Women are increasingly entering crane operation roles, challenging the traditional gender barriers in the construction and maritime industries, which have historically been male-dominated fields.

Despite progress, women still represent a small fraction of the workforce in these sectors, with only 6% of tradespeople in British Columbia’s construction industry being women and just 1.2% of the global seafarer workforce comprising women as of 2021.

The slow pace of gender diversification in construction and maritime roles highlights the need for targeted initiatives to address systemic barriers and societal stereotypes that limit women’s participation.

Women entering heavy machinery roles, such as crane operation, often face challenges including sexual harassment, unequal treatment, and the need to prove their capabilities by working harder than their male counterparts.

Inspiring examples like Farkhana Safargaleeva, a crane operator with decades of experience, demonstrate how qualities such as calmness, attentiveness, and perseverance enable women to excel and break stereotypes in heavy machinery roles.

Li Rui, a female tower crane operator in China, has achieved financial stability and professional growth, earning over $9,000 per month and saving $70,000 within a year, showcasing the financial rewards of crane operation roles.

Li Rui’s success story illustrates that women can achieve competitive salaries and professional recognition in crane operation, breaking traditional gender barriers in the industry.

Female crane operators often face skepticism about their abilities, but examples like Li Rui demonstrate resilience and skill, overcoming initial fears and societal biases to excel in their roles.

In Egypt, Noura Jamal Taha Mohamed became the first woman in Upper Egypt to obtain a heavy equipment driver’s license, overcoming societal bullying and gender stereotypes to support her family and improve her income.

At Tata Steel’s Meramandali unit in India, women have recently been recruited as operators for heavy machinery, marking a significant milestone in gender balance and encouraging more women to pursue such roles.

Crane operation requires physical endurance, technical precision, and psychological resilience, as operators must manage heavy loads and perform repetitive tasks with accuracy, as demonstrated by Li Rui’s ability to handle 80 to 100 crane operations daily.

Women adapt to the physical demands of crane operation by leveraging their attention to detail and developing technical skills, as seen in Liang Ya-ting, who overcame physical challenges to become a qualified engineer in Taiwan Power Company.

Competitions and professional development opportunities, such as those held at NLMK, showcase how women crane operators like Tatiana Shepel excel by mastering technical skills and safety protocols.

Mentorship and networking are critical for women to succeed as crane operators, providing guidance, confidence-building, and access to professional networks to navigate gender barriers and career challenges.

Organizations such as Women in Trucking and Women in Motion actively recruit women and advocate for their inclusion in transportation and construction industries, offering tailored training programs and mentorship opportunities.

Public initiatives, like those in Spain, aim to connect experienced female leaders with young women through sponsorship and mentoring programs, fostering professional networks and empowering women to pursue careers in male-dominated fields.

Efforts to support women in construction include vocational training programs like those organized by Goodwill Industries, which train women in technical skills such as blueprint reading and equipment handling, enabling them to secure industry certifications.

Women pursuing crane operation roles can benefit from certifications such as the NCCCO certification, which is often required by employers and significantly enhances job prospects in the industry.

Apprenticeships and initiatives like Thiess’ Sisters in Mining program offer structured learning and mentorship opportunities, enabling women to transition into heavy equipment roles while gaining nationally recognized qualifications.

Training programs like the South Louisiana Community College’s Power Lineman program provide comprehensive preparation for heavy machinery operation, including crane work, equipping participants with skills such as CDL licensing and first aid.

Technological advancements such as remote-controlled cranes are reducing physical barriers and making crane operation more accessible to women by eliminating the need for strenuous physical labor and exposure to hazardous conditions.

The introduction of hyperrealistic VR simulators for crane operators provides immersive training experiences, enabling women to develop the necessary skills in a safe and controlled environment.

Automated crane systems, such as those implemented at ports like Ningbo Zhoushan, have transformed crane operation into a task that can be performed remotely, allowing women to excel in roles traditionally requiring physical strength.

Cultural shifts, including the growing recognition of gender diversity as a strategic advantage and the implementation of inclusive hiring practices, have contributed to enabling women to take on roles such as crane operators and construction managers.

The increasing presence of women in construction roles, driven by labor shortages and diversity initiatives, is reshaping the industry, with women excelling in leadership and technical positions.

In the United States, women are making significant strides in the construction industry, with their share among workers reaching a record high of 14.1% in May 2022, driven by labor shortages and diversity initiatives.

In Nigeria, Issah Abiola became the country’s first female train driver through professional training provided by a Chinese construction company, showcasing how women can excel in technical roles when given access to education and mentorship opportunities.

In the UAE, Emirati women are breaking barriers by operating giant pier cranes and gantry cranes in container yards, demonstrating their capability in technical roles traditionally dominated by men.

Unions and professional associations play a crucial role in advocating for female crane operators by fostering solidarity and collective action, as demonstrated by crane operators in Kazan who supported a female colleague demanding better working conditions.

The Lifting Equipment Engineers Association (LEEA) promotes inclusivity and professional development in the lifting industry, including crane operation, by modernizing training programs and supporting apprenticeships.

The National Association of Heavy-Duty Equipment Operators Ghana (NAHEOG) emphasizes the importance of equipping youth, including women, with employable skills in heavy machinery operation, advocating for safety and professionalism in the industry.

Media portrayals, such as the Hong Kong TV program 'Building the Future,' play a significant role in challenging gender stereotypes by showcasing inspiring stories of women in construction, helping normalize women’s participation in heavy machinery roles.

Efforts to increase gender sensitivity in media, such as inclusive storytelling, are crucial for reshaping perceptions and inspiring young women to envision themselves in non-traditional roles like crane operators.

Inspirational stories, such as that of Farkhana Safargaleeva, highlight how women are not only entering crane operation roles but also becoming role models and mentors for younger generations in the construction industry.

Experienced female crane operators emphasize the importance of perseverance and confidence, as illustrated by Jewel Everett, who advises young women to push back against obstacles and believe in their capabilities.

Li Rui shares that developing psychological resilience and technical skills is crucial, as her ability to handle the physical and mental demands of operating cranes has enabled her to achieve financial stability and personal fulfillment.

Farkhana Safargaleeva advises young women to embrace qualities like calmness and attentiveness, which have helped her excel in her profession and pass on her expertise to younger colleagues.

Women are increasingly entering crane operation roles, challenging the traditional gender barriers in the construction and maritime industries, which have historically been male-dominated fields.

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 challenges do women in the construction and maritime  industries face?

Despite progress, women still represent a small fraction of the workforce in these sectors, with only 6% of tradespeople in British Columbia’s construction industry being women and just 1.2% of the global seafarer workforce comprising women as of 2021.

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.

CBJ Newsmakers

Recommended

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

The slow pace of gender diversification in construction and maritime roles highlights the need for targeted initiatives to address systemic barriers and societal stereotypes that limit women’s participation.

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

Women entering heavy machinery roles, such as crane operation, often face challenges including sexual harassment, unequal treatment, and the need to prove their capabilities by working harder than their male counterparts.

Title:

Content: Daytime Plus
Send Save Print PDF
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 challenges do women in the construction and maritime  industries face?

having to work harder to prove oneself
sexual and workplace harrassment
attitudinal biases at work

Inspiring examples like Farkhana Safargaleeva, a crane operator with decades of experience, demonstrate how qualities such as calmness, attentiveness, and perseverance enable women to excel and break stereotypes in heavy machinery roles.

