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

She has been recognized as a pioneer paving the way for young women entering the field.

She emphasized the importance of not being scared to do the job.

Her hiring is seen as a pivotal asset for the company’s success and expansion efforts.

At Penske, a female service manager shows trucking is not just a man’s world.

Proving skeptics wrong has been one of her best experiences on the job.

She believes anybody can do this work.

Although she was passionate about vehicles, it wasn’t her teenage ambition to enter this industry.

Eighteen months ago, she was promoted to maintenance supervisor, and later became the first female branch service manager.

Her favorite aspect is always learning, growing, and adapting.

She sometimes has to step in and help less experienced male colleagues.

Customers can trust the skills of a fully qualified female mechanic.

TSM executives, including Subodh Pandey and others, congratulated and interacted with new female recruits.

Women HGV drivers comprise only 1%-2% of the workforce in the UK.

Women are also breaking barriers in waste management.

Skip Hire Glasgow’s James David suggests fostering inclusivity in hiring practices as a starting point.

Most construction sites remain overwhelmingly male-dominated.

Terms like ‘foreman’ are common, while ‘forewoman’ and ‘foreperson’ are rare in usage.

The gender gap exists due to societal norms, stereotypes, lack of opportunities, and limited support for women.

Applicant tracking tools are available to streamline hiring processes and monitor candidates’ progress.

Traditionally male-dominated industries are making efforts to attract more women.

The challenge remains to achieve the right gender balance.

Some women enter the field due to a personal interest in driving.

For some, driving was a hobby before it became a career.

Despite being the only woman on her team, supportive colleagues have helped in her integration.

Over time, women operators grow more confident and skilled.

Family responsibilities and social expectations can present extra challenges for women.

Questions of work-life balance and maternal guilt are common among working mothers.

Daily schedules often start early to accommodate both work and family duties.

Long-haul roles sometimes require extended absences from home.

Financial necessity can be a significant motivator for women entering these fields.

Women still face skepticism from male colleagues and supervisors.

Occasionally, women are discouraged from pursuing certain roles due to their gender or physical stature.

Persistence and assertiveness are encouraged for women facing workplace obstacles.

The public may not expect to see women in construction roles.

Some women express pride and a sense of calling for construction careers.

They may spend several days a week on-site, and enjoy inspiring other women to join.

Despite physically demanding and challenging conditions, many women find the work deeply rewarding.

There is growing gender parity in training classrooms, reflecting a new generation of women entering construction trades.

The war in Ukraine has significantly changed the labor market, leading many women to master traditionally "male" professions as they relocated within the country or abroad.

Currently, more than 56,000 Ukrainians are employed at ATB enterprises, with 67% being women.

Elena gained experience over five years operating vehicles at a quarry and, after obtaining a category C license, began driving MAZ and KrAZ dump trucks.

The company has implemented a male decree program, supporting women’s ongoing career growth.

On March 8, men at the enterprise honor women with gifts and celebrations, recognizing their dedication to challenging work.

A Kyivstar program has continued efforts to eliminate employer bias toward candidates.

Some roles can offer women opportunities in documentation and communications.

In the mineral and gold industries, long-term cooperation agreements have expanded opportunities for local employment, including for women.

The company allocated 109 million rubles to socio-economic agreements last year, with the same planned for 2022, often utilizing local small business services.

Supporting each other is a key value.

The majority of employees, about 97%, are local to Yakutia, and plans exist to expand professional opportunities for women.

Between 2018 and 2021, 107 women were employed in new roles.

Men in the company are committed to supporting gender inclusion.

In Anabar ulus, "Diamonds of Anabar" provides opportunities for women; one woman became the first at her station, followed by another as a cleaner.

Financial support from ALROSA has also contributed to stable local development, balancing tradition and modern technology.

There remain issues of unsafe practices and resistance to change, as seen when a proactive crane operator faced employer pressure.

Crane operators use group communications to coordinate work and support each other, which aids responsiveness on the job.

Training and retraining programs facilitated by employment centers have allowed women like Lipchanka to enter labor specialties and significantly increase their earnings.

The labor market currently favors motivated applicants, with minimal effort needed to secure employment.

Women are increasingly recognized at enterprises, as seen in March 8 contests and leadership positions, including deputy chief mechanic roles.

Notably, staffing shortages in technical fields have prompted further training initiatives for women in Russia and St. Petersburg.

Women’s achievements are celebrated, such as Olga Alexandrova winning the "Social Project of the Year" for Norilsk Nickel.

One woman learned to drive a loader despite ridicule and bullying to improve her income and help pay for her children’s treatment.

She found great support from her husband, which motivated her to pursue her ambitions in the face of community resistance, driven by the need to provide for her family.

Women are increasingly entering the construction sector to address labor shortages, particularly as many veterans are retiring and more doors are being opened.

Working in construction allows women like her to contribute visibly to building projects, with the pride of saying, “I worked on this and built that.”
Wallace, the first college graduate in her family, sees obtaining a contractor’s license and founding her own company as a way to create generational wealth and legacy.

She wants future generations to see the family legacy she started in this field.

Jenny Parker expresses her love for her construction job, even through the physical demands of the work, such as dealing with heat, sweat, and stained clothes.

Kiolis MHI in Dubai, a leader in transportation, has won the NAFES Award for Emiratisation Excellence for two years in a row, showing a strong commitment to equal opportunities for men and women.

This reflects the company’s dedication to empowering women in various roles within the organization.

The UAE’s efforts in Expo 2020 Dubai highlight women’s participation and leadership, showcased by the special Women’s Pavilion.

Nauf Omar’s aspiration to participate in Expo 2020 began in high school, demonstrating women’s long-term ambition to be involved in major projects.

At Amazon, efforts to create a safe and supportive environment for women help them excel in the workplace.

Historically, women have lacked equal opportunities in construction and related industries, which remains a significant diversity challenge.

Mentoring schemes are being adopted as a way to help women survive and advance in aviation, aerospace, and related sectors.

These programs attract talented female candidates, supporting both diversity and inclusion while creating more appealing workplaces.

Initiatives like “Your Equipment is Your Company” prepare trainees for labor market entry and train professional technicians in construction and heavy equipment.

The first batch of this initiative trained 25 people, including 15 on operating wheel loaders and 10 on maintenance and repair.

In the mining sector, while gender equality lags, the proportion of female managers in the top 500 companies rose from 4.9% in 2012 to 18% in 2022.

Industry is moving away from muscle-based work, underscoring that leadership and participation require active engagement, not physical strength.

Both men and women need to be involved in advancing gender equality to ensure lasting change and prevent regression in hard-won gains.

The number of female drivers in heavy industries has increased by 80% over the past 20 years, drawing growing attention to gender diversity in construction and logistics.

Women like Maggie Selagea are among the thousands joining traditionally male-dominated sectors.

Female workers are shown to avoid risk and prioritize safety, leading to fewer accidents and fines.

Women are earning stable incomes, such as one who saved over 70,000 yuan in less than a year.

Operating heavy machinery like tower cranes is demanding, yet women demonstrate pride and competence in these roles.

Some companies face labor shortages and are actively seeking both male and female applicants for heavy labor positions.

Employers are expanding their talent pools, building training centers, and encouraging vocational school recruitment to attract new talent.

Flexible employment programs, such as positions tailored for mothers or roles offering adaptable schedules, allow women to balance work and family commitments.

Government initiatives like Zhongshan’s “mother’s post” provide flexible working hours and social security support, funded with millions of yuan to encourage female employment.

Stories like Fang Fang’s—a single mother supporting her family through construction work without reliance on social welfare—highlight women’s resilience and independence in the industry.

Female engineers are breaking barriers by taking on complex technical fieldwork and pursuing further education and professional growth.

LUS Fiber 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

She has been recognized as a pioneer paving the way for young women entering the field.

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?

She emphasized the importance of not being scared to do the job.

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

Her hiring is seen as a pivotal asset for the company’s success and 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

At Penske, a female service manager shows trucking is not just a man’s world.

Title:

Content: Penske service manager shows trucking is more than a man’s world

Male co-workers and clients have offered Amelia Walker-Ross a lot of unwelcome feedback and recommendations in the 20-plus years she has spent as a mechanic. Proving them wrong has been one of her best experiences on the job.

Trucking is not simply a man’s industry, she says. “It’s an everybody industry. Anybody can do it. As long as you go through the schooling and you want to learn, anybody can be capable of doing the transportation jobs.”

Walker-Ross has proven how true that is. She recently became the first female branch service manager at Penske Canada, supervising and guiding 10 mechanics, ensuring Penske’s Winnipeg shop runs smoothly.

A passion for vehicles

But this is not what she saw herself doing as a teenage girl.

Growing up, Walker-Ross dreamed of a cosmetology career. However, unexpected financial challenges in the family made her pick up a toolbox and a manual at the age of 16, to look under the hood of her mom’s old van. It ignited a passion for working on vehicles, and she would fix family cars in the driveway until she got her first job in a dealership at 18.

Walker-Ross loved her job too much to let unwanted opinions discourage her. She often had to face pushback, when men were telling her she should not be doing ‘men’s work’, and that she should be at home, cooking and cleaning.

But six years later, when she was pregnant with her daughter, she realized it was time for a change. Without knowing anything about trucking, Walker-Ross applied for a lube technician job. She was accepted with open arms.

“I got hired right away. The group of guys I worked with — they were great. They were fantastic, very supportive. I had no pushback from them, unlike in the automotive industry… They didn’t care that I was female. They were very much like, ‘Well, if you can get the job done, let’s get it done.’”

Walker-Ross realized her favorite part of the job is its challenge. There is always room for learning and improvement in the fast-paced and constantly growing industry.

Joining Penske

Striving to expand her career options, she applied for a job at Penske four years ago.

After working on the floor servicing trucks, she was quickly promoted to lead the night shift, where she worked with fellow technicians and conducted final checks. Her mornings or late evenings were dedicated to spending as much time with her daughter as she could.

A year and a half ago she was offered a maintenance supervisor position, and after that, she became the first female branch service manager.

Now, Walker-Ross gets to keep her passion for working on trucks, solving challenges and helping others learn and grow.

“I love helping the guys learn the truck. And I very much enjoy that, every day, it’s a new problem. Yeah, that’s my favorite part of it — always learning and growing and changing. Like, we don’t know what the next year’s [truck] model is going to come out with.”

But she still sees room for the industry itself to improve.

To her, the key to attracting more women is to change the wording often used to describe the industry and, therefore, its image.

“It’s not a boys’ club anymore. It doesn’t matter what we’re doing, whether it’s replacing a starter or removing a clutch. We [women] can still do it. We still have the same tools they have; we still have the same abilities.”

Pushing past unwelcome comments

This why Walker-Ross’ advice to women who consider a job in trucking is, “Just go for it… If the comments do come out – because sometimes they do – brush them off and keep going.”

Still, she also emphasizes the importance of speaking up and communicating with senior managers and supervisors about unappreciated words and actions in the workplace.

She remembers a time in her previous job when one driver wouldn’t let her work on his truck, even though she was the only licensed technician in the shop during that evening shift. But her boss put his foot down.

“He came out and said, ‘The only option you have this evening is Amelia looking at your truck, and she can get it fixed and back on the road. Or we can put a lube tech, who works with her on this truck, who has no training. And he can try to diagnose it. She will end up having to step in and help him. But you only have these two options. You can start with the lube tech and have him go as long as he can. Or you can accept the fact that we have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.’”

It was one of the times Walker-Ross proved them wrong. In less than an hour, the diagnostics were complete, the damaged part was changed, and the truck was back on the road.

Krystyna Shchedrina is a reporter for Today's Trucking. She is a recent honors graduate of the journalism bachelor program at Humber College. Reach Krystyna at: krystyna@newcom.ca

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

appoint women to traditionally male roles

Proving skeptics wrong has been one of her best experiences on the job.

She believes anybody can do this work.

Although she was passionate about vehicles, it wasn’t her teenage ambition to enter this industry.

Eighteen months ago, she was promoted to maintenance supervisor, and later became the first female branch service manager.

Title:

Content: Penske service manager shows trucking is more than a man’s world

Male co-workers and clients have offered Amelia Walker-Ross a lot of unwelcome feedback and recommendations in the 20-plus years she has spent as a mechanic. Proving them wrong has been one of her best experiences on the job.

Trucking is not simply a man’s industry, she says. “It’s an everybody industry. Anybody can do it. As long as you go through the schooling and you want to learn, anybody can be capable of doing the transportation jobs.”

