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

Traditionally male-dominated fields like construction, trucking, and maritime industries are increasingly welcoming women, with promising shifts towards greater gender diversity, inclusion, and equality.

This trend is visible across multiple roles, from heavy equipment operators and linemen to supervisors and advanced mechanics.

**Paths to Entry & Training**
- Many positions, such as forklift and heavy equipment operator roles, require certification (usually at 18+, with a high school diploma) and training programs tailored to the specific machinery or industry segment.

- Power lineman programs and diesel mechanic education are opening up, with stories of women succeeding, sometimes needing sacrifice or relocation to pursue certification—demonstrating resilience and dedication.

**Breaking Stereotypes and Excelling**
- Women like maintenance supervisors at companies like Penske have advanced from entry-level roles to leadership, disproving stereotypes about technical abilities and offering support and mentorship to male colleagues.

- Another inspiring example is a woman who became the first female lineworker at a fiber company, highlighting how more organizations are making deliberate hiring shifts.

- Graduates like Two Eagle show it’s possible to succeed academically and professionally even while managing heavy family responsibilities, reinforcing for their children—and the public—that women are capable of excelling in these fields.

**Ongoing Barriers & Solutions**
- While male colleagues and superiors are sometimes skeptical about women’s technical competence ("accept the fact that we have a female mechanic..."), consistent performance and expertise can eventually win respect.

- Organizational cultures are slowly shifting, with some firms working explicitly to attract and retain more women.

- Unique challenges—like balancing motherhood and demanding schedules—persist, but women adapt through strong time management, family support, and determination.

- Industry-wide, women remain underrepresented (e.g., HGV women drivers at just 1-2% in the UK), so advocacy and visibility are still vital.

**Cultural and Technological Shifts**
- Diverse leadership voices and CEOs in maritime and construction are recognizing the need for more inclusive work environments to ensure future growth.

- New technologies (AI, advanced equipment) are lowering entry barriers and helping all operators, regardless of gender, keep pace with evolving job demands.

- Severe work conditions (weather, long hours) apply equally, but supportive teams and career progression avenues make these jobs increasingly attractive to women.

**Key Takeaways:**
- Women are already succeeding as operators, mechanics, supervisors, and lineworkers, providing vital role models.

- The industry is moving towards better gender balance, but perseverance and openness to change both at the organizational and personal level are crucial.

- Case studies show that female pioneers not only prove doubters wrong but also help “normalize” women’s presence for future generations.

- Supportive policies, access to training, and visibility of successful women are most effective in breaking down traditional gender barriers in construction and related fields.

**Conclusion:**
The construction and maritime industries are undergoing a transformation.

As barriers fall and the culture evolves, women are proving their capabilities, inspiring others, and paving the way for an equitable future—one crane, forklift, or towboat at a time.

Here are the key nuggets summarizing the main points from your provided text, focusing on the contemporary experiences of women in construction, especially crane operators, and the broader shift towards gender diversity and equality in construction and related industries:

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**1.

Growing Presence of Women in Traditionally Male-Dominated Roles**
- Women like Farkhana Safargaleeva have successfully pursued careers as crane operators immediately after high school and have thrived, showing that dedication and interest can break gender stereotypes.

- Since 2006, Farkhana has spent 16 years excelling in her profession, proving long-term career sustainability for women in heavy machinery roles.

Social and Economic Shifts Accelerating Change**
- The war in Ukraine has forced many women to change careers, increasingly seeking out “male” professions like crane operation, truck driving, and industrial work to support themselves and their families.

- Since 2022, some industries in Ukraine and neighboring countries have actively formed all-women teams in operational roles, and more women are entering and progressing to leadership positions.

Supportive Work Environments and Policies**
- Employers like Meest and Ferrexpo have instituted progressive human resource policies, such as male parental leave, allowing female employees to continue career advancement while balancing family needs.

- Companies now recognize women’s abilities in various technical and managerial roles, with more women leaders at grade 10+ (management) positions—a 60% increase over the past three years.

- Competitions and recognition programs (such as “Best in Profession” awards for crane operators) create visibility and prestige around women’s achievements in these fields.

Education and Training: Pathways for Young Women**
- Major industry players like RUSAL are investing in targeted university and hands-on training programs (e.g., partnerships with Siberian Federal University) that actively encourage young women to enter technical trades.

