The current buzz among companies competing for tenders on Victorian publicly funded construction projects exceeding $20 million is the Building Equality Policy (BEP). The policy aims to generate more opportunities for women in training and employment by mandating greater inclusion efforts by companies bidding on works across building, infrastructure, civil engineering, and other capital works projects.
In Australia, the construction industry stands out as the most male-populated sector, with women occupying less than 2% of on-site roles. By contrast, Canada maintains a rate of 13% across site trades, highlighting Australia's significant lag in this regard. Structural barriers such as gender bias, discrimination, sexism, sexual harassment, and inflexible work arrangements, which fail to accommodate care responsibilities, serve as deterrents for women considering training and employment in industries like construction.
Traditionally, women have been over-represented in the care and community sectors, reflecting societal expectations regarding suitable occupations for men and women. However, gender equality transcends being solely a 'women's issue.' Its ramifications permeate all facets of society, adversely affecting individuals of all genders. Ideally, gender equity would be the norm throughout all industries, eradicating instances where discrimination based on gender identity, race, age, disability, religion, or sexual orientation occurs.
The Building Equality Policy (BEP) represents a pivotal step toward challenging these outdated stereotypes and fostering a more inclusive construction industry. Its implementation aims to create an environment where everyone feels safe, valued, respected, and appreciated, marking progress toward a more equitable future.
Starting July 1st, 2024, the Building Equality Policy (BEP) will come into action. The targets and requirements of the BEP will be integrated into the tender buyer guidance, model contract clauses, and request for tender templates for construction projects.
Contractors will be contractually obligated to ensure that all subcontracting under the principal contract contributes to meeting the overall targets and requirements across the project. While setting targets alone may not fully address the cultural and structural barriers women encounter in the construction industry, substantial and lasting change will result from establishing targets across various roles, including trade, non-trade, onsite managerial/supervisory, and specialist positions.
Contractors must adhere to the following minimum onsite targets for women:
Trade-covered labour: Women must account for at least 3% of the total estimated hours of work for each trade position on the project.
Non-trade Construction Award-covered labour: Women must account for at least 7% of the total estimated hours of work for each non-trade Construction Award-covered position on the project.
Management/supervisory and specialist labour: Women must account for at least 35% of the total estimated hours of work for each position in management/supervisory and specialist roles on the project.
Tendering contractors need to be proactively strategising on how to fulfill the three key actions required by the BEP:
1. Achieving project gender equality targets.
2. Recruiting women as apprentices, trainees, or cadets.
3. Implementing Gender Equality Action Plans.
Contractors bidding for tenders be will need to be to demonstrate their plans to meet or surpass the targets set in Action 1 and Action 2. Additionally, they must include the following documents related to Action 3 in their tender submissions:
An Organization-Wide Gender Equality Action Plan.
An Organization-Wide Workplace Gender Audit.
A Project-Specific Gender Equality Action Plan.
The Gender Equality Action Plan (GEAP) requirements within the Building Equality Policy (BEP) have been revised to synchronize with the gender equality indicators outlined in the Victorian Gender Equality Act 2020.
The indicators are:
gender pay equity
gender composition of the workforce
gender composition of governing bodies
workplace sexual harassment
recruitment and promotion
gender work segregation
leave and flexibility.
In summary, the BEP offers an exciting opportunity for our industry to lead the way in promoting greater inclusion, advancing gender diversity, and addressing unconscious biases within the trades. We wholeheartedly support it!
If the overview above has left you feeling uncertain and overwhelmed about how to proceed, Amarapave can help. Our primary objective is to provide increased training and career pathways for females and non-binary people in the asphalt trade. Beyond providing assistance with trade-based labour onsite, we collaborate with you to develop your Gender Equality Action Plans (GEAPs), ensuring you feel confident when approaching significant project tenders. Additionally, we work in partnership with you every step of the way to fulfill the reporting obligations outlined in your contracts.
Jenika Stubelj - Managing Director