**Summary Nuggets: Women Breaking Barriers in Construction, Heavy Machinery, and Maritime Industries**

- **Entry Requirements & Certification:** To operate heavy machinery like forklifts, you generally must be at least 18 with a high school diploma and complete a relevant certification program.

This opens doors to various well-paid operational jobs.

- **Breaking Gender Stereotypes:** Women from vastly different backgrounds—including beauty pageant finalists, athletes, and office workers—are successfully transitioning into careers driving heavy vehicles or operating construction machinery.

These transitions often challenge longstanding gender stereotypes.

- **Inspiring Real-Life Examples:**
    - *Former Miss England finalist* trained and now works as a heavy goods vehicle (HGV) driver, spurred by the knowledge that less than 1% of British HGV drivers are female.

She actively encourages other women to break industry stereotypes.

- *Chantelle Crowl*, a rugby star, now works as an HGV driver, finding the job flexible enough to fit around her sports commitments.

She entered the field through targeted recruitment and training programs.

- *Ms. Naliaka*, a mother of four, overcame personal and societal hurdles to become a successful driver—despite industry skepticism about women on the roads, she developed her skills and confidence with persistence.

- **Adapting to the Challenge:** Many women report initial struggles with new technical and family demands but ultimately succeed through determination and support networks.

They credit their growth to learning on the job and pushing past barriers, both expected and unexpected.

- **Supporting Structures & Mindset:** Education, mentorship, and family or community support are vital.

There is momentum toward hiring more women, recognizing their capabilities, and leveraging diverse perspectives.

The construction and maritime industries acknowledge the benefits of gender diversity and seek to broaden talent pipelines.

**Summary Nuggets: Women Breaking Barriers in Construction, Heavy Machinery, and Maritime Industries**

- **Entry Requirements & Certification:** To operate heavy machinery like forklifts, you generally must be at least 18 with a high school diploma and complete a relevant certification program.

Title:

Content: How to Become a Forklift Driver

It doesn’t take long – and it’s not expensive – to get forklift certification. In just a few hours – that’s right, hours! – you can complete a forklift certification course. Once you’ve done that, the door is open to a wide variety of jobs.

You can expect to earn from $16 to $18.50 hourly to start, with the opportunity to earn more depending on what type of forklift certification course you’ve completed. All courses must be OSHA (Occupational Safety and Health Administration) approved. OSHA forklift certification is available for all types of forklifts.

Understanding the Role of a Forklift Operator

A forklift is also called a powered industrial truck. The forklifts may be electric or run by an internal combustion engine.

The forklift operator moves items from one location to another. Items may be moved within an industrial area, such as a warehouse, or to/from a warehouse to a truck or airplane.

Forklifts are also a key tool for maintaining heavy equipment, where they’re needed as “jacks” or to move parts. These forklifts, often used on construction, mining or recycling operations, are built for outdoor terrain.

The Duties and Responsibilities of a Forklift Operator

Forklift drivers are vital in numerous industries where heavy loads must be moved efficiently and safely. Their responsibilities include not only driving and maneuvering the vehicle but also ensuring that the load is secure, the machine is in good condition, and that all safety protocols are strictly adhered to. A comprehensive list of duties and responsibilities of a forklift operator may include the following:

  • Operating the forklift involves driving the forklift to transport heavy items from one location to another. Operating the forklift efficiently without causing any damage or accidents requires skill and precision.
  • Safety checks and measures: Before operating the forklift, the driver is responsible for carrying out safety checks to ensure that the vehicle is in good condition and safe to use. This includes checking the brakes, steering, controls, warning devices, mast, tires and other parts of the forklift.
  • Load handling: The operator must ensure that each load is stable, secure, and positioned correctly on the forklift. Overloading or incorrect positioning can cause the vehicle to become unbalanced, posing a significant safety risk.
  • Maintenance: Basic maintenance tasks, such as oil checks, refueling, or recharging the forklift, are typically the operator’s responsibility. Any issues that the driver cannot fix must be reported to a maintenance team or supervisor.
  • Identifying and reporting hazards: The operator must be aware of their surroundings at all times and be able to identify any potential hazards, such as spills or obstructions in the driving path. Any hazardous conditions should be reported immediately to management.
  • Following instructions: Forklift operators must follow all given instructions accurately, which may involve stacking goods in specific locations, loading or unloading trucks, or transporting materials to designated areas.
  • Record keeping: Accurate records of all operations must be kept by the forklift driver. This can include logs of all goods moved, details of any incidents or accidents, and maintenance checks.
  • Adherence to protocols: The operator should strictly adhere to all safety protocols and regulations set by the company and the Occupational Safety and Health Administration (OSHA). This includes wearing appropriate safety gear and following guidelines for safe forklift operation.
  • Training and skills development: Ongoing training is often a requirement for forklift drivers to ensure that their skills are up-to-date and they are aware of any changes in safety protocols.

Forklift drivers play a key role in maintaining the smooth operation of warehouses, construction sites, and other industrial settings. By fulfilling their duties and responsibilities, they contribute to the overall safety and efficiency of their workplaces.

Industries Where Forklift Operators are In Demand

Forklift drivers are required in various industries where heavy goods need to be moved or stored. Their role is crucial for efficient operations in these sectors. Below are some industries that frequently utilize forklift operators:

  • Warehousing and Distribution: Warehouses are the primary sector that employs forklift operators. They are needed for receiving, storing, and distributing goods. This can include everything from electronics to food items, and these operators are responsible for the efficient and safe movement of these items within the warehouse.
  • Construction: In construction, forklifts are used for lifting and moving heavy materials like steel bars, concrete blocks, and large equipment. Forklift operators are, therefore, essential for moving materials on-site and assisting with various construction tasks.
  • Recycling: In recycling facilities, forklift operators are needed to move large bales of recycled materials, load materials onto processing equipment, and unload materials from trucks.
  • Mining: In both open pit and underground mines, forklift operators help move mined ores and other materials. They are essential for transporting materials to processing sites and loading trucks with mined goods.
  • Airport Operations: Forklift drivers are needed for handling baggage and cargo in airports. They load and unload cargo from aircraft and move baggage to and from the aircraft.
  • Disaster Relief: In disaster-stricken areas, forklift operators can be crucial for moving and distributing relief materials like food, water, medical supplies, and shelter. They may also assist in the removal of debris.
  • Ports and Docks: Ports and docks often utilize forklift operators to load and unload ships, move containers, and arrange goods for storage or further transportation.
  • Manufacturing: In manufacturing plants, forklift operators can be involved in moving raw materials, stacking goods, and transporting finished products within the plant.
  • Retail: Large retail stores, especially those selling large items like furniture or appliances, use forklift operators to move, store, and load goods onto customers’ vehicles.
  • Agriculture: In the agricultural sector, forklift drivers might be used to move and stack produce pallets, load goods onto trucks for transport, and unload supplies.

