In 2025, the construction industry in Canada stands at a crossroads. With increasing demand for infrastructure, housing, and energy projects, the skilled labor shortage is no longer a forecast—it’s a reality. While workforce planning and technology adoption are crucial to bridging this gap, one powerful and often overlooked solution lies in embracing Diversity, Equity, and Inclusion (DEI).
A diverse construction labor force in Canada isn’t just a progressive ideal—it’s a business imperative. In fact, companies that proactively build inclusive labor teams report better safety, stronger collaboration, and improved project outcomes. In this blog, we explore how DEI is transforming construction labor, and how StrongForce is leading this change.
The State of the Construction Labor Force in Canada
Canada is currently grappling with a skilled labor shortage in construction. Retirements are outpacing new entries, and many youth are turning away from trades. At the same time, large-scale commercial, residential, and public infrastructure projects continue to grow.
As a result, this labor crunch is even more acute in sectors like:
- Civil and public works
- Energy and utility projects
- Large-scale residential developments
- Industrial retrofitting and green building
To meet these labor demands, the industry must tap into under-represented segments of the workforce—including women, Indigenous workers, immigrants, and youth from diverse backgrounds.
Why Diversity, Equity & Inclusion Matter in Construction
The construction industry has historically been male-dominated and homogeneous. But the landscape is changing. Here’s why a diverse construction labor force in Canada is critical:
- Broader Talent Pool: DEI allows access to previously underutilized labor sources.
- Improved Safety & Team Dynamics: Diverse teams tend to exhibit higher emotional intelligence and communication, reducing site conflicts.
- Enhanced Problem Solving: Teams with diverse perspectives tend to innovate faster and adapt to challenges more efficiently.
- Reflecting the Community: Today’s projects are multicultural; your workforce should mirror that.
- Employer Branding: Inclusive workplaces attract better talent and retain workers longer.
Encouraging Women & Minorities in the Skilled Trades
Women currently make up less than 5% of the on-site construction workforce in Canada. Indigenous people, newcomers, and racial minorities also remain under-represented.
To create a diverse construction labor force in Canada, initiatives must go beyond tokenism. Consequently, here is how companies can attract and retain a more diverse labor pool:
- Apprenticeship & mentorship programs targeting women and youth
- Inclusive job postings with unbiased language
- Cultural awareness training for job site supervisors
- Zero-tolerance policies on harassment and discrimination
- Career development pathways for under-represented workers
StrongForce actively supports these strategies through custom recruitment practices and internal DEI policies.
How StrongForce Supports DEI in Construction Staffing
At StrongForce, we believe the future of construction labor in Canada is inclusive, skilled, and adaptable.
Our approach to DEI includes:
- Targeted recruitment from diverse communities
- Partnerships with Indigenous employment centers and cultural organizations
- Language support for newcomers in onboarding and training
- Custom safety orientation with respect for cultural practices
- Flexible scheduling to support working parents and caregivers
Whether staffing a downtown high-rise or a remote infrastructure project, we ensure our crews represent the modern Canadian workforce.
Building Inclusive Work Environments On-Site
Recruiting diverse workers is only half the equation. Creating an inclusive work environment is key to retention and performance.
Tips to foster inclusivity on job sites:
- Rotate leadership roles to give voice to different team members.
- Regular toolbox talks addressing respect, communication, and inclusiveness
- Accommodate religious and cultural needs where possible.
- Promote inclusive language in team meetings and instructions.
- Establish anonymous feedback channels for reporting bias or issues.
StrongForce supervisors are trained in DEI best practices to ensure every worker feels safe, respected, and heard.
The Business Case for DEI in Construction
Still unsure if DEI is worth the investment? Let’s look at the numbers:
- Companies with diverse teams are 35% more likely to outperform peers (McKinsey).
- Inclusive workplaces report 22% lower turnover.
- Projects with inclusive crews see fewer safety incidents and faster completion rates.
In other words, a diverse construction labor force in Canada isn’t just ethical—it’s profitable.
Looking Ahead: DEI & The Future of Canadian Construction
The next decade will be defined by smart technology, sustainable infrastructure, and data-driven project management. But none of it can happen without people. A forward-looking labor strategy must prioritize:
- Diverse hiring pipelines
- Bias-free evaluation criteria
- Data tracking for DEI metrics
- Supportive policies for marginalized workers
We are already integrating these priorities into our workforce management system, combining tech and DEI to deliver unmatched labor solutions.
Conclusion
The construction industry in Canada is undergoing a transformation. As labor demands rise, so does the opportunity to reimagine what a skilled crew looks like.
By championing Diversity, Equity & Inclusion, we can solve the labor shortage while building safer, more innovative, and community-reflective projects.
If you’re ready to tap into the full potential of a diverse construction labor force in Canada, partner with StrongForce. We’re not just staffing for today—we’re building the workforce of tomorrow.