The construction industry can promote gender equality by providing opportunities and support for women to take on non-traditional roles, and by creating a welcoming work environment.

Women are breaking into male-dominated fields such as waste management, which can serve as an example for the construction industry to follow in promoting gender diversity.

Companies can attract women construction workers by breaking down gender stereotypes, providing training and development opportunities, and promoting diversity and inclusion, which can bring benefits such as diverse perspectives and addressing labour shortages.

The training period for female train drivers in Saudi Arabia is one year, during which they will receive paid training before driving fast trains between Mecca and Medina.

Citybus offers various family-friendly benefits and supports the advancement of women in logistics and transportation, making it an attractive employer for women.

The ultimate goal of promoting gender equality in the construction industry is to create a more inclusive and diverse workplace, leading to improved business outcomes and a stronger commitment to environmental responsibility.

Fewer than 14 percent of professional truck drivers are women, according to the Women In Trucking Association.

Women can excel in male-dominated roles by breaking down traditional gender barriers and stereotypes, and companies can support this by promoting gender diversity and providing opportunities for women to develop the necessary skills and interests.

Companies can attract women workers by promoting gender diversity, offering training programs, and providing a safe and inclusive work environment, which can help break down traditional gender barriers and bring benefits such as diverse perspectives and addressing labour shortages.

The construction industry can promote gender equality by providing opportunities and support for women to take on non-traditional roles, and by creating a welcoming work environment.

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.

Share This:

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

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

Women are breaking into male-dominated fields such as waste management, which can serve as an example for the construction industry to follow in promoting gender diversity.

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

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

appoint women to traditionally male roles

Companies can attract women construction workers by breaking down gender stereotypes, providing training and development opportunities, and promoting diversity and inclusion, which can bring benefits such as diverse perspectives and addressing labour shortages.

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

create training and apprenticeship programs

The training period for female train drivers in Saudi Arabia is one year, during which they will receive paid training before driving fast trains between Mecca and Medina.

Title:

Content: Sorry, this item is not available in your area.
Announcement for 30 female train drivers in Saudi Arabia receives 28,000 applications
Conversation
By: Euronews with Reuters
A woman drives a car on a highway in Riyadh, Saudi Arabia.
- Copyrights AB
An announcement to hire 30 female train drivers in Saudi Arabia has attracted nearly 28,000 applications from women, highlighting how much women want to join the labor market as the conservative kingdom creates more opportunities for women.
Spanish railway company Renfe said on Wednesday an online assessment of academic degrees and English language skills had helped it cut the number of female candidates by half and would clear the rest by mid-March.
Those selected will drive fast trains between the cities of Mecca and Medina after a year of paid training.
Renfe, who says she is keen to create opportunities for women in her business, currently employs 80 men to drive her trains in the kingdom and has 50 others undergoing training.
Until recently, Saudi women were limited to jobs such as teachers and medical workers, where they had to adhere to strict gender segregation rules.
Women were not allowed to drive in the kingdom until 2018.
Female labor market participation has doubled in the past five years to 33 percent amid a campaign by the crown prince to pull Saudi society out of the cocoon and diversify the economy, and women are now starting to get jobs that were previously restricted to men and migrant workers.
But the proportion of women working in the kingdom still hovers around half the proportion of men in the third quarter of last year at 34.1 percent, and female unemployment is three times higher than that of men at 21.9 percent.
Saudi Arabia is highlighting its progress on women ’ s issues at a time when it faces Western scrutiny over its human rights record, including its crackdown on dissent that has led to the arrest of dozens of women ’ s rights activists and the murder of journalist Jamal Khashoggi in 2018.

Citybus offers various family-friendly benefits and supports the advancement of women in logistics and transportation, making it an attractive employer for women.

Title:

Content: International Women ’ s Day _ Citybus ’ s First Female Instructor Cultivates 100 Drivers: Don ’ t Be a Monster
Author: Wei Jingquan
Published: Updated:
Today (March 8) is International Women ’ s Day / March 8 Women ’ s Day.
Traditionally, the transportation industry has been regarded as a male-dominated industry. Master Han Kuan, who has worked in the public transport industry for 30 years, is now the driving instructor of Citybus and the first female coach coach of Citybus.
Her motto is “If you have confidence, don ’ t be a monster, you can ride it. ”
Captain Yeung (left) and Miss Kuan (Han) Fu are the two female drivers of Citybus. (Photo provided by Citybus)
Citybus said that more and more women have joined the company in recent years, and the number of female drivers has been increasing, rising by more than 30% compared to 2022.
Sister Kuan: It takes a little more time for the female driver to adjust to the driver's cab
“Sister Kwan ” Han worked in the public transport industry for 30 years and joined Citybus as its driver in 2013.
She has a wealth of driving experience, whether it is mountain roads, flat roads, or long-distance, and even open-top buses can be easily mastered. Sister Kuan was promoted to driving instructor in 2022, becoming the first female coach coach of Citybus, and has so far trained nearly 100 new force soldiers to join the bus industry. I can handle it, and I can fight with other brothers and sisters, without any difference. "
Kwan believes that female drivers are more attentive than male drivers, but sometimes they are affected by women's smaller size, strength or psychological quality, and spend a little more time adapting to the driver's cab than men.
Ms. Kwan Han Fu is the first female coach coach of Citybus, and has trained nearly 100 new soldiers to join the bus industry.
(Photo provided by Citybus)
The female driver of line 720 used to be a language teacher and was good at communicating with children.
The driver of Route 720 moved to Hong Kong eight years ago to take root.
Originally a primary school language teacher, she joined Citybus as bus driver in order to better take care of her family and accompany her children to grow up.
“When I first came to Hong Kong, it took me a while to get used to it because I was unfamiliar with my life.
In order to get familiar with the road conditions in Hong Kong faster, I will take the initiative to “run the line ” whenever I have time, so that I can become a professional driver as quickly as possible. ”
Yang said with a smile, maybe because she is a mother, so many children like to ride the bus driven by her.
She watched the children grow from the driver ’ s seat, and she felt incredible honor and joy.
“As long as there is perseverance and continuous self-improvement, both men and women can become the soul of the industry! ”
Full Pay Maternity Leave and Maternity Leave Benefits
Citybus said it was committed to creating a family-friendly working environment to enable its staff to achieve a family life balance.
Current benefits include: 24 weeks of full pay maternity leave, 12 days of full pay prenatal inspection leave, 3 days of paid marriage leave, 14 days of full pay paternity leave, 2 days of paid compassionate leave and special work arrangements for pregnant drivers.
Citybus has recently actively encouraged female colleagues to join the Committee of the Transport and Logistics Association, “WiLAT ”, to work together to promote the advancement of women in the field of logistics and transportation.

