**Nugget Summary: Women Advancing in Construction, Heavy Machinery, and Maritime Industries**

- **Increased Access and Training**: Traditionally male-dominated fields like construction, heavy equipment operation, and logistics (including crane, forklift, lorry, and barging roles) are seeing more women qualify and excel thanks to targeted certification and training programs.

Forklift and heavy equipment operator certifications are accessible to women who are at least 18 and have a high school diploma, paving the way for diverse career paths.

- **Breaking Stereotypes and Barriers**: Inspirational figures—such as former beauty queens, athletes, and office professionals—have successfully transitioned into careers operating heavy machinery.

Their stories show that determination and a willingness to pursue non-traditional paths can overcome gender stereotypes.

Women such as a former Miss England finalist and rugby star have consciously challenged the low percentage of women in fields like HGV (Heavy Goods Vehicle) driving.

- **Support and Encouragement**: More companies are recognizing the value of diversity and are providing active encouragement (such as female driver academies) and supportive workplace cultures.

Success stories include supervisors and peers who prioritize skill over gender (“if you can get the job done, let’s get it done”) and management willing to give women opportunities on merit.

- **Work-Life Balance and Flexibility**: Careers in machinery operation (lorry driving, crane operation) can offer flexible schedules, which some women use to balance with parenting or other life commitments (e.g., one mother in the UK credits early rising and flexible shifts with helping her manage family).

- **Financial and Personal Rewards**: Many women are drawn by the financial benefits, personal satisfaction, and autonomy these jobs offer—such as enjoying independence on the road or pride in technical skills—and find that the work environment often improves with experience and perseverance.

- **Visible Progress, Ongoing Challenges**: Despite growing numbers, women remain a small minority (HGV drivers in UK: 1–2%) and often confront initial doubts or isolation.

Supportive role models, coworker respect, and tenacity are key for retention and success.

- **Industry Trends and Technology**: The rise of AI and technological advances in equipment (new towboats, better machinery) is reducing barriers for entry and making operations less physically demanding, broadening access for all genders.

- **Inspiration for the Next Generation**: Women operators who share their experiences encourage others to “go for it,” challenging the notion that these are “men’s jobs” and demonstrating through achievements that gender does not determine ability in construction and related sectors.

These nuggets collectively demonstrate a positive shift towards gender equality and opportunity in construction, heavy machinery, and maritime transport, with companies and individuals working together to break old barriers and rewrite what’s possible for women in these fields.

**Nuggets Summary: Women Breaking Gender Barriers in Construction and Heavy Machinery (approx.

2500 characters)**

- **Rising Interest and Early Start:** Young women like Farkhana Safargaleeva are entering crane operation immediately after high school, finding genuine satisfaction and passion in the role.

Their enthusiasm shines both professionally and personally.

- **Industry Respect & Recognition:** Employers, such as engineers at construction firms, openly value the contributions women make in demanding roles.

On occasions like International Women's Day, companies formally appreciate female workers, acknowledging the challenges they overcome.

- **Changing Labor Markets:** Social changes, such as those spurred by war and economic shifts, have led more women to pursue traditionally male "blue-collar" roles, including operating heavy machinery and utility vehicles, to support their families and themselves.

- **Supportive Work Culture:** Women excel in these fields, exhibiting openness to learning and adaptability.

Many organizations have seen the emergence of women leaders from within their technical teams, sometimes with rapid career progression.

- **Concrete Achievements:** In several companies, the number of women in high-level management positions has grown dramatically (e.g., 60% increase in three years for Grade 10+ roles).

Some women transition from operating basic vehicles or equipment to specialized machines (like dump trucks), proving their versatility.

- **Workplace Policies for Equality:** Some firms implement policies that facilitate women’s career growth, such as offering parental leave for men, allowing women to focus on their own advancement.

- **Celebrating Excellence:** Women regularly compete in professional skill competitions for crane operators, earning recognition and awards—demonstrating they are not only participating, but excelling.

- **Career Development Opportunities:** Progressive employers invest in skill-building and leadership development for promising staff, regardless of gender.

Opportunities include refresher courses, mentorship, and internal career ladders.

- **Role Models from Various Backgrounds:** Stories circulate of former students, beauty pageant finalists, and school graduates successfully mastering truck, ship, and even train operation, showing that diverse life paths can lead to construction and maritime careers.

- **Motivation & Autonomy:** Many young women express a desire for financial independence, personal growth, and the satisfaction that comes from mastering technical skills and contributing to a team.

