The construction industry continues to face real challenges when it comes to attracting and retaining women. One of the most critical, and often overlooked, moments in a woman’s career journey is the transition into and out of parental leave.
Research has found that the transitional periods in and out of parental leave are pivotal in a woman’s decision to remain in or return to work. To date, there has been little research into the experiences of women in construction during these transitions, or how to support employers and workers to navigate this critical time. With funding from the NSW Government’s Women in Construction Industry Innovation Program (IIP) Year 2, NAWIC NSW partnered with the University of Sydney to conduct an important study focused on improving the retention of women.
The Boosting Retention of Women in Construction project explores how to better support women working in frontline construction roles across Australia during pregnancy, parental leave, and their return to work.
Our new
Lived Experience Report sheds light on what this transition really looks like for women in construction in NSW: what’s working, what’s not and what needs to change. Based on first-hand accounts from women in the sector and insights from industry stakeholders, this report brings to the forefront the barriers, enablers, and opportunities to improve outcomes for women navigating these critical phases.
What we found:
- Women often go it alone: With so few women in construction, many are the first in their workplace to take parental leave. Support is inconsistent and depends heavily on a manager’s knowledge, empathy, and influence.
- Policies are patchy: Inconsistent or unclear parental leave policies leave too much up to chance. Many women have had to push for policy development themselves.
- Long hours and rigid roles: Inflexible work hours and site-based demands make it especially hard to balance work and family responsibilities.
- Minimal flexibility and support: Without strong workplace policies, even limited flexibility is seen as a favour rather than a right—leading to feelings of obligation and pressure.
- A new generation with higher expectations: More women entering the industry are expecting better. Some workplaces are responding with positive reforms; others resist, reinforcing outdated norms.
Turning insight into action
The report offers clear and practical recommendations for industry and government, including:
- Extended paid parental leave (26 weeks at full pay) with superannuation.
- Strong return-to-work policies and a reduction in work hours for better work-life balance.
- Mandated access to essential onsite amenities like toilets, lactation rooms, and sanitary products.
- Tailored industry guidelines for pregnancy and parental leave—particularly for apprentices and SMEs.
- Collaborative action through working groups between industry associations, employers and trade unions to embed pregnancy and parental leave provisions into enterprise agreements.
A toolkit for change
Alongside the report, we’ve developed a practical toolkit designed for employers, managers and industry leaders. This resource offers step-by-step guidance on how to support women through every stage of the parental leave journey, ensuring that no woman has to choose between a career in construction and starting a family.