Boosting Retention of Women in Construction: Improving Transitions in and out of Parental Leave: Rapid literature review

Abstract

Australia’s construction sector continues to struggle to attract and retain women workers. A key area of strategic importance is how women are supported in the workplace before, during and after taking parental leave. Research has found that these periods are pivotal in a woman’s career, and the decision to remain in or return to work. There has so far been little research into the experiences of women in construction before, during and after pregnancy and parental leave, and how to help employers and workers navigate this critical time.

This review provides an overview of the literature on how women “transition” between the workplace and parental leave, as pregnant workers taking leave as new parents returning to work. It identifies examples of leading policies and practices within construction and other industries and it highlights areas where more research is needed. The review is part of a broader project investigating how to assist women to remain in frontline construction roles in NSW during pregnancy and after taking parental leave.

Construction is Australia’s most male-dominated industry. Despite numerous efforts to improve gender equality in the sector, women make up only 13.6% of the workforce (ABS 2024). Among trades workers, women comprise only 3% of workers (ABS 2021).

The barriers to women staying and progressing in the sector are well known. The working culture can be harmful and hostile to women. Women in construction have experienced sexual harassment, discrimination and bullying. They are excluded from workplaces by a lack of female facilities and belittled by male colleagues who question their competence.

Work practices in the industry are another obstacle to women’s participation. Construction workers are expected to be available for long and inflexible work days, driven by pressures to complete projects on tight timelines and budgets. These work practices are incompatible with other responsibilities that many women have, such as caring for children.

Parental leave entitlements in the sector are patchy. According to the National Employment Standards, all employees who have worked with their employer for at least 12 months, including casual employees, can take unpaid parental leave and have their job protected for at least 12 months. The Australian Government Parental Leave Pay scheme currently provides 22 weeks of leave paid at the national minimum wage to parents who meet the criteria. However, employer provided parental leave schemes in the sector are limited, and many employees do not experience the full benefits of the statutory provisions, such as having their job protected for 12 months.