Educational programs and vocational training can support women in construction by addressing the limited access to education and training opportunities.

The female worker in the story values economic independence, which is closely related to feeling empowered at work.

"Women are pursuing non-traditional roles in industries such as logistics and construction, challenging historical gender barriers and stereotypes. With determination and perseverance, women can excel in these fields and help build a more equitable and diverse work environment."

Traditional gender barriers, such as stereotypes and biases, have historically kept women out of construction and similar male-dominated fields.

Amazon is a company that provides a supportive environment for women to learn and grow, making it a potential fit for women looking to break into male-dominated industries like construction.

There are special grants available for females in trades to help fund their education, which can support women pursuing careers in male-dominated fields like automotive mechanics.

The underrepresentation of women in construction is a global issue, but it is most pronounced in Africa due to various societal and systemic factors.

Empowering women in construction can lead to benefits such as gender equality and sustainable development, similar to the positive impacts seen in the waste management sector.

Companies can collaborate with vocational schools and community organizations to promote inclusivity and encourage individuals from underrepresented backgrounds to explore careers in industries like waste management and skip hire.

Educational programs and vocational training can support women in construction by addressing the limited access to education and training opportunities.

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

educational programs
vocational training

The female worker in the story values economic independence, which is closely related to feeling empowered at work.

Title:

Content: Four Ways to Uplift Women in Male-Dominated Industries

I know what it’s like to be the only woman in the room, having spent hours, days, weeks and months in digital forensics classrooms and business conference rooms with few, if any, women alongside me.

At the same time, I also know what it’s like to achieve amazing things in collaboration with diverse teams who are working side by side. Each person at the table, male, female, non-binary, has valuable perspectives and viewpoints that can bridge gaps and solve tough problems.

Unfortunately, less than 5% of the Global 500 are run by female CEOs. While companies around the world are working hard to improve their diversity, inclusion and belonging, we have ongoing to do. Women are still hitting glass ceilings in the workplace, which reflects a cascade of missed opportunities for their own growth as well as the growth of the organisations where they work. There are countless benefits to female leadership and diverse teams, and numerous studies have reported that diverse teams are more innovative and significantly outperform less inclusive competitors.

Simply put, there’s no downside to modernising our workplaces so that they are inclusive and offer a work-life integration that works for people of all walks of life. Throughout my career, I’ve seen a lot of what works and what doesn’t in traditionally male-dominated industries. Like many women, I’ve also seen the unexpected challenges and changes that have resulted from the pandemic. Businesses are still finding new ways of working and new approaches to supporting flexibility in the workplace. These changes are helping women, yes, but the benefits extend to everyone.

What’s particularly exciting is the possibility of linking new ways of working, and what we’ve learned over the last year, with business and diversity objectives. There are several specific ways to do this. These include:

1: Address and break down stigmas

It’s essential to have an open, safe environment to talk about challenging issues, ensure people feel included and establish a culture wherein junior-level employees — especially women — are encouraged to speak up. Open and respectful discussion about hard topics, in addition to education about unconscious bias, will help eliminate stigmas tied to certain groups and lifestyles. For example, women have long grappled with the tension between having a career and having children. Mothers can and do have vibrant careers, but workplaces often lack the supports that help women effectively transition back into their roles after maternity leave. Even when women are supported in this way, many feel that their status as a mother will cause them to be overlooked for promotions or high priority work assignments. Organisations can do better on this front. Likewise, business leaders must also consider additional biases women face in the workplace, so that all women, not only mothers, can grow their careers at the same pace as their male counterparts.

2: Encourage healthy boundaries

Alongside breaking down stigmas, leaders must recognise that traditional views about work-life balance have become outdated. It’s clear that flexibility and work-life integration are not barriers to company success and productivity. In fact, it’s quite the opposite. As a new mother, I’ve battled with the guilt that comes with trying to satisfy every need. This feeling that that something, work or family, is continually under-prioritised is familiar to many women. I do believe there is a way for women to feel empowered at work, not hindered by it. Every employee has different needs and should therefore have the right to set the boundaries that will help them be successful in their professional and personal lives. Leaders must establish a culture that encourages employees to have a life outside of work, whether that is hobbies, exercise, family time or other forms of self care.

3: Reciprocal mentoring

Leaders should be collaborative and support their people. When employees have encouragement in the right direction, they are far more likely to engage in their jobs and stay with their employers for the long-haul. Reciprocal mentoring—wherein managers and executives listen to colleagues from a diverse set of backgrounds to hear their perspectives on what’s working and what’s not—is one practical way of creating a culture of support and inclusion. Through reciprocal mentoring, employees have the opportunity to shape how their leaders lead and the types of policies and programmes that are put in place across the organisation.

