The construction industry can promote gender equality by breaking down traditional gender barriers and stereotypes, and by providing a welcoming and inclusive work environment, which can bring benefits such as diverse perspectives and addressing labor shortages.

"Amelia Walker-Ross, a service manager at Penske Canada, is an example of a woman succeeding in a male-dominated field, demonstrating that with schooling and a willingness to learn, anybody can be capable of doing transportation jobs."

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.

"The percentage of female truck drivers has increased from 4.9% in 1999 to 7.9% in 2021, representing an 80% increase in the number of female drivers over the past 20 years."

To excel in male-dominated roles, women need to be confident, fearless, and willing to break down traditional gender barriers. They should be motivated to push back against obstacles and believe in their own capabilities.

Companies can offer training and support programs, like the SLCC program, to attract women workers to male-dominated fields such as lineworker roles.

To support women in construction, companies can adopt inclusive hiring practices, partner with vocational schools, and celebrate women who are breaking down traditional gender barriers in the industry.

"A female-dominated construction team, such as the Difeee Bird Removal Team, can help encourage more women to join the construction field by demonstrating their capabilities and success in handling various aspects of the business."

The construction industry can promote gender equality by breaking down traditional gender barriers and stereotypes, and by providing a welcoming and inclusive work environment, which can bring benefits such as diverse perspectives and addressing labor shortages.

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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?

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"Amelia Walker-Ross, a service manager at Penske Canada, is an example of a woman succeeding in a male-dominated field, demonstrating that with schooling and a willingness to learn, anybody can be capable of doing transportation jobs."

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

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

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

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

A passion for vehicles

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

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

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

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

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

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

Joining Penske

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

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

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

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

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

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

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

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

Pushing past unwelcome comments

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

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

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

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

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

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

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

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.

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?

"The percentage of female truck drivers has increased from 4.9% in 1999 to 7.9% in 2021, representing an 80% increase in the number of female drivers over the past 20 years."

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Fewer fines, fewer accidents, more female truck drivers, more and more attention.
In response to the increasing demand for truck drivers, more and more women are joining the ranks of drivers.
According to the Ministry of Labor, there were about 3.1 million truck drivers in 1999, and 4.9% were women. In 2021, there were nearly 3.5 million truck drivers, and 7.9% were women.
The number of female drivers has increased by 80% over the past 20 years. Maggie Selagea is one of thousands of women joining the industry.
In 2008, during the Great Depression, Selagea ’ s construction company went bankrupt, and she turned to the trucking industry, which was not easily affected by the economic downturn.
She became head of the transportation company Mega Load.
The company is headquartered in Chicago and ships throughout the country.
Selagea said, “I grew up with nine brothers and became a car lover.
I take care of my car and I want people who work with me to do so.
Selagea ’ s experience reflects the impact women have had on the transportation industry.
Rhonda Hartman, a member of the American Trucking Association, which recruits women and advocates for Women in Motion, said women drivers prefer safe driving, cherish equipment, have fewer fines and fewer accidents, and thus reduce litigation costs and insurance costs for trucking companies.
This view is supported by the analysis of the 2022 Women in Trucking Index.
The data shows that women often choose to avoid risk and focus more on safety than men.
In addition, women often have excellent multitasking and organizational skills, strong communication, patience, focus and reliability.
Matt Hart, CEO of the Illinois Trucking Association (ITA), agrees, saying there is a national driver shortage and the ITA is trying to recruit more women and form “road teams. ”
Its members must have exemplary driving records and good communication skills.
Hartman was one of the members.
She visited the White House to talk to President Biden.
She regularly offers driving lessons and travels the country as a seminar instructor.
Hart also said that because more trucks are now equipped with automatic transmission, which reduces the physical requirements, making it easier for women to drive.
Both Selagea and Hartman are excited to see more female drivers on board.
“Women ’ s participation has made the industry better, ” Hartman says, even though women are currently paid less.
On average, male truck drivers earn about $61,000, while female truck drivers earn only $52,000.
When the working environment is overwhelmingly male, female drivers may face backlash and stress due to gender.
To that end, Cornilla Johnson, who is training to drive a Class A vehicle, said, “Be confident in what you ’ re doing and who you are. ”
As a woman, you can definitely get through difficult times. "As a single mother, she likes this flexibility in working hours and makes herself more confident.
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To excel in male-dominated roles, women need to be confident, fearless, and willing to break down traditional gender barriers. They should be motivated to push back against obstacles and believe in their own capabilities.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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Companies can offer training and support programs, like the SLCC program, to attract women workers to male-dominated fields such as lineworker roles.

