National Association of Women in Construction (AU)

📣 Sexual Harassment in the Workplace Webinar - For Employees 📣 Following on from our webinar for managers, we are now focusing on employees. Sexual harassment in the workplace can have a devastating effect on the health, confidence, morale and performance of those affected by it. In this session, attendees will learn about sexual harassment, what it can look like and how to recognise and address it. This webinar will also help you to understand your feelings in response to sexual harassment and where to go for support. In this session you will: ❗Increase your understanding and be able to recognise incidents of sexual harassment at work ❗Know what to do in case you feel sexually harassed ❗Understand your feelings and behaviours in response to sexual harassment ❗Know that you are not alone, and that help is available Equip yourself with the tools to ensure you feel safe in your workplace. 📅 Wednesday, November 13th. ⏰ 1:00pm-2:00pm AEDT. 👇 Register today! 👇 https://lnkd.in/gSFmNP4B

📣 Our final recommendations and what comes next? 📣 Following the results of the survey it is clear that changes are needed within the industry to tackle microaggressions head on. Following input from those involved in the survey and listening sessions, the following recommendations have been carefully considered by NAWIC. These recommendations are just the tip of the iceberg, however we hope that these will go someway to help reduce the occurrence and impact of microaggressions on women in construction. 📣 ORGANISATIONS 📣 💼 Education and Training for Line Managers / Supervisors: Implement mandatory soft skills training for all managers, regardless of the number of direct reports. 💼 Facilitated Roundtable Discussions with Industry Decision-makers: Encourage organisations to demonstrate concrete actions for improvement. Move beyond lip service by reviewing redundancy and recruitment statistics, examining strategies for attracting women to the workplace, and addressing problematic employees. Encourage organisations to conduce in-house surveys to establish baselines. 💼 Create Tools to Understand Organisational Cultures: Collaborate to build a comprehensive microaggressions database and enhance capabilities, aiding in understanding organisational cultures. Explore potential partnerships with organisations. 💼 Independent Complaints Handling / Whistleblowing Line: Establish a system to reduce barriers to reporting microaggressions. Ensure organisational buy-in and consider NAWIC oversight. 📣 INDIVIDUALS 📣 👤 Practical Skill Sessions: Offer training for individuals on dealing with microaggressions and inappropriate workplace behaviours. 👤 Career Counselling: Address the 'leaky pipeline' issue by providing counselling for career trauma and recovery. 👤 Subsidised Legal Support: Legal support can be offered to NAWIC members with option to have a lawyer on retainer to provide legal advice as required. 👤 Support Groups / Forums: Establish a network of women supporting each other when faced with microaggressions. This ensures that the women do not feel alone, assists with their mental health and provides a supportive much needed network of peers. 💭 Closing Comments 💭 This report underscores the importance of addressing microaggressions within the construction industry. As evidenced by the data and personal anecdotes shared, these seemingly minor acts of discrimination can have significant personal, professional, and financial impacts on those who experience them. It is our hope that this report will serve as a catalyst for change, prompting organisations to reevaluate their cultures, implement effective measures to counteract microaggressions, and create a more inclusive and respectful working environment for all. SO, what comes next? - Keep an eye on our socials on November 14th as we reveal something incredibly important coming free to our members.

NAWIC General Manager, Kylie Judd spoke to Jo Trilling from ABC Radio, Perth Drive about microaggressions in the construction industry and our recent 'Not so Little Things Affecting Women in Construction' Survey. 🎙️You can listen here: https://lnkd.in/eCtiTRzS

📣 What we heard in the listening sessions 🗣️ What could 👉 individuals 👈 do to address and prevent microaggressions? 💥 Validation of Experiences - Individuals found comfort in speaking to others who can validate their experiences, affirming they are not alone or "crazy". 💥 Professional Consultation - Consulting professionals were seen as a helpful tool to process and navigate experiences of microaggressions. 💥 Supportive Leadership - The necessity of leadership training was highlighted, given that microaggressions often stem from superiors. 💥 Support Groups / Allies / External Support Networks - Finding empathy and support from friends, allies and external support groups was beneficial for some individuals. HR departments are often viewed as serving the organisation rather than the individual. The creation of industry peer support groups was seen as valuable. What could 👉 organisations 👈 do to address and prevent microaggressions? 💼 Implementation of Gender Equality Action Plans - A gender Equality Action Plan documents strategies to support a gender equal workplace. Working with organisations to implement these effectively. 💼 Representation of Women in Senior Roles - Having representation of women in senior roles, C suite and HR would be step towards raising awareness of microaggressions in the workplace. 💼 Support and Reporting Mechanisms - Tools and brochures to empower women to speak up, decent reporting mechanisms - including anonymous channels, Linking reporting mechanisms to financial impact, specific exit interviews for women to identify issues. 💼 Training and Development - Importance of training on unconscious bias, safety and onboarding, mandatory training for new managers, education on the subtler forms of discrimination and their impact, development of consistent, wide-reaching education programs, build awareness around the financial consequences of microaggressions. 💼 Active Bystander Approach - Encouragement of peers to call out inappropriate behaviour, importance of male allies in changing workplace culture, allyship training. 💼 Internal Support Systems - Establishment of industry peer support groups for networking and empathy. 💭 What more do YOU think individuals and organisations can do to address and prevent microaggressions? 💭

