The construction industry has historically been perceived as a male-dominated field, with women often relegated to peripheral roles or excluded entirely.

Societal norms, gender stereotypes, and limited access to education and training opportunities have hindered women's entry into technical roles in construction.

Women face additional challenges such as societal expectations, domestic responsibilities, teenage pregnancies, and early marriages, which can clash with the demanding nature of construction work.

Creating a more inclusive and equitable society requires challenging deeply ingrained biases and stereotypes that have traditionally sidelined women in construction.

Despite these barriers, women are increasingly breaking into the construction industry, driven by passion and determination.

Many women have carved out their place in the construction industry, proving that perseverance and determination can overcome barriers.

Stories of women in construction, such as a high school dropout finding her calling or a young mother mastering bricklaying, highlight their ability to shatter stereotypes and succeed in male-dominated roles.

These women have acquired valuable skills and experience, becoming beacons of inspiration for others seeking to enter the construction industry.

The government can support women in construction by investing in educational programs, vocational training, mentorship opportunities, and inclusive policies promoting gender equality and non-discrimination.

Empowering women in the construction industry contributes to gender equality and sustainable development, benefiting society as a whole.

States and local administrations are increasingly prioritizing diversity in companies when awarding contracts, creating more opportunities for women in construction.

Ferridiana Cerato emphasized the importance of representation and mentorship for women in construction, noting that seeing another Latina in the field inspired her career path.

Noura Jamal Taha Mohamed, a 36-year-old woman from Assiut, became the first woman in Upper Egypt to obtain a heavy equipment driver's license, overcoming societal bullying and traditional gender restrictions.

Noura learned to drive a loader to improve her income and help her husband pay for the treatment of their two children with autism.

Despite initial surprise and skepticism from the training center, Noura received support and successfully completed her training in heavy equipment operation.

Noura's determination and love for the profession helped her excel during the training period, showing proficiency and overcoming initial challenges.

Noura plans to seek employment with a company that values women's work and aims to develop her life for the better.

Li Rui, a female tower crane operator, works at a construction site in Xiongan New District and has successfully saved over 70,000 yuan in less than a year.

Li Rui's job as a tower crane driver involves operating heavy machinery with precision, requiring excellent psychological quality and superb operation skills.

Li Rui earns a monthly income of over 9,000 yuan and appreciates the timely payment system for migrant workers at the construction site.

Li Rui highlights improved living conditions at the construction site, including air-conditioned dormitories, 24-hour hot water, and affordable, delicious food.

Li Rui invests in her career by purchasing learning materials and applying for professional certificates, such as an excavator certificate, to expand her skills.

Li Rui expresses pride in witnessing the growth of Xiongan New Area and contributing to its development through her work as a crane operator.

The share of women among construction workers in the United States reached its highest level at 14.1 percent last month.

The construction sector is experiencing a labor shortage, partly due to the retirement of workers from the 1960s and 1970s generation.

Patrice Haley, from the diversity leadership team at DPR, emphasized that the construction industry cannot dismiss people based on gender.

Patrice Haley highlighted the rewarding aspect of seeing tangible results from construction work and noted that the industry offers better pay than many jobs not requiring a college degree.

In 2021, the average salary for an electrician was $59,000, and for a construction manager, it was $98,500, according to U.S. Department of Labor data.

Taqiya Wallace, who works in construction project documentation, is pursuing training to become a licensed general contractor and aims to build a legacy for her family.

A 16-week curriculum organized by Goodwill Industries in Charlotte trained 15 women in building skills, with about half securing industry jobs afterward.

Jenny Parker, a former Marine, transitioned to construction after managerial jobs left her unfulfilled, and she now works on building house structures and performing stonework.

Jenny Parker noted that women in male-dominated environments often have to prove themselves and work twice as hard to gain acceptance.

Nicole Goulsby, owner of Red Ladder Residential, observed that women are increasingly present on construction crews and excel due to their attention to detail and relationship-building skills.

The number of female construction apprentices nearly doubled between 2016 and 2019, with Latinas recording the largest increase of any race.

