The construction industry in Australia, traditionally dominated by men, is slowly evolving, but women still remain significantly underrepresented in the field. According to data from Construction Skills Queensland (CSQ), despite female participation in construction reaching a record high in May 2024, women still only comprise 17% of the total construction workforce and just over 5% in construction trades. This lack of diversity is not only a reflection of the historical gender divide but also a challenge that the industry must address in order to meet growing demands.
As Australia faces ongoing skilled labor shortages, particularly in construction, the importance of gender diversity has never been more critical. A more inclusive workforce can help bridge these gaps, improve productivity, and bring diverse perspectives to project management, innovation, and problem-solving within the industry.
TAFE Queensland has seen a 60% rise in female apprentices since 2017, with participation in male-dominated trades increasing at four times the rate of their male counterparts between 2019-2024. As of June 2024, nearly 5% of female apprentices are training in traditional trades like construction, with the largest groups in electrical, automotive, and engineering fields.
Amanda Bulow, Founder & CEO at Awesome Women in Construction (AWIC), comments, “Showcasing the available roles within the construction industry will assist in the growth of female participation. When you talk about the construction industry, people automatically think of trades and labour roles. We need to talk about the other roles in the industry like surveyors, accountants, town planners, procurement, environmental scientists – the possibilities are endless.”
Harnessing diversity: The key to a thriving construction industry
Increasing apprenticeship and internship opportunities and encouraging greater participation are crucial for expanding the construction industry’s workforce – and supporting women’s growth in the construction industry is essential for the sector’s long-term sustainability. Women face significant challenges, including gender bias, underrepresentation in leadership roles, and a lack of mentorship opportunities. These barriers can create feelings of exclusion, isolation and lead to higher dropout rates, as the male-dominated culture of construction often discourages women from pursuing careers in the field. The limited visibility of women in senior positions not only impacts current workers but also deters younger women from considering construction as a viable career path.
To create a more inclusive and supportive environment, it is vital to promote education and training opportunities for women while implementing workplace policies that foster inclusivity and combat discrimination. Addressing these barriers will benefit not only women but the entire industry, as construction companies face challenges in meeting the demands of a growing population and infrastructure needs.
Addressing the construction education gap
Addressing the education gap is essential for increasing women’s participation in the Australian construction industry. Early exposure to construction careers, along with promoting STEM (science, technology, engineering, and mathematics) education and skilled trades training for girls, can significantly shape their career aspirations. Traditionally viewed as a male-dominated field, construction often lacks awareness of the opportunities available to women. By implementing initiatives like career fairs, school outreach programs, and mentorship opportunities, schools can help break down stereotypes and provide young women with insights into diverse roles within construction, ranging from engineering and project management to hands-on trades such as carpentry and plumbing.
AWIC’s groundbreaking Roadshow Snapshot initiative aims to inspire and equip students for future success in the construction industry by offering immersive, hands-on experiences beyond the classroom. Through industry-led site visits, factory tours, showroom sessions, and other creative opportunities, AWIC showcases the vast possibilities within the field. Designed to spark curiosity and ignite passion in the next generation of leaders, the 2023/2024 roadshow has traveled over 9,500 kilometers, engaging 5,000 students across more than 40 schools and offering 30+ industry site visits.
Vocational training and apprenticeships are also vital for overcoming barriers that women face when entering the construction industry. Historically, these programs have been male-oriented, limiting women’s access to valuable on-the-job experience. Initiatives and programs like Construction Skills Queensland (CSQ), a partner of Awesome Womem in Construction (AWIC), offer financial support, mentoring, and job placements specifically designed to encourage women’s entry into construction. Explore the upcoming 2024-2025 CSQ Training Plan for more information here.
Additionally, partnerships between industry leaders and educational institutions can develop specialized courses and training programs that promote diversity and cater to women’s needs in today’s evolving workforce. By making apprenticeships more accessible and targeted towards women, the industry can foster an environment where women can learn, grow, and thrive.
Leon Ward, Regional Lead (Australia + New Zealand) for PlanRadar, comments, “Programs that are designed to attract more women by offering flexible learning pathways, work placements, and dedicated support networks, are essential in addressing the current education gap.”
Building an inclusive construction workforce: The importance of empowering women through equal opportunity
The Australian construction industry has historically been dominated by a male workforce, but the need for an inclusive environment is becoming increasingly apparent. Empowering women through equal opportunity is vital for fostering diversity, enhancing productivity, and driving innovation within the sector. A gender-inclusive workforce not only benefits individual workers but also strengthens the industry by improving problem-solving capabilities and broadening perspectives, which contributes to the success of construction projects. To achieve this inclusivity, construction companies must implement comprehensive policies that actively promote gender equality and address workplace biases, including equitable hiring practices and family-friendly arrangements.