- **Early Career Guidance:** Modern vocational guidance programs aim to give students—regardless of gender—fair and equal access to in-demand technical education and job shadowing, helping identify talents and interests early.

- **Evolving Perceptions:** Managers and coworkers praise the quick learning and reliable performance of young women entering mechanical and technical jobs, emphasizing their critical contributions to company success.

**Conclusion:** The construction and heavy machinery sectors are experiencing a real shift towards gender equality.

With support from employers and colleagues, increased access to training, and societal recognition, women are breaking through historical barriers to build skillful, rewarding careers in these challenging fields.

Young women today can confidently pursue roles as crane operators and heavy machinery professionals, knowing there are growing pathways and supportive communities awaiting them.

**Summary Report: The Shift Towards Gender Equality and Diversity in Construction and Maritime Industries**

**Rising Female Participation and Breaking Barriers**
- Female workers are increasingly entering traditionally male-dominated fields like construction, heavy machinery operation, and even taxi driving, driven by economic necessity, family needs, and the desire for meaningful work.

- Women often face ridicule, bullying, and skepticism from their communities when pursuing these roles, but the support of family members (such as spouses or parents) can be pivotal for success and motivation.

- Inspiring stories, such as a mother learning to drive heavy loaders to provide for her ill children, or a “Minya girl” helping her father by operating a loader, highlight the determination and resilience women bring to these jobs.

**Structural Changes and Opportunities**
- Labor shortages and rising demand have motivated companies to open doors wider for female participation in trades, with women now constituting a significant portion of new entrants.

- Training programs and workplace initiatives (for example, led by government ministries, private companies like Amazon, or organizations such as the Egyptian Gulf Bank) are supporting women's entry and advancement, targeting not only technical skills but also leadership and entrepreneurship.

- Women are encouraged to apply for new roles, with criteria that are becoming more inclusive—often based on age and determination rather than limited by gendered expectations or previous biases.

**Challenges and the Need for Perseverance**
- Women report the need to “prove themselves” and often “work twice as hard” as men to be accepted, facing resistance, especially in supervisory or contractor roles.

- Yet, examples abound of women achieving project engineer status, starting and leading companies, or integrating seamlessly into previously all-male teams, even if tensions sometimes occur.

- Female professionals increasingly view these careers not only as jobs but as vehicles for legacy-building and generational wealth.

**Role Models and Emerging Identities**
- Role models like Becky Nicky, who brings unique perspectives and technical acumen to her job as a crane operator and engineer, display the value women add—not just equality but also innovation and quality.

- Women of diverse backgrounds, including Latinas and women from rural or immigrant families, are gaining visibility in management roles, further diversifying these industries.

**Supportive Work Environments**
- Companies like Amazon are cited for their inclusive cultures, where women feel safe and able to excel, and fast-paced environments encourage continuous learning and growth.

**The Road Forward**
- Continued progress depends on challenging discrimination, implementing supportive policies, and building networks of encouragement within families, workplaces, and society.

- Mentorship, showcasing success stories, and targeted outreach will continue to break down barriers, making careers in construction, heavy machinery, and maritime industries viable, rewarding options for young women today.

**Conclusion**
The construction and maritime industries are experiencing a gradual but meaningful shift towards gender equality and diversity.

**Summary Report: Women Breaking Barriers in Construction and Crane Operation**

**1.

Inspiring Case Studies**

A.

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**Nugget Summary: Women Advancing in Construction, Heavy Machinery, and Maritime Industries**

- **Increased Access and Training**: Traditionally male-dominated fields like construction, heavy equipment operation, and logistics (including crane, forklift, lorry, and barging roles) are seeing more women qualify and excel thanks to targeted certification and training programs.

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.”

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

educational programs
vocational training

Forklift and heavy equipment operator certifications are accessible to women who are at least 18 and have a high school diploma, paving the way for diverse career paths.

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.

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

educational programs
vocational training
inclusive policies

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

no college degree required
variety of opportunities available

- **Breaking Stereotypes and Barriers**: Inspirational figures—such as former beauty queens, athletes, and office professionals—have successfully transitioned into careers operating heavy 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?

Their stories show that determination and a willingness to pursue non-traditional paths can overcome gender stereotypes.

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

Women such as a former Miss England finalist and rugby star have consciously challenged the low percentage of women in fields like HGV (Heavy Goods Vehicle) driving.

- **Support and Encouragement**: More companies are recognizing the value of diversity and are providing active encouragement (such as female driver academies) and supportive workplace cultures.

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?

Success stories include supervisors and peers who prioritize skill over gender (“if you can get the job done, let’s get it done”) and management willing to give women opportunities on merit.