These are just some examples. Any industry that requires the movement of heavy goods or materials will likely require using forklifts and their operators.

Prerequisites to Becoming a Forklift Driver

Age and Physical Requirements

To get a forklift certification card, you must be at least 18 and hold a high school diploma.

You should have good hand-eye coordination, visual ability, and communication skills.

Educational Requirements

OSHA requires a three-part course to obtain a forklift license. There’s formal learning, which can be completed with in-person or online courses. Next, you need hands-on experience with the practical application of the forklift operation. To complete the requirements, your skills need to be tested by an OSHA-certified evaluator.

The Importance of Forklift Safety Training

Safety is a focus of the OSHA-certified training.

An operator is lifting items above the ground, sometimes several tiers high as in a warehouse setting. No matter where a forklift is being operated and what type of forklift it is, safe operations are the priority.

How to Become a Forklift Driver: A Step-by-Step Process

Choosing the Right Forklift Certification Training Program

There are many types of forklifts. Some are for light loads; some are for heavy loads. Some are designed for indoor use; some are designed to be used outside. On some, the operator is seated; on others, the operator remains standing.

Here is a sampling of types: high lift, straddle (to stack containers), and cantilever lifts (for long freight such as pipes). The most commonly used forklift is one designed for warehouse application, moving palletized materials.

Choose the program that matches your desired job.

Finding an OSHA-Approved Training Program

It’s easy. Just go to the OSHA website and search for forklift certification courses.

Undertaking a Forklift Training Course

Your first step is to complete an online or in-person training course.

Acquiring Hands-on Experience

For the next part of the certification process, you must complete hands-on experience. Often companies looking to hire will offer this training. You can also check forklift training companies such as A-1 Forklift, Florida Training Academy, Raymond Corporation, Forklift Academy and United Rentals (specializes in rough terrain forklift certification).

Applying for the Forklift Operator Certification

Once you’ve completed the first two steps of forklift training, your skills need to be evaluated by a person who is a certified OSHA forklift certification evaluator.

The total costs for forklift operator certification are typically from $80 to $300, depending on the type of equipment you plan to use.

Steps for Becoming a Forklift OperatorDescription
Choosing the Right Forklift Certification Training ProgramDepending on your desired job, you'll need to select a program that matches the type of forklift you'll be using. This can range from highlift, straddle lifts, cantilever lifts, to the most commonly used warehouse forklifts.
Finding an OSHA Approved Training ProgramYou can easily find OSHA approved forklift certification courses on the OSHA website.
Undertaking a Forklift Training CourseThe first step towards certification is completing an online or in-person training course. This will provide you with the theoretical knowledge necessary to operate a forklift.
Acquiring Hands-on ExperienceThe next part of the certification process is gaining hands-on experience. You can get this training from companies looking to hire, or from specific forklift training companies such as A-1 Forklift, Florida Training Academy, Raymond Corporation, Forklift Academy, and United Rentals.
Applying for the Forklift Operator CertificationAfter you've completed your training, your skills need to be evaluated by a certified OSHA forklift certification evaluator. The total costs for forklift operator certification typically range from $80 to $300, depending on the type of equipment you plan to use.

What to Expect from Forklift Certification Exams

Written Test

You can take the written test on line or in person. You’ll need a 75% or higher score to pass. Online forklift certification courses must be followed by hands-on experience and evaluation.

Practical Test

For the practical tests, your skills will be evaluated. According to OSHA guidelines, “the evaluation must be conducted by persons who have the knowledge, training and experience to evaluation the operator’s competence.”

Career Progression Opportunities for Certified Forklift Operators

Once you’ve gotten one type of forklift certification, you’ll need to recertify every three years. For that, you’ll only need to do the online forklift certification portion.

Or you may want to change the type of forklift you operate.

Advanced Certifications and Specializations in Forklift Driving

Specializations include MEWP (mobile elevating work platform) used with aerial booms and scissors lift machines. In addition to warehouse applications, forklift operators are also in demand by trucking companies (for dock work) and utility (electrical and wind power) companies.

Potential Career Paths for Experienced Forklift Operators

One of the biggest needs in the industry is for OSHA-certified evaluators. Companies also need forklift safety inspectors, who perform inspections and preventative maintenance. You can also operate a forklift for a logistics business, construction company, or equipment provider.

Frequently Asked Questions About Becoming a Certified Forklift Operator

How long does it take to get a forklift license?

The process can be completed in less than 4 hours.

How much does a certified forklift driver make?

The driver can make $16 to $18.50 hourly, with a range of $26,000 to $41,000 annually. The numbers increase depending on the type of forklift being used.

Is forklift operator training expensive?

No. The cost of training ranges from $80 to $300 for a complete, three-part course.

How often does a forklift certification card need to be renewed?

The forklift certification card needs to be renewed every three years.

What are the job prospects for a certified forklift operator?

Job prospects are good. According to the US Bureau of Labor Statistics, forklift operator jobs are expected to grow by 7% annually through 2031. You may also look into how to become a truck driver or how to become a pilot car driver to increase job prospects even more, since these positions are also in demand in similar industries.

Image: Envato Elements

Comment ▼

Lisa Price is a freelance writer living in Barnesville, Pennsylvania. She has a B.A. in English with a minor in journalism from Shippensburg State College (Pennsylvania). She has worked as a trucking company dock supervisor, newspaper circulation district manager, radio station commercial writer, assistant manager of a veterinary pharmaceutical warehouse and newspaper reporter.

This opens doors to various well-paid operational jobs.

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

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

better wages
variety of opportunities available

- **Breaking Gender Stereotypes:** Women from vastly different backgrounds—including beauty pageant finalists, athletes, and office workers—are successfully transitioning into careers driving heavy vehicles or operating construction machinery.

Title:

Content: A former Miss England finalist, an England rugby star and ex-finance worker: Meet the women who ditched their careers to drive 44-tonne lorries across Great Britain

A former Miss England finalist, current England rugby star and an ex-finance worker have shattered traditional gender stereotypes by pursuing their dream jobs of driving 44-tonne lorries across Great Britain.

Farmer's daughter and model Milly Everatt, rugby player Chantelle Crowl and Domino Homer, who worked a traditional office job since passing her GCSEs, are among the less than one per cent of women lorry drivers in the UK.

The trio have each earned their HGV licences and excelled in their dream career after having previously found success in other industries.

The drivers are now hoping that they can inspire other women to join their ranks and pursue careers on the road.

