Women are increasingly entering crane operation roles, challenging the traditional gender norms of male-dominated industries such as construction and maritime sectors, where their participation has historically been minimal.

Globally, women represent only 1.2% of the seafarer workforce, but this marks a significant 45.8% increase since 2015, indicating progress in gender diversity within technical roles in the maritime industry.

In China, women now account for 14% of the construction workforce, up from 10% in 2004, with their roles expanding to include operating heavy machinery, reflecting a notable shift in gender representation within the sector.

In British Columbia, Canada, women made up 6% of tradespeople employed in construction in 2022, with 31% working directly in on-site roles, showcasing ongoing efforts to diversify the workforce.

Despite these advancements, women entering crane operation roles often face societal stereotypes and resistance, as male colleagues may perceive them as competitors for traditionally male positions.

Physical demands and the perception that operating heavy machinery requires significant strength have historically discouraged women from pursuing crane operation roles, even though technological advancements have made these jobs accessible to all genders.

Balancing personal responsibilities, such as childcare, with the demanding schedules of crane operation remains a significant challenge for women, as societal expectations often place additional burdens on them.

Farkhana Safargaleeva, a crane operator with over 20 years of experience, has demonstrated exceptional skill and dedication, contributing to numerous construction projects and mentoring younger professionals, exemplifying how women can excel in this field.

Li Rui, a tower crane operator in China, transitioned to a high-demand technical role, earning recognition for her precision and psychological resilience, which underscores the opportunities for women to thrive in construction roles with proper training and support.

Tatiana Shepeleva, who won the 'Best in Profession' title at NLMK’s crane operator competition, highlights how continuous learning and skill development can enable women to achieve professional excellence in crane operation.

Companies like Unity LLP have successfully integrated women into crane operator roles by fostering supportive environments and recognizing their professional skills, as demonstrated by the celebrated career of Farkhana Safargaleeva.

In the maritime sector, the UAE has empowered women to operate heavy machinery such as pier cranes, showcasing their capabilities and contributions to economic development during events like Expo 2020 Dubai.

Efforts to attract women to technical positions have included mentorship programs, skill-building workshops, and leadership development initiatives, which provide the tools necessary for women to succeed in crane operation roles.

The Meest Group in Ukraine has adapted operational processes and introduced technology to create comfortable working conditions, demonstrating how supportive environments can attract women to heavy machinery roles.

Ferrexpo has implemented policies such as mentorship programs and male parental leave to support women’s career growth, showcasing the importance of inclusive policies in fostering gender diversity.

In the waste management sector, companies have reevaluated hiring practices to emphasize skills over gender and partnered with vocational schools to attract women, highlighting effective strategies for breaking gender barriers.

Workplace culture in construction has historically been male-dominated, with societal norms relegating women to peripheral roles, but this is gradually changing as more women enter technical positions like crane operation.

In the maritime industry, progress in recruiting women into technical roles such as crane operation has been slower, underscoring the need for targeted mentorship and skill-building programs to foster gender parity.

Creating inclusive environments where women can excel requires addressing biases and fostering peer support systems, which can mitigate barriers and improve workplace cultures for female crane operators.

Key safety concerns for crane operators include risks such as crane overturning and inadequate terrain assessment, which necessitate rigorous safety training programs tailored to all operators regardless of gender.

Integrating advanced technologies like AI-driven hazard detection systems can minimize risks and create safer conditions, encouraging women to enter and thrive in crane operation roles.

Mentorship and support networks play a crucial role in empowering women to succeed as crane operators by providing technical training, life skills, and ongoing guidance.

Support networks also foster confidence and resilience among women in technical roles, enabling them to overcome challenges and build relationships that enhance workplace success.

Family and community support further contribute to the success of women crane operators, as illustrated by Farkhana Safargaleeva’s story, where encouragement from relatives helped her thrive despite societal stereotypes.

Highlighting the stories of successful female crane operators, such as Farkhana Safargaleeva, can inspire other women to consider crane operation as a viable and fulfilling career path.

Providing targeted training programs, such as the South Louisiana Community College's Power Lineman program, can help construction companies attract female candidates by addressing barriers to entry.

Creating inclusive workplace policies and mentorship opportunities, as seen in initiatives by companies like DPR Construction, can help women overcome challenges such as discrimination and harassment.

Technological advancements such as remote-controlled cranes, which reduce physical strain and improve safety conditions, can make crane operation more appealing to women.

The development of hyperrealistic VR simulators provides an intensive training method, enabling women to gain confidence and skills in a controlled environment before transitioning to real-world operations.

Innovations like humanoid robots for high-altitude operations further reduce physical demands and risks, making crane operation roles more accessible to women.

Embedding diversity and inclusion efforts across organizational levels ensures that women are seen as integral members of the workforce, fostering sustainable gender parity.

Adjusting operational processes and introducing supportive technologies can make physically demanding roles more accessible and comfortable for women, encouraging their participation in crane operation.

Female crane operators often face wage disparities compared to their male counterparts, earning less despite performing the same tasks, which highlights broader trends in male-dominated industries.

Career advancement opportunities for female crane operators are hindered by systemic challenges, including limited access to higher-paying roles and certifications.

Despite these challenges, women crane operators have demonstrated exceptional skill and dedication, with qualities such as attentiveness and calmness contributing to their success.

Legislation such as Taiwan’s Gender Equality Work Law and Egypt’s National Plan for Gender Equality aims to create safe work environments and promote women’s participation in leadership roles.

The UAE’s Federal Law Decree No. 6 of 2020 mandates equal pay for men and women in the private sector, removing restrictions on women working in industries like construction.

Unions and professional organizations play a crucial role in supporting women in heavy machinery roles by advocating for gender equality and providing training opportunities.

Advocacy groups help break stereotypes and encourage women to pursue careers in male-dominated industries, as seen in the example of Milly Everatt, who transitioned to driving heavy trucks.

Increasing gender diversity in crane operation roles can enhance psychological safety in the construction industry, fostering an environment where workers feel supported and valued.

Women entering traditionally male-dominated roles bring unique perspectives and skills, such as attentiveness and adaptability, which improve team dynamics and operational efficiency.

Promoting gender diversity in construction roles not only addresses labor shortages but also contributes to a more inclusive workplace culture and increased profitability.

Cultural attitudes significantly influence the hiring and retention of female crane operators, as seen in Libya, where initiatives promoting gender equality have enabled women to overcome societal resistance.

In Africa, changing attitudes and government initiatives are empowering women to break into male-dominated fields like crane operation by providing education and vocational training.

Marketing and public relations play a crucial role in shifting perceptions of women in crane operation roles by showcasing their capabilities and success stories.

HR departments can measure the impact of gender diversity initiatives by tracking representation metrics, such as the percentage of women in crane operation roles and their progression into higher-paid positions.

Women are increasingly entering crane operation roles, challenging the traditional gender norms of male-dominated industries such as construction and maritime sectors, where their participation has historically been minimal.

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

Globally, women represent only 1.2% of the seafarer workforce, but this marks a significant 45.8% increase since 2015, indicating progress in gender diversity within technical roles in the maritime industry.

Title:

Content: Crewing shortages could be addressed with greater inclusion of women

–First Lady tells maritime industry stakeholders
WHILE speaking at the American Caribbean Maritime Foundation (ACMF) Gala and Anchor Awards at the Lauderdale Yacht Club in Fort Lauderdale on Thursday evening, First Lady Arya Ali advocated for greater inclusion of women in the maritime industry through training and job opportunities.

Mrs. Ali served as patron of the Gala and Anchor Awards which honours stalwarts in the cargo and cruise industry for their accomplishments and positive impact on the Caribbean shipping and maritime sector.
This year, the Gala and Anchor Awards was held under the theme: “Talent in your backyard”. Noting that talent exists here in the Caribbean, Mrs. Ali posited that talent is underutilised when women are unable to access opportunities and contribute to the development of the region’s maritime industry.

She drew attention to the fact that women represent only 1.2 per cent of the global seafarer workforce as per the BIMCO/ICS 2021 Seafarer Workforce Report, underscoring that this represented a positive trend in gender balance, with the report estimating 24,059 women serving as seafarers, which is a 45.8 per cent increase compared with the 2015 report.

“Now, imagine if we were to make more opportunities available to women in the maritime sector, how many of our challenges could be addressed – including crewing shortages,” she told a gathering of almost 200 people, which included executives from some of the largest shipping and cruise line companies in the Caribbean.

With the global shipping industry suffering acute crewing shortages, particularly among officers, the First Lady said that this is the ideal time for companies and agencies to think about greater inclusion of women in the industry.
“Important in all of this is ensuring we create an environment in which women are identified and selected for career development opportunities in the maritime industry,” she said, adding that the Government of Guyana remains committed to supporting gender equality and the empowerment of women through gender specific fellowships and other opportunities.

She highlighted an ongoing collaboration between the Office of the First Lady and the Atlantic Alliance Maritime and Offshore Training Institute – a 100 per cent woman-owned Guyanese company – through which 100 women from the hinterlands are being provided with scholarships for maritime training.
Mrs. Ali said that efforts like these must continue with support from partners like ACMF, which has since provided scholarships to 42 Guyanese.

“…it would be remiss of me to not acknowledge the 42 scholarships which have been provided to Guyanese through the Foundation for Maritime Training. As Guyana’s maritime sector continues to rapidly expand, these kinds of investments in local companies and in our human resource will prove to be invaluable to our nation’s development,” she said.

Mrs. Ali also used the opportunity to urge players in the industry to reassess their individual and collective roles – both at the national and regional levels – and to rethink as industry professionals, government officials, diplomats, experts, and even advocates how they could build an industry that is more resilient, reliable, and inclusive.

The event was attended by a number of officials including President and CEO of Royal Caribbean International, Michael Bayley; President of the Caribbean Maritime University (CMU), Professor Andrew Spencer; President of ACMF, Dr. Geneive Brown Metzger; and Director-General of the Maritime Authority of Jamaica, Rear Admiral Peter Brady among others.

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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?

In China, women now account for 14% of the construction workforce, up from 10% in 2004, with their roles expanding to include operating heavy machinery, reflecting a notable shift in gender representation within the sector.

Title:

Content: Aging spawns the phenomenon of "iron girl" Mainland women enter heavy industry
Social Hotspot 14: 42 2021 / 08 / 12
Share:
Due to labor shortages caused by low birth rates and an aging population, Chinese women are increasingly taking on long-male-dominated heavy labor in construction, transportation and other industries, contrary to traditional gender roles in China ’ s vast labor market.
The Wall Street Journal reports that China ’ s total workforce has been shrinking for years, in part because state policies have limited the size of families.
According to census data, the proportion of the working age population aged 15 to 59 in China has fallen from 70% a decade ago to 63% in 2020, to nearly 900 million people.
The Chinese government is trying to expand the workforce by encouraging couples to have more children and is considering delaying the retirement age.
The number of women workers in the heavy industry is growing fast
At present, most women in China still work in service industries such as retail and catering.
The researchers note that women who switch to construction and transportation are at greater risk of harm and sexual harassment, which used to be dominated by men.
China ’ s aging population faces recruitment difficulties, young people refuse to sell out to the manufacturing industry
The Politburo of the Central Committee announced the implementation of the three-child policy
The latest figures released by the National Bureau of Statistics show that at the end of 2018, nearly 9.5 million women were employed in the construction industry, equivalent to 14% of the total number of construction workers, up from 10% at the end of 2004.
According to the researchers, the official data may underestimate the actual number of women workers in the construction industry, as many women are hired through temporary employment agencies and are not considered regular employees.
Sarah Swider, a sociologist at Wayne State University, has studied construction sites for more than 10 years. Swider said that the number of women working on construction sites has grown rapidly, so employers have set up separate living areas and bathrooms for them.
These women also have to do double the work: in addition to the routine work of moving bricks and making cement, they also have to do laundry and cooking for male workers. The average salary of these women workers is generally about half that of male workers, Swider said.
Women are not as good as men in terms of salary in some jobs.
Researchers who study China ’ s labor force and gender issues estimate that about a third of workers on some construction sites in China ’ s big cities are women, up from almost zero in the 1980s.
Eight years ago, women made up just over one-tenth of construction workers, according to a survey of more than 6,000 construction workers in nine cities by a nonprofit labor rights group in Beijing.
The women ’ s work gradually expanded from cooking and cleaning to screening sand and operating machinery, these people said.
[China Population Census] Statistics Bureau: Old age becomes a long-term important national situation
[Population crisis] Northeast advanced aging two factors are difficult to resolve
Emily Honig, a historian at the University of California, Santa Cruz, said that in the Mao era, female workers were called "iron girls" and were a symbol of gender equality, but after Deng Xiaoping came to power, women's heavy industry was no longer popular as China's wealth increased.
But “now, with labor demand changing again, this Mao era directive seems to be back to square one. ”
A gender pay gap indicator released by the International Labor Organization in 2018 showed that women globally are paid on average nearly 20% less than men, the gender pay gap in China is slightly higher than the global average at 21%, and the gap in the United States is lower at 15%.
Editor-in-Chief: Li Bingqi
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

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

appoint women to traditionally male roles

In British Columbia, Canada, women made up 6% of tradespeople employed in construction in 2022, with 31% working directly in on-site roles, showcasing ongoing efforts to diversify the workforce.

Title:

Content: Short-term contractions in British Columbia’s construction sector are short lived, with the residential sector poised to drive growth to 2032

OTTAWA, Ontario, April 28, 2023 (GLOBE NEWSWIRE) — British Columbia’s construction sector enjoyed another strong year of growth in 2022, with investment levels in both the residential and non-residential sectors rising to peaks. The former was sustained by high levels of real-estate demand, while the latter was supported by a series of ongoing engineering-construction projects and strong investments in hospitals and health care facilities.

