The construction industry can promote gender equality by implementing inclusive policies, challenging biases, and promoting awareness, as well as providing support for women in the workplace, such as improving maternity leave and implementing male parenting responsibilities.

The construction industry can promote gender equality by implementing inclusive policies, challenging biases, and promoting awareness, as well as by recognizing and rewarding employers who create equal employment environments.

The construction industry can promote gender equality by implementing inclusive policies and challenging biases, providing women with opportunities to take on non-traditional roles and fostering a culture of respect and inclusivity.

The construction industry can promote gender equality by challenging biases, implementing inclusive policies, and changing its image to appeal to women, ultimately breaking down traditional barriers and allowing women to excel in male-dominated roles.

The construction industry can promote gender equality by addressing systemic issues, challenging biases, and providing equal opportunities for women.

"Stacy Two Eagle, a single mother of four, graduated from the diesel program at Mitchell Technical College, demonstrating that women can succeed in male-dominated fields with perseverance and support."

"Stacy Two Eagle is an example of a woman succeeding in a male-dominated field, as she pursued her education at Mitchell Tech despite facing challenges such as finding housing and balancing family responsibilities."

Stacy Two Eagle is a woman who has succeeded in a male-dominated field as a heavy equipment operator and has also excelled in an academic setting.

"Stacy Two Eagle, a woman, has successfully graduated as a diesel mechanic, a male-dominated field, and now has various job opportunities across the country."

Irene Naliaka is an example of a woman succeeding in a male-dominated field, having worked as a professional driver for ten years and becoming proficient in her job, demonstrating that women can excel in traditionally male-dominated roles.

Companies can attract women construction workers by creating a more inclusive hiring process and work environment.

"Companies can attract women construction workers by creating an equal employment environment, providing paid training programs, and implementing measures that support work-life balance, such as shared labor costs for maternity leave and male child-rearing responsibilities."

Companies can attract women construction workers by creating a fair and equal employment environment, providing paid training programs, and offering incentives that promote gender equality.

Companies can attract women construction workers by offering paid training programs and creating an equal employment environment, which can help break down traditional gender barriers and provide opportunities for women to excel in male-dominated roles.

Companies can attract women construction workers by providing paid training and equal employment opportunities, helping to break down gender barriers in the industry.

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

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

Citybus attracts women by offering a family-friendly work environment and full-paid maternity leave, allowing them to balance work and family responsibilities.

Citybus attracts women by offering a family-friendly work environment and full-paid maternity leave, which can be a strategy for the construction industry to increase gender diversity.

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by creating a more inclusive and diverse work environment.

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by diversifying the workforce and providing role models for young girls.

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by breaking down traditional gender barriers and creating a more inclusive work environment.

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by breaking down traditional gender barriers and creating a more inclusive environment.

The ultimate goal of promoting gender equality in the construction industry is to increase female representation and achieve sustainable social development, which aligns with the objective of working towards substantive equality between men and women.

The percentage of truck drivers who are women is 7.9% as of 2021, indicating an increase from 4.9% in 1999.

"The truck driving industry has a low percentage of women, with less than 14 percent of professional drivers being women, and the construction industry also faces similar challenges in attracting female workers, highlighting the need for initiatives to increase gender equality and diversity."

Women can excel in male-dominated roles, such as construction and maritime, by possessing qualities like determination, adaptability, confidence, and perseverance, which enable them to break down traditional gender barriers and succeed in these industries.

"Women can excel in male-dominated roles by possessing confidence, perseverance, determination, and a strong mindset, as exemplified by Reresi's journey in mechanical engineering, which serves as an inspiration to many young women aspiring to enter STEM fields."

Women can excel in male-dominated roles by possessing qualities such as perseverance, confidence, determination, and a strong mindset, which enables them to challenge the status quo and succeed in industries like mechanics and construction.

Women can excel in male-dominated roles such as crane operating by possessing confidence, perseverance, determination, and the right mindset, which enables them to break down traditional gender barriers and succeed in the industry.

"Women can excel in male-dominated roles like construction by having confidence, perseverance, and a strong mindset, as demonstrated by examples of successful women in similar industries like waste management."

To attract women workers, companies can offer training programs, which will help break down traditional gender barriers and create a more diverse and inclusive work environment.

"Companies can attract women workers by offering training programs, which can help them develop new skills and advance in their careers."

Companies can attract women workers by offering training programs, making them feel welcome and included in the hiring process.

Companies can attract women workers by offering training programs, which can help break down traditional gender barriers in male-dominated industries.

Companies can attract women workers by offering training programs, which provides them with the necessary education and skills to excel in their roles.

"Offering higher pay can be an incentive for women to join construction companies, as certain specialties in the industry offer a stable income of 70 thousand and above."

Educational programs and vocational training can support women in construction, helping to break down traditional gender barriers and promote diversity in the industry.

Educational programs and vocational training can support women in construction by empowering them to pursue careers in male-dominated fields and providing them with the necessary skills and knowledge to excel.

Educational programs and vocational training, such as Suffolk's Career Start program, can support women in construction by providing them with the necessary skills and knowledge to succeed in the industry.

Initiatives such as educational programs and vocational training can support women in construction by providing them with the necessary skills and guidance to excel in the industry.

Educational programs and vocational training, such as the paid 10-week training program offered by GFL Environmental, can support women in construction by providing them with the necessary skills and experience to succeed in the industry.

Women can succeed in construction and maritime industries by fostering a culture of teamwork and collaboration, as seen in Reresi's experience in the mechanics sector, where her commitment to teamwork earned her respect and positioned her as a potential future leader.

"Women can succeed in construction and maritime industries by being part of a supportive team, as teamwork can help break down traditional gender barriers and promote diversity and inclusion."

Women can receive special grants for education in trades, making it easier for them to enter male-dominated industries such as automotive mechanics or construction.

"Companies can support women workers by implementing family-friendly policies, such as improving maternity leave policies, to create a more inclusive work environment."

Companies can support women workers by implementing policies such as improving maternity leave, which can help create a more friendly work environment and increase women's willingness to join and remain in the workforce.

Companies can support women workers by implementing policies such as improving maternity leave, which can help create a more equal employment environment and incentivize women to join and remain in the workforce.

"Companies can support women workers by implementing policies like improved maternity leave, subsidies for social insurance contributions, and extended maternity leave allowances, creating a more gender-equal employment environment."

Companies can support women workers by implementing policies such as improving maternity leave, which can help to create a fair employment environment and alleviate pressure on employment costs.

The construction industry can promote gender equality by implementing inclusive policies, challenging biases, and promoting awareness, as well as providing support for women in the workplace, such as improving maternity leave and implementing male parenting responsibilities.

