Construction and maritime work has been historically male-dominated and women remain severely underrepresented on most sites.

Recent reporting and profiles indicate that more women are entering these fields and challenging traditional gender roles.

Georgia Harper is a 22-year-old trainee site engineer who works on construction sites four days a week for Caddick Construction.

She left a university course for a hands-on apprenticeship and credits the apprenticeship and employer training for rapid skills development and career progression.

Georgia says people are often surprised when she turns up on site as an engineer and that she actively seeks to break down stereotypes and inspire other women.

She also reports drawbacks, such as a shortage of older female role models on site and occasional stereotyped reactions from colleagues.

Irene Naliaka is a professional driver with about ten years of experience transporting imported vehicles from Mombasa to Kampala, and she was often the only woman on her team.

Irene describes practical challenges such as travelling with an infant early in her career, slow clearance processes, occasional resistance from male colleagues, and the need to balance long trips with family responsibilities, yet she stresses persistence, confidence, and speaking up as keys to success.

Several documents identify apprenticeships, vocational training, mentorship, employer-supported training, and government initiatives as effective ways to increase female participation in technical trades.

Policy changes in some countries have opened previously restricted roles to women, including recently allowing women into maritime and heavy-goods technical positions.

Regional cultural norms and unequal distribution of family responsibilities are cited as persistent barriers to women's advancement in engineering and management roles.

Profiles and interviews advise that women excel by gaining hands-on experience, taking apprenticeships, using available training, and finding supportive employers or teams.

Some women report maintaining personal presentation and femininity on site, and that this sometimes surprises colleagues who hold traditional expectations.

Training and education demographics are shifting in some programs toward greater gender balance, with reports of courses moving from few women to more even classroom splits.

The case studies together show that breaking traditional gender barriers involves individual persistence, employer-supported training and apprenticeships, changing policies, and broader social support.

Based on these documents, women are increasingly entering construction, heavy-equipment, and maritime roles, and they can excel by pursuing apprenticeships and hands-on training, finding supportive employers and mentors, and persisting despite cultural and logistical barriers.

Construction and maritime work has been historically male-dominated and women remain severely underrepresented on most sites.

Title:

Content: Jump directly to the content
NAILING IT

I’m a female builder – people are always shocked when I turn up on site, especially when I have my lashes and nails done

WHEN they first meet her, people are often surprised by construction worker Georgia Harper's choice of career.

Come rain or shine, the 22-year-old can be found on muddy building sites four days a week, working in a still predominantly male-dominated environment.

For Georgia though - who works as a trainee site engineer for Caddick Construction - it's the best job in the world, and all she's ever wanted to do.

Now, she's determined to break down old, outdated stereotypes that come with the building industry, and inspire more women to pursue a career in construction.

However she does admit people are still often quite surprised when she tells them what she does, and when she turns up to sites.

She says: "People always ask 'Why would you want to do that? It's dirty and cold'.

"I like to have my nails and eyelashes done from time to time, so when people meet me, ‘a woman in construction’, it's not always what they expect.

"I always have a laugh on site when anybody asks for the engineer and I turn up, as they’re usually quite surprised!"

'It's in my blood'

Even as a child, Georgia knew she wanted to go into the building industry.

She says: "When I was a young girl at primary school, I would often ask my dad if I could go to work with him delivering materials to building sites.

"It was here really that my early passions for construction were set alight.

"I loved to see all the different jobs going on around me, bringing such a huge build to life.

"I’d just think to myself, “this is amazing!”

"It’s also worth mentioning that my grandfather was a building surveyor, so it’s definitely in my blood!

"I’ve always wanted to be a site manager so becoming an apprentice engineer on site was the perfect foot in the door; I was getting some real hands-on experience."

'I'm on site four days a week'

Georgia's passion for construction carried through after she left school, and she pursued it professionally.

She says: "After college, I was encouraged into a university course, in urban studies and planning that didn’t quite suit my learning style.

"I soon left the course to pursue a more hands-on route into the industry and found the perfect apprenticeship with Caddick.

"Now, I’m on construction sites four days a week, with just one day at a desk at college.

"Caddick has given me so many training opportunities in the short time I’ve been with them and I’ve already got a lot of courses under my belt from first aid to fire marshalling.

"Before I secured my apprenticeship, I did get in touch with my local planning department and a local architecture firm where I was able to do some work experience, which was brilliant."

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

She says: "I love what I do so much and I just can’t believe that I’ve found myself in this industry.

"A lot of what I do is groundwork for big building projects, so it’s really rewarding to know that none of the final build would be possible without those foundations.

"I’m so proud everyday to do what I do, especially in a male dominated environment.

"Inspiring other women to get into it is definitely something I love doing.

"One thing I hadn’t anticipated when taking up a trade, was the diversity of each working day and the amount of amazing people you meet.

"We have new tradespeople on site everyday so you’re constantly interacting with a whole range of new people."

'There are drawbacks'

However, Georgia admits it can be challenging at times working in such a male-dominated environment.

She says: "Being a young woman in construction doesn’t come without its drawbacks.

"There aren’t always older female role models on site and not having somebody to relate to can be challenging.

"That’s why it’s really important to me to help drive change regarding the industry’s demographic.

"It can also be very arduous in the winter when it’s dark and cold, but in summer when the sun’s out, it’s the best job in the world!

"I love the guys that I work with, we have a great team on site, but I would love for more and more women to step into site roles in construction.

"You often find that women in the industry lean towards office-based roles, whether that’s design and architecture or administration but women are perfect for this job.

"With my work at Caddick, I’ve been invited into schools and colleges to speak to the students about what it is we do.

"When I was studying, I was one of three girls on my course.

"Now, there’s more of a 50/50 split in those classrooms, and it’s so great to see the next wave of women in construction coming through."

Climbing the career ladder

For career-focused Georgia, the only way is up from here.

She says: "Having an apprenticeship definitely has a positive impact on your financial prospects.

"Because I've got real life experience that my university counterparts don’t necessarily have, it just gives you an extra step up from entry level.

"From my role now as trainee site engineer there are loads of progression routes and the money definitely grows as you climb that ladder."

Topics

Title:

Content: Women severely underrepresented in construction, but that’s changing

What you need to know:

  • In nearly every construction site I encounter, the workforce is overwhelmingly male.
  • The term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

Across the country, construction sites are a hive of activity, with the government’s ambitious affordable housing project leading the charge. Whenever I pass through these bustling sites, I can’t help but notice the workers clad in overalls, their faces dusted with cement powder as they push wheelbarrows brimming with mortar. Amidst this flurry of activity, one figure stands out – the foreman, barking instructions and overseeing the skilled artisans, or fundis, as they are commonly known.

Interestingly, in nearly every construction site I encounter, the workforce is overwhelmingly male. Rarely do I spot a woman among the fundis, save for the occasional food vendor. Historically, the construction industry has been a predominantly male bastion, a fact reflected in the terminology we use – the term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

While the underrepresentation of women in this field is a global issue, the challenges faced by women in this industry are particularly pronounced in Africa. This gender imbalance reflects a deeper, systemic issue within the construction sector. For too long, this industry has been perceived as a ‘man’s playground’, with women often relegated to peripheral roles or excluded entirely. The reasons for this disparity are multifaceted, ranging from societal norms and gender stereotypes, to a lack of equal opportunities and support systems for women seeking careers in this field.

