Women are breaking barriers in construction and maritime as the IMO and regional bodies advance the Gender Diversity Programme and Women in Maritime Day.

Women are 14.1% of U.S. construction workers.

Female seafarers increased 45.8% since 2015 to 24,059, representing 1.2% of the global workforce.

In maritime, women hold 26% of managerial and 17% of executive roles but face bias, inflexibility, and scarce networks; unconscious‑bias training, mentorship, and accountable leaders help, and gender‑diverse firms are 25% likelier to exceed profitability and improve decisions and innovation.

Showcasing women‑led projects attracts talent; 30%+ of Suffolk South Florida staff are women leading the Seminole Hard Rock Hollywood Hotel, normalizing success and drawing heavy‑equipment entrants.

Crane operators Elena Badaeva, Farkhana Safargaleeva, and Li Rui defy stereotypes.

Training, certification, and support enable women to excel as crane operators.

JLL’s Women in Construction workshops, BCCA mentorship with coaching and job leads, and WANTT skills, certifications, and employer connections build pipelines through training and mentorship. [10][11].

Government–industry–education partnerships strengthen these pipelines.

Rochester's $1M grant trains BIPOC women, funds childcare, and adapts workplaces.

MDOT expanded on‑the‑job training, growing women’s heavy‑machinery enrollment from 56 to 126.

VR crane simulators provide safer, immersive practice that accelerates learning; companies should sponsor certifications, on‑the‑job training, and simulators.

Foundational skills and ticketing programs create pathways, and colleges expand Women in Trades for heavy‑duty mechanics and related fields.

Strengthen policies and culture with paid leave, flexible work, development, women’s bathrooms, and proper PPE.

Improve ergonomics, pumping rooms, and childcare to boost retention and balance.

Amid 600,000+ annual skilled openings, women’s talent is essential and advantageous.

Women are breaking barriers in construction and maritime as the IMO and regional bodies advance the Gender Diversity Programme and Women in Maritime Day.

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?

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

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

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

Women are 14.1% of U.S. construction workers.

Title:

