**Report: Gender Equality and Diversity Shifts in Construction and Related Industries**

**Breaking Historic Gender Barriers**

Women are increasingly challenging traditional male dominance in industries like construction, logistics, and maritime operations.

Trailblazers, such as the first woman lineworker hired by LUS Fiber and the first female branch service manager at Penske, are pioneering a cultural shift.

Their success proves that gender is not a limitation in operating heavy machinery or managing complex technical teams—“anybody can do it.” These firsts serve as visible role models, inspiring young women and showing that “you can’t be scared to do it.”

**Changing Attitudes and Cultures**

Attitudes within companies are evolving.

There is recognition that female operators and managers are not just equally capable, but are assets for business growth and diversity.

Colleagues and supervisors increasingly judge employees by competence, not gender: “We have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.” Support from leadership and visible executive buy-in amplifies women’s confidence and signals inclusive values to the wider workforce.

**Roots of Underrepresentation**

Despite progress, barriers persist.

The workforce on many sites remains overwhelmingly male and industry language is male-centric (e.g., "foreman" vs. "foreperson"), reflecting entrenched social norms and stereotypes.

Practical barriers, such as lack of equal opportunities, minimal support systems, and skepticism from peers or supervisors, linger.

Women often face doubts about their abilities, with some pressured to “look for a different job,” and balancing work with family life adds further strain.

**Workplace Experience and Adaptation**

Women succeeding in these environments highlight the need to blend professionalism with authenticity.

For example, a woman HGV driver balances her maternal responsibilities with her job demands by meticulous planning, and another operator embraces her femininity (“I like to have my nails and eyelashes done”) while excelling onsite.

Their perseverance underlines that women do not need to conform to stereotypes to succeed and that diversity of personalities strengthens teams.

**Enablers of Change**

Key drivers for encouraging more women to enter and excel in these sectors include:
- **Inclusive Hiring Practices:** Proactive recruitment and unbiased candidate evaluation support gender balance.

- **Mentorship and Support Systems:** Strong onboarding and continuous learning opportunities help women grow and thrive.

- **Role Models and Visibility:** Female veterans inspire newcomers and normalize women’s presence.

- **Work-Life Flexibility:** Acknowledgment of family responsibilities and flexible work arrangements make construction careers accessible for mothers.

- **Cultural Shifts:** Moving toward gender-neutral job titles, supportive management, and open dialogues erode discriminatory attitudes.

**Emerging Trends**

The landscape is gradually shifting, especially in training environments where a more balanced gender split in classrooms is emerging.

This pipeline promises a future workforce that is both skilled and diverse.

**Summary Nugget:**
Industries like construction, logistics, and maritime are making meaningful advances in gender equality.

Women are breaking barriers as heavy machinery operators and leaders, often overcoming entrenched stereotypes and cultural challenges.

Their presence normalizes diversity, inspires others, and demonstrates that skill—not gender—determines success.

Continued progress depends on inclusive recruitment, supportive company cultures, visible role models, and practical accommodations for work-life balance, as the industry moves toward a future where gender equality is both expected and celebrated.

**Summary: Shifting Gender Roles and Increasing Diversity in Construction & Related Industries**

1.

**Impact of Social & Economic Changes:**
   Social upheavals, such as war and economic migration, have forced many women to seek new careers, often in fields previously dominated by men, such as construction, mining, and transport.

Companies, such as those in Ukraine, have seen significant female workforce participation, with some enterprises employing up to 67% women.

**Breaking Down Gender Barriers:**
   Women are increasingly entering roles historically seen as male, like operating heavy vehicles (e.g., MAZ and KrAZ dump trucks), becoming crane operators, and even taking leadership positions (e.g., deputy chief mechanic at mines).

Retraining programs and certification support (e.g., obtaining category C driving licenses) have enabled women to access these roles and to secure salaries well above previous female-dominated positions.

**Corporate Initiatives and Inclusion Programs:**
   Initiatives to break bias and encourage women’s advancement include ‘male decree’ programs (supporting women’s career growth during typical male absences), anti-discrimination programs like Kyivstar’s ‘Return’, and celebration/recognition events on International Women’s Day.

Some companies have plans to further expand the range of jobs available to women.

**Work Environment and Social Support:**
   Women are now seen in roles ranging from station work in remote areas, mining operations, local administration, to operating heavy machinery.

Companies foster inclusivity through group communication among operators, conducting social projects, and promoting community-oriented models.

**Overcoming Stereotypes and Practical Challenges:**
   Despite progress, women still face unique challenges (e.g., work-life balance, lack of vacation flexibility, social stereotypes about safety and skill).

However, strong female performers are gaining recognition, winning salary raises (sometimes over 2.5x), and gaining visibility through internal contests and leadership roles.