Walker-Ross has proven how true that is. She recently became the first female branch service manager at Penske Canada, supervising and guiding 10 mechanics, ensuring Penske’s Winnipeg shop runs smoothly.

A passion for vehicles

But this is not what she saw herself doing as a teenage girl.

Growing up, Walker-Ross dreamed of a cosmetology career. However, unexpected financial challenges in the family made her pick up a toolbox and a manual at the age of 16, to look under the hood of her mom’s old van. It ignited a passion for working on vehicles, and she would fix family cars in the driveway until she got her first job in a dealership at 18.

Walker-Ross loved her job too much to let unwanted opinions discourage her. She often had to face pushback, when men were telling her she should not be doing ‘men’s work’, and that she should be at home, cooking and cleaning.

But six years later, when she was pregnant with her daughter, she realized it was time for a change. Without knowing anything about trucking, Walker-Ross applied for a lube technician job. She was accepted with open arms.

“I got hired right away. The group of guys I worked with — they were great. They were fantastic, very supportive. I had no pushback from them, unlike in the automotive industry… They didn’t care that I was female. They were very much like, ‘Well, if you can get the job done, let’s get it done.’”

Walker-Ross realized her favorite part of the job is its challenge. There is always room for learning and improvement in the fast-paced and constantly growing industry.

Joining Penske

Striving to expand her career options, she applied for a job at Penske four years ago.

After working on the floor servicing trucks, she was quickly promoted to lead the night shift, where she worked with fellow technicians and conducted final checks. Her mornings or late evenings were dedicated to spending as much time with her daughter as she could.

A year and a half ago she was offered a maintenance supervisor position, and after that, she became the first female branch service manager.

Now, Walker-Ross gets to keep her passion for working on trucks, solving challenges and helping others learn and grow.

“I love helping the guys learn the truck. And I very much enjoy that, every day, it’s a new problem. Yeah, that’s my favorite part of it — always learning and growing and changing. Like, we don’t know what the next year’s [truck] model is going to come out with.”

But she still sees room for the industry itself to improve.

To her, the key to attracting more women is to change the wording often used to describe the industry and, therefore, its image.

“It’s not a boys’ club anymore. It doesn’t matter what we’re doing, whether it’s replacing a starter or removing a clutch. We [women] can still do it. We still have the same tools they have; we still have the same abilities.”

Pushing past unwelcome comments

This why Walker-Ross’ advice to women who consider a job in trucking is, “Just go for it… If the comments do come out – because sometimes they do – brush them off and keep going.”

Still, she also emphasizes the importance of speaking up and communicating with senior managers and supervisors about unappreciated words and actions in the workplace.

She remembers a time in her previous job when one driver wouldn’t let her work on his truck, even though she was the only licensed technician in the shop during that evening shift. But her boss put his foot down.

“He came out and said, ‘The only option you have this evening is Amelia looking at your truck, and she can get it fixed and back on the road. Or we can put a lube tech, who works with her on this truck, who has no training. And he can try to diagnose it. She will end up having to step in and help him. But you only have these two options. You can start with the lube tech and have him go as long as he can. Or you can accept the fact that we have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.’”

It was one of the times Walker-Ross proved them wrong. In less than an hour, the diagnostics were complete, the damaged part was changed, and the truck was back on the road.

Krystyna Shchedrina is a reporter for Today's Trucking. She is a recent honors graduate of the journalism bachelor program at Humber College. Reach Krystyna at: krystyna@newcom.ca

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

Her favorite aspect is always learning, growing, and adapting.

Title:

Content: Penske service manager shows trucking is more than a man’s world

Male co-workers and clients have offered Amelia Walker-Ross a lot of unwelcome feedback and recommendations in the 20-plus years she has spent as a mechanic. Proving them wrong has been one of her best experiences on the job.

Trucking is not simply a man’s industry, she says. “It’s an everybody industry. Anybody can do it. As long as you go through the schooling and you want to learn, anybody can be capable of doing the transportation jobs.”

Walker-Ross has proven how true that is. She recently became the first female branch service manager at Penske Canada, supervising and guiding 10 mechanics, ensuring Penske’s Winnipeg shop runs smoothly.

A passion for vehicles

But this is not what she saw herself doing as a teenage girl.

Growing up, Walker-Ross dreamed of a cosmetology career. However, unexpected financial challenges in the family made her pick up a toolbox and a manual at the age of 16, to look under the hood of her mom’s old van. It ignited a passion for working on vehicles, and she would fix family cars in the driveway until she got her first job in a dealership at 18.

Walker-Ross loved her job too much to let unwanted opinions discourage her. She often had to face pushback, when men were telling her she should not be doing ‘men’s work’, and that she should be at home, cooking and cleaning.

But six years later, when she was pregnant with her daughter, she realized it was time for a change. Without knowing anything about trucking, Walker-Ross applied for a lube technician job. She was accepted with open arms.

“I got hired right away. The group of guys I worked with — they were great. They were fantastic, very supportive. I had no pushback from them, unlike in the automotive industry… They didn’t care that I was female. They were very much like, ‘Well, if you can get the job done, let’s get it done.’”

Walker-Ross realized her favorite part of the job is its challenge. There is always room for learning and improvement in the fast-paced and constantly growing industry.

Joining Penske

Striving to expand her career options, she applied for a job at Penske four years ago.

After working on the floor servicing trucks, she was quickly promoted to lead the night shift, where she worked with fellow technicians and conducted final checks. Her mornings or late evenings were dedicated to spending as much time with her daughter as she could.

A year and a half ago she was offered a maintenance supervisor position, and after that, she became the first female branch service manager.

Now, Walker-Ross gets to keep her passion for working on trucks, solving challenges and helping others learn and grow.

“I love helping the guys learn the truck. And I very much enjoy that, every day, it’s a new problem. Yeah, that’s my favorite part of it — always learning and growing and changing. Like, we don’t know what the next year’s [truck] model is going to come out with.”

But she still sees room for the industry itself to improve.

To her, the key to attracting more women is to change the wording often used to describe the industry and, therefore, its image.

“It’s not a boys’ club anymore. It doesn’t matter what we’re doing, whether it’s replacing a starter or removing a clutch. We [women] can still do it. We still have the same tools they have; we still have the same abilities.”

Pushing past unwelcome comments

This why Walker-Ross’ advice to women who consider a job in trucking is, “Just go for it… If the comments do come out – because sometimes they do – brush them off and keep going.”

Still, she also emphasizes the importance of speaking up and communicating with senior managers and supervisors about unappreciated words and actions in the workplace.

She remembers a time in her previous job when one driver wouldn’t let her work on his truck, even though she was the only licensed technician in the shop during that evening shift. But her boss put his foot down.

“He came out and said, ‘The only option you have this evening is Amelia looking at your truck, and she can get it fixed and back on the road. Or we can put a lube tech, who works with her on this truck, who has no training. And he can try to diagnose it. She will end up having to step in and help him. But you only have these two options. You can start with the lube tech and have him go as long as he can. Or you can accept the fact that we have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.’”

It was one of the times Walker-Ross proved them wrong. In less than an hour, the diagnostics were complete, the damaged part was changed, and the truck was back on the road.

Krystyna Shchedrina is a reporter for Today's Trucking. She is a recent honors graduate of the journalism bachelor program at Humber College. Reach Krystyna at: krystyna@newcom.ca

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

She sometimes has to step in and help less experienced male colleagues.

Title:

Content: Penske service manager shows trucking is more than a man’s world

Male co-workers and clients have offered Amelia Walker-Ross a lot of unwelcome feedback and recommendations in the 20-plus years she has spent as a mechanic. Proving them wrong has been one of her best experiences on the job.

Trucking is not simply a man’s industry, she says. “It’s an everybody industry. Anybody can do it. As long as you go through the schooling and you want to learn, anybody can be capable of doing the transportation jobs.”

Walker-Ross has proven how true that is. She recently became the first female branch service manager at Penske Canada, supervising and guiding 10 mechanics, ensuring Penske’s Winnipeg shop runs smoothly.

A passion for vehicles

But this is not what she saw herself doing as a teenage girl.

Growing up, Walker-Ross dreamed of a cosmetology career. However, unexpected financial challenges in the family made her pick up a toolbox and a manual at the age of 16, to look under the hood of her mom’s old van. It ignited a passion for working on vehicles, and she would fix family cars in the driveway until she got her first job in a dealership at 18.

Walker-Ross loved her job too much to let unwanted opinions discourage her. She often had to face pushback, when men were telling her she should not be doing ‘men’s work’, and that she should be at home, cooking and cleaning.

But six years later, when she was pregnant with her daughter, she realized it was time for a change. Without knowing anything about trucking, Walker-Ross applied for a lube technician job. She was accepted with open arms.

“I got hired right away. The group of guys I worked with — they were great. They were fantastic, very supportive. I had no pushback from them, unlike in the automotive industry… They didn’t care that I was female. They were very much like, ‘Well, if you can get the job done, let’s get it done.’”

Walker-Ross realized her favorite part of the job is its challenge. There is always room for learning and improvement in the fast-paced and constantly growing industry.

Joining Penske

Striving to expand her career options, she applied for a job at Penske four years ago.

After working on the floor servicing trucks, she was quickly promoted to lead the night shift, where she worked with fellow technicians and conducted final checks. Her mornings or late evenings were dedicated to spending as much time with her daughter as she could.

A year and a half ago she was offered a maintenance supervisor position, and after that, she became the first female branch service manager.

Now, Walker-Ross gets to keep her passion for working on trucks, solving challenges and helping others learn and grow.

“I love helping the guys learn the truck. And I very much enjoy that, every day, it’s a new problem. Yeah, that’s my favorite part of it — always learning and growing and changing. Like, we don’t know what the next year’s [truck] model is going to come out with.”

But she still sees room for the industry itself to improve.

To her, the key to attracting more women is to change the wording often used to describe the industry and, therefore, its image.

“It’s not a boys’ club anymore. It doesn’t matter what we’re doing, whether it’s replacing a starter or removing a clutch. We [women] can still do it. We still have the same tools they have; we still have the same abilities.”

Pushing past unwelcome comments

This why Walker-Ross’ advice to women who consider a job in trucking is, “Just go for it… If the comments do come out – because sometimes they do – brush them off and keep going.”

Still, she also emphasizes the importance of speaking up and communicating with senior managers and supervisors about unappreciated words and actions in the workplace.

She remembers a time in her previous job when one driver wouldn’t let her work on his truck, even though she was the only licensed technician in the shop during that evening shift. But her boss put his foot down.

“He came out and said, ‘The only option you have this evening is Amelia looking at your truck, and she can get it fixed and back on the road. Or we can put a lube tech, who works with her on this truck, who has no training. And he can try to diagnose it. She will end up having to step in and help him. But you only have these two options. You can start with the lube tech and have him go as long as he can. Or you can accept the fact that we have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.’”

It was one of the times Walker-Ross proved them wrong. In less than an hour, the diagnostics were complete, the damaged part was changed, and the truck was back on the road.

Krystyna Shchedrina is a reporter for Today's Trucking. She is a recent honors graduate of the journalism bachelor program at Humber College. Reach Krystyna at: krystyna@newcom.ca

Customers can trust the skills of a fully qualified female mechanic.

Title:

Content: Penske service manager shows trucking is more than a man’s world

Male co-workers and clients have offered Amelia Walker-Ross a lot of unwelcome feedback and recommendations in the 20-plus years she has spent as a mechanic. Proving them wrong has been one of her best experiences on the job.

Trucking is not simply a man’s industry, she says. “It’s an everybody industry. Anybody can do it. As long as you go through the schooling and you want to learn, anybody can be capable of doing the transportation jobs.”

Walker-Ross has proven how true that is. She recently became the first female branch service manager at Penske Canada, supervising and guiding 10 mechanics, ensuring Penske’s Winnipeg shop runs smoothly.

A passion for vehicles

But this is not what she saw herself doing as a teenage girl.

Growing up, Walker-Ross dreamed of a cosmetology career. However, unexpected financial challenges in the family made her pick up a toolbox and a manual at the age of 16, to look under the hood of her mom’s old van. It ignited a passion for working on vehicles, and she would fix family cars in the driveway until she got her first job in a dealership at 18.

Walker-Ross loved her job too much to let unwanted opinions discourage her. She often had to face pushback, when men were telling her she should not be doing ‘men’s work’, and that she should be at home, cooking and cleaning.