- Open hiring and fair development opportunities signal a willingness to train and promote women, regardless of prior work experience.

Inspirational Role Models Across Trades**
- Women have broken into roles from washing machine repair to turning (machining), auto service, truck driving, and maritime careers.

Many find that their reliability and precision challenge pre-existing biases.

- Young women share that, while they sometimes face skepticism or distrust, they often win over colleagues and clients through competence, dedication, and a strong work ethic.

- Examples include a “Miss England” finalist who became a truck driver and a high school student who started learning to be financially independent through part-time technical work.

Challenges and Advice**
- While stereotypes still exist, supportive managers, willingness to learn, and good mentorship help women excel.

- Some still face inappropriate or unsafe client interactions, but report being able to handle these situations professionally, gaining respect and proving their capability.

- A common message: the main barrier is often psychological—doubting one’s belonging—while determination, openness to learning, and supportive environments make success possible.

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**Summary Conclusion:**
The construction and broader industrial sectors are undergoing a genuine shift towards gender equality and diversity.

Women crane operators and heavy machinery operators increasingly serve as role models, showing that with evolving workplace policies, targeted education, and supportive company cultures, female high school graduates can successfully pursue, advance, and thrive in these careers.

Persistent gender stereotypes are being replaced by recognition of competence and leadership, opening exciting and well-paid pathways for women in construction and related industries.

**Summary Report: Shifts Toward Gender Equality and Diversity in Construction & Maritime Industries—With Case Studies**

**Breaking Traditional Gender Barriers:**
Women are increasingly entering male-dominated fields such as construction, heavy equipment operation (including crane operation), and transportation across the globe.

Despite persistent social and cultural stereotypes, many are breaking through longstanding barriers to provide for their families and pursue fulfilling careers.

These shifts are fuelled by necessity, ambition, economic pressures, and the desire for independence.

**Case Study Highlights & Contemporary Experiences:**

- **Noura** (Middle East) learned to drive a loader despite facing community bullying, determined to aid her family financially and ensure medical care for her sons.

Support from her husband was pivotal, acting as a counterbalance to societal opposition.

Her perseverance underscores the role of familial support and personal motivation in overcoming prejudice.

- **Aya ("Minya girl")** began operating heavy equipment at a young age, motivated by love for her parents and commitment to family.

Despite resistance from local traditions and her own relatives, Aya persisted, driven by the belief that honest work is honorable regardless of societal perceptions.

Her message to other girls emphasizes ignoring detractors as long as work aligns with moral values.

- **Cerato** (United States) was exposed to construction early through her father, a Mexican immigrant.

Initially seeing few role models who looked like her, she eventually decided to spearhead her own path, dreaming of obtaining a general contractor’s license to foster a family legacy in construction.

Hispanic women like Cerato are helping reshape industry demographics and breaking representation barriers.

- **Jenny Parker** (U.S.) trained in construction skills to maintain her rental properties.

She found personal fulfillment and professional growth, highlighting how skill-based training can empower women in construction.

- **"Becky Nicky" Golsby** is recognized for her unique perspective and skill, showing that women often bring distinct solutions and insights that add value to their teams.

- **Women Taxi Drivers** (Middle East): Rising costs and family needs push women like Ensaf, a widow, into driving taxis to support dependents, overcoming limitations of time, qualifications, and traditional expectations around women's work.

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

Traditionally male-dominated fields like construction, trucking, and maritime industries are increasingly welcoming women, with promising shifts towards greater gender diversity, inclusion, and equality.

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?

active recruitment of women
promote women to higher roles

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

changing social norms
variety of opportunities available

This trend is visible across multiple roles, from heavy equipment operators and linemen to supervisors and advanced mechanics.

Title:

Content: Mitchell Technical College's Stacy Two Eagle celebrates graduation from diesel program

May 10—MITCHELL — There was a time not that long ago when Stacy Two Eagle was feeling overwhelmed.

As a single mother of four enrolled in the diesel program at Mitchell Technical College, she was facing pressure from all sides. With children ranging in age from 16 years old to 7 years old in the Mitchell School District and a challenging school program at Mitchell Tech to navigate herself, she wasn't sure if she could hold on and complete her studies.