4: Acknowledge and support new mental health needs

Supporting mental health has always been an important responsibility for employers, but it’s taken on a new sense of urgency this past year. Employees are now grappling with the loss of their social and work connections and an unprecedented (and stressful) intersection of working and family life. These circumstances have taken a universal toll on well-being, and in many households, the heaviest burden has fallen on women.

We know there is no benefit to everyone being the same. People across all identities, from all racial and ethnic backgrounds, from all lifestyles, have unique, inherent strengths to offer. When all diverse perspectives are welcomed to the table, progress and innovation can happen. Leaders have a collective responsibility and opportunity to continue advancing this kind of positive change. When we do this boldly, alongside the execution of pragmatic programmes that ensure progress, we’ll have a real shot at creating workplaces that are more flexible, open and fit for the needs of the future.

By Laura Hayter,  FTI Consulting

Related Posts

"Women are pursuing non-traditional roles in industries such as logistics and construction, challenging historical gender barriers and stereotypes. With determination and perseverance, women can excel in these fields and help build a more equitable and diverse work environment."

Title:

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

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

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

attitudinal biases at work
having to work harder to prove oneself

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

Traditional gender barriers, such as stereotypes and biases, have historically kept women out of construction and similar male-dominated fields.

Title:

Content: Women Breaking Barriers in Waste Management

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

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

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

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

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

Women Breaking Barriers in Waste Management

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

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

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

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

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

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

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

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

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

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

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

Share This:

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

Amazon is a company that provides a supportive environment for women to learn and grow, making it a potential fit for women looking to break into male-dominated industries like construction.

There are special grants available for females in trades to help fund their education, which can support women pursuing careers in male-dominated fields like automotive mechanics.

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.

The underrepresentation of women in construction is a global issue, but it is most pronounced in Africa due to various societal and systemic factors.

Empowering women in construction can lead to benefits such as gender equality and sustainable development, similar to the positive impacts seen in the waste management sector.

Companies can collaborate with vocational schools and community organizations to promote inclusivity and encourage individuals from underrepresented backgrounds to explore careers in industries like waste management and skip hire.


Educational programs and vocational training can support women in construction by addressing the limited access to education and training opportunities.

Initiatives such as educational programs and vocational training can support women in the construction industry, helping to promote gender equality and diversity.

"Initiatives such as educational programs and vocational training, like the 'Girls in STEAM Academy', can support women in construction by providing them with the necessary tools and knowledge to excel in the field."

Educational programs and vocational training can support women in construction by providing them with the necessary skills and experience to succeed in the industry.

Initiatives like educational programs and vocational training can help support women in construction, and there is a positive trend towards greater diversity in the industry, with more women pursuing site roles and a more balanced gender ratio in construction courses.

The female worker in the story values economic independence, which is closely related to feeling empowered at work.

The female worker in the story, Georgia, values economic independence as she is career-focused and striving for professional growth.

The female worker values economic independence, highlighting the financial benefits of her apprenticeship and career progression opportunities.

The female worker values economic independence, which is facilitated by the use of a no-code platform that enables women to engage in entrepreneurial activities and promote their existing businesses.

The female worker in the story values economic independence, which is reflected in her ability to better care for her son after joining Meralco.

"Women are pursuing non-traditional roles in industries such as logistics and construction, challenging historical gender barriers and stereotypes. With determination and perseverance, women can excel in these fields and help build a more equitable and diverse work environment."

"Women are taking on non-traditional roles in fields such as logistics, security, and heavy machinery operation, breaking down traditional gender barriers and excelling in these areas."

"Women are increasingly taking on non-traditional roles, including those in logistics and potentially construction, such as operating heavy machinery, signaling a shift towards greater gender equality in historically male-dominated industries."

Traditional gender barriers, such as stereotypes and biases, have historically kept women out of construction and similar male-dominated fields.

Societal norms and gender stereotypes have traditionally kept women out of construction, contributing to the industry's gender imbalance.

Stereotypes and biases have traditionally kept women out of the construction industry, but women are increasingly breaking down these barriers and excelling in male-dominated roles.

Stereotypes and biases have historically prevented women from participating in the construction industry, but efforts to promote inclusivity and address biases can help break down these barriers.

Traditional gender barriers, such as stereotypes and biases, have limited women's participation in the construction industry, but women like Georgia Harper are breaking down these barriers and inspiring others to pursue careers in construction.

Amazon is a company that provides a supportive environment for women to learn and grow, making it a potential fit for women looking to break into male-dominated industries like construction.

Amazon is a company that provides a supportive environment for women to learn and grow, with efforts to support female employees in leadership roles and provide a safe and supportive workplace.

Amazon offers a supportive environment for women's career growth and development through programs like the Amazon Future Leaders Program.

