LUS Fiber has hired its first woman lineworker, a graduate of the SLCC Power Lineman program.

The new recruit emphasized the importance of not being afraid to take on such roles.

Company leadership believes this recruitment will be crucial for their success and support their expansion efforts.

Additionally, a woman has recently been assigned as a Hyva operator.

Executives at TSM, including Subodh Pandey and other HR and operations leaders, congratulated and interacted with the new female recruits.

In the UK, women HGV drivers comprise only 1%-2% of the total workforce.

Brown explained that candidates will be employed from day one, allowing them to earn a living while training.

Ryder has been recognized as a top company for women in trucking.

Women In Trucking’s 2023 Top Companies for Women to Work For in Transportation includes Ryder in its listings.

The Trucker News Staff provides content covering developments in the trucking industry and is based in Little Rock, Arkansas.

The gender gap in construction and related sectors is rooted in historical factors.

Women are breaking barriers in waste management and similar industries.

Skip Hire Glasgow’s James David believes inclusive hiring practices foster greater female participation.

Construction sites remain predominantly male environments, and language such as ‘foreman’ persists over more inclusive terms like ‘foreperson.’
Tools such as the Heavy Equipment Operator Job Application Form Template help categorize, organize, and track candidates efficiently.

Industries traditionally led by men are actively seeking to recruit more women to balance their workforces.

Many women are drawn to driving and heavy equipment operation through personal interest.

Some women express they never considered such work unusual despite being the only female on a team, and supportive environments helped them adapt.

With time and experience, women in these roles have grown more skilled and confident.

Women in this field sometimes face skepticism from family and deal with the challenges of balancing work and motherhood.

Work schedules can be demanding, with early starts and long hours required for logistics and transport roles.

Female workers often express internal conflicts about time away from home but remain dedicated to both family and career.

The work itself can be stressful and at times intimidating, especially for newcomers.

Some male colleagues perceive women as a threat to their positions, and workplace biases persist, including doubts about women's capabilities due to physical attributes.

Women leaders advise standing firm and speaking up when faced with resistance.

Among women in construction, there is a drive to break outdated stereotypes and inspire future generations.

Women in the industry often report high job satisfaction and are eager to share their experiences in educational outreach to encourage more women to join.

After the start of Russia’s full-scale invasion of Ukraine, more Ukrainian women began mastering traditionally “male” professions.

Meest has established all-women teams in positions historically held by men.

During the war, a woman who was previously an operator became the head of a regional branch, successfully taking on her new responsibilities.

As of now, over 56,000 Ukrainians work at ATB enterprises, with women making up 67% of these employees.

In 2022, women held 21% of leadership positions at ATB, with the company targeting 25% by 2030.

Elena accepted a job as a BelAZ driver without prior experience, showing women’s increasing entry into new roles.

The company offers a male leave program, enabling women to continue advancing in their careers.

Some women report missing their jobs during leave, illustrating their dedication.

Women are increasingly seen in “male” occupations and their commitment extends from the workplace to the home.

Andrey Nekrasov, Chief Engineer at Unity LLP, has been involved in the industry for 16 years, ensuring operations like cement supply do not stop.

At the Novolipetsk plant, a professional crane operator competition crowned Tatiana Shepel as “Best in Profession.”
Kyivstar’s new program continues the “Return” project, combating employer bias against certain candidates since August 2023.

New approaches are needed to fill vacancies, and optimism remains that these challenges will be overcome.

The Ukrainian conflict has forced Russian road workers to find new equipment suppliers, contributing to the industry’s broader challenges.

The industry faces significant structural problems, with no clear solutions proposed yet.

Some traditional attitudes remain, with safety occasionally overlooked to maintain construction pace.

Women operators sometimes face conditions such as excessive heat on cranes and threats from management for voicing concerns.

Employers offer incentives such as higher pay for evening or night work and referral bonuses for recruiting new staff.

Some women have transitioned from jobs like sales assistant to well-paid technical positions.

Securing vacation can still be problematic, but employers are open to hiring anyone willing to meet expectations and work hard.

There is a high demand for bus drivers, especially women.

Efforts are underway to create unique training opportunities for youth in Lipetsk.

Training programs range from basic safety briefings to intensive courses that allow workers to quickly master new skills and secure jobs in plants.

Managers oversee and decide on employee training needs, often collaborating with external organizations for specialized instruction.

Russia, including St. Petersburg, reports shortages of such skilled workers and takes pride in their teams’ makeup.

Choosing award winners is difficult, given the quality of female staff.

Several women have been recognized as contest winners, with one becoming deputy chief mechanic at a mine.

Norilsk Nickel received thanks from employees for offering growth opportunities, including the prestigious “Project of the Year” award.

The jury found it challenging to select among the deserving female candidates, highlighting their competence and contribution.

About a third of construction workers in the United States are Hispanic, according to BLS.

With many veteran workers retiring, the industry recognizes it cannot afford to leave any doors closed.

Some women in construction aspire to earn a general contractor’s license to manage their own projects and businesses.

Goodwill’s construction skills training program, though not targeting women specifically, saw 15 women complete training last year, with about half securing industry jobs.

Wallace, who is the first in her family to earn a college degree, views attaining a contractor’s license as a path to generational wealth for her family.

She wants to tell her family that their legacy includes new opportunities in the construction sector.

Jenny Parker, a construction worker in North Carolina, expressed her passion for her work, enjoying both its challenges and rewards.

Parker joined building skills training to be able to repair her own rental properties.

Cerato is one of three women managers on her nine-person team, and the only Latina represented.

Kyolis MHI, operator of Dubai Metro and Tram, celebrated consecutive NAFES Awards for Emiratisation Excellence, demonstrating a commitment to equal opportunities for men and women.

The UAE promoted gender equality in the successful delivery of Expo 2020 Dubai, from bidding to execution and management.

Emirati women played key roles in Expo 2020, including leadership and major organizational tasks.

The Women’s Pavilion at Expo 2020 was significant for highlighting local and international contributions of Emirati women.

For some, like Nauf Omar, being part of Expo 2020 fulfilled long-standing ambitions for involvement in major national events.

Sara Al Olama notes that workplaces like Amazon foster supportive environments for women to feel secure and perform their best.

Across industries, a lack of gender diversity persists, with women often not given equal opportunities as men.

Mentoring schemes are proposed as a strategy to help women advance in fields like aviation and aerospace.

Such initiatives recruit talented female candidates and help cultivate diverse, attractive work environments.

The “Your Equipment is Your Company” initiative trains women and men alike for labor market readiness, including machinery operation and maintenance.

Engaging men as allies is identified as an important factor in the push for workplace gender equality.

A perception remains in some management levels that women are promoted by gender rather than ability, as seen in comments from some women leaders.

The mining sector has made notable gender equality progress in the last decade.

The industry is shifting focus from physical strength to a broader skillset, expanding opportunities for women.

Rio Tinto now partially links executive pay to gender diversity performance and regularly reviews progress.

Women in leadership are encouraged to actively support diversity within their organizations.

Training initiatives, such as “Your Stomach is Your Company,” have provided hands-on equipment training, including for operating wheel loaders.

Companies like Aramco Drilling now offer jobs inclusive of mechanical knowledge for equipment operation and maintenance.

These collective efforts across construction, mining, maritime, and transportation industries highlight a growing shift toward gender diversity and equal opportunity for women in traditionally male-dominated fields.

Fewer fines and accidents have been observed as more female truck drivers join the workforce, with the number of female drivers increasing by 80% over the past 20 years.

Selagea, who grew up with nine brothers and developed a love for cars, emphasizes maintaining her vehicle and encourages her colleagues to do the same.

Studies indicate that women tend to avoid risk and focus more on safety compared to men.

LUS Fiber has hired its first woman lineworker, a graduate of the SLCC Power Lineman program.

Title:

Content: LUS Fiber hires first woman lineworker, a graduate of the SLCC Power Lineman program

Ashley White
Lafayette Daily Advertiser
View Comments

When Lafayette residents look up at the bucket of an LUS Fiber truck they could see Jewel Everett — the company's first woman lineworker.

Everett has been shadowing other workers, learning everything to do with the fiber optic business.

She enrolled in South Louisiana Community College's Power Lineman program and, after getting outfitted with clothing and equipment small enough to fit her, jumped right into working at LUS Fiber.

"I really wanted to go to school for that specific program because it gave me opportunities to either go for electric (line work) or anything that requires bucket trucks or climbing poles," Everett said.

Everett, who enjoys being in the bucket making repairs, said the most challenging part has been lifting and balancing the larger equipment, like the ladders that are more than 20 feet long. But when she conquers those challenges - like the time she had to hang a cross tie during school - it makes the job worth it.

"I’ve always liked doing hard work, and doing hard work comes with making good money and also helping people in a big way," Everett said.

At LUS Fiber, she'll install fiber lines on overhead poles, splice fiber cable, climb poles or use ladders to access fiber infrastructure, and install advanced network gear at locations across Lafayette and Acadiana.

The 25-week program at SLCC includes training students to receive their CDL license, learning first aid, receiving training specific to being a lineworker, learning to work buckets and how to climb utility poles.

"That was one of the good things about having her go to the SLCC program. It’s allowing them to learn the basics and then quickly jump to their next role," said Ryan Meche, director of LUS Fiber. "Once we found clothes that fit her and got her rigged out, she was literally the next day climbing the poles getting work done."

The program was created after Charlotte LeLeux, director of transportation, distribution, and logistics, was approached by utility companies about the dwindling workforce and a need for lineworkers.

The program's first cohort graduated in January 2020. All 16 people had jobs lined up before their graduation day.

Everett was the program's first woman graduate, an honor for SLCC, LeLeux said. LeLeux, who received her CDL license more than 20 years ago, knew some of the obstacles women can face in fields of work traditionally dominated by men.

"When Jewel came in, we had that conversation. I said, 'When you face obstacles and somebody’s pushing back, you don’t think twice. You push back because you’re just as capable,' LeLeux said. "She’s definitely been a pioneer and paving the way for the young ladies that come behind her."

But Everett didn't look at it as a trailblazing opportunity but a way to do something she's interested in.

“You just have to do it, honestly," she said. "And you can’t be scared to do it."

Meche said he's glad Everett chose to work at LUS Fiber after graduation."We're really excited to have someone like Jewel join the workforce with a fresh perspective and highly motivated," Meche said. "We think this is going to be a huge asset and be pivotal to our success and some of these expansion efforts that we're going through."

Contact Ashley White at adwhite@theadvertiser.com or on Twitter at @AshleyyDi.

View Comments

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?

commit to gender equality in hiring practices

appoint women to traditionally male roles

The new recruit emphasized the importance of not being afraid to take on such roles.

Title:

Content: LUS Fiber hires first woman lineworker, a graduate of the SLCC Power Lineman program

Ashley White
Lafayette Daily Advertiser
View Comments

When Lafayette residents look up at the bucket of an LUS Fiber truck they could see Jewel Everett — the company's first woman lineworker.

Everett has been shadowing other workers, learning everything to do with the fiber optic business.

She enrolled in South Louisiana Community College's Power Lineman program and, after getting outfitted with clothing and equipment small enough to fit her, jumped right into working at LUS Fiber.

"I really wanted to go to school for that specific program because it gave me opportunities to either go for electric (line work) or anything that requires bucket trucks or climbing poles," Everett said.

Everett, who enjoys being in the bucket making repairs, said the most challenging part has been lifting and balancing the larger equipment, like the ladders that are more than 20 feet long. But when she conquers those challenges - like the time she had to hang a cross tie during school - it makes the job worth it.

"I’ve always liked doing hard work, and doing hard work comes with making good money and also helping people in a big way," Everett said.

At LUS Fiber, she'll install fiber lines on overhead poles, splice fiber cable, climb poles or use ladders to access fiber infrastructure, and install advanced network gear at locations across Lafayette and Acadiana.

The 25-week program at SLCC includes training students to receive their CDL license, learning first aid, receiving training specific to being a lineworker, learning to work buckets and how to climb utility poles.

"That was one of the good things about having her go to the SLCC program. It’s allowing them to learn the basics and then quickly jump to their next role," said Ryan Meche, director of LUS Fiber. "Once we found clothes that fit her and got her rigged out, she was literally the next day climbing the poles getting work done."

The program was created after Charlotte LeLeux, director of transportation, distribution, and logistics, was approached by utility companies about the dwindling workforce and a need for lineworkers.

The program's first cohort graduated in January 2020. All 16 people had jobs lined up before their graduation day.

Everett was the program's first woman graduate, an honor for SLCC, LeLeux said. LeLeux, who received her CDL license more than 20 years ago, knew some of the obstacles women can face in fields of work traditionally dominated by men.

"When Jewel came in, we had that conversation. I said, 'When you face obstacles and somebody’s pushing back, you don’t think twice. You push back because you’re just as capable,' LeLeux said. "She’s definitely been a pioneer and paving the way for the young ladies that come behind her."

But Everett didn't look at it as a trailblazing opportunity but a way to do something she's interested in.

“You just have to do it, honestly," she said. "And you can’t be scared to do it."

Meche said he's glad Everett chose to work at LUS Fiber after graduation."We're really excited to have someone like Jewel join the workforce with a fresh perspective and highly motivated," Meche said. "We think this is going to be a huge asset and be pivotal to our success and some of these expansion efforts that we're going through."

Contact Ashley White at adwhite@theadvertiser.com or on Twitter at @AshleyyDi.

View Comments

Company leadership believes this recruitment will be crucial for their success and support their expansion efforts.

Title:

Content: LUS Fiber hires first woman lineworker, a graduate of the SLCC Power Lineman program

Ashley White
Lafayette Daily Advertiser
View Comments

When Lafayette residents look up at the bucket of an LUS Fiber truck they could see Jewel Everett — the company's first woman lineworker.

Everett has been shadowing other workers, learning everything to do with the fiber optic business.

She enrolled in South Louisiana Community College's Power Lineman program and, after getting outfitted with clothing and equipment small enough to fit her, jumped right into working at LUS Fiber.

"I really wanted to go to school for that specific program because it gave me opportunities to either go for electric (line work) or anything that requires bucket trucks or climbing poles," Everett said.

Everett, who enjoys being in the bucket making repairs, said the most challenging part has been lifting and balancing the larger equipment, like the ladders that are more than 20 feet long. But when she conquers those challenges - like the time she had to hang a cross tie during school - it makes the job worth it.

"I’ve always liked doing hard work, and doing hard work comes with making good money and also helping people in a big way," Everett said.

At LUS Fiber, she'll install fiber lines on overhead poles, splice fiber cable, climb poles or use ladders to access fiber infrastructure, and install advanced network gear at locations across Lafayette and Acadiana.

The 25-week program at SLCC includes training students to receive their CDL license, learning first aid, receiving training specific to being a lineworker, learning to work buckets and how to climb utility poles.

"That was one of the good things about having her go to the SLCC program. It’s allowing them to learn the basics and then quickly jump to their next role," said Ryan Meche, director of LUS Fiber. "Once we found clothes that fit her and got her rigged out, she was literally the next day climbing the poles getting work done."

The program was created after Charlotte LeLeux, director of transportation, distribution, and logistics, was approached by utility companies about the dwindling workforce and a need for lineworkers.

The program's first cohort graduated in January 2020. All 16 people had jobs lined up before their graduation day.

Everett was the program's first woman graduate, an honor for SLCC, LeLeux said. LeLeux, who received her CDL license more than 20 years ago, knew some of the obstacles women can face in fields of work traditionally dominated by men.

"When Jewel came in, we had that conversation. I said, 'When you face obstacles and somebody’s pushing back, you don’t think twice. You push back because you’re just as capable,' LeLeux said. "She’s definitely been a pioneer and paving the way for the young ladies that come behind her."

But Everett didn't look at it as a trailblazing opportunity but a way to do something she's interested in.

“You just have to do it, honestly," she said. "And you can’t be scared to do it."

Meche said he's glad Everett chose to work at LUS Fiber after graduation."We're really excited to have someone like Jewel join the workforce with a fresh perspective and highly motivated," Meche said. "We think this is going to be a huge asset and be pivotal to our success and some of these expansion efforts that we're going through."

Contact Ashley White at adwhite@theadvertiser.com or on Twitter at @AshleyyDi.

View Comments

Additionally, a woman has recently been assigned as a Hyva operator.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

Statesman News Service | Bhubaneswar |

Breaking the gender barrier, four women employees are on the strenuous job as Stacker-cum Reclaimer (SCR) raw material handling system (RMHS) at the Tata Steel Meramandali (TSM) in Dhenkanal district of Odisha.

Besides, a woman has been assigned the job for Hyva operator. It is for the first time that female employees will shoulder the responsibilities as SCR operators in Tata steel’s Meramandali unit, the company said in a statement.