The ultimate goal of promoting gender equality in the construction industry is to create a more inclusive and diverse workplace, leading to improved business outcomes and a stronger commitment to environmental responsibility.

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?

Fewer than 14 percent of professional truck drivers are women, according to the Women In Trucking Association.

Title:

Content: Breaking News
More () »

First Black female UPS driver in Jacksonville changing the game for women drivers

Forty-five years after her first day on the job, Glenda Alexander is still changing the game for women professional drivers and with the gender wage gap.

JACKSONVILLE, Fla. — When Glenda Alexander started as a seasonal worker at UPS in Jacksonville after the military, it was 45 years ago. Since then she's become a trailblazer and is helping change the game for women in multiple ways.

"They told me that I would be the first Black female in Jacksonville, Florida to be a UPS delivery driver," Alexander said. "I'm like, 'Okay, now y'all got me feeling like I got to be successful.' So I took on the challenge. It was not easy. I drove that package car. I don't know if I cried more than I drove, but I didn't give up. I kept it going."

The truck driving industry is still short tens of thousands of drivers, according to industry estimates by the American Trucking Associations. One thing researchers say has helped the shortage is getting more women into the industry.

Although Alexander wasn't driving 18-wheelers, she became a mentor to women like her niece who did. To this day fewer than 14 percent of professional drivers are women, according to the Women In Trucking Association. It's safe to say Alexander has helped that number go up by becoming a mentor to her coworkers as well.

"She came up after me," Alexander said about a coworker. "And she would always tell me, 'Glenda, if it wasn't for you I don't think I'd hang in here with it.'"

Alexander's trailblazing can also be credited for helping whittle down the gender wage gap, which is even greater for Black women. Women are still overrepresented in lower-paying jobs, the largest contributing factor to the gender wage gap, according to a blog by the U.S. Department of Labor.

Black women make 64 percent of what a white man makes, the U.S. Census Bureau reports. According to Pew Research Center, the gender wage gap in the U.S. hasn't changed much in the last 20 years.

"Us being women in what was once considered male jobs, we can overcome all that," Alexander said. "It's no longer just a male's job; it's anybody's job. If you have a mindset to do it, you can do it."

Before You Leave, Check This Out

Women can excel in male-dominated roles by breaking down traditional gender barriers and stereotypes, and companies can support this by promoting gender diversity and providing opportunities for women to develop the necessary skills and interests.

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 challenges do women in the construction and maritime  industries face?

Companies can attract women workers by promoting gender diversity, offering training programs, and providing a safe and inclusive work environment, which can help break down traditional gender barriers and bring benefits such as diverse perspectives and addressing labour shortages.

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

create training and apprenticeship programs


The construction industry can promote gender equality by providing opportunities and support for women to take on non-traditional roles, and by creating a welcoming work environment.

The construction industry can promote gender equality by recognizing the importance of diversity and providing opportunities for women to excel in traditionally male-dominated roles, which can bring benefits such as diverse perspectives and addressing labor shortages.

The construction industry can promote gender equality by fostering inclusivity in hiring practices, such as reevaluating traditional hiring processes and emphasizing skills and qualifications over gender or background.

The construction industry can promote gender equality by adopting inclusive hiring practices, which can be a strategic advantage, and by partnering with vocational schools and community organizations to encourage individuals from underrepresented backgrounds to explore careers in the industry.

The construction industry can promote gender equality by implementing creative recruitment programs that attract a diverse range of candidates, including women, to break down traditional gender barriers and create a more inclusive work environment.

Women are breaking into male-dominated fields such as waste management, which can serve as an example for the construction industry to follow in promoting gender diversity.

Women can succeed in male-dominated fields such as waste management and construction by breaking down traditional gender barriers and bringing diverse perspectives to the industry.

"Women are breaking down gender barriers in male-dominated fields such as waste management and construction, and their contributions are leading to a more diverse and inclusive industry."

Women like Nathalie van de Poel and Maria Willshee are breaking down traditional gender barriers in male-dominated industries, such as waste management, and can serve as examples for the construction industry.

"Heather Gould and Hilary Hart are examples of women succeeding in a male-dominated field as principal owners of a waste management company with a significant number of female directors and family members involved in the business."

Companies can attract women construction workers by breaking down gender stereotypes, providing training and development opportunities, and promoting diversity and inclusion, which can bring benefits such as diverse perspectives and addressing labour shortages.

"Companies can attract women construction workers by promoting diversity and inclusion, and providing opportunities for women to take on leadership roles, as seen in the example of CSG where half of the directors are women."

