How One Construction Firm Is Weaving Women Into The Fabric Of The Industry

Companies that prioritize hiring women not only gain a more diverse workforce but also see some concrete financial benefits as well. 

Research from McKinsey & Co. shows a clear link between gender diversity and financial performance, finding that companies with stronger female representation are more likely to outperform peers. But it isn't just about numbers. Diversity must be matched by inclusion: Equitable systems, leadership accountability and a sense of belonging are critical for real impact. 

One company that has embraced these values is Chicago-based Clune Construction. Clune’s workforce is 22% women, double the percentage of women in the construction industry overall. 

“Historically, construction has always been a male-dominated industry,” Clune Senior MEP Coordinator Caitlin Davis said. “By creating pathways for women and underrepresented groups to grow their construction careers, we are not only bolstering these communities, but we are making our team stronger.” 

Davis and Clune Superintendent Reagan Ramsey lead the firm’s Women’s Employee Resource Group, which brings together women from Clune offices across the country. The group meets monthly for guided discussions on confidence, leadership and networking, providing mentorship and peer connection.

Bisnow spoke with Davis and Ramsey to learn more about how Clune is supporting women in construction and how the industry could better follow the firm’s lead. 

Bisnow: Why is it important to Clune to support women and diversity in general? 

Ramsey: If you’re not supporting women or other diverse groups, then your company will miss out on a huge portion of the workforce and the wealth of knowledge they have to offer. The most successful teams are the ones that involve people from different backgrounds, and Clune recognizes that. Clune not only has an impressive number of women in its ranks, but it also has the culture to support us. Having that number is great, but it doesn’t mean much if you’re not advocating for women in your company culture. 

Bisnow: Tell me about the Women’s Employee Resource Group. What was the inspiration behind it, how does it operate and what has the outcome been?

Davis: Clune hosts a companywide meeting every year at its headquarters in Chicago. When everyone is in town, they take the opportunity to put on a women’s advocacy breakfast. Last year, they asked the 70 or so attendees of the breakfast if they would be interested in participating in a formal ERG, and the response was overwhelmingly positive. Reagan and I agreed to spearhead it, and here we are. 

We hold networking events, book discussions in collaboration with our learning and development team, trainings, professional development sessions and more. The connection we have developed with so many women nationally and with the leaders of the company has been amazing. 

Bisnow: What are the company's plans for the future when it comes to advancing and supporting women among its ranks? 

Davis: Clune’s CEO, CFO, COO and several other office leaders attend our events because they are committed to learning about our experiences and supporting women to ensure paths for growth. That commitment comes from the top down, and it shows you that Clune is a place that truly believes in an inclusive culture. 

Bisnow: What are some tangible outcomes that have come from the group? Do you all get together in person?

Ramsey: Along with the advocacy breakfast, we do several local events at Clune’s different offices for Women in Construction Week, and we’re working on organizing even more in the new year. Recently, we started a mentorship program where we matched anyone who wanted to participate with a mentor who could help them reach their career goals 

Davis: I’d add that in terms of tangible outcomes, there have been some really clear ones. For example, before, all the women at the company wore personal protective equipment that was designed for men, and it didn’t fit us correctly. Now, we have PPE that is specifically for women. 

Bisnow: What feedback have you heard from members?

Ramsey: The feedback has been overwhelmingly positive. I’ve had several women reach out to me just to say how much they appreciate the group as an outlet and source of support. 

Davis: I now know a woman from every single Clune office. One thing we like to say is that while there are seven offices, they all operate as one Clune. Thanks to this group, I feel that is really true. I feel so connected to people whom I would never have met otherwise. And it’s really invaluable. 

Bisnow: What challenges do employers face when it comes to retaining and elevating diversity in the workforce?

Davis: I think retention is a major issue. There are a good number of women entering STEM careers, but they end up leaving due to several factors, including that not every company offers flexible hours or strong benefits, resulting in childcare challenges. This is something we plan to discuss in our group — how to better support working mothers. 

Ramsey: More women may be inspired to enter this field if they knew it was an option. I have a degree in English literature, and a career like this was never even on my radar, especially not one in the field. But when I was taken on-site and shown the ropes by my mentor, who was a female senior superintendent herself, that convinced me how great this career could be for me. The more women we have filling these roles, the better we will be able to recruit and inspire the next generation of women in construction.

This article was produced in collaboration between Clune Construction and Studio B. Bisnow news staff was not involved in the production of this content.

Studio B is Bisnow’s in-house content and design studio. To learn more about how Studio B can help your team, reach out to studio@bisnow.com.