Ferridiana Cerato transitioned to construction management after struggling to find a job in her field of study and is now a project engineer in Indianapolis.

Ms. Hing and Ms. Ah are rare female mechanical operators in the construction industry and represent a true model of inheritance as a mother and daughter duo.

Ms. Hing and Ms. Ah work hard to break through the public’s fixed image of male-dominated construction site work in the construction industry.

The Hong Kong construction industry partnered with TVB to produce a TV programme entitled 'Building the Future' to attract talents and showcase the diversified work and promotion steps in the industry.

Tatiana Shepel was awarded the title 'Best in Profession' in a crane operator competition at the Novolipetsk plant.

Second and third places in the crane operator competition were awarded to Nadezhda Zemiseva and Natalia Dobrynina.

Olga Pichugina was recognized as the best among young crane operators in the competition.

Crane operators perform a diverse range of work and need to constantly learn to grow in their profession.

Professional skill competitions allow crane operators to learn from each other's experiences and provide motivation to improve their skills.

The Novolipetsk plant holds annual professional skill competitions for crane operators to enhance their expertise and teamwork.

The construction industry has historically been perceived as a male-dominated field, with women often relegated to peripheral roles or excluded entirely.

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 challenges do women in the construction and maritime  industries face?

Societal norms, gender stereotypes, and limited access to education and training opportunities have hindered women's entry into technical roles in construction.

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

Women face additional challenges such as societal expectations, domestic responsibilities, teenage pregnancies, and early marriages, which can clash with the demanding nature of construction work.

Creating a more inclusive and equitable society requires challenging deeply ingrained biases and stereotypes that have traditionally sidelined women in construction.

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

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

Despite these barriers, women are increasingly breaking into the construction industry, driven by passion and determination.

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

Many women have carved out their place in the construction industry, proving that perseverance and determination can overcome 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 challenges do women in the construction and maritime  industries face?

Stories of women in construction, such as a high school dropout finding her calling or a young mother mastering bricklaying, highlight their ability to shatter stereotypes and 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 challenges do women in the construction and maritime  industries face?

These women have acquired valuable skills and experience, becoming beacons of inspiration for others seeking to enter the construction 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 positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

The government can support women in construction by investing in educational programs, vocational training, mentorship opportunities, and inclusive policies promoting gender equality and non-discrimination.

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

allocate funds
vocational training
mentorship opportunities
educational programs
inclusive policies

Empowering women in the construction industry contributes to gender equality and sustainable development, benefiting society as a whole.

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

States and local administrations are increasingly prioritizing diversity in companies when awarding contracts, creating more opportunities for women in construction.

Title:

