The construction and maritime industries have traditionally been male-dominated, but there is a shift towards greater gender equality and diversity, with women increasingly breaking down traditional gender barriers.

Women are taking on non-traditional roles, such as crane operators, and excelling in these positions, challenging the status quo and paving the way for others to follow.

In China, for example, the number of female construction workers has increased, with women making up 14% of the construction workforce, up from 10% in 2004.

The International Maritime Organization (IMO) has also launched an International Day for Women in Maritime, aiming to promote gender equality and encourage more women to join the industry.

According to the International Labor Organization, women make up only 5.26% of pilots worldwide, but efforts are being made to increase this number and provide more opportunities for women in the industry.

In the waste management industry, women are also breaking down barriers, with 24% of the workforce in the US being female, and companies such as Purified Metal Company and Willshees being led by women.

These women are not only excelling in their roles but also making a positive impact on the industry and their communities, demonstrating that traditional gender barriers can be broken down and that women can succeed in non-traditional roles.

The First Lady of Guyana, Arya Ali, has also emphasized the importance of including women in the maritime industry, stating that women represent only 1.2% of the global seafarer workforce, and encouraging companies to provide more opportunities for women.

Overall, the shift towards greater gender equality and diversity in the construction and maritime industries is a positive trend, with women increasingly taking on non-traditional roles and excelling in these positions.

The construction and maritime industries have traditionally been male-dominated, but there is a shift towards greater gender equality and diversity, with women increasingly breaking down traditional gender barriers.

Title:

Content: Pausing To Reflect Around IMO's International Day For Women In Maritime

Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term...
UK Transport
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Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term, but also to create something that can have a future. I wanted this initiative to have a focus and a cause, and so our Women in Maritime Network was born. Over the past few years we have brought together clients and contacts from our offices around the world, with a joint aim to progress and support those already in the industry as well as to inspire the next generation. The network has been on real a journey - from virtual webinars and workshops to in-person networking events and thought provoking panel discussions.

In 2022, the IMO launched the International Day for Women in Maritime to take place annually on 18 May to celebrate the women in the industry but also to encourage the industry as a whole to look at itself and at how it can improve its diversity and inclusivity. Shortly after the launch, we had a thought provoking discussion with Lena Gothberg, the producer of the Shipping Podcast, who highlighted the changes that needed to be made and that it was everyone's responsibility to make a change whether it is through marketing, recruitment policies, flexibility for families or commercial incentives.

While I was hopeful, I wasn't convinced the message was being heard.

2024 has changed that.

As this year progresses I am hearing more and more inspiring stories - it is exciting. From small changes, such as a male manager including the more junior woman's name alongside his on documents. This showed that not only was she was involved in the content of that document but that he considers her on an equal footing – simple yet powerful. I saw institutional changes too, including more and more newly created women's networks in organisations that have been historically conservative. I was moved by the hurdles that these women had to jump in order to get the network approved. The sheer grit and determination required to drive change for the women who are following them was evident.

More than ever we are seeing gender diversity linked targets being a priority across multiple deals. Last year the London office advised ABN AMRO on the US$200m sustainability and gender diversity linked loan to Navigator Gas and our Athens team advised Citi and BNP Paribas on the $2.8bn sustainability- and gender diversity-linked facility to GasLog Ltd. But its not just us, we're seeing this trend across the shipping market as a whole, coming together for actionable change to collectively to address the environmental impact of the industry through regulation, technology and financial incentives – in particular incentivising gender diversity in shipping loan agreements. This is a trend that we expect to continue throughout 2024 and beyond.

I recently finished a nine month secondment at UKEF where I watched some truly stand out women making an impact - not only in the executive committee, but in managerial roles throughout the department. UKEF have since vowed to increase SME support fivefold, with a focus on SMEs that are underserved, such as ethnic minority and women-led businesses. What a fantastic example to set.

Spring 2024 has also seen the Flexible Working Act passed into law so that employees are now able to request flexible working arrangements from day one of their employment, instead of having to wait 26 weeks. This is music to the ears of many carers who need to be able to work flexibly to make the puzzle of working life fit together.

