I'll do my best to speak to it. It's a little outside my expertise.
The non-traditional field that I have spent some time looking at is the oil and gas sector, just because we've seen investments in moving women into that field. There was a very good study of women in the mining sector, and those women cited as their top two barriers a hostile work environment and the lack of child care and flexible hours. When the mining companies employing them were looking for employees during that period of time—this was in 2014 and we weren't seeing the loss of jobs, but an increase in jobs—and were asked if they had any kind of policy or template, or anything around addressing employing women, none of them did and none of them thought there were any problems.
Sometimes it's a matter of making sure we're communicating, but also I think we want women to be able to enter the fields they want to enter and we need to listen to them. If what they're saying is there's a lack of child care or they don't have child care that works with the hours in some of those non-traditional trades, or with the seasonal nature of returning for training and then back, and so on, and that women's lives can't accommodate that because of the unpaid care work, we need to think about how we provide child care for those women. Then we also need to work on the issues of unconscious bias. This isn't about creating an antagonistic relationship. This is about saying, “Here are some really qualified people who want to complete their qualifications. They want to be your coworkers. They're good coworkers. They don't look that different from your wives and sisters and aunties. You know, you just need to think a little about how maybe they don't need to enter the building through the men's locker room.”
It's really dialogue and responding to those women and making sure that you're listening to what they say they need.