Ontario’s residential construction sector is under pressure to deliver more homes, meet tighter energy-efficiency expectations, and work with materials and technologies that didn’t exist a decade ago. At the same time, retirements are outpacing new entrants, so the vacancy rate in Ontario’s construction sector is higher than the national average, leaving employers struggling to fill roles across trades and support positions.
These shifts have created a real opportunity to bring underrepresented and vulnerable groups* into the field and to create environments where they can thrive. When more people see a place for themselves, the entire industry becomes stronger, steadier, and better prepared for what comes next.
Why Diversity Matters in Residential Construction
Many groups who have historically been underrepresented in the sector bring perspectives, problem-solving approaches, and lived experience that strengthen teams in practical, everyday ways—on jobsites, in planning meetings, and in how work gets done. Teams with varied backgrounds tend to identify risks earlier, communicate more clearly across roles, and approach challenges from more than one angle, reducing costly rework and delays.
What the sector can offer now is clearer access, supportive guidance, and workplaces where people feel encouraged to participate, learn, and grow. When hiring, training, and mentorship create space for more voices and experiences, organizations see stronger engagement, better retention, and teams that are more adaptable in a rapidly changing industry.
For organizations and teams, embracing this opportunity means:
- more insight into how different communities live and what they need from new homes
- stronger communication across disciplines and roles
- fresh approaches to planning and problem-solving
- greater stability as people feel welcomed, valued, and supported in staying long term
Who We Mean by Vulnerable and Underrepresented Groups
People who have historically faced barriers to entering or advancing within Ontario’s residential construction sector, including:
- women
- newcomers
- Indigenous peoples
- racialized individuals
- people with disabilities
- youth
- workers returning after time away
- people coming from underemployment
By making our workforce and our practices more accessible, the industry can connect with a wider range of talent, providing meaningful careers.
Top Five Ways Diversity Helps Employers
1. Access to a larger, more reliable candidate pool.
Employers who widen their recruitment pipeline have more qualified applicants, and that means less downtime waiting for bodies on site, less time recruiting junior staff who can grow into more senior roles, or faster turnaround hiring leaders with unique insights and experiences.
2. Reduced turnover, reduced costs.
A 2019 CCA report found that in a 100-person company, exclusionary behaviour led to more than $105,075 in lost productivity and over $213,000 in turnover costs in a single year. Inclusive workplaces keep people longer, and retention is one of the most direct cost savings any business in our industry can control.
3. Stronger Reputation and Closer Community Reach
When teams reflect the diversity of the communities they build in, companies build trust with homeowners, municipalities, and partners. Inclusive hiring attracts a wider range of talent and earns a stronger reputation in the market, boosting recruitment, client relationships, and long-term business stability. It can also open doors for funding streams limited to those who bring diverse teams to a project.
4. Fewer delays from safety or communication gaps
Mixed-experience teams spot hazards differently. Diverse crews tend to raise safety concerns earlier, leading to fewer stop-work moments, fewer near misses turning into injuries, and less time lost to incident management. Professionals from diverse design or building backgrounds bring a greater variety of knowledge and experiences that provide many lessons to learn from.
5. Better problem-solving under pressure
Research shows that teams with different backgrounds approach challenges from more angles. In construction, that can mean catching design-coordination issues earlier, spotting planning gaps before they become RFIs, and understanding customer needs with fewer surprises.
Practical ways to Diversify Our Sector
Make entry pathways easy to see
Many potential candidates never apply because they don’t know what roles exist or how to get started. Clear information helps people picture themselves in the field.
Practical actions:
- Partner with high schools, youth employment centres, newcomer agencies, government programs, and Indigenous training groups.
- Promote entry-level roles in community settings, not only industry channels.
- Share plain-language descriptions of what residential construction jobs involve.
- Connect with agencies that support women, newcomers, vulnerable or at-risk communities, racialized workers, and people with disabilities.
- Participate in community job fairs and information sessions.
- Communicate clearly that your business is open to recruiting a diversity of talents.
Reduce unnecessary barriers in job postings
People from underrepresented groups often hesitate to apply unless they match every requirement. Clear, realistic postings open the door wider.
Practical actions:
- Remove experience requirements that aren’t essential to start.
- Note which tickets or certifications can be earned after hiring.
- Highlight transferable skills instead of relying on narrow industry experience.
- Be direct about mentorship or structured support available during onboarding.
Use inclusive language in job posts
Job postings shape whether someone believes they’ll belong. Clear, welcoming language makes opportunities easier to approach.
Practical actions:
- Remove terms rooted in outdated language, such as “foreman,” “journeyman,” or “manpower.”
- Replace technical jargon with plain explanations of day-to-day tasks.
- Use bias-checking tools (like Textio or Gender Decoder) to review posting language.
- Include a clear, welcoming statement that encourages applicants from underrepresented groups, rather than a generic equal opportunity line.
- Ensure your website and recruitment communication is accessible to candidates with disabilities who match your hiring needs.
Support advancement for underrepresented employees
People stay when they can see a future for themselves.
Practical actions:
- Set clear advancement expectations and share them openly.
- Offer leadership training to promising employees who may not have had access to similar opportunities.
- Extend mentorship support to mid-career workers, not only new hires.
- Encourage people to apply for roles even if they’ve never been “tapped on the shoulder.”
Make the workplace visibly welcoming
Small signals shape whether someone believes they will belong on a jobsite or in an office.
Practical actions:
- Use clear anti-harassment and anti-discrimination language in hiring materials.
- Ensure workplace policies and training are in place and enforced, creating a safe and welcoming environment.
- Reflect real employees in recruitment photos and communications.
- Keep interview and orientation materials easy to understand.
A More Inclusive Path Forward for Ontario
Ontario’s residential construction industry is strongest when the sector works together. Welcoming new entrants and supporting them as they learn is a shared responsibility. With steady mentorship, thoughtful hiring, and inclusive workplaces, more people will see construction as a place where they can build a real career.
Together, we can strengthen the talent pipeline and shape a future that supports teams, businesses, and communities across the province.
Program details, availability, and eligibility are accurate as of the date of publication and may change over time. Please explore the OHBA Futures Faster website for the most current information.