Limited access to education and training opportunities, particularly in Stem fields, hinders women’s preparedness for technical roles. Furthermore, societal expectations and domestic responsibilities frequently clash with the demanding nature of construction work, making it difficult for women to balance their professional and personal lives. This gender imbalance not only perpetuates inequality but also deprives the industry of the valuable contributions and perspectives that women can bring to the table. However, times are changing, and more women are breaking into the industry, driven by their passion, determination, and desire to contribute to community development. Despite obstacles such as teenage pregnancies, early marriages, and societal pressures, many carved out their place in this male-dominated field.

Their stories are a testament to the power of perseverance and an unwavering commitment to pursuing their dreams. From the high school dropout who found her calling on a construction site, to the young mother who juggled parenting responsibilities while mastering the art of bricklaying, these women have shattered stereotypes and proved that no challenge is too great when met with an indomitable spirit. Through their journeys, they have not only acquired valuable skills and experience but have also become beacons of inspiration for others.

This week, we celebrate these trailblazers, exploring their unique paths and the lessons they have learned along the way. Their stories offer a candid glimpse into the challenges and triumphs that have shaped their lives, from navigating male-dominated workplaces to balancing family responsibilities with demanding careers. As we strive to create a more inclusive and equitable society, it is imperative that we challenge the deeply ingrained biases and stereotypes that have traditionally kept women on the sidelines of the construction industry.

The government can play a pivotal role by implementing initiatives that support and empower women in this field, including investing in educational programmes, vocational training, mentorship opportunities, and inclusive policies that promote gender equality and non-discrimination. This way, we can empower a new generation of women to take their rightful place alongside their male counterparts, ushering in an era of diversity and excellence in this vital sector.

Empowering women in the construction industry can have far-reaching benefits, contributing to the overall advancement of gender equality and sustainable development in the country.

Recent reporting and profiles indicate that more women are entering these fields and challenging traditional gender roles.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

Industries traditionally dominated by men are making meaningful efforts to attract more women to their workforces. But just how do they get the balance right?

It’s a concern Irene Naliaka, now in her tenth year as a professional driver working with Sahara Motors, wrestles with.

They transport imported vehicles from the Mombasa Port to Kampala, Uganda.

Her interest in driving led her to seek a job in the field.

"I was desperate for a job and I had to question myself as to what I could do comfortably. I had tried my hand on a lot of things, but then driving earned it."

Women can assume roles in male-dominated areas. But the reality of being a woman only hit Ms Naliaka when she started working.

"Driving for me is a hobby, so it never seemed strange when I took up the work offer. However, I was the only woman on the team but they made it easy for me to blend in."

Ms Naliaka says she has become better at the work with time.

"I am looking forward to driving even harder machines, such as the top loader operators,'' she says.

Her first trip was not easy. ''It was a decision that I had made and I knew that I wanted to drive, but I was not ready for it to be honest. I remember when one of my sisters asked me if I was normal and that I should look for a different job,'' she says.

Read: The future of women at work

As a mother of four with a nine-month-old baby, it was hard for her.

"On my first assignment, I turned up with my baby, I had my son's bag and my bag. My employer thought it was a joke that I was travelling with a little baby, but then I didn't have anyone to look after him and I needed to get the job done," she says

Ms Naliaka's first trip to Kampala took more than 24 hours, whereas drivers are expected to reach Kampala in 16 hours. Many working mothers struggle with the challenges of getting ahead in their careers and the guilt of not being home all the time.

How will I manage to be part of my children's life? Will my absence be worth it? How will I explain to them that I have to be away? These were the questions that stalked Ms Naliaka.

She talks of restraining her duties as a mother and trying to find balance. Mostly, Ms Naliaka would be on the road for four days and get three days to be home and vice versa if the cycle changed.

Before her travel, she says, "I have to make sure I sleep well because our highways can be very terrible. I wake up as early as 5 am so that I talk to my little boys and see them off for school by 6 am."

"I then prepare and leave the house at 8 am because I need to be at the car pickup point by 10 am to manage the clearance process and be ready to leave at around 3 pm. We leave Mombasa in a convoy, which means we have to journey as a team to Kampala,’’ she adds

According to Ms Naliaka, the power of choosing to be a working mom cannot be underestimated. She has to deal with being a fatigued parent though it gets better with time.

How did she find her voice?

"At the beginning of 2013, my husband was involved in a serious car accident, he lost two spinal discs, the L5 and thorax 7 and that left him immobilised. Two years after the accident, I had to find something to do as his medication took most of my savings. So I had to put food on the table and make sure he got his medication. My husband had his reservations at first, but these were his words, 'I know you are a strong woman, you can do it, but this is too hard'," Ms Naliaka says.

She continues, " It was not easy, we had fights in between because of the long absence, but in the end, it worked after he saw that I could do it. At the moment he is slowly regaining his mobility."

Her husband is a maths teacher.

Does she have moments when she feels like she should take a seat back from the industry?

"Yes. When I started, the migration process was a thorn in the flesh situation. I used to waste hours to be cleared and that interfered with my travel back home. But I came to make terms with the slow clearance," she says.

It also meant pacing herself because work and mothering need to be done.

Irene Naliaka poses for a photo on March 04, 2024 at Nation Centre building in Nairobi. PHOTO | BILLY OGADA | NMG

Challenges

"The roads are never the same, the weather keeps changing every time," she says.

"In the Rift Valley, we sometimes get hailstorms just out of nowhere. That's when professionalism comes in, you slow down, use the lights to indicate because you've got to manage your space, use the heater to heat the car and the windscreen to clear the precipitation. There was a time when I couldn't do it because it was too intense, so I'd just pulled over to the roadside and wait for the storm to clear,’’ she adds.

She has also encountered her fair share of ruthless truck drivers.

''Women are naturally wired to be soft, in some cases, you might be driving and enjoying your moment and a truck honks carelessly and it might frighten you to lose track.''

Ms Naliaka also recounts how unfair the male-dominated industry might be for women.

"Men feel we are fighting for their position. From my experience and the type of work I do, men don't want women on the roads. There was a time when a boss told a short lady that she could not drive, but there are short men on the job too," she points out.

Read: What women leaders sacrifice to 'have it all'

As women continue to break through the glass ceiling and navigate their way in the workplace, Ms Naliaka is proud to have had only one accident in 10 years.

"You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through. If it's a 'no, stand firm, if you can't manage it, just speak up. It's always good to ask," she says.

[email protected]

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

Georgia Harper is a 22-year-old trainee site engineer who works on construction sites four days a week for Caddick Construction.

She left a university course for a hands-on apprenticeship and credits the apprenticeship and employer training for rapid skills development and career progression.

Georgia says people are often surprised when she turns up on site as an engineer and that she actively seeks to break down stereotypes and inspire other women.

What challenges do women in the construction and maritime  industries face?

having to work harder to prove oneself
attitudinal biases at work

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

She also reports drawbacks, such as a shortage of older female role models on site and occasional stereotyped reactions from colleagues.

What challenges do women in the construction and maritime  industries face?

Irene Naliaka is a professional driver with about ten years of experience transporting imported vehicles from Mombasa to Kampala, and she was often the only woman on her team.

Irene describes practical challenges such as travelling with an infant early in her career, slow clearance processes, occasional resistance from male colleagues, and the need to balance long trips with family responsibilities, yet she stresses persistence, confidence, and speaking up as keys to success.

What challenges do women in the construction and maritime  industries face?

having to work harder to prove oneself
attitudinal biases at work

Several documents identify apprenticeships, vocational training, mentorship, employer-supported training, and government initiatives as effective ways to increase female participation in technical trades.

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

What are governments doing to promote and aid women in construction or maritime industries?

educational programs
vocational training
mentorship opportunities

What are governments doing to promote and aid women in construction or maritime industries?

educational programs
vocational training
mentorship opportunities

What are governments doing to promote and aid women in construction or maritime industries?

educational programs
vocational training
mentorship opportunities

Policy changes in some countries have opened previously restricted roles to women, including recently allowing women into maritime and heavy-goods technical positions.

