The construction and maritime industries have been historically male-dominated, but both are undergoing a measurable shift toward greater gender equality and diversity.

Women’s participation at sea has risen, with women now representing 1.2% of the global seafarer workforce and a 45.8% increase in women seafarers since 2015.

The International Maritime Organization (IMO) has embedded equality through its Gender Diversity Programme since 1988 to integrate gender equality into maritime policies.

To raise visibility and momentum, the IMO also established the International Day for Women in Maritime on May 18 each year.

At the regional level, the Arab Women in Maritime Association (AWIMA) and the Arab Academy for Science, Technology and Maritime Transport (AASTMT) signed an MoU to promote gender equality and encourage women’s employment across IMO member states.

National initiatives in the UAE such as “Leaders in Difference” prioritize qualifying female talent and advancing women’s roles in the maritime workforce.

Abu Dhabi Ports partnered with Aurora 50 to launch GLOW, delivering practical training and development to increase the number of Emirati women in senior maritime roles.

Industry networks and leadership programs like WISTA scholarships and the Maritime SheEO Leadership Accelerator are further building women’s leadership pipelines in shipping.

Celebratory platforms such as “The Rising Women in Maritime” spotlight women leaders and honor those who “Inspire Inclusion,” normalizing success and visibility.

In construction, women comprise 16% of the workforce but hold only 4% of site manager positions, underscoring a leadership gap that targeted programs can address.

Despite underrepresentation, women-led teams are delivering marquee projects such as the Seminole Hard Rock Hollywood Hotel, and some firms report over 30% women on regional teams.

Municipal programs like Rochester’s nationally recognized initiative create career pathways for BIPOC women with training and on-the-job support.

Pre-apprenticeship efforts such as Women Accessing Non-Traditional Trades (WANTT) teach core skills like blueprint reading and power tool use to open entry routes.

On-the-job training models like the Michigan Department of Transportation program successfully recruit women to construction crews.

Tuition-free skilled trades programs like West Virginia Women Work prepare women for entry-level roles in carpentry, electrical, plumbing, and welding with added soft-skills support.

Supplier development efforts like Gilbane’s Rising Contractor program provide training and mentorship to diverse- and women-owned firms to expand capacity and opportunities.

Industry-wide initiatives such as Construction Inclusion Week offer practical DEI tools, a maturity model, and planning resources at no cost.

Evidence shows that diversity and inclusion improve decision quality and business performance, strengthening the case for gender inclusion on sites and in fleets.

Companies with higher women’s representation on executive teams are 25% more likely to surpass profitability expectations.

Gender-diverse teams are 21% more likely to achieve above-average profitability, and diversity increases creativity and innovation.

Diverse teams make more accurate decisions and improve financial performance, reinforcing the business rationale for inclusion.

Best practices show women are not a monolith, and inclusion must be built and tailored across all organizational levels to be effective.

Mentorship, peer support, and leadership sponsorship increase confidence and retention for women in technical fields.

Having about 30% women in decision-making forums can help prevent backlash and sustain DEI progress.

Role models and storytelling help dismantle stereotypes, such as the journeys of a female heavy mechanic in construction and a crane operator with 15 years’ experience.

Calmness and attentiveness are core strengths for crane operators, and experienced women can mentor younger professionals while prioritizing health in physically demanding roles.

Targeted training and certification pathways are critical for heavy equipment and crane operations, including skills in basic safety checks and equipment handling.

Some crane roles demand mechanical knowledge, minor repair capability, strong communication, and valid operator certificates, with computer skills required in certain posts.

Companies like Tata Steel provide safety induction and on-the-job training for women operating stacker-cum-reclaimers and Hyva equipment, offering a replicable model.

Virtual reality (VR) simulators provide safe, immersive, and cost-effective crane training that increases knowledge retention and reduces equipment risk.

VR-based crane simulators, such as Intechcom’s hyperrealistic system, build operator proficiency while minimizing the chance of damaging expensive equipment.

Organizations deploy VR to simulate hazardous scenarios, deliver interactive safety training, and improve training efficiency and accident reduction.

Examples like EVRAZ’s investment in VR slinging practice show how immersive tools strengthen core skills like signaling and cargo handling.

Workplace readiness matters to female operators, who consistently ask for well-lit facilities, properly fitting PPE, women’s bathrooms, and inclusive job postings that visibly welcome women.

Ill-fitting PPE is a documented safety hazard for women offshore, with legal requirements in the UK mandating employers provide appropriate PPE free of charge.

Companies can strengthen recruitment by offering paid entry programs, such as a 10-week driver training, and by highlighting training pathways in job ads.

Addressing physical demands and confidence-building during crane training can expand the talent pool, especially when combined with safety instruction, licensed instructors, and financial supports like monthly stipends.

Flexible working arrangements and accessible childcare help women balance family and career, particularly in cultures where caregiving norms can constrain participation.

Policy changes that widen access—such as removing degree requirements, adding accreditation routes, and launching “returnship” programs—broaden the candidate pipeline for technical roles.

Inclusive recruitment practices, gender-neutral language, mentorship and sponsorship, equal pay policies, and flexibility support attraction and retention of women in engineering and field roles.

Leading construction companies demonstrate impact through paid parental leave, flexible work policies, women’s support networks, and targets for gender balance in early-career cohorts.

Firms like Vistry have achieved gender-balanced director teams and elevated women to senior roles through dedicated D&I governance and promotion pathways.

Conducting pay-gap analyses and using employer toolkits with dozens of women-supportive policies signal commitment and improve recruitment outcomes.

Accounting for menopause in policies and reviews protects wellbeing, retention, and legal compliance in a workforce with experienced women.

Psychological safety and wellbeing are core to inclusion in a sector with the highest suicide rate, where DEI can foster a culture of care.

Anxiety is prevalent among workers, and training, flexible work, open communication, wellness programs, and onsite mental-health support can reduce risk and improve performance.

Financial and policy signals are accelerating change in maritime, where gender diversity targets are being embedded in shipping loan agreements.

Acute crewing shortages in maritime can be mitigated by greater female inclusion and leadership accelerators targeted at women.

Local and national partnerships expand access, such as the Women into Home Building Employment Programme offering site experience, funded training, and childcare.

Corporate and government collaborations in the UAE and beyond demonstrate how coordinated initiatives can lift women into supervisory and leadership roles.

For HR teams seeking more women crane and heavy equipment operators, invest in structured, paid training and certification pathways, including VR-based modules for safe skills building.

Make worksites visibly inclusive with safe lighting, dedicated women’s facilities, PPE that fits, and recruitment materials showing women in the roles you are hiring.

Embed mentorship, peer networks, and leadership sponsorship to support progression, and aim for critical mass in decision-making forums to sustain inclusion.

Adopt flexible work, parental leave, equal pay, and menopause-support policies while auditing pay gaps and holding leaders accountable for diversity outcomes.

Partner with pre-apprenticeship programs, OJT providers, and women-focused trade networks to widen your pipeline and provide real jobsite experience.

Showcase women-led project successes and visible role models to challenge stereotypes and inspire candidates to join and stay.

The construction and maritime industries have been historically male-dominated, but both are undergoing a measurable shift toward greater gender equality and diversity.

Title:

Content: Women severely underrepresented in construction, but that’s changing

What you need to know:

  • In nearly every construction site I encounter, the workforce is overwhelmingly male.
  • The term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

Across the country, construction sites are a hive of activity, with the government’s ambitious affordable housing project leading the charge. Whenever I pass through these bustling sites, I can’t help but notice the workers clad in overalls, their faces dusted with cement powder as they push wheelbarrows brimming with mortar. Amidst this flurry of activity, one figure stands out – the foreman, barking instructions and overseeing the skilled artisans, or fundis, as they are commonly known.

Interestingly, in nearly every construction site I encounter, the workforce is overwhelmingly male. Rarely do I spot a woman among the fundis, save for the occasional food vendor. Historically, the construction industry has been a predominantly male bastion, a fact reflected in the terminology we use – the term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

While the underrepresentation of women in this field is a global issue, the challenges faced by women in this industry are particularly pronounced in Africa. This gender imbalance reflects a deeper, systemic issue within the construction sector. For too long, this industry has been perceived as a ‘man’s playground’, with women often relegated to peripheral roles or excluded entirely. The reasons for this disparity are multifaceted, ranging from societal norms and gender stereotypes, to a lack of equal opportunities and support systems for women seeking careers in this field.

Limited access to education and training opportunities, particularly in Stem fields, hinders women’s preparedness for technical roles. Furthermore, societal expectations and domestic responsibilities frequently clash with the demanding nature of construction work, making it difficult for women to balance their professional and personal lives. This gender imbalance not only perpetuates inequality but also deprives the industry of the valuable contributions and perspectives that women can bring to the table. However, times are changing, and more women are breaking into the industry, driven by their passion, determination, and desire to contribute to community development. Despite obstacles such as teenage pregnancies, early marriages, and societal pressures, many carved out their place in this male-dominated field.

Their stories are a testament to the power of perseverance and an unwavering commitment to pursuing their dreams. From the high school dropout who found her calling on a construction site, to the young mother who juggled parenting responsibilities while mastering the art of bricklaying, these women have shattered stereotypes and proved that no challenge is too great when met with an indomitable spirit. Through their journeys, they have not only acquired valuable skills and experience but have also become beacons of inspiration for others.

This week, we celebrate these trailblazers, exploring their unique paths and the lessons they have learned along the way. Their stories offer a candid glimpse into the challenges and triumphs that have shaped their lives, from navigating male-dominated workplaces to balancing family responsibilities with demanding careers. As we strive to create a more inclusive and equitable society, it is imperative that we challenge the deeply ingrained biases and stereotypes that have traditionally kept women on the sidelines of the construction industry.

The government can play a pivotal role by implementing initiatives that support and empower women in this field, including investing in educational programmes, vocational training, mentorship opportunities, and inclusive policies that promote gender equality and non-discrimination. This way, we can empower a new generation of women to take their rightful place alongside their male counterparts, ushering in an era of diversity and excellence in this vital sector.

Empowering women in the construction industry can have far-reaching benefits, contributing to the overall advancement of gender equality and sustainable development in the country.

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

Women’s participation at sea has risen, with women now representing 1.2% of the global seafarer workforce and a 45.8% increase in women seafarers since 2015.

Title:

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

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

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

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

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

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

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

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

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

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

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

The International Maritime Organization (IMO) has embedded equality through its Gender Diversity Programme since 1988 to integrate gender equality into maritime policies.

Title:

Content: The two institutions will promote gender equality in the areas of education, training and research in the maritime sector
Dubai, United Arab Emirates: The Arab Academy for Science, Technology and Maritime Transport (AASTMT) and the Arab Women in Maritime Association (AWIMA) signed a Memorandum of Understanding (MoU) at the International Maritime Organization (IMO) headquarters in London to explore opportunities for women ’ s participation in academia to support and strengthen the regional maritime sector.
The agreement is in line with the efforts of the International Maritime Organization (IMO) to achieve gender equality in the maritime sector globally, and the fifth goal of the United Nations Sustainable Development Goals on gender equality.
The MoU was signed by H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure, President of the Arab Women Association in the Maritime Sector, and H.E. Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport.
Promotion of gender equality
Through this partnership, the two institutions will advocate and encourage other IMO member states to actively support the development of the Arab Women in Maritime Association, and call on states to work in an integrated manner with national bodies responsible for gender equality, to ensure reporting on compliance with the SDGs.
It will also encourage the participation of women at all levels related to education, training and research in the maritime sector, in addition to supporting national mechanisms for the employment of women in accordance with the Sustainable Development Goals, the Convention on the Elimination of All Forms of Discrimination against Women and any future goals set by the United Nations within the framework of the 2030 Agenda for Sustainable Development.
H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure and President of the Arab Women in Maritime Association, said: “The maritime sector has witnessed gradual transformations over the past years in terms of the inclusion of women in the workforce.
IMO has been a key driving force behind this change, with its commitment to addressing the gender imbalance in the maritime sector through an integrated institutional framework.
In addition to the efforts of governments, we all have to shoulder our responsibilities, whether it ’ s policy makers, business owners, ship operators, stakeholders or even specialists.
Our collaboration with the Arab Academy for Science, Technology and Maritime Transport (AASTMT) is part of our ongoing efforts to make the maritime sector an inclusive and inclusive one. AASTMT has a long history of training ambitious female maritime professionals and has always inspired them. ”
Encouraging the participation of Arab women
For his part, Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport, said: “We are honored to cooperate with the Association of Arab Women in the Maritime Sector to promote national and regional recognition of the active contributions of Arab women in the development of the maritime economy.
When the IMO Gender Diversity Programme was first launched in 1988, only a few maritime training institutes accepted female students into classes.
Since then, the capacity-building and diversity programme at IMO has helped to develop an institutional framework for integrating gender equality into IMO policies and procedures.
Today, along with the Arab Academy for Science, Technology and Maritime Transport, there are many institutions that are keen to attract male and female talent, and this is the first step to making the maritime sector free of gender bias.
Next comes the importance of spreading awareness about the unlimited opportunities available to women and taking responsibility at the individual level to avoid any discrimination on the basis of sex. ”
In addition, the two institutions will encourage the maritime sector and all its stakeholders to establish and strengthen gender-neutral operational frameworks that concretely support women ’ s opportunities in terms of employment, employment, career advancement, employability and advancement to the highest levels in line with their experience and qualifications. the maritime sector and its activities.
# Government Data
- Done.

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?

commit to gender equality in hiring practices

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

To raise visibility and momentum, the IMO also established the International Day for Women in Maritime on May 18 each year.

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

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

At the regional level, the Arab Women in Maritime Association (AWIMA) and the Arab Academy for Science, Technology and Maritime Transport (AASTMT) signed an MoU to promote gender equality and encourage women’s employment across IMO member states.

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?

National initiatives in the UAE such as “Leaders in Difference” prioritize qualifying female talent and advancing women’s roles in the maritime workforce.

Title:

Content: Energy and Infrastructure Launches ‘ Leaders in Difference ’ Initiative
T + T - normal size
The Ministry of Energy and Infrastructure has launched the “Leaders in Difference ” initiative, which is dedicated to empowering women in all fields, especially in the maritime sector.
The initiative aims to qualify experienced female talent capable of making a difference in the industry, in order to help promote the growth of the maritime sector in the UAE, based on its leading global position.
This comes within the framework of efforts on the empowerment of women within the strategic plan of the International Maritime Organization and in line with the celebration of the International Day of Women in the Maritime Sector
The UAE places a high priority on empowering female talent in the maritime workforce by nurturing young female talent and providing them with the necessary resources to excel, as this contributes to strengthening the sector with the capabilities of future female leaders.
Engineer Hassan Mohammed Juma Al Mansouri, Undersecretary of the Ministry of Energy and Infrastructure for Infrastructure and Transport Affairs, said: “We need skilled competencies in the maritime sector of both sexes, like any other industry, and our main goal should be to recruit enhanced talent to ensure the growth of the sector.
We need to change all preconceptions about the industry, discovering a diverse and young group that is able to keep up with its continuous development.
Today, maritime academies and institutions focus on the need to inject the maritime workforce of qualified female talents, this is the required role that contributes to the guidance and care of women to provide them with the necessary resources to achieve excellence, and thus we witness the birth of a maritime industry that is renewed by distinguished female leaders.
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: The need to promote the role of women in maritime activities has become an issue of unprecedented importance and is receiving great attention at all levels.
The UAE is one of the founders of the IMO Gender Equality Network.
The State also contributed to the preparation of a set of IMO resolutions in the field of women ’ s empowerment, gender equality and the promotion of women ’ s participation in the maritime sector, in line with the United Nations Sustainable Development Goals, especially the fifth goal on gender equality.
The UAE is also currently chairing the Association of Arab Women in the Maritime Sector, in cooperation with the Technical Cooperation Programme of the International Maritime Organization (IMO) in supporting women in the maritime sector.
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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?

