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ABOUT TRELLIS COLLECTIVE

Like you, we want gender equality that gets stronger with every generation.

We believe —

Generational friction is where most gender equality strategies stall.

Most organisations have already invested in gender equality training. But if your managers and your workforce aren't aligned generation to generation, that investment doesn't stick.

Millennial and Gen Z women expect different things from work than the Gen X and Boomer leaders above them were trained to give, and neither side always realises it.


We can do something about that.

We understand –

Everyone in your workforce is navigating gender equality without a shared script.

Women feel like the culture talks about equality while their day-to-day experience hasn't caught up. Younger men want to be good allies but don't have a model to follow.

Older leaders feel fatigue - a subtle "haven't we already fixed this?" resistance - while HR keeps relying on training that often doesn't get deep enough to stick.

That's what happens when four generations are expected to work from the same assumptions about gender.

We guarantee –

Left unaddressed, generational friction costs more than a missed target.

Your early career women reduce their participation, or leave altogether. Your pipeline into mid-to-senior leadership keeps weakening, no matter how much intent sits behind your policies.

Managers keep defaulting to approaches that don't land with a workforce that no longer thinks like they do. Younger men stay unsure how to be good allies, and older men stay disengaged. That costs you missed gender targets, and it costs you your reputation as an employer of choice.

We have evidence —

When each generation is equipped to lead it, gender equity sticks. And compounds.

When managers understand how each generation's expectations around gender actually differ, they stop applying a one-size-fits-all approach. Women stay and advance, male allies find their footing, and the culture gets stronger with every generation that joins.

We've seen this work across more than fifty organisations globally, including tier one and two construction and engineering firms, utilities, resources, oil and gas, manufacturing, and technology - and with hundreds of early career women and men, and the Gen X and Millennial managers leading them.

We believe —

Early Career Women are an overlooked piece of the gender equality puzzle.

We all want more women in middle- and senior-leadership positions. But in male-dominated industries, there simply aren't enough women to promote.


That's not because bright, talented women don't exist in those spaces. It's because more than half of them exit the pipeline within the first five years of their career.


We can do something about that.

We affirm –

Equitable hiring practices alone aren't enough to achieve gender equality.

If you lead an organisation or team, you know know this already. Your dry pipeline and revolving front door tell you so.

If you're a woman in the early years of your career in a male-dominated industry, you know this, too. You were so sure this is what you wanted to pursue, but now you may be wondering if you're actually cut out for it. You are.

We understand –

Early Career Women in male-dominated industries face a litany of obstacles.

Early Career Women in male-majority environments too often attribute their workplace challenges to a lack of confidence. They judge themselves harshly—and incorrectly.

The truth is, women in the first five years of their career are generally outnumbered by men, of a different generation than their managers, inexperienced in their role, new to the world of work, and navigating a post-COVID landscape. Their "lack of confidence" isn't a character flaw; it's a natural result of the environment they're navigating.

We have evidence —

With the right training and support, Early Career Women stay. And advance.

When Early Career Women understand the factors affecting their perception of their work and value—and when they're given the chance to develop skills to navigate communication, conflict, and connection—they own their role, seek opportunities for progression, and remain in the industry they’ve selected. 

To close the gender gap for good, every generation in your workforce needs to be part of the solution.

Here's how we help you do that. 

For Early Career Women (Gen Z)

Build the self-concept, skills, and peer support to fully own your role and advance.

FIRST FIVE PROGRAM (2027)
For Early Career Men (Gen Z)

Give younger men in your workforce the practical model for allyship they don't yet have.

EMERGING MALE ALLIES PROGRAM
For Senior Male Leaders

Equip the men already positioned to shift culture with depth, not just awareness.

COUNTERWEIGHT PROGRAM
For Mid-Snr Women

Sharpen the specific skills and presence needed to confidently pursue sponsorship and senior leadership.

WORKSHOPS
To address the gender equality imbalance at senior, C-suite, and Board levels, attention must be turned to one of the most vulnerable stages in women's careers: their first five years.

Here's how we help you do that. 

For Organisations

Empower your early career women, and develop a leadership culture that unlocks their full potential.

PROFESSIONAL DEVELOPMENT PROGRAM
For Managers

Develop a leadership culture that unlocks the full potential of your early career women.

SECURE & SUPPORT TO SUCCEED TRAINING
For Early Career Women

Access the self-concept, skills, and peer support you need to fully own your role and advance your career.

THE FIRST FIVE GROUP COACHING PROGRAM

Why we don't offer one-size-fits-all training.

Most organisations are so keen to fix the culture fast that they run the same unconscious bias or bystander training across a workforce spanning four generations.

That looks like progress, but it rarely changes anything.

A generic session doesn't land with a Gen Z graduate the same way it lands with a Boomer executive, because they're not starting from the same place or carrying the same conditioning.

Real change happens when each generation gets a program built around what they're actually navigating, early career women, emerging male allies, managers, and senior leaders. That's what we do.

Meet the women behind the mission.

Tanya Andrews, Founder of Trellis Collective

As founder of Trellis Collective, Tanya Andrews is a gender equity specialist and facilitator with a decade of experience in male-dominated industries.

She leads all program development and facilitation, working at the intersection of psychology, performance, and inclusion - helping leaders and teams understand how generational conditioning shapes gender-inclusive communication, confidence, and leadership.

Some of our Guest Contributors and Industry Experts

Autumn Pierce - Gender Equality Expert

Jo Farrell - GM (ACT) at Kane Constructions & Founder of Build Like A Girl

Lauren Mua - Senior Project Engineer, BMD Group

Radmila Desic - Qualified Carpenter and Joiner, Program Officer at DESBT

Lauren Karan - Owner of Karan & Co Recruitment

Trellis Collective acknowledges and pays respect to the past, present and future Traditional Custodians and Elders of this nation and the continuation of cultural, spiritual and educational practices of Aboriginal and Torres Strait Islander peoples.