Just this week I was at an event to celebrate the Women in the Maritime industry, with excellent discussions and enthusiasm for the changes to come. Despite all this positive momentum, there is an alarming amount of work still to do - from educating the younger generations on the variety of career options, to finding ways to retain and promote senior female talent in organisations, there are a number of tangible things than can be done to help progress gender equality in the industry.

Is it too soon to say that tides are turning (pun intended)?

Yes, but to have so much good news and being only May gives me hope for what is to come.

No pressure June to December, but there is a lot to live up to.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

Pausing To Reflect Around IMO's International Day For Women In Maritime

UK Transport

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

Women are taking on non-traditional roles, such as crane operators, and excelling in these positions, challenging the status quo and paving the way for others to follow.

Title:

Content: Women in Male Occupations
8 March
23: 08 4 March 2022
Farkhana Safargaleeva immediately after school, together with her friend, decided to enter the crane operator.
Romance or inner call - what pulled the fragile girl to manage the crane, build houses and make panels, she does not know.
She said she liked the job from the start.
Farkhana Safargaleeva, crane operator of “Unity ” LLP:
— We graduated from the GPTU, in the direction of us were sent here to the precast.
She worked here for 15 years, decree, perestroika, then went to other construction works.
I already as 5 years returned to this concrete concrete, my heart was sick for my crane, I love, I love this crane very much, I love working on the crane.
But, I did not even expect that I was before retirement, I am already 59 years old, I will return here.
How many houses were erected in the region with the help of skillful actions and many years of experience of crane operator Farkhana Safargaleeva, it is simply impossible to count.
Such qualities as calmness and attentiveness help in the work.
Her burning eyes are seen not only in the profession, but also at home.
A husband, a daughter and a small grandson will all gather at the festive table on March 8.
Farkhana Safargaleyeva ’ s relatives support her interest and success.
Anastasia Kuznetsova, correspondent:
— A woman is calm and brisk, vulnerable and warlike, tender and strong.
Modern women break stereotypes, showing the world how they can create and create.
In the “male ” professions, among other things.
"Unity" LLP produces reinforced concrete products.
The company employs 152 people, including 25 women.
Chief engineer Andrei Nekrasov says that they skillfully show their skills.
Andrey Nekrasov, Chief Engineer of Unity LLP:
— Our company employs a large number of women who are excellent professionals and faithfully perform their work.
It passed, one might say, Crimea and Rome here.
She is an excellent professional, she transfers her skills to young professionals.
Another representative of the fair sex in LLP "Unity" - Natalia Danilova.
She's a compressor operator.
Working in the construction industry is her dream.
And it came true.
All my life I have dreamed of working in the construction industry.
16 she devoted to ensuring the continuous operation of the enterprise.
Natalia Danilova, operator of the compressor unit of “Unity ” LLP:
I have been working here since 2006 for 16 years.
I like my job here.
We supply cement so that our production does not stand, pour slabs, pour panels.
The most important thing is health, so that the world will be around 03.54 and to finish until my retirement – that ’ s my wish.
On the eve of the holiday on March 8, according to tradition, all the men of the enterprise will set a table and give gifts to women who give their strength to such a difficult, but so beloved for them work.
Anastasia Kuznetsova
Read also
"Miss Pampushka 2022".
Convicted prisoners beauty contest held at EU institution 164 / 6
On the eve of March 8, the Council of Mothers congratulated the deputy akim of the region Gani Nygymetov
Women of different professions were congratulated on March 8

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

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

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

appoint women to traditionally male roles

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

In China, for example, the number of female construction workers has increased, with women making up 14% of the construction workforce, up from 10% in 2004.

Title:

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

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

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

The International Maritime Organization (IMO) has also launched an International Day for Women in Maritime, aiming to promote gender equality and encourage more women to join the industry.

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

commit to gender equality in hiring practices

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

According to the International Labor Organization, women make up only 5.26% of pilots worldwide, but efforts are being made to increase this number and provide more opportunities for women in the industry.

