The construction industry can promote gender equality by challenging traditional biases and stereotypes, creating a more inclusive environment for women to join and excel in the field.

Companies can attract women construction workers by fostering inclusivity in hiring practices, such as reevaluating traditional hiring processes and emphasizing skills and qualifications over gender or background.

Promoting gender equality in the construction industry aims to create a more inclusive and diverse work environment, leading to strategic advantages and a win-win scenario for companies.

Women can excel in male-dominated roles such as crane operating by possessing qualities like passion, determination, and a desire to contribute to community development, while also navigating societal expectations and balancing personal and professional responsibilities.

"Companies can attract women workers by offering flexible work arrangements, training, and development opportunities, and creating a supportive work environment that addresses the challenges women face in male-dominated industries like construction."

Initiatives such as partnerships with vocational schools and community organizations, and promoting inclusivity in hiring practices, can support women in construction by encouraging them to explore careers in traditionally male-dominated fields.

"Sharing stories of successful women in construction can help encourage more women to join the field by inspiring and demonstrating accessibility."

Companies can support women in male-dominated industries by promoting gender diversity, breaking down traditional gender barriers, and recognizing the benefits of diverse perspectives and addressing labor shortages.

The construction industry can promote gender equality by challenging traditional biases and stereotypes, creating a more inclusive environment for women to join and excel in the field.

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

commit to gender equality in hiring practices

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

Companies can attract women construction workers by fostering inclusivity in hiring practices, such as reevaluating traditional hiring processes and emphasizing skills and qualifications over gender or background.

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

Promoting gender equality in the construction industry aims to create a more inclusive and diverse work environment, leading to strategic advantages and a win-win scenario for companies.

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?

Women can excel in male-dominated roles such as crane operating by possessing qualities like passion, determination, and a desire to contribute to community development, while also navigating societal expectations and balancing personal and professional responsibilities.

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

"Companies can attract women workers by offering flexible work arrangements, training, and development opportunities, and creating a supportive work environment that addresses the challenges women face in male-dominated industries like construction."

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

create training and apprenticeship programs

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

support and assistance from management
being able to combine work and family

Initiatives such as partnerships with vocational schools and community organizations, and promoting inclusivity in hiring practices, can support women in construction by encouraging them to explore careers in traditionally male-dominated fields.

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?

educational programs
vocational training
inclusive policies

"Sharing stories of successful women in construction can help encourage more women to join the field by inspiring and demonstrating accessibility."

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

Companies can support women in male-dominated industries by promoting gender diversity, breaking down traditional gender barriers, and recognizing the benefits of diverse perspectives and addressing labor shortages.

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

appoint women to traditionally male roles

commit to gender equality in hiring practices


The construction industry can promote gender equality by challenging traditional biases and stereotypes, creating a more inclusive environment for women to join and excel in the field.

The construction industry can promote gender equality by implementing supportive initiatives and inclusive policies, leading to a more diverse and excellent workforce.

"The construction industry can promote gender equality by addressing and breaking down stigmas, modernizing workplaces to be inclusive, and offering work-life integration, which can help attract and retain female talent, including crane operators."

The construction industry can promote gender equality by fostering an open and inclusive environment, educating employees about unconscious bias, and providing support for women in the workplace.

The construction industry can promote gender equality by breaking down stereotypes and inspiring women to pursue careers in the field, and companies can make their workplaces more attractive to women by addressing concerns and biases.

Companies can attract women construction workers by fostering inclusivity in hiring practices, such as reevaluating traditional hiring processes and emphasizing skills and qualifications over gender or background.

Companies can attract women construction workers by addressing the systemic issues and challenges they face, providing equal opportunities, and promoting diversity and inclusion.

Companies can attract women construction workers by challenging traditional biases and stereotypes, and creating a more inclusive environment.

Companies can attract women construction workers by implementing initiatives that support and empower them, such as educational programs, vocational training, mentorship opportunities, and inclusive policies.

To attract women construction workers, companies can implement gender-sensitive practices for hiring and promotion, which can lead to better representation at all levels.

Promoting gender equality in the construction industry aims to create a more inclusive and diverse work environment, leading to strategic advantages and a win-win scenario for companies.

Promoting gender equality in the construction industry aims to create a more inclusive workforce where women can excel in traditionally male-dominated roles.

Promoting gender equality in the construction industry aims to create a diverse and inclusive work environment, where women can contribute without facing barriers, by addressing societal expectations and providing education and training opportunities.

Promoting gender equality in the construction industry aims to create a more inclusive society by challenging biases and stereotypes, providing opportunities for women to excel in male-dominated roles.

Promoting gender equality in the construction industry aims to empower women and create a diverse work environment, contributing to gender equality and sustainable development.