**Community & Economic Development:**
   Employers increasingly value the local workforce (e.g., 97% local inhabitants in some regions), promoting local, sustainable economic models.

Collaboration with small businesses and support for traditional industries (e.g., reindeer herding) show how economic development can go hand in hand with gender inclusivity.

**Social Recognition & Celebration:**
   Women’s contributions are now celebrated through company events, beauty contests, and public acknowledgments, further cementing their position in the workforce and changing workplace cultures.

**Conclusion – Path Forward:**
The examples demonstrate a steady cultural and structural shift toward gender equality in the construction and maritime sectors, facilitated by retraining, policy changes, recognition programs, and supportive work environments.

Companies that create inclusive programs, address practical challenges, and actively recognize women’s achievements are not only attracting female talent into traditionally male roles but also strengthening their overall workforce and public image.

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

1.

**Personal Motivation & Overcoming Barriers:**
   - Women entering heavy machinery roles often face significant societal resistance and bullying, but personal motivation—such as supporting family—serves as a powerful incentive.

- Support from immediate family (e.g., husbands) can be crucial for women overcoming community skepticism.

**Breaking Barriers to Entry:**
   - Acute labor shortages caused by retiring veterans and insufficient new entrants have compelled the industry to diversify its workforce and "leave no doors closed" to women.

- Women increasingly see roles in construction and heavy machinery not just as jobs, but as pathways to build family wealth and legacies—a motivational factor driving participation.

**Changing Industry Cultures:**
   - Women operators express pride and satisfaction in their hands-on work ("I can say I worked on this and built that"), highlighting a growing sense of belonging and achievement.

- Recognition is being given within companies and at national events for exceptional inclusion and diversity efforts.

**High-Level Institutional Support:**
   - Companies such as Kiolis MHI, recognized with awards for Emiratisation Excellence, actively promote equal opportunities and the inclusion of women in operational roles.

- Major events like Expo 2020 Dubai prominently feature women's contributions, showcasing both national and industry-wide commitment to gender diversity.

**Mentorship & Workplace Support:**
   - Mentoring schemes and supportive environments (e.g., Amazon's initiatives) are highlighted as effective tools for empowering women, helping them succeed and advance within traditionally male-dominated sectors.

- Women-specific pavilions and recruitment initiatives signal a cultural shift in not only accommodating but celebrating women's roles.

**Training & Professional Development:**
   - Large-scale training initiatives (e.g., "Your Equipment is Your Company") are preparing women for technical and mechanical roles, such as loader operations and equipment maintenance, under integrated partnerships between governments and private companies.

- Targeted programs are showing tangible results: 25 trainees in a cohort with 15 trained as operators and 10 in maintenance—a newly inclusive approach.

**Leadership & Role Models:**
   - Visible female leaders in construction and mining advocate for gender equality, taking active steps to create space for more women and emphasizing that leadership must drive cultural change.

- The percentage of female managers in top global mining companies has risen from under 5% to 18% in a decade, proving that conscious efforts yield measurable progress.

With growing numbers of women excelling as heavy equipment operators, managers, and leaders, the sector is increasingly seen as inclusive and filled with opportunities for all.

**Report: Gender Equality and Diversity Shifts in Construction and Related Industries**

**Breaking Historic Gender Barriers**

Women are increasingly challenging traditional male dominance in industries like construction, logistics, and maritime operations.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

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

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

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

appoint women to traditionally male roles

Trailblazers, such as the first woman lineworker hired by LUS Fiber and the first female branch service manager at Penske, are pioneering a cultural shift.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

View Comments

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

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

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

appoint women to traditionally male roles

Their success proves that gender is not a limitation in operating heavy machinery or managing complex technical teams—“anybody can do it.” These firsts serve as visible role models, inspiring young women and showing that “you can’t be scared to do it.”

**Changing Attitudes and Cultures**

Attitudes within companies are evolving.

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?

There is recognition that female operators and managers are not just equally capable, but are assets for business growth 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?

Colleagues and supervisors increasingly judge employees by competence, not gender: “We have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.” Support from leadership and visible executive buy-in amplifies women’s confidence and signals inclusive values to the wider workforce.

Title:

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

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

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

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

A passion for vehicles

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

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

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

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

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

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

Joining Penske

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

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

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

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

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

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

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

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

Pushing past unwelcome comments

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

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

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

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

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

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

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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?

**Roots of Underrepresentation**

Despite progress, barriers persist.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

The workforce on many sites remains overwhelmingly male and industry language is male-centric (e.g., "foreman" vs. "foreperson"), reflecting entrenched social norms and stereotypes.

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

Practical barriers, such as lack of equal opportunities, minimal support systems, and skepticism from peers or supervisors, linger.

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

Women often face doubts about their abilities, with some pressured to “look for a different job,” and balancing work with family life adds further strain.

