Leading cultural change

Use this guidance and the linked resources to lead cultural change. Model respect and involve women and gender diverse people in changes that affect them.

Lead change for gender equity

Effective leaders remove barriers, challenge harmful behaviours and support lasting change to ensure safe and productive workplaces for everyone.

Listen to women and gender-diverse people about what’s working and what’s not.
Talk to women to understand what support they need at work.
Check whether they have support in the workplace or through external networks.
Use anonymous surveys or a suggestion box for honest feedback.
Update employees on changes made after consultation.
Learn more:
WorkSafe | WorkWell mental health resources: Employee engagement survey
- Set measurable goals for equality and track progress over time.
- Start with small, practical actions to build momentum with early wins.
- Take 1 or 2 points from any of the employer guidance pages and apply it to your workplace:
  Safety and respect for women apprentices and trainees
  Health and wellbeing for women apprentices and trainees
  Economic equity for women apprentices and trainees
  Leading cultural change
- Consider creating a gender equality action plan (GEAP) or strategy.
Learn more:
- Business.gov.au | Set SMART goals for your business
- Business.vic.gov.au | 5 reasons why gender equity can improve your business
- Workplace Gender Equality Agency | Gender strategy
- Show your commitment to gender equality and educate staff on unacceptable behaviour.
- Act quickly and respectfully on any concerns raised by women.
- Ensure there are consequences for poor behaviour.
- Provide clear expectations around workplace behaviour in meetings or during toolbox talks.
- Participate in and promote workplace training on respect for women, cultural safety and bystander training.
- Help women connect with peers and mentors in their day-to-day work environment.
- Where possible, make sure there is a trusted woman in the business available for support.
Learn more:
- Fair Work Ombudsman | Diversity and discrimination course
- Victorian Equal Opportunity & Human Rights Commission | Education: Human rights solutions
- Human Rights | Education employers
- Our Watch Institute | Services
Use facts and back leaders to address discomfort or pushback.
Show that gender equity is part of occupational health and safety and making the workplace better.
Connect with expert organisations for guidance or support.
Explain that gender equity makes the workplace fairer for everyone.
Discuss the benefits of having more women in male-dominated areas. It improves workplace culture and benefits everyone.
Learn more:
Women’s Leadership and Plan International | A guide for communicating about gender equality
Construction Industry Culture Taskforce | Initiatives
Champions of Change Coalition | Reports and resources

Influence cultural change

Employers shape industry attitudes. Celebrate progress and be a champion for gender equity.

- Create opportunities for women to connect with other women in the business or through industry networks.
- Where feasible, consider employing more than one woman apprentice or trainee at a time to reduce isolation.
- Work with businesses led by women..
- Offer work experience opportunities to help women start their careers.
- Raise the visibility of women leaders and actively support them.
Learn more:
- Women Building Australia | Female business register
- Work180 | Raising the visibility of women leading in male-dominated fields
- Share what’s worked to support women, and the impact on your workplace.
- Promote the benefits of gender equity and celebrate inclusive practices.
- Recognise teams and individuals who lead on gender equality.
- Talk to other employers or businesses to find out what has worked for them.
- If internal support is limited, connect women and gender diverse apprentices and trainees with industry groups, peaks or peer networks.
- Work with advocacy organisations to create pathways for women apprentices and trainees.
- Seek training or specialist advice from industry-led groups focused on gender diversity.
Learn more:
- National Association of Women in Construction
- National Association of Women in Operations
- Tradeswomen Australia | Employers
- Empowered Women with Trades
Set expectations for respectful behaviour across subcontractors and suppliers.
Host a short talk focused on why respect matters.
Promote male allyship and support campaigns.
Learn more:
Respect Victoria | Respect starts with a conversation
Diversity Council Australia | Blog: The impact and responsibility of effective allyship

About this resource

This resource supports women and may support gender diverse and non-binary people.

Employer guidance: How to support women apprentices and trainees

Not sure where to start? The guidance below brings together employer responsibilities, practical steps and links to further resources to help you create a safe, fair and respectful workplace for women apprentices and trainees.