"I know once or twice in the beginning of the second year I was talking to my oldest son. What if we just pack up and go back? Because this is hard," Two Eagle told the Mitchell Republic in a recent interview. "Figuring out money (was difficult). Figuring out school clothes. Figuring out whatever. I did one year, it will be OK."

The doubt was real, but it was then gone in a flash.

"We were both sitting there, and it was, 'No, we're going to finish.' Because there's always going to be something in your way. You just have to be determined and know what you want and figure out how to get it," Two Eagle said.

Two Eagle was determined, and she knew what she wanted. She had come from Two Strike, South Dakota, on the Rosebud Indian Reservation to obtain a degree in diesel technology, hopefully leading to a new career and a bigger and better world for her and her kids.

She completed that task Friday when she crossed the stage at the Corn Palace to receive her associates degree.

It was a big moment for Two Eagle, who had attended Black Hills State University out of high school, where she studied subjects like chemistry and early childhood education. But like many freshmen, she lacked focus and jumped from one discipline to another looking for a good fit. She changed her major several times, but never finished school.

At age 24 she had her first child and her life was changed forever. Following a divorce, she continued to raise her four kids and support them. Eventually, she found herself working with a construction crew, where she learned how to operate heavy machinery like loaders and scrapers. It was after she had gained some proficiency on the equipment that she decided to return to the academic world.

She learned about the diesel technology program at Mitchell Tech through research on the internet. It sounded intriguing, and the program boasted a 100% employment placement rate for students following graduation.

"I started wanting to know more about the equipment and what makes it run and how I could learn more," Two Eagle said. "I just started searching for places that had a diesel program, and Mitchell Tech was the one that came up. And then I was looking at the employability after school, and that's what intrigued me."

She would return to school as a non-traditional student, defined as students over the age of 21. According to Mitchell Tech, 12% of 922 students classified under on-campus enrollment are non-traditional.

It was a new opportunity for Two Eagle, who admits she was nervous about the challenges ahead but soon jumped on board.

Two Eagle enrolled at Mitchell Tech in 2022, and for a time during her first year she was unable to find a good housing option. So she left her kids in the care of family members back home and lived out of a hotel in Mitchell during the week. When the week was over, she headed back to Two Strike where she would reunite with her children for a couple of days before returning to Mitchell the next week to continue her studies.

She multitasked to keep up, combining tasks like studying with watching her son's football games.

Eventually she found a housing option in Mitchell that would allow her and her kids to be together under one roof. The kids — sons Morrigan, Gideon and Milo and daughter Grace, now ages 16, 13, 11 and 7, respectively — were enrolled in the Mitchell School District, and Two Eagle continued with her studies at Mitchell Tech. Their situation was improving, even if it was still a big life change for everybody.

"I was driving back and forth for a while until I found a place. So it was hard. Very hard in the beginning," Two Eagle said. "And it was hard because we were used to wide open spaces and were used to family being right over the hill, so it's different. It's an adjustment."

Despite the differences, Mitchell afforded opportunities they wouldn't have had back home. There were expanded opportunities for the kids in the school district, and far less hours spent on the road driving back and forth.

As the kids dived in and embraced their new school district, Two Eagle did likewise with her work at Mitchell Tech. While a keen study of subjects, the diesel program provided plenty of challenges for her, though she credits instructors like Joel Rassel and the hands-on learning nature of the program itself with helping her stay the course.

The courses were engaging, and in some cases fun. When students were allowed to bring in personal repair projects during her second year, she brought in her dad's old 1996 Ford diesel pickup to see if she could get it running again. It had performed recent duty back home as a "lawn ornament," according to Two Eagle.

After diagnosing the problem, a part was ordered and installed by Two Eagle. The truck has since roared back to life, and her dad, who has overcome medical challenges recently, was expected to see it running when he arrived in Mitchell to attend Two Eagle's graduation Friday. Other family members have asked for video of the truck starting up through their online group chat.

Two Eagle was used to working in a male-dominated field from her experience as a heavy equipment operator, but it was important to show her kids that she could perform just as well as the men in an academic setting, as well. She found support in the program despite being a woman and a little older than the traditional students, most of whom were just out of high school.