Construction demands are expected to contract in the near term, with elevated interest rates curbing residential demand and work concluding on key major non-residential projects.

BuildForce Canada released its 2023–2032 Construction and Maintenance Looking Forward report for British Columbia today. It finds that after recording strong gains in 2021 and 2022, employment is poised to contract in the short term due to a modest decline in residential construction related to rising interest rates and the wind down of work on several major projects in the province. A series of increases follow through the remainder of the forecast period, mostly in the residential sector, with total employment reaching more than 4% above 2022 levels by 2032. These numbers are based on existing known demands and do not take into account the federal government’s goal to double the number of new homes built across Canada over the next 10 years, nor the anticipated increase in demand for construction services related to the retrofit of existing residential, industrial, commercial, and institutional buildings to accommodate the electrification of the economy.

“British Columbia has been one of the busiest construction markets in Canada for several years, with many major non-residential projects stacked on top of a booming residential sector,” says Bill Ferreira, Executive Director of BuildForce Canada. “Although both will likely experience modest declines in activity in the short term, higher levels of migration into the province will boost residential construction activity across the medium and long terms, while activity in the non-residential sector will fluctuate with the ebb and flow of work on several major projects.”

A full analysis of British Columbia’s construction sector requires detailed looks at not only the provincial market as a whole, but also at the two key provincial sub-markets: the Lower Mainland and Vancouver Island. Both have their own unique market conditions.

The Lower Mainland construction market, which includes Greater Vancouver, Fraser Valley, Sunshine Coast, Squamish, and Lillooet, accounts for approximately 60% of the province’s construction employment. Regional activity strengthened again in 2022, led by peak levels of investment in both the residential and non-residential sectors.

Total construction employment in the Lower Mainland construction market is expected to contract through to 2026, as losses in the residential sector offset gains in the non-residential sector. Thereafter, it rises to the end of the forecast period, increasing by 3% to 2032, with employment in the non-residential sector accounting for all of the increase. Residential employment is mostly unchanged.

The Vancouver Island construction market, which includes the Capital Region, Cowichan Valley, Nanaimo, Alberni-Clayoquot, Strathcona, Comox Valley, Powell River, Mount Waddington, and Central Coast, also experienced growth in 2022. Activity was supported by a modest increase in residential investment and stronger growth in the non-residential sector. Construction employment is expected to contract by just over 3% across the forecast period, as residential employment declines by nearly 4% from its 2022 peak, and non-residential employment is virtually unchanged.

BuildForce Canada projects that British Columbia’s construction industry will need to recruit 52,600 additional workers over the forecast period to keep pace with expansion and replacement demands. More than 38,000 of those workers – or 20% of the 2022 construction labour force – are expected to retire during this period. Although the addition of almost 34,000 workers under the age of 30 from local recruitment efforts will help to offset these retirements, the labour force faces a near-term need for large numbers of experienced skilled workers. By 2032, the industry could face a deficit of 18,700 workers unless anticipated recruitment is increased.

The development of skilled tradespersons in the construction industry takes years, and often requires participation in a provincial apprenticeship program. New registrations in British Columbia’s 25 largest construction trade programs have fluctuated in recent years, despite an overall increase of 14% in employment between 2013 and 2019.

Based on projected new registrations and completion trends, several trades may be at risk of undersupplying the number of new journeypersons required by 2032. Trades within this group include Boilermaker, Bricklayer, Carpenter, Gas Fitter, Glazier, Heavy Equipment Operator, Industrial Instrumentation Technician, Industrial Mechanic, Insulator, Lather, Mobile Crane Operator, Painter and Decorator, Powerline Technician, Roofer, and Welder.

The construction industry remains focused on building a more diverse and inclusive labour force. To that end, efforts are ongoing to enhance the recruitment of individuals from groups traditionally under-represented in the province’s construction labour force, such as women, Indigenous People, and newcomers to Canada.

In 2022, there were approximately 33,500 women employed in British Columbia’s construction industry – a contraction of about 5% from 2021 levels. Of them, 31% worked directly in on-site construction. As a share of the total, women represented just 6% of the 182,100 tradespeople employed in the industry in 2022. That figure is unchanged from 2021.

The Indigenous population is another under-represented group that presents recruitment opportunities for British Columbia’s construction industry. In 2021, Indigenous workers accounted for 6.2% of the province’s construction labour force, which is a slight increase from 2016. It is also notably higher than the share of Indigenous People represented in the overall labour force. As the Indigenous population is the fastest growing in Canada and Indigenous workers seem predisposed to the pursuit of careers within the sector, there may be scope to further increase the recruitment of Indigenous People into the province’s construction industry.

The construction industry is also committed to the recruitment of newcomers to Canada. Historically, newcomers and more established immigrants have accounted for about one quarter of British Columbia’s construction workforce. With the province expected to welcome an average of just under 80,000 newcomers every year through 2032, based on historical settlement trends, the immigrant population will be a key potential source of labour force growth for the construction sector.

Increasing the participation rate of women, Indigenous People, and new Canadians could help British Columbia’s construction industry address its future labour force needs.

BuildForce Canada is a national industry-led organization that represents all sectors of Canada’s construction industry. Its mandate is to support the labour market development needs of the construction and maintenance industry. As part of these activities, BuildForce works with key industry stakeholders, including contractors, proponents of construction, labour providers, governments, and training providers to identify both demand and supply trends that will impact labour force capacity in the sector, and supports the career searches of job seekers wanting to work in the industry. BuildForce also leads programs and initiatives that support workforce upskilling, workforce productivity improvements, improvements to training modalities, human resource tools to support the adoption of industry best practices, as well as other value-added initiatives focused on supporting the industry’s labour force development needs. Visit www.buildforce.ca.

For further information, contact Bill Ferreira, Executive Director, BuildForce Canada, at [email protected] or 613-569-5552 ext. 2220.

This report was produced with the support and input of a variety of provincial construction and maintenance industry stakeholders. For local industry reaction to this latest BuildForce Canada report, please contact:

Chris Atchison
President
British Columbia Construction Association
(250) 818-9671

Kim Barbero
CEO
Mechanical Contractors Association of British Columbia
604-205-5058

Paul de Jong
President
Progressive Contractors Association of Canada
403-620-3781

Kelly Scott
President
BC Road Builders and Heavy Construction Association
604-436-0220

Rob Viccars
Communications & Marketing
Canadian Homebuilder’s Association of British Columbia
604-432-7112 ext. 301

Funded by the Government of Canada’s Sectoral Workforce Solutions Program.

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

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Despite these advancements, women entering crane operation roles often face societal stereotypes and resistance, as male colleagues may perceive them as competitors for traditionally male positions.

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Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

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

Physical demands and the perception that operating heavy machinery requires significant strength have historically discouraged women from pursuing crane operation roles, even though technological advancements have made these jobs accessible to all genders.

Title:

Content: Women Breaking Barriers in Waste Management

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

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

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

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

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

Women Breaking Barriers in Waste Management

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

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

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

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

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

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

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

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

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

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

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

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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?

Balancing personal responsibilities, such as childcare, with the demanding schedules of crane operation remains a significant challenge for women, as societal expectations often place additional burdens on them.

Farkhana Safargaleeva, a crane operator with over 20 years of experience, has demonstrated exceptional skill and dedication, contributing to numerous construction projects and mentoring younger professionals, exemplifying how women can excel in this field.

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
Read also
"Miss Pampushka 2022".
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On the eve of March 8, the Council of Mothers congratulated the deputy akim of the region Gani Nygymetov
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 are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

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

Li Rui, a tower crane operator in China, transitioned to a high-demand technical role, earning recognition for her precision and psychological resilience, which underscores the opportunities for women to thrive in construction roles with proper training and support.

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

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

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

create training and apprenticeship programs

appoint women to traditionally male roles

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

Tatiana Shepeleva, who won the 'Best in Profession' title at NLMK’s crane operator competition, highlights how continuous learning and skill development can enable women to achieve professional excellence in crane operation.

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 ”.

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

create training and apprenticeship programs

Companies like Unity LLP have successfully integrated women into crane operator roles by fostering supportive environments and recognizing their professional skills, as demonstrated by the celebrated career of Farkhana Safargaleeva.

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

commit to gender equality in hiring practices

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

In the maritime sector, the UAE has empowered women to operate heavy machinery such as pier cranes, showcasing their capabilities and contributions to economic development during events like Expo 2020 Dubai.

Title:

Content: Hana Al Hammadi (Dubai)
The UAE is strongly present in the completion of Expo 2020 Dubai, starting with the submission of the country ’ s bid to host the international exhibition for the first time in the Middle East, through the preparation of the event, and ending with the team that has been in charge of the exhibition since its launch on October 1.
The hosting of the UAE « Expo 2020 Dubai », represents a great achievement, in which Emirati women participated strongly, as the team supervising the hosting file, at the time, a large number of female citizens, and in view of the team, which oversees the projects and programs (Expo 2020 Dubai), currently we find strongly present and influential in the event.
How do women leaders see the UAE hosting Expo, and what does this international event mean for the first time in the region?
Hessa Al Malik: A Perfect Opportunity
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: “When the UAE decided to host Expo 2020, it put in its strategy that those who come to Dubai will stay there, because it represents the ideal environment for doing business and dealing with the global supply chain. It ’ s a preferred investment destination. ”
“Expo 2020 Dubai will contribute to introducing the world to the UAE and looking at our unique advantages closely, and one of the most important things we are keen to bring to the world is the level that Emirati women have reached in their participation in the renaissance of the country and achieve its advancement. And still in many countries of the world.
In UAE ports, women operate giant pier cranes, control gantry cranes in container yards, and many are ship overseers, coordinating the docking of the world ’ s largest container carriers.
Many captains of giant ships may be surprised to learn of the presence of Emirati female captains on tugboats and offshore service vessels.
Nawal Al Hinai: Empowering Women
Nawal Yousef Al Hinai, Director of the Future Energy Department at the Ministry of Energy and Infrastructure, said that the UAE has impressed the world with the opening ceremony of the Expo 2020 Dubai World, which is hosted in Dubai, as part of the first major global event in the Middle East, Africa and South Asia, with the participation of 192 countries from around the world.
The theme is “Connecting Minds. ”
Creating the future. ”
The exhibition is an exceptional platform for the global community to come together to discover innovative and ground-breaking solutions to the three sub-themes identified as key drivers of global development: sustainability, mobility and opportunity.
“One of the special pavilions that caught my attention during my visit to Expo 2020 is the Women ’ s Pavilion under the title ‘ Prosperity of Women, Prosperity of Humanity ’, which expresses a journey on the influence of women in making a better world.
Recognizing the pivotal role women have played throughout history to this day, and their positive contributions demonstrate that women ’ s prosperity is the prosperity of all humanity.
Mona Al Abdouli: A Historical Event
Mona Al Abdouli, Senior Vice President Corporate Assurance at Dubai Airports, said: “Expo 2020 is the beginning of something beyond an exhibition, such as attracting and localizing technology, exporting new styles and distributing them to the world, and making the UAE a starting point for technology and foreign companies, a hub for creativity and innovation and a hub for the post-Expo 2020 world.
“I see this global mega event as a promotion of the UAE and its importance in strengthening the economy of Dubai and the country in general, attracting visitors and innovators from around the world, fostering international partnerships, and serving as a platform for developing creative thinking and sustainability, enhancing youth skills and future careers, as well as boosting the tourism sector.
The readiness of Dubai Airports to receive visitors to this mega event is a milestone in the history of the event, as Dubai Airports is the front end of the Emirate of Dubai for all visitors to Expo 2020.
At Dubai Airports, we have worked around the clock to ensure passenger facilitation, speed and flexibility. Our focus has been to increase airport capacity and operational efficiency to ensure the success of this landmark event with a focus on quality improvement. The health and safety of our customers and passengers remains our number one priority.
“At Dubai Airports, we have urged to raise the level of service and operational services at the airport to reflect the honorable image of the country ’ s face to provide an exceptional and wonderful travel experience for Expo 2020 visitors, and one of the most important factors in Dubai Airports ’ success is to work as one team as men and women, and to ensure continuous coordination and readiness of all teams and staff at Dubai Airports to receive this huge event.
Iman Al-Yousef: Building and Ambition
Eman Al Yousuf, Emirati writer and cultural diplomacy specialist, says: “From Amna Belhoul, executive creative director of Expo 2020 Dubai ’ s entertainment and creative activities, to Her Excellency Noura Al Kaabi, Commissioner-General of the UAE Pavilion at Expo 2020 Dubai and above all, Her Excellency Reem Al Hashimi, UAE Minister of State for International Cooperation, and Director General of the Expo 2020 Dubai Bureau. It proves its worth and its ability to give dazzling.
“The UAE is the man ’ s partner in building through all the details of Expo 2020 Dubai even before the moment of its announcement, the UAE is an ambitious country that will be turning 50 very soon.
She is young in her age, strong and strong in her positions and uniqueness and wise in her vision beyond the number of years.
Emirati women have been partners of construction, success and ambition and still hold the most difficult and highest positions alongside men hand in hand as well. Women have participated and contributed since the inception of the country, and their presence was present even at the opening ceremony of the Expo in terms of the participation of women who sat to receive visitors skillfully making wicker baskets and tulle embroidery. She announced the end of the opening ceremony and the beginning of the Expo, symbolizing what the Emirati woman symbolizes with her patience and giving.
Speaking about Al Yousef ’ s participation in this historic event, she said: “I am delighted to participate in Expo 2020 Dubai by writing the American Pavilion mural in Arabic and English, which can be read from the right in one language and from the left in one language.
Her work was a collaboration between the U.S. Consulate and the American University of Sharjah, whose creators, designers and engineers designed and implemented the idea that encapsulates the U.S. vision in Expo 2020 Dubai ’ s sustainability and future-oriented files.
Azari Alserkal: Exchange of experiences
“There is no doubt that an event like Expo 2020 brings together all the countries of the world and thus benefits countries in sharing experiences and drawing inspiration from experiences, especially those related to clean energy, which aims to preserve the environment and use it to serve humanity.
Expo 2020 will also feature a women ’ s pavilion, which indicates the great attention that women receive from the wise leadership. The pavilion will also showcase women ’ s contributions to shaping society, as well as their global contributions and positive impact on the international community.
The presence of the Women ’ s Pavilion at Expo 2020 is very important to showcase the country ’ s efforts to the world and to showcase Emirati women ’ s efforts locally and internationally.
Nauf Omar: The dream we had
Nouf Omar, the first assistant pilot on the Boeing 777, did not hesitate to participate in this historic event, as she joined her Emirati brothers in volunteering as a kind of return to this generous country, saying: “Expo is the dream we have all had since the city won the hosting of the exhibition in November 2013, the third largest global event after the Olympics and the FIFA Club World Cup.
Expo ’ s dream began for Nouf when she was in high school, where she set her mind to be a part of the event in any way.
After eight years of waiting, she is living the dream moment by moment after joining the Expo 2020 Volunteer Programme, but how can this pilot balance volunteering with flying between cities around the world?
“The Expo 2020 Dubai Volunteer Programme is a very flexible programme that allows you to choose a period of time that suits everyone ’ s circumstances, and the Volunteer Centre team is very understanding of my work as a pilot, ” says Nouf.
For me, the days of volunteering will be based on my presence in the country, which is usually two to three days a week. ”

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

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

Efforts to attract women to technical positions have included mentorship programs, skill-building workshops, and leadership development initiatives, which provide the tools necessary for women to succeed in crane operation roles.