Amazon offers a supportive work environment for women, promoting diversity and equal opportunities, which can help them learn and grow in their careers.

Amazon provides a supportive environment for women to learn and grow.

There are special grants available for females in trades to help fund their education, which can support women pursuing careers in male-dominated fields like automotive mechanics.

The underrepresentation of women in construction is a global issue, but it is most pronounced in Africa due to various societal and systemic factors.

Empowering women in construction can lead to benefits such as gender equality and sustainable development, similar to the positive impacts seen in the waste management sector.

Empowering women in construction contributes to gender equality and sustainable development by bringing valuable contributions and perspectives to the industry.

Empowering women in construction contributes to gender equality and sustainable development by promoting diversity and inclusion in the industry.

Empowering women in construction can contribute to gender equality and sustainable development by addressing inequalities and promoting inclusion.

Empowering women in construction can contribute to achieving gender equality and sustainable development by creating an inclusive environment and providing equal opportunities for professional development.

Companies can collaborate with vocational schools and community organizations to promote inclusivity and encourage individuals from underrepresented backgrounds to explore careers in industries like waste management and skip hire.

Educational programs and vocational training can support women in construction by addressing the limited access to education and training opportunities.

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 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 the construction industry, helping to promote gender equality and diversity.

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

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

inclusive policies
educational programs
vocational training

"Initiatives such as educational programs and vocational training, like the 'Girls in STEAM Academy', can support women in construction by providing them with the necessary tools and knowledge to excel in the field."

Title:

Content: BusinessCyprus 4.0

Cyprus 4.0: Panagiota Polykarpou

Panagiota Polykarpou is the Co-founder of Be an Ally Foundation. Currently, she is a master’s student at the Vienna University of Economics and Business, studying Social Innovation and Management, and she works as a consultant for Gender Equality.

Founded in 2020 by Elenitsa Onisiforou, Eftychia Nearchou and Panagiota Polykarpou, Be an Ally Foundation is a non-profit initiative that brings together civil society and the private sector to find better ways of tackling social challenges related to equity, diversity, and inclusion.

The foundation’s first initiative was Thkio Logia (A few words for Gender Equality) – the first digital platform in Cyprus that raised awareness about the importance of gender equality and the impact it has on society and organisations. “Our newest initiative, Cyprus’ first “Girls in STEAM Academy,” which is co-founded with Anastasia Liopetriti, inspires and trains the next generation of female leaders in STEAM fields.”

As a woman with a pioneering role, how have you played a key part in bringing about change, and how are these changes enhancing your organisation’s potential for future growth?
“I have had the opportunity to contribute to a cause that I am passionate about – providing tools and knowledge that brings us closer to achieving gender equality. Our digital awareness platform had received the NGO CSW65 Young Feminist Award as one of the top-20-initiatives globally committed to equality, reached 400k+ people, and became a book that sold over 2,000 copies.

“More than 100 girls aged 14-18 joined the network of Girls in STEAM Academy with ongoing benefits such as educational programmes, job-shadowing & international experiences, their own podcast, and more.”

How does an increase in the number of women in the workforce benefit businesses and organisations?
“Research has consistently shown that there is a strong correlation between having a diverse workforce, specifically in terms of gender, and improved financial performance. This is because diverse teams are better equipped to compete, thanks to access to a wider talent pool and more effective decision-making.

“Inclusive groups are also able to make high-quality decisions more quickly, without the influence of bias or groupthink.”

What does it mean to be a female pioneer in your industry, in this day and age?
“Running a non-profit initiative that prioritises social impact comes with various challenges. My gender has not necessarily been the sole obstacle. Sustaining social impact initiatives has also been challenging and changemakers like us need to work twice as hard to prove the impact of our activities and attract supporters.

“I have experienced instances where others have doubted my abilities because of my age; however, these experiences have only strengthened my resolve to continue to push forward and break down barriers for future generations of women in leadership roles.”

Do you believe men still dominate most influential companies in the world today? If so, how does one break down the barriers of this gender imbalance?
“The numbers indicate that men still hold the majority of decision-making positions across various industries globally. However, the problem is not having men in leadership positions, but rather not having people in leadership positions that actually prioritise inclusion and ignore stereotypes and biases. Since men still occupy most leadership roles, building an inclusive culture needs to be emphasised as a required leadership practice. Implementing gender-sensitive practices for hiring and promotion can result in better representation at all levels. Training programmes are also vital in addressing our biases, but holding our teams and leadership accountable for promoting inclusivity can make a significant difference.”