"I felt like I had to show my daughter how it can be done, because I'm entering a mainly male field. That's (also) how it was when I was operating heavy equipment," Two Eagle said. "Even as an operator, you face some pushback from the men because they don't think you can do everything that they can. I had to show my daughter that women can do anything men can do."

As her second year at Mitchell Tech inched closer to conclusion, she began to see the light at the end of the tunnel. Her goal was in reach, and after several attempts that came up short in the past, graduation was suddenly right around the corner.

It was a big moment for her. She was proud to finish the program for herself, but even more so for her children. A better job means better pay and better opportunities for her kids, and showing her daughter that a woman could succeed in a field traditionally dominated by men was important as well.

Her emotions bubble to the surface thinking about their journey — the drives and long nights, the studying, the time management, the tests and family health issues all added to a weight on her shoulders. The budding diesel mechanic even had to deal with personal vehicle breakdowns. Her kids had sacrificed for Two Eagle's goals, as well, uprooting to a new town hours away from their friends and family and navigating the halls of a new school system.

But they all made it work, Two Eagle said, and that made her graduation as much a celebration of them as it is of her.

"I wasn't going to uproot my kids and take them away from their grandparents for nothing. We have to finish. I'm taking them all out of school (Friday) so they can help me get ready (for graduation). This is their degree more than it's mine," Two Eagle said, her voice cracking.

With graduation complete, Two Eagle has options she did not have before. Diesel mechanics are in demand across the country, which gives her a chance to find work practically anywhere.

For the moment, however, she wants to celebrate the achievement with her friends and family.

Following graduation on Friday, Two Eagle and family were expected to head home and reconnect with friends and loved ones. A bonfire is planned, great for roasting hot dogs and smores. The four kids still have a week left of school left in Mitchell, so they'll come back to wrap up the school year, but after that Two Eagle will ponder her choices. It will even make for a memorable Mother's Day, which is Sunday, May 12.

She doesn't rule out an eventual return to Mitchell. The family has grown fond of the community over the last two years, treating it as somewhat of a home away from home. And the Mitchell Tech campus could even host another member of the family in the future, with her oldest son interested in welding.

Knowing the support she received there and the affordability of the program compared to some of her past educational ventures, she has experienced firsthand the benefits of studying there.

"I told him, if you come back you won't feel homesick. It will feel familiar to you and you'll be able to finish. I think that's what gets a lot of kids when they first get to school. They get homesick and miss their family, but at least here they'll have some memories," Two Eagle said.

But those are decisions for down the road. For now, the goal is to celebrate and relish the doors that have been opened to her and her future. Through all the long nights of driving and studying, balancing the schedules of an entire household of people going to school all the while dealing with unexpected challenges that life can throw, she finally did it.

She finished.

"I can't even verbalize how excited I am. I honestly thought I would give up at some point because of how hard it was. There were so many struggles," Two Eagle said. "(But) there's always going to be something in your way, so the only thing you can do is to do it."

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

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

**Paths to Entry & Training**
- Many positions, such as forklift and heavy equipment operator roles, require certification (usually at 18+, with a high school diploma) and training programs tailored to the specific machinery or industry segment.

Title:

Content: How to Become a Forklift Driver

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

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

Understanding the Role of a Forklift Operator

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

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

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

The Duties and Responsibilities of a Forklift Operator

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

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

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

Industries Where Forklift Operators are In Demand

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

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

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

Prerequisites to Becoming a Forklift Driver

Age and Physical Requirements

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

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

Educational Requirements

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

The Importance of Forklift Safety Training

Safety is a focus of the OSHA-certified training.

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

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

Choosing the Right Forklift Certification Training Program

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

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

Choose the program that matches your desired job.

Finding an OSHA-Approved Training Program

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

Undertaking a Forklift Training Course

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

Acquiring Hands-on Experience

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

Applying for the Forklift Operator Certification

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

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

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

What to Expect from Forklift Certification Exams

Written Test

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

Practical Test

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

Career Progression Opportunities for Certified Forklift Operators

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

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

Advanced Certifications and Specializations in Forklift Driving

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

Potential Career Paths for Experienced Forklift Operators

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

Frequently Asked Questions About Becoming a Certified Forklift Operator

How long does it take to get a forklift license?

