The dominance of male employees in the rail industry in Australia has been welldocumented (Van Barneveld & Jowlett, 2005; Wallace, Lings, & Cameron, 2012; Wallaceet al., 2010). According to the Rail Track Association of Australia (2015), as of 2014,women only make up approximately 17% of the Australian rail workforce, up from 15%in 2006 (Brennan et al., 2009), and although there are gains over the past decade, theindustry still lags behind the national average of 46.2% female representation (WGEA,2016). The contribution that female employees make to the performance of firms hasbeen related to increased work team performance and improved engagement andfinancial gains (Yan & Liwen 2012; Perryman, Fernando, & Tripathy 2016), howeverevidence suggests that the degree of this efficacy is industry specific (Ali, Kulik, & Metz,2011) and is only facilitated when additional moderating variables are present (Dwyer,Richard, & Chadwick, 2003).Metro Trains Melbourne (MTM) is the private metropolitan rail service providercharted by the Victorian government to manage and deliver safe and reliable suburbanrail services to the people of Victoria, Australia. MTM’s diversity and inclusion policyencourages the career development of women in their organisation, however despitethis, current female applicants only represent approximately 1 in 3 of all externalapplications at MTM, with the lowest rates being in operations and engineering roles (R.Christianson, interview, March 20, 2017). MTM recognises that the lack of femaleinterest in rail industry careers is impacting on their long-term workforce planningstrategy. They are seeking innovative ways to increase the quantity and quality offemale candidates to career paths offered at MTM, especially in engineering and railoperations (services) roles.
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