Title:

Content: Health · Life
Members of the Committee on Women ’ s Issues Speak Out
Improving Joint Interviews Mechanism on Gender Discrimination in Employment
Jiang Ruojing
March 07, 2023 07: 58 Source: Beijing Youth Daily
Tomorrow is March 8 Women's Day, and at the annual national two sessions, women's related topics can always arouse a lively discussion of the deputies and members.
With the continuous development of China's economy and society, the status of women has been improved as never before.
In order to better protect the rights and interests of women and promote the development of women, the deputies brought their own thoughts and suggestions from the perspectives of women's rights and interests, marriage and child issues, and employment issues.
National People 's Congress deputy Luo Weihong
More substantive gender equality needs to be pursued in life
Recently, the North University female student dialogue Ueno thousand Tsuruko news on the hot search, causing all parties to heat up, which extends the problem of female marriage.
In an interview with the Beijing Youth Daily, Luo Weihong, a deputy to the National People's Congress (NPC) and deputy chairman of the Standing Committee of the Hangzhou Municipal People's Congress of Zhejiang Province, said that the choice of "unmarried" women should be respected, and the elderly single women should be included and cared for, rather than discriminated against.
Respect the unmarried choice of some women
On the attitude of some women who choose not to marry, Luo Weihong believes that they should show understanding and respect for their choice.
"At present, many women are more and more independent, they have their own career pursuit and value orientation, they can rely on their own strength to break out of a world, instead of having to rely on their husbands to achieve their own values."
When they have a successful career, or if the income is enough to support themselves, there may be some women's needs for the family and their attachment to men will be diluted, so they choose not to marry, which may be one of the results of a high degree of social development, I think this is understandable, to respect their choice. "
"However, from another perspective, if they choose not to marry, it may lead to a decline in the birth rate, insufficient labor force, and even affect the sustainable development of society to a certain extent."
The government can, on the basis of respecting its wishes, give appropriate guidance or use policies to encourage it to establish the concept of marriage and family, "Luo said.
Include and care for "single" girls
"Now some people like to use this word to describe some unmarried women, especially some girls in their thirties who are unmarried, often wear this hat, I think they should not be belittled."
Objectively, there are indeed some girls because of various reasons' single ', I think it can be divided into two situations, some are subjective choice not to marry, but also some may be objective reasons, there is the will to marry, but have not met the right person.
These two groups may have to be guided in different ways. "
Luo Weihong believes that it is necessary to grasp two key words - tolerance and care. "For this part of the 'single' girls, do not arbitrarily give them hats, but to accommodate them, and give care and care.
For those who are not willing to marry subjectively, they can appropriately use policy incentives and positive guidance on the basis of respecting each other; if they have not met the appropriate other half objectively, they can create opportunities and build a platform to help them find the other half.
Working towards substantive equality between men and women
Luo Weihong is also concerned that there is indeed discrimination against women in the workplace.
"Some people simply think that women are inferior to men, and this concept should be abandoned."
Some companies find that the other side is a woman of childbearing age when recruiting, worried that she will have children in the future to affect the work will not recruit, this objectively caused by the 'discrimination' of women, if it is from the perspective of the employer is understandable, but we must also think more ways to resolve this dilemma. "
In the actual visit, Luo Wehong heard a lot of appeals, such as some principals, kindergarten directors, hospital leaders said that they hope to allocate more units with more lesbians to alleviate the pressure on some female employees when they take maternity leave.
"Maternity should not be just a woman's thing, but need to mobilize all parties to support her, including allowing men to take paternity leave, establishing a maternity support fund, etc., to give women employees more units with appropriate compensation, ease their employment pressure, so that women employees can boldly give birth, so as to create a more friendly work environment and social environment for women."
"Although the Constitution provides for equality between men and women, there are still some inequalities between men and women in real life." Luo Weihong appealed. "On the one hand, women should stand on their own strength, self-respect and self-love, and use their own practical actions to prove themselves and live a wonderful life.
Text / This newspaper reporter Jiang Ruojing
Lin Yi, member of the CPPCC National Committee
Strengthening male parenting responsibilities can increase women ’ s willingness to bear children
Employers, as the main body of employment, play an important role in creating an equal employment environment.
Lin Yi, a member of the National Committee of the Chinese People's Political Consultative Conference (CPPCC), a member of the All-China Women's Federation (ACWF) party group, and a member of the secretariat of the ACWF, presented a proposal on adopting positive measures to encourage employers to create an equal employment environment for
Lin Yi suggested that efforts should be made to create an equal employment environment for women by implementing the newly revised law on women's rights and interests, improving the mechanism for reasonably sharing labor costs for maternity leave, implementing male child-rearing responsibilities, and commending employers who have made outstanding achievements in creating an equal employment environment for women and men.
Creating a gender-equal employment environment
Incentives are insufficient.
A survey of 1,043 enterprises in 29 provinces, autonomous regions and municipalities by the Women's Institute of the All-China Women's Federation in 2022 shows that since the implementation of the "three-child" maternity policy, 25.39% of male enterprises interviewed admit that there are only recruitment. In the case of male preference under the same conditions, 63.40 per cent of the 930 enterprises surveyed with female workers giving birth did not implement the policy of extending maternity leave.
At the same time, the survey found that 43.81 percent of the enterprises surveyed said that the cost of childbirth accounts for more than 0.5 percent of the total wage, 82.36 percent of the enterprises want to subsidize their social insurance contributions for the period of maternity leave (including extended maternity leave), 74.40 percent want to extend the maternity leave allowance to be paid by the basic medical insurance of employees, and 48.71 percent want to cut taxes appropriately for enterprises that year. The government is expected to give priority to procuring products or services from companies with a certain proportion of female employees.
Implementation of male child care responsibilities
Balancing gender differences in labour costs
In response to this situation, Lin Yi suggested that positive measures should be taken to encourage employers to create a gender-equal employment environment.
In particular, the first is to implement the newly revised Law on the Protection of Women's Rights and Interests.
The newly revised Law on the Protection of Women's Rights and Interests lays down key provisions on eliminating gender discrimination in employment, clarifying the situation of gender discrimination in employment, channels for relief and legal responsibilities.
It is recommended that the Ministry of Human Resources and Social Affairs promptly revise the "Regulations on Labor Security Supervision" and other supporting regulations and policies to include gender discrimination in employment in the scope of labor security supervision, and guide all localities to strengthen the supervision of gender discrimination in recruitment, admission, promotion, promotion, training and dismissal.
At the same time, improve the joint interview mechanism on gender discrimination in employment, conduct interviews with employers who infringe on women's labor and social security rights and interests, correct enterprises' illegal acts, and create a good environment for women's fair employment.
Second, improve the maternity leave employment costs reasonable sharing mechanism.
It is suggested that the financial and taxation departments strengthen research and give preferential policies such as tax relief or subsidies to enterprises with a large number of female workers, so as to alleviate the pressure on the employment costs of enterprises due to the increase in the number of female workers.
The third is the implementation of male parenting responsibilities.
The implementation of parental leave and paternity leave for men can balance the gender gap in the cost of maternity work and create an employment environment conducive to fair competition.
At the same time, it can also strengthen male child-rearing responsibilities and share the pressure of female child-rearing, which is conducive to improving female childbearing willingness.
Local population and family planning regulations generally set paternity leave and parental leave for men, which will help men to participate in childcare to some extent, but in reality, the proportion of male leave is not high.
