The construction industry can promote gender equality by implementing inclusive policies and challenging biases, and women can excel in traditionally male-dominated roles with the right support and opportunities.

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

The construction industry can promote gender equality by implementing inclusive policies and strategies, such as signing the Women's Empowerment Principles and setting diversity goals, to increase the number of women in leadership positions and challenge traditional gender barriers.

"The construction industry can promote gender equality by implementing inclusive policies, challenging biases and stereotypes, and providing opportunities for female employees to develop their professional qualities, as seen in the example of a company that successfully overcame prejudices against female leaders."

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

Amelia Walker-Ross is an example of a woman who succeeded in a male-dominated field, overcoming pushback and unwanted opinions to pursue her passion for working on vehicles.

"Amelia Walker-Ross is an example of a woman succeeding in a male-dominated field, such as the construction industry, where she works on trucks and helps others learn and grow."

Amelia Walker-Ross is an example of a woman succeeding in a male-dominated field, demonstrating that with determination and support, women can overcome obstacles and excel in traditionally male-dominated roles.

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

Irene Naliaka is an example of a woman who succeeded in a challenging situation, finding a way to support her family after her husband's accident and overcoming initial reservations to achieve her goals.

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

"Companies can attract women construction workers by offering paid training programs and creating an equal employment environment, as evidenced by the success of training programs like the one at SLCC."

Companies can attract women construction workers by offering paid training programs and fostering an equal employment environment, as seen in the Meralco Linecrew Training Program which promotes gender diversity and inclusion in the field of electrical linework.

Companies can attract women construction workers by offering paid training programs and creating an equal employment environment, which can help break down traditional gender barriers and promote career growth opportunities.

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

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by breaking down traditional gender barriers and providing opportunities for women to succeed in male-dominated roles.

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 welcoming environment for women.

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development, as seen in examples of women breaking into male-dominated fields like offshore wind power.

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development, as seen in the example of a female trainee who overcame challenges to become a wind technician.

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by breaking down traditional gender barriers and providing opportunities for women to excel in male-dominated roles.

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

"The trucking industry is still male-dominated, but there is a slight increase in female drivers, with females making up less than 10% of commercial drivers license holders nationally."

"Women can excel in male-dominated roles such as crane operation by possessing qualities like confidence, perseverance, determination, and a strong mindset, as exemplified by successful women leaders in similar industries."

Women can excel in male-dominated roles such as crane operation by possessing qualities like perseverance, dedication, and a strong mindset, and by being part of a supportive work environment that provides opportunities for growth and development.

Women can excel in male-dominated roles by possessing confidence, perseverance, determination, and a strong mindset, as exemplified by Cornilla Johnson's experience training to drive a Class A vehicle.

"Women can excel in male-dominated roles by possessing confidence, perseverance, determination, and a strong mindset, as exemplified by Chen Pei-fen's story, and by being eager to break through and make a change in their careers."

Women can excel in male-dominated roles like crane operation by having confidence, perseverance, and the right mindset, and by not being limited by their past, gender, or age.

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

Companies can attract women workers by offering training programs, promoting gender diversity and inclusion, and providing opportunities for skill development and knowledge acquisition.

Companies can attract women workers by offering training programs, as seen in Meralco's introduction of female linecrew trainees into the MLTP, providing equal opportunities for both men and women.

"Companies can attract women workers by offering training programs and career growth opportunities, as seen in Meralco's approach to promoting gender equality and diversity."

"Companies can offer training programs to attract women workers, as seen in Meralco's successful program, which not only produces skilled professionals but also fosters a culture of equality and empowerment."

Construction companies can incentivize women to join by offering higher pay, as it is a motivator for some women in the industry who value the financial rewards and the opportunity to make a positive impact.

"Offering higher pay can be an effective way to incentivize women to join the construction industry, as seen in the example of Li Rui, a tower crane driver who earns a competitive monthly income."

Educational programs and vocational training can support women in construction by providing them with the necessary skills and preparation to succeed in male-dominated fields.

Educational programs and vocational training, such as the 25-week program at SLCC, can support women in construction by providing them with the necessary skills and training to excel in the industry.

Educational programs and vocational training can support women in construction by providing them with the necessary skills and experience to succeed in the field, as evidenced by the success of the SLCC program.

Educational programs and vocational training, such as Meralco's Linecrew Training Program, can support women in construction by providing them with the necessary skills 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 opportunities to excel in their roles.

Women can succeed in construction and maritime industries by working together as a team and being open to new knowledge and opportunities, with the support of their company.

Women can succeed in construction and maritime industries by being part of a cohesive team and having the desire to learn and develop, which helps break down traditional gender barriers.

Companies can support women workers by implementing policies such as improved maternity leave, male decree programs, and compensation for differences in family income, allowing women to continue their career growth and balance work 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.

"Role models, such as Jewel Everett, the first woman lineworker at LUS Fiber, can help encourage more women to join the construction field by providing inspiration and breaking down traditional gender barriers."

Role models like Jewel Everett can inspire and encourage more women to join the construction field, helping to break down traditional gender barriers and promote greater gender equality and diversity.

"Role models can play a significant role in encouraging women to join the construction field by breaking down traditional gender barriers and showing that success is achievable."

The presence of role models can help encourage more women to join the construction field by empowering them to pursue their aspirations.

Companies can support women in male-dominated industries by providing resources and support, such as training programs, to help them succeed and break down traditional gender barriers.

"Companies can promote gender equality by offering equal training and opportunities, as exemplified by Meralco's initiative to include female linecrew trainees in their program."

The construction industry can promote gender equality by implementing inclusive policies and challenging biases, and women can excel in traditionally male-dominated roles with the right support and opportunities.

Title:

Content: Difex Chen Pei-fen uses ultrasound to solve the "bird thing"
Adapt to nature, patented bird repellent into all walks of life
Difex Flight Technology is not an airline or a technology company, but the only company in Taiwan with a patent for ultrasonic bird removal equipment on both sides of the Taiwan Strait, that is, a company that only cares about birds. Business owners, fruit growers, or well-known temples are all customers of Tifeixuan, and even Japan's JR and multinational airports are looking for cooperation.
Chen Pei-fen comes from Taipei, the university is clothing design, before starting a business, she stayed in the clothing industry, telecommunications industry, rental car industry, her work is good, her career has caught up with the good time, the treatment is better than the same industry.
However, she is eager to break through, "I was in the customer service department, and you know what the problem is, but you can't change it."
"Later, into the organized system of large companies, the company wants employees to follow the instructions to do things," if you do things in your own way, but will be treated as a different kind. "
When Chen Pei-fen was in business, he met Jiang Zizhuang, a veteran of the aviation industry and familiar with the mainland market, and the two became cooperative partners and began to pay attention to trade opportunities between the two sides.
Soon, the opportunity came to knock on the door, "Some people in the mainland asked that Taiwan's electronics industry is very strong, and asked us to look for a bird repeller that can be used at the airport."
Chen Pei-fen observes the market situation, mostly using traditional bird repelling methods, such as whistle, flare, shotgun, gas cannon, etc., to make sounds to frighten birds, or to train eagles to guard against birds, but the training costs are expensive.
In order to find the right product, Chen Pei-fen asked various manufacturers in Taiwan, and they could not find satisfactory intelligent products.
When asked about the R & D intentions of the manufacturers, most of them only want to do OEM, and no one wants to further strengthen the equipment.
After many evaluations, Chen Pei-fen and Jiang Zi-zhuang simply found a team to develop the bird repellent. In early 2021, Duffy successfully obtained a patent for the ultrasonic bird repellent.
The effective distance of the general bird repeller is about 10 meters to 15 meters. The new product breaks the limit of the ultrasonic wave in the distance, so that the effective distance can reach 150 meters, and it will not affect the ecology.
Bird activity Flight altitude and aircraft landing stage of the activities of the scope of the overlap, coupled with the environment around the airport is suitable for bird life, so that bird attacks occur in the vicinity of the airport, not only seriously affect the safety of flight, but also one of the important issues of the airport air security maintenance unit.
Due to the rapid development of the civil aviation market in China, the general airport has continued to increase, becoming one of the key markets targeted by Chen Pei-fen.
"There are more than 20 people in the bird prevention department at an airport in mainland China, and they only care about birds; in Taiwan, bird prevention is the extra work of relevant units, remember that once, we even went to the airport and nearly drove into the bird."
She said that the personnel of Taiwan's aviation units are streamlined, and the problem of bird strikes is not as important as the other side.
“At least we ’ re willing to change and reduce the chance of a plane hitting a bird. ”
Bird repellents are widely used in the market, including safety, electrical equipment, homes, factories and agriculture, all of which may suffer from bird damage.
For homes or temples, birds build nests and stop at the eaves, making noise and disturbing people, causing pollution and cleaning of bird manure; for farmers, the most afraid of bird damage during crop harvesting will lead to loss of output; if the power system is built by birds, it may also cause the line to jump off, causing a major power outage, and the consequences are unimaginable.
Chen Pei-fen says that there is a lot of demand for birds, and through word of mouth and media reports, many organizations have come to inquire, including electrical equipment, storage, communities, farmers, or temples.
In particular, the demand for smart agriculture is high, and in recent years, the government has actively promoted smart, organic and friendly agriculture, which has become the main force for the development of the Taiwan market.
Chen Pei-fen, for example, said that in Kinmen, where sorghum and wheat were infested by birds, hundreds of geese and ducks were poisoned. In order to protect crops, a small number of farmers not only poisoned wild birds, but even sprayed pesticides directly on the crops.
In addition to being harmful to the human body, it will also affect the ecological chain. "If we can effectively drive out the birds, less pesticide, consumers can be more comfortable, and they can coexist with the ecology." 」
Chen Pei-fen said that since the establishment of the "principal and bell", from operations, expanding business, improving products to administrative chores, all the way to learn and grow, to see the actual impact of the product, helping people solve problems, is still the biggest gain.
The place where the birds were chirping in the past has become quiet, and the customer no longer has to climb to a dangerous height in order to pick the nest, which is her greatest sense of accomplishment!
Chen Pei-fen said that bird repelling is to respect nature and conform to nature, so that human civilization development and ecological symbiosis, and in the future hope to move towards intelligent agricultural industrial management to solve bird and pest problems.
She said that although it is not easy to start a business, but she is still optimistic about the market prospects, "the rapid changes in technology, we are difficult to imagine, but it is already happening, and the scope of application of bird repellent is only getting wider."
Running business, construction women 's team
Who said that women can ’ t take electric drills? Holding electric drills to install equipment and climbing up and down on the safety helmet, this is the daily work scene of the Difeee Bird Removal Team.
It is particularly worth mentioning that this is a female-dominated bird repellent team, from the business, inspection, construction to logistics, are all handled by women.
Chen Peifen, director of flight technology operations, said that the outside world believes that the installation of bird repellent work is heavy, in fact, the current technology is not a problem, there are many convenient women on the market for the use of machinery, women have a lot of career direction can go, and even become the main force of the industry.
"Don't be limited by your past, gender, or even age, just find the direction and boldly move forward." 」
"Our business team is a construction team. We don 't have many people, mainly women, in Taiwan." Chen Pei-fen said with a smile, "Difei' s current size is small, each employee must have the ability to fight alone to maximize their strength." "As long as you have the heart to learn, I believe everyone can get started."
Difeixun ’ s employees have transferred to flight attendants, and there are young girls who have just come out of society.
Wearing a suit, running the business with beautiful makeup, and carrying a bird repellent device weighing from 1 kg to 6 kg, the use of electric drills is not a problem.
When Chen Pei-fen was nearly 40 years old, he decided to start a business and began his career as a bird repeller.
She is very proud to say: "Our employees go out, many people see girls, think only to run the business, did not think that the construction is also our own!" 」
Chen Pei-fen Profile
◎ Current Position: Chief Operating Officer, Difeixun Aviation Technology Co., Ltd.
* Age: 43 years old
◎ Education: Tainan University of Applied Science and Technology (formerly known as Tainan Women ’ s Technical College)
◎ Experience: Public Telecom, Wetland Car Rental
◎ Hobby: Travel

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 challenges do women in the construction and maritime  industries face?

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

Title:

Content: Penske service manager shows trucking is more than a man’s world

Male co-workers and clients have offered Amelia Walker-Ross a lot of unwelcome feedback and recommendations in the 20-plus years she has spent as a mechanic. Proving them wrong has been one of her best experiences on the job.

Trucking is not simply a man’s industry, she says. “It’s an everybody industry. Anybody can do it. As long as you go through the schooling and you want to learn, anybody can be capable of doing the transportation jobs.”

Walker-Ross has proven how true that is. She recently became the first female branch service manager at Penske Canada, supervising and guiding 10 mechanics, ensuring Penske’s Winnipeg shop runs smoothly.

A passion for vehicles

But this is not what she saw herself doing as a teenage girl.

Growing up, Walker-Ross dreamed of a cosmetology career. However, unexpected financial challenges in the family made her pick up a toolbox and a manual at the age of 16, to look under the hood of her mom’s old van. It ignited a passion for working on vehicles, and she would fix family cars in the driveway until she got her first job in a dealership at 18.

Walker-Ross loved her job too much to let unwanted opinions discourage her. She often had to face pushback, when men were telling her she should not be doing ‘men’s work’, and that she should be at home, cooking and cleaning.

