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| CASE STUDY
When you say the words
'women in construction',
chances are you'll spark some
interest. While it's hardly a
novel idea, the reality is that
the industry hasn't shaken its
traditional gender imbalance.
Arecent NAWIC survey found
that family commitments
and infexible working
arrangements are among the
biggest threats to women
maintaining a career in the Australian
construction industry. Just over
one in fve survey respondents
also indicated that a negative
organisational culture could see
them walk away from construction.
In an industry dominated by men,
where women represent only
16 per cent of the workforce,
Lendlease has built a culture of
respect and appreciation for the
massive contribution that women
make to the construction industry.
Women in Lendlease's Building
business represent 22 per cent:
almost six per cent above the
We're determined to see this
percentage rise by increasing
the proportion of women in every
aspect of work, and in leadership
roles in our construction business.
There's plenty of evidence that
teams work most effectively when
they contain roughly equal numbers
of men and women.
Having employees who differ in
thought processes, background,
culture and beliefs is critical to
developing innovative ideas and
to pushing the status quo. It's
especially important in the work
that we do, creating vibrant social,
economic and environmental
precincts where people live, work
Our approach to improving gender
diversity in the workplace is
comprehensive and multifaceted.
Practical initiatives, such as our
in-house mentoring programs,
Xplore and Personal Brand,
help women to understand their
strengths and how to use them and
to build career resilience.
Our Xplore program has been
running for two years, and we've
had outstanding feedback from,
and outcomes for, the participants.
Lendlease is now in the process of
expanding the scope of this program
from mentorship to sponsorship,
to empower senior managers to
sponsor talented women.
This year, we expanded support
to women considering a career
in construction. Our frst-ever
Women in Trades pre-employment
program has given 11 young women
from Western Sydney practical
experience in construction. Each
participant graduated in June this
year with a Construction White
Card and Traffc Control Ticket, and
up to seven out of 25 units of their
Certifcate III in Civil Construction
completed. These young women are
now work-ready for trainee positions
on construction sites in Sydney.
We've given them real skills and a
real foot in the door to the industry.
While we should celebrate our
efforts to get women through the
door, it's equally critical that we
encourage fexibility and family-
friendly policies to retain that talent.
Flexibility is a global priority for
Lendlease, and our Flexibility at
Lendlease policy has been rolled
out to all the regions in which we
operate around the world.
This policy applies to full-time, part-
time and fxed-term employees, and
provides for arrangements such as
fexible working hours, moving to
part-time hours and/or job sharing.
We're determined to be best
practice with regards to parental
leave in each market in which we
operate. In Australia, Lendlease
provides 18 weeks of paid parental
leave at full salary, independent
of the Australian Government
Paid Parental Leave Beneft, and
childcare support of up to $60
per week, per child under fve.
Lendlease is also about to launch a
new Parental Transitioning program
to support parents, especially
women, who are transitioning from
work to parental leave and then
back to work.
Our aspiration is to ensure that
women have the right support,
tools and resources to proactively
and effectively manage their careers
and set them up for success. It
takes leadership, commitment
and determination to challenge
and change the status quo. The
decision by our chief executive
offcer and managing director,
who differ in
and beliefs is critical
and to pushing the
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