Overview
The Dashboard combines data from Victorian Government and public sources to provide insights into gender balance, pay gaps, and vocational education and training outcomes across Victorian infrastructure delivery agencies and the broader construction industry. It is designed to help government agencies, industry participants, and other stakeholders better understand workforce participation, monitor progress and support progress towards a more diverse and inclusive industry.
Gender Dashboard
To view the full dashboard, scroll within the dashboard area or select the full-screen option(opens in a new window) for a larger view.
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Data sources and methodology
The Dashboard comprises six sections:
- Summary – provides an overview of the key insights from across the Dashboard.
- Agency Composition – outlines the gender composition of the workforce in public infrastructure delivery agencies, with data by pay grade, occupation and agency sector.
- Agency Gender Pay Gap – examines pay differences between men and women in public infrastructure delivery agencies.
- Industry Workforce Gender Balance – examines the representation of men and women in the construction industry across Victoria and Australia.
- Industry Gender Pay Gap – analyses the gender pay gap in the construction industry compared with other industries in Australia.
- Labour Supply - shows the gender balance of people entering the construction industry in Victoria through Vocational Education and Training (VET) pathways.
The Dashboard aims to support progress towards a more inclusive and diverse construction industry by bringing together data from multiple sources in a clear and accessible format.
Potential uses for the Dashboard are outlined below by audience.
Departments and delivery agencies
- Manage social procurement requirements on public infrastructure projects.
- Inform policy development and workforce planning.
- Support implementation and monitoring of government policies and initiatives, including the Building Equality Policy (BEP) and Building Equitable Futures Strategy (BEFS).
- Support agencies to meet obligations under the Gender Equality Act 2020 (Vic), including requirements relating to Gender Equality Action Plans (GEAPs) and Gender Impact Assessments (GIAs).
Construction industry participants
- Understand workforce trends relevant to meeting social procurement requirements and gender equality outcomes.
- Compare organisational performance with broader industry trends to support reporting, workforce planning and efforts to strengthen future workforce pipeline.
Delivery agency data
The agency composition and agency pay gap sections of the Dashboard draw on DTF analysis of infrastructure delivery agency workforce data compiled from the following sources:
- Victorian Public Sector Commission (VPSC), Delivery Agency Workforce Data
- Delivery agency specific workforce data
The following filters have been applied to the data:
- Chief Executive Officers (CEOs) are excluded from agency pay gap calculations to align with the pre-2024 Workplace Gender Equality Agency (WGEA) methodology.
- Casual and temporary employees are excluded from agency pay gap analysis. These employment arrangements can be short term, intermittent or project-based, and may not provide a stable basis for comparing like-for-like earnings across the workforce.
- For gender composition measures proportions of each gender are calculated against the total number of employees. This includes employees who identify as gender diverse and employees whose gender is not reported, even if not identified in the charts. As a result, percentages for men and women may not add up to 100 per cent.
Industry composition
Industry composition data uses the following sources:
- Australian Bureau of Statistics (ABS) (2026), EQ06 - Employed persons by Industry group of main job (ANZSIC), Sex, State and Territory, November 1984 onwards (Pivot Table), Labour Force, Australia, Detailed, accessed April 2026.
- Australian Bureau of Statistics (ABS) (2026), Person Count; Survey month, Region (ASGS) and Occupation of main job (ANZSCO 2013 v1.3) by Sex of Person by Industry of main job (ANZSIC 2006), Labour Force Survey, ABS TableBuilder custom output, accessed April 2026.
- Australian Bureau of Statistics (ABS) (2006, 2011, 2016, 2021), Census of Population and Housing: Counting Persons, Place of Usual Residence, State/Territory (STE) by Occupation (ANZSCO) by Sex by Labour Force Status and Industry of Employment (ANZSIC), ABS TableBuilder custom output, accessed April 2026.
In presenting gender composition by occupation, a 12-month average is used to smooth Labour Force Survey estimates, due to small sample sizes. This data is not seasonally adjusted. Census data is shown as a reference point to support interpretation of longer-term patterns.
ABS gender pay gap
The ‘ABS gender pay gap’ refers to the DTF-calculated pay gap based on ABS Average Weekly Earnings data. It is calculated as the percentage difference in mean earnings between men and women.
- Australian Bureau of Statistics (ABS) (2024), Earnings (Ordinary Time and Total), by National and Victoria, by Industry, by Sex, Average Weekly Earnings, Australia, accessed 2024.
WGEA gender pay gap
The WGEA gender pay gap data presented in the Dashboard is the percentage gender pay gap, sourced from:
- Workplace Gender Equality Agency (WGEA) (2024), Gender pay gap time series by industry, Pay Gap, National Data Explorer, WGEA Gender Equality Data, accessed 2024.
The WGEA industry pay gap shown in the Dashboard is a DTF-derived measure, based on the median gender pay gap of employers within an industry sector.
- Workplace Gender Equality Agency (WGEA) (2023), Gender pay gap by ANZSCO industry division and industry class, Pay Gap by Industry, WGEA dataset, data.gov.au, accessed 2025.
For more information on different gender pay gap methodologies, see the WGEA explainer: How to calculate gender pay gap(opens in a new window).
VET student outcomes
VET student outcomes are based on the National Centre for Vocational Education Research (NCVER) Student Outcomes Survey, which is used to understand student pathways up to 12 months after completing or leaving a VET course. Survey responses are used to derive pathway ratios, which are then scaled to the full population of students who completed or left their course.
When interpreting this data, please consider:
- Sampling bias has not been adjusted for. For example, some cohorts of students may be more or less likely to respond to the survey.
- Some pathway estimates are based on small sample counts, which can reduce reliability.
- National Centre for Vocational Education Research (NCVER) (2025), Student count by intended occupation, post-study outcome (employment/further study or neither) and industry of employment after study, Student Outcomes Survey (2022–2025), NCVER VOCSTATS, accessed April 2026.
- National Centre for Vocational Education Research (NCVER) (2025), Observed completion rate by intended occupation of course, Completion Rate, NCVER DataBuilder, accessed April 2026.
Data updates
Data in the Dashboard will be updated periodically to maintain alignment with source data releases and support currency of reporting.
Contact us
If you have any queries about the Dashboard, please contact data.analytics@dtf.vic.gov.au.
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