Women reshaping Australia’s trades

Australia’s trade sector is changing fast. With the country facing major housing and infrastructure targets, businesses can no longer afford to overlook half the talent pool. Women are stepping into apprenticeships, management roles, and increasingly, ownership.

A quiet but powerful shift

Women still make up less than 3% of qualified trade workers, but participation is rising sharply. Federal data shows an 80% jump in women starting apprenticeships in male-dominated trades over the past five years (Department of Employment & Workplace Relations, 2024).

Across the country, programs such as Building Women’s Careers (BWC) and Fee-Free TAFE are expanding pathways. The AMWU recently received $4.9 million to create flexible trade and tech training for women (AMWU, 2025). State initiatives are following suit — NSW’s Women in Construction Program now mandates diversity targets on major projects.

Beyond recruitment — culture counts

Real progress depends on how workplaces adapt. Many women cite practical barriers: ill-fitting PPE, male-only amenities, and limited flexibility once parenting begins. When those issues are fixed, retention improves dramatically.

“The difference between surviving and thriving is often as simple as better-fitting boots and a team culture that listens.”
— Empowered Women in Trades, 2025 (The West Australian)

TAFE Victoria and several private employers now run women-only pre-apprenticeship programs combining technical training with mentorship. Early data shows higher completion rates and stronger confidence entering site work (Bendigo TAFE, 2025).

Why this matters for business succession

For many small and family-run trades businesses, succession planning remains male-centric — sons, brothers, or long-term male employees. Yet the leadership pipeline is quietly diversifying. Female project managers, site supervisors and estimators are increasingly ready for ownership if the pathway exists.

A gender-balanced succession plan doesn’t just reflect social change; it strengthens business value. Buyers and investors are favouring companies with inclusive cultures and visible leadership depth. It signals continuity, lower turnover, and better governance — all markers of a healthier SME.

Three practical steps for owners

1. Spot and support potential – Identify skilled women already in your team. Offer leadership exposure, management shadowing, and short business-skills courses.
2. Leverage funding – Use BWC grants or Fee-Free TAFE programs to upskill female staff into supervisory or operational roles.
3. Build inclusion into your brand – Small touches matter: uniforms, amenities, flexible scheduling, and visible female mentors send a message that the business is built for everyone.

The bigger picture

Women entering trades aren’t a side note; they’re reshaping how Australian businesses recruit, train and eventually hand over ownership. As one Melbourne carpenter told Women’s Agenda:

“Once women are on site and supported properly, productivity and morale lift for everyone.” (Women’s Agenda, 2025)

For succession-minded SMEs, the message is clear: building a pipeline of women in trades isn’t only about fairness — it’s about future-proofing your business.