Empowering Women, Feat. Gretchen Gagel, PhD

Empowering Women in Construction: A Real Conversation with Gretchen Gagel

In this blog, we sit down with Gretchen Gagel engineer, professor, consultant, author, and internationally respected voice for women in construction. Gretchen’s story isn’t just about her success it’s about what it really takes to build a more inclusive and effective construction industry.

Breaking Barriers from the Start

Gretchen’s career didn’t begin with a mission to champion women in construction. It started with resistance.

When she chose engineering over Harvard, her own father disowned her. She later became the first female operations manager at a manufacturing plant 62 men and her. Since then, she’s worked with industry giants like Starbucks, General Motors, and Marriott. But after relocating to Australia and earning her PhD, she felt the universe pushing her toward something new: helping women in construction succeed.

“I Wasn’t Trying to Be a Trailblazer”

Gretchen never set out to be the face of women’s leadership. But her journey naturally led there. After years in executive leadership and consulting, she embraced the opportunity to help women navigate the unique challenges of a male-dominated industry. And with a growing labor shortage in both the U.S. and Australia, she’s adamant: we need more women in construction and they can thrive here.

Should We Say “Women Leaders”?

Jason asks a question many men quietly wonder: Is it okay to say “woman leader”? Gretchen’s answer is clear yes, context matters, but language shouldn’t erase identity. Saying “Gretchen is a woman leader” isn’t wrong; it’s real. What does need to change? Gendered defaults like “chairman,” “man hours,” and “foreman.” Language reflects culture and culture determines who feels seen.

Why Diversity Isn’t Just Political It’s Strategic

Jason shares his frustration with the current political climate and how some react negatively to discussions of diversity. Gretchen addresses the fear behind the resistance: scarcity thinking. People fear that empowering others means giving up their own seat at the table. But diversity isn’t a threat it’s an advantage.

She cites research proving that diverse teams, especially those with women, outperform homogenous ones in problem solving. Still, construction often rewards only loud, dominant personalities a system that unintentionally sidelines capable but quieter leaders, many of whom are women.

Everyday Bias, Unseen Experience

Gretchen describes being asked if she was a flight attendant while traveling for work, in a suit. Small? Maybe. But it’s one of countless micro-moments that chip away at how women are perceived. These experiences can’t be fully understood by those in the dominant culture but they can be acknowledged.

Empathy, Gretchen explains, often comes from lived experience. When she lived in Australia without permanent residency, she felt a small glimpse of what it means to exist on the margins. That insight drives her advocacy.

“Most of the Time, There’s No Malice Just Blind Spots”

The biggest micro aggression women face? Being spoken over. Gretchen recalls watching a young female APM repeatedly interrupted by her male PM. The fix is simple and powerful: Call it out, kindly. Say, “Can we go back to the point she was making?” That’s ally ship. Not showy, just respectful.

How to Create Environments Where Women Thrive

Gretchen emphasizes that all leaders’ men and women need safe spaces to build confidence. Women’s leadership programs are one way to create that. Coaching and direct feedback matter too. Many men hesitate to give women feedback out of fear of emotional responses, but Gretchen reminds us: emotions aren’t weakness unchecked emotions are.

Leaders must foster emotional intelligence and understand how to give feedback in a way that builds people up instead of holding them back.

Men Have a Role in This Too

Jason brings up an important point men have to talk to other men. Whether it’s calling out an offhand sexist comment or redirecting a conversation, it starts with one person speaking up. As Gretchen puts it: Would you want someone talking about your wife, daughter, or mother that way?

She also notes the dangers of “mean girl” behavior women tearing down other women. Everyone has a role to play in changing the culture.

Normalize Women in Leadership

In Australia, top construction firms made it mandatory to appoint a female co-director to their boards. At first, it felt like forced inclusion. Now, it’s normal. That’s what progress looks like intentional at first, then accepted, then expected.

As Justice Ruth Bader Ginsburg famously said, when asked, “When will there be enough women on the Supreme Court?” she answered: “When there are nine.” We’ve normalized 100% male leadership for centuries. It’s time to flip the script.

Don’t Be Afraid of Safe Spaces

Jason admits he was initially skeptical when his team created a women-only leadership chat. But the results? Better connection, better communication, and a better company. Gretchen confirms this: safe spaces allow authenticity. Sometimes, thriving means simply being allowed to be yourself without performance, posturing, or fear of being misunderstood.

Final Words:

The takeaway from Gretchen’s journey isn’t that women need special treatment it’s that they need fair opportunity, safe environments, and conscious leadership. Bias isn’t always malicious but it is everywhere. And until we face it head on, we’re limiting the full potential of our teams, our projects, and our industry.

Key Takeaway

Transforming the construction industry starts with intentional awareness and a commitment to equity not blame. When we challenge unconscious bias, support ally ship, and create space for women to lead authentically, we unlock the full potential of our teams. Empowering women isn’t just the right thing to do it’s a strategic move that drives innovation, strengthens collaboration, and builds a more inclusive and high performing industry for everyone.