AASTMT and AWIMA signed an MoU to promote gender equality in the maritime sector.

The agreement aims to increase women's participation in maritime academia.

The MoU supports the IMO's efforts to achieve global maritime gender equality.

The 5th 'Rising Women in Maritime' event promoted women leadership in the maritime industry.

A 22-year-old female construction worker is breaking down stereotypes in the male-dominated building industry.

The Ministry of Energy and Infrastructure launched the 'Leaders in Difference' initiative to empower women in maritime.

Effective DEI initiatives require clear insight, agreed outcomes, and targeted approaches.

Women are severely underrepresented in the construction industry.

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The Transportation & Construction GIRL Day event educates young women about careers in construction and transportation.

Four women are working as Stacker-cum Reclaimer operators at Tata Steel Meramandali in Odisha, breaking the gender barrier.

AASTMT and AWIMA signed an MoU to promote gender equality in the maritime sector.

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Content: The two institutions will promote gender equality in the areas of education, training and research in the maritime sector
Dubai, United Arab Emirates: The Arab Academy for Science, Technology and Maritime Transport (AASTMT) and the Arab Women in Maritime Association (AWIMA) signed a Memorandum of Understanding (MoU) at the International Maritime Organization (IMO) headquarters in London to explore opportunities for women ’ s participation in academia to support and strengthen the regional maritime sector.
The agreement is in line with the efforts of the International Maritime Organization (IMO) to achieve gender equality in the maritime sector globally, and the fifth goal of the United Nations Sustainable Development Goals on gender equality.
The MoU was signed by H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure, President of the Arab Women Association in the Maritime Sector, and H.E. Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport.
Promotion of gender equality
Through this partnership, the two institutions will advocate and encourage other IMO member states to actively support the development of the Arab Women in Maritime Association, and call on states to work in an integrated manner with national bodies responsible for gender equality, to ensure reporting on compliance with the SDGs.
It will also encourage the participation of women at all levels related to education, training and research in the maritime sector, in addition to supporting national mechanisms for the employment of women in accordance with the Sustainable Development Goals, the Convention on the Elimination of All Forms of Discrimination against Women and any future goals set by the United Nations within the framework of the 2030 Agenda for Sustainable Development.
H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure and President of the Arab Women in Maritime Association, said: “The maritime sector has witnessed gradual transformations over the past years in terms of the inclusion of women in the workforce.
IMO has been a key driving force behind this change, with its commitment to addressing the gender imbalance in the maritime sector through an integrated institutional framework.
In addition to the efforts of governments, we all have to shoulder our responsibilities, whether it ’ s policy makers, business owners, ship operators, stakeholders or even specialists.
Our collaboration with the Arab Academy for Science, Technology and Maritime Transport (AASTMT) is part of our ongoing efforts to make the maritime sector an inclusive and inclusive one. AASTMT has a long history of training ambitious female maritime professionals and has always inspired them. ”
Encouraging the participation of Arab women
For his part, Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport, said: “We are honored to cooperate with the Association of Arab Women in the Maritime Sector to promote national and regional recognition of the active contributions of Arab women in the development of the maritime economy.
When the IMO Gender Diversity Programme was first launched in 1988, only a few maritime training institutes accepted female students into classes.
Since then, the capacity-building and diversity programme at IMO has helped to develop an institutional framework for integrating gender equality into IMO policies and procedures.
Today, along with the Arab Academy for Science, Technology and Maritime Transport, there are many institutions that are keen to attract male and female talent, and this is the first step to making the maritime sector free of gender bias.
Next comes the importance of spreading awareness about the unlimited opportunities available to women and taking responsibility at the individual level to avoid any discrimination on the basis of sex. ”
In addition, the two institutions will encourage the maritime sector and all its stakeholders to establish and strengthen gender-neutral operational frameworks that concretely support women ’ s opportunities in terms of employment, employment, career advancement, employability and advancement to the highest levels in line with their experience and qualifications. the maritime sector and its activities.
# Government Data
- Done.

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

commit to gender equality in hiring practices

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

The agreement aims to increase women's participation in maritime academia.

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?

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

The MoU supports the IMO's efforts to achieve global maritime gender equality.

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

commit to gender equality in hiring practices

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

The 5th 'Rising Women in Maritime' event promoted women leadership in the maritime industry.

