Women in Skilled Trades

MARCH 2020 | FUTUREOFBUSINESSANDTECH.COM

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WOMEN IN SKILLED TRADES

Missy Scherber

On running a construction company and why more women should consider careers in the industry

What’s driving more women to careers in trucking

EMPOWERING WOMEN IN SKILLED TRADES Career Pathways in: Diesel Mechanics, Parts Sales, Heavy Equipment Sales and Business Operations www.titanmachinery.com/careers

How ANEW Is Helping Women Find High-Paying Construction Careers

ANEW, the oldest continuously running preapprenticeship program in the nation, continues to focus on equity and inclusion in the construction industry, especially for women, people of color, and those who are gender diverse.

he main program ANEW offers is pre-apprenticeship training classes. In these free, 11-week, part-time programs, students gain the skills, knowledge, and industry certifications that ultimately set them up to be hired as an apprentice, starting at a wage of $20-$26 per hour.

During the course, they learn about the different types of trades within construction by visiting several job sites and going on tours at the local apprenticeship halls. They also dedicate time to sharpening

their math skills, which are essential when it comes to measuring and calculating different materials on the job site.

In addition, time is spent on professional development, including but not limited to: help with résumés, speed mentoring, and two rounds of mock interviews to help students practice for their final apprenticeship interviews.

A difference in the community ANEW is proud to be an organization that has helped place over 1,800 people in construc-

tion careers over the past 40 years. This has been made possible by their strong partnerships with over 17 apprenticeship programs in the Puget Sound region.

In addition to the apprenticeship programs, ANEW collaborates with public partners, other pre-apprenticeship programs, and employers. ANEW also offers financial support services to clients for two years, resulting in increased retention for pre-apprenticeship graduates.

In addition to a wealth of career programs, students are

also offered access to an AOP (apprenticeship opportunities project), which provides tailored employment navigation, direct connections to employers, work gear and tools, tuition coverage, and so much more. Additional programs like Youth Exploration and RiseUp (Respect, Inclusion, Safety and Equality in the Construction Trades) help ANEW keep its finger on the pulse of what’s important in the industry. ■ Michelle Miller, Director of Marketing & Outreach, ANEW

Publisher Lee Hayes Business Developer Abe Freedburg Managing Director Luciana Olson Lead Designer Tiffany Pryor Designer Keziah Makoundou Lead Editor Mina Fanous Copy Editor Dustin Brennan Director of Sales Stephanie King Director of Product Faye Godfrey Cover Photo Akshay Singh All photos are credited to Getty Images unless otherwise specifıed.

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The trucking industry is putting its all into supporting female truck drivers and attracting more women to the driver’s seat.

The trucking industry remains the backbone of the economy in the modern world, but a chronic shortage of drivers means it’s also something unexpected: an ideal career choice for women. While only about 8 percent of all drivers are female, there are many reasons more women should be explor-

ing trucking as a career.

“If you are open to seeing the U.S. while working, if you are looking to be your own boss, if you are more of an independent woman, this is a perfect career,” says Anne Beyette, a former driver and current Atlanta terminal leader at Swift Transportation, the largest full truckload carrier in North America.

A terminal leader is one of the highest operations positions with the company and is also considered a vice president.

do,” she says. “I hate to be told I can’t do something, so I went off to get my commercial driver’s license (CDL).”

For Beyette, having a female mentor was crucial. “I had decided on another company,” she says, “but it ended up being 7-8 weeks before a female mentor was available.” When Swift Transportation offered to pair her with a female mentor in just a few weeks, she took the job — which quickly turned into a career.

Supporting female drivers Beyette, an Air Force veteran, found her way to truck driving in part because of the challenge.