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 adopting inclusive hiring practices, promoting diversity, and partnering with vocational schools and community organizations to encourage women to explore careers in construction.

Companies can attract women construction workers by implementing creative recruitment programs that target diverse candidates.

The training period for female train drivers in Saudi Arabia is one year, during which they will receive paid training before driving fast trains between Mecca and Medina.

The training period for female train drivers in Saudi Arabia is one year.

Citybus offers various family-friendly benefits and supports the advancement of women in logistics and transportation, making it an attractive employer for women.

The ultimate goal of promoting gender equality in the construction industry is to create a more inclusive and diverse workplace, leading to improved business outcomes and a stronger commitment to environmental responsibility.

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 an inclusive environment where women can thrive in male-dominated roles, as exemplified by Reresi's success as a female mechanic.

Promoting gender equality in the construction industry aims to create an inclusive environment where women can succeed in traditionally male-dominated roles, as seen in Walker-Ross's career advancement at Penske.

Promoting gender equality in the construction industry aims to create a more inclusive environment where women can thrive in traditionally male-dominated roles, by changing the industry's image and providing opportunities for growth.

Fewer than 14 percent of professional truck drivers are women, according to the Women In Trucking Association.

"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."

"The percentage of women truck drivers is approximately 1.1%, based on the number of certified ready-mix trucks in Ontario and the number of women drivers."

Women can excel in male-dominated roles by breaking down traditional gender barriers and stereotypes, and companies can support this by promoting gender diversity and providing opportunities for women to develop the necessary skills and interests.

Women can excel in male-dominated roles by possessing qualities such as determination, strong business acumen, and resilience, and by being part of a supportive and inclusive environment.

Women can excel in male-dominated roles when given the opportunity to work in a supportive and inclusive environment, as evidenced by the example of the waste management company where half of the directors are women.

Women can excel in male-dominated roles by being inspired, resilient, and part of an inclusive and diverse industry, which can be achieved through strategic hiring practices and a heightened awareness of the positive impacts of gender equality.

To excel in male-dominated roles, women need a supportive environment that actively seeks to include them through creative recruitment programs and intentional attraction of diverse candidates.

Companies can attract women workers by promoting gender diversity, offering training programs, and providing a safe and inclusive work environment, which can help break down traditional gender barriers and bring benefits such as diverse perspectives and addressing labour shortages.

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

Companies can attract women workers by adopting inclusive hiring practices, offering training and development opportunities, and promoting gender equality.

Companies can attract women workers by implementing creative recruitment programs that target diverse candidates.

"Companies can attract women workers by offering opportunities for employment and creating a welcoming environment, as evidenced by the high number of applications for female train drivers in Saudi Arabia."

Construction companies can incentivize women to join by breaking down gender stereotypes, offering training and development programs, and creating a welcoming environment that values diversity and inclusion.

"Construction companies can incentivize women to join by creating a welcoming environment, providing opportunities for growth, and having female leaders, as seen in the example of CSG where half of the directors are women."

Construction companies can incentivize women to join by fostering inclusivity in hiring practices, reevaluating traditional hiring processes, and emphasizing skills and qualifications over gender or background.

Construction companies can incentivize women to join by adopting inclusive hiring practices, partnering with vocational schools, and promoting a culture of diversity and equality.

Construction companies can incentivize women to join by implementing creative recruitment programs that attract a diverse range of candidates.

Initiatives that support women in construction can include promoting gender diversity, providing diverse perspectives, and addressing labor shortages, as highlighted by the United Nations Environment Program's research on gender in waste management.

To support women in construction, companies can foster inclusivity in hiring practices by reevaluating traditional processes and seeking out diverse talent pools.

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.

To support women in construction, companies can invest in creative recruitment programs that attract a diverse range of candidates, including women, to help transform the industry landscape.

Initiatives to support women in construction include changing the industry's image and providing opportunities for growth and learning, creating a welcoming environment for women to excel in traditionally male-dominated roles.

"Women can succeed in construction and maritime industries by taking on leadership roles, having a strong support network, and accessing opportunities for career advancement and training, as exemplified by the sisters Heather Gould and Hilary Hart."

Women can succeed in construction and maritime industries by breaking down traditional gender barriers and creating a welcoming environment, but it requires effort to gain respect and be heard in these male-dominated fields.

Women can succeed in construction and maritime industries by breaking down traditional gender barriers and creating a welcoming environment, where their contributions are valued and recognized.

The construction industry can promote gender equality by providing opportunities and support for women to take on non-traditional roles, and by creating a welcoming work environment.

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.

Share This:

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

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

The construction industry can promote gender equality by recognizing the importance of diversity and providing opportunities for women to excel in traditionally male-dominated roles, which can bring benefits such as 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 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

The construction industry can promote gender equality by adopting inclusive hiring practices, which can be a strategic advantage, and by partnering with vocational schools and community organizations to encourage individuals from underrepresented backgrounds to explore careers in the industry.

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

The construction industry can promote gender equality by implementing creative recruitment programs that attract a diverse range of candidates, including women, to break down traditional gender barriers and create a more inclusive work environment.

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

commit to gender equality in hiring practices

Women are breaking into male-dominated fields such as waste management, which can serve as an example for the construction industry to follow in promoting gender diversity.

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

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

appoint women to traditionally male roles

Women can succeed in male-dominated fields such as waste management and construction by breaking down traditional gender barriers and bringing diverse perspectives to the industry.

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 challenges do women in the construction and maritime  industries face?

"Women are breaking down gender barriers in male-dominated fields such as waste management and construction, and their contributions are leading to a more diverse and inclusive industry."

