Gender Imbalance in the Construction industry

The Australian construction industry has been long dominated by men and, despite efforts to increase gender diversity, women remain significantly underrepresented. According to statistics, women make up only 13% of the construction workforce, of which 11% are construction professionals and only a marginal 2% of trades occupied by women.

Stereotypes and preconceptions about the roles and capabilities of women in traditionally male-dominated fields can create significant barriers to entry and advancement.

According to a 2022 survey conducted by The National Association of Women in Construction (NAWIC), 74% of construction trade respondents said they found it challenging to complete their apprenticeship. Some reasons cited were; the work environment was not supportive, toxic presence of all white, male management, a lack of female colleagues or supportive mentors, and not being given enough opportunity to learn and practically implement the knowledge.

Appallingly, 71% of overall respondents reported sexual harassment, abusive comments, aggression/intimidation, gaslighting and bullying throughout their career. The trade apprentice category (39% of the survey recipients) reported the highest-level harmful behaviour.

Gender pay gap remains a stubborn issue, with the construction industry still the largest of any industry in Australia at 31.8%. Data produced from the Workplace Gender Equality Agency shows that women in leadership roles links to a lower company gender pay gap, not including the remuneration of the CEO and Director roles. The data is clear, employer gender pay gap decreases as the proportion of women in management increases. The recommended goal is for a balance of at least 60/40 men vs women in any leadership team to make real change.

Encouragingly, despite these challenges and obvious areas for improvement, there is growing recognition of the importance of gender diversity in the construction industry. Many companies are implementing initiatives to attract and retain more women, including targeted recruitment efforts, mentorship programs, and diversity training for employees. Government policies and industry associations are also advocating for greater gender equality and inclusion in construction. For example, the NSW Government is investing $20.2 million in the Women in Construction program over 3 years.

While women continue to face significant challenges in the Australian construction industry, there are some promising signs of change. Social attitudes are evolving, and knowledge of gender issues is increasing.

By raising awareness and addressing issues of gender bias and discrimination and promoting diversity and inclusion, the industry can create a fairer and more balanced future workforce.

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