To make a construction company more attractive and welcoming to women construction workers, it is essential to promote diversity and inclusion in the workplace, as seen in companies like Leighton, which provides paid maternity and paternity leave, flexible work policies, and a network for female employee support.

Women in construction face challenges such as lack of female role models, and companies can address this by promoting diversity and inclusion, and fostering a work environment that supports female employees.

Inclusive hiring practices, such as rewriting job descriptions and partnering with vocational schools, can foster diversity in construction companies, and companies that promote gender equality see heightened competitiveness and profitability.

Diverse teams are more innovative and outperform less inclusive competitors, and women can excel in traditionally male-dominated roles with the right support and opportunities, as demonstrated by companies like Vistry Western, which has achieved equal male and female directors and has 34% female employees.

Construction companies can support women in male-dominated roles by providing mental health support, reciprocal mentoring, and addressing unconscious bias, and flexible work policies can help women achieve work-life balance.

Empowering women in construction can contribute to sustainable development, and companies can promote gender equality by targeting equal gender representation in interns and trainees, and providing training and career development opportunities.

Mentorship programs can connect women with experienced professionals in the industry, offering valuable advice and insights to help them navigate their careers, and mentorship initiatives can foster confidence for women in technical fields.

The lack of education and training has been a significant barrier to women's participation in the construction industry, but vocational training programs can help prepare them for technical roles, and government initiatives and inclusive policies can promote gender equality in the construction industry.

Companies like New Holland have implemented mentorship programs to support women in agriculture, providing them with career advisory services and promoting diversity in the industry, and the National Farmer's Federation has also partnered with New Holland to provide mentorship opportunities to women in agriculture.

West Virginia Women Work has implemented a program to help women explore non-traditional occupations, including construction, providing them with tuition-free skilled trade training and preparing them for entry-level positions.

Mentorship and networking programs can play a crucial role in supporting women in heavy machinery operation roles, providing them with the guidance and support necessary to succeed in the industry, and role models and mentors can help women in science and technology careers, including those in construction and heavy machinery operation.

Organisations should enable access and support for women in STEM careers, including those in construction and heavy machinery operation, by providing flexible working solutions and promoting diverse problem-solving.

Construction companies can adopt tailored leadership development programs for women to help them excel in heavy machinery operation roles, such as crane operation, and senior leaders can serve as mentors for women in these roles.

Networking events can also help women build relationships and expand their networks, which is essential for career advancement in male-dominated industries, and mentoring is crucial for career growth and development.

Good mentoring relationships involve thoughtful questions and honesty, and can provide perspective, guidance, and strategy for career advancement, and women's work styles differ from men's and should be valued.

Role models and positive relationships are essential for career growth, and women should support and mentor each other to achieve career goals, and companies can also partner with organizations that provide training and mentorship programs for women.

The construction industry needs to become more diverse to continue innovations, and this can be achieved by reviewing company policies and reducing language barriers, and building partnerships with minority-owned businesses can also increase diversity in the construction industry.

Leadership support is crucial for successful diversity and inclusion practices, and organizations should embed inclusion efforts at all levels, and mentorship initiatives can foster confidence for women in technical fields.

Women make up only 12% of the construction industry workforce, and there is a pay disparity of 13.3% between men and women in the industry, and companies embracing diversity and inclusion outperform their peers statistically.

Inclusive culture is key to a healthy workplace environment, and companies that embrace diversity and inclusion can outperform their peers and improve industry productivity, and leadership behaviors, such as openness, curiosity, and humility, can drive inclusion.

Language and behaviors are crucial in building an inclusive culture, and perspective taking is vital to understand and change non-inclusive language and behaviors, and women constitute a small percentage of professional roles in male-dominated fields.

Employer values and purpose are important for attracting and retaining female talent, and flexible working arrangements can encourage diversity, and diversity pledges can promote inclusive environments and help women advance in male-dominated industries.

Mentoring schemes can help women excel in male-dominated roles, and organizations that prioritize attracting women can create diverse environments that promote innovation and success, and celebrating employee differences can promote respect and inclusion.