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

What are governments doing to promote and aid women in construction or maritime industries?

Why are construction and maritime industries more popular with women nowadays?

Regional cultural norms and unequal distribution of family responsibilities are cited as persistent barriers to women's advancement in engineering and management roles.

Title:

Content: Thursday by Al Wanees
Send Save Print PDF
It revealed the phenomenon of "theft of designs and plans" without regard to the charter of the profession
The theme: “Architecture. ”
A space of creativity
Eng. Badria Al-Adsani revealed that women in our Arab societies are still trying in various ways to prove their efficiency in vain because of the assumption of these positions by men and their adherence to them.
All the women who reached positions and centers were not forced by the roads, but took them with their arms and thanks to them they inspired us.
Al-Adsani added in her interview with Al-Nahar: Women should trust and support women, not be the first enemy for them and their success, pointing out that if family responsibilities were better distributed in our society and women did not assume full responsibility for the home and children, we would see the success of women and men in equality.
Here is the dialogue:
♪
Have women succeeded in management?
And how?
♪
The question that arises is: have women been given the opportunity to assume a managerial position and take over all tasks without male intervention?
Knowing that she entered this field several centuries ago and succeeded in it and proved its worth.
Unfortunately, women in our Arab societies are still trying in various ways to prove their competence in vain because men hold these positions.
All the women who reached positions and centers were not forced by the roads, but took them with their arms and thanks to them our inspiration.
♪
Is there a competition between men and women in engineering?
How? How?
♪
Yes, there is honest competition among some, but society usually prefers men to women because of their preoccupation with their household duties and their children, where it requires a great effort and more time to reach the stages that can be reached by a man who depends on his wife to care for his children.
♪
What distinguishes women in management?
Does emotion play a role in this?
♪
I don & apos; t see that there is anything that distinguishes women in management and at the same time I don & apos; t see anything that distinguishes men in management
The human race has nothing to do with its ability to manage.
There are administrative failures of both sexes, and there are administrative creators of both sexes.
It all depends on the same person.
First of all, is he deep in the specialty he is managing?
Is he passionate about management?
Is he a leader?
Does he know how to handle things outside of his control?
And about passion in men who are more passionate than women.
Personally, I ’ m not convinced that passion is about women, as people say.
Also, I am against the manager / manager being emotional.
Emotion can produce failed decisions.
This does not mean that a person dehumanizes himself, but it is necessary that reason and logic be stronger than emotion.
♪
The importance of men ’ s support for women at work, how would you describe it?
♪
Women need the support of men in the family and in the workplace.
Also, women should trust and support women and not be the first enemy of their success, so some men underestimate women ’ s abilities and view them as inferior.
But the beauty is that recently we have seen examples of men who are proud of their women and this may change the outlook of society in the future.
♪
How did you get into engineering?
♪
From the beginning, my predilections from a young age were completely away from literary subjects and I was in love with mathematics and physics, and as I grew up in the arms of a female doctor, I thought I would specialise in a different discipline than my mother.
I saw that architecture has a wide range of fields and a beautiful future, and my choice to specialize in architecture came precisely because it gave me space for creativity and was not the exclusive preserve of artists who are good at drawing, as they say.
♪
If you go back in time, would you choose the same field?
♪
Yes, the journey was difficult but it was beautiful and I am proud of what I have reached now.
♪
What are your main interests in public life?
♪
I love reading, and I am passionate about learning new things, especially languages.
My hobby since childhood is playing the piano.
♪
Does your work interfere negatively with your family life?
♪
If the responsibilities of the family were better distributed in our society and women did not assume full responsibility for the home and children, we would see the success of women and men in equality.
If a woman is successful, make sure she has a cooperative husband who likes to see her succeed.
♪
How do you assess the intellectual property rights of engineering drawings and construction plans in Kuwait?
♪
Unfortunately, there is no respect for the law or adequate protection to preserve intellectual property rights.
There are those who steal designs and plans without the slightest feeling or attention to the efforts of his colleagues in the profession and this is professionally unethical and does not belong to honesty and integrity.
♪
What is the mechanism and technical standards for the detection of fake engineering drawings of major engineering offices?
♪
Placing a program under the municipality ’ s umbrella that reveals the plans and designs of similar replicas so that the license is refused only to bring something confirming its ownership.
♪
How do we protect the rights of creative engineering offices?
♪
The state must enforce strict laws.
Example: Warn them and then withdraw the license of the engineering office.
The application of these laws and not only their issuance limits thefts and is a deterrent to those who approach themselves on the effort of others.
♪
You run an engineering office.
What is the Office ’ s strategic plan?
♪
My plan for the Engineering Consulting Office is very ambitious and I hope to achieve these ambitions in the future and this plan is based on the following steps: expanding the services provided locally, either individually or through partnerships to develop the service to a high level, and expanding regionally through establishing partnerships with offices outside Kuwait to benefit from expertise in all engineering fields.
♪
Do women lack leadership positions?
♪
This is true, knowing that the percentage of the population of men and women is almost equal, but we note that in most ministries and government bodies, leadership positions are mostly held by men, knowing that the standards required for these positions are met by women as they are met by men and sometimes exceed them. Although in our society it is possible to accept a man in a leadership position, although he does not have a personality suitable for the position, but do not accept women, besides the view of some influential people in the state that the place of women is home and family and not work, especially leadership work because it sometimes requires media appearance and this does not suit their customs and traditions.
♪
The reasons why women do not have access to parliament?
♪
This phenomenon in Kuwait is due to several social factors, including the lack of confidence in the Kuwaiti society in the ability of women politically to deal with local and international developments, and the possibility of communicating with voters in Kuwaiti society is Diwaniya, where the candidate meets with voters and explains his goals. This often does not apply to women candidates.
♪
What are the pros and cons of social media platforms?
♪
The positives are many as an example: they save effort and energy from the client and companies, facilitate communication between them and increase the culture of customers.
As for the negative, I believe that some false information may cause confusion for some customers and change their direction to the wrong way and this may cost them a lot in the future.
♪
With the rise in the price of real estate in Kuwait, is it possible to increase the price of designs?
♪
Design prices often depend on the client ’ s requests and also depend on the designer ’ s competence and experience.
But of course we want to be ourselves and time on the client.
♪
How do you evaluate Kuwait ’ s building codes?
♪
The citizen pays about half a million dinars on a piece of land space, so the municipal laws must be logical.
Determining the proportions of construction, elevations and reflections, these are the laws of any civilized country, but do not restrict the citizen to internal divisions, such as preventing the construction of two apartments on the first floor or placing a mezzanine in any of the floors, this is a personal freedom and does not negatively affect the environment.
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Profiles and interviews advise that women excel by gaining hands-on experience, taking apprenticeships, using available training, and finding supportive employers or teams.

Some women report maintaining personal presentation and femininity on site, and that this sometimes surprises colleagues who hold traditional expectations.