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

Abu Dhabi Ports partnered with Aurora 50 to launch GLOW, delivering practical training and development to increase the number of Emirati women in senior maritime roles.

Title:

Content: Abu Dhabi Ports and Aurora 50 collaborate to empower women
Abu Dhabi Ports Group (ADPC) has signed a new partnership with Aurora 50 to provide a more inclusive and integrated work environment through its dedicated GLOW programme, which is an appropriate support and encouragement mechanism to enable its Emirati female employees to make the most of their potential.
The program was launched during the Boardroom Summit 2021, a landmark event held in Abu Dhabi, to overcome the challenges related to gender distribution in the boardroom.
Under the partnership, Aurora 50 will form a committee to select participants in the program according to high-level criteria aligned with the strategy of Abu Dhabi Ports Group. External evaluation tools will be used to develop the list of eligible participants.
The program includes virtual and in-person workshops, a brochure about the program, online references, practical training tools and workshops that participants must complete.
An important station.
Sheikha Shamma bint Sultan bin Khalifa Al Nahyan, co-founder of Aurora 50, said: “Our collaboration with Abu Dhabi Ports Group is an important milestone in our efforts to promote gender diversity and prosperity for all in the UAE.
Through the GLOW program, we will help the group identify Emirati women ’ s skills, chart more successful career paths for Emirati female employees, and increase the pool of talent among women qualified for senior management, leadership and board-level positions.
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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?

commit to gender equality in hiring practices

create training and apprenticeship programs

appoint women to traditionally male roles

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

educational programs
mentorship opportunities
vocational training
inclusive policies

Industry networks and leadership programs like WISTA scholarships and the Maritime SheEO Leadership Accelerator are further building women’s leadership pipelines in shipping.

Title:

Content: Developing the Next Generation of Maritime Professionals

By Elpi Petraki

As technology advances and the shipping industry looks at how it can decarbonize effectively, we hear a lot about “future-proof” solutions. However, in order to truly future-proof the industry, we need to understand the needs of seafarers and shore-based staff today so we can effectively invest in the next generation: the industry’s future leaders.

The shipping industry is one of the oldest industries in the world, and its vast range of shore-based and at-sea job roles offers a huge variety of career opportunities. However, a global labor shortage means that there is strong competition from other industries for new talent.

To attract that talent, we first need to understand what motivates the next generation. Deloitte’s 2022 Gen Z and Millennial Survey provides some interesting insights. In uncertain times, the survey puts cost of living and climate change as top current concerns overall.

Where selecting an employer is concerned, work/life balance and learning/development opportunities are the top criteria, closely followed by salary and benefits. However, diversity and inclusion and the societal and environmental impact of organizations were also shown to be key factors when it came to retention; many respondents said they would turn down a job if it failed to align with their personal values.

Educating Future Leaders

To attract the next generation of leaders, shipping would, therefore, be well advised to redouble efforts to collaborate with educational institutes so that training and career development paths reflect today’s priorities.

The work WISTA does to support women in shipping is relevant here, as it facilitates continuous professional development and encourages training courses that help equip women with the skills they need to progress in their careers.

WISTA Hellas, for example, is working closely with prominent educational institutes and offers full- and part-time scholarships, which are available to any woman working in the maritime industry. Opportunities include the Alba Graduate Business School’s M.B.A. in shipping, an M.S. in logistics and supply chain management from BCA College and the University of Piraeus’s M.S. in ship management. We have also partnered with the Alba Graduate Business School to provide a leadership program specifically for women in maritime.

At an international level, WISTA and the Institute of Chartered Shipbrokers (ICS) offer five scholarships each year for the institute’s foundation diploma, and last year WISTA International launched the Maritime SheEO Leadership Accelerator Programme in partnership with the International Maritime Organization. The accelerator provides women with the management knowledge and skills they need to progress into leadership positions while creating visible role models within the industry.

There are several other initiatives designed to encourage students and young maritime professionals. For instance, in Greece, the Young Executive Shipping (YES) Forum provides a platform for open dialogue between the industry, students and young professionals to bridge the generational gap and to share knowledge and experience. Isalos.net organizes a range of industry events to promote opportunities in the maritime industry, in addition to hosting an online careers platform for cadets.

Other organizations are also responding to the need to develop the next generation of maritime professionals. The Maritime Port Authority in Singapore recently appointed 18 students to be the first MaritimeSG Youth Ambassadors, and the city of Rotterdam has established a Young Maritime Board to participate in the Rotterdam, Maritime Capital of Europe program.

Addressing Recruitment Challenges

In the more immediate term, the 2021 BIMCO/ICS Seafarer Workforce Report predicted that by 2026, there will be a need for almost 90,000 additional STCW (Standards of Training, Certification and Watchkeeping)-certified officers as demand for seafarers to operate the world’s merchant fleet continues to outstrip supply. The situation was surely exacerbated by COVID-19, which exposed or highlighted unappealing aspects of a career at sea.

For example, work/life balance, crew connectivity, security on board and differing legal systems around the world are just some of the challenges faced by seafarers, which can have a negative impact on job satisfaction or crew retention.

As an industry, we need to find solutions to provide seafarers with greater support, such as implementing work patterns that increase shore leave; investing in policies and processes that promote greater diversity and inclusion by creating the right environment on board for everyone; enabling existing crew to receive training and to upskill as new technologies are introduced; and ensuring a safe and secure working environment for all.

Digitalization and New Technologies

New technologies should also create new roles that are more in tune with the skill sets of the younger generation, making the industry a more attractive option, particularly when digital solutions are being used to address issues such as decarbonization.

The demand for digital skills within the global workforce will only continue to increase, and we can see this being translated in school curriculums, where there is a greater focus on STEM subjects and the introduction of computer coding at primary levels of education.

Digitalization also provides a level playing field. Going forward, my prediction is that more women will be recruited into maritime technology roles, as men and women are equally qualified to embark on such careers.

We have an ambitious and tech-savvy cohort of young professionals with a desire to make a difference. But as an industry, we must act together to raise awareness of the array of opportunities on offer within shipping and to actively engage with the next generation to secure a sustainable future for the industry.

Elpi Petraki is president of WISTA Hellas and works at the Greek ship management company ENEA Management, which is her family business.

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?

professional development
support networks
create leadership programs for women
promote women

Celebratory platforms such as “The Rising Women in Maritime” spotlight women leaders and honor those who “Inspire Inclusion,” normalizing success and visibility.

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Content: 5th Edition of ‘The Rising Women in Maritime’ Promotes Empowering Women Leadership in Industry | SOUALIGA NEWSDAY

SINT MAARTEN (COLE BAY) - Inspiration transcends boundaries and sectors. And that is what a wide array, of mostly female, attendees experienced as they converged at the Motorworld showroom in Cole Bay on Sunday, March 17, 2024. The event was the fifth edition of ‘The Rising Women in Maritime’ hosted by Amb. Vital (Amanda Vital-Bedminister) of CHAI and her team.

Executed with excellence from start to finish, ‘The Rising Women in Maritime’ began with the usual kingly salutation by Semona E. Morton. And hit a high note with the event’s visionary, Amanda Vital-Bedminister presenting the second annual ‘The Rising Award’ to Alicia M. Liverpool-Jobity, a respected spiritual and social leader who embodies the theme for Women’s Her Story Month, “Inspire Inclusion” through her consistent pattern of selfless generosity in varied forms to the community.

The keynote address followed and was given by Commissioner Spanner-Schmidt of St. Eustatius. Her focus was ‘Empowering Women’s Leadership in the Maritime Industry’. A takeaway from her presentation was, “The time has come to look for the right person for the job instead of the right man for the job.”

Participants were treated to a Master Class by Lela Simmonds of Port St. Maarten. Ms. Simmonds through her presentation on ‘Enabling the Business Potential of Connectivity within the Cruise Industry’ highlighted that connectivity is always relevant, important, and adds value.

In keeping with the maritime theme, several female captains were notably present. Students representing the National Institute of Arts (NIA) entertained the audience with their uniquely thrilling performances interspersed throughout the day's activities.

The featured segment was a panel discussion by leading maritime stakeholders, Ms. Kyla van Heyningen; Ms. Ichel Moeslikan; and Ms. Rosina Romeo. The wealth of wisdom, shared experiences, and courageous vulnerability made for a rather interesting and inspirational segment.

‘Le Piano Noir’ and ‘Soualigan Slangs’—both female-led businesses, refreshed participants with snacks and educational and fun games.

The maritime industry, grossly underrated, had the spotlight for an entire afternoon as speaker after speaker shed light on the industry and shared their experiences.

The Rising event is now a staple in the roster to celebrate Women’s Her Story Month during March annually, on St. Maarten.

Source: https://www.soualiganewsday.com/index.php%3Foption%3Dcom_k2%26amp%3Bview%3Ditem%26amp%3Bid%3D54734%3A5th-edition-of-%E2%80%98the-rising-women-in-maritime%E2%80%99-promotes-empowering-women-leadership-in-industry%26amp%3BItemid%3D450

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

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

In construction, women comprise 16% of the workforce but hold only 4% of site manager positions, underscoring a leadership gap that targeted programs can address.

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Content: InYourArea Community

Housebuilding industry encourages women into site management

'We’re determined to increase the representation of women in leadership positions within homebuilding'

By Kerigh Palmer

OPENING DOORS: The construction industry is encouraging more women into site management

Women interested in a career in site management visited a Persimmon Homes’ development in Birmingham recently to experience a morning on site and gain valuable advice on starting a leadership position in the homebuilding industry.

The event in Erdington, hosted on Monday, February 6, forms part of the Women into Home Building Employment Programme, a  joint initiative between Women into Construction, the Home Builders Federation (HBF) and nine major home builders. The uniquely funded programme looks to help address the gender imbalance in the construction workforce, which currently sees just 16 per cent female representation.

Persimmon Homes is one of nine home builders registered as a partner of the scheme, working together to offer a funded training and support with childcare to enable more applicants to pursue a career in site management.

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Paul Curry, head of training at Persimmon Homes, said: "We were delighted to welcome prospective participants to Holly Fields as part of the Women into Home Building employment programme. All industries thrive when they are diverse, so we’re particularly proud to be a part of this initiative which provides support to underrepresented groups in the sector.

“Particularly timely during National Apprenticeship Week, we hope that the candidates got a lot out of the morning and wish them all the best with their applications.”

Jacqui Wordsworth, business development director at Women into Construction, said: “With women representing just 4 per cent of site managers, we want to inspire and encourage more women to take up a career in home building. We are grateful to Persimmon Homes and our other programme partners for all of their support with this exciting programme.”

Jenny Herdman, director for HBF’s Home Building Skills Partnership, said: “We’re determined to increase the representation of women in leadership positions within homebuilding, so are thrilled to see the programme come to life and provide a platform for women to explore a new career. This week’s visits at the Persimmon development and other partner sites will provide participants with valuable first-hand experience that’ll set them up for the rest of the programme.”

For more information on or to apply for future courses visit the Women into Construction website or to submit an applications for this first Cohort - applications close on Monday, February 13, at 5pm, visit the Women into Construction website.

Submitted by Persimmon Homes.

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

Despite underrepresentation, women-led teams are delivering marquee projects such as the Seminole Hard Rock Hollywood Hotel, and some firms report over 30% women on regional teams.

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Content: OPINION

South Florida's builders want you

Stephen Chang
View Comments

Fact: More than 30 million Americans quit their jobs this year and a record high of 4.4 million people left their employer in September, according to the latest jobs report. The ‘Great Resignation’ is showing no signs of slowing.

Fact: Florida will receive approximately $19 billion from the Infrastructure Investment and Jobs Act, according to the White House.

As South Florida's economy steadily recovers from the pandemic, federal funding for new local projects can provide a much-needed boost to the construction industry, drive growth for the region and create lasting job opportunities for millions of middle- and working-class Floridians.

However, with growing demand for new development outpacing the number of professionals joining the workforce, our region must increase the construction labor pool to reap these benefits and provide the necessary housing and social infrastructure for the growing population.

Yet, convincing a new generation of workers to pursue a career in construction has not been easy. Construction is often overlooked as an option for individuals who earned degrees in business management, liberal arts and organizational behavior, and even in many cases degrees in construction management and engineering. But the reality is more college graduates should give a second look to careers in construction because of the potential for growth and exposure to different skill sets. No longer an industry of just hard hats and cranes, construction has transformed from blue collar to white collar. Construction today is an industry of innovation and technology.

Pixels, virtual models, AI and data are as critical cement, steel and bricks. The construction industry of today presents many career options for tech-savvy individuals who enjoy working on teams, solving sophisticated challenges, and creating something tangible that can literally transform a city skyline.

While still considered by many to be male-dominated, the construction industry is also more attractive to women than ever before. There are opportunities for women who enjoy managing people, serving clients or building things. For example, at Suffolk Construction, more than 30% of our South Florida team is female, and the project team that managed construction of the iconic guitar-shaped Seminole Hard Rock Hollywood Hotel was a women-led team and the trade partners hired for the project represented more than 23 nations.

The pandemic inspired many professionals to leave their jobs in search of more meaningful careers where they can make an impact and feel valued. Careers in construction can provide these professionals a sense of purpose and an opportunity to be a part of something greater than themselves. To be a part of a team that builds something tangible that will last for generations.

The year 2022 is expected to be an historic year of growth for South Florida. The migration of people to Florida from cities throughout the United States will greatly increase the demand for housing, which will also increases the demand for schools, hospitals, municipal buildings, retail, offices and entertainment centers. The future has never been brighter for the construction industry.Individuals interested in building an exciting and sustainable career should give building construction a closer look.

Stephen Chang is chief operating officer in West Palm Beach for Suffolk Construction Co.

View Comments

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?

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appoint women to traditionally male roles

Municipal programs like Rochester’s nationally recognized initiative create career pathways for BIPOC women with training and on-the-job support.

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Rochester wins a national award for innovative diversity program

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ROCHESTER, Minn. - The City of Rochester won a national award for its work on economic development for BIPOC women in the community - which stands for Black, Indigenous, and People of Color.

The National League of Cities gives four national awards each year, and this year Rochester won the Cultural Diversity Award for it's progress in establishing careers pathways for BIPOC women.

This award recognizes the city, co-designers, and community partners for their work in the diversity, equity, and inclusion spaces.

Tied in with the $1 million Bloomberg Grant the city won earlier in the year, the co-design approach the city is taking ensures that BIPOC women are apart of the decision making process from start to finish.

The grant money will be dispersed this spring and will go towards getting women trained in their field, finding daycare for children, and adapting work places so women feel comfortable and confident.

"Adapting work places so that their work places are places women like to work, as well as educating women in whichever of the many fields and careers there are in construction and built environment, letting them select and then trying to find cohorts of women so they can not be alone - that singleton - they're going to be working with other women on sites together," said Mayor Norton.

Mayor Kim Norton says getting BIPOC women in the door for jobs and careers is just the start.

"Not only do we want women in the workforce, we also want women to be able to consider starting their own businesses  - so it's also about entrepreneurship," said Mayor Norton. "Starting a business once you understand the construction industry and find your niche - to be able to say, 'I want to start a company and take it that step further.' So I think that will be the exciting part into the future. Once we start the ball rolling, to see businesses open up owned by the BIPOC women that we're going to start down this path."

The city has been working with BIPOC women over the last year to plan what the next steps are. Mayor Norton says in the upcoming months the planning will finally be turned into action.