Content: Daytime Plus
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Women break into construction sector to fill labour shortages
Bloomberg: The number of construction workers in the United States exceeded 1 million in May last year, for the first time since data collection began in 1964, and the share of women among workers in the sector reached its highest level at 14.1 percent last month.
About a third of construction workers in the United States are Hispanic, according to BLS.
Cerato herself got to know the industry at an early age through her Mexican immigrant father, saying, “I used to go out to work with him, and I never saw anyone like me, so it never occurred to me that it could be a viable career path. ”
The presence of another Latina as a mentor made a big difference, she said, adding: “That ’ s why our representation is important. ”
One of the women is Andy Dirkschneider, who negotiates millions of dollars in loans to buy land for her family ’ s homebuilder, but sometimes vendors call her “petite ” and ask to speak to the man in charge.
Dirkschneider, 32, who heads Brookline Homes in Charlotte, said: “I tell them I ’ m the man in charge.
A young blonde girl doing this job confuses everyone.
It ’ s frustrating, but it can ’ t be allowed to. ”
Dirkschneider and thousands of women like her are breaking through the walls of the professions.
It is not brittle, it is concrete.
The field of construction has always been a world for men, from handicrafts such as construction and carpentry to the offices of developers and executive companies.
The accelerating wave of retirement of the 1960s and 1970s generation has exacerbated the industry ’ s chronic labor shortage.
Construction jobs totaled 440,000 in April, the highest in Bureau of Labor Statistics records that began in 2001.
Aryan Higuish, a senior researcher and fellow at the Women ’ s Policy Research Institute, said there is room for growth, because the construction sector ’ s historical dependence on men now risks constraining its growth.
The institute estimates that about a third of women in the industry work in deals, and their share across sectors such as painting and carpentry is still as small as a tenth, though Higuish believes it will continue to grow.
This is partly because of the need for labor and because states and local administrations want to see more diversity in companies when they are awarded contracts.
Patrice Haley, of the diversity leadership team at construction giant DPR, said: “In this industry, we can ’ t dismiss people on the basis of gender.
“A lot of veterans are retiring, and we can ’ t leave any of the doors closed. ”
One of the temptations for women in the industry, Haley said, was to see what they were building right in front of their eyes, and she had started working in the industry in a manual job that required wearing a helmet and toe boots.
She said, "I can say I worked on this and built that."
There ’ s also the temptation to pay better than many other jobs that don ’ t require a college degree: In 2021, the average salary of an electrician was $59,000 and $98,500 for a construction manager, according to U.S. Department of Labor data.
Taqiya Wallace, 35, works for a large energy company in tracking construction project documents.
But she dreams of getting a license as a general contractor to start working on her own.
In June, I began studying building skills in a 16-week curriculum organized by Goodwill Industries in South Piedmont, Charlotte, where I learned to read blueprints and handle equipment.
If all goes according to plan, she will finish training with four industry certifications.
Although Goodwill does not target women, its organizers say a group of 15 people who completed training last year were all women, about half of whom went on to work in industry jobs.
Wallace, who was the first to receive a college degree in her family, sees getting a contractor ’ s license and hanging a sign for her company as a way to build the wealth she can bequeath to her family.
She said, “I want to be able to tell them this is our legacy. ”
Harassment and discrimination
Despite these encouraging trends, the sector still has a long way to go.
About a quarter of respondents to a survey of 2,635 workers conducted by the Women ’ s Policy Research Institute last year said they had experienced sexual harassment or repeated harassment on the basis of sex.
Half of those surveyed said that their lack of equal treatment by men was frequent or persistent.
Jenny Parker stood at a construction site in High Point, North Carolina, on a very hot day in July, grabbing a paper cup with an iced drink as she looked at her sawdust, paint and sweat stained shirt and said, "I love this.
It took me 10 years to get here. ”
Parker, who spent nine years in the Marine Corps, was upset by the managerial jobs she worked so she could pay her bills while raising her daughter, so she started working hard in real estate.
She signed up for training in building skills so she could repair the rental housing she owned.
At High Point, Parker received hands-on training in building house structures, performing stone work, and installing roofs.
She said she was able to work in partnership with the men on the team, but there were tensions at times, adding: “To be female in a male environment you have to prove yourself and work twice as hard, ” noting that some men do not accept instructions from a woman.
She said, “It ’ s a mindset that men should overcome. ”
Nicole Goulsby, owner of Red Ladder Residential, a construction company in Raleigh, North Carolina, recalls that when she started running worksites, some men ignored her when she addressed them.
She said her experience of bias faded when she distributed her signed paychecks, and she now notes that there are more women on the crews she contracts, whether they ride boards or paint.
Golsby explained that women build relationships easily and are more attentive to details, making them suitable for her field of work.
Nicknamed “Becky Nicky, ” Golsby said,“ I see things that no one else sees, and that ’ s why I do my job well. ”
The construction industry is also attracting more minority women.
An analysis by the Women ’ s Policy Research Institute found that the number of female construction apprentices between 2016 and 2019 nearly doubled, while Latinas recorded the largest increase of any race.
If we look at Ferridiana Cerato who graduated from college in 2020 with a double major in history and Spanish without being able to find any job that would enable her to benefit from her education well, she decided to try construction management.
Cerato took courses and received some certificates, including a certificate in welding.
She is now a project engineer in Indianapolis.
The job requires toughness, the 24-year-old says, with a lot of conversational “that doesn ’ t conform to HR rules ” and dealing with cynicism at times.
Cerato is one of three women in a team of nine managers and the only Latina among them.
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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 governments doing to promote and aid women in construction or maritime industries?

