Roofing Alliance celebrates 30 years
The Roofing Alliance is celebrating its 30th anniversary this year, marking three decades of advancing the roofing industry through education, research, philanthropy and workforce development.
Serving as the foundation for the roofing industry, the Roofing Alliance brings together forward-thinking leaders committed to shaping the future of the industry. Through strategic investments and collaborative initiatives, the organization has helped address critical challenges, elevate professionalism and create lasting opportunities across the roofing sector.
Since its founding in 1996, the Roofing Alliance has funded millions of dollars in impactful programs, including university partnerships, student scholarships, groundbreaking research and national workforce development initiatives designed to strengthen and sustain the industry.
As part of its 30th anniversary milestone, the Roofing Alliance will highlight members, partners and programs that have defined its legacy.
Number of women in construction continues to climb
According to data from the Bureau of Labor Statistics, the number of women in construction has climbed for 10 consecutive years, growing from 939,000 in 2016 to 1.36 million in 2025—a 45% increase, according to Construction Executive. In 2025 alone, women made up 11.3% of the construction workforce as 22,000 women entered the industry.
Management, professional and related occupations employ the largest segment of women at 506,000, which is 37% of the female construction workforce. Thirty-six percent of women (498,000) in the construction industry work in sales and office occupations. However, the presence of women in field and technical roles has increased. Women in service operations rose 47%, and women in production, transportation and material moving rose 27%.
When Construction Executive interviewed 12 women currently working and leading the construction industry, 10 of the 12 women said they have experienced discrimination on the job, and 9 out of 12 said there still is a gender pay gap in the industry.
Construction Executive shared the following insights from those interviews regarding how to attract and retain women in construction trades:
- Early exposure: Reach out to female middle and high school students through trade programs, apprenticeships and site visits.
- Visible role models: Ensure women are being represented at the leadership level so girls and women considering the industry can see what is possible. Providing mentors and sponsors can also be crucial.
- Flexible work policies: When possible, expand hybrid and remote options to help provide balance for workers as they manage personal responsibilities.
- Cultural modernization: Companies that ensure proper personal protective equipment sizing, job-site facilities and workplace norms show they genuinely want women to be included.
New perspectives on work stress
The American Psychological Association’s Stress in America survey reports nearly seven in 10 employees say work is a major source of stress, and burnout has reached a six-year high despite many people taking action to improve mental well-being, according to New York City-based Fast Company, a business magazine focusing on technology, business and the future of work and design.
Chronic stress is the main culprit because the “body’s alarm system never shuts off” and remains in survival mode. Research from Harvard University, Cambridge, Mass., shows this can diminish focus, creativity and overall health over time. The research recommends these strategies to effectively reduce stress:
- See stress differently: Start reducing work stress by asking yourself whether the source of the stress is important and whether you have control over it. People often skip those questions and jump straight to worry, which often leads to assuming the worst or taking responsibility for things that are not their responsibility.
- Sort stress into categories: Not all work stress is the same. Schedule-induced stress comes from having too much to do and not enough time; suspense stress comes from waiting for what is uncertain or looming; social stress comes from tension in relationship and team dynamics; sudden stress is unannounced—such as an urgent request—and demands a response; system stress comes from structures, processes and culture, such as unclear expectations. Although sorting the stress does not immediately resolve the issue, it can help clarify the problem.
- Solve stress without spinning: Stress often causes people to spin out as they attempt to solve everything at once while effectively solving nothing. Instead, identify the stressor and implement one small doable action to take to address it.