Mentorship and networking programs are essential for supporting women’s growth in construction, providing guidance and fostering connections with peers and industry professionals. These initiatives enhance professional development while creating a sense of belonging in a traditionally male-dominated field. Additionally, encouraging women to pursue leadership roles is crucial for breaking down barriers and reshaping perceptions. Investing in development programs and leadership training specifically for women can equip them with the skills and confidence needed to take on these roles, ultimately contributing to effective decision-making processes within the industry.
Amanda Bulow notes, “Being a member of AWIC gives women in construction the unstoppable confidence to pursue a meaningful career and be supported in their success by a strong community that champions personal and commercial growth.”
Breaking down barriers in the Australian construction industry
Breaking down barriers in the Australian construction industry is vital for creating a more inclusive and equitable environment for women. The sector has historically faced significant gender disparities in representation, compensation, and working conditions. One of the most pressing challenges is the gender pay gap, with women earning considerably less than their male counterparts. To address this, companies can implement transparent pay structures and conduct regular pay audits to ensure equal pay for equal work. Additionally, offering negotiation training can empower women to advocate for fair compensation. By prioritizing financial equity, construction firms not only support their female employees but also enhance overall workforce morale and productivity.
Flexible work arrangements and parental support are crucial for retaining women in the workforce, as the demands of the construction industry can conflict with family responsibilities. By introducing family-friendly policies, such as flexible hours, remote work options, and parental leave, companies can improve job satisfaction and retention rates. Providing on-site childcare facilities or partnerships with local childcare services can further alleviate pressures on working parents. Moreover, promoting both physical and psychological safety is essential. Companies should implement comprehensive safety policies that address the specific needs of women, ensuring access to proper facilities and a workplace culture that emphasizes zero tolerance for harassment and discrimination.
Leon Ward notes, “By fostering an environment where women feel supported, valued, and capable of advancement, the construction industry can better equip itself to meet future challenges – all while promoting a more diverse and dynamic workforce.”
The role of industry and government in driving change
The role of both industry and government is vital in supporting women’s growth within the Australian construction industry, particularly as the sector grapples with ongoing gender disparities. Strategic policies and collaborative efforts can create a more inclusive environment that benefits not only individual women but also enhances the industry’s overall effectiveness and competitiveness.
In recent years, industry associations and regulatory bodies have adapted to growing awareness of the diversity skills shortage implemented a range of initiatives, which provide grants and training support to increase women’s representation:
Partnerships with educational institutions further create pathways for women, ensuring access to relevant training programs and demonstrating a commitment to fostering an inclusive workforce.
Industry-wide collaboration is equally essential for advancing gender equality. Construction firms, trade unions, and advocacy groups can work together to share best practices and develop initiatives aimed at mentoring women and promoting networking opportunities. Successful partnerships, such as those creating scholarships for women in construction, amplify individual efforts and foster a sense of community. However, despite these advancements, ongoing support in areas like education and awareness campaigns is crucial for challenging stereotypes and promoting diversity initiatives. Companies must regularly assess their policies on recruitment, pay equity, and workplace culture to align with gender-inclusive goals.
Amanda Bulow adds, “Creating opportunities for women to be heard in the workplace is paramount. A platform where they can share their stories and experiences. This includes inviting female speakers to events and conferences. All of these will engage, empower and amplify the voices of women in construction.”
About Awesome Women In Construction (AWIC)
Awesome Women in Construction (AWIC) is a Queensland-based not for profit organisation with a national footprint, championing all women to have meaningful and rewarding careers in the construction industry. What started in March 2017 with just 14 ladies attending a ‘women in construction breakfast’, is now a powerful community impacting the active careers and future careers of countless women.
AWIC is now a key player in the movement towards gender equality and empowerment in a traditionally male-dominated industry. With a robust membership base, education and training network, stellar industry reputation, government support, and a proven track record of impactful initiatives, AWIC is committed to the growth and sustainability of the construction sector, and are actively seeking corporate partners who share our vision of increasing female representation from 15%* in 2024 to 40% by 2040.
Find out more at the AWIC website, or follow AWIC on Facebook, LinkedIn, Instagram or TikTok.
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, AWIC, EPIC Group, 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.
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