In 2024, the National Association of Women in Construction championed advocacy by delivering key campaigns in conjunction with its chapters, focusing on core priorities for change and reform across the sector.
By the National Association of Women in Construction (NAWIC).
Safe and appropriate facilities
Starting the year with a bang, we focused on one of our five priorities – appropriate facilities. For too long, women have been required to travel to, share, or use unsafe toilets – or, worse, have no access to toilets at all. This issue is critical not only for women’s safety but also for all workers, particularly those with gastrointestinal-related illness.
In Australia, every state and territory require employers to provide “appropriate facilities.” But what does this mean? While the government has not specifically defined what constitutes an appropriate toilet, it has set out minimum requirements, which include:
- Fitted with a hinged seat and lid.
- Adequate lighting and ventilation.
- Clear signage.
- A hinged door capable of locking from each side of the cubicle.
- Privacy for users ensured through positioning.
- Separation from other rooms by an airlock, a soundproof wall and a clearly marked separate entrance.
- Supplies including toilet paper, handwashing facilities, rubbish bins and, for female workers, hygienic disposal for sanitary items.
For mobile workplaces, employers are responsible for locating and providing access to toilets and allowing additional time for travel in addition to regular breaks. For remote workers, employers must provide portable toilets in a secure location with safe access.
Do your workplace toilets meet these standards? Inadequate or unsafe toilet access is a workplace safety risk. Every worker has the right to accessible and safe facilities.
More women in leadership
In July, we conducted research into the top 20 construction companies and developers, which showed that, on average, less than 20 per cent of the leaders in these companies are women. Opportunities for women to move into leadership roles are a key part of encouraging women to enter the industry.
We hear from our members that they do not always feel there is a place for them in leadership within their organisations. NAWIC is developing a framework to support companies and individuals by identifying barriers and providing practical guidance on increasing the representation of women in leadership. The barriers to women in leadership include:
- Lack of mentorship, support and guidance.
- Male-dominated workplace cultures.
- Lack of flexibility upon women’s return to work.
- Long working hours and rigid work structures.
- Sexual harassment.
- Gender pay disparity, and more.
The-not-so-little things
For women in the construction industry, microaggressions play a large role in the low rates of retention, job satisfaction, promotion, representation and more. Microaggressions are seemingly small, indirect and subtle jabs that happen often and are widely felt. They can take the form of insensitive statements, questions or assumptions and are linked to the unconscious bias of the aggressor. By themselves, they may seem little, but over time, their cumulative impact is not-so-little.
The not-so-little things affecting women in construction report underscores the importance of addressing microaggressions within the industry. As evidenced by the data and personal anecdotes shared, these seemingly minor acts of discrimination can have personal, professional and financial impacts on those who experience them. Recommendations for cultural change from the report include:
- Education and training for line managers and supervisors.
- Facilitated roundtable discussions with industry decision-makers.
- Creation of tools to understand organisational cultures.
- Independent complaints/whistleblowing line.
- Subsidised legal support – NAWIC members can now access free legal advice.
- Government lobbying, and more.
It is our hope and goal that this report will serve as the catalyst for change, prompting organisations to reevaluate their cultures, implement effective measures to counteract microaggressions, and create a more inclusive and respectful working environment for all.
What’s next
NAWIC national chairperson Jennifer Gillett, interim general manager Kylie Judd and CEO Cathryn Greville have met with multiple federal ministers and senior Commonwealth officials to outline NAWIC’s agenda, ensuring we remain front of mind leading into a likely federal election in 2025. These engagements have included meetings with federal ministers, and active discussions with multiple departments and regulators, both federally and in Victoria.
NAWIC has also appeared on radio, participated in panels, and been represented in roundtables to talk about issues impacting our members. We will continue to highlight the importance of changing behaviours and cultures to ensure more women are represented, entering and supported in the construction industry.
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