Syria's traditional glassblowing is a craft with deep historical roots, dating back over two thousand years to the time of the Phoenicians.

It was invented by Syrian craftsmen in areas such as Sidon, Aleppo, Hama, and Palmyra in the 1st century BC.

This ancient art form has been a significant part of Syria's cultural heritage, with the town of Urem Al-Kubra in Aleppo province being historically renowned for its skilled glassblowing artisans.

Artisans like Yassin Arab and Hussein Najjar have dedicated their lives to preserving this heritage, using techniques passed down through generations.

They work with recycled glass, melting it at high temperatures to create various items such as vases, plates, and decorative pieces.

The war significantly impacted the craft, leading to a decline in the number of practicing artisans.

However, efforts to revive the craft have been underway since the liberation of certain areas from terrorism, with artisans returning to their workshops to continue their work.

This designation highlights the need to protect and promote the craft to ensure its survival for future generations.

The inclusion by UNESCO underscores the global recognition of the craft's cultural significance and the necessity of safeguarding it against the threats posed by modern challenges and the aftermath of conflict.

Syria's traditional glassblowing is a craft with deep historical roots, dating back over two thousand years to the time of the Phoenicians.

Title:

Content: Art of glassblowing returns again in Aleppo countryside liberated from terrorism

The town of Urem Al-Kubra in Aleppo province in northern Syria has historically been famous for its skilled glassblowing craftsmen. The war considerably affected this traditional craft inherited from our ancestors, but after the liberation of the city from terrorism, some artisans have brought it back to life. The artisan, Yassin Arab learned the glassblowing craft from his father when he was a child, and after the town was liberated from terrorism, he returned to his small facility, where he worked to restore it and start working again. Arab does not hide his enormous passion for the craft of glassblowing and his belief in the need to preserve this ancient Syrian heritage. Regarding the working mechanism, the artisan explained to SANA that he uses recycled glass, melts it again in the oven at high temperature, and then chooses a specific shape for its manufacture, whether hookah bottles, vases, plates, small jugs, fish houses for decoration, decorated cups and antiques of different sizes. After that, t he piece is blown, rotated and processed by the artisan until it takes its final shape using white and brown colors, and once the manufacturing of the product is finished, it is decorated and colored to give it the required aesthetics. For his part, Hussein Najjar noted that he learned the craft of blowing glass manually since he was young and has been working in this field for 40 years. He added that he is able to make any shape or glass container, using his imagination, and considered that the art of glassblowing is one of the types of plastic arts. Traditional glassblowing is a profession that dates back more than two thousand years (since the time of the Phoenicians) and was included in December 2023 by UNESCO on the list of intangible cultural heritage of humanity that needs urgent preservation. Source: Syrian Arab News Agency

It was invented by Syrian craftsmen in areas such as Sidon, Aleppo, Hama, and Palmyra in the 1st century BC.

Title:

Content: Bella Hadid flashes her toned figure in shorts and a cropped sports top while showing off her creative side as she learns the art of glassblowing

It appears Bella Hadid has found a new hobby that showcases her artistic side.

On Sunday, the catwalk queen took to her Instagram page and posted a step-by-step video of herself making her own glass piece, using classic glassblowing technique in a workshop.

Considering the extreme temperatures it takes to make glass from beginning to end, Bella opted to keep her cloths to a minimum and wore skimpy white shorts with a cropped purple sports top.

Showing her creative side: Bella Hadid, 25, learned the classic art of glassblowing to make her own glass piece and posting a video on her Instagram page on Sunday

Glass is made from the process of heating sand to an extremely high temperature so that it turns into a moldable liquid. When it solidifies, a piece of glass is formed in whatever shape the creator has molded it into.

In the video, viewers will find Bella at the stage where she's working to shape the molten red hot material.

She can be seen sitting down and jabbing a long, sharp wrench-like tool with her scorching hot material, which was attached to a hollow blow pole about three feet long.

She was concerned with safety and wore goggles to protect her eyes.

Shaping: The video shows Bella at the stage where she's working to shape the molten red hot material that is attached to a blow pole

Working it: An instructor can be heard voicing a couple of tips as she spins that object around to the point where a small hole begins to form

Dose of heat: By the end of the first clip, Bella gets up and gives the hot material another dose of intense heat by placing it into a fiery furnace

An instructor can be heard voicing a couple of tips as she spins that object round and round to the point where a small hole begins to form.

By the end of the first clip, Bella gets up and gives the hot material another dose of intense heat by placing it into the fiery furnace.

For the next phase, the instructor assists Bella and slowly spins the blow pole while she sands down the still-molten red piece with two black blocks.

The heat is so intense that you can see steam floating into the air as they continue the sanding-down process.

Honing it: For the next phase, the instructor assists Bella and slowly spins the blow pole while she sands down the still molten red piece with two black blocks

Team work: Bella and the instructor work together to begin molding the molten hot object into shape with those two black blocks

Trippy: Bella gave her 53.7 million Instagram fans and followers a look at how her glass piece is looking at this stage of the process

More intense heat: At one point, the Washington, DC, native can be seen kneeling down using a small propane tank to heat up the object to make a few more changes

At one point, the Washington, DC, native can be seen kneeling down using a small propane tank to heat up the object to make a few more changes.

'Oh yeah, that's the one right there,' a man's voice from behind the camera can be heard saying as they continue to spin the object while jabbing it with that sharp tool.

As the process continues, Bella sits down, spinning the blow pole back and forth as it rests in a round plate that she holds with her right hand.

'It's a perfect shape,' the instructors says in encouragement.

