The recognition of your engineering qualifications in Australia depends on several factors, including where you obtained your degree, whether your institution is accredited, and whether your engineering discipline is regulated.

Pathways for Recognition

1. Accredited Qualifications 

• If your degree is from a country that is part of the Washington Accord (e.g., USA, UK, Canada, India, South Africa, etc.), your engineering qualification will typically be recognised automatically by Engineers Australia.
• If your qualification is from a country under the Sydney Accord (for engineering technologists) or Dublin Accord(for engineering associates), recognition also applies, but for different engineering roles.

2. Non-Accredited Qualifications

• If your degree is not accredited under these agreements, you must apply for an assessment by Engineers Australia through the Competency Demonstration Report (CDR) process. This involves submitting:

Evidence of your qualifications

• • A detailed CDR report demonstrating your engineering skills and experience
  • English language proficiency (IELTS, PTE, etc.)

3. Licensing & Registration

• In some states, engineers must be registered (e.g., Queensland, Victoria, New South Wales) to work in certain engineering roles, especially in civil, structural, electrical, and mechanical fields.
• You may need to apply for professional registration through Engineers Australia, RPEQ (Queensland), or BLA (Victoria).

Engineering companies are some of Australia’s largest companies. It’s easy to find organisations who are hiring Engineers and we suggest you check out their career websites. In addition to applying for jobs directly on their sites, it’s often possible to join their talent pools and be notified by email when jobs that match your profile arise. Of course, engineeringjobs.com.au is also a place where you will find plenty of current private and public sector engineering jobs.
Here’s a (part) list of some of the biggest employers frequently recruiting in the engineering space: ABB Australia, AECOM Australia, AGL Energy, Acciona, Aggreko, Airbus, Arcadis, Arup, Aurecon, Ausenco, BAE Systems Australia, BHP, BMD Group, BMT, Babcock, Baker Hughes, Barminco, Beca, Bechtel, Boeing Australia, Bosch, Bureau Veritas.

Opportunities for women in Australia’s engineering sector are steadily expanding, driven by initiatives to improve diversity, inclusion, and gender equality. Here’s why:

Growing Industry Demand

• Australia faces a growing shortage of engineers, especially in infrastructure, renewable energy, technology, mining, defence, and construction sectors.
• This demand creates a significant opportunity for women to enter engineering roles, driving recruitment efforts focused explicitly on gender diversity.

Diversity and Inclusion Initiatives

• Major engineering firms (e.g., Aurecon, Arup, AECOM, GHD, WSP, Jacobs, and Worley) have targeted initiatives aimed at recruiting and retaining women, such as mentorship programs, flexible working arrangements, gender diversity targets, and inclusive workplace policies.

Scholarships and Sponsorships

• Professional bodies like Engineers Australia offer scholarships, training, and mentoring specifically for women, aiming to attract more females to study and remain in engineering.
• Universities actively promote STEM degrees to female high-school students, often supported by industry sponsorships.

Networking and Professional Development

• Groups such as Engineers Australia’s Women in Engineering, Professionals Australia, and the Australian Academy of Technology and Engineering (ATSE) provide networking events, leadership training, mentoring programs, and resources specifically targeted at women engineers.
• These platforms help women build professional connections, identify mentors, and access career progression opportunities.

Leadership and Senior Management Opportunities

• Increasing recognition of diversity in leadership has led companies to seek out qualified women for senior engineering roles, board positions, and executive management.
• Companies such as Aurecon, Jacobs, and GHD actively encourage and prepare women engineers for senior roles through targeted career-path development programs.

Supportive Workplace Policies

• Many employers now offer flexible work practices, including remote working, part-time roles, and job-sharing options to support work-life balance and attract female engineers.
• Enhanced parental leave policies and supportive return-to-work initiatives help retain female engineers throughout their careers.

Innovation and Technology Sectors

• Rapid expansion in technology-driven engineering sectors, such as renewable energy, electric vehicles, advanced manufacturing, automation, AI, and robotics, provides cutting-edge career paths for women interested in innovative fields.

Public Sector and Local Government

• Local councils and state infrastructure bodies increasingly promote gender diversity, creating specific roles, internships, and graduate opportunities aimed at female candidates.

International and Global Career Prospects

• Global companies such as Jacobs, WSP, Worley, Arup, and AECOM offer international career mobility, allowing Australian female engineers to gain international experience and opportunities abroad.

Naturally, every company follows its own hiring methodologies and these vary for new talent, experienced and professional hires. Expect questions that are both behavioural and skills based. The most common initial interview formats include:
• Online questionnaires, sometimes using AI type recruitment-bots!
• Phone screening interviews
• Video interviews
• Site or office based face to face interviews

In each state, there are agency recruiters who specialise in the engineering industry. Generally, these recruitment firms charge employers a fee to source and hire engineering talent, but there is no cost to the jobseeker. Naturally, the more experienced you are as an Engineer, the easier it is for recruitment agencies to find your next contract or permanent role.