Hiring Women for Dirty Jobs

In the 1930s, Delia Copley became the first woman to obtain a license as a pest control operator in North Carolina.

In 2017, service-based industries such as pest control, lawn care, or HVAC were often perceived as a "boys’ club," especially when it came to technician positions. Women tend to be drawn to managerial or supportive office roles, such as working as customer service liaisons, sales staff, marketing specialists, or human resource representatives, but are often discouraged from pursuing roles in the field.

These “dirty jobs” are vulnerable to masculine stereotypes that make it even more difficult for women to excel. According to the US Department of Labor, of approximately 79,000 pest control workers in 2016, only 3.25% were women.

In our eBook “The Definitive Guide to Hiring and Retaining Pest Control Technicians,” we explored some of the reasons that pest control owners should diversify their teams to include female technicians. Women tend to outshine men when it comes to communication and building relationships, which can be a strong asset in customer-focused field work.

But simply deciding that you’d be open to hiring women isn’t enough. There are a number of factors that prevent or discourage women from pursuing jobs as service technicians, including gender stereotypes, hiring bias, and lack of opportunity.

How can business owners in the pest control or HVAC industries combat these stigmas and create opportunities for female technicians?

Focus On The Mission

People who work in pest control rarely do it because they have a specific passion for killing bugs. People in HVAC don’t go into the field for the exciting task of installing ventilation. Yet many business owners assume that women won’t be interested in the hands-on work technician jobs provide purely because of the subject matter.

At their core, these service industries are centered on the concept of problem-solving and providing relief to homeowners. A technician job is ideal for anyone who enjoys interacting with customers, sharing their expert knowledge, and helping people feel comfortable in their homes.

Focus on the impact a pest control technician can have on the lives of their customers, rather than focusing on the bugs.

Highlight Your Training Program

Studies have shown that, on average, men will apply for a job as long as they meet 60% of the qualifications. Women, on the other hand, are less likely to apply for a job unless they meet 90-100% of the qualifications.

This can lead to a disconnect for technician positions that often lack a clear path to entry.

If you’re willing to provide on-the-job training and help an entry-level technician get the proper licensing and certification, make sure that is clear on your job posting. If there are soft skills that matter more to you than 3-5 years of experience, include that.

Being straightforward about which qualifications are absolutely necessary (a clean driving record, a clean drug test, and strong problem-solving skills) and which ones are preferred (experience in a customer-facing role and the ability to drive a manual transmission vehicle) can make it easier for applicants to see how they stack up.

Reach Out

Ironically, because there are so few women currently working in technician roles, it can be challenging for women to envision themselves as pest control or HVAC technicians. (We couldn’t even find a stock photo of one!) This means that many of them miss out on great opportunities simply because they aren’t specifically searching for jobs within these industries.

Discriminating by gender is illegal - so you can’t just tag an opening “for women only.” How can you be sure you’re getting your job posting in front of an audience of women?
iRelaunch is a popular resource for women seeking to re-enter the workforce after taking time off to raise their children. Look for career fairs in your area that draw a large number of female job seekers, or post openings to job boards like Maybrooks and Women For Hire.

You may also want to consider building relationships with local technical colleges, trade schools, and high schools. Attending career fairs regularly, participating in job shadow opportunities, and supporting school clubs focused on the professional advancement of women could be the way you meet your next top performer.

Offer Support

In an ideal world, a female technician would be shown the same respect as a male technician from the moment she arrives at a customer’s door to when she parks her truck at the end of the day.

In the real world, women in service-based industries often find that they have to work harder to achieve the same levels of respect as men in the same job. In a 2015 survey by Insight Pest Solutions, several female industry experts reported experiencing customers and coworkers questioning their understanding of the task at hand or their physical ability to perform the job. They also experienced inappropriate comments or harassment while working in the field.

Your job is to ensure that all your technicians feel safe at work. Make it a priority to check in with them regularly and ask what you can do to better support them. Evaluate your team and consider whether workplace diversity training would be beneficial. Above all, set a good example for your team by being inclusive and setting expectations for mutual respect.

Pave the Way

Paving the way for diverse talent on your team doesn’t have to be difficult. Look for problems you might encounter- but don’t stop there! Take the time to anticipate the challenges the first woman on your team might face, and then brainstorm solutions.

Worried that if you hire a woman as a pest technician, she won’t be able to carry a backpack sprayer? You may never have considered that your equipment and infrastructure are often assumed to be suited to men by default. Consider purchasing a smaller backpack or investing in a wheeled canister.

Concerned that a female hiree won’t be able to lift a compressor? She’s probably stronger than you think - so don’t make assumptions. Invest in a motorized compressor lift or discuss her interest in a route with more inspection and repair work instead of back-to-back installation jobs.

Services such as pest control, lawn care, and HVAC are in increasing demand. With many professionals retiring from the workforce over the next decade, service-based industries must not only build a destination workplace but also attract a more diverse workforce to remain viable. By following these tips, you’ll be well on your way to building your best team.

Looking for a people management system that can streamline your hiring process, onboarding, and team training - so you can spend more time creating opportunities for women on your team and paving the way for girls who will contribute to these industries in the future? Please ask your Coalmarch representative for more information.