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

**Workplace Experience and Adaptation**

Women succeeding in these environments highlight the need to blend professionalism with authenticity.

Title:

Content: Women Breaking Barriers in Waste Management

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

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

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

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

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

Women Breaking Barriers in Waste Management

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

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

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

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

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

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

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

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

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

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

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

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For example, a woman HGV driver balances her maternal responsibilities with her job demands by meticulous planning, and another operator embraces her femininity (“I like to have my nails and eyelashes done”) while excelling onsite.

Title:

Content: Jump directly to the content
NAILING IT

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

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

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

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

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

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

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

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

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

'It's in my blood'

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

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

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

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

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

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

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

'I'm on site four days a week'

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

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

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

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

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

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

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

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

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

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

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

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

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

'There are drawbacks'

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

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

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

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

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

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

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

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

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

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

Climbing the career ladder

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

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

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

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

Topics

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

Their perseverance underlines that women do not need to conform to stereotypes to succeed and that diversity of personalities strengthens teams.

**Enablers of Change**

Key drivers for encouraging more women to enter and excel in these sectors include:
- **Inclusive Hiring Practices:** Proactive recruitment and unbiased candidate evaluation support gender balance.

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

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

commit to gender equality in hiring practices

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

- **Mentorship and Support Systems:** Strong onboarding and continuous learning opportunities help women grow and thrive.

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

create training and apprenticeship programs

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

educational programs
mentorship opportunities

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

- **Role Models and Visibility:** Female veterans inspire newcomers and normalize women’s presence.

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

- **Work-Life Flexibility:** Acknowledgment of family responsibilities and flexible work arrangements make construction careers accessible for mothers.

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?

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

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

- **Cultural Shifts:** Moving toward gender-neutral job titles, supportive management, and open dialogues erode discriminatory attitudes.

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?

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?

**Emerging Trends**

The landscape is gradually shifting, especially in training environments where a more balanced gender split in classrooms is emerging.

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

This pipeline promises a future workforce that is both skilled and diverse.

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

commit to gender equality in hiring practices

**Summary Nugget:**
Industries like construction, logistics, and maritime are making meaningful advances in 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?

commit to gender equality in hiring practices

tie gender diversity targets into contracts and deals

appoint women to traditionally male roles

Women are breaking barriers as heavy machinery operators and leaders, often overcoming entrenched stereotypes and cultural challenges.

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?

Their presence normalizes diversity, inspires others, and demonstrates that skill—not gender—determines success.

Continued progress depends on inclusive recruitment, supportive company cultures, visible role models, and practical accommodations for work-life balance, as the industry moves toward a future where gender equality is both expected and celebrated.

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

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

commit to gender equality in hiring practices

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

**Summary: Shifting Gender Roles and Increasing Diversity in Construction & Related Industries**

1.

Title:

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

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

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

**Impact of Social & Economic Changes:**
   Social upheavals, such as war and economic migration, have forced many women to seek new careers, often in fields previously dominated by men, such as construction, mining, and transport.

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?

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

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

appoint women to traditionally male roles

Companies, such as those in Ukraine, have seen significant female workforce participation, with some enterprises employing up to 67% women.

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

**Breaking Down Gender Barriers:**
   Women are increasingly entering roles historically seen as male, like operating heavy vehicles (e.g., MAZ and KrAZ dump trucks), becoming crane operators, and even taking leadership positions (e.g., deputy chief mechanic at mines).

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

Retraining programs and certification support (e.g., obtaining category C driving licenses) have enabled women to access these roles and to secure salaries well above previous female-dominated positions.

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

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

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

create training and apprenticeship programs

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

inclusive policies
educational programs
vocational training

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

**Corporate Initiatives and Inclusion Programs:**
   Initiatives to break bias and encourage women’s advancement include ‘male decree’ programs (supporting women’s career growth during typical male absences), anti-discrimination programs like Kyivstar’s ‘Return’, and celebration/recognition events on International Women’s Day.

Some companies have plans to further expand the range of jobs available to women.

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

**Work Environment and Social Support:**
   Women are now seen in roles ranging from station work in remote areas, mining operations, local administration, to operating heavy machinery.

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

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

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

appoint women to traditionally male roles

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

Companies foster inclusivity through group communication among operators, conducting social projects, and promoting community-oriented models.

Title:

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

Title:

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

**Overcoming Stereotypes and Practical Challenges:**
   Despite progress, women still face unique challenges (e.g., work-life balance, lack of vacation flexibility, social stereotypes about safety and skill).

Title:

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

How has the 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?

However, strong female performers are gaining recognition, winning salary raises (sometimes over 2.5x), and gaining visibility through internal contests and leadership 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?

appoint women to traditionally male roles

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

**Community & Economic Development:**
   Employers increasingly value the local workforce (e.g., 97% local inhabitants in some regions), promoting local, sustainable economic models.

