For Parents
Plain-language information to help parents and carers support a young person exploring Construction, Energy and Manufacturing, including the hidden jobs most people have never heard of.
Parents
"Replace assumptions with real information"
Your reaction to her curiosity matters more than you know.
These are not the industries of a generation ago. They are safer, more diverse and more rewarding than most people realise. We will give you the facts, the stories and the perspective you need to support her curiosity and help her get a foot in the door.
Share this checklist with the young person in your life. It explains what a healthy workplace looks like and which warning signs to watch for.
What to watch for in a gender-dominated industry
Starting out in an industry dominated by another gender can be exciting, and most workplaces are supportive of the people bringing more diversity to Construction, Energy & Manufacturing. Whether you're a woman, a man, or gender-diverse and entering a field where your gender is underrepresented, it helps to know what a healthy workplace looks like, and which warning signs to watch for, before you commit to an employer or training provider.
Reading the job ad
- Vague or non-existent info about supervision, site facilities, or who you'd report to
- No mention of PPE provided in your size: a small but telling detail
- Language that subtly signals "this isn't really for you" (e.g. "must be able to handle a tough crowd," "no special treatment here")
- No employees of your gender mentioned or visible anywhere in company photos or socials
- Pay rate is vague, "negotiable," or noticeably below award rates for the role
Interview stage
- You're asked about your plans to have children, your relationship status, or "how you'll cope" on a crew where most people are a different gender to you
- Jokes about your gender are brought up unprompted, especially if you're expected to laugh along
- No staff of your gender anywhere in the interview process, and no clear answer when you ask if there are any
- A defensive or dismissive reaction when you ask about anti-bullying or harassment policies
- They can't or won't tell you who handles complaints or workplace issues
Touring the site or workplace
- No accessible bathroom or change facilities suitable for you (or you're told to "just use the office one" indefinitely)
- Visible material that's openly sexist or exclusionary: posters, comments, or "banter" you can hear from a distance
- Staff seem uncomfortable or surprised that someone of your gender is touring the site
- No clear safety briefing or PPE fitting offered as standard
Within your first few weeks
- You're given "easier" or admin tasks instead of the training or work you were hired for, without explanation
- A mentorship or buddy system exists for others but isn't offered to you
- Feedback on your work is vague, inconsistent, or focuses on your presence rather than your performance
- You're left out of informal information-sharing (tea-room chats, after-work debriefs) where useful tips get passed on
- Complaints about "PC culture" or "having to be careful what you say now" directed at your arrival
Ongoing culture signs
- Harassment or inappropriate comments are dismissed as "just how it is in this industry"
- No clear, accessible process for reporting concerns, or reporting is quietly discouraged
- High turnover of people of your gender that nobody can explain
- You're consistently the only one asked to "prove yourself" before being trusted with real responsibility
- Promotion or completion rates for the underrepresented gender lag well behind the dominant group, with no acknowledgment or action
What to do next
Trust your instincts, but act with information rather than just walking away. Practical next steps:
- Write it down as it happens: date, time, what was said or done, who was present. A note in your phone is enough; it doesn't need to be formal yet.
- Keep any evidence (screenshots, rosters showing patterns, photos of unsafe conditions) stored somewhere outside work systems (personal email or phone).
- Talk to someone outside the situation first (a mentor, support network, or trusted person) before deciding your next move.
- Check if a Registered Training Organisation, host employer, or Group Training Organisation (GTO) is involved in your apprenticeship. They often have separate complaint pathways from your day-to-day employer.
- Know your formal options: your workplace's HR or designated contact, your union, the Fair Work Ombudsman (13 13 94), and your state's anti-discrimination or equal opportunity commission.
- If you ever feel unsafe, you can leave a site and raise it afterwards. Your safety comes first, and Australian WHS law protects your right to do this.
- Reach out to LinkUp Careers. Part of why this platform exists is so you have support and a network around you, rather than navigating this alone.
Not every red flag means "walk away". Some signal a workplace that's simply behind the curve and might improve, especially as more people from underrepresented genders join. But multiple flags together, or any flag involving safety, harassment, or being shut out of training, are worth taking seriously.
More guides on the way.
Next up: a guide to hidden jobs and how your skills transfer between industries. For pay rates and apprenticeship conditions, visit the Fair Work Ombudsman.
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