Minority representation in Australian construction leadership remains a significant challenge as the industry struggles with diversity at its highest levels. Having diverse leadership in construction is crucial. It brings fresh ideas, drives innovation, and leads to fairer outcomes. Diverse leadership teams are proven to be better equipped to handle challenges, improve communication, and create inclusive workplaces that reflect the communities they serve.
A recent report from EPIC Group, Government Funding in Construction: A Critical Analysis of Impact vs Intent, examines the current state of minority participation in construction leadership. It highlights the gap between government intentions and the actual results of funding and initiatives aimed at supporting minority-driven efforts in the industry.
Addressing minority representation in construction leadership isn’t just about fairness or meeting quotas; when leadership teams reflect the diverse workforce and customer base, companies are better positioned to innovate and adapt to market needs. Diversity in leadership encourages creative solutions, better decision-making, and stronger outcomes for the entire sector. By doing so, the construction industry can become more inclusive and better prepared for the future.
The current landscape of Australian construction leadership
Leadership in the Australian construction industry is still dominated by individuals from non-minority backgrounds, with women, Indigenous Australians, and people from culturally diverse backgrounds significantly underrepresented. Despite efforts to improve diversity, leadership roles remain largely held by Anglo-Australian individuals. Reports show that women occupy only a small percentage of these roles, and minority ethnic groups are also notably absent from senior positions. This lack of diversity is especially clear in larger firms, where top management is predominantly made up of people from less diverse backgrounds.
Minorities can often face systemic barriers that make it difficult to reach leadership positions in the construction sector. These challenges include limited access to mentorship, fewer networking opportunities, and a lack of representation in decision-making. Bias—both conscious and unconscious—continues to affect hiring and promotion, often sidelining minorities for leadership opportunities. Structural disadvantages, such as unequal access to funding, resources, and government contracts, also prevent minority-owned businesses from competing on equal terms.
The Australian government has introduced initiatives like the Women in Construction Strategy and Building Equality Policy to boost women’s participation and retention in the construction sector, showing positive intentions. However, recent findings reveal challenges in tracking the actual impact of these programs. The Department of Employment and Workplace Relations (DEWR) stated that their expenditure records don’t distinguish between costs for attraction, retention, and cultural improvement initiatives.
Additionally, EPIC Group’s report highlights a concerning gap: despite the government investing over $200 million in construction industry diversity initiatives since 2019, progress has been minimal. Key indicators show little change. The Workplace Gender Equality Agency’s 2023 report reveals that women make up just 12.7% of the construction workforce, an increase of less than 3% over the past decade, despite this significant funding.
The impact of minority representation in leadership
Diversity in leadership has a powerful impact on the economic performance and innovative abilities of organizations in the construction industry. When leadership teams include people from diverse backgrounds, they bring a variety of perspectives that lead to more creative solutions and better problem-solving. This diversity of thought is essential for tackling complex challenges in construction, such as managing large-scale projects and adapting to changing market demands. The economic benefits are clear: businesses with inclusive leadership see better financial results, more efficient projects, and higher profitability.
Inclusive leadership also plays a key role in creating a positive company culture, which boosts employee satisfaction and retention. When leadership teams reflect diverse backgrounds, they foster an environment where employees feel valued and empowered to share their ideas. This sense of inclusion leads to greater engagement, stronger commitment to the company, and lower turnover rates.
Current barriers to increasing minority representation
One of the biggest challenges to increasing minority representation in construction leadership is the lack of access to key resources, mentorship, and networking opportunities. Many minorities in the industry struggle to find the support systems needed for career growth. This is often due to systemic inequalities that exclude minority professionals from informal networks that drive career advancement and decision-making.
Beyond these structural barriers, implicit bias and discrimination also significantly hinder the progress of minorities in construction. Hiring and promotion decisions are often influenced by unconscious biases, leading to minority candidates being unfairly overlooked or judged based on stereotypes rather than their qualifications. Biases can also affect performance evaluations and project assignments, with minority employees sometimes receiving fewer opportunities or recognition than their peers. Structural discrimination adds to the problem, as historical inequalities have left minorities underrepresented in decision-making roles, limiting their ability to influence hiring practices and company policies.
Many initiatives often aim to improve outcomes, but many can struggle to deliver measurable results. Despite funding and implementation of Australian diversity programs over the years, EPIC Group’s report has highlighted several key programs, such as the Australian Apprenticeship Support Services and the Building Women’s Careers Program. However, concerns have been raised about how effectively these programs address issues in the sector.
One example comes from the Western Sydney Construction Hub, where a mentorship program launched in 2023 aimed to support 200 women entering the industry. Despite a $1.2 million investment, only 45 participants were active by the end of the year, and just 28 completed the program. The Australian Skills Quality Authority’s 2024 report shows that only 23% of these construction initiatives meet their participation targets, pointing to broader issues in program design and execution.
Beyond government initiatives: The need for active industry programs
Beyond government funding, many industry-specific programs are focused on increasing diversity in leadership across a range of sectors. In recent years, several construction nonprofits and organizations have launched a range of initiatives to build a more inclusive workforce and develop skilled leadership opportunities across a broader talent pool:
- Diversity Council Australia (DCA): DCA is Australia’s leading diversity and inclusion advocacy organization, dedicated to advancing diversity and inclusion in the workplace, including promoting minority representation in leadership.
Find out more: https://www.dca.org.au
- Australian Human Rights Commission (AHRC): AHRC works on promoting human rights and ensuring diversity and inclusion across various sectors, including advocating for the representation of minorities in leadership positions.