The process can be completed in less than 4 hours.

How much does a certified forklift driver make?

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

Is forklift operator training expensive?

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

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

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

What are the job prospects for a certified forklift operator?

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

Image: Envato Elements

Comment ▼

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

- Power lineman programs and diesel mechanic education are opening up, with stories of women succeeding, sometimes needing sacrifice or relocation to pursue certification—demonstrating resilience and dedication.

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?

**Breaking Stereotypes and Excelling**
- Women like maintenance supervisors at companies like Penske have advanced from entry-level roles to leadership, disproving stereotypes about technical abilities and offering support and mentorship to male colleagues.

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

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

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

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

attitudinal biases at work
having to work harder to prove oneself

- Another inspiring example is a woman who became the first female lineworker at a fiber company, highlighting how more organizations are making deliberate hiring shifts.

Title:

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

Ashley White
Lafayette Daily Advertiser
View Comments

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

- Graduates like Two Eagle show it’s possible to succeed academically and professionally even while managing heavy family responsibilities, reinforcing for their children—and the public—that women are capable of excelling in these fields.

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

inspiring other young women
being able to combine work and family

**Ongoing Barriers & Solutions**
- While male colleagues and superiors are sometimes skeptical about women’s technical competence ("accept the fact that we have a female mechanic..."), consistent performance and expertise can eventually win respect.

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 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?

attitudinal biases at work
having to work harder to prove oneself

- Organizational cultures are slowly shifting, with some firms working explicitly to attract and retain more 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?

- Unique challenges—like balancing motherhood and demanding schedules—persist, but women adapt through strong time management, family support, and determination.

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

- Industry-wide, women remain underrepresented (e.g., HGV women drivers at just 1-2% in the UK), so advocacy and visibility are still vital.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

**Cultural and Technological Shifts**
- Diverse leadership voices and CEOs in maritime and construction are recognizing the need for more inclusive work environments to ensure future growth.

Title:

Content: Saturday, June 3, 2023

Insights: Mike Ellis, CEO, American Commercial Barge Line

Maritime Activity Reports, Inc.

May 31, 2023

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

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

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

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

(Photo: ACBL)

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

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

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

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

(Photo: ACBL)

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

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

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

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

© Wangkun Jia / Adobe Stock

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

(Photo: ACBL)

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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?

- New technologies (AI, advanced equipment) are lowering entry barriers and helping all operators, regardless of gender, keep pace with evolving job demands.

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?

- Severe work conditions (weather, long hours) apply equally, but supportive teams and career progression avenues make these jobs increasingly attractive 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?

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

**Key Takeaways:**
- Women are already succeeding as operators, mechanics, supervisors, and lineworkers, providing vital role models.

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

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

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

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

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

- The industry is moving towards better gender balance, but perseverance and openness to change both at the organizational and personal level are crucial.

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?

- Case studies show that female pioneers not only prove doubters wrong but also help “normalize” women’s presence for future generations.

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

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

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

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

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

- Supportive policies, access to training, and visibility of successful women are most effective in breaking down traditional gender barriers in construction and related fields.

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

**Conclusion:**
The construction and maritime industries are undergoing a transformation.

As barriers fall and the culture evolves, women are proving their capabilities, inspiring others, and paving the way for an equitable future—one crane, forklift, or towboat at a time.

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

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

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

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

valuable contributions to the community
inspiring other young women

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

Here are the key nuggets summarizing the main points from your provided text, focusing on the contemporary experiences of women in construction, especially crane operators, and the broader shift towards gender diversity and equality in construction and related industries:

---

**1.

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?

Growing Presence of Women in Traditionally Male-Dominated Roles**
- Women like Farkhana Safargaleeva have successfully pursued careers as crane operators immediately after high school and have thrived, showing that dedication and interest can break gender stereotypes.

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

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

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

- Since 2006, Farkhana has spent 16 years excelling in her profession, proving long-term career sustainability for women in heavy machinery 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?

Title:

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

Social and Economic Shifts Accelerating Change**
- The war in Ukraine has forced many women to change careers, increasingly seeking out “male” professions like crane operation, truck driving, and industrial work to support themselves and their families.

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

- Since 2022, some industries in Ukraine and neighboring countries have actively formed all-women teams in operational roles, and more women are entering and progressing to leadership 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?