Title:

Content: Posted Today, 12: 38
Published Today, 12: 38
Modified Today, 12: 44
Updated Today, 12: 44
Engineer and contender for the title of "Miss Office" Polina Khlobystova about work and dancing
5 August 2023, 12: 38
Photo: tagilcity.ru
Polina Khlobystova on the photo on the right
Ural girls regularly conquer the pedestals of beauty contests in Russia.
And this summer Sverdlovsk women showed their talents in the contest "Miss Office", which was created specifically for employees of office companies.
The leader of the voting of TagilCity.ru subscribers Polina Khlobystova told about the work in the construction company
— To become a contender for the title of “Miss Office ” from your native region – how difficult and important was it?
What difficulties did you face, and what was easy?
“I ’ m not saying it ’ s difficult, because we all went there not to win, but to show our talents, to turn into princesses for a moment.
Discover something new, interesting, break out of the routine of everyday life and try out other bright colors, meet and communicate with new people, because we are all so different.
Each of us is beautiful in our own way and each of us has such different talents.
Photo: Miss Office Contest
— Tell us about the preparation of the creative number, what is the choice of dance related to?
- It was a little difficult to decide on a creative number, since I do a lot of things.
But one day at my house, my young man was walking around and singing to music, and then we started dancing.
And then I decided it was going to be a dance.
I have been dancing since I was a child and I like to dance.
Periodically, we do not say that something disturbs us, or we cannot express what inner emotions.
Dance and music is the moment when you can convey your inner world, open your soul.
My grandfather used to say, “As long as music lives in your heart and you dance, you express yourself, which means you live with your full chest. ”
— What was the atmosphere among the participants at the casting?
Was it possible to support each other or was there only rivalry or, on the contrary, only worries about their performance?
We were like one team, supporting each other, joking, laughing, helping each other.
Even after the competition were happy for those who won, there was no envy.
We all knew that when we came to this stage to participate in the competition, we were already winners for ourselves.
Your career is related to the technical field.
Tell me how a woman does her job as an engineer.
Is there not distrust from colleagues, they say, all humanitarians are girls?
A lot of people are surprised when I tell them what I do.
How can a young girl work in construction, especially in such a position?
Everyone thinks it ’ s a man ’ s job.
But now most girls work in those positions where the word “feminine ” well, there is no at all.
In our time, girls have a strong spirit, they can do anything and no obstacles and difficulties for them.
I like my job, this is where I found myself, I reveal myself from the other side.
I am glad that people need my profession, that I work in a friendly team, where there is a creative team aimed at the dynamic development and prosperity of our city and country.
Of course, there are shortcomings in the work (they all have in the work) on them we learn, become more experienced, smarter, there is no condemnation in the team, on the contrary, there is a belief that I will cope with the task.
We can handle it, fix it, or find another way out of the situation.
– Where does a girl get strength and inspiration in order to have time to be a professional at work, engage in creativity and monitor appearance?
— First of all, no matter what kind of difficult work or some life difficulties, no matter how hard it may be, every girl should remember that she is a flower that should bloom, shine, she should be gentle, affectionate.
And as soon as the girl understands and accepts this, the world opens with different eyes.
You need to have your own specific hobby, where you will open up and which will inspire you for further development.
Surround yourself only with the people who move forward with you.
When you start living with a purpose, everything instantly falls into place.
Life is literally starting to change.
Your character changes, just like your body, you feel like a creator, yourself and your image in this world.
A lot of people don't understand us, they look at us like we're crazy.
In fact, we are part of those people who do not know the word “impossible. ”
Anything is possible - you just have to want and believe in yourself.

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

Training and education demographics are shifting in some programs toward greater gender balance, with reports of courses moving from few women to more even classroom splits.

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

The case studies together show that breaking traditional gender barriers involves individual persistence, employer-supported training and apprenticeships, changing policies, and broader social support.

Based on these documents, women are increasingly entering construction, heavy-equipment, and maritime roles, and they can excel by pursuing apprenticeships and hands-on training, finding supportive employers and mentors, and persisting despite cultural and logistical barriers.

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?


The share of women in US construction recently reached 14.1%.

The number of female construction apprentices nearly doubled between 2016 and 2019, with Latinas showing the largest increase.

Many women still report harassment and unequal treatment; a survey found about 25% experienced sexual harassment and half reported frequent unequal treatment by men.

Mentorship and visible role models help women enter and stay in the field.

Labor shortages and public procurement diversity goals are driving firms and governments to recruit more women.

Employers report that women add strengths such as relationship-building and attention to detail that improve workmanship and project outcomes.

Women are also entering related heavy-operator sectors, including long‑haul and transit trucking, waste management operations, and leadership and technical roles in mining.

Industry groups, nonprofits and company programs offer training, certifications, affirmative-enrolment and mentoring to build a female talent pipeline.

Technology and remote operation enabled by 5G can allow remote crane control, raise operator productivity and enable use of specialists across locations.

Persistent barriers include gender stereotypes, limited STEM access and training, workplace designs historically made for men, and cultural or domestic pressures that hinder retention.

Conclusion: To recruit and retain more women crane operators, implement targeted training and mentoring, enforce anti‑harassment and inclusive hiring policies, support STEM and certification pipelines, offer flexible and family‑friendly practices, and explore remote‑operation technology.

The share of women in US construction recently reached 14.1%.

Title:

Content: Daytime Plus
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Women break into construction sector to fill labour shortages
Bloomberg: The number of construction workers in the United States exceeded 1 million in May last year, for the first time since data collection began in 1964, and the share of women among workers in the sector reached its highest level at 14.1 percent last month.
About a third of construction workers in the United States are Hispanic, according to BLS.
Cerato herself got to know the industry at an early age through her Mexican immigrant father, saying, “I used to go out to work with him, and I never saw anyone like me, so it never occurred to me that it could be a viable career path. ”
The presence of another Latina as a mentor made a big difference, she said, adding: “That ’ s why our representation is important. ”
One of the women is Andy Dirkschneider, who negotiates millions of dollars in loans to buy land for her family ’ s homebuilder, but sometimes vendors call her “petite ” and ask to speak to the man in charge.
Dirkschneider, 32, who heads Brookline Homes in Charlotte, said: “I tell them I ’ m the man in charge.
A young blonde girl doing this job confuses everyone.
It ’ s frustrating, but it can ’ t be allowed to. ”
Dirkschneider and thousands of women like her are breaking through the walls of the professions.
It is not brittle, it is concrete.
The field of construction has always been a world for men, from handicrafts such as construction and carpentry to the offices of developers and executive companies.
The accelerating wave of retirement of the 1960s and 1970s generation has exacerbated the industry ’ s chronic labor shortage.
Construction jobs totaled 440,000 in April, the highest in Bureau of Labor Statistics records that began in 2001.
Aryan Higuish, a senior researcher and fellow at the Women ’ s Policy Research Institute, said there is room for growth, because the construction sector ’ s historical dependence on men now risks constraining its growth.
The institute estimates that about a third of women in the industry work in deals, and their share across sectors such as painting and carpentry is still as small as a tenth, though Higuish believes it will continue to grow.
This is partly because of the need for labor and because states and local administrations want to see more diversity in companies when they are awarded contracts.
Patrice Haley, of the diversity leadership team at construction giant DPR, said: “In this industry, we can ’ t dismiss people on the basis of gender.
“A lot of veterans are retiring, and we can ’ t leave any of the doors closed. ”
One of the temptations for women in the industry, Haley said, was to see what they were building right in front of their eyes, and she had started working in the industry in a manual job that required wearing a helmet and toe boots.
She said, "I can say I worked on this and built that."
There ’ s also the temptation to pay better than many other jobs that don ’ t require a college degree: In 2021, the average salary of an electrician was $59,000 and $98,500 for a construction manager, according to U.S. Department of Labor data.
Taqiya Wallace, 35, works for a large energy company in tracking construction project documents.
But she dreams of getting a license as a general contractor to start working on her own.
In June, I began studying building skills in a 16-week curriculum organized by Goodwill Industries in South Piedmont, Charlotte, where I learned to read blueprints and handle equipment.
If all goes according to plan, she will finish training with four industry certifications.
Although Goodwill does not target women, its organizers say a group of 15 people who completed training last year were all women, about half of whom went on to work in industry jobs.
Wallace, who was the first to receive a college degree in her family, sees getting a contractor ’ s license and hanging a sign for her company as a way to build the wealth she can bequeath to her family.
She said, “I want to be able to tell them this is our legacy. ”
Harassment and discrimination
Despite these encouraging trends, the sector still has a long way to go.
About a quarter of respondents to a survey of 2,635 workers conducted by the Women ’ s Policy Research Institute last year said they had experienced sexual harassment or repeated harassment on the basis of sex.
Half of those surveyed said that their lack of equal treatment by men was frequent or persistent.
Jenny Parker stood at a construction site in High Point, North Carolina, on a very hot day in July, grabbing a paper cup with an iced drink as she looked at her sawdust, paint and sweat stained shirt and said, "I love this.
It took me 10 years to get here. ”
Parker, who spent nine years in the Marine Corps, was upset by the managerial jobs she worked so she could pay her bills while raising her daughter, so she started working hard in real estate.
She signed up for training in building skills so she could repair the rental housing she owned.
At High Point, Parker received hands-on training in building house structures, performing stone work, and installing roofs.
She said she was able to work in partnership with the men on the team, but there were tensions at times, adding: “To be female in a male environment you have to prove yourself and work twice as hard, ” noting that some men do not accept instructions from a woman.
She said, “It ’ s a mindset that men should overcome. ”
Nicole Goulsby, owner of Red Ladder Residential, a construction company in Raleigh, North Carolina, recalls that when she started running worksites, some men ignored her when she addressed them.
She said her experience of bias faded when she distributed her signed paychecks, and she now notes that there are more women on the crews she contracts, whether they ride boards or paint.
Golsby explained that women build relationships easily and are more attentive to details, making them suitable for her field of work.
Nicknamed “Becky Nicky, ” Golsby said,“ I see things that no one else sees, and that ’ s why I do my job well. ”
The construction industry is also attracting more minority women.
An analysis by the Women ’ s Policy Research Institute found that the number of female construction apprentices between 2016 and 2019 nearly doubled, while Latinas recorded the largest increase of any race.
If we look at Ferridiana Cerato who graduated from college in 2020 with a double major in history and Spanish without being able to find any job that would enable her to benefit from her education well, she decided to try construction management.
Cerato took courses and received some certificates, including a certificate in welding.
She is now a project engineer in Indianapolis.
The job requires toughness, the 24-year-old says, with a lot of conversational “that doesn ’ t conform to HR rules ” and dealing with cynicism at times.
Cerato is one of three women in a team of nine managers and the only Latina among them.
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How has the gender balance in the construction and maritime industries changed over recent decades?