Training executives on inclusion and diversity is essential for creating a culture of inclusion, and Diversity and Inclusion Councils can develop effective strategies to promote diversity and inclusion, and professional development programs can help women advance their careers in construction and maritime industries.

Ultimately, promoting diversity and inclusion in the construction industry can lead to greater gender equality and business success, making it essential for companies to prioritize these initiatives, and by learning from successful case studies, construction companies can develop effective diversity and inclusion initiatives to support women in heavy machinery operation roles.

To make a construction company more attractive and welcoming to women construction workers, it is essential to promote diversity and inclusion in the workplace, as seen in companies like Leighton, which provides paid maternity and paternity leave, flexible work policies, and a network for female employee support.

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Content: Leighton looks to revolutionize construction to promote a diverse and inclusive work environment
Contract 14: 00 2022 / 07 / 05
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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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What are construction and maritime companies doing to promote and aid women in the field?

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

being able to combine work and family
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Women in construction face challenges such as lack of female role models, and companies can address this by promoting diversity and inclusion, and fostering a work environment that supports female employees.

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NAILING IT

I’m a female builder – people are always shocked when I turn up on site, especially when I have my lashes and nails done

WHEN they first meet her, people are often surprised by construction worker Georgia Harper's choice of career.

Come rain or shine, the 22-year-old can be found on muddy building sites four days a week, working in a still predominantly male-dominated environment.

For Georgia though - who works as a trainee site engineer for Caddick Construction - it's the best job in the world, and all she's ever wanted to do.

Now, she's determined to break down old, outdated stereotypes that come with the building industry, and inspire more women to pursue a career in construction.

However she does admit people are still often quite surprised when she tells them what she does, and when she turns up to sites.

She says: "People always ask 'Why would you want to do that? It's dirty and cold'.

"I like to have my nails and eyelashes done from time to time, so when people meet me, ‘a woman in construction’, it's not always what they expect.

"I always have a laugh on site when anybody asks for the engineer and I turn up, as they’re usually quite surprised!"

'It's in my blood'

Even as a child, Georgia knew she wanted to go into the building industry.

She says: "When I was a young girl at primary school, I would often ask my dad if I could go to work with him delivering materials to building sites.

"It was here really that my early passions for construction were set alight.

"I loved to see all the different jobs going on around me, bringing such a huge build to life.

"I’d just think to myself, “this is amazing!”

"It’s also worth mentioning that my grandfather was a building surveyor, so it’s definitely in my blood!

"I’ve always wanted to be a site manager so becoming an apprentice engineer on site was the perfect foot in the door; I was getting some real hands-on experience."

'I'm on site four days a week'

Georgia's passion for construction carried through after she left school, and she pursued it professionally.

She says: "After college, I was encouraged into a university course, in urban studies and planning that didn’t quite suit my learning style.

"I soon left the course to pursue a more hands-on route into the industry and found the perfect apprenticeship with Caddick.

"Now, I’m on construction sites four days a week, with just one day at a desk at college.

"Caddick has given me so many training opportunities in the short time I’ve been with them and I’ve already got a lot of courses under my belt from first aid to fire marshalling.

"Before I secured my apprenticeship, I did get in touch with my local planning department and a local architecture firm where I was able to do some work experience, which was brilliant."

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

She says: "I love what I do so much and I just can’t believe that I’ve found myself in this industry.

"A lot of what I do is groundwork for big building projects, so it’s really rewarding to know that none of the final build would be possible without those foundations.

"I’m so proud everyday to do what I do, especially in a male dominated environment.

"Inspiring other women to get into it is definitely something I love doing.

"One thing I hadn’t anticipated when taking up a trade, was the diversity of each working day and the amount of amazing people you meet.

"We have new tradespeople on site everyday so you’re constantly interacting with a whole range of new people."

'There are drawbacks'

However, Georgia admits it can be challenging at times working in such a male-dominated environment.

She says: "Being a young woman in construction doesn’t come without its drawbacks.

"There aren’t always older female role models on site and not having somebody to relate to can be challenging.

"That’s why it’s really important to me to help drive change regarding the industry’s demographic.

