Twenty years ago, I sat in an introductory environmental policy class where my peers debated whether the word “sustainability” would ever become more than academic jargon in the evolving fight to address a global climate crisis. At that time, even finding a job focused on reducing greenhouse gas emissions was difficult because the field lacked a common identity. We searched under labels such as “environmental” or “conservation,” often finding work planting trees, leading outdoor education programs or canvassing neighborhoods.
Those work experiences were foundational, but they weren’t the emissions impact I wanted to pursue for my lifelong career. I wanted to help transform the systems driving emissions — particularly in energy and the built environment, one of the largest sources of greenhouse gas emissions.
Today, sustainability is no longer an academic buzzword. It is part of my title as a leader in the Design, Construction and Energy (DCE) Division at the Maryland Department of General Services. Our team oversees 24 million square feet of state facilities, manages nearly 500 active construction projects and helps lead Maryland’s transition to net-zero greenhouse gas emissions by 2045.
But if the past two decades have shown how quickly ideas can become practice, they have also exposed another challenge that has not progressed nearly fast enough: Who is building our sustainable future?
Construction and the trades that fall under its umbrella remain one of the nation’s most male-dominated industries, with women comprising just 11% of the workforce nationally. That is more than an equity issue — it is a staggering climate and workforce issue.
Meeting ambitious climate goals will require more engineers, project managers and skilled tradespeople than ever before. Every barrier that prevents talented women from entering or advancing in these careers slows our ability to reach our full potential. We cannot solve a workforce shortage while overlooking half the available talent.
Maryland is finding and proving there is another way.
Women hold roughly 15% of construction jobs in our state, placing Maryland among the national leaders. Within our DCE team, women fill nearly one-quarter of project management roles. The pipeline is growing, too. In 2023, about 860 women were registered apprentices in Maryland. Today, that number exceeds 1,100, with 40% participating in the state’s largest construction apprenticeship programs.
Progress like this doesn’t happen by accident. It happens because our governor and our state recognize that hope alone is not a plan, and small successes beget larger milestones. We’ve seen small successes cultivated from our administration having built and worked toward improving an environment where inclusion is the bare minimum rather than an end goal, and growth is encouraged through mentorship and opportunity.
Recently, I joined a conversation with women across Maryland’s design and construction community to reflect on our experiences in public service. One message stood out: As we confront increasingly complex challenges — from decarbonizing buildings to strengthening infrastructure — we need every perspective at the table.
Gender equity and climate action are inextricably linked. Both require more than good intentions, depend on changing systems and succeed through sustained commitment.
Three priorities can help move us forward.
First, measure what matters. Representation is only one indicator of success. By tracking leadership representation, retention and career advancement, our administration is able to study the data that reveals where progress is real and where barriers remain.
Second, build policies that support all employees. Maryland recently expanded Paid Family and Medical Leave for state employees to provide up to 12 weeks of job-protected paid leave. Combined with flexible workplace policies where appropriate, these investments strengthen retention and make long-term careers more attainable. Maryland leads from the front in supporting families as a workforce issue.
Finally, recognize that workplace culture belongs to everyone. Inclusion cannot be left to women or human resources alone. Every employee can mentor emerging professionals and recognize the often invisible contributions that keep teams successful. Culture changes through daily actions, and it is clear in the trending numbers of women in leadership roles here in Maryland and the growing apprenticeship pipeline of female talent that we have started to build a culture that is attracting and retaining talent.
Since I sat in that environmental policy classroom 20 years ago, the national share of women in construction has increased by only 3 percentage points. That is progress, but not at the pace our climate goals — or our workforce needs — demand.
Maryland has worked to expand apprenticeships, strengthen pathways into the trades and build partnerships that did not exist a generation ago. We are proud of that progress, but opening the door is only the beginning. Lasting change requires strong mentorship and workplaces where talented people can build lasting careers.
If sustainability has taught us anything, it is that ambitious goals require sustained commitment. The same is true for building the workforce capable of achieving them. The more inclusive that workforce becomes, the stronger our climate future will be.
Hannah Debelius is the deputy director of energy and sustainability at the Maryland Department of General Services.