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.

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?

vocational training
educational programs
mentorship opportunities

The Meest Group in Ukraine has adapted operational processes and introduced technology to create comfortable working conditions, demonstrating how supportive environments can attract women to heavy machinery roles.

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

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

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

Ferrexpo has implemented policies such as mentorship programs and male parental leave to support women’s career growth, showcasing the importance of inclusive policies in fostering gender diversity.

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

promote women
support networks
professional development

In the waste management sector, companies have reevaluated hiring practices to emphasize skills over gender and partnered with vocational schools to attract women, highlighting effective strategies for breaking gender barriers.

Workplace culture in construction has historically been male-dominated, with societal norms relegating women to peripheral roles, but this is gradually changing as more women enter technical positions like crane 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 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?

In the maritime industry, progress in recruiting women into technical roles such as crane operation has been slower, underscoring the need for targeted mentorship and skill-building programs to foster gender parity.

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

create training and apprenticeship programs

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

educational programs
mentorship opportunities

Creating inclusive environments where women can excel requires addressing biases and fostering peer support systems, which can mitigate barriers and improve workplace cultures for female crane operators.

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

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

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

Key safety concerns for crane operators include risks such as crane overturning and inadequate terrain assessment, which necessitate rigorous safety training programs tailored to all operators regardless of gender.

Title:

Content: The Labor Bureau today convened 161 crane operators and operators to hold a workshop on the prevention of the hazards of hoisting operation at the Clarification Service Center.
According to the information obtained by the Labour Inspection Bureau, it is clear that the extension seat of the crane truck was not extended at the time of the hoisting operation. When the weight of the crane exceeds the rated load of the operation radius, the crane was not supported by the extension seat, and the operator realized that he had tried to push the crane card repeatedly and was unable to escape. The truck was hit by a heavy truck.
According to the principle of mechanics, when a larger operating radius is required, the boom should be extended or the tilt angle should be reduced. At this time, the rated load can be lowered to maintain the stability of the crane. The rated load curve of the operating radius of the card is determined by the state that the outer support is fully extended.
Therefore, if you do not fully extend the outer support seat before engaging in the lifting operation, it is very dangerous. From the image screen, it is not ruled out that it is due to the close to noon break time, operators and operators are convenient to act and cause disasters.
In particular, in order to prevent hazards in hoisting and hoisting operations, operators should investigate the terrain, geological conditions, working space, weight and type, and performance of the crane used in the operation area in advance to determine safe operation methods, hoisting methods and handling paths.
Department of Labor Inspection Director Guo Qingji stressed that crane overturning is a common type of disaster in mobile crane occupational disasters. And the extension seat is fully extended, and the relevant safety steps must be implemented in order to maintain the stable operation of the crane.
The Department of Labor Inspection will also strengthen the responsibility of building operators and site managers, take responsibility for safety command and supervision of related lifting operations, and comply with road safety regulations when using or adjacent roads for lifting operations.
# Work Safety Accident # Labor Inspection # Labor Bureau # Kaohsiung

Integrating advanced technologies like AI-driven hazard detection systems can minimize risks and create safer conditions, encouraging women to enter and thrive in crane operation roles.

Title:

Content:
Sharpeagle Technology Launches Forklift Bird Eye View 360 Degree Camera

(MENAFN- ForPressRelease) As a leading provider of forklift safety solutions in the GCC, SharpEagle makes a relentless effort to counter the limitations and gaps in safety solutions through continuous research and innovation. In this pursuit, they have launched an exciting safety solution, largely unheard of in the forklift industry.
SharpEagle's more advanced, reliable and accurate safety system for Forklifts 'Bird-Eye View 360 Degree Camera System' is now live on their website, with features that are a step up from the popular industrial choices. The technology is inspired by bird-view technology in the automobile industry for assisted parking. SharpEagle transferred and expanded its application in the forklift bird-eye view camera system, which offers 360-degree smart detection of hazards, obstacles, and pedestrian traffic using AI technology. Such features counter the blind spots better than regular forklift cameras and promise better traffic management for large-sized warehouses in UAE, Saudi, UK and Kuwait.
What sets Bird View Camera Apart?
According to a report by the US Bureau of Labor Statistics, warehouses account for more than 38,000 incidents each year. Earlier, site managers had to rely on CCTV cameras and manual monitoring to ensure that the products were carefully transported. These methods were found to be insufficient and difficult as they required human intervention. Further, selective panels visible on the forklift cameras left several blind spots, increasing the susceptibility to workplace accidents.
Bird-Eye View Camera System uses AI and stitching technology to provide a 360-degree panoramic view of the vehicle's surroundings, countering crucial blind spots and detecting humans and objects in real-time. Its smart AI integration eliminates human dependency and instantly alerts the forklift operator and drivers.
The ultra-wide HD camera system allows the operators to access real-time monitoring in 1280*800 resolution and supports expansion up to 128GB. With customizable views, the system is ideal even for low-light conditions. It also reserves a slot for USB and has auto-switching triggers. Moreover, the camera is easy to install and operate, so any person with no prior technical knowledge can utilize it to its maximum potential.
Bird Eye View Cameras ï¿1⁄2 A technology that finally addresses the pertinent problems in the industry
Experts at SharpEagle researched the market to find out the crucial risk factors that continued to persist despite the current safety solutions. Bird-Eye View technology was tailored to target these specific problems and generate some long-term benefits for the industry in the process.
Generation of situational awareness
A 2014 study shows a 62% higher risk of workplace accidents with a fatigued crew. As a forklift operator with 12-hour shifts, continuous switching of different camera feeds for complete visual access is strenuous. OSHA claims that 36% of forklift fatalities involve pedestrians. The significant camera blind spots in the vehicle demand active judgement and constant alertness of the operator. The panoramic view of 360ï¿1⁄2 Bird Eye View Camera System reduces the number of feed switches and blind spots, while its smart AI detects pedestrians and obstacles with minimum human intervention.
Through 360ï¿1⁄2 situational awareness about the forklift surroundings, the forklift operator can now minimise the risk of forklift overturning and other accidents due to :
Falling loads as a result of minimum visibility while stacking
Bigger blind spots and over-dependence on the operatorï¿1⁄2s manual alerts
Misjudging distances and clearances
Business and Human Costs
A business report claims the average direct and indirect costs due to forklift accidents range from $38000 to $150,000 per worker. Where many companies just consider the operatorï¿1⁄2s and pedestriansï¿1⁄2 fatality and injury compensation, they fail to factor in costs for equipment damage, legal fees, and human resource replacement. Equipment damage alone is estimated to cost close to 5% of the vehicleï¿1⁄2s lease consideration.
By maximising visual accessibility, the 360-degree Bird Eye View camera insures the company against major accidents, allowing them to reduce accident rates, save on annual compensation costs, and redirect their finances to workplace and product development. Thus, by investing in the Bird-Eye View System, the company can minimise
The losses incurred due to ï¿1⁄2workerï¿1⁄2s compensationï¿1⁄2
Losses due to downtime
Costs incurred in audit
The Bird Eye View 360 degree Camera is path-breaking
The Bird Eye View Camera System is an ideal solution for large-scale companies in harbours, warehouses, manufacturing units, and large-scale retail warehousing with a high volume of traffic and heavy vehicle usage on a daily basis. Engineered to meet the diverse needs of logistics managers, health and safety managers, and operation managers among others, the camera provides crystal-clear visibility and precise object detection and eradicates accidents.

About SharpEagle:
Founded in 2009, SharpEagle is a leading solution provider for explosion-proof CCTV, Lighting, and Forklift Safety products. The company is a part of the Studio52 Group and has a business network spanning the Middle East, India and the United Kingdom.

Company :-ShapEagle Technology

User :- Qusai Ahmed

Email :...

Phone :-044541054

Mobile:- +97145549547

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Mentorship and support networks play a crucial role in empowering women to succeed as crane operators by providing technical training, life skills, and ongoing guidance.

Title:

Content: Thiess sisters doing it for themselves

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

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

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

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

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

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

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

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

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

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

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

About Ray Chan

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

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

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

create training and apprenticeship programs

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

vocational training
educational programs
mentorship opportunities

Support networks also foster confidence and resilience among women in technical roles, enabling them to overcome challenges and build relationships that enhance workplace success.

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

Family and community support further contribute to the success of women crane operators, as illustrated by Farkhana Safargaleeva’s story, where encouragement from relatives helped her thrive despite societal stereotypes.

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

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

Highlighting the stories of successful female crane operators, such as Farkhana Safargaleeva, can inspire other women to consider crane operation as a viable and fulfilling career path.

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

Providing targeted training programs, such as the South Louisiana Community College's Power Lineman program, can help construction companies attract female candidates by addressing barriers to entry.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

create training and apprenticeship programs

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

vocational training
educational programs

Creating inclusive workplace policies and mentorship opportunities, as seen in initiatives by companies like DPR Construction, can help women overcome challenges such as discrimination and harassment.

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

create leadership programs for women
promote women
support networks
professional development

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

sexual and workplace harrassment
attitudinal biases

Technological advancements such as remote-controlled cranes, which reduce physical strain and improve safety conditions, can make crane operation more appealing to women.

Title:

Content: Robot machinery the next generation of construction

i24NEWS

2 min read

'We are cutting production times and shortening projects. These are the main issues for contractors'

Robotic construction sites - an Israeli company is looking to fuse robotics software with the heavy industry and construction markets to combat a declining construction workforce.

Construction company Skyline Cranes and Technology, based in Herzilya of central Israel, is developing a remote-controlled crane that allows one to operate from the comfort of an office.

“You can see the wind speed, and with that, I know where the crane arm is and will be,” crane operator Omer told i24NEWS.

Co-founder and CEO of Skyline Cranes, Aviv Carmel, said the new crane can be operated offsite, from another city or even country.

“We are cutting production times and shortening projects. These are the main issues for contractors and developers, and even the end-user,” Carmel said.

Construction is a dangerous job with inevitable accidents, partly due to the limits of human ability.

“If I am 200 feet up, my eyes can’t zoom in and see who is working below. I need to rely on my radio,” Omer explained.

In Israel, roughly 40 people die each year at construction sites, while 5,300 die in the United States.

The new machinery not only addresses the dangers of the industry, but also the problem of a decline in high-scale construction workers in developed nations.

According to the Associated General Contractors of America, the construction labor force in the US is decreasing at seven percent each year.

“We are combining the high-tech solution with crane machinery, and we are bringing a new generation of operators,” Carmel told i24NEWS.

The development of hyperrealistic VR simulators provides an intensive training method, enabling women to gain confidence and skills in a controlled environment before transitioning to real-world operations.

Title:

Content: Sections
Technique
“Intechcom ” has created a hyperrealistic VR simulator for crane operators
Intechcom has created virtual simulators for crane operators.
The development helps to increase the professional level of crane operators and make the learning process more intensive and convenient.
The simulator consists of a real driver ’ s chair with crane joysticks and buttons and VR glasses that give the user maximum visibility both horizontally and vertically.
There is a place for the teacher (a separate computer is not required), you can configure the complexity of tasks, record the progress of their implementation, etc.
The development is portable: it easily fits in the trunk of a conventional car, is assembled and disassembled in 15 minutes.
Currently, two types of simulators are ready: the portal (GANZ crane is taken as a basis) and the bridge, designed for work in steelmaking plants.
IT personnel for industry will be trained in a special educational center
IT industry support
The fundamental difference between the VR-simulator “Intekom ” from others, where the student sees everything on the screen, is hyperrealism.
Igor Ovyan, CEO of Intechcom, said: “The standard training of the crane operator lasts 2-3 months: the theoretical part can be laid in 2 weeks, the rest of the time takes production practice.
But for virtuoso ownership — to really “feel ” a machine — it takes years of experience.
Therefore, the higher the realism of the simulator and the more various professional subtleties laid down in the program, the better prepared the beginner.
Our specialists collected data in the port of Murmansk and at the NLMK steel plant.
We climbed into the cockpit of the crane, recorded the sounds of the port and workshop, consulted with experienced crane operators, who revealed many nuances, for example, that a quiet click should sound when a certain, rather rare action.
Extremely realistic SCs have been modeled.
You can memorize the rules as much as you want, but in the real situation you get confused.
The VR simulator provides full immersion: the cabin swings from the wind or overload, the operator is blinded by the sun or, on the contrary, visibility deteriorates due to gas pollution in the workshop, etc.
We have been engaged in the modernization of industrial equipment for many years and implemented all the novelties in the simulator, even a touch panel for monitoring, which warns about exceeding the load or if the cable is wound.
After training in a virtual environment, it is much easier to transfer to the real chair of the crane operator - there is no difference, while the risk that a beginner will not cope with expensive equipment is much lower.
VR-simulator is ideal for career guidance.
Impressions are strong: the cabin is transparent, you are at a huge height and you are subject to a powerful car.
A reason to fall in love with the profession. ”

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?