“Truck driving was a job not typical for women to

Mutual support Companies like Swift know that attracting female drivers is essential. Swift offers training and hundreds of dedicated routes that allow

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PHOTO: COURTESY OF SWIFT

In a Competitive Job Market, Women Choose a Road Less Traveled: Trucking

for more home time. It also operates a network of more than 40 terminals nationwide where drivers can park safely, shower, and even do laundry at no cost — and they pay competitively; new drivers can make up to $60,000 in their first year. Swift’s efforts have paid off; over 10 percent of its drivers are women, beating the industry average.

One of those drivers, Lisa Benally, caught the driving bug from a boyfriend and was eventually inspired to earn her CDL. When she began her job hunt, Swift’s appeal was obvious.

“They were willing to train me with a female mentor and give me the opportunity to start my career,” she says. “It was

the best decision I ever made.”

Another of Swift’s drivers, Marjorie Nichols, believes this support is crucial to attracting women to the industry.

“The main part of why women don’t get in the industry is because of their families,” she says.

“Most of them are at home raising their kids.

But with this specific company, they’re adapting to that. When I was raising my kids, I was on a dedicated fleet. I was home at the times that I needed to be.”

Swift’s focus on pairing women with female mentors when requested is a big positive for many.

“My mentor, Sheila, was amazing,” says Benally.

“I was comfortable, I was learning, the communication was there. I want to be like Sheila, passing on my knowledge to new drivers.”

“I feel well supported

by Swift,” Nichols adds.

“I trust my leadership team. I wouldn’t be where I am as a Diamond Driver today without them.”

Benally, Nichols, and Beyette have no regrets concerning their choice of career or employer.

“I’m excited about the future with Swift,” Nichols says. For Benally, the work is its own reward. “I love driving a truck,” she says. “I don’t see myself doing anything else.”

It’s a sentiment echoed

by Beyette. “I haven’t regretted a day of my time here,” she says. “It’s a career that I enjoy, love, and hope to make a difference with.” ■ Jeff Somers MEDIAPLANET

Missy Scherber, co-owner and general manager of T. Scherber Demolition and Excavating, is encouraging women working in construction to make their voices heard.

hen Missy Scherber started running a construction business in 2014, she didn’t see any other women in the industry.

“It was two years into my career in construction until I encountered my first woman out in the field,” Scherber said. “That really says a lot about how much we need progress.”

Scherber has since become a leading advocate for women in construction, amassing a social

media community where women in the industry can connect.

“The first woman I encountered, I hired,” she said.

Scherber, who left her job at a nonprofit to co-own T. Scherber Demolition and Construction with her husband, said she quickly grew fond of the industry.

“I fell in love with the people that build our world,” she said.

Finding inspiration As a woman in leadership in a

PHOTO:AKSHAY SINGH

She’s Building Something Great for Women in Construction

male-dominated field, Scherber was eager to find role models. It took her three years.

“I found my role model three years ago — Stacey Tompkins of Tompkins Excavating in New York,” Scherber said. “I saw her picture, I read the article, and I was like, there’s my role model. If she can do this, I can do this.”

Scherber recognized that women weren’t considering jobs in construction because they had no visible role models. In the hopes of increasing visibility for women in construction, Scherber sought to establish an online community.

“I went online and I said, ‘We’re going to change #wcw (Woman Crush Wednesday) to be Women in Construction Wednesday,’” she said.

Now every Wednesday, Scherber shares stories on her Instagram of inspiring women in the field, and she believes this visibility is vital to encouraging women in construction.

“If we don’t start sharing our stories, and show the next generation and other women that we’re out here, we won’t be inspiring change,” she said.

A necessary step For Scherber, advocating for women in construction goes beyond gender equality.

“If we don’t look at fifty percent of the population, which is women, we’re not going to be in business in 10 years,” she said. “As a business owner, I am

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looking at being an advocate for women in construction from a practical sense.”

Women comprise about 10 percent of the construction industry but make up just 3.5 percent of the in-the-field workforce.

“The vast majority of women are fulfilling office roles, corporate roles, marketing, administration,” Scherber said. “I’m in an industry, earth moving and waste management, that’s even more behind than construction as a whole.”

