Manufacturing workplaces have been identified as a key area where women continue to face significant barriers to entry, retention and progression, according to a new national report examining the experiences of women in trades and technical roles.
The Women’s Voices from the Floor Report 2025, released by the Australian Manufacturing Workers’ Union (AMWU) in partnership with Tradeswomen Australia, draws on the experiences of 71 women working across mining, manufacturing, automotive and other non-traditional vocational education and training sectors.
Around 31 per cent of respondents were employed in manufacturing, making it the second largest industry represented in the survey after mining.
The report found that gender bias, harassment and inadequate workplace conditions remain widespread across manufacturing sites, affecting women’s participation and long-term retention in the sector.
According to the survey, 78 per cent of women reported experiencing bias or discrimination, while less than half said they felt safe reporting workplace issues.
Manufacturing workplaces recorded some of the lowest levels of adequate facilities, with 43 per cent of respondents in the sector reporting a lack of appropriate amenities such as female toilets and sanitary provisions.
The report notes that these facilities are required under existing health and safety regulations but are not consistently provided.
Barriers to entry in manufacturing were linked to gender stereotypes, limited access to apprenticeships and training opportunities, and concerns about workplace safety and culture.
Respondents also reported challenges in retention, including sexual harassment, bullying, isolation and limited flexibility in work arrangements. Nearly half of all participants cited sexual harassment as a factor influencing women’s decisions to leave technical or trade roles.
The report highlights that only 39 per cent of respondents felt comfortable reporting discrimination or harassment, with many citing fear of retaliation, lack of confidentiality and a workplace culture perceived as protecting perpetrators.
The survey also points to a strong “mateship” culture in some manufacturing environments, which respondents said discouraged formal complaints.
Despite these findings, the report notes that some manufacturing workplaces demonstrate more inclusive cultures, showing that improvement is possible where leadership commitment and accountability are present.
Several respondents described positive experiences in workplaces where policies were enforced and respectful behaviour was actively supported.
The AMWU and Tradeswomen Australia argue that the findings point to systemic issues rather than isolated incidents. The report states that women in manufacturing and related industries continue to face structural barriers that affect their career progression and contribute to workforce attrition.
In response, the report outlines a Workplace Culture and Equality Framework, aimed at helping employers address cultural and structural challenges. The framework recommends leadership accountability, improved reporting mechanisms, adequate workplace facilities, and treating harassment and bullying as psychosocial health and safety risks.
The recommendations also align with existing legal and regulatory obligations, including the positive duty under the Sex Discrimination Act and reporting requirements of the Workplace Gender Equality Agency. The report suggests that employers use these frameworks to track participation, improve retention and strengthen workplace culture.
According to the AMWU, the framework is designed as a practical tool for manufacturing and other trade-based industries to assess workplace culture and implement measurable reforms.
The union said the aim is to embed equality and safety into everyday operations, rather than treating them as separate human resources issues.
