Women often leave the construction industry faster than men in many countries. Therefore, apart from attracting more women to site-based project management roles to improve gender diversity and address the acute skill shortages, construction organizations must pay attention to their retention. Previous studies offered valuable insights into glass walls (barriers to entry) and glass ceilings (barriers to career progression) that lead to gender inequality in male-dominated construction workplaces. However, there is a lack of research examining early career female construction management professionals’ experiences concerning personal and organizational factors contributing to their success, job satisfaction, and turnover intention. Against this background, in-depth semistructured interviews were conducted with 21 early career female construction management professionals in the Australian construction industry to explore their work experiences, personal and organizational success factors and career ambitions. Although most interviewees reported instances of sexist behavior and discrimination they experienced at some point in their careers, they mainly had positive experiences at their workplaces, indicating a positive culture shift toward the treatment of female professionals in the Australian construction industry. The study identified organizational factors such as (1) respectful and fair treatment at work, (2) equal career opportunities, (3) participation in social events, (4) mentoring, networking, and training support, and (5) flexible work arrangements, as well as personal factors such as confidence, curiosity to learn, realistic job expectations, and negotiation skills, influenced early career female construction management professionals’ job satisfaction and success in male-dominated work environments. The study also found that if not addressed, poor work–life balance and health and well-being concerns would continue to cause a leaky pipeline for female professionals in site-based construction project management roles. These insights inform various recommendations that could plug the leaky pipeline and retain women in site-based roles.

The need to fill the skill gaps and workforce shortages in the construction industry, along with the numerous benefits of more gender-diverse and inclusive workplaces, demand more actions from different stakeholders not just to attract more female professionals to the construction industry but also to retain them in project roles. The study emphasizes the need for regular site visits, work placements, or internships, and more opportunities to engage with industry professionals to help female students make informed career choices and better prepare them for site-based careers in the construction industry. Moreover, it recommends focusing more on interpersonal or soft skills and attributes such as curiosity, self-confidence, and negotiation in educational and training programs. Construction organizations must review their policies, procedures, and practices to address gender bias and eradicate all forms of discrimination and harassment from both office and construction site workplaces. They must also support gender-equity initiatives and female-centered social and networking events along with other gender-inclusive events to improve the job satisfaction of female employees. Finally, changing the work schedule and demand to offer more flexibility, better work–life balance, and improved health and well-being outcomes is crucial to plugging the leaky pipeline of female professionals in site-based positions.