It is recommended that the State take effective measures to ensure that men enjoy full parental leave.
The fourth is to commend employers who have made outstanding achievements in creating an environment of equal employment for men and women.
It is recommended that the departments of people's society, trade unions and other departments include the establishment of an annual report system on gender equality for male and female workers in employment, training, promotion, promotion and separation, and the creation of a gender-equal employment environment for women and men.
It is suggested that activities to find and select "socially responsible enterprises for equality between men and women" should be carried out, and enterprises with outstanding performance should be commended and publicized.
By this reporter Zhang Yuemao
Yuan Yaxiang, member of the CPPCC National Committee
Solving the problem of "glass ceiling" in the rising space of female science and technology talents
At present, women have great intellectual potential in science, technology, engineering, mathematics (STEM) and other fields, and are a key force in the development of scientific and technological innovation.
Fully tapping the potential of women to participate in scientific and technological innovation and stimulating the growth and vitality of female scientific and technological talents is an important guarantee for implementing the strategy of strengthening the country with talents and implementing the strategy of innovation-driven development.
Yuan Yaxiang, a member of the National Committee of the Chinese People's Political Consultative Conference (CPPCC) and vice-chairman of the China Association for Science and Technology (CAST), called on relevant departments to raise the awareness of gender equality in the field of science and technology in the process of policy formulation and implementation.
Women in science and technology are often underestimated.
Yuan Yaxiang said that although the work of female scientific and technological talents has gradually been recognized at more and more levels, there are still many problems in the actual implementation.
The ability of female scientific and technological talents is often underestimated, competition opportunities are still weak, the phenomenon of "leakage pipeline" is obvious, and the construction of talent echelon is weak.
In China's existing scientific and technological evaluation system, the proportion of women in academic committees and project review members at all levels is often extremely low or even zero, and in the decision-making level, the voice of women is almost annihilated.
Yuan Yaxiang said that the current situation of women leading scientific and technological talents and the serious lack of participation in high-level decision-making are worrying.
For example, the National Natural Science Foundation of China 1998-2022 outstanding youth fund projects 5022, of which women 521, accounting for 10.37%; 2016-2022 basic science center projects a total of 73, women only 3, accounting for 4.11%.
At present, the Chinese Academy of Sciences has a total of 830 academicians, of which only 57 are women, accounting for 6.87%.
The Presidium of the Chinese Academy of Sciences has 23 members, all of whom are men.
There are 39 members of the Presidium of the Faculty of Engineering of the Chinese Academy of Engineering, and only one woman.
Of the 21 members of the Council of the Royal Society, 11 are women, accounting for 52.38%; the leading bodies of the American Academy of Sciences (Officers and Councillors) have a total of 17, of which 10 are women, accounting for 58.82%.
Eliminate prejudice against women in scientific research.
In this regard, Yuan Yaxiang suggested that we should strengthen publicity, enhance the awareness of gender equality in science, and fully emphasize the key role of women in scientific and technological innovation.
At the same time, it is necessary to strengthen the correct guidance for women to engage in scientific research in their infancy and childhood, so as to attract more women to engage in scientific and technological innovation and eliminate prejudice against women in scientific research.
In terms of promoting the quota system, Yuan Yaxiang suggested that the minimum proportion of female scientific and technological talents should be stipulated in scientific and technological decision-making units such as academic committees, projects and talent evaluation teams at all levels.
Fully enhance the participation of female scientific and technological talents in the evaluation and decision-making of important matters, and effectively enhance the voice of women.
In scientific research institutions and scientific and technological community institutions, it provides a powerful platform for women scientific and technological workers to strengthen cooperation and "warm up".
Give skewed support during critical periods
"In the key period of women (reproductive period, lactation period, etc.) to give policy tilt support." Yuan Yaxiang suggested, increase the proportion of support for women from all sides, such as promotion of titles, project review, and awards.
Appropriate relaxation of all kinds of talent programs and projects with age restrictions for women.
To improve the participation of women in scientific and technological innovation, we must not only support outstanding female scientific and technological workers, but also support more female workers who are currently in the difficult stage of scientific and technological development, so as to provide the most important impetus for them to give full play to their scientific and technological initiative and innovation ability.
In addition, Yuan Yaxiang proposed to establish a mechanism for high-level female scientific and technological talents to stand out and solve the "glass ceiling" problem in the female rising space; formulate preferential policies to encourage female scientists to assume high-level and major types of project leaders; support and train more high-level female scientific and technological talents and reserve teams; actively recommend female scientific and technological workers to serve in domestic and foreign scientific and technological organizations; Percentage of science and technology workers selected.
By Liu Yilong, reporter of this newspaper
National People's Congress deputy Yang Miao-miao
Advances in automotive technology help increase the number of female bus drivers
As a newly elected deputy to the National People's Congress, Yang Miao Miao, a bus driver from Anhui's Bengbu Bus Group, has rooted in the frontline for 30 years, showing the charm of female drivers to the public with professional skills and smile services.
She told the Beiqing Daily reporter that the misunderstanding of "female drivers" in society should not exist, in fact, for the city bus driving, the advantage of female drivers may be greater.
There is a growing misunderstanding of female drivers.
In 2009, Bengbu bus group reform, in order to give full play to Yang Miao 's typical demonstration role, the company sorted and refined her work experience, forming a "seedling service standard" system. In 2011, Yang Miao as the representative of 40 The remaining elite drivers formed the "107 Miao Miao Line".
"'Miao Miao line' male and female drivers accounted for half," Yang Miao Miao said.
However, I do not know when to start, the society for female drivers this group of misunderstanding and stigmatization more and more serious, "a lot of people say brake, throttle, regardless of the front and rear are female drivers, in fact, men will appear similar situation." Yang Miaomiao said, we will naturally think that men are better at mechanical operation, but in her side, many women do this work is also very good.
At present, women drivers account for at least one-third of the bus drivers in Bengbu, and Yang Miao is proud and proud to see such a proportion.
There are many advantages for women driving public transport.
"Thirty years ago, I drove a two-car bus with a turntable in the middle, and the steering wheel of the old liberation gasoline car was heavy, and the turn was particularly laborious." Yang Miaomiao recalled that every turn in the past, she needed to take a deep breath, two hands one after the other, and the waist also followed the effort to hit the direction.
Now the pure electric car, no gear and clutch, the steering wheel has the help, greatly reducing their labor intensity, women driving the bus has become a lot easier.
More importantly, Yang Miao-Miao observed in his work that women have many advantages as bus drivers.
The city's public transport does not require fast speed, smooth and safe is the first place, in addition, the bus belongs to the service industry, women's minds are delicate, in addition to the advantages of smile service, in the face of passengers' complaints and uncivilized behavior, the patience of female drivers is also higher.
Yang Miao-miao also observed that when urban roads are congested, many male drivers with a temper will commit "road rage", and the probability of such a situation among female drivers is relatively small. "In short, we girls do not give up their eyebrows." Yang Miao-miao laughed.
Male drivers should be included in special jobs
"At present, the legal retirement age for bus drivers is 60 years old for men and 50 years old for women."
In fact, after the male enters the age of 50, physical strength and eyesight will decline, so it is not suitable for the driver's work, it is necessary to change jobs.
"We hope to include male bus drivers in special jobs so that they can retire early," he said.
Author / reporter Wang Jingyi
This edition of the Coordinator / Xu Feng Lin Yan
(Editor: Sun Hongli, Yang Di)
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Title:

Content: Careers

Female transit trucker on navigating gender hurdles

Industries traditionally dominated by men are making meaningful efforts to attract more women to their workforces. But just how do they get the balance right?

It’s a concern Irene Naliaka, now in her tenth year as a professional driver working with Sahara Motors, wrestles with.

They transport imported vehicles from the Mombasa Port to Kampala, Uganda.

Her interest in driving led her to seek a job in the field.

"I was desperate for a job and I had to question myself as to what I could do comfortably. I had tried my hand on a lot of things, but then driving earned it."

Women can assume roles in male-dominated areas. But the reality of being a woman only hit Ms Naliaka when she started working.

"Driving for me is a hobby, so it never seemed strange when I took up the work offer. However, I was the only woman on the team but they made it easy for me to blend in."

Ms Naliaka says she has become better at the work with time.

"I am looking forward to driving even harder machines, such as the top loader operators,'' she says.

Her first trip was not easy. ''It was a decision that I had made and I knew that I wanted to drive, but I was not ready for it to be honest. I remember when one of my sisters asked me if I was normal and that I should look for a different job,'' she says.

Read: The future of women at work

As a mother of four with a nine-month-old baby, it was hard for her.

"On my first assignment, I turned up with my baby, I had my son's bag and my bag. My employer thought it was a joke that I was travelling with a little baby, but then I didn't have anyone to look after him and I needed to get the job done," she says

Ms Naliaka's first trip to Kampala took more than 24 hours, whereas drivers are expected to reach Kampala in 16 hours. Many working mothers struggle with the challenges of getting ahead in their careers and the guilt of not being home all the time.

How will I manage to be part of my children's life? Will my absence be worth it? How will I explain to them that I have to be away? These were the questions that stalked Ms Naliaka.

She talks of restraining her duties as a mother and trying to find balance. Mostly, Ms Naliaka would be on the road for four days and get three days to be home and vice versa if the cycle changed.

Before her travel, she says, "I have to make sure I sleep well because our highways can be very terrible. I wake up as early as 5 am so that I talk to my little boys and see them off for school by 6 am."

"I then prepare and leave the house at 8 am because I need to be at the car pickup point by 10 am to manage the clearance process and be ready to leave at around 3 pm. We leave Mombasa in a convoy, which means we have to journey as a team to Kampala,’’ she adds

According to Ms Naliaka, the power of choosing to be a working mom cannot be underestimated. She has to deal with being a fatigued parent though it gets better with time.

How did she find her voice?

"At the beginning of 2013, my husband was involved in a serious car accident, he lost two spinal discs, the L5 and thorax 7 and that left him immobilised. Two years after the accident, I had to find something to do as his medication took most of my savings. So I had to put food on the table and make sure he got his medication. My husband had his reservations at first, but these were his words, 'I know you are a strong woman, you can do it, but this is too hard'," Ms Naliaka says.

She continues, " It was not easy, we had fights in between because of the long absence, but in the end, it worked after he saw that I could do it. At the moment he is slowly regaining his mobility."

Her husband is a maths teacher.

Does she have moments when she feels like she should take a seat back from the industry?

"Yes. When I started, the migration process was a thorn in the flesh situation. I used to waste hours to be cleared and that interfered with my travel back home. But I came to make terms with the slow clearance," she says.

It also meant pacing herself because work and mothering need to be done.

Irene Naliaka poses for a photo on March 04, 2024 at Nation Centre building in Nairobi. PHOTO | BILLY OGADA | NMG

Challenges

"The roads are never the same, the weather keeps changing every time," she says.

"In the Rift Valley, we sometimes get hailstorms just out of nowhere. That's when professionalism comes in, you slow down, use the lights to indicate because you've got to manage your space, use the heater to heat the car and the windscreen to clear the precipitation. There was a time when I couldn't do it because it was too intense, so I'd just pulled over to the roadside and wait for the storm to clear,’’ she adds.

She has also encountered her fair share of ruthless truck drivers.

''Women are naturally wired to be soft, in some cases, you might be driving and enjoying your moment and a truck honks carelessly and it might frighten you to lose track.''

Ms Naliaka also recounts how unfair the male-dominated industry might be for women.

"Men feel we are fighting for their position. From my experience and the type of work I do, men don't want women on the roads. There was a time when a boss told a short lady that she could not drive, but there are short men on the job too," she points out.

Read: What women leaders sacrifice to 'have it all'

As women continue to break through the glass ceiling and navigate their way in the workplace, Ms Naliaka is proud to have had only one accident in 10 years.

"You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through. If it's a 'no, stand firm, if you can't manage it, just speak up. It's always good to ask," she says.

[email protected]

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

The construction industry can promote gender equality by challenging biases, implementing inclusive policies, and changing its image to appeal to women, ultimately breaking down traditional barriers and allowing women to excel in male-dominated roles.

Title:

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

The construction industry can promote gender equality by addressing systemic issues, challenging biases, and providing equal opportunities for women.

Title:

Content: Women severely underrepresented in construction, but that’s changing

What you need to know:

  • In nearly every construction site I encounter, the workforce is overwhelmingly male.
  • The term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

Across the country, construction sites are a hive of activity, with the government’s ambitious affordable housing project leading the charge. Whenever I pass through these bustling sites, I can’t help but notice the workers clad in overalls, their faces dusted with cement powder as they push wheelbarrows brimming with mortar. Amidst this flurry of activity, one figure stands out – the foreman, barking instructions and overseeing the skilled artisans, or fundis, as they are commonly known.

