The construction industry is evolving, and women are at the forefront of driving meaningful change. In this exclusive interview, Melinda Davis, a passionate advocate from Empowered Women in Trades (EWIT), shares her insights on the challenges women face in construction, the initiatives reshaping the industry, and the transformative power of inclusion. From breaking stereotypes to fostering mentorship, Melinda’s vision for a diverse and equitable sector highlights the critical role women play in building a stronger, more innovative future for construction in Melbourne and beyond.

 

About Melinda Davis: 

Melinda is the General Manager of Empowered Women in Trades (EWIT), a national not-for-profit dedicated to creating equitable pathways for women and non-binary people into skilled trades. With a passion for systems change and a career rooted in social impact, Melinda leads EWIT’s strategic direction, industry engagement, and grassroots program delivery with a clear mission: to break down barriers, build inclusive workplaces, and rewrite what it means to thrive in trades.

Drawing on a background in education, leadership and advocacy, Melinda is a driving force behind EWIT’s work to close the gender gap in traditionally male-dominated industries. She has championed immersive training programs, inclusive employer partnerships, and national campaigns that empower women. Melinda believes that gender equity is not just a women’s issue – it’s a workforce, economic and cultural opportunity. She is known for her authentic leadership, courageous conversations, and unwavering belief in the power of representation. Melinda is committed to building a future where trades are bold, diverse and deeply human.

 

What are some of the challenges women face in construction? Can you share a personal experience or observation from you or your colleagues?

One of the biggest challenges is not a lack of skill or interest – it’s a lack of belonging. Women in construction often face outdated stereotypes, limited access to inclusive training pathways, and workplaces that aren’t set up with them in mind – from PPE that doesn’t fit properly to a lack of visible role models.

I’ll never forget a young woman we supported through one of our immersion programs. She had all the talent, drive, and hands-on skill to thrive on site – but she told us the hardest part wasn’t the work, it was constantly feeling like she had to prove she deserved to be there. That’s why we’re so passionate at EWIT about changing culture, not just filling quotas.

 

What initiatives have you or your leadership implemented to promote gender diversity and inclusion within the construction industry, particularly in traditionally male-dominated roles?

At EWIT, we focus on building the entire pipeline – right from awareness to long-term retention. Our programs start with immersive career exploration and hands-on experiences for women and non-binary people, allowing them to try trades in safe, supportive spaces. We pair this with industry role models, mentoring, and employer partnerships that are committed to long-term cultural change – not just ticking a box.

We also run employer training on inclusive leadership and gender-responsive workplaces, and we work closely with unions, RTOs, and government to create system-wide impact. This is about rewriting the rules – not asking women to fit into an outdated system.

 

How do you see the role of women evolving in the construction sector in Melbourne, and what opportunities do you believe exist for further empowering women in this field?

Melbourne has a huge opportunity right now. With major infrastructure projects underway and a growing focus on equity in the workforce, we can rethink what a career in construction looks like – and who gets to succeed in it.

We’re seeing more women stepping into apprenticeships, leadership roles, and even starting their own businesses. But we need to meet that momentum with meaningful structural support: from flexible rostering to career progression plans that don’t penalise women for taking time off or working part-time.

The future of construction is diverse, skilled and values-led – and women are central to that.

 

In your opinion, what structural changes are necessary within the construction industry to create a more inclusive and supportive environment for women, and how can these changes benefit the sector as a whole?

We need to stop treating gender equity as a ‘soft’ issue – it’s a human issue, a workforce sustainability issue, and a leadership issue.

Key structural changes include:

• Embedding zero-tolerance policies around harassment for all humans

• Creating clear pathways for promotion and leadership for women in all roles

• Redesigning rosters to allow for work-life balance- think outside the box models

• Updating PPE and site facilities to suit all bodies and genders

• Adopting inclusive language and showcasing great humans in the industry

When we create inclusive workplaces, we don’t just retain women – we retain good people. Teams become more innovative, safer, and more productive. Inclusion benefits everyone.

 

Can you share a success story or highlight a project where the contributions of women in construction have led to innovative outcomes and enhanced project success?

One of my favourite stories is from a manufacturing partner we worked with recently who had never hired a female tradesperson before. After working with EWIT to build inclusive recruitment and onboarding processes, they brought on two women through a pilot program.

Not only did those tradeswomen become standout employees – they also helped identify process improvements on the factory floor that saved time and money. Their unique perspective brought fresh eyes to old problems.

Innovation doesn’t just come from new tech – it comes from new voices at the table.

 

How do you envision the future of mentorship and professional development programs for women in construction, and what impact do you believe these initiatives can have on career progression and retention rates within the industry?

Mentorship is the game-changer. But we need to think beyond informal buddy systems – we need structured, funded mentoring and leadership development programs that are co-designed with women.

At EWIT, we’re investing in programs that connect early-career tradeswomen with experienced mentors who understand the unique challenges of the industry. We’re also pushing for employers to embed mentoring into their organisational culture, not just outsource it.

The impact? Greater confidence, better retention, stronger leadership pipelines – and most importantly, a sense of belonging. Because when women feel seen, supported and valued, they stay – and they thrive.

 

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