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

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

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Pre-apprenticeship efforts such as Women Accessing Non-Traditional Trades (WANTT) teach core skills like blueprint reading and power tool use to open entry routes.

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Enbridge: A Choice for Women Who 'WANTT' a Non-Traditional Career

In Oklahoma, fledgling non-profit helps women enter the construction industry through pre-apprenticeships

NORTHAMPTON, MA / ACCESSWIRE / March 12, 2024 / While catching up over coffee, friends Laura Stauffer, a petroleum engineer, and Margot Heyne-Bell, a retired electrician, wondered what they could do to encourage women in Oklahoma to pursue construction trades.

Both had heard stories of women working minimum-wage jobs, struggling to support their families. They also knew the state has low rates of women working in construction. How could they show women all the opportunities a career in a non-traditional trade could provide?

As they sipped their beverages, Heyne-Bell reflected that she got her start 37 years ago through a pre-apprenticeship program, ANEW, based in Seattle.

The pair had their answer: they could launch a program just like the one Heyne-Bell attended decades earlier.

Within months of their 2021 meeting, Stauffer and Heyne-Bell founded Women Accessing Non-Traditional Trades (WANTT), a non-profit organization that delivers a pre-apprenticeship program to help prepare women for a career in the construction industry.

"We can open doors," Stauffer explains. "We can help them find the type of job they want-it could be an electrician, it could be a plumber, it could be an HVAC contractor, it could be a laborer. It depends what they have interest in."

What the organization does is create a path for women to upgrade their skills and education. They learn how to use hand and power tools and how to read a blueprint; they take classes on basic construction math; and earn certifications such as OSHA for occupational health and safety, and CPR first aid.

"We teach basic skills so that when they walk on a job site, they're comfortable being there," Stauffer adds.

To date, the eight-week program has welcomed two cohorts, and they're preparing for their third in 2024.

Although WANTT is in its infancy, Enbridge recognizes the organization is transforming the lives of women and their families, giving them opportunities they never thought possible.

WANTT's mission aligns with our workforce diversity goals, as well as our company's commitment to help empower individuals to reach their potential. To support WANTT's important work, we awarded the non-profit a $15,000 Fueling Futures grant in 2023. By helping women find stable careers in the trades and earn liveable wages, WANTT is enriching the whole community.

Beyond the classroom, WANTT hosts a job fair for students to meet potential employers and assist them with the next phase of their apprenticeship.

"We recruit, we train, and then we help them get a job," Stauffer notes.

Oklahoma is starting to see large numbers of workers aging out of construction, she explains.

"There's going to be jobs coming, and there's going to be a demand-why not fill them with women?"

View additional multimedia and more ESG storytelling from Enbridge on 3blmedia.com.

Contact Info:
Spokesperson: Enbridge
Website: https://www.3blmedia.com/profiles/enbridge
Email: info@3blmedia.com

SOURCE: Enbridge

View the original press release on accesswire.com

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

create training and apprenticeship programs

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

educational programs
vocational training

On-the-job training models like the Michigan Department of Transportation program successfully recruit women to construction crews.

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Detroit woman holds high rank in construction industry, encourages other women to join

Posted at 8:52 AM, Sep 01, 2022
and last updated 2022-09-01 08:52:20-04

(WXYZ) — A Detroit woman who started out filling potholes in the city is now in a position of power becoming one of the only women in the country to be crowned Superintendent of Street Maintenance.

Patricia Henderson is a woman that is about her business.

She works, sometimes around the clock, helping to make sure Detroit streets are smooth. And now, she's encouraging other women in the area to see a future in construction.

“My job initially, was to fill potholes,” Henderson said.

Henderson started working for the city in 1998. She says she was often the only woman on the side of the road patching and pounding so gaining respect wasn’t easy.

“The men thought that I couldn’t do the job so they would purposely not do something and leave it for me to do," Henderson said.

But instead of caving, she took control.

“I’ll go right on ahead and do it. I'll pick up the jackhammer, the shovel, whatever was available. I went on and done the job without their help,” she said.

She quickly began to rise in the ranks, but she says the feeling is bittersweet knowing more women are not following the path she's cleared.

According to the U.S Bureau of Labor and Statistics, only 13% of payroll employees in construction are women. This number has remained stagnant since the 90s.

As of 2019, Detroit ranked 44th in the country when it came to female construction workers.

“You identify a problem and you come up with solutions to eliminate that problem," MDOT spokesperson Aaron Jenkins said.

Jenkins says MDOT has created an on-the-job training program aimed at recruiting women and other minorities to join construction crews.

Since the program began, enrollment has more than doubled. The program started off with 56 women in 2017 and has grown to 126 as of 2021.

"The recruiting is working,” Jenkins said.

Henderson says she has hired more women under her leadership including in her supervising staff and she wants to encourage others to take the chance.

"I would tell women, go for it. Who better than us to do it? We are just as strong. We are just as smart. We are just as dominant as the male. We can do it, I’m a witness. I've done it.”

If you'd like to learn more about MDOT's job training program, click here.

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

create training and apprenticeship programs

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

educational programs
vocational training
inclusive policies

Tuition-free skilled trades programs like West Virginia Women Work prepare women for entry-level roles in carpentry, electrical, plumbing, and welding with added soft-skills support.

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Training Program Helps Women Take Advantage Of Construction Boom

Carpenter apprentice Brook Moyle always knew she wanted to make things.

“I love working with my hands,” Moyle said. “I like creating something. I like seeing my efforts build something.”

Moyle is a motivated person. She rode an electric bike from Fairmont to Elkins to make sure she made it to the first day of her apprenticeship. But Moyle said she didn’t think she had a chance at being a carpenter, or, at best, her dream was on the backburner while she worked other jobs in telemarketing and McDonalds. That is until she found West Virginia Women Work.

“They go through specific training courses, they go through almost all the trades, and then you get to kind of at least have the skills to pick something,” Moyle said. “If you do graduate from the program, you are kind of like put above the stock for anyone who did not, and tried to get into a union or a job or anything, because they have the connections to make that happen.”

Founded in 2000, West Virginia Women Work helps women explore, train, and secure employment in nontraditional occupations, especially the skilled trades.

“Especially in West Virginia, a four year degree isn't for everybody," said Carol Phillips, executive director of the program. "And just learning about, especially for women, the skilled trades, which maybe they didn't learn about in school or at home just due to gender roles,” she said. “Teaching people that you can come through this pre-apprenticeship program, you can join union apprenticeships, private apprenticeships, enter directly into skilled trades positions and make, you know, twice what you might make as a nursing assistant or even a school teacher. Just letting women know that there's opportunity.”

Earlier this month, Gov. Jim Justice announced $500 million for improvements to bridges across West Virginia. There are also several newly announced major construction projects, like the Nucor plant, that will need workers to make them a reality. For Phillips, the trained people from West Virginia Women Work are an obvious choice.

“We work with companies, unions, and groups on their equity planning,” she said. “If you're going to need 500 workers for something in the next six months, where are you going to get those from? We want those to come from West Virginia. If you're saying the workers aren't here, maybe you need to look at a more diverse group of workers.”

West Virginia Women Work prepares women for those roles through the Step Up for Women Construction Program, a tuition-free employment-based skilled trade training program designed to prepare adult women for entry-level positions in the construction industry and registered apprenticeships.

Nichole Stephenson is the Charleston program coordinator for Step Up for Women Construction training. Before going through the program herself, Stephenson was in healthcare for 10 years, but wasn’t happy. Despite being exposed to the trades her entire life, she never considered it an option.

“All of the men in my family are tradesmen, every single one,” she said. “I held the flashlight for every man in my family. My dad always said, ‘I work this hard, so you don't have to.’ What he didn't realize, and I don't think I realized at the time is, I loved it, I loved it.”

Choice is an important aspect of the program for Stephenson. Program students cycle through training in carpentry, electrical, plumbing and welding so that they can figure out what trade works best for them.

“This is a non-judgmental zone. So if you can’t hold a hammer, we teach you the proper way to do it. You don't walk onto a job site and, ‘She doesn't know what she's doing,’” Stephenson said. “What we do as coordinators is really work with students and watch them and see where their gifts are, and you know what they really tend to do well, and they find enjoyment in. It's not, ‘Well, I'm an electrician, because my dad was an electrician.’ It's choices, we show them so many things.”

Building confidence is baked into the program. Students are also coached on what Stephenson calls “soft skills,” things like interviewing and budgeting for delays in the weather-dependent construction industry.

Lakeisha Hines is the Morgantown program coordinator for Step Up for Women Construction. Like Stephenson, she also went through the program while seeking out a more promising professional future.

“We want to get the safety with OSHA 10 out of the way first, so we make sure that they are safety conscious, because that's the most important thing when you're working in construction,” Hines said. “Then we kind of sprinkle in some of the soft skills along with the handling portions of the program.”

Students also get a chance to visit project sites and speak to program graduates. Hines said it helps students see the future they’re working towards past the 12 weeks of training.

“I think it's empowering to them to see where somebody started, and a lot of those people have the same stories,” Hines said. “It starts with them actually applying and knowing that they can do the work, too. I think our program starts to get their self-confidence up, lets them know that they can do it. And these women tell their daughters that they can do it. And it's just like a trickle down effect.”

The next program in Charleston and Morgantown starts Feb. 27 and is currently accepting applications.

North Central/Morgantown Reporter, cschulz@wvpublic.org, 304-284-1497, @SchulzReports

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

create training and apprenticeship programs

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

educational programs
vocational training

Supplier development efforts like Gilbane’s Rising Contractor program provide training and mentorship to diverse- and women-owned firms to expand capacity and opportunities.

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Gilbane Building Company Expands Rising Contractor Program, Building Opportunities for Diverse Businesses

Tue February 06, 2024 - National Edition
Gilbane Building Company

Photo courtesy of Gilbane Building Company
Gilbane's Rising Contractor Program is designed to support diverse-owned businesses in the construction industry.

Gilbane Building Company, a global, family-owned construction management firm, announced the expansion of its Rising Contractor program, a 12-week program designed to build capacity in minority-owned, women-owned, disadvantaged, LGBTQ and veteran-owned construction companies.

The program includes virtual and in-person training as well as one-on-one mentor relationships.

"Gilbane recognizes the need to support an equitable, inclusive, and robust construction industry," said Yvette Stevens, vice president and director of economic inclusion at Gilbane Building Company. "Our Rising Contractor program is designed to support small, promising subcontractors in the industry to increase their knowledge and help open up more opportunities. We want to support contractors to build capacity and business acumen to pursue and win more work with Gilbane or any company in the industry."

More than 245 companies nationwide have graduated from the program since 2020. Over 75 companies are participating in the 2024 cohort. Gilbane is committed to generating $100 million in awards through 2026 for program graduates. This commitment is part of the company's overall pledge to award $4 billion in contracts to diverse-owned businesses through 2026.

"Being in the room with other business owners who have similar challenges in growing their business was very beneficial," said Rhoni Thompson, president and CEO of RL Cole Enterprise and a Rising Contractors graduate. "I've learned to communicate more and more confidently about business issues like insurance needs for a certain project, and that allows me to go after different projects or maybe be accepted in some more projects than I was prior to the program."

The Rising Contractor 2024 Program Agenda includes topics such as:

  • Developing Financial Strength
  • Getting Prequalified
  • Safety
  • Change Management
  • Leveraging Technology
  • Competing with Sustainability & Innovation
  • Business Development & Marketing

"Our program is designed to provide top notch training and create relationships with Gilbane staff," said John Rodriguez, Gilbane Rising Contractor program director. "We believe deeply in the future of our Rising Contractor program graduates and are excited to support the growth of their businesses."

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

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Industry-wide initiatives such as Construction Inclusion Week offer practical DEI tools, a maturity model, and planning resources at no cost.

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Content: There were 1,669 press releases posted in the last 24 hours and 401,839 in the last 365 days.

CONSTRUCTION INCLUSION WEEK 2024: AMPLIFYING BELONGING IN THE BUILT ENVIRONMENT

We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”
— Ray Sedey, Chair of Construction Inclusion Week 2024
UNITED STATES, April 18, 2024 /EINPresswire.com/ -- As Construction Inclusion Week enters its fourth year, the organization proudly announces that registration and sponsorship opportunities for the 2024 effort, scheduled for October 14-18, are open. Construction Inclusion Week aims to unite the construction industry to advocate, amplify, and celebrate diversity, equity, and inclusion (DEI).

Last year, Construction Inclusion Week saw more than 5,000 active registrations and engagements in the effort, demonstrating the industry’s readiness to embrace change and foster a more inclusive environment. Construction Inclusion Week 2024 seeks to build upon the momentum built over the past three years to offer an industry-wide platform to celebrate unity, belonging, and inclusion. The initiative aims to cultivate a construction industry that celebrates diverse perspectives and skills and makes equitable opportunities available for all.

Construction Inclusion Week was launched in 2020 to harnesses the collective energy throughout all facets of the construction industry, including general contractors, specialty contractors, subcontractors, suppliers, architects, engineers, owners, technology firms, and other service providers to advocate, amplify, and celebrate the diversity within our industry. Construction Inclusion Week provides a focused opportunity to showcase industry strides related to DEI and offers educational resources to drive continued improvement, not only for one week but 24/7/365.

Sponsorship Opportunities for 2024: In 2024, Construction Inclusion Week provides opportunities for firms to demonstrate their commitment to belonging and inclusion in the construction industry through sponsorships:

· Ambassador Sponsorship ($5,000): Offers high-level recognition across collateral materials .
· Supporter Sponsorship ($1,500): Provides visibility across campaign materials.

Free Registration and Educational Content: Participation in Construction Inclusion Week remains free, with firms and individuals receiving access to valuable tools and curriculum content. The 2024 pre-planning guide is available , including access to resources such as the DEI maturity model, planning calendar, and swag store. Full curriculum content will be available over the summer, focusing on daily themes such as Commitment & Accountability, Belonging, Supplier Diversity, Workplace Culture, and Community Engagement.

Join the Movement: “The momentum we’ve built over the past three years is remarkable, but there is still much more work to do,” says Ray Sedey, Chair of Construction Inclusion Week 2024 and Chairman and CEO of McCarthy Building Companies. Inc. “As we enter our fourth year, the need for collective action and continued commitment to integrating DEI in the industry is more critical than ever. We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”

How to Participate: For registration details and to explore sponsorship opportunities, please visit www.constructioninclusionweek.com.

###

About Construction Inclusion Week: Construction Inclusion Week, a 501c(6) entity, is organized by leading construction firms, including McCarthy Building Companies, Inc., Turner Construction Company, Clark Construction Group, Smoot DC, Gilbane Building Company, DPR Construction, and Mortenson. Construction Inclusion Week is a designed to highlight the importance of diversity, equity, and inclusion within the construction industry. It serves as a call to action for all industry stakeholders to reflect on progress, embrace diversity, and take steps toward a more inclusive future.

Asheya Warren
PRAXIS
+1 972-755-5330
awarren@praxis-psm.com

Evidence shows that diversity and inclusion improve decision quality and business performance, strengthening the case for gender inclusion on sites and in fleets.

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How Construction Leaders Can Build A Better Future

Josh Thompson is the founder and leader of Thompson Exterior Services, a construction and building maintenance company.

When used for the greater good, construction has the power to build communities, perpetuate lifelong careers and help those in need. It is evident if you look around that as the world evolves, construction is evolving right alongside it. Construction today is so much different from the industry I entered almost a decade ago. Some of these changes have affected the way things are done in both a positive and negative manner; however, there have been some exceptional changes that have changed the industry for the better. There are a few different zones where I think these innovative changes can best be seen: green construction, increased diversity and community building.

