The Australian construction industry, traditionally a male-dominated field, is at a pivotal moment. As societal norms evolve and the need for gender equality and better work-life balance becomes increasingly apparent, the industry is beginning to recognise the importance of becoming more family-friendly. However, despite progress, significant challenges remain, impacting both male and female workers alike.
The State of Family-Friendly Practices in Construction
Historically, the construction industry has been one of the least family-friendly sectors in Australia. Data from the Workplace Gender Equality Agency (WGEA)[1] reveals that only 36% of construction companies offer primary or secondary carer leave, and just 12% provide universal carer leave accessible to all employees. Alarmingly, 52% of organisations in the sector do not offer any employer-funded parental leave at all.
Flexible working arrangements, while technically available, are not widely implemented in a way that supports the diverse needs of today’s workforce. Although 77% of construction employers have policies for flexible work, including options like flexible hours and part-time work, the reality on the ground is quite different. The industry’s deeply entrenched culture of long hours and early starts often makes it difficult for workers to take advantage of these policies.
According to Family Friendly Workplaces (FFW)[2] data, only 30% of construction companies pass the benchmarking assessment, highlighting the industry’s struggles with adopting family-friendly practices. The most challenging areas are Parental Leave and Family Care, reflecting broader industry trends where traditional work culture often clashes with the needs of working families.
A Sector Still Struggling with Gender Diversity
The construction industry remains one of the most gender-segregated sectors in Australia. While women now make up 10% of construction managers—up from 7% in 2016—only 1% of workers “on the tools,” such as plumbers, bricklayers, and carpenters, are female. This stark imbalance is not just a gender issue but also highlights the broader challenges of making the industry more inclusive and supportive of all workers.
As highlighted in an article by Mary Lloyd from the ABC’s Specialist Reporting Team[3], the hyper-masculine culture of construction is only part of the problem. The industry’s demanding work hours – often stretching from 5:30 AM to 5 PM or longer – are a significant barrier for anyone with caregiving responsibilities. This issue disproportionately affects women, who are more likely to be primary caregivers, but it also impacts men who wish to take a more active role in their family lives.
More affordable and flexible child care options would make it easier for women to enter and remain in the industry, underscoring the broader need for the industry to adapt if it hopes to attract and retain more women. Having more women in the industry could help shift the culture towards more flexible and family-friendly working conditions, benefiting everyone in the sector.
The Impact of a Family-Unfriendly Work Culture
The consequences of the construction industry’s demanding work culture extend beyond gender inequality. Long hours that keep fathers from spending more time with their families, impact their relationships and family wellbeing outcomes.
Research from Melbourne University’s Centre for Health Equity[4] shows that male construction workers are twice as likely to die by suicide compared to other male workers. The relentless work hours and the resulting poor work-life balance are major contributors to this mental health crisis. Dr. Natalie Galea from the University of Melbourne points out that these conditions are not only limiting women’s participation in the industry but are also detrimental to men’s health.
How Construction Compares to Other Industries
When comparing the construction industry with other sectors, the need for improvement becomes even more evident. According to National Working Families data[5]:
- Flexible Working Hours and Location: Construction ranks 15th out of 18 industries, with only 22% of companies providing flexible working hours and location options.
- Breastfeeding/Child Care Facilities: The industry ranks 15th out of 18 industries again, with just 21% offering these facilities.
- Work-Family Balance Leadership: Despite the challenges, 66% of employees in construction agree that their leaders support work-family balance, placing the industry 6th out of 18.
- Awareness of Family-Friendly Arrangements: 72% of construction employees are aware of the family-friendly arrangements available to them, ranking 10th out of 18 industries.
These statistics highlight the gap between the construction industry and more progressive sectors when it comes to supporting workers with families.
Towards a More Inclusive and Supportive Industry
For the construction industry to truly become family-friendly, a significant cultural shift is needed. This includes not only expanding parental leave policies and flexible working arrangements but also addressing the deep-seated cultural norms that perpetuate long working hours and a lack of support for employees with caregiving responsibilities.
- Expanding Parental Leave: Construction companies should offer universal, gender-neutral parental leave policies that support all employees in their caregiving roles.
- Enhancing Flexible Work Arrangements: It’s essential to ensure that flexible work options are not just available on paper but are practically implemented across all levels of the workforce.
- Promoting Mental Health and Well-being: Addressing the mental health crisis in the industry requires a concerted effort to reduce work hours, promote work-life balance, and provide better support for employees facing stress and burnout.
As companies like Lendlease, Cobild, Multiplex, and Mirvac have shown, it is possible to implement these changes effectively. Their success serves as a blueprint for others in the industry, proving that family-friendly practices can lead to better outcomes not just for women, but for all workers.
The construction industry is one of Australia’s largest employers, offering nearly 1.2 million jobs. As the sector continues to evolve, it has the opportunity to become a more inclusive and supportive place to work. By embracing family-friendly practices and challenging traditional norms, the industry can ensure a brighter, more sustainable future for all its workers.
Written by Parents At Work (August 2024)
About Family Friendly Workplaces
Family Friendly Workplaces, a joint initiative by Parents At Work and UNICEF Australia, encourages employers to adopt family-inclusive policies and has benchmarked and certified ASX 200 companies, government agencies and not-for-profits across 17 industry sectors on their family-inclusive policies progress including Deloitte, QBE, Karitane, Commonwealth Bank, Novartis, Randstad, ING, Macquarie Bank, AGL, Accenture, Medibank, APRA, HESTA, KPMG, Norton Rose Fulbright, ING, NBC Universal, Genea and Workday.
In 2022, UNICEF Australia and Parents At Work released Bridging the work and family divide: Understanding the benefits of family friendly workplaces, research outlining Australian workplace policy progress when it comes to supporting working families and to explain the benefits to both organisations and employees.
About Parents At Work
Parents At Work is a leading advocate for work-life balance and family-friendly workplace policies in Australia. Committed to improving the lives of working parents and carers, Parents At Work works collaboratively with businesses, community groups, and policymakers to foster environments that support the health and wellbeing of Australian families.
[2] Family Friendly Workplaces Family Friendly Workplaces Certification
[3] Both sexes want more women in construction and a more family friendly workplace – ABC News
[4] MATES-REPORT-2001-2019-Vol-V-August-2022-40pp-A4-web.pdf