Title:

Content: 5th Edition of ‘The Rising Women in Maritime’ Promotes Empowering Women Leadership in Industry | SOUALIGA NEWSDAY

SINT MAARTEN (COLE BAY) - Inspiration transcends boundaries and sectors. And that is what a wide array, of mostly female, attendees experienced as they converged at the Motorworld showroom in Cole Bay on Sunday, March 17, 2024. The event was the fifth edition of ‘The Rising Women in Maritime’ hosted by Amb. Vital (Amanda Vital-Bedminister) of CHAI and her team.

Executed with excellence from start to finish, ‘The Rising Women in Maritime’ began with the usual kingly salutation by Semona E. Morton. And hit a high note with the event’s visionary, Amanda Vital-Bedminister presenting the second annual ‘The Rising Award’ to Alicia M. Liverpool-Jobity, a respected spiritual and social leader who embodies the theme for Women’s Her Story Month, “Inspire Inclusion” through her consistent pattern of selfless generosity in varied forms to the community.

The keynote address followed and was given by Commissioner Spanner-Schmidt of St. Eustatius. Her focus was ‘Empowering Women’s Leadership in the Maritime Industry’. A takeaway from her presentation was, “The time has come to look for the right person for the job instead of the right man for the job.”

Participants were treated to a Master Class by Lela Simmonds of Port St. Maarten. Ms. Simmonds through her presentation on ‘Enabling the Business Potential of Connectivity within the Cruise Industry’ highlighted that connectivity is always relevant, important, and adds value.

In keeping with the maritime theme, several female captains were notably present. Students representing the National Institute of Arts (NIA) entertained the audience with their uniquely thrilling performances interspersed throughout the day's activities.

The featured segment was a panel discussion by leading maritime stakeholders, Ms. Kyla van Heyningen; Ms. Ichel Moeslikan; and Ms. Rosina Romeo. The wealth of wisdom, shared experiences, and courageous vulnerability made for a rather interesting and inspirational segment.

‘Le Piano Noir’ and ‘Soualigan Slangs’—both female-led businesses, refreshed participants with snacks and educational and fun games.

The maritime industry, grossly underrated, had the spotlight for an entire afternoon as speaker after speaker shed light on the industry and shared their experiences.

The Rising event is now a staple in the roster to celebrate Women’s Her Story Month during March annually, on St. Maarten.

Source: https://www.soualiganewsday.com/index.php%3Foption%3Dcom_k2%26amp%3Bview%3Ditem%26amp%3Bid%3D54734%3A5th-edition-of-%E2%80%98the-rising-women-in-maritime%E2%80%99-promotes-empowering-women-leadership-in-industry%26amp%3BItemid%3D450

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?

appoint women to traditionally male roles

A 22-year-old female construction worker is breaking down stereotypes in the male-dominated building industry.

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Content: Jump directly to the content
NAILING IT

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

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

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

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

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

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

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

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

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

'It's in my blood'

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

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

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

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

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

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

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

'I'm on site four days a week'

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

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

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

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

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

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

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

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

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

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

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

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

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

'There are drawbacks'

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

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

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

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

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

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

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

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

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

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

Climbing the career ladder

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

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

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

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

Topics

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

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

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

appoint women to traditionally male roles

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

The Ministry of Energy and Infrastructure launched the 'Leaders in Difference' initiative to empower women in maritime.

Title:

Content: Energy and Infrastructure Launches ‘ Leaders in Difference ’ Initiative
T + T - normal size
The Ministry of Energy and Infrastructure has launched the “Leaders in Difference ” initiative, which is dedicated to empowering women in all fields, especially in the maritime sector.
The initiative aims to qualify experienced female talent capable of making a difference in the industry, in order to help promote the growth of the maritime sector in the UAE, based on its leading global position.
This comes within the framework of efforts on the empowerment of women within the strategic plan of the International Maritime Organization and in line with the celebration of the International Day of Women in the Maritime Sector
The UAE places a high priority on empowering female talent in the maritime workforce by nurturing young female talent and providing them with the necessary resources to excel, as this contributes to strengthening the sector with the capabilities of future female leaders.
Engineer Hassan Mohammed Juma Al Mansouri, Undersecretary of the Ministry of Energy and Infrastructure for Infrastructure and Transport Affairs, said: “We need skilled competencies in the maritime sector of both sexes, like any other industry, and our main goal should be to recruit enhanced talent to ensure the growth of the sector.
We need to change all preconceptions about the industry, discovering a diverse and young group that is able to keep up with its continuous development.
Today, maritime academies and institutions focus on the need to inject the maritime workforce of qualified female talents, this is the required role that contributes to the guidance and care of women to provide them with the necessary resources to achieve excellence, and thus we witness the birth of a maritime industry that is renewed by distinguished female leaders.
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: The need to promote the role of women in maritime activities has become an issue of unprecedented importance and is receiving great attention at all levels.
The UAE is one of the founders of the IMO Gender Equality Network.
The State also contributed to the preparation of a set of IMO resolutions in the field of women ’ s empowerment, gender equality and the promotion of women ’ s participation in the maritime sector, in line with the United Nations Sustainable Development Goals, especially the fifth goal on gender equality.
The UAE is also currently chairing the Association of Arab Women in the Maritime Sector, in cooperation with the Technical Cooperation Programme of the International Maritime Organization (IMO) in supporting women in the maritime sector.
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Effective DEI initiatives require clear insight, agreed outcomes, and targeted approaches.

