often due to systemic barriers that go back generations. This lack of representation doesn’t just limit individuals—it holds our entire industry back.
At Harold Brothers, we’ve spent decades on commercial plumbing and mechanical job sites throughout Massachusetts. We’ve seen firsthand the difference it makes when a team is diverse, supported, and empowered. We also know what challenges persist and what it takes to remove them, not just in policy, but in practice.
In this article, you’ll learn exactly why the trades have remained so exclusive for so long, what’s changing in Massachusetts, and how new programs and policies are creating more equitable opportunities. Whether you’re looking to diversify your crew or find your path into the trades, you’ll leave with clear insights and actionable steps forward.
Despite increasing awareness and new pathways into skilled trades, representation still lags. Nationwide, women make up only about 4% of construction and skilled trades workers. In Massachusetts, women and people of color are entering apprenticeships at growing rates, but they still face challenges such as:
Many young people—especially women and students from underrepresented backgrounds—aren’t introduced to the trades in middle or high school. By the time they’re exploring careers, they’ve already been steered toward other paths. A study from Canada found that “a lack of exposure to trades and technology occupations” was a top reason women didn’t consider those fields, noting they were often “actively discouraged from asking questions” about hands-on jobs during their youth
Trades culture has historically been male-dominated. From job site dynamics to mentorship gaps, many newcomers face environments where they don’t see others like them or feel fully welcomed.
For many workers, inflexible hours, long commutes, and lack of childcare options make it harder to start or stay in a trade job, especially when juggling family responsibilities.
Even when people get started, they don’t always see a clear pathway to success, especially into leadership roles. And outdated hiring systems may unintentionally filter out qualified applicants from underrepresented groups. The Massachusetts Division of Apprentice Standards’ five‑year strategic plan outlines specific goals to enhance program accessibility, equity, mentorship support, and transparent advancement tracking across apprenticeship cohorts.
Massachusetts has become a national leader in advancing equity and access in the trades. In just the past few years, a wave of new programs, policies, and partnerships has helped bring real progress.
Signed in 2024, this policy mandates equitable hiring practices on public projects. Contractors must report hiring data and meet goals for hiring women and people of color, helping move inclusion from aspiration to accountability. According to Massachusetts Governor Healey’s press release, Executive Order 638 “directs state agencies issuing construction contracts to ‘do it in a way that we know creates better access to jobs for women and minorities,’” including setting up workforce participation committees, data monitoring, anti-harassment training, and supportive services like childcare on major public projects
This statewide initiative reaches high school girls across 18 school districts. Students get hands-on exposure to trades, meet women professionals, and attend annual career fairs and leadership conferences.
Programs like Building Pathways and the North East Center for Tradeswomen’s Equity offer intensive pre-apprenticeship training. These programs provide 200+ hours of hands-on instruction, workplace readiness, and direct pipelines into jobs.
Creating a diverse workforce doesn’t happen by accident—it takes intention, systems, and follow-through. Here are some of the inclusive strategies that forward-thinking companies and public agencies are putting into practice:
Instead of requiring years of prior experience or formal credentials, companies are starting to emphasize transferable skills and provide on-the-job training.
Workplaces that pair new hires with experienced mentors—especially those who’ve faced similar challenges—see better retention and job satisfaction.
On major projects, weekly reports on workforce demographics—including hours worked by women and minority employees—help contractors stay accountable and adjust as needed.
Massachusetts has made meaningful strides, but there’s still more to be done to create a truly inclusive and thriving trade workforce.
For years, the trades have offered stability and good pay, but not always access for everyone. Thanks to targeted state policies, robust pre-apprenticeship programs, and equity-focused initiatives, that’s beginning to change across Massachusetts.
We’ve explored the root barriers women and underrepresented workers face, and highlighted what’s working—from Executive Order No. 638 to mentorship networks and skills-based hiring. These aren't just checkboxes—they're real solutions helping build a stronger, more representative workforce.
If you’re looking to grow a more inclusive team or take the first step into a trade career yourself, now is the time to act. Massachusetts is leading the way, but success depends on participation—employers providing access and mentorship, and job-seekers taking advantage of the tools now available.
At Harold Brothers, we know that building the best teams means welcoming talent from all backgrounds and supporting them every step of the way. Curious what a trade career can really offer? Read our guide to Careers in Commercial HVAC & Plumbing to see how we help new workers thrive in the field—and how your company can benefit from a more inclusive workforce.