"It can also be very arduous in the winter when it’s dark and cold, but in summer when the sun’s out, it’s the best job in the world!

"I love the guys that I work with, we have a great team on site, but I would love for more and more women to step into site roles in construction.

"You often find that women in the industry lean towards office-based roles, whether that’s design and architecture or administration but women are perfect for this job.

"With my work at Caddick, I’ve been invited into schools and colleges to speak to the students about what it is we do.

"When I was studying, I was one of three girls on my course.

"Now, there’s more of a 50/50 split in those classrooms, and it’s so great to see the next wave of women in construction coming through."

Climbing the career ladder

For career-focused Georgia, the only way is up from here.

She says: "Having an apprenticeship definitely has a positive impact on your financial prospects.

"Because I've got real life experience that my university counterparts don’t necessarily have, it just gives you an extra step up from entry level.

"From my role now as trainee site engineer there are loads of progression routes and the money definitely grows as you climb that ladder."

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

Inclusive hiring practices, such as rewriting job descriptions and partnering with vocational schools, can foster diversity in construction companies, and companies that promote gender equality see heightened competitiveness and profitability.

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Content: Women Breaking Barriers in Waste Management

A quiet but significant revolution is underway in the gritty world of skip hire and waste management, where heavy machinery and hard hats have long been synonymous with the male workforce. Women are securing roles traditionally dominated by men, reshaping the landscape of the waste management industry.

Gender diversity in waste management industries like skip-hire has long been a challenge. Data has shed light on the underrepresentation of women in specialist roles and, industry surveys report that women constitute only 24% of the total waste management workforce in the US.

Historically, we can trace the reason for this gap back to several factors. One significant reason has been the physical nature of the work, often involving heavy lifting, manual labour, and the operation of machinery. These physical demands led to misconceptions that the field was better suited for men. Gender stereotypes have played a significant role, perpetuating the idea that women do not have the necessary skills or interest in waste management.

The United Nations Environment Program (UNEP) has invested extensively in research on the role of gender in waste management. They have deemed it critical to recognise the importance of promoting gender diversity in traditionally male-dominated fields such as skip hire, from gender diversity bringing a wealth of benefits such as providing diverse perspectives to addressing labour shortages that the industry faces.

However, the benefits of promoting gender diversity in the waste management sector aren’t exclusive to women; they extend to their employers as well. According to a recent report by FP Analytics, “Women as Levers of Change,”, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts. These include heightened competitiveness, increased profitability, and a stronger commitment to environmental responsibility.

Women Breaking Barriers in Waste Management

As attitudes shift towards viewing “waste as a resource”, and the industry pivots away from landfilling towards waste prevention and circular economy principles, more women are discovering the sector as an appealing career choice. From skip truck drivers navigating city streets with finesse to women managing recycling, waste management and skip-hire companies and advocating for diversity, their contributions are reshaping the industry’s future.

Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company (PMC) exemplifies a woman taking a leadership role in the waste management sector. PMC, a state-of-the-art processing plant situated in Delfzijl, the Netherlands, specialises in recycling hazardous steel scrap into premium raw material:

“The idea to recycle asbestos-contaminated steel was born 10 years ago.” Overcoming countless obstacles, including securing €70 million in funding and hiring 30 employees, PMC has finally reached fruition. “It was a long journey, with some saying it was impossible, but we stayed strong and built a solid business case.”

Another example of women leading the way in waste management is Maria Willshee, a founding Director of Willshees, a Midlands-based waste and recycling business. Recognised as a Top 200 UK women-powered business by global private bank J. P. Morgan, Willshee’s secured the 59th position in its annual UK Women-Powered Business Report.

And recognised in last year’s list were sisters Heather Gould and Hilary Hart, principal owners of waste management specialist CSG. Based in Fareham, their four daughters also work as part of the business, while half of its eight directors are women.