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5 key takeaways for DEI in maritime

Photo: Diversity Study Group
Heidi Heseltine founder of Diversity Study Group
Effective diversity, equality, and inclusion (DEI) initiatives are built on clear insight, agreed upon outcomes, and targeted approaches — intentionally working to avoid the inevitable pitfalls of a ‘one-size-fits-all’ approach.

Drawing on data-led insights from members of the Diversity Study Group (DSG), Founder Heidi Heseltine offers 5 key insights on getting the basics right in maritime.

1. Building inclusion throughout an organisation’s levels

We know that shipping has made vital progress in recruiting and retaining women in certain sectors over the last few years, with significant effort put in into achieving a more gender balanced workforce. For instance, we’ve seen improvements in closing the gap in more junior/trainee levels and in management positions — though these numbers drop off at head of department and director roles, indicating fewer women in executive and senior roles.

While the knee-jerk reaction to this would be to specifically target greater inclusion only at specific tiers of management — which is often effective and can look great on corporate ESG registers — organisations should look to embed and maintain inclusion efforts at all levels, so that gender-parity is reflected throughout the business whether lower level or higher. After all, we know from well-established research that when women make up 30% in any given decision-making forum they stop being treated as ‘exceptional’ and additional women are not seen as particularly remarkable or threatening. This can be particularly key for creating welcoming spaces and proactively preventing backlash to DEI efforts, where possible. If the goal is embedding sustainable and resilient DEI practices, then our focus must be on ensuring that having women in all spaces in reasonable numbers is not the exception, but the rule.

2. Avoiding seeing women in maritime as a monolith

Women are diverse in their requirements of a workplace and its culture, and should not be lumped into a single group defined by our presumptions. When considering what DEI approaches work best at sea or even on shore, we need to account for the fact that our global workforces are culturally diverse and have different levels of awareness when it comes to gender, age, nationality, ethnicity, sexual orientation, disability, neurodiversity and gender identity, amongst others. Societal norms, local legislation, and what is understood as ‘diverse’ can vary based on lived experience as well as the demographics of those involved. Understanding what is important to the women in individual workplaces and how we as an industry can support them will help us develop appropriate action plans for the short and long term.

3. Creating support systems to enable gender parity in technical positions

Technical positions, fleet and port management are slower to evidence change and inclusion when compared to progress seen in more traditionally female-led fields like maritime finance, Human Resources (HR), and Communications and Marketing. Organisations keen to address this disparity might benefit from creating training programs that include mentorship initiatives, skill-building workshops, and leadership development opportunities tailored to women in technical fields. This can foster confidence for the employee and their co-worker, help establish relationships for them to draw on in the workplace, and ensure they have the sector-specific knowledge and tools that they need to succeed.

4. Fostering relationships and embedding peer support

Following on from the previous point, peer support often plays a pivotal role in fostering an inclusive workplace but this doesn’t mean that disparities may not persist among different groups of people. Working with DSG, I’ve seen factors such as nationality, culture, ethnicity, and location all help or hinder DEI efforts. This is why it is crucial to closely monitor changes in perceptions, especially during challenging industry conditions, to prevent any employee from feeling undervalued or unsupported since this can impact engagement, efficiency and productivity. It’s important that organisations proactively work to recognise and address any issues in morale, which then helps maintain employee wellbeing and ensures a continued level of performance and investment in the organisation’s goals. Regular feedback mechanisms and evolving and updated policies can help support better company culture.