But six years later, when she was pregnant with her daughter, she realized it was time for a change. Without knowing anything about trucking, Walker-Ross applied for a lube technician job. She was accepted with open arms.

“I got hired right away. The group of guys I worked with — they were great. They were fantastic, very supportive. I had no pushback from them, unlike in the automotive industry… They didn’t care that I was female. They were very much like, ‘Well, if you can get the job done, let’s get it done.’”

Walker-Ross realized her favorite part of the job is its challenge. There is always room for learning and improvement in the fast-paced and constantly growing industry.

Joining Penske

Striving to expand her career options, she applied for a job at Penske four years ago.

After working on the floor servicing trucks, she was quickly promoted to lead the night shift, where she worked with fellow technicians and conducted final checks. Her mornings or late evenings were dedicated to spending as much time with her daughter as she could.

A year and a half ago she was offered a maintenance supervisor position, and after that, she became the first female branch service manager.

Now, Walker-Ross gets to keep her passion for working on trucks, solving challenges and helping others learn and grow.

“I love helping the guys learn the truck. And I very much enjoy that, every day, it’s a new problem. Yeah, that’s my favorite part of it — always learning and growing and changing. Like, we don’t know what the next year’s [truck] model is going to come out with.”

But she still sees room for the industry itself to improve.

To her, the key to attracting more women is to change the wording often used to describe the industry and, therefore, its image.

“It’s not a boys’ club anymore. It doesn’t matter what we’re doing, whether it’s replacing a starter or removing a clutch. We [women] can still do it. We still have the same tools they have; we still have the same abilities.”

Pushing past unwelcome comments

This why Walker-Ross’ advice to women who consider a job in trucking is, “Just go for it… If the comments do come out – because sometimes they do – brush them off and keep going.”

Still, she also emphasizes the importance of speaking up and communicating with senior managers and supervisors about unappreciated words and actions in the workplace.

She remembers a time in her previous job when one driver wouldn’t let her work on his truck, even though she was the only licensed technician in the shop during that evening shift. But her boss put his foot down.

“He came out and said, ‘The only option you have this evening is Amelia looking at your truck, and she can get it fixed and back on the road. Or we can put a lube tech, who works with her on this truck, who has no training. And he can try to diagnose it. She will end up having to step in and help him. But you only have these two options. You can start with the lube tech and have him go as long as he can. Or you can accept the fact that we have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.’”

It was one of the times Walker-Ross proved them wrong. In less than an hour, the diagnostics were complete, the damaged part was changed, and the truck was back on the road.

Krystyna Shchedrina is a reporter for Today's Trucking. She is a recent honors graduate of the journalism bachelor program at Humber College. Reach Krystyna at: krystyna@newcom.ca

TSM executives, including Subodh Pandey and others, congratulated and interacted with 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?

Women HGV drivers comprise only 1%-2% of the workforce in the UK.

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.”

Women are also breaking barriers in waste management.

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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Skip Hire Glasgow’s James David suggests fostering inclusivity in hiring practices as a starting point.

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

commit to gender equality in hiring practices

Most construction sites remain overwhelmingly male-dominated.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

Terms like ‘foreman’ are common, while ‘forewoman’ and ‘foreperson’ are rare in usage.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

The gender gap exists due to societal norms, stereotypes, lack of opportunities, and limited support for women.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

Applicant tracking tools are available to streamline hiring processes and monitor candidates’ progress.

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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Traditionally male-dominated industries are making efforts to attract more women.

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?

tie gender diversity targets into contracts and deals

commit to gender equality in hiring practices

appoint women to traditionally male roles

create training and apprenticeship programs

The challenge remains to achieve the right gender balance.

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

commit to gender equality in hiring practices

Some women enter the field due to a personal interest in driving.

For some, driving was a hobby before it became a career.

Despite being the only woman on her team, supportive colleagues have helped in her integration.

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

Over time, women operators grow more confident and skilled.

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

Family responsibilities and social expectations can present extra challenges for women.

Questions of work-life balance and maternal guilt are common among working mothers.

Daily schedules often start early to accommodate both work and family duties.

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

Long-haul roles sometimes require extended absences from home.

Financial necessity can be a significant motivator for women entering these fields.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

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

Women still face skepticism from male colleagues and supervisors.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

Occasionally, women are discouraged from pursuing certain roles due to their gender or physical stature.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

Persistence and assertiveness are encouraged for women facing workplace obstacles.

The public may not expect to see women in construction roles.

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

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

Some women express pride and a sense of calling for construction careers.

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

They may spend several days a week on-site, and enjoy inspiring other women to join.

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

Despite physically demanding and challenging conditions, many women find the work deeply rewarding.

There is growing gender parity in training classrooms, reflecting a new generation of women entering construction trades.

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

create training and apprenticeship programs

The war in Ukraine has significantly changed the labor market, leading many women to master traditionally "male" professions as they relocated within the country or abroad.

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.

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

Currently, more than 56,000 Ukrainians are employed at ATB enterprises, with 67% being women.

Elena gained experience over five years operating vehicles at a quarry and, after obtaining a category C license, began driving MAZ and KrAZ dump trucks.

The company has implemented a male decree program, supporting women’s ongoing career growth.

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?

On March 8, men at the enterprise honor women with gifts and celebrations, recognizing their dedication to challenging work.

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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A Kyivstar program has continued efforts to eliminate employer bias toward candidates.

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.

Some roles can offer women opportunities in documentation and communications.

Title:

Content: Pavel Marinychev: “Diamonds are an opportunity to develop the republic ”
More than five years have passed since Pavel Marinychev became the head of ALROSA ’ s subsidiary, Almazy Anabara.
Today we publish a large interview in which he told about the company, about where the Company operates today, why the expansion of the Krasnoyarsk Territory began and what role the extracted minerals play in the life of our republic.
Since a lot has been written about ALROSA and Almazakh Anabara in recent years, in our today ’ s conversation we immediately switched to the modern activities of the company.
COMPANY ACTIVITIES
— Pavel Alekseevich, first of all, the classic question: what tasks were faced by the company last year and how were they solved?
— In 2021, we devoted a lot of attention to the sustainability of the company.
So, with the support of our parent company ALROSA, we were able to work in different areas of the republic and the country.
This is Mirny, Nyurba, Aikhal, Udachny, and a completely new direction of our work - the Taimyr Peninsula of the Krasnoyarsk Territory.
There we have several licenses for gold prospecting, private and public contracts for geological exploration.
We also organized a Yakut watch on Chayanda, acting as the operators of this process.
Thus, the company managed to fulfill its obligations to employees.
What are the plans for 2022?
What is the place in them occupied by prospecting and exploration work on license areas in the Krasnoyarsk Territory?
“This year we are reaching pre-crisis production volumes and are fully deploying our activities.
Therefore, in connection with the increase in mining plans, we invest in technical re-equipment and replacement of worn equipment, as well as work on the reconstruction of our fuel and lubricants warehouses.
In terms of investment activities, we are working to replenish the mineral resource base - we conduct exploration and increase the volume of work on the investment project "Program of geological exploration for gold".
If we talk about work on the territory of the Krasnoyarsk Territory, Cape Chelyuskin is one of our components for the diversification of production.
We already have the first positive results on the search for gold.
Therefore, in the near future we will strengthen exploration work, which will be followed by production.
In fact, this means the emergence of new jobs for our guys, for the Yakuts.
Well, in general, we have already raised the flag of Yakutia, ALROSA and Almazov Anabar at a new point in our country.
- In general, ALROSA owns large indigenous diamond deposits, there is a decent potential of the raw material base for Almazes Anabar in the Arctic - you have licenses for geological exploration and diamond mining in Anabar, Oleneksk, Bulunsky uluses, and Mirny district.
How many fields are in operation today?
Where are they located?
— If we talk about Yakutia, the geography of the activities of “Diamonds of Anabar ” covers the territory from the Arctic Circle to Central Yakutia.
We are present on the territory of four uluses - Anabar, Bulun, Zhigan and Oleneksky.
There we have mountain areas, geological exploration facilities and auxiliary production.
As I mentioned earlier, we are also working on Taimyr.
But the main activity is the extraction of diamond raw materials, we conduct in Anabar, Bulunsky and Oleneksky uluses.
We also have several licenses for gold as the main type of mineral.
These licenses are exploration, and some of them are “through ”.
This means that after we put the reserves on the balance sheet, we can start production.
Actually, the associated gold we are mining now.
Currently, the development of the company's fields is carried out by the mines of the enterprises "Mayat" and "Molodo".
The Mayat mine exploits the reserves of alluvial diamond deposits located in the Anabarskoye and Olenekskoye uluses of the RS (Ya), includes the Mayat group of deposits - in 2022 these are the mining sites Ebelyakh, Lyaseger, Bilyakh-tributaries, Khara-Mas; and the Kuonam group - the Bolshaya Kunamka site and nebulous. "
The mine "Molodo" develops placer deposits located in the Bulunsky ulus of the RS (Ya), on the site "Molodo" and "Daldyn".
In general, if we divide the extraction of diamonds and gold, then geological exploration for diamonds is carried out within three diamond-bearing areas: Kuonamsky, Anabarsky, Prilensky, geological exploration for gold - within two sites: Anabarskaya and Taimyr.
— Yes, back in 2016, you supplemented your licenses with the right to mine associated gold and other precious metals in conjunction with diamond mining.
How much gold is mined?
— You are right, the associated extraction of precious metals has been conducted by us since 2017.
The fact is that in the sands, in addition to diamonds, there is also a hard-to-recover, so-called thin gold.
But we learned to “catch ” it, and since 2017, after the amendments to the Law“ On Subsoil ”, we began to mine gold along the way.
During the year, this volume usually reaches 130-150 kg.
In 2021, the volume of extraction of precious metals amounted to 145.7 kg.
Last year, we sold production in 2020, from its sale we received revenue of 669 million rubles.
- There is a program on one TV channel about gold mining.
There they have a fairly short period of production time.
Do you also work in the seasons, as it is arranged?
— We work all year round, but in seasons – different technological cycles.
If divided into two periods, then in winter the main mining works are carried out, and in the summer – enrichment.
In the winter-spring period from February to May, mining and preparatory works are carried out - dumping of various sites, roads, construction of mining facilities - excavation or the so-called "excavation of ditches", dumping of dams - enclosing, pore, fender, safety, peat stripping - this is the cleaning of empty rocks lying on top of the formation of diamond-bearing sands, the beginning of mining operations - excavation and transportation of sands by dump trucks to the ore yard of the sorting plant or concentrating plant.
In the summer period, during the industrial season from the second half of May to mid-September, further extraction and transportation of sands are carried out, their washing at sorting plants, cleaning of "tailings" (waste) of washing - gale-ephel dumps.
If necessary, peat stripping is carried out in small volumes.
SOCIAL POLICY
- Like ALROSA, Almazy Anabara enters into agreements on social and economic cooperation with the regions of Yakutia.
How many are there now?
And what are the terms of this cooperation?
This is not “parachute money ”, it should be directed to the development of areas?
— In accordance with the concluded agreement on social and economic cooperation for the period of validity of mining licenses, payments are made annually to five uluses of the republic - Anabar, Oleneksky, Bulunsky, Zhigan and Eveno-Bytantaysky.
At the same time, the agreements are of a long-term nature, they are signed for the entire period of validity of licenses in the territories where the work is carried out.
This was done so that our partners - in the face of the above municipalities, were confident in the day of tomorrow.
So that they can plan the development of their uluses in the medium and long term.
Naturally, we are updated annually by the figures, depending on the opportunities and market conditions.
If we talk about the past year, we sent 109 million rubles under agreements on social and economic cooperation, and the same amount is planned for 2022.
These funds, indeed, have a more targeted nature – for the development of infrastructure of districts.
The company also pays dividends.
Are they formed in the total volume of the ALROSA group of companies or separately?
Are they located in the areas where the company operates?
— Dividends are formed in the direction of the parent Company; ALROSA is a 100% shareholder of Almazov Anabara.
But at the same time, our dividends are taken into account in the total cash flow of ALROSA, from where dividends are distributed and paid to the republic and uluses.
If you clarify, then in 2021, according to the results of 2020, 7.4 billion rubles were paid out - this is a record dividend in the history of Almazov Anabar.
ALROSA pays close attention to the socio-economic development of the region.
These are taxes, dividends, voluntary donations to the Trust Fund for Future Generations, the funds of which are used to build social infrastructure throughout Yakutia, and sponsorship or financing of various programs, projects and events.
This is the financial means of the entire group of companies, but Almaza Anabara, being a subsidiary, conducts such work separately?
- Yes, Almazy Anabara independently provides sponsorship, finances various social republican and municipal programs, provides assistance on appeals of organizations and citizens.
We support the holding of cultural events, provide sponsored assistance to the correctional school and many other initiatives.
To all of the above, it should be added that we cooperate with municipalities in the neighborhood.
When the administration is unable to cope with any difficulties, they turn to us for help.
Whether it is drilling works, dumping or clearing works, preparation of PGS, bring or take away the cargo.
For example, during the work season, when we have charter flights, if there are vacant seats, we notify the administration about the possibility of taking cargo or transporting residents from among the socially vulnerable segments of the population.
Another example is the purchase of local products: meat and fish at economically reasonable prices for the ulus themselves.
In general, we try to use the services of a local small business.
Helping each other is very important to us.
— Reindeer husbandry plays an important role in the life of the Arctic uluses.
And in this part, ALROSA conducts a number of works - takes preventive measures against poaching, monitors the migration of wild reindeer, provides direct support to reindeer husbandry.
How do you interact in this part?
— The roots of interaction in this part also go to the origins of the formation of the Society.
This is coralization, counting livestock, for this we provide aviation.
There have been cases where we have transported deer to mix populations.
We also provide direct support, participate in the Day of the Reindeer Herder.
This, by the way, is a big and important holiday in the life of reindeer herders, and, probably, it can be compared with Ysyakh.
— Pavel Alekseevich, you are the President of the Regional Public Organization “Judo Federation of the Republic (Sakha) of Yakutia ”.
What does this mean for the development of judo in Yakutia?
Sport is always a financial expense.
So, with the permission of the parent company, we annually send 4 million rubles for the development of the federation, for trips to competitions, for holding regular sports competitions, for equipping teams.
All this is done in order to ensure the development of young people, to open the beautiful world of sports to young people.
And sport is, at a minimum, discipline, hardening, and possibly a professional path.
« LOCAL STAFF – INTO INDUSTRY »
- Industry in the coming decades will remain the flagship of the development of socio-economic development of the republic.
The government of the region sets a common key task of training and employment of the local population in industry.
What are the indicators of this work in the “Diamonds of Anabar ”?
— The company initially, from the moment of its formation, had a policy of employment of local personnel.
So, the vast majority of our employees, which is about 97%, are residents of Yakutia.
At the same time, the share of residents of the Yakut Arctic is about 14-15%.
For the republic, this is very important, which means it is important for us, because the employment of local personnel is the formation of a new mining school in Yakutia, it is also a multiplier effect.
Thus, the republic receives not only tax and non-tax revenues, but also, to put it simply, our employees spend their salaries within the region.
And this is income for local business and the local budget.
This is a multiplier that needs to be taken care of.
If we talk specifically about the Agreement on mutual cooperation on the implementation of the priority project of the RS (I) “Local personnel in industry in 2018-2022 ”, then within the framework of the implementation of the agreement, such key performance indicators as: employment of unemployed citizens, including for seasonal work, are being fulfilled.
This includes the employment of young professionals under the age of 30 and unemployed citizens living in rural areas.
We organize professional training and additional professional education for Yakuts, employ them and organize internships for young specialists at the expense of the Company.
So, in the framework of this program, 1184 people were employed, 262 people were trained, 88 people underwent internships for the period from 2018 to 2021.
And to realize the human resources potential, we create conditions for professional and personal growth of employees, the formation of a sense of corporate commitment, provide a decent level of remuneration.
— Speaking of remuneration, work in such a company is stability in personal financial terms.
How much do employees earn on average?
— The average salary for Almazy Anabara JSC is 211 thousand rubles.
In the field, an average of 107 to 274 thousand rubles, depending on the profession and category.
In the city, the average salary is 105 thousand rubles.
And as I said earlier, good wages and working conditions are what is needed to secure people in the North.
There are no other recipes.
And we try to keep that bar.
- At the end of last year, ALROSA CEO Sergei Ivanov, addressing the staff, reported on the indexation of salaries by almost 5%.
Does this also apply to the Anabar Diamonds?
This also applies to our employees.
The wage indexation from July 1, 2021 was 4.91%.
In addition, since January 1, 2022, in order to increase the level of real wages of employees, an increase in wages by 8.13% was made, except for the management of the company.
- Pavel Alekseevich, we just celebrated the International Day on March 8, so we can not help asking about the female half of the company.
How many are in the company?
In what professions are they represented and are there any unusual ones among them?
We know that in ALROSA, for example, there are women rattlers, drivers of road trains.
- In fact, we traditionally have a male team, but, nevertheless, along with men, we also have women.
In total, we have 82 of them: 18 of them work in management, 47 specialists and employees, 17 have working professions.
In 2021, they began to accept women for production facilities (editorial note – in the mines), so at the moment there are 5 women working there as cooks and cleaners of office premises.
In future plans to expand the range of professions for employment of women.
And of the unusual professions, I don ’ t even know how unusual they are, but we have women geologists, surveyors.
How often do women work in the company?
- In 2018, 49 representatives of the beautiful half of humanity joined our ranks, in 2019 - 31, in 2020 - 9, and in 2021 - 18.
In total, in 2018-2021, we have 107 women in our work.
Taking this opportunity, on behalf of the male part of the Almazov Anabar team, I congratulate all women on the International Women ’ s Day, I wish all kinds of pleasant things, good mood and confidence in the future.
And we, men, will try our best to ensure it.
1. Help
The list number of employees in 2021 was 2317 people, of which 97% (2238 people) are residents of Yakutia.
Revenue in 2021 amounted to 32.4 billion rubles (in 2020 - 22.9 billion rubles), the growth is explained by the restoration of the diamond market, increased demand for rough diamonds.
Net profit was received in the amount of 11.7 billion rubles (+ 19% by 2020).
"Diamonds of Anabar" in the life of Anabar ulus.
Marina Popova, cook:
I am myself from the heritage of Yuryung-Hai Anabar ulus, a representative of the local population.
I work at the Talakhtah site of the Mayat mine.
I worked here last year.
And it happened simply: I got a call from the administration of the heritage and told that they were recruiting women cooks, asked if I wanted to work.
I said yes.
In general, this is my whole story about how I became a rotational method of working as a cook.
Last year, I worked for five months, from mid-June to November.
This year I have a second race since January 12, in the same section of Talakhtah.
Remarkably, I was the first woman on the station.
Now the two of us, the second colleague works as a cleaner.
There are four cooks, me and three men.
There are two cooks on the day shift and two on the night shift, I work during the day.
There are about 270 of us here.
Working conditions are good, why not work, especially since it is well paid.
A good salary gives you opportunities.
Olga Timofeeva-Tereshkina, Chairman of the Association Dolgan RS (I), member of the Coordination Council of the Association of KMNS RS (I):
I would like to note at once that since the foundation of the company "Diamonds Anabara" in our Anabar ulus in the distant 90s, the right strategy of social policy and activities of the company in the territory of residence of indigenous peoples of the North was initially chosen by the Head of the district then, respected and revered by all of us, Nikolai Yegorovich Androsov.
This, firstly, taking into account the interests of the local population, supporting traditional economic activities, secondly, to make the ulus industrial and agricultural, thirdly, the wealth of Anabar land should be used for the benefit of the socio-economic development of the region.
And now we see how it all came to life and continues to work.
Last year, in December, when there was the fourth Congress of the Dolgan of the Republic in Yuryung-Khai, guests were able to see in reality that reindeer herders are one of the richest people in the region, many have good, new good houses, special equipment, many young reindeer herders, and what is remarkable, the girls marry our reindeer herders not only from the local, but from the central uluses, from the Krasnoyarsk Territory. Among them are those with higher education.
It's an indicator.
Even in the 1970s and 1980s, it was hard to imagine that.
But reindeer husbandry is an ethno-forming industry and a family one.
A reindeer herder without a family with tundra is difficult.
And it was thanks to the financial support of ALROSA reindeer husbandry that we were able not only to keep reindeer husbandry from collapsing, but also to bring it to a stable level of development, and I hope that in the near future, our reindeer herders will be the same as in Norway, where they were able to preserve the traditional Arctic way of life combining it with the technologies and living standards of the 21st century.
This is our common goal.
Life in the North, in the Arctic must return, at its best.
Prepared by Andrey Shilov
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What are construction and maritime companies doing to promote and aid women in the field?

In the mineral and gold industries, long-term cooperation agreements have expanded opportunities for local employment, including for women.

The company allocated 109 million rubles to socio-economic agreements last year, with the same planned for 2022, often utilizing local small business services.

Supporting each other is a key value.

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?

The majority of employees, about 97%, are local to Yakutia, and plans exist to expand professional opportunities for women.

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

commit to gender equality in hiring practices

Between 2018 and 2021, 107 women were employed in new roles.

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

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

appoint women to traditionally male roles

Men in the company are committed to supporting gender inclusion.

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

In Anabar ulus, "Diamonds of Anabar" provides opportunities for women; one woman became the first at her station, followed by another as a cleaner.

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

Financial support from ALROSA has also contributed to stable local development, balancing tradition and modern technology.

There remain issues of unsafe practices and resistance to change, as seen when a proactive crane operator faced employer pressure.

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?

Crane operators use group communications to coordinate work and support each other, which aids responsiveness on the job.

Training and retraining programs facilitated by employment centers have allowed women like Lipchanka to enter labor specialties and significantly increase their earnings.

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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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?

create training and apprenticeship programs

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

educational programs
vocational training

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

The labor market currently favors motivated applicants, with minimal effort needed to secure employment.

Women are increasingly recognized at enterprises, as seen in March 8 contests and leadership positions, including deputy chief mechanic roles.

Title:

Content: Society
The staff of PZTM congratulated the employees on the upcoming March 8
The team of the Petropavlovsk Heavy Machinery Plant has 480 people.
135 of them are women.
On the eve of the spring holiday, the management of the enterprise organized a solemn meeting.
VALERY VASILIEV, Chairman of the Trade Union Committee of PZTM JSC:
- We decided to organize rest and leisure for our beloved and respected women at the plant.
Invited artists of the Philharmonic.
I would like to congratulate all women not only of the factory, but all women of our state, our republic on the upcoming International Women ’ s Day.
By March 8, a beauty contest was organized among the female half of the team.
It was attended by 12 representatives of the fair sex.
As is customary in such competitions, the main beauty of the plant was chosen.
Voting took place in social networks.
The rest of the participants received diplomas of the 1st, 2nd, 3rd degrees and certificates.
VIKTOR KOLESNIKOV, Executive Director of PZTM JSC:
It was a hard fight.
The women were all good to be involved.
A lot of people voted.
Instagram posted photos of women who were voted for by fans.
Among the participants of the beauty contest is Alma Imanbetova.
Her work experience is more than 20 years.
ALMA IMANBETOVA, press-vulcanizer of JSC "PZTM":
Our work is very hard.
It is more difficult for women to work in such an enterprise.
We get rewards for that.
I am pleased with my leadership.
They support, often give prizes.
International Women ’ s Day, of course, is no exception.
The beauty contest at the Petropavlovsk Heavy Machinery Plant is held for the first time.
The women received memorable gifts.
Valeria Sivash

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

Notably, staffing shortages in technical fields have prompted further training initiatives for women in Russia and St. Petersburg.

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?

educational programs
vocational training

Women’s achievements are celebrated, such as Olga Alexandrova winning the "Social Project of the Year" for Norilsk Nickel.

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.

One woman learned to drive a loader despite ridicule and bullying to improve her income and help pay for her children’s treatment.