Building representation Scherber recently reached out to her online community to find out what some of the biggest roadblocks are for women entering the industry. The overwhelming response was an unconscious gender bias.

“A lot of women are feeling the internal eye roll when they walk onto the job site,” Scherber said.

“Can you really do this? Are you capable? A lot of them are actually asked that.”

The first woman Scherber saw on site was Deb Cole, who now works as a lead driver for Scherber and has worked in construction for over 30 years. It’s those stories of longevity that inspire Scherber the most.

“To me, every woman that is in construction, and is still in construction after two or three years, is a story of inspiration,” she said. ■ Ross Elliott

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Putting a Focus on Women on the Jobsite CONEXPO-CON/AGG, North America’s largest trade show, is putting an emphasis on women in the industry for its 2020 convention. f there is one thing we hear most often from manufacturers, contractors, and other trade workers, it’s this: We can hardly find people to fill the well-paying jobs we have to offer.

With the U.S. job market being tighter today than it has been at any time in the past 20 years, manufacturers and contractors report having significant difficulty finding people to fill career-worthy jobs at their organizations. That’s why the Association of Equipment Manufacturers (AEM) and CONEXPO-CON/ AGG have put such a focus on developing strategies and partnerships to recruit women into the traditionally male-dominated industry.

One of those partnerships involves CONEXPO-CON/AGG teaming with the National Association of Women in Construction (NAWIC) and Women of Asphalt (WofA). Together, they will highlight women in the construction industry at the upcoming show

March 10-14 in Las Vegas.

“As the largest construction industry-focused trade show in North America, CONEXPO-CON/AGG seeks to draw attention to and celebrate the important role women play in the industry,” said Dana Wuesthoff, vice president of expositions and event services with the Association of Equipment Manufacturers, and CONEXPO-CON/AGG show director.

“Working together, CONEXPO-CON/AGG, NAWIC, and WofA will not only showcase women industry leaders, but reinforce the career growth potential for women, who today represent a small percentage of the workforce and the opportunity to diversify the industry.”

What to expect Convention events highlighting and encouraging women in construction will include: • Genders on the Jobsite: A Breakfast Event at 9 a.m. on March 11 will feature Vicki

O’Leary, founder of Be That One Guy, and Lorien Barlow, director and producer of the documentary “Hard Hatted Woman.”

• New Approaches to Building Female Construction Leaders at 1 p.m. on March 11 will feature Bridgit CEO and co-founder Mallorie Brodie, a member of Forbes’ 2019 Manufacturing and Industry “30 Under 30.”

• Widening Your Workforce: Executive Lunch Forum at 11:30 a.m. on March 13 will feature an executive panel of four different women leaders discussing how to open the door to a wider workforce base.

“According to a Bureau of Labor Statistics survey, women make up only 9 percent of the total workers in construction,” said Chrissy Ingram, executive administrator of NAWIC National. “As our industry continues to grapple with a labor shortage, women are

poised to help play a greater role in all areas of construction. By teaming with CONEXPO-CON/AGG, organizations like NAWIC and WofA can help women thrive in a male-dominated industry.”

“Our industry and our companies all benefit from a diverse workforce,” said Amy Miller, P.E., president of WofA. “Through Women of Asphalt, we are looking to fulfill industry workforce needs by engaging with women at schools, through our podcast, and via in-person events to show them all they can achieve with a career in the asphalt industry.”

Another major addition to CONEXPO-CON/AGG is the inaugural Workforce Solutions Area in the Festival Grounds Lot. AEM has teamed with industry associations, educational institutions, youth organizations, and heavy equipment manufacturers to showcase industry-wide best practices for recruiting and engaging youths, veterans, and other under-employed groups.