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

Women like Nathalie van de Poel and Maria Willshee are breaking down traditional gender barriers in male-dominated industries, such as waste management, and can serve as examples for the construction industry.

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

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

appoint women to traditionally male roles

"Heather Gould and Hilary Hart are examples of women succeeding in a male-dominated field as principal owners of a waste management company with a significant number of female directors and family members involved in the business."

Companies can attract women construction workers by breaking down gender stereotypes, providing training and development opportunities, and promoting diversity and inclusion, which can bring benefits such as diverse perspectives and addressing labour shortages.

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

create training and apprenticeship programs

"Companies can attract women construction workers by promoting diversity and inclusion, and providing opportunities for women to take on leadership roles, as seen in the example of CSG where half of the directors are women."

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

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

Companies can attract women construction workers by adopting inclusive hiring practices, promoting diversity, and partnering with vocational schools and community organizations to encourage women to explore careers in construction.

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 implementing creative recruitment programs that target diverse candidates.

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

commit to gender equality in hiring practices

The training period for female train drivers in Saudi Arabia is one year, during which they will receive paid training before driving fast trains between Mecca and Medina.

Title:

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Announcement for 30 female train drivers in Saudi Arabia receives 28,000 applications
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By: Euronews with Reuters
A woman drives a car on a highway in Riyadh, Saudi Arabia.
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An announcement to hire 30 female train drivers in Saudi Arabia has attracted nearly 28,000 applications from women, highlighting how much women want to join the labor market as the conservative kingdom creates more opportunities for women.
Spanish railway company Renfe said on Wednesday an online assessment of academic degrees and English language skills had helped it cut the number of female candidates by half and would clear the rest by mid-March.
Those selected will drive fast trains between the cities of Mecca and Medina after a year of paid training.
Renfe, who says she is keen to create opportunities for women in her business, currently employs 80 men to drive her trains in the kingdom and has 50 others undergoing training.
Until recently, Saudi women were limited to jobs such as teachers and medical workers, where they had to adhere to strict gender segregation rules.
Women were not allowed to drive in the kingdom until 2018.
Female labor market participation has doubled in the past five years to 33 percent amid a campaign by the crown prince to pull Saudi society out of the cocoon and diversify the economy, and women are now starting to get jobs that were previously restricted to men and migrant workers.
But the proportion of women working in the kingdom still hovers around half the proportion of men in the third quarter of last year at 34.1 percent, and female unemployment is three times higher than that of men at 21.9 percent.
Saudi Arabia is highlighting its progress on women ’ s issues at a time when it faces Western scrutiny over its human rights record, including its crackdown on dissent that has led to the arrest of dozens of women ’ s rights activists and the murder of journalist Jamal Khashoggi in 2018.

The training period for female train drivers in Saudi Arabia is one year.

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Content: Arabic-International
Job ads attract 28,000 Saudi women
17-02-2022 | 16: 05
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An announcement of the need to hire 30 female train drivers in Saudi Arabia has attracted 28,000 applicants as the Saudi labor market opens up more opportunities for women.
Spanish railway operator Renfe said online assessment of academic degrees and English language skills helped it cut the number of female candidates in half and will clear the rest of the huge list by mid-March.
Thirty selected women will drive high-speed trains between the cities of Mecca and Medina, after a year of paid training.
Renfe, which has said it is keen to create opportunities for women in its business, currently employs 80 men to drive its trains in Saudi Arabia and has 50 others undergoing training.
Female participation in the Saudi labor force has nearly doubled over the past five years to 33%, and women are now starting to get jobs that were previously restricted to men, in order to achieve Vision 2030, which is one of the main pillars of empowering Saudi women through activating their leading role in the labor market.
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Citybus offers various family-friendly benefits and supports the advancement of women in logistics and transportation, making it an attractive employer for women.

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Content: International Women ’ s Day _ Citybus ’ s First Female Instructor Cultivates 100 Drivers: Don ’ t Be a Monster
Author: Wei Jingquan
Published: Updated:
Today (March 8) is International Women ’ s Day / March 8 Women ’ s Day.
Traditionally, the transportation industry has been regarded as a male-dominated industry. Master Han Kuan, who has worked in the public transport industry for 30 years, is now the driving instructor of Citybus and the first female coach coach of Citybus.
Her motto is “If you have confidence, don ’ t be a monster, you can ride it. ”
Captain Yeung (left) and Miss Kuan (Han) Fu are the two female drivers of Citybus. (Photo provided by Citybus)
Citybus said that more and more women have joined the company in recent years, and the number of female drivers has been increasing, rising by more than 30% compared to 2022.
Sister Kuan: It takes a little more time for the female driver to adjust to the driver's cab
“Sister Kwan ” Han worked in the public transport industry for 30 years and joined Citybus as its driver in 2013.
She has a wealth of driving experience, whether it is mountain roads, flat roads, or long-distance, and even open-top buses can be easily mastered. Sister Kuan was promoted to driving instructor in 2022, becoming the first female coach coach of Citybus, and has so far trained nearly 100 new force soldiers to join the bus industry. I can handle it, and I can fight with other brothers and sisters, without any difference. "
Kwan believes that female drivers are more attentive than male drivers, but sometimes they are affected by women's smaller size, strength or psychological quality, and spend a little more time adapting to the driver's cab than men.
Ms. Kwan Han Fu is the first female coach coach of Citybus, and has trained nearly 100 new soldiers to join the bus industry.
(Photo provided by Citybus)
The female driver of line 720 used to be a language teacher and was good at communicating with children.
The driver of Route 720 moved to Hong Kong eight years ago to take root.
Originally a primary school language teacher, she joined Citybus as bus driver in order to better take care of her family and accompany her children to grow up.
“When I first came to Hong Kong, it took me a while to get used to it because I was unfamiliar with my life.
In order to get familiar with the road conditions in Hong Kong faster, I will take the initiative to “run the line ” whenever I have time, so that I can become a professional driver as quickly as possible. ”
Yang said with a smile, maybe because she is a mother, so many children like to ride the bus driven by her.
She watched the children grow from the driver ’ s seat, and she felt incredible honor and joy.
“As long as there is perseverance and continuous self-improvement, both men and women can become the soul of the industry! ”
Full Pay Maternity Leave and Maternity Leave Benefits
Citybus said it was committed to creating a family-friendly working environment to enable its staff to achieve a family life balance.
Current benefits include: 24 weeks of full pay maternity leave, 12 days of full pay prenatal inspection leave, 3 days of paid marriage leave, 14 days of full pay paternity leave, 2 days of paid compassionate leave and special work arrangements for pregnant drivers.
Citybus has recently actively encouraged female colleagues to join the Committee of the Transport and Logistics Association, “WiLAT ”, to work together to promote the advancement of women in the field of logistics and transportation.