Title:

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.
Noura learned to drive a loader and braved bullying to help her husband treat her two sons.
A video.
Noura put her two children with autism in front of her eyes and did not look at the difficulty and hardship of driving heavy equipment and decided to learn to drive "Lauder" to be the first woman in Upper Egypt to obtain a driver's license to improve her condition and help her husband to pay for the treatment of their two sons without considering the bullying she faced from the surrounding society in light of the customs and traditions that restrict women in Upper Egypt
Noura Jamal Taha Mohamed, 36, daughter of Assiut, said that I am married and have three children, including two with autism, and since their birth, my husband and I visit doctors ’ clinics to treat them, and they are all in schools. I learned to drive a loader and challenge all the ridicule and bullying so that I can improve my income to help my husband to pay for my children ’ s treatment.
Noura added: I learned from my friend about the announcement of the initiative of a decent life at the training center about training young people on crafts and applied to learn the craft of construction, but when I went to the training center I found the teaching of driving heavy equipment, so I decided to learn to drive the loader equipment and there were many challenges ahead of me.
She continued: When I asked the management of the training center to apply to learn to drive the loader, there was a great surprise from them, especially since it is an effort on any girl, but after presenting my request to the management of the training center, I found a welcome and support for me and joined the training on driving the loader and learn about all the basic tasks that follow during driving and check the stomach before operating it for the availability of safety means during driving.
She continued: I found great support from my husband, unlike the community that faced my desire to bully me, but this was an incentive for me to achieve my ambition, especially as I was putting my children in front of my eyes to find a source of income to help me with my husband in completing their treatment journey and not need anyone.
After receiving my driver ’ s license, I will seek to find a real job opportunity within a company that values women ’ s work, especially as I seek to develop my life for the better.
Noureddine Ahmed Mostafa Darwish, a heavy equipment trainer at the Assiut training center, said that the center provides training services for a number of equipment and trades, including training equipment on loaders, excavators and other heavy equipment, but for the first time in Assiut, a woman is applying to learn to drive a loader.
Noureddine added that “Noura ” was quick to respond during the training period due to her love for this profession and this helped greatly in passing the tests and showed proficiency in the speed of receiving information and going through the experience without fear or hesitation and I did not face any difficulties in training her only at the beginning because she is a woman undergoing a huge experience as a heavy stomach driving for the first time but she excelled after.
When Noura applied for a heavy equipment driving course, we asked her to think and slow down on this matter, especially as she was the first woman to apply for such courses, but we found her determination to take this course, so we presented the matter to the head of the agency, who welcomed the order and asked us to support her.
https: / / fb.watch / kLkP7r8 _ TB /? mibextid = NnVzG8

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

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

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

being able to combine work and family
being able to support their families

She found great support from her husband, which motivated her to pursue her ambitions in the face of community resistance, driven by the need to provide for her family.

Title:

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.
Noura learned to drive a loader and braved bullying to help her husband treat her two sons.
A video.
Noura put her two children with autism in front of her eyes and did not look at the difficulty and hardship of driving heavy equipment and decided to learn to drive "Lauder" to be the first woman in Upper Egypt to obtain a driver's license to improve her condition and help her husband to pay for the treatment of their two sons without considering the bullying she faced from the surrounding society in light of the customs and traditions that restrict women in Upper Egypt
Noura Jamal Taha Mohamed, 36, daughter of Assiut, said that I am married and have three children, including two with autism, and since their birth, my husband and I visit doctors ’ clinics to treat them, and they are all in schools. I learned to drive a loader and challenge all the ridicule and bullying so that I can improve my income to help my husband to pay for my children ’ s treatment.
Noura added: I learned from my friend about the announcement of the initiative of a decent life at the training center about training young people on crafts and applied to learn the craft of construction, but when I went to the training center I found the teaching of driving heavy equipment, so I decided to learn to drive the loader equipment and there were many challenges ahead of me.
She continued: When I asked the management of the training center to apply to learn to drive the loader, there was a great surprise from them, especially since it is an effort on any girl, but after presenting my request to the management of the training center, I found a welcome and support for me and joined the training on driving the loader and learn about all the basic tasks that follow during driving and check the stomach before operating it for the availability of safety means during driving.
She continued: I found great support from my husband, unlike the community that faced my desire to bully me, but this was an incentive for me to achieve my ambition, especially as I was putting my children in front of my eyes to find a source of income to help me with my husband in completing their treatment journey and not need anyone.
After receiving my driver ’ s license, I will seek to find a real job opportunity within a company that values women ’ s work, especially as I seek to develop my life for the better.
Noureddine Ahmed Mostafa Darwish, a heavy equipment trainer at the Assiut training center, said that the center provides training services for a number of equipment and trades, including training equipment on loaders, excavators and other heavy equipment, but for the first time in Assiut, a woman is applying to learn to drive a loader.
Noureddine added that “Noura ” was quick to respond during the training period due to her love for this profession and this helped greatly in passing the tests and showed proficiency in the speed of receiving information and going through the experience without fear or hesitation and I did not face any difficulties in training her only at the beginning because she is a woman undergoing a huge experience as a heavy stomach driving for the first time but she excelled after.
When Noura applied for a heavy equipment driving course, we asked her to think and slow down on this matter, especially as she was the first woman to apply for such courses, but we found her determination to take this course, so we presented the matter to the head of the agency, who welcomed the order and asked us to support her.
https: / / fb.watch / kLkP7r8 _ TB /? mibextid = NnVzG8

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

being able to combine work and family
being able to support their families

Women are increasingly entering the construction sector to address labor shortages, particularly as many veterans are retiring and more doors are being opened.

Title:

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

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

Working in construction allows women like her to contribute visibly to building projects, with the pride of saying, “I worked on this and built that.”
Wallace, the first college graduate in her family, sees obtaining a contractor’s license and founding her own company as a way to create generational wealth and legacy.

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

She wants future generations to see the family legacy she started in this field.

Jenny Parker expresses her love for her construction job, even through the physical demands of the work, such as dealing with heat, sweat, and stained clothes.

Kiolis MHI in Dubai, a leader in transportation, has won the NAFES Award for Emiratisation Excellence for two years in a row, showing a strong commitment to equal opportunities for men and women.

Title:

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

This reflects the company’s dedication to empowering women in various roles within the organization.

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

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

The UAE’s efforts in Expo 2020 Dubai highlight women’s participation and leadership, showcased by the special Women’s Pavilion.

Title:

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. ”

Nauf Omar’s aspiration to participate in Expo 2020 began in high school, demonstrating women’s long-term ambition to be involved in major projects.

At Amazon, efforts to create a safe and supportive environment for women help them excel in the workplace.

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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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Historically, women have lacked equal opportunities in construction and related industries, which remains a significant diversity challenge.

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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.

Mentoring schemes are being adopted as a way to help women survive and advance in aviation, aerospace, and related sectors.

These programs attract talented female candidates, supporting both diversity and inclusion while creating more appealing workplaces.

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

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

Initiatives like “Your Equipment is Your Company” prepare trainees for labor market entry and train professional technicians in construction and heavy equipment.

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Content: The initiative (Your equipment is your company) qualifies trainees for the labor market..
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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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The first batch of this initiative trained 25 people, including 15 on operating wheel loaders and 10 on maintenance and repair.

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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?

educational programs
vocational training

In the mining sector, while gender equality lags, the proportion of female managers in the top 500 companies rose from 4.9% in 2012 to 18% in 2022.

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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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Industry is moving away from muscle-based work, underscoring that leadership and participation require active engagement, not physical strength.

Both men and women need to be involved in advancing gender equality to ensure lasting change and prevent regression in hard-won gains.

The number of female drivers in heavy industries has increased by 80% over the past 20 years, drawing growing attention to gender diversity in construction and logistics.

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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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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?

Women like Maggie Selagea are among the thousands joining traditionally male-dominated sectors.

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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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Super-popular
More >

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

Female workers are shown to avoid risk and prioritize safety, leading to fewer accidents and fines.

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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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Women are earning stable incomes, such as one who saved over 70,000 yuan in less than a year.

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Content: People 's Daily Online > > Economy and Technology
Let farmers live sesame blossoms high
January 14, 2022 06: 07 | Source: People's Daily - People's Daily
Small number
Figure 1: Shuangfeng County in Hunan Province develops lantern manufacturing and processing industry, driving farmers to increase income.
Recently, in the employment poverty alleviation workshop of Sangyuan community in Jinkai Street, employees are driving red lanterns.
Photo by Naijihui (People 's Vision)
Figure 2: In the corn drying field of Sanzha Village, Sanzha Town, Ganzhou District, Zhangye City, Gansu Province, large-scale thresher carried out corn threshing operations.
Photo by Yang Yongwei (People 's Vision)
Source: Ministry of Agriculture and Rural Affairs
Core reading
Just past 2021, from the beginning to the end of the year, the majority of farmers worked hard and worked hard, in exchange for heavy harvests.
This year, absolute poverty has been eradicated, mountains and villages have changed dramatically, mountains and rivers have become a well-off society, and things have been good for the people and the years have been good.
Looking back, the harvest is full; looking forward, the future can be expected.
This year, the 20th National Congress of the Communist Party of China (CPC) will be held to ensure a stable and healthy economic environment and a peaceful social environment.
The new journey of the new mission, the development of "three rural" to open a new chapter, consolidate and expand the achievements of poverty alleviation, comprehensively promote rural revitalization, so that the majority of farmers' lives sesame flowers high, the field of hope is full of vitality.
Grain farmer Qiu Jiebo
High efficiency chain extension
Our reporter is calm.
"As long as we find the right way, there is a great future for agriculture," said Qiu Jiebo, an 85-year-old in Qinyan Village, Henghe Town, Cixi City, Zhejiang Province.
University mechanical engineering graduate, he returned to the village in 2010, registered a family farm, planting wheat, rice and other food crops, and now has been dealing with crops for more than 10 years.
Gideon has a good policy.
The city will give 20,000 to 30,000 yuan a year to college students under the age of 35 who return to their hometown to start businesses.
Qiu Jiebo said that many young people have gone out to work, and the village still relies on machinery and technology to grow land.
In June 2020, Qiu Jiebo purchased the first unmanned rice transplanter in Cixi City, relying on Beidou positioning system and Internet of Things technology to “intelligently upgrade ” the traditional rice transplanter. Qiu Jiebo lamented:“ The intelligent agricultural machine can plan the optimal route by itself, complete automatic rice transplanting, intelligent obstacle avoidance, turning and other operations, which is very convenient! ”
In Cixi, the late rice harvest begins in early November every year, which is also the busiest day of Qiu Jiebo - receive the study tour team during the day, take the students to experience cutting rice, beating rice, drying, and grasp the processing of rice at night, packaging finished rice.
"Last year, I planted more than 200 mu of rice, all of 'Jiahe 218' high-quality japonica rice, each mu yield of thousands of jin, half sold to the grain warehouse, about 1.5 yuan per jin. The rest of the processing sold to the market." Qiu Jiebo said of the grain industry is very proud.
Over the years, he registered a trademark and took the brand route, "our rice can sell 3.5 to 4 yuan per catty, and the husk is provided to the farmers as feed, 7 yuan per catty, and the gross profit can reach more than 100,000 yuan a year."
From planting to hosting, to processing and sales, and rice paddies to study, Qiu Jiebo tasted the sweetness of elongating the food industry chain.
The town is a key food producing area in Cixi City.
In the past two years, the town has set up a professional cooperative association of Jinsui Agricultural Machinery Service Co., Ltd., and the young Qiu Jiebo was elected as the head of the association. Grain farmers integrate into the modern agricultural industry chain.
Qiu Jiebo said confidently: "We will definitely expand the area of grain growing."
A few days ago, the farm has signed a new transfer contract for 300 acres of land.
Next, we must strengthen rice processing, carry out socialized services, and let more farmers meet a bumper harvest through mechanized grain growing. "
Expatriate worker Li Rui
Stable income in hand
This reporter is often Qin
Li Rui started a new day of work at a construction site in Xiongan New District of the Second Bureau of China Construction and Construction: Wear gloves, fasten safety belts, and prevent falling ropes, and in less than five minutes, skilfully climbed from the ground to the 50-meter high cab.
As a tower crane female driver, this less than 5 square meters of the "square grid" is Li Rui's big stage - hook, lift, yard... a series of actions clean, steel, cement, scaffold pipe and other building materials are accurately placed in the designated position.
"Eye sharp, accurate, careful, eat craft rice, heart steady!" Li Rui spirit, it is difficult to connect this double fiber slim hand with the huge tower crane boom.
In March 2021, Li Rui bid farewell to his hometown, Guizhou Bijie, and came to Xiongan New Area to work. "Less than one year, she saved more than 70,000 yuan."
The job of a tower crane driver is not easy to do.
Li Rui said: "At the beginning of climbing up and down, the legs are soft, palms are sweating, and every day to complete the workload of 80 to 100 cranes, which requires excellent psychological quality and superb operation skills." And...
A skill in hand, the monthly income "rose high", rose to more than 9,000 yuan.
Li Rui told reporters that the construction site has now set up a "special account" mechanism for the payment of wages for migrant workers.
"The monthly salary hits the personal card on time, timely and convenient.
I give money to my old relatives every month, and I feel full of achievement.
This is not, and to the child to buy a phone watch, direct video call, can be convenient! "
In addition to income, Li Rui also praised the living conditions of the construction site. “In winter, you can take a hot bath at any time. ” She said that the construction site is getting better and better for migrant workers, and every dormitory is equipped with air conditioning, 24-hour hot water, and the food is delicious and the price is not expensive.
Now the construction industry for technical jobs more and more demand, speaking of their career planning, Li Rui out a "learning investment plan": she every month from the salary to take part in the purchase of learning materials and apply for professional certificates, "art more than pressure, I plan to test an excavator certificate."
In the past year, the construction of Xiong'an New Area has been changing with each passing day, and buildings have been constantly refreshing the "height".
Li Rui is not only a "beautiful dancer" in the sky, but also a witness to the growth of the Xiongan New Area. "Look, this is the building I took from the height, beautiful..." From digging the foundation to building the tall building, from the mud and water to planting, a photo in the mobile phone is the common growth log of Li Rui and this new city.
"My New Year 's wish is to bring my children to the construction site and tell him about the happiness of growing up with the city." Li Rui' s words are full of pride.
Zhang Kang, Head of the Village Revitalization Team
Raise the lives of the poor to a higher level
Our reporter Wang Hao, Li Xiaoqing
The green mountains are stacked, a ridge of tea trees like a green belt coiled.
Zhang Kang took a deep breath, refreshing air accompanied by the fragrance of tea into the heart and spleen, "good ecology will certainly grow a good product."
In May 2021, Zhang Kang, who works at the statistical bureau of the Enshi Family Miao Autonomous Prefecture in Hubei Province, “moved ” his office to the deep mountains and became the leader of the village revitalization team of Dongzhou Village in Hefeng County.
After taking over the baton, he took lessons from the former team leader, and then held a forum without stopping and looking for villagers to do their homework.
Zhang Kang, chairman of the Standing Committee of the Political Bureau of the Communist Party of China (CPC) Central Committee, made the remarks at a meeting with visiting
Opening the account book of the village: In 2018, the whole village was lifted out of poverty, and cement roads and running water were opened; in 2020, the per capita net income of farmers was more than 12,000 yuan...
The industry ’ s “strength ” is growing.
In the past, the villagers almost planted tea at home, but these years the market changes fast, the villagers can not keep up. "As long as we find the advantages, improve the industrial competitiveness, tea will be able to sell a good price." Zhang Kang calculated that the village is clean and beautiful, this is the biggest advantage, take the road of green development, and can not be wrong.
How to promote the new technology? Will the villagers accept it? There are many challenges ahead.
Zhang Kang and the team members held a mobilization meeting in the village, looking for large growers to demonstrate, and helping the villagers to pick up the fine accounts. "We docked with the tea factory, and the quality is good, which is higher than the market price." A trip to work, everyone's bottom is enough.
"With the organic fertilizer, the output has increased, the quality of tea is better, and each mu can earn 500 yuan more," tea farmer She Kunming said.
A family of tea farmers signed a commitment to green production, and a number of tea gardens were upgraded to ecological tea gardens.
At the end of the year, the price of fresh tea per catty was 50 yuan higher, and the tea industry is expected to drive farmers to increase their income by 3.5 million yuan a year.
With good mountains and good water, the development potential of the village is not small.
It is the new exploration of the village task force to make a workshop in the field and a tea garden into a park.
Zhang Kang opened a plan, 22 project construction points are densely marked, "When the forest fruit picking park, education and research base and other infrastructure is built, the planting and sales links can be opened," the "season harvest" becomes "season harvest", Zhang Kang said.
In October 2021, some villagers encountered a water problem. “The water tap at home does not water. ” Zhang Kang and village cadres investigated the problem, opened up water sources, and laid water pipes, and 17 villagers quickly drank tap water.
"Good management of water, in order to long-term benefit." The village team organized the villagers to set up a drinking water association, 19 pools, 25 water cellars have a special person responsible, many beneficiary farmers, party members representatives actively participate in the daily patrol.
The premise of rural revitalization is to consolidate the achievements of poverty alleviation. "We do everything in the village well, ensure that the help is kept in the file, and lead the villagers to stride toward the goal of prosperous industry, rural beauty, and rich farmers." Zhang Kangdao made his New Year's wish.
Layout: Cai Huawei
People 's Daily (January 14, 2022, 18 pages)
(Editor: Yang Guangyu, Yue Hongbin)
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What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

