Starting in April/May 2026, large businesses with 500+ employees will be required to set three gender equality targets under the Workplace Gender Equality Act (2012). At least one of these targets must be numeric, and employers will have three years to either achieve or make progress toward meeting them.

While these new requirements directly affect larger companies, they will have a broader impact across the construction industry. There is an increased risk that larger electrical businesses may begin attracting female apprentices and employees away from smaller businesses. Additionally, they could set subcontractor hiring criteria that prioritise having policies and gender payroll numbers in place, which would help them comply with these new regulations. It is critical numeric targets account for the limited pool of skilled female apprentices and employees available. Without addressing the low attraction rates of female apprentices, these targets could become difficult to achieve, with businesses competing for candidates from a small talent pool.

MEA has already voiced concerns about these changes in response to the government’s consultation last year. While we fully support initiatives that promote workplace gender equality, it’s crucial that these efforts do not inadvertently disadvantage smaller businesses or create negative experiences for women in our sector.
Addressing the long-standing gender imbalance in construction and electrical industries requires a fundamental shift. It’s essential that workplaces adapt to better support female workers, prioritising their safety, well-being, and mental health. Creating an inclusive and welcoming environment will be key to increasing female participation in our industry.

We continue to advocate for the federal government to ensure that smaller businesses are not penalised or disadvantaged in this process. This is particularly important following the Federal Treasury’s announcement last week that the Labor Government will be banning ‘no-poach clauses’ if re-elected. MEA urges the incoming Government to protect small electrical contractors against anti-competitive behaviour by large contractors in an effort for them to achieve their targets.

While we have concerns, we do commend the overall scheme, especially the non-numeric targets focused on improving workplace culture and respect for females. We applaud the government’s proactive steps in supporting gender equality in the workplace and will continue to monitor these changes closely to ensure fair outcomes for all businesses.

You can read more of our feedback on the new initiative here.