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.
Amr Sobhi writes: Women and sustainable development of the aviation industry
The aviation and aerospace industry is among the most important and innovative fields in the world, however, it is also one of the most male-dominated fields, with women constituting only a small percentage of professional roles in this sector.
This lack of diversity is a big problem, as women are not usually given the same opportunities as men to succeed in the industry.
Given this issue, industry leaders must take steps to combat gender inequality in aerospace and aviation to promote inclusiveness and equal opportunities for women.
While this year ’ s International Women ’ s Day theme of embracing equality has made industry leaders around the world reassess their engagement and retention strategies for the day, it ’ s important to ensure that your organization has a culture of inclusion and belonging throughout the year.
Highlight the importance of an inclusive workplace culture, and in research statistics on workers in the work environment by international organizations indicate that employees will leave their job if they feel they do not belong to their workplace, 72% of them consider that employer values and purpose are very important to understand the gender difference in work in general and performance in particular.
How big is the problem?
As women ’ s rights have made great strides in recent decades, industry leaders sometimes unconsciously assume that women are equally represented in the workplace (in numbers only) or, at least, similar to the number of male employees.
However, the problem of gender inequality and imbalances in practice for women in professional roles in the aviation and aerospace industry is one of the biggest challenges facing the aviation workforce.
Very few women hold senior leadership positions in the aviation and aerospace industry, for example, less than 6% of the UK ’ s 16,000 pilots are women.
In addition, the International Federation of Airline Pilots (IFALPA) reported in January 2020 that out of 185,143 airline pilots in the world, only 9,746 were women (5.26%), and 2,630 were pilots (1.42%).
Unfortunately, this percentage has decreased since January 2020 due to the negative impact of the redundancy policies caused by COVID-19.
According to the International Federation of Aviation Pilots (IFALPA) in January 2020 there were 185,143 aviation pilots in the world, of which 9,746 were women (5.26%) and 2630 were pilots (1.42%) (IFALPA 2021).
This percentage has since declined as aircraft have been negatively affected by redundancy policies due to COVID-19, resulting in a decline in U.S. aircraft numbers from 5.1% to 4.1%.
There may also be talk about the extent to which women air traffic controllers employ air traffic service providers around the world, as the number of female air traffic controllers is lower than that of male air traffic controllers.
Empowering women in aviation and space
The aviation and aerospace industry has traditionally been male-dominated, but there is hope that this will change in the coming years.
Industry leaders are increasingly seeking employment services to find talented women and encourage them to join the industry.
Women make invaluable contributions to the aerospace industry, bringing unique skills and perspectives that can help the industry grow and develop.
Therefore, strategic decision makers must take steps to ensure the promotion and empowerment of women in this sector.
So, the question becomes: How can you empower women in this area?
1. Effectively promote gender diversity and diversity in the workplace.
The aerospace industry is short and focused skills, which means employers must look for innovative ways to make women work.
Employers sometimes stumble when trying to develop strategies to effectively increase gender diversity, and it is not uncommon for an employer to struggle to uncover where they are wrong.
Here are some key pointers on how employers can successfully promote diversity — specifically, gender diversity — in the workplace to foster an equal environment.
2. Stay flexible
One way to encourage diversity in your workplace is to provide flexible working arrangements, which allow employees to work more flexibly and manage their own time.
A report on gender equality in the workplace for 2022 by a European study centre found that 60% of women in the survey cited work-life balance as having a significant impact on their careers.
Working women often have other commitments in life, from family to hobbies to personal projects, and a flexible work schedule and employer understanding is a tremendous addition to many women seeking employment in the industry.
3. Pledges to diversity
Employers in the sector must also commit to increasing diversity and inclusion in the workplace.
Prioritizing diversity and promoting an inclusive environment for women is essential to show potential employees that your organization values diversity and pushes for equal opportunities for women.
Diversity pledges can be made by identifying and signing documents that are committed to diversity and by implementing programs and initiatives that promote diversity, such as orientation programs, diversity training, and unconscious bias awareness training.
4. Change initiatives
Employers in the sector must address gender-based wage disparities and other problems that make it difficult for women to advance in the industry.
One of the best ways you can achieve this goal is through inclusive change initiatives, which can be done by committing yourself to changes such as pay transparency and job rotation based on gender.
In addition, employers must put in place policies to ensure that women are given fair and equal opportunities for career advancement.
5. Blind CV Applications
Finally, CV applications effectively ensure that candidates are evaluated solely on the basis of their skills and experience rather than gender or any other irrelevant criteria.
This process can help reduce the risk of unconscious bias, a common issue in the aviation and aerospace industry.
Blind CV applications and digital automation through the use of innovative online applications can also help ensure that hiring decisions are fair and objective.
By removing any personal information, such as name and gender, from the application, the job application can only focus on the candidate ’ s skills and experience to ensure that the most suitable candidate is selected for aviation jobs, regardless of gender.
5. Creating a guiding human development plan
Creating a mentoring scheme is a great way to help women survive and advance their careers in the aviation and aerospace industry.
INNOVATION STEERING PLATFORM is a mentoring platform designed for women by women working in the aerospace industry.
The mentoring scheme provides a practical way to promote gender equality for individuals, organisations and the entire sector.
With innovative solutions, your organization can focus more on attracting and retaining female employees in the best way.
How do organizations support women in aviation and aerospace?
Leaders of international organizations and developed governments are keen to support employers in addressing this gender imbalance and increasing the number of women in the aviation and aerospace industry.
It does this by acquiring talented female candidates to support the sector, and by helping to create attractive and diverse workplace environments.
In addition, organizations and governments are prioritizing unique ways in which employers can attract more women into the workplace and create a more diverse and inclusive environment.
Provide tailor-made employment solutions to attract more women to aviation and aerospace roles.