The ultimate goal of promoting gender equality in the construction industry is to create a more inclusive and diverse workplace, leading to improved business outcomes and a stronger commitment to environmental responsibility.

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 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 an inclusive environment where women can thrive in male-dominated roles, as exemplified by Reresi's success as a female mechanic.

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Breaking Barriers: Rachael Reresi Shines in Male-Dominated Mechanics at Warrior Industry

Rachael Reresi breaks stereotypes in a male-dominated field as a mechanic at Warrior Industry, embodying resilience and inspiring change.

Shivani Chauhan
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In a significant stride towards gender diversity in traditionally male-dominated fields, Rachael Reresi from East New Britain province has recently made headlines by joining Warrior Industry, a leading water tank manufacturing company located at Malahang Industrial area in Lae, as a mechanic. Hired in November 2023, Reresi's journey is not just about breaking stereotypes but also about excellence in a challenging work environment.

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Despite the gender imbalance, Reresi's former classmates from the National Polytechnic Institute of Papua New Guinea became her initial allies, easing her transition into this rugged terrain. Her determination and adaptability have turned heads, including that of Warrior's managing director, Reginald Sutton, who commends her for her hard work and team spirit.

Challenging Gender Norms

Reresi's entry into the mechanics sector of Warrior Industry is a testament to her resilience and determination to succeed in a field where women are a rarity. Her ability to work seamlessly alongside her male counterparts, not just at her designated post by the machines but throughout the company, showcases her versatility and commitment to teamwork. This dynamic approach has not only earned her respect but also positioned her as a potential future leader within the company.

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Empowerment Through Education

The journey of Reresi, a 24-year-old graduate of the National Polytechnic Institute of Papua New Guinea, highlights the critical role of education in empowering individuals to pursue careers in fields they are passionate about, regardless of societal norms. Her academic achievements in mechanical engineering paved the way for her recruitment at Warrior Industry, proving that merit and skill are key to breaking down barriers.

Inspiration for Many

Reresi's story is more than just about personal achievement; it serves as an inspiration to many, especially young women aspiring to enter STEM fields. Her motto, 'I can do all things through Christ who strengthens me' from Philippians 4:13, reflects her strong faith and determination, elements that have been crucial in her journey. As she continues to excel in her role, Rachael Reresi is not only challenging gender norms but also setting a precedent for future generations.

As industries worldwide strive towards inclusivity and diversity, stories like Reresi's illuminate the path towards a more equitable workforce. Her success in the male-dominated field of mechanics at Warrior Industry underscores the importance of perseverance, skill, and the willingness to challenge the status quo.

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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?

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 an inclusive environment where women can succeed in traditionally male-dominated roles, as seen in Walker-Ross's career advancement at Penske.

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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?

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 more inclusive environment where women can thrive in traditionally male-dominated roles, by changing the industry's image and providing opportunities for growth.

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?

Fewer than 14 percent of professional truck drivers are women, according to the Women In Trucking Association.

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Content: Breaking News
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First Black female UPS driver in Jacksonville changing the game for women drivers

Forty-five years after her first day on the job, Glenda Alexander is still changing the game for women professional drivers and with the gender wage gap.

JACKSONVILLE, Fla. — When Glenda Alexander started as a seasonal worker at UPS in Jacksonville after the military, it was 45 years ago. Since then she's become a trailblazer and is helping change the game for women in multiple ways.

"They told me that I would be the first Black female in Jacksonville, Florida to be a UPS delivery driver," Alexander said. "I'm like, 'Okay, now y'all got me feeling like I got to be successful.' So I took on the challenge. It was not easy. I drove that package car. I don't know if I cried more than I drove, but I didn't give up. I kept it going."

The truck driving industry is still short tens of thousands of drivers, according to industry estimates by the American Trucking Associations. One thing researchers say has helped the shortage is getting more women into the industry.

Although Alexander wasn't driving 18-wheelers, she became a mentor to women like her niece who did. To this day fewer than 14 percent of professional drivers are women, according to the Women In Trucking Association. It's safe to say Alexander has helped that number go up by becoming a mentor to her coworkers as well.

"She came up after me," Alexander said about a coworker. "And she would always tell me, 'Glenda, if it wasn't for you I don't think I'd hang in here with it.'"

Alexander's trailblazing can also be credited for helping whittle down the gender wage gap, which is even greater for Black women. Women are still overrepresented in lower-paying jobs, the largest contributing factor to the gender wage gap, according to a blog by the U.S. Department of Labor.