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?

- **Work-Life Balance and Flexibility**: Careers in machinery operation (lorry driving, crane operation) can offer flexible schedules, which some women use to balance with parenting or other life commitments (e.g., one mother in the UK credits early rising and flexible shifts with helping her manage family).

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

- **Financial and Personal Rewards**: Many women are drawn by the financial benefits, personal satisfaction, and autonomy these jobs offer—such as enjoying independence on the road or pride in technical skills—and find that the work environment often improves with experience and perseverance.

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

- **Visible Progress, Ongoing Challenges**: Despite growing numbers, women remain a small minority (HGV drivers in UK: 1–2%) and often confront initial doubts or isolation.

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

Supportive role models, coworker respect, and tenacity are key for retention and success.

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

- **Industry Trends and Technology**: The rise of AI and technological advances in equipment (new towboats, better machinery) is reducing barriers for entry and making operations less physically demanding, broadening access for all genders.

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?

- **Inspiration for the Next Generation**: Women operators who share their experiences encourage others to “go for it,” challenging the notion that these are “men’s jobs” and demonstrating through achievements that gender does not determine ability in construction and related sectors.

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 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?

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

These nuggets collectively demonstrate a positive shift towards gender equality and opportunity in construction, heavy machinery, and maritime transport, with companies and individuals working together to break old barriers and rewrite what’s possible for women in these fields.

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

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

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

active recruitment of women
promote women to higher roles

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

**Nuggets Summary: Women Breaking Gender Barriers in Construction and Heavy Machinery (approx.

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?

2500 characters)**

- **Rising Interest and Early Start:** Young women like Farkhana Safargaleeva are entering crane operation immediately after high school, finding genuine satisfaction and passion in the role.

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

Their enthusiasm shines both professionally and personally.

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

- **Industry Respect & Recognition:** Employers, such as engineers at construction firms, openly value the contributions women make in demanding roles.

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

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

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

On occasions like International Women's Day, companies formally appreciate female workers, acknowledging the challenges they overcome.

- **Changing Labor Markets:** Social changes, such as those spurred by war and economic shifts, have led more women to pursue traditionally male "blue-collar" roles, including operating heavy machinery and utility vehicles, to support their families and themselves.

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?

- **Supportive Work Culture:** Women excel in these fields, exhibiting openness to learning and adaptability.

Many organizations have seen the emergence of women leaders from within their technical teams, sometimes with rapid career progression.

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?

- **Concrete Achievements:** In several companies, the number of women in high-level management positions has grown dramatically (e.g., 60% increase in three years for Grade 10+ roles).

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

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

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

Some women transition from operating basic vehicles or equipment to specialized machines (like dump trucks), proving their versatility.

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

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

- **Workplace Policies for Equality:** Some firms implement policies that facilitate women’s career growth, such as offering parental leave for men, allowing women to focus on their own advancement.

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

- **Celebrating Excellence:** Women regularly compete in professional skill competitions for crane operators, earning recognition and awards—demonstrating they are not only participating, but excelling.

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?

- **Career Development Opportunities:** Progressive employers invest in skill-building and leadership development for promising staff, regardless of gender.

Opportunities include refresher courses, mentorship, and internal career ladders.

Title:

Content: Russian Federation
Moscow
+ 17 °
Economy10 May 2023 12: 00
If you want to become a director, become one: is it difficult to realize a dream and build a great career?
Where is the entry point to a large company and why the employer is ready to invest in promising personnel
From an ordinary worker to a manager, it is real when an employee and a company have a desire to develop together.
Photo by Maria LENZ
How to get highly qualified, promising and, most importantly, involved personnel?
Post a vacancy and wait for them to come by themselves?
Or find and educate talented young people in corporate traditions, investing in their education?
Large companies with complex production rely on the second option - this road is longer, but in the end it brings the desired bonuses.
Personnel problems are now experienced by almost every industry.
Sanctions pressure from outside forces all sectors of the economy to preserve the accumulated capacity, to seek internal reserves for development, to enter new markets and launch new production.
As in any business, to solve these problems, people are needed - hardworking, knowledgeable, motivated by the result.
Professionals.
Where do they come from, in the most difficult places?
We decided to find out how the personnel issue is being resolved in one of the key sectors of the Russian economy – metallurgy.
RUSAL approaches the development of human resources in a variety of ways.
According to the company, an important part of the personnel policy is partnership with educational institutions and universities.
This principle was laid down by the founder of the company, Oleg Deripaska, who has always argued that “the key to the successful development of the economy and business is to assist talented young people in obtaining professional competencies and skills. ”
Therefore, the company continues to introduce progressive educational practices, expands the scholarship program, organizes targeted training and creates specialized classes.And the results are not long in coming - these principles work.
Excursion to the production can affect the choice of future profession.
Photo by Maria LENZ
But it cannot be said that young people at the enterprises of the aluminum giant come only in this way.
Someone gets a job on a common basis, and then gets sucked in and realizes, “I want to move on. ”
And at this point, the tools for the development of professional competencies in the company itself are included.
You can take refresher courses, improve your skills and then climb the career in the framework of special programs for employees.
For example, Digital Aluminum is a new project about virtual and augmented reality, computer vision, digital assistants and twins, robotization and much more, which helps to understand the modern capabilities of digital solutions for industry, and find out what is already being implemented in RUSAL.
Or with the help of the "Corporate University", whose programs and projects are aimed at developing the competencies of the Company's employees - both managerial and qualification, their professional growth and increasing efficiency.
An unusual chemistry lesson together with Komsomolskaya and RUSAL was held at school No. 3 in Moscow.
Achinsk eighth graders brilliantly passed the quiz on the issues of the Olympics "13th element.
"Alchemy of the Future".
The external contour of educational programs is also quite wide.
Agreements have been concluded with specialized universities and secondary specialized educational institutions.
There is a large program of targeted training at the Siberian Federal University.
The company not only pays scholarships to its future specialists, but organizes them practice in production and, of course, guaranteed employment.
The point of entry into metallurgy can be long before the entrance of the plant, still in school.
The first acquaintance can begin at the All-Russian Olympiad of schoolchildren "13th element.
Alchemy of the future ” or in “RUSAL classes ”.
By the way, there are many examples of building a successful career among young metallurgists.
Let ’ s talk about some of them.
In 10 years he became a director.
Promising nuggets are visible from the school bench.
An example of this is the All-Russian Olympiad for schoolchildren "13th element.
Alchemy of the Future ”, in which students of grades 8-11 participate.
Creatively thinking children together with mentors for six months carry out theoretical and practical tasks.
The purpose of this competition is to identify and develop the individual creative abilities of students in natural science subjects, that is, in chemistry, mathematics, physics, computer science.
For 10 years from the electrolyzer to the commercial director: the career of Jan Voischel can be called rapid.
The Olympics were held for the first time in 2013.
An eleventh-grader from the small village of Tarutino in Achinsk district, Jan Voishel, surprised everyone when, together with his teacher, he assembled an installation to study the properties of nepheline ore.
He had about 1,500 competitors.
The victory was fateful for him – no doubt: he will enter the Siberian Federal University, the Institute of Non-Ferrous Metals and Metal Science in Krasnoyarsk.
There, a gifted freshman was offered to conclude a contract for targeted training.
- Why here?
Because it is a leading company in the aluminum industry.
Working here is a springboard to the future.
I was a student and I was proud to work for KrAZ.
I burned my job because it's cool!
When others were vacationing on vacation, I would put on my overalls and come to the shop.
The plant is stability, it is an opportunity to develop both in production and in management activities.
When you want, all roads open.
His career can be described as rapid.
For the first time during the summer holidays, he got a job at an aluminum plant as an electrolyzer for molten salts of the third category.
And when he came here after graduation, he already had the fifth grade out of six.
Then he moved to the commercial structure of the company.
Today, 27-year-old Jan Wojschel is the commercial director of ISO LLC (Engineering, Construction, Service).
There are about 350 people in charge.
- I dreamed of becoming a commercial director - I became one.
And I associate all my future growth plans only with my favorite company.
Hereditary Caster
At metallurgical enterprises, labor dynasties are valued, when the younger generation through the older ones is brought up on the principles of loyalty to production.
If, coming to the workshop, a young man knows what awaits him - a stable salary, a social package and the opportunity to participate in volunteer activities, he is already ready to work.
He will join the process, will not save himself from difficulties and will not run away, he is reliable.
And in large metallurgy, this is also part of the personnel policy.