5. The support of leadership in successful DEI practices

Data from our members at DSG indicates that simply having knowledge of an organisation's commitment to equality, with good intentions evolving to well-researched and considered action and policy, significantly boosts confidence in fair treatment. This is often irrespective of group affiliations benefiting from such policies — everyone benefits from the process.

This confidence in a company’s commitments not only supports recruitment and retention — as establishing a sense of belonging and fairness often attracts dedicated workers and keeps them — but often helps elevate the public and private profiles of the organisation and its leaders.

The future of our workforce is global; to remain competitive within and outside of our industry, embedding fair practices and equality is likely to be a key differentiator for success.

Women are severely underrepresented in the construction industry.

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.

Women are underrepresented in technical and leadership roles in the technology industry.

Title:

Content: The current state of the gender gap in technology
The gender gap in technology remains a significant problem, with women being underrepresented in technical roles and leadership positions across the industry.
Despite efforts to increase diversity in recent years, the gap remains.
According to a 2021 study, women held only about 25% of tech jobs worldwide.
Moreover, women made up only 17% of senior positions in tech companies, while the number of female CEOs or founders was only 10%.
One reason for this underrepresentation may be the “pipeline problem, ” referring to the lack of women graduating in computer science or other technology-related degrees.
A report by the National Center for Women and Information Technology (NCWIT) stated that in 2020, women earned only 19% of bachelor ’ s degrees in computer and information science.
This limited supply of female graduates can lead to a cyclical problem as fewer women enter the workforce, resulting in less representation in the industry, which in turn limits the number of female role models for future tech professionals.
Skillsoft ’ s Women in Technology Report 2023 revealed a rising gender imbalance, with nearly half (45%) of tech women surveyed indicating that men outnumber them in the workplace by ratios of four to one or higher.
This represents a significant rise compared to 25% who reported a similar situation in 2021.
Stereotypes surrounding gender roles in technology can also contribute to the gap.
The unconscious biases and discriminatory practices that stem from these stereotypes can create barriers for women, including less access to opportunities and resources, unequal pay, and a less inclusive work culture.
The importance of closing the gender gap
Closing the gender gap in technology is critical for several reasons:
• Improving Creativity and Innovation: Greater gender diversity leads to the emergence of different perspectives and methods to solve problems, foster creativity, and drive innovation within the industry.
• Improving financial performance: Research has consistently shown that companies with a diverse workforce are more profitable.
A study by McKinsey & Company found that companies in the top quartile for gender diversity in executive teams were 21% more likely to achieve above-average profitability than those in the bottom quartile.
More inclusive products and services: With a gender-balanced workforce, technology companies are better equipped to design products and services that meet the needs of both men and women, ensuring wider market appeal.
• Combat gender biases in hiring practices: Increasing gender diversity within tech companies helps break down unconscious biases in hiring and promotion decisions, ensuring a fair and more equitable workforce.
Gender diversity not only benefits individual companies but also contributes to positive social change because it helps reduce the under-representation of women in the tech industry in general.
Strategies to address the gender gap
Companies can adopt different strategies to address the gender gap in technology:
Creating an inclusive work environment: A welcoming and supportive work culture that prioritizes equality and inclusion in the workplace is essential to attract and retain women in technical roles.
This can be achieved by applying gender-neutral language to vacancies, providing diverse training for managers and staff, and advocating for flexible working arrangements.
Promote mentorship and sponsorship programs: By offering mentorship programs to women in technology, companies can help them meet challenges and develop their careers.
Sponsorship initiatives, where senior leaders advocate for career advancement for female employees, can also help women reach higher leadership positions within organizations.
Provide skills development programs: Opportunities to improve and reshape skills can benefit all employees, but they can play a vital role in helping women transition into technical roles or advance to senior positions.
By providing support for continuous learning, companies can grow a variety of talent and empower female employees to grow.
Setting and Tracking Diversity Targets: Setting specific and measurable targets focused on increasing women ’ s representation in the workforce, particularly in technical and leadership roles, can motivate companies to take significant steps towards gender equality.
Regular review and adjustment of these goals can help ensure continuous improvement and accountability.
Employing women at multiple career levels: Active employment of women at various stages of their careers can help close the gender gap.
By strategically focusing on early, middle and experienced career roles, companies can create a diverse pool of female talent that can help tackle the problem from all angles.
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Addressing the gender gap in technology requires concerted efforts from businesses, educators, and policymakers.
By adopting these strategies, companies can create more inclusive environments that promote opportunities for women in the tech industry, which will not only benefit businesses themselves, but will drive positive social change as well.