Content: Daytime Plus
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Women break into construction sector to fill labour shortages
Bloomberg: The number of construction workers in the United States exceeded 1 million in May last year, for the first time since data collection began in 1964, and the share of women among workers in the sector reached its highest level at 14.1 percent last month.
About a third of construction workers in the United States are Hispanic, according to BLS.
Cerato herself got to know the industry at an early age through her Mexican immigrant father, saying, “I used to go out to work with him, and I never saw anyone like me, so it never occurred to me that it could be a viable career path. ”
The presence of another Latina as a mentor made a big difference, she said, adding: “That ’ s why our representation is important. ”
One of the women is Andy Dirkschneider, who negotiates millions of dollars in loans to buy land for her family ’ s homebuilder, but sometimes vendors call her “petite ” and ask to speak to the man in charge.
Dirkschneider, 32, who heads Brookline Homes in Charlotte, said: “I tell them I ’ m the man in charge.
A young blonde girl doing this job confuses everyone.
It ’ s frustrating, but it can ’ t be allowed to. ”
Dirkschneider and thousands of women like her are breaking through the walls of the professions.
It is not brittle, it is concrete.
The field of construction has always been a world for men, from handicrafts such as construction and carpentry to the offices of developers and executive companies.
The accelerating wave of retirement of the 1960s and 1970s generation has exacerbated the industry ’ s chronic labor shortage.
Construction jobs totaled 440,000 in April, the highest in Bureau of Labor Statistics records that began in 2001.
Aryan Higuish, a senior researcher and fellow at the Women ’ s Policy Research Institute, said there is room for growth, because the construction sector ’ s historical dependence on men now risks constraining its growth.
The institute estimates that about a third of women in the industry work in deals, and their share across sectors such as painting and carpentry is still as small as a tenth, though Higuish believes it will continue to grow.
This is partly because of the need for labor and because states and local administrations want to see more diversity in companies when they are awarded contracts.
Patrice Haley, of the diversity leadership team at construction giant DPR, said: “In this industry, we can ’ t dismiss people on the basis of gender.
“A lot of veterans are retiring, and we can ’ t leave any of the doors closed. ”
One of the temptations for women in the industry, Haley said, was to see what they were building right in front of their eyes, and she had started working in the industry in a manual job that required wearing a helmet and toe boots.
She said, "I can say I worked on this and built that."
There ’ s also the temptation to pay better than many other jobs that don ’ t require a college degree: In 2021, the average salary of an electrician was $59,000 and $98,500 for a construction manager, according to U.S. Department of Labor data.
Taqiya Wallace, 35, works for a large energy company in tracking construction project documents.
But she dreams of getting a license as a general contractor to start working on her own.
In June, I began studying building skills in a 16-week curriculum organized by Goodwill Industries in South Piedmont, Charlotte, where I learned to read blueprints and handle equipment.
If all goes according to plan, she will finish training with four industry certifications.
Although Goodwill does not target women, its organizers say a group of 15 people who completed training last year were all women, about half of whom went on to work in industry jobs.
Wallace, who was the first to receive a college degree in her family, sees getting a contractor ’ s license and hanging a sign for her company as a way to build the wealth she can bequeath to her family.
She said, “I want to be able to tell them this is our legacy. ”
Harassment and discrimination
Despite these encouraging trends, the sector still has a long way to go.
About a quarter of respondents to a survey of 2,635 workers conducted by the Women ’ s Policy Research Institute last year said they had experienced sexual harassment or repeated harassment on the basis of sex.
Half of those surveyed said that their lack of equal treatment by men was frequent or persistent.
Jenny Parker stood at a construction site in High Point, North Carolina, on a very hot day in July, grabbing a paper cup with an iced drink as she looked at her sawdust, paint and sweat stained shirt and said, "I love this.
It took me 10 years to get here. ”
Parker, who spent nine years in the Marine Corps, was upset by the managerial jobs she worked so she could pay her bills while raising her daughter, so she started working hard in real estate.
She signed up for training in building skills so she could repair the rental housing she owned.
At High Point, Parker received hands-on training in building house structures, performing stone work, and installing roofs.
She said she was able to work in partnership with the men on the team, but there were tensions at times, adding: “To be female in a male environment you have to prove yourself and work twice as hard, ” noting that some men do not accept instructions from a woman.
She said, “It ’ s a mindset that men should overcome. ”
Nicole Goulsby, owner of Red Ladder Residential, a construction company in Raleigh, North Carolina, recalls that when she started running worksites, some men ignored her when she addressed them.
She said her experience of bias faded when she distributed her signed paychecks, and she now notes that there are more women on the crews she contracts, whether they ride boards or paint.
Golsby explained that women build relationships easily and are more attentive to details, making them suitable for her field of work.
Nicknamed “Becky Nicky, ” Golsby said,“ I see things that no one else sees, and that ’ s why I do my job well. ”
The construction industry is also attracting more minority women.
An analysis by the Women ’ s Policy Research Institute found that the number of female construction apprentices between 2016 and 2019 nearly doubled, while Latinas recorded the largest increase of any race.
If we look at Ferridiana Cerato who graduated from college in 2020 with a double major in history and Spanish without being able to find any job that would enable her to benefit from her education well, she decided to try construction management.
Cerato took courses and received some certificates, including a certificate in welding.
She is now a project engineer in Indianapolis.
The job requires toughness, the 24-year-old says, with a lot of conversational “that doesn ’ t conform to HR rules ” and dealing with cynicism at times.
Cerato is one of three women in a team of nine managers and the only Latina among them.
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How has the gender balance in the construction and maritime industries changed over recent decades?

Female seafarers increased 45.8% since 2015 to 24,059, representing 1.2% of the global workforce.

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?

In maritime, women hold 26% of managerial and 17% of executive roles but face bias, inflexibility, and scarce networks; unconscious‑bias training, mentorship, and accountable leaders help, and gender‑diverse firms are 25% likelier to exceed profitability and improve decisions and innovation.

Title:

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.

Unsplash/Representational Image

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.

Unsplash/Representational Image

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

Unsplash/Representational Image

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.

Unsplash/Representational Image

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

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

support networks
professional development

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

Showcasing women‑led projects attracts talent; 30%+ of Suffolk South Florida staff are women leading the Seminole Hard Rock Hollywood Hotel, normalizing success and drawing heavy‑equipment entrants.

