11 February: International day of women and girls in science

Practical ways employers can attract more women into non-traditional roles

11 February marks the International Day of Women and Girls in Science, a global reminder of the ongoing gender imbalance in science, technology, engineering and other traditionally male-dominated fields. 

For Australian employers, this isn’t just a participation issue, it’s a workforce opportunity. Employers who actively broaden their talent pools often see stronger retention, better problem-solving, and more sustainable teams. 

Attracting more women into non-traditional roles doesn’t require a complete overhaul of your business. Small, practical changes can make a real difference. 

Look at how your roles are described

Job ads are often the first barrier. Language that emphasises long hours, physical toughness, or “lone wolf” traits can unintentionally discourage women from applying, even when they can do the job. 

Employers can: 

• Focus on skills and outcomes, not stereotypes 

• Avoid unnecessary physical or availability requirements 

• Be clear about what training and support is provided 

If a role can be learned, say so. Women are less likely to apply unless they meet every listed criterion, even when they’re capable of growing into the role. 

Make flexibility visible, not implied

Many women assume flexibility won’t be supported in non-traditional roles, even when it is. 

Make it clear upfront if you offer: 

• Flexible start and finish times 

• Part-time or job-share options 

• Phased return-to-work arrangements 

Flexibility benefits all workers, but being explicit about it can significantly increase applications from women. 

Show what inclusion looks like in practice

Employers don’t need glossy campaigns, but visibility matters. 

Simple actions include: 

• Highlighting women already working in non-traditional roles (where appropriate) 

• Using inclusive imagery and examples in recruitment and training materials 

• Ensuring new starters have access to mentoring and peer support 

This helps candidates see themselves in the role and signals that your workplace is prepared to support them. 

Review your onboarding and training approach

Retention is just as important as attraction. Women entering non-traditional roles often leave not because of the work itself, but due to isolation or lack of structured support. 

Strong onboarding includes: 

• Clear expectations and pathways for progression 

• Regular check-ins, especially in the first six months 

• Training that builds confidence, not just compliance 

These practices improve outcomes for all new starters, not just women. 

Partner with organisations that understand inclusive employment

Attracting and supporting women in non-traditional roles doesn’t have to sit solely with your business. Working with an employment partner like CoAct Connect gives employers practical, on-the-ground support to get it right from the start. 

CoAct Connect can help employers: 

• Access a broader pool of job-ready candidates with the right skills and potential 

• Identify and remove barriers in recruitment, onboarding and job design 

• Put tailored supports in place from day one to set both the employee and the business up for success 

This approach reduces risk, improves retention, and helps employers build more capable, diverse teams, without adding complexity to their hiring process. 

If you’re looking to fill roles that have traditionally been hard to recruit for, CoAct Connect can support you to find and sustain the right people for your business.