These organizations will highlight trade skills to over 1,000 students and provide attendees with industry-best recruitment information they can implement immediately after returning from CONEXPO-CON/AGG. For more information and to register for sessions, visit www. conexpoconagg.com. n Justin A. Metzger, Manager of Public Relations, CONEXPO-CON/AGG 2020

Empowered Women Build Here You can too, start here. www.gilbaneco.com/careers MEDIAPLANET • 7

How Crop One Is Looking to Do More With Less for Agriculture Sonia Lo is the CEO of the innovative, globally controlled environment agriculture (CEA) farming company Crop One. We spoke with Lo about her journey to Crop One and how she plans to deliver fresh and local foods to parts of the world where the concept was once inconceivable.

Talking About Skilled Trades With Women Professionals Three women in skilled trades share their career paths, challenges, and advice for other women in the industry.

How did you become the CEO of a CEA farming company?

My parents were both journalists, then Korean diplomats, so woven into our family culture was the idea that community is global and serving in that community was a family value.

I pursued a career in finance and technology. It was also in this context that I trained and worked as a charity chef in London, earned a third-degree black belt in Tae Kwon Do, and relished in becoming the mother of two in my 40s. These guiding principles brought me to the helm of Crop One; my international intersection between food, health, and finance.

What makes Crop One different from other CEA farming companies?

Early on, our team of plant scientists, software developers, and engineers considered growth optimization, energy efficiency, and scalability. The outcome was modular growing units that ensure a safe, chemical-free farm — no pesticides, herbicides, or unpurified water.

What’s your vision for Crop One? My vision is for large-scale sustainability and carbon neutrality. We aim to raise the bar for sustainable agriculture. In the simplest terms, our vision is to grow enormous amounts of food on a tiny amount of land, with a tiny amount of water, for as many people as possible. We are driven to make local global.

This piece has been paid for by Crop One. 8 • FUTUREOFBUSINESSANDTECH.COM

Brianna Riddle Area Rental Manager, Titan Machinery

Jessica Tucker Excavator Operator, Granite

What advice would you give to women looking to break into the industry?

JT: Women tend to bring a new perspective. We think through jobs in a different way that is invaluable.

many of us with families, we have had to become experts at multitasking and juggling competing priorities.

MF: Women are uniquely equipped to think about the entire consumer experience — from booking a job online to doing the work to paying the bill — so we speak the language of the customer.

What advice do you have for navigating the challenges of a male-dominated industry?

Brianna Riddle: With it being a male-dominated industry, do not be intimidated by a lack of background knowledge. The only bad questions are the ones you don’t ask.

Jessica Tucker: Don’t let anyone tell you that you don’t belong. If you have the want and the will, you do belong.

Learn to take criticism in a positive way.

Melina Fairleigh: There has never been a better time to join the trades. Find a mentor, someone who has seen successes and failures, and can help you navigate the challenges ahead.

In what ways do women play a vital role in the industry?

BR: Many women tend to be excellent at organizing and setting structure.

Organization is key to running any department efficiently.

What skills do you utilize every day, technical or otherwise?

BR: Multitasking is crucial.

Each day can be a balancing act between fielding calls, helping new customers, maintaining appropriate workload for employees, and overseeing the logistics of the store.

JT: Communication is the No. 1 skill required in all fields. Operating the equipment is useless if you don’t know what needs to be done.

MF: Women are natural communicators, mediators, and educators. Also, for

Melina Fairleigh SVP People, Housecall Pro

BR: I have learned to ask the advice or opinion of others when needed, and to stand my ground when I feel that my approach is best. Do not be intimidated if you are the only female in the room.

Know that your unique view of the problem could be an advantage.

JT: I don’t take things personally; I also work hard to earn respect and keep it.

Demand equal rights but not special privileges.

MF: Remember that women are in this together. Often women can find themselves as the only woman at their workplace. And then when another woman comes along, it can be a competition. But it’s about how you can help women who come after you. n MEDIAPLANET

Women of All-Female Leadership Team Serve as Role Models in Construction Women may still comprise a small fraction of home-building professionals but those involved continue to blaze the trail for others at all levels of the industry.