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

 “We are extremely pleased to have you in our team as this marks a monumental milestone on gender balance among the workforce in the plant. While accelerating our commitment to building a diverse and inclusive workplace, this measure will also encourage more girls to look for such jobs”, Pandey said.

 “As a responsible corporate, we not only strongly believe in the diversity of our human capital but also guide our vendor partners to imbibe our beliefs and contribute to it. This is directed to reimagining how a job gets done, reshaping the team and empowering employees wherever they work”, Basak said while speaking on the occasion.

Breaking the barrier, the female SCR operators with Diploma in Mechanical Engineering underwent safety induction and on the job training, prior to their on boarding for stacking and reclaiming operation, considered mostly as a male-only job, the statement added.

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?

commit to gender equality in hiring practices

appoint women to traditionally male roles

Executives at TSM, including Subodh Pandey and other HR and operations leaders, congratulated and interacted with the new female recruits.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

Statesman News Service | Bhubaneswar |

Breaking the gender barrier, four women employees are on the strenuous job as Stacker-cum Reclaimer (SCR) raw material handling system (RMHS) at the Tata Steel Meramandali (TSM) in Dhenkanal district of Odisha.

Besides, a woman has been assigned the job for Hyva operator. It is for the first time that female employees will shoulder the responsibilities as SCR operators in Tata steel’s Meramandali unit, the company said in a statement.

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

 “We are extremely pleased to have you in our team as this marks a monumental milestone on gender balance among the workforce in the plant. While accelerating our commitment to building a diverse and inclusive workplace, this measure will also encourage more girls to look for such jobs”, Pandey said.

 “As a responsible corporate, we not only strongly believe in the diversity of our human capital but also guide our vendor partners to imbibe our beliefs and contribute to it. This is directed to reimagining how a job gets done, reshaping the team and empowering employees wherever they work”, Basak said while speaking on the occasion.

Breaking the barrier, the female SCR operators with Diploma in Mechanical Engineering underwent safety induction and on the job training, prior to their on boarding for stacking and reclaiming operation, considered mostly as a male-only job, the statement added.

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

In the UK, women HGV drivers comprise only 1%-2% of the total workforce.

Title:

Content: Women HGV drivers make up only 1%-2% of the total workforce in the UK

XPO Logistics has launched a female driver academy to attract more women into the industry.

All female drivers joining the academy will undertake a 12 to 16-week programme with the XPO Logistics internal driver training team to develop their skills.

The first candidate assessment days were held at the beginning of May, and the first female driver academy candidates are expected to start driving HGVs full-time for the supply chain company by August this year.

Logistics is a notoriously male-dominated sector, with only 1%-2% of lorry drivers in the UK being female. Additionally, an ageing workforce and a post-Brexit labour exodus have seen the industry struggle to attract and retain talent.

The new XPO initiative is meant to encourage more women to join the sector, according to the company’s UK&I HR vice-president Lynn Brown.

“We will be employing the candidates from day one so they can earn a living while training to become a vital part of our team,” Brown said.

“Our customer, Saint-Gobain UK & Ireland, has backed the initiative by offering roles in their British Gypsum and PAM operations.

“Our trainer will buddy our candidates, ensuring they can learn from someone who has first-hand experience of what they are going through and can provide the best possible support.”

The XPO Female Driver Academy is part of the company’s Driver Excellence Academy, which was launched to help people from all backgrounds who want to train for a career as an HGV driver, with the only requirement being that participants are over the age of 18.

One of the participants, Steph, said this was a “great opportunity to get more women involved in the HGV industry”.

“There are other ways to achieve your licence, but most HGV jobs require years of experience. The academy gives you more knowledge and experience,” she added.

“I’m particularly looking forward to getting more confidence and experience on the roads, taking advantage of wider opportunities at XPO Logistics, and exploring the country.”

Brown explained that candidates will be employed from day one, allowing them to earn a living while training.

Title:

Content: Women HGV drivers make up only 1%-2% of the total workforce in the UK

XPO Logistics has launched a female driver academy to attract more women into the industry.

All female drivers joining the academy will undertake a 12 to 16-week programme with the XPO Logistics internal driver training team to develop their skills.

The first candidate assessment days were held at the beginning of May, and the first female driver academy candidates are expected to start driving HGVs full-time for the supply chain company by August this year.

Logistics is a notoriously male-dominated sector, with only 1%-2% of lorry drivers in the UK being female. Additionally, an ageing workforce and a post-Brexit labour exodus have seen the industry struggle to attract and retain talent.

The new XPO initiative is meant to encourage more women to join the sector, according to the company’s UK&I HR vice-president Lynn Brown.

“We will be employing the candidates from day one so they can earn a living while training to become a vital part of our team,” Brown said.

“Our customer, Saint-Gobain UK & Ireland, has backed the initiative by offering roles in their British Gypsum and PAM operations.

“Our trainer will buddy our candidates, ensuring they can learn from someone who has first-hand experience of what they are going through and can provide the best possible support.”

The XPO Female Driver Academy is part of the company’s Driver Excellence Academy, which was launched to help people from all backgrounds who want to train for a career as an HGV driver, with the only requirement being that participants are over the age of 18.

One of the participants, Steph, said this was a “great opportunity to get more women involved in the HGV industry”.

“There are other ways to achieve your licence, but most HGV jobs require years of experience. The academy gives you more knowledge and experience,” she added.

“I’m particularly looking forward to getting more confidence and experience on the roads, taking advantage of wider opportunities at XPO Logistics, and exploring the country.”

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

create training and apprenticeship programs

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

Ryder has been recognized as a top company for women in trucking.

Title:

Content: Ryder named a top company for women

Reading Time: 2 minutes

MIAMI — For the fifth consecutive year, Ryder has been named a Top Company for Women to Work For in Transportation, according to Redefining the Roadthe official magazine of the Women In Trucking Association (WIT).

The award acknowledges top companies “that demonstrate a steadfast commitment to fostering a gender-inclusive environment in the transportation workforce,” a news release noted.

Ryder also earned a place in The Elite 30, a new honor this year reserved for companies with the highest number of industry-wide votes.

“We’re proud to exceed industry averages and to accelerate female career growth through programs such as Ryder’s Women Leadership Forum, which has supported the professional development of women leaders for more than a decade,” said Frank Lopez, chief human resources officer at Ryder.

More than 27,000 transportation professionals, including operations and human resources executives and professional drivers, evaluated Ryder’s nomination in an industry-wide vote.

“Organizations recognized on this impressive list have proven they are supportive of gender diversity by accommodating family and work balance; offering competitive compensation, benefits, and professional growth; and providing career advancement opportunities,” said Brian Everett, group publisher and editorial director of Redefining the Road. “Ryder is commended for earning this award.”

Earlier this year, two of Ryder’s leaders were recognized as part of WIT’s 2023 Top Women to Watch in Transportation for their significant career accomplishments, as well as support of other women in the industry. Ryder also supports WIT’s scholarship program, which helps make technical training and education more affordable for women pursuing a career in transportation.

“It’s incredibly important to recognize companies who align with our mission here at WIT,” said WIT President and CEO Jennifer Hedrick. “Ryder actively works to overcome barriers, proving that an inclusive, empowering workforce is possible.”

WIT Board member Lesley Kerr, Ryder’s vice president of human resources, said the company is proud to be an employer of choice.

“Recognizing and appreciating diverse perspectives and experiences is essential to Ryder, and it’s critical to the ever-evolving transportation industry,” she said.

For the full list of Women In Trucking’s 2023 Top Companies for Women to Work For in Transportation, click here.

The Trucker News Staff produces engaging content for not only TheTrucker.com, but also The Trucker Newspaper, which has been serving the trucking industry for more than 30 years. With a focus on drivers, the Trucker News Staff aims to provide relevant, objective content pertaining to the trucking segment of the transportation industry. The Trucker News Staff is based in Little Rock, Arkansas.

The Trucker News Staff produces engaging content for not only TheTrucker.com, but also The Trucker Newspaper, which has been serving the trucking industry for more than 30 years. With a focus on drivers, the Trucker News Staff aims to provide relevant, objective content pertaining to the trucking segment of the transportation industry. The Trucker News Staff is based in Little Rock, Arkansas.

Women In Trucking’s 2023 Top Companies for Women to Work For in Transportation includes Ryder in its listings.

Title:

Content: Ryder named a top company for women

Reading Time: 2 minutes

MIAMI — For the fifth consecutive year, Ryder has been named a Top Company for Women to Work For in Transportation, according to Redefining the Roadthe official magazine of the Women In Trucking Association (WIT).

The award acknowledges top companies “that demonstrate a steadfast commitment to fostering a gender-inclusive environment in the transportation workforce,” a news release noted.

Ryder also earned a place in The Elite 30, a new honor this year reserved for companies with the highest number of industry-wide votes.

“We’re proud to exceed industry averages and to accelerate female career growth through programs such as Ryder’s Women Leadership Forum, which has supported the professional development of women leaders for more than a decade,” said Frank Lopez, chief human resources officer at Ryder.

More than 27,000 transportation professionals, including operations and human resources executives and professional drivers, evaluated Ryder’s nomination in an industry-wide vote.

“Organizations recognized on this impressive list have proven they are supportive of gender diversity by accommodating family and work balance; offering competitive compensation, benefits, and professional growth; and providing career advancement opportunities,” said Brian Everett, group publisher and editorial director of Redefining the Road. “Ryder is commended for earning this award.”

Earlier this year, two of Ryder’s leaders were recognized as part of WIT’s 2023 Top Women to Watch in Transportation for their significant career accomplishments, as well as support of other women in the industry. Ryder also supports WIT’s scholarship program, which helps make technical training and education more affordable for women pursuing a career in transportation.

“It’s incredibly important to recognize companies who align with our mission here at WIT,” said WIT President and CEO Jennifer Hedrick. “Ryder actively works to overcome barriers, proving that an inclusive, empowering workforce is possible.”

WIT Board member Lesley Kerr, Ryder’s vice president of human resources, said the company is proud to be an employer of choice.

“Recognizing and appreciating diverse perspectives and experiences is essential to Ryder, and it’s critical to the ever-evolving transportation industry,” she said.

For the full list of Women In Trucking’s 2023 Top Companies for Women to Work For in Transportation, click here.

The Trucker News Staff produces engaging content for not only TheTrucker.com, but also The Trucker Newspaper, which has been serving the trucking industry for more than 30 years. With a focus on drivers, the Trucker News Staff aims to provide relevant, objective content pertaining to the trucking segment of the transportation industry. The Trucker News Staff is based in Little Rock, Arkansas.

The Trucker News Staff produces engaging content for not only TheTrucker.com, but also The Trucker Newspaper, which has been serving the trucking industry for more than 30 years. With a focus on drivers, the Trucker News Staff aims to provide relevant, objective content pertaining to the trucking segment of the transportation industry. The Trucker News Staff is based in Little Rock, Arkansas.

The Trucker News Staff provides content covering developments in the trucking industry and is based in Little Rock, Arkansas.

Title:

Content: Ryder named a top company for women

Reading Time: 2 minutes

MIAMI — For the fifth consecutive year, Ryder has been named a Top Company for Women to Work For in Transportation, according to Redefining the Roadthe official magazine of the Women In Trucking Association (WIT).

The award acknowledges top companies “that demonstrate a steadfast commitment to fostering a gender-inclusive environment in the transportation workforce,” a news release noted.

Ryder also earned a place in The Elite 30, a new honor this year reserved for companies with the highest number of industry-wide votes.

“We’re proud to exceed industry averages and to accelerate female career growth through programs such as Ryder’s Women Leadership Forum, which has supported the professional development of women leaders for more than a decade,” said Frank Lopez, chief human resources officer at Ryder.

More than 27,000 transportation professionals, including operations and human resources executives and professional drivers, evaluated Ryder’s nomination in an industry-wide vote.

“Organizations recognized on this impressive list have proven they are supportive of gender diversity by accommodating family and work balance; offering competitive compensation, benefits, and professional growth; and providing career advancement opportunities,” said Brian Everett, group publisher and editorial director of Redefining the Road. “Ryder is commended for earning this award.”

Earlier this year, two of Ryder’s leaders were recognized as part of WIT’s 2023 Top Women to Watch in Transportation for their significant career accomplishments, as well as support of other women in the industry. Ryder also supports WIT’s scholarship program, which helps make technical training and education more affordable for women pursuing a career in transportation.

“It’s incredibly important to recognize companies who align with our mission here at WIT,” said WIT President and CEO Jennifer Hedrick. “Ryder actively works to overcome barriers, proving that an inclusive, empowering workforce is possible.”

WIT Board member Lesley Kerr, Ryder’s vice president of human resources, said the company is proud to be an employer of choice.

“Recognizing and appreciating diverse perspectives and experiences is essential to Ryder, and it’s critical to the ever-evolving transportation industry,” she said.

For the full list of Women In Trucking’s 2023 Top Companies for Women to Work For in Transportation, click here.

The Trucker News Staff produces engaging content for not only TheTrucker.com, but also The Trucker Newspaper, which has been serving the trucking industry for more than 30 years. With a focus on drivers, the Trucker News Staff aims to provide relevant, objective content pertaining to the trucking segment of the transportation industry. The Trucker News Staff is based in Little Rock, Arkansas.

The Trucker News Staff produces engaging content for not only TheTrucker.com, but also The Trucker Newspaper, which has been serving the trucking industry for more than 30 years. With a focus on drivers, the Trucker News Staff aims to provide relevant, objective content pertaining to the trucking segment of the transportation industry. The Trucker News Staff is based in Little Rock, Arkansas.

The gender gap in construction and related sectors is rooted in historical factors.

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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Women are breaking barriers in waste management and similar industries.

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?

appoint women to traditionally male roles

Skip Hire Glasgow’s James David believes inclusive hiring practices foster greater female participation.

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

Construction sites remain predominantly male environments, and language such as ‘foreman’ persists over more inclusive terms like ‘foreperson.’
Tools such as the Heavy Equipment Operator Job Application Form Template help categorize, organize, and track candidates efficiently.

Title:

Content: Heavy Equipment Operator Job Application Form Template

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"With the help of this practical Heavy Equipment Operator Job Application Form Template, you can get a headstart on your next project with ClickUp!"

The template you're accessing is an Application Form Template, but can be adapted for this use case with some slight adjustments.

In the fast-paced world of construction, finding the right heavy equipment operator is crucial for project success. ClickUp's Heavy Equipment Operator Job Application Form Template simplifies the hiring process by centralizing all applicant information in one place. With this template, you can:

  • Collect essential details such as experience, certifications, and work history efficiently
  • Streamline the screening and selection process for qualified candidates
  • Ensure a seamless hiring experience for both your team and potential employees

Ready to find the perfect heavy equipment operator? Start using ClickUp's template today!

Heavy Equipment Operator Job Application Form Template Benefits

Looking to streamline your heavy equipment operator hiring process? The Heavy Equipment Operator Job Application Form Template can help you do just that by:- Simplifying the collection of essential information from applicants- Ensuring that only qualified individuals move forward in the hiring process- Saving time and resources by automating the initial screening process- Providing a structured format for evaluating candidates based on specific job requirements

Main Elements of Application Form Template For Heavy Equipment Operator Job Application

Streamline your heavy equipment operator hiring process with ClickUp's Job Application Form template, designed to efficiently gather essential applicant information:

  • Custom Statuses: Manage applicants efficiently with statuses like Hired, In Progress, Pending, and Rejected
  • Custom Fields: Capture crucial applicant details using fields like Position, Salary, Leadership, and more to ensure all necessary information is collected
  • Custom Views: Utilize different views such as Candidate List, Job Application Form, and Candidate Status Board to easily visualize applicant data and track progress
  • Project Management: Enhance applicant tracking with features like ClickUp, Reporting, and Profile URL to streamline the hiring process and ensure the selection of qualified candidates.

How To Use This Heavy Equipment Operator Job Application Form Template

Creating a job application form for a Heavy Equipment Operator position can be a crucial step in finding the right candidate for the job. By leveraging ClickUp's form template, you can streamline the process and ensure you gather all necessary information efficiently. Follow these steps to make the most of the Heavy Equipment Operator Job Application Form Template:

1. Define the Required Information

Start by outlining the key information you need from applicants. This typically includes personal details, relevant certifications, experience operating heavy machinery, safety training, and any specialized skills required for the role.

Utilize Custom Fields in ClickUp to categorize and organize this information seamlessly.

2. Customize the Form Template

Tailor the form template to match the specific requirements of the Heavy Equipment Operator position. Customize the fields and questions to ensure you capture all the essential details needed to evaluate candidates effectively.

Use Docs in ClickUp to draft the layout and structure of your application form, making it easy for applicants to understand and complete.

3. Implement an Evaluation Criteria

Establish a clear evaluation criteria to assess applicants consistently. This could involve rating scales for experience levels, safety records, equipment proficiency, and other relevant factors to determine the best-suited candidates.