Innovations like humanoid robots for high-altitude operations further reduce physical demands and risks, making crane operation roles more accessible to women.

Title:

Content: Robot developed by JR West for line maintenance
Social Life Science Technology
[Kyodo News Agency, April 17] West Japan Railway Corporation (JR West Japan) said on the 15th that it is promoting the development of humanoid robots for high-altitude operations such as line maintenance and repair, and strives to put them into practice in the spring of 2024.
The company says this will help improve efficiency and prepare for future labor shortages; it will also help prevent workplace injuries such as electric shocks and falls.
According to JR West, the robot has a head with a camera and two arms, which are installed at the front of the crane boom.
In the cockpit below the arm, the operator wears glasses and watches the camera while using the operating lever to move the left and right arms of the robot.
The operator ’ s head motion is linked to the camera of the robot ’ s head, and if you pick something up with your arm, the weight will be transmitted through the operating lever.
The hand can do various movements, and can also cut branches with scissors, paint with brushes, and so on.
Up to 40 kg of objects can be lifted.
The operation is easier to remember, and the practice can be mastered to a certain extent in about 20 to 30 minutes.
Allegedly, the maximum operating range is about 10 meters.
Developed jointly by JR West and Kusatsu City, Shiga Prefecture.
The trial of using the prototype machine will start this month. (Finish)
Common network

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?

Embedding diversity and inclusion efforts across organizational levels ensures that women are seen as integral members of the workforce, fostering sustainable gender parity.

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

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

Adjusting operational processes and introducing supportive technologies can make physically demanding roles more accessible and comfortable for women, encouraging their participation in crane operation.

Female crane operators often face wage disparities compared to their male counterparts, earning less despite performing the same tasks, which highlights broader trends in male-dominated industries.

Title:

Content: Shenzhen women come to Hong Kong to do iron, pay more than 1,000 public housing units a day to get 3 stars: earn enough money to go back to their hometown to support the elderly
Author: Shenzhen Micro Time
Published: Updated:
In mid-June 2023, the Hong Kong government announced that there would be a limited importation of foreign workers to cope with the reality of labor shortages in various industries and types of local construction, aviation and transportation.
The quota for this round of the labour importation scheme is capped at 20\ xC2\ xA0000.
Former Guangzhou bus driver Fu Ming, Chen Fangyu, who lives in Zhuhai, and Zhuang Yuhua, who lives in Jiangmen, all received employment notices from Hong Kong Airport through this plan.
Before applying for a job at the Hong Kong airport, Chen Fangyu worked for three years at an optician shop in Macau, earning more than 10,000 yuan (RMB, the same below).
After the landing of the policy of Hong Kong's importation of labor, she saw the recruitment notice of the labor company, and through the interview, applied for a customer service post at the Hong Kong airport, "large enterprises, should have the opportunity to promote."
7 years of blue collar life in Hong Kong is not as good as imagined: public housing toilets are less than one square meter (click the picture to see the relevant content excerpt):
+ 26
Compared to her job in Macau, Chen Fang-yu ’ s income in her new job has increased significantly, as all three have. Fu Ming ’ s monthly income in Guangzhou is NT $4,000, and she is working as a tractor driver at Hong Kong Airport with a monthly salary of HK $18,000. Chuang Yu-hua is like Chan Fang-yu. Four or five thousand dollars.
Compared with the mainland wage level, the monthly salary of the three people is extremely attractive.
It ’ s just that high income corresponds to high spending.
Lin Baoyun worked as a construction worker in Hong Kong for seven or eight years, and she barely had to pay the cost of living, and her life was very frugal. Even so, "the daily expenses were more than 10,000 Hong Kong dollars a month."
People from Zhuhai who went to Macau to work
Chen Fang-yu, Fu Ming and Chuang Yu-hua are all waiting for their Hong Kong employment visas.
According to the policy, to apply for employment in Hong Kong, mainland workers need to pass 14 foreign labor enterprises approved by the Ministry of Commerce. For Chen Fangyu ’ s work at the Hong Kong airport, the first labor contract was signed with a labor intermediary company, and for the contract period of two years, she had to pay an annual fee of 4800 yuan to the intermediary company.
Fortunately, at the end of two years, she can directly sign a labor contract with the Hong Kong airport.
The fees charged by different labor intermediaries are also different, and the intermediary fees of Fu Ming are as high as 18,000 yuan.
According to the public information, the labour importation scheme at the Hong Kong Airport covers 10 frontline jobs with particularly severe manpower shortages, including ground workers, airport attendants, cabin attendants and warehouse handlers.
[Extended reading] Hong Kong women working in Shenzhen rental housing every day to take a car to Shanghai not enough to move back to Hong Kong for half a year: waste of life (click to enlarge view):
+ 30
After the announcement of the current round of labor plan, the Hong Kong government also proposed a "Hong Kong Work, Mainland Residence" mode of same-day return.
According to the plan, most of the airport workers will live in the Mainland and the Airport Authority will co-ordinate daily cross-boundary transport transfers, but the transport costs will be borne by the migrant workers themselves.
For construction workers, builders can arrange site dormitories or central dormitories. The isolation facility in Tam Mei, Yuen Long, has been converted into a central dormitory under the management of the Construction Industry Council.
In fact, the practice of allowing hired migrant workers to return to their residences in the Mainland is a reference to Macau ’ s foreign labor policy.
"Cross-border work" is widely seen in Zhuhai and Macau. According to statistics of the Macao Labor Affairs Bureau, as of the end of February 2023, there are about 152,000 foreign employees in Macau, of which about 106,000 are from the Mainland, accounting for nearly 70%.
According to Lin Luning, president of the Macau Overseas Workers Association, it is estimated that about 85% of the employees from the mainland live in Zhuhai, excluding domestic helpers who live in the employer ’ s home.
At the time of graduation, Chen Fangyu was doing telephone sales in Zhuhai, "nine days early, eight nights early, and a monthly salary of five or six thousand."
After working for a few months, she quit her job, married and became a full-time housewife, and after the birth of the child, she applied for a job in a Macau ophthalmology shop through a labor intermediary, "do not want to do in Zhuhai, the salary is too low".
In these three years of work in Macau, she has to pay an annual management fee of 4800 yuan to the intermediary company, and the Macau employer does not bear social security expenses, she wants to buy flexible employment social security in Zhuhai.
While working in Macau, many of Chen Fangyu ’ s colleagues come from Jiangmen, Maoming and other places. They rent in Zhuhai, and travel to and from places like Chen Fangyu every day to save on living costs.
The other two women who work in the same shop with Chen Fangyu are from Zhuhai. One of them is Ming, an optometrist who originally worked in the mainland, earning 6,000 yuan a month. She still does the same job after she went to Macau, and her monthly income is 134,000.
The work of the eyeglass shop is very stable, and clearly has been working in the shop for seven or eight years, "I will not say that I will open you at will."
Chen Fangyu has 5 days off per month, excluding holidays.
Although she can not take a double break, but she feels that her resting state is stronger than that of her husband who works in Zhuhai, "We rest is a rest, and it is okay to not look at his mobile phone for 24 hours a day at the weekend, and he said that the meeting will be held." Chen Fangyu did not want to consider the job opportunities in the mainland, "the wages are too low, are not enough for me.
She is more than 30 years old, married and educated status, but also let her feel that the lack of competitiveness in the mainland workplace, "domestic recruiters prefer fresh graduates, interns, you do not have the kind of technology as a programmer, you are difficult to find a good job."
[Extended reading] Shenzhen "Hong Kong flavor" is the most concentrated here: all around Hong Kong accent Hong Kong people can apply for rental housing (click to enlarge view):
+ 13
"Wages are not as high as they say, and they cost more than they think."
For the future of work in Hong Kong, the cost of living, Chen Fangyu and other three do not have much concept.
Chen Fangyu calculated that to work in Hong Kong, the cost of commuting is much higher than to go to Macau. The staff shuttle provided by the Hong Kong airport costs about 2900 yuan per month to and from Zhuhai, and the commute between Macao and Zhuhai costs only 600 yuan per month.
The company plans to move to a rental housing facility.
Lin Po-yun, who has lived in Hong Kong for more than seven years, has a deep understanding of Hong Kong ’ s living environment, living costs, earning opportunities, and unsatisfactory aspects.
Lin ’ s parents lived in Hong Kong for many years, and it wasn ’ t until Hong Kong ’ s “adult children turned to their parents ” immigration policy was relaxed that Lin was able to make a living in Hong Kong, where he continued to work as a blue-collar worker.
Lin Baoyun lives in public housing, the cost of living can be almost ignored, daily life meticulously calculated, "a few years have not bought a piece of clothing."
Even so, she "spends more than 10,000 Hong Kong dollars a month."
Lin Baoyun went to work in Hong Kong, and also wanted to “earn more money. ”
Her secondary education, after leaving, she took her children alone, before going to Hong Kong, the monthly salary in Shenzhen was only two or three thousand yuan, when she was more than 40 years old, the children in Shenzhen high school, "life simply can not survive."
Lin Baoyun originally came from Baoan, and his grandfather and father went to Hong Kong in the early years. Grandpa was distressed to stay in Baoan ’ s grandchildren, and in the 1980s, he bought a house for several of Lin ’ s brothers and sisters, and their hukou also moved to Luohu from Baoan County at the time.
When he first arrived in Hong Kong, Lin's eyes were blurred.
Among the relatives, the eldest brother and the third brother are in Shenzhen, the second brother has just arrived in Hong Kong for a year, the parents are old, can not give her much advice, she does not know where to ask for life: "Don't say that I have such a degree, that is, college, no one in Hong Kong recognizes."
You don ’ t have a good education, and it ’ s not easy to make money in Hong Kong. ”
To be honest, there are still many jobs in Hong Kong, and the wages are just beginning to be 10,000 Hong Kong dollars, or even less than 10,000 Hong Kong dollars.
That is, to be a clerk in a Hong Kong government unit, it is more than 10,000 Hong Kong dollars a month. "
[Extended reading] Shenzhen Costco ｜ Why is the first hypermarket crowded by Hong Kong people open in Longhua this year? (Click to enlarge):
+ 23
Relatives advised her to do security, she did not want to, this position working 8 hours a day, the monthly income is less than 10,000 Hong Kong dollars, and then, sitting in one place for a day can not move, she can not stand.
In the house is not a way, there is no door to Lin Baoyun, followed a distant relative, into the decoration of this line.
She worked part-time at the decoration site for 6 years, “washing the glass, scraping the wall skin and doing anything ”, with a daily salary of 600 Hong Kong dollars.
She and more than 20 women, followed by a "everyone sister", the oldest of which is 69 years old.
"Everyone sister" knows a lot of decoration companies, can always attract a steady stream of work, "the first night received notice, the next day there is work to do, at least 20 days a month."
Working part-time in Hong Kong, security is also an issue.
Lin Baoyun worked as a part-time decorator for several years, and no employer bought MPF for her (Remarks: Similar to the mainland pension social security).
In October last year, a sister of Lin Baoyun, Yu, fell from the upstairs while doing decoration, suffered serious injuries and needed surgery.
A Yu found the decoration company, hoping to get compensation for work injuries, the decoration company has purchased a group nature of work injury insurance, but once the insurance company applies for a claim, the company's insurance premium will rise next year.
Because of this, the decoration company is not willing to fight for a claim for Ah Yu, and the two sides have been arguing for this until now.
More than a year ago, Lin entered the construction site and became an ironworker.
Newcomers who have just entered the industry are called "white paper", that is, they know nothing.
Workers who have studied at the Hong Kong Construction Industry Council for more than four months and obtained an intermediate license of Tire are known as “NICE ”.
Workers who have worked in the industry for a few years, but do not have an intermediate license, are called "big beautiful".
Experienced and licensed workers are called “masters ”.
“The salary level is related to license and experience. ”
In the information released by the Hong Kong Construction Industry General Union in October 2022, the daily salary of the workers is HK $2,600. "In fact, the workers get their hands on it, not so much".
When Lin Baoyun was still a “white paper ”, her daily salary was HK $1100. With the improvement of experience and technology, her daily salary now reaches HK $1250.
According to what Lin learned, the master at the same construction site as her, the daily salary is HK $2200, which is the highest salary on their construction site.
In addition, when the construction site does the foundation, the employer hired an experienced master, only worked for a few days, the daily work price of 2440 Hong Kong dollars, of which 40 Hong Kong dollars to pay to the intermediary, "he only works for a few days, belongs to casual workers, the employer does not buy MPF."
We usually work until the end of the project, which belongs to long-term casual workers, and employers mainly buy MPF for us. "
Lin Baoyun believes that the government announced the wages, accounted for a part of the hidden costs, such as a worker injured, need to rest for a few days, he can still receive 70% to 80% of the original salary, the employer in order to deliver the project on schedule, may have to hire an additional worker.
In addition, Lin Baoyun observed that at least one third of Hong Kong ’ s construction sites are female workers, but even if female workers do the same job as male workers, their daily wages are hundreds of Hong Kong dollars lower than that of male workers.
[Extended reading] Shenzhen Dongmen Internet Red Live Streets Millions of TikTok Goddess dancing around you all rely on the acquiescence of the authorities (click to enlarge the view):
+ 19
Hong Kong to make a living: eat hard, endure hard, rely on yourself
The more than 20 sisters who worked as decorators with Lin Baoyun came to Hong Kong through the immigration policy.
"Some of them are parents here, most of them through marriage."
When a mainland person comes to Hong Kong, not everyone can accept the job opportunities, the gap in the environment, and not everyone can adapt to the differences in living space and daily habits.
A friend of Lin Baoyun, originally opened a grocery store in Shenzhen, life is not hard, two or three years ago, this friend went to Hong Kong a few years ago, her husband, like Lin Baoyun, is also through the overage children immigration policy to Hong Kong.
After a friend came to Hong Kong, acquaintances introduced her to a fast-food restaurant to work, and she quit after three days of work.
Then a friend introduced her to the shoe store to work, she endured for a month, and quit, the reason for quitting is nothing more than "standing tired", "very hard".
Lin Baoyun thought that if a friend could stay in a shop and work, she would take a friend to work.
Seeing that her friends had quit two jobs in a row, she gave up this idea, and the construction site was much harder than a shoe store and a fast food restaurant.
Years ago, Lin Baoyun saw the news that a woman moved to Hong Kong with her husband and children, and her husband and children adapted to the local environment, and she was not used to it and returned to the mainland life.
“If you don ’ t understand, or don ’ t speak Cantonese, it ’ s also very troublesome in Hong Kong. ”
Lin Baoyun is also working as a construction worker in Hong Kong. Some of the workers he is working on are from the mainland and may have a hometown accent in Putonghua.
My brother was very distressed when he talked to her at the dinner table, "It's difficult to communicate, I can't understand their Putonghua at all, and they can't understand my Putonghua at all," he said.
Lin Baoyun just arrived in Hong Kong, is not used to, do not say anything else, the house is too tight, "the toilet is less than a square meter, a shower arm can not open", compared with many people in Hong Kong, she and mother, second brother live in public housing, space and environment has been very good.
Her mother was at home and could help Lin Baoyun and her brother cook, so she usually brought meals at noon.
My brother only eats dinner at home, eats breakfast and lunch outside, and smokes, and spends at least three or four hundred Hong Kong dollars a day.
Lin Baoyun does not smoke or drink, life is frugal, her brother always teased her, "your clothes are many years ago, you do not dress up."
Her money is not easy to earn, when she went out to work, she fell in the middle of the road, the left patella bone cracked, she did not know the seriousness, pain on the construction site for a day, other workers see her look painful, but also think she came to aunt and mother.
When she went to bed at night, she couldn ’ t lie down in pain, and she felt pain coughing.
The next day she went to the emergency department, took a picture of the doctor prescribed painkillers for a week, after seeing the disease she went to work, ate the painkillers, she felt the pain was tolerable, even the painkillers did not want.
Not long after Lin Pao-yun became a decorator, he had already run all over Hong Kong.
The transportation cost of Hong Kong is staggering, and the bus fare is the highest day, she spent more than 100 Hong Kong dollars.
She lives in the New Territories, located in the northernmost part of Hong Kong. During this time, she worked at the construction site in the easternmost part of Hong Kong, and the commute distance was long, she could only get up at 5: 00 in the morning, because her brother used the bathroom for a long time, she had to go in early.
Wash her out around 5: 50, no traffic jam, to the construction site also to 7: 10, change clothes, prepare, but also to 8 o'clock work time.
"The next construction site is in Sai Kung. It is even further away than this one. In order to live, we can only get up early and go dark."
In Hong Kong construction sites, there are three treasures - identity card, green card, worker registration card.
Lin Baoyun is a steel worker, unlike ordinary handymen, she also needs to get a silver card - to receive a day of training in the construction industry, and to pass the certificate issued after the examination.
The course involved in the silver card is not difficult, "a bit of culture can pass", but she is an older friend, unable to read, and failed to pass the exam four times.
The female workers on the site, who are at least 30 years old and younger, will choose the clerical work on the site, "sitting in the office".
Many older workers are also doing labour-intensive work.
On the construction site, the most relaxed are the workers who drive the elevator, which is usually done by women, but they work long hours, from 7 a.m. to 6 p.m.
Other types of work, even as a handyman, is also very hard, Lin Baoyun worked on the construction site for three months, "telling the truth, it is not easy."
Lin Baoyun worked on a private construction site for a period of time. One day it was raining and the weather was very cold. An old couple was responsible for cleaning the outer wall, and some places were not cleaned up and they needed to take a lift to work.
If you ask the worker who operates the elevator for help, you will have to pay the other person separately.
The old couple and the elevator worker simply learned the operation process, and then began to operate themselves, "This is actually illegal on the site, and only people who have an operation certificate can operate."
The old couple has not been cleaned up, the elevator is stuck in the middle of the air, it can not go up and down, the fault has not been solved, the wife is too afraid, scared to pee in her pants.
Lin Baoyun's parents in the early years, also in Hong Kong construction site to live, his father did cement work, mother followed his father to do small work, then the employer, do not pay their MPF, can only pay their own money, parents only paid a portion of the MPF.
When the old two retired, the money in the MPF account, deducted the management fee, "only a little", they now mainly rely on the previous savings in life.
It was only after Lin Po-yun worked as a potter that her employer began to pay MPF for her.
“If you ’ re over 65, you ’ re not allowed to pay.
The MPFA invests your money, sometimes making, sometimes losing, how much money you have left in your account at the age of 65, you can raise it once and for all.
My brother ’ s MPF account lost tens of thousands of Hong Kong dollars during the epidemic, and he was so angry that he called the MPF Authority and scolded them. ”
Hong Kong's public health care is very "affordable", Lin Po-yun has hung up several public hospital emergency services, the consultation fee of more than 100 Hong Kong dollars, "in private hospitals, see a consultation at least 300 Hong Kong dollars, some famous clinics, doctors need one or two thousand Hong Kong dollars."
"But a lot of times, you go to a public hospital, you have to have surgery, you have to queue for a long time."
During the epidemic, one morning, Lin Baoyun was dizzy and had diarrhea. She wanted to go downstairs to the nearest private clinic. The other person told her that she would have a number after 7 p.m.
She also tried to make an appointment in the government medical system, and the platform showed that the number of the day had been put out.
Her body is too difficult, with friends for help, friends told her that the platform a certain period of time may be put on the number, Lin Baoyun according to the friend's instructions, at that time constantly dialing, finally about 6: 30 pm on the number.
The year before last, Lin ’ s mother suffered from cataracts and had only 0.1 vision.
They were originally planning to return to Shenzhen for surgery, when it was still in the epidemic period, and it was too troublesome to go back and forth, and finally their mother had surgery in a private hospital in Hong Kong.
At that time, the mother's eye surgery, also made an appointment in the public medical system, "after a year and a half, I have not received a medical notice."
Lin Baoyun has obtained the status of permanent residence in Hong Kong, but according to her plan, she will return to Shenzhen in the future to raise the elderly.
My brother ’ s wife and children are also in Shenzhen, and will return to Shenzhen to live in the future.
These years, Lin Baoyun's son has been studying and working in Shenzhen, the son has no intention of living in Hong Kong, Lin Baoyun also wants to return to the roots, in Hong Kong, she just to make a living.
Lin Baoyun had a classmate, went to Hong Kong after college, she has not married, parents, brother's family are in Hong Kong, she told Lin Baoyun, "like we grew up in Shenzhen, always want to go back to Shenzhen".
Lin Baoyun has a wish, can save money to buy a small house in Shenzhen to raise the elderly.
She and her son have a house in Shenzhen, she believes that it is reserved for his son to marry, "in the future he has a small family, we under one roof, if there is a stumbling block is not good."
However, looking at the housing price in Shenzhen, Lin Baoyun felt that it was impossible to save a set of nursing homes for the elderly.
(Remarks: Lin Baoyun, Chen Fangyu, Fu Ming, Chuang Yuhua as aliases)
【 This article is authorized by "Shenzhen micro-time" reprint, WeChat public number: szdays 】