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

Operating heavy machinery like tower cranes is demanding, yet women demonstrate pride and competence in these roles.

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

Some companies face labor shortages and are actively seeking both male and female applicants for heavy labor positions.

Title:

Content: China's heavy labor sector lacks men, more women are beginning to fill the gap
Labor shortages caused by low birth rates and an aging population are pushing more Chinese women into traditional male occupations such as construction and transportation, and the Maoist “Iron Girls ” are back.
Previously, Zhang Jianli employed only male workers at his construction site in Chifeng City, Inner Mongolia, and his online job advertisements specifically stated “Do Not Worry with Women ”.
But there are fewer people living today, Zhang said, and he gave up on the rule.
He now pays 160 yuan (about 25 U.S. dollars) a day for workers who move wood and bricks, about one-fifth less than the men in the same job.
He said in a job advertisement that both men and women could apply.
Most of the women Zhang recruited were 40 or 50 years old.
He said that these people are hardworking and rarely complain.
Chinese women are increasingly taking on the heavy labor that has long been dominated by men in construction, transportation and other industries, contrary to traditional gender roles in China ’ s vast labor market.
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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

Employers are expanding their talent pools, building training centers, and encouraging vocational school recruitment to attract new talent.

Title:

Content: People 's Daily Online > > Economy and Technology
Enterprises everywhere actively fulfill their social responsibility to promote employment -
Innovation, recruitment, cooperation, stable use of talent (do everything possible to stabilize and expand employment ③)
Our reporter Yao Xueqing, Qin Ruijie, Zhai Qinqi
June 6, 2022 08: 53 | Source: People's Daily - People's Daily
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Core reading
In recent years, local enterprises have actively fulfilled their social responsibilities and made efforts to stabilize and expand employment opportunities.
Innovative recruitment form, online and offline combination; enhance school-enterprise cooperation, targeted training of talents; optimize the training mode, improve the targeted employment... more accurate recruitment services, so that job search is more convenient and efficient.
Innovative forms of recruitment
Online and offline combination
"Jiangsu Nanjing Longxin settled in Lishui Economic Development Zone in 2020. Its parent company, Guangdong Longdian Huaxin Group, is a leading enterprise in the domestic lithium battery copper foil industry. Our company plans to produce 50,000 tons. Our products are positioned to serve high-end customers in the new energy lithium battery industry..."
Nanjing Longxin Electronic Technology Co., Ltd. administrative personnel manager Duan Gehong incarnate "anchor", with the "goods" is the position of the enterprise.
In order to serve this year's Spring Recruitment, in December last year, after recruitment and registration, Nanjing Longxin became one of the first "live broadcast" employers organized by the human society department of Lishui District.
Drinking is also scary in the dark.
The company plans to recruit 800 people in the first phase of this year and 1,500 people in the second phase of next year, mainly for mechanical and material graduates.
This live broadcast attracted more than 50,000 people to watch, including Nian Haowei, a recent graduate in mechanical engineering from Jincheng College of Nanjing University of Aeronautics and Astronautics. "Sounds like the future of the company is good, but not to look at it in the field, I am still not sure."
In order to solve the concerns of graduates, beginning in mid-January this year, enterprises for colleges and universities with concentrated employment intentions, organize "cloud open day" experience visit activities.
"We set up a number of aircraft, carefully designed the tour route, from the construction project to the installation of the production line, from the staff dormitory to the factory environment, all the way to introduce all the way to exchange." Duan Ge Hong said.
After the "cloud visit" enterprise, Nian Haowei put out a job resume and performed well in the remote interview.
"Different from the simple online interview, with the first two innovative activities laid the foundation, we have a deep understanding of the enterprise, can help us to accurately employment."
This is a microcosm of Nanjing's various types of enterprises fulfilling their social responsibilities and stabilizing and expanding employment around innovative industries, major engineering projects and social and livelihood needs.
On the one hand, recruitment services are more accurate.
Jiangsu Phoenix Publishing Media Group, Nanjing Tianjia Environmental Technology Co., Ltd. and other local enterprises, in the enterprise platform and recruitment website to publish recruitment information, actively participate in major projects organized by the human society department live broadcast, college graduates network recruitment fairs and other special activities.
In the first quarter of this year, the city held 638 recruitment activities, attracting more than 10,000 enterprises and providing more than 100,000 jobs.
On the other hand, expand the source of supply.
A number of enterprises not only drive local employment through the "Nanjing Metropolitan Area Public Employment and Entrepreneurship Service Platform", but also provide job information from other places and participate in overseas recruitment.
Under the coordination of local social departments and labor departments in Zashui County, Shangluo City, Shaanxi Province, the Dongrun Group, Guansheng Auto Parts and Aoguang Group and other enterprises in Gaochun District have introduced a total of 114 workers from Zashui County, Shaanxi Province, to ensure that employees can stay and use them well.
Building a Training Center
Deepening School-Enterprise Cooperation
In the Xinhua Department Store Logistics Park in Yinchuan City, Ningxia Hui Autonomous Region, employees are skillfully operating forklifts in the nearly 20-meter-high shelves, picking up and discharging goods in one go.
Fast on hand, skilled in operation, not long after entering the job, the substitute star has become the leader in the same session.
"In the school on the special study, there is a forklift operation certificate, see these is not afraid," said the star.
Ningxia Xinhua Department Store Modern Logistics Co. Ltd. is the head logistics enterprise in Ningxia.
However, for a long time, the company lacks the skills of new employees, go to vocational schools to recruit, but find it difficult to meet the demand.
"The logistics industry is changing rapidly, and employees need to learn frequently, master new technologies and new skills." Zhao Junlong, general manager of the company, admitted that some colleges emphasize theory and practice, and teaching equipment is also behind enterprises.
"On the one hand is the industry 'talent shortage', on the other hand, the graduates' employment difficulties', so that the needs of both schools and enterprises are difficult to match," said Chen Zhixin, dean of the business school of Ningxia Vocational and Technical College.
In order to explore the mode of running schools and logistics personnel training in school-enterprise cooperation, in June 2019, Ningzhou-Xinba Logistics College was established, becoming the first logistics college jointly built by schools and enterprises in Ningxia.
Entering the practical training center of the logistics college, the most eye-catching is the three rows of orange-yellow fully automated operation cabinets.
In the shelves, logistics management students wear helmets to shuttle, next to the cabinet, forklifts, automatic picking devices, balers and other teaching equipment are placed separately.
This is according to the Xinhua Department Store Logistics Park copied out of the training base, the star has studied here, gradually familiar with the working state of the enterprise.
In the training center, not only is the environment between the school and the enterprise highly similar, but the training of students' work skills is also in step.
In order to train students who want to enter the company, Xinhua Department Store Hyundai Logistics Co., Ltd. set up a "recruitment class", sending old employees and school teachers to teach together. After training, graduates can have more than half of the possession of documents.
Due to the early learning of "logistics information technology" and other information skills training courses during the school, Star quickly entered the logistics information management department from the business base, and took charge of the distribution of tens of thousands of logistics orders every day, becoming the backbone of the department's business.
Today, Ningxia school-enterprise cooperation has built 11 autonomous region-level "double-teacher" teacher training bases, selected and trained 25 autonomous region-level teacher teaching innovation teams, and formed 20 industry vocational education and teaching steering committees.
These colleges are gradually becoming a platform for enterprises to cultivate talents and improve the comprehensive ability and professional quality of their employees.
Enterprise building stage
Play the value of talent
In early summer, the Baiyun Ebo Mine Area in Baotou City, Inner Mongolia Autonomous Region, was scorching during the day and cold at night.
After dinner, eight young people from the technical group of Baoshan Iron and Steel (Group) Company's Baiyun Ebo iron ore mining operation department hurriedly changed into thick tools and rushed to the mining site to carry out the night inspection task.
Among the eight people, Li Yonghua is the head of the technical team of the mining operation department.
Although the working environment is more difficult, but this kind of grinding is what we must go through.
We are very confident about our future career development. "
Li Yonghua ’ s hometown is Qingshuihe County, Inner Mongolia. In 2013, he graduated from Inner Mongolia University of Science and Technology with a major in mining engineering and came to Baiyun Ebo Iron Mine of Baoshan Iron and Steel (Group) Company.
Here, Li Yonghua saw the remote control of the drilling rig, intelligent electric shovel, unmanned operation of the large mining truck, "as a mining professional graduate, in such a mining area work, is a good opportunity to learn."
Being able to access advanced equipment and technology is also very helpful to our ability to improve. "
"In order to make the best use of the knowledge and skills of more young professional and technical personnel, we should build a platform for them to realize self-value." Zhao Xisheng, director of organizational department of Baoshan Iron and Steel (Group) Company, said that in recent years, Baoshan Iron and Steel (Group) Co., Ltd. It also alleviates the difficulty of employment for mining graduates.
"Relying on network recruitment, campus recruitment, market-oriented selection and employment and other methods, we combed the future development needs of enterprises at multiple levels, implemented refined recruitment, relaxed recruitment conditions for special talents in accordance with relevant policies, opened the door to universities and society, and recruited more than 1700 new employees in 3 years." Zhao Xisheng said.
Today, Li Yonghua travels to and from the mine every day, organizing and coordinating the work of pumping water, draining holes, charging and blasting. "Coming to Baoshan Iron and Steel is like coming to a big school again.
There are excellent old masters with us, the company also tailor-made skills upgrading courses for us, everyone to study and discuss together, improve the business. "Li Yonghua said.
At present, more than 500 people have been awarded the honorary title of various high-level talents in the autonomous region and Baotou City, and 31 teams have been rated as various innovative and entrepreneurial teams in the state, autonomous region and Baotou City.
People 's Daily (June 6, 2022, 12 pages)
(Editor: Wang Zhen, Chen Jian)
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What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

Flexible employment programs, such as positions tailored for mothers or roles offering adaptable schedules, allow women to balance work and family commitments.

