Audra Denny, president of the Wood Manufacturing Council.
A Wood Manufacturing Council study has identified practical ways Alberta woodshops can attract, retain, and advance women and other under-represented employees.
The months-long study found that with modest investments in onboarding, ergonomics, psychological safety, visibility and apprenticeship clarity, employers can create welcoming environments that retain diverse talent and strengthen productivity.
Building a Substrate for Diverse and Welcoming Woodshops is a Government of Alberta-funded pilot led by the Wood Manufacturing Council (WMC) to identify practical ways Alberta woodshops can attract and retain employees.
“This project set out to understand attracting and retaining women and other under-represented people in the wood manufacturing sector,” says Audra Denny, president of the Wood Manufacturing Council.
“I wanted the outcome to go beyond conversation and good intentions, to practical, actionable steps for wood shops.
“The results show that small, intentional changes in policies, training and shop culture can have a significant impact, leading toward shop efficiency, profitability and a stronger workforce and industry.”
WMC partnered with Raincoast Ventures Ltd. to facilitate a participatory process that blends lived experience, employer insight, and onsite assessment into shop specific change plans and sector guidance.
Alberta’s wood manufacturing sector is ready to grow, but growth depends on attracting, retaining and advancing skilled workers from all backgrounds. Through a pilot project, WMC identified five practical, employer-ready actions that make woodshops safer, more welcoming and more productive for everyone.
1. Women want to work in woodworking shops, but don’t know where to start. Use modern recruitment methods and ensure authentic visibility.
2. Outdated hiring and onboarding practices unintentionally exclude women. Turn insight into action by reviewing your hiring practices.
3. Safety, PPE and infrastructure are still gendered. Provide ergonomic workspaces and properly fitting PPE for all.
4.Peer connection matters as much as mentorship. Facilitate clear reporting and buddy systems that support psychological safety.
5. Physical ability is not the barrier. Accessible training, modern tools, and teamwork level the field.
Inclusion isn’t just the right thing to do; it’s a smart business decision.
“Inclusive woodshops experience lower turnover, stronger teams, higher productivity, and a competitive advantage in the industry,” Denny says.
“At the end of the day, inclusion is good for all involved, and creates a business foundation that’s built to last.”
Connect with WMC to access tools, resources, and training.
To read the full report with detailed recommendations, visit www.wmc-cfb.ca