Success Stories: Companies Make the Difference
Many companies have taken inspiring steps in addressing the gender gap and promoting diversity within their organizations.
These success stories can serve as valuable lessons for other companies that want to foster a more inclusive work environment.
Accenture
Global professional services firm Accenture has made significant progress in addressing the gender gap in technology.
The company has set ambitious targets for gender diversity.
By 2025, Accenture aims to have a gender-balanced workforce, with an increased proportion of women in executive roles.
Some of the key strategies to achieve this goal include career care, mentorship programs for high-potential female employees, and targeted employment of women from diverse backgrounds.
iBm
IBM is another tech giant that has made remarkable efforts to empower women in the industry.
The company has implemented a number of initiatives to promote gender diversity, such as the Technologist in Residence program and IBM Women's Inclusive Network.
Furthermore, IBM leadership emphasizes the importance of fostering a diverse and inclusive work environment, regularly participating in events and discussions focused on gender diversity in technology.
Sales force
Cloud computing company Salesforce has made great strides towards addressing the gender gap in technology.
One notable example is their ongoing commitment to equal pay, which began in 2015.
Salesforce spent nearly $11 million adjusting salaries to close the pay gap between male and female employees.
In addition, the company launched the “Equality Ally ” program to train employees to become active supporters of gender diversity and inclusion initiatives.
AppMaster: A Pioneer in Promoting Gender Diversity
As a powerful, no-code platform, AppMaster has made a huge impact in the tech world by making app development more accessible, effective and affordable.
However, their dedication to innovation and excellence doesn ’ t stop there.
Recognizing the importance of addressing the gender gap in technology, AppMaster has taken a proactive approach in promoting gender diversity within its organization and supporting women in technology.
AppMaster ’ s commitment to building an inclusive work culture is reflected in its recruitment and placement practices.
The company seeks to attract and retain talent by providing equal opportunities for career growth, competitive compensation, and a supportive work environment.
Furthermore, AppMaster recognizes the value of mentoring and professional development for women in technology, and actively encourages female employees to participate in industry events, conferences and networking opportunities.
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Overcoming challenges and obstacles
In the journey of addressing the gender gap in the tech industry, there are many challenges that must be overcome.
These obstacles can hinder progress and perpetuate inequality.
It is important to identify and understand these barriers in order to develop effective strategies to address them.
A common challenge is the presence of unintentional bias in recruitment and promotion processes.
This bias can lead to under-representation of women in technical roles, as well as hinder their advancement within organizations.
Recognizing and mitigating unconscious bias through structured and inclusive hiring practices is critical to creating equal opportunities.
Another obstacle is the lack of representation and role models for women in technology.
Without visual examples of successful women in technology, it can be difficult for tech aspirants to imagine themselves in similar positions.
Encouraging and promoting diverse role models and showcasing their achievements can inspire women and empower them to pursue technical careers.
Stereotypes are another challenge faced by women in the tech industry.
Persistent stereotypes that portray technology as a male-dominated field can dissuade women from entering or remaining in technical roles.
Challenging and breaking these stereotypes through awareness and education campaigns is essential to creating a more inclusive environment.
To overcome these challenges, organizations and individuals can implement different strategies.
Providing diverse training programs can help raise awareness and educate employees about unconscious bias, and foster a more inclusive and equitable workplace culture.
Creating mentorship and care opportunities can provide guidance and support to women in technology, helping them overcome challenges and advance in their careers.
Building supportive work environments that prioritize work-life balance and provide flexibility can attract and retain diverse talent.
Long-term benefits of gender equality in technology
Achieving gender parity in technology is not only a matter of social justice, but also a key driver of long-term success for businesses and industry as a whole.
Fostering a more gender-diverse workforce can bring many benefits:
• Innovation: Diverse teams have proven to be more creative and creative.
By bringing together individuals from different backgrounds and perspectives, risk-taking and problem-solving abilities are improved.
Improving company culture: A diverse workforce leads to a more inclusive and supportive company culture.
This not only enhances overall employee satisfaction, but also contributes to increased productivity and improved collaboration.
• Broader talent pool: Addressing the gender gap in technology helps companies tap into the broader talent pool.
By actively recruiting and promoting women, organizations can overcome skills shortages and ensure they have the best talent to drive success.
• Better financial performance: Several studies have shown that companies with gender-diverse leadership teams outperform those without leadership teams.
By achieving gender parity in executive teams, organizations can experience improved financial performance and competitive advantage.
In conclusion, addressing the gender gap in technology is of the utmost importance.
By prioritizing gender diversity and implementing proven strategies to foster an inclusive work culture, companies can reap the benefits of innovation, an improved culture, a broader talent pool, and better financial performance.

