ABC NHVT News

New Hampshire Posts Third-Lowest Construction Unemployment Rate Nationwide at 2.0% in September 2025

Fri, 19 Dec 2025 16:04:31 GMT

New Hampshire Posts Third-Lowest Construction Unemployment Rate in the Nation at 2.0% in September 2025 – A Clear Indicator of Strong Demand for Skilled Craftspeople

CONCORD, NH – According to an analysis of U.S. Bureau of Labor Statistics data released today by Associated Builders and Contractors (ABC), New Hampshire's estimated not seasonally adjusted construction unemployment rate stood at an impressive 2.0% in September 2025 – ranking third lowest among all states nationwide, behind only Oklahoma (1.4%) and Hawaii (1.7%).

This exceptionally low rate underscores the robust health of New Hampshire's commercial and multi-family residential construction sector and highlights a persistent, high demand for skilled craft professionals across the Granite State.

"The construction industry in New Hampshire continues to thrive, with projects in commercial development, multi-family housing, and infrastructure driving steady opportunities," said Josh Reap, President and CEO of the ABC New Hampshire/Vermont Chapter. "A 2.0% unemployment rate in our sector is not just a statistic – it's a strong signal that employers are actively seeking qualified electricians, plumbers, carpenters, HVAC technicians, and other skilled tradespeople. Despite broader economic headwinds like rising material costs and interest rate challenges, demand remains elevated, creating rewarding career paths for those entering or advancing in the trades."

Nationally, the construction unemployment rate was 3.8% in September 2025, with all 50 states recording rates below 10%. New Hampshire's performance places it among the top states benefiting from ongoing investment in building projects, supported by a workforce known for its quality and productivity.

Reap added, "At ABC NH/VT, we're proud to connect merit shop contractors with the talent they need through our apprenticeship programs, training initiatives, and workforce development efforts. This low unemployment rate is a positive testament to the industry's resilience and growth potential, but it also reminds us of the ongoing need to attract and train the next generation of craft professionals."

For more information on career opportunities in construction or to learn about ABC's training programs in New Hampshire and Vermont, visit www.abcnhvt.org.

New Hampshire Among Top States for Lowest Construction Unemployment in June

Thu, 31 Jul 2025 14:49:23 GMT

CONCORD, N.H., July 30, 2025 — New Hampshire continues to be a national leader in construction employment, boasting one of the lowest construction unemployment rates in the country for June 2025, according to a state-by-state analysis released today by Associated Builders and Contractors (ABC).

New Hampshire recorded a 1.3% not seasonally adjusted construction unemployment rate in June—the third-lowest rate in the nation, behind only South Dakota (0.8%) and North Dakota (1.2%), and tied with Montana and Oklahoma for a spot in the top five.

“This report confirms what we’re seeing on the ground in New Hampshire—our construction sector remains strong,” said Josh Reap, President & CEO of ABC NH/VT. “With workforce development programs like apprenticeship training and outreach to the next generation of builders, we’re working to ensure that growth continues.”

According to ABC’s analysis, every state in the country posted a construction unemployment rate below 10% in June. Nationally, the rate stood at 3.4%, with New Hampshire coming in at nearly two full percentage points lower.

This was New Hampshire’s third-lowest June construction unemployment rate on record, reinforcing the state's resilience and ongoing demand for skilled tradespeople.

Estimated state construction unemployment rates were lower than their pre-pandemic level in three-quarters of states. As of June 2025, 37 states had lower construction unemployment rates compared to June 2019 while 12 states had higher rates, and one state (Kansas) had the same rate.

“While June state construction unemployment rates continue to indicate a relatively healthy level of construction employment, uneasiness that the economy might weaken over the remainder of this year and into 2026 is producing some hesitancy among builders and developers about proceeding with new projects,” said Bernard Markstein, president and chief economist of Markstein Advisors, who conducted the analysis for ABC.

“The impact of tariffs on building materials is already showing up in some prices. Meanwhile, uncertainty surrounding the level of tariffs on building materials going forward and how long they will be in place hangs over the industry. Further, the industry continues to face elevated interest rates and higher labor costs. Although most builders are loath to lay off workers at present, they are more cautious in their hiring.”

Context Behind the Numbers

While construction employment remains solid across the U.S., economists caution that inflation, tariffs on materials, and high interest rates continue to shape the industry’s outlook.

“Although most builders are loath to lay off workers at present, they are more cautious in their hiring,” said Bernard Markstein, president and chief economist of Markstein Advisors, who conducted the analysis for ABC.

Strong Workforce, Strong Future

Despite broader economic uncertainties, New Hampshire’s consistently low unemployment rate in construction speaks to its vibrant construction economy and ongoing investments in workforce development.

“New Hampshire’s builders are hiring—and training—the next generation,” said Reap. “With continued public and private support, we’ll keep moving this industry forward.”

To view national and state-by-state charts of construction unemployment, visit: https://www.abc.org/News-Media/News-Releases

Click here to view graphs of U.S. and state overall unemployment rates (Tab 1) and construction unemployment rates (Tab 2) showing the impact of the pandemic, including a graphing tool that creates a chart for multiple states.

To better understand the basis for calculating unemployment rates and what they measure, check out the Background on State Construction Unemployment Rates.

ABC NH/VT represents 270 firms in Northern New England. Founded on the merit shop philosophy, ABC NH/VT is a chapter of the national Associated Builders & Contractors, and has the mission of helping members develop people, win work and deliver that work safely, ethically, profitably and for the betterment of the communities in which ABC and its members work. ABC's membership represents all specialties within the U.S. construction industry and is comprised primarily of firms that perform work in the industrial and commercial sectors.

Vermont Update July 21, 2025

Mon, 21 Jul 2025 14:44:09 GMT

Vermont Update July 21, 2025

Mid July is peak season in Vermont for construction and contractors are out in the field building Vermont. At the same time they are busy erecting the buildings and infrastructure we need while a new crew is learning the ropes at the Vermont Construction Academy (VCA).