Black women make 64 percent of what a white man makes, the U.S. Census Bureau reports. According to Pew Research Center, the gender wage gap in the U.S. hasn't changed much in the last 20 years.

"Us being women in what was once considered male jobs, we can overcome all that," Alexander said. "It's no longer just a male's job; it's anybody's job. If you have a mindset to do it, you can do it."

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"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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"The percentage of women truck drivers is approximately 1.1%, based on the number of certified ready-mix trucks in Ontario and the number of women drivers."

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Content: Non-traditional employers competing for drivers

As traditional carriers compete to attract drivers to their fleets, there are plenty of non-traditional employers that are also looking for candidates with A/Z and D/Z licences to join their businesses.

“If you can’t find them, you got to make them. Training is the future to address driver shortage,” says Brandon Muir, supervisor at GFL Environmental.

Participating in a discussion at the Truck Training Schools Association of Ontario’s sixth annual conference recently, Muir noted that the waste management company attracts talent from the broader labor, not driver, pool.

Andrea Boddy, chief consultant and owner of Andrea Boddy Consulting representing Concrete Ontario, said the group has fixed a fatal flaw in its recruitment strategy. The association and its members have introduced frequently asked questions (FAQs) on their websites about what life as a ready-mix delivery professional looks like.

In the past, if one Googled questions about driving in the concrete industry, there were zero answers.

The FAQs include what kind of licence is required to drive a concrete truck, what safety protocols exist, whether overtime is paid, and how physical the job is. “If you don’t make those answers available, you are going to lose them,” she says of candidates.

John Faustino, fleet driver trainer for the City of Markham said the challenge is to hire people qualified to operate commercial vehicles, even if their primary function is not operating commercial vehicles.

Some jobs require a candidate with a D/Z licence along with other qualifications. For example, the water works department needs people with water works accreditation as well as a D/Z licence, and they can be hard to find.

The city hires people with the water works qualifications who do not have a D/Z licence. Faustino uses the city’s signing authority to upgrade them.

Markham’s parks department employs a lot of seasonal workers who only need a G licence to operate a pickup truck with a trailer. Many of those workers have ambitions to find full-time work with the city. They are asked to train at a private driving school, obtain their D/Z licence and reapply for a position.

Human resources must work with marketing to recruit employees. Companies need to figure out who they are trying to reach and what they are trying to say to them, Boddy noted. The story must be placed on the right social media platform, so it speaks to future employees and allows them to respond.

Trucking needs more women and companies can do more to attract them. There are 3,700 certified ready-mix trucks in Ontario, and only 40 women drivers. “That is bad news, but it also screams opportunity,” Boddy says.

Several themes emerged after Concrete Ontario surveyed the women on what could be done better.

They wanted women’s bathrooms, well-lit facilities to feel safe and personal protective equipment that was made to fit them.

Women wanted would-be employers to let them know they are welcome to apply for jobs. They indicated they did not see a single picture of women driving a ready-mix truck on some websites.

Muir said recruiters should think like a graduate from a school who is looking for a job and tailor their efforts. GFL provides training but it was not mentioned in job postings. The company now mentions it offers training. Some candidates may think they haven’t run lift axles or walking floors and walk away from the job before even applying for it, he said.

GFL Environmental offers a paid 10-week training program for non-experienced A/Z drivers and picks from an abundance of new graduates in the Greater Toronto Area that few fleets want to hire.

The company hauls loads during training so a vehicle is not tied up. It also pays for D/Z licence training through a private school for staff working as general laborers who show potential.

Leo Barros is the associate editor of Today’s Trucking. He has been a journalist for more than two decades, holds a CDL and has worked as a longhaul truck driver. Reach him at leo@newcom.ca

Women can excel in male-dominated roles by breaking down traditional gender barriers and stereotypes, and companies can support this by promoting gender diversity and providing opportunities for women to develop the necessary skills and interests.

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 challenges do women in the construction and maritime  industries face?

Women can excel in male-dominated roles by possessing qualities such as determination, strong business acumen, and resilience, and by being part of a supportive and inclusive environment.

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

Women can excel in male-dominated roles when given the opportunity to work in a supportive and inclusive environment, as evidenced by the example of the waste management company where half of the directors are women.

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

appoint women to traditionally male roles

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

Women can excel in male-dominated roles by being inspired, resilient, and part of an inclusive and diverse industry, which can be achieved through strategic 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

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

To excel in male-dominated roles, women need a supportive environment that actively seeks to include them through creative recruitment programs and intentional attraction of diverse candidates.

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?

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 promoting gender diversity, offering training programs, and providing a safe and inclusive work environment, which can help break down traditional gender barriers and bring benefits such as diverse perspectives and addressing labour shortages.

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

create training and apprenticeship programs

Companies can attract women workers by fostering inclusivity in hiring practices, 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

Companies can attract women workers by adopting inclusive hiring practices, offering training and development opportunities, and promoting gender equality.

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

Companies can attract women workers by implementing creative recruitment programs that target diverse candidates.

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 workers by offering opportunities for employment and creating a welcoming environment, as evidenced by the high number of applications for female train drivers in Saudi Arabia."

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

commit to gender equality in hiring practices

Construction companies can incentivize women to join by breaking down gender stereotypes, offering training and development programs, and creating a welcoming environment that values diversity and inclusion.

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

create training and apprenticeship programs

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

"Construction companies can incentivize women to join by creating a welcoming environment, providing opportunities for growth, and having female leaders, as seen in the example of CSG where half of the directors are women."

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

Construction companies can incentivize women to join by fostering inclusivity in hiring practices, 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

Construction companies can incentivize women to join by adopting inclusive hiring practices, partnering with vocational schools, and promoting a culture of diversity and equality.