'Here it is, ladies and gentlemen,' the man continues just as Bella gets up to blow into the pole to expand the molten hot material out to form some sort of glassware or vase.

Example: The catwalk queen drew out the shape of her piece she was trying to attain with chalk

Rounding it out: As the process continues, Bella sits down and spins the blow pole back and forth as it rests in a round plate that she holds with her right hand

Major phase: 'Here it is, ladies and gentlemen,' the man from behind the camera continues as Bella starts blowing into the pole

Expanding: Bella then process of blowing into the pole to expand the molten material out to form some sort of glassware

Old technique: Glassblowing is the practice of shaping a mass of glass that has been softened by heat by blowing air into it through a tube, or in this case a pole

The final clips shows a closeup of Bella spinning the glass while adding a few intricate touches to the piece with a prong-like tool.

Glassblowing is the practice of shaping a mass of glass that has been softened by heat by blowing air into it through a tube

It was was invented by Syrian craftsmen in the area of Sidon, Aleppo, Hama and Palmyra in the 1st century BC, according to Britannica.

The technique has remained essentially the same to the present day.

Ancient art form: Glassblowing was was invented by Syrian craftsmen in the area of Sidon, Aleppo, Hama and Palmyra in the 1st century bc, according to Britannica

Lovin' it: The glassblowing technique has remained basically the same to the present day

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Bella Hadid flashes her toned figure in shorts and a crop top while learning the art of glassblowing

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This ancient art form has been a significant part of Syria's cultural heritage, with the town of Urem Al-Kubra in Aleppo province being historically renowned for its skilled glassblowing artisans.

Artisans like Yassin Arab and Hussein Najjar have dedicated their lives to preserving this heritage, using techniques passed down through generations.

They work with recycled glass, melting it at high temperatures to create various items such as vases, plates, and decorative pieces.

The war significantly impacted the craft, leading to a decline in the number of practicing artisans.

However, efforts to revive the craft have been underway since the liberation of certain areas from terrorism, with artisans returning to their workshops to continue their work.

This designation highlights the need to protect and promote the craft to ensure its survival for future generations.

The inclusion by UNESCO underscores the global recognition of the craft's cultural significance and the necessity of safeguarding it against the threats posed by modern challenges and the aftermath of conflict.


Greenland is rich in rare-earth minerals, which are crucial for various technologies and the green energy transition.

The island's favorable legal framework and robust infrastructure, particularly in South Greenland, make it an attractive location for mining companies.

AEX Gold, through its Greenlandic subsidiary Nalunaq Gold Mine, is actively exploring gold in the Nanortalik Gold belt, Southern Greenland, and holds exploration licenses for other properties like Vagar and Tartoq.

Although AEX Gold is primarily focused on gold, the presence of rare-earth minerals in Greenland has attracted attention due to their strategic importance.

The island's remote location and harsh climate can make mining operations difficult and costly.

However, Greenland's government is supportive of mining projects, which could facilitate the development of infrastructure necessary for extraction.

However, the global demand for these minerals, driven by their use in electronics and clean energy technologies, suggests potential future interest from international mining companies.

The geopolitical significance of rare-earth minerals, particularly in reducing dependency on China, further underscores the strategic value of Greenland's reserves.

Greenland is rich in rare-earth minerals, which are crucial for various technologies and the green energy transition.

Title:

Content: AEX Gold aims to invest in Greenland through its new gold mining project

Traditionally known for its fishing and hunting industries, Greenland is fast becoming the next significant area of exploration for mining businesses. The largest island in the world, Greenland remains one of the least populated areas worldwide with 56,000 citizens, and it has sought to attract local and foreign investment across a number of new projects.

The island’s current position remains complex. A sovereign government, it is positioned under the Danish kingdom who provide grants to support its local economy. To further its independence and bolster its economy to create increased tax revenue, Greenland has embraced the exploration of new mining projects as well as utilising all the renewable and local resources it has to offer.

Rich in rare-earth minerals, gold, iron-ore, uranium, in addition to hydro and wind power, Greenland’s favourable legal framework and robust infrastructure, particularly in South Greenland, have factored into AEX Gold’s vision to explore through its Greenlandic subsidiary, Nalunaq Gold Mine, situated in the Nanortalik Gold belt, Southern Greenland.

Acquiring an existing Exploitation Licence in 2015, the company is at the advanced exploration stage of its Nalunaq property, including the previously operating Nalunaq Gold Mine.   It also holds Exploration Licences at the early exploration stage Vagar and Tartoq properties.

Hosting a high-grade NI 43-101 compliant gold resource estimate of 263k oz (inferred) at 18.7 g/t and a number of regional exploration targets, AEX Gold has undertaken three years of exploration at Nalunaq, developing an updated geological model and an extension of the main vein strike length up to 1km.

“The government is very supportive, so it's about having a sound exploration strategy. We are very much focused on that, as we have an asset package that we think we can grow and create a lot of value,” explains Chief Executive Officer, Eldur Olafsson.

Originating from Iceland, Olafsson has gained extensive experience of the local geography. Focusing on mining projects in Greenland since 2012, he has analysed the country’s potential against the backdrop of environmental responsibilities and associated legalities with partner SRK Exploration Services. Through this process, the business has turned its attentions solely towards gold exploration.

“The known gold deposits in Greenland are in an area where the climate is mild and, given our experience, logistics are relatively easy. Gold opportunities are easier to finance than larger base metals projects and our perception was that we could fully fund projects like these through our support here in Iceland and in the UK market,” he explains.

“We started looking for opportunities in the South Greenland Gold Province and became aware of this historically producing mine. We were attracted by the extremely high-grade potential of the resource and the fact that the project had significant infrastructure in place.  We believed there were significant opportunities to materially improve the mining operation that had been run by previous operators.”