We have entered week 3 which is halfway through the first VCA bootcamp pre apprentice program. Ross Lavoie the VCA instructor has been teaching a lively group of men and women both theory and hands on carpentry and safety. The group has been moving back and forth between classroom and the 8000 sq/ft hands on training lab.

Through the cohorts time here they have enjoyed “Ted Talks” from many Associated Builder and Contractors NH/VT members who came to talk about their companies and what makes them unique. These talks are set up to share some different perspectives from the field so that they will be able to consider where they would like to take their new skills to begin their careers.

In addition to construction skills these learners are also picking up soft skills from local community members. They have had weekly construction math instruction from high school math teachers donating their time. They received a financial literacy session from local bank Peoples Trust Co. Team building is another soft skill introduced by multiple group tactics.

It wont be long now before this cohort finds its way into the workforce. We trust that with Ross’ instruction and the commitment of the learners that they will be a positive force in the industry.

The demand is so high for this training that a second unplanned cohort has been created beginning in late August to account for the demand. This “good problem” of full classrooms gives us hope that trends are moving in the direction that more people are interested in the trades than any time in recent years. We must take advantage of this interest and the VCA is promoting the great values of ABC NH/VT members and the community.

Congratulations to the 2024 Future Leaders in Construction Graduates

Wed, 22 May 2024 16:25:50 GMT

Founded in 2007, the Future Leaders in Construction (FLiC) program is a leadership development initiative designed for both emerging leaders and established professionals who are committed to making a significant impact in their work and personal lives. Whether you are working in the field or in the office, FLiC offers a unique and enriching experience by bringing together participants from diverse backgrounds and experiences, fostering a rich environment for learning and growth.

At the heart of the FLiC program is the aim to develop a deeper understanding of oneself, which is the cornerstone of understanding and leading others effectively. Through a series of comprehensive assessments, including DISC (behavioral preferences), listening, conflict styles, and team dynamics, participants can identify their personal leadership styles. This self-awareness lays the groundwork for improving essential communication and listening skills, which are crucial for effective leadership.

FLiC was developed by Jennifer Landon, M.ED, VP of Education and Workforce Development at the Associated Builders and Contractors NH/VT. "The Future Leaders in Construction program is about more than just building skills; it's about building people,” says Landon. “Our goal is to empower both emerging and established professionals to become visionary leaders who can inspire and drive positive change in their workplaces and communities. By fostering a deep understanding of oneself and others, enhancing communication, and cultivating a positive and healthy work culture, we are shaping the future of the construction industry, one leader at a time."

Landon, along with co-facilitators Susan Losapio, PhD, and Dr. Sophia Koustas, teaches two FLiC programs, one in New Hampshire and another in Vermont. Participants attend eight full-day classes over an eight-month period, culminating in a graduation celebration in June. For more information or to join the waitlist for the 2024-2025 program, please contact Jennifer Landon, jennifer@abcnhvt.org.

The 2023-2024 Future Leaders in Construction graduates include the following:

Chris Rowan - Alpine Environmental Inc.

Joel Ruiz - Alpine Environmental Inc.

Brad Rostron - ARC Mechanical Contractors, Inc

John Bisson - ARC Mechanical Contractors, Inc

Lisha Nelson - Associated Builders & Contractors NH/VT

Haley Frazier - Charters Brothers Construction, LLC

Melanie Smith - Charters Brothers Construction, LLC

Samuel J. Marcionek - Charters Brothers Construction, LLC

Rheana Anderson - Cobb Hill Construction

Kevin Hardt - Cormack Construction Management, Inc.

Nicholas DeHaas - Cormack Construction Management, Inc.

Thomas Cracolici - Cormack Construction Management, Inc.

Ben LaFlam - DEW Construction

Cameron Riley - DEW Construction

Codie Lawson - DEW Construction

Colby Luopa - DEW Construction

Devon Wells - DEW Construction

Emily Bastian - DEW Construction

Jason M. Campbell - DEW Construction

Kimberly Lawton - DEW Construction

Robert Wells - DEW Properties

Don E. Lawrence - Engelberth Construction Inc

Chris Spirito - Fulcrum Associates

Matt Ward - Fulcrum Associates

Melissa Field - Fulcrum Associates

Michael K. Mavrogeorge - Fulcrum Associates

Colin O'Connor - Granite State Glass

Patrick Elliott - Granite State Glass

Brian Clews - H.P. Cummings Construction Co.

Emily Balzano - H.P. Cummings Construction Co.

Matt Nutting - H.P. Cummings Construction Co.

Mike Yandow - H.P. Cummings Construction Co.

Zachary Denekas - H.P. Cummings Construction Co.

Allison Bryant - Metro Walls, Inc.

Taylor Prime - Metro Walls, Inc.

Seth M. Hoenes - Multi-Weld Services

Bronson Raspuzzi - North Branch Construction

Chris Ricketts - North Branch Construction

Elizabeth Marchand - NorthPoint Construction Management

Jordan Burke - Optiline Enterprises

Laurie Couture - Optiline Enterprises

Duncan Tilford - PC Construction

Joshua Menard - PC Construction

Martin Pigeon - PC Construction

Mike Steding - PC Construction

Rob Mahoney - PC Construction

Adam Hall - PROCON

Sam Washuk - PROCON

Trevor J Snow - PROCON

Patrick Curran - Turnstone Corporation

George O'Grady - VHV Company

Joe Fischer - VHV Company

Jonathan Laramie - VHV Company

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About Associated Builders and Contractors

Associated Builders and Contractors is a national construction industry trade association representing more than 23,000 members. Founded on the merit shop philosophy, ABC and its 68 Chapters help members develop people, win work and deliver that work safely, ethically and profitably for the betterment of the communities in which ABC and its members work. ABC's membership represents all specialties within the U.S. construction industry and is comprised primarily of firms that perform work in the industrial and commercial sectors.