As entrepreneurs and global citizens, it is our responsibility to assure that we are doing the best we can to give back to the environment and our communities. Finding ways where our work can minimize issues like climate change and inclusivity while simultaneously bringing people together will help make the world a better place for future generations.

Green Construction

While people have probably heard about solar panels, there are a ton of new green construction technologies entering the field. From green insulation to electrochromic smart glass to cool roofs, the way we do construction is changing. These technologies are creating ways to build structures without lessening harm to the environment. Many of these technologies not only benefit the environment but also directly benefit people. For example, standard fiberglass insulation contains components that can be harmful to human health; green insulation, on the other hand, is not only made from recycled materials but takes away hazards to our health. Construction companies and their leaders should look into the use of green technology in construction since it can help lead to a more sustainable construction industry.

Increased Diversity

In 2021 87.9% of those in the construction industry identified as white. This statistic will likely change in the near future as the United States labor force becomes more diverse. Especially as labor shortages are seen across multiple industries, construction will have to look past their usual contingency to find more workers. I can say, both based on my personal experience and on research, that diversity can really benefit the industry. You can learn so much from those who work with you, and the varying backgrounds are especially helpful when you need to analyze an issue from a different perspective. Experiences build a person, and each one of my employees has an experience that differs from one another as well as my own.

A Boston Consulting Group (BCG) study found that diversity helps to increase innovation in a company. Diversity coupled with inclusivity, according to a Cloverpop study, can help improve team decisions by 60% and business decisions by 87%. With changes in the makeup of the United States population, construction will need to become more diverse to continue innovations and stay with the times.

There are a few ways that the construction industry and its leaders can continue on the path to increased diversity. The first step is to review company policies and make sure that they do not conflict with the goal of increased diversity. Once the company policies and procedures are in order, there are a few more steps that a company can take. One is to reduce language barriers. This includes offering training in a language that an employee is most comfortable and fluent in. It may also include incorporating more visuals in training to reduce the amount of English needed to understand concepts. Another step that construction leaders can take is to build partnerships with other minority-owned businesses.

Community Building

Construction is a building industry both literally and metaphorically. In construction, we build buildings, but we also build communities that involve much more than just concrete structures. When correctly implemented, there are many ways that construction can positively impact our community.

For example, new roads and frequently maintained buildings can help boost the economy of an area. New construction in an area can mean new jobs. Certain types of construction can also be extremely beneficial to a community and bring or revitalize vital buildings such as schools and hospitals. Construction thus has the potential to help many underserved communities. Leaders should work to ensure that when they take on a job, it is for the benefit of the community.

Although most of the outlined topics are specific to entrepreneurs within the construction industry, many other business owners can implement this three-step plan in order to positively impact their careers as well as the people around them. Always look for green options and alternatives when possible. Surround yourself and your team with diverse people with different backgrounds, and then lastly, remember to always build up the community around you.

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Companies with higher women’s representation on executive teams are 25% more likely to surpass profitability expectations.

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Content: News
INDIA
2 hours ago

Empowering Women to Embrace and Excel in Leadership Roles

Apoorva Aggarwal
Updated on Apr 13, 2023, 16:18 IST- 5 min read

How often do you come across a woman leader who is taking the reins and leading a company or organization to success? Despite the progress made in gender equality, women are still underrepresented in leadership positions and need to be empowered to take on these roles. The Seventh Edition of Avtar & Seramount Best Companies for Women in India (BCWI) report highlights the bottleneck in the women talent pipeline; with only 26% of women in managerial roles in 2022, further decreasing to 18% at the senior managerial level and a mere 17% at the corporate executive level.

Although there has been a marginal increase from 33% to 38% in the representation of women at entry levels, more needs to be done to create equal opportunities for women in leadership roles. It is not just about hiring more women; instead, organizations should strive to create an environment where women feel included, valued, and fully integrated into the culture.

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Women leaders possess a distinctive combination of innate traits, including empathy, open-mindedness, and compassion, which allow them to bring a unique perspective to the table and lead with a human-centred approach. By fostering a diverse group of viewpoints, businesses can generate ideas that reflect the needs of a broad range of customers. This ultimately leads to more successful, innovative, and profitable outcomes.

So, what stops women from reaching their full potential in the workplace?

Studies suggest that factors such as gender bias, lack of representation in leadership positions, and work-life balance challenges can all play a role.

Impeding their professional advancement, one of the most prevalent barriers is the pervasive issue of gender bias that leads to women being overlooked and undervalued, resulting in their voices often being unheard.

Another significant barrier for women is the lack of flexibility in the workplace. Women face a challenge balancing work and family responsibilities in the workplace, which can lead to them having to choose between advancing their careers and taking care of their families. If the demands of their job interfere with their personal lives, they may leave the organization, resulting in the loss of valuable talent.

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The few networking opportunities available to women poses yet another challenge. Networking is essential for career advancement, but women frequently have trouble connecting with established networks. As is often observed, network groups are often male-only, which prevents them from networking with powerful people in their industry.

Finally, the lack of female representation in leadership roles means that there are limited role models for women to look up to in their careers. This can make it challenging for women to envision themselves in senior positions and may discourage them from pursuing ambitious career paths. This can make it difficult for women to navigate their careers and get access to the resources they need to succeed. This is frequently accompanied by a delay in having someone senior in the organisation proactively guide them at the grassroots level.

Here's how organizations can take gradual yet effective steps towards achieving greater representation of women in leadership positions

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Achieving gender diversity in leadership is not just a matter of ticking boxes or meeting quotas. It requires a fundamental shift in organizational culture and mindset towards valuing and promoting diversity and inclusion.

Developing a culture that motivates and supports women's leadership aspirations is imperative. Men and women alike must take the initiative in creating opportunities for women to lead, acknowledging, and honouring women's accomplishments, and ensuring that women have equal access to resources and opportunities as their male counterparts. Additionally, it is essential to foster a culture where women feel confident and empowered to say no.

To promote gender diversity in leadership positions, companies can adopt a proactive approach by implementing tailored leadership development programs for women. These initiatives can offer coaching and mentoring opportunities that empower women to enhance their skills and confidence, enabling them to excel in leadership roles. In addition, senior leaders within the organization can serve as mentors and advocates for women's leadership, providing valuable guidance, support, and acting as inspiring role models to encourage other women to pursue similar paths. To ensure equitable representation of women in leadership, it is essential to identify and champion their talents from an early stage in their careers.

Lastly, networking events and programs can be powerful tools for women to build relationships, share knowledge and experience, and expand their professional networks. These can lead to potential job opportunities, as well as provide opportunities to learn valuable skills such as self-promotion, negotiation, and assertiveness.

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Everyone wins with more women in leadership

The positive impact of diversity on a company's financial performance has been well-documented, as highlighted by a McKinsey report titled "Diversity Wins: How Inclusion Matters". It found that companies with a higher representation of women on their executive teams - ranking in the top quartile for gender diversity - were 25% more likely to surpass profitability expectations when compared to those in the bottom quartile.

Creating a world where women can fully embrace leadership roles requires a joint effort from organizations and women. Companies can play their part by addressing the barriers that prevent women from achieving their full potential while women work on removing their self-limiting beliefs and advocating for themselves. It is only through collaboration and support that we can achieve gender equality in leadership positions.

The author is Office Managing Principal (OMP), ZS

Gender-diverse teams are 21% more likely to achieve above-average profitability, and diversity increases creativity and innovation.

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Content: The current state of the gender gap in technology
The gender gap in technology remains a significant problem, with women being underrepresented in technical roles and leadership positions across the industry.
Despite efforts to increase diversity in recent years, the gap remains.
According to a 2021 study, women held only about 25% of tech jobs worldwide.
Moreover, women made up only 17% of senior positions in tech companies, while the number of female CEOs or founders was only 10%.
One reason for this underrepresentation may be the “pipeline problem, ” referring to the lack of women graduating in computer science or other technology-related degrees.
A report by the National Center for Women and Information Technology (NCWIT) stated that in 2020, women earned only 19% of bachelor ’ s degrees in computer and information science.
This limited supply of female graduates can lead to a cyclical problem as fewer women enter the workforce, resulting in less representation in the industry, which in turn limits the number of female role models for future tech professionals.
Skillsoft ’ s Women in Technology Report 2023 revealed a rising gender imbalance, with nearly half (45%) of tech women surveyed indicating that men outnumber them in the workplace by ratios of four to one or higher.
This represents a significant rise compared to 25% who reported a similar situation in 2021.
Stereotypes surrounding gender roles in technology can also contribute to the gap.
The unconscious biases and discriminatory practices that stem from these stereotypes can create barriers for women, including less access to opportunities and resources, unequal pay, and a less inclusive work culture.
The importance of closing the gender gap
Closing the gender gap in technology is critical for several reasons:
• Improving Creativity and Innovation: Greater gender diversity leads to the emergence of different perspectives and methods to solve problems, foster creativity, and drive innovation within the industry.
• Improving financial performance: Research has consistently shown that companies with a diverse workforce are more profitable.
A study by McKinsey & Company found that companies in the top quartile for gender diversity in executive teams were 21% more likely to achieve above-average profitability than those in the bottom quartile.
More inclusive products and services: With a gender-balanced workforce, technology companies are better equipped to design products and services that meet the needs of both men and women, ensuring wider market appeal.
• Combat gender biases in hiring practices: Increasing gender diversity within tech companies helps break down unconscious biases in hiring and promotion decisions, ensuring a fair and more equitable workforce.
Gender diversity not only benefits individual companies but also contributes to positive social change because it helps reduce the under-representation of women in the tech industry in general.
Strategies to address the gender gap
Companies can adopt different strategies to address the gender gap in technology:
Creating an inclusive work environment: A welcoming and supportive work culture that prioritizes equality and inclusion in the workplace is essential to attract and retain women in technical roles.
This can be achieved by applying gender-neutral language to vacancies, providing diverse training for managers and staff, and advocating for flexible working arrangements.
Promote mentorship and sponsorship programs: By offering mentorship programs to women in technology, companies can help them meet challenges and develop their careers.
Sponsorship initiatives, where senior leaders advocate for career advancement for female employees, can also help women reach higher leadership positions within organizations.
Provide skills development programs: Opportunities to improve and reshape skills can benefit all employees, but they can play a vital role in helping women transition into technical roles or advance to senior positions.
By providing support for continuous learning, companies can grow a variety of talent and empower female employees to grow.
Setting and Tracking Diversity Targets: Setting specific and measurable targets focused on increasing women ’ s representation in the workforce, particularly in technical and leadership roles, can motivate companies to take significant steps towards gender equality.
Regular review and adjustment of these goals can help ensure continuous improvement and accountability.
Employing women at multiple career levels: Active employment of women at various stages of their careers can help close the gender gap.
By strategically focusing on early, middle and experienced career roles, companies can create a diverse pool of female talent that can help tackle the problem from all angles.
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Addressing the gender gap in technology requires concerted efforts from businesses, educators, and policymakers.
By adopting these strategies, companies can create more inclusive environments that promote opportunities for women in the tech industry, which will not only benefit businesses themselves, but will drive positive social change as well.
Success Stories: Companies Make the Difference
Many companies have taken inspiring steps in addressing the gender gap and promoting diversity within their organizations.
These success stories can serve as valuable lessons for other companies that want to foster a more inclusive work environment.
Accenture
Global professional services firm Accenture has made significant progress in addressing the gender gap in technology.
The company has set ambitious targets for gender diversity.
By 2025, Accenture aims to have a gender-balanced workforce, with an increased proportion of women in executive roles.
Some of the key strategies to achieve this goal include career care, mentorship programs for high-potential female employees, and targeted employment of women from diverse backgrounds.
iBm
IBM is another tech giant that has made remarkable efforts to empower women in the industry.
The company has implemented a number of initiatives to promote gender diversity, such as the Technologist in Residence program and IBM Women's Inclusive Network.
Furthermore, IBM leadership emphasizes the importance of fostering a diverse and inclusive work environment, regularly participating in events and discussions focused on gender diversity in technology.
Sales force
Cloud computing company Salesforce has made great strides towards addressing the gender gap in technology.
One notable example is their ongoing commitment to equal pay, which began in 2015.
Salesforce spent nearly $11 million adjusting salaries to close the pay gap between male and female employees.
In addition, the company launched the “Equality Ally ” program to train employees to become active supporters of gender diversity and inclusion initiatives.
AppMaster: A Pioneer in Promoting Gender Diversity
As a powerful, no-code platform, AppMaster has made a huge impact in the tech world by making app development more accessible, effective and affordable.
However, their dedication to innovation and excellence doesn ’ t stop there.
Recognizing the importance of addressing the gender gap in technology, AppMaster has taken a proactive approach in promoting gender diversity within its organization and supporting women in technology.
AppMaster ’ s commitment to building an inclusive work culture is reflected in its recruitment and placement practices.
The company seeks to attract and retain talent by providing equal opportunities for career growth, competitive compensation, and a supportive work environment.
Furthermore, AppMaster recognizes the value of mentoring and professional development for women in technology, and actively encourages female employees to participate in industry events, conferences and networking opportunities.
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Overcoming challenges and obstacles
In the journey of addressing the gender gap in the tech industry, there are many challenges that must be overcome.
These obstacles can hinder progress and perpetuate inequality.
It is important to identify and understand these barriers in order to develop effective strategies to address them.
A common challenge is the presence of unintentional bias in recruitment and promotion processes.
This bias can lead to under-representation of women in technical roles, as well as hinder their advancement within organizations.
Recognizing and mitigating unconscious bias through structured and inclusive hiring practices is critical to creating equal opportunities.
Another obstacle is the lack of representation and role models for women in technology.
Without visual examples of successful women in technology, it can be difficult for tech aspirants to imagine themselves in similar positions.
Encouraging and promoting diverse role models and showcasing their achievements can inspire women and empower them to pursue technical careers.
Stereotypes are another challenge faced by women in the tech industry.
Persistent stereotypes that portray technology as a male-dominated field can dissuade women from entering or remaining in technical roles.
Challenging and breaking these stereotypes through awareness and education campaigns is essential to creating a more inclusive environment.
To overcome these challenges, organizations and individuals can implement different strategies.
Providing diverse training programs can help raise awareness and educate employees about unconscious bias, and foster a more inclusive and equitable workplace culture.
Creating mentorship and care opportunities can provide guidance and support to women in technology, helping them overcome challenges and advance in their careers.
Building supportive work environments that prioritize work-life balance and provide flexibility can attract and retain diverse talent.
Long-term benefits of gender equality in technology
Achieving gender parity in technology is not only a matter of social justice, but also a key driver of long-term success for businesses and industry as a whole.
Fostering a more gender-diverse workforce can bring many benefits:
• Innovation: Diverse teams have proven to be more creative and creative.
By bringing together individuals from different backgrounds and perspectives, risk-taking and problem-solving abilities are improved.
Improving company culture: A diverse workforce leads to a more inclusive and supportive company culture.
This not only enhances overall employee satisfaction, but also contributes to increased productivity and improved collaboration.
• Broader talent pool: Addressing the gender gap in technology helps companies tap into the broader talent pool.
By actively recruiting and promoting women, organizations can overcome skills shortages and ensure they have the best talent to drive success.
• Better financial performance: Several studies have shown that companies with gender-diverse leadership teams outperform those without leadership teams.
By achieving gender parity in executive teams, organizations can experience improved financial performance and competitive advantage.
In conclusion, addressing the gender gap in technology is of the utmost importance.
By prioritizing gender diversity and implementing proven strategies to foster an inclusive work culture, companies can reap the benefits of innovation, an improved culture, a broader talent pool, and better financial performance.

Diverse teams make more accurate decisions and improve financial performance, reinforcing the business rationale for inclusion.