Although it may be the first all-female leadership team for a local home builders association (HBA), the HBA of Greater Des Moines’ executive board brings much more to the table than a singular gender. With more than 60 years of combined industry experience, these leaders are working to better engage local builders, bring new perspectives to the table, and draw attention and talent to the construction workforce.

“I’m proud that we’re women but it’s not because we’re women,” said Kalen Ludwig, first vice president of the HBA, and director of sales and marketing for Groundbreaker Homes, at the International Builders’ Show in January.

Ludwig shared the stage with her fellow executive team members — president Rachel Flint of Hubbell Homes and second vice president Jenna Kimberley of Kimberley Development — and nine-time HBA board secretary Amy Kimberley of Ferguson Bath, Kitchen & Lighting Gallery for a “Women in Leadership” discussion at the Houzz booth. The second vice chair for the National Association of Home Builders’ (NAHB) Professional Women in Building (PWB) Council Terri Everhart, of Homesite Services Inc., moderated the conversation.

“I’m so proud of the four of us, but we’ve had so many awesome leaders before us that we’ve learned from,” Ludwig said.

“We’re the first HBA run by women,” Jenna Kimberley said, “but we’re certainly not going to be the last.”

Learn more about NAHB’s PWB Council at nahb.org/whypwb.

Claudia Richards, Director, Professional Women in Building, National Association of Home Builders

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HVACR Industry Focuses On Workforce Development New technologies could mean a new skills gap in the HVACR industry.

Leaders in the space believe women could be the key to keeping this American workforce ahead of the curve.

T

he Bureau of Labor Statistics estimates heating, ventilation, air-conditioning, and refrigerating (HVACR) jobs will increase 15 percent per year through 2026; more than twice the average for all other occupations. The Air-Conditioning, Heating, and Refrigeration Institute (AHRI) expects even more jobs to become available in the field in the coming years as technological changes take place in the industry.

Ideas for how to address the shortage of qualified HVACR workers in the coming years have been discussed at length, with the topic becoming more critical each year.

Accordingly, AHRI supports legislation currently under consideration in Congress that would boost American manufacturing of next-generation refrigerant technologies, promote American technology, and create tens of thousands of new jobs. The American Innovation and Manufacturing Leadership Act (HR 5544) and its Senate companion (S. 2754) would bring about a phasedown of a class of refrigerants known as hydro-

fluorocarbons (HFCs) and allow for a market- and consumer-friendly transition to new and better performing refrigerants, and related products and equipment.

Creating this framework to phase down HFCs is key to transitioning to more environmentally friendly refrigerants, while protecting consumers and providing significant economic and environmental benefits.

According to a 2018 study by Interindustry Forecasting at the University of Maryland (INFORUM), an HFC phasedown will create 33,000 new manufacturing jobs, increase direct manufacturing output by $12.5 billion, and increase the United States’ share of the global HVACR export market by 25 percent.

Talent scouting With an expanding skills gap, the HVACR industry is committed to finding a new pool of dedicated people to begin a career that offers positions that can never be outsourced and will remain on the cutting edge of new technology.

A 2015 report by the HVACR Workforce Devel-

opment Foundation outlined recommendations to lessen the shortfall, which included finding ways to recruit students into HVACR job training, developing a unified program for accreditation and certification, and training the trainers. One key demographic that is largely missing in the field of HVACR technicians and contractors is women.

Using our Rees Scholarship Foundation to attract students to our industry continues to be a focus at AHRI. Since 2003, Rees has awarded $930,000 to more than 500 HVACR students and returning veterans, with 33 students and veterans receiving scholarships this year.

More than 123 schools have benefited from the donation of 782 units of HVACR equipment coordinated by Rees since that aspect of the program began in 2001. The Foundation has been delighted to see an ever-growing pool of women applicants to the scholarship program and looks forward to more.

To find out more about the Rees Scholarship Foundation, visit www.ReesScholarship.org. n The Air-Conditioning, Heating, and Refrigeration Institute MEDIAPLANET

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