Second Vermont Commercial Craft Apprenticeship class begins on Nov. 17

Wed, 15 Nov 2023 00:27:05 GMT

Last week, ABC NH/VT held a reception to welcome students and contractors participating in our 2nd Vermont Commercial Craft Apprenticeship class which begins Nov. 17 2023.

This year the apprenticeship program will include 19 students who will be placed at six companies, including DEW Construction, PC Construction Company, ReArch Company, HP Cummings, Kingsbury, and Bread Loaf. More than 30 people attended the welcome reception in support of the program.

The following is the November 2023 CCA Class Student Listing:

Sierra LeClaire (DEW)
Allen Bushey (DEW)
Andrew Fiske (PC)
Joshua Newton(PC)
Cayden Yates (PC)
Molly Metayer (PC)
Samuel Manchester (BreadLoaf)
John Champion (BreadLoaf)
Carl Wheeler(Kingsbury)
Chandler Barnes (Kingsbury)
David Dennis (Kingsbury)
Trevor Hood ( Kingsbury)
Davis Bodette (HP Cummings)
Jason Sheldrick (HP Cummings)
Dylan Burke (HP Cummings)
Ollie Hurd (ReArch)
Dakota Ward (ReArch)
Ted Sheehan (ReArch)
Cody Blake (ReArch)

ABC NH/VT is addressing the workforce shortage locally by serving as the Sponsor of Registered Carpentry Apprenticeship programs in New Hampshire and Vermont. The apprenticeship programs address a critical workforce shortage by connecting employers with individuals interested in learning carpentry. Apprentices receive multiple years of on-the-job training and hundreds of hours of related instruction. We continue to see expanded interest in the programs and at the same time helping to address the workforce shortage.

Nonresidential Construction Employment Increased in October, Industry Wage Growth Outpaces Economywide Average, Says ABC

Mon, 06 Nov 2023 19:51:49 GMT

WASHINGTON, Nov. 3—The construction industry added 23,000 jobs on net in October, according to an Associated Builders and Contractors analysis of data released today by the U.S. Bureau of Labor Statistics. On a year-over-year basis, industry employment has increased by 219,000 jobs, an increase of 2.8%.

Nonresidential construction employment increased by 8,400 positions on net, with growth in all three subcategories. Nonresidential specialty trade added 4,200 positions, while nonresidential building and heavy and civil engineering added 2,600 and 1,600 jobs, respectively.

The construction unemployment rate increased to 4.0% in October. Unemployment across all industries increased from 3.8% in September to 3.9% last month.

“The construction industry added jobs for the seventh consecutive month in October,” said ABC Chief Economist Anirban Basu. “Over the past year, hiring has been concentrated in the nonresidential segment, with especially strong employment growth in the nonresidential building category. This is in large part due to the unprecedented surge in manufacturing megaprojects.

“While contractors’ demand for labor remains robust, the rising cost of labor, pushed upward by worker shortages, remains a pressing issue for the industry,” said Basu. “Average hourly earnings for construction workers increased at over twice the rate of economywide wages in October and have risen significantly faster over the past 12 months. With over half of contractors intending to increase their staffing levels over the next six months and fewer than 7% intending to downsize, according to ABC’s Construction Confidence Index, labor shortages should continue to push wages higher over the next few quarters.”

Apprenticeships: Essential to Construction Career Advancement

Sun, 05 Nov 2023 19:22:19 GMT

Traditional college pathways continue to be pushed as the preferred route to a lucrative career. Degree seekers spend years learning while potentially racking up tens of thousands of dollars of college debt that must be paid back by a job that may not be in high demand.

In construction, there are more openings for craft professionals than there are individuals available to fill those roles. As a result, average hourly earnings are rising and career advancement opportunities are exceptional. Enrolling in a construction apprenticeship sets you on the path for success early on, and you can earn a living while building your foundation for tomorrow’s advancement opportunities in the industry.

Construction offers more than 20 career paths in specific trades like HVAC, carpentry and pipeline technicians. Apprenticeships help people find and upskill in the specific crafts they find fulfilling, giving them access to one of the leading sectors where workers report the highest levels of job satisfaction, according to a report based on the U.S. Bureau of Labor Statistics’ American Time Use Survey.

Associated Builders & Contractors NH/VT (ABC NH/VT) is addressing the workforce shortage locally by serving as the Sponsor of Registered Carpentry Apprenticeship programs in New Hampshire and Vermont. The apprenticeship programs address a critical workforce shortage by connecting employers with individuals interested in learning carpentry. Apprentices receive multiple years of on-the-job training and hundreds of hours of related instruction. I’m pleased to share that we have several dozen apprentices between the two programs. We continue to see expanded interest in the programs and at the same time helping to address the workforce shortage.

National Apprenticeship Week, Nov. 13-19, reminds us that apprenticeships are the best way to set yourself up for success from Day 1, and America should treat them as such.

It can be scary to address grief in the workplace, but it doesn’t have to be.

Wed, 25 Oct 2023 18:15:51 GMT

It takes courage to address uncomfortable topics, but Jennifer Landon, VP of Education and Workforce Development is up for the challenge.

Landon recently presented “Grief: A Hidden Safety Risk” at the Women in Safety Conference at Keene State College and at the National Safety Council's 96th Annual Maine Safety and Health Conference. “Grief is a natural and normal response to loss, but it can be a complex and often misunderstood emotion. Grief messes with our brains and our bodies," says Landon. Here are some ‘scary’ facts she talked about at the conference earlier this month:

Unsupported grief in the workplace costs companies up to $225.8 billion every year
It’s estimated that 1.5 million children in the US have lost one or both parents by age 15 (this is our future workforce)
90% of those who work in physical jobs are more likely to get injured due to lack of concentration (hence…grief is a hidden safety risk)
It is estimated that 1 in 4 employees is grieving at any given time

"Grief can display much the same as mental health challenges," adds Landon. "Experiencing grief is not a sign of weakness or something to be afraid of. It's a journey that looks different for everyone, and there is no right or wrong way to grieve. It's a process that requires time, patience, and self-compassion."