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

Ferridiana Cerato emphasized the importance of representation and mentorship for women in construction, noting that seeing another Latina in the field inspired her career path.

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

Noura Jamal Taha Mohamed, a 36-year-old woman from Assiut, became the first woman in Upper Egypt to obtain a heavy equipment driver's license, overcoming societal bullying and traditional gender restrictions.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Noura learned to drive a loader and braved bullying to help her husband treat her two sons.
A video.
Noura put her two children with autism in front of her eyes and did not look at the difficulty and hardship of driving heavy equipment and decided to learn to drive "Lauder" to be the first woman in Upper Egypt to obtain a driver's license to improve her condition and help her husband to pay for the treatment of their two sons without considering the bullying she faced from the surrounding society in light of the customs and traditions that restrict women in Upper Egypt
Noura Jamal Taha Mohamed, 36, daughter of Assiut, said that I am married and have three children, including two with autism, and since their birth, my husband and I visit doctors ’ clinics to treat them, and they are all in schools. I learned to drive a loader and challenge all the ridicule and bullying so that I can improve my income to help my husband to pay for my children ’ s treatment.
Noura added: I learned from my friend about the announcement of the initiative of a decent life at the training center about training young people on crafts and applied to learn the craft of construction, but when I went to the training center I found the teaching of driving heavy equipment, so I decided to learn to drive the loader equipment and there were many challenges ahead of me.
She continued: When I asked the management of the training center to apply to learn to drive the loader, there was a great surprise from them, especially since it is an effort on any girl, but after presenting my request to the management of the training center, I found a welcome and support for me and joined the training on driving the loader and learn about all the basic tasks that follow during driving and check the stomach before operating it for the availability of safety means during driving.
She continued: I found great support from my husband, unlike the community that faced my desire to bully me, but this was an incentive for me to achieve my ambition, especially as I was putting my children in front of my eyes to find a source of income to help me with my husband in completing their treatment journey and not need anyone.
After receiving my driver ’ s license, I will seek to find a real job opportunity within a company that values women ’ s work, especially as I seek to develop my life for the better.
Noureddine Ahmed Mostafa Darwish, a heavy equipment trainer at the Assiut training center, said that the center provides training services for a number of equipment and trades, including training equipment on loaders, excavators and other heavy equipment, but for the first time in Assiut, a woman is applying to learn to drive a loader.
Noureddine added that “Noura ” was quick to respond during the training period due to her love for this profession and this helped greatly in passing the tests and showed proficiency in the speed of receiving information and going through the experience without fear or hesitation and I did not face any difficulties in training her only at the beginning because she is a woman undergoing a huge experience as a heavy stomach driving for the first time but she excelled after.
When Noura applied for a heavy equipment driving course, we asked her to think and slow down on this matter, especially as she was the first woman to apply for such courses, but we found her determination to take this course, so we presented the matter to the head of the agency, who welcomed the order and asked us to support her.
https: / / fb.watch / kLkP7r8 _ TB /? mibextid = NnVzG8

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

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

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

Noura learned to drive a loader to improve her income and help her husband pay for the treatment of their two children with autism.

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

Despite initial surprise and skepticism from the training center, Noura received support and successfully completed her training in heavy equipment operation.

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

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

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

having to work harder to prove oneself
attitudinal biases at work

Noura's determination and love for the profession helped her excel during the training period, showing proficiency and overcoming initial challenges.

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

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

Noura plans to seek employment with a company that values women's work and aims to develop her life for the better.

Li Rui, a female tower crane operator, works at a construction site in Xiongan New District and has successfully saved over 70,000 yuan in less than a year.

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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Li Rui's job as a tower crane driver involves operating heavy machinery with precision, requiring excellent psychological quality and superb operation skills.

