Case study: How Laing O’Rourke plans to bring equality to construction

Laing O’Rourke has a detailed plan to challenge traditional gender norms, stereotypes and outcomes in the men-dominated construction sector.

The company says creating fairer workplaces doesn’t happen by accident. It needs to be a core business priority, embedded into day‑to‑day business decisions. 

This thinking is clear in the company's Gender Equality Action Plan which shows how gender equality is anchored in leadership, data and accountability to ensure the approach is visible across the organisation in business practices and in performance metrics and KPIs. 

Following a gender pay gap analysis Laing O'Rourke planned to tackle gender inequality based on 4 strategic pillars:

1. leadership and accountability
2. attract and recruit
3. engage and develop
4. promote and advocate.

The company also committed to "courageous change, honest conversations, and building capability".

 Laing O'Rourke identified key deliverables under each pillar to enable them to reach their target of gender parity in staff roles by 2033, including to:

• take action to close the gender pay gap using regular analysis
• addressing bias in remuneration processes
• equip leaders to prevent and respond to sex‑based harassment  
• review hiring and promotion practices to remove barriers for women  
• consistently embed flexible work options on project sites  
• support women’s advancement through sponsorship, early talent programs and leadership pathways  
• use workforce data and employee feedback to guide decisions and track progress.

Gender equality is not set and forget

Laing O'Rouke's Action Plan seeks to create better outcomes at the moments that matter most – recruitment, promotion, performance, flexibility and culture. But it also places emphasis on the need for "continuous improvement."

This mindset is a key reason why the construction company gained recognition as a Workplace Gender Equality Citation holder.  The achievement puts Laing O’Rourke within a cohort of leading employers who have been recognised for their sustained, measurable progress on workplace gender equality.

Over the past 6 years, the proportion of women working at Laing O'Rourke has increased from 26% to 35% and the company is focussing concerted effort on growing the proportion of women and future women in leadership. 

Laing O’Rourke’s work reflects a sustained focus on practical action that’s aligned with their business values.  Its continued Workplace Gender Equality Citation recognition shows what’s possible when gender equality is treated as a strategic imperative, rather than a compliance exercise.  

By setting clear targets, measuring what matters and turning insight into action, the organisation is helping redefine what leadership looks like in a traditionally men‑dominated industry.

For executives and Boards, the message is clear: sustained progress comes from commitment, accountability and embedding gender equality into everyday business practice.

Find out more

WGEA’s new Workplace Gender Equality Citation recognises leading employers who are taking meaningful action to create fairer, safer and more equal workplaces.

A new framework for citation was launched in 2026, following a review of WGEA’s former citation program.  

The new program adds a second category of citation – Employer Committed to Gender Equality.  

It provides an option for organisations who are building strong policies, systems and leadership capability, and steadily improving outcomes, but that don’t yet meet requirements for the Employer of Choice level of recognition.

Visit the WGEA website to find out more about the program, a step-by-step process for self-assessment and how to apply.