The construction industry has long complained about a "skilled labor shortage," but according to union leaders representing ironworkers across the Mid-Atlantic region, the problem isn't workers—it's the shortage of steady, well-paying jobs. An opinion published by Construction Dive on November 6, 2025, presents a compelling counter-narrative that should prompt industry reflection.
Gary R. Armstrong Jr., Business Manager for Iron Workers Local 5 in the Baltimore-Washington D.C. metro area, revealed a striking contradiction between the "shortage" narrative and on-the-ground reality:
"We have a deep bench of highly trained professionals ready to go to work today. Our apprenticeship program processes applicants every month, and many end up on a waitlist because we already have a ready workforce capable of manning any large project."
The numbers Armstrong cites are revealing:
This evidence contradicts employer claims that they can't find qualified workers. Instead, it demonstrates that a substantial pool of trained, motivated individuals exists—they're simply waiting for consistent work.
Armstrong's observations aren't limited to the Baltimore-Washington region. Iron Workers unions operate the model at scale nationwide:
This represents an enormous, underutilized resource. If the industry faced a true labor shortage, these applicants would rapidly move into employment. Instead, they wait.
Armstrong frames the issue clearly: "The labor is plentiful; the opportunities are not."
The shortage isn't of workers—it's of:
Developers and general contractors, according to Armstrong's perspective, often blame "labor shortages" as a convenient explanation when the real issue is inconsistent project pipelines or reluctance to offer competitive compensation and benefits.
The "labor shortage" framing has real consequences. Employers use it to justify:
This creates a problematic incentive structure where shortages benefit employers seeking lower labor costs, rather than incentivizing investment in quality jobs that would attract and retain workers.
Armstrong points to unionized construction as evidence that the workforce exists and can be mobilized effectively:
"In more than three decades in this trade, I've seen the 'labor shortage' narrative resurface whenever it becomes convenient to justify bringing in low-wage labor, cutting corners on safety or overlooking the skilled workers who already stand ready to perform this work. In nearly three years, our organizers have not once had to delay a project for lack of qualified ironworkers. Whether commercial development, bridge rehabilitation or infrastructure expansion, we consistently provide trained, safety-focused professionals."
Unionized construction consistently delivers workers because it offers:
These factors combine to create a sustainable talent pipeline. Workers know they can earn a living wage, access healthcare, and retire with dignity. That's why they train for these roles and stay in the industry.
Armstrong's comments come at a time of heightened debate about immigration and construction labor. While some industry observers advocate for expanded immigration pathways for construction workers, Armstrong's perspective suggests that domestic workforce solutions exist—if employers are willing to offer competitive compensation.
The underlying question: Should policy relax immigration restrictions to meet employer demand for lower-cost labor, or should market incentives push employers to offer competitive wages and benefits that attract the substantial domestic labor pool already waiting for opportunities?
If workforce availability isn't the constraint, construction timelines and costs are more predictable when partnering with contractors who have reliable labor access. This argues for prioritizing partnerships with firms offering steady employment and professional development.
Project predictability—supported by stable labor availability—benefits suppliers who benefit from consistent demand. Jobs that progress on schedule require fewer material expediting fees and less equipment sitting idle.
If domestic skilled workers exist in abundance, policy should focus on:
With substantial federal infrastructure investment authorized through legislation like the Infrastructure Investment and Jobs Act, the question of labor availability becomes critical. If contractors can mobilize domestic skilled workers without expanding immigration, that investment stays within the domestic economy.
Conversely, if construction firms consistently claim shortages and import lower-wage labor, infrastructure dollars flow to employers as cost savings rather than flowing to workers as higher wages and benefits.
Armstrong's core argument deserves serious consideration across the industry:
"So instead of asking, 'Where are the workers?' we should be asking how to better connect ready tradespeople with year-round projects. Public and private construction investment can put hundreds of skilled ironworkers to work tomorrow. The talent, training and capacity exist. The jobs must follow. There's no shortage of skilled labor; there's a shortage of projects."
This reframing shifts focus from immigration and labor policy to infrastructure investment and project pipeline development—arguably the more fundamental constraint on construction activity.
As federal infrastructure investment begins materializing into active projects—as evidenced by announcements like Tutor Perini's record backlog—we should observe whether:
If Armstrong is correct, robust infrastructure investment should resolve much of the perceived labor shortage simply by creating the quality jobs that attract and retain skilled workers.
The construction industry faces a critical moment. Infrastructure investment is accelerating. Project opportunities are real. Skilled workers, apprentices, and candidates exist in abundance. The shortage isn't of people—it's of quality jobs and the commitments to hire, develop, and retain workers that those projects represent.
For industry leaders, the question isn't where to find workers. It's whether to invest in creating the stable, well-paying jobs that attract and keep them.
Sources: Construction Dive (November 6, 2025) - Opinion by Gary R. Armstrong Jr., Business Manager, Iron Workers Local 5; Industry research on apprenticeship programs and labor market dynamics
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