Title:

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

Li Rui, a female tower crane operator in China, has achieved financial stability and professional growth, earning over $9,000 per month and saving $70,000 within a year, showcasing the financial rewards of crane operation 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)
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Why are construction and maritime industries more popular with women nowadays?

Li Rui’s success story illustrates that women can achieve competitive salaries and professional recognition in crane operation, breaking traditional gender barriers in the industry.

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

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

Female crane operators often face skepticism about their abilities, but examples like Li Rui demonstrate resilience and skill, overcoming initial fears and societal biases to excel in their roles.

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

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

having to work harder to prove oneself
attitudinal biases at work

In Egypt, Noura Jamal Taha Mohamed became the first woman in Upper Egypt to obtain a heavy equipment driver’s license, overcoming societal bullying and gender stereotypes to support her family and improve her income.

Title:

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

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

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

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

having to work harder to prove oneself
attitudinal biases at work

At Tata Steel’s Meramandali unit in India, women have recently been recruited as operators for heavy machinery, marking a significant milestone in gender balance and encouraging more women to pursue such roles.

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Content: Follow Us:

Woman breaks gender barrier to operate Hyva

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

Statesman News Service | Bhubaneswar |

Breaking the gender barrier, four women employees are on the strenuous job as Stacker-cum Reclaimer (SCR) raw material handling system (RMHS) at the Tata Steel Meramandali (TSM) in Dhenkanal district of Odisha.

Besides, a woman has been assigned the job for Hyva operator. It is for the first time that female employees will shoulder the responsibilities as SCR operators in Tata steel’s Meramandali unit, the company said in a statement.

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

 “We are extremely pleased to have you in our team as this marks a monumental milestone on gender balance among the workforce in the plant. While accelerating our commitment to building a diverse and inclusive workplace, this measure will also encourage more girls to look for such jobs”, Pandey said.

 “As a responsible corporate, we not only strongly believe in the diversity of our human capital but also guide our vendor partners to imbibe our beliefs and contribute to it. This is directed to reimagining how a job gets done, reshaping the team and empowering employees wherever they work”, Basak said while speaking on the occasion.

Breaking the barrier, the female SCR operators with Diploma in Mechanical Engineering underwent safety induction and on the job training, prior to their on boarding for stacking and reclaiming operation, considered mostly as a male-only job, the statement added.

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?

active recruitment of women
promote women to higher roles

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

Crane operation requires physical endurance, technical precision, and psychological resilience, as operators must manage heavy loads and perform repetitive tasks with accuracy, as demonstrated by Li Rui’s ability to handle 80 to 100 crane operations daily.

Women adapt to the physical demands of crane operation by leveraging their attention to detail and developing technical skills, as seen in Liang Ya-ting, who overcame physical challenges to become a qualified engineer in Taiwan Power Company.

Title:

Content: Local Local Focus
Strengthen the power supply in the ground line and stabilize the power of Taiwan Electric Power's Yunlin District.
▲ The distribution of Yunlin District 64 students a total of 19, including 1 female student Liang Ya-ting. (Photo by reporter Cai Peimin)
Journalist Tsai Pei-min / reporting from Yunlin
In recent years, Taiwan Power has vigorously recruited new and external technical personnel, and given sufficient education and training, in order to fill the manpower vacancy in advance, so that the replacement of old power distribution equipment can be carried out smoothly according to the progress.
The distribution of Yunlin District 64 students a total of 19 including 1 female student Liang Yating, with the advent of the female power era, to maintain the distribution line in Yunlin District power supply stability, will no longer be the monopoly of boys, Taipower women can also not let eyebrows.
Yunlin County area is located on the southern shore of the Tuoshui River and adjacent to the Taiwan Strait, the power distribution equipment has been eroded by salt dust for many years, plus the strong northeast monsoon from October to March each year, and the aging speed of the power distribution equipment has been relatively accelerated.
In recent years, due to the impact of the ebb tide in the workplace, the external personnel of Taiwan Power Company have retired or aged, and the skills of some jobs have gradually broken down.
In view of this, in recent years, Taiwan Power has vigorously recruited new foreign technical personnel and given sufficient education and training.
▲ The district office arranges for new trainees to work on the site, so that the trainees can understand the future work environment.
(Photo by reporter Cai Pei-min)
Hsu Yi-niu, director of the Yunlin District Office of the Taiwan Power Company, says that the district office has arranged for new trainees to work on the site, so that the trainees can understand the future work environment in advance. Become a qualified engineer.
Yunlin District No. 64 female student Liang Ya-ting before entering Taiwan Power Company, engaged in the work of Taiwan Power outsourced human computer data processor. In order to help Ya-ting, the District Office specially arranged three students to join the pole work. These three are the line class Jiang Shu-Lin, Cai Wan-Xu, and construction class Gao Jiajun. He learned how to climb a pole and pull a wire before he could become an official engineer of the Taiwan Electric Power Company.
Taiwan Power Company Yunlin District Office pointed out that the general cognitive external maintenance work is more suitable for "boys", the same is to climb the pole to reach for things, boys have a height advantage, but the smaller body of girls, it must spend more strength and pace than others, in order to achieve the same results.
But the advantage of girls is careful, in a team, a lot of tasks need to be completed by people, some people have strength, but like girls are more careful, will notice more details to complete the work more smoothly.
▲ 64 female student Liang Ya-ting did not enter Taipower before entering the test, engaged in the work of Taipower outsourced human computer data processor.
(Photo by reporter Cai Pei-min)
Listen to the podcast I ’ m on.
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Competitions and professional development opportunities, such as those held at NLMK, showcase how women crane operators like Tatiana Shepel excel by mastering technical skills and safety protocols.

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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 ”.

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

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

Mentorship and networking are critical for women to succeed as crane operators, providing guidance, confidence-building, and access to professional networks to navigate gender barriers and career challenges.

Title:

Content: Female Mentors: April Anslinger Leading the Next Gen to the C-Suite
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Female Mentors: April Anslinger Leading the Next Gen to the C-Suite

Name: April Anslinger

Title: Global Chief Marketing Officer

Company: Self Esteem Brands (Anytime Fitness, Waxing the City, Bar Method, Basecamp Fitness, and Stronger U)

Years in Franchising: 3

Number of units: 5,200+ club and studio locations in 42 countries and on 7 continents

Can you describe the role mentoring has played in your career? The most profound mentors in my life haven’t been those with a formal mentoring title. They cared enough to help me find and learn my way forward and upward even without the mentor title. They were intentional about it, and I’m grateful. Early in my career, I had a strong, female boss who continued to care about me after we parted ways, and she continues to be one of my biggest mentors today. As my career has progressed, mentors have appeared in my life as peers, colleagues, and leaders. I’ve realized that mentoring happens when both parties are willing to give thoughtful and empathetic insight and willing to be curious and vulnerable. They’re ready to put insight into action.

Why is mentoring important for female franchise leaders? Mentioning women in business is not just important—it’s essential. We need to be intentional about building each other up, connecting each other, and celebrating each other. It can make or break business success and, more importantly, our relationships with our careers and mental health. Take stock of the women in your life that you are building up. If you aren’t, find the women you can and want to help!

What are the key elements of a good mentoring relationship? Intentionality and purpose: As mentors, we have to embrace the mindset of being generous leaders and give that leadership and guidance away to those we know are hungry for it. We’re not just mentors because we want to be; we are mentors because we take action to be mentors.

Trust, respect, empathy, vulnerability, and humanness: These things have to happen on both sides of the equation to make it work. Trust that the mentor truly has our success in mind when sharing sometimes hard truths, and trust that mentees are internalizing insight and making it actionable. Have respect for each other’s time and know what’s going on in each other’s lives. Everyone is human with high and low moments. When you show and embrace those moments, it builds trust.