Dmitry Kovalev is a hereditary metallurgist, he chose the work following the example of his father.
Among the representatives of family dynasties and Dmitry Kovalev, Director of foundry of the Irkutsk aluminum plant, with whom we talked.
- My father is a foundry, now retired.
I listened to his stories and listened.
In 2008, I was 20 years old, I studied at the Irkutsk State Technical University with a degree in Metallurgical Engineering and got a job at the plant.
I found ways to go to lectures in the morning and work in the evening.
First master, then master technologist, senior master.
From July 2019, he acted as Director of Foundry, in July 2020 he was appointed Director.
At every stage, I am interested in working.
The impetus for career growth was participation in 2015 in the personnel reserve training program, which is called “BS 250 ”.
Dmitry himself speaks about it as follows: the program teaches you to develop, determine priorities, think outside the box and analyze, take control of processes, find a way out of any situation and build your career.
At the same time, he willingly takes part in corporate volunteer activities, in environmental actions, he is interested in holding sports holidays for children from an orphanage, helping veterans of the Great Patriotic War.
It gives him moral satisfaction.
Conscious Choice: Scholarship – Employment – Confidence
And, of course, the most direct way to success is a conscious choice of profession.
Sayanogorets Ivan Bogatyrev came to his choice in school.
Just a month and a half before the exam, representatives of the Sayanogorsk Aluminum Plant came to the class and said that the company invites young talented people to a targeted training program at the Siberian Federal University.
In favor of the choice was the fact that the plant is one of the city-forming enterprises of Sayanogorsk, part of his life.
Ivan Bogatyrev chose his profession at school.
- For the first time I crossed the threshold of the passing enterprise in July 2014, when I came to the production practice.
Our fellow students traveled every summer to rest on vacation, and I and three of my comrades – to work.
They settled for one and a half to two months, resigned - and again to the university.
Thus, I supported the theory with real experience, - says Ivan.
During his work at SAZ, Bogatyrev completed internships in all positions in the electrolysis industry - from the pusher to the senior master and director, graduated from the master's program in the corporate program, became a recognizable face of the youth council of the industrial site.
- I'm very lucky with my mentors.
I am grateful to them for their valuable experience.
At the plant there are all opportunities to realize yourself as a professional and as a person.
The main thing is to take the initiative, - Ivan Bogatyrev believes.
– In the company, in addition to skills, knowledge and experience, I gained confidence in the future.
Therefore, my plans for the future are ambitious, balanced and deliberate.
Ivan Vladimirovich is only 27 years old, he is a master technologist of the fourth series of electrolysis production.
He plans to develop further, take advantage of other programs of the company.
But he also finds time for personal development, for participation in public projects.
He loves sports and creativity.
For others, she volunteers in actions to help veterans and for animal shelters.
With other young activists, he organized the project “My Yard Team ” to teach children interesting, active street games.
Gold Reserve: Becoming a Leader
In 2015, the company launched a training program for the personnel reserve "BS-250".
One of its main tasks is to find and develop leaders.
Someone pays money to study leadership at prestigious foreign universities, and here leading teachers come to teach you as part of a corporate program.
Another motive for professional growth within the company – for employees who have worked here for more than three years, everything is free.
At the first stage, everyone is recruited.
Gradually, their number decreases, in the end remain the most capable.
The best from all RUSAL enterprises enter the final stage.
The winners fall into the golden personnel reserve.
And if there is a vacancy of the head, from the applicants priority is to the one who passed the program "BS-250".
Konstantin Nazarov is a first-year graduate of the corporate training program for the company ’ s personnel reserve.
Konstantin Nazarov, Deputy Director for Production of the Boguchansky Aluminum Plant, a first-year graduate of 2015.
He came to BoAZ from Sayanogorsk and was built by the operator APPA (automated aluminum production process).
He believes that “BS 250 ” is an excellent start for a career, since it gives an opportunity to expand your horizons, to identify such qualities that a person could not have suspected at home.
Mobilize internal reserves: communication, thinking, the ability to make quick or alternative decisions.
- It is great that there are such programs that allow you to develop your knowledge.
But it all depends primarily on the person.
Whatever program it is, it is not able to pull the full potential of the employee.
It can be long and hard to teach, but in the end get not quite competent specialist.
Or competent, but he will not strive for the position for which bets are made.
Ability to compare
Anton Murashov joined the company in August 2021.
He had many years of experience as a transport engineer in other organizations.
But it's not that, it's not that.
I didn ’ t just want a white hat and a white hat.
And that the work itself was interesting, promising and liked.
For a long time I looked through the vacancies and, finally, I became interested: the head of the transport section was needed in “Bauxite Timan ”.
However, at the interview, Anton was given a condition that he accepted - training in the program of road safety at work.
The additional knowledge required for the position was obtained within the framework of the corporate educational program “Young Generation ”.
Anton Murashov was looking for a job that would be interesting to him and help him develop.
- Then I enrolled in the program "BS 250", because I am interested in it and it is necessary to improve my business competencies and management skills, - says Anton Murashov. - I am learning for the future.
I see if I have the opportunity to develop, I do.
And the young people who are now finishing the 11th grade, I want to wish: it is cool in our company, everyone comes.
From you – the desire to work and grow, from us – to create conditions for you.
Getting an education in a university is a good theoretical basis.
However, when you have the knowledge and apply it, you start to do something with your own hands, it brings tremendous experience.
Don ’ t be afraid of jobs.
For any novice leader, a huge experience will work in the workshop, with his hands.
The material uses a photo from the company ’ s archive.