The number of female construction apprentices nearly doubled between 2016 and 2019, with Latinas showing the largest increase.

How has the gender balance in the construction and maritime industries changed over recent decades?

What specific groups of women have been entering the construction industry in greater numbers recently?

Many women still report harassment and unequal treatment; a survey found about 25% experienced sexual harassment and half reported frequent unequal treatment by men.

What challenges do women in the construction and maritime  industries face?

attitudinal biases
sexual and workplace harrassment

Mentorship and visible role models help women enter and stay in the field.

Title:

Content: Women in mining: the challenges, opportunities and way forward -A conversation with Georgette Barnes Sakyi-Addo

Ghana is endowed with abundant mineral resources such as gold, bauxite, manganese, and lately, iron ore and lithium. Although the mining sector has been the major anchor for the local economy, there are concerns about the extent to which citizens have participated or benefitted from the mining value chain. There are even graver concerns about how the mining ecosystem accommodates women.

A fortnight ago, the Daily Graphic’s Timothy Ngnenbe (TN) attended a three-day workshop in the Goree Island in Senegal on prevention and management of conflicts related to resource extraction in West Africa.

The workshop was organised by the Goree Institute, Centre for Democracy, Development and Culture in Africa (Goree Institute) from July 26 to 28, this year for selected journalists and civil society organisations (CSOs) for three mineral-rich Anglophone West African countries – Ghana, Nigeria and Sierra Leone.

Timothy Ngnenbe (TN), a journalist with the Daily Graphic, sat with one of the participants, Georgette Barnes Sakyi-Addo (GBS), to explore the challenges confronting women in Ghana’s mining value chain and the opportunities that could be explored to improve the situation.

Georgette Sakyi-Addo is the founder and Executive Director of Georgette Barnes Limited. She is also co-founder and president of Women in Mining Gh, former President of the Association of Women in Mining Africa (AWIMA) and co-founder of Accra Mining Network. The multilingual mining industry executive has received recognition by Forbes Afrique as one of Africa’s 100 most influential women in 2023.

Timothy Ngnenbe (TN): You have been in the mining industry for almost 30 years now. How did you venture into mining? How far have you travelled in this industry?

Georgette Barnes Sakyi-Addo (GBS): I started off in advertising and communications before joining a minerals exploration company around 1994, and I have never left the sector. I worked with four companies, including some in Francophone countries, and learnt on the job.  With one Australian consulting company, I worked for about 10 years and that actually set the stage for me. I founded my own company in 2009, Georgette Barnes Limited (GBL), a mine support service company. GBL represents international industry brands. We supply geological, exploration, drilling and mining consumables. We also offer exploration and maintenance services. In the core yard, we do the core storage systems, core markers, the rollers, racks and cutting machines. We also supply drilling fluids and drill muds for the drilling companies, and we have introduced the 3GSM drill and blast software to the industry.

TN: What kept you going in this male-dominated industry?

GBS: For me it is just an industry I work in, just like any other job. When I was working with the various mining companies earlier in my career, I made a conscious effort to learn on the job. I supported the technical team, got involved in all aspects of the business and that made me to fully understand the industry. What I do now with my own company is a combination of the experiences I gathered along the way, in addition to my own modest acumen as well as industry-specific short courses, including surface mining, mining engineering and mining law and policy.

 TN: From all indications, you have found your feet in large-scale mining.

GBS: GBL and I are well-known and established in the industry, but I still have a long way to go. My team and I are striving to achieve more in a complex industry.  It is tough; West Africa is not an easy region to work in. There are lots of structural and regulatory barriers, but we keep moving on.

TN: What is your assessment of women’s participation in the mining industry, especially the large-scale sector?

GBS: Working in exploration, I noticed that there were not many women in the industry; I was often the lone female in meetings and conferences and I thought I could do something about it, and that is what led me to start WIM.  In the small-scale sector, however, I came across many women in my travels in Tarkwa, Obuasi and other mining areas. There are low barriers of entry into the artisanal mining labour force, so at that level you find a lot of women. But in the large-scale mining sector, only about 12 per cent are women, and this is even after many years of working at it.

TN: Why don’t we have many women in the large-scale mining supply value chain?

GBS: The mining industry is a highly specialised one; it relies on specific technical skills to deliver quality output which you must adhere to. As a result, establishing takes time because you have to build a pipeline of talent, and that begins from encouraging girls to take up Science, Technology, Engineering and Mathematics (STEM) subjects and join their male counterparts into technical education, and so on. Currently, the University of Mines and Technology has an affirmative action enrolment programme for females.  An initiative like that is what is needed in other institutions to build that pipeline.

TN: For women that have found themselves in the mining industry, what challenges do they face?

GBS: A recent extensive research WIM-Gh undertook, with funding from Ford Foundation, brought up challenges women face in the mining industry, including workplace harassment and discriminatory practices.  A number of respondents said they were passed over for promotions.

