Despite decades of progress, many of Australia’s largest industries remain dominated by men. This matters because these fields shape not only career opportunities but also who has access to power, pay, and influence. While Jobs and Skills Australia’s report New Perspectives on Old Problems: Gendered Jobs, Work and Pay highlights the slow pace of change, the challenge is also an opportunity that requires vision and leadership.
Why Progress is Slow
Occupational segregation has deep roots. Long-held assumptions about men’s work and women’s work still influence career choices, recruitment practices, and workplace cultures. Even where opportunities exist, the barriers of inflexible hours, limited pathways for career progression, and cultural stereotypes make it harder for women to enter and thrive.
We know that:
- Only a fraction of occupations are truly gender balanced
- Pay gaps accumulate year after year, especially in highly segregated roles
- Intersectional barriers mean some groups of women face compounded disadvantage
These patterns are not fixed. Industries can change when leaders commit to new ways of thinking and working.
The Impact of Male Dominated Industries on Our Future
Sectors where men are the majority are not just another piece of the puzzle. They are central to economic growth and national productivity. Roles in trades, engineering, finance, and construction offer high pay and influence, yet women remain significantly underrepresented in these sectors. When half the population is excluded or marginalised from the industries that shape economic futures, the whole of society loses.
Beyond fairness, there is also a strong business case. Research from the Diversity Council Australia’s Inclusion@Work Index shows that diverse teams are more innovative, safer, and better at solving complex problems. At a time when many male- dominated sectors face acute skills shortages, broadening the talent pool is not just the right thing to do, it is essential.
What Needs to Change
Breaking down these barriers is not about a single program or quick fix. It requires consistent leadership from business, government and communities. Some practical shifts include:
- Changing the narrative by reframing industries where men are overrepresented as places where women and diverse talent can succeed and lead
- Building visible pathways through role models, mentoring, and sponsorship that make non-traditional careers tangible and aspirational
- Investing in flexibility by rethinking rosters, hours, and progression models so careers are not designed around outdated assumptions
- Reimagining recruitment by looking beyond traditional pipelines, challenging bias in hiring, and valuing transferable skills
- Owning accountability by measuring progress and making diversity goals as central as financial targets
- Starting young by showcasing diverse role models and pathways in schools.
The Way Forward
The Jobs and Skills Australia report provides a valuable evidence base, but progress will not come from data alone. It will come from leaders who are willing to disrupt norms, create opportunity, and champion cultural change in their industries. Small shifts in language, hiring practices and workplace design add up over time to reshape entire sectors.
Industries dominated by men are not unchangeable; They are simply industries where change has not yet gone far enough. By committing to action now, we can create workplaces that are more inclusive, more innovative, and better prepared for the future.