How would you describe the gender dimension in Cypriot society based on your own experience?
“There are various cultural, social, and economic factors that contribute to gender dynamics in Cyprus. Although women and individuals who identify as part of the LGBTQ+ community have made strides towards equality and representation in recent years, traditional gender roles and expectations still exist, and women – but also men – are being subject to harmful stereotypes.

“The most severe manifestation of inequality is domestic and gender-based violence, which remains a critical issue in Cyprus and requires our immediate attention. To address this, ongoing efforts from civil society must be supported by sustainable government resources and assistance.”

How are your pioneering efforts preparing your company for a future that is more sustainable?
“Achieving a sustainable future entails various actions, one of which is addressing inequalities and ensuring the engagement and inclusion of marginalised groups. Our initiatives are designed to equip Cypriot civil society, young girls, and workplaces with the necessary knowledge and tools to become frontrunners of an inclusive future.

“We believe that empowering these groups through education, advocacy, and networking opportunities will not only contribute to a more equitable society but also support the development of sustainable practices. By prioritising inclusivity and diversity, we hope to create a more just and sustainable world for future generations.”

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

educational programs
vocational training

Educational programs and vocational training can support women in construction by providing them with the necessary skills and experience to succeed in the industry.

Title:

Content: Jump directly to the content
NAILING IT

I’m a female builder – people are always shocked when I turn up on site, especially when I have my lashes and nails done

WHEN they first meet her, people are often surprised by construction worker Georgia Harper's choice of career.

Come rain or shine, the 22-year-old can be found on muddy building sites four days a week, working in a still predominantly male-dominated environment.

For Georgia though - who works as a trainee site engineer for Caddick Construction - it's the best job in the world, and all she's ever wanted to do.

Now, she's determined to break down old, outdated stereotypes that come with the building industry, and inspire more women to pursue a career in construction.

However she does admit people are still often quite surprised when she tells them what she does, and when she turns up to sites.

She says: "People always ask 'Why would you want to do that? It's dirty and cold'.

"I like to have my nails and eyelashes done from time to time, so when people meet me, ‘a woman in construction’, it's not always what they expect.

"I always have a laugh on site when anybody asks for the engineer and I turn up, as they’re usually quite surprised!"

'It's in my blood'

Even as a child, Georgia knew she wanted to go into the building industry.

She says: "When I was a young girl at primary school, I would often ask my dad if I could go to work with him delivering materials to building sites.

"It was here really that my early passions for construction were set alight.

"I loved to see all the different jobs going on around me, bringing such a huge build to life.

"I’d just think to myself, “this is amazing!”

"It’s also worth mentioning that my grandfather was a building surveyor, so it’s definitely in my blood!

"I’ve always wanted to be a site manager so becoming an apprentice engineer on site was the perfect foot in the door; I was getting some real hands-on experience."

'I'm on site four days a week'

Georgia's passion for construction carried through after she left school, and she pursued it professionally.

She says: "After college, I was encouraged into a university course, in urban studies and planning that didn’t quite suit my learning style.

"I soon left the course to pursue a more hands-on route into the industry and found the perfect apprenticeship with Caddick.

"Now, I’m on construction sites four days a week, with just one day at a desk at college.

"Caddick has given me so many training opportunities in the short time I’ve been with them and I’ve already got a lot of courses under my belt from first aid to fire marshalling.

"Before I secured my apprenticeship, I did get in touch with my local planning department and a local architecture firm where I was able to do some work experience, which was brilliant."

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

She says: "I love what I do so much and I just can’t believe that I’ve found myself in this industry.

"A lot of what I do is groundwork for big building projects, so it’s really rewarding to know that none of the final build would be possible without those foundations.

"I’m so proud everyday to do what I do, especially in a male dominated environment.

"Inspiring other women to get into it is definitely something I love doing.

"One thing I hadn’t anticipated when taking up a trade, was the diversity of each working day and the amount of amazing people you meet.

"We have new tradespeople on site everyday so you’re constantly interacting with a whole range of new people."

'There are drawbacks'

However, Georgia admits it can be challenging at times working in such a male-dominated environment.

She says: "Being a young woman in construction doesn’t come without its drawbacks.

"There aren’t always older female role models on site and not having somebody to relate to can be challenging.

"That’s why it’s really important to me to help drive change regarding the industry’s demographic.

"It can also be very arduous in the winter when it’s dark and cold, but in summer when the sun’s out, it’s the best job in the world!

"I love the guys that I work with, we have a great team on site, but I would love for more and more women to step into site roles in construction.

"You often find that women in the industry lean towards office-based roles, whether that’s design and architecture or administration but women are perfect for this job.

"With my work at Caddick, I’ve been invited into schools and colleges to speak to the students about what it is we do.

"When I was studying, I was one of three girls on my course.

"Now, there’s more of a 50/50 split in those classrooms, and it’s so great to see the next wave of women in construction coming through."