What are the benefits of mentoring programs for female leaders looking to advance their careers? Mentoring helps everyone become better leaders. When we’re sharing knowledge, we’re putting leadership development into practice. When we’re learning from others, we become better, so we should do it for our entire careers. Mentoring programs are an important piece of the mix because not everyone knows how or where to be a mentor or how to be mentored. Formalized programs remove the awkwardness and provide platforms for willing and excited participants.

What should the mentoring process include? Accountability, action, and grace. Accountability is about committing the time, and deliberate action ensures the time spent for both parties is fruitful. Grace is critical because we need to remember that we’re all human and continuing to grow and evolve.

How is a mentor different than a coach? I think mentoring and coaching are more alike than they are different. Both are about sharing experiences, knowledge, and insight to empower others. There’s no need for paralysis by analysis here. Be intentional to give and receive to help others (especially women) grow into their careers and strengths.

What role did mentoring play in your path to the C-suite? I wish mentoring had played a bigger part. I had a few incredible leaders and colleagues who chose to mentor me. But truthfully, I had to find my own way a lot. I didn’t need to do that, and I just don’t want that for anyone else. It’s challenging. It’s lonely. And it’s hard. There is more trial and error than there needs to be. So, I’ve committed myself to helping pave the way for upcoming leaders to help them learn from my wins and my mistakes. I want to use my platform for good and inspire others to do the same.

How has what you learned from a mentor helped you navigate difficult career challenges? One of the most important things you learn in your mentoring relationships is that what you are working through isn’t new. You are not alone. Difficult career challenges have been faced by all leaders. There is a lot of solace in this. It reminds you that there are plenty of people to help you through the tougher times.

How did mentoring help you in other business relationships? Mentoring has made me a better listener even for things that go unsaid. It also has taught me grace in understanding that everyone has a backstory, and it shapes their thought processes. True listening and genuine grace earn trust, credibility, and quality in every relationship in life.

In what ways has mentoring helped you build confidence in your decision-making? Most of us need affirmation. And that affirmation is what gives us confidence in our answers and our thought processes. In the best mentoring relationships, I’ve learned how to make decisions—when to trust my knowledge and my gut, how and when to seek insight, and how to communicate. Learning how to make decisions is what matters most.

In what ways has mentoring helped you set goals and achieve objectives? When you are the mentee, the mentor is usually someone who has more experience than you do. With that experience, they tend to understand the importance of setting goals and achieving results. They help to build the same discipline with the mentee because setting goals and achieving results are critical to job success.

What were the three most important things you learned from mentoring? 1) Intentionality and willingness—nothing happens if we’re not focused on making it happen. There has to be a desire to learn and grow. 2) Vulnerability and curiosity—be curious enough to ask genuine questions and vulnerable enough to realize when we need help or perspective. 3) It never ends—none of us are ever done learning, so find a mentor who can help you continue to grow.

How can mentoring help the next generation of women on their path to the C-suite? Mentoring helps us embrace priorities that include yourself and not just that of pleasing other people. It’s a constant reminder that you must choose to take care of yourself and your career. It helps us find common ground and points of connection no matter the generation, the culture, or the gender. Our mentoring relationships help us grow and strengthen our networks, which helps us grow businesses and credibility within our businesses.

What advice do you have for female executives considering mentoring? There isn’t a prescription for mentoring. There isn’t one way to go about it. Mentoring programs aren’t for everyone, but intentionally mentoring others and allowing yourself to be mentored will only help us make a bigger impact in our corners of the world. Be vulnerable, have grace, and help make a difference in the lives of other young women!

Published: March 24th, 2024

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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?

Organizations such as Women in Trucking and Women in Motion actively recruit women and advocate for their inclusion in transportation and construction industries, offering tailored training programs and mentorship opportunities.

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

active recruitment of women
women's networks

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

Public initiatives, like those in Spain, aim to connect experienced female leaders with young women through sponsorship and mentoring programs, fostering professional networks and empowering women to pursue careers in male-dominated fields.

Title:

Content: The gender gap in the creation of startups in the Canary Islands and Spain, equality policies, sponsorship and mentoring

Impulsa Startups / Impulsa Startups

Due to its relevance, the gender gap is one of the four gaps that the Spain Entrepreneurial Nation Strategy of the Government of Spain aims to bridge: “Promoting female entrepreneurship means advancing in terms of gender, but it is also the opportunity to create companies that take advantage of the skills of all A business model that embraces diversity will generate environments that are more conducive to innovation, will benefit from complementary and alternative visions that are more consistent with the reality of our environment, increasing its competitiveness and projecting greater chances of success. All this will result in increased labor productivity and its contribution to the country's economic growth.”

“Ensuring that men and women have the same rights and can access the same opportunities -both in the public and private spheres- is a matter of principle”, highlights the document of the Spain Entrepreneurial Nation Strategy. “An egalitarian presence in all areas of society will be a reflection of the diversity and the real distribution of the country; It will mean the balanced incorporation of diverse perspectives, experiences and interests and the use of the capacities of all, ensuring an inclusive and sustainable growth model -according to the United Nations, sustainable development will not be possible without gender equality”.

When analyzing the distribution by professional profiles, the trends observed in Spain are similar to those of the rest of the countries: the gaps are more pronounced in STEAM professions, while they are decreasing in sales and marketing. In fact, when looking at the percentage of professionals in the ICT sector at a European level, in Spain women represent 1% of the total while the European average is 1.7%, according to one of the indicators of the Economy Index and the Digital Society 2020 (DESI).

The gender gap through the Global Entrepreneurship Monitor -the global entrepreneurship observatory that studies the behavior of entrepreneurial dynamics in 50 countries- shows that only six countries in the world have similar entrepreneurship rates between men and women (2019- 2020). In the European environment, Spain is the best positioned country: it leads parity for the sixth consecutive year, with 9 women entrepreneurs for every 10 men; the European average only has 6 women for every 10 men entrepreneurs.

The report also determines that the creation of individual wealth is not the only driver for women entrepreneurs: women who start a business aspire to change the world, compared to men, whose main motivation is profit or self-employment.

From a venture capital perspective, women are underrepresented on both the founder and investor sides. All Raise is an American organization that works to reduce the gender gap by encouraging female investors to participate in venture capital funds that invest in business projects led by women. According to their report All In Women in the VC Ecosystem, some progress has been made in recent years.

According to data from Pitchbook, the activity of startups founded by women has quadrupled in ten years in the world and the investments made by women have also multiplied by four between 2010 and 2018. In addition, startups founded by at least one woman achieve exit in less time (6.4 years compared to 74 years for the rest of the companies), which is undoubtedly a key metric of their success. In addition, as published by South Summit in 2018, startups led by women have a lower failure rate than projects led by men, 22% compared to 51% respectively.

Sponsorship and mentoring for women

Despite the progress and achievements made, there is still a long way to go to ensure equal representation of women in management and responsibility positions in companies. Although according to a study by McKinsey & Company in 2019, 87% of companies are highly committed to gender diversity in their teams -which represents an increase from 56% in 2012-, the number of women in management positions remains markedly lower than that of men: for every 100 men who were promoted to leadership positions, only 72 women did.

To continue reversing this trend, it is essential that young women have role models, that they have support in building confidence in their abilities, that they generate connections that help them create their professional network, that they have mentors who have experienced the same situations as that they begin to face and that guide them when it comes to detecting opportunities and paths of personal and professional development.