Title:

Content: People 's Network > > Education
Zhongshan "mother 's post" why call
August 09, 2022 08: 16 | Source: Guangming Daily
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Original title: Zhongshan "mother 's post" why call
In Chengdu, Sichuan Province, children visited the construction site where their mothers worked.
In recent years, the "mother's post" in Zhongshan City, Guangdong Province, and other places have attracted much attention.
As the name suggests, this is a special position for mothers, with flexible working hours so that mothers can balance family and work.
In other words, the key word of “mother ’ s post ” is flexible work and flexible management.
Women are not only the main body of reproduction, but also the important human capital of society.
Maternity issues and employment issues are intertwined here “she ”.
With the implementation of the "comprehensive three-child" policy, it is more urgent to reduce the family's fertility costs and ease the pressure of female parenting.
In the context of the decline of the demographic dividend, it is also true to attach importance to half of the human capital of "she". "Mom's post" allows mothers to return to the workplace and realize their personal social value, which is an attempt to reshape the employment environment and gender concept.
So, what are the forms of flexible and flexible employment of "mother's post"?
What value and impact will it have?
What are the implications of the current exploration?
Let's share our concerns.
“Mom wants it and wants it. ”
In the port town of Zhongshan City, Huang Chunhua, a 29-year-old female worker, took down a sound host that appeared at a constant speed on the conveyor belt and expertly affixed operating instructions to the bottom of them.
These speakers will then float across the sea and appear on the shelves of supermarkets in Europe and the United States.
Although this kind of work has to be repeated hundreds of times a day, she can get about 4,000 yuan in a month.
And the working time is very flexible, you can ask for leave at any time, the vacancy of the leave is filled by the on-site all-around workers, and the delayed working hours can be selected in other times of the month whether to fill up.
This allows Huang Chunhua no longer to pick up children to and from school and work time conflict and experience inner ripping.
It is worth mentioning that her salary income and welfare benefits should not be affected at all.
In Zhongshan, this kind of work that allows mothers to both work and earn money and take care of their children, flexible scheduling of time, has a loud and warm name: Mom Gang.
It is understood that in the company where Huang Chunhua worked, there are 236 "mother posts" like her, accounting for about one-third of the company's front-line employees.
In the whole city of Zhongshan, more than 160 enterprises have set up "mother's post", and the number of posts exceeds 4,000, and it is still growing.
At the same time, in Foshan, Guangdong, more than 250 enterprises have opened "mother's post", covering e-commerce, business, industrial production, domestic service and other fields, providing employment opportunities for more than 3,200 mothers.
Similar attempts have been made in some parts of the country.
A pharmaceutical factory in Jiangxi Jian Xijiang County has set up a production line for left-behind mothers; in Chongren County, Fuzhou, clothing enterprises have set up sewing "community workshops" near the school to attract mothers to work.
In recent years, China's fertility policy has been intensively adjusted and gradually liberalized, following the implementation of the "comprehensive two children" in 2016, last May, the "comprehensive three children" era officially opened.
In this context, reducing the cost of childbearing and alleviating the pressure of childcare have become the focus of social attention.
A number of studies on the desire to have children have found that because women spend more time caring for their families, career development is limited and income is reduced, causing them to hesitate in multi-child decision-making.
Shen Yang, associate professor of the School of International and Public Affairs of Shanghai Jiao Tong University and researcher of the China Urban Governance Research Institute, cited relevant research in China that under the background of educational competition, the spread of "intensive parenting" has exacerbated the role conflicts faced by women.
Yang Juhua, a professor at the School of Ethnology and Sociology of the Central University of Nationalities, said that reducing the cost of pregnancy, childbirth, parenting and education is an important goal of improving the policy of supporting fertility.
In addition to the production stage, the guarantee of the upbringing stage also needs to be paid attention to, among which it is necessary to guarantee the rights and interests of the child-rearing subject to return to the stage of employment
From this perspective, the "mother's post" defuses the role of women, so that those who are forced to interrupt their careers due to childbirth can return to the labor market, even if only as a transition in a special period, which to a certain extent alleviates the economic pressure of childbearing families.
"This has a positive effect on alleviating reproductive anxiety among women of childbearing age and releasing their reproductive potential," said Chen Mei, an associate professor at Zhengzhou University's Business School.
How flexible employment is possible
Huang Chunhua and her workers encountered a job search dilemma before finding a "mother's post" job. "It is not that work requires overtime or travel, can not take care of home, or the company thinks that we can not devote ourselves to work."
However, on the other hand, under the impact of the epidemic, migrant workers have accelerated their return to their "home", and employment tensions have intensified.
In the face of the continuous recovery of the order volume, many business owners can only look at the "single" sigh.
In order to rush to complete the order, often in a hurry to "borrow people".
On one side, women who want to work are bound by their families and cannot “start ”, and on the other side, there is a large number of employment enterprises.“ Is it possible, we can make a link between enterprises with employment needs and women with employment needs? ”
In May 2021, the exploration of “Mama ’ s Gang ” was officially launched in Zhongshan.
Zhongshan people's social departments and women's federations at all levels have joined forces to visit labor units and collect information on the flexible work needs of some enterprises, and intend to start from the link of supply and demand information.
Hair stylists, oil sprayers, dates, general workers, room cleaners, assemblers … Soon, the first batch of employment information was released on the WeChat public account of Zhongshan City Women ’ s Federation, and this flexible work and flexible management employment model was officially named “Mom ’ s Gang ”.
The name just rang out.
"The number of clicks in two or three hours reached six or seven thousand, which is very rare," said Zhang Hui, director of the Missions Department of the Zhongshan Women's Federation.
In the comments section below, netizens left a message: "I hope to spread to all townships" and suggested adding some posts with certain cultural requirements such as editing and proofreading. "These feedback let us see the strong demand for women postpartum employment, and also strengthen the determination to continue to be a 'mother'." Yu Jiansi said.
In the promotion process, some people think that the "mother's post" is a part-time worker, a production worker or a part-time job.
In this regard, Guangdong Provincial Women's Federation President Xu Hong clarified that in fact, this is not the case, "mother's post" can also be a normal work of 8 hours, occasionally need flexible management positions, or the need for professional skills can work from home.
According to reports, after more than a year of exploration, "Mom Gang" has developed at least four different models.
The first is the flexible "mother's post" where Huang Chunhua is located, the company selects pure manual operation or low technical threshold from the original process of the assembly line to split out, female workers work 5 to 8 hours a day, commuting time is free to master.
The second is called the elastic "mother class", enterprises according to the performance and capacity of different machines, divided into different working hours, female workers can choose on their own.
The third is the outgoing "mobile post", for easy to carry, purely handmade small parts, enterprises regularly door-to-door delivery, timed door-to-door delivery, very friendly to women in high demand for family care.
In contrast, the last one is to be trendy, is the work place of the double flexible "mother new format post".
Such as creative design, copywriting planning, live broadcast anchors, e-commerce operations and other new flexible employment needs.
This kind of work is highly autonomous, flexible, and has certain requirements for professional skills, which is becoming the preferred choice of more and more white-collar mothers.
In Henglan Town, Zhongshan City, which has the reputation of "the hometown of Chinese flowers and trees", more than 200 "treasure mothers" have been transformed into "flower sisters" and live broadcast goods in local flower and wood stalls.
As the "sister" of IP, it is accelerating to develop.
“Mothers ’ posts ” increase female labor force participation
For the decision to set up a "mother's post", in the interview, some enterprises claimed to be out of social responsibility and other considerations of "making profits" behavior.
Huang Chunhua's company's head Yu Qing first thought so.
"Let the profit" said, the default premise is that the employment of postpartum women, enterprises to pay higher employment costs.
Take the assembly line where Huang Chunhua is, because mothers may take time off at any time, in order to not let the production be affected, the company has to add "all-round workers" positions in order to "top the post" at any time.
For enterprises, the loss of working hours, the transformation of production processes and management, etc., are indeed additional costs to bear.
Li Lei, a professor at the School of Economics at Nankai University, also pointed out that compared with men, due to the natural division of labor in childbirth and child care, women are at a disadvantage in terms of work time input and work continuity, which determines that enterprises may bear additional costs when hiring women.
But what Yu Qing did not expect was that although the women workers in the "mother's post" worked flexibly, their work performance was very strong.
They have counted that the "mother's post" staff turnover rate is low, stable at about 5%, while other employment models often 15%, and in some seasons even more than 30%.
And because of the strong sense of belonging and high loyalty, the work efficiency and product qualification rate of "mother's post" are also higher than that of ordinary workers.
Therefore, the company assured the production of high-end products to the "mother" staff.
Yu Qing's statistics and observations have been confirmed in earlier studies by Chen Mei and Li Lei.
In a paper published last year, two scholars found that the increase in the share of female employment has a positive effect on the export scale of enterprises, and the impact is greater in foreign-funded enterprises, skill-intensive enterprises, female-intensive industries, high-tech industries and areas with low female education levels.
More importantly, Li Lei added, in the long run, the policy bias or care for female employees during childbirth is of positive significance for enterprises to fully obtain the future benefits of human capital investment such as employee training, and harvest the productivity growth brought by inclusive and diverse labor groups, "which is conducive to reducing the labor cost of unit output in the long-term development of enterprises."
"At the beginning, it was the mentality of the enterprise to make profits to do this thing, and the enterprise eventually became the real beneficiary." Yu Qing said, after seeing the huge potential of "mother's post", the company absorbed more work shares to recruit "mother's post".
Right now, the new “sweet annoyance ” is that the company ’ s labor demand is still increasing, but“ the mothers who need it nearby are already employed. ”
In recent years, with the economic and social development of China, the fertility rate has decreased, the working-age population has decreased, and the demographic dividend has gradually faded and is irreversible. Chen Mei believes that women of childbearing age are both the main body of fertility and an important human resource. The use of skills to promote economic growth is of great importance.
It is also based on this, many scholars stressed that we should shift from the "demographic dividend" to pay attention to the "gender dividend", and pointed out that increasing the female labor force participation rate and realizing the use of the existing female population's labor force and skills can bring a new round of economic growth, and bring a wide range of economic and social impact.
Chen Mei and Li Lei both said that the exploration of this form of employment, "full of warmth and wisdom", "may form a win-win situation for employees, families, enterprises and the country."
Shen Yang also pointed out that the promotion of "mother's post" is conducive to the fundamental promotion of women's development.
Share the cost of birth
In the company where Huang Chunhua worked, "mother's post" is equal pay and equal treatment with other posts.
This also means that in addition to salary, the company has to pay 732 yuan of social security and 95 yuan of provident fund every month for every "mother's post" female employee.
However, a few months later, the company will save nearly 400 yuan per person per month, nearly half of the payment amount. In early July, the Zhongshan government issued a number of measures to vigorously promote the new mode of employment of "mother 's post", and formally implemented the work of "mother' s post" into the city 's State Council solid and stable economic policy package implementation plan.
The support document clarifies the tax relief, training support, employment service management and many other "mother's post" support policies, "including the amount of 'gold' is very high," said Xu Hong, chairman of the Guangdong Provincial Women's Federation.
According to the policy, every worker who successfully applies for a labor contract and signs a labor contract with the worker for more than one year and pays social security for the worker according to regulations, will receive 300 yuan of social security subsidy and 100 yuan of post subsidy each month.
If the qualified worker and the employer sign a labor agreement rather than a labor contract and pay social security in an individual capacity, then the social security subsidy of 300 yuan is paid to the mother herself.
In addition, whether it is labor contract employment or labor service employment, enterprises that successfully declare "mother's post" can enjoy a precision training subsidy of no more than 500 yuan per year; if the employed are people who are out of poverty or registered unemployed for more than half a year, then enjoy a variety of tax benefits of 7800 yuan.
It is understood that the special fund set up by the government of Zhongshan City reached 5 million yuan.
In order to promote flexible forms of employment such as "mother's post", Zhongshan people's social departments opened up online and offline information dissemination and recruitment channels, and carried out inspections and supervision according to law, and urged enterprises to implement labor laws and regulations.
This subsidy of real money is considered to be a practical measure for the government to share the cost of childbirth with individuals and enterprises, so it has been highly praised.
Li Lei, chairman of the Standing Committee of the Political Bureau of the Communist Party of China (CPC) Central Committee, said that the new policy will
Yang Hui, deputy researcher of the Women's Institute of the All-China Women's Federation, also believes that the relevant subsidies will benefit women in high-skilled, high-quality professional and technical posts and management positions in large and medium-sized enterprises, which will produce more positive social benefits.
With the intensive adjustment of maternity policies, various localities have introduced supporting measures, such as extending maternity leave and increasing paternity leave.
Lu Jiehua, a professor of sociology at Peking University, said in an interview with the media that enterprises, as the main body of economic development, may lack the initiative to hire female employees.
However, Huang Xueli, director of the Zhongshan Municipal People's Society, believes that the flexible employment of postpartum women such as "mother's post" can be included in the scope of provincial and municipal and central employment subsidies.
At present, the subsidies of the above-mentioned special funds are mainly targeted at people with employment difficulties, college graduates and so on.
Since some of the "mother jobs" are flexible employment, some people label them as low-skilled.
Chen Mei said that there is no need to worry about this.
Although flexible employment may seem "irregular", it does not mean low-skilled, low-quality employment.
In the future, with the expansion of flexible employment scale, the improvement of employment quality, and the strengthening of relevant policy guarantees, the related discrimination will be alleviated.
In this regard, Huang Xueli also pointed out that for flexible employment people need to further strengthen vocational ability training and fundamentally improve their employability.
"We need to realize that supporting the family, or more accurately, balancing the professional development and childcare responsibilities of women, is more likely to rely on the government to vigorously develop the public childcare service system, and further share the responsibility of family care," said Yang, an associate researcher at the Institute of Population and Labor Economics of the Chinese Academy of Social Sciences.
"The experience of foreign and domestic provinces and cities to increase male paternity leave and parental leave is worth learning and encouraging." Yang Ge and Shen Yangjun pointed out that this will be conducive to guiding men to readjust the time allocation of work and family investment and assume more parental responsibilities.
On this hot summer day, Huang Chunhua and the children of the workers play in the exclusive activity room 100 meters away from the mother to accompany her mother to work.
Elsewhere, more uncles and aunts are actively rushing to find more possibilities for that “half sky. ”
(Reporter Dan Wang)
(Editor: Hao Mengjia, Sun Jing)
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What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