Li Rui earns a monthly income of over 9,000 yuan and appreciates the timely payment system for migrant workers at the construction site.

Li Rui highlights improved living conditions at the construction site, including air-conditioned dormitories, 24-hour hot water, and affordable, delicious food.

Li Rui invests in her career by purchasing learning materials and applying for professional certificates, such as an excavator certificate, to expand her skills.

Li Rui expresses pride in witnessing the growth of Xiongan New Area and contributing to its development through her work as a crane operator.

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

The share of women among construction workers in the United States reached its highest level at 14.1 percent last month.

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?

The construction sector is experiencing a labor shortage, partly due to the retirement of workers from the 1960s and 1970s generation.

Patrice Haley, from the diversity leadership team at DPR, emphasized that the construction industry cannot dismiss people based on gender.

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

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

Patrice Haley highlighted the rewarding aspect of seeing tangible results from construction work and noted that the industry offers better pay than many jobs not requiring a college degree.

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

In 2021, the average salary for an electrician was $59,000, and for a construction manager, it was $98,500, according to U.S. Department of Labor data.

Taqiya Wallace, who works in construction project documentation, is pursuing training to become a licensed general contractor and aims to build a legacy for her family.

A 16-week curriculum organized by Goodwill Industries in Charlotte trained 15 women in building skills, with about half securing industry jobs afterward.

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

Jenny Parker, a former Marine, transitioned to construction after managerial jobs left her unfulfilled, and she now works on building house structures and performing stonework.

Jenny Parker noted that women in male-dominated environments often have to prove themselves and work twice as hard to gain acceptance.

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

having to work harder to prove oneself
attitudinal biases at work

Nicole Goulsby, owner of Red Ladder Residential, observed that women are increasingly present on construction crews and excel due to their attention to detail and relationship-building skills.

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?

The number of female construction apprentices nearly doubled between 2016 and 2019, with Latinas recording the largest increase of any race.

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

What specific groups of women have been entering the construction industry in greater numbers recently?

Ferridiana Cerato transitioned to construction management after struggling to find a job in her field of study and is now a project engineer in Indianapolis.

Ms. Hing and Ms. Ah are rare female mechanical operators in the construction industry and represent a true model of inheritance as a mother and daughter duo.

Title:

Content: Construction Industry Introduction Heart-warming Story There are few "mother and daughter" machine operators in the industry
April 12, 2023 01: 00
Eastern Network Television
More News Clips
The first episode introduces "mother and daughter" Hsing and Shan, who are relatively few female mechanical operators in the construction industry.
In order to promote the construction industry in Hong Kong to attract talents to join the industry, the Hong Kong construction industry has partnered with TVB to produce a TV programme entitled "Building the Future", which introduces the diversified work and promotion steps of the construction industry.
A series of five episodes, featuring five people with small stories.
The first episode is "Don't Look at the Little Woman", which tells of the creation of a mother and daughter.
Ms. Hing and Ms. Ah are rare female mechanical operators in the construction industry. They are rare “mother and daughter ”, which can be described as a true model of“ inheritance ”. They work hard to break through the public ’ s fixed image of male-dominated construction site work in the construction industry.
The second episode, "Have hard work, first have craft", explains the story of two masters and apprentices doing a good job of muddy water, muddy master master master master Zhang Ming-sen and apprentice Zhang Dexing share the drips of doing cement work, showing that the construction work should be done to become a craft, and the same as the current learning to pull flowers and make leather, easy to learn, and hard work.
In their talks, the two mentioned the changes in the environment and prospects of the two generations of industrial land, and the dialogue between the two teachers and students confirmed that "the situation has changed."
The show features real life stories from current construction workers. The five episodes will focus on craftsman spirit, female strength, youth development, employment prospects, advanced technology, site safety, and teamwork.

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

Ms. Hing and Ms. Ah work hard to break through the public’s fixed image of male-dominated construction site work in the construction 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 challenges do women in the construction and maritime  industries face?

having to work harder to prove oneself
attitudinal biases at work

The Hong Kong construction industry partnered with TVB to produce a TV programme entitled 'Building the Future' to attract talents and showcase the diversified work and promotion steps in the industry.