Women can excel in male-dominated roles such as crane operating by possessing qualities like passion, determination, and a desire to contribute to community development, while also navigating societal expectations and balancing personal and professional responsibilities.

Women can excel in male-dominated roles like crane operating by possessing qualities such as perseverance and an indomitable spirit, which help them break down traditional gender barriers and become inspirations for others.

Women can excel in male-dominated roles by possessing qualities such as determination, resilience, and a strong sense of purpose, and by being willing to work twice as hard to prove themselves and break down barriers.

Women can excel in male-dominated roles with the help of leadership development programs, coaching, and mentoring, which can enhance their skills and confidence.

Women can excel in male-dominated roles by addressing barriers and self-limiting beliefs, and by advocating for themselves, with support from organizations.

"Companies can attract women workers by offering flexible work arrangements, training, and development opportunities, and creating a supportive work environment that addresses the challenges women face in male-dominated industries like construction."

Companies can attract women workers by offering benefits such as educational programs, job-shadowing, international experiences, and a platform for self-expression, which can lead to improved financial performance and more effective decision-making due to a diverse workforce.

Companies can attract women workers by offering training opportunities, flexible work arrangements, and hands-on experience.

Companies can attract women workers by offering mentorship programs, training and development opportunities, and a supportive work environment that addresses deep cultural barriers and promotes gender equality.

Companies can attract women workers by providing proper education and training, addressing gender perception and stereotypes, and offering a supportive work environment.

Initiatives such as partnerships with vocational schools and community organizations, and promoting inclusivity in hiring practices, can support women in construction by encouraging them to explore careers in traditionally male-dominated fields.

Initiatives such as educational programs, vocational training, and mentorship opportunities can support women in construction, promoting gender equality and diversity in the industry.

Initiatives such as the 'Girls in STEAM Academy' can support women in construction by providing training and awareness programs, helping to break down traditional gender barriers and making the workplace more welcoming to women.

"Apprenticeships and hands-on training can support women in construction, as seen in Georgia's story, who found success through a practical approach and a supportive employer."

"Initiatives such as targeted education and apprenticeship programmes, addressing unpaid child-care, and reducing attitudinal biases can support women in the construction industry."

"Sharing stories of successful women in construction can help encourage more women to join the field by inspiring and demonstrating accessibility."

To encourage more women to join the construction field, it's essential to have role models and a sense of community, as well as address the challenges of working in a male-dominated environment, such as the lack of older female role models on site.

To encourage more women to join the construction field, companies can provide networking opportunities, promote female role models, and offer guidance and support to address the challenges women face in male-dominated industries.

Companies can support women in male-dominated industries by promoting gender diversity, breaking down traditional gender barriers, and recognizing the benefits of diverse perspectives and addressing labor shortages.

Companies can support women in male-dominated industries by adopting inclusive hiring practices, partnering with vocational schools and community organizations, and celebrating women who are paving the way for a more diverse and equitable industry.

Companies can support women in male-dominated industries by addressing societal norms, gender stereotypes, and providing equal opportunities and support systems.

Companies can support women in male-dominated industries like construction by providing education and training opportunities and addressing societal expectations and domestic responsibilities that hinder women's participation.

Companies can support women in male-dominated industries by implementing inclusive policies, providing educational programs, vocational training, and mentorship opportunities to promote gender equality and non-discrimination.

"Promoting gender diversity in male-dominated industries like construction and waste management can bring numerous benefits, including diverse perspectives and addressing labour shortages, making it essential to break down traditional gender barriers and create a welcoming environment for women workers."

"Gender diversity can bring substantial benefits to industries, including improved environmental sustainability and community well-being, as demonstrated by the significant contributions of women in the waste management sector."

"Encouraging gender diversity in industries such as construction and maritime can bring benefits such as a more inclusive workplace culture and a positive public image, which can be achieved by implementing inclusive hiring practices."

Gender diversity can bring strategic advantages and a more inclusive work environment to industries, and companies can benefit from inclusive hiring practices and a heightened awareness of the positive impacts of gender equality.

"Gender diversity can bring benefits to industries such as a more creative and innovative work environment, leading to better outcomes for companies."

"Achieving greater gender equality in the workforce requires breaking down traditional gender barriers and creating opportunities for women to succeed in male-dominated industries like construction and waste management."

To achieve greater gender equality in the workforce, it is essential to promote gender diversity in traditionally male-dominated fields, recognizing the importance of diverse perspectives and addressing labor shortages.

To achieve greater gender equality in the workforce, companies should prioritize diversity and inclusivity in their hiring practices, recognizing the importance of a diverse workforce and reevaluating traditional hiring processes to be more inclusive.

To achieve greater gender equality in the workforce, it is important to implement inclusive hiring practices and promote a welcoming environment for women, which can lead to strategic advantages and benefits for the company.