Landon is a Certified Grief Educator & Coach, Construction Suicide Prevention Trainer and Mental Health First Aid Responder. She has presented on the topic of workplace grief at national and regional conferences and has facilitated workshops for associations and organizations. To learn how you can create psychologically safe workplace cultures that are grief sensitive, contact Jennifer.

Thank you to the ABC members who sponsored the Women in Safety Conference: RH White, Contractors Risk Management, White Cap

NH and VT Construction Unemployment Rate Lowest in New England

Tue, 01 Aug 2023 16:44:26 GMT

CONCORD, NH, August 2, 2023—The not seasonally adjusted national construction unemployment rate was 0.1% lower in June 2023 from a year ago, down from 3.7% to 3.6%. According to a state-by-state analysis of the U.S. Bureau of Labor Statistics data released today by Associated Builders and Contractors, New Hampshire has the lowest unemployment in New England, at 1.8%. The next lowest state is Vermont with 2.1%.

“New Hampshire continues to experience record low unemployment in the construction sector,” said Josh Reap, president & CEO of ABC NH/VT. “Our unemployment rate is very low, only up by .2% from the record low we experienced earlier this year in April. Our state’s industry has the lowest unemployment rate in the region because the Granite State provides the most opportunity of any New England state.”

According to Reap, there are many job openings among New Hampshire employers who are willing and ready to train. “Contractors will always meet the demands of clients through innovation and investment. Many employers today are developing the next generation of skilled workforce through internships, on the job training and apprenticeships.”

“Our industry is a leading sector because our employers institute an ‘earn while you learn’ model that upskills people,” added Reap. “If anyone wants to learn how to find out about these opportunities, they can visit www.ibuildnh.org to learn more about them."

Associated Builders and Contractors is a national construction industry trade association established in 1950 that represents more than 22,000 members. Founded on the merit shop philosophy, ABC and its 68 chapters help members develop people, win work and deliver that work safely, ethically and profitably for the betterment of the communities in which ABC and its members work. Visit us at abcnhvt.org.

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ABC: Members Invested $1.5 Billion in Construction Workforce Education To Upskill 1.3 Million in 2022

Wed, 19 Jul 2023 17:32:27 GMT

WASHINGTON, July 10—Associated Builders and Contractors member contractors invested more than $1.5 billion to provide nearly 1.3 million course attendees with craft, leadership and safety education in 2022, according to its 2023 Workforce Development Survey, down from $1.6 billion in 2021. The annual assessment quantifies the scope of ABC members’ workforce development initiatives to advance their employees’ careers in commercial and industrial construction to build the places where Americans live, work, learn, heal and play.

Key findings include:

ABC contractors invested an average of 8.0% of payroll on workforce development in 2022, up from 7.4% in 2021, responding to the need for more than half a million additional construction workers in 2023.
Safety education for more than 700,000 course attendees accounted for the greatest share of spending, at 59%, up from 56% in 2021.
Trade and specialty contractors boosted their share of the total workforce development investment, growing to 42% in 2022 from 33% in 2021.

“ABC member contractors are building the people who build America by investing billions to cultivate their long-term skill sets, creating a brighter future for both workers and workers’ families,” said Greg Sizemore, ABC’s vice president of health, safety, environment and workforce development. “ABC member contractors are investing in flexible, competency-based and market-driven education methodologies to build a construction workforce that is safe, skilled and productive. Continually upskilling our people, our most valuable asset, means the merit shop construction industry is ready to build the infrastructure, manufacturing plants, data centers and other buildings that will keep America competitive in the global marketplace.”

ABC’s all-of-the-above approach to workforce development has produced a network of ABC chapters and affiliates across the country that offer more than 800 apprenticeship, craft, safety and management education programs—including more than 300 government-registered apprenticeship programs across 20 different occupations—to build the people who build America.

Industry consulting firm FMI conducted the 2022 Workforce Development Survey from Jan. 4 to May 5, 2023. Aggregated data was derived by calculating the average amount spent on education by each respondent and multiplying that by the total number of ABC contractor members.

ABC President Joshua Reap Talks Workforce Development on WFEA

Wed, 19 Jul 2023 17:22:56 GMT

What's it like to work in construction in 2023? Listen to this audio clip for an inside look at the industry.

ABC president Joshua Reap sat down with Mike Morin on WFEA to talk about the career opportunities available with NH contractors.

Click here to listen

Construction Workforce Shortage Tops Half a Million in 2023, Says ABC

Wed, 01 Mar 2023 20:38:55 GMT

WASHINGTON, Feb. 9—The construction industry will need to attract an estimated 546,000 additional workers on top of the normal pace of hiring in 2023 to meet the demand for labor, according to a proprietary model developed by Associated Builders and Contractors.

“The construction industry must recruit hundreds of thousands of qualified, skilled construction professionals each year to build the places where we live, work, play, worship, learn and heal,” said Michael Bellaman, ABC president and CEO. “As the demand for construction services remains high, filling these roles with skilled craft professionals is vital to America’s economy and infrastructure rebuilding initiatives.”

ABC’s proprietary model uses the historical relationship between inflation-adjusted construction spending growth, sourced from the U.S. Census Bureau’s Construction Put in Place survey, as well as payroll construction employment, sourced from the U.S. Bureau of Labor Statistics, to convert anticipated increases in construction outlays into demand for construction labor at a rate of approximately 3,620 new jobs per billion dollars of additional construction spending. This increased demand is added to the current level of above-average job openings. Projected industry retirements, shifts to other industries and other forms of anticipated separation are also embodied within computations.

The construction industry averaged more than 390,000 job openings per month in 2022, the highest level on record, and the industry unemployment rate of 4.6% in 2022 was the second lowest on record, higher than only the 4.5% unemployment rate observed in 2019. National payroll construction employment was 231,000 higher in December 2022 than in December 2021.