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

commit to gender equality in hiring practices

Construction companies can incentivize women to join by implementing creative recruitment programs that attract a diverse range of candidates.

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

commit to gender equality in hiring practices

Initiatives that support women in construction can include promoting gender diversity, providing diverse perspectives, and addressing labor shortages, as highlighted by the United Nations Environment Program's research on gender in waste management.

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 support women in construction, companies can foster inclusivity in hiring practices by reevaluating traditional processes and seeking out diverse talent pools.

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

commit to gender equality in hiring practices

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?

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?

educational programs
inclusive policies
vocational training

To support women in construction, companies can invest in creative recruitment programs that attract a diverse range of candidates, including women, to help transform the industry landscape.

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

commit to gender equality in hiring practices

Initiatives to support women in construction include changing the industry's image and providing opportunities for growth and learning, creating a welcoming environment for women to excel in traditionally 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?

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

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

"Women can succeed in construction and maritime industries by taking on leadership roles, having a strong support network, and accessing opportunities for career advancement and training, as exemplified by the sisters Heather Gould and Hilary Hart."

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

professional development
support networks
create leadership programs for women

Women can succeed in construction and maritime industries by breaking down traditional gender barriers and creating a welcoming environment, but it requires effort to gain respect and be heard in these male-dominated fields.

Title:

Content: Model who ditched city life to hunt for gold reveals what it's REALLY like searching the Outback for treasure and how it helps her deal with being bipolar: 'Some days it's baked beans, some days it's lobster'

  • Tyler Mahoney is an Australian gold prospector
  • She stars in Discovery Channel series Gold Rush
  • Mahoney has written a new book, Gold Digger

Tyler Mahoney doesn't fit the image of a gold prospector as a bearded old coot with a pick gripped in one hand and a shotgun hanging from the other.

The onetime model is the modern face of mining for gold and has been breaking down sexual barriers as well as digging up precious metals most of her life.

Mahoney is the 27-year-old Australian star of the hit Discovery Channel show Gold Rush and has just written a book about her life titled Gold Digger.

The memoir covers a childhood spent fossicking in the desert with her family before a brief big-city foray and eventual return to what she says is her true calling.

It describes a male-dominated industry where discrimination is rife and workplace sexual harassment still includes men asking women to bend over.

And it also reveals the extraordinary lengths to which treasure hunters struck with gold fever will go in search of untold riches buried below the ground.

Tyler Mahoney doesn't fit the image of a gold prospector as a bearded old coot with a pick gripped in one hand and a shotgun hanging from the other. She is the star of the Discovery Channel show Gold Rush and has just written a book called Gold Digger

Mahoney's memoir covers a childhood spent fossicking in the desert with her family before a brief modelling stint and eventual return to what she says is her true calling. She says she would have to write 'a whole other book' to describe very time she was sexually harassed

The allure of gold has not diminished over the centuries and Mahoney still gets excited about a big find.

'It is such a dopamine rush,' she says. 'It's quite addictive, hence the gold fever. It's like when you win the lotto or on a scratchy - a big rush of excitement.

'It's even more exciting when it's your income and you're only making as much as you're finding.'

Mahoney's biggest find was a 5 ounce nugget but she also located an ironstone lode which produced ten times that weight.

On a normal day, the family records their finds in grams (gold was about $85 a gram this week) and on a good day in ounces ($2,600).

'I don't get a set salary from gold prospecting,' Mahoney says. 'I get paid in gold.

'Every day is different and it depends on what we are finding. It's not a secure income at all. Some days it's baked beans and some days it's lobster.'

Mahoney, who has also starred in Gold Rush: Parker's Trial, is aware of the image of a typical prospector but says the internet has attracted people to the pursuit from all walks of life

'The stereotype is definitely an old man with a beard swinging a pick over his shoulder,' she says. 'Which I definitely am not.

'I think people having this image in their mind isn't inherently sexist as it is normally how prospectors look but how they treat me after meeting me is what is telling.'

Mahoney's parents Ted and Lecky are full-time gold prospectors and she now works with them alongside her brother Reece on tenements outside of Kalgoorlie. Driving a loader (above is her favourite job at the family's mine

Mahoney says gold mining is still dominated by men and there is 'a very long way to go' before women reach equality with their male counterparts.

'As a woman it is very hard to get a place at the table and then when you're at the table it's bloody hard to be respected and heard,' she says.

'I watched my mum experience sexism, she was never taken seriously as a prospector like my dad was.'

Mahoney recalls when the family owned a dealership a man came into the shop wanting to sell his 'gold'.

'I told him it wasn't real gold and he yelled and carried on that he wanted to see the boss because I had no idea what I was talking about,' Mahoney says.

'I got Mum and he still wasn't happy and said, "I want to see the real boss, I know a man works here".

'Dad heard what was going on and told me to tell him to get out of out of the shop, so I did.'

Mahoney's biggest find was a 5 ounce nugget but she also located an ironstone lode which produced ten times that weight. Pictured above is 7 ounce nugget her father found on one of their prospecting trips worth about $20,000

Mahoney says she would need to write 'a whole other book' if she were to record every time she had been sexually harassed or faced discriminatory behaviour.

'Until you have been on the other end of it your whole life you won't understand the implications that come with it,' she says.

Australia's Gold Rush was not all about men

Mahoney believes the role of women in the original Gold Rush which started in Australia in 1851 has been largely ignored.

'The heroes of the Gold Rush, the places towns are named after, and the people who started it all are all men,' she says.

'The women who were holding the forts at home, teaching the children and saving the lives of them men as nurses are rarely spoken about. Their roles were equally as important though.'

