Women only make up 31 per cent of the sector, with a discussion paper seeking views on how workplaces can increase support and create safe work environments for women from diverse backgrounds, in recognition that some groups of women face additional barriers to participation and career advancement.

The Victorian Women in Energy and Women in Manufacturing Strategies discussion paper responds to the Inquiry into Economic Equity for Victorian Women outlining some of the key reasons why women continue to be underrepresented in male-dominated industries.

Barriers to attraction, recruitment, retention, and advancement in energy and manufacturing are similar to other male dominated industries and include:

• Outdated perceptions and stereotypes of the types of careers available which affect women’s education and career choices, and they are reinforced when women are less visible in these sectors.
• Lack of access to trade and field-based jobs, which often involve rigid hours, regional travel, and sites that do not cater for women’s needs.
• Lack of financial support and flexibility for women doing apprenticeships and training programs – particularly for mature-aged women.
• Sexism and sexual harassment, resulting in low retention in these industries.
• Lack of wraparound supports available to women including mentoring, networking, leadership training and professional development opportunities. This leads to low numbers of women in leadership positions.
• Workplace gender inequality, such as lack of access to equitable paid parental leave, flexible working arrangements (including flexible start/finish times, shift work, rotating rosters and job share) and pay equity for all genders.

The discussion paper notes industry stakeholders have to date suggested the following opportunities and priorities may support women to enter and thrive in the sectors:

• Use government procurement to advance gender equality, including through introducing gender equality obligations in contracts.
• Take both a top-down and bottom-up approach, which involves engaging with both leaders and frontline workers. Leaders make decisions but frontline workers are the ones most affected by those decisions.
• Support small and medium-sized businesses to advance workplace gender equality. This is especially important in regional areas, where the labour supply is more constrained.
• Introduce gender equality targets, for example for women in leadership, technical and trade roles. These would need to be monitored for compliance.
• Showcase manufacturing and energy industries as great places to work, especially for young women and girls.

The discussion paper seeks more input on opportunities to attract, recruit and retain women, while removing barriers in these historically male-dominated workforces.

Minister for Women Natalie Hutchins said: “I look forward to hearing from the manufacturing and energy sectors about how we can support more women to carve successful careers in these industries.”

“Increasing women’s participation in male-dominated industries, especially in trade-based and leadership roles, will help women fully contribute to our state’s economy, towards a more equal state.”

Written submissions to the discussion paper are due via the Victorian Women in Energy and Women in Manufacturing Strategies by Thursday 30 November.