Women in rail: Driving progress together

Rail is changing. Digital signalling, automation, and a focus on sustainability are reshaping the sector. With $155 billion in infrastructure investment and an estimated need for 70,000 additional workers over the next decade, attracting and retaining women is essential for our industry’s success. Diverse teams deliver stronger solutions, encourage innovation, and better reflect the communities we serve.

The ARA supports gender equity in rail through its Women in Rail Strategy (2023–2026) and the Rail Gender Equity Charter, which encourage members to:

• Recruit fairly and without bias
• Provide equitable career development pathways
• Foster inclusive workplace cultures
• Promote executive accountability for diversity outcomes

These programs are backed by mentoring, scholarships, and outreach to schools and universities to help attract future talent.

At GHD, we’ve taken a proactive role in shaping the conversation and driving change:

• We were proud to be one of the first signatories of the ARA’s new Rail Gender Equity Charter, hosting the launch of the charter at our offices in Sydney in September alongside more than 40 organisations from across Australia and New Zealand.
• We launched the Women in Rail Report at AusRail Plus 2023, highlighting barriers and solutions, and hosted industry webinars and focus groups to share insights and foster collaboration and change in the industry.
• Our recruitment and career progression programs aim to bring more women into technical and leadership roles. Our Career Relaunch Program supports people returning from a career break, offering 10 weeks of paid, flexible work with the goal of ongoing employment. Started in 2017, the annual program has helped more than 170 professionals and continues to grow each year.
• Gender diversity and equality being a key priority, with progress being made on our 2030 gender diversity goals to increase female representation across our organisation, including in leadership roles.
• Our WING (Women in GHD) community is a global and local initiative that empowers women by providing a platform to connect and by leading initiatives that inspire personal and professional growth that leads all GHD people to foster a culture of gender equality and inclusion.
• I remember the energy in the room when we launched the Charter. It was clear that collaboration is key to real change. Likewise, it’s been fantastic to see colleagues and industry connections continue to reference our Women in Rail report, two years after its launch – a testament to its impact. 

Across Asia Pacific, partnerships between education providers and industry bodies are helping to shift perceptions and position rail as a fulfilling career option for women.

Across the industry, organisations are taking meaningful action:

• Metro Trains Melbourne has increased the number of women in train driving roles from 26 in 2009 to over 500 today, now representing 37 per cent of its drivers. The organisation aims for a 40:60 gender balance in leadership by 2027.
• Transdev Australasia has introduced gender-neutral parental leave and expanded flexible work options to frontline teams.
• Transport for NSW has set a target of 40 per cent female representation in senior roles by 2025, aligning with state-wide diversity priorities.

These initiatives demonstrate that diversity is more than a corporate slogan, it’s embedded in recruitment, policy, and culture.

Although we have made progress, women still face challenges in the rail industry:

• Few visible role models in technical and leadership roles
• Unconscious bias in recruitment and promotion
• Limited of flexible work options in operational roles

To overcome these barriers, we need to drive cultural change, not just update policies. 

While the increase from 23 per cent to 28 per cent is encouraging, women continue to be underrepresented in senior leadership and technical roles in the rail industry. Our next challenge is to make workplaces not only diverse but genuinely inclusive. I’m passionate about ensuring the next generation of women see rail as a career of choice, and that starts with breaking down systemic barriers and amplifying success stories.

We have made significant progress, but the true success will be when diversity is considered in every decision, every project, and every workplace. Together, we can make rail a career of choice for everyone.