In the waste management industry, women are also breaking down barriers, with 24% of the workforce in the US being female, and companies such as Purified Metal Company and Willshees being led by women.

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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These women are not only excelling in their roles but also making a positive impact on the industry and their communities, demonstrating that traditional gender barriers can be broken down and that women can succeed in non-traditional roles.

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

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

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

appoint women to traditionally male roles

The First Lady of Guyana, Arya Ali, has also emphasized the importance of including women in the maritime industry, stating that women represent only 1.2% of the global seafarer workforce, and encouraging companies to provide more opportunities for women.

Title:

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

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

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

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

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

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

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

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

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

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

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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?

Overall, the shift towards greater gender equality and diversity in the construction and maritime industries is a positive trend, with women increasingly taking on non-traditional roles and excelling in these 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?

commit to gender equality in hiring practices

appoint women to traditionally male roles

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


The construction and maritime industries have traditionally been male-dominated, but there is a shift towards greater gender equality and diversity in these fields.

According to a report by the International Labor Organization, women represent only 1.2% of the global seafarer workforce, highlighting the need for increased representation and opportunities for women in the maritime industry.

However, there are signs of change, with women increasingly taking on non-traditional roles, such as operating heavy machinery in the construction industry, and working in the maritime sector.

In China, for example, women are entering the construction industry in greater numbers, with 950,000 women working in the sector in 2018, making up 14% of the total workforce.

This shift is driven in part by labor shortages and an aging population, which have created opportunities for women to take on new roles.

Research has shown that women can excel in these traditionally male-dominated roles, with studies finding that women are just as capable as men in operating heavy machinery and performing other tasks required in the construction and maritime industries.

In fact, a study by the University of California, Santa Cruz, found that women are increasingly taking on roles in the construction industry, including operating cranes and other heavy equipment.

Women like Farkhana Safargaleeva, a crane operator in Kazakhstan, are breaking down traditional gender barriers and paving the way for others to follow.

Safargaleeva has been working as a crane operator for over 15 years and has become an expert in her field, demonstrating that women can succeed in non-traditional roles.

Similarly, in the maritime industry, women like Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company, are taking on leadership roles and challenging traditional gender norms.

Van de Poel's company specializes in recycling hazardous steel scrap and has become a model for women's empowerment in the industry.

The benefits of increased gender diversity in the construction and maritime industries are numerous, including improved productivity, increased competitiveness, and a more diverse range of perspectives and ideas.

According to a report by FP Analytics, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts, including heightened competitiveness and increased profitability.

In addition, research has shown that women are more likely to prioritize environmental sustainability and social responsibility, which can lead to more sustainable and responsible business practices.