Extensive exploration

Throughout the exploration of high-grade resources, Olafsson is proud to remain hands on and is regularly seen on site. By undertaking various technical studies, AEX has gained the ability to comprehensively analyse similar types of assets with potential.  After acquiring the Nalunaq project in 2015 the company has continued to expand its portfolio. Whilst Nalunaq encompasses the required licence to explore and recommence production at the old gold mine, they own the larger Vagar exploration licence, situated a few kilometres to the west of the mine, where AEX believes the ground is prospective for the discovery of further Nalunaq-type deposits.  In addition, they also own the early stage Tartoq Project to the North West of Nalunaq. Each licence area is at a different stage of exploration which supports AEX’s aim of having a continuous pipeline of projects being brought into production.

“We have a total of 690sqkm of licences in south Greenland and we're the only active listed gold company in Greenland. Previous operators undertook very little forward-looking exploration once the mine was in production.  It's a very under-explored region so we intend to recommence production within the next two years at Nalunaq in order to support our exploration in the larger licences in the next 5-10 years,” he says.

“Iceland is a short distance from Greenland, so logistically it’s good for us. Additionally, in Iceland you need to be really self-sufficient, and the same can be said for those in Greenland. We don't have as many people or the multitude of services that you would have in other countries which encourages you to think creatively,” he adds.

Consequently, the company has sought to maximise efficiency whilst keeping costs down, yet all the time adding increased value across its operations.

By acquiring a high-grade deposit, less material is needed to be broken down, lowering AEX Gold’s carbon footprint. Everything taken out of the mine from underground will be processed and shipped out to a different processing facility, or processed on site adhering to the current environmental guidelines. Historically, electricity has been generated through the use of traditional fossil fuels, something which is steadily changing throughout Greenland.

“We're using oil to put in generators or to power mobile mining equipment which is high cost both in monetary and environmental terms.   Greenland currently has five hydroelectric power plants and they are looking at building more in south Greenland,” says Olafsson.

Seeing huge opportunities, he explains that the use of hydropower and wind power would complement AEX Gold’s operations, not only in its existing exploration activities, but with the implementation of an electric mining fleet with electricity being obtained from local renewable resources.

Providing local opportunities

In the future, it will be essential for Greenland to gain further revenue to unlock opportunities and services for its citizens. This is something Olafsson believes that AEX Gold can help with due to its knowledge of Iceland as it has many similarities to Greenland and has been through a period of comparable change.

“Greenland is in a similar position to Iceland not so long ago. Iceland didn't have a high education rate and wasn’t wealthy compared to other European countries, with economic and cultural activities that were very insular. We are now at the highest level of all parameters in terms of education, wealth per family, etc. and this has stemmed from improving the breadth of schooling and creating opportunities for people to grow and develop outside of the traditional areas of agriculture and fisheries.

“Our aim is that the majority of employees will be Greenlandic, but it will take time. Greenland has a large number of people competing for jobs in the fisheries and tourist centres. It is important that Greenlanders are able to access programmes that will allow them to consider other career options. In Iceland we are importing a lot of people to work in different industries in our country because we don't have enough people. This might be the case for Greenlanders as well if the anticipated growth of the Mining Sector materialises but we want to ensure that, where possible, we use local people first before looking elsewhere.

“The Greenlandic Government provides good support for those who seek education.  There are an increasing number of Greenlandic students attending Danish Universities so that now, for example, we are seeing well qualified Greenlandic geologists available for employment.  There has been a Mining School at Sisimiut for the last 10 years which provides local qualified labour who can take advantage of opportunities in the Mining sector.  You need skilled labour and as we own a mine that was in production for 10 years previously, there is a fair bit of local knowledge that we have been able to use during our exploration work and which we are keen to utilise going forward,” he says.

“We are creating revenue for local communities, creating highly skilled jobs, and are providing benefits where local communities can live better lives and grow as individuals. We need to create opportunities for young people.”

Additionally, by working with local businesses as well as those who have been operating in Greenland for some time, AEX has made a conscious effort to hire companies which can support its growth. AEX have therefore acquired a longstanding relationship with Cartwright Drilling, due to the company’s extensive experience in Greenland and subsequent knowledge of the island’s government systems, processes and practices.

Planning to mine high-grade resources using significant infrastructure already in place, AEX Gold holds extensive licences managed by an experienced team. Previous operations produced between 50,000 to 100,000 ounces a year at 15.4 grams/ton produced and this has provided a benchmark for the company, who will utilise this cash flow to explore the wider region in the long-term.

“We have a five-year plan where we want to get into production at Nalunaq and use the cash generated to fund exploration in the wider district.   We envisage investing a significant amount in exploration assets to provide a portfolio of different deposits that we can bring into production. We are creating a company that has a long-term mission in Greenland to build up local know how to support our aim of ramping up to very profitable production across a number of projects,” notes Olafsson.

“It will create a dramatic effect on the local community and hopefully be a springboard for unlocking much larger potential in Greenland. There are plenty of deposits that have been found, but you have to be able to develop them. You can only do that that with support and cooperation from the local people who believe in your vision.”

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Eldur Olafsson

What does Greenland's Tanbreez mine contain?

30% of oxides are highly sought after heavy rare earth metals

The island's favorable legal framework and robust infrastructure, particularly in South Greenland, make it an attractive location for mining companies.