Retaining women in the sector is difficult because historically mines were designed for men; but now women are gradually getting recruited so it is a work in progress. A lot of the large-scale mines now have policies in place with specific targets for specialised departments to work on diversity and inclusion.

TN: What is WIM doing to improve the situation of women in the mining industry?

GBS: It was in an effort to address issues affecting women that a conversation started in 2013 with other women on the need to think together and address them. In 2015, we decided to formalise our meetings, so we registered Women in Mining, Ghana (WIM). The main purpose was to serve as an advocacy body for all women working in the mining sector (Industry, Academia and Government) by offering training, mentorship, networking and research.

Several global research reports have established that having women on boards, for instance, improves workplace culture, introduces innovation and diversity of thought, and eventually increases the bottom line. It’s in the interest of mining companies to create more space for women in every aspect of the industry.

TN: What are the low hanging fruits that women can take advantage of?

GBS: We need to encourage more professional women to take up employment opportunities in the mining industry.  Boardrooms and the C-Suites need to be diversified to reflect the real world, and the companies will be the better for it.  I must add that, thankfully, most of the large-scale mines now have diversity and inclusion policies, with targets they are striving to achieve in order to address the imbalance.  But, for emphasis, a long-term sustainable approach is one that ensures that a talent pipeline of females is created and nurtured for the industry.

TN: This was an exhaustive conversation. I’m so grateful to you for your time.

GBSA: Thank you Timothy for the opportunity.

Connect With Us : 0242202447 | 0551484843 | 0266361755 | 059 199 7513 |

What are construction and maritime companies doing to promote and aid women in the field?

professional development
support networks
promote women

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

professional development
support networks
promote women

What are governments doing to promote and aid women in construction or maritime industries?

Labor shortages and public procurement diversity goals are driving firms and governments to recruit more women.

How has the gender balance in the construction and maritime industries changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

How has the gender balance in the construction and maritime industries changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

Employers report that women add strengths such as relationship-building and attention to detail that improve workmanship and project outcomes.

Women are also entering related heavy-operator sectors, including long‑haul and transit trucking, waste management operations, and leadership and technical roles in mining.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

Industries traditionally dominated by men are making meaningful efforts to attract more women to their workforces. But just how do they get the balance right?

It’s a concern Irene Naliaka, now in her tenth year as a professional driver working with Sahara Motors, wrestles with.

They transport imported vehicles from the Mombasa Port to Kampala, Uganda.

Her interest in driving led her to seek a job in the field.

"I was desperate for a job and I had to question myself as to what I could do comfortably. I had tried my hand on a lot of things, but then driving earned it."

Women can assume roles in male-dominated areas. But the reality of being a woman only hit Ms Naliaka when she started working.

"Driving for me is a hobby, so it never seemed strange when I took up the work offer. However, I was the only woman on the team but they made it easy for me to blend in."

Ms Naliaka says she has become better at the work with time.

"I am looking forward to driving even harder machines, such as the top loader operators,'' she says.

Her first trip was not easy. ''It was a decision that I had made and I knew that I wanted to drive, but I was not ready for it to be honest. I remember when one of my sisters asked me if I was normal and that I should look for a different job,'' she says.

Read: The future of women at work

As a mother of four with a nine-month-old baby, it was hard for her.

"On my first assignment, I turned up with my baby, I had my son's bag and my bag. My employer thought it was a joke that I was travelling with a little baby, but then I didn't have anyone to look after him and I needed to get the job done," she says

Ms Naliaka's first trip to Kampala took more than 24 hours, whereas drivers are expected to reach Kampala in 16 hours. Many working mothers struggle with the challenges of getting ahead in their careers and the guilt of not being home all the time.

How will I manage to be part of my children's life? Will my absence be worth it? How will I explain to them that I have to be away? These were the questions that stalked Ms Naliaka.

She talks of restraining her duties as a mother and trying to find balance. Mostly, Ms Naliaka would be on the road for four days and get three days to be home and vice versa if the cycle changed.

Before her travel, she says, "I have to make sure I sleep well because our highways can be very terrible. I wake up as early as 5 am so that I talk to my little boys and see them off for school by 6 am."

"I then prepare and leave the house at 8 am because I need to be at the car pickup point by 10 am to manage the clearance process and be ready to leave at around 3 pm. We leave Mombasa in a convoy, which means we have to journey as a team to Kampala,’’ she adds

According to Ms Naliaka, the power of choosing to be a working mom cannot be underestimated. She has to deal with being a fatigued parent though it gets better with time.

How did she find her voice?

"At the beginning of 2013, my husband was involved in a serious car accident, he lost two spinal discs, the L5 and thorax 7 and that left him immobilised. Two years after the accident, I had to find something to do as his medication took most of my savings. So I had to put food on the table and make sure he got his medication. My husband had his reservations at first, but these were his words, 'I know you are a strong woman, you can do it, but this is too hard'," Ms Naliaka says.

She continues, " It was not easy, we had fights in between because of the long absence, but in the end, it worked after he saw that I could do it. At the moment he is slowly regaining his mobility."

Her husband is a maths teacher.

Does she have moments when she feels like she should take a seat back from the industry?

"Yes. When I started, the migration process was a thorn in the flesh situation. I used to waste hours to be cleared and that interfered with my travel back home. But I came to make terms with the slow clearance," she says.

It also meant pacing herself because work and mothering need to be done.

Irene Naliaka poses for a photo on March 04, 2024 at Nation Centre building in Nairobi. PHOTO | BILLY OGADA | NMG

Challenges

"The roads are never the same, the weather keeps changing every time," she says.

"In the Rift Valley, we sometimes get hailstorms just out of nowhere. That's when professionalism comes in, you slow down, use the lights to indicate because you've got to manage your space, use the heater to heat the car and the windscreen to clear the precipitation. There was a time when I couldn't do it because it was too intense, so I'd just pulled over to the roadside and wait for the storm to clear,’’ she adds.

She has also encountered her fair share of ruthless truck drivers.

''Women are naturally wired to be soft, in some cases, you might be driving and enjoying your moment and a truck honks carelessly and it might frighten you to lose track.''

Ms Naliaka also recounts how unfair the male-dominated industry might be for women.

"Men feel we are fighting for their position. From my experience and the type of work I do, men don't want women on the roads. There was a time when a boss told a short lady that she could not drive, but there are short men on the job too," she points out.

Read: What women leaders sacrifice to 'have it all'

As women continue to break through the glass ceiling and navigate their way in the workplace, Ms Naliaka is proud to have had only one accident in 10 years.

"You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through. If it's a 'no, stand firm, if you can't manage it, just speak up. It's always good to ask," she says.

[email protected]

Title:

Content: Women Breaking Barriers in Waste Management

A quiet but significant revolution is underway in the gritty world of skip hire and waste management, where heavy machinery and hard hats have long been synonymous with the male workforce. Women are securing roles traditionally dominated by men, reshaping the landscape of the waste management industry.

Gender diversity in waste management industries like skip-hire has long been a challenge. Data has shed light on the underrepresentation of women in specialist roles and, industry surveys report that women constitute only 24% of the total waste management workforce in the US.

Historically, we can trace the reason for this gap back to several factors. One significant reason has been the physical nature of the work, often involving heavy lifting, manual labour, and the operation of machinery. These physical demands led to misconceptions that the field was better suited for men. Gender stereotypes have played a significant role, perpetuating the idea that women do not have the necessary skills or interest in waste management.

The United Nations Environment Program (UNEP) has invested extensively in research on the role of gender in waste management. They have deemed it critical to recognise the importance of promoting gender diversity in traditionally male-dominated fields such as skip hire, from gender diversity bringing a wealth of benefits such as providing diverse perspectives to addressing labour shortages that the industry faces.