Climbing the career ladder

For career-focused Georgia, the only way is up from here.

She says: "Having an apprenticeship definitely has a positive impact on your financial prospects.

"Because I've got real life experience that my university counterparts don’t necessarily have, it just gives you an extra step up from entry level.

"From my role now as trainee site engineer there are loads of progression routes and the money definitely grows as you climb that ladder."

Topics

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

educational programs
vocational training

Initiatives like educational programs and vocational training can help support women in construction, and there is a positive trend towards greater diversity in the industry, with more women pursuing site roles and a more balanced gender ratio in construction courses.

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?

educational programs
vocational training

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

The female worker in the story values economic independence, which is closely related to feeling empowered at work.

Title:

Content: Four Ways to Uplift Women in Male-Dominated Industries

I know what it’s like to be the only woman in the room, having spent hours, days, weeks and months in digital forensics classrooms and business conference rooms with few, if any, women alongside me.

At the same time, I also know what it’s like to achieve amazing things in collaboration with diverse teams who are working side by side. Each person at the table, male, female, non-binary, has valuable perspectives and viewpoints that can bridge gaps and solve tough problems.

Unfortunately, less than 5% of the Global 500 are run by female CEOs. While companies around the world are working hard to improve their diversity, inclusion and belonging, we have ongoing to do. Women are still hitting glass ceilings in the workplace, which reflects a cascade of missed opportunities for their own growth as well as the growth of the organisations where they work. There are countless benefits to female leadership and diverse teams, and numerous studies have reported that diverse teams are more innovative and significantly outperform less inclusive competitors.

Simply put, there’s no downside to modernising our workplaces so that they are inclusive and offer a work-life integration that works for people of all walks of life. Throughout my career, I’ve seen a lot of what works and what doesn’t in traditionally male-dominated industries. Like many women, I’ve also seen the unexpected challenges and changes that have resulted from the pandemic. Businesses are still finding new ways of working and new approaches to supporting flexibility in the workplace. These changes are helping women, yes, but the benefits extend to everyone.

What’s particularly exciting is the possibility of linking new ways of working, and what we’ve learned over the last year, with business and diversity objectives. There are several specific ways to do this. These include:

1: Address and break down stigmas

It’s essential to have an open, safe environment to talk about challenging issues, ensure people feel included and establish a culture wherein junior-level employees — especially women — are encouraged to speak up. Open and respectful discussion about hard topics, in addition to education about unconscious bias, will help eliminate stigmas tied to certain groups and lifestyles. For example, women have long grappled with the tension between having a career and having children. Mothers can and do have vibrant careers, but workplaces often lack the supports that help women effectively transition back into their roles after maternity leave. Even when women are supported in this way, many feel that their status as a mother will cause them to be overlooked for promotions or high priority work assignments. Organisations can do better on this front. Likewise, business leaders must also consider additional biases women face in the workplace, so that all women, not only mothers, can grow their careers at the same pace as their male counterparts.

2: Encourage healthy boundaries

Alongside breaking down stigmas, leaders must recognise that traditional views about work-life balance have become outdated. It’s clear that flexibility and work-life integration are not barriers to company success and productivity. In fact, it’s quite the opposite. As a new mother, I’ve battled with the guilt that comes with trying to satisfy every need. This feeling that that something, work or family, is continually under-prioritised is familiar to many women. I do believe there is a way for women to feel empowered at work, not hindered by it. Every employee has different needs and should therefore have the right to set the boundaries that will help them be successful in their professional and personal lives. Leaders must establish a culture that encourages employees to have a life outside of work, whether that is hobbies, exercise, family time or other forms of self care.

3: Reciprocal mentoring

Leaders should be collaborative and support their people. When employees have encouragement in the right direction, they are far more likely to engage in their jobs and stay with their employers for the long-haul. Reciprocal mentoring—wherein managers and executives listen to colleagues from a diverse set of backgrounds to hear their perspectives on what’s working and what’s not—is one practical way of creating a culture of support and inclusion. Through reciprocal mentoring, employees have the opportunity to shape how their leaders lead and the types of policies and programmes that are put in place across the organisation.

4: Acknowledge and support new mental health needs

Supporting mental health has always been an important responsibility for employers, but it’s taken on a new sense of urgency this past year. Employees are now grappling with the loss of their social and work connections and an unprecedented (and stressful) intersection of working and family life. These circumstances have taken a universal toll on well-being, and in many households, the heaviest burden has fallen on women.