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

create training and apprenticeship programs

To support women in construction, companies can adopt inclusive hiring practices, partner with vocational schools, and celebrate women who are breaking down traditional gender barriers in the industry.

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

commit to gender equality in hiring practices

"A female-dominated construction team, such as the Difeee Bird Removal Team, can help encourage more women to join the construction field by demonstrating their capabilities and success in handling various aspects of the business."

Title:

Content: Difex Chen Pei-fen uses ultrasound to solve the "bird thing"
Adapt to nature, patented bird repellent into all walks of life
Difex Flight Technology is not an airline or a technology company, but the only company in Taiwan with a patent for ultrasonic bird removal equipment on both sides of the Taiwan Strait, that is, a company that only cares about birds. Business owners, fruit growers, or well-known temples are all customers of Tifeixuan, and even Japan's JR and multinational airports are looking for cooperation.
Chen Pei-fen comes from Taipei, the university is clothing design, before starting a business, she stayed in the clothing industry, telecommunications industry, rental car industry, her work is good, her career has caught up with the good time, the treatment is better than the same industry.
However, she is eager to break through, "I was in the customer service department, and you know what the problem is, but you can't change it."
"Later, into the organized system of large companies, the company wants employees to follow the instructions to do things," if you do things in your own way, but will be treated as a different kind. "
When Chen Pei-fen was in business, he met Jiang Zizhuang, a veteran of the aviation industry and familiar with the mainland market, and the two became cooperative partners and began to pay attention to trade opportunities between the two sides.
Soon, the opportunity came to knock on the door, "Some people in the mainland asked that Taiwan's electronics industry is very strong, and asked us to look for a bird repeller that can be used at the airport."
Chen Pei-fen observes the market situation, mostly using traditional bird repelling methods, such as whistle, flare, shotgun, gas cannon, etc., to make sounds to frighten birds, or to train eagles to guard against birds, but the training costs are expensive.
In order to find the right product, Chen Pei-fen asked various manufacturers in Taiwan, and they could not find satisfactory intelligent products.
When asked about the R & D intentions of the manufacturers, most of them only want to do OEM, and no one wants to further strengthen the equipment.
After many evaluations, Chen Pei-fen and Jiang Zi-zhuang simply found a team to develop the bird repellent. In early 2021, Duffy successfully obtained a patent for the ultrasonic bird repellent.
The effective distance of the general bird repeller is about 10 meters to 15 meters. The new product breaks the limit of the ultrasonic wave in the distance, so that the effective distance can reach 150 meters, and it will not affect the ecology.
Bird activity Flight altitude and aircraft landing stage of the activities of the scope of the overlap, coupled with the environment around the airport is suitable for bird life, so that bird attacks occur in the vicinity of the airport, not only seriously affect the safety of flight, but also one of the important issues of the airport air security maintenance unit.
Due to the rapid development of the civil aviation market in China, the general airport has continued to increase, becoming one of the key markets targeted by Chen Pei-fen.
"There are more than 20 people in the bird prevention department at an airport in mainland China, and they only care about birds; in Taiwan, bird prevention is the extra work of relevant units, remember that once, we even went to the airport and nearly drove into the bird."
She said that the personnel of Taiwan's aviation units are streamlined, and the problem of bird strikes is not as important as the other side.
“At least we ’ re willing to change and reduce the chance of a plane hitting a bird. ”
Bird repellents are widely used in the market, including safety, electrical equipment, homes, factories and agriculture, all of which may suffer from bird damage.