Title:

Content: OPINION

South Florida's builders want you

Stephen Chang
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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.

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

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

Crane operators Elena Badaeva, Farkhana Safargaleeva, and Li Rui defy stereotypes.

Title:

Content: News

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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?

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

appoint women to traditionally male roles

Training, certification, and support enable women to excel as crane operators.

Title:

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

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

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

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

JLL’s Women in Construction workshops, BCCA mentorship with coaching and job leads, and WANTT skills, certifications, and employer connections build pipelines through training and mentorship. [10][11].

Title:

Content: Seatrade Maritime is part of the Informa Markets Division of Informa PLC

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

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Government–industry–education partnerships strengthen these pipelines.

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WKN: 885427 | ISIN: CA29250N1050 | Ticker-Symbol: EN3
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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 governments doing to promote and aid women in construction or maritime industries?

Rochester's $1M grant trains BIPOC women, funds childcare, and adapts workplaces.

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How W.R. Grace Creates A Culture Of Diversity, Equity & Inclusion

When global manufacturing leader W.R. Grace made a commitment to diversity, equity, and inclusion (DEI) across its workforce of 4,500 employees in 50 locations worldwide, data visibility was the first priority. To be clear, the business goal was to bring historically underrepresented talent – women and people of color – into more leadership roles on a global scale. But core to the strategy was a holistic DEI approach to benchmark and track progress against accurate metrics.

“Great talent and a high-performance culture drive our competitive advantage bringing high-quality products to our customers on time. We want every employee to feel that what’s best for W.R. Grace is best for them,” said Sunil Kumar, SAP enterprise architect at W.R. Grace. “With employees from various backgrounds and cultures in numerous countries worldwide, we want to create an environment where everyone can make their most valuable contribution.”

I talked with Kumar during the SAP Sapphire in Orlando event, where he explained how W.R. Grace was evolving its people-centric culture, increasing employee creativity and productivity to support the company’s innovation advantage. W.R. Grace was also an SAP Innovation Awards 2022 finalist.

Democratized data produces actionable insights

W.R. Grace is in good company. One survey found over 60% of people view an inclusive workplace environment as very important. Other research revealed that more than 90% of executives believed their organization needed to invest more in technology to address demand for consistent and reliable ESG reporting. What more, one report said 82% of investors believed companies should embed ESG directly into their corporate strategy. At a multi-cultural organization like W.R. Grace, creating a workplace grounded in a culture that fosters DEI is about being committed to bringing out the best in every employee.

The human resources (HR) team at W.R. Grace took the lead in creating the parameters for what’s become the company’s self-service DEI dashboard. Analytics capture data from major HR processes including job applications, interviews, hiring decisions, high potential worker designations, development activities, promotions, and terminations. The HR data comes from SAP SuccessFactors, and is analyzed by SAP Analytics Cloud running on SAP Business Technology Platform.

“We want to avoid conscious and unconscious bias, recognizing people for their actual talent and not just personal background, and providing employees with multiple opportunities to develop their skills,” said Kumar. “HR identified the measurable dimensions for tracking our DEI commitment as people are interviewed and hired, develop their skills and move up, or leave the company. Each department has KPIs to meet. With the data, we can monitor progress against those goals.”

Accurate DEI numbers don’t lie

There’s a wealth of insights that accurate data can reveal about an organization’s DEI progress. Consider the hiring process. At W.R. Grace, data shows the representative gender and ethnicity of candidates who applied for positions, made the shortlist, and were interviewed and hired. Down the road, data also tracks the number of people, by those same dimensions, who are promoted or leave the company. Following strict data privacy and protection rules, HR teams can monitor and prove compliance with company equality policies. HR receives color-coded alerts when algorithm-based data indicates that DEI thresholds aren’t being met. They can quickly see where people aren’t progressing at any employment stage, from resume submission and interviewing, through onboarding and after they are hired.

“While the goal is workforce equity on a global scale, objectives are regionalized by departments depending on their baselines,” said Kumar. “Leaders can quickly identify patterns by position, manager, department, and region. Continuous updates allow us to make continuous improvements. When people are more aware of these issues, they can take the right actions that will help us build a more diverse workforce.”