being able to combine work and family
being able to support their families

Government initiatives like Zhongshan’s “mother’s post” provide flexible working hours and social security support, funded with millions of yuan to encourage female employment.

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

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

Stories like Fang Fang’s—a single mother supporting her family through construction work without reliance on social welfare—highlight women’s resilience and independence in the industry.

Title:

Content: Grief!
Mainland woman divorces, raises two children, refuses CSSA, earns NT $10,000 a month to buy property to support her family
Author: Brian
Published: Updated:
Woman! 40-year-old "Fang Fang" is a single mother, 13 years ago from Chongqing came to Hong Kong, although the ex-husband did not give alimony, life is tight, but she did not apply for CSSA, but resolutely went into the construction site, relying on their own hands to play a piece of heaven.
Now Fangfang works 12 hours a day, counting overtime pay monthly income of about 50,000 yuan, but behind the high salary is "five labors and seven injuries", often tired to eat and do not want to sleep on the sofa, but also have low back pain occupational disease, but for the children, she strives to insist, "I do not work hard, who will support my children?"
Who can I rely on?
Make money on your own and be safe. ”
And Fang Fang's greatest ideal is to provide for two sons to complete their college courses and start a family, and then return to Chongqing to grow vegetables and raise chickens and ducks for a simple life.
Fang Fang's inspirational story captivated the netizens, "Good!
"Another Woman", "Another Inspirational Story", "What a Strong Mother!", "A New Immigrant Who Deserves Respect".
Fang Fang, 40, is a single mother. She came to Hong Kong from Chongqing 13 years ago. Although her ex-husband did not give alimony and her life was difficult, she did not apply for CSSA. Instead, she went to the construction site and made a scene with her own hands. (YouTube channel “Your smile is original in Hong Kong ”)
Youtube channel “Your Smile is Original in Hong Kong ” recently released a video, telling the story of the new immigrant“ Fang Fang ”. Fang Fang, 40, came to Hong Kong 13 years ago from Chongqing Rongchang.
Fong Fong insisted on supporting her family with her own hands. She went to the construction site and did not apply for CSSA. (YouTube channel "Your Smile is Original in Hong Kong")
Fang Fang started as a cleaner in the construction site, "cleaning, emptying the garbage, wiping the table ah these", monthly income of 15,000 to 16,000 yuan, more than a year later in order to improve the income, she decided to test the card to become a "robot", "I look at their machine, I feel that the artificial higher a little easier, so I asked the masters, I asked him whether there are women to do you In this line of work, the master said yes, but less, I heard him say yes, and my heart was a little excited, so I thought that I would try it myself."
So Fang Fang spent more than 1,000 yuan, and successfully obtained the license of excavator (dump truck), roller and "fork truck" (stacker, crane).
She first drove 3 tons of small excavator, but due to lack of experience, the daily salary is only 1,000 yuan, less than the market price of 1,200 yuan, "they just learned it, the technology is not good, just came out of it is not suitable, almost a week to adapt, for a novice is indeed a little difficult."
Fang Fang has successfully obtained the license of excavator (dredger), roller and forklift (stacker, crane). (YouTube channel "Your Smile is Original in Hong Kong")
However, Fang Fang did not give up, and has been working hard to adhere to it, for more than 10 years, she integrated into the construction site to do 12 hours a day, 7 nights a day with overtime costs, monthly income of about 50,000 yuan, and double food bonuses for the New Year, which can reach 80,000 to 90,000 yuan.
And she spent more than 30,000 yuan a month, including two sons living expenses, rent, meals and so on.
Behind the high salary, there is the cost of "five labors and seven injuries", Fang Fang in addition to having low back pain occupational disease, many times after work home tired to not want to eat directly sleep on the sofa, "once home lying on the sofa fell asleep, the meal did not want to eat, the bath did not want to wash."
The child knows that he can understand me, and he will not wake me, so he will cover me with a quilt. ”
As for supporting Fang Fang, who is still working hard, is the two sons, "I don't work hard, who supports my children?"
Who can I rely on?
Make money on your own and be safe. ”
The two sons who support Fang Fang are still working hard. (YouTube channel “Your Smile is Original in Hong Kong ”)
Because of the high property prices in Hong Kong, it is difficult to afford, Fang Fang spent more than 300,000 yuan 10 years ago to buy a house in Chongqing, and she wishes that her two sons finish college and can support themselves to start a family, she will return to Chongqing to live in retirement, "when it is time to buy a land at home, build a house, raise chickens and ducks, dig fish ponds and grow vegetables, the ideal life is like this."
"Fang Fang" wishes that when her two sons finish college and can support themselves to start a family, she will return to Chongqing to live in retirement. (YouTube channel "Your smile is original in Hong Kong")
Fang Fang's inspirational story captivated the netizens, "Good!
Another woman.
Whether it is a new immigrant or not, willing to endure hardships, down-to-earth work is worthy of respect! "," A woman worthy of respect, trying to earn money to raise her two sons "," Bring us a inspirational story "," What a strong mother! "," A new immigrant worthy of respect "," A woman can hold half the sky is a real blessing, true wish for a better tomorrow ",", ".

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

Female engineers are breaking barriers by taking on complex technical fieldwork and pursuing further education and professional growth.

Title:

Content: International Women 's Day ｜ Female Engineer Climbs into 1.5m Narrow Mezzanine to Check Gas Pipeline
Casual Consumption 16: 26 2024 / 03 / 07
Share:
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Gas company female engineer, broke out a piece of sky.
The engineering world has always been regarded as the world of men, but the proportion of female engineers has gradually increased in recent years. Two female senior engineers at Towngas, Rita Zhao and Candy Li, have used the communication advantages of women to prove that women can be alone in the engineering world.
Rita joined Towngas in 2014 as an assistant engineer and currently works as a senior engineer in the Distribution Operations Department.
Reflecting on why she joined the industry of engineering, Rita said that she had liked science since she was a child. Later, she chose to study engineering under the encouragement of her father, and joined the Gas Company after graduation, during which she continued to study for a master ’ s degree in mechanical engineering.
Rita believes that it is not only men who are suitable for engineering. In order not to let male colleagues be beautiful at work, Rita is not afraid of the sun and rain, and also takes the initiative to “settle down ” when working on the construction site.
Rita jokes that women also have benefits in engineering:
Many engineers not only did not underestimate me, but also were particularly gentle to me, and even when I was a girl, communication and work were smoother.
My father's dream is to find the engineer's sense of purpose.
The family is very supportive of Rita ’ s work, and her father is even more proud of her, because Rita ’ s father dreamed of becoming an engineer but ultimately failed to do so.
Rita also has a sense of purpose for the gas work.
I have been involved in emergency repair work on many occasions, such as during the black rain in the past 500 years, when I saw my colleagues working tirelessly to repair the affected pipes, I realized that our work is related to the livelihood of the people of Hong Kong, and we must not relax for a second to ensure that safety and gas supply are not affected.
Double the effort to get recognition.
Li Shuhua Candy, who graduated from the Department of Industrial Engineering, first worked on policy recommendations related to engineering, sitting in the office every day to write documents, and slowly found himself interested in engineering: "I especially like to look at engineering photos and want to participate in them."
A year later, she resolutely quit her policy advice job and studied mechanical engineering, determined to become an engineer.
As a result, Candy joined Towngas in 2015 in charge of gas pipe design.
She recalled that at first there was an engineering contractor who did not trust her, and would gently ask: “Don ’ t you have other colleagues to come with you? ”. Candy was not hit by this, but pushed her to work harder,“ Once at the site, you need to climb into the mezzanine that is only 1.5 meters narrow to check the gas pipeline.
"She added.
In addition to gaining recognition at work, Candy also met her husband as an engineer after joining the engineering community and gave birth to a son in 2021. Candy said that engineering will not affect her ability to take care of her family.
When I was pregnant, I went to the construction site as usual, and my colleagues took care of me.
After my son was born, the company provided many family-friendly measures, such as breastfeeding facilities and flexible working hours, so that I can take care of my family and work with peace of mind.
Candy Lee is currently a Senior Engineer in the Commercial, Marketing and Sales Department of the Towngas Company. She hopes to continue her studies and continue to improve.
Female engineers are better.
Towngas pointed out that the number of female engineers has been on the rise in recent years, and Tam Mei-ling, the general manager of human resources of Towngas, said: "The ratio of men to women in the company in 2023 is 3.5: 1, compared with 4: 1 in 2022, and the ratio of men to women is more average."
We have always been meritocratic, promoting diversity and inclusion. As long as the job performance is good, regardless of gender, age, race, color, sexual orientation and beliefs, health or disability, they will be hired. ” She also pointed out that female engineers are more careful, have strong expression skills, and have certain advantages in interviews.
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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?