Set up a Board view in ClickUp to track and evaluate applications based on defined criteria, moving them through stages like "Initial Review", "Skills Assessment", "Interview", and "Final Selection".

4. Request Supporting Documentation

In addition to the application form, consider requesting supporting documents such as resumes, certifications, licenses, and references. These documents can provide further insights into the applicant's qualifications and suitability for the role.

With Email in ClickUp, easily manage and organize all application submissions and supporting documents in a centralized location for quick access and reference.

5. Collaborate on Candidate Review

Encourage collaboration among your hiring team to review applications thoroughly. Discuss key qualifications, experience levels, and overall fit for the Heavy Equipment Operator position to ensure a well-rounded assessment.

Leverage Whiteboards in ClickUp for collaborative review sessions, allowing team members to visually map out candidate strengths, weaknesses, and potential for the role.

6. Schedule Interviews and Assessments

Once you've identified top candidates, schedule interviews and practical assessments to further evaluate their skills and suitability. Coordinate with the hiring team and applicants to set up these interactions efficiently.

Use Calendar view in ClickUp to schedule and manage interview appointments, ensuring a smooth and organized process for candidate assessments.

By following these steps and utilizing ClickUp's features effectively, you can streamline the Heavy Equipment Operator job application process, leading to the selection of the most qualified and skilled candidates for the position.

Get Started with ClickUp’s Heavy Equipment Operator Job Application Form Template

Construction companies and similar industries can utilize the Heavy Equipment Operator Job Application Form Template in ClickUp to simplify the hiring process for heavy equipment operators.

  1. Begin by selecting "Add Template" in ClickUp to access the Heavy Equipment Operator Job Application Form Template and add it to your Workspace, ensuring you specify the appropriate location.

  2. Invite relevant team members or guests to your Workspace to commence collaboration.

  3. Leverage the template's functionalities to efficiently manage the hiring process:

  • Utilize the Candidate List view to track all applicants and their progress through the hiring stages
  • Refer to the Getting Started Guide view for a comprehensive overview of the hiring process and steps to follow
  • Monitor candidate statuses effectively using the Candidate Status Board view
  • Access the Job Application Form view to gather essential information from applicants
  1. Organize applicants into four distinct statuses: Hired, In Progress, Pending, Rejected, to streamline the selection process and keep track of applicant progress.

  2. Customize the template by incorporating the 13 specified custom fields to collect crucial applicant information, such as Position, Data Consent, Salary, Mobile No, Email, Leadership, Hiring Stage, Core Values, Reason, Reporting, ClickUp, Project Management, and Profile URL.

  3. Update candidate statuses and fields as necessary to ensure a smooth and efficient hiring process.

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

Industries traditionally led by men are actively seeking to recruit more women to balance their workforces.

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?

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

Many women are drawn to driving and heavy equipment operation through personal interest.

Some women express they never considered such work unusual despite being the only female on a team, and supportive environments helped them adapt.

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

With time and experience, women in these roles have grown more skilled and confident.

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?

Women in this field sometimes face skepticism from family and deal with the challenges of balancing work and motherhood.

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

Work schedules can be demanding, with early starts and long hours required for logistics and transport roles.

Female workers often express internal conflicts about time away from home but remain dedicated to both family and career.

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

The work itself can be stressful and at times intimidating, especially for newcomers.

Some male colleagues perceive women as a threat to their positions, and workplace biases persist, including doubts about women's capabilities due to physical attributes.

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

Women leaders advise standing firm and speaking up when faced with resistance.

Among women in construction, there is a drive to break outdated stereotypes and inspire future generations.

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

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 challenges do women in the construction and maritime  industries face?

Women in the industry often report high job satisfaction and are eager to share their experiences in educational outreach to encourage more women to join.

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

After the start of Russia’s full-scale invasion of Ukraine, more Ukrainian women began mastering traditionally “male” professions.

Title:

Content: ua en ru
(not) women's professions.
How the war has changed the labor market, and Ukrainian women are increasingly mastering “male ” professions
The war has replaced the labor market, and Ukrainian women are increasingly mastering “male ” professions (Getty Images)
Author: Spetsproekt
Since the beginning of the full-scale war in many areas of the Ukrainian labor market there is a shortage of personnel.
In particular, there is a shortage of specialists in professions that are usually considered “male ”.
However, employers are ready to attract women to atypical positions, and Ukrainian women more actively respond to such vacancies and undergo retraining.
Meest, ATB and Ferrexpo tell about the professions in which women replace men during the war - in a special project for RBC-Ukraine.
Meest Group: whole women ’ s teams occupying “male ” positions
In the international postal and logistics group of companies Meest, historically, women are an integral part of the team: they work with finance, personnel, marketing, are regional directors and partners.
At the same time, due to the specifics of the work - sorting, transportation, logistics - the linear staff of the company, which is two-thirds of the staff, previously consisted mainly of men.
After the start of Russia ’ s full-scale invasion of Ukraine, this began to change.
According to the company, since February 2022, part of Meest has joined the Defense Forces: today, the state is protected by more than 130 employees of the company.
Many were forced to change their place of residence within the country or even go abroad.
“We clearly saw a change in trend around the summer of 2022.
At that time, we were able to solve the most critical issues with the help of employees, adaptation of operational work, etc.
And they restored the recruitment of people to positions that, for one reason or another, were vacant.
We noticed that it is women who respond most actively, including roles that were previously considered purely male, ” the company added.
Since then, companies have begun to attract women, and over the following months this trend has only intensified.
As of now, Meest has formed entire women ’ s teams, occupying “male ” positions.
In total, these are three categories of personnel: employees of warehouses, sorting centers, as well as heads of operational departments.
“If earlier our warehouse teams were more than 80% men, now some units are 70% women.
The distribution of the staff of warehouse centers has also changed significantly - in some areas it is already 50% to 50%, sometimes even with the advantage of female staff.
To do this, the company has changed some operational processes, as well as introduced technology so that women were comfortable working in new conditions, ” Meest said.
At first, the involvement of women in the composition, logistics were treated with caution: the work is extremely difficult both physically and morally.
Within a few months, all doubts were gone.
Women ’ s teams and women show extremely effective work.
The company distinguishes their consistency and structure, as well as elasticity and adaptability.
In general, they are always open to new knowledge and opportunities - and they are strongly supported in this.
The changes also affected the management of the operating departments – now the company has many women in these positions, more than in previous years.
And it is important that in many cases, the leaders grow from the inner team.
For example, during the war, a woman became the head of a branch in one of the regional centers, who had previously worked as an operator at this location - and now performs her own functions without complaint.
“Our plans are to attract women to the posts of couriers.
This area also has its own challenges, because we deliver packages up to 30 kg inclusive.
Therefore, here the company needs to adjust to allow women to work with less weight - and work in this direction is already underway, "the company said.
In the near future, Meest is convinced that the most active will be two categories of search engines – women, as well as veterans and veterans.
They need changes in recruiting and operating processes, so the company is actively working on this: they introduce new technologies and procedures for both women and veterans of both sexes, and for the latter they began to attract psychologists for the purpose of moral support.
“In the end, we see that our people are ready to work and give results under any circumstances.
The main thing is to create comfortable and transparent conditions for them, ” the company concluded.
ATB: the company of strong women
As of today, more than 56 thousand Ukrainians are employed at ATB enterprises, 67% of which are representatives of the fair sex.
Historically, work in grocery retail is considered female, although it requires maximum involvement and dedication.
As the experience of the company has shown, for a Ukrainian woman there is no night impossible.
Leading programmer of the company Kristina Mishchenko at one time made an ascent to the mountain with a height of 6,500 m, set the Ukrainian flag and the ATB flag on the top.
As of today, more than 4.5 thousand ATB employees have joined the ranks of the APU, the Defense Ministry and the National Guard.
If you count only male staff, then about 30% of men are mobilized.
In view of this, women have already adapted, for example, to work as security guards.
On average, almost every store in the network has such an employee.
The number of women involved in what was previously thought to be purely male positions depends on the circumstances, but in some cases it reaches 50%.
The personnel policy of the company is aimed at the development of human resources.
If a woman seeks to become a specialist of an extra-class, to take the coveted position, then a priori cannot be any conventions.
In particular, we are talking about the so-called division into traditionally "female" or "male" positions.
However, it is important to understand that not all women can do men ’ s work.
The complete absence of gender stereotypes in the company proves that more than two thirds of the staff are women.
Among colleagues and business partners, ATB is even called a company of strong women.
“Through dedicated work, the company has withstood the powerful blow of a full-scale invasion, acquired the title of“ network of indestructibility ” and became an outpost of food security of the whole country, ” the company says.
In the ATB, there were many examples of how women work effectively and quickly climb the career ladder in professions that can be considered “male ”, for example, leading key regions, dealing with safety, security, etc.
Also, the company is proud of its training centers in Dnipro, Kiev, Lviv and Odessa.
Annually more than 4 thousand employees undergo free training and improve their skills there.
There are no gender restrictions or stereotypes.
“Women and men gain new skills, master the desired professions, become specialists of the highest level and quickly rise to career levels in the team of the leader of domestic retail.
As for the "male" professions, our women master the specialty of "loader driver".
It is possible to “work ” such physically difficult activities, but such a replacement will be incredibly valuable and very slow.
Therefore, the solution of this issue was taken into their hands by our guardians, ” the ATB stated.
Ferrexpo: support for women 's leadership and decrees for men
Ferrexpo is one of the trendsetters of large Ukrainian business, demonstrating an integrated approach to issues of inclusiveness and gender equality.
In 2022, the company signed the Women ’ s Empowerment Principles to promote gender equality.
Therefore, one of the group's priorities is diversity at the managerial level and the promotion of career opportunities for women.
Since 2020, Ferrexpo has been implementing a comprehensive DE & I strategy, implementing the principles of inclusiveness and gender equality.
Thanks to her, over the past three years, the number of women in leadership positions in Grade 10 + (management staff) has increased by 60%.
The share of women in leadership positions in 2022 was 21%, the goal is to reach the figure of 25% by 2030.
“The introduction of ideas of gender equality has increased the stability of staff, readiness for innovation and the ability to respond quickly to the challenges of the time.
This decision allowed us to strengthen relations with foreign partners, because they are pleased to cooperate with companies where the same level of trust in managers and managers, ” the company said.
According to her, within enterprises, this has allowed to change the views of male skeptics and successfully overcome prejudices against female leaders.
The employees of the enterprises felt their value for the production process, which motivated them to further develop their professional qualities.
Elena Nikolaevchuk-Neroda, who has been working as a driver of motor vehicles in her career at Yeristovsky GOK since 2018, dreamed of driving a car since childhood.
This dream she was able to realize in Ferrexpo.
At one time, Elena was offered a job as a BelAZ driver, and she agreed, although she did not have previous experience driving such a car.
The nuances of work during the internship were taught by experienced mentors.
For 5 years of work, Elena worked in a career on a car, after obtaining a driving license of category C, she began to drive MAZ and KrAZ dump trucks.
Then switched to more powerful Bell and Caterpillar with a carrying capacity of 40 and 90 tons, already has a certificate that allows you to control the 220-ton.
In the future, Elena plans to master other mining equipment - a bulldozer and an excavator.
In addition, the company has a male decree program that allows women to continue their career growth.
If in the family of Ferrexpo employees a woman wants to leave maternity leave earlier in order to continue to grow professionally, a man can take care of the child until he reaches the age of three.
At the same time, the company takes care that the family income does not become less: if a man has a large salary, but goes on maternity leave and the family because of this decreases the total income, Ferrexpo compensates for this amount.
“The hardest thing about the decree is not being able to work, I missed my job very much.
I am grateful to the man who supported my desire to return to the workplace in a year.
This is our second daughter, so I am sure that my husband will cope, and I can safely perform everyday duties, ” admits Olga Romantsova, a specialist in the production department of the foundry and mechanical workshop.
The practice of “male ” decrees is gaining momentum, because the company understands the importance of development for both men and women.
In general, the company will emphasize that the Ferrexpo workforce is a community where everyone has access to equal opportunities - mastering new professions, improving skills, career growth and development of the company, regardless of gender.
In addition, the company received the opportunity to replenish the team with professional personnel (both men and women), especially with regard to vacancies that became critical in the conditions of martial law.

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appoint women to traditionally male roles

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appoint women to traditionally male roles

As of now, over 56,000 Ukrainians work at ATB enterprises, with women making up 67% of these employees.

In 2022, women held 21% of leadership positions at ATB, with the company targeting 25% by 2030.

Elena accepted a job as a BelAZ driver without prior experience, showing women’s increasing entry into new roles.

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?

commit to gender equality in hiring practices

appoint women to traditionally male roles

The company offers a male leave program, enabling women to continue advancing in their careers.

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

Some women report missing their jobs during leave, illustrating their dedication.

Women are increasingly seen in “male” occupations and their commitment extends from the workplace to the home.

Title:

Content: Women in Male Occupations
8 March
23: 08 4 March 2022
Farkhana Safargaleeva immediately after school, together with her friend, decided to enter the crane operator.
Romance or inner call - what pulled the fragile girl to manage the crane, build houses and make panels, she does not know.
She said she liked the job from the start.
Farkhana Safargaleeva, crane operator of “Unity ” LLP:
— We graduated from the GPTU, in the direction of us were sent here to the precast.
She worked here for 15 years, decree, perestroika, then went to other construction works.
I already as 5 years returned to this concrete concrete, my heart was sick for my crane, I love, I love this crane very much, I love working on the crane.
But, I did not even expect that I was before retirement, I am already 59 years old, I will return here.
How many houses were erected in the region with the help of skillful actions and many years of experience of crane operator Farkhana Safargaleeva, it is simply impossible to count.
Such qualities as calmness and attentiveness help in the work.
Her burning eyes are seen not only in the profession, but also at home.
A husband, a daughter and a small grandson will all gather at the festive table on March 8.
Farkhana Safargaleyeva ’ s relatives support her interest and success.
Anastasia Kuznetsova, correspondent:
— A woman is calm and brisk, vulnerable and warlike, tender and strong.
Modern women break stereotypes, showing the world how they can create and create.
In the “male ” professions, among other things.
"Unity" LLP produces reinforced concrete products.
The company employs 152 people, including 25 women.
Chief engineer Andrei Nekrasov says that they skillfully show their skills.
Andrey Nekrasov, Chief Engineer of Unity LLP:
— Our company employs a large number of women who are excellent professionals and faithfully perform their work.
It passed, one might say, Crimea and Rome here.
She is an excellent professional, she transfers her skills to young professionals.
Another representative of the fair sex in LLP "Unity" - Natalia Danilova.
She's a compressor operator.
Working in the construction industry is her dream.
And it came true.
All my life I have dreamed of working in the construction industry.
16 she devoted to ensuring the continuous operation of the enterprise.
Natalia Danilova, operator of the compressor unit of “Unity ” LLP:
I have been working here since 2006 for 16 years.
I like my job here.
We supply cement so that our production does not stand, pour slabs, pour panels.
The most important thing is health, so that the world will be around 03.54 and to finish until my retirement – that ’ s my wish.
On the eve of the holiday on March 8, according to tradition, all the men of the enterprise will set a table and give gifts to women who give their strength to such a difficult, but so beloved for them work.
Anastasia Kuznetsova
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Women of different professions were congratulated on March 8

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?

appoint women to traditionally male roles

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

Andrey Nekrasov, Chief Engineer at Unity LLP, has been involved in the industry for 16 years, ensuring operations like cement supply do not stop.

Title:

Content: Women in Male Occupations
8 March
23: 08 4 March 2022
Farkhana Safargaleeva immediately after school, together with her friend, decided to enter the crane operator.
Romance or inner call - what pulled the fragile girl to manage the crane, build houses and make panels, she does not know.
She said she liked the job from the start.
Farkhana Safargaleeva, crane operator of “Unity ” LLP:
— We graduated from the GPTU, in the direction of us were sent here to the precast.
She worked here for 15 years, decree, perestroika, then went to other construction works.
I already as 5 years returned to this concrete concrete, my heart was sick for my crane, I love, I love this crane very much, I love working on the crane.
But, I did not even expect that I was before retirement, I am already 59 years old, I will return here.
How many houses were erected in the region with the help of skillful actions and many years of experience of crane operator Farkhana Safargaleeva, it is simply impossible to count.
Such qualities as calmness and attentiveness help in the work.
Her burning eyes are seen not only in the profession, but also at home.
A husband, a daughter and a small grandson will all gather at the festive table on March 8.
Farkhana Safargaleyeva ’ s relatives support her interest and success.
Anastasia Kuznetsova, correspondent:
— A woman is calm and brisk, vulnerable and warlike, tender and strong.
Modern women break stereotypes, showing the world how they can create and create.
In the “male ” professions, among other things.
"Unity" LLP produces reinforced concrete products.
The company employs 152 people, including 25 women.
Chief engineer Andrei Nekrasov says that they skillfully show their skills.
Andrey Nekrasov, Chief Engineer of Unity LLP:
— Our company employs a large number of women who are excellent professionals and faithfully perform their work.
It passed, one might say, Crimea and Rome here.
She is an excellent professional, she transfers her skills to young professionals.
Another representative of the fair sex in LLP "Unity" - Natalia Danilova.
She's a compressor operator.
Working in the construction industry is her dream.
And it came true.
All my life I have dreamed of working in the construction industry.
16 she devoted to ensuring the continuous operation of the enterprise.
Natalia Danilova, operator of the compressor unit of “Unity ” LLP:
I have been working here since 2006 for 16 years.
I like my job here.
We supply cement so that our production does not stand, pour slabs, pour panels.
The most important thing is health, so that the world will be around 03.54 and to finish until my retirement – that ’ s my wish.
On the eve of the holiday on March 8, according to tradition, all the men of the enterprise will set a table and give gifts to women who give their strength to such a difficult, but so beloved for them work.
Anastasia Kuznetsova
Read also
"Miss Pampushka 2022".
Convicted prisoners beauty contest held at EU institution 164 / 6
On the eve of March 8, the Council of Mothers congratulated the deputy akim of the region Gani Nygymetov
Women of different professions were congratulated on March 8

At the Novolipetsk plant, a professional crane operator competition crowned Tatiana Shepel as “Best in Profession.”
Kyivstar’s new program continues the “Return” project, combating employer bias against certain candidates since August 2023.