📣 Sexual Harassment in the Workplace Webinar - For Employees 📣 Following on from our webinar for managers, we are now focusing on employees. Sexual harassment in the workplace can have a devastating effect on the health, confidence, morale and performance of those affected by it. In this session, attendees will learn about sexual harassment, what it can look like and how to recognise and address it. This webinar will also help you to understand your feelings in response to sexual harassment and where to go for support. In this session you will: ❗Increase your understanding and be able to recognise incidents of sexual harassment at work ❗Know what to do in case you feel sexually harassed ❗Understand your feelings and behaviours in response to sexual harassment ❗Know that you are not alone, and that help is available Equip yourself with the tools to ensure you feel safe in your workplace. 📅 Wednesday, November 13th. ⏰ 1:00pm-2:00pm AEDT. 👇 Register today! 👇 https://lnkd.in/gSFmNP4B

Get access to the industry's top women leaders at Liquid Learning’s Women in Infrastructure, Construction & Engineering Leadership Summit 2025. You don’t want to miss this incredible line up of inspirational speakers from Aurecon, John Holland, Fulton Hogan, SMEC, Multiplex, Transport for NSW, and many more! Dive into inspirational real-life case studies, thought-provoking expert sessions, interactive panel sessions, and unmissable networking opportunities, and explore what it takes to step up and make a difference! Liquid Learning is proud to partner with NAWIC for this important industry event, and offer NAWIC members an exclusive 20% discount for attendees using discount code 'Q1'. https://loom.ly/kl30UQ0

👥 Do marginalised groups experience microaggressions differently? 👥 In short, yes. The intersectionality of race and gender can enhance the challenges and microaggressions faced. This section explores the unique experiences and perspectives of underrepresented groups, shedding light on their struggles and resilience within the industry. Underrepresented groups often experience and handle microaggressions differently due to cultural norms, individual confidence levels, and societal biases. 📣 Cultural Difference and Speaking Up - Marginalised groups, particularly migrants, may be less likely to voice issues due to cultural norms. 📣 Language Barriers - Language barriers can affect the understanding and perception of microaggressions, including the nuances of sarcasm, tone and body language. 📣 Differences in Perpetrators Behaviour - Perpetrators may behave different based on the recipients background. 📣 Boldness Towards Non-White Individuals - Some perpetrators may be more comfortable displaying microaggressions towards non-white individuals. 📣 Emotional Impact and Self-Perception - Microaggressions can lead to emotional strain, self-doubt, decreased confidence, and even mental health issues. You can view the 'Not so Little Things' report here: https://lnkd.in/g32afcmu

Our chapters are closing off 2024 with a bang! 💥 As our chapters start to wrap up events for our end of year closure, we encourage you to come along and connect! In the month of November our chapters are busy with their Awards for Excellence, Trailblazer events, Site tours and so much more! Members and non-members are encouraged to attend, but with so many perks to membership we welcome you to join the NAWIC family! https://lnkd.in/g3_6-RbS

Get ready to be inspired by three trailblazing women and some of the most influential leaders across industries at The Hatchery's Women in Leadership Summit in Sydney on the 18-19 of February 2025. Hear from The Rt Hon Dame Jacinda Ardern, former Prime Minister of New Zealand, The Hon Julie Bishop, Australia's first female Foreign Minister, and Emma McKeon AM, Australia's most decorated Olympian. Join us for this opportunity to elevate your leadership! In addition to these trailblazers, we have an unmissable line up of inspiring women in senior executive roles sharing their stories and practical tips for success, including: 💥 Jayne Hrdlicka, First woman to become CEO of Virgin Australia, CEO & Managing Director, Virgin Australia 💥 Kelly Bayer Rosmarin, Former Chief Executive Officer, Optus 💥 Laura Kane, First woman to become the AFL’s Executive General Manager Executive General Manager, Australian Rules Football (AFL) 💥 Louise Adams, First woman to become an Executive Director on Aurecon’s Global Board, Chief Operating Officer, Aurecon 💥 Jo Dooley, Executive General Manager Australia & New Zealand, Microsoft 💥 Anna Lee, Chief Executive Officer, Fly Buys & many more! Download the full program here: 👉 https://lnkd.in/gevPNfay Register by the 1st of November & save $1,000 off the standard rate. Use code NAWIC to save an additional $200! Secure your spot here: 👉 https://lnkd.in/gd6RVQbd

The Impact Part Two- Microaggressions not only inflict significant personal distress but also bear substantial professional consequences. The findings reveal the profound effects of microaggressions on self-perception, mental health, career progression, and overall wellbeing. We know this is big read, but hold on, because there's a lot to unpack 💥 🚫 WHAT STOPS WOMEN FROM ADDRESSING MICROAGGRESSIONS 🚫 Reporting of microaggressions is a complex issue. Whether the concern is about retaliation or a belief that will hurt their own career, it is clear that respondents are hesitant to report microaggressions that they have either experienced or witnessed. ❗Fear of Retaliation - Women often refrain from addressing microaggressions due to the fear of retaliation or retribution. They worry about being labeled as difficult, unapproachable, or emotional, leading to potential isolation in the workplace. ❗Impacts on Professional Perception and Progression - Microaggressions can negatively affect a women's professional image and career progression. Speaking up can sometimes lead to fewer opportunities and can even be career-ending in certain environments. ❗Lack of Support and Accountability - Women often encounter lack of support from their superiors or HR departments when addressing microaggressions which can discourage them from speaking up. ❗Normalisation and Acceptance - Over time, women can become conditioned to microaggressions and see them as 'normal'. This can make it harder for them to recognise and address these behaviours. ❗Emotional and Psychological Impact - The emotional and psychological impact of microaggressions can lead to self-doubt, decreased confidence, and even mental health issues. This emotional toll can make it difficult for women to address these issues. ❗Cultural and Social Factors - Cultural and social factors can also play a role in how women respond to microaggressions. Women from certain cultures or social backgrounds might be more submissive or tolerant towards these behaviours due to societal norms or fear of exclusion. 💭 What are your thoughts on what stops women on addressing microaggressions? How can women feel safer to respond or report to microaggressions in the workplace? 💭