To encourage more women to enter the construction and maritime industries, companies can implement strategies such as reevaluating traditional hiring processes, providing training and mentorship programs, and promoting a culture of inclusivity and diversity.

Partnerships with vocational schools and community organizations can also play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in these fields.

Overall, the shift towards greater gender equality and diversity in the construction and maritime industries is a positive trend that has the potential to bring numerous benefits to individuals, companies, and society as a whole.

As the industry continues to evolve, it is likely that we will see more women taking on non-traditional roles and challenging traditional gender norms.

With the right support and opportunities, women can excel in these fields and help to create a more diverse and inclusive industry.

According to the First Lady of Guyana, Arya Ali, the maritime industry is facing a crewing shortage, and increasing the participation of women in the industry could help to address this issue.

Ali has called for greater inclusion of women in the maritime industry through training and job opportunities, and has highlighted the importance of creating an environment in which women can thrive.

In conclusion, the construction and maritime industries are undergoing a shift towards greater gender equality and diversity, with women increasingly taking on non-traditional roles and challenging traditional gender norms.

This shift has the potential to bring numerous benefits to individuals, companies, and society as a whole, and it is likely that we will see more women excelling in these fields in the future.

The construction and maritime industries have traditionally been male-dominated, but there is a shift towards greater gender equality and diversity in these fields.

According to a report by the International Labor Organization, women represent only 1.2% of the global seafarer workforce, highlighting the need for increased representation and opportunities for women in the maritime industry.

Title:

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

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

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

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

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

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

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

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

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

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

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However, there are signs of change, with women increasingly taking on non-traditional roles, such as operating heavy machinery in the construction industry, and working in the maritime sector.

Title:

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

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

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

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

appoint women to traditionally male roles

In China, for example, women are entering the construction industry in greater numbers, with 950,000 women working in the sector in 2018, making up 14% of the total workforce.

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?

This shift is driven in part by labor shortages and an aging population, which have created opportunities for women to take on new roles.

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?

Research has shown that women can excel in these traditionally male-dominated roles, with studies finding that women are just as capable as men in operating heavy machinery and performing other tasks required in the construction and maritime industries.

Title:

Content: Women in Male Occupations
8 March
23: 08 4 March 2022
Farkhana Safargaleeva immediately after school, together with her friend, decided to enter the crane operator.
Romance or inner call - what pulled the fragile girl to manage the crane, build houses and make panels, she does not know.
She said she liked the job from the start.
Farkhana Safargaleeva, crane operator of “Unity ” LLP:
— We graduated from the GPTU, in the direction of us were sent here to the precast.
She worked here for 15 years, decree, perestroika, then went to other construction works.
I already as 5 years returned to this concrete concrete, my heart was sick for my crane, I love, I love this crane very much, I love working on the crane.
But, I did not even expect that I was before retirement, I am already 59 years old, I will return here.
How many houses were erected in the region with the help of skillful actions and many years of experience of crane operator Farkhana Safargaleeva, it is simply impossible to count.
Such qualities as calmness and attentiveness help in the work.
Her burning eyes are seen not only in the profession, but also at home.
A husband, a daughter and a small grandson will all gather at the festive table on March 8.
Farkhana Safargaleyeva ’ s relatives support her interest and success.
Anastasia Kuznetsova, correspondent:
— A woman is calm and brisk, vulnerable and warlike, tender and strong.
Modern women break stereotypes, showing the world how they can create and create.
In the “male ” professions, among other things.
"Unity" LLP produces reinforced concrete products.
The company employs 152 people, including 25 women.
Chief engineer Andrei Nekrasov says that they skillfully show their skills.
Andrey Nekrasov, Chief Engineer of Unity LLP:
— Our company employs a large number of women who are excellent professionals and faithfully perform their work.
It passed, one might say, Crimea and Rome here.
She is an excellent professional, she transfers her skills to young professionals.
Another representative of the fair sex in LLP "Unity" - Natalia Danilova.
She's a compressor operator.
Working in the construction industry is her dream.
And it came true.
All my life I have dreamed of working in the construction industry.
16 she devoted to ensuring the continuous operation of the enterprise.
Natalia Danilova, operator of the compressor unit of “Unity ” LLP:
I have been working here since 2006 for 16 years.
I like my job here.
We supply cement so that our production does not stand, pour slabs, pour panels.
The most important thing is health, so that the world will be around 03.54 and to finish until my retirement – that ’ s my wish.
On the eve of the holiday on March 8, according to tradition, all the men of the enterprise will set a table and give gifts to women who give their strength to such a difficult, but so beloved for them work.
Anastasia Kuznetsova
Read also
"Miss Pampushka 2022".
Convicted prisoners beauty contest held at EU institution 164 / 6
On the eve of March 8, the Council of Mothers congratulated the deputy akim of the region Gani Nygymetov
Women of different professions were congratulated on March 8