To direct this effort, the Public Administration will launch a program that connects leading women in the fields of large companies, entrepreneurship and innovation with young women with high potential and skills who are studying or starting their professional careers in these fields. This program will consist of sponsorship and mentoring activities so that experienced women can inspire and support young female talent.

For this, it will be essential to identify referent women, give them visibility as role models and generate connection spaces so that successful professionals can share knowledge, experiences and recommendations with other women and thus overcome the social and cultural barriers of the work and entrepreneurial environment. In addition, the Public Administrations will support and promote other private or public-private programs that develop female entrepreneurial leadership.

The Spain Entrepreneurial Nation Strategy aims to promote the activity of women investors and women's interest in investment, as well as a higher percentage of women founding or joining professional investment groups. The Government of Spain wants to propose training actions and advisory and support services in the investment process. The objective will be to provide diversification to the investment process in terms of perspectives, approaches and interests in order to complement the contribution of value to the projects invested.

The case of the Canary Islands

In the Canary Islands, the initiatives of innovative women entrepreneurs continue to grow, and have the support of a public network of support for innovation and innovative entrepreneurship. The data recorded by the Network of Innovation and Business Development Centers of the Government of the Canary Islands highlights that 25 percent of the success stories advised in 2020 by the CIDE Network are projects led by women.

The Government of the Canary Islands promotes the incorporation of the gender perspective in a transversal way in the initiatives that it develops in the autonomous community, and promotes female talent by putting resources, opportunities and all the means available for this purpose, such as aid lines and subsidies, with advice and support in terms of financing, with the promotion of visibility programs and through strategies of access to knowledge for new entrepreneurs.

It is necessary to establish policies in the Canary Islands to promote the growth of startups with female leadership. The study “Female digital entrepreneurship in Spain, situation and prospects”, edited by the Women's Institute, suggests incentives for women in their digital entrepreneurship through scholarships, training, tax advantages, specific financing programs; business angels commit to financing at least 30% of companies created by women.

The document also suggests creating specific entrepreneurship training programs aimed at women; make companies made up of women more visible in events, fairs and the media, also reaching at least 30%; the creation or improvement of programs in universities for female entrepreneurship; creating more powerful networks

*Translated by Daniel Rodríguez

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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?

mentorship opportunities
inclusive policies

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

Efforts to support women in construction include vocational training programs like those organized by Goodwill Industries, which train women in technical skills such as blueprint reading and equipment handling, enabling them to secure industry certifications.

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

vocational training
educational programs

Women pursuing crane operation roles can benefit from certifications such as the NCCCO certification, which is often required by employers and significantly enhances job prospects in the industry.

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Content: .: Site varsayılanı

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Apprenticeships and initiatives like Thiess’ Sisters in Mining program offer structured learning and mentorship opportunities, enabling women to transition into heavy equipment roles while gaining nationally recognized qualifications.

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

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

Training programs like the South Louisiana Community College’s Power Lineman program provide comprehensive preparation for heavy machinery operation, including crane work, equipping participants with skills such as CDL licensing and first aid.

Title:

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

Ashley White
Lafayette Daily Advertiser
View Comments

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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Technological advancements such as remote-controlled cranes are reducing physical barriers and making crane operation more accessible to women by eliminating the need for strenuous physical labor and exposure to hazardous conditions.

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?

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

The introduction of hyperrealistic VR simulators for crane operators provides immersive training experiences, enabling women to develop the necessary skills in a safe and controlled environment.

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. ”

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?

Automated crane systems, such as those implemented at ports like Ningbo Zhoushan, have transformed crane operation into a task that can be performed remotely, allowing women to excel in roles traditionally requiring physical strength.

Title:

Content: People 's Daily Online > > Economy and Technology
Zhejiang: scientific and technological innovation spawned industrial butterfly change
Reporter Qiu Yue Lu Jian
May 28, 2023 09: 34 | Source: Guangming Daily
Small number
What's going on
These people are "catching dolls" on the computer!
To the world's largest port of cargo throughput - Ningbo Zhoushan Port, the reporter was first taken aback.
It was originally thought that it was hoisting the container on a platform tens of meters high, but it was not expected that it was remotely controlled "playing games" from 4 kilometers away.
"Many years ago, we were in the narrow operating room of more than 50 meters high, completely relying on the eyes to see, head down and waist, a few hours down the back pain."
I didn't expect that one day, we would sit in the office and operate the computer like white - collar workers! "
Meishan Port District bridge crane instructor Wu take-off tone is full of pride.
These surprising changes stem from Ningbo Zhoushan Port's independent innovation of the automated terminal transformation plan.
"The front of the 19 cameras is like 19 pairs of eyes, behind the six large screens, two control handles, can make the bridge crane work more accurate, calm, efficient." After the use of remote control automation system, only a button, the container can be pulled to a fixed height, the operation accuracy is increased to 2 cm, an average of more than 2 minutes to load and unloading a container.
Technology drives industrial innovation and changes every specific person.
Originally, the operation of the conventional gantry crane to train for 8 months, and now the remote control gantry crane driver can "go out" in two months.
Ningbo Zhoushan Port is the world's first port with an annual cargo throughput of more than 1 billion tons. Today, more than 300 container shipping routes connect more than 600 ports in more than 200 countries and regions around the world.
It is precisely because every link relies on scientific and technological innovation to be safe and efficient that it can maintain its position as the world's top cargo throughput for 14 consecutive years.
The power of science and technology is everywhere on the earth. Green development is the most distinctive sign of this land.
"Sewage also has' fingerprints'!" Liu Rui, director of the Institute of Ecology and Environment, told reporters at the Tsinghua Yangtze River Delta Research Institute in Zhejiang Province. "Our 3D fluorescent accurate traceability technology can identify the ingredients, sources and other information from the 'fingerprints' of sewage."
Over the past 16 years, the Institute has actively participated in the "physical examination" and improvement of the water quality of the Jiaxing River, promoted the water source of Jiaxing from 0 qualified butterfly to 100% excellent, and helped Jiaxing to be awarded the "Beautiful Zhejiang" excellent city for three consecutive years.
"Xisai Mountain before the white egret fly", the name of Xisai Science Valley in Huzhou City, tells of their dedication to "ecology + science and technology + industry".
Into the science valley of the national network new energy cloud carbon neutral innovation center, the big screen is showing the local silk printing and finishing enterprise carbon emission situation: average carbon emission level, carbon efficiency level, mu...
What is this for?
Wang Hanyun, assistant general manager of the State Grid Huzhou Power Supply Company, said: "We carry out intelligent accounting of data such as electricity, gas, coal and oil for various enterprises, and assign a 'carbon efficiency code' to enterprises to show their carbon emission level, carbon utilization efficiency, carbon neutrality process and so on."
On this basis, customized energy saving and emission reduction programs for enterprises. "
As a provincial steel leading enterprise in Huzhou, Zhejiang Fugang Metal Products Co., Ltd. has been a large user of energy, although the implementation of technical changes, but limited to steel production characteristics, carbon efficiency improvement space is insufficient.
"At that time, the carbon efficiency code level of the enterprise was 5, and we did not know how to adjust it," said Wang Hongchao, head of the energy department of the company.
Fugang in accordance with the "road map" to implement one by one, the carbon efficiency level will soon be upgraded to 4.
"We have also launched digital products such as the Carbon Master App, which not only carries out system energy efficiency diagnosis, but also allows more people to participate in carbon reduction." According to the introduction, the carbon efficiency code has been promoted in Zhejiang Province. 64,000 tons; 108 green technology reform projects were completed, and 300 factories were promoted to star.
Can traditional industries be intelligent, digital transformation and upgrading?
Into the blue printing town of Keqiao District, Shaoxing City, water, sky blue, tree green, printing and dyeing equipment, all kinds of cloth art, there is no gurgling sewage, billowing smoke in the past.
In Zhejiang Textile Technology Modern Innovation Center, R & D personnel introduced the R & D application of various high-grade carbon fibers one by one.
Some of the textile manufacturing products here have been used in artificial blood vessels, aerospace, and high-end automobiles.
"Under the promotion of digitalization, we continue to promote the green and high-end development of the industry." Wang Hao, deputy director of Keqiao Economic and Information Bureau, counts the practices and achievements of the digital transformation of the printing and dyeing industry. Since 2010, Keqiao has continuously promoted the construction of modern textile clusters.
From the original 259 enterprises scattered operation, to the current 110 enterprises cluster development, expansion to improve quality, pollution reduction, efficiency improved.
In the production chain of Zhejiang Yingfeng Technology Co., Ltd., the digital construction "industrial cerebellum" can be seen everywhere: the setting workshop, equipment operation, staff output, production facts, production trends and other information at a glance; the dyeing workshop, the operation steps and execution status of different dissolving machines are updated in real time; the intelligent three-dimensional warehouse, the stacker operates in accordance with the program.
"Now, workers only need to enter the corresponding data, the machine can be fully automatic printing and dyeing, quality and efficiency have been significantly improved." Jin Jing, director of the company 's technical center, busily shared the changes in the front line of work.
The upgrading of the industry is not only in the adjustment of the production chain, but also in the branding and high-end construction.
Shaoxing City has built an international fabric purchasing center and digital logistics port, opened a China-Europe train "Shaoxing Keqiao", and has held an international textile expo for 24 consecutive years, integrating all kinds of events and activities, forming a strong atmosphere of "monthly exhibitions, daily fashion".
In the past 20 years, Zhejiang ’ s “88 Strategy ” has been implemented, and all-round, deep-rooted and systematic changes have been gradually unfolding in Zhijiang. The proportion of the added value of the core industries of Zhejiang ’ s digital economy has increased from 7.1% of GDP in 2014 to 11.6% in 2022.
Smart, green, safe and efficient.
Listen, Zhijiang land industrial innovation upgrade "sound" how wonderful!
(Editor: Shen Jiaping, Li Nanhua)
Public Number ： People 's Network Finance
Share it so more people can see it.
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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?

