How Victoria’s Women in Construction Strategy Is Addressing the Gender Gap in Construction

Shaping a More Inclusive Industry

When the Building Equality Policy was introduced, women made up only around 2% of the construction trades workforce in Victoria, highlighting the industry's significant gender imbalance. To address this, the Victorian Government, in collaboration with the Building Industry Consultative Council (BICC), developed the Women in Construction Strategy 2019 to 2022.

The strategy aims to increase women's participation in trades and semi-skilled roles, ensuring the industry becomes more inclusive, diverse, and sustainable. With a growing demand for skilled workers, integrating more women into construction is not only a matter of gender equality but also an economic necessity.

Key Pillars of the Women in Construction Strategy

The strategy focuses on three critical areas to attract, recruit, and retain women in the sector:

• Attracting more women into construction through school programs and career awareness initiatives.
• Improving recruitment practices by creating clear entry pathways into trade and semi-skilled roles.
• Retaining women in the industry by fostering supportive and inclusive workplaces.

By addressing cultural barriers, informal hiring networks, and a lack of visible role models, the strategy aims to create long-term change in how the industry operates.

Using Procurement to Drive Change

One of the most significant levers for increasing gender diversity in construction is government procurement policy. As one of the largest investors in infrastructure, the Victorian Government has embedded gender equity requirements in publicly funded projects to ensure greater participation of women in the industry.

Building on the Strategy: The Building Equality Policy (BEP)

In January 2022, the Victorian Government introduced the Building Equality Policy (BEP) to strengthen the impact of the Women in Construction Strategy. On in-scope government construction projects, the BEP requires that women perform at least:

• 3% of the total estimated hours of work for each trade position
• 7% of the total estimated hours of work in non-trade Construction Award roles
• 35% of the total estimated hours of work in management, supervisory and specialist roles
• 4% of the total estimated hours of work as apprentices, trainees and cadets

These targets ensure that women are not only entering the workforce but also securing leadership and career advancement opportunities within the sector.

For what the policy requires of contractors and how to report against it, see our Building Equality Policy reporting guide.

Creating a More Diverse and Sustainable Industry

By embedding gender diversity targets into major infrastructure projects, Victoria is setting a national benchmark for improving women's participation in construction. With ongoing policy support and industry collaboration, these initiatives will help create a more inclusive, diverse, and skilled workforce, benefiting both individuals and the broader economy.

Victorian Government, Women in Construction Strategy