Why AEX consider Greenland a favorable mining location?

favorable legal framework
robust infrastructure

AEX Gold, through its Greenlandic subsidiary Nalunaq Gold Mine, is actively exploring gold in the Nanortalik Gold belt, Southern Greenland, and holds exploration licenses for other properties like Vagar and Tartoq.

Aside for Nalunaq, what other exploration license does AEX own?

What other Greenland project is AEX involved in?

Although AEX Gold is primarily focused on gold, the presence of rare-earth minerals in Greenland has attracted attention due to their strategic importance.

What does Greenland's Tanbreez mine contain?

30% of oxides are highly sought after heavy rare earth metals

The island's remote location and harsh climate can make mining operations difficult and costly.

However, Greenland's government is supportive of mining projects, which could facilitate the development of infrastructure necessary for extraction.

Why AEX consider Greenland a favorable mining location?

However, the global demand for these minerals, driven by their use in electronics and clean energy technologies, suggests potential future interest from international mining companies.

Title:

Content: Democracy Dies in Darkness

Sweden’s new rare-earth metal find likely big deal for Western consumers

Sweden has discovered what is billed as Europe’s biggest deposit of rare earth minerals — a crucial component for electronics and clean energy needs — giving a significant boost to the continent’s hunt for trade security.

LKAB, the Swedish state-owned mining company, announced Thursday that it found deposits of more than 1 million tons of rare earth metals in the country’s far northern Lapland province.

Products ranging from smartphones to electric vehicles and even military jets require these rare earth elements which are not currently mined in Europe, the company said. Much of the world’s supply comes from China, which has used them as a geopolitical tool.

LKAB President Jan Mostrom said in a statement that the find could be a “significant building block” for Europe, which faces a “supply problem.” But the company also said that it would take at least a decade before rare earth minerals from the find hit market.

Here’s what to know about this major discovery and what it means for Western consumers.

What are rare earth minerals and where are they found?

Rare earths are not actually that rare. They are a group of 17 chemical elements, composed of scandium, yttrium and lanthanides, according to the U.S. Geological Survey.

But mining rare earth minerals is complex, as supply is not concentrated in one location. Mining them also impacts the environment, since their ores can be laced with radioactive materials such as thorium and uranium. Refining the minerals can also generate toxic and radioactive waste, which poses environmental and health risks if not properly disposed of.

China hosts a majority of the world’s reserve of rare earth minerals and is the world’s leading supplier of the product. (The United States was the largest producer several decades ago.) While Brazil and Vietnam have significant reserves, they lag far behind in mining it.

China hints it will choke off U.S. ‘rare earths’ access. But it’s not that easy.

Access to the minerals became an issue during the Trump administration’s trade war with China. Beijing threatened to cut off exports to the United States in 2019 to retaliate against Trump’s measures, pushing prices up, prompting Trump to sign an executive order increasing domestic production. The Biden administration has also pushed for investments in that supply chain.

Other countries have also moved to reduce their reliance on China. Australia is spending millions to develop a rare earths mine and processing plant in its Northern Territory.

What are rare earth minerals used for?

Multiple household goods, including televisions, computers, smartphones, and lighting use rare earth minerals. Yttrium and europium, for instance, light up iPhone displays and allow them to vibrate.

They are also key elements of U.S.-made defense systems, including night vision technology, jets and armored vehicle alloys.

Rare earth minerals are critical for the global clean energy transition, as they are components of the magnets used in electric vehicles and wind turbines. Though recently, some companies have developed motors for electric vehicles that do not require rare earths.

What does Sweden’s discovery mean for the climate?

LKAB’s find was welcomed in Europe, which has faced energy challenges amid the Russian invasion of Ukraine. The European Union also has a goal of becoming climate neutral by 2050.

In September, a senior E.U. official said that Europe’s climate ambitions were at risk without reliable supply chains. “Take China, with its quasi-monopoly on rare earths and permanent magnets and prices rising by 50-90% in the past year alone,” wrote Thierry Breton, an E.U. commissioner. “Supply of raw materials has become a real geopolitical tool.”

The European Raw Material Alliance notes that while the European Union has a massive electric-motor manufacturing sector, “it is almost fully import dependent” when it came to rare earth permanent magnets.

Swedish Deputy Prime Minister Ebba Busch said Thursday that Europe’s independence from Russia and China will begin with this mine.

Political leadership in the continent, she said, “must give the industry the conditions to switch to green and fossil-free production.”

Title:

Content: Truth, Inspiration, Hope.

Govts Utilizing Mine Waste to Beat China on Green Energy Goals

100,000 tons of rare earths each year end up in waste from producing phosphoric acid alone
Victor resides in the Netherlands and writes about freedom and governmental and social changes to the democratic form of nations.
Published: April 10, 2023

Several mine waste refining projects have started worldwide in a longshot effort to meet the demand for the green energy revolution and beat market leader China along the way.

Sweden, South Africa, and Australia are among the countries that hope to wean off their dependency on China for their supply of rare earths, a market that is 90 percent dominated by Beijing

These mine waste by-products, in many cases, can be processed into substances vital for powering electric vehicles (EV) and wind turbines; however, the yield from these processes would hardly make a dent in satisfying the surging demand of a world that has set its sights on net-zero carbon emissions by 2040.

Sweden

One of those companies that took the challenge is Swedish state-owned iron ore miner LKAB, which has set out to extract phosphorus for fertilizer, fluorine, and gypsum in addition to rare earths from mining debris or by-products.

Material from an initial stage of iron ore processing, currently deposited in a tailings dam, Europe’s largest known deposit of rare earth oxides, will be retained and go through further treatment stages.

“We want to make sure we extract as much value as possible, and when we come to the critical minerals, we have those in our ores already,” said David Hognelid, LKAB’s chief strategy officer for unique products.