Cultural shifts, including the growing recognition of gender diversity as a strategic advantage and the implementation of inclusive hiring practices, have contributed to enabling women to take on roles such as crane operators and construction managers.

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 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?

active recruitment of women
promote women to higher roles

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

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

The increasing presence of women in construction roles, driven by labor shortages and diversity initiatives, is reshaping the industry, with women excelling in leadership and technical positions.

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?

active recruitment of women
promote women to higher roles

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

In the United States, women are making significant strides in the construction industry, with their share among workers reaching a record high of 14.1% in May 2022, driven by labor shortages and diversity initiatives.

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?

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

In Nigeria, Issah Abiola became the country’s first female train driver through professional training provided by a Chinese construction company, showcasing how women can excel in technical roles when given access to education and mentorship opportunities.

Title:

Content: People 's Network > > International
"The Belt and Road" on the "foreign labor model"
This reporter Li Jie
September 21, 2021 05: 16 | Source: People's Daily Overseas Edition
Small number
On September 14, China ’ s first autonomous container ship launched a sea test.
Zhang Jin Gang photo (people 's vision)
Chinese poplar
China Land Group
Tassos Vamwakidis
COSCO Shipping Supply Chart
Ektor.
China Railway 10 Bureau
The 2021 Belarusian Agricultural Exhibition opened in the Sino-Belarusian Industrial Park on the outskirts of Minsk, attracting more than 350 enterprises from 15 countries, including China.
The picture shows people visiting an agricultural exhibition in the Zhongbai Industrial Park.
Photo by Ren Koff (Xinhua)
This year marks the eighth anniversary of the Belt and Road Initiative. In the past eight years, one cooperation project after another has taken root and borne fruit on the road of joint construction.
According to the data, as of June 2021, China has signed 206 cooperation documents with 140 countries and 32 international organizations to jointly build the Belt and Road Initiative.
In the past 8 years, we have also witnessed a moving story of encounter and mutual understanding and win-win cooperation.
Nowadays, there are many local employees active in the "Belt and Road" industrial parks, engineering projects, and workshops all over the world.
Some of them rely on wisdom and hard work to grow into technical backbone; some with the Chinese enterprises in the region to expand business and expand, between different countries and cities; some set up the host country "first" and "first" professional honor; some for ports, electricity, water conservancy and other undertakings for many years... The same frequency resonance.
Our reporter interviewed several "Belt and Road" builders from different countries, and listened to the story of this group of "foreign labor models".
Nigeria ’ s first female train driver:
More than 2,000 trips on one route.
Driving a vehicle carrying thousands of passengers daily between the city centre of Abuja and the Abuja airport station – this is the daily work of Issah Abiola, a local employee of China Civil Engineering Group Nigeria Limited.
Issah Abiola, 33, is a “female driver ” of the Abuja Metro and Nigeria ’ s first female train driver.
From 2008 to join Middle-earth, as an office assistant, to later receive the company's professional training, transformed into a rail car driver, poplar brave pursuit of dreams, but also with hard work and sweat to mark dedication and growth.
When he first entered the Midland Group, he did not think that he would become a train driver.
"I like the railway, especially the standard railway in China, which makes trains run so stably and reliably," said Bai Yang.
Although he studied computer science in college and had nothing to do with the railway, he signed up to study train driving. At the beginning of his studies, the Chinese master created a “Made in Nigeria ” carriage classroom, where nearly 100 Nigerian youths studied vehicle maintenance, driving, communication systems and other professional courses.
After more than 8 months of training, after the failure and frustration of the temper, Tao Yang finally passed all the theoretical and practical tests and became a qualified light rail driver. On July 13, 2018, Tao Yang officially went on duty. The schedule of life is also in line with the schedule of the Abuja City Rail.
She has now made more than 2,000 trips back and forth on this route.
But every time she starts the train, she still has only one thought in her mind: "I am behind thousands of passengers." She is more and more demanding of herself, and the "three stable and one accurate" driving the train is stable, stable operation, stable parking, and standard, which has become the gold standard of her work.
Today ’ s poplars are familiar with the characteristics of each section of the Abuja City Rail, and can even feel the different sounds and the bumps that are only nuanced when the train hits the rails.
“It ’ s the Abuja Metro that changed my life and I ’ m one of the service windows of the Abuja Metro. ” Now, Aspen can train local drivers independently, she often goes to the site to guide trainees on the train.“ I love this job, it not only brings me a considerable income, but also my dream since I was a child. Many young Nigerians have the opportunity to work for their dreams, "he said.
Greek "old pier" Tassos Vamwakidis:
Participate to witness the birth of the Port of Piraeus
“I was born in Piraeus, I work and live here, my children and my whole family are here. ” Greek Tassos Vamwakidis, 64, has experienced the prosperity, decay and revitalization of the port since he joined the shipping business of Piraeus Port at the age of 16.
Piraeus Port is an important port in Greece, but it was once in decline. In June 2010, COSCO Shipping officially took over the second port of Piraeus and established COSCO Shipping Port Piraeus Terminal Co., Ltd. (PCT).
This year, also became a turning point for Belgium and many of the people of Belgium, and it was at this time that Tassos joined PCT as Business Manager.
He said that when he first wanted to join COSCO Shipping, he saw the achievements of COSCO Shipping in transforming the port, especially the container terminal. "Before COSCO Shipping took over, customers suffered a lot of unpleasant experiences, and the port did not provide the services they deserved.
So when I learned there was an opportunity to change that, I was happy to join COSCO Shipping.
Tassos said.
At the beginning of the establishment of PCT, the local community was still skeptical of the privatization of the Belgian port, but through the unremitting efforts of the Chinese management and Greek managers, PCT gradually gained respect and confidence from the market and the public, and the container business volume of the Belgian port is also growing.
Tassos recalled that at that time, working side by side with Chinese colleagues, it was hard but meaningful, and PCT was able to achieve its current achievements by "hard work."
Tassos himself is the best spokesperson for "hard work."
As one of the first Greek employees to join the management team of the Chinese side, he witnessed the recovery of the port and made his own efforts. In 2017, Tassos participated in the first “Belt and Road ” international cooperation summit forum as a star employee of the port of Piraeus.
From 2010 to 2020, Tassos saw the port ’ s throughput jump from 880,000 TEUs in 2010 to over 5 million TEUs in 2020, making it the largest port in the Mediterranean.
The port of Piraeus, the "golden" port in the history of mankind for thousands of years, is shining under the modern investment operation.
Tassos also often looks to the future.
He said that the port needs to build a new container terminal with an annual capacity of 10 million TEUs to achieve more development, and his terminal marketing department will continue to work hard to maintain and secure more customer resources, so that more goods and ships can come to his hometown of Piraeus.
Latin American project management "versatility" Actore:
From the field driver to the backbone of the business
Production materials and accessories procurement, processing, maintenance, equipment rental, purchase of living materials, camp lighting, water supply, power generation and other equipment maintenance, as well as market research, some simple external business negotiations, communication and coordination … In the project management company of China Railway Ten Bureau in Latin America, these affairs can find a person - Actor.
A native of Latin America, Ektor, 40, has worked in the China Railway Ten Bureau for more than five years, and he is now a multi-faceted player in the project.
But more than five years ago, he was only a field driver, and his time working in Chinese enterprises became the "accelerator" of his life.
"The reason why I chose to work here is that China Railway Ten Bureau is a company with a strong foundation and is committed to technical and industrial development, which allows me to have better development."
"I've learned a lot over the years," said Ektor.
Ektor is enthusiastic, conscientious and responsible.