“Despite sharp increases in interest rates over the past year, the shortage of construction workers will not disappear in the near future,” said ABC Chief Economist Anirban Basu. “First, while single-family home building activity has moderated, many contractors continue to experience substantial demand from a growing number of mega-projects associated with chip manufacturing plants, clean energy facilities and infrastructure. Second, too few younger workers are entering the skilled trades, meaning this is not only a construction labor shortage but also a skills shortage.

“With nearly 1 in 4 construction workers older than 55, retirements will continue to whittle away at the construction workforce,” said Basu. “Many of these older construction workers are also the most productive, refining their skills over time. The number of construction laborers, the most entry-level occupational title, has accounted for nearly 4 out of every 10 new construction workers since 2012. Meanwhile, the number of skilled workers has grown at a much slower pace or, in the case of certain occupations like carpenter, declined.

“To fill these important roles, ABC is working hard to recruit, educate and upskill the construction workforce through our national network of more than 800 apprenticeship, craft, safety and management education programs—including more than 300 government-registered apprenticeship programs across 20 different construction occupations—to build the people who build America,” said Bellaman. “ABC members invested $1.6 billion in 2021 to educate 1.3 million course attendees to build a construction workforce that is safe, skilled and productive.”

In 2024, the industry will need to bring in more than 342,000 new workers on top of normal hiring to meet industry demand, and that’s presuming that construction spending growth slows significantly next year.

View ABC’s methodology in creating the workforce shortage model.

ABC Commercial Craft Apprenticeship (CCA) Students Soaring to New Heights

Fri, 03 Feb 2023 01:51:28 GMT

The Vermont ABC Commercial Craft Apprenticeship (CCA) program is continuing its success of enhancing the expertise of current workers.

Recently the CCA class training involved harness skills, enabling the students to reach new heights on construction projects. The Vermont session classes take place on Wednesdays in Burlington, and demonstrates ABC’s ongoing commitment to provide value to its members.

How to Support the Hispanic/Latino Construction Workforce

Tue, 15 Nov 2022 22:03:59 GMT

Written by Annie Mecias-Murphy, one of the principals of JA&M Developing LLC and its current President. Republished with persmission from Construction Executive , October 24, 2022, a publication of Associated Builders and Contractors. Copyright 2022. All rights reserved.

“Hispanic origin can be viewed as the heritage, nationality, lineage or country of birth of the person or the person’s parents or ancestors before arriving in the United States. People who identify as Hispanic, Latino or Spanish may be any race,” according to census.gov.

One out of every five people in the United States is of Hispanic/Latino origin. A total 18.9% of the United States population is of Hispanic/Latino origin. More than half of the Hispanic/Latino population lives in California, Texas and Florida, according to the U.S. Census Bureau in 2021.

According to the U.S. Census Bureau's American Community Survey of 2021, as of July 1, 2021, the Hispanic population of the United States is considered the nation’s largest racial or ethnic minority.

Hispanics consisted of 30% of the construction workforce in the United States, according to 2020 U.S. Bureau of Labor Statistics. Additionally, 46.7% of construction laborers in the United States are Hispanic.

These statistics show that it is of ever-increasing importance to learn what is important and motivating to Hispanics/Latinos as they become a critical part of the construction industry and workplace.

This workforce group places a high value on family and culture, and they have a strong desire for self-improvement.

The emphasis on family is very important to note. One should consider “small talk” an important element as the employee of Hispanic/Latino background could feel more connected to those at work.

Personal contact is also very common in the Hispanic/Latino community and is considered normal. Greeting one another with a hug and kiss on the cheek is part of interactions on a daily basis.

Because of the strong desire for self-improvement, Hispanic/Latino workers are very self-motivated and appreciate a workplace in which they can be promoted and advanced.

The Hispanic culture embraces specific family and social values that are strong and permeate all family members’ lives. Many research studies emphasize the impact and role that family has on career choices. In "Experiences of Hispanic-American Women in Choosing Their Desired Careers: Family and Cultural Perspectives," a 2007 study of Hispanic American Women, the findings show that the relationship between career and the participants’ ethnic culture appeared as a significant thread throughout their experiences. The Hispanic culture embraces the value of the family first.

Although the Hispanic and much of the mainstream culture hold to traditional gender role patterns, all of the participants either were not constrained to these roles growing up or rejected the gender role patterns at a later period. These actions contributed significantly to their abilities to pursue their desired careers. This type of study is important as more women have been entering the construction workforce than ever before. An interesting variable of this study is that it was conducted in Miami-Dade County, Fla. More than 50% of the population in Miami is Hispanic/Latino, which could have an impact on the findings compared to other studies conducted in different parts of the country in which the Hispanic/Latino population is closer to the national percentage.

Good communication is critical for any construction site. Especially in the area of safety. A Western Michigan Dissertation by Ahmed Jalil Al-Bayati, Managing Workforce Diversity in Construction to Improve Communication and Reduce Fatalities (Hispanic Workforce Focus), revealed factors that affect Hispanic construction workers: “Several root causes lead to the higher rate of fatalities among Hispanic workers, such as language and cultural barriers and educational level […].” Better understanding the culture and background of the various workers improves the effectiveness of management.

Although there are some common elements in Hispanic/Latino cultures, there are also differences. So it would be prudent to avoid assuming all Hispanic/Latinos are the same and always pursue a culture that is curious and asks questions to learn more regarding employees. This will ensure the company environment is warm and inviting to this very important and growing group of workers in the construction industry.

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Vermont Governor Proclaims October Careers in Construction Month

Wed, 05 Oct 2022 18:31:59 GMT

Montpelier, Vt. – Governor Phil Scott was joined by students and industry leaders, including ABC NH/VT CEO and President Josh Reap, at his weekly press conference today to proclaim October as Careers in Construction Month in Vermont, recognizing the many career opportunities within the construction industry.