Title:

Content: NLMK Live
50 minutes ago
NLMK chose the best crane operator
At the Novolipetsk plant held a competition of professional skills among operators of crane equipment.
All production processes are connected with the work of cranes at the plant from the preparation of raw materials and repairs to the unloading of finished products.
Applications for participation in the competition were submitted by more than 80 representatives from 16 workshops.
The competition traditionally consisted of theoretical and practical parts.
According to the results of the knowledge check, 20 employees reached the final.
The task of the practical stage was the movement of cargo weighing about a ton along a given route.
The organizers are preparing a special corridor, which is fenced with ribbons and columns.
The task of the contestant is to deliver the cargo along the corridor so as not to touch the fences and not to touch the obstacles placed on the route.
According to the results of the competition, the title "Best in Profession" was awarded to Tatiana Shepel
Second and third places in Nadezhda Zemiseva and Natalia Dobrynina.
Olga Pichugina is recognized as the best among young workers.
A true professional is someone who does his job safely and efficiently.
Crane operators perform a very diverse range of work, and to grow, you need to constantly learn.
I take part in professional skill competitions to improve and see how others work.
Here you feel part of one big team, - said the winner of the competition of professional skills Tatiana Shepeleva.
Competitions of professional skills are held at the plant annually.
Competitions allow employees to learn from each other ’ s experience and provide additional motivation to improve the level of professional skills.
In 2023, NLMK will hold competitions in 40 main working specialties.
The winners will receive awards, corporate awards, as well as the title of “Best in Profession 2023 ”.

New approaches are needed to fill vacancies, and optimism remains that these challenges will be overcome.

Title:

Content: Sections
Materials
"BezVagan": about the new program of professional development from Kyivstar
Miroslav Gurko
The new program from Kyivstar was a continuation of another project - Return, aimed at countering the bias of employers towards candidates on any grounds.
How to reliably unite the whole country and keep in touch with the realities of the labor market, responding to the challenges of wartime with new HR trends that are becoming industry standards?
How to create "BezVagan" - a professional development program for beginners and effectively implement the win-win strategy in it?
All this is known by Svetlana Konchanina, head of the department for attracting and developing talents of Kyivstar.
— What tasks did the company set itself when starting the BezVagan program and what is the mechanism of its work?
- This program was a continuation of another of our project - Return, aimed at countering the bias of employers towards candidates on any grounds.
Then we conducted an internship for specialists with a long break in experience.
"BezVagan" is a new level of Return, which provides for the current conditions of the labor market.
Last year, employers experienced a shortage of employees.
However, we have seen from analytics that vacancies are opened mainly for people with work experience.
But there are few such workers on the market: many candidates have either gone abroad, or their career ambitions have been postponed until better times, because safety is now a priority.
The "BezVagan" program was our response to this situation.
There were two main tasks before us.
First, we need to close vacancies, so we suggested that managers take in their teams on a fixed-term annual contract juniors of any age with minimal or no experience and teach them so that at the end of the program they remain in the company.
We hired 22 junas at once in almost every division of the company - HR, PR, technical, administrative, financial and legal areas, Big Data and cybersecurity, B2C and B2B.
This allowed us to solve the second important task – to strengthen and spread the corporate culture of the company in mentoring and coaching, as well as to strengthen the reputation of Kyivstar as an employer with a diverse and inclusive (Diversity & Inclusion) approach, which gives us the opportunity to attract motivated employees with fresh views.
- The program started in August 2023, so now it is possible to sum up the first results.
How effective has it been?
— We received more than a thousand applications for participation in the program and since we did not limit anyone by age, sex, experience or other criteria, among our candidates were men and women under the age of 72 from all over Ukraine.
Among them, we chose 22 finalists, our juniors.
After six months of internship, four of them have been transferred to a permanent position in the company.
Recently, we conducted a survey among managers about how satisfied they are and want to keep their juniors in the team.
90% of them are already ready to transfer them to the opened vacancy.
In other words, we have found the right people for the right jobs.
We immediately take a new jun to the place to be vacated.
It is also important that the company pays great attention to the participants of the program.
We have united them in a community, hold various business games, online meetings, joint photo shoots, so that they not only learn according to their specialization, but also understand the values and corporate culture of Kyivstar.
We are interested in the fact that the participants of the program become our employees, because we make a lot of effort, so we do not want to then just take and give a ready-made specialist to another company.
We are looking for colleagues with whom we will achieve success.
And we saw that it was hard to imagine a more loyal audience than our juniors.
“Wow, I ’ m here, ” they ’ re surprised.
We are very pleased with this, because people with life experience say that they know how to prioritize work and life.
The program "BezVagan" we want to convey to all employers of Ukraine - look for and take such people to work!
— Why, in your opinion, the current state of the Ukrainian labor market requires employers to look for non-standard solutions?
Competition for professionals among employers will continue to grow.
In this situation, it is necessary to look for new tools for closing vacancies.
I am sure that we will cope with this challenge as well.
But the best chance of success will be the one who first saw and began to develop additional opportunities.
For example, the calculation only for students already practically does not work, because now there are simply not enough people in the front-line areas.
Therefore, attention should be paid to other categories of potential employees.
We realized this a long time ago and in 2019 launched the Return program, designed for those who had a long career break or wanted to change their profession, as well as for those candidates that most employers did not consider because of their age.
But now it is becoming the norm.
Or the trend towards “male professions ” for women and attention to women ’ s leadership programs.
Of course, few women will be able to physically master the profession of telecommunications engineers serving base stations, including climbing towers.
But we can offer them, for example, part of the work related to communications or documents.
In Kyivstar, the referral program works well, and now approximately 20% of candidates come to the company on the recommendations of our employees.
The advantage is that we have no restrictions on where a person works geographically – our employees perform work even from abroad, if the functionality of their position allows it.
Of course, working with remote teams is a challenge for managers, so we focus on working with leaders so that they can work effectively with dispersed workers.
In short, modern recruiting needs new bold solutions.
— Will there be a further continuation of the program "BezVagan" and its extension to Junov engineers from among them?
- Yes, since April we plan to start with the program "BezVagan" to attract juniors to the technical directorate.
And this is much more difficult, because the shortage of technical specialists has been felt in the industry for a long time.
We hope that our program "BezVagan" for technical specialists will attract the attention of candidates, because work in the company Kyivstar is a unique chance to take part in the reconstruction of the country, where every Ukrainian remains in touch and brings our future victory closer.

The Ukrainian conflict has forced Russian road workers to find new equipment suppliers, contributing to the industry’s broader challenges.

Title:

Content: Due to the Ukrainian conflict, Russian road workers are forced to quickly search for new suppliers of equipment and some building materials, but this is not the only acute problem of the industry.
Machines can still be found, another question is that there is no one to work for them, because potential candidates are not attracted even by high salaries.
The industry is still unable to cope with the consequences of the pandemic, which exacerbated the personnel shortage, and this is a serious problem, Vladimir Monastyrev, General Director of Transstroymekhanizatsiya, said during his speech at the forum of road initiatives organized by Avtodor State Company.
According to him, the lack of specialists forces employers to extend up to 20 days of watch, put up with the downtime of equipment, and at the same time constantly raise wages.
But even this does not help to staff: for employees - for example, drivers of construction equipment - there is a fierce struggle, they are lured.
By the way, if you now look at the sites where vacancies are published, you can see that the rate for the same drivers even in the regions reaches 200,000 rubles.
Mr. Monastyrev was supported by the Director General of ANO "Agency for the Development of Professional Skills" Robert Urazov.
He, in turn, noted that the shortage of personnel is largely due to the “unprestige ” of professions: modern youth are not averse to managing road construction, but sitting in a warm office, and not behind the wheel of a truck crane.
In general, the problem is serious and large-scale, but no one knows how to solve it - there are no specific plans and proposals.
Industry experts are sure that it is necessary to act not only on construction sites, but also in schools and institutes: to change the consciousness of young people, to adjust, if necessary, educational programs.
And do not put high hopes on immigrants from the CIS countries, because for them Russia is now fighting with other countries.
SUBSCRIBE FOR EXCLUSIVE MATERIALS
PORTAL "AVTOVZGLYAD" IN TELEGRAM

The industry faces significant structural problems, with no clear solutions proposed yet.

Title:

Content: Due to the Ukrainian conflict, Russian road workers are forced to quickly search for new suppliers of equipment and some building materials, but this is not the only acute problem of the industry.
Machines can still be found, another question is that there is no one to work for them, because potential candidates are not attracted even by high salaries.
The industry is still unable to cope with the consequences of the pandemic, which exacerbated the personnel shortage, and this is a serious problem, Vladimir Monastyrev, General Director of Transstroymekhanizatsiya, said during his speech at the forum of road initiatives organized by Avtodor State Company.
According to him, the lack of specialists forces employers to extend up to 20 days of watch, put up with the downtime of equipment, and at the same time constantly raise wages.
But even this does not help to staff: for employees - for example, drivers of construction equipment - there is a fierce struggle, they are lured.
By the way, if you now look at the sites where vacancies are published, you can see that the rate for the same drivers even in the regions reaches 200,000 rubles.
Mr. Monastyrev was supported by the Director General of ANO "Agency for the Development of Professional Skills" Robert Urazov.
He, in turn, noted that the shortage of personnel is largely due to the “unprestige ” of professions: modern youth are not averse to managing road construction, but sitting in a warm office, and not behind the wheel of a truck crane.
In general, the problem is serious and large-scale, but no one knows how to solve it - there are no specific plans and proposals.
Industry experts are sure that it is necessary to act not only on construction sites, but also in schools and institutes: to change the consciousness of young people, to adjust, if necessary, educational programs.
And do not put high hopes on immigrants from the CIS countries, because for them Russia is now fighting with other countries.
SUBSCRIBE FOR EXCLUSIVE MATERIALS
PORTAL "AVTOVZGLYAD" IN TELEGRAM

Some traditional attitudes remain, with safety occasionally overlooked to maintain construction pace.

Title:

Content: Recommendation technologies are used on the information resource (information technologies for providing information based on the collection, systematization and analysis of information relating to the preferences of Internet users located on the territory of the Russian Federation)
We are from the Soviet Union
13,958 followers
And the cranes stood up again.
At the initiative of workers in Kazan once again went on strike cranes.
At the object of the developer AK Bars, RC "My rhythm" stopped work.
The reason for the strike is a violation of safety, namely the work on the crane during the winds.There are 3 organizations working at the facility that provide the developer with their cranes for construction.
One of the workers, despite safety instructions and a strict ban on work during the winds, continued to work as if nothing had happened.
Despite the requests of crane operators not only of his organizations, but also of all crane operators at the facility in principle, the violator ignored the words of his colleagues, justifying this by the fact that “he can work and feel the crane ”.
We consider it superfluous to explain the fact that those who say that they feel everything right actually do not know a damn thing about what they are doing.
And what about the leaders of organizations and the developer?
Aren ’ t they supposed to keep an eye on safety to anticipate and punish, or at least chastise, malicious violators?
The absurdity of the situation is that this violator of TB foremen and foremen set other workers as an example!
For a moment, these same workers asked him to comply with TB and complained about him to the authorities.
The authorities used this individual as a lever of pressure on the workers, they say, since this crane operator can work in the wind, then you can!
And safety - do not give a shit about it, the main thing is not to stop the construction!
In this way, the capitalists again show their true face, no matter what the safety situation is, who violates it, and that such violations can, at best, hurt people!
The main thing is not stopping the process to make a profit, including at the expense of the safety and health of workers.
And the laws, the rules and the votes of the majority of workers are irrelevant.
This one works, so do the others!
But the crane operators did not go on the occasion of the developers, foremen and this intruder.
It is worth noting that Kazan crane operators have long been united, there are groups in which, if something happens at their facility, they can coordinate their actions with the rest of the crane operators.
For example, a crane girl complained to the group that she was too hot on the crane.
Her colleagues in the shop told her not to work until the authorities provided her with air conditioning and, in solidarity, they also stopped the construction.
It wasn ’ t long before her boss ordered the air conditioner to be installed in her workplace.
So, in a short time, crane operators met with a delegation from the authorities, which included the director of the organization, which consisted of strikebreaker, as well as the deputy director of the developer AK Bars.
First of all, the delegation tried, as the crane operator put it, to put pressure on the workers.
“The individual violates safety equipment – it means he will violate safety equipment, the main thing is that he works, unlike the rest. ”
On the claims of the active crane operator, the delegation could not come up with anything smarter than to pour accusations, say that allegedly you received a bunch of complaints, do not allow you to work normally and incite a strike.
In the end, the “big shot ” from AK Bars said that he would talk to the director and that he would try to fire the most active crane operator.
The conversation with the director really took place, where the question was already raised by the edge: either you work or you leave, but in fact they forced you to resign.
Upon learning of this, the crane operators staged an attack on the director and threatened a mass dismissal if his friend was not returned to work, to which the director replied: “And we did not fire him. ”
But then it's even more interesting.
Above, we noted that crane operators have a common group in which they can respond to a particular event at different objects.
Having risen to the cockpit of his crane to collect his belongings, our comrade, we can say, noticed from a bird ’ s eye view how, from other cranes, not only at his facility, but also near the lying ones, the crane operators stopped their cranes and descended to the ground.
As soon as the crane operators learned of the conflict and the threat of firing their comrade, they stopped their cars and joined the action of solidarity and support.
This powerful rebuff of the proletarians brought the bourgeoisie down from heaven to earth.
Now they have moved from the language of threats and demands to the language of pleas and requests.
Only now have they acknowledged the workers ’ rightness and accepted their demands for TB compliance.
As for the TB violator, he apologized to his colleagues and promised that he would not do it again.
At the moment, crane operators are solving two main issues: the return of their comrade to work and the fate of the offender, give him a second chance or drive him into the neck.
So far, they are moving towards the first option.
This conflict once again shows and proves the truth: managers, foremen, developers, or, simply put, representatives and proxies of capital do not care about anything but extract as much profit from the workers as possible; capitalists use the Roman rule of divide et impera (divide and rule) in relation to the workers to pressure them and control them; the proletariat is weak if it is divided and disorganized It is only by uniting that the working class is able to put pressure on the capitalist first, and then give him a powerful rebuff.
The history of Kazan crane operators, their unity, organization and determination should serve us all as an example of the struggle for the rights and interests of all workers.
When the working class is united, it is invincible.
In the end, we express our hope that our comrade will be returned to work, and all the requirements of crane operators will be fulfilled in the near future!
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What challenges do women in the construction and maritime  industries face?

Women operators sometimes face conditions such as excessive heat on cranes and threats from management for voicing concerns.

Employers offer incentives such as higher pay for evening or night work and referral bonuses for recruiting new staff.