Take the procurement of materials in the project department, as small as a pencil, as large as the labor insurance shoes and gloves of more than 200 employees, and all the procurement accounts handled by him are meticulous and clear.
For many years, as long as he is in, the company's logistical material security is reassuring.
"More skills do not pressure", Ackert worked hard, good at learning spirit and ability, so many colleagues praised.
In addition to the procurement of production and living materials, Actedo also takes into account the procurement of machinery and equipment maintenance accessories.
Large mining equipment in mines often has equipment failures, and some parts can not be disassembled and purchased.
In order to ensure that equipment accessories are purchased in time, he often travels to and from the mine construction team 100 kilometers away, inspecting the equipment failure with the maintenance workers, and recording the relevant data of equipment accessories in detail.
Because of the professional origin of non-mechanical equipment, it is not difficult to accurately grasp the model of accessories, for this reason, he consulted professional maintenance workers, while buying books to learn related knowledge, and quickly mastered the trick.
Now, as long as the maintenance workers say the equipment fault, what type of equipment accessories to purchase, he is clear!
When the project equipment is transferred, it travels to and from the transfer site of more than 500 kilometers every week to complete the task successfully. When the heavy equipment fails, try to contact the manufacturer after sale. During the process of shipping goods to Hong Kong, the problem caused by the customs clearance of the agent company is solved. And...
But there ’ s more gratitude in Ektor ’ s heart. ”
“Being able to grow from an onsite driver to a project manager is something that Chinese companies have given me the opportunity to change the fate of me and my family, ” Ektor said.
He said he hopes to visit China after the end of the epidemic and see the Great Wall, Tiananmen Square and the Terracotta Warriors.
He said: China's Mid-Autumn Festival has arrived, and her daughter especially loves to eat moon cakes, and this year she will bring home the Mid-Autumn moon cakes issued by the company again!
(Editor: Hu Yongqiu, Yang Guangyu)
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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?

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

vocational training
educational programs
mentorship opportunities

In the UAE, Emirati women are breaking barriers by operating giant pier cranes and gantry cranes in container yards, demonstrating their capability in technical roles traditionally dominated by men.

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?

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?

Unions and professional associations play a crucial role in advocating for female crane operators by fostering solidarity and collective action, as demonstrated by crane operators in Kazan who supported a female colleague demanding better working conditions.

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Content: Recommendation technologies are used on the information resource (information technologies for providing information based on the collection, systematization and analysis of information relating to the preferences of Internet users located on the territory of the Russian Federation)
We are from the Soviet Union
13,958 followers
And the cranes stood up again.
At the initiative of workers in Kazan once again went on strike cranes.
At the object of the developer AK Bars, RC "My rhythm" stopped work.
The reason for the strike is a violation of safety, namely the work on the crane during the winds.There are 3 organizations working at the facility that provide the developer with their cranes for construction.
One of the workers, despite safety instructions and a strict ban on work during the winds, continued to work as if nothing had happened.
Despite the requests of crane operators not only of his organizations, but also of all crane operators at the facility in principle, the violator ignored the words of his colleagues, justifying this by the fact that “he can work and feel the crane ”.
We consider it superfluous to explain the fact that those who say that they feel everything right actually do not know a damn thing about what they are doing.
And what about the leaders of organizations and the developer?
Aren ’ t they supposed to keep an eye on safety to anticipate and punish, or at least chastise, malicious violators?
The absurdity of the situation is that this violator of TB foremen and foremen set other workers as an example!
For a moment, these same workers asked him to comply with TB and complained about him to the authorities.
The authorities used this individual as a lever of pressure on the workers, they say, since this crane operator can work in the wind, then you can!
And safety - do not give a shit about it, the main thing is not to stop the construction!
In this way, the capitalists again show their true face, no matter what the safety situation is, who violates it, and that such violations can, at best, hurt people!
The main thing is not stopping the process to make a profit, including at the expense of the safety and health of workers.
And the laws, the rules and the votes of the majority of workers are irrelevant.
This one works, so do the others!
But the crane operators did not go on the occasion of the developers, foremen and this intruder.
It is worth noting that Kazan crane operators have long been united, there are groups in which, if something happens at their facility, they can coordinate their actions with the rest of the crane operators.
For example, a crane girl complained to the group that she was too hot on the crane.
Her colleagues in the shop told her not to work until the authorities provided her with air conditioning and, in solidarity, they also stopped the construction.
It wasn ’ t long before her boss ordered the air conditioner to be installed in her workplace.
So, in a short time, crane operators met with a delegation from the authorities, which included the director of the organization, which consisted of strikebreaker, as well as the deputy director of the developer AK Bars.
First of all, the delegation tried, as the crane operator put it, to put pressure on the workers.
“The individual violates safety equipment – it means he will violate safety equipment, the main thing is that he works, unlike the rest. ”
On the claims of the active crane operator, the delegation could not come up with anything smarter than to pour accusations, say that allegedly you received a bunch of complaints, do not allow you to work normally and incite a strike.
In the end, the “big shot ” from AK Bars said that he would talk to the director and that he would try to fire the most active crane operator.
The conversation with the director really took place, where the question was already raised by the edge: either you work or you leave, but in fact they forced you to resign.
Upon learning of this, the crane operators staged an attack on the director and threatened a mass dismissal if his friend was not returned to work, to which the director replied: “And we did not fire him. ”
But then it's even more interesting.
Above, we noted that crane operators have a common group in which they can respond to a particular event at different objects.
Having risen to the cockpit of his crane to collect his belongings, our comrade, we can say, noticed from a bird ’ s eye view how, from other cranes, not only at his facility, but also near the lying ones, the crane operators stopped their cranes and descended to the ground.
As soon as the crane operators learned of the conflict and the threat of firing their comrade, they stopped their cars and joined the action of solidarity and support.
This powerful rebuff of the proletarians brought the bourgeoisie down from heaven to earth.
Now they have moved from the language of threats and demands to the language of pleas and requests.
Only now have they acknowledged the workers ’ rightness and accepted their demands for TB compliance.
As for the TB violator, he apologized to his colleagues and promised that he would not do it again.
At the moment, crane operators are solving two main issues: the return of their comrade to work and the fate of the offender, give him a second chance or drive him into the neck.
So far, they are moving towards the first option.
This conflict once again shows and proves the truth: managers, foremen, developers, or, simply put, representatives and proxies of capital do not care about anything but extract as much profit from the workers as possible; capitalists use the Roman rule of divide et impera (divide and rule) in relation to the workers to pressure them and control them; the proletariat is weak if it is divided and disorganized It is only by uniting that the working class is able to put pressure on the capitalist first, and then give him a powerful rebuff.
The history of Kazan crane operators, their unity, organization and determination should serve us all as an example of the struggle for the rights and interests of all workers.
When the working class is united, it is invincible.
In the end, we express our hope that our comrade will be returned to work, and all the requirements of crane operators will be fulfilled in the near future!
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The Lifting Equipment Engineers Association (LEEA) promotes inclusivity and professional development in the lifting industry, including crane operation, by modernizing training programs and supporting apprenticeships.