The Women in Maritime Network aims to support current professionals and inspire the next generation.

Title:

Content: Pausing To Reflect Around IMO's International Day For Women In Maritime

Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term...
UK Transport
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Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term, but also to create something that can have a future. I wanted this initiative to have a focus and a cause, and so our Women in Maritime Network was born. Over the past few years we have brought together clients and contacts from our offices around the world, with a joint aim to progress and support those already in the industry as well as to inspire the next generation. The network has been on real a journey - from virtual webinars and workshops to in-person networking events and thought provoking panel discussions.

In 2022, the IMO launched the International Day for Women in Maritime to take place annually on 18 May to celebrate the women in the industry but also to encourage the industry as a whole to look at itself and at how it can improve its diversity and inclusivity. Shortly after the launch, we had a thought provoking discussion with Lena Gothberg, the producer of the Shipping Podcast, who highlighted the changes that needed to be made and that it was everyone's responsibility to make a change whether it is through marketing, recruitment policies, flexibility for families or commercial incentives.

While I was hopeful, I wasn't convinced the message was being heard.

2024 has changed that.

As this year progresses I am hearing more and more inspiring stories - it is exciting. From small changes, such as a male manager including the more junior woman's name alongside his on documents. This showed that not only was she was involved in the content of that document but that he considers her on an equal footing – simple yet powerful. I saw institutional changes too, including more and more newly created women's networks in organisations that have been historically conservative. I was moved by the hurdles that these women had to jump in order to get the network approved. The sheer grit and determination required to drive change for the women who are following them was evident.

More than ever we are seeing gender diversity linked targets being a priority across multiple deals. Last year the London office advised ABN AMRO on the US$200m sustainability and gender diversity linked loan to Navigator Gas and our Athens team advised Citi and BNP Paribas on the $2.8bn sustainability- and gender diversity-linked facility to GasLog Ltd. But its not just us, we're seeing this trend across the shipping market as a whole, coming together for actionable change to collectively to address the environmental impact of the industry through regulation, technology and financial incentives – in particular incentivising gender diversity in shipping loan agreements. This is a trend that we expect to continue throughout 2024 and beyond.

I recently finished a nine month secondment at UKEF where I watched some truly stand out women making an impact - not only in the executive committee, but in managerial roles throughout the department. UKEF have since vowed to increase SME support fivefold, with a focus on SMEs that are underserved, such as ethnic minority and women-led businesses. What a fantastic example to set.

Spring 2024 has also seen the Flexible Working Act passed into law so that employees are now able to request flexible working arrangements from day one of their employment, instead of having to wait 26 weeks. This is music to the ears of many carers who need to be able to work flexibly to make the puzzle of working life fit together.

Just this week I was at an event to celebrate the Women in the Maritime industry, with excellent discussions and enthusiasm for the changes to come. Despite all this positive momentum, there is an alarming amount of work still to do - from educating the younger generations on the variety of career options, to finding ways to retain and promote senior female talent in organisations, there are a number of tangible things than can be done to help progress gender equality in the industry.

Is it too soon to say that tides are turning (pun intended)?

Yes, but to have so much good news and being only May gives me hope for what is to come.

No pressure June to December, but there is a lot to live up to.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

Pausing To Reflect Around IMO's International Day For Women In Maritime

UK Transport

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

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Daniela Farias, Sofia Menacho, and Sydney Rocha are helping build the tallest residential building on Florida's West Coast.

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Content: 3 women helping build tallest residential building on Florida's West Coast: 'I want my name on that'

A tall building under construction in Downtown St. Petersburg is a point of pride for one woman under a hardhat.

"Because it's going to be the tallest [residential] building on the West Coast of Florida and I want my name on that," said Daniela Farias, a recent USF Civil Engineering graduate.

Farias, Sofia Menacho, and Sydney Rocha are among the relatively few women in a field long dominated by men. According to one industry group, only 10 percent of construction industry workers are female.

