Only 10.8 percent of the Philippine construction workforce is classified as skilled, a figure that underscores a persistent labor shortage in an industry central to national development. Within that already thin pool, women hold just 13 percent of construction-related technical certifications and are even more underrepresented in actual jobsite roles. These numbers frame a double challenge: the sector needs more workers, and it is largely overlooking a capable source of talent.
The gap between certification and employment suggests that the barrier is not capability but access. Women entering construction in the Philippines face a landscape shaped by pioneers who proved the work could be done, yet the industry itself has been slow to adapt its culture and hiring practices. Understanding who those pioneers were, what the research actually says about women’s performance on the job, and where the real obstacles remain is the difference between seeing this as a diversity issue and recognizing it as a workforce strategy.
Trailblazers Who Reshaped the Industry
These women did not just enter the field; they created new lanes within it. Edith Oliveros professionalized interior design as a respected discipline tied to construction. Anna Mae Yu Lamentillo moved from infrastructure to digital infrastructure, showing that a construction background can lead into adjacent policy and technology roles. Cathy Saldaña’s focus on sustainable design reflects a growing niche where resilience and environmental thinking are increasingly valued. Their careers demonstrate that the construction industry is not a single ladder but a set of interconnected paths—architecture, engineering, landscape design, project management, policy—each with its own entry points.
What the Data Says About Women on the Jobsite
A 2026 study published in TechMecha RoboSphere surveyed 148 construction professionals in the National Capital Region—project managers, engineers, HR officers, government officials, and training representatives—to assess perceptions of women in construction roles. The findings challenge several common assumptions. Respondents rated women as fully capable of technical, supervisory, and site-based tasks. More specifically, women were perceived to outperform men in safety compliance, time management, attendance, and collaboration, while matching men in productivity and quality.
These results matter because they come from the people who actually hire and manage construction teams. The perception gap is not about competence; it is about opportunity. Women hold only 13 percent of construction-related technical certifications, yet those who do enter the workforce are rated highly across every performance metric studied. The implication is straightforward: the industry’s labor shortage could be partially addressed by recruiting and retaining more women, but the pipeline from training to employment is leaking.
Myrna Pitaluna-Alngog’s story illustrates the distance between training and a career. At 21, she was one of 17 women selected for a construction training program in Cebu City. She trained on heavy equipment—backhoe-loaders, hydraulic excavators, bulldozers—despite being under five feet tall. She later earned TESDA national certificates in carpentry, painting, scaffold assembly, and multiple welding disciplines, then completed a Civil Engineering degree at 28. Today she supervises seven teams with over 250 workers and trains others under the International Labour Organization Skills for Prosperity Programme. Her path required not just skill but persistence through a system not designed for her.
Barriers That Persist Beyond the Jobsite
Gender Bias in Team Management
Lariza Garcia, an admin manager at a construction company, describes the daily reality of managing male-dominated teams on-site. She emphasizes the need to be assertive and maintain authority while cooperating with team members—a balancing act that male supervisors rarely have to think about. The bias is not always overt; it shows up in who gets assigned to visible roles, whose suggestions are heard in meetings, and who is assumed to belong in the site office versus the field.
Limited Access to Training and Mentorship
The 2026 study identifies limited access to training as a structural barrier. While TESDA offers construction-related courses, women may not receive the same encouragement to enroll, or may face logistical hurdles such as scheduling conflicts with caregiving responsibilities. Organizations focused on mentorship, education, and networking are critical to closing the gap, according to the research. Programs that combine skills training with professional development help women overcome sexism and enable them to thrive once employed.
The Perception of Physical Limitations
Myrna Pitaluna-Alngog’s experience directly contradicts the assumption that women cannot handle heavy equipment or physically demanding roles. She trained on bulldozers and excavators at under 150 centimeters tall. The real limitation is not physical capacity but the assumption that it exists. This misconception affects hiring decisions, job assignments, and promotion opportunities, keeping women out of higher-paying roles even when they hold the necessary certifications.
How to Enter and Advance in Construction
Start with TESDA Certification
The Technical Education and Skills Development Authority offers national certificates in construction trades such as carpentry, welding, scaffold assembly, and reinforced steel bar installation. These credentials are the most direct entry point for women without a college degree. Myrna Pitaluna-Alngog earned multiple TESDA certificates before pursuing her engineering degree, and she now trains others under the same system. Check the TESDA website for available courses and scholarship programs.
Pursue Degree Programs with Construction Pathways
Architecture, civil engineering, and landscape architecture are the traditional degree routes, but interior design and construction management are equally viable. Edith Oliveros built a career that elevated interior design into a respected construction-adjacent field. Anna Mae Yu Lamentillo’s civil engineering background led her into infrastructure policy and digital technology. A degree opens doors to supervisory, design, and management roles that bypass some of the physical-labor bias.
Leverage Industry Organizations and Mentorship
The Cebu Contractors Association, Inc. partnered with TESDA and the ILO to train nearly 100 trainees, some of whom now work at the same company. Industry associations, professional organizations, and government programs like the Department of Labor and Employment’s skills initiatives provide networking and placement support. Women already in the field, such as Cathy Saldaña and Dolores Perez, actively mentor the next generation. Seeking out these connections can shorten the gap between training and a job offer.
Frequently Asked Questions
What construction jobs are most accessible to women without a college degree? ▾
Are there scholarships for women in construction training? ▾
How do women handle gender bias on construction sites? ▾
What is the salary range for women in construction roles? ▾
Do women in construction face different safety risks than men? ▾
Can women advance to supervisory roles in construction? ▾
The construction industry’s labor shortage is not going to solve itself. Women already hold the certifications and demonstrate the performance metrics the sector needs, yet the barriers of bias, limited training access, and outdated stereotypes persist. For women considering this field, the path is clearer than it was for Mercedes Raffiñan Villarosa a century ago, but it still requires deliberate steps: get certified, find a mentor, and push for assignments that build visible experience. For the industry, the data is unambiguous—excluding half the population from a talent pool that is already too small is not sustainable.
If this was useful, you might also want to read our guide to iconic Philippine buildings.
Sources
Investing in the Philippines’ future growth opportunities — Context on the broader economic sectors where construction plays a key role.
Philippine talent development through education — How training and certification programs connect to workforce readiness.
The Best Man for the Job is a Woman: 5 Notable Women in Construction Paving Way for the Philippine Construction Industry. Pinoy Builders, 2025.
Bridging the gap: A construction management perspective on women’s role in addressing labor shortages in the Philippine construction industry. TechMecha RoboSphere, 2026.
Filipina Shares Success in the Construction Field, Breaking Gender Biases. The Philippine Herald, 2025.
How I Overcame Gender Discrimination in My Construction Job. International Labour Organization, 2025.
