The Department of Transportation will launch the Women of Trucking Advisory Board to increase the number of women in trucking and address challenges they face.

"Women like Nathalie van de Poel and Maria Willshee are succeeding in male-dominated industries such as waste management, demonstrating that women can break down traditional gender barriers and excel in leadership roles."

Initiatives to support women in construction include fostering inclusivity in hiring practices, such as reevaluating traditional hiring processes and seeking out diverse talent pools.

The female workers in the story, such as Nathalie van de Poel and Maria Willshee, value leadership, innovation, and perseverance, as they have successfully overcome obstacles to build their businesses in the waste management sector.

"Women are making progress in male-dominated industries like waste management, but still face underrepresentation, highlighting the need for greater gender diversity and equality."

"Women are breaking into non-traditional roles in waste management, challenging the male-dominated industry and paving the way for greater gender equality and diversity."

Traditional gender barriers, such as unconscious bias and prejudices against women, have kept women out of construction and other male-dominated industries.

"Women like Daniela Farias, Sofia Menacho, and Sydney Rocha are challenging the male-dominated construction industry by working on high-profile projects, paving the way for greater gender equality and diversity in the field."

JustHire appears to be a company that values diversity and inclusivity, which could make it a supportive environment for women to learn and grow in the industry.

Female crane operators underwent safety induction and on-the-job training before starting their roles.

The percentage of construction workers in the US who are women is 14.1%, the highest level recorded.

The Department of Transportation will launch the Women of Trucking Advisory Board to increase the number of women in trucking and address challenges they face.

Title:

Content: The Trucker exclusive: White House shares Trucking Action Plan update

WASHINGTON — Marking 60 days since announcing the Trucking Action Plan (TAP), the White House has shared an exclusive update on the initiative with The Trucker.

President Joe Biden said the plan is designed to help bolster the trucking industry at a time when more drivers are needed and the supply chain’s stress level is critical.

“With more than 70 percent of all goods in America shipped by truck, America’s trucking workforce plays a critical role in the U.S. supply chain and the broader economy,” a statement to The Trucker from Jennifer Molina, White House senior director of Coalitions Media, read.

“However, outdated infrastructure, the COVID-19 pandemic and a historic volume of goods moving through the nation’s economy have strained capacity across the supply chain, including in trucking.”

The White House said that while more work remains, the TAP “has made remarkable progress in the last 60 days.”

The Biden administration shared with The Trucker that more than 20 employers have so far signed up to participate in expanded registered apprenticeship programs, which are designed to help fast-track new drivers into big rigs.

“Partners like the American Trucking Associations, the North American Punjabi Trucking Association (and the) Minority Professional Truckers Association have stepped forward to partner with the administration to expand apprenticeships,” according to the White House.

Administration officials said they are working to “cut red tape so it’s easier for drivers to get commercial driver’s licenses. The Federal Motor Carrier Safety Administration (FMCSA) announced over $32 million in funding to help states upgrade their processing systems as well as technical assistance to speed up issuances.”

The White House also shared with The Trucker that the Veterans Service Organizations, which represents nearly 4 million military veterans, is currently discussing ways the administration and industry can attract, train, place and retain veterans in trucking jobs.

The departments of Labor, Transportation, Defense and Veterans Affairs, along with the Small Business Administration, have released a fact sheet to raise awareness about 16 different federal programs that can connect transitioning military personnel and veterans to careers in the trucking industry, according to the White House.

“These programs will boost efficiency in the industry, connecting firms to countless potential workers,” the White House statement read. “A highlight of these efforts is the Department of Labor’s (DOL) Registered Apprenticeship program.”

The administration also plans to focus on women in the trucking industry.

This week, Department of Transportation Secretary Pete Buttigieg plans to sign the charter document officially launching the Women of Trucking Advisory Board.

As the Bipartisan Infrastructure Law established, this task force will help inform efforts to increase the number of women in trucking.

“Based on feedback received in recent listening sessions with leaders and advocates, the task force will provide recommendations to address the challenges facing current and prospective women, such as barriers to entry, on-the-job safety risks, workplace harassment, including sexual harassment, mentorship, quality training and opportunities for advancement,” according to the White House.

Additionally, the administration plans to sign a charter document to form a new task force to investigate predatory truck leasing arrangements.

The FMCSA, DOL and the Consumer Financial Protection Bureau (CFPB) formed a Truck Leasing Task Force that will review leasing arrangements to identify actions that could make leases more equitable and transparent.

