EIDSVOLD, QUEENSLAND — Amidst the clang of steel and the scent of freshly cut meat, 19-year-old Kirsten Drinkwater is carving out a future for herself in a profession traditionally dominated by men. Working tirelessly in a stainless-steel boning room, she follows in the footsteps of her grandfather, who also honed his skills at the local butcher in her regional Queensland hometown. Her story is a powerful illustration of a growing trend: women increasingly embracing hands-on trades across the nation.

A second-year apprentice butcher, Ms. Drinkwater is one of a significant number of Queensland women who have picked up the cleaver, signaling a cultural shift in the workforce. Data from the National Centre for Vocational Education Research reveals a remarkable transformation: the number of female apprentice butchers in Queensland has more than tripled since 2020. Last year alone, 35 women embarked on a butcher's apprenticeship in the state, a noticeable jump from 25 in 2022.

This surge isn't confined to butchery. Trades like plumbing, electrical work, and refrigeration mechanics are also seeing a welcome influx of female talent. Conversely, traditionally female-dominated roles, such as hairdressing, have experienced a decline in apprenticeships, with nearly 200 fewer women starting in that field over the same period. Ms. Drinkwater attributes this shift to increased accessibility and a palpable reduction in the fear of discrimination, noting that "the world's just becoming a little bit more inclusive."

Challenges Persist: Low Completion Rates and Pervasive Sexism

Despite the encouraging rise in initial interest, experts caution that significant hurdles remain, particularly concerning completion rates and entrenched workplace sexism. Dr. Sarojni Choy, a researcher in adult vocational education at Griffith University who specializes in the challenges faced by female apprentices, highlights a worrying trend: out of 25 women who commenced a four-year butcher's apprenticeship in 2022, only 10 had completed by 2025. Some sectors, she notes, have produced no female tradespeople in recent years.

"While we are observing a real, albeit modest, shift towards non-traditional occupations for women," Dr. Choy explains, "the critical challenge now is converting that initial interest into sustained participation and successful completion of their qualifications." She emphasizes the urgent need for enhanced support systems to help these women overcome the obstacles that often lead to early attrition.

Among the most formidable barriers is workplace discrimination and harassment. Professor Rae Cooper, Director of the Australian Centre for Gender Equality and Inclusion at Work at the University of Sydney, led a comprehensive research project that uncovered a disturbing reality: a quarter of women working in automotive trades reported direct experiences of sexual harassment at work. "Everyday sexism, or indeed, pretty nasty sexism, is an unfortunate reality for many women apprentices," Professor Cooper states, underscoring the hostile environments some face.

Legislative Efforts and Ongoing Gaps

In 2022, federal legislation was enacted, compelling employers to take proactive measures to eliminate workplace sex discrimination and harassment. While Professor Cooper acknowledges these laws have initiated positive changes in many workplaces, she warns that "some aren't taking it seriously enough," indicating a continued need for vigilance and enforcement.

Beyond explicit discrimination, women in trades also contend with a notable lack of support for critical life events such as pregnancy and childcare, which often force them out of the industry. "When you speak to women tradies," Professor Cooper reveals, "they often share advice with younger apprentices to 'try not to get pregnant during the period of your apprenticeship' – a stark testament to the systemic issues at play."

Current federal government initiatives aim to boost female workforce participation. The Building Women's Careers Program, launched in early 2025, has allocated $54.5 million to foster cultural change and create more welcoming environments for women. However, this program's scope is currently limited to construction, clean energy, advanced manufacturing, and digital and technology industries, leaving many other vital sectors, like butchery, without direct funding support to attract and retain women.

A spokesperson for the federal Department of Employment and Workplace Relations noted that women comprise the majority of free TAFE enrolments and that apprentices and their employers in priority industries may qualify for additional grants and incentives. However, the broader call from experts like Professor Cooper is for a more expansive approach to attract women to all industries facing national skills shortages.

A New Generation Driving Change

Despite the challenges, there is a growing sense of optimism rooted in evolving attitudes. Professor Cooper believes the next generation of apprentices is less likely to tolerate the sexism and discrimination that previous generations might have endured. "I think that's a good thing," she adds, pointing to a hopeful future where workplace cultures become genuinely inclusive.

For those considering a trade, Ms. Drinkwater offers practical advice: "It can be difficult to find a workplace where you're accepted. But once you find the perfect spot, it's pretty easy to settle down and just get into it." With plans to travel to Germany and Spain post-apprenticeship to broaden her knowledge of the small goods trade, Kirsten Drinkwater exemplifies the trailblazing spirit of women redefining the future of trades.