“I am excited to be able to recognize careers in an industry that offers so much opportunity for Vermonters”, said Governor Scott. “As we make historic investments in housing, broadband, and traditional infrastructure, there are many opportunities for Vermonters to find lucrative careers in the trades.”

According to Department of Labor data, construction accounts for 5.2 percent of statewide total employment, with more than 15,000 individuals working within the industry. The average annual wage for construction workers in Vermont is $57,635, exceeding the statewide average wage of $56,264. The most recent data also shows that construction account for about 10 percent of the total number of businesses in Vermont, with a total of more than 2,900.

“Anyone who has needed the services of a skilled contractor in the last few years, understands the importance of highlighting and supporting this important sector of our economy, as well as helping to educate folks on just how lucrative and rewarding these careers are for those who chose to pursue a job in the trades,” said Labor Deputy Commissioner Dustin Degree.

For more information on resources for jobseekers and employers, please visit Labor.Vermont.gov/Jobs.

Click here to view the full Careers in Construction Month proclamation.

You can also view the press conference by clicking here.

Monthly Construction Input Prices Dip in August, But Are Up 17% From a Year Ago, Says ABC

Wed, 14 Sep 2022 18:42:46 GMT

Construction input prices decreased 1.4% in August compared to the previous month, according to an Associated Builders and Contractors analysis of U.S. Bureau of Labor Statistics Producer Price Index data released today. Nonresidential construction input prices fell 1.4% for the month as well.

Construction input prices are up 16.7% from a year ago, while nonresidential construction input prices are 16.3% higher. Input prices were up in six of 11 subcategories* on a monthly basis. Natural gas prices increased 35.3% (and are 457.9% higher than they were in February 2020), followed by unprocessed energy materials prices, which rose 13.5%. Crude petroleum prices were down 5.3% in August.

"Until yesterday's Consumer Price Index report, investors and other market-watchers had been delighted by recent inflation news," said ABC Chief Economist Anirban Basu. "Today's Producer Price Index report supplies additional evidence that wholesale inflation is edging lower from the highs observed earlier this year. While this may create a sense of relief among contractors, this is no time for complacency.

"With COVID-19 lockdowns persisting in China, the world's leading manufacturer, and Europe facing severe energy crises, supply chain disruptions will persist," said Basu. "That suggests that construction materials and equipment prices are likely to remain elevated even if year-over-year price increases moderate. Public construction workers remain in short supply, including in the category of public construction. The upshot is that inflation is poised to remain stubbornly high even as some begin to declare victory. Estimators and others in the construction industry should be on guard for occasional surges in inflation during the months ahead."

Based on ABC's Construction Confidence Index and Backlog Indicator, many contractors expect to pass along their cost increases to project owners during the months ahead," said Basu. "Some contractors may be in for a rude surprise. With borrowing costs rising and risk of recession elevated, it is perfectly conceivable that project owners will become increasingly resistant to elevated charges for the delivery of construction services. Based on nonresidential construction spending data, that process has already begun. Accordingly, contractors should remain laser-focused on cashflow and weeding out costs as opportunities arise."

*The one-month change in the price of fabricated structural metals is 0.0% at when rounded to one decimal place in the chart, but rounded to two decimal places is -0.04%.

Visit abc.org/economics for the Construction Backlog Indicator and Construction Confidence Index, plus analysis of spending, employment, job openings, GDP and the Producer Price Index.

Associated Builders and Contractors is a national construction industry trade association established in 1950 that represents more than 21,000 members. Founded on the merit shop philosophy, ABC and its 68 chapters help members develop people, win work and deliver that work safely, ethically and profitably for the betterment of the communities in which ABC and its members work.

Shatter the Stigma Surrounding Mental Health Issues

Thu, 25 Aug 2022 21:36:40 GMT

According to the CDC, the U.S. construction industry has one of the highest rates of death by suicide. In 2018, there were 5,242 deaths by suicide among construction workers, which was five times higher than construction worker fatalities on jobsites that same year.

This is a national tragedy, and we must end these devastating deaths among our colleagues. We must shatter the stigma surrounding mental health issues with the goal of creating a zero-suicide construction industry.

Employers can build a resilient workforce by providing access to resources to improve total human health – physical, mental, emotional, social, mental, intellectual, financial, occupational and spiritual wellness.

Through its partnership with the American Foundation for Suicide Prevention, Associated Builders and Contractors provides construction workers and employers with resources including free suicide prevention training, the Suicide Prevention Lifeline call center, the Crisis Text Line, toolbox talks and speakers who can provide in-person, recorded and online education on suicide awareness, prevention and postvention.

And under a new federal program, help-seekers can simply call 988 to connect to mental health caregivers.

Construction workers work with tools every day, and we must equip these 7.7 million workers with the tools they need to prioritize mental health and protect their emotional well-being. They will use them.

Visit preventconstructionsuicide.com to learn more.

Hurdles and Hidden Opportunities for Women in Construction Tech

Thu, 30 Jun 2022 20:04:59 GMT

Written by Marge Hart - Vice President of Product Management at Newforma. Republished with persmission from Construction Executive June 30, 2022, a publication of Associated Builders and Contractors. Copyright 2022. All rights reserved.

Reports about the underrepresentation of women in the construction industry are all too familiar. Only a small percentage of jobs in construction are held by women. According to the U.S. Bureau of Labor Statistics, women comprise only 11% of the construction industry workforce. That’s true not only for skilled trade or labor positions, but also for administration, support, management and leadership positions. And it’s true throughout AEC professions, not just for contractors.

Similar conditions exist in the technology industry. According to a Deloitte report, only one-third of computing jobs in the United States are held by women; fewer women are entering the industry, and women leave tech at a much faster rate than men.

So it’s no surprise that women make up a small part of the workforce in the construction technology industry. The challenges and misconceptions that hold women back from pursuing careers in AEC and technology are compounded when it comes to construction tech.