Title:

Content: news _ header _ top _ 970 _ 100
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Helicopter, gunpowder and Tochmash plant attract staff with high salaries
The products of large defense enterprises of Tatarstan are presented at the international forum “Army-2022 ”, which is held on the territory of the Patriot Convention and Exhibition Center near Moscow.
Among the participants are the Kazan Helicopter, gunpowder factories and Tochmash.
These enterprises are provided with state orders, so they need workers.
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KVZ employs turners, millers, locksmiths and other specialties with a salary of about 100 thousand rubles.
According to the general director of KVZ Vladimir Ginsburg, Kazan helicopter builders are provided with orders until 2023.
“Due to the large volume of orders, we have opened a set of highly qualified workers.
Today, the salary level of the plant ’ s employees and the whole range of social support measures allow us to say that KVZ has one of the most attractive working conditions among the industry ’ s enterprises, ” Ginsburg said.
He recalled that in the last six months alone, the plant has hired more than 400 specialists and recruitment continues.
KVZ is waiting for highly qualified workers: turners, milling cutters, painters, locksmiths of mechanical assembly production, operators of machine tools with program control, electric gas welders, tinsmiths.
Salary - about 100 thousand rubles.
It is possible to organize work by the rotational method.
For non-residents, hotel beds are provided or housing rental compensation in the amount of 10 thousand rubles per month.
Delivery from the hotel to the factory and back.
“At the KVZ, the opportunity to train or retrain workers is opened, after which students are assigned a grade.
While they study, the salary is from 35 thousand rubles per month.
Also at the plant there is a project “Personnel reserve ”, which is aimed at developing breakthrough competencies among the employees of the enterprise and ensuring production by highly qualified personnel.
Regular training is carried out in accordance with professional requirements, as well as competitions of professional skills in various competencies.
Those who previously resigned and return to the enterprise are paid a one-time cash premium - 50 thousand rubles, "the plant said.
KVZ employees are provided with a number of social guarantees, including an additional payment for work in the evening and at night, for the leadership of the team.
Employees of the enterprise receive additional benefits and opportunities in the form of services of the factory health center, vouchers to sanatoriums, dispensaries, recreation centers and children's summer camp.
From August 1, the campaign “Bring a friend ” started at KVZ, within the framework of which every plant worker can receive material incentives.
For each new employee who got a job and worked for the next three months, the person who brought him will be paid a reward in the amount of 10 thousand rubles.
Kazan helicopter builders live an active social life.
The enterprise has a trade union, the Factory Youth Union, holidays, sports competitions, competitions are held.
Employees participate in various city, republican, industry events.
At the powder factory and “Tochmash ” give early pension and milk for harmfulness
No less urgently need specialists Kazan plant of precision engineering "Tochmash" and Kazan gunpowder plant.
These enterprises produce components for many types of ammunition and military products.
As reported to "Tatar-Inform" at the plant "Tochmash", now the company needs adjusters of automatic machines and semi-automatic machines, turners, fitters, repairmen, a plastic foundry, molders of plastic products, thermists.
Salary - from 50 thousand rubles, while it is indexed every 6 months.
For some specialties, there is a hazard allowance of 4% plus an additional leave of 7 calendar days.
Also, some categories are put milk for harm or monetary compensation.
Also, employees of hazardous industries have the right to early appointment of a pension.
An early pension and a surcharge for harmfulness is also offered by the Kazan gunpowder factory, which also employs specialists.
The enterprise needs turners, millers, apparatchiks, rolling mills, drivers of cars and loaders, storekeepers, production controllers, repair masters, equipment adjusters, laboratory technicians of physico-chemical analysis.
The plant also requires press workers, metal cutters, collectors of ammunition and special products, fitters for assembly and repair, electric and gas welders, electricians and even loggers.
The salary is up to 100 thousand rubles, plus an additional 14-day vacation for harmfulness.
Workers engaged in work with harmful working conditions are given milk and free therapeutic and prophylactic food.
The company reimburses the costs of medical examination to employees who have entered work related to harmful or dangerous working conditions.
Employees undergo annual free medical examinations.
With continuous experience from 1 year to 3 years, a remuneration for seniority is charged - in the amount of 15%, from 3 to 6 years - in the amount of 20%, over 6 years - 25%.
Remuneration is also paid for continuous service at the enterprise of 5, 10 and beyond every 5 years.
Material assistance is allocated for March 8, February 23, New Year.
Also, preferential vouchers to the dispensary are provided for employees, and vouchers for sanatorium-resort treatment are provided to employees of pre-retirement age.
Kazan Powder Plant, like other defense enterprises, provides employees with a number of social guarantees and benefits.
Conscripts are granted a deferment from the army, and those who are employed in their specialty after graduation from an educational institution are provided with a monthly payment of 4.5 thousand rubles for three years.
Non-resident employees are given an allowance in the amount of 4 thousand rubles for renting housing or are provided with a place in the hostel.
Young workers up to 35 years old are provided with material assistance in the amount of 3 thousand rubles, if both newlyweds are employees of the enterprise, then 7 thousand rubles.
More information about vacancies and working conditions can be found in the administrations of production.
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Some women have transitioned from jobs like sales assistant to well-paid technical positions.

Title:

Content: Women in Male Occupations
8 March
23: 08 4 March 2022
Farkhana Safargaleeva immediately after school, together with her friend, decided to enter the crane operator.
Romance or inner call - what pulled the fragile girl to manage the crane, build houses and make panels, she does not know.
She said she liked the job from the start.
Farkhana Safargaleeva, crane operator of “Unity ” LLP:
— We graduated from the GPTU, in the direction of us were sent here to the precast.
She worked here for 15 years, decree, perestroika, then went to other construction works.
I already as 5 years returned to this concrete concrete, my heart was sick for my crane, I love, I love this crane very much, I love working on the crane.
But, I did not even expect that I was before retirement, I am already 59 years old, I will return here.
How many houses were erected in the region with the help of skillful actions and many years of experience of crane operator Farkhana Safargaleeva, it is simply impossible to count.
Such qualities as calmness and attentiveness help in the work.
Her burning eyes are seen not only in the profession, but also at home.
A husband, a daughter and a small grandson will all gather at the festive table on March 8.
Farkhana Safargaleyeva ’ s relatives support her interest and success.
Anastasia Kuznetsova, correspondent:
— A woman is calm and brisk, vulnerable and warlike, tender and strong.
Modern women break stereotypes, showing the world how they can create and create.
In the “male ” professions, among other things.
"Unity" LLP produces reinforced concrete products.
The company employs 152 people, including 25 women.
Chief engineer Andrei Nekrasov says that they skillfully show their skills.
Andrey Nekrasov, Chief Engineer of Unity LLP:
— Our company employs a large number of women who are excellent professionals and faithfully perform their work.
It passed, one might say, Crimea and Rome here.
She is an excellent professional, she transfers her skills to young professionals.
Another representative of the fair sex in LLP "Unity" - Natalia Danilova.
She's a compressor operator.
Working in the construction industry is her dream.
And it came true.
All my life I have dreamed of working in the construction industry.
16 she devoted to ensuring the continuous operation of the enterprise.
Natalia Danilova, operator of the compressor unit of “Unity ” LLP:
I have been working here since 2006 for 16 years.
I like my job here.
We supply cement so that our production does not stand, pour slabs, pour panels.
The most important thing is health, so that the world will be around 03.54 and to finish until my retirement – that ’ s my wish.
On the eve of the holiday on March 8, according to tradition, all the men of the enterprise will set a table and give gifts to women who give their strength to such a difficult, but so beloved for them work.
Anastasia Kuznetsova
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Women of different professions were congratulated on March 8

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

Securing vacation can still be problematic, but employers are open to hiring anyone willing to meet expectations and work hard.

Title:

Content: Society
601
51 minutes ago
Blondes, for the ruble!
Lipchanka retrained through the employment center for a labor specialty and began to earn 2.5 times more.
Fragile blonde journalist GOROD48 met in the entrance of a recently commissioned new building on Stakhanov Street.
She, wearing huge rubber gloves, something “chemically ” in the cabinet with electricity meters.
I must say, the spectacle is unusual: more often in electrical cabinets you can meet brutal men.
But, it turns out, the profession of electrician has long ceased to be exclusively male.
Thanks to modern technology, it is also possessed by women.
Our heroine Elena Pushilina recently stood behind the counter, but a covid came, restrictions began, and the mother of three children thought about changing her profession.
I wanted to find myself in the beauty industry.
I was thinking of different options and then I got a call from the employment center.
They just asked, “How are you?
Do you need assistance in finding another job? ” recalls Elena, who soon after the call went to the employment center for a consultation.
Testing revealed Elena's technical inclinations.
She herself says that she studied at a technical school for an electrician.
But then the choice of profession was not conscious, and she never worked in the specialty.
In the center of employment from a whole range of proposed professions chose this one - electrician.
Elena was trained, and she was offered a vacancy in the company "Noviten".
So slender blonde dressed in blue overalls and began to service electricity meters.
- Of course, compared to the previous work, the current one is the earth and the sky.
No, I loved my previous job very much, I liked to communicate with people, and I was a sales assistant in the clothing department, to be among the beautiful goods.
But, as it turned out, such a profession is vulnerable in difficult times.
I ’ ll tell you right away that I won a very decent salary – two and a half times!
And you know how the private sector works.
Work on weekends, or in general at an unexpected time, when one of the other sellers did not come out.
Vacation is also a problem.
A lot of cons.
And a lot of advantages when you work in a large company, even in the usual specialty.
Always on time, and with bonuses!
Vacation on time.
Children in camps.
Yes, there is also the possibility, if desired, to work.
I mean, at work.
For example, go out on a weekend, for double pay.
A completely different life has begun.
I already call everyone I know to work.
After communicating with Elena, we decided to talk about employment directly with those who are professionally engaged in this, and discovered a lot of new things.
First, the old Soviet stereotype of the “Labor Exchange ” with a gray corridor and sheets of paper on the walls, which listed the lowest paid vacancies, the same for years.
The Employment Center now shares one huge room with the My Documents office.
It ’ s called “My Job. ”
It is a modern, fully computerized space.
The case of Elena Pushilina is well remembered here.
But not because it is unique, no, she is not the only one, Elena remembered precisely by the fact that a young woman came, who also turned out to be an athlete - a master of martial arts, and was going to retrain as an electrician.
The conversation with the head of the employment center Maria Maslakova, we began with the problem of age discrimination when applying for a job.
- Until recently, graduates of universities and people aged 40-50 years could hardly find a decent job.
Now times have changed, employers have completely revised the attitude towards pre-retirees and graduates.
The employer is ready to take a person who wants to earn and perform tasks.
Moreover, pre-pensioners can undergo retraining through the employment center, ” says Maria Maslakova.
As for the labor market, now in the Lipetsk region the situation is as follows: we have more than 15 thousand vacancies and about 2500 registered unemployed.
- The applicant now needs to make a minimum of effort to find a job, - said Maria Maslakova.
- The only difficulty that the applicant may face: his qualifications will not coincide with the one that employers need.
But we have developed a whole range of measures, with the help of which we reorient applicants from unclaimed specialties to demanded ones.
Of course, the desire of the job seeker is important here, but our specialists have developed a special script, thanks to which they direct applicants to the needs of the employer.
If a girl wants to work as a manicure master, she will be told that there are a lot of manicure masters now, this market is crowded, and they will offer to retrain for another specialty.
— What specialties are the most popular, and what profession can be mastered in your employment center by the same girls who dream of becoming masters of manicure?
— As in the case of Elena, these are the specialties of an electrician, seamstresses and cooks, tractor drivers, forklift drivers are in demand.
A lot of bus drivers are required, and it is women.
These specialties with a stable income of 70 thousand and above.
We need turners, locksmiths, millers, drivers, tractor drivers.
The Employment Center is a proactive and creative organization.
Often, state headhunters work ahead of time.
If a company suddenly finds itself in a difficult situation, they already offer employees who are at risk of dismissal to retrain in advance.
And soon in Lipetsk will appear, we can say a unique place for young people.
— The Youth Career Center will soon open in Studgorodok.
It is a trajectory building center for employment service clients from 14 to 35 years old.
It implies early career guidance, assistance in choosing a profession, various trainings, courses, seminars, work with a talent manager of the employment service (talentology is a technique that allows a person to take a fresh look at his own talents or discover hidden abilities), a psychologist.
The center will offer assistance in employment, and in the opening of their own business.
It will host Career Days for students, meetings with employers.
There will be a women ’ s club – a project that we are launching for women coming out of the decree, and women with children.
Maria Maslakova advises Lipchany, left without work or thinking about dismissal, immediately go to the employment center, where they will definitely meet with the right employer.
— Every week we hold Career Days, where there is always an interesting employer.
And we launched another very important project this year – “There is work ”, aimed at informing residents of the region about large employers who need qualified specialists.
In the format of talk shows on local television and radio, employers and specialists of the employment service answer questions, “sell ” popular vacancies.
Those who have already found a job talk about their experience.
By the way, Elena Pushilina, with whom you met, also participated in such an air.
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There is a high demand for bus drivers, especially women.

Efforts are underway to create unique training opportunities for youth in Lipetsk.

Training programs range from basic safety briefings to intensive courses that allow workers to quickly master new skills and secure jobs in plants.

Title:

Content: University workers
Programs
To avoid a shortage of personnel, many enterprises began to independently introduce training programs and conduct retraining of personnel.
The larger the enterprise or production holding, the more professional the educational process is established there.
This training is more aimed at improving the level of training and competencies of the worker.
Almost everywhere, advanced training is mandatory and is not interrupted.
In the preparation of educational programs always take into account the needs of the enterprise itself.
In recent years, another trend can be traced, when a worker, having settled in one specialty, almost immediately begins to undergo training in a new or related profession.
Marina Kulagina, Head of Human Resources at Admiralty Shipyards, explains that after employment, the employee receives not only introductory instruction, but also teaches the norms of behavior at a particular workplace.
All together, this makes it possible to use the capabilities of the worker to the maximum, without attracting additional staff.
At the same time, the manager monitors and independently decides on the need for additional training of employees.
According to Ms. Kulagina, the company has developed a competency matrix that allows you to control the level of knowledge of staff, effectively allocate resources within the team, motivate employees by improving their qualifications or rank.
There are a total of five programs in the company.
Four - from ordinary briefings to the development of new specialties, and the fifth - training, in which the company in a short time gives the opportunity to a new worker to master the profession and after graduation to find a job at the plant.
The training process is structured as follows: having studied the need for training of employees, an annual perspective plan for staff training is formed.
Further, programs are defined, training for which can be carried out by the enterprise or with the help of third-party organizations.
After that, the process of formation of training groups begins.
Recently, enterprises began to receive licenses for the right to conduct educational activities.
In this matter, the industrialists are actively assisted by regional authorities.
Thus, in St. Petersburg, a program has been launched to create special educational centers at enterprises.
Now there are 17, but their number is constantly increasing.
The number of programs ranges from a few dozen to hundreds.
For example, the training center of the Power Machines Corporation offers 207 educational programs.
Training is conducted by employees of the company who have undergone special training, as well as external trainers who have been certified for corporate training.
As told at the enterprise "Power Machines", due to a serious shortage of qualified production personnel in the labor market, the company has revised its approach to hiring personnel.
As a result, a set of candidates with no experience with the passage of training at a corporate university or training center of the company, which has a license for training in 45 working specialties, was opened.
Accepted employees without experience can learn a working profession or undergo retraining with a minimum break from production under the guidance of company experts and get practice paired with an experienced mentor.
Do not forget about the industrialists and technical schools and colleges.
In the “manual ” mode, enterprises are looking for educational institutions where they train the necessary specialists, and then begin to develop cooperation.
As a rule, this is an invitation to practice and internship of students.
At the same time, the teaching staff of the schools gets acquainted with the equipment and technological processes and the needs of a particular enterprise.
Size matters
It is more difficult for smaller industries that do not have the ability to create and finance their educational centers.
General Director of the First Furniture Factory Alexander Shestakov says that the training of specialists in the workplace is forced, as it is extremely difficult to find a fully prepared employee on the labor market.
“The production process on modern lines is maximally automated, the level of software specialists capable of debugging the process in the shortest possible time comes to the fore.
In Russia and in St. Petersburg, in particular, there is a shortage of such personnel.
Secondary special and higher educational institutions are still lagging behind in the field of training operators of modern industries, programmers.
At the same time, "pure" programmers do not have issues, for example, materials science - and this is extremely important in specialized industries, "says Mr. Shestakov.
However, the factory cooperates with a number of educational institutions and constantly invites students to practice.
At the same time, the company joined the national project "Labor productivity", which is implemented with the support of ANO "Federal Competence Center".
According to Mr. Shestakov, after the pilot project of lean production, the output at the factory increased by more than 32%.
No options
Experts believe that industrial enterprises have no other way than to introduce training centers or programs at production facilities.
The shortage of qualified personnel can only be covered by joint efforts.
Svetlana Andreeva, General Director of Zemtek Corporate Center, explains this by the fact that, in addition to working specialties, it is important to prepare line managers, and there is already a shortage of such specialists.
Moreover, interacting with schools, it is necessary to think over a system of motivation for young people.
In the first and second cases, this is possible if the workers are constantly trained, thereby understanding their career prospects.
“College graduates receive specialized linear education, but often claim positions that require a lot of experience.
The time of training in college is not enough to immediately reach an elevated rank or master ’ s rate, and graduates do not really want to start from the bottom, ” the expert points out.
Oksana Tkacheva, HR Director of Angara Security, agrees with this opinion.
According to her, the high expectations of yesterday ’ s students are typical for many sectors of the economy and for industry in particular.
Therefore, using internal educational resources, it is extremely important to reduce the time interval for which an employee can improve their competencies and then claim a higher status in the production or in the company.
Fedor Rezkin
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What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

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

vocational training
educational programs

Managers oversee and decide on employee training needs, often collaborating with external organizations for specialized instruction.