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Content: The Importance of Gender Diversity in Technology
As a writer deeply immersed in technology and startups, I strongly believe in the transformative power of gender diversity in the tech industry.
From my perspective, I see how this diversity acts as a catalyst, nurtures innovation, raises team performance, and instills problem-solving endeavors with new perspectives.
Within a diverse workforce, I recognize the potential to benefit from a wide range of skills, experiences and perspectives.
This fabric is woven together to form smarter decisions and achieve more impactful results.
Search pages reflect what I see – companies that embrace diversity tend to rise above their peers, not only in financial performance but also in reputation and prestige.
However, as I delve deeper into this area, I am acutely aware of a prevailing imbalance.
The presence of female engineers in the technology industry remains disproportionate, a stark contrast amid the possibilities that lie ahead.
To address this stark divide, I believe tech companies must take deliberate action.
The burden falls on these entities to proactively cultivate an environment that thrives on inclusivity.
Initiatives that extend a welcoming hand to talented female engineers are essential, pushing the industry towards a future where diversity is not just a buzzword but an inherent and integral aspect of its success story.
Step 1: Create a gender-inclusive environment
Creating a gender-inclusive environment is the basis for successfully recruiting and retaining female engineers.
This includes assessing and addressing unconscious biases, fostering a culture of respect, and ensuring equal opportunities for both male and female employees.
Here are some ways to create a gender-inclusive environment:
1.
Education and Training: Provide diversity and inclusion training to all employees, focusing on unconscious bias and the importance of gender diversity.
This will help create a more inclusive corporate culture and ensure that all team members understand and value diversity.
2.
Gender-neutral language: Use gender-neutral language in all internal and external communications, including job postings, performance appraisals, and meetings.
This helps eliminate gender biases and perceptions, making everyone feel valued and respected equally.
3.
Address biases: Identify situations where unconscious biases may influence decisions, such as hiring, promotions, and project assignments.
Establish clear criteria for these decisions to ensure gender equality and equity in all areas.
Step 2: Enhance recruitment strategies for female engineers
To attract more female engineers, tech companies must actively seek out female talent by leveraging multiple channels and adopting targeted strategies.
Here are some effective recruitment strategies:
1.
Partnering with women-focused organizations: Collaborate with groups, networks, and educational institutions focused on supporting women in technology, such as Women Who Code, Girls Who Code, and the Society of Women Engineers.
These partnerships can help you reach a larger pool of female candidates and establish your company as a promoter of gender diversity.
2.
Use women ’ s job boards: Publish jobs on female-focused job boards like Women in Tech Jobs, Werk, and InHerSight.
These platforms aim to connect women with college employers, making your tech company more visible to female engineers.
3.
Showcase Women Role Models: Share the success stories and achievements of women engineers within your company via your website, social media and other communication channels.
By highlighting the achievements of your female employees, you can inspire potential candidates and demonstrate your commitment to gender diversity.
4.
Inclusive job descriptions: Avoid using sexist language in your job ads and choose an inclusive language that appeals to all genders.
Remove any unnecessary qualifications that may inadvertently discourage women from advancing and emphasize aspects of your company ’ s culture that support women in technology.
5.
Take advantage of referral networks: Encourage your employees, especially female engineers, to refer potential candidates for vacancies.
Provide incentives to employees for successful referrals and build a strong internal referral program.
By adopting these strategies, tech companies can create a more diverse talent pool and increase the number of female engineers in their ranks.
Remember that promoting gender diversity requires long-term commitment and sustained efforts to create an inclusive and supportive environment for women engineers to thrive.
Step 3: Implement inclusive recruitment practices
To ensure that female engineers feel welcome and appreciated from the start, implement inclusive recruitment practices that attract and empower diverse talent.
These practices should reflect the company ’ s commitment to diversity and inclusion and eliminate any biases that may prevent women from joining.
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Use comprehensive language in job advertisements
Avoid using unnecessary language, terminology or qualifications that may alienate potential candidates.
Instead, use more comprehensive terminology and focus on skills and experiences that accurately reflect the requirements of the job.
Using tools like Textio can help identify any gender language and offer better alternatives.
Highlighting the company ’ s commitment to diversity and inclusion
In job listings and on the company ’ s website, make your commitment to creating an inclusive work environment clear.
Showcase diversity and inclusion initiatives, benefits and policies that meet the needs of all employees, with a focus on equal opportunities for growth and progress.
Collaboration with women-focused organizations
Partnering with women ’ s organizations, clubs and schools to find talented female engineers.
This helps expand your employability and connect you with individuals who are actively looking for opportunities in the tech industry.
Training hiring managers to recognize unconscious bias
Unconscious bias can compromise objectivity in evaluating candidates.
Training hiring managers to identify their biases helps create fair hiring processes, ensuring candidates are evaluated based on merit and not by irrelevant factors.
Evaluate candidates on a wider range of criteria
Consider the different aspects of a candidate ’ s background and potential that go beyond academic qualifications and technical skills.
This can include problem-solving abilities, adaptability, collaboration, and communication skills – all of which are essential to thrive in the tech sector.
Building diverse recruitment teams
Assemble diverse recruitment committees to offer different perspectives and minimize the impact of personal biases during the interview process.
This also allows candidates to see representation within the company, signaling a commitment to diversity and inclusion.
Step 4: Retain Female Engineers through Career Growth and Development
Once female engineers join your technology company, boost their success through continuous growth and development.
Encourage female employees to pursue challenging projects, invest in professional development initiatives, and establish mentorship and networking opportunities.
1.
Provide opportunities for career advancement: Women engineers, like all employees, want opportunities for advancement.
Make sure women have equal opportunities in promotions, high-profile projects and leadership roles.
Create clear career paths and align job titles, requirements and compensation with industry standards.
2.
Provide accessible professional development: Professional development allows employees to raise skills, stay abreast of industry trends and prepare for changes in the labor market.
Allocate resources for professional development courses, workshops, conferences and other learning opportunities that benefit women engineers.
3.
Create mentorship and sponsorship programs: Pair female engineers with experienced industry leaders who can provide guidance, support, and advice while defending their career advancement.
Create formal mentorship programs and informal support networks to increase engagement and retention.
4.
Encourage communication and collaboration: connect women engineers with diverse colleagues inside and outside the company to broaden their horizons and foster valuable relationships.
Encourage participation in internal and external communication events, conferences, and professional organizations.
Step 5: Provide a supportive corporate culture and policies
A healthy and inclusive work environment is essential for retaining female engineers.
Create a supportive culture through policies and initiatives that respect diverse backgrounds, address biases, and accommodate flexible work arrangements.
Fostering a sense of belonging
Encourage a culture of collaboration, inclusion and mutual respect among employees.
Recognize and celebrate the achievements of female engineers, and demonstrate that their contributions are appreciated and are integral to the success of the company.
Implementation of equal pay policies
Alleviate pay disparities by ensuring that employees, regardless of gender, receive equal pay for equal work.
Review compensation practices regularly to identify any discrepancies and make necessary adjustments.
Provide flexible working arrangements
Flexible working arrangements, including telecommuting and flexible time, allow employees to balance their professional and personal lives.
Develop policies that accommodate these arrangements when possible, without compromising the quality or efficiency of their work.
Addressing and preventing discrimination and harassment
Establish clear policies and procedures to prevent and address discrimination, harassment and retaliation in the workplace.
Train staff to recognize and report violations and carry out disciplinary actions as required.
Implementation of family-friendly policies
Support employees with families by offering maternity and paternity leave, childcare assistance, and other family-friendly benefits.
These policies demonstrate your company ’ s commitment to the health and well-being of its employees and can help retain female engineers who may have caregiving responsibilities.
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Technology companies can successfully attract, hire and retain female engineers by fostering an inclusive environment, implementing fair hiring practices, promoting career growth, and developing supportive policies.
This commitment to diversity and inclusion contributes to improving the work culture, driving innovation and strengthening business performance.
Step 6: Encourage Change and Accountability in Leadership
The company ’ s commitment to gender diversity starts at the top.
It is crucial for leadership not only to advocate for change, but also to set an example.
Here are some ways to encourage change and enhance accountability in leadership:
1.
Set clear goals for diversity and inclusion: Setting specific and measurable goals for hiring and retaining female engineers will help keep leadership accountable.
Monitor progress regularly and report diversity metrics to ensure transparency.
2.
Promote diversity in leadership positions: Promote women to leadership positions, as this will help create an inclusive culture and inspire other female employees to work for leadership positions.
3.
Leadership training: Provide diversity and inclusion training to all leaders, ensuring they understand the importance of creating an inclusive work environment and their role in promoting gender diversity.
4.
Create a diversity committee: Create a committee responsible for promoting and overseeing gender diversity initiatives throughout the company.
This committee should include members from different levels, departments and engineers to ensure diversity of views.
5.
Holding Leaders Accountable: Linking Leadership Performance Assessments to Diversity and Inclusion Outcomes.
This will encourage leaders to prioritize gender diversity efforts.
Key Benefits of Gender Diversity in Tech Companies
Gender diversity is not only a moral imperative but also a commercial advantage.
Here are some of the key benefits of having a diverse workforce, including a higher percentage of female engineers:
• Increased innovation and creativity: Diverse teams offer different perspectives and ideas, resulting in more innovative solutions and better problem-solving capabilities.
Making better decisions: Diverse gender teams have shown that they make more accurate and informed decisions, which can boost a company ’ s performance and success in the market.
• Improving financial performance: Multiple studies have shown a positive correlation between gender diversity and the financial performance of the organization.
Companies with diverse leadership teams are likely to outperform their competitors.
• Stronger reputation and stronger talent attractiveness: A company committed to diversity and inclusion is more likely to attract and retain the best talent, improving its competitiveness in the industry.
• Enhance team collaboration: A gender-balanced team promotes a more inclusive and collaborative environment, resulting in improved communication and team dynamics.
Customer Appeal: Today ’ s customers are increasingly seeking to work with diverse and inclusive businesses, making gender diversity a factor that positively impacts business relationships.
Success stories from technology industry leaders
Many technology industry leaders have proven that creating an inclusive culture while hiring and retaining engineers is possible.
Here are some success stories:
1.
IBM: IBM has been recognized for its efforts in promoting diversity and gender equality.
The company has established the Women in Technology Council and offers flexible working arrangements and various programs to help women develop leadership and technical skills.
2.
Intuit: Intuit has actively embraced diversity and inclusion initiatives in the workplace.
The company offers mentoring, care and skills development programs to female engineers, ensuring their professional growth and success.
3.
AppMaster Inc.: AppMaster, creator of a no-code platform, promotes an inclusive work environment and actively supports the career growth of female employees by encouraging gender diversity in the workplace.
By committing to eliminating unconscious bias in hiring practices and providing opportunities for female engineers, AppMaster sets an example for other technology companies.
4.
Microsoft: Microsoft has implemented various initiatives to attract and retain female engineers, including mentorship programs, leadership training, and investments in organizations that support women in technology.
5.
Google: Google actively promotes gender diversity through numerous partnerships, targeted recruitment efforts, and employee resource groups.
The company has introduced initiatives to create a supportive and inclusive culture for all.
“Women shouldn ’ t be afraid to pitch themselves, ” said businesswoman Sarah Wood, lighting the torch of empowerment and serving as a beacon of guidance on the journey towards gender diversity in the tech industry.
These success stories stand as evidence of the profound impact that can be achieved by fostering an inclusive environment and implementing strategies that align with this spirit.

Best practices show women are not a monolith, and inclusion must be built and tailored across all organizational levels to be effective.

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5 key takeaways for DEI in maritime

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

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

1. Building inclusion throughout an organisation’s levels

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

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

2. Avoiding seeing women in maritime as a monolith

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

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

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

4. Fostering relationships and embedding peer support

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

5. The support of leadership in successful DEI practices

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

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

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

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

Mentorship, peer support, and leadership sponsorship increase confidence and retention for women in technical fields.

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

support networks
professional development

Having about 30% women in decision-making forums can help prevent backlash and sustain DEI progress.

Role models and storytelling help dismantle stereotypes, such as the journeys of a female heavy mechanic in construction and a crane operator with 15 years’ experience.

Title:

Content: Advertisment

Breaking Barriers: Rachael Reresi Shines in Male-Dominated Mechanics at Warrior Industry

Rachael Reresi breaks stereotypes in a male-dominated field as a mechanic at Warrior Industry, embodying resilience and inspiring change.

Shivani Chauhan
Updated On
New Update

In a significant stride towards gender diversity in traditionally male-dominated fields, Rachael Reresi from East New Britain province has recently made headlines by joining Warrior Industry, a leading water tank manufacturing company located at Malahang Industrial area in Lae, as a mechanic. Hired in November 2023, Reresi's journey is not just about breaking stereotypes but also about excellence in a challenging work environment.

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Despite the gender imbalance, Reresi's former classmates from the National Polytechnic Institute of Papua New Guinea became her initial allies, easing her transition into this rugged terrain. Her determination and adaptability have turned heads, including that of Warrior's managing director, Reginald Sutton, who commends her for her hard work and team spirit.

Challenging Gender Norms

Reresi's entry into the mechanics sector of Warrior Industry is a testament to her resilience and determination to succeed in a field where women are a rarity. Her ability to work seamlessly alongside her male counterparts, not just at her designated post by the machines but throughout the company, showcases her versatility and commitment to teamwork. This dynamic approach has not only earned her respect but also positioned her as a potential future leader within the company.

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Empowerment Through Education

The journey of Reresi, a 24-year-old graduate of the National Polytechnic Institute of Papua New Guinea, highlights the critical role of education in empowering individuals to pursue careers in fields they are passionate about, regardless of societal norms. Her academic achievements in mechanical engineering paved the way for her recruitment at Warrior Industry, proving that merit and skill are key to breaking down barriers.

Inspiration for Many

Reresi's story is more than just about personal achievement; it serves as an inspiration to many, especially young women aspiring to enter STEM fields. Her motto, 'I can do all things through Christ who strengthens me' from Philippians 4:13, reflects her strong faith and determination, elements that have been crucial in her journey. As she continues to excel in her role, Rachael Reresi is not only challenging gender norms but also setting a precedent for future generations.

As industries worldwide strive towards inclusivity and diversity, stories like Reresi's illuminate the path towards a more equitable workforce. Her success in the male-dominated field of mechanics at Warrior Industry underscores the importance of perseverance, skill, and the willingness to challenge the status quo.

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

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

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?

Calmness and attentiveness are core strengths for crane operators, and experienced women can mentor younger professionals while prioritizing health in physically demanding 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
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

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

support networks
professional development

Targeted training and certification pathways are critical for heavy equipment and crane operations, including skills in basic safety checks and equipment handling.

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

Some crane roles demand mechanical knowledge, minor repair capability, strong communication, and valid operator certificates, with computer skills required in certain posts.