Career advancement opportunities for female crane operators are hindered by systemic challenges, including limited access to higher-paying roles and certifications.

Title:

Content: Many moons back, Saranya was a Computer Science teacher in a private school in Tiruppur. Her children were toddlers and she recalls her usual workdays which began at eight in the morning. She says that she used to be quite worn out by the end of the day and the meagre salary she earned did not make things better. That was when she took a call to quit her teaching job and join a textile factory nearby. Saranya’s work hours remain similar, but she says that it is less laborious and pays better. “The work hours are flexible and I feel the work is something that makes me happier,” she says.

About 300 kms away from Saranya, in Tirunelveli’s Gangaikondan, lives Rageena. Rageena is 33 and has been working as a machine operator in Bosch India since 2015. “At that time, I had two young children and to run a family, we needed more income. That’s how I joined the plant. Though my family was initially hesitant to let me work, they were convinced once they saw a huge cohort of women on the shop floor,” she recalls, saying how that was one of the best decisions she made, which significantly improved her family’s financial condition. In the shopfloor where she works, 80 per cent of the workforce is female.

Saranya and Rageena form a minuscule proportion of Tamil Nadu’s 6.26 lakh-strong women factory workforce. The Central Government’s Annual Survey of Industries 2021-22, released a month back shows that 42 per cent of the country’s total women factory workforce was employed in Tamil Nadu. Karnataka secured the second position, albeit with a considerable gap, hosting 14 per cent of female workers in factories.

In Tamil Nadu, 37.5 per cent of the total factory workforce is female. businessline also accessed the archived data from the last two decades, analysed by Jaganth, a former policy consultant with the Tamil Nadu State Planning Commission, which shows that more than 35 per cent of the country’s factory workforce came from the State every financial year since 2000-2001.

Policy changes, safety

“In terms of providing a conducive policy environment, Tamil Nadu was the first state in India to introduce the third shift for women in the manufacturing sector. Many other Indian States followed suit. We executed third shift for women with utmost care for safety, where women will be picked from and dropped back to their residences. This pioneering move by the Tamil Nadu government helped in opening up the avenue for women to participate in manufacturing activities and we can expect to see women’s participation go up in the coming years,” said Anil Kumar MR, President and MD, SEG Automative India. He added that the company’s plant in Hosur has more than 70 per cent women workforce.

“Our (Tamil Nadu’s) emphasis on education and skill development, particularly among women, has been instrumental. By ensuring access to quality education and vocational training, especially for rural women, we’ve enabled women to excel in various manufacturing roles traditionally dominated by men,” said TRB Rajaa, Minister for Industries, Investment Promotion and Commerce, Government of Tamil Nadu. The Minister also said the State has been proactive in ensuring safe and conducive work environments for women. The latest data from the National Crime Records Bureau shows that the State has one of the lowest crime rates against women.

In the bustling industrial landscape of Tiruppur, where Krishnan operates, the substantial presence of female workers in the factory workforce may not strike him as particularly surprising. It has been nearly a decade since he took over his family-owned elastic manufacturing unit. He spent the whole of his three decades of existence in central Tamil Nadu city and says throughout growing up, he has always seen many women working in the unit.

“Currently, around half of our blue-collar workforce comprises of women,” he says, adding, “This is the case in the neighbouring factories too.” However, Krishnan, who uses a pseudonym to protect his identity admits that the women workforce are paid less than men. He says that is a norm followed throughout the sector. Saranya agrees to this, but she seems to have made peace with that fact. “They do get paid more than us for sure. But many times, I have observed that my male colleagues pick up extra shifts. Unfortunately, this is something that most women cannot afford to do,” she says.

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Despite these challenges, women crane operators have demonstrated exceptional skill and dedication, with qualities such as attentiveness and calmness contributing to their success.

Legislation such as Taiwan’s Gender Equality Work Law and Egypt’s National Plan for Gender Equality aims to create safe work environments and promote women’s participation in leadership roles.

