text: Organisations such as The Lady Tradies Australia, Fanelle, and Supporting and Linking Tradeswomen (SALT) connect women working in non-traditional roles, providing support and encouragement as well as the opportunity to expand one’s professional network.
  “Don’t let the idea of a male-dominated industry put you off,” says Liddell. Norma MsFixit, a lawn maintenance specialist and handywoman, seconds that. "Pursue it,” she says. “Get into it as early as you can. Charge the same as the men do for the same jobs. You are worth it!"
  Ladies, forget the cadre of men tromping around in overalls and tool belts. Like Wendy Pinch says, there’s a hell of a lot of work waiting for you. You can do this. You can enter this field and be successful, competent, and well-respected--and you won’t be alone.
  
  Workplace harassment is one of the most sensitive areas of effective workplace management, because a significant source of work stress is associated with aggressive behaviors in the workplace.
  There is no way to know for certain just how rampant various types of harassment are in the workplace. Undoubtedly, many go unreported to employers or the Human Rights Commission. Others are adequately handled by employers without the need for outside intervention.
  Employees are far less productive in the workplace when they don't take action against harassment issues. Several strategies offered by workplace experts and employment lawyers can help you deal with workplace harassment and bullying behavior.
  At a minimum, victims of bullying or abusive behavior should tell the bully that the behavior is inappropriate and unwelcome, particularly if it's a more subtle form of bullying, i.e. explaining that snide or sarcastic comments are not appropriate, not professional and not appreciated. If the bullying is of a more serious nature or if the target has attempted to resolve the issue but to no avail or if the bullying has become worse, then it's time to tell someone else about it.
  Victims of workplace harassment should immediately report the misconduct to their supervisors and to human resources. Employees should not be left to handle such issues on their own. They should obtain the support of trained professionals and ensure they have the support and backing of the company in dealing with such issues.
  Bully victims are advised to keep a written record of the inappropriate behavior, describing the date, time and place it occurred, and who else was present, retaining a copy for themselves and providing a copy to their superiors, the HR department, and any other relevant colleagues.