Industry research shows that 77 per cent of men want to be part of the solution to gender diversity in the rail workforce, and 72 per cent of women believe that men have a critical role to play in creating gender equality in the workplace.
The ARA has sponsored two men to participate in Women Rising’s Male Allies program as part the ARA Women in Rail Strategy 2023-2026 to support the attraction and retention of women in the industry.
We are encouraging rail organisations to consider enrolling their male employees in the program, which is on again in August. The Male Allies program is a virtual program that covers:
- Strategies to become a more effective ally in supporting gender equity in the workplace.
- Identifying and addressing the challenges that women face in the workplace, such as gender norms, double bind, and likability penalty.
- Understanding the current landscape for women in the workplace.
- Developing an awareness of and strategies to manage gender bias.
- Learning effective techniques to mentor and sponsor women.
- Enhancing your leadership skills through exploring topics such as leadership shadow and more.
The ARA caught up with Kyle Mortimer, Rail Manager – East at McConnell Dowell, who participated in the Male Allies program, about his experiences in relation to gender diversity at work.
Why do you think gender diversity is important to the rail industry?
An industry that attracts and retains diversity is a better and more inclusive environment for everyone. This creates more diversity in approach and thinking and supports an expanding demand for resources, in an industry challenged with a high average age through the existing male dominated workforce.
What has been your experience of female participation in the workplace?
Over my career, gender diversity has certainly been limited although improving. On a personal level, my wife left engineering and re-trained as a teacher (which she loves), primarily due to a lack of flexibility and career progression available to women at that time. I am fortunate at MCD to be working in a Rail Management Team with females being five of nine members, so experience firsthand the benefits of working in a balanced and inclusive team.
What do you think women bring to the workplace?
Everyone brings their unique skills and passion. Women bring an open mind and different perspective to challenges and conversations. Women lift the level of emotional intelligence in a team, driving respectfulness and essentially a calmer environment. Improved communication and high personal standards (which conversely is something that can hold women back in their careers, not good enough for the next role type thinking). More importantly, women inspire others to grow and develop, in particular other women. Women are excellent at prioritising key issues and multitasking. Women often value and nurture teamwork.
Why did you participate in the Male Allies program?
I jumped at the opportunity to participate in the program on behalf of the ARA. Firstly, to improve my knowledge and approach to being a male ally and, secondly, to support the great work the ARA is doing in supporting and promoting women in the rail industry by experiencing if the Women Rising – Male Allies training could be added as another pathway to a more inclusive rail industry.
What did you learn from participating in the Male Allies program?
We have a long way to go, the challenges women face in the workplace are significant and that for change to occur it needs to be industry wide, although individuals must also play a role in being the catalyst for change.
What value does diversity training provide to an organisation and its employees?
It lifts awareness of the issues generally and can be the catalyst for change in the workplace through individuals making a change in the way they behave or communicate and importantly pointing out to others where their approach is impacting the inclusiveness of the workplace environment.
How do you think men can play a greater role in attracting and retaining women to the rail industry?
By ensuring that the environment in the workplace is inclusive and open, allowing everyone to be comfortable and be themselves at work. Another key factor in my view is men calling out behaviour of others (men or women) that does not support an inclusive environment.
The next Male Allies program commences on 12 August and finishes 4 October. If you register before 5 July, you can pay the early bird rate of $899. For more information on the program and to register you can visit the programs website here