As we approach International Women’s Day 2025, I reflect on the journey toward gender equality of the teams I've been in and led. I’m passionate about increasing women’s participation in the industry given my own career experience culminating in being appointed as Australasia Co-Chair of Arup, as well as Chair of Consult Australia (CA) Champions of Change group. My work within Arup and across the infrastructure, engineering, and construction industries has been driven by a commitment to creating a safe, respectful, and inclusive environment for all.   

 

Having been a dedicated member of the CA Champions of Change group for the past three years before becoming Chair, I have seen positive improvements in diversity and inclusion within the industry.  For example, higher rates of flexible working practices and in support for those with caring responsibilities through shared care approaches to parental leave.  

 

I’m proud to see our efforts to address inequality and discrimination making a difference and improving the lived experience for many – but there is much more to do. In Australia, the construction industry has the largest gender pay gap. We know our people still experience harmful behaviours, particularly on projects and on construction sites. This is not acceptable, and we must acknowledge that change isn’t happening fast enough. Feedback from Arup employees tells us the lived experience of women differs from men within our own firm. There’s so much more we need to do and we remain focused on taking deliberate steps to ensure our members feel safe, respected and included at Arup, in an environment where everyone can prosper and thrive.  

 

As leaders our actions must speak louder than our words.  We need to lead by example in actively promoting inclusive, respectful values, and calling out poor behaviours. Effective leadership involves more than delegation; it requires a commitment to listening. Understanding the lived experiences of others is key to building trust, identifying problems, and finding solutions. Centering the voices of minoritised or marginalised people in our industry means, as a leader, being proactive in seeking out inequality and doing something about it.  

 

Industry-wide change can only occur through collaboration. Companies must work together to address systemic and structural issues, sharing learnings and best practices to drive progress – as we do at CA Champions of Change. Change will not happen quickly enough if we continue with the status quo, if we don’t leverage each other’s learnings, or if we rely on legal reforms alone.  

 

Tracking progress is also essential. Arup’s recognition as a WGEA Employer of Choice highlights the importance of comprehensive assessment processes. For firms serious about advancing gender equality, a robust measurement framework and public disclosure of our progress is crucial for accountability.   

 

As we move forward, I encourage everyone to reflect on their contributions to a more gender-inclusive industry. Fairness and equity depend on our interactions. By making respectful, non-discriminatory decisions and holding ourselves accountable, we can create a more equitable future for all.   ​​