Russia, including St. Petersburg, reports shortages of such skilled workers and takes pride in their teams’ makeup.

Choosing award winners is difficult, given the quality of female staff.

Title:

Content: Society7 October 2021 6: 25
They're mega-cool!
Norilsk women are among the winners of the contest “Talented woman in the mining industry ”
The competition is organized to highlight the merits of women in the industry and raise the prestige of the profession
Norilsk women were among the winners of the contest “Talented woman in the mining industry ”.
Photo courtesy of Norilsk Nickel
The dark decorations of the hall emphasize the solemnity of the event that is about to happen.
Women worry: this evening they are all beautiful, elegant, with sincere smiles on cute open faces.
And after all, you can not say immediately that they all work in various enterprises of the mining industry.
And they're very, very proud of it.
They descend into the mine, observe the operation of powerful equipment or control complex technological processes.
Soon everyone will return to their usual business.
In the meantime, the women gathered together in Moscow, at the SAP Digital Development Center, to hear the results of the “Talented Woman in the Extractive Industry ” contest.
The choice is very difficult
On October 5, the solemn ceremony of awarding the first prize “Talented Woman in the Extractive Industry ” took place.
The award was established by the Russian branch of the international organization Women in Mining with the support of Nornickel and other partners.
A few words about Women in Mining: this is a non-profit organization that is created to support and professional development of women in the mining and metallurgical industries.
The competition, which we are now talking about, according to the organizers, should emphasize the merits of women in the industry, raise the prestige of the profession.
And it started symbolically – March 8.
The requirements for the contestants are: work experience in the industry for at least 3 years; implementation of social or mentoring (mentoring) role; work in remote areas and difficult conditions at the enterprises of the industry; work directly in production; work in geology.
You need to meet at least one of these requirements.
The winners of the contest.
Photo courtesy of Norilsk Nickel
According to Kamilla Jalilova, Director of Women In Mining Russia, women from 24 Russian companies responded.
237 applications were received from 96 cities of the country.
- Girls are all mega-talented, inspirational.
And sometimes it was very difficult to read applications and evaluate them, because tears came to my eyes: it was really soulful and well written, ” said Kamilla Jalilova.
There were 63 finalists.
Imagine the problem of choice for the jury if the nominations are only 10.
We discussed it for a long time, but the names were almost unanimous.
The winners turned out to be 15, some nominations were divided into two.
The jury consists of representatives of the largest companies in the extractive industry in Russia, as well as industry experts and professionals in their field.
Managing Director of Paul Ekman International in Russia Oleg Kalinichev, one of the jury members, was frank:
- Sometimes it was very difficult to choose from them, because all the applications were beautiful, all the girls, women, certainly deserve the award.
It was very pleasant to look at the sincere, real emotions of the contestants who shared their experiences, these emotions that overwhelm them.
That was really cool!
Oleg Kalinichev insists that those participants who did not reach the final this time, try themselves for the next year.
And in general, the organizers, inspired by the success of the event, plan to bring it to the international level and involve companies from the CIS countries, as well as other areas of the industry, such as oil and gas production.
Let 's rejoice for our
Eleven representatives of the Norilsk Nickel company reached the final of the competition.
Three of them won the victory.
These are Norilsk women Olga Merezhko and Olga Alexandrova and a resident of Monchegorsk Daria Ermakova.
Olga Merezhko.
Photo courtesy of Norilsk Nickel
Olga Merezhko is the winner in the nomination “Project of the Year ”.
He has been working at the Komsomolsky mine since 2013.
She began as an engineer-supervisor of buildings and structures, then became the head of the bureau for the supervision of the operation of buildings and structures.
And today she is the deputy chief mechanic at the mine.
At the award ceremony, the young woman barely coped with the emotions that flooded her.
But in production, she is a very responsible leader.
Together with the team, Olga implemented the construction and commissioning of a modern planning center.
He called it “the heart of the mine. ”
- I want to say a huge thank you to my colleagues for believing in themselves and encouraging them to participate in this award.
Pride is for the collective.
Without a team, it is impossible to succeed.
Thank you to our company Norilsk.
And I thank the Women in Mining Association for promoting women working in our challenging mining industry.
I still can ’ t believe that it was me who received such an award as “Project of the Year ”! – said the Norilsk woman, receiving her well-deserved award.
Olga Alexandrova.
Photo courtesy of Norilsk Nickel
In the nomination “Social Project of the Year ” Olga Alexandrova became the best.
She is a process engineer at the Nadezhda Metallurgical Plant.
And at the same time, an amateur photographer who herself did not notice how she became a professional.
I have never participated in such competitions, but here I decided and immediately won.
The result is doubly pleasant for her.
- The words flew out of my head, I just wanted to dance on the stage.
In fact, it was unexpected because the competition was great.
Being the best among the best is great.
I ’ m actually very glad that my project was noticed, because it is related to the preservation of wildlife in Taimyr.
The more people will know about it, the more public attention will be riveted, the more we will be able to implement all kinds of environmental measures.
And there will be more people who will love and appreciate nature.
When Olga conceived to create her own project called “Save the birds of Taimyr ”, she was supported by the Norilsk Development Agency and the joint directorate of Taimyr nature reserves.
The goal of the project is to draw public attention to the problem of reducing the population of birds, especially those listed in the Red Book.
For the past five years, Olga has loved to photograph the tundra, watch it.
She has a lot of unique photos.
By the way, in the Red Book of the Krasnoyarsk Territory, which is preparing for republication, there will be Olga ’ s works.
Daria Ermakova.
Photo courtesy of Norilsk Nickel
And the award for the victory in the nomination "Personal Achievement of the Year" will take Daria Ermakova to Monchegorsk.
Indeed, she has experienced a vertiginous career take-off.
She came to the Kola MMC, after the university as an electrician of the second category.
Her specialty is an engineer of high-voltage power engineering and electrical engineering.
And today, after 5.5 years, Daria is the chief specialist in the management of sustainable development of the Kola MMC.
She decided to share her experience and sent an application for the competition.
- I was genuinely surprised.
I didn ’ t even prepare the speech, which is usually said from the stage with the award in hand, because I didn ’ t think that I would win.
All the girls here are decent, I think the jury was incredibly difficult to choose.
But I am very grateful for this opportunity to show myself.
Thank you for the support provided by the company and my colleagues.
And I believe that such a career ladder as mine is an example for others, they should be sure that everything will work out.
It remains to add that the launch of such an award as "Talented woman in the extractive industry" will help not only to bring to the fore the most successful employees of companies, but also to increase interest in the industry from young people.

Several women have been recognized as contest winners, with one becoming deputy chief mechanic at a mine.

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?

appoint women to traditionally male roles

Norilsk Nickel received thanks from employees for offering growth opportunities, including the prestigious “Project of the Year” award.

The jury found it challenging to select among the deserving female candidates, highlighting their competence and contribution.

About a third of construction workers in the United States are Hispanic, according to BLS.

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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With many veteran workers retiring, the industry recognizes it cannot afford to leave any doors closed.

Some women in construction aspire to earn a general contractor’s license to manage their own projects and businesses.

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?

Goodwill’s construction skills training program, though not targeting women specifically, saw 15 women complete training last year, with about half securing industry jobs.

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?

create training and apprenticeship programs

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

Wallace, who is the first in her family to earn a college degree, views attaining a contractor’s license as a path to generational wealth for her family.

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

She wants to tell her family that their legacy includes new opportunities in the construction sector.

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

Jenny Parker, a construction worker in North Carolina, expressed her passion for her work, enjoying both its challenges and rewards.

Parker joined building skills training to be able to repair her own rental properties.

Cerato is one of three women managers on her nine-person team, and the only Latina represented.

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

appoint women to traditionally male roles

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

Kyolis MHI, operator of Dubai Metro and Tram, celebrated consecutive NAFES Awards for Emiratisation Excellence, demonstrating a commitment to equal opportunities for men and women.

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Content: Dubai, United Arab Emirates: Kyolis MHI, the leading transportation company responsible for the operation and maintenance of the Dubai Metro and the operation of Dubai Tram, celebrated its second consecutive year of winning the prestigious NAFES Award for Emiratisation Excellence, in the presence of its employees and administrative staff.
Launched under the patronage of His Highness Sheikh Mansour bin Zayed Al Nahyan, UAE Vice President, Deputy Prime Minister, President of the Presidential Office and Chairman of the Board of Directors of the UAE National Competitiveness Council, NAFES is an important achievement for Kiolis MHI.
On the other hand, in the category of “Nationals in the Private Sector ” who have achieved a high level of professionalism in their work, Hamad Al Shehhi, who is the Chief Superintendent of the Operations Center (OCC) at Kiolis MHI, won the second place in the category of specialized jobs, where he competed for the award with more than 5,000 applicants.
This individual achievement is a testament to Hamad ’ s dedication and exceptional skills, and reflects the culture of excellence that pervades the work environment at Kiolis MHI and its commitment to support and develop its employees.
The recognition of Kyolis MHI by the UAE Cadres Competitiveness Council (NAFES) is a significant addition to its track record and highlights its firm commitment to supporting Emirati talent and enabling them to reach their full potential, in line with the UAE Government ’ s goal of enhancing the competitiveness of Emirati talent in the private sector.
In 2023, Kiolis MHI demonstrated its firm commitment to developing Emirati talent by promoting 41 UAE nationals to senior positions.
In furtherance of this initiative, the company promoted an additional 24 UAE nationals in 2024.
Kiolis MHI ’ s achievements in Emiratisation have not only promoted employees, but also included the active participation of Emirati women in the workforce.
Currently, Emirati women make up 56% of the company ’ s total workforce and hold 21% of senior positions.
This reflects Kiolis MHI ’ s commitment to providing equal opportunities for men and women, and enhancing the role of women in various fields of work.
Amal Abdullatif, Chief Human Capital Officer at Kiolis MHI, said: “Believing in the importance of investing in building a strong national workforce, Kiolis MHI contributes to achieving the vision of the UAE.
Our company has the largest certified training center in the field of railway certification, making it a leader in human capacity development in this vital sector.
In addition, we offer various in-house training programs specifically designed to enhance the skills and career development of our Emirati employees, including leadership development programs and talent programs. ”
“Looking ahead, we plan to partner with educational institutes and government authorities to offer focused programs and training opportunities for both students and recent graduates, with the aim of building a new generation of skilled national cadres in the railway sector. ”
“Investing in national cadres is the real investment to achieve prosperity and sustainable development, ” said Azari Mohammed, Executive Director of Human Resources and Development in the Corporate Administrative Support Sector at RTA.“ RTA will continue its efforts to support the Emiratisation file, which RTA attaches great importance and care to.
She stressed the need to strengthen partnerships and enhance cooperation between the public and private sectors to achieve the highest rates of Emiratisation in the private sector and create new job opportunities for ambitious Emirati youth, and provide them with the skills and knowledge that qualify them to enter the labor market. ”
She praised the efforts of Kiolis-MHI in implementing the terms of the operation and maintenance agreement for Dubai Metro and Tram, which is to create job opportunities for citizens and enhance cooperation between the Authority and global partners to achieve the policies and objectives of Emiratisation.
“The award is an extension of the RTA leadership ’ s keenness to enhance the participation of citizens in the labor market and increase their representation. Emiratisation is one of the main pillars of the RTA ’ s strategy to equip citizens with the necessary skills and knowledge and enable them to participate in various initiatives and projects to contribute effectively to the national economy.
She pointed out that the Authority is working to enhance cooperation with the private sector and create a stimulating environment for these companies by partnering with them to develop national cadres, localize specialized jobs and open new horizons for citizens in various fields of private work within the framework of integration of roles and concerted efforts to achieve Emiratisation indicators.
Kiolis MHI reaffirms its commitment to employing UAE nationals, believing in the importance of investing in national capacity building and developing the skills of Emirati youth to be pioneers in the railway sector and a key driver of the country ’ s progress and prosperity.
About Kiolis MHA
Kyolis MHI, a consortium of French companies Kyolis, Mitsubishi Heavy Engineering Industries and Mitsubishi Corporation, has been awarded the Dubai Metro and Tram Operation and Maintenance Contract by the Roads and Transport Authority (RTA) in Dubai for a period of 15 years: 9 years and 6 years renewable every two years, during which it will provide operation and maintenance services for the Dubai Metro and the Dubai Tram from 8 September 2021.
With more than 1,700 employees trained to the highest international standards and practices, Kiolis MHI is working to enhance the passenger experience and raise expectations, especially in terms of health and safety, quality of service, performance, innovation and digitalization, to enable Dubai Metro and Tram to deliver world-class transport services.
From the UAE to the UK, France and Australia, the 68,500 employees who make up the Kiolis Group all share the same values: “imagine, care and commit ”, which reflects the company ’ s practices and commitment today.
Permanence.
For more information about the company, please visit the following website: www.keolismhi.ae.
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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?

The UAE promoted gender equality in the successful delivery of Expo 2020 Dubai, from bidding to execution and management.

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Content: Hana Al Hammadi (Dubai)
The UAE is strongly present in the completion of Expo 2020 Dubai, starting with the submission of the country ’ s bid to host the international exhibition for the first time in the Middle East, through the preparation of the event, and ending with the team that has been in charge of the exhibition since its launch on October 1.
The hosting of the UAE « Expo 2020 Dubai », represents a great achievement, in which Emirati women participated strongly, as the team supervising the hosting file, at the time, a large number of female citizens, and in view of the team, which oversees the projects and programs (Expo 2020 Dubai), currently we find strongly present and influential in the event.
How do women leaders see the UAE hosting Expo, and what does this international event mean for the first time in the region?
Hessa Al Malik: A Perfect Opportunity
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: “When the UAE decided to host Expo 2020, it put in its strategy that those who come to Dubai will stay there, because it represents the ideal environment for doing business and dealing with the global supply chain. It ’ s a preferred investment destination. ”
“Expo 2020 Dubai will contribute to introducing the world to the UAE and looking at our unique advantages closely, and one of the most important things we are keen to bring to the world is the level that Emirati women have reached in their participation in the renaissance of the country and achieve its advancement. And still in many countries of the world.
In UAE ports, women operate giant pier cranes, control gantry cranes in container yards, and many are ship overseers, coordinating the docking of the world ’ s largest container carriers.
Many captains of giant ships may be surprised to learn of the presence of Emirati female captains on tugboats and offshore service vessels.
Nawal Al Hinai: Empowering Women
Nawal Yousef Al Hinai, Director of the Future Energy Department at the Ministry of Energy and Infrastructure, said that the UAE has impressed the world with the opening ceremony of the Expo 2020 Dubai World, which is hosted in Dubai, as part of the first major global event in the Middle East, Africa and South Asia, with the participation of 192 countries from around the world.
The theme is “Connecting Minds. ”
Creating the future. ”
The exhibition is an exceptional platform for the global community to come together to discover innovative and ground-breaking solutions to the three sub-themes identified as key drivers of global development: sustainability, mobility and opportunity.
“One of the special pavilions that caught my attention during my visit to Expo 2020 is the Women ’ s Pavilion under the title ‘ Prosperity of Women, Prosperity of Humanity ’, which expresses a journey on the influence of women in making a better world.
Recognizing the pivotal role women have played throughout history to this day, and their positive contributions demonstrate that women ’ s prosperity is the prosperity of all humanity.
Mona Al Abdouli: A Historical Event
Mona Al Abdouli, Senior Vice President Corporate Assurance at Dubai Airports, said: “Expo 2020 is the beginning of something beyond an exhibition, such as attracting and localizing technology, exporting new styles and distributing them to the world, and making the UAE a starting point for technology and foreign companies, a hub for creativity and innovation and a hub for the post-Expo 2020 world.
“I see this global mega event as a promotion of the UAE and its importance in strengthening the economy of Dubai and the country in general, attracting visitors and innovators from around the world, fostering international partnerships, and serving as a platform for developing creative thinking and sustainability, enhancing youth skills and future careers, as well as boosting the tourism sector.
The readiness of Dubai Airports to receive visitors to this mega event is a milestone in the history of the event, as Dubai Airports is the front end of the Emirate of Dubai for all visitors to Expo 2020.
At Dubai Airports, we have worked around the clock to ensure passenger facilitation, speed and flexibility. Our focus has been to increase airport capacity and operational efficiency to ensure the success of this landmark event with a focus on quality improvement. The health and safety of our customers and passengers remains our number one priority.
“At Dubai Airports, we have urged to raise the level of service and operational services at the airport to reflect the honorable image of the country ’ s face to provide an exceptional and wonderful travel experience for Expo 2020 visitors, and one of the most important factors in Dubai Airports ’ success is to work as one team as men and women, and to ensure continuous coordination and readiness of all teams and staff at Dubai Airports to receive this huge event.
Iman Al-Yousef: Building and Ambition
Eman Al Yousuf, Emirati writer and cultural diplomacy specialist, says: “From Amna Belhoul, executive creative director of Expo 2020 Dubai ’ s entertainment and creative activities, to Her Excellency Noura Al Kaabi, Commissioner-General of the UAE Pavilion at Expo 2020 Dubai and above all, Her Excellency Reem Al Hashimi, UAE Minister of State for International Cooperation, and Director General of the Expo 2020 Dubai Bureau. It proves its worth and its ability to give dazzling.
“The UAE is the man ’ s partner in building through all the details of Expo 2020 Dubai even before the moment of its announcement, the UAE is an ambitious country that will be turning 50 very soon.
She is young in her age, strong and strong in her positions and uniqueness and wise in her vision beyond the number of years.
Emirati women have been partners of construction, success and ambition and still hold the most difficult and highest positions alongside men hand in hand as well. Women have participated and contributed since the inception of the country, and their presence was present even at the opening ceremony of the Expo in terms of the participation of women who sat to receive visitors skillfully making wicker baskets and tulle embroidery. She announced the end of the opening ceremony and the beginning of the Expo, symbolizing what the Emirati woman symbolizes with her patience and giving.
Speaking about Al Yousef ’ s participation in this historic event, she said: “I am delighted to participate in Expo 2020 Dubai by writing the American Pavilion mural in Arabic and English, which can be read from the right in one language and from the left in one language.
Her work was a collaboration between the U.S. Consulate and the American University of Sharjah, whose creators, designers and engineers designed and implemented the idea that encapsulates the U.S. vision in Expo 2020 Dubai ’ s sustainability and future-oriented files.
Azari Alserkal: Exchange of experiences
“There is no doubt that an event like Expo 2020 brings together all the countries of the world and thus benefits countries in sharing experiences and drawing inspiration from experiences, especially those related to clean energy, which aims to preserve the environment and use it to serve humanity.
Expo 2020 will also feature a women ’ s pavilion, which indicates the great attention that women receive from the wise leadership. The pavilion will also showcase women ’ s contributions to shaping society, as well as their global contributions and positive impact on the international community.
The presence of the Women ’ s Pavilion at Expo 2020 is very important to showcase the country ’ s efforts to the world and to showcase Emirati women ’ s efforts locally and internationally.
Nauf Omar: The dream we had
Nouf Omar, the first assistant pilot on the Boeing 777, did not hesitate to participate in this historic event, as she joined her Emirati brothers in volunteering as a kind of return to this generous country, saying: “Expo is the dream we have all had since the city won the hosting of the exhibition in November 2013, the third largest global event after the Olympics and the FIFA Club World Cup.
Expo ’ s dream began for Nouf when she was in high school, where she set her mind to be a part of the event in any way.
After eight years of waiting, she is living the dream moment by moment after joining the Expo 2020 Volunteer Programme, but how can this pilot balance volunteering with flying between cities around the world?
“The Expo 2020 Dubai Volunteer Programme is a very flexible programme that allows you to choose a period of time that suits everyone ’ s circumstances, and the Volunteer Centre team is very understanding of my work as a pilot, ” says Nouf.
For me, the days of volunteering will be based on my presence in the country, which is usually two to three days a week. ”