Title:

Content: Egyptian News
Appointments, meetings and celebrations.
Weekly Workforce Harvest (Infograph)
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The National Wage Council decided in the presence of the Minister of Manpower a unified form to register requests for exceptions to the minimum wage to be presented on the Council and Manpower website next week, and discussed joint cooperation with the delegation of "Huawei Egypt", extend the receipt of electoral projects of trade union organizations, train 302 women in Cairo and Fayoum within the project to promote women and develop their capabilities. Of these, 392 are “able to differ ” in 7 governorates, 15 tips for all travelers to the UAE, and the recovery of 35 million pounds to Egypt paid to bring two of his relatives to work in Lebanon.
Following are the details of the weekly harvest, Minister of Manpower Mohammed Saafan and Director of the International Labour Organization (ILO) office in Cairo, Arik Oshlan, launched a national plan to promote gender equality in the field of work, under the auspices of Prime Minister Mostafa Madbouly.
The Minister of Manpower said that this comes within the framework of the directives and mandates of President Abdel Fattah al-Sisi to develop a supportive, enabling and security framework for women, as the national plan is the road map towards equality over the next five years.
He explained that the Gender Equality and Women's Economic Empowerment Unit at the ministry has developed the plan with the participation of a committee of all equality bodies from the ministries of planning and international cooperation, social solidarity, finance, trade and industry, the National Council for Women, the Central Agency for Public Mobilization and Statistics, and representatives of workers and employers in cooperation with the ILO.
He pointed out that the National Plan for the Promotion of Gender Equality in the Field of Work aims to create a general framework that supports the principle of gender equality in the field of work; promote women ’ s participation in the workforce and leadership positions; provide a safe work environment free from violence or discrimination; and develop and make available an updated knowledge structure in the field of work according to gender. Enhancing means of support and raising community awareness of gender equality issues in the field of work; and creating sustainable institutional mechanisms for the governance of the national plan and the integration of all relevant parties and groups.
In the same context, the Director of the ILO Office in Cairo said that the national plan to promote gender equality in the field of work was prepared with the support of the ILO project "Promoting gender-responsive workplaces in Egypt" funded by the Dutch Embassy in Cairo, pointing out that a participatory approach was adopted in the development of the plan by forming a facilitation committee including a number of government agencies and representatives from the Federation of Industries, the General Federation of Egyptian Trade Unions and Chambers.
The National Wage Council held a meeting chaired by Dr. Hala Al-Saeed, Minister of Planning and Economic Development and Chairman of the Council, in the presence of Mohammed Saafan, Minister of Manpower, Major General Khairat Barakat, President of the Central Agency for Public Mobilization and Statistics, Dr. Saleh Al-Sheikh, President of the Central Agency for Organization and Administration. General business, industry federations, tourism chambers, chambers of commerce, construction and construction, the Workers Union, the General Federation of Investors Associations and Institutions, and the Federation of Small and Medium Enterprises Associations, to discuss the mechanisms of applying the minimum limit for workers in the private sector, the status of enterprises excluded from its application, and the mechanism of notifying advanced enterprises of the results of the examination of their applications.
During the meeting, the Council agreed to create a unified form for registration of exemption requests, which will be presented next week on the websites of the National Wage Council and the Ministry of Manpower, for enterprises that have been exposed to economic conditions that do not allow them to apply the minimum wage decision for their employees, so that their status can be examined according to the financial statements and documents indicating their economic status.
The Council also agreed on the mechanism of notifying establishments that submitted requests for exemption, which were discussed by the Manpower Directorates in the governorates, of their position on the exception, whether approval or rejection, according to the results of the research and study of the current conditions of the establishments and their financial ability to meet the dues of labor within them, so that they do not suffer any material losses and do not affect profits.
The minister called on the unions of workers and employers to conduct a community dialogue among them on the conditions of the establishments and workers working within them, within the framework of achieving a balance between the two sides of the productive relationship to achieve more production, boost the national economy and increase growth under the current conditions.
The Minister of Manpower decided to extend the deadline for submitting the proposal of the electoral projects of the trade union organizations for the union classifications of 15 in the first stage to 24 April, and the trade union classifications of 14 in the second stage to 9 May 2022, provided that this applies to representatives of workers in the boards of directors of units of the public sector and the public business sector subject to the provisions of Law No. 18 of 2018.
The decision obliges the trade union organizations to submit to the directorates of the labor force located in their headquarters the proposed electoral project for the conduct of the electoral process for their boards of directors on the said date.
The Minister of Manpower, in his office at the Ministry ’ s General Office, and Maben, the Director General and a member of the Board of Directors of Huawei Technologies Egypt, and his accompanying delegation, discussed ways to advance the coordination and cooperative work with the Ministry and ways to develop it in the coming period.
At the beginning of the meeting, the Minister welcomed the company ’ s delegation, stressing the strong relationship between the Ministry of Manpower and Huawei Egypt in many areas of the ministry ’ s work, and developing the vocational training system according to the latest international training methods by adding training on technological systems for young graduates on future digital jobs according to the cooperation protocol signed between the two parties.
The minister explained that Huawei has many works in which it contributed to work with the ministry, especially the development of the information center, which left a clear imprint of the modernization of information systems and work programs and the development of its infrastructure, in order to achieve a better performance in all the files of the ministry.
The minister stressed that the ministry seeks to facilitate the work of international companies located on the Egyptian soil, which contributed to the advancement of the Egyptian national economy, and the transition to full digitization in the provision of services to citizens, and supports these companies in all ways provided by laws and executive regulations, as well as maintaining the Egyptian labor inside them.
For his part, the Director General and a member of the Board of Directors of the company thanked the Minister for the support provided to the company by the ministry, and the fruitful cooperation between the two parties in many files, especially training on future jobs for graduates of Egyptian universities in the recent period.
The CEO of Huawei Academy explained what has been achieved during that period, where it provided its services through the Huawei Academy to 20 thousand young people, 8,000 of whom were accredited within the company, and the employment of 100 young graduates of training to strengthen some specialized jobs within the company.
In a message on the occasion of the World Day for Occupational Safety and Health, the Minister of Manpower said that the Coronavirus (COVID-19) pandemic, which swept the world two years ago and still today, has left deep economic and social imprints on workers in all economic sectors, in the informal economy, and in the unprecedented decline in economic activity and working hours, is a message to humanity explaining to all the critical role of occupational health and safety systems. At the same time, to protect workers, their families and society at large, in emergencies and crises.
He stressed that occupational safety and health is a way of life that we should all follow at home or in transportation, especially in the work environment.
The Minister of Manpower explained that 28 April of each year is the International Day for Occupational Safety and Health, this day linked by the trade union movement in the world to celebrate the memory of the victims of occupational accidents and diseases, and since 1996 that date has become a starting point towards the promotion of a decent, healthy and safe work environment free of occupational hazards and diseases.
The Minister of Manpower, General Mohamed Ahmed Zaki, Commander-in-Chief of the Armed Forces, congratulated the Minister of Defense and Military Production on the occasion of the 40th anniversary of Sinai Liberation Day.
He also extended sincere congratulations to the brave men of the armed forces who wrote timeless heroics in the history of the Egyptian state in gold letters, and made great sacrifices in order to raise the flag of the homeland, they were the best example of valor and struggle.
Through its fortnightly employment bulletin, the Ministry of Manpower was able to provide 5403 job opportunities for males and females, including "capable of different" in all disciplines and different functional sectors, with remunerative wages of up to 12,000 pounds in some professions and according to the applicant's experience, as well as health and social insurance, through 98 companies and private sector factories in 15 governorates to occupy them during April and May 2022.
The minister explained that this opportunity is available in 15 governorates: Cairo, Qalyubia, Ismailia, Sharkia, Fayoum, Gharbia, Port Said, Damietta, Suez, Assiut, Qena, Menoufia, Sohag, Giza and the Red Sea.
The Minister of Manpower also directed the directors of Manpower Directorates and their offices in the governorates to follow up the implementation of paid leave on Monday, April 25, 2022, which was given to workers in the private sector in companies and factories, on the occasion of Sham al-Naseem Day and Sinai Liberation Day.
The Minister of Manpower explained that the employer may employ the worker on this day if the working conditions require, and the worker is entitled in this case in addition to his wage for this day equal to this wage.
He continued the training courses that were implemented within the project of the advancement of women and the development of their capabilities and implemented in the governorates of "Fayoum, Sohag and Cairo."
The Minister received a report from Medhat Al-Ghamrawi, Director of the Manpower Directorate in Cairo, in which he pointed out that you have been assigned to follow up the training courses on the professions of printing on textiles, tailoring, sewing and woodwork, which aims to develop the skills and capabilities of women and qualify them for the labor market. At the end of the training, 75 trainees were trained on the profession of printing on textiles and on clay pots, and the printed materials were distributed to the trainees.
The second course was on cutting and sewing and was carried out at the vocational training center and included 50 trainees, and distributed what was detailed to the trainees at the end of the training, and the third on the craft of woodwork for 75 trainees, adding that the ministry provided all the necessary machines and tools for training, raw materials and the cost of trainers.
The courses also included three seminars in entrepreneurship in cooperation with the branch of the Small, Medium and Micro Enterprises Development Authority, including financial and non-financial services provided by the Authority, how to operate small enterprises and obtain the necessary licenses, feasibility studies, risk calculation and marketing of products to ensure the success of projects.
In the same context, the Minister received a report from Hana Abdel Fattah, Director of the Manpower Directorate in Fayoum, in which she pointed out that in implementation of your tasks to follow up the courses of printing on textiles and tailoring and sewing, which aims to develop the skills and capabilities of women and qualify them for the labor market and help them to open small projects that generate a decent life. Maneya al-Hit center, where 60 trainees were trained, and what was made was distributed to the trainees at the end of the training.
The second course was on cutting and sewing, and was implemented by the Road Society for Development, and included 42 trainees, and distributed what was detailed to the trainees at the end of the training, adding that the ministry provided all the necessary machines and tools for training, raw materials and the cost of trainers.
He pointed out that 9 educational seminars were conducted during the training on the strategy to combat violence against women, including: early marriage, family planning, reproductive health, sexual harassment, equality and non-discrimination in the field of work, in cooperation with the Directorate of Health Affairs in Fayoum, the branch of the National Council for Women and the National Population Council.
The Minister of Manpower also directed the Manpower Directorates at the level of 27 governorates to intensify awareness and educational seminars for working women on the need to exercise their right to run in the elections of trade union organizations in the period 2022 – 2026, and to participate in trade union work as the pulse of the Egyptian trade union organization.
The minister stressed that the Egyptian state always supports women in various sectors of work by giving them all the rights, benefits and entitlements that are equal to men in all fields, pointing out that the ministry is always working to achieve new gains for working women and open closed doors for them.
In this context, the Directorate of Manpower in Gharbia organized a workshop entitled "Working Women..
The meeting was held at the headquarters of the Land Transport Union in Mahalla El Kubra, in the presence of Yasser Eid, Deputy Director of the Directorate, Mr. El Sharkawy, Director of Mahalla El Kubra, Director of the Women 's Department in Alexandria, and a group of working women members of the trade union committees in Egypt for Spinning and Weaving, cooperation of Mahalla El Kubra spinning, agricultural reform, irrigation inspection, The Egyptian Post.
The week ’ s harvest also included the appointment of 27,610 young people, of whom 392 are “capable of different ” in 7 governorates, and the disbursement of grants for social and health care for irregular workers registered in the directorates of the labor force in Ismailia, Giza, Alexandria, Matrouh, Cairo, Suez and Qalyubia, amounting to one million and 39 thousand and 813 pounds. Skill Level Measurement Certificate and Craft Practice License for 9,153 workers.
The harvest was extended to include the success of the Labor Representation Office of the Ministry at the Egyptian Embassy in the Lebanese capital Beirut in obliging a Lebanese citizen named "BLA" to pay 35 million Lebanese pounds, equivalent to $4000 he had received from the Egyptian "AFA" for the purpose of bringing two of his relatives to work in Lebanon, within the framework of preserving the rights of Egyptian workers abroad, protecting and maintaining them. The first.
Haitham Saad Eddin, the official spokesman and media adviser to the Ministry of Manpower, said that the minister had assigned the Labor Representation Office in Beirut to follow up the problem of the Egyptian citizen "AFAA", who handed over $4,000 to the Lebanese citizen "BLA" for the purpose of bringing two of his relatives to work in Lebanon.
The Labor Representation Office of the Ministry of Manpower at the Egyptian Consulate in Milan held extensive meetings with a large part of some of the symbols of the Egyptian community in Italy in various fields of work, in order to listen to their demands, respond to all their inquiries and raise their awareness of the importance of adhering to the provisions of the laws of the host country and regular payment of contributions to the Italian Insurance Authority to preserve their insurance rights.
Labor Attaché Dr. Mahmoud Hamzawy, head of the Labor Representation Office in Milan, said that at the table of the dialogue, businessmen from the community symbols were encouraged to take advantage of investment opportunities and incentives in various governorates of Egypt, and urged them to participate in national projects there.
At the end of the meeting, mobile numbers were exchanged for direct and continuous communication with community symbols, which was highly welcomed by them, and they expressed sincere thanks and appreciation to the Minister of Manpower Mohammed Saafan, Ambassador Manal Abdel Dayem Consul General, and the Labor Representation Office in Milan for this meeting.
The Minister of Manpower received a report from the Labor Representation Office of the Ministry at the Egyptian Embassy in Abu Dhabi in the United Arab Emirates within the framework of following up the conditions of Egyptian labor in the labor countries through the operations room established in labor representation offices abroad to respond to any inquiries and provide support and assistance to them at any time.
The official spokesman and media advisor of the ministry explained that the report received by the Minister from the Labor Representation Office Abu Dhabi reveals that the UAE has set the steps for renewing the residence visa in the new procedures on travel, duration of stay and required papers, where the government provides a grace period of 30 days for legal residence within the political borders of the country after the expiration of the residence visa.
The UAE Heritage Club honored labor attaché Hanan Shaheen, head of the Labor Representation Office at the Egyptian Embassy, for organizing the first Egyptian initiative to support small projects in the UAE, which was inaugurated by Egypt ’ s Ambassador to the UAE Sherif Al-Budaiwi and Abdullah Al-Muhairbi, Advisor of the General Manager ’ s Office, recently held at the Heritage Village on Abu Dhabi Beach.
The initiative was welcomed by citizens and members of the Egyptian community and all communities and was punctuated by many events, paragraphs and competitions, in addition to a children's corner and shields were exchanged between the ambassador and the representative of the UAE Heritage Club.
Finally, the Minister of Manpower received another report from the Labor Representation Office, in which the Labor Attaché, Head of the Labor Representation Office in Abu Dhabi, explained that the 15 tips are that if someone offers a job in the UAE to those who wish to come to the country, they must submit a job offer issued by the Ministry of Human Resources and Emiratisation, an entry permit to complete the work contract procedures and residence permit.
A person is not granted the right to work within the country, and if a visitor works after entering on a tourist or visit visa, he can be fined and held legally responsible.
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What are governments doing to promote and aid women in construction or maritime industries?

The UAE’s Federal Law Decree No. 6 of 2020 mandates equal pay for men and women in the private sector, removing restrictions on women working in industries like construction.

