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

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

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

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

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

"Initiatives such as educational programs and vocational training can support women in construction by addressing the limited access to education and training opportunities, ultimately contributing to a shift towards greater gender equality and diversity in the industry."

Women can succeed in construction and maritime industries by working in a collaborative and supportive environment, where leaders encourage and listen to their employees, and reciprocal mentoring is practiced.

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

Companies can support women workers by implementing policies such as improving maternity leave, which helps them balance career and family responsibilities.

Having role models can help encourage more women to join the construction field by inspiring and showing them that they too can succeed in the industry.

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

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

commit to gender equality in hiring practices

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

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

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Content: Women Breaking Barriers in Waste Management

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

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

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

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

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

Women Breaking Barriers in Waste Management

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

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

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

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

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

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

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

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

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

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

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

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

commit to gender equality in hiring practices

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

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

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

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

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

create training and apprenticeship programs

"Initiatives such as educational programs and vocational training can support women in construction by addressing the limited access to education and training opportunities, ultimately contributing to a shift towards greater gender equality and diversity in the industry."

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

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

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

create training and apprenticeship programs

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

inclusive policies
educational programs
vocational training

Women can succeed in construction and maritime industries by working in a collaborative and supportive environment, where leaders encourage and listen to their employees, and reciprocal mentoring is practiced.

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

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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.

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

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

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

inclusive policies
educational programs
vocational training

Companies can support women workers by implementing policies such as improving maternity leave, which helps them balance career and family responsibilities.

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

Having role models can help encourage more women to join the construction field by inspiring and showing them that they too can succeed in the industry.

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

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