Milly Everatt, 23, (pictured) from Eastoft, Lincolnshire, swapped her high-heels for high-vis after having been the first runner-up for Miss England 2022

Domino Homer (pictured) began pursuing her Class 1 certification after seeing an advertisement on Facebook promoting a company that was offering to take on a driver and put them through the first exam

Milly Everatt

Milly Everatt, 23, from Eastoft, Lincolnshire, swapped her high-heels for high-vis after having been the first runner-up for Miss England 2022.

Miss Everatt had been competing in professional beauty pageants since 2017 and was titled Miss Lincolnshire in 2018. That same year she was crowned Miss Charity after raising the most money for good causes.

But last year, the beauty queen and former model ditched the catwalk and trained for both her Class 1 and Class 2 HGV licence so she could fulfil her dream of becoming a lorry driver.

Now, after having undertook a series of in-depth tests, she is living her live on the open road and driving 44-tonne high tech vehicles across the UK.

'It's been so much fun getting behind the wheel of a big truck as part of my new day job!' Miss Everatt has said. 'I love having the freedom that comes with driving, as it takes me all around the country, and the wages are great too.'

The former pageant competitor was inspired to pursue her dream of becoming a trucker after the Covid pandemic, Brexit and other factors led to a shortage of lorry drivers across the country.

Miss Everatt grew up on a farm and around heavy machinery. She would drive tractor's around the property and believed the step up to driving a large truck was the next logical progression in her career.

Miss Everatt (pictured) had been competing in professional beauty pageants since 2017 and was titled Miss Lincolnshire in 2018. That same year she was crowned Miss Charity after raising the most money for good causes

But last year, beauty queen and former model Miss Everatt (pictured) ditched the catwalk and trained for both her Class 1 and Class 2 HGV licence so she could fulfil her dream of becoming a lorry driver

Miss Everatt (pictured in a truck) was inspired by the fact that less than one per cent of British HGV drivers are female. She says the evolving industry is 'really exciting' and is encouraging other women to join their ranks.

She was also inspired by the fact that less than one per cent of British HGV drivers are female. She says the evolving industry is 'really exciting' and is encouraging other women to join their ranks.

'For any women who are thinking of getting into logistics, my best advice is just to do it,' she said. 'With so many roles and training opportunities available, it's a really exciting industry to get involved with.'

Last year, while she was training for her licence, Miss Everatt advocated for normalising the path for women in the heavy machinery industry.

'I think we're in modern times and there's nothing to stop girls getting involved in that kind of thing,' she said at the time. 'It's not the norm but it should be. It's also something people don't think about often, it's not thought about enough in feminism.

'I know some farmers daughters who don't do anything to help their parents farm. Agriculture has been forgotten about by feminism.

'Anything that breaks the stereotype has to be a good thing. I want to prove its not just 40-year-old men that do this job and if it inspires other women to do the same, that would be amazing.'

She also previously revealed that obtaining an HGV licence had been a longtime dream of hers and would aid her work on the farm.

She said: 'It was always on my list of things to do. I should've done it at 18. But I was doing my A-Levels and then the pandemic happened so I put it off.

'It's something that I want to have under my belt. I have horses so it could help for that and I can use it to take grain in - it's something I'll use everyday while I'm on the farm.'

Miss Everatt (pictured with a horse) grew up on a farm and around heavy machinery. She would drive tractor's around the property and believed the step up to driving a large truck was the next logical progression in her career

Last year, while she was training for her licence , Miss Everatt (pictured in her crown and Miss Lincoln sash) advocated for normalising the path for women in the heavy machinery industry

Chantelle Crowl

Chantelle Crowl, 30, is known for her successes as an England and Super League rugby star - but when she's away from the pitch, she travels the country in a HGV.

Ms Crowl, born in Toronto, Canada, and has been playing rugby since she was eight years old.

However, in her free time the St Helens and England forward delivers beer kegs and other vital items to pubs and clubs around Britain.

Due to the flexibility of lorry driving, she is able to work her trucking job around her training schedule. She loves the flexibility of the industry and how she significant control over how much and how long she works.

Commenting on the lack of women in the industry, she added: 'My advice would be to just go for it, if it’s what you want to do. This is a free world and an equal opportunity for anyone to be part of no matter what or where.'

Chantelle Crowl, 30, (pictured in her lorry) is known for her successes as an England and Super League rugby star - but when she's away from the pitch, she travels the country in a HGV. Due to the flexibility of lorry driving, she is able to work her trucking job around her training schedule

Ms Crowl said she also reaps the benefits of being a trucker when she's on the pitch.

She claims her lorry job keeps her 'fit and strong for rugby', because she chooses to take on some of the heavier lifting tasks that might otherwise be carried out by two or three people, or even a machine.

The athlete added that she often feels 'extra fit if I've had a hard day at work'.

Domino Homer

A former finance worker walked away from her career to pursue her dream of living life on the road and now works for a family-run trucking firm, Buffaload Logistics.

Domino Homer, XX, worked in a traditional office environment ever since finishing her GCSEs, including working for a mortgage broker and as an office assistant.

Mrs Homer had moved out of her family home at a young age and 'didn't really have a lot of funds', she told MailOnline, which made it hard for her to determine which career path to take.

But in 2021 - after working for years in roles she was not passionate about - she funded her own Class 2 licence after leaving the financial industry. She secured her Class 1 licence the following year to become a fully qualified HGV driver.

'I didn't really even at school really know what I wanted to do. I thought maybe hairdressing,' she recalled.

'Then I thought, you know, I've always seen big trucks on the road - and even driving in general, I've always enjoyed being on the road, whether it'd be a passenger or driving.'

She began pursuing her Class 1 certification after seeing an advertisement on Facebook promoting a company that was offering to take on a driver and put them through the first exam.

'I contacted them and they were really interested in me,' she said, adding that the 'lovely' family-run company had 'accepted me'.

However, it wasn't necessarily an easy road for Mrs Homer. She actually failed her Class 1 test the first time she took it.

'I was I think it was a stress of the day. It was really windy and there was a storm,' she told MailOnline, also citing the pressures of the pandemic as possible contributing factors.

'It's Covid of course, everyone's wearing masks, we don't have the windows open. And they weren't sure if they were going to let anyone actually go out because we were driving a wag and drag which was loaded with water and curtainside. We were quite blown around a bit.'

She did pass the second time she took the test and passed her Class 2 on the first try. Mrs Homer also has her full motorbike licence and car licence.