But six years later, when she was pregnant with her daughter, she realized it was time for a change. Without knowing anything about trucking, Walker-Ross applied for a lube technician job. She was accepted with open arms.

“I got hired right away. The group of guys I worked with — they were great. They were fantastic, very supportive. I had no pushback from them, unlike in the automotive industry… They didn’t care that I was female. They were very much like, ‘Well, if you can get the job done, let’s get it done.’”

Walker-Ross realized her favorite part of the job is its challenge. There is always room for learning and improvement in the fast-paced and constantly growing industry.

Joining Penske

Striving to expand her career options, she applied for a job at Penske four years ago.

After working on the floor servicing trucks, she was quickly promoted to lead the night shift, where she worked with fellow technicians and conducted final checks. Her mornings or late evenings were dedicated to spending as much time with her daughter as she could.

A year and a half ago she was offered a maintenance supervisor position, and after that, she became the first female branch service manager.

Now, Walker-Ross gets to keep her passion for working on trucks, solving challenges and helping others learn and grow.

“I love helping the guys learn the truck. And I very much enjoy that, every day, it’s a new problem. Yeah, that’s my favorite part of it — always learning and growing and changing. Like, we don’t know what the next year’s [truck] model is going to come out with.”

But she still sees room for the industry itself to improve.

To her, the key to attracting more women is to change the wording often used to describe the industry and, therefore, its image.

“It’s not a boys’ club anymore. It doesn’t matter what we’re doing, whether it’s replacing a starter or removing a clutch. We [women] can still do it. We still have the same tools they have; we still have the same abilities.”

Pushing past unwelcome comments

This why Walker-Ross’ advice to women who consider a job in trucking is, “Just go for it… If the comments do come out – because sometimes they do – brush them off and keep going.”

Still, she also emphasizes the importance of speaking up and communicating with senior managers and supervisors about unappreciated words and actions in the workplace.

She remembers a time in her previous job when one driver wouldn’t let her work on his truck, even though she was the only licensed technician in the shop during that evening shift. But her boss put his foot down.

“He came out and said, ‘The only option you have this evening is Amelia looking at your truck, and she can get it fixed and back on the road. Or we can put a lube tech, who works with her on this truck, who has no training. And he can try to diagnose it. She will end up having to step in and help him. But you only have these two options. You can start with the lube tech and have him go as long as he can. Or you can accept the fact that we have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.’”

It was one of the times Walker-Ross proved them wrong. In less than an hour, the diagnostics were complete, the damaged part was changed, and the truck was back on the road.

Krystyna Shchedrina is a reporter for Today's Trucking. She is a recent honors graduate of the journalism bachelor program at Humber College. Reach Krystyna at: krystyna@newcom.ca

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

The construction industry can promote gender equality by implementing inclusive policies and strategies, such as signing the Women's Empowerment Principles and setting diversity goals, to increase the number of women in leadership positions and challenge traditional gender barriers.

Title:

Content: ua en ru
(not) women's professions.
How the war has changed the labor market, and Ukrainian women are increasingly mastering “male ” professions
The war has replaced the labor market, and Ukrainian women are increasingly mastering “male ” professions (Getty Images)
Author: Spetsproekt
Since the beginning of the full-scale war in many areas of the Ukrainian labor market there is a shortage of personnel.
In particular, there is a shortage of specialists in professions that are usually considered “male ”.
However, employers are ready to attract women to atypical positions, and Ukrainian women more actively respond to such vacancies and undergo retraining.
Meest, ATB and Ferrexpo tell about the professions in which women replace men during the war - in a special project for RBC-Ukraine.
Meest Group: whole women ’ s teams occupying “male ” positions
In the international postal and logistics group of companies Meest, historically, women are an integral part of the team: they work with finance, personnel, marketing, are regional directors and partners.
At the same time, due to the specifics of the work - sorting, transportation, logistics - the linear staff of the company, which is two-thirds of the staff, previously consisted mainly of men.
After the start of Russia ’ s full-scale invasion of Ukraine, this began to change.
According to the company, since February 2022, part of Meest has joined the Defense Forces: today, the state is protected by more than 130 employees of the company.
Many were forced to change their place of residence within the country or even go abroad.
“We clearly saw a change in trend around the summer of 2022.
At that time, we were able to solve the most critical issues with the help of employees, adaptation of operational work, etc.
And they restored the recruitment of people to positions that, for one reason or another, were vacant.
We noticed that it is women who respond most actively, including roles that were previously considered purely male, ” the company added.
Since then, companies have begun to attract women, and over the following months this trend has only intensified.
As of now, Meest has formed entire women ’ s teams, occupying “male ” positions.
In total, these are three categories of personnel: employees of warehouses, sorting centers, as well as heads of operational departments.
“If earlier our warehouse teams were more than 80% men, now some units are 70% women.
The distribution of the staff of warehouse centers has also changed significantly - in some areas it is already 50% to 50%, sometimes even with the advantage of female staff.
To do this, the company has changed some operational processes, as well as introduced technology so that women were comfortable working in new conditions, ” Meest said.
At first, the involvement of women in the composition, logistics were treated with caution: the work is extremely difficult both physically and morally.
Within a few months, all doubts were gone.
Women ’ s teams and women show extremely effective work.
The company distinguishes their consistency and structure, as well as elasticity and adaptability.
In general, they are always open to new knowledge and opportunities - and they are strongly supported in this.
The changes also affected the management of the operating departments – now the company has many women in these positions, more than in previous years.
And it is important that in many cases, the leaders grow from the inner team.
For example, during the war, a woman became the head of a branch in one of the regional centers, who had previously worked as an operator at this location - and now performs her own functions without complaint.
“Our plans are to attract women to the posts of couriers.
This area also has its own challenges, because we deliver packages up to 30 kg inclusive.
Therefore, here the company needs to adjust to allow women to work with less weight - and work in this direction is already underway, "the company said.
In the near future, Meest is convinced that the most active will be two categories of search engines – women, as well as veterans and veterans.
They need changes in recruiting and operating processes, so the company is actively working on this: they introduce new technologies and procedures for both women and veterans of both sexes, and for the latter they began to attract psychologists for the purpose of moral support.
“In the end, we see that our people are ready to work and give results under any circumstances.
The main thing is to create comfortable and transparent conditions for them, ” the company concluded.
ATB: the company of strong women
As of today, more than 56 thousand Ukrainians are employed at ATB enterprises, 67% of which are representatives of the fair sex.
Historically, work in grocery retail is considered female, although it requires maximum involvement and dedication.
As the experience of the company has shown, for a Ukrainian woman there is no night impossible.
Leading programmer of the company Kristina Mishchenko at one time made an ascent to the mountain with a height of 6,500 m, set the Ukrainian flag and the ATB flag on the top.
As of today, more than 4.5 thousand ATB employees have joined the ranks of the APU, the Defense Ministry and the National Guard.
If you count only male staff, then about 30% of men are mobilized.
In view of this, women have already adapted, for example, to work as security guards.
On average, almost every store in the network has such an employee.
The number of women involved in what was previously thought to be purely male positions depends on the circumstances, but in some cases it reaches 50%.
The personnel policy of the company is aimed at the development of human resources.
If a woman seeks to become a specialist of an extra-class, to take the coveted position, then a priori cannot be any conventions.
In particular, we are talking about the so-called division into traditionally "female" or "male" positions.
However, it is important to understand that not all women can do men ’ s work.
The complete absence of gender stereotypes in the company proves that more than two thirds of the staff are women.
Among colleagues and business partners, ATB is even called a company of strong women.
“Through dedicated work, the company has withstood the powerful blow of a full-scale invasion, acquired the title of“ network of indestructibility ” and became an outpost of food security of the whole country, ” the company says.
In the ATB, there were many examples of how women work effectively and quickly climb the career ladder in professions that can be considered “male ”, for example, leading key regions, dealing with safety, security, etc.
Also, the company is proud of its training centers in Dnipro, Kiev, Lviv and Odessa.
Annually more than 4 thousand employees undergo free training and improve their skills there.
There are no gender restrictions or stereotypes.
“Women and men gain new skills, master the desired professions, become specialists of the highest level and quickly rise to career levels in the team of the leader of domestic retail.
As for the "male" professions, our women master the specialty of "loader driver".
It is possible to “work ” such physically difficult activities, but such a replacement will be incredibly valuable and very slow.
Therefore, the solution of this issue was taken into their hands by our guardians, ” the ATB stated.
Ferrexpo: support for women 's leadership and decrees for men
Ferrexpo is one of the trendsetters of large Ukrainian business, demonstrating an integrated approach to issues of inclusiveness and gender equality.
In 2022, the company signed the Women ’ s Empowerment Principles to promote gender equality.
Therefore, one of the group's priorities is diversity at the managerial level and the promotion of career opportunities for women.
Since 2020, Ferrexpo has been implementing a comprehensive DE & I strategy, implementing the principles of inclusiveness and gender equality.
Thanks to her, over the past three years, the number of women in leadership positions in Grade 10 + (management staff) has increased by 60%.
The share of women in leadership positions in 2022 was 21%, the goal is to reach the figure of 25% by 2030.
“The introduction of ideas of gender equality has increased the stability of staff, readiness for innovation and the ability to respond quickly to the challenges of the time.
This decision allowed us to strengthen relations with foreign partners, because they are pleased to cooperate with companies where the same level of trust in managers and managers, ” the company said.
According to her, within enterprises, this has allowed to change the views of male skeptics and successfully overcome prejudices against female leaders.
The employees of the enterprises felt their value for the production process, which motivated them to further develop their professional qualities.
Elena Nikolaevchuk-Neroda, who has been working as a driver of motor vehicles in her career at Yeristovsky GOK since 2018, dreamed of driving a car since childhood.
This dream she was able to realize in Ferrexpo.
At one time, Elena was offered a job as a BelAZ driver, and she agreed, although she did not have previous experience driving such a car.
The nuances of work during the internship were taught by experienced mentors.
For 5 years of work, Elena worked in a career on a car, after obtaining a driving license of category C, she began to drive MAZ and KrAZ dump trucks.
Then switched to more powerful Bell and Caterpillar with a carrying capacity of 40 and 90 tons, already has a certificate that allows you to control the 220-ton.
In the future, Elena plans to master other mining equipment - a bulldozer and an excavator.
In addition, the company has a male decree program that allows women to continue their career growth.
If in the family of Ferrexpo employees a woman wants to leave maternity leave earlier in order to continue to grow professionally, a man can take care of the child until he reaches the age of three.
At the same time, the company takes care that the family income does not become less: if a man has a large salary, but goes on maternity leave and the family because of this decreases the total income, Ferrexpo compensates for this amount.
“The hardest thing about the decree is not being able to work, I missed my job very much.
I am grateful to the man who supported my desire to return to the workplace in a year.
This is our second daughter, so I am sure that my husband will cope, and I can safely perform everyday duties, ” admits Olga Romantsova, a specialist in the production department of the foundry and mechanical workshop.
The practice of “male ” decrees is gaining momentum, because the company understands the importance of development for both men and women.
In general, the company will emphasize that the Ferrexpo workforce is a community where everyone has access to equal opportunities - mastering new professions, improving skills, career growth and development of the company, regardless of gender.
In addition, the company received the opportunity to replenish the team with professional personnel (both men and women), especially with regard to vacancies that became critical in the conditions of martial law.

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

"The construction industry can promote gender equality by implementing inclusive policies, challenging biases and stereotypes, and providing opportunities for female employees to develop their professional qualities, as seen in the example of a company that successfully overcame prejudices against female leaders."

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 challenges do women in the construction and maritime  industries face?

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

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

commit to gender equality in hiring practices

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

Amelia Walker-Ross is an example of a woman who succeeded in a male-dominated field, overcoming pushback and unwanted opinions to pursue her passion for working on vehicles.

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

"Amelia Walker-Ross is an example of a woman succeeding in a male-dominated field, such as the construction industry, where she works on trucks and helps others learn and grow."

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

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

appoint women to traditionally male roles

Amelia Walker-Ross is an example of a woman succeeding in a male-dominated field, demonstrating that with determination and support, women can overcome obstacles and excel in traditionally male-dominated roles.

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

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

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

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

Irene Naliaka is an example of a woman who succeeded in a challenging situation, finding a way to support her family after her husband's accident and overcoming initial reservations to achieve her goals.

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

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

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

Title:

Content: Women Breaking Barriers in Waste Management

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

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

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

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

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

Women Breaking Barriers in Waste Management

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

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

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

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

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

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

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

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

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

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

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

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

commit to gender equality in hiring practices

"Companies can attract women construction workers by offering paid training programs and creating an equal employment environment, as evidenced by the success of training programs like the one at SLCC."

Title:

Content: LUS Fiber hires first woman lineworker, a graduate of the SLCC Power Lineman program

Ashley White
Lafayette Daily Advertiser
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When Lafayette residents look up at the bucket of an LUS Fiber truck they could see Jewel Everett — the company's first woman lineworker.

Everett has been shadowing other workers, learning everything to do with the fiber optic business.

She enrolled in South Louisiana Community College's Power Lineman program and, after getting outfitted with clothing and equipment small enough to fit her, jumped right into working at LUS Fiber.