LKAB will be sending its material for separation to Norway’s REEtec, in which it is the biggest shareholder.

Commodity trader Mercuria also bought a stake in REEtec for a new division that targets metals needed for the energy transition.

“REEtec fits the narrative of building processing capacity for rare earths in the part of the supply chain where we think there’s a bottleneck,” said Guillaume de Dardel, head of energy transition metals at Mercuria.

“The company’s technology has a lower environmental footprint than the legacy solvent extraction process essentially used for rare earths separation in China.”

South Africa and Australia

In South Africa, Rainbow Minerals also plans to process waste stacks from years of phosphate mining.

Rainbow Minerals will employ a novel method based on ion chromatography, a technique widely used in pharmaceutical and other industries created by the American business K-Technologies.

The largest such project, however, is currently underway in Australia, where the manufacturer of mineral sands, Iluka, is preparing to process 1 million tons of stockpiled by-products that have been accumulating at its Eneabba site since the 1990s.

READ MORE:

It is constructing a rare earths refinery slated to open in 2025 that, together with the required infrastructure, is anticipated to cost between $675 million and $800 million, aided by government grants.

Low-hanging fruits

There are 16.2 million tons of unexploited rare earths in 325 mineral sands deposits worldwide, Australia’s RMIT University estimates. Meanwhile, the Idaho National Laboratory said 100,000 tons of rare earths each year end up in waste from producing phosphoric acid alone.

The projects mentioned above target output of over 10,000 tons of key elements neodymium and praseodymium (NdPr) oxide by 2027 by processing material from mineral sands, fertilizer, and iron ore operations, Reuters estimated based on figures from consultants Adamas Intelligence.

“These projects are the low-hanging fruit in the supply chain at the moment,” said Ryan Castilloux, managing director at Adamas.

But these low-hanging fruits only make up 8 percent of the expected demand for the two vital ores, essential for making permanent magnets to power EV and wind turbine motors.

“There’s more demand growth coming in the near to medium term than production, so there’s an opportunity for these readily accessible sources of supply,” Castilloux figured.

But however profitable the short-term prospects for Adamas and others may be, they will only be for a relatively short period. They can only serve to cut the expected deficit in the materials by half at most, Adamas and the Reuters analysis showed.

Reuters contributed to this article.

The geopolitical significance of rare-earth minerals, particularly in reducing dependency on China, further underscores the strategic value of Greenland's reserves.

Title:

Content: Sweden's new rare-earth metal find likely big deal for Western consumers

Sweden has discovered what is billed as Europe's biggest deposit of rare earth minerals - a crucial component of electronics and clean energy technology - giving a significant boost to the continent's hunt for trade security.

LKAB, the Swedish state-owned mining company, announced Thursday that it found deposits of more than 1 million tonnes of rare earth metals in the country's far northern Lapland province.

Products ranging from smartphones to electric vehicles and even military jets require these rare earth elements, which are not currently mined in Europe, the company said. Much of the world's supply comes from China, which has used them as a geopolitical tool.

LKAB president Jan Mostrom said in a statement that the find could be a "significant building block" for Europe, which faces a "supply problem." But the company also said that it would take at least a decade before the rare earth minerals discovered hit the market.

READ MORE:
* GM reaches supply deals for electric vehicle motor magnets
* Why rare earths are a Five Eyes hot topic
* The race against China's 'rare earths weapon'
* Rare earth could be common in NZ

Here's what to know about this major discovery and what it means for Western consumers.

What are rare earth minerals and where are they found?

Rare earths are not actually that rare. They are a group of 17 chemical elements, composed of scandium, yttrium and lanthanides, according to the US Geological Survey.

But mining rare earth minerals is complex, as supply is not concentrated in one location. Mining them also affects the environment, since their ores can be laced with radioactive materials such as thorium and uranium. Refining the minerals can generate toxic and radioactive waste, which poses environmental and health risks if not properly disposed of.

China hosts the majority of the world's reserve of rare earth minerals and is the world's leading supplier. (The United States was the largest producer several decades ago.) While Brazil and Vietnam have significant reserves, they lag far behind in mining them.

Access to the minerals became an issue in the trade war with China during the administration of US President Donald Trump. Beijing threatened to cut off exports to the United States in 2019 to retaliate against Trump's measures, pushing prices up and prompting Trump to sign an executive order increasing domestic production. The Biden administration has also pushed for investments in that supply chain.

Other countries have also moved to reduce their reliance on China. Australia is spending millions to develop a rare earths mine and processing plant in its Northern Territory.

What are rare earth minerals used for?

Multiple household goods, including televisions, computers, smartphones and lighting use rare earth minerals. Yttrium and europium, for instance, light up iPhone displays and allow them to vibrate.

They are also key elements of US-made defence systems, including night-vision technology, jets and armoured-vehicle alloys.

Rare earth minerals are critical for the global clean energy transition, as they are components of the magnets used in electric vehicles and wind turbines - although recently some companies have developed motors for electric vehicles that do not require rare earths.

What does Sweden's discovery mean for the climate?

LKAB's find was welcomed in Europe, which has faced energy challenges amid the Russian invasion of Ukraine. The European Union also has a goal of becoming climate neutral by 2050.

In September, a senior EU official said Europe's climate ambitions were at risk without reliable supply chains. "Take China, with its quasi-monopoly on rare earths and permanent magnets and prices rising by 50-90% in the past year alone," wrote Thierry Breton, an EU commissioner. "Supply of raw materials has become a real geopolitical tool."