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

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

Emirati women played key roles in Expo 2020, including leadership and major organizational tasks.

The Women’s Pavilion at Expo 2020 was significant for highlighting local and international contributions of Emirati women.

For some, like Nauf Omar, being part of Expo 2020 fulfilled long-standing ambitions for involvement in major national events.

Sara Al Olama notes that workplaces like Amazon foster supportive environments for women to feel secure and perform their best.

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Content: Sara Al Olama: Amazon provides a supportive environment for women to feel safe and do their best in the workplace
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March 8 is International Women ’ s Day and is an important occasion for Sara Al Ulama, Amazon Channel Team Leader, to celebrate the achievements of women who believe in their abilities and chart their own path, and to inspire Sarah, who believes that unconscious bias in the global workplace can be an obstacle for women to achieve their ambitious goals.
According to the UN ’ s 2023 report, there are fundamental and strong prejudices against women in nearly 9 out of 10 men and women.
Sarah calls for an increase in the number of women in senior leadership positions, with the aim of inspiring young women.
She also talks about Amazon ’ s efforts to support female employees in the company from taking on leadership roles and achieving further growth and success in this path, and explains how Amazon enables female employees to feel safe and provide full support to provide the best in the workplace.
What does International Women ’ s Day represent to you?
For me, International Women ’ s Day is more than a celebration; I see it as a special occasion to highlight the strides we have made in empowering women against prejudice, the achievements we have made so far in breaking down barriers to their advancement, and the distance we still have to travel and the milestones we need to reach in terms of women ’ s empowerment.
On a personal level, I consider this day to be an occasion to recognize the potential of women, their determination to persevere and achieve their goals and their continuous quest to overcome the obstacles they face every day. I also see this day as a platform through which we call to strengthen our collective efforts to challenge discrimination against women and continue to build a world where gender equality is the norm.
Tell us about your position at Amazon and why you chose to pursue a career in the logistics industry.
As Amazon ’ s channel team leader, the nature of my tasks necessitates assistance in the various operations and support areas of the terminal.
This includes coordinating with delivery service providers and point of contact teams to ensure the best possible customer experience.
After returning from my studies in the US and joining the Amazon Logistics team, I started working in a field that is a daily challenge for me, as the logistics sector is a dynamic and evolving field that requires constant innovation and adaptation.
What interests me most is the diversity of the stores every day, and the opportunity to work with specialist teams ranging from health and safety professionals to reliability, maintenance engineering and training and professional development departments.
In a fast-paced work environment, with many tasks and diverse work styles, each day is a unique experience that drives me to learn and grow continuously.
It is also important to highlight the emerging opportunities for women in the logistics sector, especially in light of the long-term dominance of men in the sector.
With the expansion of the e-commerce landscape and the transition of the logistics sector from a traditional to a more important place thanks to the modern digital economy, this transformation has been a paradigm shift and heralds a future in which women have more opportunities to build prestigious jobs and contribute to the growth and development of this sector.
How has Amazon supported you in your career growth and advancement?
Amazon has played a pivotal role in helping me grow and advance my career, providing me with opportunities for continuous learning, mentorship and support programs to address new challenges.
As a participant in the Amazon Future Leaders Program, I received special support that was pivotal to me as an Emirati working at Amazon, ensuring a clear path for my future and career development.
The culture here is based on the premise that every opinion matters and every observation counts and needs to be taken into consideration, which is an incentive for creativity, innovation and initiative to make decisions with confidence and responsibility, which are key factors to help me expand my skill set and advance my career.
Amazon ’ s diverse work environment, which welcomes everyone equally, makes us all feel valued and empowered to deliver our best in the workplace, supporting the company ’ s vision goals that see our diverse backgrounds as a source of strength and innovation.
How important are government policies in providing job opportunities for women and creating the right environment for women to succeed and prosper?
The UAE ’ s wise leadership believes that gender balance is not just about empowerment in the workplace, but is an important driver of progress and prosperity for the country at all levels.
National strategies and policies, such as the UAE Gender Balance Council Strategy 2026 and the National Policy for the Empowerment of Women 2031, contribute to providing an enabling environment for women of all levels of education and experience to access many opportunities in the field of employment, enabling them to contribute effectively to the country ’ s path towards sustainable development and innovation.
By overcoming gender barriers in the workplace, we open up a wealth of resources and potential that lead to greater achievement, the opportunity to gain more diverse perspectives and thus a successful journey led by collective efforts.
What change do you aspire to see that will increase women ’ s participation in the UAE labor market?
I look forward to a future where the number of women in leadership is not just numbers, but the embodiment of active participation that sets a standard for excellence.
I aspire to see a work environment in which women are encouraged to take up positions in the top leadership of companies and organizations, and women's perspectives and opinions form an indispensable part of the decision-making process.
This paradigm shift requires not only confronting the feelings and attitudes of prejudice we may have about our abilities, but also getting rid of those feelings and attitudes, we need a cultural transformation process in which we witness women supporting women, encouraging them to succeed as a success for all women, and working together to eliminate any form of gender bias.
As the country continues to support and nurture a new generation of women leaders, I hope to see more women in senior and traditionally male-dominated positions, more gender-balanced work environments, and continue to invest in training and mentorship programs that support and encourage women, while giving them equal opportunities to move beyond traditional roles to courageously and confidently reach leadership positions, as Amazon has done for me.
On International Women ’ s Day, what is your advice for women, is there a special message for them on their day?
I recently read that studies indicate that 41% of women do not defend themselves, and this motivates me to send a message to all women on International Women ’ s Day that women trust themselves and their ability, have the courage to make bold decisions, and not allow anyone to question their competence and potential.
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Across industries, a lack of gender diversity persists, with women often not given equal opportunities as men.

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Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Amr Sobhi writes: Women and sustainable development of the aviation industry
The aviation and aerospace industry is among the most important and innovative fields in the world, however, it is also one of the most male-dominated fields, with women constituting only a small percentage of professional roles in this sector.
This lack of diversity is a big problem, as women are not usually given the same opportunities as men to succeed in the industry.
Given this issue, industry leaders must take steps to combat gender inequality in aerospace and aviation to promote inclusiveness and equal opportunities for women.
While this year ’ s International Women ’ s Day theme of embracing equality has made industry leaders around the world reassess their engagement and retention strategies for the day, it ’ s important to ensure that your organization has a culture of inclusion and belonging throughout the year.
Highlight the importance of an inclusive workplace culture, and in research statistics on workers in the work environment by international organizations indicate that employees will leave their job if they feel they do not belong to their workplace, 72% of them consider that employer values and purpose are very important to understand the gender difference in work in general and performance in particular.
How big is the problem?
As women ’ s rights have made great strides in recent decades, industry leaders sometimes unconsciously assume that women are equally represented in the workplace (in numbers only) or, at least, similar to the number of male employees.
However, the problem of gender inequality and imbalances in practice for women in professional roles in the aviation and aerospace industry is one of the biggest challenges facing the aviation workforce.
Very few women hold senior leadership positions in the aviation and aerospace industry, for example, less than 6% of the UK ’ s 16,000 pilots are women.
In addition, the International Federation of Airline Pilots (IFALPA) reported in January 2020 that out of 185,143 airline pilots in the world, only 9,746 were women (5.26%), and 2,630 were pilots (1.42%).
Unfortunately, this percentage has decreased since January 2020 due to the negative impact of the redundancy policies caused by COVID-19.
According to the International Federation of Aviation Pilots (IFALPA) in January 2020 there were 185,143 aviation pilots in the world, of which 9,746 were women (5.26%) and 2630 were pilots (1.42%) (IFALPA 2021).
This percentage has since declined as aircraft have been negatively affected by redundancy policies due to COVID-19, resulting in a decline in U.S. aircraft numbers from 5.1% to 4.1%.
There may also be talk about the extent to which women air traffic controllers employ air traffic service providers around the world, as the number of female air traffic controllers is lower than that of male air traffic controllers.
Empowering women in aviation and space
The aviation and aerospace industry has traditionally been male-dominated, but there is hope that this will change in the coming years.
Industry leaders are increasingly seeking employment services to find talented women and encourage them to join the industry.
Women make invaluable contributions to the aerospace industry, bringing unique skills and perspectives that can help the industry grow and develop.
Therefore, strategic decision makers must take steps to ensure the promotion and empowerment of women in this sector.
So, the question becomes: How can you empower women in this area?
1. Effectively promote gender diversity and diversity in the workplace.
The aerospace industry is short and focused skills, which means employers must look for innovative ways to make women work.
Employers sometimes stumble when trying to develop strategies to effectively increase gender diversity, and it is not uncommon for an employer to struggle to uncover where they are wrong.
Here are some key pointers on how employers can successfully promote diversity — specifically, gender diversity — in the workplace to foster an equal environment.
2. Stay flexible
One way to encourage diversity in your workplace is to provide flexible working arrangements, which allow employees to work more flexibly and manage their own time.
A report on gender equality in the workplace for 2022 by a European study centre found that 60% of women in the survey cited work-life balance as having a significant impact on their careers.
Working women often have other commitments in life, from family to hobbies to personal projects, and a flexible work schedule and employer understanding is a tremendous addition to many women seeking employment in the industry.
3. Pledges to diversity
Employers in the sector must also commit to increasing diversity and inclusion in the workplace.
Prioritizing diversity and promoting an inclusive environment for women is essential to show potential employees that your organization values diversity and pushes for equal opportunities for women.
Diversity pledges can be made by identifying and signing documents that are committed to diversity and by implementing programs and initiatives that promote diversity, such as orientation programs, diversity training, and unconscious bias awareness training.
4. Change initiatives
Employers in the sector must address gender-based wage disparities and other problems that make it difficult for women to advance in the industry.
One of the best ways you can achieve this goal is through inclusive change initiatives, which can be done by committing yourself to changes such as pay transparency and job rotation based on gender.
In addition, employers must put in place policies to ensure that women are given fair and equal opportunities for career advancement.
5. Blind CV Applications
Finally, CV applications effectively ensure that candidates are evaluated solely on the basis of their skills and experience rather than gender or any other irrelevant criteria.
This process can help reduce the risk of unconscious bias, a common issue in the aviation and aerospace industry.
Blind CV applications and digital automation through the use of innovative online applications can also help ensure that hiring decisions are fair and objective.
By removing any personal information, such as name and gender, from the application, the job application can only focus on the candidate ’ s skills and experience to ensure that the most suitable candidate is selected for aviation jobs, regardless of gender.
5. Creating a guiding human development plan
Creating a mentoring scheme is a great way to help women survive and advance their careers in the aviation and aerospace industry.
INNOVATION STEERING PLATFORM is a mentoring platform designed for women by women working in the aerospace industry.
The mentoring scheme provides a practical way to promote gender equality for individuals, organisations and the entire sector.
With innovative solutions, your organization can focus more on attracting and retaining female employees in the best way.
How do organizations support women in aviation and aerospace?
Leaders of international organizations and developed governments are keen to support employers in addressing this gender imbalance and increasing the number of women in the aviation and aerospace industry.
It does this by acquiring talented female candidates to support the sector, and by helping to create attractive and diverse workplace environments.
In addition, organizations and governments are prioritizing unique ways in which employers can attract more women into the workplace and create a more diverse and inclusive environment.
Provide tailor-made employment solutions to attract more women to aviation and aerospace roles.

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

Mentoring schemes are proposed as a strategy to help women advance in fields like aviation and aerospace.

Such initiatives recruit talented female candidates and help cultivate diverse, attractive work environments.

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?

The “Your Equipment is Your Company” initiative trains women and men alike for labor market readiness, including machinery operation and maintenance.

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Content: The initiative (Your equipment is your company) qualifies trainees for the labor market..
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Saturday ، 25 November 2023 10: 57 PM
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Written by: Amani Samir
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To complete the success of the first cycle of the initiative (Your Equipment is Your Company) by providing an integrated program to qualify trainees for the labor market and prepare them to be professional technicians, under the supervision of the national initiative "Start", "BECO" for heavy machinery, the National Training Academy and the productive training device on construction and heavy equipment of the Ministry of Housing, Utilities and Urban Communities, and major companies working in the field of construction.
The initiative aims to provide specialized technical training for target groups on driving, operating, maintaining and repairing articulated loaders in a hurry, in addition to providing educational, financial and legal training for trainees.
It is worth mentioning that the first batch of “Your stomach is your company ” initiative targeted the training of 25 trainees from the target groups, where 15 trainees were trained to drive and operate the“ Liugong ” wheel loaders produced by Beko Heavy Machinery Company, in addition to training 10 trainees on maintenance and repair of the loaders. To register for the second batch of “Your stomach is your company ” initiative, please visit the following link:
Applications are open for the second batch until 30 November 2023.
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What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

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

vocational training
inclusive policies
educational programs

Engaging men as allies is identified as an important factor in the push for workplace gender equality.

