Women are increasingly entering crane operation roles, challenging traditional gender barriers in male-dominated industries like construction and maritime sectors, where cultural norms have historically limited their participation.

In China, women now account for 14% of the construction workforce, with their roles expanding to include operating heavy machinery, reflecting a significant shift in gender representation within technical positions.

Despite societal stereotypes and perceptions that heavy machinery operation requires physical strength, advancements in technology and training have made these roles accessible to all genders.

Success stories like Farkhana Safargaleeva, who has excelled as a crane operator for over 20 years, demonstrate how women can thrive in these roles through skill, attentiveness, and mentorship of younger professionals.

Efforts to attract women to crane operation roles include mentorship programs, skill-building workshops, and leadership initiatives, which provide the tools and confidence needed to succeed in technical fields.

Technological innovations, such as remote-controlled cranes and VR simulators, reduce physical strain and improve safety, making crane operation more appealing to women.

Inclusive workplace policies, such as equal pay mandates and gender-friendly environments, further support women in overcoming barriers and thriving in male-dominated industries.

Highlighting the achievements of female crane operators through marketing campaigns can inspire others and normalize women’s presence in these roles.

Tracking representation metrics and retention rates can help HR departments measure the impact of gender diversity initiatives and identify areas for improvement.

Women are increasingly entering crane operation roles, challenging traditional gender barriers in male-dominated industries like construction and maritime sectors, where cultural norms have historically limited their participation.

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

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

In China, women now account for 14% of the construction workforce, with their roles expanding to include operating heavy machinery, reflecting a significant shift in gender representation within technical positions.

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
Stay abreast of the latest developments in China, Bookmark hket.com China Channel
Like Hong Kong Economic Times hket.com Fan Page
Follow the latest financial news analysis, like hket Facebook

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

Despite societal stereotypes and perceptions that heavy machinery operation requires physical strength, advancements in technology and training have made these roles 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.

Share This:

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 challenges do women in the construction and maritime  industries face?

Success stories like Farkhana Safargaleeva, who has excelled as a crane operator for over 20 years, demonstrate how women can thrive in these roles through skill, attentiveness, and mentorship of younger professionals.

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".
Convicted prisoners beauty contest held at EU institution 164 / 6
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?

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?

Efforts to attract women to crane operation roles include mentorship programs, skill-building workshops, and leadership initiatives, which provide the tools and confidence needed to succeed in technical fields.

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
mentorship opportunities
educational programs
inclusive policies

Technological innovations, such as remote-controlled cranes and VR simulators, reduce physical strain and improve safety, making 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.

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

Inclusive workplace policies, such as equal pay mandates and gender-friendly environments, further support women in overcoming barriers and thriving in male-dominated industries.

Title:

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.
Print Email

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

Highlighting the achievements of female crane operators through marketing campaigns can inspire others and normalize women’s presence in these roles.

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)
Share it so more people can see it.
Back to top

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

Tracking representation metrics and retention rates can help HR departments measure the impact of gender diversity initiatives and identify areas for improvement.

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.