To achieve greater gender equality in the workforce, companies should think creatively about investing in recruitment programs that attract a diverse range of candidates, including more women.

The construction industry can promote gender equality by challenging traditional biases and stereotypes, creating a more inclusive environment for women to join and excel in the field.

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

commit to gender equality in hiring practices

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

The construction industry can promote gender equality by implementing supportive initiatives and inclusive policies, leading to a more diverse and excellent workforce.

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

"The construction industry can promote gender equality by addressing and breaking down stigmas, modernizing workplaces to be inclusive, and offering work-life integration, which can help attract and retain female talent, including crane operators."

Title:

Content: Four Ways to Uplift Women in Male-Dominated Industries

I know what it’s like to be the only woman in the room, having spent hours, days, weeks and months in digital forensics classrooms and business conference rooms with few, if any, women alongside me.

At the same time, I also know what it’s like to achieve amazing things in collaboration with diverse teams who are working side by side. Each person at the table, male, female, non-binary, has valuable perspectives and viewpoints that can bridge gaps and solve tough problems.

Unfortunately, less than 5% of the Global 500 are run by female CEOs. While companies around the world are working hard to improve their diversity, inclusion and belonging, we have ongoing to do. Women are still hitting glass ceilings in the workplace, which reflects a cascade of missed opportunities for their own growth as well as the growth of the organisations where they work. There are countless benefits to female leadership and diverse teams, and numerous studies have reported that diverse teams are more innovative and significantly outperform less inclusive competitors.

Simply put, there’s no downside to modernising our workplaces so that they are inclusive and offer a work-life integration that works for people of all walks of life. Throughout my career, I’ve seen a lot of what works and what doesn’t in traditionally male-dominated industries. Like many women, I’ve also seen the unexpected challenges and changes that have resulted from the pandemic. Businesses are still finding new ways of working and new approaches to supporting flexibility in the workplace. These changes are helping women, yes, but the benefits extend to everyone.

What’s particularly exciting is the possibility of linking new ways of working, and what we’ve learned over the last year, with business and diversity objectives. There are several specific ways to do this. These include:

1: Address and break down stigmas

It’s essential to have an open, safe environment to talk about challenging issues, ensure people feel included and establish a culture wherein junior-level employees — especially women — are encouraged to speak up. Open and respectful discussion about hard topics, in addition to education about unconscious bias, will help eliminate stigmas tied to certain groups and lifestyles. For example, women have long grappled with the tension between having a career and having children. Mothers can and do have vibrant careers, but workplaces often lack the supports that help women effectively transition back into their roles after maternity leave. Even when women are supported in this way, many feel that their status as a mother will cause them to be overlooked for promotions or high priority work assignments. Organisations can do better on this front. Likewise, business leaders must also consider additional biases women face in the workplace, so that all women, not only mothers, can grow their careers at the same pace as their male counterparts.

2: Encourage healthy boundaries

Alongside breaking down stigmas, leaders must recognise that traditional views about work-life balance have become outdated. It’s clear that flexibility and work-life integration are not barriers to company success and productivity. In fact, it’s quite the opposite. As a new mother, I’ve battled with the guilt that comes with trying to satisfy every need. This feeling that that something, work or family, is continually under-prioritised is familiar to many women. I do believe there is a way for women to feel empowered at work, not hindered by it. Every employee has different needs and should therefore have the right to set the boundaries that will help them be successful in their professional and personal lives. Leaders must establish a culture that encourages employees to have a life outside of work, whether that is hobbies, exercise, family time or other forms of self care.

3: Reciprocal mentoring

Leaders should be collaborative and support their people. When employees have encouragement in the right direction, they are far more likely to engage in their jobs and stay with their employers for the long-haul. Reciprocal mentoring—wherein managers and executives listen to colleagues from a diverse set of backgrounds to hear their perspectives on what’s working and what’s not—is one practical way of creating a culture of support and inclusion. Through reciprocal mentoring, employees have the opportunity to shape how their leaders lead and the types of policies and programmes that are put in place across the organisation.

4: Acknowledge and support new mental health needs

Supporting mental health has always been an important responsibility for employers, but it’s taken on a new sense of urgency this past year. Employees are now grappling with the loss of their social and work connections and an unprecedented (and stressful) intersection of working and family life. These circumstances have taken a universal toll on well-being, and in many households, the heaviest burden has fallen on women.

We know there is no benefit to everyone being the same. People across all identities, from all racial and ethnic backgrounds, from all lifestyles, have unique, inherent strengths to offer. When all diverse perspectives are welcomed to the table, progress and innovation can happen. Leaders have a collective responsibility and opportunity to continue advancing this kind of positive change. When we do this boldly, alongside the execution of pragmatic programmes that ensure progress, we’ll have a real shot at creating workplaces that are more flexible, open and fit for the needs of the future.