DEI is integral to business resilience

Providing qualified people with equal opportunities to succeed in the workplace has become table stakes for organizations to excel in a challenging business environment. A recent study showed that if employees trusted their employer’s commitments, they were 87% less likely to leave their organization. What’s more, their engagement levels can increase up to 20%. In another survey, 92% of business respondents agreed that companies dedicated to ESG policies will outlast competitors that lack those commitments. W.R. Grace is clearly on to something, namely a stronger future.

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MDOT expanded on‑the‑job training, growing women’s heavy‑machinery enrollment from 56 to 126.

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

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

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

create training and apprenticeship programs

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

educational programs
vocational training
inclusive policies

VR crane simulators provide safer, immersive practice that accelerates learning; companies should sponsor certifications, on‑the‑job training, and simulators.

Foundational skills and ticketing programs create pathways, and colleges expand Women in Trades for heavy‑duty mechanics and related fields.

Title:

Content: CASUAL COUNTRY: Trades at TRU Williams Lake continue to take off

Some of the staff at the Thompson Rivers University Williams Lake campus. From left to right: Alissa Clements, Community Education and Work Force Development Admin Assistant; Pat Biblow, Manager, Administration and Operations; Kylie Thomas, Academic Director; Alison Sutherland-Mann, Community Education and Work Force Development Community Coordinator; Meghan Atchison, Interim Campus Assistant; Sarah Shortreed, Academic Advisor; Rhea Clements, Admissions Records Associate; Rosalie McMartin, Interim Assessment Centre Clerk; Thea Telford, Nursing Program Assistant; Geraldine Bob, Coordinator of Indigenous Student Services; Dustin Batty, Tutor; Nic Suapa, Learning Commons & Student Support Coordinator; and Amy Carson, Interim Manager, Enrolment Services and Student Support. (Kim Kimberlin/Black Press Media. Aug. 2023)
A mural by Dwayne Davis sits along one of the walls after you walk through the foyer of the Williams Lake TRU campus. (Kim Kimberlin/Black Press Media. Aug. 2023)
The TRU Williams Lake campus has a fully functioning mock apartment, complete with a kitchen, bedroom, laundry and washroom, where health care assistant students can demonstrate their caretaking knowledge. Observatory windows allow students to watch and learn. (Kim Kimberlin/Black Press Media. Aug. 2023)
The TRU Williams Lake campus has a fully functioning mock apartment, complete with a kitchen, bedroom, laundry and washroom, where health care assistant students can demonstrate their caretaking knowledge. Observatory windows allow students to watch and learn. (Kim Kimberlin/Black Press Media. Aug. 2023)
The TRU Williams Lake campus offers several trades programs, including heavy duty mechanics (pictured), saw filer, electrical, welding and carpentry. (Kim Kimberlin/Black Press Media)
The Gathering Place serves as a communal space for special events, such as soup circles, beading or drum making events, or a place for people to meet with elders. (Kim Kimberlin/Black Press Media. Aug. 2023)
The Gathering Place serves as a communal space for special events, such as soup circles, beading or drum making events, or a place for people to meet with elders. It was constructed in 2009. (Kim Kimberlin/Black Press Media. Aug. 2023)
The Williams Lake TRU campus just received new furniture for many of its classrooms. The tables have wheels, allowing teachers to move them around depending on the class setting. (Kim Kimberlin/Black Press Media. Aug. 2023)
Mannequins in the nursing lab at the TRU Williams Lake campus, where students can learn as if they’re in a hospital setting. (Kim Kimberlin/Black Press Media. Aug. 2023)

Thompson Rivers University (TRU) celebrated its 50th anniversary in 2020. The post-secondary school in Williams Lake was initially called Cariboo College, then later The University College of the Cariboo and now is part of Thompson Rivers University.

The satellite campus in Williams Lake had various locations around the city, including the Pioneer Complex. In 2006, TRU opened its doors in the newly renovated Anne Stevenson Secondary School building.

Several programs are offered at the Williams Lake campus, including nursing, a health care assistant program and trades, such as welding, heavy-duty mechanics, ranging, carpentry, electrician, construction, heavy mechanical and saw filer. The saw filer apprentice program is the only one offered in B.C. TRU also offers the first year of the bachelor of arts program and Indigenous communities certificates.