"I really wanted to go to school for that specific program because it gave me opportunities to either go for electric (line work) or anything that requires bucket trucks or climbing poles," Everett said.

Everett, who enjoys being in the bucket making repairs, said the most challenging part has been lifting and balancing the larger equipment, like the ladders that are more than 20 feet long. But when she conquers those challenges - like the time she had to hang a cross tie during school - it makes the job worth it.

"I’ve always liked doing hard work, and doing hard work comes with making good money and also helping people in a big way," Everett said.

At LUS Fiber, she'll install fiber lines on overhead poles, splice fiber cable, climb poles or use ladders to access fiber infrastructure, and install advanced network gear at locations across Lafayette and Acadiana.

The 25-week program at SLCC includes training students to receive their CDL license, learning first aid, receiving training specific to being a lineworker, learning to work buckets and how to climb utility poles.

"That was one of the good things about having her go to the SLCC program. It’s allowing them to learn the basics and then quickly jump to their next role," said Ryan Meche, director of LUS Fiber. "Once we found clothes that fit her and got her rigged out, she was literally the next day climbing the poles getting work done."

The program was created after Charlotte LeLeux, director of transportation, distribution, and logistics, was approached by utility companies about the dwindling workforce and a need for lineworkers.

The program's first cohort graduated in January 2020. All 16 people had jobs lined up before their graduation day.

Everett was the program's first woman graduate, an honor for SLCC, LeLeux said. LeLeux, who received her CDL license more than 20 years ago, knew some of the obstacles women can face in fields of work traditionally dominated by men.

"When Jewel came in, we had that conversation. I said, 'When you face obstacles and somebody’s pushing back, you don’t think twice. You push back because you’re just as capable,' LeLeux said. "She’s definitely been a pioneer and paving the way for the young ladies that come behind her."

But Everett didn't look at it as a trailblazing opportunity but a way to do something she's interested in.

“You just have to do it, honestly," she said. "And you can’t be scared to do it."

Meche said he's glad Everett chose to work at LUS Fiber after graduation."We're really excited to have someone like Jewel join the workforce with a fresh perspective and highly motivated," Meche said. "We think this is going to be a huge asset and be pivotal to our success and some of these expansion efforts that we're going through."

Contact Ashley White at adwhite@theadvertiser.com or on Twitter at @AshleyyDi.

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

create training and apprenticeship programs

commit to gender equality in hiring practices

Companies can attract women construction workers by offering paid training programs and fostering an equal employment environment, as seen in the Meralco Linecrew Training Program which promotes gender diversity and inclusion in the field of electrical linework.

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

create training and apprenticeship programs

commit to gender equality in hiring practices

Companies can attract women construction workers by offering paid training programs and creating an equal employment environment, which can help break down traditional gender barriers and promote career growth opportunities.

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

create training and apprenticeship programs

commit to gender equality in hiring practices

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

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

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

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

create training and apprenticeship programs

commit to gender equality in hiring practices

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

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by breaking down traditional gender barriers and providing opportunities for women to succeed 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 are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

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

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development, as seen in examples of women breaking into male-dominated fields like offshore wind power.

Title:

Content: Helping young people achieve their dreams across the world! The Penghu Branch of the Ministry of Labor Gets a Competitive Advantage for Youth
Reporter Huang Shou-shuang / reporting from Kaohsiung
The Department of Labor Development of the Ministry of Labor has actively promoted investment in youth employment programs, breaking through the gender framework for young people to achieve a competitive advantage, showing that they do not let their eyebrows go, and bravely breaking into the offshore wind power work field, because they keep improving, so that their lives can be turned around, and they can increase their value and pay.
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The second phase of the Youth Employment Program is to help unemployed or jobless youth aged 15 to 29 with professional skills and employability in key industries. The training fee for participating in the New Pioneer Program is up to 100,000 yuan per person. At the same time, in order to relieve the financial pressure of trainees during training, there is a monthly learning incentive subsidy of 8,000 yuan during training, which can be subsidized for up to 12 months.
Guo Genghua said that a 29-year-old female student who participated in the industry's new frontier plan has broken through the gender framework, showing that she does not let the eyebrows go, bravely breaking into the offshore wind power work field, because she keeps improving, let her life turn over, and give herself a raise.
Guo Genghua also said that the female student university major in business management, because of the personality of extrovert and like sports, after graduation, had done sports powder editor, sports substitute teacher, construction supervision and other work, but long-term, life and income instability, let her feel at a loss for the future, about to enter the age of 30, she hopes to find a skilled job and stable employment. With the encouragement and introduction of his family, he enrolled in the Offshore Wind and Marine Engineering Career Counseling Program of the Penghu Branch of the Penghu District of Kaohsiung City, and decided to give himself an opportunity to study in a cross-disciplinary field.
The female trainee pointed out that because she graduated from a non-related department and never touched the field of electromechanical or marine engineering, and in the training process, she often has to carry more than 10 kilograms of equipment, simulating land and sea hanging operations or first aid subjects, which is a challenge in terms of physical strength and endurance, so relatively few women are involved in related work.
At the beginning of the training, she was full of anxiety and fear, but the equipment of the training unit not only passed the international safety standards, but also every instructor and teaching assistant has a professional license. During the training period, she successfully obtained five basic safety training certificates from the Global Wind Organisation. Before the training, she attracted the favor of manufacturers through job matching, and successfully entered the Danish company Global Wind Service Taiwan Branch to become a wind technician.
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development, as seen in the example of a female trainee who overcame challenges to become a wind technician.

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

create training and apprenticeship programs

appoint women to traditionally male roles

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

Promoting gender equality in the construction industry aims to increase female representation and achieve sustainable social development by breaking down traditional gender barriers and providing opportunities for women to excel 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 are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