Title:

Content: Wednesday, 29 Rabi II 1444 Hijri, corresponding to 23 November 2022 AD
Presentation link..
Aramco Drilling provides vacant jobs for citizens in its various branches
Contact – Editorial Team:
Arabian Drilling Company (ADC) has announced the availability of vacancies for Saudis in a number of disciplines to work in the company ’ s branches and projects in the Kingdom, according to the following details:
* Job titles and requirements
1. Function of engine mechanic
* Qualifications:
– Holds valid and current motor training courses certificates from various OEMs.
A high level of proficiency in oral and written communication with good computer skills, at least 10 years in a similar role in a company of similar size and complexity.
2 – The function of the crane operator
* Qualifications:
Mechanical knowledge of the design and use of the equipment they work with, as well as the ability to perform minor repairs.
– Minimum 5 years validation work in crane operation in oil fields or logistics companies.
3. Storekeeper
* Qualifications:
Manage material orders including warehouse control, repair of material orders, return of materials and inventory.
Maintaining a filing system in warehouses, keeping records and records according to a standard and policy while following up the services provided on the drilling platform and receiving services on the drilling platform.
4 – Drilling platform monitor function
* Qualifications:
Ensure the safe, economical and efficient performance of drilling and completion of the well and work on the activities by supervising the implementation of the activities in accordance with the company ’ s standards, contractual requirements and the client ’ s program
Communicate with the rig manager and other department heads to coordinate their activities in support of operations, and in particular to supply specialized materials, services and expertise
5 – Carpenter ’ s Job
* Qualifications:
Maintenance Carpenter – Repair of wooden doors, filing cabinet, wooden bed, cabinets, office table, chair, workstation, gypsum wall and all work related to maintenance carpenter.
– Repair of wooden doors, filing cabinets, wooden beds, cabinets, office table, chair, workstation and gypsum wall.
6. The function of the painter
* Qualifications:
– Responsible for mixing paints, matching colors, preparing surfaces and putting paint on them.
He may perform finishing touches or coordinate large painting projects related to machines.
– Mixing, matching and applying paints and other finishes on different surfaces, while providing decorative and fruit finishes on demand, and dealing with planning and preparation of work efficiently.
* Submission
– To apply and learn more about the conditions of the advertised positions, please visit the following link:
– Application link – (click here).

Companies like Tata Steel provide safety induction and on-the-job training for women operating stacker-cum-reclaimers and Hyva equipment, offering a replicable model.

Title:

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 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

create training and apprenticeship programs

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

Virtual reality (VR) simulators provide safe, immersive, and cost-effective crane training that increases knowledge retention and reduces equipment risk.

Title:

Content: Profound Business Training Through the Realm of Virtual Reality

A preeminent trailblazer in the realm of animation and immersive technology takes pride in unveiling its groundbreaking VR training solutions, aimed at revolutionizing workplace safety across diverse industries, including the construction sector. As part of its unwavering commitment to augmenting competence training and on-site communication, Sliced Bread Animation harnesses the potential of Virtual Reality (VR) to deliver cost-efficient, highly effective, and hyper-realistic training encounters for laborers.

Sliced Bread Animation leverages the cutting-edge strides in VR technology to conceive immersive training modules that proffer an array of advantages compared to traditional on-site safety training methodologies. By harnessing VR headsets, now ubiquitously accessible and economically feasible, alongside seamlessly integrated product development, the enterprise has laid the groundwork for a safer occupational milieu.

Principal Gains of VR Training Solutions:

Economical and Proficient Training: Conventional on-site training often imposes resource constraints and substantial expenses on travel. VR-based training eradicates these constraints, rendering it a swifter and more cost-efficient alternative.

Verisimilar Simulations: VR-based training offers laborers verisimilar simulations of real-world scenarios, affording them the opportunity to refine their expertise and brace themselves for on-site challenges. The end result is an upswing in efficiency and productivity.

Fortified Safety Measures: Sliced Bread Animation’s VR training plays a pivotal role in curbing on-site mishaps and injuries by simulating perilous situations and empowering workers to practice prudent procedures. This proactive strategy identifies and mitigates latent perils before they materialise into tangible threats on construction sites.

Emergency Dilemma Simulations: In the event of an unforeseen mishap, rapid and efficient responses hold paramount importance. VR-based training empowers laborers to simulate emergency scenarios, endowing them with the wisdom and competencies requisite for effective crisis management. This not only bolsters their ability to grapple with unforeseen exigencies but also truncates the probability of accidents.

Jamie Denham, the Managing Director of Sliced Bread Animation, articulates, “We are invigorated by the promise VR training holds, as it has now burgeoned into a tenable, economically scalable solution for reinforcing in-house vocational training. Our clientele comprehends that VR training equips employees to grapple with real-world scenarios, culminating in amplified efficiency and productivity.

In consonance with the ‘The Learning Pyramid,’ it is substantiated that experiential learning heightens knowledge retention by a staggering 75%. VR complements this tenet by providing a secure, real-world milieu for learning.

We eagerly anticipate further expansion of our enterprise in this domain.”

Investing in Sliced Bread Animation’s VR training solutions empowers companies to furnish their workforce with the competencies and erudition indispensable for secure labor practices, thus engendering an intrinsically safer work environment.

For comprehensive insights into Sliced Bread Animation’s pioneering VR training solutions and their transformative effects on workplace safety, please visit https://sbanimation.com/case-studies/vr-training-for-cooks/.

Sam Allcock

Sam Allcock is the founder of PR Fire. He helps small to medium-sized businesses land coverage in publications through smart press release distribution.

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VR-based crane simulators, such as Intechcom’s hyperrealistic system, build operator proficiency while minimizing the chance of damaging expensive equipment.

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. ”

Organizations deploy VR to simulate hazardous scenarios, deliver interactive safety training, and improve training efficiency and accident reduction.

Title:

Content: People 's Network > > International
“The Road to Sustainable Development in the Construction Industry ” (International Perspective)
This reporter put flowers
November 28, 2022 06: 20 | Source: People's Daily - People's Daily
Small number
Core reading
Construction machinery is an important part of the equipment manufacturing industry, and its development level is an important indicator to measure the degree of industrialization of a country.
At present, the construction machinery industry is accelerating the transformation of automation, digitalization and intelligence.
Emerging technologies represented by artificial intelligence continue to inject innovative vitality into the digital transformation of the construction machinery industry.
The 2022 Munich International Construction Machinery Expo in Germany has recently ended.
Focusing on the digitalization and sustainable development of the industry, the exhibition attracted more than 3,100 exhibitors from about 60 countries and regions around the world.
About 90 Chinese companies with "Made in China" products and solutions showcased China's latest products and technologies in the field, which attracted wide attention.
Digital Enabling Big Changes in the Industry
Munich International Construction Machinery Expo is the world's largest and most influential engineering, building materials, mining machinery and construction and engineering vehicles and equipment professional exhibition, held every three years, is an important platform to understand and evaluate the latest technology and cutting-edge trends in the global construction machinery industry.
At the exhibition, many enterprises launched intelligent construction machinery products, and digital empowerment is bringing revolutionary changes to the entire industry.
In the outdoor exhibition area of the Munich Convention and Exhibition Center, visitors lined up in front of the 3D concrete printing technology booth of the German company Pelli, and watched intently how concrete was “printed ” out.
The company built the first 3D printed house in Germany in 2021. “The potential of 3D concrete printing technology is huge, and we are fully exploring this future market, ” Fabian Maier-Börtz, head of the 3D printing department at Parly, told reporters.
Automation is a major theme in the booth of the German machinery manufacturing company Bosch Rexroth.
Among them, the tactile anti-collision system installed on construction machinery such as excavators and wheel loaders is particularly eye-catching.
The system accurately detects the environment through ultrasonic waves, and once there is a risk of collision, it will visually alert the operator through the vibration on the joystick.
The operator determines the distance between the machine and the object based on the type and intensity of the haptic feedback, reducing safety accidents.
The Swedish simulator company demonstrated equipment for teaching and training using virtual simulation technology.
Wearing virtual glasses and holding a control rod, visitors can experience driving large construction machinery such as cranes and cranes.
The staff told reporters that this is not a game device, but an operation control system similar to the real system built by the simulation machine with a mathematical model.
These simulation devices create a safe, controllable and responsive "real work environment" for operators, and can also conduct more convenient testing of equipment.
The German Federal Minister for Transport and Digitalization, Volker Wiesen, stressed at the exhibition: “Digitalization is an important step on the road to sustainable development in the construction industry, both to reduce emissions and to make the construction process more efficient through data management. ”
Green equipment helps zero-carbon transport
Promoting green environmental protection and sustainable development of construction machinery and equipment has become a highlight of the exhibition.
Joachim Schmid, general manager of the professional association of building machines and materials of the German Machinery and Equipment Manufacturing Federation, said that through new technologies, exhibitors showed new ideas for tackling climate change and achieving carbon neutrality in their respective fields.
For the first time, the Liebherr Group in Germany exhibited a crawler excavator equipped with a hydrogen internal combustion engine.
Zero CO2 emissions can be achieved using a hydrogen internal combustion engine, which won an innovation award in the field of climate protection at this exhibition.
At the same time, a new generation of mobile cranes using hydrogenated vegetable oil, which can reduce carbon dioxide emissions by up to 90% compared to traditional diesel fuels, was also displayed.
In the road freight industry, heavy long-distance transportation has a large room for emission reduction, and some companies are competing to launch environmentally friendly heavy trucks.
Mercedes-Benz trucks exhibited pure electric long-distance heavy trucks with a range of up to 500 kilometers after a single charge, and the batteries on the truck used lithium iron phosphate technology, which has a longer service life and more available energy.
At a charging station with an output power of about 1 megawatt, the battery can rise from 20% to 80% in 30 minutes.
The maximum capacity of 7 cubic meters of concrete, even at night construction will not disturb the people, Sweden Scania company and Chinese enterprise Zoomlion jointly launched an electric mixer is one of the star products in the field of clean environmental protection at this exhibition.
Marco Polastri, Scania ’ s director of sales and marketing of concrete machinery, believes that sustainable, zero-emission transport is increasingly important for the construction industry, and this electric mixer offers a solution for zero-carbon transport.
Sino-German enterprises deepen mutually beneficial cooperation
At this exhibition, Chinese enterprises brought many of the latest digital and intelligent products and achievements in engineering machinery manufacturing to show the world the strong strength of "China's intelligent manufacturing".
XCMG Group displayed nearly 50 new products in six categories, which is the most exhibited products in previous overseas exhibitions.
Liu Jiansen, vice president of XCMG Construction Machinery Co., Ltd., told reporters that the company has exhibited more than 10 green, energy-saving and environmentally friendly new energy products developed for the European market; Sany Heavy Industry has launched pure electric cranes, mixing trucks and excavators, including the world's first fully battery-driven telescopic crawler crane.
Zoomlion has set up an interactive experience area to create micro-landscape buildings and carry out three-dimensional virtual design and construction of large-scale overseas projects through virtual technology.
According to the relevant person in charge of Zoomlion Overseas Company, more than 50% of the exhibits in this year's exhibition are localized manufacturing in Europe, which fully demonstrates the achievements of China's construction machinery enterprises' internationalization and integration and overseas localized manufacturing.
Sino-German enterprises further deepen cooperation through various platforms.
On the first day of the exhibition, more than 400 orders were obtained for an electric mixer jointly developed by Sany Heavy Industry and Germany ’ s Puzmeister Company; XCMG awarded more than 30 strategic partners in the European region; and the total amount of orders signed by Zoomlion on site exceeded 1.2 billion yuan.
Many German companies are optimistic about the potential of the Chinese market and the prospects for cooperation between the two countries
According to the relevant person in charge of German construction machinery enterprises, its sales in China maintain an annual growth of about 30%, and China is the fastest growing country of the group.
Liebherr company responsible person Na Deming said that in the deep interaction with Chinese suppliers for many years, the company's factories around the world have obtained high-quality parts made in China, and Chinese manufacturing enterprises have also obtained benign development, which is a win-win.
Oliver Wacker, head of East Asian affairs of the German Machinery and Equipment Manufacturing Association, said that China is the main export market of German machinery and engineering equipment, and the main overseas investment destination of German machinery manufacturing enterprises.
Germany has a major customer base of Chinese machinery and equipment in Europe, and the continuation of this successful cooperation is in the interests of both countries, and is looking forward to deepening mutually beneficial cooperation with Chinese enterprises.
From Graz, Austria to participate in the exhibition buyer Martin Gruber told reporters, every time to participate in the exhibition pay attention to the new products, new technologies of Chinese enterprises, Chinese enterprises in the technical level has made significant progress, especially in the field of new energy, has been at the forefront of the world, looking forward to the future European manufacturers and Chinese enterprises to carry out closer cooperation.
(From Munich, Germany)
People 's Daily (November 28, 2022, 14 pages)
(Editor: Zhao Xinyue, Niu Yong)
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Examples like EVRAZ’s investment in VR slinging practice show how immersive tools strengthen core skills like signaling and cargo handling.

Title:

Content: Ekaterinburg
+ 14 °
Society1 July 2022 8: 31
EVRAZ has allocated 2.5 million rubles for the renovation of the laboratory of rafters in the College of Nizhny Tagil
EVRAZ allocated 2.5 million rubles for the purchase of new equipment for the rafter laboratory at the Nizhny Tagil Mining and Metallurgical College.
In the laboratory of stropole business installed 13 computers
For the laboratory purchased 13 modern computers in full configuration and hardware-software complexes "Virtual simulator", designed for the development and programming of modern applications.
Also purchased a 3D-complex "Virtual simulator slinger", which involves the use of a virtual reality helmet and the performance of slinging works in the virtual workshop using joysticks.
The simulator allows you to practice techniques and methods of cargo slinging, as well as slinger signals.
The new equipment will make it possible to conduct practical classes for students studying in the professions “metalwork and slinging ”,“ machinist of a metallurgical crane ”, “repair and preventive maintenance of lifting cranes of metallurgical production ”.
Helmet and joysticks give a complete immersion in the work of the slinger
“The use of VR simulators for training allows students to form the necessary skills for remote control of units.
At EVRAZ NTMK, workplaces are being transformed, for example, we are switching to radio control of cranes.
And when the graduates of the Mining and Metallurgical College come to the plant, they will work in modern workplaces, ” said Yulia Efimenko, EVRAZ NTMK HR Director.
In recent years, with the charitable support of EVRAZ, a welding workshop, laboratories of mechatronics, robotics, CAD engineering graphics, metalworking have been equipped with new equipment at the Nizhny Tagil Mining and Metallurgical College, the projects “Virtual University ”“ Architectural Academy ”, the civil-patriotic project “Decent Fatherland! ” have been implemented, equipment for the reading room has been purchased, metalworking machines have been installed, landscaped college and its territory.
During 2020 – 2021, the laboratories “Machine learning and big data ”,“ Operation and diagnostics of automated process control systems (automated process control system) and converter equipment ”, the workshop “Section of CNC machines ” were equipped, and the“ Engineering design CAD ” cabinet was also equipped.
The total amount of investments in recent years amounted to about 40 million rubles.

Workplace readiness matters to female operators, who consistently ask for well-lit facilities, properly fitting PPE, women’s bathrooms, and inclusive job postings that visibly welcome women.

Title:

Content: Non-traditional employers competing for drivers

As traditional carriers compete to attract drivers to their fleets, there are plenty of non-traditional employers that are also looking for candidates with A/Z and D/Z licences to join their businesses.

“If you can’t find them, you got to make them. Training is the future to address driver shortage,” says Brandon Muir, supervisor at GFL Environmental.

Participating in a discussion at the Truck Training Schools Association of Ontario’s sixth annual conference recently, Muir noted that the waste management company attracts talent from the broader labor, not driver, pool.

Andrea Boddy, chief consultant and owner of Andrea Boddy Consulting representing Concrete Ontario, said the group has fixed a fatal flaw in its recruitment strategy. The association and its members have introduced frequently asked questions (FAQs) on their websites about what life as a ready-mix delivery professional looks like.

In the past, if one Googled questions about driving in the concrete industry, there were zero answers.

The FAQs include what kind of licence is required to drive a concrete truck, what safety protocols exist, whether overtime is paid, and how physical the job is. “If you don’t make those answers available, you are going to lose them,” she says of candidates.

John Faustino, fleet driver trainer for the City of Markham said the challenge is to hire people qualified to operate commercial vehicles, even if their primary function is not operating commercial vehicles.

Some jobs require a candidate with a D/Z licence along with other qualifications. For example, the water works department needs people with water works accreditation as well as a D/Z licence, and they can be hard to find.