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Content: Major Challenges Facing Mining Companies ’ Gender Diversification Approach
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Denshi Naidu has spent her career moving up the mining ladder and has long come to believe that the change in thinking about women in the industry has been “amazing. ”
But the former head of nickel and cobalt producer Phil Bess Metals has noticed a recent backlash.
As candidates from diverse backgrounds took jobs, some men in the industry began to use the term diversity, equality and inclusion, in a way that disparaged newcomers.
Naidu, 48, said: “I am hearing more voices against the WOK ideology of vigilance over violations of minority rights.
It is not yet certain whether this will grow or not, she continued: We are always led to the way things were before, not to the way things should be.
Naidu ’ s experience points to the threat of transatlantic backlash against diversity initiatives, in which prominent conservatives have attacked efforts to reduce inequality between men and women.
In the mining sector, which is one of the most lagging behind in gender equality, the risk of losing hard-won gains is particularly high.
Stacey Hope, managing director of the UK lobby group Women in Mining, said: “Globally we are seeing a growing influence of Andrew Tate as men regain control, referring to the social media influencer who describes himself as a ‘ misogynist ’.
We need to involve men on this journey to ensure that they are our allies.
It is widely believed that women are promoted on the basis of their gender rather than their abilities in middle and board-level managers, as some women leaders assert.
Naidu highlighted that she was accused of being too aggressive and pushy: “At the executive level, despite the existing supporters, we seem very far from where we should be, ” she said.
The mining sector has made remarkable progress in terms of gender equality over the past decade.
The number of female managers at the top 500 mining companies jumped from 4.9 percent in 2012 to about 18 percent in 2022, according to law firm White & Case.
Gina Reinhart, who tops the list of Australia ’ s wealthiest, is one of the most prominent female mining executives, owns an iron ore empire and has decided to run pink mining trucks to raise awareness of breast cancer.
White & Case data shows that 16 of the top 100 mining groups have no women on their boards, and no woman sits on the board of directors at one of four of the industry ’ s top 500 companies.
Among the “small ” mining companies involved in mine discovery and development, which make up the majority of the industry ’ s players, the diversity situation remains dire.
The challenges of recruiting women come as the mining sector, which is essential for the production of raw materials for the international transition to clean energy, faces difficulties in attracting more and more skilled personnel.
Executives noted that young people are increasingly more interested in becoming data engineers than they are in mining engineers.
Consulting firm McKinsey, which conducted a survey of mining executives, found that 71 percent said a lack of skills was holding them back from meeting production targets and strategic goals.
A separate PwC survey found that two-thirds of officials expect a skills shortage to have a significant impact on profitability within 10 years.
The location presents a particular challenge for the mining industry, as mines are often located in remote locations around the world.
Sometimes, the rural communities in which the mines are located adopt different standards than those adopted by Western companies, exposing workers to the risk of gender-based violence or negative reactions from the local population.
To accommodate the concerns of the new generation, the industry hopes to position itself as a technology and data-driven business that does not necessarily involve mud covering its workers while drilling or deep underground.
Hilda Merriti Ashim, who last month ended her five-year term as CEO of Norsk Hydro, Europe ’ s largest aluminium producer, said: “I don ’ t like people talking about our industry as a heavy industry.
It ’ s an old word, industry is no longer about work that requires muscle.
It's really about high technology.
Stacy Hope of Women in Mining believes that the perception that mining is exclusively male has not fully benefited the industry in attracting women.
The industry needs to become more visible to young people, including as a necessary sector to meet green targets, such as limiting emissions to limit global warming to 1.5 degrees Celsius.
We need young innovators in artificial intelligence and digital tools, she said, adding: “We are not doing well to make it an industry that needs young people and diverse skills to drive this change.
Clearly, departmental scandals do not contribute to improving this reputation.
A 2022 report on workplace culture at the British-Australian mining group Rio Tinto revealed that bullying and sexism were “systematic ” in the workplace, a finding the group ’ s chief executive, Jacob Stocholm, described as“ extremely worrying ”.
Rio Tinto has now partially linked executive pay to their performance on gender diversity, and will publish the results of another review this year.
Elizabeth Broderick, a former Australian sex discrimination commissioner who led the team behind the Rio Tinto report, argues that discriminatory incidents in the mining sector are not isolated workplace complaints but symptoms of a permissive culture.
However, conditions across the sector are improving in some respects.
Elizabeth Broderick describes the new amendment to Australia ’ s Sex Discrimination Act as a radical change in making employers responsible not only for responding to complaints, but also for taking preventive measures to make the workplace inclusive.
Hilda Merriti Ashim of Norsk Hydro is one of the beneficiaries of supportive male officials throughout her career, which began at a bakery as a teenager.
“I never applied for a job, but I got a lot of opportunities because I had key managers who saw my potential and challenged me on what I could do, ” she said.
We have to be active when we are in leadership positions.
In light of the negative reactions to diversity, equality and inclusion, some pointed to the need for executives to take a more proactive approach in anchoring support for women ’ s advancement across the workforce.
Elizabeth Broderick said: “We need to listen to men ’ s concerns about changing the composition of the workforce and ensure that their concerns are heard and addressed.
Institutions that increase women ’ s representation not only change mindsets and behaviors, but also instill daily respect in their systems and structures.
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A perception remains in some management levels that women are promoted by gender rather than ability, as seen in comments from some women leaders.

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

The mining sector has made notable gender equality progress in the last decade.

The industry is shifting focus from physical strength to a broader skillset, expanding opportunities for women.

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?

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

Rio Tinto now partially links executive pay to gender diversity performance and regularly reviews progress.

Women in leadership are encouraged to actively support diversity within their organizations.

Training initiatives, such as “Your Stomach is Your Company,” have provided hands-on equipment training, including for operating wheel loaders.

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Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Bidaya Announces the Opening of the Second Batch of “Your Stomach is Your Company ” Initiative
The National Initiative for the Development of Egyptian Industry (Start) announced the opening of applications for the second batch of the “Your stomach is your company ” initiative from today, Thursday, until the end of the registration period on November 30, 2023, in cooperation with“ Beko ” Heavy Machinery Company, the National Training Academy, and the productive training apparatus on construction and heavy equipment of the Ministry of Housing, Utilities and Urban Communities.
Specialized technical training is provided to the target groups on driving, operating, maintaining and repairing the articulated wheel loaders produced by Beko Heavy Machinery Company within the training centers of the Production Training Authority on construction and heavy equipment, in addition to providing educational, financial and legal training to trainees through the National Training Academy.
All trainees will receive training uniforms (industrial security tasks), and trainees will receive a number of incentives, the most important of which is to obtain a license to practice maintenance and repair of loaders from the Productive Training Apparatus on construction and heavy equipment, in addition to providing the necessary tools for maintenance and repair work.
The first graduates will also be provided with opportunities to receive advanced training at Beko maintenance centers for a period of three months, while the trainees on driving and operation will receive a driver ’ s license and operation from the productive training apparatus on the construction and heavy equipment trades recognized in Egypt, Africa and the Arab countries.
It is worth mentioning that the first batch of “Your stomach is your company ” initiative targeted the training of 25 trainees from the target groups, where 15 trainees were trained to drive and operate the“ Liugong ” wheel loader, produced by Beko Heavy Machinery Company, in addition to training 10 trainees on maintenance and repair of the loaders. To register for the second batch of “Your stomach is your company ” initiative, please visit the following link:
https: / / ebda.com.eg / factory / add / e3149419-4d9f-4904-bf2d-0de41f87fd8

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

create training and apprenticeship programs

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

vocational training
educational programs

Companies like Aramco Drilling now offer jobs inclusive of mechanical knowledge for equipment operation and maintenance.

Title:

Content: Wednesday, 29 Rabi II 1444 Hijri, corresponding to 23 November 2022 AD
Presentation link..
Aramco Drilling provides vacant jobs for citizens in its various branches
Contact – Editorial Team:
Arabian Drilling Company (ADC) has announced the availability of vacancies for Saudis in a number of disciplines to work in the company ’ s branches and projects in the Kingdom, according to the following details:
* Job titles and requirements
1. Function of engine mechanic
* Qualifications:
– Holds valid and current motor training courses certificates from various OEMs.
A high level of proficiency in oral and written communication with good computer skills, at least 10 years in a similar role in a company of similar size and complexity.
2 – The function of the crane operator
* Qualifications:
Mechanical knowledge of the design and use of the equipment they work with, as well as the ability to perform minor repairs.
– Minimum 5 years validation work in crane operation in oil fields or logistics companies.
3. Storekeeper
* Qualifications:
Manage material orders including warehouse control, repair of material orders, return of materials and inventory.
Maintaining a filing system in warehouses, keeping records and records according to a standard and policy while following up the services provided on the drilling platform and receiving services on the drilling platform.
4 – Drilling platform monitor function
* Qualifications:
Ensure the safe, economical and efficient performance of drilling and completion of the well and work on the activities by supervising the implementation of the activities in accordance with the company ’ s standards, contractual requirements and the client ’ s program
Communicate with the rig manager and other department heads to coordinate their activities in support of operations, and in particular to supply specialized materials, services and expertise
5 – Carpenter ’ s Job
* Qualifications:
Maintenance Carpenter – Repair of wooden doors, filing cabinet, wooden bed, cabinets, office table, chair, workstation, gypsum wall and all work related to maintenance carpenter.
– Repair of wooden doors, filing cabinets, wooden beds, cabinets, office table, chair, workstation and gypsum wall.
6. The function of the painter
* Qualifications:
– Responsible for mixing paints, matching colors, preparing surfaces and putting paint on them.
He may perform finishing touches or coordinate large painting projects related to machines.
– Mixing, matching and applying paints and other finishes on different surfaces, while providing decorative and fruit finishes on demand, and dealing with planning and preparation of work efficiently.
* Submission
– To apply and learn more about the conditions of the advertised positions, please visit the following link:
– Application link – (click here).

These collective efforts across construction, mining, maritime, and transportation industries highlight a growing shift toward gender diversity and equal opportunity for women in traditionally male-dominated fields.

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?

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

Fewer fines and accidents have been observed as more female truck drivers join the workforce, with the number of female drivers increasing by 80% over the past 20 years.

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Fewer fines, fewer accidents, more female truck drivers, more and more attention.
In response to the increasing demand for truck drivers, more and more women are joining the ranks of drivers.
According to the Ministry of Labor, there were about 3.1 million truck drivers in 1999, and 4.9% were women. In 2021, there were nearly 3.5 million truck drivers, and 7.9% were women.
The number of female drivers has increased by 80% over the past 20 years. Maggie Selagea is one of thousands of women joining the industry.
In 2008, during the Great Depression, Selagea ’ s construction company went bankrupt, and she turned to the trucking industry, which was not easily affected by the economic downturn.
She became head of the transportation company Mega Load.
The company is headquartered in Chicago and ships throughout the country.
Selagea said, “I grew up with nine brothers and became a car lover.
I take care of my car and I want people who work with me to do so.
Selagea ’ s experience reflects the impact women have had on the transportation industry.
Rhonda Hartman, a member of the American Trucking Association, which recruits women and advocates for Women in Motion, said women drivers prefer safe driving, cherish equipment, have fewer fines and fewer accidents, and thus reduce litigation costs and insurance costs for trucking companies.
This view is supported by the analysis of the 2022 Women in Trucking Index.
The data shows that women often choose to avoid risk and focus more on safety than men.
In addition, women often have excellent multitasking and organizational skills, strong communication, patience, focus and reliability.
Matt Hart, CEO of the Illinois Trucking Association (ITA), agrees, saying there is a national driver shortage and the ITA is trying to recruit more women and form “road teams. ”
Its members must have exemplary driving records and good communication skills.
Hartman was one of the members.
She visited the White House to talk to President Biden.
She regularly offers driving lessons and travels the country as a seminar instructor.
Hart also said that because more trucks are now equipped with automatic transmission, which reduces the physical requirements, making it easier for women to drive.
Both Selagea and Hartman are excited to see more female drivers on board.
“Women ’ s participation has made the industry better, ” Hartman says, even though women are currently paid less.
On average, male truck drivers earn about $61,000, while female truck drivers earn only $52,000.
When the working environment is overwhelmingly male, female drivers may face backlash and stress due to gender.
To that end, Cornilla Johnson, who is training to drive a Class A vehicle, said, “Be confident in what you ’ re doing and who you are. ”
As a woman, you can definitely get through difficult times. "As a single mother, she likes this flexibility in working hours and makes herself more confident.
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Selagea, who grew up with nine brothers and developed a love for cars, emphasizes maintaining her vehicle and encourages her colleagues to do the same.

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Fewer fines, fewer accidents, more female truck drivers, more and more attention.
In response to the increasing demand for truck drivers, more and more women are joining the ranks of drivers.
According to the Ministry of Labor, there were about 3.1 million truck drivers in 1999, and 4.9% were women. In 2021, there were nearly 3.5 million truck drivers, and 7.9% were women.
The number of female drivers has increased by 80% over the past 20 years. Maggie Selagea is one of thousands of women joining the industry.
In 2008, during the Great Depression, Selagea ’ s construction company went bankrupt, and she turned to the trucking industry, which was not easily affected by the economic downturn.
She became head of the transportation company Mega Load.
The company is headquartered in Chicago and ships throughout the country.
Selagea said, “I grew up with nine brothers and became a car lover.
I take care of my car and I want people who work with me to do so.
Selagea ’ s experience reflects the impact women have had on the transportation industry.
Rhonda Hartman, a member of the American Trucking Association, which recruits women and advocates for Women in Motion, said women drivers prefer safe driving, cherish equipment, have fewer fines and fewer accidents, and thus reduce litigation costs and insurance costs for trucking companies.
This view is supported by the analysis of the 2022 Women in Trucking Index.
The data shows that women often choose to avoid risk and focus more on safety than men.
In addition, women often have excellent multitasking and organizational skills, strong communication, patience, focus and reliability.
Matt Hart, CEO of the Illinois Trucking Association (ITA), agrees, saying there is a national driver shortage and the ITA is trying to recruit more women and form “road teams. ”
Its members must have exemplary driving records and good communication skills.
Hartman was one of the members.
She visited the White House to talk to President Biden.
She regularly offers driving lessons and travels the country as a seminar instructor.
Hart also said that because more trucks are now equipped with automatic transmission, which reduces the physical requirements, making it easier for women to drive.
Both Selagea and Hartman are excited to see more female drivers on board.
“Women ’ s participation has made the industry better, ” Hartman says, even though women are currently paid less.
On average, male truck drivers earn about $61,000, while female truck drivers earn only $52,000.
When the working environment is overwhelmingly male, female drivers may face backlash and stress due to gender.
To that end, Cornilla Johnson, who is training to drive a Class A vehicle, said, “Be confident in what you ’ re doing and who you are. ”
As a woman, you can definitely get through difficult times. "As a single mother, she likes this flexibility in working hours and makes herself more confident.
The Great Depression, Biden.
The last one.
Mon County Water Conservation Art Competition 12.31 Deadline
The next one.
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Studies indicate that women tend to avoid risk and focus more on safety compared to men.

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Fewer fines, fewer accidents, more female truck drivers, more and more attention.
In response to the increasing demand for truck drivers, more and more women are joining the ranks of drivers.
According to the Ministry of Labor, there were about 3.1 million truck drivers in 1999, and 4.9% were women. In 2021, there were nearly 3.5 million truck drivers, and 7.9% were women.
The number of female drivers has increased by 80% over the past 20 years. Maggie Selagea is one of thousands of women joining the industry.
In 2008, during the Great Depression, Selagea ’ s construction company went bankrupt, and she turned to the trucking industry, which was not easily affected by the economic downturn.
She became head of the transportation company Mega Load.
The company is headquartered in Chicago and ships throughout the country.
Selagea said, “I grew up with nine brothers and became a car lover.
I take care of my car and I want people who work with me to do so.
Selagea ’ s experience reflects the impact women have had on the transportation industry.
Rhonda Hartman, a member of the American Trucking Association, which recruits women and advocates for Women in Motion, said women drivers prefer safe driving, cherish equipment, have fewer fines and fewer accidents, and thus reduce litigation costs and insurance costs for trucking companies.
This view is supported by the analysis of the 2022 Women in Trucking Index.
The data shows that women often choose to avoid risk and focus more on safety than men.
In addition, women often have excellent multitasking and organizational skills, strong communication, patience, focus and reliability.
Matt Hart, CEO of the Illinois Trucking Association (ITA), agrees, saying there is a national driver shortage and the ITA is trying to recruit more women and form “road teams. ”
Its members must have exemplary driving records and good communication skills.
Hartman was one of the members.
She visited the White House to talk to President Biden.
She regularly offers driving lessons and travels the country as a seminar instructor.
Hart also said that because more trucks are now equipped with automatic transmission, which reduces the physical requirements, making it easier for women to drive.
Both Selagea and Hartman are excited to see more female drivers on board.
“Women ’ s participation has made the industry better, ” Hartman says, even though women are currently paid less.
On average, male truck drivers earn about $61,000, while female truck drivers earn only $52,000.
When the working environment is overwhelmingly male, female drivers may face backlash and stress due to gender.
To that end, Cornilla Johnson, who is training to drive a Class A vehicle, said, “Be confident in what you ’ re doing and who you are. ”
As a woman, you can definitely get through difficult times. "As a single mother, she likes this flexibility in working hours and makes herself more confident.
The Great Depression, Biden.
The last one.
Mon County Water Conservation Art Competition 12.31 Deadline
The next one.
66-year-old cardboard boy identified by police as suspect
Super-popular
More >