"I think they may be a little bit discouraged to join this field because of the low numbers.," explained Rocha, a recent architecture graduate.

Daniela Farias and Sydney Rocha work in the construction industry.

All three women are working to help build The Residences at 400 Central. Eventually, the building will rise 46 stories.

READ: New high rise apartment building coming soon to downtown Tampa

Suffolk Construction is in charge of the project, overseeing many subcontractors working in different trades.

"I work with the concrete subcontractors putting in all the steel and the rebar and also the mechanical and electrical and plumbing trees," said Farias.

All three women are in Suffolk's Career Start program. The goal is to diversify the workforce.

"People from different backgrounds, different cultures, different educations, they all bring a wealth of knowledge and experiences that diversify who we are and make us better as a company," said Chris Lewis, Suffolk's Project Executive.

Getting more women in hardhats depends on more girls taking more math, science, and technology courses in school.

READ: Trader Joe’s to open Palm Harbor store

"If a young girl has a role model to look up to, if they see that it's more common, then I think more women would be encouraged to be in the field," shared Farias.

Some say women could be especially valuable because they are better with details, organizing, and design. Whether that's true or not, the thrill of the build seems to cut across the genders.

"I started here in July, and we were on the second floor," said Menacho. "Now we're on the 24th floor. It's amazing."

With a labor shortage in the industry, Suffolk and other companies are looking to fill jobs that were once virtually "men only" with qualified women. As new buildings rise, old barriers could be coming down.

"I think I never had that in my head that I can't do something," said Farias.

Efforts to recruit women may signal a changing mindset in the new buildings that are changing our skyline.

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

Male-dominated industries are recruiting more women.

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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.

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

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

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The Middle East Yacht Congress discussed women's empowerment, featuring Sahar Al Rasti, the first Emirati naval captain.

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Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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The Transportation & Construction GIRL Day event educates young women about careers in construction and transportation.

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Content: By Conor McCue

JEFFERSON COUNTY, Colo. (CBS4) – Transportation & Construction GIRL Day returned for the fourth time in five years after the pandemic put it on pause in 2020. The annual event, which is free to attend for girls, is put on by the HOYA Foundation.

It’s geared toward educating young women about careers in the male-dominated construction and transportation industries.

(credit: CBS)

READ MORE: Ptarmigan Fire: Hundreds Remain Evacuated, New Evacuations Ordered After Wildfire Started Near Homes In Summit County

Through the trial and error of flying a drone for the first time, Lilly Gonzales opened her eyes to new possibilities at the Jefferson County Fairgrounds Tuesday.

“I almost got one stuck in a tree!” she exclaimed.

Other firsts for the 9 year old included welding and making concrete. Never had her hopes of becoming an electrician or engineer seemed so attainable.

“I just like taking things apart and rebuilding creative things, especially in Minecraft. It’s like my favorite game,” Gonzales said.

“This kind of shows me that I can do anything.”

Gonzales was one of hundreds of girls and young women who attended Transportation & Construction GIRL Day. The event is meant to show young women, ages 8 to 23, who’ve never considered a career in the transportation and construction industry a possibility.

READ MORE: Former Idaho Springs Police Officer, Nicholas Hanning, Faces Civil Lawsuit For Separate Controversial Arrest

“Last year, the construction and transportation industry was an essential industry, so we kept working, and we still need more employees,” said Keller Hayes, Director of Transportation & Construction GIRL.

(credit: CBS)

According to the U.S. Bureau of Labor Statistics, women made up only 10.9 percent employees in the construction industry in 2020, an increase from 2016, when the figure was 8%.

Hayes says the opportunities are aplenty for women and the jobs can be lucrative. Part of her organization’s mission is to relay that message to a younger audience.

“There’s so many opportunities and they get paid well,” Hayes said. “In the construction industry, you get 99 cents on the dollar for comparable work to men, in comparison to 82 cents on the dollar.”

On Tuesday, employers hosted dozens of hands-on exhibits in the hopes of creating a lasting spark for attendees. The next challenge will be to nurture it so more new faces pursue a career down the road.

“Girls can do anything, even when it’s hard,” said Gonzales.

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“We want you in this industry, how can we help support you in getting you into this industry,” Hayes said.

Conor McCue

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

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Four women are working as Stacker-cum Reclaimer operators at Tata Steel Meramandali in Odisha, breaking the gender barrier.

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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?

commit to gender equality in hiring practices

appoint women to traditionally male roles