In the realm of health and safety, women continue to face significant barriers that impede their career advancement. To discover how to break down those barriers, we sat down with Jody Sainsbury, Coal Mining Supervisor at BHP and the Founder of Kickass Women, and Laurence Ledrut, Process Safety Manager at Origin Energy. Jody and Laurence delved into the systemic challenges facing women in the sector, strategies to overcome them, and how to foster a more inclusive and equitable environment for all women in health and safety.
Identifying and Breaking Down Systemic Barriers: Gender Bias and Family Responsibilities
Jody and Laurence both highlight critical systemic barriers that affect women’s progress in the health and safety sector. Jody emphasises that “institutional mindsets and powerful sociological wiring” often perpetuate gender discrimination. She notes that women are frequently expected to model behaviours that align with traditional male success patterns. This expectation can lead to the “Queen Bee” phenomenon, where women who have adopted more masculine traits may distance themselves from other women, reflecting deeper issues of gender bias and institutional discrimination.
Laurence adds another layer to this discussion, focusing on the impact of family responsibilities. She observes that “our industry seems to be losing women during motherhood time,” attributing this to systemic barriers such as inadequate parental leave and inflexible working conditions. Laurence stresses that “access to paid parental leave for both women and men” is crucial, as it allows both parents to share responsibilities and supports women in returning to meaningful careers.
Strategising for Success: Confidence, Advocacy, and Alliances
Both Jody and Laurence offer valuable advice on how women can navigate these challenges. Jody advocates for confidence and self-advocacy, urging women to “be your own biggest cheerleader” and to embrace new opportunities arising from technological advancements. She encourages women to believe in their skills and value despite facing discrimination.
Laurence suggests a proactive approach: “Look for companies that have the right values in terms of diversity and inclusion.” She advises against trying to change organisations that lack these values, noting that “finding and creating alliances with women in senior roles” can be crucial for career advancement. Laurence also emphasises the importance of developing internal support networks to empower and raise awareness among women.
Envisioning Systemic Change: A Call for Comprehensive Reforms
Addressing systemic issues requires more than individual effort; it demands substantial organisational and societal reforms. Jody calls for a shift in how the industry approaches gender equality. She argues, “We need to unite in the pursuit of equal opportunity,” and stresses the importance of embedding inclusion as a core organisational value rather than a token gesture.
Laurence echoes this call for change with a focus on family dynamics and representation. She advocates for a societal shift where “both parents are equally involved in parenthood,” and calls for “more appointments of women in senior roles and on boards.” Laurence also highlights the need for more affordable childcare, noting that “the high cost of childcare” is a significant barrier for many women trying to return to work.
Successful Transformations: Learning from Industry Leaders
Both Jody and Laurence provide examples of successful systemic transformations that could serve as models for other industries. Jody describes BHP’s progress, stating, “Our focus on mitigating bias, implementing flexible work arrangements, and conducting annual gender pay reviews has led to a notable increase in women’s representation in leadership roles.” She emphasises that these efforts have not only advanced gender equity but also provided a competitive advantage.
Laurence highlights similar successes in her industry, particularly in oil and gas. She notes, “Our flexibility, diversity, and inclusion policies have made a significant difference in the number of women returning to work and continuing their careers.” These examples underscore the effectiveness of well-implemented policies in creating supportive environments for women.
The Path Forward
Jody and Laurence’s insights underscore a critical shift in perspective needed to achieve gender equity in health and safety. Rather than focusing solely on women having to make the changes, the emphasis must be on transforming the systems and structures that perpetuate inequality.
By fostering inclusive practices, embracing family-friendly policies, and promoting diverse leadership, organisations can create environments where women not only participate but thrive. The journey toward gender equity involves a comprehensive approach that redefines existing norms and champions systemic change, ensuring that all individuals have the opportunity to contribute fully and excel in their careers.
Jody Sainsbury, Laurence Ledrut and over 25 other health & safety leaders will be speaking at the Women in Health & Safety Summit 2024 from 19-21 November in Sydney. Learn more.
To access the detailed conference program, download the brochure here.