Attracting female talent

Employing women

Addressing Australia’s skills shortage, especially in industries like construction and engineering, is crucial. Despite this shortage, organisations struggle to attract female talent to these male-dominated sectors. This toolkit aims to guide employers in implementing effective strategies to attract and engage women, broadening their talent pool and fostering gender diversity.



As the construction industry evolves, fostering diversity becomes imperative for growth and innovation. Hiring women in construction contributes to a more inclusive workforce and taps into a vast talent pool.

Recognizing the need to bridge the skills gap, leading organisations establish relationships with schools, universities, and community groups to promote awareness of career opportunities for women. Activities range from engaging with schools to partnering with industry-specific forums, all aimed at encouraging more women to explore and pursue roles in traditionally male-centric industries. These proactive initiatives aim to diversify the talent pool and foster gender inclusivity in male-dominated sectors.

Job advertisements that attract women to apply

Crafting Inclusive Job Advertisements

Crafting inclusive job advertisements

  • Redefine the message
    Job ads reflect organisational culture. They should appeal to women by showcasing inclusive values and a commitment to gender diversity.
  • Visual representation
    Use imagery showcasing women in non-traditional roles to break gender stereotypes and attract female applicants.
  • Language matters
    Employ gender-neutral language in ads and promotional material to encourage women to apply.

Strategic placement of advertisements

  • Diverse channels

    Move beyond traditional advertising spaces. Utilise social media platforms frequented by women, target female-centric publications and engage in non-conventional advertising avenues.

  • Influencer targeting

    Reach out to educators and parents as influencers, positioning job ads where they’re likely to catch their attention.

Strategic Placement of Advertisements
 Engaging and providing information

Engaging and providing information

  • Interactive communication

    Engage directly with young women through mentorship opportunities, allowing them to interact with female employees in non-traditional roles.

  • Educational outreach

    Foster partnerships with schools, colleges, and universities to promote non-traditional career paths to young women.

Showcasing women’s success stories

  • Highlighting achievements

    Share success stories of women thriving in male-dominated industries through case studies and profiles.

  • Awards and recognition

    Celebrate and publicise individual and organisational achievements that focus on supporting women in non-traditional roles.

Showcasing women’s success stories
 Building relationships and networks

Building relationships and networks

  • Community engagement

    Partner with community organisations and industry networks to promote career opportunities among women.

  • Scholarships and internships

    Offer internships, scholarships, and sponsorships to engage young women and encourage them to consider long-term careers in male-dominated sectors.

Outreach through education and training

  • Engage with educational institutions

    Collaborate with schools, TAFEs, and universities to provide work experience, mentorship, and networking opportunities for female students.

  • Promote apprenticeship programs

    Encourage women to participate in apprenticeship programs and offer support for long-term career progression after the program.

Outreach through education and training


Employers have a crucial role in transforming male-dominated industries into inclusive spaces where women thrive. By implementing these strategies, organisations can attract, retain, and support female talent, fostering diversity and innovation while addressing the persistent skills shortage in these sectors.

Useful links