Former finance worker Domino Homer (pictured) walked away from her career to pursue her dream of living life on the road and now works for a family-run trucking firm, Buffaload Logistics

Mrs Homer, in 2021, funded her own Class 2 licence after leaving the financial industry. She secured her Class 1 licence the following year to become a fully qualified HGV driver. She is pictured outside her lorry

She now works night shifts, drives set deliveries and collections throughout her shift, and loves 'watching the world go by through a big widescreen and listening to my favourite podcasts'.

Mrs Homer loves driving, which was a longtime dream come true, but admits that it does have its challenges.

Besides the physical challenges she faces, she revealed that sometimes 'it can feel like you don't have much of a life'.

'The hours can be extremely long, sometimes you don't come home, you know you're, you're stuck out. It can be quite lonely,' she said.

But one of the benefits of driving a truck is meeting new people and the sense of freedom and independence, she explained.

'I like to have my own space. When I worked in an office, if they had a radio, it used to really wind me up. They'd always have the same radio station on every day. And you hear the same songs every day, more than once that day,' said Mrs Homer.

'Whereas you're doing you're in your truck, you know, you can listen to your music that you like or, or a podcast, for example. You know, it's your little space, like your office on wheels. You're surrounded by big windows and sometimes it's just a good peace and quiet.'

Mrs Homer is now encouraging other women to pursue careers in logistics and is advocating for a shift in perception about what working in the industry actually looks like.

'Follow your heart; the only way you'll know if your dream job is right for you is to give it a go,' she said. 'Life is too short to have regrets so go for it and don't let anything stop you.

'If it turns out that you were wrong, you can always change your career in the future and that's exactly what I did.'

The comments below have not been moderated.

The views expressed in the contents above are those of our users and do not necessarily reflect the views of MailOnline.

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?

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

changing social norms
variety of opportunities available

These transitions often challenge longstanding gender stereotypes.

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

- **Inspiring Real-Life Examples:**
    - *Former Miss England finalist* trained and now works as a heavy goods vehicle (HGV) driver, spurred by the knowledge that less than 1% of British HGV drivers are female.

She actively encourages other women to break industry stereotypes.

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

- *Chantelle Crowl*, a rugby star, now works as an HGV driver, finding the job flexible enough to fit around her sports commitments.

She entered the field through targeted recruitment and training programs.

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

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

educational programs
vocational training

- *Ms. Naliaka*, a mother of four, overcame personal and societal hurdles to become a successful driver—despite industry skepticism about women on the roads, she developed her skills and confidence with persistence.

- **Adapting to the Challenge:** Many women report initial struggles with new technical and family demands but ultimately succeed through determination and support networks.

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

They credit their growth to learning on the job and pushing past barriers, both expected and unexpected.

Title:

Content: Saturday, June 3, 2023

Insights: Mike Ellis, CEO, American Commercial Barge Line

Maritime Activity Reports, Inc.

May 31, 2023

Mike Ellis, ACBL’s CEO since August 2020, was previously executive VP and marine group leader at Savage Services Corporation. Prior to that, he was president, board member and part owner of Settoon Towing, following time in leadership positions with Bollinger Shipyards, including EVP/CFO and EVP/COO. Ellis has a Bachelor of Science degree in accounting from LSU and currently serves on the board of directors for the American Waterways Operators. (Photo: ACBL)

There is no shortage of challenges confronting the U.S. barging industry, and executives such as Mike Ellis, CEO at American Commercial Barge Line (ACBL), are leading their companies past hurdle after hurdle. The Jeffersonville, Ind.-based company, which owns a fleet of approximately 150 towboats and moves a fleet of some 4,500 barges (including roughly 3,500 operated by ACBL), is focusing on factors it can control while planning and investing for the future.

The weather
Mother Nature is often unkind to the barging industry. Water levels have received a lot of media coverage, especially amid last year’s historic lows, but Ellis said fog is frequently overlooked as a major weather-related disruptor. “Fog has probably been the one that gets the least amount of attention, yet may cause the most inefficiencies because you just can’t run in those conditions. It’s dangerous.”

Ellis said the “continued onslaught of 100-year weather events that we seem to have every year” continue to wreak havoc on commercial navigation. “The extreme weather has been difficult. It’s made it difficult to navigate, it’s made it difficult to be efficient, and difficult to keep our commitments, because capacity is restricted when these weather events occur, whether it’s extreme high water, extreme low water or icing.”

(Photo: ACBL)

Still, the U.S. inland waterway system is the most efficient waterway system in the world, boosting the competitiveness of American imports and exports, Ellis said. “The inland river system is vital to our country’s economic dominance, and we have to continue to support it,” he said. “We have come together and recognize the need—not just the industry, but Congress as well—to better fund [river infrastructure]. . . We have funded our infrastructure to be able to repair and operate locks and dams very well. But what we haven’t done is given the U.S. Army Corps of Engineers enough money so they can be more proactive in dredging.”

Due to budgetary constraints, the Corps has had to be largely reactive in its dredging operations, moving assets where needed when low water events occur. But, if funded properly, the Corps would be able to shift to a more “systematic, proactive way of dredging”. Ellis said. “It can be done.”

It’s also important that the U.S. Coast Guard continue to be able to mark navigational channels, Ellis said, noting that this has been a bit of a struggle as the agency awaits its new buoy tenders.

“There are a lot of things going on that will help [the industry deal with extreme weather events]. The industry is aware, and we’re working together. There’s no disagreement in what we need to do, and there’s not even a disagreement in terms of funding today, Ellis said. “Our industry is doing what we need to do collaboratively and responsibly to make sure that we mitigate these extreme conditions.”

(Photo: ACBL)

Workforce woes
The industry’s top challenge, Ellis said, is a people problem. “The most pressing issues we have is our continued shortage of qualified personnel we need to run our boats and to run the business. It’s probably the most pressing need of the industry as a whole,” he explained. “There’s been so much demand on people. It’s been harder to get people in the door, harder to choose a career on the water for these young adults coming out of either high school or college. So, we’ve had to make a lot of changes to our business to attract the people we need to attract.”

A challenge the industry faces is that the work is both physically and mentally demanding in nature, which can be a turn-off for some. That is to say companies need to find and retain the right type of people. “We have to run the business safely, and we have to have qualified people that are willing to make a career in this business. But 28 days on and 28 days off—that’s probably our most popular schedule—it’s not for everyone,” Ellis said. “We can’t pay our way and hire our way out of this. We have to train our way out of this. We have to invest in the future of our people, by continuing to train and keep a pipeline of qualified mariners ready to step up to that next position when we have either a retirement or someone leaving the industry for some other reason. That is something our industry works on as a whole, and we spend a lot of time working at ACBL to make it the most attractive place for mariners who want to start a career.”