We know there is no benefit to everyone being the same. People across all identities, from all racial and ethnic backgrounds, from all lifestyles, have unique, inherent strengths to offer. When all diverse perspectives are welcomed to the table, progress and innovation can happen. Leaders have a collective responsibility and opportunity to continue advancing this kind of positive change. When we do this boldly, alongside the execution of pragmatic programmes that ensure progress, we’ll have a real shot at creating workplaces that are more flexible, open and fit for the needs of the future.

By Laura Hayter,  FTI Consulting

Related Posts

The female worker in the story, Georgia, values economic independence as she is career-focused and striving for professional growth.

The female worker values economic independence, highlighting the financial benefits of her apprenticeship and career progression opportunities.

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

variety of opportunities available
better wages

The female worker values economic independence, which is facilitated by the use of a no-code platform that enables women to engage in entrepreneurial activities and promote their existing businesses.

Title:

Content: Gender gap in science and technology
While the tech industry has made significant progress and pioneering innovation, it is sadly tarnished by a glaring, substantial gender gap.
This gap is not a single, stand-alone issue, but rather a multifaceted issue that permeates all aspects of the industry, such as the apparent underrepresentation of women in influential leadership roles, unequal access to opportunities and resources, and the glaring wage gap between the sexes.
The statistical evidence supporting the reality of this gender gap is undeniable and worthy of attention.
In a recent study, only 27% of female students said they would consider a career in technology.
This statistic contrasts sharply with that of boys, 62 per cent of whom said they would consider such a career path.
Globally, the situation is no different, with women making up only 25% of all computer positions.
These figures show that women in technical jobs face persistent barriers on a daily basis.
These challenges include, but are not limited to, pervasive gender bias, the lack of female role models in the field, and the pervasive shadow of workplace discrimination.
The impact of this pervasive gender gap extends beyond the personal struggles faced by women in tech.
It has wide-ranging consequences, affecting entire industries and stifling innovation and economic growth.
The lack of gender equality in science and technology positions limits the scope of intellectual diversity and the scope of talent, a shortcoming that is detrimental to a science and technology industry that relies on diverse ideas and unique perspectives.
Therefore, the gender gap in the tech world is not only an issue of equality and social justice, but also a major obstacle to the continued development and prosperity of the industry.
No-Code as a platform for balancing tools
Code-less platforms have become powerful tools that help level the playing field for women in tech.
By providing accessible and easy-to-use tools, these platforms remove barriers to programming knowledge and enable more women to enter the field without traditional software development expertise.
This provides an opportunity for women from diverse backgrounds to find their place in the tech industry, whether as front-end developers, UX / UI designers, or software product managers.
The rise of no-code platforms has also led to the creation of supportive communities where women can connect, learn and grow with their peers.
These communities include online forums, networking events, mentorship programs, and dedicated online resources tailored for women in tech.
This support system enables women to overcome challenges and barriers to entry, help them advance their careers and contribute to a fairer tech industry.
Challenges still facing women in tech
While the no-code platform has greatly improved the situation of women in tech, many challenges remain.
Despite the progress made so far, the tech industry still has unresolved systemic issues that hinder gender equality and inclusion.
Some of the key areas where women continue to struggle include:
1.
Gender bias: Women in science and technology still face gender stereotypes and biases that question their ability to pursue or excel in technical roles.
This can lead to women being overlooked in promotions, receiving less recognition for their work and encountering the assumption that their skills, knowledge or commitment to a career are inferior to those of their male counterparts.
2.
Discrimination and harassment: Many women in skilled jobs report gender-based discrimination and harassment in the workplace, both overt and subtle.
This hostility can lead to emotional tension, hinder productivity and affect their confidence and career development.
3.
Lack of visibility and representation: the absence of women in leadership positions and the underrepresentation of women in the workforce can hamper support networks for female talent.
Women may find challenges in identifying role models and mentors, limiting access to mentoring, knowledge-sharing and networking opportunities for career advancement.
4.
Work-life balance: Traditionally, women have assumed the primary responsibility for caring for the family, which can conflict with demanding technical occupations.
This challenge forces many women to leave the workforce or to choose positions that offer greater flexibility but fewer opportunities for advancement.
5.
Channel issues: There are gaps in women ’ s representation in STEM fields, starting with primary and secondary education, to higher education and the workforce.
Ensuring equal access to education and opportunities for girls and women plays a key role in addressing these issues.
There is no doubt that efforts must continue to narrow the gender gap in science and technology.
The industry must work collectively to eliminate prejudice, promote diversity and inclusion, provide equal opportunities, and develop support networks for women. The No-code platform has made a huge contribution to this cause, but much remains to be done to achieve true gender equality.
AppMaster: A powerful No-Code platform for women in tech
AppMaster is an excellent example of a powerful no-code platform that empowers women in tech.
By providing an easy-to-use yet effective tool for creating back-end, web, and mobile apps, AppMaster reduces barriers to app development and helps women succeed in the tech industry, even without coding knowledge.
The AppMaster platform features features such as visual data model creation, a business process designer for back-end applications, a REST API, and a WSS endpoint that facilitates the application development process.
Women can create networks and mobile applications without programming knowledge, enabling them to engage in entrepreneurial activities or promote their existing businesses.
As a no-code solution, AppMaster democratizes the tech industry by making it easier for women from diverse backgrounds to reach out.
The platform offers different subscription plans to meet the needs of different types of customers, from small businesses and startups to businesses with large projects.
In addition, AppMaster is committed to helping its users succeed.
The platform offers a wealth of documentation, online tutorials, expert guides and dedicated customer support for women looking to enter the tech industry or improve their existing skills.
Using these resources, women can learn platforms, develop applications, and establish themselves as leaders in the industry.
In short, platforms like AppMaster are advancing gender equality in the tech industry by breaking down barriers and providing accessible tools to empower women.
While challenges remain, platforms like AppMaster help women enter tech, grow their careers, and strive for a more inclusive future.
As we continue to advocate for and support women in tech, we pave the way for a diverse and thriving industry.

