"The construction industry can promote gender equality by implementing inclusive policies, challenging biases and stereotypes, and empowering women through education, as exemplified by Reresi's success in a male-dominated field."

A woman named Reresi has successfully entered a male-dominated field in the mechanics sector of Warrior Industry, demonstrating her resilience and determination.

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 increase diversity in the industry.

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

"Companies can attract more women to male-dominated industries by offering family-friendly benefits and listening to their needs, which can help break down traditional gender barriers and promote diversity."

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

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

"Women can excel in male-dominated roles by possessing confidence, perseverance, determination, and a strong mindset, as exemplified by Rachael Reresi's journey as a mechanic at Warrior Industry."

To attract women workers, companies can offer training programs, as seen in Suffolk Construction's Career Start program, which aims to diversify the workforce by bringing in people from different backgrounds and educations.

Construction companies can incentivize women to join by offering higher pay and increasing visibility and representation of women in the industry, which can help break down traditional gender barriers and create a more welcoming work environment.

"The construction industry can promote gender equality by implementing inclusive policies, challenging biases and stereotypes, and empowering women through education, as exemplified by Reresi's success in a male-dominated field."

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Breaking Barriers: Rachael Reresi Shines in Male-Dominated Mechanics at Warrior Industry

Rachael Reresi breaks stereotypes in a male-dominated field as a mechanic at Warrior Industry, embodying resilience and inspiring change.

Shivani Chauhan
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In a significant stride towards gender diversity in traditionally male-dominated fields, Rachael Reresi from East New Britain province has recently made headlines by joining Warrior Industry, a leading water tank manufacturing company located at Malahang Industrial area in Lae, as a mechanic. Hired in November 2023, Reresi's journey is not just about breaking stereotypes but also about excellence in a challenging work environment.

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Despite the gender imbalance, Reresi's former classmates from the National Polytechnic Institute of Papua New Guinea became her initial allies, easing her transition into this rugged terrain. Her determination and adaptability have turned heads, including that of Warrior's managing director, Reginald Sutton, who commends her for her hard work and team spirit.

Challenging Gender Norms

Reresi's entry into the mechanics sector of Warrior Industry is a testament to her resilience and determination to succeed in a field where women are a rarity. Her ability to work seamlessly alongside her male counterparts, not just at her designated post by the machines but throughout the company, showcases her versatility and commitment to teamwork. This dynamic approach has not only earned her respect but also positioned her as a potential future leader within the company.

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Empowerment Through Education

The journey of Reresi, a 24-year-old graduate of the National Polytechnic Institute of Papua New Guinea, highlights the critical role of education in empowering individuals to pursue careers in fields they are passionate about, regardless of societal norms. Her academic achievements in mechanical engineering paved the way for her recruitment at Warrior Industry, proving that merit and skill are key to breaking down barriers.

Inspiration for Many

Reresi's story is more than just about personal achievement; it serves as an inspiration to many, especially young women aspiring to enter STEM fields. Her motto, 'I can do all things through Christ who strengthens me' from Philippians 4:13, reflects her strong faith and determination, elements that have been crucial in her journey. As she continues to excel in her role, Rachael Reresi is not only challenging gender norms but also setting a precedent for future generations.

As industries worldwide strive towards inclusivity and diversity, stories like Reresi's illuminate the path towards a more equitable workforce. Her success in the male-dominated field of mechanics at Warrior Industry underscores the importance of perseverance, skill, and the willingness to challenge the status quo.

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How has the 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?

A woman named Reresi has successfully entered a male-dominated field in the mechanics sector of Warrior Industry, demonstrating her resilience and determination.

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

appoint women to traditionally male roles

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 increase diversity in the industry.

Title:

Content: 3 women helping build tallest residential building on Florida's West Coast: 'I want my name on that'

A tall building under construction in Downtown St. Petersburg is a point of pride for one woman under a hardhat.

"Because it's going to be the tallest [residential] building on the West Coast of Florida and I want my name on that," said Daniela Farias, a recent USF Civil Engineering graduate.

Farias, Sofia Menacho, and Sydney Rocha are among the relatively few women in a field long dominated by men. According to one industry group, only 10 percent of construction industry workers are female.

"I think they may be a little bit discouraged to join this field because of the low numbers.," explained Rocha, a recent architecture graduate.

Daniela Farias and Sydney Rocha work in the construction industry.

All three women are working to help build The Residences at 400 Central. Eventually, the building will rise 46 stories.

READ: New high rise apartment building coming soon to downtown Tampa

Suffolk Construction is in charge of the project, overseeing many subcontractors working in different trades.

"I work with the concrete subcontractors putting in all the steel and the rebar and also the mechanical and electrical and plumbing trees," said Farias.

