Gender Diversity

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The National Association of Women in Construction (NAWIC) has awarded PhD student Natalie Galea two lucrative scholarships in recognition of her research on gender diversity in the construction sector.
Galea was awarded the 2016 NAWIC International Women’s Day Scholarship, worth $23,000, for research into gender diversity and equity in the construction industry. 
She was also awarded the 2016 NAWIC NSW CBRE University Scholarship, worth $3000, which recognises outstanding female students who have the potential to significantly contribute to the future of the construction industry.
Galea, from <a href="https://www.be.unsw.edu.au/" target="_blank">UNSW Built Environment</a>, is researching an industry she is intimately acquainted with. For close to two decades she worked in Australia, the Middle East and North Africa as a construction project manager after completing a <a href="https://www.be.unsw.edu.au/postgraduate-degrees/construction-project-management/about-master-construction-project-management?gclid=CjwKEAjwmMS-BRCm5dn51JLbp1wSJACc61tFzyT2iqH6VmoYEB8iWLXRdnL09xoxRnUzvPrKJ1KxAhoC8Inw_wcB" target="_blank">Building Construction Management </a>degree at UNSW.
Female participation in professional construction roles is only 14 percent, and women leave those positions at a 40 percent higher rate than their male counterparts.
“My PhD aims to understand why females struggle to be appointed, promoted and retained in the Australian construction sector.”
"Female participation in professional construction roles is only 14 percent, and women leave those positions at a 40 percent higher rate than their male counterparts."
Its current status is as ‘the most male dominated sector’ in Australia,” she said.
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Gender diversity in the construction sector being studied

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Bankwest Curtin Economics Centre (BCEC), in collaboration with the Workplace Gender Equality Agency (WGEA) today released a report revealing top tier female managers in Australian organisations earn on average $93,000, or 26.5 percent, less per year compared to their male counterparts.
Gender Equity Insights 2017: Inside Australia’s Gender Pay Gap, the second in the BCEC|WGEA Gender Equity Insights series, also outlines a measurable link between a gender-balanced leadership team and reduced gender pay gaps.
The analysis of WGEA’s world leading data by the BCEC explores gender pay gaps across over 12,000 reporting organisations that capture more than 4 million Australian employees.
The report explores how gender pay gaps vary across industries and occupations, and also includes special investigations on gender pay gaps for graduate program participants, workforce gender segregation and the impact of changing the gender balance in senior leadership over time.
Key findings of the report include: 
<ul>
<li>Increasing the representation of women in senior leadership positions is associated with lowering gender pay gaps.</li>
<li>Gender pay gaps for organisations with a balanced representation of women in senior leadership roles, at 10 per cent on average, are half the size of those with the least representation of women in leadership.</li>
<li>Once the management environment becomes heavily dominated by women – beyond 80 per cent, the gender pay gap among mangers increases from 8 to 17 per cent.</li>
<li>The median gender pay gap among graduates is 2.9 per cent on base salary and 2.1 per cent on total remuneration.</li>
<li>Women are consistently under-represented in the highest graduate salary bands, with some 18 per cent fewer women paid over $80,000 compared to their share of the graduate workforce.</li>
<li>For part time employees, non-managerial women out-earn men on average by 7.8 per cent, or around $4,000 a year. This pattern reverses at senior levels where part-time female managers earn on average 27.1 per cent less than their male peers.</li>
<li>Mining, Australia’s most male-dominated industry, awards the highest average pay to women. Women employed full-time in the industry earned on average $139,053 in total remuneration in 2015-16.</li>
<li>The gender pay gap grows with seniority, climbing to 26.5 per cent for top-tier managers, an annual difference of more than $93,000 in total remuneration.</li>
<li>Pay gaps among managers are exacerbated by the greater share of discretionary pay, including bonuses, awarded to men. For top-tier managers, nearly $40,000 of the annual difference in pay is made up of additional remuneration including bonuses.</li>
</ul>
Report author and BCEC Principal Research Fellow Associate Professor Rebecca Cassells said the report outcomes were a stark indicator of the different ways women and men engaged with the workforce, and how their respective contributions are valued.
<a href="https://www.propertyobserver.com.au/images/2017/03/02/Chart-1.jpg" target="_blank">Click to enlarge</a>
<img src="https://res.cloudinary.com/dz9xllyip/image/fetch/c_scale,w_580,q_auto:good/https://s3-ap-southeast-2.amazonaws.com/po.images/2017/03/02/Chart-1.jpg" alt="">
“Not only do female-dominated organisations tend to be lower paid, but this analysis shows that in workplaces with heavily female-dominated management teams there are large gender pay gaps in favour of men,” Associate Professor Cassells said.
“It seems that where the men are few, they are more highly valued.”
Report co-author and BCEC Director Professor Alan Duncan said the findings present some of the strongest empirical evidence to date that improved gender pay outcomes are driven by companies promoting greater gender equity in senior leadership roles.
“Organisations that increased the share of women in executive leadership roles by more than 10 per cent between 2015 and 2016 recorded a reduction in the organisation-wide gender pay gap of 3 percentage points over the course of a single year,” Professor Duncan said.
WGEA Director Ms Libby Lyons said it was time to challenge the way we think about work. 
“This report shows that regardless of the industry they choose to work in, women are worse off than men when working full-time,” Ms Lyons said.
“The analysis is clear, gender-balanced workplaces and gender balanced leadership teams lower the gender pay gap.
“We must address the stereotypes dictating the work women and men ‘should’ do, if Australia is to meet the social and economic challenges in the decades ahead.”
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Gender Diversity

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