The female worker in the story values economic independence, which is reflected in her ability to better care for her son after joining Meralco.

Title:

Content: By Mhicole A. Moral

For many years, the field of electricity line work has been dominated by men. It has traditionally been considered a physically demanding and dangerous job, leading many to assume that men are better suited for the role. However, the perception of this profession has begun to change, and women are now entering the field and making their mark in this previously male-dominated industry.

Meralco has taken a bold step towards pursuing excellence while promoting gender diversity and inclusion in the field of electrical linework. To keep up with the industry’s increasing demands and contribute to the development of knowledgeable lineworkers, the distribution utility has established the Meralco Linecrew Training Program (MLTP) that aims to equip individuals with the necessary skills, knowledge, and commitment to excel in the challenging field of power distribution.

In 2013, Meralco introduced female linecrew trainees into the MLTP, becoming the first power distributor in Southeast Asia to offer this opportunity to women. The move was motivated by Meralco’s belief in the competence of women to excel in technical roles and its commitment to providing equal opportunities for both men and women in the field.

Meralco ensures that the training provided to both male and female linecrew aspirants is equal, emphasizing its commitment to treating all employees with fairness and equality. The MLTP spans six months, with three months dedicated to training at the camp and three months for on-the-job training, allowing aspirants to apply the knowledge gained in practical scenarios.

Upon successfully completing the MLTP, graduates are formally endorsed to Meralco for the hiring process. Once they fulfill all hiring requirements, they are ready to be deployed and actively contribute to Meralco’s mission of providing reliable and efficient electrical services.

Equal opportunities for all

Zuzette Castro, a 34-year-old former overseas Filipino worker from Dubai, joined Meralco as a linecrew last year after participating in the MLTP in 2022. Her journey reflects a significant career shift from being a gasoline station cashier to becoming a third-class female linecrew at Meralco.

Ms. Castro’s motivation stems from her dedication to her son and pride in serving the public through her work.

“It’s really hard to be a linecrew, but I get motivated when I think of my son and of course the pride in my job that I can serve the public,” Ms. Castro said in Tagalog. “My life has changed a lot since I joined Meralco because I can take better care of my son.”

Karen Cañizares, part of the pioneering group of female linecrew trainees in 2013, has progressed within Meralco from being a trainee to currently holding the position of Quality Inspector. Ms. Cañizares emphasizes the career growth opportunities at Meralco and highlights the importance of perseverance and dedication in achieving success within the company.

“There is career growth here at Meralco and they will not treat you differently because you are a woman. As long as you persevere and improve your work, you will succeed,” she shared.

As a result, the inclusion of women in the MLTP not only promotes gender equality but also brings a diverse range of perspectives, skills, and experiences to the table. Meralco’s program ensures that trainees, regardless of gender, are provided with the necessary opportunities to excel in their respective roles.

Meralco is shaping a new generation of lineworkers and setting a precedent for other organizations to follow. Hence, the success of the program not only lies in producing skilled professionals but also in fostering a culture of equality and empowerment within the dynamic world of power distribution.

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

"Women are pursuing non-traditional roles in industries such as logistics and construction, challenging historical gender barriers and stereotypes. With determination and perseverance, women can excel in these fields and help build a more equitable and diverse work environment."

Title:

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

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

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

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

attitudinal biases at work
having to work harder to prove oneself

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

"Women are taking on non-traditional roles in fields such as logistics, security, and heavy machinery operation, breaking down traditional gender barriers and excelling in these areas."

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?