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Content: Countdown to Expo 2020 Dubai
Emirates..
Qualitative achievements in the area of equal pay for women and men
Equal pay for women and men for equal work or work of equal value is one of the most prominent aspects of respect for human rights in the UAE and its commitment to achieving gender balance, which has made qualitative leaps over the past three years, reaching the 18th position globally and the first in the Arab world.
Today, the United Arab Emirates joins the world in celebrating the International Day for Equal Pay, which is recognized by the United Nations on 18 September every year as an annual occasion to intensify efforts to empower women and girls and remove all obstacles to achieving equality between them and men in the labor market.
The UAE has a track record of achievements in reducing the wage gap between women and men in the labor market, and came first in the Middle East and North Africa region in the Women, Business and Law 2021 report issued by the World Bank, achieving qualitative leaps in its global ranking in this report over the past three years.
It achieved 82.5 points out of a total of 100 points in the 2021 edition, compared to 29 points in the 2019 edition and 56 points in the 2020 edition, and achieved the full mark (100 points) in five axes: freedom of movement, work, wages, entrepreneurship and pension.
The UAE ranked first in the Arab world in the Gender Gap Report 2021 issued by the World Economic Forum, and ranked first globally in four sub-indicators in this important international report.
The UAE is continuously working to promote gender balance and empower women in all fields, enhance the work environment, provide equal opportunities for women in the labor sectors, and develop and enhance the role of women as key partners in building the future of the country.
PROTECTION
The UAE labour law stipulates that employed women shall receive the same pay as men if they perform the same work, and the law guarantees the protection of women's rights and their enjoyment of equal employment opportunities with men.
Since December 2020, the UAE has been implementing equal pay for men and women in the private sector for equal work or work of equal value, pursuant to Federal Law Decree No. 6 of 2020, which has strengthened the country ’ s regional and global superiority in gender equality at various levels and fields.
In addition to equal pay, UAE law provides for the abolition of all restrictions on women working at night and working in hard jobs such as mining, construction, manufacturing, energy, agriculture and transportation, to give women the right to work in these industries.
The law also does not allow the employer to terminate the service of a working woman or to warn her because of her pregnancy, and the Labor Organization Law prohibits discrimination between employees in obtaining jobs and promotion, as well as discrimination between the sexes in jobs with the same job functions.
Emirati women have a significant presence in various business sectors, for example, females make up 64 per cent of workers in the education sector, the same percentage of doctors, nurses and technicians in the health sector, and 31 per cent of workers in finance, banking and insurance.
The number of companies licensed and owned by women is 80 thousand and 25 companies, while women accounted for 21.5 percent of managerial positions and 32.5 percent of workers in specialized professions.
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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?

Unions and professional organizations play a crucial role in supporting women in heavy machinery roles by advocating for gender equality and providing training opportunities.

Title:

Content: Ministry of Labor High Branch Office and trade unions to witness the history of women workers through the time corridor
Journalist Chang Chun-hsing / Comprehensive Report
On the afternoon of the 2nd, the Kaohsiung Film Museum screened a documentary film about the contribution of women ’ s labor force to the economy in Taiwan in the 1970s. The Gao Pingtung Branch of the Ministry of Labor specially invited trade union organizations and labor minister Hsu Ming-chun, deputy director of the Kaohsiung Municipal Government ’ s Culture Bureau, Chien Mei-ling, and others to walk through the time corridor to witness the history of women workers.
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At the premiere, not only the documentary film director Ke Ching and other production teams came to the scene, many people also participated enthusiastically. For this, Minister A Chun especially thanked the Kaohsiung City Cultural Bureau for carefully planning the series of female workers' films, which have special significance for gender equality.
Minister A Chun further pointed out that the current labor protection laws are not falling from the sky, but many workers sacrificed for the fight, early on public safety and work safety did not pay enough attention, but after the Qijin 25 Lady incident, the society began to reflect, only now has a complete policy and employment environment.
Hsu Ming-chun says that the incident of the Chi-chin 25 lady, mentioned in the film, is a group of female workers rushed to work in the export processing zone in the morning, and the ship sank after it was seriously overloaded. This incident indirectly led to the birth of the Labor Safety and Health Law. Policies to convey the value of labor, improve labor skills, create a better labor environment, and stand together with labor unions and labor friends to be the strongest and most powerful support for labor friends.
After watching the "Their Story" film, the guests at the scene had a deeper understanding of the background of the era of female workers at that time, and felt the efforts and optimism of their predecessors. In addition, many trade union partners at today's event thanked Minister A Chun for defending the rights and interests of female workers for a long time, and affirmed that the Minister is looking at the efforts and efforts of female workers.
With everyone ’ s support and encouragement, Minister Xu Ming-chun is more confident that in the future, he can work with local governments and labor unions and other units to fight for more welfare for workers.
In order to encourage women to take up employment, the Ministry of Labor's Kaohsiung Pingtung Branch has actively promoted the "Women's Re-employment Program" to create gender-friendly workplaces.
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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?

commit to gender equality in hiring practices

create training and apprenticeship programs

Advocacy groups help break stereotypes and encourage women to pursue careers in male-dominated industries, as seen in the example of Milly Everatt, who transitioned to driving heavy trucks.

Title:

Content: A former Miss England finalist, an England rugby star and ex-finance worker: Meet the women who ditched their careers to drive 44-tonne lorries across Great Britain

A former Miss England finalist, current England rugby star and an ex-finance worker have shattered traditional gender stereotypes by pursuing their dream jobs of driving 44-tonne lorries across Great Britain.

Farmer's daughter and model Milly Everatt, rugby player Chantelle Crowl and Domino Homer, who worked a traditional office job since passing her GCSEs, are among the less than one per cent of women lorry drivers in the UK.

The trio have each earned their HGV licences and excelled in their dream career after having previously found success in other industries.

The drivers are now hoping that they can inspire other women to join their ranks and pursue careers on the road.

Milly Everatt, 23, (pictured) from Eastoft, Lincolnshire, swapped her high-heels for high-vis after having been the first runner-up for Miss England 2022

Domino Homer (pictured) began pursuing her Class 1 certification after seeing an advertisement on Facebook promoting a company that was offering to take on a driver and put them through the first exam

Milly Everatt

Milly Everatt, 23, from Eastoft, Lincolnshire, swapped her high-heels for high-vis after having been the first runner-up for Miss England 2022.

Miss Everatt had been competing in professional beauty pageants since 2017 and was titled Miss Lincolnshire in 2018. That same year she was crowned Miss Charity after raising the most money for good causes.

But last year, the beauty queen and former model ditched the catwalk and trained for both her Class 1 and Class 2 HGV licence so she could fulfil her dream of becoming a lorry driver.

Now, after having undertook a series of in-depth tests, she is living her live on the open road and driving 44-tonne high tech vehicles across the UK.

'It's been so much fun getting behind the wheel of a big truck as part of my new day job!' Miss Everatt has said. 'I love having the freedom that comes with driving, as it takes me all around the country, and the wages are great too.'

The former pageant competitor was inspired to pursue her dream of becoming a trucker after the Covid pandemic, Brexit and other factors led to a shortage of lorry drivers across the country.

Miss Everatt grew up on a farm and around heavy machinery. She would drive tractor's around the property and believed the step up to driving a large truck was the next logical progression in her career.

Miss Everatt (pictured) had been competing in professional beauty pageants since 2017 and was titled Miss Lincolnshire in 2018. That same year she was crowned Miss Charity after raising the most money for good causes

But last year, beauty queen and former model Miss Everatt (pictured) ditched the catwalk and trained for both her Class 1 and Class 2 HGV licence so she could fulfil her dream of becoming a lorry driver

Miss Everatt (pictured in a truck) was inspired by the fact that less than one per cent of British HGV drivers are female. She says the evolving industry is 'really exciting' and is encouraging other women to join their ranks.

She was also inspired by the fact that less than one per cent of British HGV drivers are female. She says the evolving industry is 'really exciting' and is encouraging other women to join their ranks.

'For any women who are thinking of getting into logistics, my best advice is just to do it,' she said. 'With so many roles and training opportunities available, it's a really exciting industry to get involved with.'

Last year, while she was training for her licence, Miss Everatt advocated for normalising the path for women in the heavy machinery industry.

'I think we're in modern times and there's nothing to stop girls getting involved in that kind of thing,' she said at the time. 'It's not the norm but it should be. It's also something people don't think about often, it's not thought about enough in feminism.

'I know some farmers daughters who don't do anything to help their parents farm. Agriculture has been forgotten about by feminism.

'Anything that breaks the stereotype has to be a good thing. I want to prove its not just 40-year-old men that do this job and if it inspires other women to do the same, that would be amazing.'

She also previously revealed that obtaining an HGV licence had been a longtime dream of hers and would aid her work on the farm.

She said: 'It was always on my list of things to do. I should've done it at 18. But I was doing my A-Levels and then the pandemic happened so I put it off.

'It's something that I want to have under my belt. I have horses so it could help for that and I can use it to take grain in - it's something I'll use everyday while I'm on the farm.'

Miss Everatt (pictured with a horse) grew up on a farm and around heavy machinery. She would drive tractor's around the property and believed the step up to driving a large truck was the next logical progression in her career

Last year, while she was training for her licence , Miss Everatt (pictured in her crown and Miss Lincoln sash) advocated for normalising the path for women in the heavy machinery industry

Chantelle Crowl

Chantelle Crowl, 30, is known for her successes as an England and Super League rugby star - but when she's away from the pitch, she travels the country in a HGV.

Ms Crowl, born in Toronto, Canada, and has been playing rugby since she was eight years old.

However, in her free time the St Helens and England forward delivers beer kegs and other vital items to pubs and clubs around Britain.

Due to the flexibility of lorry driving, she is able to work her trucking job around her training schedule. She loves the flexibility of the industry and how she significant control over how much and how long she works.

Commenting on the lack of women in the industry, she added: 'My advice would be to just go for it, if it’s what you want to do. This is a free world and an equal opportunity for anyone to be part of no matter what or where.'

Chantelle Crowl, 30, (pictured in her lorry) is known for her successes as an England and Super League rugby star - but when she's away from the pitch, she travels the country in a HGV. Due to the flexibility of lorry driving, she is able to work her trucking job around her training schedule

Ms Crowl said she also reaps the benefits of being a trucker when she's on the pitch.

She claims her lorry job keeps her 'fit and strong for rugby', because she chooses to take on some of the heavier lifting tasks that might otherwise be carried out by two or three people, or even a machine.

The athlete added that she often feels 'extra fit if I've had a hard day at work'.

Domino Homer

A former finance worker walked away from her career to pursue her dream of living life on the road and now works for a family-run trucking firm, Buffaload Logistics.

Domino Homer, XX, worked in a traditional office environment ever since finishing her GCSEs, including working for a mortgage broker and as an office assistant.

Mrs Homer had moved out of her family home at a young age and 'didn't really have a lot of funds', she told MailOnline, which made it hard for her to determine which career path to take.

But in 2021 - after working for years in roles she was not passionate about - she funded her own Class 2 licence after leaving the financial industry. She secured her Class 1 licence the following year to become a fully qualified HGV driver.

'I didn't really even at school really know what I wanted to do. I thought maybe hairdressing,' she recalled.

'Then I thought, you know, I've always seen big trucks on the road - and even driving in general, I've always enjoyed being on the road, whether it'd be a passenger or driving.'

She began pursuing her Class 1 certification after seeing an advertisement on Facebook promoting a company that was offering to take on a driver and put them through the first exam.

'I contacted them and they were really interested in me,' she said, adding that the 'lovely' family-run company had 'accepted me'.

However, it wasn't necessarily an easy road for Mrs Homer. She actually failed her Class 1 test the first time she took it.

'I was I think it was a stress of the day. It was really windy and there was a storm,' she told MailOnline, also citing the pressures of the pandemic as possible contributing factors.

'It's Covid of course, everyone's wearing masks, we don't have the windows open. And they weren't sure if they were going to let anyone actually go out because we were driving a wag and drag which was loaded with water and curtainside. We were quite blown around a bit.'

She did pass the second time she took the test and passed her Class 2 on the first try. Mrs Homer also has her full motorbike licence and car licence.

Former finance worker Domino Homer (pictured) walked away from her career to pursue her dream of living life on the road and now works for a family-run trucking firm, Buffaload Logistics

Mrs Homer, in 2021, funded her own Class 2 licence after leaving the financial industry. She secured her Class 1 licence the following year to become a fully qualified HGV driver. She is pictured outside her lorry

She now works night shifts, drives set deliveries and collections throughout her shift, and loves 'watching the world go by through a big widescreen and listening to my favourite podcasts'.

Mrs Homer loves driving, which was a longtime dream come true, but admits that it does have its challenges.

Besides the physical challenges she faces, she revealed that sometimes 'it can feel like you don't have much of a life'.

'The hours can be extremely long, sometimes you don't come home, you know you're, you're stuck out. It can be quite lonely,' she said.

But one of the benefits of driving a truck is meeting new people and the sense of freedom and independence, she explained.

'I like to have my own space. When I worked in an office, if they had a radio, it used to really wind me up. They'd always have the same radio station on every day. And you hear the same songs every day, more than once that day,' said Mrs Homer.

'Whereas you're doing you're in your truck, you know, you can listen to your music that you like or, or a podcast, for example. You know, it's your little space, like your office on wheels. You're surrounded by big windows and sometimes it's just a good peace and quiet.'

Mrs Homer is now encouraging other women to pursue careers in logistics and is advocating for a shift in perception about what working in the industry actually looks like.

'Follow your heart; the only way you'll know if your dream job is right for you is to give it a go,' she said. 'Life is too short to have regrets so go for it and don't let anything stop you.

'If it turns out that you were wrong, you can always change your career in the future and that's exactly what I did.'

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

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

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

Increasing gender diversity in crane operation roles can enhance psychological safety in the construction industry, fostering an environment where workers feel supported and valued.

Title:

Content: Skip to contents
Health

The construction industry has a high suicide rate. Experts gathered in Denver to find a solution.

Depression, anxiety, substance use disorders and other mental health issues are, too, a major concern in the industry.