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

mentorship opportunities
educational programs
vocational training

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

- **Role Models from Various Backgrounds:** Stories circulate of former students, beauty pageant finalists, and school graduates successfully mastering truck, ship, and even train operation, showing that diverse life paths can lead to construction and maritime careers.

Title:

Content: The finalist of the contest “Miss England ” became a trucker
Today at 16: 20
Photo by Millie Everett
The former finalist of the beauty contest “Miss England ” Millie Everett gave up her modeling career and got a job as a trucker in the UK.
This is reported by the Daily Mail.
The girl began to participate in professional beauty contests in 2017.
In 2018, she won the title of “Miss Lincolnshire ” and the crown of the contest“ Miss Charity ” – she managed to collect the most money.
She got her truck rights last year.
And reached the final of the contest “Miss England 2022 ”, already engaged in cargo transportation.
Everett dreamed of driving heavy machinery since childhood.
She grew up on a farm and often drove a tractor through its territory.
She was also inspired by the fact that women make up less than 1% of truck drivers in the UK.
Another factor was the shortage of truckers in the country after Brexit and the onset of the pandemic.
Sitting behind the wheel of the truck, Everett was not disappointed.
“It was so much fun to drive a big truck, ” she admits.
The former model likes the freedom that driving gives, the opportunity to travel around the country and an excellent salary.
Everett encourages other women to think about working as a trucker.
“I know the daughters of farmers who do nothing to help their parents.
Feminism has forgotten about agriculture, ” she laments.
The girl wants to prove that the transportation of goods can be engaged not only 40-year-old men.
;

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

- **Motivation & Autonomy:** Many young women express a desire for financial independence, personal growth, and the satisfaction that comes from mastering technical skills and contributing to a team.

Title:

Content: Women are increasingly going to work in car services: why is this happening?
Fit Service: stability and high earnings encourage women to work at the service station
Previously, the car service was a purely male territory.
But today, the situation is changing, and women are increasingly choosing a profession related to car repair.
Irina Kulieva, HR Director of Fit Service, notes the growing interest of women in the automotive business.
According to her, women are increasingly occupying the positions of master receptionists and even heads of service stations.
The car service offers stable jobs with decent pay.
For example, the assistant of the master receiver receives an average of 50,000 rubles per month, and the master receiver already receives 100,000 rubles.
The head of the service station can earn from 150 000 rubles.
Despite the fact that auto repair is traditionally considered a male sphere, in some areas women do not need to have any special strength or “masculine ” character traits.
The main thing is the desire to learn, develop and be part of a cohesive team.
“Driving ” can now be viewed on RuTube
Source: Gazeta.Ru
Sign up for "Driving" in

- **Early Career Guidance:** Modern vocational guidance programs aim to give students—regardless of gender—fair and equal access to in-demand technical education and job shadowing, helping identify talents and interests early.

Title:

Content: Press "Enter" to go to the content
Try your profession online
On the digital platform of the "Ticket to the Future" project, an interactive online designer "Fitting Professions" was created, with the help of which adolescents will be able to pass a free online test and determine the most suitable profession for them.
Recall that from October 15 to November 30 this year in the Smolensk region, a project for early career guidance for students of grades 6-11 "Ticket to the Future" is being implemented, which is part of the federal project "The Success of Every Child" (the national project "Education").
It is worth noting that the federal project "The success of each child" is aimed at identifying, supporting and developing the abilities and talents of children and young people.
Within its framework, work is being done to ensure equal access of children to relevant and in-demand programs of additional education, to identify the talents of each child and to provide early vocational guidance to students.
According to experts, career guidance tests help schoolchildren to determine the most suitable profession for them, since adolescents very often have difficulties with professional self-determination due to a small life experience.
In order to help the children with the choice of their future profession, a free online test was created in the interactive online designer "Fitting Professions".
As part of the test, the teenager will be able to indicate personal qualities, strengths and interests, as well as choose his favorite school subjects, desired working conditions and priority goals.
Based on these preferences, the system offers suitable professions with detailed information on each of them.
It is important to emphasize that teachers, employers, university teachers, psychologists were involved in the development of the “Fitting Professions ”.
All presented professions are not only described in terms understandable to the student, but also accompanied by comments from specialists.