Supportive Work Environments and Policies**
- Employers like Meest and Ferrexpo have instituted progressive human resource policies, such as male parental leave, allowing female employees to continue career advancement while balancing family needs.

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

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

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

- Companies now recognize women’s abilities in various technical and managerial roles, with more women leaders at grade 10+ (management) positions—a 60% increase over the past three years.

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?

- Competitions and recognition programs (such as “Best in Profession” awards for crane operators) create visibility and prestige around women’s achievements in these fields.

Title:

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

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

Title:

Content: In Ulan-Ude on the "Priborka" girls go to work as turners
At the enterprise, young specialists are ready to offer good conditions and a high salary
A- A +
Text: Ivan Ivanov
A BRIT graduate, 19-year-old Olesya Gerasimenko, after graduating from college, came to work for the Ulan-Ude Instrument-Making Association (part of KRET JSC).
At the enterprise she works as a turner (!) and has already received the 4th category.
- Many of my acquaintances went to study for managers, lawyers, economists.
I understand that every profession is necessary and every one is important.
A lot of people can ’ t get a job right now.
There is a competition of 20 resumes for one job, - says Olesya Gerasimenko. - And young professionals do not really want to take, especially in comparison with experienced professionals who are also looking for work.
And turners have no competition, even a young specialist is on the rise.
For turners create excellent working conditions.
And I chose the “tool ”!
To get the profession of a turner, the girl was advised by relatives.
The factory is always good.
And her aunt works at school, and her former graduate enrolled in a turner and said, "Not bad, try it."
I decided to try, - says Olesya Gerasimenko.
In the company, in turn, the girls are satisfied with the work.
- She caught it on the fly, she did it.
And now she is a wonderful turner, and we are very glad that such people come to us.
It helps us to fulfill the plan, and we have very high hopes for it, - says the master of the production site of the Ulan-Ude instrument-making association.
An important role in the choice of work for Olesya Gerasimenko played and salary.
Now young specialists with higher education at best start with a salary of 25-30 thousand rubles.
Beginner turners at the plant receive 50 thousand, and experienced - 100-150 thousand.
Our salaries are quite high.
There are social packages.
We really appreciate the young guys.
Young people are unique now.
The guys are trying, it can be seen, - said the general director of the Ulan-Ude Instrument-Making Association Vladimir Luchnikov.
The company reported that they are ready to hire people with no experience.
Professions of a turner will be taught directly in production.
Training lasts 4 months, during training students are paid a stipend.
As for turners with discharge, the company is ready to discuss with them the schedule of work and the desired salary.
In connection with import substitution, orders from the instrument-making association are becoming more and more, and with them the need for qualified specialists.
If you are interested in working at the Instrument-Making Association, please contact the personnel department of the enterprise at the address: Ulan-Ude, ul. Hotsa-Namsaraev 7.
Phones: + 7 (3012) 44-15-95, + 7-914-830-10-48.
Photo: Ulan-Ude Instrument-Making Association
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© 2012 — 2023
Editors of the newspaper GAZETA-N1.RU
All rights reserved.

Education and Training: Pathways for Young Women**
- Major industry players like RUSAL are investing in targeted university and hands-on training programs (e.g., partnerships with Siberian Federal University) that actively encourage young women to enter technical trades.

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

- Open hiring and fair development opportunities signal a willingness to train and promote women, regardless of prior work experience.

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?

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

Title:

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

Inspirational Role Models Across Trades**
- Women have broken into roles from washing machine repair to turning (machining), auto service, truck driving, and maritime careers.

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

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

Many find that their reliability and precision challenge pre-existing biases.

- Young women share that, while they sometimes face skepticism or distrust, they often win over colleagues and clients through competence, dedication, and a strong work ethic.

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?

attitudinal biases at work
having to work harder to prove oneself

- Examples include a “Miss England” finalist who became a truck driver and a high school student who started learning to be financially independent through part-time technical work.

Title:

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

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?

- Some still face inappropriate or unsafe client interactions, but report being able to handle these situations professionally, gaining respect and proving their capability.

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?

attitudinal biases at work
sexual and workplace harrassment
having to work harder to prove oneself

- A common message: the main barrier is often psychological—doubting one’s belonging—while determination, openness to learning, and supportive environments make success possible.