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

In fact, a study by the University of California, Santa Cruz, found that women are increasingly taking on roles in the construction industry, including operating cranes and other heavy equipment.

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

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

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

appoint women to traditionally male roles

Women like Farkhana Safargaleeva, a crane operator in Kazakhstan, are breaking down traditional gender barriers and paving the way for others to follow.

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

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

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

appoint women to traditionally male roles

Safargaleeva has been working as a crane operator for over 15 years and has become an expert in her field, demonstrating that women can succeed in non-traditional roles.

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

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

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

appoint women to traditionally male roles

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

Similarly, in the maritime industry, women like Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company, are taking on leadership roles and challenging traditional gender norms.

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?

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

appoint women to traditionally male roles

Van de Poel's company specializes in recycling hazardous steel scrap and has become a model for women's empowerment in the industry.

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

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

The benefits of increased gender diversity in the construction and maritime industries are numerous, including improved productivity, increased competitiveness, and a more diverse range of perspectives and ideas.

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.
Amr Sobhi writes: Women and sustainable development of the aviation industry
The aviation and aerospace industry is among the most important and innovative fields in the world, however, it is also one of the most male-dominated fields, with women constituting only a small percentage of professional roles in this sector.
This lack of diversity is a big problem, as women are not usually given the same opportunities as men to succeed in the industry.
Given this issue, industry leaders must take steps to combat gender inequality in aerospace and aviation to promote inclusiveness and equal opportunities for women.
While this year ’ s International Women ’ s Day theme of embracing equality has made industry leaders around the world reassess their engagement and retention strategies for the day, it ’ s important to ensure that your organization has a culture of inclusion and belonging throughout the year.
Highlight the importance of an inclusive workplace culture, and in research statistics on workers in the work environment by international organizations indicate that employees will leave their job if they feel they do not belong to their workplace, 72% of them consider that employer values and purpose are very important to understand the gender difference in work in general and performance in particular.
How big is the problem?
As women ’ s rights have made great strides in recent decades, industry leaders sometimes unconsciously assume that women are equally represented in the workplace (in numbers only) or, at least, similar to the number of male employees.
However, the problem of gender inequality and imbalances in practice for women in professional roles in the aviation and aerospace industry is one of the biggest challenges facing the aviation workforce.
Very few women hold senior leadership positions in the aviation and aerospace industry, for example, less than 6% of the UK ’ s 16,000 pilots are women.
In addition, the International Federation of Airline Pilots (IFALPA) reported in January 2020 that out of 185,143 airline pilots in the world, only 9,746 were women (5.26%), and 2,630 were pilots (1.42%).
Unfortunately, this percentage has decreased since January 2020 due to the negative impact of the redundancy policies caused by COVID-19.
According to the International Federation of Aviation Pilots (IFALPA) in January 2020 there were 185,143 aviation pilots in the world, of which 9,746 were women (5.26%) and 2630 were pilots (1.42%) (IFALPA 2021).
This percentage has since declined as aircraft have been negatively affected by redundancy policies due to COVID-19, resulting in a decline in U.S. aircraft numbers from 5.1% to 4.1%.
There may also be talk about the extent to which women air traffic controllers employ air traffic service providers around the world, as the number of female air traffic controllers is lower than that of male air traffic controllers.
Empowering women in aviation and space
The aviation and aerospace industry has traditionally been male-dominated, but there is hope that this will change in the coming years.
Industry leaders are increasingly seeking employment services to find talented women and encourage them to join the industry.
Women make invaluable contributions to the aerospace industry, bringing unique skills and perspectives that can help the industry grow and develop.
Therefore, strategic decision makers must take steps to ensure the promotion and empowerment of women in this sector.