Tatiana Shepel was awarded the title 'Best in Profession' in a crane operator competition at the Novolipetsk plant.

Title:

Content: NLMK Live
50 minutes ago
NLMK chose the best crane operator
At the Novolipetsk plant held a competition of professional skills among operators of crane equipment.
All production processes are connected with the work of cranes at the plant from the preparation of raw materials and repairs to the unloading of finished products.
Applications for participation in the competition were submitted by more than 80 representatives from 16 workshops.
The competition traditionally consisted of theoretical and practical parts.
According to the results of the knowledge check, 20 employees reached the final.
The task of the practical stage was the movement of cargo weighing about a ton along a given route.
The organizers are preparing a special corridor, which is fenced with ribbons and columns.
The task of the contestant is to deliver the cargo along the corridor so as not to touch the fences and not to touch the obstacles placed on the route.
According to the results of the competition, the title "Best in Profession" was awarded to Tatiana Shepel
Second and third places in Nadezhda Zemiseva and Natalia Dobrynina.
Olga Pichugina is recognized as the best among young workers.
A true professional is someone who does his job safely and efficiently.
Crane operators perform a very diverse range of work, and to grow, you need to constantly learn.
I take part in professional skill competitions to improve and see how others work.
Here you feel part of one big team, - said the winner of the competition of professional skills Tatiana Shepeleva.
Competitions of professional skills are held at the plant annually.
Competitions allow employees to learn from each other ’ s experience and provide additional motivation to improve the level of professional skills.
In 2023, NLMK will hold competitions in 40 main working specialties.
The winners will receive awards, corporate awards, as well as the title of “Best in Profession 2023 ”.

Second and third places in the crane operator competition were awarded to Nadezhda Zemiseva and Natalia Dobrynina.

Olga Pichugina was recognized as the best among young crane operators in the competition.

Crane operators perform a diverse range of work and need to constantly learn to grow in their profession.

Professional skill competitions allow crane operators to learn from each other's experiences and provide motivation to improve their skills.

The Novolipetsk plant holds annual professional skill competitions for crane operators to enhance their expertise and teamwork.


Women are increasingly entering crane operation roles, challenging the historical perception of construction as a male-dominated industry.

This shift is driven by the dismantling of societal norms and gender stereotypes that have traditionally excluded women from technical roles.

Profiles like Farkhana Safargaleeva, who has worked as a crane operator for over 15 years, and Natalia Danilova, a compressor operator with 16 years of experience, highlight women’s passion and commitment to these roles.

Women in crane operation excel due to qualities such as calmness and attentiveness, which are critical for the precision and safety required in these roles.

Companies like Unity LLP recognize the professional skills of women in construction, with leaders acknowledging their ability to mentor younger professionals and faithfully perform their duties.

Despite challenges such as limited access to STEM education and societal pressures, women have persevered to break barriers and inspire others in male-dominated fields.

Supportive policies, including mentorship programs, vocational training, and inclusive workplace practices, have proven effective in empowering women in technical roles.

Ferrexpo’s diversity strategy, which includes signing the Women’s Empowerment Principles and offering male parental leave, has significantly increased female representation in leadership and technical positions.

Companies like Meest Group have adjusted operational processes and introduced technology to create more comfortable working conditions for women in traditionally male roles.

Embedding inclusion efforts at all organizational levels ensures gender parity becomes the norm, fostering a welcoming environment for women in construction.

By addressing gender biases and implementing fair practices, organizations can attract and retain talented women, contributing to sustainable development and industry growth.

Women are increasingly entering crane operation roles, challenging the historical perception of construction as a male-dominated industry.

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.

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

This shift is driven by the dismantling of societal norms and gender stereotypes that have traditionally excluded women from technical roles.