  • Credibility:

Nicholas Williams began to panic when his construction equipment malfunctioned.

He was 65 feet off the ground, and less than two months into the new job, when he became stuck in a lift basket.

TODAY’S UNDERWRITER

When another lift basket rose up to rescue him, Williams had no choice but to jump into the other functioning piece of equipment. The incident was so traumatizing, he began seeing a therapist for anxiety shortly after.

Williams has worked in the construction industry for more than a decade now. In the years following the lift incident, heavy objects have fallen on him, and he’s been in emergency rooms with colleagues who survived dangerous accidents. He has consoled family members whose loved ones were injured on the job and has conducted post-incident inspections and interviews after construction-related accidents.

“What we do is dangerous work, and if you don’t have the right amount of support and resources at your fingertips, the anxiety about how dangerous what we do is could be overwhelming,” he said. “Making sure that people have access to resources to make sure that they’re able to talk about those things is huge.”

But there aren’t many spaces where construction workers can safely speak about the anxiety that develops from the unique challenges on the job, and mental health experts say that’s one reason why suicide rates among construction workers are so high. Now they’re working doggedly to develop formal ways to address the problem.

“You’re looking at a proud group of people who pride themselves on the work they do,” said Dan Lester, director of field diversity, inclusion and culture for Clayco, a real estate, architecture, engineering, design-build and construction firm, who attended the summit. “But it’s a culture that is not used to sharing feelings and talking about issues in a male-dominated industry. But we’re now realizing that that might not be the best way to do it.”

The construction industry has the highest suicide rate when compared to any other industry, with 53 suicides per 100,000 workers, according to the Centers for Disease Control and Prevention. That means deaths by suicide are five times higher than all construction-related deaths combined, according to the CDC. A 2020 study found 83% of construction workers had experienced a mental health issue.

TODAY’S UNDERWRITER

Many construction industry professionals turn to drugs and alcohol to cope with stress and chronic physical pain while working long hours in a dangerous and fast-paced job. Construction employees use substances at nearly twice the rate of the national average, and are among the most adversely affected by the opioid crisis, since so many are prescribed opiates for pain. Almost 3 in 4 injured construction workers were prescribed a painkiller in 2016, according to CNA Financial, and just over 1% of construction workers have an opioid use disorder, almost twice the national average, according to the National Safety Council.

The problem has become so prevalent that a Colorado-based psychologist, Sally Spencer-Thomas, convened a conference in Denver in late May, that drew hundreds of leaders from the construction and health care industries to bring attention to the issue, discuss root causes, examine lessons learned and develop possible ways to help prevent suicides and other mental health problems in the industry.

Dan Carlin, founder and CEO of JobSiteCare, which cares for injured workers, and Cal Beyer, vice president of Workforce Risk & Worker Mental Wellbeing for Holmes Murphy & Associates, an insurance brokerage company, helped shape the agenda and recruited many sponsors and attendees.

“The reason why the conference needed to happen was because there has been a lot of really important local activity and innovative approaches but they weren’t all connected,” said Spencer-Thomas, who lost her brother to suicide in 2004. “People didn’t necessarily know what the other was doing, and when you look at social movements and how they evolve, at some point everybody gets connected, and they get organized, and the power is so much greater.”

Many construction workers were relieved to talk about the issue at such a large scale, yet many were disappointed that the topic was not widely recognized until just a few years ago.

During the conference in May, construction workers and managers cited a long list of factors that are contributing to the mental health crisis in construction including: low morale, tight deadlines, job insecurity and constant displacement from rotating assignments.

The “pull yourself up by your bootstraps” mentality, and the bullying that sometimes occurs when construction workers reach out for help, are also leading to the stigma on mental illness in the industry. Caregiving requirements, rising inflation, social unrest, and other issues outside the workplace can compound stressors on the construction site, which can lead to unsafe working conditions, they also said.

When Lester was a freshman in college, he was struggling academically, under pressure from participating in football and experiencing racism in the community. The issues piled up, and even though he was already trained in suicide prevention and had helped others who were suicidal, he found himself “spiraling” and seriously considering suicide in a dark room that year.

But suddenly, his phone rang, and the sound broke the silence. It was a friend, who had called to check on him that day.

“He asked me to come out,” Lester said. “I didn’t tell him what was going on. But he picked up the phone because he thought about me, and I’m so glad that he did. When I share my story, my challenge to those folks who I share it with is, ‘Hey, will you be the one that makes the call or sends the text message?”’

“There’s still not many people who know how bad this is — even in the industry … because part of this process is feeling alone, feeling alienated, feeling like nobody else struggles with it,” he said, after the conference. “If we realize that the majority of people are struggling with something, somewhere, there should be a way for us to normalize those conversations.”

There is more conversation about substance use in the construction industry, because of drug testing requirements by construction jobs, but not the same level of attention placed on other mental health issues, said Sean Villard, division safety manager at Swinerton, a construction company in Arvada.

TODAY’S UNDERWRITER

Some participants in the two-day summit emerged with resolve to train construction industry supervisors and elevate their personal stories to show vulnerability and increase the likelihood of others reaching out for help. There will be a focus on increasing conversations about mental wellness, such as by discussing these issues during construction safety week or at ribbon cutting ceremonies, to establish an overall “culture of care.” Construction workers who have adequate training or feel comfortable discussing mental health discussions could wear colored stickers or other cues to indicate that they’re someone safe to approach if a colleague is in need.

Summit attendees are also calling for better access to qualified care, a move away from awareness to action and new policies that reflect the actual needs of the industry, including a focus on mental health emergencies and what steps should commence after a mental health-related incident.

Local advocates are calling for more programs like Heritage CARES, which offers a virtual support program for those struggling with substance use disorders, stress, suicidal ideation and other mental health concerns.

Construction workers are often advised to call their company’s employee assistance program for mental health help. But getting an appointment can be difficult and so usage rates for such programs are at 0.5% to 1%, according to Michael Gifford, president and CEO of Associated General Contractors of Colorado. Heritage CARES’ program, similar to the employee assistance program, has a utilization rate of 10%, he said.

Summit attendees suggest that skill building should start early on, in school, or early on in a construction worker’s career and that there should be more mental health resources for Spanish-speaking employees. Supporting the mental health of construction workers’ loved ones, and identifying how mental and emotional wellbeing are linked to workforce shortage concerns could help make the case when pitching new programs as possible solutions, summit attendees said.

Several people interviewed for this story said the need to focus on “psychological safety,” a shared feeling that workers can be honest about their struggles and that managers will support them, is crucial to reducing the high rates of suicide. Psychological safety has gained traction in recent years, Lester said, but not in the construction industry.

“You can have all the tools and resources available to employees whether it’s your employee assistance plan or telemedicine or counseling,” said Saralyn Crock, area vice president of Gallagher Benefit Services, which offers insurance, risk management and consulting services. “If the environment does not provide safety, psychologically, for an employee to be able to reach out then all the tools and the resources are somewhat all for naught.”

There may be a long road ahead for industry professionals and their allies, but construction workers, like TJ Lyons, said they’re relieved to have seen progress in recent years. The Occupational Safety and Health Administration is now using its own website to distribute information about suicide and other mental health concerns in the construction industry. And larger general contractors now have wellness coaches and mental health counselors on some sites, he said.

Lyons, a safety manager based in New York, lost his good friend to suicide four years ago. Just before his death, his friend was living in a remote part of Japan, drinking heavily and working as a project manager on a high-pressure $80 million construction project.

“In retrospect, it’s so much easier to figure out those little indicators, and that’s really one of the things that we need to get in this field: to be able to recognize those indicators before it gets to a death,” said Lyons, who attended the summit last month.

After his friend died, Lyons began researching suicide and its effects on people in the construction industry. Since then, he’s written articles and has led presentations to educate others about the issue. During a recent presentation, Lyons added a slide about suicide and how it affects construction workers, as he always does. A leader at an electrical company asked Lyons to skip the slide, because a colleague had died recently by suicide and emotions were still high.

Lyons said he understood the concern, but that he would not gloss over it, because more attention and communication are needed to make major advancements to help reduce the prevalence of mental health issues in the construction industry.

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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

appoint women to traditionally male roles

Women entering traditionally male-dominated roles bring unique perspectives and skills, such as attentiveness and adaptability, which improve team dynamics and operational efficiency.

Promoting gender diversity in construction roles not only addresses labor shortages but also contributes to a more inclusive workplace culture and increased profitability.

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

commit to gender equality in hiring practices

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

Cultural attitudes significantly influence the hiring and retention of female crane operators, as seen in Libya, where initiatives promoting gender equality have enabled women to overcome societal resistance.

Title:

Content: Libya now.
DW graduates first six women in Libya to work in mine and explosive clearance
LIBYA – A field report highlighted how Libya ’ s first female demining workers must deal with more than just bombs and dangerous explosives.
The report, published by the English news section of the German channel “DW ” and followed and translated by the most prominent newspaper Al-Marsad, explained that the manufacture of Libyan women specialized in dealing with explosive materials is an offshoot of an international trend based on the principles of gender equality in employment.
The report quoted Farah al-Ghazali, 30, as saying that she did not pay attention to the danger and the fears of her family and the possibility of facing societal criticism to be the first woman in this field, indicating that she did not hesitate to accept the opportunity available to her to help rid her country of landmines.
“I didn ’ t turn back and my family asked me to be careful and I agreed with them and told them about all the good things we can do for people here, which is to give family and friends advice on what to do if a landmine or an explosive device is seen, ” she said.
According to the report, accurate data in Libya have become difficult to obtain due to years of conflict, at a time when the Landmine and Cluster Munitions Observatory reported that more than 400 Libyans have been killed by unexploded ordnance and more than 3,000 injured.
The UN estimated in January 2020 that there were approximately 20 million mines or explosive remnants in Libya, a catalyst for Ghazali and five other women to help.
The report confirmed that the six women received training from November 2021 to January 2022 near the capital Tripoli, indicating their work since then with many official demining bodies and others such as the Free Fields organization concerned with mine action in Libya.
According to Amal Mustafa, 29, who holds an arts degree, her training and five other female colleagues wearing heavy helmets and metal detectors taught them how to identify the most dangerous areas likely to contain mines and how to defuse and remove them.
Mustafa expressed her family ’ s concern about doing this job, but it still encouraged her to do the training.
The report pointed out that the United Nations estimates related to the number of mines may not be accurate because it was not able to survey all areas comprehensively, pointing out that some of them are linked to very old conflicts, while Aseel al-Farjani, 28, also spoke about her dangerous work.
“This job is like a direct confrontation with death, mines won ’ t care about giving you a second chance if you make a mistake and they say my work is dangerous and that ’ s true, it is 1000%, ” Farjani said.
Mahmoud al-Alam, the coach of the six women, expressed his point of view on the whole matter.
“The obvious risks are not the only challenges to the path of mine clearance workers, because Libyan society sees this job as the exclusive preserve of men and the participants faced many challenges, due to the customs and traditions of a conservative country that limits the work of women in general. ”
Abigail Jones, Director of Gender, Diversity, Equality and Inclusion at the Geneva International Centre for Humanitarian Demining (GICHD), agreed that women face more barriers to employment, especially in explosive disposal or mine clearance tasks.
According to a 2019 survey of international NGOs, nearly 20% of women work in active demining positions, while Farah Al-Ghazali, who was very happy to receive training that challenged traditional thinking in her homeland, was quoted as saying.
“I want to show that women can do what men can and do my best and year after year I improve by receiving more modern training giving me more and more experiences to learn things permanently.
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

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

commit to gender equality in hiring practices

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?

In Africa, changing attitudes and government initiatives are empowering women to break into male-dominated fields like crane operation by providing education and vocational training.

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

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

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

create training and apprenticeship programs

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

vocational training
educational programs
inclusive policies

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

Marketing and public relations play a crucial role in shifting perceptions of women in crane operation roles by showcasing their capabilities and success stories.

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

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

HR departments can measure the impact of gender diversity initiatives by tracking representation metrics, such as the percentage of women in crane operation roles and their progression into higher-paid positions.

Title:

Content: The gender pay gap at Transport for Wales (TfW) has been reduced according to a new report.

TfW says the recruitment of 22 more female train drivers in the year 2022/23 has contributed to this reduction.

Consequently, the median gender pay gaps for Transport for Wales (TfW) Rail and TfW Group now stand at 16.2 per cent and 14.1 per cent respectively, a reduction of 1.2 and 18.7 percentage points.

Higher-salaried roles within the organisation have seen an increase in female recruits, helping to balance the proportion of colleagues across all salary levels.

As of April 2023, there were 76 female drivers, a significant increase from the previous April where only 54 positions were occupied by women.

This accounts for 9.3 per cent of all drivers compared to 7.4 per cent in 2022.

Women's representation in TfW’s new apprenticeships sees a similar upward trend, increasing from 14.3 per cent the preceding year to 42.9 per cent in 2023.

Marie Daly, chief customer and culture officer at Transport for Wales, said: "I am delighted to report that our gender pay gaps have narrowed once again.

"Women are now better represented in higher-paid positions and both organisations have increased the proportion of women working for them."

According to Ms Daly, this has not been a superficial change.

She highlights that this shift has been the result of consistent efforts, including investment in the leadership training of women at TfW, increased collaboration with trade unions to encourage more women into driver and engineering roles, and focus on improving well-being through initiatives like menopause workshops.

In the next year, TfW plans to continue its drive to improve opportunities for women which include publishing key performance indicators to measure female recruitment, offering greater secondment opportunities, reducing unconscious bias, and improved engagement with the communities they serve to understand how barriers to employment and retention can be further reduced for women from underrepresented backgrounds.

To learn more about TfW’s initiatives towards reducing the gender pay gap, the full report can be accessed via their website.

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

appoint women to traditionally male roles