The Williams Lake program is largely targeted toward community needs, said Pat Biblow, the manager of administration and operations at TRU. She’s been with TRU in various roles since 2006.

The Williams Lake campus is excited to be offering the Women in Trades Exploratory Program for the first time this year, a program that has been successful at the Kamloops campus. The 13-week intensive exploratory program introduces women to different trades, including heavy-duty mechanics, electrical, welding, carpentry and mining competencies. Those who complete the program will also receive 10 industry-recognized certificates and tickets.

The program is fully funded by the government and SkillTradesBC, making it an excellent opportunity for any woman curious about trades programs but perhaps unsure where to start. It provides students with that extra bit of confidence they need when entering the workforce while exposing them to different trades to see where their interests align, said Alison Sutherland-Mann, the community coordinator of community education and workforce development.

“We feel the need up here because of the industry. Trades are in huge demand,” she said.

Sutherland-Mann has her Red Seal and said the program allows women to support and lift each other up. However, for women in trades, being a tradesperson as opposed to being a woman in trades is important.

The program began on Aug. 14 and runs halfway into November. Twelve women are currently in the program, some newly out of high school and others in their late 30s. In the last week of the program, the students will prepare their resumes and cover letters and go through mock interviews to help them prepare for the work field. From there, students can enter a foundation program at TRU or into an apprenticeship.

A foundation program runs eight months and prepares students to enter a trade.

Biblow said the campus’ programs are doing well, especially the trades programs, which, in the past, haven’t been offered every year, although they run pretty regularly now. The campus has also seen an increase in people looking for jobs at the satellite campus since the pandemic.

Located behind the campus is the Gathering Place, designed after the traditional winter pit house, which serves as a meeting room for special events. The octagonal building, with a low dome-shaped roof (complete with natural grass sod on top), is encased by windows, providing a cozy look to the outdoors.

Inside the school, you’ll find three computer labs, classrooms, trades rooms and even a mock apartment, where health care assistant students can demonstrate their knowledge of caretaking. Observatory windows into the apartment allow other students to watch and learn. There’s also the cafeteria, library and several rooms where students can study or seek tutoring. Walking through the foyer, you’ll notice a mural painted by Dwayne Davis.

There are around 63 staff, admin and faculty members at the Williams Lake campus.

The school offers much to the community, especially those wishing to stay in town and learn. It also keeps costs down for students who don’t have to find housing in a new city.

Biblow said she loves “the diverse environment” at TRU.

“We all work together as a team. Everyone has their specialty. You get to know things that you wouldn’t normally know in a typical office because you’re working with an English instructor as well as a trades instructor,” said Biblow.

She said her goal there, as is everyone else’s who works there, is the shared support of the students.

“That’s key. That’s the thing that really attracts me and keeps me happy to be here, is that passion for student success.”

The school welcomed Kylie Thomas as the new academic director in August of this year. She comes with 25 years of experience working in post-secondary education. She’s a TRU alumnus and is currently completing her educational doctorate in higher education leadership.

“I believe the TRU Williams Lake campus offers access to a place of belonging and a comprehensive program mix to advance individual, local and regional transformation,” said Thomas. “TRU’s WL campus learner profile is diverse and includes new and returning learners from across the life cycle — those transitioning directly from high school, from the workforce, and/or returning for general interest. Whether you seek apprenticeship training, to engage in post-secondary studies and research, to reskill or upskill, TRU is the bridge to realizing those educational and career goals.

”I look forward to engaging with our local community partners and campus community to discover opportunities to collectively ensure Williams Lake and the regional communities have access to the educational and training programs needed to participate in existing and yet-to-be-imagined employment opportunities while collectively advancing local socio-economic priorities.”

Want to read more local stories like this? Sign up for the Williams Lake Tribune’s newsletter right to your email. Consider purchasing a subscription to the Tribune to support local journalism for just .99 cents per week!

CaribooThompson Rivers University

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

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

educational programs
vocational training

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

Strengthen policies and culture with paid leave, flexible work, development, women’s bathrooms, and proper PPE.

Improve ergonomics, pumping rooms, and childcare to boost retention and balance.

