In a conversation with Jack Batty, a rail construction manager and male ally from the John Holland Group, this episode highlights the issue of male dominance and the need for men to support and drive the change towards gender diversity. Jack discusses efforts to increase female participation in the industry, noting that women often work harder due to the pressure to prove themselves. While attracting women isn't the major challenge, retaining them is, as evidenced by high dropout rates among female apprentices. Jack emphasises the importance of male advocacy in creating more women-friendly environments and believes diverse teams lead to better project outcomes. His approach includes partnering with programs like Build Like a Girl and NAWIC (National Association of Women in Construction) to mentor women and integrate diversity initiatives. He shares success stories from the Canberra Light Rail Extension project, where women fill a third of roles, surpassing the industry average. Cultural shift begins with project charters and leadership buy-in to foster an inclusive environment. Jack acknowledges the persistence of issues like microaggressions and harassment and highlights the need for ongoing dialogue and structure to facilitate change. He aspires for a 50-50 gender split in the industry and stresses that achieving diversity requires both men and women’s efforts, along with flexible workplace practices.

This episode of On the Right Track explores strategies to support flexible work in the rail industry, focusing on initiatives by John Holland Group as discussed by Regina Wootten and Amin Mangat.

They explain the company's use of a "flexibility wheel" to accommodate diverse working arrangements, such as flexible start times and remote work, highlighting the challenges of implementing these in construction. The conversation emphasises the necessity of being on-site for most construction roles, making flexibility a challenge but achievable through creative scheduling like staggered starts or pre-start meetings held the night before. The John Holland team experimented with flexible work options on a rail project, including a trial of a nine-day fortnight, offering a scheduled day off while maintaining productivity. They shared insights on the cultural shift needed to implement these changes and the importance of leadership buy-in and visible support for initiatives like No Meeting Monday. They emphasise the value of flexible work for overall well-being, retention, and worker satisfaction, as evident from their 100 per cent retention rate. Regina and Amin recommend identifying organisational pain points to tailor solutions to specific environments, cautioning that flexibility isn't one-size-fits-all. The trial approach, visible leadership, and aligning organisational goals with flexible working structures are stressed as critical factors for success. The outcomes reflect improved work-life balance, increased productivity, and higher job satisfaction, suggesting broader applications across various industries.

This episode of On The Right Track explores the future of Australian rail — an industry defined by opportunity, transformation and growing diversity.

Downer Group’s Jane Gillespie joins the conversation to share her career journey, which began in the UK rail industry during the 2010 financial crisis before relocating to Australia. Facing redundancy early in her career, she chose to see disruption not as a setback, but as a catalyst for growth — leaning on her professional network and embracing new opportunities.

Jane reflects on how resilience and adaptability shaped her career path. Rather than following a linear trajectory, she navigated change by:

• Building and maintaining strong professional networks
• Staying open to new roles and experiences
• Leveraging both technical capability and broader communication skills
• Seeking environments that value inclusion and collaboration

Her experience reinforces that rail is an industry where relationships and reputation matter — and where support networks can open unexpected doors.

With about 25 per cent of the rail workforce expected to retire in the next decade, Jane highlights the significant opportunity ahead for new and emerging talent.

For Jane, this transition represents not a challenge — but a generational renewal.

She describes the rail industry as inclusive and welcoming, and an industry where collaboration drives success and careers can evolve in unexpected and rewarding ways.

Jane concludes with a simple but powerful reflection: rail is easy to enter, and hard to leave. The industry’s scale, complexity and long-term impact create meaningful, fulfilling career pathways.

As Australia’s rail network continues to grow and modernise, this episode highlights the opportunity for the next generation to step forward, bringing new ideas, diverse experiences and a commitment to shaping the industry’s future.

Listen now to hear Jane’s insights on navigating change, building networks and embracing the opportunities ahead in rail.