Construction is one of the largest industries in Australia, employing about 1.34 million people. This represents 9.2% of the national workforce. And yet, it also has the lowest percentage of women’s participation, with a 13% female share, and only 2.9% working in trades. This is inconsistent with the fact that women comprise almost half of Australia’s workforce.

The building and construction sector in Australia employs 1.32 million workers and is vital for economic growth. However, the industry is facing a pressing need for around 500,000 new workers according to a 2024 Master Builder’s Australia report, highlighting the importance of attracting more women to construction roles. Increasing female participation not only addresses workforce shortages but also enhances diversity and innovation within the sector.

The 2024 report states that despite a positive shift in female participation in the construction industry over the last decade, significant barriers still hinder progress. Between November 2019 and November 2020, the percentage of women in Australia's construction sector increased by 21%, rising from 11% to 14% (see figure above). While this recent growth is encouraging, it highlights a broader issue: women's participation has seen minimal advancement over the years, as evidenced by the fact that in 1998, women comprised 13.8% of the construction workforce. This stagnation underscores the need for continued efforts to enhance female representation in the industry.

With “only about three percent of [women] on the tools” and women typically having higher qualifications than men but being concentrated in administrative roles rather than trades according to the 2024 report, it is clear that more female participation is needed, and “and more needs to be done by employers, industry groups, educational institutions, and all levels of government.” 

To explore effective solutions for these challenges in the Australian construction industry, we interviewed three co-founders of Future Lady Tradies, a non-profit charity committed to empowering women to pursue careers in trades. Their insights shed light on innovative approaches to enhance female representation and drive meaningful change within the sector.

 

About Kayla, Aleah and Taleah

Kayla, Aleah and Taleah are co-founders of Future Lady Tradies (FLT), a youth-led charity based in Queensland that supports young women entering and staying in blue-collar trades. They started FLT after seeing first-hand how many young women fall through the cracks in male-dominated industries like construction, not due to lack of interest, but due to a lack of connection, support, and visibility. They exist to change that.  

 

 

What are some of the challenges women face in construction?

“Women in construction often face isolation, gender-based assumptions about their capability, and a lack of appropriate facilities and workwear on-site,” the co-founders state.

“One of the biggest challenges we see is not just getting a foot in the door but staying there. For example, we’ve supported first-year female apprentices who left within six months due to hostile environments or not being taken seriously. These aren’t isolated cases, they’re systemic.“ 

 

Kayla, Aleah and Taleah highlight a big issue, the retention of women in construction. According to Victoria’s Women in Construction Strategy, “women do not get or keep the jobs”. Although enrolment of female students in construction and trade courses at registered training organizations (RTOs) is increasing, there remains a significant gap between the number of women studying these fields and those who are employed in construction long-term.

 

The Victorian Government Strategy highlights several other challenges faced by women in the construction industry. Many women find themselves in less secure, low-paid positions and are often employed in ancillary roles, which limits their career progression and contributes to poor retention rates. Additionally, women frequently feel excluded and unwelcome in the workplace. Rigid work practices, a traditionally masculine culture, what the 2024 Master Builder’s Report describes as the perception that construction is a "man's world”, maternity leave stigma, gendered violence, inadequate facilities and equipment, and informal recruitment processes all contribute to the low representation and retention of women in construction.

 

What initiatives have you implemented to promote gender diversity and inclusion? 

Future Ladies Tradies explains, “Through our programs like Build it Like a Tradie and our mentorship model, we aim to increase female participation and retention in trades. We provide access to female role models, worksite visits and connections with employers who are actively building inclusive teams.”

“A key initiative we’ve launched is the Female Friendly Workplace Accreditation (FFW) - a practical tool to hold employers accountable, help them adapt to generational change, and ensure women feel safe, supported, and respected on site. It’s about more than ticking a box; it’s about helping companies create environments where female apprentices can thrive."

"We also run regular school outreach and awareness campaigns to shift perceptions of what’s possible for young women in the trades.”  

In their annual report, Master Builder’s Victoria also underlines the importance of mentorship, stating that networks and mentorship initiatives are instrumental in advancing women's careers. Access to a supportive peer group for guidance, assistance, and camaraderie is essential for attracting and retaining women in the building and construction industry. This support helps facilitate their progression into leadership and management positions.

 

How do you see the role of women evolving in construction? 

“Women are no longer just “breaking into” construction - they’re beginning to lead within it. We’re seeing female apprentices mentoring others, starting businesses, and influencing workplace culture,” the co-founders said. 

“The opportunity now is to normalise women in leadership across trades and make sure they’re not an exception but the standard. That begins with early exposure and long-term support.” 

 

What structural changes are needed in the industry? 

Future Lady Tradies outlines what is needed in the industry:

“Construction needs to: 

• Improve site facilities 
• Adopt inclusive policies for hiring and mentoring 
• Encourage flexible work arrangements 
• Invest in cultural training for teams 

These changes benefit everyone, not just women. Inclusive, respectful workplaces are safer, more productive, and better at retaining staff overall.”

 

Can you share a success story? 

“Although we have helped place apprentices into meaningful positions, the real success story comes from the industry getting behind us. When employers step up to actively support female apprentices - by creating safe, inclusive workplaces and partnering with us on programs - it sends a powerful message to the next generation. It shows young women that the construction industry is serious about change and committed to building a more diverse, inclusive future in the trades. That collective commitment is what drives long-term impact”, the co-founders share.

 

A diverse and inclusive future offers numerous advantages for the industry, as highlighted in the 2024 Master Builders report. Enhancing female participation yields multiple benefits, including improved productivity, economic growth, and greater financial independence. It fosters an inclusive and diverse culture while addressing the critical workforce shortages in the building and construction sector. Additionally, it creates long-term, financially stable career paths for women, along with economic security, job creation, and leadership opportunities. Many in the industry recognise women as exceptional communicators and multi-taskers with a keen eye for detail - skills that are highly valuable. A more diverse workforce also introduces varied perspectives in problem-solving. Therefore, collective efforts are needed for driving meaningful progress and ensuring a sustainable future in construction.

 

What’s the future of mentorship and professional development for women in trades? 

Kayla, Aleah and Taleah said, “Mentorship is critical. We envision structured mentorship programs funded at the state level and embedded into training organisations and employers.”

“Development shouldn’t stop at apprenticeship either - we need to support women in progressing to leading hands, site supervisors, and business owners. This will significantly increase retention and career satisfaction.”

 

Initiatives like those from Future Lady Tradies demonstrate the importance of mentorship, support, and creating inclusive workplaces. By fostering an environment where women can thrive, the industry can not only address critical workforce shortages but also enhance diversity and innovation. We would like to extend our heartfelt thanks to Kayla, Aleah and Taleah from Future Lady Tradies for their valuable participation and insights during this blog interview. Their dedication to empowering women in the trades is truly inspiring and pivotal for driving meaningful change in the construction industry. 

 

As we move forward, it is essential to implement structural changes and promote female leadership to ensure that women are not just participants in the construction industry but are recognised as integral leaders shaping its future. The collective commitment to creating a more inclusive industry will ultimately drive lasting change and benefit all stakeholders involved.

 

Social Links - Connect with Kayla, Aleah and Taleah

• Website: www.futureladytradies.au  
• Instagram: @futureladytradies 
• Facebook: @futureladytradies 
• LinkedIn: @futureladytradies

 

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