Laing O’Rourke Australia Earns Fourth Consecutive Gender Equality Employer Award
Laing O’Rourke Australia has once again been recognized for its leadership in workplace inclusion, earning the Employer of Choice for Gender Equality (EOCGE) citation from the Workplace Gender Equality Agency for the fourth consecutive period. This achievement places the company among a select group of organizations nationwide—and one of the very few within the construction sector—to maintain such consistent recognition for advancing gender equality.
The EOCGE citation, now awarded on a three-year cycle, acknowledges organizations that demonstrate a sustained and measurable commitment to gender equality. Importantly, it goes beyond policy frameworks to assess real-world impact, evaluating how effectively companies translate their commitments into meaningful outcomes for employees. For Laing O’Rourke Australia, this recognition reflects more than a decade of deliberate action aimed at challenging traditional industry norms and creating a more inclusive workplace.
According to Managing Director – Australia, Mark Dimmock, the achievement is a testament to the collective efforts of the company’s workforce. He emphasized that progress in gender equality within the construction industry has historically been slow, making this recognition particularly significant. Dimmock noted that the company’s employees have played a critical role in driving change by questioning established practices and pushing for continuous improvement.
He further highlighted that gender equality is not simply a social initiative for the company, but a strategic priority. By fostering an inclusive culture, Laing O’Rourke aims to enhance innovation, improve organizational performance, and attract a broader and more diverse talent pool. In an industry facing skills shortages and evolving workforce expectations, this approach is increasingly vital.
To achieve the EOCGE citation, organizations must meet rigorous criteria across several key areas. These include closing the gender pay gap, promoting inclusive leadership, preventing discrimination and harassment, and supporting career progression for women. Companies are also expected to demonstrate transparency, accountability, and a data-driven approach to improving workplace outcomes.
Mary Wooldridge, Chief Executive Officer of the Workplace Gender Equality Agency, commended Laing O’Rourke for its ongoing commitment. She noted that organizations holding the citation are recognized at a national level for taking meaningful action to advance gender equality. According to Wooldridge, these companies go beyond implementing policies—they embed equality into everyday workplace experiences, ensuring that both women and men benefit from fair opportunities and supportive environments.
She also emphasized the importance of setting clear targets and using employee insights to guide decision-making. By leveraging data from surveys and performance metrics, organizations can identify gaps and implement targeted strategies that improve safety, fairness, and career opportunities across the workforce.
Laing O’Rourke’s progress in this area has been built over more than ten years through a series of targeted initiatives. In 2019, the company introduced its Gender Diversity Action Plan, which outlined specific measures to increase female representation, particularly in senior leadership and project roles. The plan also focused on expanding flexible work arrangements, recognizing that work-life balance is a critical factor in attracting and retaining talent.
Building on this foundation, the company launched a new Gender Equality Action Plan in 2024. This updated strategy sets an ambitious goal of achieving gender parity across its global workforce by 2033. The plan emphasizes the need for bold action, open dialogue, and continuous capability building to drive meaningful and lasting change.
Several key initiatives support this commitment. The company has taken steps to reduce the gender pay gap by addressing biases in remuneration processes and increasing the representation of women in higher-paying and leadership roles. It has also introduced a comprehensive parental leave policy, offering 26 weeks of paid leave to all parents without an eligibility period. In addition, superannuation contributions are maintained during both paid and unpaid parental leave, providing greater financial security for employees.
Laing O’Rourke has also invested in programs designed to build future talent pipelines. One such initiative is the Inspiring STEM+ program, which engages school students and encourages them to pursue education and careers in science, technology, engineering, and mathematics. This program is particularly important in addressing the gender imbalance in technical fields and creating opportunities for young women to enter the construction and engineering sectors.
Another initiative, the Cultivate Sponsorship program, pairs senior operational women with executive sponsors. This mentorship approach is designed to accelerate career progression by providing guidance, support, and access to leadership networks. By fostering these relationships, the company aims to empower women to take on more senior roles and influence decision-making at higher levels.
Helen Fraser, Director – People, highlighted the organization’s strong stance on eliminating gender-based discrimination and sexual harassment. She noted that since receiving its previous citation, the company has implemented a range of measures to address unacceptable behaviors. These include risk assessments, targeted training programs, and procedural changes aimed at creating safer and more respectful workplaces.
Fraser emphasized that applying a gender lens to all aspects of the business—from site design to leadership practices—has been critical in creating environments where women can thrive. She also stressed the importance of open and honest conversations in driving cultural change, noting that progress often begins with individuals speaking up and challenging the status quo.
The company’s efforts have produced measurable results. Over the past six years, female participation within Laing O’Rourke Australia has increased from 26 percent to 35 percent. This growth reflects not only an increase in overall representation but also a stronger presence of women in leadership and high-impact roles.
While the EOCGE citation is a moment of celebration, Dimmock acknowledged that there is still more work to be done. He emphasized that the recognition serves as both an achievement and a reminder of the responsibility to continue driving progress. Encouragingly, he noted that other organizations within the construction industry are also raising their ambitions, creating momentum for broader change.
Ultimately, Laing O’Rourke’s continued recognition highlights the importance of sustained commitment, strategic action, and cultural transformation in achieving gender equality. As the industry evolves, initiatives like these will play a crucial role in shaping a more inclusive future—one where individuals of all backgrounds have the opportunity to build meaningful and rewarding careers.
Source Link:https://www.laingorourke.com/