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

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Fewer fines, fewer accidents, more female truck drivers, more and more attention.
In response to the increasing demand for truck drivers, more and more women are joining the ranks of drivers.
According to the Ministry of Labor, there were about 3.1 million truck drivers in 1999, and 4.9% were women. In 2021, there were nearly 3.5 million truck drivers, and 7.9% were women.
The number of female drivers has increased by 80% over the past 20 years. Maggie Selagea is one of thousands of women joining the industry.
In 2008, during the Great Depression, Selagea ’ s construction company went bankrupt, and she turned to the trucking industry, which was not easily affected by the economic downturn.
She became head of the transportation company Mega Load.
The company is headquartered in Chicago and ships throughout the country.
Selagea said, “I grew up with nine brothers and became a car lover.
I take care of my car and I want people who work with me to do so.
Selagea ’ s experience reflects the impact women have had on the transportation industry.
Rhonda Hartman, a member of the American Trucking Association, which recruits women and advocates for Women in Motion, said women drivers prefer safe driving, cherish equipment, have fewer fines and fewer accidents, and thus reduce litigation costs and insurance costs for trucking companies.
This view is supported by the analysis of the 2022 Women in Trucking Index.
The data shows that women often choose to avoid risk and focus more on safety than men.
In addition, women often have excellent multitasking and organizational skills, strong communication, patience, focus and reliability.
Matt Hart, CEO of the Illinois Trucking Association (ITA), agrees, saying there is a national driver shortage and the ITA is trying to recruit more women and form “road teams. ”
Its members must have exemplary driving records and good communication skills.
Hartman was one of the members.
She visited the White House to talk to President Biden.
She regularly offers driving lessons and travels the country as a seminar instructor.
Hart also said that because more trucks are now equipped with automatic transmission, which reduces the physical requirements, making it easier for women to drive.
Both Selagea and Hartman are excited to see more female drivers on board.
“Women ’ s participation has made the industry better, ” Hartman says, even though women are currently paid less.
On average, male truck drivers earn about $61,000, while female truck drivers earn only $52,000.
When the working environment is overwhelmingly male, female drivers may face backlash and stress due to gender.
To that end, Cornilla Johnson, who is training to drive a Class A vehicle, said, “Be confident in what you ’ re doing and who you are. ”
As a woman, you can definitely get through difficult times. "As a single mother, she likes this flexibility in working hours and makes herself more confident.
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"The trucking industry is still male-dominated, but there is a slight increase in female drivers, with females making up less than 10% of commercial drivers license holders nationally."

Title:

Content: BRADENTON, Fla. (WFLA) – Ladies could be the key to ending Florida’s truck driver shortage, according to leaders at Fleet Force Truck Driving School.

Cathy Slaughter recently graduated from the program.

“It’s a good field and you can make good money,” she said. “It’s honest work and you’ve got a future. You can go so many different directions.”

Recent numbers from truck driving schools around the state show a slight increase in female drivers over the past few years. According to the companies, males still occupy nearly 80% of positions in the industry.

“Carriers love to hire females. Females cause less accidents, they job-hop less often and, as a result, they’re cheaper to insure,” Fleet Force President Tra Williams said.

According to Williams, females make up less than 10% of commercial drivers license (CDL) holders nationally. He said the job pays well — the average salary is $78,000 in Florida.

He said tuition to obtain a CDL typically costs between $6,000 and $10,000. Aspiring drivers are required to take an exam. The Fleet Force driving program includes 160 hours of training over a four-week period.

According to Williams, many assume the career requires long trips across the country, away from home. He said it’s what keeps some women with children out of the industry.

“I have a 15-year-old daughter and I’ve got to be home every night, so that’s where I’m going to be,” Slaughter told WFLA.

The mom said she’ll be driving local routes to make sure she still has time with her family.

“I’ll be the first woman in Sarasota driving to give everyone else some encouragement that they can do it too,” said Slaughter.

More information about joining the truck driving industry can be found on the Fleetforce Truck Driving School website.

"Women can excel in male-dominated roles such as crane operation by possessing qualities like confidence, perseverance, determination, and a strong mindset, as exemplified by successful women leaders in similar industries."

Women can excel in male-dominated roles such as crane operation by possessing qualities like perseverance, dedication, and a strong mindset, and by being part of a supportive work environment that provides opportunities for growth and development.

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

professional development
support networks

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

Women can excel in male-dominated roles by possessing confidence, perseverance, determination, and a strong mindset, as exemplified by Cornilla Johnson's experience training to drive a Class A vehicle.

"Women can excel in male-dominated roles by possessing confidence, perseverance, determination, and a strong mindset, as exemplified by Chen Pei-fen's story, and by being eager to break through and make a change in their careers."

Women can excel in male-dominated roles like crane operation by having confidence, perseverance, and the right mindset, and by not being limited by their past, gender, or age.

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

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

create training and apprenticeship programs

Companies can attract women workers by offering training programs, promoting gender diversity and inclusion, and providing opportunities for skill development and knowledge acquisition.

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

create training and apprenticeship programs

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

Companies can attract women workers by offering training programs, as seen in Meralco's introduction of female linecrew trainees into the MLTP, providing equal opportunities for both men and women.

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

create training and apprenticeship programs

appoint women to traditionally male roles

"Companies can attract women workers by offering training programs and career growth opportunities, as seen in Meralco's approach to promoting gender equality and diversity."

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

create training and apprenticeship programs

"Companies can offer training programs to attract women workers, as seen in Meralco's successful program, which not only produces skilled professionals but also fosters a culture of equality and empowerment."

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

create training and apprenticeship programs

commit to gender equality in hiring practices

Construction companies can incentivize women to join by offering higher pay, as it is a motivator for some women in the industry who value the financial rewards and the opportunity to make a positive impact.

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

"Offering higher pay can be an effective way to incentivize women to join the construction industry, as seen in the example of Li Rui, a tower crane driver who earns a competitive monthly income."

Title:

Content: People 's Daily Online > > Economy and Technology
Let farmers live sesame blossoms high
January 14, 2022 06: 07 | Source: People's Daily - People's Daily
Small number
Figure 1: Shuangfeng County in Hunan Province develops lantern manufacturing and processing industry, driving farmers to increase income.
Recently, in the employment poverty alleviation workshop of Sangyuan community in Jinkai Street, employees are driving red lanterns.
Photo by Naijihui (People 's Vision)
Figure 2: In the corn drying field of Sanzha Village, Sanzha Town, Ganzhou District, Zhangye City, Gansu Province, large-scale thresher carried out corn threshing operations.
Photo by Yang Yongwei (People 's Vision)
Source: Ministry of Agriculture and Rural Affairs
Core reading
Just past 2021, from the beginning to the end of the year, the majority of farmers worked hard and worked hard, in exchange for heavy harvests.
This year, absolute poverty has been eradicated, mountains and villages have changed dramatically, mountains and rivers have become a well-off society, and things have been good for the people and the years have been good.
Looking back, the harvest is full; looking forward, the future can be expected.
This year, the 20th National Congress of the Communist Party of China (CPC) will be held to ensure a stable and healthy economic environment and a peaceful social environment.
The new journey of the new mission, the development of "three rural" to open a new chapter, consolidate and expand the achievements of poverty alleviation, comprehensively promote rural revitalization, so that the majority of farmers' lives sesame flowers high, the field of hope is full of vitality.
Grain farmer Qiu Jiebo
High efficiency chain extension
Our reporter is calm.
"As long as we find the right way, there is a great future for agriculture," said Qiu Jiebo, an 85-year-old in Qinyan Village, Henghe Town, Cixi City, Zhejiang Province.
University mechanical engineering graduate, he returned to the village in 2010, registered a family farm, planting wheat, rice and other food crops, and now has been dealing with crops for more than 10 years.
Gideon has a good policy.
The city will give 20,000 to 30,000 yuan a year to college students under the age of 35 who return to their hometown to start businesses.
Qiu Jiebo said that many young people have gone out to work, and the village still relies on machinery and technology to grow land.
In June 2020, Qiu Jiebo purchased the first unmanned rice transplanter in Cixi City, relying on Beidou positioning system and Internet of Things technology to “intelligently upgrade ” the traditional rice transplanter. Qiu Jiebo lamented:“ The intelligent agricultural machine can plan the optimal route by itself, complete automatic rice transplanting, intelligent obstacle avoidance, turning and other operations, which is very convenient! ”
In Cixi, the late rice harvest begins in early November every year, which is also the busiest day of Qiu Jiebo - receive the study tour team during the day, take the students to experience cutting rice, beating rice, drying, and grasp the processing of rice at night, packaging finished rice.
"Last year, I planted more than 200 mu of rice, all of 'Jiahe 218' high-quality japonica rice, each mu yield of thousands of jin, half sold to the grain warehouse, about 1.5 yuan per jin. The rest of the processing sold to the market." Qiu Jiebo said of the grain industry is very proud.
Over the years, he registered a trademark and took the brand route, "our rice can sell 3.5 to 4 yuan per catty, and the husk is provided to the farmers as feed, 7 yuan per catty, and the gross profit can reach more than 100,000 yuan a year."
From planting to hosting, to processing and sales, and rice paddies to study, Qiu Jiebo tasted the sweetness of elongating the food industry chain.
The town is a key food producing area in Cixi City.
In the past two years, the town has set up a professional cooperative association of Jinsui Agricultural Machinery Service Co., Ltd., and the young Qiu Jiebo was elected as the head of the association. Grain farmers integrate into the modern agricultural industry chain.
Qiu Jiebo said confidently: "We will definitely expand the area of grain growing."
A few days ago, the farm has signed a new transfer contract for 300 acres of land.
Next, we must strengthen rice processing, carry out socialized services, and let more farmers meet a bumper harvest through mechanized grain growing. "
Expatriate worker Li Rui
Stable income in hand
This reporter is often Qin
Li Rui started a new day of work at a construction site in Xiongan New District of the Second Bureau of China Construction and Construction: Wear gloves, fasten safety belts, and prevent falling ropes, and in less than five minutes, skilfully climbed from the ground to the 50-meter high cab.
As a tower crane female driver, this less than 5 square meters of the "square grid" is Li Rui's big stage - hook, lift, yard... a series of actions clean, steel, cement, scaffold pipe and other building materials are accurately placed in the designated position.
"Eye sharp, accurate, careful, eat craft rice, heart steady!" Li Rui spirit, it is difficult to connect this double fiber slim hand with the huge tower crane boom.
In March 2021, Li Rui bid farewell to his hometown, Guizhou Bijie, and came to Xiongan New Area to work. "Less than one year, she saved more than 70,000 yuan."
The job of a tower crane driver is not easy to do.
Li Rui said: "At the beginning of climbing up and down, the legs are soft, palms are sweating, and every day to complete the workload of 80 to 100 cranes, which requires excellent psychological quality and superb operation skills." And...
A skill in hand, the monthly income "rose high", rose to more than 9,000 yuan.
Li Rui told reporters that the construction site has now set up a "special account" mechanism for the payment of wages for migrant workers.
"The monthly salary hits the personal card on time, timely and convenient.
I give money to my old relatives every month, and I feel full of achievement.
This is not, and to the child to buy a phone watch, direct video call, can be convenient! "
In addition to income, Li Rui also praised the living conditions of the construction site. “In winter, you can take a hot bath at any time. ” She said that the construction site is getting better and better for migrant workers, and every dormitory is equipped with air conditioning, 24-hour hot water, and the food is delicious and the price is not expensive.
Now the construction industry for technical jobs more and more demand, speaking of their career planning, Li Rui out a "learning investment plan": she every month from the salary to take part in the purchase of learning materials and apply for professional certificates, "art more than pressure, I plan to test an excavator certificate."
In the past year, the construction of Xiong'an New Area has been changing with each passing day, and buildings have been constantly refreshing the "height".
Li Rui is not only a "beautiful dancer" in the sky, but also a witness to the growth of the Xiongan New Area. "Look, this is the building I took from the height, beautiful..." From digging the foundation to building the tall building, from the mud and water to planting, a photo in the mobile phone is the common growth log of Li Rui and this new city.
"My New Year 's wish is to bring my children to the construction site and tell him about the happiness of growing up with the city." Li Rui' s words are full of pride.
Zhang Kang, Head of the Village Revitalization Team
Raise the lives of the poor to a higher level
Our reporter Wang Hao, Li Xiaoqing
The green mountains are stacked, a ridge of tea trees like a green belt coiled.
Zhang Kang took a deep breath, refreshing air accompanied by the fragrance of tea into the heart and spleen, "good ecology will certainly grow a good product."
In May 2021, Zhang Kang, who works at the statistical bureau of the Enshi Family Miao Autonomous Prefecture in Hubei Province, “moved ” his office to the deep mountains and became the leader of the village revitalization team of Dongzhou Village in Hefeng County.
After taking over the baton, he took lessons from the former team leader, and then held a forum without stopping and looking for villagers to do their homework.
Zhang Kang, chairman of the Standing Committee of the Political Bureau of the Communist Party of China (CPC) Central Committee, made the remarks at a meeting with visiting
Opening the account book of the village: In 2018, the whole village was lifted out of poverty, and cement roads and running water were opened; in 2020, the per capita net income of farmers was more than 12,000 yuan...
The industry ’ s “strength ” is growing.
In the past, the villagers almost planted tea at home, but these years the market changes fast, the villagers can not keep up. "As long as we find the advantages, improve the industrial competitiveness, tea will be able to sell a good price." Zhang Kang calculated that the village is clean and beautiful, this is the biggest advantage, take the road of green development, and can not be wrong.
How to promote the new technology? Will the villagers accept it? There are many challenges ahead.
Zhang Kang and the team members held a mobilization meeting in the village, looking for large growers to demonstrate, and helping the villagers to pick up the fine accounts. "We docked with the tea factory, and the quality is good, which is higher than the market price." A trip to work, everyone's bottom is enough.
"With the organic fertilizer, the output has increased, the quality of tea is better, and each mu can earn 500 yuan more," tea farmer She Kunming said.
A family of tea farmers signed a commitment to green production, and a number of tea gardens were upgraded to ecological tea gardens.
At the end of the year, the price of fresh tea per catty was 50 yuan higher, and the tea industry is expected to drive farmers to increase their income by 3.5 million yuan a year.
With good mountains and good water, the development potential of the village is not small.
It is the new exploration of the village task force to make a workshop in the field and a tea garden into a park.
Zhang Kang opened a plan, 22 project construction points are densely marked, "When the forest fruit picking park, education and research base and other infrastructure is built, the planting and sales links can be opened," the "season harvest" becomes "season harvest", Zhang Kang said.
In October 2021, some villagers encountered a water problem. “The water tap at home does not water. ” Zhang Kang and village cadres investigated the problem, opened up water sources, and laid water pipes, and 17 villagers quickly drank tap water.
"Good management of water, in order to long-term benefit." The village team organized the villagers to set up a drinking water association, 19 pools, 25 water cellars have a special person responsible, many beneficiary farmers, party members representatives actively participate in the daily patrol.
The premise of rural revitalization is to consolidate the achievements of poverty alleviation. "We do everything in the village well, ensure that the help is kept in the file, and lead the villagers to stride toward the goal of prosperous industry, rural beauty, and rich farmers." Zhang Kangdao made his New Year's wish.
Layout: Cai Huawei
People 's Daily (January 14, 2022, 18 pages)
(Editor: Yang Guangyu, Yue Hongbin)
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Why are construction and maritime industries more popular with women nowadays?