By Laura Hayter,  FTI Consulting

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Title:

Content: Jump directly to the content
NAILING IT

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

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

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

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

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

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

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

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

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

'It's in my blood'

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

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

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

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

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

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

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

'I'm on site four days a week'

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

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

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

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

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

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

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

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

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

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

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

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

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

'There are drawbacks'

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

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

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

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

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

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

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

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

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

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

Climbing the career ladder

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

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

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

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

Topics

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

commit to gender equality in hiring practices

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

Companies can attract women construction workers by fostering inclusivity in hiring practices, such as reevaluating traditional hiring processes and emphasizing skills and qualifications over gender or background.

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

Companies can attract women construction workers by addressing the systemic issues and challenges they face, providing equal opportunities, and promoting diversity and inclusion.

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

commit to gender equality in hiring practices

Companies can attract women construction workers by challenging traditional biases and stereotypes, and creating a more inclusive environment.

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

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

Companies can attract women construction workers by implementing initiatives that support and empower them, such as educational programs, vocational training, mentorship opportunities, and inclusive policies.

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

create training and apprenticeship programs

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

To attract women construction workers, companies can implement gender-sensitive practices for hiring and promotion, which can lead to better representation at all levels.

Title:

Content: BusinessCyprus 4.0

Cyprus 4.0: Panagiota Polykarpou

Panagiota Polykarpou is the Co-founder of Be an Ally Foundation. Currently, she is a master’s student at the Vienna University of Economics and Business, studying Social Innovation and Management, and she works as a consultant for Gender Equality.

Founded in 2020 by Elenitsa Onisiforou, Eftychia Nearchou and Panagiota Polykarpou, Be an Ally Foundation is a non-profit initiative that brings together civil society and the private sector to find better ways of tackling social challenges related to equity, diversity, and inclusion.

The foundation’s first initiative was Thkio Logia (A few words for Gender Equality) – the first digital platform in Cyprus that raised awareness about the importance of gender equality and the impact it has on society and organisations. “Our newest initiative, Cyprus’ first “Girls in STEAM Academy,” which is co-founded with Anastasia Liopetriti, inspires and trains the next generation of female leaders in STEAM fields.”

As a woman with a pioneering role, how have you played a key part in bringing about change, and how are these changes enhancing your organisation’s potential for future growth?
“I have had the opportunity to contribute to a cause that I am passionate about – providing tools and knowledge that brings us closer to achieving gender equality. Our digital awareness platform had received the NGO CSW65 Young Feminist Award as one of the top-20-initiatives globally committed to equality, reached 400k+ people, and became a book that sold over 2,000 copies.

“More than 100 girls aged 14-18 joined the network of Girls in STEAM Academy with ongoing benefits such as educational programmes, job-shadowing & international experiences, their own podcast, and more.”

How does an increase in the number of women in the workforce benefit businesses and organisations?
“Research has consistently shown that there is a strong correlation between having a diverse workforce, specifically in terms of gender, and improved financial performance. This is because diverse teams are better equipped to compete, thanks to access to a wider talent pool and more effective decision-making.

“Inclusive groups are also able to make high-quality decisions more quickly, without the influence of bias or groupthink.”

What does it mean to be a female pioneer in your industry, in this day and age?
“Running a non-profit initiative that prioritises social impact comes with various challenges. My gender has not necessarily been the sole obstacle. Sustaining social impact initiatives has also been challenging and changemakers like us need to work twice as hard to prove the impact of our activities and attract supporters.

“I have experienced instances where others have doubted my abilities because of my age; however, these experiences have only strengthened my resolve to continue to push forward and break down barriers for future generations of women in leadership roles.”

Do you believe men still dominate most influential companies in the world today? If so, how does one break down the barriers of this gender imbalance?
“The numbers indicate that men still hold the majority of decision-making positions across various industries globally. However, the problem is not having men in leadership positions, but rather not having people in leadership positions that actually prioritise inclusion and ignore stereotypes and biases. Since men still occupy most leadership roles, building an inclusive culture needs to be emphasised as a required leadership practice. Implementing gender-sensitive practices for hiring and promotion can result in better representation at all levels. Training programmes are also vital in addressing our biases, but holding our teams and leadership accountable for promoting inclusivity can make a significant difference.”

How would you describe the gender dimension in Cypriot society based on your own experience?
“There are various cultural, social, and economic factors that contribute to gender dynamics in Cyprus. Although women and individuals who identify as part of the LGBTQ+ community have made strides towards equality and representation in recent years, traditional gender roles and expectations still exist, and women – but also men – are being subject to harmful stereotypes.