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

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**Summary Conclusion:**
The construction and broader industrial sectors are undergoing a genuine shift towards gender equality and diversity.

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

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

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

active recruitment of women
promote women to higher roles

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

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

Women crane operators and heavy machinery operators increasingly serve as role models, showing that with evolving workplace policies, targeted education, and supportive company cultures, female high school graduates can successfully pursue, advance, and thrive in these careers.

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

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

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

Persistent gender stereotypes are being replaced by recognition of competence and leadership, opening exciting and well-paid pathways for women in construction and related industries.

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

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

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

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

changing social norms
variety of opportunities available

**Summary Report: Shifts Toward Gender Equality and Diversity in Construction & Maritime Industries—With Case Studies**

**Breaking Traditional Gender Barriers:**
Women are increasingly entering male-dominated fields such as construction, heavy equipment operation (including crane operation), and transportation across the globe.

Title:

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

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

Despite persistent social and cultural stereotypes, many are breaking through longstanding barriers to provide for their families and pursue fulfilling careers.

Title:

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

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

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?

attitudinal biases at work
having to work harder to prove oneself

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

valuable contributions to the community
being able to combine work and family

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

These shifts are fuelled by necessity, ambition, economic pressures, and the desire for independence.

Title:

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

- **Noura** (Middle East) learned to drive a loader despite facing community bullying, determined to aid her family financially and ensure medical care for her sons.

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?

valuable contributions to the community
being able to combine work and family

Support from her husband was pivotal, acting as a counterbalance to societal opposition.

Her perseverance underscores the role of familial support and personal motivation in overcoming prejudice.

- **Aya ("Minya girl")** began operating heavy equipment at a young age, motivated by love for her parents and commitment to family.

Title:

Content: Archive / World News
oh sister Abo girls
"Minya girl" drives the loader and helps her father - video
Mohamed Ismail - Cairo - Minya - Mohamed El Nadi:
Her love for her father pushed Ayah Ashraf to work instead of him and drive the “loader ” and help pay for her family and older sisters, after her father became ill, and became unable to practice his work, which no other profession.
"Gulf 365", moved to the village of al-Areen Bahri in the center of Mallawi south of Minya province, and met with "Aya", during her work instead of her father and driving the loader.
“I love my parents and have been working for seven years. ”
With these words, Aya Ashraf explained why she went to work seven years ago, saying, "My father is our only source of livelihood through his work on the loader, and because of his leukemia, and performing 3 stents in the heart, he became unable to work, and this made me decide to learn to drive the loader and work instead to spend on our family consisting of my parents and 4 girls." “Father of the Girls. ”
She added: “My working hours start from 6 am to 8 pm every day, and during the month of Ramadan my work starts from 1 am until sunrise, explaining that her work consists in driving the loader and selling building materials, in addition to participating in the excavation of sewage projects and other projects. ”
“The daughter of al-Areen al-Bahri village ” explained that her courage and love for her father is what prompted her to go to work, although she is the youngest of her sisters, and that through her work she was able to spend on her family, and provide the equipment of her first and second sisters and their marriage, in addition to providing the tuition fees for her older sister, as well as providing the necessary medicines for her father.
“I am meeting President Abdel Fattah al-Sisi and I know what I am saying. ”
With this sentence, Aya concluded her speech, sending a message to all the girls by working without paying attention to the views of others, as long as the work did not violate religious and moral teachings.
You may also read.

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

Despite resistance from local traditions and her own relatives, Aya persisted, driven by the belief that honest work is honorable regardless of societal perceptions.

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

Her message to other girls emphasizes ignoring detractors as long as work aligns with moral values.

- **Cerato** (United States) was exposed to construction early through her father, a Mexican immigrant.

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

Initially seeing few role models who looked like her, she eventually decided to spearhead her own path, dreaming of obtaining a general contractor’s license to foster a family legacy in construction.

Hispanic women like Cerato are helping reshape industry demographics and breaking representation barriers.

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

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

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

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

- **Jenny Parker** (U.S.) trained in construction skills to maintain her rental properties.

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

She found personal fulfillment and professional growth, highlighting how skill-based training can empower women in construction.