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Content: New LEEA Chair engages technology drive

Kat Moss succeeds Richard Money as Chair of The Lifting Equipment Engineers Association (LEEA) in January 2022, with Oliver Auston taking on her previous role of Vice Chair.

Kat Moss takes over as Chair of LEEA in January 2022 having been a member of the Board for almost six years. Paying tribute to Richard Money, who ends a tenure as LEEA Chair that has spanned an unprecedented period, Kat says: “I would like to thank Richard for being a tremendous source of support and good sense to LEEA, particularly during this most difficult of periods of the pandemic.”

Starting with Catena Inspection and Engineering Services, where she is now Business Development & QA Manager, on a week’s hire in administration back in 2010, Kat found she had an understanding for the field that led her to get more involved. A customer query about CE-marking led to Kat getting in touch with a LEEA representative, who invited her to a technical meeting. Six months later she joined the committee, which eventually resulted in being elected to the Board of LEEA – and in January 2020 becoming Vice Chair. Now as Chair, Kat cites technology and a general modern approach to operations as key principles to promote.

“Covid has made us do things in different ways and has, to a certain extent, brought forward LEEA’s digitalisation plans,” she says. “We need to ensure this continues. We have transitioned from the traditional face-to face, in-person meetings to new forms of communication. Those who may have questioned ‘doing a Zoom meeting’ prior to the pandemic are so much more open to the possibilities offered by the technology, to the point where in person meetings now need to be justified.

“For example LEEA recently held its technical forum, which might previously have been held in the Birmingham area, where attendees would generally be from the UK. Holding this event online however made it easier for a broader, more international audience to access the forum. By keeping members around the world engaged in this way, technology helps LEEA enhance its global management through making meetings and forums more inclusive for everybody.”

Digitalisation is also spreading into LEEA’s courses and audits. This means rebuilding courses into more interactive ways of learning and adapting the audit process to make it more digital. “We have lots of individual projects for which I’ve been at the start of the ideas process. I want to focus on their delivery and keep them on track for the next 2-years.”

While Covid has undoubtedly been the biggest trend for members globally, UK members have also been contending with Brexit. “They need LEEA’s support in terms of explaining how relevant standards are being changed and tweeked. The Association’s technical team has put a great deal of effort into ensuring they are visible and accessible to members and are looking at these issues with a LEEA and UK perspective. I am pleased that LEEA has been active in taking measures to tackle issues created by both Covid and Brexit.”

Kat has been the driving force behind the Lifting Equipment Technician apprenticeship. “It has been a slow and painful process but for us it is a vital measure to safeguard our industry’s sustainability – and the industry is chomping at the bit to get started.”

Both companies and recruits will benefit from an apprenticeship. “Becoming involved in Lifting is more about the person. A student doing an engineering course in University will not learn how to inspect in lifting equipment. It is those leaving school with some good observational skills and a hands on attitude that we want to be aiming at in terms of recruiting the next generation, who can be tailored for an industry that is unfortunately too often overlooked but is nevertheless massive.”

Going into an apprenticeship will result in acquiring more than one skillset, allowing a person to pursue career tangents such as management or crane design. “People learn in different ways and University will not suit everybody. Part of what is offered with the apprenticeship is that it is not just knowledge for inspecting lifting equipment. That knowledge can also be used if the person goes into another strand of the sector, such as sales of lifting equipment, where they will have gained a professional understanding of what they are talking about.”

Recruitment is one of those challenges Lifting shares with other sectors and every company in every territory wants solutions, so the experience with the Apprenticeship in England can inform similar programmes in other territories. “The standard once it is written dictates what you should know and how you should get that knowledge. The only reason it is an England apprenticeship at the moment is that this is where the funding is set up. Once this is in place they can look to run a programme in Scotland, for example, and we are pleased that Australia is looking at developing an apprenticeship scheme.”

This is a priority for LEEA’s recently established Regional Council in Australia and New Zealand, part of LEEA’s strategy to be come more global through devolved management. “The Regional Council has taken off well with positive feedback, so we have seen the model work. They are getting more say in what they do – and it makes sense for a global organisation to devolve power rather than dictate what everybody should be doing from the UK.”

Kat concludes: “This is an exciting time for the Association, which is in good health and, having taken some significant steps towards its modernisation, has a clear direction. I look forward to seeing this momentum continue with the help of my fellow board members and the hard work of the LEEA Team. If you think there is something we should be doing that we are not currently, please get in touch. We have always been willing to listen to feedback.”

www.leeaint.com

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The National Association of Heavy-Duty Equipment Operators Ghana (NAHEOG) emphasizes the importance of equipping youth, including women, with employable skills in heavy machinery operation, advocating for safety and professionalism in the industry.

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Content: Government committed to technical and vocational training - YEA

The Deputy CEO of the Youth Employment Authority (YEA), Alhaji Ibrahim Bashiru, has expressed concern on Ghana's artisanal industry slipping into the hands of neighbouring countries.

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Alhaji Bashiru however was happy that government was working to revitalise the artisanal space with substantial resources channeled into that space to broaden the scope of technical and vocational education training (TVET) across the nation.

He made this remark at the graduation ceremony of the fourth batch of forklift and mobile crane operators which took place at the Regional Maritime University in Accra recently.

The graduation was on the theme: "Equipping African Youth with employable skills critical for sub–Regional Security and Development”.

According to him, today TVET institutions stand as strongholds of practical knowledge, poised to rejuvenate the collapsing artisanal sector and drive economic growth identifying collaborations between agencies like the YEA and TVET services as part of concerted efforts to support aspiring artisans.