“The most severe manifestation of inequality is domestic and gender-based violence, which remains a critical issue in Cyprus and requires our immediate attention. To address this, ongoing efforts from civil society must be supported by sustainable government resources and assistance.”

How are your pioneering efforts preparing your company for a future that is more sustainable?
“Achieving a sustainable future entails various actions, one of which is addressing inequalities and ensuring the engagement and inclusion of marginalised groups. Our initiatives are designed to equip Cypriot civil society, young girls, and workplaces with the necessary knowledge and tools to become frontrunners of an inclusive future.

“We believe that empowering these groups through education, advocacy, and networking opportunities will not only contribute to a more equitable society but also support the development of sustainable practices. By prioritising inclusivity and diversity, we hope to create a more just and sustainable world for future generations.”

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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

commit to gender equality in hiring practices

Promoting gender equality in the construction industry aims to create a more inclusive and diverse work environment, leading to strategic advantages and a win-win scenario for companies.

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?

Promoting gender equality in the construction industry aims to create a more inclusive workforce where women can excel in traditionally male-dominated roles.

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

Promoting gender equality in the construction industry aims to create a diverse and inclusive work environment, where women can contribute without facing barriers, by addressing societal expectations and providing education and training opportunities.

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

commit to gender equality in hiring practices

create training and apprenticeship programs

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

educational programs
vocational training
inclusive policies

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

Promoting gender equality in the construction industry aims to create a more inclusive society by challenging biases and stereotypes, providing opportunities for women to excel in male-dominated roles.

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

commit to gender equality in hiring practices

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

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

Promoting gender equality in the construction industry aims to empower women and create a diverse work environment, contributing to gender equality and sustainable development.

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

Women can excel in male-dominated roles such as crane operating by possessing qualities like passion, determination, and a desire to contribute to community development, while also navigating societal expectations and balancing personal and professional responsibilities.

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

Women can excel in male-dominated roles like crane operating by possessing qualities such as perseverance and an indomitable spirit, which help them break down traditional gender barriers and become inspirations for others.

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?

Women can excel in male-dominated roles by possessing qualities such as determination, resilience, and a strong sense of purpose, and by being willing to work twice as hard to prove themselves and break down barriers.

Women can excel in male-dominated roles with the help of leadership development programs, coaching, and mentoring, which can enhance their skills and confidence.

Title:

Content: News
INDIA
2 hours ago

Empowering Women to Embrace and Excel in Leadership Roles

Apoorva Aggarwal
Updated on Apr 13, 2023, 16:18 IST- 5 min read

How often do you come across a woman leader who is taking the reins and leading a company or organization to success? Despite the progress made in gender equality, women are still underrepresented in leadership positions and need to be empowered to take on these roles. The Seventh Edition of Avtar & Seramount Best Companies for Women in India (BCWI) report highlights the bottleneck in the women talent pipeline; with only 26% of women in managerial roles in 2022, further decreasing to 18% at the senior managerial level and a mere 17% at the corporate executive level.

Although there has been a marginal increase from 33% to 38% in the representation of women at entry levels, more needs to be done to create equal opportunities for women in leadership roles. It is not just about hiring more women; instead, organizations should strive to create an environment where women feel included, valued, and fully integrated into the culture.

Unsplash/Representational Image

Women leaders possess a distinctive combination of innate traits, including empathy, open-mindedness, and compassion, which allow them to bring a unique perspective to the table and lead with a human-centred approach. By fostering a diverse group of viewpoints, businesses can generate ideas that reflect the needs of a broad range of customers. This ultimately leads to more successful, innovative, and profitable outcomes.

So, what stops women from reaching their full potential in the workplace?

Studies suggest that factors such as gender bias, lack of representation in leadership positions, and work-life balance challenges can all play a role.

Impeding their professional advancement, one of the most prevalent barriers is the pervasive issue of gender bias that leads to women being overlooked and undervalued, resulting in their voices often being unheard.

Another significant barrier for women is the lack of flexibility in the workplace. Women face a challenge balancing work and family responsibilities in the workplace, which can lead to them having to choose between advancing their careers and taking care of their families. If the demands of their job interfere with their personal lives, they may leave the organization, resulting in the loss of valuable talent.

Unsplash/Representational Image

The few networking opportunities available to women poses yet another challenge. Networking is essential for career advancement, but women frequently have trouble connecting with established networks. As is often observed, network groups are often male-only, which prevents them from networking with powerful people in their industry.

Finally, the lack of female representation in leadership roles means that there are limited role models for women to look up to in their careers. This can make it challenging for women to envision themselves in senior positions and may discourage them from pursuing ambitious career paths. This can make it difficult for women to navigate their careers and get access to the resources they need to succeed. This is frequently accompanied by a delay in having someone senior in the organisation proactively guide them at the grassroots level.