Ellis said ACBL has seen its flow of applicants grow after the company expanded its search efforts beyond the areas it has traditionally pulled talent from, tapping into areas hit by slowdowns in other industries. “We’ve had to go out and find those applicants. It didn’t just happen,” Ellis said. “It’s been a team effort to go to those communities where we could be most effective.”

ACBL has also had great success through in-company mentorships for its new hires, with the aim to help the next generation meet their goals and advance their careers. “We’ve made sure that their mentors are keeping contact with them even during the periods when they’re not on the boat,” Ellis said. “We like to say the biggest asset someone has to invest is their time, and we’re very cognizant of the fact that their investment needs to pay returns. We are doing more to fulfill their mentorship, help them advance faster. The faster you advance, the more money you make, obviously, but also the quicker you can get to the position that’s your goal, whether it’s in the wheelhouse or the port captain, come onshore. There’s a lot of different opportunities, and having that mentor and that career path are important. And we find that as we’ve been more proactive in that effort, our retention rates have gone up.”

© Wangkun Jia / Adobe Stock

Navigating the market
The barging industry has been stronger of late than it was say five years ago. “Demand has been strong, and supply has been somewhat limited or shrinking,” Ellis said. “And severe weather events, as bad as they are, tend to constrict supply even more. When you’re running a low water at 40 to 50% of the barges you normally carry on a boat or a tow, that does a lot to the cost, but it also decreases your capacity as an industry, because you only have so many boats, and if you’re only carrying half the barges on those boats, that affects the overall supply that we can bring to the market. So, when these weather events happen, that tighten the market even more.”

Do the economics support newbuilding? “They may today, but history will tell you that today doesn’t pay for that 30-year barge, or that 30-year boat. It takes a long period of time to pay those assets back,” Ellis said. “Hopefully we continue to see that supply versus demand at equilibrium to where there is a decent return for our market to build new equipment. Because eventually we’re going to have to build new equipment—the industry, not just ACBL.”

“We operate a lot of equipment, obviously, and have to continually add, even continually build, both barges and boats to replace assets that are retiring. . . Our plans are to periodically add so many barges and so many boats per year to take care of attrition, but it won’t happen evenly over that period,” Ellis said. “There are different ways for us to keep our optimal fleet size of barges. One way is to build and one way is to buy on the market. We still feel consolidation is important in this industry, and it needs more consolidation.”

ACBL recently ordered an 11,000-horsepower towboat at C&C Marine and Repair in Belle Chasse, La. (Image: ACBL)

Asked about the company’s potential consolidation plans, Ellis said ACBL tends to focus on areas where it is most efficient. “We think we’re very efficient with our mainline system in moving chemicals south and from the Gulf Coast up north and vice versa,” Ellis said. “But they run 10,000-barrel barges. So, you’ll see a concentration of our efforts there.”

And on the dry side, Ellis said ACBL will continue to look for acquisitions that support its business, such as “boat-short” companies with many more barges than towboats. “That fits our profile pretty well because we have a great repertoire of boats and horsepower, and we’re probably going to be looking more to replace or add barges than we are boats.”

ACBL is also exploring growth potential in nontraditional areas. “We’re always looking for new opportunities for our industry. One of the ones that’s been thrown around in our industry, the inland waterway system, is containers on barge,” Ellis said. “But it has to be supported from an infrastructure standpoint to be able to efficiently trans-load these containers at different ports up the Mississippi, up our waterway system. Until that happens, it is somewhat limited, but it is gaining more and more momentum.”

“Any time you can use existing barges or boats, even if you have to build some new equipment, to add to the amount of traffic and the amount of goods we’ll bring in on the inland waterway system, it helps support our business.”

Green questions
ACBL currently has several new vessels under construction, including a mighty 11,000-horsepower towboat at C&C Marine and Repair in Belle Chasse, La.; a clean-burning EPA Tier 4 retractable towboat at Steiner Construction Company in Bayou La Batre, Ala.; and Hydrogen One, a first-of-its-kind towboat that will run on emissions-reducing methanol-to-hydrogen generator technology, being built at Intracoastal Iron Works in Bourg, La.

“The barging industry is already the greenest form of transportation. There’s no doubt. It’s not even close,” Ellis said, but noted that the industry is always looking at the way it operates and the technology it uses as it continually strives to be even more environmentally friendly. “Our most immediate focus is on how we operate. When we’re running low water and the channels aren’t properly dredged and marked, or locks and dams aren’t operationally sound, the whole industry becomes more inefficient. We’re burning way too much carbon per ton mile.”

“What we’ve done is create additional efficiencies by being able to safely turn off certain main power when we’re not needing it. That’s something that’s fairly new to what we do, and we’ve saved a tremendous amount of not only fuel, but also carbon emissions.”

ACBL has on order an EPA Tier 4 retractable towboat at Steiner Construction Company in Bayou La Batre (Image: ACBL)

The next step, Ellis said, involves exploring new technologies. “The Tier 4 engines are a prime example of our industry moving to a cleaner form of combustible propulsion, and there’s also the future of other forms of non-combustion type propulsion, which you see with the Hydrogen One vessel that we will operate.”

“From an operation standpoint, there will be a lot that we are able to learn [from Hydrogen One] about the technology and how sustainable and applicable it can be to different types of cargo movements,” Ellis said. “We are looking forward to operating the equipment to test its boundaries.”

Ellis said other alternative fuel options are on ACBL’s radar, but that its investment in these technologies in the near future is unlikely. “We’re investing time, but we’re not investing hard dollars [at this point],” he said. “We’re probably paying closer attention to certain applications for battery-operated vessels within short haul ports, and how to interchange battery packs to make downtime less of an issue and less of an obstacle. We have to develop ways to keep the downtime on these battery-operated vessels to a minimum.”

Of course, the cutting edge of technology typically brings higher price tags. Pure battery-powered vessels, for example, may make sense in certain scenarios, but are often not commercially viable without support from some type of grant program or government funding, Ellis said. “Our industry will not be able to see any real meaningful [technological] changes until they become more economically feasible.”

“So, until the cost versus benefit for the operators like us who have to make investments balances, we probably won’t see the industry move as fast as customers probably want us to, or our government would want us to, Ellis said. “The cost of the technology is still much higher than anyone is willing to pay for it.”

ACBL will operate Maritime Partners' Hydrogen One, a first-of-its-kind towboat that will run on emissions-reducing methanol-to-hydrogen generator technology, being built at Intracoastal Iron Works in Bourg, La. (Image: Elliott Bay Design Group)

The power of AI
As it strives to maximize efficiency, ACBL is making use of advanced technology such as computer modeling and artificial intelligence (AI) to best map out how it operates. “There are parts of our business that are very complicated, when we’re moving 4,000-plus barges on our network,” Ellis said. “How we move those barges, how we build those tows, how we run our intervals are super important to us.”