However, the benefits of promoting gender diversity in the waste management sector aren’t exclusive to women; they extend to their employers as well. According to a recent report by FP Analytics, “Women as Levers of Change,”, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts. These include heightened competitiveness, increased profitability, and a stronger commitment to environmental responsibility.

Women Breaking Barriers in Waste Management

As attitudes shift towards viewing “waste as a resource”, and the industry pivots away from landfilling towards waste prevention and circular economy principles, more women are discovering the sector as an appealing career choice. From skip truck drivers navigating city streets with finesse to women managing recycling, waste management and skip-hire companies and advocating for diversity, their contributions are reshaping the industry’s future.

Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company (PMC) exemplifies a woman taking a leadership role in the waste management sector. PMC, a state-of-the-art processing plant situated in Delfzijl, the Netherlands, specialises in recycling hazardous steel scrap into premium raw material:

“The idea to recycle asbestos-contaminated steel was born 10 years ago.” Overcoming countless obstacles, including securing €70 million in funding and hiring 30 employees, PMC has finally reached fruition. “It was a long journey, with some saying it was impossible, but we stayed strong and built a solid business case.”

Another example of women leading the way in waste management is Maria Willshee, a founding Director of Willshees, a Midlands-based waste and recycling business. Recognised as a Top 200 UK women-powered business by global private bank J. P. Morgan, Willshee’s secured the 59th position in its annual UK Women-Powered Business Report.

And recognised in last year’s list were sisters Heather Gould and Hilary Hart, principal owners of waste management specialist CSG. Based in Fareham, their four daughters also work as part of the business, while half of its eight directors are women.

Women like Nathalie van de Poel,  Maria Willshee, Heather Gould and Hilary Hart aren’t only contributing to recycling and waste management at the highest level; they are also making a difference at the community level. In 2018, the International Solid Waste Association (ISWA) embarked on a groundbreaking global survey targeting women working within the waste sector. For the first time, this unique endeavour asked women to classify their work using Ad Lansink’s waste hierarchy, often referred to as “Lansink’s Ladder.” The findings from 73 countries revealed that 51.6% of respondents were engaged in waste prevention, reuse/repair, and recycling. Highlighting the substantial role that women play as managers of household waste, their critical contributions form the backbone of responsible waste management and have a lasting impact on environmental sustainability and community well-being.

But how can we encourage more women into the industry as a whole? According to Skip Hire Glasgow specialist James David, fostering inclusivity in hiring practices is a good starting place.

Waste management and skip-hire companies can proactively embrace strategies to foster inclusivity in their hiring practices, by first recognising the importance of a diverse workforce. One such approach is reevaluating traditional hiring processes to be more inclusive. This includes rewriting job descriptions to emphasise skills and qualifications over gender or background, ensuring job postings reach a broader audience through diverse channels, and actively seeking out untapped talent pools. Skip hire companies that prioritise diversity not only bolster their internal culture but also project a positive image to the public and potential clients, positioning themselves as socially responsible and equality-driven businesses.

Partnerships with vocational schools and community organisations can play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in waste management and skip hire for example. And this fresh approach, says James David of JustHire, is precisely what the industry needs:

“Inclusivity in hiring practices is not just a moral imperative but also a strategic advantage that propels the skip hire industry forward. We should celebrate the women who are paving the way for a more inclusive, equitable, and diverse industry, for their inspiration and resilience. The further potential for women in waste management and skip hire is promising, and inclusive business practice and a heightened awareness of the positive impacts of gender equality on companies all present a win-win scenario.”

Companies that think creatively about investing in recruitment programs will ultimately benefit the most. By intentionally attracting a more diverse range of candidates, including more women, they can help transform the landscape of the waste management industry for the better.

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How has the gender balance in the construction and maritime industries changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

How has the gender balance in the construction and maritime industries changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

How has the gender balance in the construction and maritime industries changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

Industry groups, nonprofits and company programs offer training, certifications, affirmative-enrolment and mentoring to build a female talent pipeline.

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

Why are construction and maritime industries more popular with women nowadays?

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

Why are construction and maritime industries more popular with women nowadays?

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

Why are construction and maritime industries more popular with women nowadays?

Technology and remote operation enabled by 5G can allow remote crane control, raise operator productivity and enable use of specialists across locations.

Title:

Content: After three years since the beginning of the deployment of 5G networks around the world, their possible value for Ukraine is beginning to be clarified.
The “2022 Huawei European Innovation Day ”, held on September 27-28 in Budapest, allowed to assess the possibilities of 5G.
Somewhat surprisingly, among our neighbors, it is Hungary that demonstrates the greatest success in terms of industrial applications of 5G technologies.
The organizer of the event, the Chinese company Huawei, is the largest manufacturer of telecom equipment in the world with a share of about 29% (data for 2021).
For comparison, its closest competitors Nokia and Ericsson have 15% each.
Huawei ’ s results are particularly impressive given the fact that for the past four years it has been under sanctions from the United States and American allies around the world.
Today, 5G networks in one form or another are deployed in all countries of the European Union
Video of the day
In its content, Innovation Day is a rich report on achievements, current priorities and problems faced by the market.
Several thematic events, which took place in late September and early October, made it possible, first, to assess the current state of affairs with the fifth generation of mobile communication technologies.
Second, find out what the best practices of 5G implementation in Europe look like.
Thirdly, some non-obvious accents were placed at the event.
So, what can the European Union boast of today in terms of 5G technologies?
5G in the European Union: good, but little and rare
Today, 5G networks in one form or another are deployed in all countries of the European Union.
However, with nominally the third place in the world in terms of coverage of the population by such networks, the EU is several times behind the leaders in the face of the Asian and North American regions.
With an average European coverage of 66% of the territory, the 15 members of the union this figure does not reach 50%.
In the Central and Eastern European region, there is no country with more than 50% coverage.
Specifically, 5G networks are designed to replace traditional local networks of enterprises based on cable infrastructure.
The situation is even worse with the so-called private networks of the fifth generation and, more broadly, the industrial application of 5G in Europe.
At this point, it is worth recalling that 5G is intended primarily for the industry, the so-called industry.
IoT and other business applications.
Together with artificial intelligence, autonomous cyber-physical systems and other innovations, we are talking about a concept known as Industry 4.0.
Specifically, 5G networks are designed to replace traditional local networks of enterprises based on cable infrastructure.
Ideally, every point in the space inside an assembly shop, logistics center, or hospital should be able to connect to truly fast, reliable, and secure networks.
This radically increases the flexibility of production processes, reduces the cost of reconfiguration of equipment, increases the return of fixed assets.
To get all the benefits of 5G for an enterprise or organization, it is necessary to organize the so-called private (private) network in one form or another.
As a matter of fact, the number, scale and success of private networks are an indicator of the success of 5G as a truly new word in the development of telecommunications.
Everything about private networks is Europe ’ s weakest point.
Today, the entire European Union can boast about three hundred successfully implemented projects of this kind.
Of these, 60% use 4G technologies, 5G accounts for 20%, in other cases, several standards are involved simultaneously.
Germany leads by a large margin in this area with approximately seventy functioning networks.
For comparison, there are more than 6,500 private networks in China, in the vast majority of cases - based on 5G technologies.
Warehouses, assembly, containers: 5G in Hungarian
The organizers of the event provided its participants with the opportunity to get acquainted with two cases that can be considered as reference examples of industrial 5G networks.
The first is an example of the transformation of an existing business.
The second was originally designed using the capabilities of 5G.
Both cases embody the ideology of Industry 4.0, providing impressive production capabilities and economic results.
The second example of an industrial 5G network deployed in Hungary is also the first of its kind on the European continent.
The East-West Gate intermodal terminal in Fényeslitke is an important element of the New Silk Road, a key geo-economic project in China.
Located on the Ukrainian-Hungarian border, the terminal connects three transport systems: the post-Soviet railways on the basis of a wide gauge, the EU rail network and road transport.
Maximum capacity is 1 million 20-foot containers (TEUs) per year.
A radical solution to the problem was the practice of remote control of equipment
On the territory of the terminal there are three pairs of access roads with wide and European gauge.
Each pair is currently served by one remotely operated overhead crane.
In the future, their number will double.
Another crane freely moves through the territory of the terminal, servicing vehicles.
The remote control of the crane has become one of the three key elements of this project.
Traditional practices of crane equipment operation are characterized by a very small, about 10-12%, utilization rate, i.e. the proportion of time when the crane and its operator perform their functions.
Simply put, the traditional crane is idle most of the working time.
Among other reasons, this is due to the need to provide acceptable comfort for the crane operator.
In the case of a car with a height of a multi-storey house, the natural need to periodically "run to the wind" entails quite noticeable costs.
A radical solution to this problem was the practice of remote control of equipment.
One operator, without leaving a comfortable workplace, controls several cranes, alternating their downtime.
With such a scheme of work organization, firstly, the coefficient of using the working time of highly paid personnel increases sharply.
Secondly, the utilization of the cranes themselves increases, which do not need to stand idle during shifts and breaks.
Thirdly, the design of the crane is simplified and cheaper, which no longer needs the operator's cab, including air conditioning systems, life support, etc.
The second key element of East-West Gate is the practice of using the digital twin.
Every object on the territory of the terminal and its movements are monitored with the help of video cameras located throughout the territory.
Servicing staff in real time monitors everything that happens on the territory of 140 hectares.
The “digital twin ” is used to provide cargo owners with the opportunity to monitor the handling of containers.
Finally, thanks to automated surveillance of the territory, it was possible to significantly reduce the cost of enterprise security.
The cherry on this cake is the "green" status of the terminal.
Its energy consumption is 100% provided by renewable energy.
Its source is several hectares of solar panels placed directly near the terminal.
All equipment, including cranes and auxiliary machines, is powered by electricity.
Fossil fuel is used only by railway locomotives and road trains that are not part of the terminal.
The restoration of Ukraine and the mass construction of housing right now involves the use of not hundreds, but thousands of cranes and heavy equipment.
Without exaggeration, the catastrophic rise in prices for electricity and hydrocarbons forces a new look at the problems of "green transition" and energy efficiency.
In recent years, Huawei has invested a lot in this area and focused on the energy efficiency of its solutions.
The dramatic events of 2022 confirmed that this bet turned out to be a winning one.
Hungarian experience in Ukraine: warehouses, mines and construction sites
The successful experience gained in neighboring Hungary allows us to discuss in detail the opportunities that 5G technologies open up for Ukraine.
It is worth noting that both Huawei European Supply Center and East-West Gate are full-fledged commercially successful projects.
These are not the so-called "pilot projects", which, as a rule, are demo zones, planned and unprofitable projects of equipment manufacturers.
According to Huawei experts, the most promising niche in Ukraine for digitalization according to the Hungarian model is logistics.
The second largest market for private 5G networks, they consider MMC and construction.
If for logistics digitalization promises a reduction in operating costs and an increase in cargo turnover, in the case of mines, quarries and construction sites, the opportunity to solve the problem of an acute shortage of qualified personnel comes to the fore.
The restoration of Ukraine and the mass construction of housing right now involves the use of not hundreds, but thousands of cranes and heavy equipment.
Ideally - around the clock, without holidays and weekends.
To do this, one and a half to two times more qualified operators are needed, which are not in the labor market.
Remote control will close this gap both by increasing the productivity of operators and by using specialists from other countries.
Hungary gives us a valuable example of the economically successful implementation of 5G technologies, which give a fundamentally unattainable result by other means.
Given the strongest position of Huawei in Ukraine, let ’ s hope that the company ’ s experience will be used to revive our country.
Roman Khimich, telecommunications market expert

Persistent barriers include gender stereotypes, limited STEM access and training, workplace designs historically made for men, and cultural or domestic pressures that hinder retention.

Title:

Content: Women severely underrepresented in construction, but that’s changing

What you need to know:

  • In nearly every construction site I encounter, the workforce is overwhelmingly male.
  • The term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

Across the country, construction sites are a hive of activity, with the government’s ambitious affordable housing project leading the charge. Whenever I pass through these bustling sites, I can’t help but notice the workers clad in overalls, their faces dusted with cement powder as they push wheelbarrows brimming with mortar. Amidst this flurry of activity, one figure stands out – the foreman, barking instructions and overseeing the skilled artisans, or fundis, as they are commonly known.

Interestingly, in nearly every construction site I encounter, the workforce is overwhelmingly male. Rarely do I spot a woman among the fundis, save for the occasional food vendor. Historically, the construction industry has been a predominantly male bastion, a fact reflected in the terminology we use – the term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

While the underrepresentation of women in this field is a global issue, the challenges faced by women in this industry are particularly pronounced in Africa. This gender imbalance reflects a deeper, systemic issue within the construction sector. For too long, this industry has been perceived as a ‘man’s playground’, with women often relegated to peripheral roles or excluded entirely. The reasons for this disparity are multifaceted, ranging from societal norms and gender stereotypes, to a lack of equal opportunities and support systems for women seeking careers in this field.

Limited access to education and training opportunities, particularly in Stem fields, hinders women’s preparedness for technical roles. Furthermore, societal expectations and domestic responsibilities frequently clash with the demanding nature of construction work, making it difficult for women to balance their professional and personal lives. This gender imbalance not only perpetuates inequality but also deprives the industry of the valuable contributions and perspectives that women can bring to the table. However, times are changing, and more women are breaking into the industry, driven by their passion, determination, and desire to contribute to community development. Despite obstacles such as teenage pregnancies, early marriages, and societal pressures, many carved out their place in this male-dominated field.

Their stories are a testament to the power of perseverance and an unwavering commitment to pursuing their dreams. From the high school dropout who found her calling on a construction site, to the young mother who juggled parenting responsibilities while mastering the art of bricklaying, these women have shattered stereotypes and proved that no challenge is too great when met with an indomitable spirit. Through their journeys, they have not only acquired valuable skills and experience but have also become beacons of inspiration for others.

This week, we celebrate these trailblazers, exploring their unique paths and the lessons they have learned along the way. Their stories offer a candid glimpse into the challenges and triumphs that have shaped their lives, from navigating male-dominated workplaces to balancing family responsibilities with demanding careers. As we strive to create a more inclusive and equitable society, it is imperative that we challenge the deeply ingrained biases and stereotypes that have traditionally kept women on the sidelines of the construction industry.

The government can play a pivotal role by implementing initiatives that support and empower women in this field, including investing in educational programmes, vocational training, mentorship opportunities, and inclusive policies that promote gender equality and non-discrimination. This way, we can empower a new generation of women to take their rightful place alongside their male counterparts, ushering in an era of diversity and excellence in this vital sector.

Empowering women in the construction industry can have far-reaching benefits, contributing to the overall advancement of gender equality and sustainable development in the country.

Conclusion: To recruit and retain more women crane operators, implement targeted training and mentoring, enforce anti‑harassment and inclusive hiring policies, support STEM and certification pipelines, offer flexible and family‑friendly practices, and explore remote‑operation technology.