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EMPOWERING WOMEN TO STAND TALL by Anna Broughton Director, NS Group & NAWIC Chapter Major Event Committee Member and 2020 Arup Business & Leadership Award Winner (WA)
Since the Australian Government’s Workplace Gender Equality Agency (WGEA) published its inaugural Gender Equality Scorecard from data collected in 2013-14, the proportion of women working in the construction industry has seen a measly 2% increase from 16.1% to 18.1% in the latest 20192020 report. During the same period, the composition of females in management roles in this industry has crept upwards from 10.8% to 13%. Clearly, the challenge of achieving gender diversity in construction continues to be significant. As a proud mother to a son and daughter, Harrison and Grace, I want them to grow up believing they can become anyone they choose and achieve anything humanly possible. My wish is that they will be afforded the same opportunities, free of any artificial barriers, to explore their purpose and reach their full potential. Hopefully, this comes true in my lifetime and I am committed to playing a role in making sure that it happens. With my other hat on as a Director at NS Group, and as part of a wider network of industry peers, tackling the gender diversity issue is high on my agenda as we continue working towards equalising the playing field for women. Gender equality is also the reason why I decided to get involved with NAWIC’s WA Chapter as a Committee Member because of the association’s ability to champion women in our industry across Australia. A FORCE FOR CHANGE I have been blessed with wonderful role models in my life and throughout my career. Growing up in Ireland, my late father worked in construction and instilled a work ethic that meant you kept going until the job was done. You dug deep and then dug deeper still, not because someone asked but because you took pride in your work. 78
THE NAWIC JOURNAL
I moved to Australia through a work transfer in 2006 and in 2007 I was invited to interview for a position at NS Group with then Founder Neill Stevens. Despite interviewing for a different role, Neill saw the potential I had to succeed as a project manager. I am privileged and proud to work in a company that rewards based on merit and promotes staff regardless of gender. I am incredibly thankful for the opportunities that have been made available to me and, so far, I have been able to overcome any barrier through determination and hard work. Sadly, maybe I am one of the lucky ones. That is why I use my experience and position to encourage and empower others by demonstrating what a woman can achieve in our industry. Ultimately, I want to be part of the change that sees women in construction and leadership positions become the norm and not the exception. There are many ways we can stimulate greater female participation in maledominated industries such as ours. Some effective initiatives include highlighting possible career paths earlier to students during their school-aged years, sharing stories of inspirational and successful women across the industry and supporting individuals through workplace development and mentoring initiatives. Whilst my company is involved in all of the above, I have also made a personal commitment to champion gender equality in the workplace through industry committees and speaking opportunities. However, I believe mentoring is perhaps the most powerful – and underestimated – means to make a tangible impact. Mentoring not only benefits individuals, it also allows for an indirect flow-on effect over time through nurturing more successful women into our industry who will, in turn, become role models themselves and mentors to future generations.