Last year, ACBL kicked off a program called MOST (Marine Operating System Transformation), which combines a number of software products the company uses to improve operational efficiency as well as the experience and interface for its customers.

“We are investing in some really interesting technology to help us more efficiently run our business, and to be able to turn our barges faster, to be able to provide a better customer experience from beginning to end on where your barges are, what the status is,” Ellis said. “That technology is a huge piece of what we do, and we’re very excited about it.”

(Photo: ACBL)

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    Expeditionary Chief Strategist Presses NSWC Crane forward

    CRANE, IN, UNITED STATES

    03.25.2022

    Story by Audrey Deiser

    Naval Surface Warfare Center, Crane Division

    Naval Surface Warfare Center, Crane Division’s (NSWC Crane) Shannon Kasinger Clark serves as the Chief Strategist for the Expeditionary Warfare Mission Area. The Expeditionary Warfare department at NSWC Crane has 1200 employees and involves a wide array of technologies, including electro-optics, sensor fusion, Command and Control (C2), cyber, and power and energy. In this role, she helps department leadership facilitate and develop strategy, and collaborates with the other Chief Strategists to advise on NSWC Crane command strategy.

    “I work with our leadership and my counterparts to develop our thrust areas,” said Kasinger Clark. “We work to understand where NSWC Crane is and where we need to go.”

    Kasinger Clark said the role requires considering customer support when weighing areas of emphasis.

    “Whether it’s Warfighter Driven Challenge, power and energy, sensor integration, or one of the many other areas of NSWC Crane expeditionary expertise, we are main pillars to help support those customers. We have to make sure we continue providing support for current customers while developing strategy years into the future.”

    Kasinger Clark said strategy is a two-way street.

    “No one person is the expert in every area,” she said. “You take in and you share to develop the strategic picture. You have to be ready to adjust and adapt quickly depending on what is happening in the world.”

    She emphasized the important role of strategy in pressing forward.

    “To keep our military dominance and sound national security, we have to be ahead of the threat and know what technology advancements are happening,” said Kasinger Clark. “If we’re focused just on today, and not tomorrow, we’ll be behind – and that means the warfighter would be behind.”

    Giving the warfighter an unfair advantage is personally important to Kasinger Clark. Her son is overseas in the military.

    “What we do is so, so important. When I think of him, I think of all of them,” said Kasinger Clark.

    Before taking on the role of Chief Strategist, Kasinger Clark held positions in or in support of all three of NSWC Crane’s mission areas: Strategic Missions, Expeditionary Warfare, and Electronic Warfare (EW). She has worked at NSWC Crane for 18 years, with positions including department level staff positions early in her career, a strategic analyst for the EW portfolio, and project and multiple branch manager roles within Expeditionary.

    Kasinger Clark advised others interested in a career like hers to explore other roles at NSWC Crane.

    “There are so many different areas. If you find your passions or desires are a little different than what you have been doing, there is definitely a program at Crane that aligns better. Lean on your mentors to help you get to your passion.”

    Kasinger Clark also shared lessons learned through experience with women starting out their careers.

    “Continue to use your voice and take the seat at the table. A lot of times we second-guess ourselves and think we’re underqualified for a position when in reality we’re more than qualified,” said Kasinger Clark. “Network, network, network, and pursue those opportunities and leverage your mentors.”

    About NSWC Crane

    NSWC Crane is a naval laboratory and a field activity of Naval Sea Systems Command (NAVSEA) with mission areas in Expeditionary Warfare, Strategic Missions and Electronic Warfare. The warfare center is responsible for multi-domain, multi- spectral, full life cycle support of technologies and systems enhancing capability to today's Warfighter.

    Join Our Team! NAVSEA employs a diverse, highly trained, educated, and skilled workforce - from students and entry level employees to experienced professionals and individuals with disabilities. We support today's sophisticated Navy and Marine Corps ships, aircraft, weapon systems and computer systems. We are continuously looking for engineers, scientists, and other STEM professionals, as well as talented business, finance, logistics and other support experts to ensure the U.S. Navy can protect and defend America. Please connect with NSWC Crane Recruiting at this site - https://navsea.recsolu.com/external/form/jmR6cUhZKZ_qD5QUqyMk8w or email us at crane_recruiting@navy.mil

    NEWS INFO

    Date Taken: 03.25.2022
    Date Posted: 12.16.2022 15:57
    Story ID: 435388
    Location: CRANE, IN, US

    Web Views: 1
    Downloads: 0

    PUBLIC DOMAIN

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

mentorship opportunities
educational programs

There is momentum toward hiring more women, recognizing their capabilities, and leveraging diverse perspectives.

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?

active recruitment of women
promote women to higher roles

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

The construction and maritime industries acknowledge the benefits of gender diversity and seek to broaden talent pipelines.

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?


**Report: Gender Equality and Diversity Shifts in the Construction and Maritime Industries**

**Breaking Down Traditional Gender Barriers**
- Historically, construction, trucking, and maritime sectors have been dominated by men, with terms like “foreman” emblematic of the male-centric culture.

Inclusive terms like “foreperson” remain rarely used, highlighting deep-rooted norms.

- Women are increasingly entering roles once considered inaccessible, such as heavy equipment (crane, Hyva operator) and mechanics.

Their presence is becoming more visible, shattering longstanding stereotypes.

- Companies like Ryder are being recognized for embracing women in transportation roles, setting benchmarks in inclusivity.

**How Barriers Are Being Broken Down**
- Women like Rachael Reresi in mechanic roles and female crane operators are not simply taking up jobs, but actively excelling, challenging perceptions about gendered abilities in physically demanding positions.

- These breakthroughs are often achieved through a combination of personal passion, resilience, and company support.

Many women report the value of strong team dynamics and the pride in inspiring younger women to follow their path.

- Formal efforts to foster gender diversity—such as more inclusive hiring practices (e.g., gender-neutral job application processes and deliberate outreach in schools and colleges)—are helping women see viable futures in these careers.

- Role models play a vital role; female leaders visit schools and act as industry ambassadors, combating the pipeline problem and offering visible proof that these roles are attainable for women.

**Benefits & Continuing Challenges**
- The inclusion of women brings multifaceted advantages: greater diversity of thought, stronger teams, improved community engagement, and enhanced company reputations.

- Yet, significant barriers remain—women are often the only females on jobsites, and gaining respect can be tough due to lingering biases.