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

variety of opportunities available
changing social norms

"Women are increasingly taking on non-traditional roles, including those in logistics and potentially construction, such as operating heavy machinery, signaling a shift towards greater gender equality in historically male-dominated industries."

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?

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

Traditional gender barriers, such as stereotypes and biases, have historically kept women out of construction and similar male-dominated fields.

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 challenges do women in the construction and maritime  industries face?

Societal norms and gender stereotypes have traditionally kept women out of construction, contributing to the industry's gender imbalance.

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

Stereotypes and biases have traditionally kept women out of the construction industry, but women are increasingly breaking down these barriers and excelling in male-dominated roles.

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

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

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

attitudinal biases at work
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Why are construction and maritime industries more popular with women nowadays?

Stereotypes and biases have historically prevented women from participating in the construction industry, but efforts to promote inclusivity and address biases can help break down these barriers.

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

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Traditional gender barriers, such as stereotypes and biases, have limited women's participation in the construction industry, but women like Georgia Harper are breaking down these barriers and inspiring others to pursue careers in construction.

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

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Amazon is a company that provides a supportive environment for women to learn and grow, making it a potential fit for women looking to break into male-dominated industries like construction.

Amazon is a company that provides a supportive environment for women to learn and grow, with efforts to support female employees in leadership roles and provide a safe and supportive workplace.

Amazon offers a supportive environment for women's career growth and development through programs like the Amazon Future Leaders Program.

Amazon offers a supportive work environment for women, promoting diversity and equal opportunities, which can help them learn and grow in their careers.

Amazon provides a supportive environment for women to learn and grow.

There are special grants available for females in trades to help fund their education, which can support women pursuing careers in male-dominated fields like automotive mechanics.

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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.

The underrepresentation of women in construction is a global issue, but it is most pronounced in Africa due to various societal and systemic factors.

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Content: Tuesday, 12 March 2024 06: 53 GMT
Sarah Hosny: Women face major challenges in empowering them in the financial sector
(MENAFN- Al-Borsa News) Widespread marginalization of women ’ s opinions at work by male colleagues
Sara Hosni, Managing Director of Al Baraka Capital, said that she relies in her management strategy on the approach of individual merit and performance rather than type, stressing that the culture of equality and justice within the company is the cornerstone of the strategy, and the percentage of representation.
She added that feelings of empathy and emotional intelligence are an important force to lead a successful team, but they are not exclusive to any gender, emotional intelligence is necessary to understand and deal with the needs of a diverse team, as we seek to create an inclusive environment where each individual feels important and capable.
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She pointed out that despite the fact that Al Baraka Capital specializes in Islamic finance, it attaches importance to the female element, as the representation of women in the company reaches about 54%.
In my personal experience, leadership qualities are not fundamentally gender dependent, and men and women can hold unique opinions to enrich intellectual insight within companies, but studies have shown that a diverse leadership team, including gender balance, often produces more robust and innovative growth strategies.
The fundamental difference between women ’ s and men ’ s vision of management is that women often highlight collaboration, complete thinking and comprehensive problem solving, contributing to a balanced and robust organizational strategy.
Focus on individual abilities, experiences and achievements
She stressed that gender is not a factor in determining who implements the company ’ s strategies, as competence, skills and commitment are the criteria to be attached importance, without sparing diversity in the implementation teams, including a gender mix of diverse perspectives that contributes to the implementation of more effective strategies.
She pointed out that women face challenges in empowering them in the financial sector that was dominated by men. Building trust in women cadres and breaking stereotypes is an ongoing effort, and it is important to establish trust and promote a culture of diversity, to ensure that diverse voices are heard and valued in decision-making processes by building bridges and fostering a culture of solidarity is key to achieving these challenges and promoting gender diversity on all sides. levels.
Achieving gender equality in senior leadership and managerial positions remains a complex challenge, and despite organizational progress that requires at least two seats for women on boards, women face significant challenges.
One of the pervasive problems is the phenomenon of “mansplaining, ” where women ’ s views are often marginalized or neglected by their male colleagues, along with unconscious biases, deep-rooted stereotypes and historical values, which stand in the way of achieving true sexual equality.
She explained that the legislation aims to create an inclusive environment, but it does not always address the deep cultural barriers that persist. Encouraging mentorship is important to provide support and guidance to women who move through these challenges, and providing equal opportunities for professional development is another crucial step in settling the field.
“The journey towards gender equality in leadership requires a collective and sustained effort to reshape corporate cultures and policies, where we can create an environment conducive to every individual, regardless of their type, to thrive and contribute effectively to the overall success of the industry. ”
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What are governments doing to promote and aid women in construction or maritime industries?

Companies can collaborate with vocational schools and community organizations to promote inclusivity and encourage individuals from underrepresented backgrounds to explore careers in industries like waste management and skip hire.