Interestingly, in nearly every construction site I encounter, the workforce is overwhelmingly male. Rarely do I spot a woman among the fundis, save for the occasional food vendor. Historically, the construction industry has been a predominantly male bastion, a fact reflected in the terminology we use – the term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

While the underrepresentation of women in this field is a global issue, the challenges faced by women in this industry are particularly pronounced in Africa. This gender imbalance reflects a deeper, systemic issue within the construction sector. For too long, this industry has been perceived as a ‘man’s playground’, with women often relegated to peripheral roles or excluded entirely. The reasons for this disparity are multifaceted, ranging from societal norms and gender stereotypes, to a lack of equal opportunities and support systems for women seeking careers in this field.

Limited access to education and training opportunities, particularly in Stem fields, hinders women’s preparedness for technical roles. Furthermore, societal expectations and domestic responsibilities frequently clash with the demanding nature of construction work, making it difficult for women to balance their professional and personal lives. This gender imbalance not only perpetuates inequality but also deprives the industry of the valuable contributions and perspectives that women can bring to the table. However, times are changing, and more women are breaking into the industry, driven by their passion, determination, and desire to contribute to community development. Despite obstacles such as teenage pregnancies, early marriages, and societal pressures, many carved out their place in this male-dominated field.

Their stories are a testament to the power of perseverance and an unwavering commitment to pursuing their dreams. From the high school dropout who found her calling on a construction site, to the young mother who juggled parenting responsibilities while mastering the art of bricklaying, these women have shattered stereotypes and proved that no challenge is too great when met with an indomitable spirit. Through their journeys, they have not only acquired valuable skills and experience but have also become beacons of inspiration for others.

This week, we celebrate these trailblazers, exploring their unique paths and the lessons they have learned along the way. Their stories offer a candid glimpse into the challenges and triumphs that have shaped their lives, from navigating male-dominated workplaces to balancing family responsibilities with demanding careers. As we strive to create a more inclusive and equitable society, it is imperative that we challenge the deeply ingrained biases and stereotypes that have traditionally kept women on the sidelines of the construction industry.

The government can play a pivotal role by implementing initiatives that support and empower women in this field, including investing in educational programmes, vocational training, mentorship opportunities, and inclusive policies that promote gender equality and non-discrimination. This way, we can empower a new generation of women to take their rightful place alongside their male counterparts, ushering in an era of diversity and excellence in this vital sector.

Empowering women in the construction industry can have far-reaching benefits, contributing to the overall advancement of gender equality and sustainable development in the country.

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

commit to gender equality in hiring practices

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

"Stacy Two Eagle, a single mother of four, graduated from the diesel program at Mitchell Technical College, demonstrating that women can succeed in male-dominated fields with perseverance and support."

Title:

Content: Mitchell Technical College's Stacy Two Eagle celebrates graduation from diesel program

May 10—MITCHELL — There was a time not that long ago when Stacy Two Eagle was feeling overwhelmed.

As a single mother of four enrolled in the diesel program at Mitchell Technical College, she was facing pressure from all sides. With children ranging in age from 16 years old to 7 years old in the Mitchell School District and a challenging school program at Mitchell Tech to navigate herself, she wasn't sure if she could hold on and complete her studies.

"I know once or twice in the beginning of the second year I was talking to my oldest son. What if we just pack up and go back? Because this is hard," Two Eagle told the Mitchell Republic in a recent interview. "Figuring out money (was difficult). Figuring out school clothes. Figuring out whatever. I did one year, it will be OK."

The doubt was real, but it was then gone in a flash.

"We were both sitting there, and it was, 'No, we're going to finish.' Because there's always going to be something in your way. You just have to be determined and know what you want and figure out how to get it," Two Eagle said.

Two Eagle was determined, and she knew what she wanted. She had come from Two Strike, South Dakota, on the Rosebud Indian Reservation to obtain a degree in diesel technology, hopefully leading to a new career and a bigger and better world for her and her kids.

She completed that task Friday when she crossed the stage at the Corn Palace to receive her associates degree.

It was a big moment for Two Eagle, who had attended Black Hills State University out of high school, where she studied subjects like chemistry and early childhood education. But like many freshmen, she lacked focus and jumped from one discipline to another looking for a good fit. She changed her major several times, but never finished school.

At age 24 she had her first child and her life was changed forever. Following a divorce, she continued to raise her four kids and support them. Eventually, she found herself working with a construction crew, where she learned how to operate heavy machinery like loaders and scrapers. It was after she had gained some proficiency on the equipment that she decided to return to the academic world.

She learned about the diesel technology program at Mitchell Tech through research on the internet. It sounded intriguing, and the program boasted a 100% employment placement rate for students following graduation.

"I started wanting to know more about the equipment and what makes it run and how I could learn more," Two Eagle said. "I just started searching for places that had a diesel program, and Mitchell Tech was the one that came up. And then I was looking at the employability after school, and that's what intrigued me."

She would return to school as a non-traditional student, defined as students over the age of 21. According to Mitchell Tech, 12% of 922 students classified under on-campus enrollment are non-traditional.

It was a new opportunity for Two Eagle, who admits she was nervous about the challenges ahead but soon jumped on board.

Two Eagle enrolled at Mitchell Tech in 2022, and for a time during her first year she was unable to find a good housing option. So she left her kids in the care of family members back home and lived out of a hotel in Mitchell during the week. When the week was over, she headed back to Two Strike where she would reunite with her children for a couple of days before returning to Mitchell the next week to continue her studies.

She multitasked to keep up, combining tasks like studying with watching her son's football games.

Eventually she found a housing option in Mitchell that would allow her and her kids to be together under one roof. The kids — sons Morrigan, Gideon and Milo and daughter Grace, now ages 16, 13, 11 and 7, respectively — were enrolled in the Mitchell School District, and Two Eagle continued with her studies at Mitchell Tech. Their situation was improving, even if it was still a big life change for everybody.

"I was driving back and forth for a while until I found a place. So it was hard. Very hard in the beginning," Two Eagle said. "And it was hard because we were used to wide open spaces and were used to family being right over the hill, so it's different. It's an adjustment."

Despite the differences, Mitchell afforded opportunities they wouldn't have had back home. There were expanded opportunities for the kids in the school district, and far less hours spent on the road driving back and forth.

As the kids dived in and embraced their new school district, Two Eagle did likewise with her work at Mitchell Tech. While a keen study of subjects, the diesel program provided plenty of challenges for her, though she credits instructors like Joel Rassel and the hands-on learning nature of the program itself with helping her stay the course.