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'We should be able to go to work without men making comments on our bodies and making us feel objectified.

'I'm at work to do a job, not for a fully-grown adult man to ask me to bend over again.'

Mahoney is a fourth-generation prospector whose great-grandfather Ned has a large patch of productive ground he discovered named after him on the Murchison goldfields of Western Australia.

'The next generation is my beautiful grandmother Nola,' Mahoney says. 'She loved prospecting and definitely had gold fever.

'There weren't many woman prospecting in her time so she definitely helped paved the way for me to come through.'

Mahoney describes growing up on the fields as 'quite different', with her friends spending holidays at the beach while she trekked with her family to outback locations.

'We spent most of my childhood in places hundreds of kilometres from the closest town but we loved it,' she says. 'I am so appreciative of the childhood I had.

'We would run amok out bush, riding dirt bikes, exploring old shafts, chasing goannas. We didn't even have electricity after dark when we were out bush. No TVs or computers or any technology.'

Mahoney did not always know she would make a career of gold prospecting.

Mahoney grappled with an eating disorder for years and has been diagnosed as bipolar. She is pictured (L-R) winding down with a beer alongside Gold Rush co-star Parker Schnabel and producers Fred Lewis and Danny Etheridge

At 19 she moved from the goldfields to Melbourne to pursue modelling and open a business selling jewellery she designed.

'I also did some events management,' she says. 'But after a couple of years I came back to the goldfields because I knew the gold world was where I belonged.'

Mahoney's parents Ted and Lecky are full-time gold prospectors and she now works with them alongside her brother Reece on tenements outside of Kalgoorlie.

Reece drives an excavator while Mahoney and her dad operate a loader. All the family use metal detectors, and do research, exploration, panning, testing and processing.

'It is physically demanding work,' Mahoney says. 'We are out in the elements all days in the outback, so it's hot and there are flies.

'The biggest danger would be the remoteness - you can't really muck up because help isn't always a phone call away.'

The family works all over the Western Australian goldfields, 'depending on what's going on'. In the winter they conduct exploration looking for new ground and in summer work closer to home.

'To be a prospector you need to know how to read the ground, follow the gold and know the best way to mine the gold.'

Left to right: Tyler is dark red top is pictured with her brother, far left, dad, left and her cousins during one of their prospecting trips in the Outback

Tyler and her father Ted at Halls Creek in the Kimberley region of Western Australia while filming with a specialised underwater metal detector for Aussie Gold Hunters in 2018

Mahoney, who grappled with an eating disorder for years, has been diagnosed as bipolar and says that condition has parallels with gold prospecting.

'My bipolar mind tends to chase dopamine hits and it does love chaos,' she says. 'Gold prospecting is so unknown, with no schedules, no secure pay, big finds, and big rushes.

'I just get so restless and bored working a 9-5 job that my brain starts seeking those dopamine hits in other places. Prospecting keeps me sane.'

Mahoney's boyfriend Jake is an excavator operator at a big gold mine in Kalgoorlie but says it can be hard to find love in the desert.

'It's definitely slim pickings when you live in a remote location but even more so trying to find someone who supports my career when it means we spend a lot time apart,' she says.

'I was only home for two months of 2022 so it's good Jake is very supportive and secure.'

As well as mining and appearing on television Mahoney runs a business providing resources for those interested in the industry called The Prospectors Club.

She also hosts a podcast called Let's Unpack That which she calls 'a place for me to share my mental health journey and help give people insight into bipolar.'

'I don't necessarily do a good job of juggling it all,' she says of her busy workload.

Gold Digger by Tyler Mahoney is published by Affirm Press and is available now

'I just do the best job I can. Sometimes I drop the ball. I just try to prioritise the important balls like family and friends and my mental health.'

For most people prospecting for gold is not a quick way to get rich, Mahoney says.

'These days it's extremely hard. I am very lucky that I was born into a family who have ground, contacts and generational knowledge.'

What prospectors consider 'good ground' is much harder to acquire than it was 20 years ago and gold is becoming increasingly hard to find.

'You have to be really on top of your game to make it work,' Mahoney says. 'Gold is never in the easiest of places because if it was everyone would be out there finding it.

Mahoney has enjoyed working in television and likes meeting people who are interested in the world of gold.

'I am definitely still a bit of bogan from the bush but I do get recognised from the shows, which is nice.'

Gold Digger by Tyler Mahoney is published by Affirm Press and can be bought here

How 'gold fever' led to a prospector finding a dead body in the desert

Tyler Mahoney reckons there is definitely a state of mind that can accurately be called gold fever.

'Gold fever is the contagious excitement of a gold rush,' she says.

'And anyone who has been in the gold world knows how much it can change people.

'We have seen it ruin friendships and change people for the worse.

'Gold really impacts some people in a negative way and brings out their worst traits.

'All of the crazy stories from the gold underbelly stem from people having gold fever.

'Our family have a rule now because of what people with gold fever have done to us, we don't work with anyone but family, and only very selective family.'

Mahoney tells a story she says shows the 'underbelly' driven by gold fever.

One time a rookie prospector was in the middle of the desert and found a vial of flakes in a place not known for gold.

'He took them into my parents' gold dealership and my parents urged him to go back and have a look around because it was a very bizarre find,' Mahoney says.

'Some time passed and he came back into the shop after being out in the desert.

'He walked in looking like he had seen a ghost, which actually wasn't too far off.

'He looked around the vial and ended up finding a dead body hidden behind some old branches in a little cave.

'The experience had really shaken him and he left without telling us any more details.'

Discovery Channel Gold Rush star Tyler Mahoney reveals her unique life in new book Gold Digger

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