Employers and Apprentices Share Their Vision for a More Inclusive Electrical Industry

What does a more inclusive electrical industry look like in practice? Employers and apprentices involved in the Powering Women into Clean Energy Apprenticeships Project say it leads to stronger teams, broader perspectives and better opportunities for everyone.

At the recent Future Energy Skills Partners in Power event on 28 July, a panel discussion brought together employers and apprentices participating in the Project. Facilitated by Project Lead Gen Walton, the panel featured Tom, Head of Operations at BREC, and apprentice Catherine, alongside Jason, Business Manager at Lantrak Electrical Services, and apprentice Juliette.

The discussion explored what inclusion looks like on the ground, the challenges that still exist, and the opportunities a more diverse workforce can create for the industry. Read the highlights of the conversation below, or watch the full highlights video here:

Why Inclusion Makes Good Business Sense

For Tom and Jason, joining the project was a natural extension of the cultures they were already building within their businesses.

“Our business is about including as many different people as possible to create the best service and culture for our team.

Having female employees in the business was something we were already doing, so the opportunity to learn more about that was a no-brainer for us.” says Tom.

Jason brought a different perspective. Coming from a hospitality background, where gender diversity is more common, he initially struggled to understand why inclusion in construction was such a significant issue. However, in an industry facing ongoing skills shortages, expanding recruitment opportunities made clear business sense.

“For us, it was smart business. You’ve got half of the population who isn’t being exposed to the opportunity, and we thought, if no one else is tapping into it, we will. Especially with the massive shortage happening in the industry right now with electricians and all the work going on, it gives us an advantage because we can talk to a lot more people than the average competitor.”

Changing Attitudes and Workplace Culture

Both employers described workplace culture as central to creating environments where everyone can succeed.

Tom’s experience introducing greater gender diversity was largely straightforward.

“We’ll interview and talk to anyone we think is the right fit for our business. We were lucky that we had consistent applications from great candidates. It was a no-brainer for us.

We’re trying to build a culture around uniqueness, and that comes from all different walks of life and cultures. We couldn’t do it without women, that’s for sure.”

Jason acknowledged that the journey wasn’t always easy.

“Yes, there was pushback. Some of the men in the industry have been around for a long time. It was a bit of a shock to them, and I was surprised by the pushback I got at the time.

I have some very outspoken guys in the group, and one of them wasn’t afraid to say, ‘What are you going to do when this whole thing fails, Jason? Are you going to fire half the guys to make your ratio?’

Rather than backing away from the challenge, it strengthened his commitment.

“Every time someone says, ‘You can’t do this,’ I’ve gone even harder to try and make it work.”

For Tom, the goal remains simple:

“I want everyone to come to our business and feel safe, feel at home, and feel like they’re part of the family.”

Apprentices Reflect on Their Experiences

Juliette from Lantrak Electrical Services and Catherine from BREC offered honest insights into what it is like to be a woman working in the electrical industry today.

For Juliette, one of the biggest challenges has been demonstrating that women are just as capable as their male colleagues.

“I think just proving to them that we can do what they are also doing has been the hardest part throughout my apprenticeship so far.”

For Catherine, many of the challenges stem from what she describes as the unconscious gender bias women experience every day.

“It’s hard to raise because a lot of people don’t realise they are part of the problem. Like I said, it’s unconscious, so people don’t understand that it stems from sexism.”

The discussion highlighted that creating a more inclusive industry is not just about bringing more women into the workforce. It is also about helping young workers challenge outdated assumptions and experience the benefits of diverse teams firsthand.

Juliette believes exposure is often the key to changing attitudes.

“With some of the boys who needed more convincing, the biggest thing was exposure. They had heard things and were following this stigma about what it all is, but they hadn’t actually worked with women before. They had it in their minds that they didn’t want to work with us.”

As more women joined sites, those perceptions quickly changed.

“We’ve put them with more girls and, in the end, they’ve actually come out only wanting some of the girls on their sites. I think it was more about proving to them and showing them that it can work, and it does work.”

An audience member, who is also a female BREC apprentice, reinforced the importance of education and respect in training and workplace environments.

“It’s about educating all the other lads and letting them know that this is a respectful place for everybody. Teachers, students, everyone should be treated equally. A little bit more education on: you’re not in a boys’ group now, this is the real world, and it’s about being responsible and mature.”

The Difference More Women Make

Both apprentices said increasing the number of women on site creates positive changes in workplace culture.

Catherine explained:

“I found that it becomes a lot more collaborative when I work with other women. At the minute with BREC, the women are all apprentices. If I compare that with male apprentices, I find there’s more competition over who is going to lead the task, who knows more, and who knows better. When I work with the girls, we just bounce off each other.”

She also spoke openly about the importance of feeling safe at work.

“Also, sadly, I do feel a lot safer on site with more women. That’s just the burden of being a woman, I guess. I do think it’s always in the back of my mind.”

Juliette has seen significant change at Lantrak since joining the company.

“I was the second female employed at Lantrak, and now we are up to just over 20. So I’ve seen it from the very start, from only two women to then becoming part of the 50/50 initiative that Lantrak has in place. You see what hiring more women actually does to the company and what it does to the boys as well.

At the start there was a bit of pushback, but now the boys really enjoy working with us.”

Supporting Women to Succeed

Alongside culture change, the panel highlighted the importance of practical support to help women succeed and remain in the industry.

Jason described Lantrak’s Apprentice Buddy Program, which pairs every apprentice with a dedicated A-grade electrician throughout their apprenticeship. The initiative was introduced following feedback from a female apprentice and is designed to provide consistent guidance and support.

For Catherine, one of the simplest but most important actions employers, managers and TAFE trainers can take is checking in regularly.

“It is harder for women in this industry, and we need more support. We need people to check in. We need onsite project managers to come and say, ‘Is everything all right?'”

She believes responsibility should not always fall on women to raise concerns themselves.

“I don’t think it should always come from us, because sometimes you don’t want to be seen as whinging and then become the difficult woman. Checking in with women more often could be a good start.”

Simple initiatives such as mentoring, regular check-ins and visible support can make a significant difference in helping apprentices feel valued and supported throughout their careers.

Looking Ahead

When asked what they hope to see in the future, both employers and apprentices shared a common vision: an industry where women are represented at every level and where gender is no longer a barrier.

Juliette hopes to see more women progressing into leadership roles.

“It would be nice to see more women stepping up into management roles and showing that we are here to do the exact same thing as the boys.”

Catherine echoed this sentiment, noting that women remain underrepresented in leadership roles across the industry. However, she is encouraged by the progress being made. “…It’s the right step to take with these companies consciously putting women on site and helping them grow and becoming A-Grades and becoming project managers…”

Jason perhaps summarised the ultimate goal best:

“I want to see an industry when we don’t have to talk about it [gender equality] anymore. It should just be a job, with the best person for the job, and everyone gets a go.”

A Final Word

Catherine closed the discussion with a message for other women early on in their electrical career or considering joining the industry.

“I’m a very strong woman. I think that means men leave me alone. I think it’s because I believe, and I know, what I’m fighting for is right. I think you’re right in what you’re fighting for, and you should be proud of it. Don’t let people tell you otherwise.”

The stories shared at Partners in Power show that building a more inclusive electrical industry is not just an aspiration, it is already happening. As more employers embrace diversity, support their apprentices and challenge outdated assumptions, the benefits are being felt across workplaces, teams and the wider industry.

Find out more about the Powering Women into Clean Energy Apprenticeships Project and how you can get involved: futureenergyskills.com.au/bwc-powering-women-into-clean-energy-project-about/