The courses were engaging, and in some cases fun. When students were allowed to bring in personal repair projects during her second year, she brought in her dad's old 1996 Ford diesel pickup to see if she could get it running again. It had performed recent duty back home as a "lawn ornament," according to Two Eagle.

After diagnosing the problem, a part was ordered and installed by Two Eagle. The truck has since roared back to life, and her dad, who has overcome medical challenges recently, was expected to see it running when he arrived in Mitchell to attend Two Eagle's graduation Friday. Other family members have asked for video of the truck starting up through their online group chat.

Two Eagle was used to working in a male-dominated field from her experience as a heavy equipment operator, but it was important to show her kids that she could perform just as well as the men in an academic setting, as well. She found support in the program despite being a woman and a little older than the traditional students, most of whom were just out of high school.

"I felt like I had to show my daughter how it can be done, because I'm entering a mainly male field. That's (also) how it was when I was operating heavy equipment," Two Eagle said. "Even as an operator, you face some pushback from the men because they don't think you can do everything that they can. I had to show my daughter that women can do anything men can do."

As her second year at Mitchell Tech inched closer to conclusion, she began to see the light at the end of the tunnel. Her goal was in reach, and after several attempts that came up short in the past, graduation was suddenly right around the corner.

It was a big moment for her. She was proud to finish the program for herself, but even more so for her children. A better job means better pay and better opportunities for her kids, and showing her daughter that a woman could succeed in a field traditionally dominated by men was important as well.

Her emotions bubble to the surface thinking about their journey — the drives and long nights, the studying, the time management, the tests and family health issues all added to a weight on her shoulders. The budding diesel mechanic even had to deal with personal vehicle breakdowns. Her kids had sacrificed for Two Eagle's goals, as well, uprooting to a new town hours away from their friends and family and navigating the halls of a new school system.

But they all made it work, Two Eagle said, and that made her graduation as much a celebration of them as it is of her.

"I wasn't going to uproot my kids and take them away from their grandparents for nothing. We have to finish. I'm taking them all out of school (Friday) so they can help me get ready (for graduation). This is their degree more than it's mine," Two Eagle said, her voice cracking.

With graduation complete, Two Eagle has options she did not have before. Diesel mechanics are in demand across the country, which gives her a chance to find work practically anywhere.

For the moment, however, she wants to celebrate the achievement with her friends and family.

Following graduation on Friday, Two Eagle and family were expected to head home and reconnect with friends and loved ones. A bonfire is planned, great for roasting hot dogs and smores. The four kids still have a week left of school left in Mitchell, so they'll come back to wrap up the school year, but after that Two Eagle will ponder her choices. It will even make for a memorable Mother's Day, which is Sunday, May 12.

She doesn't rule out an eventual return to Mitchell. The family has grown fond of the community over the last two years, treating it as somewhat of a home away from home. And the Mitchell Tech campus could even host another member of the family in the future, with her oldest son interested in welding.

Knowing the support she received there and the affordability of the program compared to some of her past educational ventures, she has experienced firsthand the benefits of studying there.

"I told him, if you come back you won't feel homesick. It will feel familiar to you and you'll be able to finish. I think that's what gets a lot of kids when they first get to school. They get homesick and miss their family, but at least here they'll have some memories," Two Eagle said.

But those are decisions for down the road. For now, the goal is to celebrate and relish the doors that have been opened to her and her future. Through all the long nights of driving and studying, balancing the schedules of an entire household of people going to school all the while dealing with unexpected challenges that life can throw, she finally did it.

She finished.

"I can't even verbalize how excited I am. I honestly thought I would give up at some point because of how hard it was. There were so many struggles," Two Eagle said. "(But) there's always going to be something in your way, so the only thing you can do is to do it."

"Stacy Two Eagle is an example of a woman succeeding in a male-dominated field, as she pursued her education at Mitchell Tech despite facing challenges such as finding housing and balancing family responsibilities."

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

being able to combine work and family
being able to support their families

Stacy Two Eagle is a woman who has succeeded in a male-dominated field as a heavy equipment operator and has also excelled in an academic setting.

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

"Stacy Two Eagle, a woman, has successfully graduated as a diesel mechanic, a male-dominated field, and now has various job opportunities across the country."

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?

Irene Naliaka is an example of a woman succeeding in a male-dominated field, having worked as a professional driver for ten years and becoming proficient in her job, demonstrating that women can excel in traditionally male-dominated roles.

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

Companies can attract women construction workers by creating a more inclusive hiring process and 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.

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

commit to gender equality in hiring practices

"Companies can attract women construction workers by creating an equal employment environment, providing paid training programs, and implementing measures that support work-life balance, such as shared labor costs for maternity leave and male child-rearing responsibilities."

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

create training and apprenticeship programs

commit to gender equality in hiring practices

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

Companies can attract women construction workers by creating a fair and equal employment environment, providing paid training programs, and offering incentives that promote 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 construction workers by offering paid training programs and creating an equal employment environment, which can help break down traditional gender barriers and provide opportunities for women to excel in male-dominated roles.

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 construction workers by providing paid training and equal employment opportunities, helping to break down gender barriers in the industry.

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

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

create training and apprenticeship programs

commit to gender equality in hiring practices

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

Title:

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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All rights reserved © Lebanon24
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The training period for female train drivers in Saudi Arabia is one year.

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 attracts women by offering a family-friendly work environment and full-paid maternity leave, allowing them to balance work and family responsibilities.

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.

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

Citybus attracts women by offering a family-friendly work environment and full-paid maternity leave, which can be a strategy for the construction industry to increase gender diversity.

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

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by creating a more inclusive and diverse work environment.

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Content: Advertisment

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
Updated On
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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?

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by diversifying the workforce and providing role models for young girls.

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?

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by breaking down traditional gender barriers and creating a more inclusive work environment.

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by breaking down traditional gender barriers and creating a more inclusive environment.