While the situation may seem daunting, the underrepresentation of women in construction technology also offers significant opportunities for women to enter the industry as well as to thrive and advance their careers.

There may be misconceptions about the number and kinds of opportunities available for women in construction technology.

EXPERIENCE

Women with skills and experience in technology don’t need construction industry knowledge to be qualified for construction technology jobs. Similarly, women with no professional technology experience who understand construction and design can offer powerful knowledge to construction tech providers.

COMMON PROCESSES

Understanding construction may not provide detailed technology expertise, but the broad insights and principles involved in each sector apply to both. In fact, women with experience in both industries recognize that the processes that drive construction and software have many elements in common. Both processes begin with identifying the needs of the client or user, consulting with them to determine what to build, establishing a foundation and then refining the design and maintaining quality checks throughout development or construction.

OVERLAPPING SKILL SETS

Just as the processes are similar, the skills necessary for success in either field easily transfer to the other. Effective communication, project and team management, lean processes and flexibility, among many other common skill sets, apply to AEC and technology careers.

INSIGHT

The fresh perspective of a deep expert in one field often provides invaluable insights in the other. Technology providers rely on the insights and expertise of AEC professionals to fine tune their product development and messaging for the building industry. At the same time, construction and design firms benefit from experienced technology professionals who can offer guidance on technology adoption, implementation, training and application.

EDUCATION AND TRAINING

Many companies in construction and the related technology field offer numerous opportunities for employees to continue learning and developing professional skills. On-the-job training as well as opportunities for certifications and other milestones may be supported. Additionally, professional organizations offer training and education options and may offer unique opportunities or special offers for women.

OPPORTUNITIES AVAILABLE

The wide range of opportunities available throughout the construction and construction technology sectors is often overlooked by women. Software development and engineering are not the only viable jobs for women in the technology industry. The AEC industry requires more than skilled tradespeople, engineers, and project managers. Both industries rely on project management support, customer experience teams, marketing, sales, training and HR, among others. Women interested or experienced in any of those fields may find widespread opportunities for competitive advancement with construction or construction tech companies.

While these widespread misconceptions create opportunities for women to join the construction and construction tech industries, it will take proactive efforts by AEC and technology firms to leverage those opportunities and reverse the current underrepresentation of women in these fields.

As companies consider how to enhance their competitive position, given the fierce competition for talent, promoting the wide range of career opportunities available for women in construction-related industries has emerged as a critical strategy. As businesses implement this strategy, women committed to careers in construction technology will stand out and can position themselves for recruiting, retention and promotion.

By increasing the number of women employed in construction technology, companies actively participate in dispelling the common misconceptions that act as a barrier to full representation. As women begin to fill technical positions in the construction industry, more career opportunities also become available in leadership positions.

Further, as these strategies advance, companies will recognize the competitive benefits of women’s participation in construction-related fields: the innovation and profitability linked to women in leadership positions, recruiting advantages, and the valuable experience, insight and skill sets that women from other industries can bring to construction and construction technology.

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Offer Benefits for Fathers in Construction to Improve Employee Retention

Fri, 10 Jun 2022 17:45:13 GMT

Written by Doug Ramsthel - Partner and Executive Vice President at Burnham Benefits. Republished with persmission from Construction Executive June 10, 2022, a publication of Associated Builders and Contractors. Copyright 2022. All rights reserved.

The challenge of finding employees is real across all aspects of the economy, but is particularly severe for the construction industry, which has seen continued significant growth from low interest rates, stimulus monies, increasing real estate values and pandemic inspired projects. The challenge of finding employees, let alone skilled employees, is likely to continue into the foreseeable future. Construction companies need to adapt to this new normal and offer what employees what they truly want.

As the pandemic continued, employees followed a tremendous burst of economic productivity with feelings of fatigue and burnout. This burn-out became widespread enough to earn the moniker “The Great Resignation.” But perhaps a better title is the “Great Reflection,” as employees do some soul searching, re-examining life priorities and the role of work. This may be one reason why the focus on mental health resources has become a much larger part of employee benefits programs.

Many studies show poor mental health and stress increase health care costs for chronic diseases, like high blood pressure, diabetes, as well as short-term health care needs. It is also clear that stress and mental health challenges affect worker productivity. These connections became clearer during the pandemic, resulting in employee benefits programs responding with several valuable resource including, access to free counseling sessions, virtual counseling services and subscriptions to apps for wellness, stress reduction and improved sleep.

INCREASED FAMILY LEAVE BENEFITS

During the last year, a lot of articles have been published about women in the workplace and the challenges faced balancing work and child care needs. Despite the advances of society to provide more equity between men and women, this one area of child care and rearing of newborns still seems to fall more on women than on men. This perspective has begun to shift to seeing a role for men in the child care process, but it has been very slow. Focusing on the health of the family and sources of family stress—namely, child care—could play a major role in reducing worker stress and improving worker productivity.

A very practical way to help families with the caregiving burden and stress is to support and enable the partner to take on more caregiving responsibilities at home. Allowing fathers with newborns to take time off by committing to paternity leave is a very simple way to reduce this burden.

The construction industry is clearly male dominated, and providing paternity leave as an employee benefit could be an innovative way to improve worker productivity, reduce worker stress and ultimately improve the ability to attract and retain skilled workers. It may seem counterintuitive to give workers time off work to take care of a newborn being good for business when every worker and every hour is valuable, but it is an investment that could pay of huge dividends.

In a recent study by McKinsey Global, “A fresh look at paternity leave: Why the benefits extend beyond the personal,” fathers involved in caregiving, and taking time off work to support working moms and partners, can provide significant and widespread advantages to the entire economy. The study concluded that when fathers have time off work to support their partners, overall family stress is reduced and the father (employee) is happier, more productive and has more satisfying and meaningful family relationships. The support for the partner by the father, allows a faster return to work by the partner helping the entire family finances. In this study of fathers who took time off, 79% were glad they took the leave and 71% noticed an improvement in the relationship with their partner.