Women like Nathalie van de Poel,  Maria Willshee, Heather Gould and Hilary Hart aren’t only contributing to recycling and waste management at the highest level; they are also making a difference at the community level. In 2018, the International Solid Waste Association (ISWA) embarked on a groundbreaking global survey targeting women working within the waste sector. For the first time, this unique endeavour asked women to classify their work using Ad Lansink’s waste hierarchy, often referred to as “Lansink’s Ladder.” The findings from 73 countries revealed that 51.6% of respondents were engaged in waste prevention, reuse/repair, and recycling. Highlighting the substantial role that women play as managers of household waste, their critical contributions form the backbone of responsible waste management and have a lasting impact on environmental sustainability and community well-being.

But how can we encourage more women into the industry as a whole? According to Skip Hire Glasgow specialist James David, fostering inclusivity in hiring practices is a good starting place.

Waste management and skip-hire companies can proactively embrace strategies to foster inclusivity in their hiring practices, by first recognising the importance of a diverse workforce. One such approach is reevaluating traditional hiring processes to be more inclusive. This includes rewriting job descriptions to emphasise skills and qualifications over gender or background, ensuring job postings reach a broader audience through diverse channels, and actively seeking out untapped talent pools. Skip hire companies that prioritise diversity not only bolster their internal culture but also project a positive image to the public and potential clients, positioning themselves as socially responsible and equality-driven businesses.

Partnerships with vocational schools and community organisations can play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in waste management and skip hire for example. And this fresh approach, says James David of JustHire, is precisely what the industry needs:

“Inclusivity in hiring practices is not just a moral imperative but also a strategic advantage that propels the skip hire industry forward. We should celebrate the women who are paving the way for a more inclusive, equitable, and diverse industry, for their inspiration and resilience. The further potential for women in waste management and skip hire is promising, and inclusive business practice and a heightened awareness of the positive impacts of gender equality on companies all present a win-win scenario.”

Companies that think creatively about investing in recruitment programs will ultimately benefit the most. By intentionally attracting a more diverse range of candidates, including more women, they can help transform the landscape of the waste management industry for the better.

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

commit to gender equality in hiring practices

Diverse teams are more innovative and outperform less inclusive competitors, and women can excel in traditionally male-dominated roles with the right support and opportunities, as demonstrated by companies like Vistry Western, which has achieved equal male and female directors and has 34% female employees.

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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.

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“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.

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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.

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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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

Construction companies can support women in male-dominated roles by providing mental health support, reciprocal mentoring, and addressing unconscious bias, and flexible work policies can help women achieve work-life balance.

Title:

Content: Four Ways to Uplift Women in Male-Dominated Industries

I know what it’s like to be the only woman in the room, having spent hours, days, weeks and months in digital forensics classrooms and business conference rooms with few, if any, women alongside me.

At the same time, I also know what it’s like to achieve amazing things in collaboration with diverse teams who are working side by side. Each person at the table, male, female, non-binary, has valuable perspectives and viewpoints that can bridge gaps and solve tough problems.

Unfortunately, less than 5% of the Global 500 are run by female CEOs. While companies around the world are working hard to improve their diversity, inclusion and belonging, we have ongoing to do. Women are still hitting glass ceilings in the workplace, which reflects a cascade of missed opportunities for their own growth as well as the growth of the organisations where they work. There are countless benefits to female leadership and diverse teams, and numerous studies have reported that diverse teams are more innovative and significantly outperform less inclusive competitors.

Simply put, there’s no downside to modernising our workplaces so that they are inclusive and offer a work-life integration that works for people of all walks of life. Throughout my career, I’ve seen a lot of what works and what doesn’t in traditionally male-dominated industries. Like many women, I’ve also seen the unexpected challenges and changes that have resulted from the pandemic. Businesses are still finding new ways of working and new approaches to supporting flexibility in the workplace. These changes are helping women, yes, but the benefits extend to everyone.

What’s particularly exciting is the possibility of linking new ways of working, and what we’ve learned over the last year, with business and diversity objectives. There are several specific ways to do this. These include:

1: Address and break down stigmas

It’s essential to have an open, safe environment to talk about challenging issues, ensure people feel included and establish a culture wherein junior-level employees — especially women — are encouraged to speak up. Open and respectful discussion about hard topics, in addition to education about unconscious bias, will help eliminate stigmas tied to certain groups and lifestyles. For example, women have long grappled with the tension between having a career and having children. Mothers can and do have vibrant careers, but workplaces often lack the supports that help women effectively transition back into their roles after maternity leave. Even when women are supported in this way, many feel that their status as a mother will cause them to be overlooked for promotions or high priority work assignments. Organisations can do better on this front. Likewise, business leaders must also consider additional biases women face in the workplace, so that all women, not only mothers, can grow their careers at the same pace as their male counterparts.