So, the question becomes: How can you empower women in this area?
1. Effectively promote gender diversity and diversity in the workplace.
The aerospace industry is short and focused skills, which means employers must look for innovative ways to make women work.
Employers sometimes stumble when trying to develop strategies to effectively increase gender diversity, and it is not uncommon for an employer to struggle to uncover where they are wrong.
Here are some key pointers on how employers can successfully promote diversity — specifically, gender diversity — in the workplace to foster an equal environment.
2. Stay flexible
One way to encourage diversity in your workplace is to provide flexible working arrangements, which allow employees to work more flexibly and manage their own time.
A report on gender equality in the workplace for 2022 by a European study centre found that 60% of women in the survey cited work-life balance as having a significant impact on their careers.
Working women often have other commitments in life, from family to hobbies to personal projects, and a flexible work schedule and employer understanding is a tremendous addition to many women seeking employment in the industry.
3. Pledges to diversity
Employers in the sector must also commit to increasing diversity and inclusion in the workplace.
Prioritizing diversity and promoting an inclusive environment for women is essential to show potential employees that your organization values diversity and pushes for equal opportunities for women.
Diversity pledges can be made by identifying and signing documents that are committed to diversity and by implementing programs and initiatives that promote diversity, such as orientation programs, diversity training, and unconscious bias awareness training.
4. Change initiatives
Employers in the sector must address gender-based wage disparities and other problems that make it difficult for women to advance in the industry.
One of the best ways you can achieve this goal is through inclusive change initiatives, which can be done by committing yourself to changes such as pay transparency and job rotation based on gender.
In addition, employers must put in place policies to ensure that women are given fair and equal opportunities for career advancement.
5. Blind CV Applications
Finally, CV applications effectively ensure that candidates are evaluated solely on the basis of their skills and experience rather than gender or any other irrelevant criteria.
This process can help reduce the risk of unconscious bias, a common issue in the aviation and aerospace industry.
Blind CV applications and digital automation through the use of innovative online applications can also help ensure that hiring decisions are fair and objective.
By removing any personal information, such as name and gender, from the application, the job application can only focus on the candidate ’ s skills and experience to ensure that the most suitable candidate is selected for aviation jobs, regardless of gender.
5. Creating a guiding human development plan
Creating a mentoring scheme is a great way to help women survive and advance their careers in the aviation and aerospace industry.
INNOVATION STEERING PLATFORM is a mentoring platform designed for women by women working in the aerospace industry.
The mentoring scheme provides a practical way to promote gender equality for individuals, organisations and the entire sector.
With innovative solutions, your organization can focus more on attracting and retaining female employees in the best way.
How do organizations support women in aviation and aerospace?
Leaders of international organizations and developed governments are keen to support employers in addressing this gender imbalance and increasing the number of women in the aviation and aerospace industry.
It does this by acquiring talented female candidates to support the sector, and by helping to create attractive and diverse workplace environments.
In addition, organizations and governments are prioritizing unique ways in which employers can attract more women into the workplace and create a more diverse and inclusive environment.
Provide tailor-made employment solutions to attract more women to aviation and aerospace roles.

According to a report by FP Analytics, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts, including heightened competitiveness and increased profitability.

In addition, research has shown that women are more likely to prioritize environmental sustainability and social responsibility, which can lead to more sustainable and responsible business practices.

To encourage more women to enter the construction and maritime industries, companies can implement strategies such as reevaluating traditional hiring processes, providing training and mentorship programs, and promoting a culture of inclusivity and diversity.

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

commit to gender equality in hiring practices

create training and apprenticeship programs

Partnerships with vocational schools and community organizations can also play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in these fields.

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

create training and apprenticeship programs

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

vocational training
educational programs

Overall, the shift towards greater gender equality and diversity in the construction and maritime industries is a positive trend that has the potential to bring numerous benefits to individuals, companies, and society as a whole.