Title:

Content: Local Local Focus
Strengthen the power supply in the ground line and stabilize the power of Taiwan Electric Power's Yunlin District.
▲ The distribution of Yunlin District 64 students a total of 19, including 1 female student Liang Ya-ting. (Photo by reporter Cai Peimin)
Journalist Tsai Pei-min / reporting from Yunlin
In recent years, Taiwan Power has vigorously recruited new and external technical personnel, and given sufficient education and training, in order to fill the manpower vacancy in advance, so that the replacement of old power distribution equipment can be carried out smoothly according to the progress.
The distribution of Yunlin District 64 students a total of 19 including 1 female student Liang Yating, with the advent of the female power era, to maintain the distribution line in Yunlin District power supply stability, will no longer be the monopoly of boys, Taipower women can also not let eyebrows.
Yunlin County area is located on the southern shore of the Tuoshui River and adjacent to the Taiwan Strait, the power distribution equipment has been eroded by salt dust for many years, plus the strong northeast monsoon from October to March each year, and the aging speed of the power distribution equipment has been relatively accelerated.
In recent years, due to the impact of the ebb tide in the workplace, the external personnel of Taiwan Power Company have retired or aged, and the skills of some jobs have gradually broken down.
In view of this, in recent years, Taiwan Power has vigorously recruited new foreign technical personnel and given sufficient education and training.
▲ The district office arranges for new trainees to work on the site, so that the trainees can understand the future work environment.
(Photo by reporter Cai Pei-min)
Hsu Yi-niu, director of the Yunlin District Office of the Taiwan Power Company, says that the district office has arranged for new trainees to work on the site, so that the trainees can understand the future work environment in advance. Become a qualified engineer.
Yunlin District No. 64 female student Liang Ya-ting before entering Taiwan Power Company, engaged in the work of Taiwan Power outsourced human computer data processor. In order to help Ya-ting, the District Office specially arranged three students to join the pole work. These three are the line class Jiang Shu-Lin, Cai Wan-Xu, and construction class Gao Jiajun. He learned how to climb a pole and pull a wire before he could become an official engineer of the Taiwan Electric Power Company.
Taiwan Power Company Yunlin District Office pointed out that the general cognitive external maintenance work is more suitable for "boys", the same is to climb the pole to reach for things, boys have a height advantage, but the smaller body of girls, it must spend more strength and pace than others, in order to achieve the same results.
But the advantage of girls is careful, in a team, a lot of tasks need to be completed by people, some people have strength, but like girls are more careful, will notice more details to complete the work more smoothly.
▲ 64 female student Liang Ya-ting did not enter Taipower before entering the test, engaged in the work of Taipower outsourced human computer data processor.
(Photo by reporter Cai Pei-min)
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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?

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

The ultimate goal of promoting gender equality in the construction industry is to increase female representation and achieve sustainable social development, which aligns with the objective of working towards substantive equality between men and women.

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

commit to gender equality in hiring practices

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

The percentage of truck drivers who are women is 7.9% as of 2021, indicating an increase from 4.9% in 1999.

Title:

Content: My channel
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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 truck driving industry has a low percentage of women, with less than 14 percent of professional drivers being women, and the construction industry also faces similar challenges in attracting female workers, highlighting the need for initiatives to increase gender equality and diversity."

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, such as construction and maritime, by possessing qualities like determination, adaptability, confidence, and perseverance, which enable them to break down traditional gender barriers and succeed in these industries.

"Women can excel in male-dominated roles by possessing confidence, perseverance, determination, and a strong mindset, as exemplified by Reresi's journey in mechanical engineering, which serves as an inspiration to many young women aspiring to enter STEM fields."

Women can excel in male-dominated roles by possessing qualities such as perseverance, confidence, determination, and a strong mindset, which enables them to challenge the status quo and succeed in industries like mechanics and construction.

Women can excel in male-dominated roles such as crane operating by possessing confidence, perseverance, determination, and the right mindset, which enables them to break down traditional gender barriers and succeed in the industry.

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

"Women can excel in male-dominated roles like construction by having confidence, perseverance, and a strong mindset, as demonstrated by examples of successful women in similar industries like waste management."

To attract women workers, companies can offer training programs, which will help break down traditional gender barriers and create a more diverse and inclusive work environment.

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 offering training programs, which can help them develop new skills and advance in their careers."

Title:

Content: Society
601
51 minutes ago
Blondes, for the ruble!
Lipchanka retrained through the employment center for a labor specialty and began to earn 2.5 times more.
Fragile blonde journalist GOROD48 met in the entrance of a recently commissioned new building on Stakhanov Street.
She, wearing huge rubber gloves, something “chemically ” in the cabinet with electricity meters.
I must say, the spectacle is unusual: more often in electrical cabinets you can meet brutal men.
But, it turns out, the profession of electrician has long ceased to be exclusively male.
Thanks to modern technology, it is also possessed by women.
Our heroine Elena Pushilina recently stood behind the counter, but a covid came, restrictions began, and the mother of three children thought about changing her profession.
I wanted to find myself in the beauty industry.
I was thinking of different options and then I got a call from the employment center.
They just asked, “How are you?
Do you need assistance in finding another job? ” recalls Elena, who soon after the call went to the employment center for a consultation.
Testing revealed Elena's technical inclinations.
She herself says that she studied at a technical school for an electrician.
But then the choice of profession was not conscious, and she never worked in the specialty.
In the center of employment from a whole range of proposed professions chose this one - electrician.
Elena was trained, and she was offered a vacancy in the company "Noviten".
So slender blonde dressed in blue overalls and began to service electricity meters.
- Of course, compared to the previous work, the current one is the earth and the sky.
No, I loved my previous job very much, I liked to communicate with people, and I was a sales assistant in the clothing department, to be among the beautiful goods.
But, as it turned out, such a profession is vulnerable in difficult times.
I ’ ll tell you right away that I won a very decent salary – two and a half times!
And you know how the private sector works.
Work on weekends, or in general at an unexpected time, when one of the other sellers did not come out.
Vacation is also a problem.
A lot of cons.
And a lot of advantages when you work in a large company, even in the usual specialty.
Always on time, and with bonuses!
Vacation on time.
Children in camps.
Yes, there is also the possibility, if desired, to work.
I mean, at work.
For example, go out on a weekend, for double pay.
A completely different life has begun.
I already call everyone I know to work.
After communicating with Elena, we decided to talk about employment directly with those who are professionally engaged in this, and discovered a lot of new things.
First, the old Soviet stereotype of the “Labor Exchange ” with a gray corridor and sheets of paper on the walls, which listed the lowest paid vacancies, the same for years.
The Employment Center now shares one huge room with the My Documents office.
It ’ s called “My Job. ”
It is a modern, fully computerized space.
The case of Elena Pushilina is well remembered here.
But not because it is unique, no, she is not the only one, Elena remembered precisely by the fact that a young woman came, who also turned out to be an athlete - a master of martial arts, and was going to retrain as an electrician.
The conversation with the head of the employment center Maria Maslakova, we began with the problem of age discrimination when applying for a job.
- Until recently, graduates of universities and people aged 40-50 years could hardly find a decent job.
Now times have changed, employers have completely revised the attitude towards pre-retirees and graduates.
The employer is ready to take a person who wants to earn and perform tasks.
Moreover, pre-pensioners can undergo retraining through the employment center, ” says Maria Maslakova.
As for the labor market, now in the Lipetsk region the situation is as follows: we have more than 15 thousand vacancies and about 2500 registered unemployed.
- The applicant now needs to make a minimum of effort to find a job, - said Maria Maslakova.
- The only difficulty that the applicant may face: his qualifications will not coincide with the one that employers need.
But we have developed a whole range of measures, with the help of which we reorient applicants from unclaimed specialties to demanded ones.
Of course, the desire of the job seeker is important here, but our specialists have developed a special script, thanks to which they direct applicants to the needs of the employer.
If a girl wants to work as a manicure master, she will be told that there are a lot of manicure masters now, this market is crowded, and they will offer to retrain for another specialty.
— What specialties are the most popular, and what profession can be mastered in your employment center by the same girls who dream of becoming masters of manicure?
— As in the case of Elena, these are the specialties of an electrician, seamstresses and cooks, tractor drivers, forklift drivers are in demand.
A lot of bus drivers are required, and it is women.
These specialties with a stable income of 70 thousand and above.
We need turners, locksmiths, millers, drivers, tractor drivers.
The Employment Center is a proactive and creative organization.
Often, state headhunters work ahead of time.
If a company suddenly finds itself in a difficult situation, they already offer employees who are at risk of dismissal to retrain in advance.
And soon in Lipetsk will appear, we can say a unique place for young people.
— The Youth Career Center will soon open in Studgorodok.
It is a trajectory building center for employment service clients from 14 to 35 years old.
It implies early career guidance, assistance in choosing a profession, various trainings, courses, seminars, work with a talent manager of the employment service (talentology is a technique that allows a person to take a fresh look at his own talents or discover hidden abilities), a psychologist.
The center will offer assistance in employment, and in the opening of their own business.
It will host Career Days for students, meetings with employers.
There will be a women ’ s club – a project that we are launching for women coming out of the decree, and women with children.
Maria Maslakova advises Lipchany, left without work or thinking about dismissal, immediately go to the employment center, where they will definitely meet with the right employer.
— Every week we hold Career Days, where there is always an interesting employer.
And we launched another very important project this year – “There is work ”, aimed at informing residents of the region about large employers who need qualified specialists.
In the format of talk shows on local television and radio, employers and specialists of the employment service answer questions, “sell ” popular vacancies.
Those who have already found a job talk about their experience.
By the way, Elena Pushilina, with whom you met, also participated in such an air.
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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 offering training programs, making them feel welcome and included in the hiring process.

