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.

"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."

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

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.

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.

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

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.

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.

"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.

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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"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."

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

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Content: Women Breaking Barriers in Waste Management

A quiet but significant revolution is underway in the gritty world of skip hire and waste management, where heavy machinery and hard hats have long been synonymous with the male workforce. Women are securing roles traditionally dominated by men, reshaping the landscape of the waste management industry.

Gender diversity in waste management industries like skip-hire has long been a challenge. Data has shed light on the underrepresentation of women in specialist roles and, industry surveys report that women constitute only 24% of the total waste management workforce in the US.

Historically, we can trace the reason for this gap back to several factors. One significant reason has been the physical nature of the work, often involving heavy lifting, manual labour, and the operation of machinery. These physical demands led to misconceptions that the field was better suited for men. Gender stereotypes have played a significant role, perpetuating the idea that women do not have the necessary skills or interest in waste management.

The United Nations Environment Program (UNEP) has invested extensively in research on the role of gender in waste management. They have deemed it critical to recognise the importance of promoting gender diversity in traditionally male-dominated fields such as skip hire, from gender diversity bringing a wealth of benefits such as providing diverse perspectives to addressing labour shortages that the industry faces.

However, the benefits of promoting gender diversity in the waste management sector aren’t exclusive to women; they extend to their employers as well. According to a recent report by FP Analytics, “Women as Levers of Change,”, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts. These include heightened competitiveness, increased profitability, and a stronger commitment to environmental responsibility.

Women Breaking Barriers in Waste Management

As attitudes shift towards viewing “waste as a resource”, and the industry pivots away from landfilling towards waste prevention and circular economy principles, more women are discovering the sector as an appealing career choice. From skip truck drivers navigating city streets with finesse to women managing recycling, waste management and skip-hire companies and advocating for diversity, their contributions are reshaping the industry’s future.

Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company (PMC) exemplifies a woman taking a leadership role in the waste management sector. PMC, a state-of-the-art processing plant situated in Delfzijl, the Netherlands, specialises in recycling hazardous steel scrap into premium raw material:

“The idea to recycle asbestos-contaminated steel was born 10 years ago.” Overcoming countless obstacles, including securing €70 million in funding and hiring 30 employees, PMC has finally reached fruition. “It was a long journey, with some saying it was impossible, but we stayed strong and built a solid business case.”

Another example of women leading the way in waste management is Maria Willshee, a founding Director of Willshees, a Midlands-based waste and recycling business. Recognised as a Top 200 UK women-powered business by global private bank J. P. Morgan, Willshee’s secured the 59th position in its annual UK Women-Powered Business Report.

And recognised in last year’s list were sisters Heather Gould and Hilary Hart, principal owners of waste management specialist CSG. Based in Fareham, their four daughters also work as part of the business, while half of its eight directors are women.

Women like Nathalie van de Poel,  Maria Willshee, Heather Gould and Hilary Hart aren’t only contributing to recycling and waste management at the highest level; they are also making a difference at the community level. In 2018, the International Solid Waste Association (ISWA) embarked on a groundbreaking global survey targeting women working within the waste sector. For the first time, this unique endeavour asked women to classify their work using Ad Lansink’s waste hierarchy, often referred to as “Lansink’s Ladder.” The findings from 73 countries revealed that 51.6% of respondents were engaged in waste prevention, reuse/repair, and recycling. Highlighting the substantial role that women play as managers of household waste, their critical contributions form the backbone of responsible waste management and have a lasting impact on environmental sustainability and community well-being.

But how can we encourage more women into the industry as a whole? According to Skip Hire Glasgow specialist James David, fostering inclusivity in hiring practices is a good starting place.

Waste management and skip-hire companies can proactively embrace strategies to foster inclusivity in their hiring practices, by first recognising the importance of a diverse workforce. One such approach is reevaluating traditional hiring processes to be more inclusive. This includes rewriting job descriptions to emphasise skills and qualifications over gender or background, ensuring job postings reach a broader audience through diverse channels, and actively seeking out untapped talent pools. Skip hire companies that prioritise diversity not only bolster their internal culture but also project a positive image to the public and potential clients, positioning themselves as socially responsible and equality-driven businesses.

Partnerships with vocational schools and community organisations can play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in waste management and skip hire for example. And this fresh approach, says James David of JustHire, is precisely what the industry needs:

“Inclusivity in hiring practices is not just a moral imperative but also a strategic advantage that propels the skip hire industry forward. We should celebrate the women who are paving the way for a more inclusive, equitable, and diverse industry, for their inspiration and resilience. The further potential for women in waste management and skip hire is promising, and inclusive business practice and a heightened awareness of the positive impacts of gender equality on companies all present a win-win scenario.”

Companies that think creatively about investing in recruitment programs will ultimately benefit the most. By intentionally attracting a more diverse range of candidates, including more women, they can help transform the landscape of the waste management industry for the better.

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

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

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.

Title:

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
New Update

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?

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

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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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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.

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

"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."

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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Comments (3)

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