Darcy McEncroe Journalism Portfolio

Darcy McEncroe May 2026

On a chilly Melbourne morning, a crew gathers around a half‑built residential estate that stretches as far as the eye can see. Tools are slung over shoulders, and the repetition of a day’s work stretches ahead of them. It looks like any other residential construction site… except for the empty spaces where workers should be. Australia is trying to build more houses than ever before, but the workforce needed to power that ambition is nowhere near large enough.

As the nation races to transition its energy system, build critical infrastructure such as data centres, tunnels, hospitals and schools, and deliver the 1.2 million new homes committed to by Commonwealth, State and Territory Governments under the Housing Accord, the workforce needed to achieve these goals is falling dangerously short.

Industry modelling suggests Australia will be short of 80,000 to 100,000 skilled workers in the short to medium term. A recent report by consulting firm The Nous Group and the Clean Energy Council estimates the country will require 85,000 additional workers by 2030 to construct and maintain renewable energy infrastructure.

The scale of the challenge is immense, and the solution, many argue, is hiding in plain sight.

If women participated in construction at the same rate as men, an extra 300,000 workers could enter the industry. That single shift would ease labour shortages, lift productivity, and distribute the benefits of stable, well‑paid jobs more equitably.

Research shows mixed‑gender teams communicate more effectively, identify hazards earlier, and adopt new practices faster. Yet in plumbing—one of the most critical trades for Australia’s energy transition—women make up just 1 per cent of the workforce.

Plumbing today is far removed from the old clichés. “The Industry is rapidly changing,” says Craig Halliday, Training Manager at the Plumbing Industry Climate Action Centre (PICAC). “It is a much more sophisticated, high-tech, green and clean sector these days… we are talking about sophisticated, complex, highly skilled work.”  These workers will decommission more than two million Victorian gas connections, electrify homes, and maintain the systems that protect communities from fire, flood, toxins, and airborne hazards.

Despite the urgency, attracting young people, let alone women, into trades remains difficult. Construction’s gender imbalance is stark: women make up 13 per cent of the broader sector, but fewer than 1000 of Australia’s 90,000 plumbers are female.

The federal government has begun to respond. Since early 2025, it has invested in developing more opportunities for women to participate in high-skills, high-pay roles in the economy, including more than $4 million towards a national project aimed at increasing women’s participation in plumbing and related trades. Led by PICAC, the project focuses on recruitment, retention, and cultural reform in an industry where gender imbalance is deeply entrenched.

But cultural change is slow, and the barriers are stubborn. “There are many traditional cultural and structural blockers that will need to be overcome,” says Project Director Tania Clarke. Construction sites still carry a “blokey” reputation; loud, male-dominated, and resistant to change.  Women entering these environments often report feeling unwelcome or scrutinised. As Ms Clarke explains, there are “ongoing challenges with harassment, crude language, and assumptions about capability.”

While large firms have anti-discrimination policies, enforcement is inconsistent. Smaller subcontractors—who make up most of the industry—often operate with minimal oversight. Myths about physical strength also persist, despite modern tools and ergonomic practices that have transformed the work.

Structural barriers compound the problem. Construction’s traditional model—early starts, long hours, rigid rosters—clashes with the realities of caregiving, which women still disproportionately shoulder. Flexible work arrangements remain rare, even though the COVID pandemic proved that staggered shifts and alternative rostering can work.

As PICAC Researcher Tade Adepoyibi explains, basic facilities are another surprisingly common issue, for example, being expected to wear protective gear designed for men.  For women, these barriers are small but telling moments. One young apprentice recalls walking onto her first job site to find there wasn’t a women’s toilet at all, unless she counted the porta‑loo being used as a storage shed. When she asked where she was meant to go, a few of the men looked at her as though she were being needy and demanding rather than simply asking for basic facilities.   For this apprentice, the message was clear long before she picked up a tool – they are not ready for me.

So the irony is that construction desperately needs more workers, and excluding half the population is a luxury the industry can no longer afford.  Ms Adepoyibi’s research also showed the barriers begin long before women reach the workforce, she explained, “Girls are rarely encouraged to pursue construction-related subjects at school”.

Apprenticeship data shows women are underrepresented in trades training, and many who do begin an apprenticeship drop out due to hostile working and learning environments or lack of support. Parents and career advisers also shape perceptions.

A 2023 NAWIC survey found only 9 per cent of parents would recommend construction to their daughters, citing concerns about safety and work-life balance. With so few women in the industry, there are fewer role models—creating a cycle that is difficult to break.

The PICAC-led project aims to shift this trajectory. Its training program focuses on cultural and attitudinal change: reducing harassment, promoting gender diversity, and building inclusive workplaces. Best-practice initiatives include flexible work options, mentorship programs, and leadership development. A national awareness campaign will amplify the message, using partner networks to reach schools, employers, and communities across Australia.

Craig Halliday believes the project can be transformative. “There are a lot of things that determine whether someone is a good plumber or fitter, but gender is not one of them,” he says. “There is absolutely no reason why women cannot make up a much greater proportion of the skilled plumbers and pipefitters of tomorrow.”

Experts agree that lasting change will require a combination of cultural, structural, and policy reforms. These include:

• Education and Awareness: Encouraging girls into STEM and vocational pathways from primary school.
• Targeted Recruitment and Retention: Scholarships, mentoring, and apprenticeships tailored to women.
• Cultural Change on Site: Zero-tolerance policies for harassment, backed by strong reporting systems.
• Flexible Work Practices: Shift options, part-time roles, and parental support embedded into project planning.

When asked what success looks like, Tania Clarke avoids hard targets. “When we have a one or two per cent participation rate for women, there is a lot of scope for improvement… we want to see more women learning and earning in this industry. Craig agrees, “This is about laying foundations for future generations and creating workplaces where women feel valued and respected. It is about social justice and equality of opportunity, but it is also an economic imperative for the country.”

Change is coming, even if slowly. As Tade Adepoyibi puts it, “There are a few, what I might call Dinosaurs out there still… but they are steadily reducing in number and influence.” Her outlook is hopeful: “There is a breakthrough coming, if we keep pushing.”

Whether the breakthrough arrives soon enough will depend on whether industry leaders treat gender equity as optional or essential to Australia’s future.