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Women's Day 2023: Flex workplaces, design revamp can make work more inclusive

Equality at the workplace comes from policies a company formulates that nurture women and their careers and an office design that embraces inclusivity, a Colliers report says

March 07, 2023 / 03:18 PM IST

On March 8, social media will be flooded with "Happy Women's Day" messages in the hope of bridging the gender gap. As Indian offices open up after the pandemic, inclusive and women-friendly workplaces are key to building a productive working environment.

According to a report by real estate company Colliers, over the last two decades, India's female workforce participation has witnessed a dip, with only 1 in five women working formal jobs. In the services sector, too, women’s careers have faced roadblocks such as gender bias workplaces, traditional gender norms in Indian society, increased responsibility after childbirth, etc.

As per the World Economic Forum’s Global Gender Gap Report 2022, India ranked 107th in "educational attainment" but ranks further down in economic participation and opportunity. This signifies a void in the availability of a conducive work environment for women, the report said.

"Historically, offices have been built for and by men, and this needs to change to truly design for today’s diverse workforce. Not only the design of the office but also aspects such as location, accessibility, etc, play a larger role in creating a women-friendly workplace. Such workplaces can boost productivity, build a top-notch culture with happy employees,” said Ramesh Nair, chief executive officer, India, and managing director, market development, Asia.

Hybrid, flex workplaces

The report suggested that hybrid working and strategically located workplaces can develop a productive yet friendly work culture. Women employees can overcome social and cultural barriers through flexible working, which can enable them to pursue a career while maintaining work-life balance, the report added.

The study put more focus on flex spaces, as opposed to standalone buildings, which would enable women employees to choose their nearest location.

Design solutions for inclusive workplaces

“Spatial design in workplaces can help create safe and comfortable spaces that can aid employee productivity. Inclusive design solutions such as ergonomic fittings, temperature, washrooms, etc., are some ways to create equal workplaces that can encourage more women to join and continue in the workplace,” said Vimal Nadar, senior director and head of research, Colliers India.

The report suggested that companies can create blended work zones with a mix of collaborative zones, quiet/contemplative zones, formal meeting rooms and so on to accommodate different work styles.

"Women returning from maternity break will be greatly benefited by having a pumping room, say one for every 100 female employees. Such a space can span 50 sq ft, with amenities like a sink and refrigerator. Additionally, equipping offices or partnering with agencies for integrated childcare facilities like day-care centres/creches complying with the government’s regulations," the study said.

Equality at the workplace comes from two aspects—policies a company formulates that nurture women and their careers, and an office design that embraces inclusivity, Nair added.

Moneycontrol News
first published: Mar 7, 2023 03:18 pm

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

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

Amid 600,000+ annual skilled openings, women’s talent is essential and advantageous.

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Content: 3 Tips for Strategic Construction Workforce Planning for 2024

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The construction industry is on a roll. From bustling skylines boasting magnificent skyscrapers to sprawling infrastructure projects connecting cities, the demand for skilled workers is at an all-time high.

This very success story, however, presents a unique challenge: construction workforce management.

Gone are the days of reactive staffing – scrambling to fill positions as projects take off. Today’s competitive landscape demands a strategic and proactive approach.

Here’s why:

  • Skilled Labor Shortage: The construction industry faces a significant skilled labor shortage. According to the Associated General Contractors of America (AGC), the industry needs to fill over 600,000 open positions each year. This shortage creates fierce competition for talent, making it crucial to attract and retain qualified workers.
  • Project Complexity: Modern construction projects are becoming increasingly complex. Building Information Modeling (BIM), sustainable practices, and advanced technologies are all becoming commonplace. This necessitates a workforce equipped with diverse skill sets to navigate these complexities.
  • Efficiency and Cost Control: In a competitive market, efficiency reigns supreme. Delays due to staffing issues can have a domino effect, impacting project timelines and budgets. Strategic construction workforce management helps ensure the right people are in place at the right time, minimizing disruptions and keeping projects on track.

So, how can construction companies navigate this tightrope walk and emerge victorious?