All three women are in Suffolk's Career Start program. The goal is to diversify the workforce.

"People from different backgrounds, different cultures, different educations, they all bring a wealth of knowledge and experiences that diversify who we are and make us better as a company," said Chris Lewis, Suffolk's Project Executive.

Getting more women in hardhats depends on more girls taking more math, science, and technology courses in school.

READ: Trader Joe’s to open Palm Harbor store

"If a young girl has a role model to look up to, if they see that it's more common, then I think more women would be encouraged to be in the field," shared Farias.

Some say women could be especially valuable because they are better with details, organizing, and design. Whether that's true or not, the thrill of the build seems to cut across the genders.

"I started here in July, and we were on the second floor," said Menacho. "Now we're on the 24th floor. It's amazing."

With a labor shortage in the industry, Suffolk and other companies are looking to fill jobs that were once virtually "men only" with qualified women. As new buildings rise, old barriers could be coming down.

"I think I never had that in my head that I can't do something," said Farias.

Efforts to recruit women may signal a changing mindset in the new buildings that are changing our skyline.

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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

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

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

Title:

Content: Non-traditional employers competing for drivers

As traditional carriers compete to attract drivers to their fleets, there are plenty of non-traditional employers that are also looking for candidates with A/Z and D/Z licences to join their businesses.

“If you can’t find them, you got to make them. Training is the future to address driver shortage,” says Brandon Muir, supervisor at GFL Environmental.

Participating in a discussion at the Truck Training Schools Association of Ontario’s sixth annual conference recently, Muir noted that the waste management company attracts talent from the broader labor, not driver, pool.

Andrea Boddy, chief consultant and owner of Andrea Boddy Consulting representing Concrete Ontario, said the group has fixed a fatal flaw in its recruitment strategy. The association and its members have introduced frequently asked questions (FAQs) on their websites about what life as a ready-mix delivery professional looks like.

In the past, if one Googled questions about driving in the concrete industry, there were zero answers.

The FAQs include what kind of licence is required to drive a concrete truck, what safety protocols exist, whether overtime is paid, and how physical the job is. “If you don’t make those answers available, you are going to lose them,” she says of candidates.

John Faustino, fleet driver trainer for the City of Markham said the challenge is to hire people qualified to operate commercial vehicles, even if their primary function is not operating commercial vehicles.

Some jobs require a candidate with a D/Z licence along with other qualifications. For example, the water works department needs people with water works accreditation as well as a D/Z licence, and they can be hard to find.

The city hires people with the water works qualifications who do not have a D/Z licence. Faustino uses the city’s signing authority to upgrade them.

Markham’s parks department employs a lot of seasonal workers who only need a G licence to operate a pickup truck with a trailer. Many of those workers have ambitions to find full-time work with the city. They are asked to train at a private driving school, obtain their D/Z licence and reapply for a position.

Human resources must work with marketing to recruit employees. Companies need to figure out who they are trying to reach and what they are trying to say to them, Boddy noted. The story must be placed on the right social media platform, so it speaks to future employees and allows them to respond.

Trucking needs more women and companies can do more to attract them. There are 3,700 certified ready-mix trucks in Ontario, and only 40 women drivers. “That is bad news, but it also screams opportunity,” Boddy says.

Several themes emerged after Concrete Ontario surveyed the women on what could be done better.

They wanted women’s bathrooms, well-lit facilities to feel safe and personal protective equipment that was made to fit them.

Women wanted would-be employers to let them know they are welcome to apply for jobs. They indicated they did not see a single picture of women driving a ready-mix truck on some websites.

Muir said recruiters should think like a graduate from a school who is looking for a job and tailor their efforts. GFL provides training but it was not mentioned in job postings. The company now mentions it offers training. Some candidates may think they haven’t run lift axles or walking floors and walk away from the job before even applying for it, he said.

GFL Environmental offers a paid 10-week training program for non-experienced A/Z drivers and picks from an abundance of new graduates in the Greater Toronto Area that few fleets want to hire.

The company hauls loads during training so a vehicle is not tied up. It also pays for D/Z licence training through a private school for staff working as general laborers who show potential.

Leo Barros is the associate editor of Today’s Trucking. He has been a journalist for more than two decades, holds a CDL and has worked as a longhaul truck driver. Reach him at leo@newcom.ca

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

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

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

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

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

commit to gender equality in hiring practices

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

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

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

To attract women workers, companies can offer training programs, as seen in Suffolk Construction's Career Start program, which aims to diversify the workforce by bringing in people from different backgrounds and educations.

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

create training and apprenticeship programs

Construction companies can incentivize women to join by offering higher pay and increasing visibility and representation of women in the industry, which can help break down traditional gender barriers and create a more welcoming work environment.

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

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