For homes or temples, birds build nests and stop at the eaves, making noise and disturbing people, causing pollution and cleaning of bird manure; for farmers, the most afraid of bird damage during crop harvesting will lead to loss of output; if the power system is built by birds, it may also cause the line to jump off, causing a major power outage, and the consequences are unimaginable.
Chen Pei-fen says that there is a lot of demand for birds, and through word of mouth and media reports, many organizations have come to inquire, including electrical equipment, storage, communities, farmers, or temples.
In particular, the demand for smart agriculture is high, and in recent years, the government has actively promoted smart, organic and friendly agriculture, which has become the main force for the development of the Taiwan market.
Chen Pei-fen, for example, said that in Kinmen, where sorghum and wheat were infested by birds, hundreds of geese and ducks were poisoned. In order to protect crops, a small number of farmers not only poisoned wild birds, but even sprayed pesticides directly on the crops.
In addition to being harmful to the human body, it will also affect the ecological chain. "If we can effectively drive out the birds, less pesticide, consumers can be more comfortable, and they can coexist with the ecology." 」
Chen Pei-fen said that since the establishment of the "principal and bell", from operations, expanding business, improving products to administrative chores, all the way to learn and grow, to see the actual impact of the product, helping people solve problems, is still the biggest gain.
The place where the birds were chirping in the past has become quiet, and the customer no longer has to climb to a dangerous height in order to pick the nest, which is her greatest sense of accomplishment!
Chen Pei-fen said that bird repelling is to respect nature and conform to nature, so that human civilization development and ecological symbiosis, and in the future hope to move towards intelligent agricultural industrial management to solve bird and pest problems.
She said that although it is not easy to start a business, but she is still optimistic about the market prospects, "the rapid changes in technology, we are difficult to imagine, but it is already happening, and the scope of application of bird repellent is only getting wider."
Running business, construction women 's team
Who said that women can ’ t take electric drills? Holding electric drills to install equipment and climbing up and down on the safety helmet, this is the daily work scene of the Difeee Bird Removal Team.
It is particularly worth mentioning that this is a female-dominated bird repellent team, from the business, inspection, construction to logistics, are all handled by women.
Chen Peifen, director of flight technology operations, said that the outside world believes that the installation of bird repellent work is heavy, in fact, the current technology is not a problem, there are many convenient women on the market for the use of machinery, women have a lot of career direction can go, and even become the main force of the industry.
"Don't be limited by your past, gender, or even age, just find the direction and boldly move forward." 」
"Our business team is a construction team. We don 't have many people, mainly women, in Taiwan." Chen Pei-fen said with a smile, "Difei' s current size is small, each employee must have the ability to fight alone to maximize their strength." "As long as you have the heart to learn, I believe everyone can get started."
Difeixun ’ s employees have transferred to flight attendants, and there are young girls who have just come out of society.
Wearing a suit, running the business with beautiful makeup, and carrying a bird repellent device weighing from 1 kg to 6 kg, the use of electric drills is not a problem.
When Chen Pei-fen was nearly 40 years old, he decided to start a business and began his career as a bird repeller.
She is very proud to say: "Our employees go out, many people see girls, think only to run the business, did not think that the construction is also our own!" 」
Chen Pei-fen Profile
◎ Current Position: Chief Operating Officer, Difeixun Aviation Technology Co., Ltd.
* Age: 43 years old
◎ Education: Tainan University of Applied Science and Technology (formerly known as Tainan Women ’ s Technical College)
◎ Experience: Public Telecom, Wetland Car Rental
◎ Hobby: Travel

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

appoint women to traditionally male roles