The % of women in construction was higher in 1987 than it is today. These 2 things are holding us back!

What are the statistics in our sector?

A $134 billion industry that is growing by 2.8% annually
1.1 million people are employed in the construction industry
Women only make up only 2-3% of the of industry’s on site workforce, Less than 11% in total

Female Representation in Australia

Construction: 11.8% of employees 16% of managers
Mining: 15.1% of employees 13% of managers
Utilities: 22.6% of employees 16% of managers.
Women are 2.5 times more likely to own & run their own business than Women not in construction

“Female participation was higher in 1987 than it was in most of the years since.”

Construction is Australia’s third largest employer and most male-dominated sector”
Women leave construction 38 per cent faster than their male colleagues, and rarely reach management”
Attracting and retaining underutilised sources of talent, including women, is key to addressing this skills shortage.

This is particularly true in industries that have relied traditionally and historically on men to fill roles, including the construction and utilities industries.

Establishing Equality isn’t just better Culturally, but According to Goldman Sach, Economically it is a “worthwhile investment”

Narrowing the gap between male and female employment rates in Australia could potentially boost GDP by 11%.5, in addition to;
An increase in female labour force would increase Australia’s economic growth in the next decade by $25 billion.

So what are the TWO major obstacles currently preventing equality within the Construction sector?

Strategic Alliance
- A lack of transparency around how progression and promotions occur strengthens the need to form strategic alliances with senior representatives
- The Way Forward Extensive structural barriers remain in relation to women’s recruitment, retention and progression. For change to occur, gender equality and diversity need to be owned by company and project leaders. Company policies and initiatives need to address work practices that act to undermine women’s inclusion and women and men’s wellbeing. These strategic alliances are habitually closed to women.
Access to Opportunity
- Career progression is highly dependent on proving that you can deliver projects successfully.
  With Women being new to enter the sector, this impacts their potential for career progression. In traditional circumstances, men are naturally competitive & confident, women however learn & grow differently.
- There is significant evidence surrounding the power in numbers. As a minority, women are often choosing to be chameleons within the construction sector. Quote as “intentionally flying under the radar to remain neutral, & withstand their current position.”
- Lack of female leadership is severely affecting the career development of women within the sector as women grow in environments they feel safe in.

Changing the WHY to the HOW..

Top 100 Unique Value Proposition

Construction has one of the highest rates of suicide, highest amount of defaults, bankruptcies and lowest amount of equality.. In a sector that is growing on average 2.8% annually, we believed it wasn’t good enough. And we could be better…