Educational programs and vocational training can support women in construction by providing them with the necessary skills and preparation to succeed in male-dominated fields.

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

create training and apprenticeship programs

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

educational programs
vocational training

Educational programs and vocational training, such as the 25-week program at SLCC, can support women in construction by providing them with the necessary skills and training to excel in the industry.

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

create training and apprenticeship programs

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

educational programs
vocational training

Educational programs and vocational training can support women in construction by providing them with the necessary skills and experience to succeed in the field, as evidenced by the success of the SLCC program.

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

create training and apprenticeship programs

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

educational programs
vocational training

Educational programs and vocational training, such as Meralco's Linecrew Training Program, can support women in construction by providing them with the necessary skills and knowledge to excel in the field.

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

create training and apprenticeship programs

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

educational programs
vocational training

Educational programs and vocational training can support women in construction by providing them with the necessary skills and opportunities to excel in their roles.

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

create training and apprenticeship programs

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?

Women can succeed in construction and maritime industries by working together as a team and being open to new knowledge and opportunities, with the support of their company.

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

professional development
support networks

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

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

Women can succeed in construction and maritime industries by being part of a cohesive team and having the desire to learn and develop, which helps break down traditional gender barriers.

Title:

Content: Women are increasingly going to work in car services: why is this happening?
Fit Service: stability and high earnings encourage women to work at the service station
Previously, the car service was a purely male territory.
But today, the situation is changing, and women are increasingly choosing a profession related to car repair.
Irina Kulieva, HR Director of Fit Service, notes the growing interest of women in the automotive business.
According to her, women are increasingly occupying the positions of master receptionists and even heads of service stations.
The car service offers stable jobs with decent pay.
For example, the assistant of the master receiver receives an average of 50,000 rubles per month, and the master receiver already receives 100,000 rubles.
The head of the service station can earn from 150 000 rubles.
Despite the fact that auto repair is traditionally considered a male sphere, in some areas women do not need to have any special strength or “masculine ” character traits.
The main thing is the desire to learn, develop and be part of a cohesive team.
“Driving ” can now be viewed on RuTube
Source: Gazeta.Ru
Sign up for "Driving" in

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

Companies can support women workers by implementing policies such as improved maternity leave, male decree programs, and compensation for differences in family income, allowing women to continue their career growth and balance work 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?

"Role models, such as Jewel Everett, the first woman lineworker at LUS Fiber, can help encourage more women to join the construction field by providing inspiration and breaking down traditional gender barriers."

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

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

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

appoint women to traditionally male roles

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

Role models like Jewel Everett can inspire and encourage more women to join the construction field, helping to break down traditional gender barriers and promote greater gender equality and diversity.

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

"Role models can play a significant role in encouraging women to join the construction field by breaking down traditional gender barriers and showing that success is achievable."

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

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

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

The presence of role models can help encourage more women to join the construction field by empowering them to pursue their aspirations.

Title:

Content: Thiess sisters doing it for themselves

Launched in 2013, Thiess’ Sisters in Mining (SIM) program enables Aboriginal and Torres Strait Islander women to transition into the mining sector as trainee haul truck drivers.

The SIM Program was born out of Thiess’ reconciliation commitment to ensuring the economic benefits of mining contribute to, and empower, the culture and social aspirations of our First Nations peoples through the creation of long-term employment opportunities.

The program begins with a seven-day, pre-employment program to kick start their career in the mining industry. Building on participants’ prior experience and their preferred learning style, the 12-month program integrates on the job coaching, training in haul truck simulators, as well as structured learning through a vocational education and training (VET) course in Surface Extraction Operations.

Studies undertaken during the traineeship contribute to a nationally recognised qualification in Surface Extraction Operations.

Following successful completion of the program, most women take up permanent full-time positions as haul truck operators. In addition to the career-enhancing technical competencies acquired, participants receive important life-skills training and mentoring throughout the traineeship.

Now in its 10th year, the program has been rolled out across central Queensland projects including Curragh North, Lake Vermont, Caval Ridge and Peak Downs. The program has supported 75 women through to successful completion, with around 90 per cent of those women offered employment at Thiess.

The program is seen as pivotal to increasing the number of women in a traditionally male-dominated mining and resources industry.

Program partner, the Department of Seniors, Disability Services and Aboriginal and Torres Strait Islander Partnerships (DSDSATSIP), sees the lasting value the Sisters in Mining program brings.

Program Manager Rockhampton Central Queensland Region for DSDSATSIP, David Thompson, said beyond creating resource sector jobs, it empowers women to pursue aspirations in work and beyond, as role models and community leaders.

“We are proud to play a part in connecting Queenslanders with lifechanging opportunities,” he said.

Through sustainable employment, Sisters in Mining transforms lives and communities and brings valued team members and real benefits to our business.

About Ray Chan

Editor of industrial titles and mastheads with Prime Creative Media. Publications include Rail Express and Australian Mining (web content).

To keep up to date with Australian Mining, subscribe to our free email newsletters delivered straight to your inbox. Click here.

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?

Companies can support women in male-dominated industries by providing resources and support, such as training programs, to help them succeed and break down traditional gender barriers.

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

create training and apprenticeship programs

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

"Companies can promote gender equality by offering equal training and opportunities, as exemplified by Meralco's initiative to include female linecrew trainees in their program."

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

create training and apprenticeship programs

appoint women to traditionally male roles