The city hires people with the water works qualifications who do not have a D/Z licence. Faustino uses the city’s signing authority to upgrade them.

Markham’s parks department employs a lot of seasonal workers who only need a G licence to operate a pickup truck with a trailer. Many of those workers have ambitions to find full-time work with the city. They are asked to train at a private driving school, obtain their D/Z licence and reapply for a position.

Human resources must work with marketing to recruit employees. Companies need to figure out who they are trying to reach and what they are trying to say to them, Boddy noted. The story must be placed on the right social media platform, so it speaks to future employees and allows them to respond.

Trucking needs more women and companies can do more to attract them. There are 3,700 certified ready-mix trucks in Ontario, and only 40 women drivers. “That is bad news, but it also screams opportunity,” Boddy says.

Several themes emerged after Concrete Ontario surveyed the women on what could be done better.

They wanted women’s bathrooms, well-lit facilities to feel safe and personal protective equipment that was made to fit them.

Women wanted would-be employers to let them know they are welcome to apply for jobs. They indicated they did not see a single picture of women driving a ready-mix truck on some websites.

Muir said recruiters should think like a graduate from a school who is looking for a job and tailor their efforts. GFL provides training but it was not mentioned in job postings. The company now mentions it offers training. Some candidates may think they haven’t run lift axles or walking floors and walk away from the job before even applying for it, he said.

GFL Environmental offers a paid 10-week training program for non-experienced A/Z drivers and picks from an abundance of new graduates in the Greater Toronto Area that few fleets want to hire.

The company hauls loads during training so a vehicle is not tied up. It also pays for D/Z licence training through a private school for staff working as general laborers who show potential.

Leo Barros is the associate editor of Today’s Trucking. He has been a journalist for more than two decades, holds a CDL and has worked as a longhaul truck driver. Reach him at leo@newcom.ca

Ill-fitting PPE is a documented safety hazard for women offshore, with legal requirements in the UK mandating employers provide appropriate PPE free of charge.

Title:

Content: Women’s protective gear still a ‘challenge’ for North Sea workforce

Nearly one in 10 women workers 'bumped' from flights because of ill-fitting gear.

Women working in the North Sea energy sector continue to stuggle to find correctly fitting personal protective equipment (PPE), it has been claimed.

In 2021 Aberdeen-based gender equality group Axi Network conducted a survey that found 68% of female workers offshore did not have “correctly fitting” coveralls.

More than two years on, group chairwoman Sarah Clark said that despite women’s PPE being made available by suppliers, the industry still faces an “educational challenge” when it comes to rolling out kit.

When supplied with the wrong PPE women are exposed to the risk of slips, trips and falls, sleeves getting snagged in machinery, and the added danger associated with flash fires – sudden, intense fires caused by the ignition of flammable substances in the air.

Ensuring women have adequate clothing and PPE has been a talking point in the industry for years.

Axis Network’s survey showed 8% of female workers have been “bumped” from offshore flights because they were supplied with ill-fitting survival suits.

Having correctly fitting PPE for women is an “easy win”, Axis Network said, adding: “It is a legal requirement for all employers in the UK to provide appropriate PPE free of charge.

Offshore PPR doesn’t account for ‘how women are proportioned differently’

“Most employers believe smaller sizes of unisex PPE fulfils this requirement – doing little research into the design of unisex PPE, which is most often based on average dimensions for men and has not accounted for how women are proportioned differently.”

Axis Network urged employers to become better acquainted with the requirements to supply women with adequate PPE.

And it called on those who employ offshore workers to “engage the right suppliers and regularly seek feedback from their female offshore workforce”.

A spokesperson for the group said: “As we transition towards net-zero, the sustainability of our industry is dependent on process efficiency.

“Tolerating personnel missing flights, resulting in potential delays to work, should be unacceptable.”

The bigger concern, according to Axis Network is the “risk we are exposing these workers to from having poorly fitted survival suits or other PPE”.

Supplier’s right-fit campaign

PPE supplier Red Wing said the issue of incorrectly fitting protective gear was increasingly attracting attention.

The firm’s Right Fit campaign has helped to raise awareness of the dangers presented by ill-fitting equipment.

Jon Bodicoat, managing director of Red Wing’s distribution facility in Aberdeen, said the interest in this was huge, adding: “Since then, we’ve extended it further.”

Nearly one in five (19%) had ill-fitting safety shoes and 43% had gloves that weren’t suitably sized.

But women make up as little as 3.4% of the offshore workforce.

Mr Bodicoat described the challenge as “a chicken and egg thing”.

He added: “Smaller firms don’t have the capability of spending “£5,000… on coveralls that are going to sit there for five years and then they’re going to have to write them off.”

Worker safety ‘paramount’

Offshore Energies UK (OEUK) HSE and operations director Mark Wilson said: “The safety of all those working in the industry is paramount.

“There is no room for complacency and the approach of continuous improvement should remain.

“OEUK and its members continue to work with stakeholders to ensure personal protective equipment is fit for purpose for those who work offshore.”

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

Companies can strengthen recruitment by offering paid entry programs, such as a 10-week driver training, and by highlighting training pathways in job ads.

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

create training and apprenticeship programs

Addressing physical demands and confidence-building during crane training can expand the talent pool, especially when combined with safety instruction, licensed instructors, and financial supports like monthly stipends.

Title:

Content: Helping young people achieve their dreams across the world! The Penghu Branch of the Ministry of Labor Gets a Competitive Advantage for Youth
Reporter Huang Shou-shuang / reporting from Kaohsiung
The Department of Labor Development of the Ministry of Labor has actively promoted investment in youth employment programs, breaking through the gender framework for young people to achieve a competitive advantage, showing that they do not let their eyebrows go, and bravely breaking into the offshore wind power work field, because they keep improving, so that their lives can be turned around, and they can increase their value and pay.
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The second phase of the Youth Employment Program is to help unemployed or jobless youth aged 15 to 29 with professional skills and employability in key industries. The training fee for participating in the New Pioneer Program is up to 100,000 yuan per person. At the same time, in order to relieve the financial pressure of trainees during training, there is a monthly learning incentive subsidy of 8,000 yuan during training, which can be subsidized for up to 12 months.
Guo Genghua said that a 29-year-old female student who participated in the industry's new frontier plan has broken through the gender framework, showing that she does not let the eyebrows go, bravely breaking into the offshore wind power work field, because she keeps improving, let her life turn over, and give herself a raise.
Guo Genghua also said that the female student university major in business management, because of the personality of extrovert and like sports, after graduation, had done sports powder editor, sports substitute teacher, construction supervision and other work, but long-term, life and income instability, let her feel at a loss for the future, about to enter the age of 30, she hopes to find a skilled job and stable employment. With the encouragement and introduction of his family, he enrolled in the Offshore Wind and Marine Engineering Career Counseling Program of the Penghu Branch of the Penghu District of Kaohsiung City, and decided to give himself an opportunity to study in a cross-disciplinary field.
The female trainee pointed out that because she graduated from a non-related department and never touched the field of electromechanical or marine engineering, and in the training process, she often has to carry more than 10 kilograms of equipment, simulating land and sea hanging operations or first aid subjects, which is a challenge in terms of physical strength and endurance, so relatively few women are involved in related work.
At the beginning of the training, she was full of anxiety and fear, but the equipment of the training unit not only passed the international safety standards, but also every instructor and teaching assistant has a professional license. During the training period, she successfully obtained five basic safety training certificates from the Global Wind Organisation. Before the training, she attracted the favor of manufacturers through job matching, and successfully entered the Danish company Global Wind Service Taiwan Branch to become a wind technician.
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What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

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

educational programs
vocational training

Flexible working arrangements and accessible childcare help women balance family and career, particularly in cultures where caregiving norms can constrain participation.

Title:

Content: Home » Lifestyle » Mother's Day 2023: Why Do Indian Women Neglect Their Careers After Becoming Mothers
2-MIN READ

Mother's Day 2023: Why Do Indian Women Neglect Their Careers After Becoming Mothers

Curated By: Swati Chaturvedi

News18.com

Last Updated: May 14, 2023, 09:52 IST

New Delhi, India

Motherhood, in particular, is seen as a full-time job that requires undivided attention, leaving little room for career advancement

Mother's Day 2023: The cultural expectation to prioritize their family's needs over their own has led to a significant number of women leaving their careers

The traditional roles and responsibilities of women in India have been deeply rooted in societal norms for generations. While times are changing and more women are pursuing careers, the pressure to prioritize family responsibilities often results in a lack of focus on their professional aspirations. Motherhood, in particular, is seen as a full-time job that requires undivided attention, leaving little room for career advancement. This mindset is further reinforced by the lack of support systems, such as flexible work hours and affordable childcare, making it difficult for women to balance both responsibilities. The cultural expectation of women to prioritize their family’s needs over their own has led to a significant number of women leaving their careers after becoming mothers.

“Indian women frequently struggle with gender roles and societal norms that heavily prioritize taking care of others. Lack of flexible employment opportunities, poor support systems, and limited access to inexpensive, dependable childcare facilities all worsen the situation. The idea that a woman’s primary duty should be in the home is frequently perpetuated by cultural conventions and biases,” says Pritika Gonsalves, Psychologist, Humm Care.

It would be unfair to make a blanket statement that Indian women universally neglect their careers after having children. Every person’s circumstances, choices, and priorities are distinct, and should not be generalized based on their nationality or gender.

“However, it is true that some women in India may face challenges in balancing their career and family responsibilities due to societal expectations and gender roles. In many households, women are expected to prioritize their family’s needs over their own career aspirations, which can result in them taking a break from their jobs or reducing their work hours to manage their household and childcare duties. Additionally, limited access to affordable childcare options and workplace policies that do not support work-life balance can also make it challenging for women to continue their careers after becoming mothers. It is important to recognize and address the problems and support women in pursuing their career goals while also being able to fulfil their family responsibilities,” says Pranati Kapoor, Counseling Psychologist, Humm Care.

Ways To Not Make New Mothers Neglect their careers?

A comprehensive strategy is necessary to overcome these obstacles. “The implementation of gender equality laws, such as prolonged parental leave, flexible work schedules, and reasonably priced child care, can greatly assist women in balancing their professional and family responsibilities. We can inspire Indian women to pursue their professional objectives without compromising their role as devoted and caring moms by questioning traditional norms, offering equal opportunities, and creating a positive environment,” adds Gonsalves. Recognizing the structural barriers that prevent women from advancing in their careers is essential, as is working together to build a society that is more welcoming and supportive

top videos

    While societal pressures and lack of support may pose challenges for women in balancing work and family responsibilities, many Indian women continue to pursue their careers after becoming mothers. It is essential to recognize and respect each woman’s individual choices and circumstances rather than making assumptions based on stereotypes.

    first published:May 14, 2023, 09:51 IST
    last updated:May 14, 2023, 09:52 IST

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

Policy changes that widen access—such as removing degree requirements, adding accreditation routes, and launching “returnship” programs—broaden the candidate pipeline for technical roles.

Title:

Content: More reliable and resilient cyberspace (2 by 2)
|
To attract female cadres in large numbers, Apple, IBM, Google, Tesla and other companies have eliminated the requirement for a four-year bachelor ’ s degree to apply for many of their jobs.
Accreditation programs are a faster and easier starting point for joining the cybersecurity workforce.
According to an article in Computerworld, 76 per cent of human resources managers state that certification programmes are an information technology recruitment factor, and at least 47 per cent expect them to gain more prominence as a tool for evaluating job candidates.
On the other hand, the different stages of a woman's career must be taken into account to ensure that she has access to employment opportunities.
Many successful women who quit their tech jobs or change careers are likely to face obstacles when they return to work.
They are likely to face biases about gaps in their resumes, especially as technology evolves.
To address these difficulties, a growing number of companies are actively seeking to attract this diverse pool of talent by offering 12-16 week “back to work ” programs, where professionals can hone their skills after taking some time off.
A strong mentoring network is necessary to retain women in an industry where they are usually not welcome.
Only 25 per cent of women working in technology companies expressed confidence in being promoted to executive management, with many citing a lack of support and guidance.
Among those who remained in tech jobs, 75 per cent cited the positive impact of leading models in the companies they work for, despite these difficulties.
There are also encouraging signs that many stakeholders have launched targeted and sustainable initiatives to ensure that cybersecurity and technology become more gender-diverse.
Public and private entities organize coding training camps, hackathons, skills training courses, mentoring programs for women, as well as campaigns to interest young students in science, technology, engineering and mathematics.
Public-private partnerships can lay a strong foundation in this area.
Amid these changes, one proposal is becoming increasingly clear: for the tech sector to become stronger and continue to provide meaningful solutions to pressing cybersecurity issues, it must be no less diverse than the society in which it operates.
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What are governments doing to promote and aid women in construction or maritime industries?

Inclusive recruitment practices, gender-neutral language, mentorship and sponsorship, equal pay policies, and flexibility support attraction and retention of women in engineering and field roles.

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?

mentorship opportunities
inclusive policies

Leading construction companies demonstrate impact through paid parental leave, flexible work policies, women’s support networks, and targets for gender balance in early-career cohorts.

Title:

Content: Leighton looks to revolutionize construction to promote a diverse and inclusive work environment
Contract 14: 00 2022 / 07 / 05
Share:
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When it comes to the construction industry, many people will immediately think of a group of "real men of workers" who work day and night on the ground sweating like rain, forming a gender stereotype.
Leighton Asia (Leighton), which has been based in Hong Kong for more than 46 years, hopes to transform the male dominated image of the construction industry and create a diverse and inclusive working environment to inspire creativity and enhance team performance.
Leighton is an international construction company with parent company CIMIC Group based in Australia and team members from different countries.
Diversity and inclusion are the core values of the Group, regardless of the gender, age, race, cultural background, marital status or family status of employees, so that each employee can play their role in a diverse, equal and respectful work environment.
Creating a Family-Friendly Work Environment
As the times change, more and more women choose to enter the construction industry, Leighton has been continuously optimizing the working environment and policies to meet the development and needs of employees.
Among them, Leighton is a pioneer in the industry, providing employees with paid maternity leave and paternity leave that exceed the statutory requirements, and with flexible work policies, allowing employees to pursue their careers while taking care of their families.
Attracting female professionals to join the industry
Leighton also established the WOICE (Women in Construction and Engineering) network to enhance the care and support of employees, provide more training and further training opportunities, and work with different organizations to share the career development of women in the industry and attract women to join the construction industry.
WOICE covers all employees and enhances employee care and support.
Leighton currently employs about 20% of its workforce in Hong Kong.
Through recruitment and promotion, the company aims to achieve equal gender representation of interns and trainee engineers in the future, and to increase the proportion of female executives to more than 20%.
Leighton actively leads the industry in promoting a diverse and inclusive working environment to attract more women to join the construction industry.
Building an inclusive and diverse working environment is just one part of Leighton ’ s corporate social responsibility, and we will continue to work on different indicators to achieve sustainable development and bring more benefits to the community.
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How has the level of discrimination for female employees in the construction industry changed over recent decades?

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

commit to gender equality in hiring practices

Firms like Vistry have achieved gender-balanced director teams and elevated women to senior roles through dedicated D&I governance and promotion pathways.

Title:

Content: InYourArea Community

South west business builds a more equal foundation ahead of International Women's Day

Vistry Western now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm

By Danielle Hicks

EMBRACING EQUALITY: Female directors at Vistry Western

International Women’s Day on March 8, provides the perfect opportunity to highlight achievements and #EmbraceEquality - the theme for 2023 - and one business that’s celebrating change this year is Vistry Western.