**Report: Gender Equality and Diversity Shifts in the Construction and Maritime Industries**

**Breaking Down Traditional Gender Barriers**
- Historically, construction, trucking, and maritime sectors have been dominated by men, with terms like “foreman” emblematic of the male-centric culture.

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.

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?

Inclusive terms like “foreperson” remain rarely used, highlighting deep-rooted norms.

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

- Women are increasingly entering roles once considered inaccessible, such as heavy equipment (crane, Hyva operator) and mechanics.

Title:

Content: Advertisment

Breaking Barriers: Rachael Reresi Shines in Male-Dominated Mechanics at Warrior Industry

Rachael Reresi breaks stereotypes in a male-dominated field as a mechanic at Warrior Industry, embodying resilience and inspiring change.

Shivani Chauhan
Updated On
New Update

In a significant stride towards gender diversity in traditionally male-dominated fields, Rachael Reresi from East New Britain province has recently made headlines by joining Warrior Industry, a leading water tank manufacturing company located at Malahang Industrial area in Lae, as a mechanic. Hired in November 2023, Reresi's journey is not just about breaking stereotypes but also about excellence in a challenging work environment.

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Despite the gender imbalance, Reresi's former classmates from the National Polytechnic Institute of Papua New Guinea became her initial allies, easing her transition into this rugged terrain. Her determination and adaptability have turned heads, including that of Warrior's managing director, Reginald Sutton, who commends her for her hard work and team spirit.

Challenging Gender Norms

Reresi's entry into the mechanics sector of Warrior Industry is a testament to her resilience and determination to succeed in a field where women are a rarity. Her ability to work seamlessly alongside her male counterparts, not just at her designated post by the machines but throughout the company, showcases her versatility and commitment to teamwork. This dynamic approach has not only earned her respect but also positioned her as a potential future leader within the company.

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Empowerment Through Education

The journey of Reresi, a 24-year-old graduate of the National Polytechnic Institute of Papua New Guinea, highlights the critical role of education in empowering individuals to pursue careers in fields they are passionate about, regardless of societal norms. Her academic achievements in mechanical engineering paved the way for her recruitment at Warrior Industry, proving that merit and skill are key to breaking down barriers.

Inspiration for Many

Reresi's story is more than just about personal achievement; it serves as an inspiration to many, especially young women aspiring to enter STEM fields. Her motto, 'I can do all things through Christ who strengthens me' from Philippians 4:13, reflects her strong faith and determination, elements that have been crucial in her journey. As she continues to excel in her role, Rachael Reresi is not only challenging gender norms but also setting a precedent for future generations.

As industries worldwide strive towards inclusivity and diversity, stories like Reresi's illuminate the path towards a more equitable workforce. Her success in the male-dominated field of mechanics at Warrior Industry underscores the importance of perseverance, skill, and the willingness to challenge the status quo.

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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?

appoint women to traditionally male roles

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

Their presence is becoming more visible, shattering longstanding stereotypes.

Title:

Content: Short-term contractions in British Columbia’s construction sector are short lived, with the residential sector poised to drive growth to 2032

OTTAWA, Ontario, April 28, 2023 (GLOBE NEWSWIRE) — British Columbia’s construction sector enjoyed another strong year of growth in 2022, with investment levels in both the residential and non-residential sectors rising to peaks. The former was sustained by high levels of real-estate demand, while the latter was supported by a series of ongoing engineering-construction projects and strong investments in hospitals and health care facilities.

Construction demands are expected to contract in the near term, with elevated interest rates curbing residential demand and work concluding on key major non-residential projects.

BuildForce Canada released its 2023–2032 Construction and Maintenance Looking Forward report for British Columbia today. It finds that after recording strong gains in 2021 and 2022, employment is poised to contract in the short term due to a modest decline in residential construction related to rising interest rates and the wind down of work on several major projects in the province. A series of increases follow through the remainder of the forecast period, mostly in the residential sector, with total employment reaching more than 4% above 2022 levels by 2032. These numbers are based on existing known demands and do not take into account the federal government’s goal to double the number of new homes built across Canada over the next 10 years, nor the anticipated increase in demand for construction services related to the retrofit of existing residential, industrial, commercial, and institutional buildings to accommodate the electrification of the economy.

“British Columbia has been one of the busiest construction markets in Canada for several years, with many major non-residential projects stacked on top of a booming residential sector,” says Bill Ferreira, Executive Director of BuildForce Canada. “Although both will likely experience modest declines in activity in the short term, higher levels of migration into the province will boost residential construction activity across the medium and long terms, while activity in the non-residential sector will fluctuate with the ebb and flow of work on several major projects.”

A full analysis of British Columbia’s construction sector requires detailed looks at not only the provincial market as a whole, but also at the two key provincial sub-markets: the Lower Mainland and Vancouver Island. Both have their own unique market conditions.

The Lower Mainland construction market, which includes Greater Vancouver, Fraser Valley, Sunshine Coast, Squamish, and Lillooet, accounts for approximately 60% of the province’s construction employment. Regional activity strengthened again in 2022, led by peak levels of investment in both the residential and non-residential sectors.

Total construction employment in the Lower Mainland construction market is expected to contract through to 2026, as losses in the residential sector offset gains in the non-residential sector. Thereafter, it rises to the end of the forecast period, increasing by 3% to 2032, with employment in the non-residential sector accounting for all of the increase. Residential employment is mostly unchanged.

The Vancouver Island construction market, which includes the Capital Region, Cowichan Valley, Nanaimo, Alberni-Clayoquot, Strathcona, Comox Valley, Powell River, Mount Waddington, and Central Coast, also experienced growth in 2022. Activity was supported by a modest increase in residential investment and stronger growth in the non-residential sector. Construction employment is expected to contract by just over 3% across the forecast period, as residential employment declines by nearly 4% from its 2022 peak, and non-residential employment is virtually unchanged.

BuildForce Canada projects that British Columbia’s construction industry will need to recruit 52,600 additional workers over the forecast period to keep pace with expansion and replacement demands. More than 38,000 of those workers – or 20% of the 2022 construction labour force – are expected to retire during this period. Although the addition of almost 34,000 workers under the age of 30 from local recruitment efforts will help to offset these retirements, the labour force faces a near-term need for large numbers of experienced skilled workers. By 2032, the industry could face a deficit of 18,700 workers unless anticipated recruitment is increased.

The development of skilled tradespersons in the construction industry takes years, and often requires participation in a provincial apprenticeship program. New registrations in British Columbia’s 25 largest construction trade programs have fluctuated in recent years, despite an overall increase of 14% in employment between 2013 and 2019.