Collaboration with small businesses and support for traditional industries (e.g., reindeer herding) show how economic development can go hand in hand with gender inclusivity.

**Social Recognition & Celebration:**
   Women’s contributions are now celebrated through company events, beauty contests, and public acknowledgments, further cementing their position in the workforce and changing 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?

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

**Conclusion – Path Forward:**
The examples demonstrate a steady cultural and structural shift toward gender equality in the construction and maritime sectors, facilitated by retraining, policy changes, recognition programs, and supportive work environments.

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

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

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

create training and apprenticeship programs

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

Companies that create inclusive programs, address practical challenges, and actively recognize women’s achievements are not only attracting female talent into traditionally male roles but also strengthening their overall workforce and public image.

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

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

1.

Title:

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

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

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

commit to gender equality in hiring practices

**Personal Motivation & Overcoming Barriers:**
   - Women entering heavy machinery roles often face significant societal resistance and bullying, but personal motivation—such as supporting family—serves as a powerful incentive.

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?

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

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

- Support from immediate family (e.g., husbands) can be crucial for women overcoming community skepticism.

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

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

Title:

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

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

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

- Women increasingly see roles in construction and heavy machinery not just as jobs, but as pathways to build family wealth and legacies—a motivational factor driving participation.

Title:

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

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

**Changing Industry Cultures:**
   - Women operators express pride and satisfaction in their hands-on work ("I can say I worked on this and built that"), highlighting a growing sense of belonging and achievement.

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?

- Recognition is being given within companies and at national events for exceptional inclusion and diversity efforts.

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?

**High-Level Institutional Support:**
   - Companies such as Kiolis MHI, recognized with awards for Emiratisation Excellence, actively promote equal opportunities and the inclusion of women in operational roles.

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

- Major events like Expo 2020 Dubai prominently feature women's contributions, showcasing both national and industry-wide commitment to gender diversity.

Title:

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

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?

**Mentorship & Workplace Support:**
   - Mentoring schemes and supportive environments (e.g., Amazon's initiatives) are highlighted as effective tools for empowering women, helping them succeed and advance within traditionally male-dominated sectors.

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

support networks
professional development

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

- Women-specific pavilions and recruitment initiatives signal a cultural shift in not only accommodating but celebrating women's roles.

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

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

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

commit to gender equality in hiring practices

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

**Training & Professional Development:**
   - Large-scale training initiatives (e.g., "Your Equipment is Your Company") are preparing women for technical and mechanical roles, such as loader operations and equipment maintenance, under integrated partnerships between governments and private companies.

Title:

Content: The initiative (Your equipment is your company) qualifies trainees for the labor market..
A video.
Saturday ، 25 November 2023 10: 57 PM
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Written by: Amani Samir
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To complete the success of the first cycle of the initiative (Your Equipment is Your Company) by providing an integrated program to qualify trainees for the labor market and prepare them to be professional technicians, under the supervision of the national initiative "Start", "BECO" for heavy machinery, the National Training Academy and the productive training device on construction and heavy equipment of the Ministry of Housing, Utilities and Urban Communities, and major companies working in the field of construction.
The initiative aims to provide specialized technical training for target groups on driving, operating, maintaining and repairing articulated loaders in a hurry, in addition to providing educational, financial and legal training for trainees.
It is worth mentioning that the first batch of “Your stomach is your company ” initiative targeted the training of 25 trainees from the target groups, where 15 trainees were trained to drive and operate the“ Liugong ” wheel loaders produced by Beko Heavy Machinery Company, in addition to training 10 trainees on maintenance and repair of the loaders. To register for the second batch of “Your stomach is your company ” initiative, please visit the following link:
Applications are open for the second batch until 30 November 2023.
https: / / ebda.com.eg / factory / add / e3149419-4d9f-4904-bf2d-0de41f87fd8e
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

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

create training and apprenticeship programs

appoint women to traditionally male roles

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

vocational training
educational programs

- Targeted programs are showing tangible results: 25 trainees in a cohort with 15 trained as operators and 10 in maintenance—a newly inclusive approach.

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

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

create training and apprenticeship programs

appoint women to traditionally male roles

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

inclusive policies
educational programs
vocational training

**Leadership & Role Models:**
   - Visible female leaders in construction and mining advocate for gender equality, taking active steps to create space for more women and emphasizing that leadership must drive cultural change.

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

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

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

appoint women to traditionally male roles

- The percentage of female managers in top global mining companies has risen from under 5% to 18% in a decade, proving that conscious efforts yield measurable progress.

With growing numbers of women excelling as heavy equipment operators, managers, and leaders, the sector is increasingly seen as inclusive and filled with opportunities for all.

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

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

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

appoint women to traditionally male roles

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