Title:

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

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 offering training programs, which can help break down traditional gender barriers in male-dominated industries.

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 offering training programs, which provides them with the necessary education and skills to excel in their roles.

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

create training and apprenticeship programs

"Offering higher pay can be an incentive for women to join construction companies, as certain specialties in the industry offer a stable income of 70 thousand and above."

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?

Educational programs and vocational training can support women in construction, helping to break down traditional gender barriers and promote diversity in 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 are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

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

inclusive policies
educational programs
vocational training

Educational programs and vocational training can support women in construction by empowering them to pursue careers in male-dominated fields and providing them with the necessary skills and knowledge to excel.

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

create training and apprenticeship programs

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

educational programs
vocational training

Educational programs and vocational training, such as Suffolk's Career Start program, can support women in construction by providing them with the necessary skills and knowledge to succeed in the industry.

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

create training and apprenticeship programs

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

educational programs
vocational training

Initiatives such as educational programs and vocational training can support women in construction by providing them with the necessary skills and guidance to excel in the industry.

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

create training and apprenticeship programs

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

educational programs
vocational training

Educational programs and vocational training, such as the paid 10-week training program offered by GFL Environmental, can support women in construction by providing them with the necessary skills and experience to succeed in the industry.

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

create training and apprenticeship programs

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

educational programs
vocational training

Women can succeed in construction and maritime industries by fostering a culture of teamwork and collaboration, as seen in Reresi's experience in the mechanics sector, where her commitment to teamwork earned her respect and positioned her as a potential future leader.

"Women can succeed in construction and maritime industries by being part of a supportive team, as teamwork can help break down traditional gender barriers and promote diversity and inclusion."

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?

Women can receive special grants for education in trades, making it easier for them to enter male-dominated industries such as automotive mechanics or construction.

Title:

Content: Women Professionals In The Automotive Industry

For the most part, the world of automotive careers remains dominated by men, but there are plenty of opportunities for women as well as reasons why the automotive field is a good place for women to be. Some sectors of the field are majority women, but even outside this range, cars could simply use more females in the garage, the saleroom floor and behind the wheel.

Dispatcher jobs are one of the few places currently dominated by women. Perhaps because switchboard and telephone operators have historically been women or because of a tendency for women to be pushed into social, customer service or people-focused jobs, its not uncommon for dispatcher courses to be full of women.

If women can dispatch vehicles, they can certainly drive them. There is no reason for truck driving or even sitting behind the wheel of a limo to be a male dominated field other than custom. Critics of females in roles like taxi driver point to the risks inherent in working at all hours with strangers, but women already do that in a plethora of jobs from healthcare to food service. Additionally, for women who worry about safety, a female cab driver may even be seen as a positive thing.

On the other hand, cars have increasingly, at least from an owners side, stopped being a male world. The majority of car owners are now women by a small margin, mostly necessitated by the fact that women as well as men work and require transportation. For many purposes male and female car needs are equivalent, though female car buyers favour smaller and more fuel efficient models.

One of the challenges faced by female car buyers is the occasionally accurate perception that they are not taken as seriously and with car prices being partially negotiable, face higher car prices than men. For women looking for an auto career this presents an easy opportunity to go into sales. Since the field is currently male dominated, female auto sales college grads can sell themselves as the more women friendly option to what will be over fifty percent of their client base.

Additionally, garages are starting to open up to women. Long labeled the bastion of he-man misogyny, no professional garage resembled the chauvinistic stereotype anymore. As with the sales floor, female car owners still need to get their cars serviced and sometimes feel like theyre not sure if they can trust their technician. Automotive mechanic training it open to anyone any you may even be able to get special grants for females in trades to help fund your education.

Regardless of what you pick, if youre a woman, theres never been a better time than now to enter the field.

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

inclusive policies
educational programs
vocational training

"Companies can support women workers by implementing family-friendly policies, such as improving maternity leave policies, to create a more inclusive work environment."

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

Companies can support women workers by implementing policies such as improving maternity leave, which can help create a more friendly work environment and increase women's willingness to join and remain in the workforce.

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

Companies can support women workers by implementing policies such as improving maternity leave, which can help create a more equal employment environment and incentivize women to join and remain in the workforce.

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

"Companies can support women workers by implementing policies like improved maternity leave, subsidies for social insurance contributions, and extended maternity leave allowances, creating a more gender-equal employment environment."

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

Companies can support women workers by implementing policies such as improving maternity leave, which can help to create a fair employment environment and alleviate pressure on employment costs.