The European Raw Materials Alliance notes that while the European Union has a massive electric-motor manufacturing sector, "it is almost fully import dependent" when it comes to rare earth permanent magnets.

Swedish Deputy Prime Minister Ebba Busch said Thursday that Europe's independence from Russia and China would begin with this mine.

Political leadership in the continent, she said, "must give the industry the conditions to switch to green and fossil-free production."

The Washington Post


In the construction industry, women have been underrepresented due to societal norms, gender stereotypes, and limited access to education and training, particularly in STEM fields.

However, times are changing as more women break into the industry, driven by passion and determination.

Initiatives such as educational programs, vocational training, and mentorship opportunities are crucial in empowering women to pursue careers in construction.

In the maritime industry, organizations like WISTA are supporting women through continuous professional development and training courses, equipping them with the skills needed to progress in their careers.

Scholarships and leadership programs specifically for women in maritime are also available, helping to create visible role models within the industry.

Companies can make their workplaces more attractive to women by fostering inclusivity in hiring practices and recognizing the importance of a diverse workforce.

Sensedia, for example, has successfully increased diversity by implementing DEI efforts, resulting in 38% of their leaders being women.

They emphasize the importance of affirmative action and continuous education to create awareness within the organization.

To further advance gender equality, companies should address gender pay gaps, implement gender-neutral parental leave policies, and promote women into leadership roles.

By creating a supportive and inclusive environment, companies can empower women to excel in roles traditionally dominated by men, such as crane operators in construction.

In the construction industry, women have been underrepresented due to societal norms, gender stereotypes, and limited access to education and training, particularly in STEM fields.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

However, times are changing as more women break into the industry, driven by passion and determination.

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?

Initiatives such as educational programs, vocational training, and mentorship opportunities are crucial in empowering women to pursue careers in construction.

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

create training and apprenticeship programs

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

educational programs
mentorship opportunities
vocational training

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

In the maritime industry, organizations like WISTA are supporting women through continuous professional development and training courses, equipping them with the skills needed to progress in their careers.

Title:

Content: Developing the Next Generation of Maritime Professionals

By Elpi Petraki

As technology advances and the shipping industry looks at how it can decarbonize effectively, we hear a lot about “future-proof” solutions. However, in order to truly future-proof the industry, we need to understand the needs of seafarers and shore-based staff today so we can effectively invest in the next generation: the industry’s future leaders.

The shipping industry is one of the oldest industries in the world, and its vast range of shore-based and at-sea job roles offers a huge variety of career opportunities. However, a global labor shortage means that there is strong competition from other industries for new talent.

To attract that talent, we first need to understand what motivates the next generation. Deloitte’s 2022 Gen Z and Millennial Survey provides some interesting insights. In uncertain times, the survey puts cost of living and climate change as top current concerns overall.

Where selecting an employer is concerned, work/life balance and learning/development opportunities are the top criteria, closely followed by salary and benefits. However, diversity and inclusion and the societal and environmental impact of organizations were also shown to be key factors when it came to retention; many respondents said they would turn down a job if it failed to align with their personal values.

Educating Future Leaders

To attract the next generation of leaders, shipping would, therefore, be well advised to redouble efforts to collaborate with educational institutes so that training and career development paths reflect today’s priorities.

The work WISTA does to support women in shipping is relevant here, as it facilitates continuous professional development and encourages training courses that help equip women with the skills they need to progress in their careers.

WISTA Hellas, for example, is working closely with prominent educational institutes and offers full- and part-time scholarships, which are available to any woman working in the maritime industry. Opportunities include the Alba Graduate Business School’s M.B.A. in shipping, an M.S. in logistics and supply chain management from BCA College and the University of Piraeus’s M.S. in ship management. We have also partnered with the Alba Graduate Business School to provide a leadership program specifically for women in maritime.

At an international level, WISTA and the Institute of Chartered Shipbrokers (ICS) offer five scholarships each year for the institute’s foundation diploma, and last year WISTA International launched the Maritime SheEO Leadership Accelerator Programme in partnership with the International Maritime Organization. The accelerator provides women with the management knowledge and skills they need to progress into leadership positions while creating visible role models within the industry.

There are several other initiatives designed to encourage students and young maritime professionals. For instance, in Greece, the Young Executive Shipping (YES) Forum provides a platform for open dialogue between the industry, students and young professionals to bridge the generational gap and to share knowledge and experience. Isalos.net organizes a range of industry events to promote opportunities in the maritime industry, in addition to hosting an online careers platform for cadets.

Other organizations are also responding to the need to develop the next generation of maritime professionals. The Maritime Port Authority in Singapore recently appointed 18 students to be the first MaritimeSG Youth Ambassadors, and the city of Rotterdam has established a Young Maritime Board to participate in the Rotterdam, Maritime Capital of Europe program.

Addressing Recruitment Challenges

In the more immediate term, the 2021 BIMCO/ICS Seafarer Workforce Report predicted that by 2026, there will be a need for almost 90,000 additional STCW (Standards of Training, Certification and Watchkeeping)-certified officers as demand for seafarers to operate the world’s merchant fleet continues to outstrip supply. The situation was surely exacerbated by COVID-19, which exposed or highlighted unappealing aspects of a career at sea.

For example, work/life balance, crew connectivity, security on board and differing legal systems around the world are just some of the challenges faced by seafarers, which can have a negative impact on job satisfaction or crew retention.

As an industry, we need to find solutions to provide seafarers with greater support, such as implementing work patterns that increase shore leave; investing in policies and processes that promote greater diversity and inclusion by creating the right environment on board for everyone; enabling existing crew to receive training and to upskill as new technologies are introduced; and ensuring a safe and secure working environment for all.