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

educational programs
vocational training
inclusive policies

- **Evolving Perceptions:** Managers and coworkers praise the quick learning and reliable performance of young women entering mechanical and technical jobs, emphasizing their critical contributions to company success.

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?

**Conclusion:** The construction and heavy machinery sectors are experiencing a real shift towards gender equality.

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

With support from employers and colleagues, increased access to training, and societal recognition, women are breaking through historical barriers to build skillful, rewarding careers in these challenging fields.

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

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

Young women today can confidently pursue roles as crane operators and heavy machinery professionals, knowing there are growing pathways and supportive communities awaiting them.

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

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

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

women's networks
active recruitment of women

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

**Summary Report: The Shift Towards Gender Equality and Diversity in Construction and Maritime Industries**

**Rising Female Participation and Breaking Barriers**
- Female workers are increasingly entering traditionally male-dominated fields like construction, heavy machinery operation, and even taxi driving, driven by economic necessity, family needs, and the desire for meaningful work.

Title:

Content: Daytime Plus
Send Save Print PDF
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?

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

- Women often face ridicule, bullying, and skepticism from their communities when pursuing these roles, but the support of family members (such as spouses or parents) can be pivotal for success and motivation.

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 challenges do women in the construction and maritime  industries face?

having to work harder to prove oneself
attitudinal biases at work

- Inspiring stories, such as a mother learning to drive heavy loaders to provide for her ill children, or a “Minya girl” helping her father by operating a loader, highlight the determination and resilience women bring to these jobs.

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

**Structural Changes and Opportunities**
- Labor shortages and rising demand have motivated companies to open doors wider for female participation in trades, with women now constituting a significant portion of new entrants.

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

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

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

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

- Training programs and workplace initiatives (for example, led by government ministries, private companies like Amazon, or organizations such as the Egyptian Gulf Bank) are supporting women's entry and advancement, targeting not only technical skills but also leadership and entrepreneurship.

Title:

Content: Sara Al Olama: Amazon provides a supportive environment for women to feel safe and do their best in the workplace
T + T - normal size
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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- Women are encouraged to apply for new roles, with criteria that are becoming more inclusive—often based on age and determination rather than limited by gendered expectations or previous biases.

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?

**Challenges and the Need for Perseverance**
- Women report the need to “prove themselves” and often “work twice as hard” as men to be accepted, facing resistance, especially in supervisory or contractor roles.

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

having to work harder to prove oneself
attitudinal biases at work

- Yet, examples abound of women achieving project engineer status, starting and leading companies, or integrating seamlessly into previously all-male teams, even if tensions sometimes occur.

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

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

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

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

- Female professionals increasingly view these careers not only as jobs but as vehicles for legacy-building and generational wealth.

**Role Models and Emerging Identities**
- Role models like Becky Nicky, who brings unique perspectives and technical acumen to her job as a crane operator and engineer, display the value women add—not just equality but also innovation and quality.

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?

- Women of diverse backgrounds, including Latinas and women from rural or immigrant families, are gaining visibility in management roles, further diversifying these industries.

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

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

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

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

**Supportive Work Environments**
- Companies like Amazon are cited for their inclusive cultures, where women feel safe and able to excel, and fast-paced environments encourage continuous learning and growth.

**The Road Forward**
- Continued progress depends on challenging discrimination, implementing supportive policies, and building networks of encouragement within families, workplaces, and society.

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, showcasing success stories, and targeted outreach will continue to break down barriers, making careers in construction, heavy machinery, and maritime industries viable, rewarding options for young women today.

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

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

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

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

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

**Conclusion**
The construction and maritime industries are experiencing a gradual but meaningful shift towards gender equality and diversity.

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

**Summary Report: Women Breaking Barriers in Construction and Crane Operation**

**1.

Title:

Content: Horror movie! Girl opens a crane and becomes a KOL to go to work. She is burned in a smelter furnace explosion.
Author: Leonard
Published: Updated:
A few days ago in Indonesia, a smelter explosion accident occurred, a furnace suddenly exploded in the factory, the fire broke out, and the crane girl at the scene, Nirwana Selle, confirmed that she was buried in the sea of fire.
Online spread the scene of the horror film, because the female network red was working at night, the crane was affected by the fire after the explosion, and Red Nivana was trapped in the driver's seat and could not escape, and the people at the scene were scared to say that she would be burned to death.
Police confirmed that in addition to Nivana, another worker died and are investigating the cause of the accident.
Nivana's mother was heartbroken when interviewed, saying that her daughter was a hardworking person, and that she had left her hometown to earn money to support her family after graduating from high school, and many netizens went to her social platform to mourn.
Nirwanaaa often shares daily cranes on social platforms. (Image from “nirwanaaa _ 55 ” IG)
Nivana works as a crane operator, and often shares her daily work on IG, which makes her popular with netizens.
The scene of the incident was streamed on the Internet, and the footage was believed to be that of Nivana trapped in the crane driving room. The cab fire was fierce and the smoke was blazing, and the picture was so frightening that someone said that people in the cab would be burned to death.
Due to the high position of the crane operated by Nivana, it was difficult to evacuate at once, and the workers were unable to help.
Nirwanaaa works as a crane operator and often shares her daily work on IG. (Image from “nirwanaaa _ 55 ” IG)
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Police have confirmed that two workers died in the accident, including Nivana.
Police said that the fire was caused by one of the smelters inside the smelter explosion, the fire spread rapidly, and Nivana's crane was near the accident site, and she and another person were trapped in the fire.
The fire was extinguished in the morning, and Nivana, trapped in the crane driver's seat, was found lifeless.
The cause of the accident is being investigated.
Images can be disturbing:
+ 5
Nivana ’ s mother revealed that her daughter wanted to leave her hometown to work after graduating from high school, she moved out of the country for 1 year before waiting for the opportunity to be hired in the smelter to open a crane, when the initial salary is not known, so far has worked for 15 months.
She said that Nivana worked hard, rarely came home, and worked hard to make money for her family.
(Integrated)

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

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

valuable contributions to the community
inspiring other young women

Title:

Content: Local Local Focus
Strengthen the power supply in the ground line and stabilize the power of Taiwan Electric Power's Yunlin District.
▲ The distribution of Yunlin District 64 students a total of 19, including 1 female student Liang Ya-ting. (Photo by reporter Cai Peimin)
Journalist Tsai Pei-min / reporting from Yunlin
In recent years, Taiwan Power has vigorously recruited new and external technical personnel, and given sufficient education and training, in order to fill the manpower vacancy in advance, so that the replacement of old power distribution equipment can be carried out smoothly according to the progress.
The distribution of Yunlin District 64 students a total of 19 including 1 female student Liang Yating, with the advent of the female power era, to maintain the distribution line in Yunlin District power supply stability, will no longer be the monopoly of boys, Taipower women can also not let eyebrows.
Yunlin County area is located on the southern shore of the Tuoshui River and adjacent to the Taiwan Strait, the power distribution equipment has been eroded by salt dust for many years, plus the strong northeast monsoon from October to March each year, and the aging speed of the power distribution equipment has been relatively accelerated.
In recent years, due to the impact of the ebb tide in the workplace, the external personnel of Taiwan Power Company have retired or aged, and the skills of some jobs have gradually broken down.
In view of this, in recent years, Taiwan Power has vigorously recruited new foreign technical personnel and given sufficient education and training.
▲ The district office arranges for new trainees to work on the site, so that the trainees can understand the future work environment.
(Photo by reporter Cai Pei-min)
Hsu Yi-niu, director of the Yunlin District Office of the Taiwan Power Company, says that the district office has arranged for new trainees to work on the site, so that the trainees can understand the future work environment in advance. Become a qualified engineer.
Yunlin District No. 64 female student Liang Ya-ting before entering Taiwan Power Company, engaged in the work of Taiwan Power outsourced human computer data processor. In order to help Ya-ting, the District Office specially arranged three students to join the pole work. These three are the line class Jiang Shu-Lin, Cai Wan-Xu, and construction class Gao Jiajun. He learned how to climb a pole and pull a wire before he could become an official engineer of the Taiwan Electric Power Company.
Taiwan Power Company Yunlin District Office pointed out that the general cognitive external maintenance work is more suitable for "boys", the same is to climb the pole to reach for things, boys have a height advantage, but the smaller body of girls, it must spend more strength and pace than others, in order to achieve the same results.
But the advantage of girls is careful, in a team, a lot of tasks need to be completed by people, some people have strength, but like girls are more careful, will notice more details to complete the work more smoothly.
▲ 64 female student Liang Ya-ting did not enter Taipower before entering the test, engaged in the work of Taipower outsourced human computer data processor.
(Photo by reporter Cai Pei-min)
Listen to the podcast I ’ m on.
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Inspiring Case Studies**

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Title:

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?

B.