Offering paternity leave will not immediately have an impact on a worker that is a new father, as company culture must be changed as well. In America, a work-hard culture has made it shameful for workers to take time off for vacation, sick time or really any reason at all. Fostering a culture that supports time off to recharge and focus on family will be a longer-term effort. But this effort should not be intimidating—start now and start small. Give new fathers some time off. It doesn’t need to match what new mothers get off for maternity leave, but a small start can go a long way, even just a week. Begin to create a company culture that encourages time off, assures employees that paternity leave will not have an impact on their career, and supports employee and their families by using more than just paternity leave.

Review Pre-Employment Screening Processes Amid the Great Resignation

Wed, 18 May 2022 23:12:14 GMT

By Written by Abby M. Warren - Partner, Labor and Employment Group, Robinson+Cole, and Kayla N. West - Associate, Labor and Employment Group, Robinson+Cole.
Republished with persmission from Construction Executive May 18, 2022, a publication of Associated Builders and Contractors. Copyright 2022. All rights reserved.

After nearly two years of managing the workplace through the nationwide COVID-19 pandemic, employers are being impacted by another significant challenge: the “Great Resignation,” which is the recent trend of workers voluntarily resigning from their jobs en masse beginning in 2021 and continuing today. Employers across a number of industries, including construction, are facing the pressure of recruiting, hiring, onboarding, and integrating job candidates in record speed to fill vacancies and meet the operational needs of the business.

Employers have been forced to rethink their recruiting and hiring processes, including pre-employment screening processes that may impact the timing of offers of employment. At the same time, the laws across the country related to these processes have been changing dramatically over the last few years. In light of operational challenges and the shifting legal landscape, how should employers be evaluating their recruiting and hiring processes and what should they consider when doing so?

DRUG TESTING

One screening tool that construction companies often use for safety-sensitive positions is pre-employment drug testing, which is often a key part of workplace safety programs. Some employers may also be required to implement drug testing policies and requirements under agency regulations (e.g., Department of Transportation), laws or contractual obligations.

Over the last few years, there has been a significant shift in the manner in which marijuana is viewed in the United States, which has resulted in some employers debating whether to continue pre-employment drug testing as it relates to marijuana or pre-employment drug testing at all. While marijuana still remains illegal under federal law, states and localities continue to reduce penalties related to marijuana use and consumption.

At present, 31 states and Washington D.C. have decriminalized small amounts of marijuana for personal use and 18 states and Washington, D.C., permit recreational use of marijuana, to varying degrees. Further, some states and cities have placed limitations on employers’ ability to engage in pre-employment drug testing for marijuana, with exceptions. For example, Philadelphia and New York City have banned employers from conducting pre-employment drug testing for marijuana. However, employers should note that many drug testing laws provide exemptions for certain categories of employers or employees (such as for those in safety-sensitive positions), or when drug testing is required pursuant to a federal or state law, regulation or order.

These legal changes may result in an increase in individuals using marijuana off-duty and subsequently testing positive in a pre-employment drug screening; drug-testing programs may also act as a deterrent for individuals who are concerned about interference with off-duty marijuana use.

For employers reviewing their pre-employment drug testing programs, it is important to consider:

the needs for such programs in light of the workplace and the particular position(s);
the risks to safety of removing such screenings;
the impact of other drug testing to mitigate the risk of removing pre-employment drug testing (e.g., random, post-accident, reasonable suspicion testing);
the drug and alcohol panel itself and what substances are included;
the impact of any such changes on insurance, including workers’ compensation; and
any legal or contractual obligations, among other considerations.

BACKGROUND CHECKS

Similarly, many employers rely on background checks to determine an employee’s fitness for employment, which often includes criminal background checks. In this area as well, some states and cities have been enacting laws restricting an employer’s ability to perform background checks. For example, under New York City’s Fair Chance Act (FCA), rather than running full background checks after a conditional offer has been made, New York City employers must evaluate all non-criminal pre-employment information, such as references, prior employment and educational degrees, before a conditional offer of employment is made. Once a conditional offer is made, employers may then request and review all criminal history information in compliance with the individualized assessment, notice, and consideration requirements of the FCA. Additionally, many states maintain “ban-the-box” laws, which generally restrict employers from asking about potential employees’ conviction records. On the other hand, many employers are required to conduct background checks pursuant to government regulations, insurance carriers or their clients and customers.

There are advantages and disadvantages to conducting background checks, which depend largely on the employer, the particular position and the industry. On one hand, background checks are expensive, can impact the speed with which candidates can be hired, and might include inaccurate or false information or information that is not relevant to the position. On the other hand, background screenings increase the amount of information from which the employer can make an informed decision on whether the applicant will be a good fit for the company. Such checks can also reduce long-term costs to the employer by weeding out applicants who may not be suitable for a particular employer or position before they are onboarded, trained and integrated, thus decreasing employee turnover. Furthermore, using tools such as background screenings can potentially shield employers from liability for claims related to negligent hiring.

OTHER PRE-EMPLOYMENT SCREENINGS

Other pre-employment screenings, such as employment verifications, professional references, motor vehicle records, aptitude tests and personality assessments, can present similar issues and risks for employers. Employers may wish to evaluate whether the measures currently being used are effective and, if not, how they should be changed in light of their priorities, the need for competent workers, costs, industry practices, the risks associated with foregoing screenings or adding new screenings, and the workplace culture. Employers also will need to stay informed about relevant laws and regulations that might mandate or restrict the employer’s implementation of these processes.

CONCLUSION

Today’s labor market may be placing pressure to hire quickly, but employers reviewing their pre-employment screening process should weigh all applicable factors, and the impact of any such changes on the short- and long-term, before implementing changes. Furthermore, employers with multi-state workforces should ensure that their pre-employment screening processes are consistent with applicable law.