Digitalization and New Technologies

New technologies should also create new roles that are more in tune with the skill sets of the younger generation, making the industry a more attractive option, particularly when digital solutions are being used to address issues such as decarbonization.

The demand for digital skills within the global workforce will only continue to increase, and we can see this being translated in school curriculums, where there is a greater focus on STEM subjects and the introduction of computer coding at primary levels of education.

Digitalization also provides a level playing field. Going forward, my prediction is that more women will be recruited into maritime technology roles, as men and women are equally qualified to embark on such careers.

We have an ambitious and tech-savvy cohort of young professionals with a desire to make a difference. But as an industry, we must act together to raise awareness of the array of opportunities on offer within shipping and to actively engage with the next generation to secure a sustainable future for the industry.

Elpi Petraki is president of WISTA Hellas and works at the Greek ship management company ENEA Management, which is her family business.

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

create training and apprenticeship programs

Scholarships and leadership programs specifically for women in maritime are also available, helping to create visible role models within the industry.

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

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

promote women
create leadership programs for women
support networks
professional development

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

educational programs
mentorship opportunities
inclusive policies

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

Companies can make their workplaces more attractive to women by fostering inclusivity in hiring practices and recognizing the importance of a diverse workforce.

Title:

Content: Women Breaking Barriers in Waste Management

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

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

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

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

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

Women Breaking Barriers in Waste Management

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

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

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

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

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

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

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

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

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

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

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

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

commit to gender equality in hiring practices

Sensedia, for example, has successfully increased diversity by implementing DEI efforts, resulting in 38% of their leaders being women.

Title:

Content: ContributorsPublishersAdvertisers

Sensedia Supports United Nations Initiative Promoting Gender Equality in the Workplace

The Associated Press
 3 days ago

MIAMI--(BUSINESS WIRE)--Oct 25, 2022--

Sensedia, a global leader in delivering API solutions for companies adopting a more digital, connected, and open strategy, today announced it has signed a letter of commitment with UN Women through a partnership with “Movimento Mulher 360” (Woman 360 Movement). The company supports gender equality and empowerment in the workplace and builds on previous equity and inclusion efforts taken last year.

This press release features multimedia. View the full release here: https://www.businesswire.com/news/home/20221025005464/en/

Responding to Sensedia’s support of the UN’s initiative to promote gender equality in the workplace, Daniela Domingues, Director of People and Culture for Sensedia said, “When we talk about diversity and inclusion, there are two important moves that every company needs to make: taking affirmative action in the community to attract more people from minority groups and continuously educating and creating awareness inside the organization. After just one year, our DEI efforts have demonstrated tremendous success: 38% of our company’s leaders are women. We’re excited to support Movimento Mulher 360 and encourage even more equity within our organization.” (Photo: Business Wire)

UN Women, a United Nations entity dedicated to gender equality and women’s empowerment, champions the rights of women and girls to accelerate progress in meeting their needs worldwide. The role of women in society, particularly in the workplace, is growing, but many barriers still exist related to gender. Businesses can impact change by breaking down barriers with committed support to end workplace harassment, provide equal pay for equal work, and promote more women into leadership roles.

Sensedia took measures to increase diversity, equity and inclusion (DEI) by creating and successfully implementing the PertenSer program in 2021. At the program’s onset, the organization had only 67 women on staff. Today Sensedia employs 218 women, an increase of 225%. The company took a series of initiatives, such as promoting the women-only Hackathon, providing staff training to raise awareness, creating a whistleblower channel, and developing social media campaigns to inspire and encourage women to work in the technology sector.

“When we talk about diversity and inclusion, there are two important moves that every company needs to make: taking affirmative action in the community to attract more people from minority groups and continuously educating and creating awareness inside the organization,” explains Daniela Domingues, Director of People and Culture for Sensedia. “After just one year, our DEI efforts have demonstrated tremendous success. 38% of our company’s leaders are women. We’re excited to support Movimento Mulher 360 and encourage even more equity within our organization.”

As a partner in Movimento Mulher 360, Sensedia is committed to abiding by seven measures called WEPs, establishing high-level corporate leadership. These measures guarantee all employees’ equality, health, safety, and well-being. Organizations promote training, implement business development practices, and measure and publicly report progress toward more gender equality.

In the signed UN Women Movement letter, Sensedia commits to the following actions based on the seven WEPs:

“By the end of the year, we intend for 100% of Sensedia’s managers to be educated about and sensitive to gender equality. A healthy diversity culture starts from the top down and encourages the entire company to follow suit when we lead by example,” explains Domingues.

About Sensedia

Sensedia supports companies to become more digital, connected and open through a technology platform and expertise in APIs and Microservices. Innovative enterprises rely on Sensedia as their partner in API Management, Microservices, Service-Mesh, Open Banking and Insurance. Sensedia supports API strategies to help businesses rapidly enable legacy integration, bring digital products and services to market faster, integrate channels, enable partner ecosystems, and create modern multi-cloud/hybrid architectures. Sensedia was recently recognized as a Leader by Forrester Research in its recently published report “The Forrester Wave™: API Management Solutions, Q3 2022. More at Sensedia.com.

View source version on businesswire.com:https://www.businesswire.com/news/home/20221025005464/en/

CONTACT: Media Contact

Paul Wilke

Upright Position Communications on behalf of Sensedia

sensedia@uprightcomms.com

+1-415-881-7995

KEYWORD: UNITED STATES NORTH AMERICA FLORIDA

INDUSTRY KEYWORD: TECHNOLOGY HUMAN RESOURCES WOMEN OTHER TECHNOLOGY PROFESSIONAL SERVICES SOFTWARE DEI (DIVERSITY, EQUITY AND INCLUSION) CONSUMER DATA MANAGEMENT

SOURCE: Sensedia

PUB: 10/25/2022 07:00 AM/DISC: 10/25/2022 07:03 AM

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

appoint women to traditionally male roles

They emphasize the importance of affirmative action and continuous education to create awareness within the organization.