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

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

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

Profiles like Farkhana Safargaleeva, who has worked as a crane operator for over 15 years, and Natalia Danilova, a compressor operator with 16 years of experience, highlight women’s passion and commitment to these roles.

Title:

Content: Women in Male Occupations
8 March
23: 08 4 March 2022
Farkhana Safargaleeva immediately after school, together with her friend, decided to enter the crane operator.
Romance or inner call - what pulled the fragile girl to manage the crane, build houses and make panels, she does not know.
She said she liked the job from the start.
Farkhana Safargaleeva, crane operator of “Unity ” LLP:
— We graduated from the GPTU, in the direction of us were sent here to the precast.
She worked here for 15 years, decree, perestroika, then went to other construction works.
I already as 5 years returned to this concrete concrete, my heart was sick for my crane, I love, I love this crane very much, I love working on the crane.
But, I did not even expect that I was before retirement, I am already 59 years old, I will return here.
How many houses were erected in the region with the help of skillful actions and many years of experience of crane operator Farkhana Safargaleeva, it is simply impossible to count.
Such qualities as calmness and attentiveness help in the work.
Her burning eyes are seen not only in the profession, but also at home.
A husband, a daughter and a small grandson will all gather at the festive table on March 8.
Farkhana Safargaleyeva ’ s relatives support her interest and success.
Anastasia Kuznetsova, correspondent:
— A woman is calm and brisk, vulnerable and warlike, tender and strong.
Modern women break stereotypes, showing the world how they can create and create.
In the “male ” professions, among other things.
"Unity" LLP produces reinforced concrete products.
The company employs 152 people, including 25 women.
Chief engineer Andrei Nekrasov says that they skillfully show their skills.
Andrey Nekrasov, Chief Engineer of Unity LLP:
— Our company employs a large number of women who are excellent professionals and faithfully perform their work.
It passed, one might say, Crimea and Rome here.
She is an excellent professional, she transfers her skills to young professionals.
Another representative of the fair sex in LLP "Unity" - Natalia Danilova.
She's a compressor operator.
Working in the construction industry is her dream.
And it came true.
All my life I have dreamed of working in the construction industry.
16 she devoted to ensuring the continuous operation of the enterprise.
Natalia Danilova, operator of the compressor unit of “Unity ” LLP:
I have been working here since 2006 for 16 years.
I like my job here.
We supply cement so that our production does not stand, pour slabs, pour panels.
The most important thing is health, so that the world will be around 03.54 and to finish until my retirement – that ’ s my wish.
On the eve of the holiday on March 8, according to tradition, all the men of the enterprise will set a table and give gifts to women who give their strength to such a difficult, but so beloved for them work.
Anastasia Kuznetsova
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Women of different professions were congratulated on March 8

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

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

Women in crane operation excel due to qualities such as calmness and attentiveness, which are critical for the precision and safety required in these roles.

Companies like Unity LLP recognize the professional skills of women in construction, with leaders acknowledging their ability to mentor younger professionals and faithfully perform their duties.

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?

promote women
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?

Despite challenges such as limited access to STEM education and societal pressures, women have persevered to break barriers and inspire others in male-dominated fields.

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?

Supportive policies, including mentorship programs, vocational training, and inclusive workplace practices, have proven effective in empowering women in technical 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?

mentorship opportunities
vocational training
inclusive policies

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

Ferrexpo’s diversity strategy, which includes signing the Women’s Empowerment Principles and offering male parental leave, has significantly increased female representation in leadership and technical positions.

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.

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

Companies like Meest Group have adjusted operational processes and introduced technology to create more comfortable working conditions for women in traditionally male 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?

Embedding inclusion efforts at all organizational levels ensures gender parity becomes the norm, fostering a welcoming environment for women in construction.

Title:

Content: Seatrade Maritime is part of the Informa Markets Division of Informa PLC

This site is operated by a business or businesses owned by Informa PLC and all copyright resides with them. Informa PLC's registered office is 5 Howick Place, London SW1P 1WG. Registered in England and Wales. Number 8860726.