Here's how organizations can take gradual yet effective steps towards achieving greater representation of women in leadership positions

Unsplash/Representational Image

Achieving gender diversity in leadership is not just a matter of ticking boxes or meeting quotas. It requires a fundamental shift in organizational culture and mindset towards valuing and promoting diversity and inclusion.

Developing a culture that motivates and supports women's leadership aspirations is imperative. Men and women alike must take the initiative in creating opportunities for women to lead, acknowledging, and honouring women's accomplishments, and ensuring that women have equal access to resources and opportunities as their male counterparts. Additionally, it is essential to foster a culture where women feel confident and empowered to say no.

To promote gender diversity in leadership positions, companies can adopt a proactive approach by implementing tailored leadership development programs for women. These initiatives can offer coaching and mentoring opportunities that empower women to enhance their skills and confidence, enabling them to excel in leadership roles. In addition, senior leaders within the organization can serve as mentors and advocates for women's leadership, providing valuable guidance, support, and acting as inspiring role models to encourage other women to pursue similar paths. To ensure equitable representation of women in leadership, it is essential to identify and champion their talents from an early stage in their careers.

Lastly, networking events and programs can be powerful tools for women to build relationships, share knowledge and experience, and expand their professional networks. These can lead to potential job opportunities, as well as provide opportunities to learn valuable skills such as self-promotion, negotiation, and assertiveness.

Unsplash/Representational Image

Everyone wins with more women in leadership

The positive impact of diversity on a company's financial performance has been well-documented, as highlighted by a McKinsey report titled "Diversity Wins: How Inclusion Matters". It found that companies with a higher representation of women on their executive teams - ranking in the top quartile for gender diversity - were 25% more likely to surpass profitability expectations when compared to those in the bottom quartile.

Creating a world where women can fully embrace leadership roles requires a joint effort from organizations and women. Companies can play their part by addressing the barriers that prevent women from achieving their full potential while women work on removing their self-limiting beliefs and advocating for themselves. It is only through collaboration and support that we can achieve gender equality in leadership positions.

The author is Office Managing Principal (OMP), ZS

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

create training and apprenticeship programs

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

educational programs
mentorship opportunities

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

Women can excel in male-dominated roles by addressing barriers and self-limiting beliefs, and by advocating for themselves, with support from organizations.

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

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

"Companies can attract women workers by offering flexible work arrangements, training, and development opportunities, and creating a supportive work environment that addresses the challenges women face in male-dominated industries like construction."

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

create training and apprenticeship programs

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

support and assistance from management
being able to combine work and family

Companies can attract women workers by offering benefits such as educational programs, job-shadowing, international experiences, and a platform for self-expression, which can lead to improved financial performance and more effective decision-making due to a diverse workforce.

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

Companies can attract women workers by offering training opportunities, flexible work arrangements, and hands-on experience.

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

create training and apprenticeship programs

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

Companies can attract women workers by offering mentorship programs, training and development opportunities, and a supportive work environment that addresses deep cultural barriers and promotes gender equality.

Title:

Content: Tuesday, 12 March 2024 06: 53 GMT
Sarah Hosny: Women face major challenges in empowering them in the financial sector
(MENAFN- Al-Borsa News) Widespread marginalization of women ’ s opinions at work by male colleagues
Sara Hosni, Managing Director of Al Baraka Capital, said that she relies in her management strategy on the approach of individual merit and performance rather than type, stressing that the culture of equality and justice within the company is the cornerstone of the strategy, and the percentage of representation.
She added that feelings of empathy and emotional intelligence are an important force to lead a successful team, but they are not exclusive to any gender, emotional intelligence is necessary to understand and deal with the needs of a diverse team, as we seek to create an inclusive environment where each individual feels important and capable.
Related Topics (Stock Exchange) Survey: 54 women in EGX30 with a total representation of less than 17% Equality in (((career advancement)) Gender as the basis of the strategy ((Arab Energy)) Yaqoub: The culture of the business community is beginning to accept the empowerment of women in leadership positions
She pointed out that despite the fact that Al Baraka Capital specializes in Islamic finance, it attaches importance to the female element, as the representation of women in the company reaches about 54%.
In my personal experience, leadership qualities are not fundamentally gender dependent, and men and women can hold unique opinions to enrich intellectual insight within companies, but studies have shown that a diverse leadership team, including gender balance, often produces more robust and innovative growth strategies.
The fundamental difference between women ’ s and men ’ s vision of management is that women often highlight collaboration, complete thinking and comprehensive problem solving, contributing to a balanced and robust organizational strategy.
Focus on individual abilities, experiences and achievements
She stressed that gender is not a factor in determining who implements the company ’ s strategies, as competence, skills and commitment are the criteria to be attached importance, without sparing diversity in the implementation teams, including a gender mix of diverse perspectives that contributes to the implementation of more effective strategies.
She pointed out that women face challenges in empowering them in the financial sector that was dominated by men. Building trust in women cadres and breaking stereotypes is an ongoing effort, and it is important to establish trust and promote a culture of diversity, to ensure that diverse voices are heard and valued in decision-making processes by building bridges and fostering a culture of solidarity is key to achieving these challenges and promoting gender diversity on all sides. levels.
Achieving gender equality in senior leadership and managerial positions remains a complex challenge, and despite organizational progress that requires at least two seats for women on boards, women face significant challenges.
One of the pervasive problems is the phenomenon of “mansplaining, ” where women ’ s views are often marginalized or neglected by their male colleagues, along with unconscious biases, deep-rooted stereotypes and historical values, which stand in the way of achieving true sexual equality.
She explained that the legislation aims to create an inclusive environment, but it does not always address the deep cultural barriers that persist. Encouraging mentorship is important to provide support and guidance to women who move through these challenges, and providing equal opportunities for professional development is another crucial step in settling the field.
“The journey towards gender equality in leadership requires a collective and sustained effort to reshape corporate cultures and policies, where we can create an environment conducive to every individual, regardless of their type, to thrive and contribute effectively to the overall success of the industry. ”
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What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