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?

To further advance gender equality, companies should address gender pay gaps, implement gender-neutral parental leave policies, and promote women into leadership roles.

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New Report Reveals Gender Diversity Is The Answer To New Zealand’s Talent Crisis

Champions for Change’s annual Diversity, Equity and Inclusion Impact Report (2022) has estimated that if we collectively and urgently take bold steps to achieve workforce gender parity by 2030 (defined as 50% female participation in the workforce) an additional $20bn-$40bn* of GDP could be generated for the Aotearoa, New Zealand economy and in parallel, help to address the current talent shortage facing New Zealand business.

Statistics New Zealand data 2022 data shows women make up 47% of Aotearoa’s workforce, but Champions for Change believe an intentional focus on the right interventions to enable women to participate equally across our workforce the 50% target could feasibly be reached within the next eight years.

Key interventions include, addressing unpaid child-care, including better recognition of unpaid work, reducing the amount of unpaid work, and rebalancing it between men and women.

While Covid has made the working world far more flexible which is a positive for the increased participation of women, higher-growth, higher-paid sectors, such as construction, trades apprentices, and digital and technology sectors are still underrepresented by women. Opening up pathways and breaking down barriers for women via targeted education and apprenticeship programmes will be critical in driving higher participation rates by women in these growth industries. Interventions to address attitudinal biases continue to be of the utmost importance.

Champions for Change have themselves taken significant action and made further progress this year. The report announces that Champions for Change organisations have committed to reporting their gender pay gaps publicly*. The collective is also driving change through parental leave policies with a number of Champion organisations making the step to re-engineer their parental leave policies to make them gender neutral – thereby breaking down financial barriers for men to take parental leave and freeing up women to re-enter the workforce.

The report once again shows the shifts of intentional Diversity, Equity & Inclusion policies through the Champions’ ongoing commitment to a 40-40-20 benchmark policy. Through this commitment, Champions reported in its 2022 report at least 40% representation for women across 4 out of 5 management levels with a 6% lift in women represented at General Manager level this year.

The Champions companies continue to outperform the broader NZX50 benchmark, with 26% of Champions for Change organisations reporting female CEOS compared to 14% of the NZX50 companies and Champion organisations reporting an average of 37% female representation on boards, compared to 33% of NZX50 boards and 31% on S&P 100 boards.

To further advance their progress, Champions for Change are collaborating at scale to develop evidence-based initiatives across four workstreams designed to break down historical participation and power gaps within their workplaces. These are; Increasing Gender Diversity, Increasing Māori and Ethnic Diversity, Leading Inclusive Cultures and Influencing the Outside World.

Justine Smyth Co-Chair of Champions for Change says:

“It is positive to see the progress we are making in improving gender representation, which speaks to the benefits of bringing the business community together behind a common goal. But we still have a lot of hard work to do to change the gender pay gap that persists in Aotearoa, across all sectors and all levels of work.

“Having Champions of Change organisations committing to publishing their gender pay gap is an important first step, as what gets measured gets done. It doesn’t make the solutions any easier, and many businesses are grappling with industry-wide challenges built up over many decades. But shining the light on an issue keeps focus on it, and as leaders we shouldn’t shy away from what is hard, but rather be willing to share where we are on the journey, and the action we are taking to create change over time.”

Matt Prichard, Co-Chair of Champions for Change added: “In the five years since our inception, it is clear that Champions have become a force for positive change.

“Today we have more leaders, organisations and industries than ever signed up to the Champions for Change collective – creating greater scale, influence, action and collaboration than ever before. This year’s report argues that if more organisations prioritise gender equity it will unlock significant economic growth for us all. We would love all New Zealand businesses to join us.”

The report contains case studies from NZTE, Fisher & Paykel Appliances, Spark and Sky.

The Champions for Change Diversity and Inclusion report can be found in full at www.globalwomen.org.nz.

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

appoint women to traditionally male roles

By creating a supportive and inclusive environment, companies can empower women to excel in roles traditionally dominated by men, such as crane operators in construction.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

Statesman News Service | Bhubaneswar |

Breaking the gender barrier, four women employees are on the strenuous job as Stacker-cum Reclaimer (SCR) raw material handling system (RMHS) at the Tata Steel Meramandali (TSM) in Dhenkanal district of Odisha.

Besides, a woman has been assigned the job for Hyva operator. It is for the first time that female employees will shoulder the responsibilities as SCR operators in Tata steel’s Meramandali unit, the company said in a statement.

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

 “We are extremely pleased to have you in our team as this marks a monumental milestone on gender balance among the workforce in the plant. While accelerating our commitment to building a diverse and inclusive workplace, this measure will also encourage more girls to look for such jobs”, Pandey said.

 “As a responsible corporate, we not only strongly believe in the diversity of our human capital but also guide our vendor partners to imbibe our beliefs and contribute to it. This is directed to reimagining how a job gets done, reshaping the team and empowering employees wherever they work”, Basak said while speaking on the occasion.

Breaking the barrier, the female SCR operators with Diploma in Mechanical Engineering underwent safety induction and on the job training, prior to their on boarding for stacking and reclaiming operation, considered mostly as a male-only job, the statement added.

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

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

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

appoint women to traditionally male roles

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