Find out more: https://www.humanrights.gov.au
- Women in Leadership Australia (WLA): WLA is an organization focused on empowering women to reach their full leadership potential, offering mentorship and programs to increase female representation in senior and leadership roles.
Find out more: https://www.wla.edu.au
- Reconciliation Australia: Reconciliation Australia is an independent organization that works to build positive relationships between Indigenous and non-Indigenous Australians, with initiatives aimed at improving Indigenous representation in leadership across sectors.
Find out more: https://www.reconciliation.org.au
- NAIDOC (National Aboriginal and Islanders Day Observance Committee): NAIDOC promotes and celebrates the culture and achievements of Aboriginal and Torres Strait Islander peoples, with a focus on increasing Indigenous leadership and representation across Australian workplaces.
Find out more: https://www.naidoc.org.au
- The Australian Indigenous Minority Supplier Office (AIMSSO): AIMSSO works to increase Indigenous representation in leadership positions through business development, government contracts, and leadership programs aimed at empowering Indigenous businesses and individuals.
Find out more: https://www.aimsso.org.au
- The Equality Institute: The Equality Institute is a non-profit organization focused on advancing gender equality and promoting the inclusion of women and gender minorities in leadership roles across industries.
Find out more: https://www.equalityinstitute.org.au
- Equal Opportunity Commission (South Australia): The Equal Opportunity Commission works to promote equal opportunities in employment and leadership, with a focus on creating inclusive workplaces and addressing barriers faced by minority groups.
Find out more: https://eoc.sa.gov.au
- Australian Women’s Chamber of Commerce and Industry (AWCCI): AWCCI advocates for the economic and professional advancement of women in business, promoting women’s representation in leadership and offering resources to support business growth for women entrepreneurs.
Find out more: https://www.awcci.org.au
- The Diversity and Inclusion Hub (D&I Hub): The D&I Hub is a resource and support centre that promotes diversity and inclusion in leadership roles across industries, with specific programs to assist minorities in accessing senior management positions.
Find out more: https://www.dihub.com.au
Building ahead for positive change: Solutions and recommendations
To create a more inclusive future in the construction industry, key policy changes are needed to break down barriers limiting minority representation in leadership. Hiring practices need to be updated to prioritize diversity. Recruitment efforts should actively seek qualified candidates from underrepresented groups through targeted outreach, partnerships with community organizations, and ensuring diverse hiring panels. Additionally, linking executive bonuses and company performance metrics to diversity and inclusion goals can incentivize leadership to commit to these changes. Policies should also ensure equal access to important resources like training, funding, and networking opportunities for minority employees.
Industry leaders play a major role in driving this shift. They must champion diversity by committing to clear goals and holding their organizations accountable. This can include initiatives like funding scholarships for minority students in construction management or forming diversity task forces within companies. Leaders should set an example by promoting minority employees into visible leadership roles and supporting their career development.
Another step is to offer education and training programs specifically designed for minorities. These programs should focus on leadership development, technical skills, and project management to help minority employees gain the tools needed to advance into senior roles.
Building a diverse future: Key takeaways on leadership equality in construction
Minority representation in construction leadership is not just about fairness—it’s a key factor for innovation, economic growth, and better company culture. Diverse leadership teams bring fresh perspectives that improve problem-solving, promote inclusivity, and lead to stronger decision-making, all of which are critical for the industry’s long-term success.
To move forward, the industry needs to take clear steps to break down barriers to minority advancement. This includes revising hiring practices, offering more access to mentorship, and supporting diversity initiatives. By committing to these actions, the construction industry can create a more equitable, inclusive, and successful future.
About PlanRadar
PlanRadar is a leading platform for digital documentation, communication and reporting in construction, facility management and real estate projects. It enables customers to work more efficiently, enhance quality and achieve full project transparency. By improving collaboration and providing access to real-time data, PlanRadar’s easy-to-use platform adds value to every person involved in a building’s lifecycle, with flexible capabilities for all company sizes and processes.
PlanRadar’s Australian chapter is currently partnered with the Australian Institute of Building, EPIC Group, Awesome Women in Construction (AWIC), Fire Protection Association Australia and was recently announced as a Best Stand Winner at the 2024 Fire Australia Expo, and an Established Suppliers Winner at the 2023 Australian National PropTech Awards in the category “Design, Build & Develop”. They also work closely with the Housing Industry Association (HIA) Australia, Future Place and Digital Built Environment.
Today, PlanRadar serves more than 150,000 users across 75+ countries.
About Angela Hucker (CEO and Founder, EPIC Group)
Angela is the CEO and Founder of EPIC, a TEDx speaker, internationally certified coach, mentor, ambassador, educator, and advocate for women in construction. She has over 25 years in the construction industry that started in her family’s commercial landscaping business. Breaking barriers early, she became one of the first women in Queensland skilled in locksmithing.
Angela’s expertise is broad, encompassing oil and gas, mega-projects, civil engineering, maritime and renewables. She has contributed to international projects in the Middle East, Asia, and Australia, with one of her projects featured on US TV show “Mega-Structures.”
Her firsthand experiences as a FIFO (Fly-In Fly-Out) worker spurred her to tackle the unique challenges women face in construction, ultimately leading to the creation of EPIC.
Angela’s commitment extends to her active roles in multiple committees with NAWIC, which focusses on diversity, inclusion, and advocacy. Her commitment to community service is evident through her volunteer work with organisations such as White Ribbon Australia, Beacon Foundation, Women Building Australia, and Be Hers.
Angela is passionately committed to making the construction industry a more welcoming place for women and driving it towards a sustainable future. Her leadership, vision, and dedication are paving the way for future generations of women in construction.
