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Mental Health of Women in Construction Industry, Involves, Include, Causes…
Mental Health of Women in Construction Industry
Workplace Stressors and Mental Health Impacts
Work stressor awareness
Address gender bias
Implement training and identify clear policies to promote respectful behaviour
Promote Female leadership training
Clear, confidential, and accessible reporting mechanisms for incidents of harassment or discrimination.
Zero tolerance policies for harassment
Creates and inclusive and supportive culture
Celebrate diversity and inclusion
Highlight successful women employees
Encourage the recruitment and retention of women in the industry
Inclusive job listings
Partnership with organisations and women's groups to reach potential candidates
More networking events for women
Workplace environment/culture and Inclusivity
Gender stereotypes and bias
Favour male leadership and technical role
Limits opportunities for women
Perceptions of women as less capable in leadership or management roles
Male-Dominated Industry Culture
Lack of inclusivity
Policies may not adequately address the unique challenges faced by women
Isolation
Discrimination
Leadership attitudes and Commitment to Diversity
Organisational leaders
Diversity and Inclusion
Inclusive practices
Creation and Implementation of supportive policies for women
Recruitment and retention strategies
Lack of Gender-Neutral Career Development
Women may have limited access to mentorship, training and advancement opportunities
Unconscious bias
Fewer women progressing into leadership roles
Higher turnover and lower morale
Workplace Health and Safety standards
Insufficient mental health resources or support for work-related stress
Lack of mental health resources
Stress
Burnout
Job satisfaction and retention
Negative impacts on women's well-being
Mental Health Strain
High job demands
Mental health issues like anxiety or depressed
Isolation
Non supportive environment
Reduced Work-Life Balance
Rigid working hours
Burnout
Balancing professional and family responsibilities
Women may feel they cannot meet both work and personal demands
Dissatisfaction and higher turnover
Lack of flexiblity
Psychosocial hazards
Remote or isolated work
Lack of emotional and/or practical support from management and colleagues
Inadequate reward and recognition
Unclear or inconsistent job responsibilities or expectations
Poor support
Imbalance between effort and recognition
Stress, anxiety, depression, burnout, reduced productivity and health problems
Lack of role clarity
Perceptions of unfairness or lack of fairness in the workplace
Poor organisational justice
Feeling isolated or lack in social interaction at work
Poor workplace relationships
Involves
Retention and Career Sustainability
Retention challenges
High turnover rates
Lack of career growth
Gender bias
Unsupportive workplace
Career progression barriers
Unconscious bias
Lack of sponsorship
Streotyping
Few leadership opportunities
Gender bias and leadership opportunities
Women facing additional hurdles in obtaining promotions or decision making roles
Comparisons with global best practices
Exploring how policies abroad differ from Australian practices
Intervention Strategies and Industry improvements
Underrepresentation of Women in Leadership roles
Low number of women in senior position
Prioritisation of gender-specific mental health and well-being policies
Lack of tailored interventions or a failure to implement strategies that address women's specific needs in the workplace
Limited Awareness of Mental Health Issues
Lack of resources or recognition of the issue
Stress management programs
Mental health support services
Ineffective Workplace Policies
Address unique challenges women face in male dominated industry
Gender bias in career development
Barriers to career advancement
Skill development
Leadership training or mentoring
Improved work environment
Introducing polices like flexible hours, gender neutral leadership programs etc.
Reduces stress, enhances well-being
Better retention rates
Industry-wide collaboration
Creation of standardised intervention strategies
Inclusive hiring practices
Training programs
Networking initiatives
Global vs Australian Context
International workplace policies
Quotas for women in leadership
Workplace environement
Comparison with Australian Practices
National industry culture
Government policy
Company initiatives
Can global strategies be implemented in Australia?
Industry readiness
cultural adaptability
Regulatory frameworks
Feasibility
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