Figure 4
The figure is titled “Strategies – Industry pipeline” with the title depicted within a vertical panel positioned on the left. Two large individual rightward arrows, one on the left and one on the right side, are positioned at the top of the figure. The arrows are labeled “Education pipeline” and “Industry pipeline,” respectively, each containing four text boxes and arrows emerging from them. The “education pipeline” arrow depicts three boxes arranged in a horizontal series at the top. From left to right, they are labeled as follows: “School,” “V E,” and “H E.” Below a large text box, spanning these three boxes, is positioned, labeled “Attraction.” The “Industry pipeline” arrow depicts a large text box labeled “Construction company.” Below this text box, three smaller text boxes are positioned and arranged in a horizontal series. From left to right, the three text boxes are labeled as follows: “Entry,” “Retention,” and “Progression.” A curvy rightward arrow from “V E” on the left arrow points to the “Construction company” text box on the right. A rightward arrow from “H E” in the left arrow points to the “Construction company” text box on the right. Below the arrows, a table of four rows and four columns is present. The first row depicts the column headers. From left to right, the column headers are as follows: Column 1: “Target cohort,” Column 2: “Potential employees,” Column 3: “Employees,” and Column 4: “Potential leaders.” The row-wise entries in the table are as follows: Row 2: Target cohort: Goals. Potential employees: A fair playing field for recruitment. Employees: Inclusive work environment. Potential leaders: A fair playing field for progression. Row 3: Target cohort: Strategies. Potential employees: Transparent and anti-discriminatory recruitment procedures plus Tolerance for career breaks, Training for recruiters to implement anti-discriminatory recruitment procedures, Targeted recruitment, and Imposing diversity quotas for organisations. Employees: Flexible work structures, Training, Changes to job structures, Adoption of technology, Safe work conditions, Suitable clothes and P P E, Bridging pay gap, Health and welfare facilities, Mentoring and role modelling, Advocacy, H R policies, Leader’s role, Awards for inclusive organisations, Organisation's approach, and National level policies. Potential leaders: Transparent and anti-discriminatory promotion procedures, Internal promotions, and Training. Row 4: Target cohort: Stakeholders. Potential employees: Industry organisations, Recruiters and Contractors, State governments, and External training organisations. Employees: Industry organisations (Procurement, H R), External training organisations, Professional bodies, Individuals slash advocates, and Federal slash state governments. Potential leaders: Industry organisations and External training organisations.Strategies to overcome the barriers mapped in the industry pipeline. Authors’ own work