This month, we celebrate Women’s History Month and Women in Construction Week (March 2-8).
When I first started covering the trades over a decade ago, I was often the only woman in the room when I attended industry events. I’ve watched (and written) about Women in HVACR and its efforts to promote HVAC as a viable career path and build up its membership and mentoring programs. I wrote articles about the founding of Women in Plumbing and Piping in 2022 and have seen that organization take shape and begin networking and mentoring. A few weeks ago, while attending the AHR Expo, I saw countless women roaming the show floor and presenting educational sessions. It is inspiring, to say the least, to see how far women have come in the skilled trades, but there’s still a ways to go.
As a female owner in the trades industry for 15 years, Lara Beltz, vice president and co-owner, Findlay, Ohio-based Beltz Home Service Co., has seen firsthand both the challenges and the progress when it comes to recruiting and retaining women in plumbing, electrical, and HVAC trades.
“One of the biggest barriers is perception — many still see HVAC as a ‘man's job,’ which discourages women from even considering it as a career,” Beltz says. “Additionally, a lack of mentorship, representation, and sometimes an unwelcoming work culture can make it harder for women to stay in the field. To address this, I focus on intentional recruiting, ensuring our job postings and outreach efforts highlight inclusivity. We also provide ongoing support, mentorship, and professional development to help women feel valued and empowered in their roles. Networking is also key to connecting with women in the industry, which is why I serve as a founding advisor for Women in Plumbing and Piping and as president of Explore The Trades. I’m also a member of Women in HVACR, the Women of Nexstar Steering Committee, the Hancock County Business Advisory Council, and the Millstream Trades Advisory Board.”
Angie Snow, principal industry advisor for ServiceTitan, is another industry veteran who has seen the transformation over the years. She was originally drawn into the industry when she and her husband purchased their company Western Heating & Air Conditioning in 2007.
“I think back to those early days, tagging along with my husband to some of his industry conferences and really being the only woman in the room, and looking around and thinking, ‘Do I really belong here? Is this really, this really a place for women?’” Snow says. “But some of the biggest impacts that have helped women feel more comfortable is just having really great allies. The men in the industry who have believed in the women and who have intentionally brought women on their team and brought women in to lead. I look back to my husband, and he saw potential in me before I ever did, and he saw a place for me in this industry before I did — he created that space, and he provided opportunities for me to thrive, grow, and learn. Then he also allowed me opportunities to connect with other women, which I think is what's so special about Women in HVACR, because it is a very welcoming community that welcomes not only women, but men, too. Because we need those allies. We need men who believe in us and who want to bring us forward.”
Yes, the industry has changed, and many contractor owners see the benefits of having women employees on their team — they often bring a different mindset and inherent qualities that are different from their male counterparts. However, while more women are definitely showing interest in the trades, it’s not always easy to attract and even retain them.
Creating an inclusive work culture is one step in the right direction.
“Culture matters,” Beltz says. “We make it clear from day one that respect and teamwork are non-negotiable. Focus and accountability are key to fostering an environment where every team member, regardless of gender, feels heard and supported. Something as simple as properly fitted uniforms and well-thought-out facilities (like ensuring there are appropriate restrooms) shows that the company values and supports women in the field, reinforcing a culture of respect and belonging.”
Snow agrees that providing a safe space that is inclusive to women is key. “I didn’t prepare my team for a woman tech, which caused a lot of problems early on. They were very hard on her. But, we have come a long ways since then. This was 17 years ago. Now, there is definitely a desire to help women on your team because people do see the strengths that women bring to the industry. There are men who come to Women in HVACR booth and say, ‘How do we get more women?’ We say just be a company that is inclusive. Create that culture that makes them feel this is a place where a woman can work, too, instead of the ‘good old boys club’ vibe.”
Promoting women into leadership roles is equally important.
“Leadership development is crucial,” Beltz adds. “We actively identify and mentor women who show interest in leadership, providing them with training and opportunities to take on more responsibility. Our approach includes encouraging certifications, providing management training, and ensuring women have a clear path to growth within the company.”
Contractors should also be more intentional about their desire to bring more women into the industry, Beltz notes.
“Make sure your job postings speak to a diverse audience, create an inclusive culture, and provide mentorship and career growth opportunities,” she says. “It’s not just about hiring women — it’s about creating an environment where they feel supported, valued, and have opportunities to grow. This means providing mentorship, leadership development, and ongoing training to help them build confidence and advance in their careers. It also requires addressing workplace culture, ensuring that respect and inclusivity are the norm, not the exception. The trades industry is facing a skilled labor shortage, and bringing more women into the field isn’t just the right thing to do — it’s a smart business move. When we open the door for more talent, regardless of gender, we strengthen our industry, improve service quality, and build a more sustainable workforce for the future.”
Yes, women have come a long way, but there’s still work to do. Let’s not lose the momentum. For more information, visit www.womeninhvacr.org.