5 key takeaways for DEI in maritime

Photo: Diversity Study Group
Heidi Heseltine founder of Diversity Study Group
Effective diversity, equality, and inclusion (DEI) initiatives are built on clear insight, agreed upon outcomes, and targeted approaches — intentionally working to avoid the inevitable pitfalls of a ‘one-size-fits-all’ approach.

Drawing on data-led insights from members of the Diversity Study Group (DSG), Founder Heidi Heseltine offers 5 key insights on getting the basics right in maritime.

1. Building inclusion throughout an organisation’s levels

We know that shipping has made vital progress in recruiting and retaining women in certain sectors over the last few years, with significant effort put in into achieving a more gender balanced workforce. For instance, we’ve seen improvements in closing the gap in more junior/trainee levels and in management positions — though these numbers drop off at head of department and director roles, indicating fewer women in executive and senior roles.

While the knee-jerk reaction to this would be to specifically target greater inclusion only at specific tiers of management — which is often effective and can look great on corporate ESG registers — organisations should look to embed and maintain inclusion efforts at all levels, so that gender-parity is reflected throughout the business whether lower level or higher. After all, we know from well-established research that when women make up 30% in any given decision-making forum they stop being treated as ‘exceptional’ and additional women are not seen as particularly remarkable or threatening. This can be particularly key for creating welcoming spaces and proactively preventing backlash to DEI efforts, where possible. If the goal is embedding sustainable and resilient DEI practices, then our focus must be on ensuring that having women in all spaces in reasonable numbers is not the exception, but the rule.

2. Avoiding seeing women in maritime as a monolith

Women are diverse in their requirements of a workplace and its culture, and should not be lumped into a single group defined by our presumptions. When considering what DEI approaches work best at sea or even on shore, we need to account for the fact that our global workforces are culturally diverse and have different levels of awareness when it comes to gender, age, nationality, ethnicity, sexual orientation, disability, neurodiversity and gender identity, amongst others. Societal norms, local legislation, and what is understood as ‘diverse’ can vary based on lived experience as well as the demographics of those involved. Understanding what is important to the women in individual workplaces and how we as an industry can support them will help us develop appropriate action plans for the short and long term.

3. Creating support systems to enable gender parity in technical positions

Technical positions, fleet and port management are slower to evidence change and inclusion when compared to progress seen in more traditionally female-led fields like maritime finance, Human Resources (HR), and Communications and Marketing. Organisations keen to address this disparity might benefit from creating training programs that include mentorship initiatives, skill-building workshops, and leadership development opportunities tailored to women in technical fields. This can foster confidence for the employee and their co-worker, help establish relationships for them to draw on in the workplace, and ensure they have the sector-specific knowledge and tools that they need to succeed.

4. Fostering relationships and embedding peer support

Following on from the previous point, peer support often plays a pivotal role in fostering an inclusive workplace but this doesn’t mean that disparities may not persist among different groups of people. Working with DSG, I’ve seen factors such as nationality, culture, ethnicity, and location all help or hinder DEI efforts. This is why it is crucial to closely monitor changes in perceptions, especially during challenging industry conditions, to prevent any employee from feeling undervalued or unsupported since this can impact engagement, efficiency and productivity. It’s important that organisations proactively work to recognise and address any issues in morale, which then helps maintain employee wellbeing and ensures a continued level of performance and investment in the organisation’s goals. Regular feedback mechanisms and evolving and updated policies can help support better company culture.

5. The support of leadership in successful DEI practices

Data from our members at DSG indicates that simply having knowledge of an organisation's commitment to equality, with good intentions evolving to well-researched and considered action and policy, significantly boosts confidence in fair treatment. This is often irrespective of group affiliations benefiting from such policies — everyone benefits from the process.

This confidence in a company’s commitments not only supports recruitment and retention — as establishing a sense of belonging and fairness often attracts dedicated workers and keeps them — but often helps elevate the public and private profiles of the organisation and its leaders.

The future of our workforce is global; to remain competitive within and outside of our industry, embedding fair practices and equality is likely to be a key differentiator for success.

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