Thirty-six per cent of women experienced discrimination during pregnancy, while a report from The University of Sydney in September found women in construction are delaying childbirth to avoid harming their careers.
Katie, who is using a pseudonym for privacy reasons, says only male uniforms were available during her apprenticeship.
“It was to the point where it was actually more hazardous to be wearing stuff that’s too big,” she says.
Her school had to put in a special order for protective gear.
At her current workplace in the public sector – where she is the only female employee – the women’s uniform lacks pockets, essential for carrying tools. Conversely, the men’s uniform have pockets, but don’t fit her properly.
Again, a special trip to her workplace’s uniform shop was required to find something more suitable, but she still doesn’t have gloves that fit her.
“Everything that I get that’s suitable for my needs is seen as special treatment. That’s the real kicker,” she says.
“People don’t realise that it’s actually kind of crap, having to go to the uniform shop and having to stand out when you just want to fit in.”
And, while pregnant, Katie had to send her uniform out for alterations. There is specialist maternity workwear out there, but Katie points out it is expensive.
“Trying to convince your employer to pay for that when they’re already unhappy because they’re about to lose you and are going to have to pay for maternity leave… The last thing you will do is cause drama for yourself by asking for a $150 work shirt when the boys are wearing $30 ones.”
Horticulturalist Olivia Thwaites started her brand Green Hip in 2010, after she couldn’t find proper workwear for women. She’s photographed here at the Royal Botanic Gardens in Melbourne.Credit: Jason South
Almost 20 years ago, Olivia Thwaites was working as a tradie horticulturalist and struggling to find alternatives to men’s workwear.
“Some of the gripes [with men’s workwear] are the waist doesn’t fit, the crotch is too long, causing chafing, or the shirts gape, so then you feel like you’re exposing yourself on the work site.”
And so in 2010 with the help of crowdfunding, Thwaites launched Green Hip, the first dedicated workwear brand for women.
The brand sells directly to consumers and via retailers like Bunnings, which traditionally have not catered to women.
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“Back then, when I would walk into a workwear store, although it’s not too dissimilar now, there was a very small range of workwear in the back corner of the store, with very little representation of size, colour and style. And so usually women end up just buying the men’s fit.”
Green Hip also has contracts with Botanic Gardens Parks Authority in Western Australia and Lion Nathan Breweries, and outfits employees at organisations including Zoos Victoria and the Royal Botanic Gardens Melbourne.
Thwaites says proper uniforms are important for giving employees the confidence to do their jobs properly.
“If a workplace is supplying a female-specific brand that fits and is tailored for their body shape, instantly they feel like, ‘Oh, okay, I belong here. I feel empowered, I feel professional, I feel confident.’”
Kym O’Leary’s brand CoGear makes specialist workwear for pregnancy, menopause and beyond.
In 2013, Kym O’Leary was working at a mining company in Central Queensland when an experience in a meeting with her pregnant manager stopped her in her tracks.
“The men looked really comfortable in their workwear, and there was Steph, pregnant belly, wearing an open high-vis shirt with a singlet on underneath.”
Ironically, the topic of discussion was how to get more women into the industry.
The experience led her to found CoGear, whose offerings include high-vis maternity wear – which O’Leary couldn’t find at the time – elastic waistbands, softer fabric and trousers with adjustable hems.
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“It’s just workwear that adapts to women’s fluctuating bodies. Whether it’s our cycles, menopause or fertility treatment, our bodies go through a lot, and rigid workwear just doesn’t support that.”
For Smith, the onus lies on workplaces to do better when it comes to uniforms.
“The employer’s role is to bring people in, induct them and provide a safe environment. Uniform is one of those things.”
Bringing more women into leadership roles is one option, and presents an opportunity for fixing Australia’s trade skills shortage, she says.
“The number of women that are in decision-making roles is still less than 20 per cent, and that’s in some of the better trades. So [uniforms are] just not thought of.”
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