Alhaji Bashiru proposed a partnership between the Regional Maritime University and YEA to pioneer training sessions for head porters, adding that such an initiative would not only empower the youth but also align with the broader agenda of tackling Africa's burgeoning youth unemployment crisis.

“Ghana’s unemployment rate stands at 14.7 percent, a figure poised to escalate without proactive intervention,” he said, pointing out that traditional academic pursuits no longer guarantee employment; instead, the job market clamors for skilled professional’s adept in fields like technology, oil and gas, and various trades.

He lauded the efforts of the Regional Maritime University for the key role they play in supplying the workforce with competent technocrats and artisans and for their pivotal role in shaping Ghana's job landscape.

The President of the National Association of Heavy-Duty Equipment Operators Ghana (NAHEOG), Mr. Dominic Kofi Eyiah, in his remarks, emphasised the indispensable role of equipping youth with employable skills in a world characterized by constant change and myriad challenges amidst beckoning opportunities.

He underscored the significance of the heavy-duty equipment operation field, labeling it as a cornerstone sector that bolsters numerous industries and propels economic advancement across the continent.

He challenged the new cohort of operators to recognize their pivotal role in shaping the future of Africa, from construction sites to mining operations, and from transportation networks to energy infrastructure.

Beyond their technical acumen and proficiency with machinery, Mr. Eyiah highlighted the graduates' embodiment of resilience, determination, and ingenuity, qualities emblematic of African youth. He hailed them as the vanguards of change, the architects of tomorrow, tasked with spearheading progress and development at every juncture.

He urged the graduating students to embrace responsibility, diligence, and a steadfast commitment to safety, while upholding the highest standards of professionalism in their endeavors.

The Ag. Vice Chancellor of the Regional Maritime University, Dr. Jethro Brooks Jnr, called on member states of the University to support the training with the necessary facilities and resources to ensure the programmes remain at the forefront of industry standard.

He also called on industry to provide slots for industrial attachment to trainees adding that practical experience is invaluable and will greatly enhance the competence and readiness of graduates.

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

vocational training
educational programs

Media portrayals, such as the Hong Kong TV program 'Building the Future,' play a significant role in challenging gender stereotypes by showcasing inspiring stories of women in construction, helping normalize women’s participation in heavy machinery roles.

Title:

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

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

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

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

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

Efforts to increase gender sensitivity in media, such as inclusive storytelling, are crucial for reshaping perceptions and inspiring young women to envision themselves in non-traditional roles like crane operators.

Title:

Content: Goafest 2024: Can ad industry undo decades of gender bias in media

Industry leaders across advertising, marketing and media discuss how to address gender sensitivity in the media and make their respective industries more equitable.

  • Updated On May 30, 2024 at 04:21 PM IST
With films like Laapata Ladies and Barbie gaining widespread recognition and acclaim, clearly shows that there’s a growing appetite to watch strong women characters in the media. At Day 2 Goafest, a panel of speakers discussed gender sensitivity in marketing and the changing consumer landscape.

The session was joined by Chandni Shah, chief operating officer of FCB Kinnect; Darshana Shah, head of marketing & customer experience at Aditya Birla Capital; Kailashnath Adhikari, business head of Sri Adhikari Brothers & managing director of GovernanceNow; Rajdeepak Das, chief creative officer of Publicis Groupe South Asia & chairman of Leo Burnett South Asia; and Ram Madhvani, filmmaker, producer, and founder of Equinox Films and Ram Madhvani Films. The session chair was Kranti Gada, management committee member of the India Chapter of the International Advertising Association and founder of NeOwn.in.

Advt
Gada stated, “The creative and media industry punches above its weight in terms of impact on society so how can the advertising industry move the needle in gender equality?”

Despite good intentions, a Gina Davis study with UN shows a clear gender bias in depictions of women in media. While men and women share media time equally, women are primarily depicted in the kitchen or doing household chores, and men are depicted reading the newspaper, in professional roles, or as the decision maker.

continued below
The representation of women is higher only in limited categories such as home care, skin care and beauty.

Bais runs deep in society. Shah pointed out, “Why does a man come to mind when we think of professional roles such as doctor, engineer, lawyer? If you look at our books and education system all the pictures depict men in these roles.”

Madhvani said, “In media, we use the Bechdel test to check how many women characters are present in the film or show, does the audience know their names, do those women talk about anything other than the men in their lives, and what’s the woman’s character arc?”

Advt
Madhvani shared that this frame of reference led to inclusive conversations in the writers room and create more gender sensitive narratives.

Das had a positive outlook. He underscored the dramatic increase in female education rates, from 8.9% in 1951 to 64% in 2011 to 92.5% in 2021! "What didn't change in five to six decades has transformed in just one," he remarked, suggesting that education and the creative industry could impact, accelerate, and enable women.

Advt
Das noted that while United Nations has estimated that it will take 285 years to achieve its gender diversity goals, the media industry has the ability to bring that down to 40 years.

Adhikari supported this outlook. He shared that the United Nations gender snapshot revealed that low and middle income countries are staring at loss of USD 1 trillion in terms of GDP because women are not empowered.

Advt
Further, the study found that 37% of women globally don’t have access to the Internet.

Adhikari said, “It is the onus of society to ensure that facilities are available to all and ensure equality of opportunity.”

Remarking on the attitude of younger digital native audiences, Mehta observed, “A lot of Gen Z audiences are gender blind. The Internet has exposed audiences to global content and perspectives making them more ambitious.”

However, Mehta stated that diversity of creative talent in the ad industry is a must to ensure diversity of gender portrayal in media.

In the course of conversations, Shah highlighted how Covid-19 pandemic flippped a lot of gender roles on their head and pushed women to take charge of their finance. This trend was particularly pronounced in Tier 2 and 3 markets.

Speaking about how brands can address gender bias in society, Das spoke about the concept of gender design ergonomics.

He said, “I don’t think many brands are designing products keeping women in mind. If the product design doesn’t appeal to women then I don’t think we can solve that in marketing.”

Madhvani concluded, “Unlike men, women are straddling multiple roles in their daily lives. The choices that they make on screen reflects the gender role that they play in society.”

He added, “As the media, we need to be clear on what is the value system we put out into society when we depict women making moral choices on screen.”

Great leadership is a myth, Sanjiv Mehta: Goafest'24

The session led by Sanjiv Mehta, executive chairman of L Catterton India, highlighted the need for businesses to remain adaptable and forward-thinking to navigate and thrive in the age of constant change. Mehta articulated how visionary leadership combined with the agility to pivot and a strong sense of purpose can drive business success and resilience. “Agility demands spare capacity and the ability to redirect talent towards value creation,” he mentioned.

  • Published On May 30, 2024 at 01:49 PM IST

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

Inspirational stories, such as that of Farkhana Safargaleeva, highlight how women are not only entering crane operation roles but also becoming role models and mentors for younger generations in the construction industry.

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

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

What 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?

inspiring other young women
valuable contributions to the community

Experienced female crane operators emphasize the importance of perseverance and confidence, as illustrated by Jewel Everett, who advises young women to push back against obstacles and believe in their capabilities.

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

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

Li Rui shares that developing psychological resilience and technical skills is crucial, as her ability to handle the physical and mental demands of operating cranes has enabled her to achieve financial stability and personal fulfillment.

Farkhana Safargaleeva advises young women to embrace qualities like calmness and attentiveness, which have helped her excel in her profession and pass on her expertise to younger colleagues.

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