Based on projected new registrations and completion trends, several trades may be at risk of undersupplying the number of new journeypersons required by 2032. Trades within this group include Boilermaker, Bricklayer, Carpenter, Gas Fitter, Glazier, Heavy Equipment Operator, Industrial Instrumentation Technician, Industrial Mechanic, Insulator, Lather, Mobile Crane Operator, Painter and Decorator, Powerline Technician, Roofer, and Welder.

The construction industry remains focused on building a more diverse and inclusive labour force. To that end, efforts are ongoing to enhance the recruitment of individuals from groups traditionally under-represented in the province’s construction labour force, such as women, Indigenous People, and newcomers to Canada.

In 2022, there were approximately 33,500 women employed in British Columbia’s construction industry – a contraction of about 5% from 2021 levels. Of them, 31% worked directly in on-site construction. As a share of the total, women represented just 6% of the 182,100 tradespeople employed in the industry in 2022. That figure is unchanged from 2021.

The Indigenous population is another under-represented group that presents recruitment opportunities for British Columbia’s construction industry. In 2021, Indigenous workers accounted for 6.2% of the province’s construction labour force, which is a slight increase from 2016. It is also notably higher than the share of Indigenous People represented in the overall labour force. As the Indigenous population is the fastest growing in Canada and Indigenous workers seem predisposed to the pursuit of careers within the sector, there may be scope to further increase the recruitment of Indigenous People into the province’s construction industry.

The construction industry is also committed to the recruitment of newcomers to Canada. Historically, newcomers and more established immigrants have accounted for about one quarter of British Columbia’s construction workforce. With the province expected to welcome an average of just under 80,000 newcomers every year through 2032, based on historical settlement trends, the immigrant population will be a key potential source of labour force growth for the construction sector.

Increasing the participation rate of women, Indigenous People, and new Canadians could help British Columbia’s construction industry address its future labour force needs.

BuildForce Canada is a national industry-led organization that represents all sectors of Canada’s construction industry. Its mandate is to support the labour market development needs of the construction and maintenance industry. As part of these activities, BuildForce works with key industry stakeholders, including contractors, proponents of construction, labour providers, governments, and training providers to identify both demand and supply trends that will impact labour force capacity in the sector, and supports the career searches of job seekers wanting to work in the industry. BuildForce also leads programs and initiatives that support workforce upskilling, workforce productivity improvements, improvements to training modalities, human resource tools to support the adoption of industry best practices, as well as other value-added initiatives focused on supporting the industry’s labour force development needs. Visit www.buildforce.ca.

For further information, contact Bill Ferreira, Executive Director, BuildForce Canada, at [email protected] or 613-569-5552 ext. 2220.

This report was produced with the support and input of a variety of provincial construction and maintenance industry stakeholders. For local industry reaction to this latest BuildForce Canada report, please contact:

Chris Atchison
President
British Columbia Construction Association
(250) 818-9671

Kim Barbero
CEO
Mechanical Contractors Association of British Columbia
604-205-5058

Paul de Jong
President
Progressive Contractors Association of Canada
403-620-3781

Kelly Scott
President
BC Road Builders and Heavy Construction Association
604-436-0220

Rob Viccars
Communications & Marketing
Canadian Homebuilder’s Association of British Columbia
604-432-7112 ext. 301

Funded by the Government of Canada’s Sectoral Workforce Solutions Program.

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- Companies like Ryder are being recognized for embracing women in transportation roles, setting benchmarks in inclusivity.

Title:

Content: Ryder named a top company for women

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

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

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

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

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

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

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

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

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

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

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

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

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

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

**How Barriers Are Being Broken Down**
- Women like Rachael Reresi in mechanic roles and female crane operators are not simply taking up jobs, but actively excelling, challenging perceptions about gendered abilities in physically demanding positions.

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

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

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

appoint women to traditionally male roles

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

- These breakthroughs are often achieved through a combination of personal passion, resilience, and company support.

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?

Many women report the value of strong team dynamics and the pride in inspiring younger women to follow their path.

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Content: News

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Detroit woman holds high rank in construction industry, encourages other women to join

Posted at 8:52 AM, Sep 01, 2022
and last updated 2022-09-01 08:52:20-04

(WXYZ) — A Detroit woman who started out filling potholes in the city is now in a position of power becoming one of the only women in the country to be crowned Superintendent of Street Maintenance.

Patricia Henderson is a woman that is about her business.

She works, sometimes around the clock, helping to make sure Detroit streets are smooth. And now, she's encouraging other women in the area to see a future in construction.

“My job initially, was to fill potholes,” Henderson said.

Henderson started working for the city in 1998. She says she was often the only woman on the side of the road patching and pounding so gaining respect wasn’t easy.

“The men thought that I couldn’t do the job so they would purposely not do something and leave it for me to do," Henderson said.

But instead of caving, she took control.

“I’ll go right on ahead and do it. I'll pick up the jackhammer, the shovel, whatever was available. I went on and done the job without their help,” she said.

She quickly began to rise in the ranks, but she says the feeling is bittersweet knowing more women are not following the path she's cleared.

According to the U.S Bureau of Labor and Statistics, only 13% of payroll employees in construction are women. This number has remained stagnant since the 90s.

As of 2019, Detroit ranked 44th in the country when it came to female construction workers.

“You identify a problem and you come up with solutions to eliminate that problem," MDOT spokesperson Aaron Jenkins said.

Jenkins says MDOT has created an on-the-job training program aimed at recruiting women and other minorities to join construction crews.

Since the program began, enrollment has more than doubled. The program started off with 56 women in 2017 and has grown to 126 as of 2021.

"The recruiting is working,” Jenkins said.

Henderson says she has hired more women under her leadership including in her supervising staff and she wants to encourage others to take the chance.

"I would tell women, go for it. Who better than us to do it? We are just as strong. We are just as smart. We are just as dominant as the male. We can do it, I’m a witness. I've done it.”

If you'd like to learn more about MDOT's job training program, click here.

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

- Formal efforts to foster gender diversity—such as more inclusive hiring practices (e.g., gender-neutral job application processes and deliberate outreach in schools and colleges)—are helping women see viable futures in these careers.

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Content: Women Breaking Barriers in Waste Management

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

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

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

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

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

Women Breaking Barriers in Waste Management

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

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

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

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

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

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

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

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

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

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

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

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

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?

- Role models play a vital role; female leaders visit schools and act as industry ambassadors, combating the pipeline problem and offering visible proof that these roles are attainable for women.

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

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

mentorship opportunities
educational programs

**Benefits & Continuing Challenges**
- The inclusion of women brings multifaceted advantages: greater diversity of thought, stronger teams, improved community engagement, and enhanced company reputations.

- Yet, significant barriers remain—women are often the only females on jobsites, and gaining respect can be tough due to lingering biases.

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