Finally, the White House shared with The Trucker that the administration plans to deliver a “comprehensive new action plan, informed by a series of DOL and DOT listening sessions, outlining any further administrative and regulatory actions the administration can take to support quality trucking jobs.”

Industry reaction to the plan has been mostly positive, though many truckers wish it had addressed the lack of safe truck parking across the nation.

“As one of the top five industry-rated challenges voiced by professional drivers in the recent ATRI (American Transportation Research Institute) study, and an issue that has been top 10 on company and truckers’ minds for years, it is more than disappointing that specific funds were not earmarked to meet this problem,” said Mark Walker, chairman and CEO of Missouri-based TransLand. “It’s unbelievable.”

American Trucking Associations (ATA) Executive Vice President of Advocacy Bill Sullivan praised the TAP, saying, “We are encouraged that the Biden Administration has not only recognized the importance of adding new and well-trained Americans to the trucking workforce, but has announced a path forward with what we believe will become a robust training opportunity for future commercial truck drivers.”

Shannon Newton, president of Arkansas Trucking Association, also lauded the plan.

“We thank the president and his administration for recognizing the important work of the men and women in the trucking industry,” she said. “We appreciate any effort to support and expand access to quality driving jobs and address the pandemic-driven delays in obtaining a commercial driver’s license. We welcome the opportunity to work together in sharing our industry with a new cohort of drivers.”

Todd Spencer, president of the Owner Operator Independent Drivers Association (OOIDA), hasn’t been as enthusiastic.

“There are some elements in the plan we support, including further analysis of driver compensation and unpaid detention time,” Spencer said. “However, the plan fails to address excessively high driver turnover rates. Attracting and training new drivers won’t solve the larger problem of retention.”

Born in Pine Bluff, Arkansas, and raised in East Texas, John Worthen returned to his home state to attend college in 1998 and decided to make his life in The Natural State. Worthen is a 20-year veteran of the journalism industry and has covered just about every topic there is. He has a passion for writing and telling stories. He has worked as a beat reporter and bureau chief for a statewide newspaper and as managing editor of a regional newspaper in Arkansas. Additionally, Worthen has been a prolific freelance journalist for two decades, and has been published in several travel magazines and on travel websites.

Born in Pine Bluff, Arkansas, and raised in East Texas, John Worthen returned to his home state to attend college in 1998 and decided to make his life in The Natural State. Worthen is a 20-year veteran of the journalism industry and has covered just about every topic there is. He has a passion for writing and telling stories. He has worked as a beat reporter and bureau chief for a statewide newspaper and as managing editor of a regional newspaper in Arkansas. Additionally, Worthen has been a prolific freelance journalist for two decades, and has been published in several travel magazines and on travel websites.

"Women like Nathalie van de Poel and Maria Willshee are succeeding in male-dominated industries such as waste management, demonstrating that women can break down traditional gender barriers and excel in leadership roles."

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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Initiatives to support women in construction include fostering inclusivity in hiring practices, such as reevaluating traditional hiring processes and seeking out diverse talent pools.

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

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

The female workers in the story, such as Nathalie van de Poel and Maria Willshee, value leadership, innovation, and perseverance, as they have successfully overcome obstacles to build their businesses in the waste management sector.

"Women are making progress in male-dominated industries like waste management, but still face underrepresentation, highlighting the need for greater gender diversity and equality."

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

"Women are breaking into non-traditional roles in waste management, challenging the male-dominated industry and paving the way for greater gender equality and diversity."

Traditional gender barriers, such as unconscious bias and prejudices against women, have kept women out of construction and other male-dominated industries.

Title:

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

"Women like Daniela Farias, Sofia Menacho, and Sydney Rocha are challenging the male-dominated construction industry by working on high-profile projects, paving the way for greater gender equality and diversity in the field."

Title:

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

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

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

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

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

Daniela Farias and Sydney Rocha work in the construction industry.

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

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

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

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

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

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

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

READ: Trader Joe’s to open Palm Harbor store

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

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

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

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

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

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

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

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

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

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

JustHire appears to be a company that values diversity and inclusivity, which could make it a supportive environment for women to learn and grow in the industry.

Female crane operators underwent safety induction and on-the-job training before starting their roles.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

educational programs
vocational training

What are unions, professional organizations and non-profits doing to promote and aid women in construction or maritime industries?

The percentage of construction workers in the US who are women is 14.1%, the highest level recorded.

Title:

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

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