commit to gender equality in hiring practices

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

Companies can attract women workers by providing proper education and training, addressing gender perception and stereotypes, and offering a supportive work environment.

Title:

Content: blackday - stock.adobe.com

Striving for gender equality in the technology industry

Vesela Nikolova, Bulgarian centre director at Amdaris, shares her thoughts on the need for greater diversity across the tech industry

Despite the rise in female talent within the science, technology, engineering and mathematics (STEM) sector in recent years, there’s still a considerable way to go before we see equality in the tech industry. The current wave of female tech experts has hopes of reaching a more equal gender balance.

Although 74% of girls demonstrate an interest in STEM careers, this isn’t reflected in employment statistics. According to STEM Graduates, just 13% of the overall STEM workforce is made up of women, leading to a low number of female role models in the industry.

There are many barriers that need to be overcome, including challenging stereotypes and providing more opportunities for women. Unfortunately, tech giants are not leading by example when it comes to gender equality among their employees.

According to Tech Jury, over 75% of Facebook’s global tech-related jobs are occupied by men, with Google and Apple following suit, and only 23% of women making up these workforces.

Those women who are employed in the tech industry still face further challenges. WeAreTechWomen recently reported that 75% of women in tech feel like there is a lack of support and respect from their male colleagues. A concerning two-thirds of respondents also feel ignored during work meetings.

Challenges for women in tech appear to be persistent throughout their careers, with gender inequality also present in promotion rates. This gap increased further during the pandemic, with 34% of men working in tech receiving a promotion, compared to just 9% of women. So, what can we do to improve these issues?

The need for proper education

Women need to be well equipped for a career in tech with the right education and tools. This goes further than simply what is taught in classrooms.

London Tech Week’s recent study found that the majority of respondents think gender perception is the biggest barrier for women considering a career in tech, followed closely by stereotypes and a lack of support during school.

This highlights that the main issue isn’t a lack of female interest in STEM, but the off-putting stereotypes and barriers that push women onto other career paths. It’s vital that schools work to teach all genders how to abolish these outdated misconceptions, in order to build supportive educational environments.

Offering hands-on experience

Providing first-hand experience to young females keen to get into the tech industry is essential. These experiences can come in the form of internships and workshops in environments such as schools and universities.

Using female tech leaders to host these events will contribute enormously to changing gender perceptions within the industry, by providing positive role models and the opportunity for young women to be inspired. Role models are especially crucial at this stage, with the majority of of women saying that the absence of these in the industry is a huge obstacle to entering the sector.

The provision of software development internship programmes, offered by leading tech organisations, allows young women in the industry to gain hands-on experience of the latest innovations, whilst being mentored by industry experts. Participation in programmes such as these generates interest for women in pursuing a career within tech.

The value of mentors and a clear career pathway

Once they test the water in other career paths, many women are interested in making the switch to tech. However, factors such as lack of resources and a fear of the unknown may prevent them from making the leap. Tech organisations, therefore, should seek to offer mentorship schemes for women wishing to make the change, offering support and guidance wherever necessary.

Tech companies should feel the responsibility to ensure that the job transition process is as smooth as possible. By offering appropriate training and accessible female role models, organisations can help their new female employees feel welcome and comfortable. After employment, companies must seek to outline clearly the career progression opportunities for the individual’s role and continually support the employee with upskilling.

Educating the next generation

There is still a lot more to be done. Industry leaders and tech companies must offer a higher volume of support to women currently working in tech and those considering a career within the field.