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

vocational training
educational programs

- **"Becky Nicky" Golsby** is recognized for her unique perspective and skill, showing that women often bring distinct solutions and insights that add value to their teams.

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

- **Women Taxi Drivers** (Middle East): Rising costs and family needs push women like Ensaf, a widow, into driving taxis to support dependents, overcoming limitations of time, qualifications, and traditional expectations around women's work.

Title:

Content: Saudi women drive taxis to improve their income amid rising prices
RIYADH (AFP) - Saudi employee Fahda Fahd is now working as a taxi driver in her own car, only to serve women, in an effort to provide additional income to help her family cope with rising prices and the cost of living.
Announcement
A number of Saudis complain about the high cost of living with the high prices of products and services, especially after the VAT was raised to 15 percent in July 2020.
Fahd, 54, has benefited from Saudi Arabia ’ s unprecedented social reforms, including allowing women to drive in 2018.
She works as a full-time communications worker at a medical center from 2 p.m. to 10 p.m., but her 4,000 riyals ($1,066) salary does not fully meet the needs of her four children.
"I decided to work as a taxi driver to increase my income," the woman, who wore a black cloak, told AFP in the morning before work or on her way home after work.
"The salary is not enough for the needs of children and life, especially since I have a daughter with special needs," she said.
Fahad ’ s family accepts, but “on two conditions that I don ’ t go on distant trips and I don ’ t drive male customers. ”
Egyptian Aya Diab, 31, says she feels “more comfortable dealing ” when the driver is a woman.
Inflation in consumer prices rose by 1.2 percent in December on a year-on-year basis, official data showed.
Transport prices increased by 7.2 per cent and food and beverage prices by 1.1 per cent.
Fahd says her work as a driver saves her around 2,500 riyals ($666) a month on average.
She says that this extra income provides her with “helping my retired husband pay the monthly bills and provide secondary requests for my children, ” before checking her phone to see a new request on a women-only taxi company app.
For decades, Saudi families used to hire male drivers because women were banned from driving, but that has changed dramatically with women allowed to drive.
More than 200,000 women gained their driver ’ s license in less than four years, boosting car sales in the kingdom last year by 5 percent, according to local media reports.
A new opportunity.
Since the appointment of Prince Mohammed bin Salman as crown prince in 2017, the oil-rich Gulf kingdom has been undergoing major changes against the backdrop of a policy of social openness and economic reform aimed at diversifying sources of income dependent on oil and reducing state aid to its citizens.
But these changes have also been accompanied by a crackdown on critics, journalists and dissidents, especially women rights activists.
Opening the doors of the labor market to thousands of Saudi women.
Saudi families are now accepting their women ’ s work in various sectors of the labor market.
It has also become commonplace to see Saudis and even Saudi women working in restaurants, cafes or shoe shops, as the kingdom has for years aspired to replace millions of jobs held by foreign workers with Saudis in what is called a “Saudization ” policy.
The participation rate of Saudi women in the Saudi labor force rose to 34.1 percent in the third quarter of 2021, an increase of 1.7 percent from the second quarter, official data showed.
Their unemployment rate also fell to 21.9 percent.
Like Fahd, the 30-year-old widow Ensaf works as a taxi driver on her car to provide for her family ’ s living expenses after her husband ’ s premature death.
Insaf, who preferred to use a pseudonym for sensitivity, said: “My husband died suddenly and did not leave a fortune and I have to work to support my three children. ”
The young mother looked for a job that suited her simple qualifications and limited time but did not find a suitable job.
"I decided to use my husband's car to drive women and children from my neighbors to schools and shopping malls, which provided me with a decent income," she said.
"Prices for everything have gone up, especially food, after the introduction of the value-added tax.
Prices for milk, eggs and fruit have increased significantly over the past year. ”
But the young woman, who wore a colourful cloak, added with relief: “My job as a taxi driver gave me a new life opportunity. ”
Working as a taxi driver provides a good opportunity not only for women drivers, but also for customers.
A 40-year-old Saudi customer, who declined to be named for personal reasons, says the experience of getting into a car driven by a woman makes her feel “comfortable and safe. ”
Sitting next to Fahd on her way home, she adds: “I feel like I ’ m with my sister. ”