The right mix: supporting the gender shift

Traditionally dominated by males, the infrastructure industry is evolving, moving towards a more balanced gender representation. Leading players are realising that diverse and inclusive workforces are not only a stronger reflection of modern society’s values, but also a sound investment in future business success.

Gender equality in the infrastructure industry is no longer discussed just around the water cooler, or defined by a string of token gestures, but is becoming an open discussion, voiced loudly and proudly from prominent political and industry platforms.

It’s not only female leaders championing the cause – and contributions – of women at work, but their male counterparts who understand the importance of ingraining equal opportunity in all areas of employment.

For Duncan Richards, AECOM’s Brisbane-based Technical Director – Buildings + Places, men can be the catalyst for a flexible and inclusive workplace environment.

“A business can take an official stance, but it also needs to flow down through teams so the actions of individuals are aligned with our diversity position,” he said.

While the shift in thinking has seen more boards of infrastructure companies agitate for, and achieve, greater female representation, the reality is that, in the infrastructure industry at least, the majority of leadership roles remain with men.

It’s a fact that places part of the responsibility to drive the gender equality agenda squarely at the feet of male leaders, believe Richards, a father of two daughters himself.

“I don’t necessarily want my daughters to go into science or engineering careers, but I want them to have the choice,” Richards said.

“We must move beyond the exclusion of an entire profession purely because it doesn’t offer sufficient flexibility to manage a career and balance family arrangements.”

The flexibility push

An appetite for flexible work options – aided by technological and connectivity advances – has resulted in many companies introducing policies that allow both men and women to tailor their employment requirements to better reflect the realities of early 21st century living. Working from home, working remotely, working part-time, and alternate start and finish times are some way off becoming standard practice, but slowly, these ways of working are challenging decades-old perceptions of what constitutes “work”. The days of being chained to one’s desk are coming to an end, and that has positive implications for both genders’ approach to work.

Richards advocates the creation of a workplace environment that encourages, rather than dissuades, employees from taking advantage of flexible arrangements, regardless of gender.

In 2013, he negotiated a part-time work agreement to support his wife while she pursued further education.

“One of the biggest challenges is changing the way we think about flexible workplace arrangements,” he said.

“We need to ensure that women won’t be disadvantaged in the business if they adopt flexible working practices, and we need to reduce the stigma faced by men if they choose flexible working arrangements, too.”

Normalising language and behaviours

Recognising the ongoing challenges faced with regards to unconscious bias in the workplace, executives and influencers from Laing O’Rourke, Aurizon, Robert Walters, Queensland Urban Utilities, Energex, the Queensland Department of Transport and Main Roads, and AECOM came together in mid-2015 to discuss solutions and create a platform for change through the Leaders in Infrastructure – Diversity & Inclusion series.

Participants connected via a shared commitment to address the structural, cultural, personal and interpersonal barriers that hamper gender diversity efforts.

A second series held in March 2016, which welcomed several new industry particpants, has spawned a Diversity in Infrastructure – Industry Group, a group mentoring circle, and a whole-of-supply-chain focus on flexibility and gender diversity in the workplace.

Davina McCormick, Queensland Urban Utilities’ Manager, Customer Experience Strategy – Customer & Community attended the inaugural series and is a member of the industry group. She envisions a bright future as more companies join the push for gender equality and the momentum created becomes unstoppable.

“My Mum used to say to me constantly ‘you can be whatever you want to be, you can do whatever you want to do,” she said.

“The future for me is where that actually becomes true – that opportunities are open to anyone, regardless of gender, race or cultural background. It really is an opportunity-driven world.”

Fostering change in the pay packet

According to the Workplace Gender Equality Agency, the pay gap between men and women in Construction and Professional/Technical Services hovers around the 26-27 percent mark. While the number of female board level executives doubled between 2010 and 2014, it still peaked at just under 19 percent. These numbers show that while much is being done in the background to foster change and progress is being made, much work remains to be done.

The commitment to achieving gender equality must be holistic and sustained, delivered through a collective voice. Leading firms support the removal of barriers to the full and equal participation of women in the workforce, the elimination of discrimination in any form, the provision of access to leadership roles and like-for-like salaries as it can – and does – result in better business outcomes. Workplace equality – achieving the right mix – is not just the right thing to do; it’s also pivotal to a company’s long-term economic growth.

The Diversity in Infrastructure – Industry Group meets monthly with participating infrastructure focused organisations to tackle Diversity &Inclusion challenges and encourage a positive change within the wider industry. To find out more visit – http://www.diversityininfrastructure.com.au/