Title:

Content: Pausing To Reflect Around IMO's International Day For Women In Maritime

Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term...
UK Transport
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Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term, but also to create something that can have a future. I wanted this initiative to have a focus and a cause, and so our Women in Maritime Network was born. Over the past few years we have brought together clients and contacts from our offices around the world, with a joint aim to progress and support those already in the industry as well as to inspire the next generation. The network has been on real a journey - from virtual webinars and workshops to in-person networking events and thought provoking panel discussions.

In 2022, the IMO launched the International Day for Women in Maritime to take place annually on 18 May to celebrate the women in the industry but also to encourage the industry as a whole to look at itself and at how it can improve its diversity and inclusivity. Shortly after the launch, we had a thought provoking discussion with Lena Gothberg, the producer of the Shipping Podcast, who highlighted the changes that needed to be made and that it was everyone's responsibility to make a change whether it is through marketing, recruitment policies, flexibility for families or commercial incentives.

While I was hopeful, I wasn't convinced the message was being heard.

2024 has changed that.

As this year progresses I am hearing more and more inspiring stories - it is exciting. From small changes, such as a male manager including the more junior woman's name alongside his on documents. This showed that not only was she was involved in the content of that document but that he considers her on an equal footing – simple yet powerful. I saw institutional changes too, including more and more newly created women's networks in organisations that have been historically conservative. I was moved by the hurdles that these women had to jump in order to get the network approved. The sheer grit and determination required to drive change for the women who are following them was evident.

More than ever we are seeing gender diversity linked targets being a priority across multiple deals. Last year the London office advised ABN AMRO on the US$200m sustainability and gender diversity linked loan to Navigator Gas and our Athens team advised Citi and BNP Paribas on the $2.8bn sustainability- and gender diversity-linked facility to GasLog Ltd. But its not just us, we're seeing this trend across the shipping market as a whole, coming together for actionable change to collectively to address the environmental impact of the industry through regulation, technology and financial incentives – in particular incentivising gender diversity in shipping loan agreements. This is a trend that we expect to continue throughout 2024 and beyond.

I recently finished a nine month secondment at UKEF where I watched some truly stand out women making an impact - not only in the executive committee, but in managerial roles throughout the department. UKEF have since vowed to increase SME support fivefold, with a focus on SMEs that are underserved, such as ethnic minority and women-led businesses. What a fantastic example to set.

Spring 2024 has also seen the Flexible Working Act passed into law so that employees are now able to request flexible working arrangements from day one of their employment, instead of having to wait 26 weeks. This is music to the ears of many carers who need to be able to work flexibly to make the puzzle of working life fit together.

Just this week I was at an event to celebrate the Women in the Maritime industry, with excellent discussions and enthusiasm for the changes to come. Despite all this positive momentum, there is an alarming amount of work still to do - from educating the younger generations on the variety of career options, to finding ways to retain and promote senior female talent in organisations, there are a number of tangible things than can be done to help progress gender equality in the industry.

Is it too soon to say that tides are turning (pun intended)?

Yes, but to have so much good news and being only May gives me hope for what is to come.

No pressure June to December, but there is a lot to live up to.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

Pausing To Reflect Around IMO's International Day For Women In Maritime

UK Transport

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

As the industry continues to evolve, it is likely that we will see more women taking on non-traditional roles and challenging traditional gender norms.

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

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

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

appoint women to traditionally male roles

With the right support and opportunities, women can excel in these fields and help to create a more diverse and inclusive industry.

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?

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

According to the First Lady of Guyana, Arya Ali, the maritime industry is facing a crewing shortage, and increasing the participation of women in the industry could help to address this issue.

Ali has called for greater inclusion of women in the maritime industry through training and job opportunities, and has highlighted the importance of creating an environment in which women can thrive.

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

create training and apprenticeship programs

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

inclusive policies
vocational training
educational programs

In conclusion, the construction and maritime industries are undergoing a shift towards greater gender equality and diversity, with women increasingly taking on non-traditional roles and challenging traditional gender norms.

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

This shift has the potential to bring numerous benefits to individuals, companies, and society as a whole, and it is likely that we will see more women excelling in these fields in the future.

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?