In the last 12 months, the region - which builds Bovis and Linden properties in South Gloucestershire, Bristol, North Somerset, Somerset, Wiltshire, and Wales - now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm. Emma Colin, 38, is responsible for 142 employees and is joined on the board by Rachael Humphreys, regional land director; Sarah Sperring, regional customer service director; and Sue Scholfield, regional sales and marketing director, who also won the national Housebuilder of the Year Star Award in 2021.

Emma said: “International Women’s Day is important as it enables us to take a step back to reflect on our successes and review how we can make improvements to ensure our place of work is inclusive and provides equal opportunities for all. I’m proud Vistry Western has an equal number of male and female directors.

READ MORE

“Having a balanced board provides different perspectives; we’re constantly learning from each other and it’s wonderful to see these different approaches having a positive effect on the working environment. In this day and age, having a balanced workforce should be the norm but in construction that is not the case.

“34 per cent of all of our employees at Vistry are female, compared to the industry’s 15 per cent average, but there’s still a lot of work to do to ensure we attract and retain a more diverse workforce. I feel the responsibility to call out behaviour, showcase best practise and be open about any struggles, so we can help spread change.”

Vistry places a strong emphasis on addressing imbalance and has an active Diversity and Inclusion working group and committee, which promotes equality and represents minority groups throughout the business.

READ MORE

Emma added: “It’s great to see change happening. On the last site visit we held for UWE Bristol, we were really encouraged to see two thirds of the building surveying students were female.

“I’m really excited about the future at Vistry and will continue to champion change by encouraging more women into the industry - it’s a brilliant, dynamic place to work. This year, the western region will deliver over 500 properties across a range of developments, including large dual-branded consortium sites, joint venture schemes, and our first development in Wales.”

Ways Vistry Group has implemented change:

  • Between 2021-2022, Vistry promoted 11 females into director posts across the business.
  • Supported the use of the agile working policy to enable hybrid working.
  • Joined the ‘Women into Construction’ organisation, which has helped recruit women into all roles in the business.
  • Run events hosted by the ‘Women’s Network’ to promote the profile of women in construction.
  • Delivered recruitment training, which included the topic of ‘unconscious bias’ to support fair and consistent recruitment practice.
  • Analysed data on progression and pay gaps, particularly in light of the impact of covid, and produced action plans.
  • The company’s maternity leave policy has been reviewed and improved and the menopause guide sets out the support available to employees.

Get all the latest news, updates, things to do and more from your local InYourArea feed.

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

Conducting pay-gap analyses and using employer toolkits with dozens of women-supportive policies signal commitment and improve recruitment outcomes.

Title:

Content: The Women’s Fund of Greater Fort Wayne wants to paint a picture about gender inclusion in Allen County workplaces, but needs employers to help.

An online survey asks employers to share age, gender, race and disability demographics for all employees, along with information about policies, practices and professional development opportunities they offer.

Survey questions cover areas including specific policy benefits, number of employees eligible, whether the employer conducts a gender or racial wage-gap analysis. Questions also seek data on the number of women in the top 10% and bottom 10% of the most highly salaried, full-time employees.

The Women’s Fund is an initiative of the Community Foundation of Greater Fort Wayne.

Promotional material for the survey says it is “designed to provide a “clearer picture of how employers are working towards gender inclusion while creating an opportunity to recognize organizations committed to supporting women.”

Responses to the Women in the Workplace Compass Survey will remain confidential.

The Women’s Fund hopes at least 100 local employers will willingly and honestly participate.

“We are reliant on employers being transparent with their data because there is currently no other way for us to collect information regarding, for example, how many women have access to certain policies and benefits, or how many women are in the bottom 10% of salaries in our local workforce,” Cassie Beer, director of the Women’s Fund, said through email.

The gender-based wage gap in the United States has narrowed in recent years, but disparities remain, according to a U.S. Census Bureau website article posted in March. National median earnings for civilians who worked full-time, year-round in the past 12 months was $53,544 for men compared to $43,394 for women, according to the bureau’s 2019 American Community Survey.

Numerous factors may contribute to the earnings differences, the article said. They include age, number of hours worked, presence of children, and education.

“The types of jobs women and men hold, and the earnings difference among these occupations also contribute to gaps in overall earnings,” the article said.

The local survey is accessible through the foundation’s website at https://www.womensfundfw.org/. It has 41 questions and is expected to take about an hour to complete.

It is open through Dec. 31. But employers who want to complete the survey and participate in a three-session cohort are asked to email Beer at cbeer@cfgfw.org by Aug. 31.

An online Employer Toolkit has been developed using “national gold standards, collecting over 60 policies and benefits,” Beer said. Employers would be able access the toolkit, compare their policies and benefits, and “see where they can make changes or implement new policies to serve their employees better, specifically, women,” she said.

A local, inaugural Women in the Workplace 2022 Report is expected to be released March 15, 2023, which is projected to be Equal Pay Day. The nationally recognized day symbolizes how far into the year women must work to earn what men earned in the previous year.

And the Women’s Fund expects to recognize an employer in four award categories:

• Leadership: Demonstrating results with women in key roles – vice president or higher – that exceed national averages.

• Compensation: Demonstrating commitment to women by providing competitive salaries and conducting pay-gap analysis.

• Flexible work policies: Addressing worker needs with policies that support balancing personal, professional and caregiving responsibilities, such as flex-time, telecommuting/work-from-home, on-site childcare and breastfeeding space.

• Recruitment and retention: Demonstrating helpful efforts, such as standardized interview processes, mentorship programs and blind résumés, particularly in industries with an underrepresentation of women.

Similar survey initiatives have been implemented in Cincinnati and St. Louis, Beer said.

Greater Fort Wayne, Inc., a chamber alliance, is eager to see what the local results show.

“We certainly see the national statistics and it will be interesting to learn what the survey data tells us locally,” Dan Watson, the organization’s spokesman, said through email.

“Creating a supportive workplace environment is important for both employee well-being and for employers trying to recruit and retain talented people,” Watson said.

“Completing the survey is an opportunity for companies to self-assess, see how their practices compare with other businesses, and make any improvements if needed.”

Managing Editor

Managing Editor Lisa Green has more than 35 years of experience at newspapers in Illinois and Indiana. She has worked at The Journal Gazette since 2000, initially as business editor. She has a biweekly leadership column/blog called "Lead On."

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?

Accounting for menopause in policies and reviews protects wellbeing, retention, and legal compliance in a workforce with experienced women.

Title:

Content: Construction News

Tue March 29 2022

Construction firms advised to adopt menopause policies

9 hours Employment lawyers are advising construction companies to add menopause issues to their health & safety policies.

A survey of 92 human resources (HR) managers in the construction industry found that most had no policies relating to menopause.

According to law firm Irwin Mitchell, which commissioned the YouGov survey, this leaves them not just at risk of losing experience employees but also exposed to legal action.

The survey found that only 28% of construction employers consider menopausal symptoms during the performance reviews of female staff. This is despite it being widely accepted that the effects of the menopause – joint pain, hot flushes, memory loss, fatigue and anxiety – can be debilitating for a woman’s physical and psychological wellbeing, lead to periods of absence or even resignations. The survey also found that 61% of organisations in the sector that were surveyed do not have a menopause policy.

According to Irwin Mitchell, this lack of action is forcing women out of their careers and could result in businesses facing discrimination claims.

Jenny Arrowsmith, an employment law partner at Irwin Mitchell, said: “These are disappointing results and when you consider that menopause is an issue which affects the fastest-growing demographic in the UK, namely women aged 50-64, it’s clear businesses must do more.

“It’s about time that menopause is openly discussed as a health and work issue and for employers to demonstrate that they take it seriously. Establishing a menopause policy is a simple and valuable starting point.

“Not only does a menopause policy help to promote positive change within an organisation, it sets a framework for evidencing how the organisation will approach conversations about the menopause, what support affected employees can expect to receive and where they can access additional help. In doing so, it reduces the risk of costly disputes.

“There has been a significant rise in the number of employment tribunals where menopause is mentioned over the last two to three years and as awareness of this issue grows, we expect to see complaints increase further. Our survey demonstrates that there is a considerable amount of work still to do.

“Organisations that have woken up to the issue and are aware of the challenges that women face when going through the menopause are in a much stronger place to attract and retain colleagues  who are often at the peak of their experience and have many more productive years ahead of them.”

Got a story? Email news@theconstructionindex.co.uk

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

Psychological safety and wellbeing are core to inclusion in a sector with the highest suicide rate, where DEI can foster a culture of care.

Title:

Content: Skip to contents
Health

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

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

  • Credibility:

Nicholas Williams began to panic when his construction equipment malfunctioned.

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

TODAY’S UNDERWRITER

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

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

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

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

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

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

TODAY’S UNDERWRITER

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

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

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

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

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

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

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

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

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

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

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

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

TODAY’S UNDERWRITER

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

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

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

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

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

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

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

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

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

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

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

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

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Anxiety is prevalent among workers, and training, flexible work, open communication, wellness programs, and onsite mental-health support can reduce risk and improve performance.

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Pioneering Peace: How Employers Can Fight Against Workplace Anxiety

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As we observe Mental Health Awareness Month, it is crucial to spotlight the escalating challenge of workplace anxiety—a concern that has rapidly ascended to become the foremost mental health issue among American workers. Anxiety now stands as the primary challenge facing today's employees, surpassing other concerns such as depression, stress, and relationship issues. An extensive analysis by ComPsych, a leading mental health provider, found that a staggering 24 percent of the over 300,000 U.S. cases reviewed in 2023 involved individuals seeking support for anxiety. This analysis underscores its prevalence as the most significant mental health issue among U.S. workers.

Employers can take several targeted actions to help their employees manage anxiety effectively, particularly during Mental Health Awareness Month when the focus on these issues is paramount. The following are some proactive strategic responses to workplace anxiety:

Mental Health Training and Resource Access:

Education is a powerful tool in combatting workplace anxiety. Employers can implement comprehensive training programs that educate all staff about the symptoms of anxiety and effective coping mechanisms. Such programs should be regular and mandatory, ensuring that new and existing employees receive consistent training. For management, specialized sessions should focus on how to support anxious team members empathetically and effectively, fostering a supportive environment that recognizes and acts on mental health needs.

Additionally, providing employees free subscriptions to mental health platforms like Headspace or Calm can encourage self-care and mindfulness practices. It is crucial that employees are also trained on how to utilize these resources effectively to maximize their benefits.

Enhancing Workplace Flexibility:

Flexible work arrangements are no longer a perk but a necessity in reducing workplace anxiety. Allowing employees to choose their work hours and offering the option to work from home can significantly alleviate the stress associated with commuting and rigid work schedules. Employers should consider job customization, where roles are tailored to individual strengths and career aspirations, which can decrease work-related anxiety and increase job satisfaction and productivity.

Improving Communication and Support:

Open communication channels are essential in any anti-anxiety workplace strategy. Regularly scheduled check-ins, where employees can openly discuss their workloads and any challenges they face, help in early identification and management of anxiety. Employers should also establish a system of mental health advocates—trained individuals within the organization whom employees can approach confidentially to discuss mental health issues. These advocates can guide employees to appropriate resources and support, ensuring that no employee has to navigate their mental health challenges alone.

Health and Wellness Programs:

Implementing regular wellness activities such as yoga classes, mindfulness meditation, and resilience-building workshops can significantly impact mental well-being. These activities should be scheduled during work hours to encourage participation and convey that the organization prioritizes employee health. Upgrading health insurance plans to provide comprehensive mental health coverage, including sessions with psychologists and counselors, can remove the financial barrier to seeking help, which is often a significant concern for employees suffering from anxiety.

Creating a Supportive Work Environment:

During Mental Health Awareness Month and beyond, anti-stigma campaigns are critical. These should include sharing stories from within the leadership about personal experiences with anxiety, normalizing these discussions, and dismantling any existing stigma around mental health. Designating relaxation spaces in the workplace—quiet areas equipped with comfortable seating and calming elements like plants or soothing music—provides employees with a space to take mental breaks and manage stress before it escalates.

Monitoring and Adjusting Workloads:

Regular workload reviews are essential to ensure that employees are not overwhelmed. Transparent criteria should be used to assess whether the amount of work is appropriate for the time and resources available. Employers should also create structures that allow for the redistribution of tasks among team members when someone is at risk of burnout. This helps manage anxiety and builds a team culture that values support and collective well-being.

Emergency Mental Health Support:

Onsite or virtual mental health counselors provide a safety net for employees experiencing acute anxiety episodes. Immediate access to professional help can mitigate the severity of these episodes and help the employee recover more quickly. Furthermore, developing clear and concise emergency protocols—outlining step-by-step what employees should do and whom they should contact in a mental health crisis—ensures that everyone knows how to act in these situations, reducing uncertainty and increasing safety.

By adopting these strategies, especially during Mental Health Awareness Month, employers can significantly reduce workplace anxiety and contribute to building a more resilient and productive workforce. These initiatives support individual employees and promote a healthier, more dynamic organizational culture where well-being and productivity go hand in hand.

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Financial and policy signals are accelerating change in maritime, where gender diversity targets are being embedded in shipping loan agreements.

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?

tie gender diversity targets into contracts and deals

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

Acute crewing shortages in maritime can be mitigated by greater female inclusion and leadership accelerators targeted at women.

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

appoint women to traditionally male roles

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

Local and national partnerships expand access, such as the Women into Home Building Employment Programme offering site experience, funded training, and childcare.

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

create training and apprenticeship programs

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

educational programs
vocational training
inclusive policies

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

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

Corporate and government collaborations in the UAE and beyond demonstrate how coordinated initiatives can lift women into supervisory and leadership roles.

Title:

Content: ECONOMY
EGA launches gender diversity challenge programme
Thank you for reading the news about Emirates Aluminium launching the Challenge programme to promote gender diversity, and now we start with the most important details
Follow Gulf 365 - Abu Dhabi - Abu Dhabi: “Gulf 365 ”
EGA launched the Challenge in partnership with Aurora 50, in the presence of Abdulla Ali Al Nuaimi, Assistant Undersecretary for Labour Affairs at the Ministry of Human Resources and Emiratisation.
Organised under the auspices of the Ministry of Human Resources and Emiratisation, the Challenge brings together the UAE ’ s leading male-dominated industrial companies to promote gender diversity.
Abu Dhabi National Oil Company (ADNOC), Dubai Cables Company (Ducab), Emirates Steel, Siemens, Strata, Abu Dhabi National Energy Company (ADNEC) and Technip FMC are participating in the program.
EGA aims to increase the proportion of women in supervisory positions to 25 per cent by 2025 and aims to reach 15 per cent of all EGA positions by 2026.
• Diversity and inclusion
Dr. Sultan Ahmed Al Jaber, Minister of Industry and Advanced Technology – Managing Director and Group CEO of ADNOC, said: “In line with the leadership ’ s vision of achieving gender balance and equal opportunities in all areas of life, ADNOC as a responsible global energy provider is committed to this principle, and we are pleased to join the ‘ Challenge ’ program, which contributes to achieving this balance and inclusion in the energy workforce. ”
• Improved performance
Abdulnasser Bin Kalban, Chief Executive Officer of EGA, said: “Gender diversity at work improves business performance and benefits society as a whole.
We are focused on enhancing this value in order to achieve our ambitious goals of growing and relying on talent in the future. ”
• Achieving standards
Abdulla Al Nuaimi, Assistant Undersecretary for Labor Affairs at the Ministry of Human Resources and Emiratisation and a member of the UAE Gender Balance Council, said: “The Ministry ’ s victory in the fifth cycle of the gender balance index at the federal government level for 2023 confirms the level of care and interest in achieving gender balance standards in the labor market and developing them to keep pace with new developments and technological developments. ”
EGA employs more than 470 women in various positions, including more than 160 in operations and technical facilities.
Another 100 Emirati women joined EGA last year.
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