This year, it’s essential we see more tech organisations taking charge and providing opportunities to women in tech. Internships, mentorship, workshops and outlining clear career progression pathways are approaches that all big tech firms can take forward to promote gender equality in STEM.

Finally, the importance of education cannot be underestimated. The prominence of stereotypes still embedded within educational and professional environments highlights a need for improvement.

Personal skills, experience, passion and knowledge are what define a perfect career path, not gender; it’s crucial that current and future generations are educated on this. We hope to see more opportunities being given to women who show an interest in joining this exciting industry.

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

create training and apprenticeship programs

Initiatives such as partnerships with vocational schools and community organizations, and promoting inclusivity in hiring practices, can support women in construction by encouraging them to explore careers in traditionally male-dominated fields.

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?

educational programs
vocational training
inclusive policies

Initiatives such as educational programs, vocational training, and mentorship opportunities can support women in construction, promoting gender equality and diversity in the industry.

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?

mentorship opportunities
educational programs
vocational training
inclusive policies

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

Initiatives such as the 'Girls in STEAM Academy' can support women in construction by providing training and awareness programs, helping to break down traditional gender barriers and making the workplace more welcoming to women.

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

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

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

create training and apprenticeship programs

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

educational programs
vocational training
inclusive policies

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

"Apprenticeships and hands-on training can support women in construction, as seen in Georgia's story, who found success through a practical approach and a supportive employer."

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?

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

"Initiatives such as targeted education and apprenticeship programmes, addressing unpaid child-care, and reducing attitudinal biases can support women in the construction industry."

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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?

create training and apprenticeship programs

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

educational programs
vocational training
inclusive policies

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

"Sharing stories of successful women in construction can help encourage more women to join the field by inspiring and demonstrating accessibility."

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

To encourage more women to join the construction field, it's essential to have role models and a sense of community, as well as address the challenges of working in a male-dominated environment, such as the lack of older female role models on site.

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 encourage more women to join the construction field, companies can provide networking opportunities, promote female role models, and offer guidance and support to address the challenges women face in male-dominated industries.

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

support networks
professional development
promote women

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

Companies can support women in male-dominated industries by promoting gender diversity, breaking down traditional gender barriers, and recognizing the benefits of diverse perspectives and addressing labor shortages.

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

Companies can support women in male-dominated industries by adopting inclusive hiring practices, partnering with vocational schools and community organizations, and celebrating women who are paving the way for a more diverse and equitable industry.

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

commit to gender equality in hiring practices

Companies can support women in male-dominated industries by addressing societal norms, gender stereotypes, and providing equal opportunities and support systems.

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

commit to gender equality in hiring practices

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

Companies can support women in male-dominated industries like construction by providing education and training opportunities and addressing societal expectations and domestic responsibilities that hinder women's participation.

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

create training and apprenticeship programs

Companies can support women in male-dominated industries by implementing inclusive policies, providing educational programs, vocational training, and mentorship opportunities to promote gender equality and non-discrimination.

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

create training and apprenticeship programs

"Promoting gender diversity in male-dominated industries like construction and waste management can bring numerous benefits, including diverse perspectives and addressing labour shortages, making it essential to break down traditional gender barriers and create a welcoming environment for women workers."

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?

"Gender diversity can bring substantial benefits to industries, including improved environmental sustainability and community well-being, as demonstrated by the significant contributions of women in the waste management sector."

"Encouraging gender diversity in industries such as construction and maritime can bring benefits such as a more inclusive workplace culture and a positive public image, which can be achieved by implementing inclusive hiring practices."

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?

Gender diversity can bring strategic advantages and a more inclusive work environment to industries, and companies can benefit from inclusive hiring practices and a heightened awareness of the positive impacts of gender equality.

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

commit to gender equality in hiring practices

"Gender diversity can bring benefits to industries such as a more creative and innovative work environment, leading to better outcomes for companies."

"Achieving greater gender equality in the workforce requires breaking down traditional gender barriers and creating opportunities for women to succeed in male-dominated industries like construction and waste management."

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

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

To achieve greater gender equality in the workforce, it is essential to promote gender diversity in traditionally male-dominated fields, recognizing the importance of diverse perspectives and addressing labor shortages.

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

To achieve greater gender equality in the workforce, companies should prioritize diversity and inclusivity in their hiring practices, recognizing the importance of a diverse workforce and reevaluating traditional hiring processes to be more inclusive.

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

commit to gender equality in hiring practices

To achieve greater gender equality in the workforce, it is important to implement inclusive hiring practices and promote a welcoming environment for women, which can lead to strategic advantages and benefits for the company.

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

commit to gender equality in hiring practices

To achieve greater gender equality in the workforce, companies should think creatively about investing in recruitment programs that attract a diverse range of candidates, including more women.

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

commit to gender equality in hiring practices