Here are 3 key strategies to build a stronger workforce and ensure smooth project execution in 2024:

Embracing Technology: Streamlining the Workforce Management Maze

Technology has become an indispensable partner in construction, transforming project planning, execution, and yes, even workforce management. Here’s how embracing the right tools can revolutionize your approach:

Workforce Planning Software: Imagine a crystal ball that predicts your labor needs. Workforce planning software acts just like that. These tools analyze project timelines and required skillsets to forecast staffing requirements. They also track worker qualifications, certifications, and availability, ensuring you have the perfect team assembled for each project phase.

For example, a company building a high-rise apartment complex can utilize workforce planning software to identify peak staffing needs for specific stages like concrete pouring or electrical installation.

The software can then analyze existing worker qualifications and identify any skill gaps. This allows the company to proactively recruit or upskill existing employees to address those gaps, ensuring a smooth and efficient construction process.

Mobile Apps: Empower your workforce with the power of mobile technology. These apps can streamline communication, improve onboarding processes, and facilitate timekeeping and payroll. Imagine a new hire effortlessly accessing onboarding documents on their phone, eliminating the need for lengthy paperwork.

Or, picture a field worker submitting timesheets directly from the job site, saving valuable administrative time.

Virtual Collaboration Tools: Break down geographical barriers and foster seamless communication between field teams, project managers, and HR personnel with video conferencing and project management platforms.

Real-time updates, collaborative planning sessions, and easy access to project documents all contribute to a more transparent and efficient work environment.

Investing in Your Workforce: Building a Talent Powerhouse

A highly skilled and motivated workforce is the bedrock of any successful construction project.

But with the looming skilled labor shortage, retaining and developing existing talent is critical.

Here’s how to cultivate a workforce powerbase:

  • Comprehensive Training Programs: Identify skill gaps within your team and create targeted training programs to bridge them. This could involve technical training on new construction methods like prefabrication or soft skills training focused on leadership and communication. By offering opportunities for continuous learning, you demonstrate your commitment to employee development, fostering loyalty and engagement.
  • Career Development Pathways: Employees who see a clear path for career advancement within the company are more likely to stay motivated and invested. Develop well-defined career development programs that offer mentorship opportunities and training relevant to higher-level positions.
  • Competitive Compensation and Benefits: While offering competitive salaries is essential, don’t underestimate the power of a comprehensive benefits package. Consider offering health insurance, retirement plans, and tuition reimbursement programs to attract and retain top talent. A well-rounded benefits package demonstrates your commitment to employee well-being and can be a major differentiator in today’s competitive market.

Building Bridges: Partnering for a Robust Talent Pipeline

The construction industry relies on a diverse range of skilled trades – electricians, plumbers, welders – to bring projects to life.

Building strong relationships with key partners, like trade unions and educational institutions, can be a game-changer in securing a steady flow of qualified talent. Here’s how these partnerships benefit everyone involved:

  • Partnering with Trade Unions: Trade unions often represent a readily available pool of skilled and certified workers. Forging strong relationships with these unions allows you to tap into their network and identify qualified candidates for your projects. This streamlines the recruitment process and ensures you have access to a reliable pool of talent.
  • Collaboration with Vocational Schools and Training Programs: Work with local vocational schools and training programs that specialize in construction trades. This collaboration can be mutually beneficial. You can help shape the curriculum to ensure it aligns with the specific needs of the industry, while the schools can place graduates directly into relevant job opportunities within your company.
  • Offering Internship Programs: Attract young talent and cultivate future leaders by offering internship programs. These programs provide students with valuable hands-on experience in a real-world construction environment. This allows them to test the waters of a construction career while giving you the opportunity to identify promising future employees.

Building a Sustainable Workforce for the Future

By embracing technology, investing in your workforce, and building strong relationships with key partners, construction companies can build a sustainable and future-proof workforce. T

The construction industry is poised for continued growth, and the companies that prioritize strategic workforce management will be best positioned to capitalize on this exciting future.

By implementing these strategies, you can ensure you have the right people in place, with the right skills, at the right time. So, take the first step today and start building your workforce for success!

Name: Paul Miller

Facebook: https://www.facebook.com/profile.php?id=61558015089781

Paul Miller is a skilled content writer specializing in construction management topics at MobiClocks. With a keen eye for detail and a passion for the industry, Paul writes engaging and informative articles that cater to professionals and enthusiasts alike.

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