2: Encourage healthy boundaries

Alongside breaking down stigmas, leaders must recognise that traditional views about work-life balance have become outdated. It’s clear that flexibility and work-life integration are not barriers to company success and productivity. In fact, it’s quite the opposite. As a new mother, I’ve battled with the guilt that comes with trying to satisfy every need. This feeling that that something, work or family, is continually under-prioritised is familiar to many women. I do believe there is a way for women to feel empowered at work, not hindered by it. Every employee has different needs and should therefore have the right to set the boundaries that will help them be successful in their professional and personal lives. Leaders must establish a culture that encourages employees to have a life outside of work, whether that is hobbies, exercise, family time or other forms of self care.

3: Reciprocal mentoring

Leaders should be collaborative and support their people. When employees have encouragement in the right direction, they are far more likely to engage in their jobs and stay with their employers for the long-haul. Reciprocal mentoring—wherein managers and executives listen to colleagues from a diverse set of backgrounds to hear their perspectives on what’s working and what’s not—is one practical way of creating a culture of support and inclusion. Through reciprocal mentoring, employees have the opportunity to shape how their leaders lead and the types of policies and programmes that are put in place across the organisation.

4: Acknowledge and support new mental health needs

Supporting mental health has always been an important responsibility for employers, but it’s taken on a new sense of urgency this past year. Employees are now grappling with the loss of their social and work connections and an unprecedented (and stressful) intersection of working and family life. These circumstances have taken a universal toll on well-being, and in many households, the heaviest burden has fallen on women.

We know there is no benefit to everyone being the same. People across all identities, from all racial and ethnic backgrounds, from all lifestyles, have unique, inherent strengths to offer. When all diverse perspectives are welcomed to the table, progress and innovation can happen. Leaders have a collective responsibility and opportunity to continue advancing this kind of positive change. When we do this boldly, alongside the execution of pragmatic programmes that ensure progress, we’ll have a real shot at creating workplaces that are more flexible, open and fit for the needs of the future.

By Laura Hayter,  FTI Consulting

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

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being able to combine work and family
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Empowering women in construction can contribute to sustainable development, and companies can promote gender equality by targeting equal gender representation in interns and trainees, and providing training and career development opportunities.

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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?

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

The lack of education and training has been a significant barrier to women's participation in the construction industry, but vocational training programs can help prepare them for technical roles, and government initiatives and inclusive policies can promote gender equality in the construction industry.

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.

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?

inclusive policies
educational programs
vocational training

Companies like New Holland have implemented mentorship programs to support women in agriculture, providing them with career advisory services and promoting diversity in the industry, and the National Farmer's Federation has also partnered with New Holland to provide mentorship opportunities to women in agriculture.

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CNH Industrial: New Holland Is Fostering Careers in Agriculture for Young Women Across Australia

NORTHAMPTON, MA / ACCESSWIRE / March 30, 2023 / CNH Industrial brand New Holland Agriculture has proudly announced a partnership with UNIQ You - a not-for-profit increasing the proportion of women working in industries where they are currently under-represented in Australia.

The partnership will see five women within New Holland's network connected to high school girls in Australia. With the girls in critical career decision-making years, they can receive guidance from inspiring women who have carved their own paths.

Bruce Healy, General Manager at New Holland, said the career advisory service will support a more diverse pipeline of talent across the industry and minimize gender-related obstacles.

"New Holland has always sought ways to build workplaces and communities free of gender bias, stereotypes, and discrimination. This partnership will be another way for us to continue to promote that equality," said Healy.

"The future of agriculture, logistics, warehousing, and manufacturing industries is dependent on encouraging diversity and inclusivity within the next generation of emerging talent."

"This partnership will be a powerful way to encourage young women to consider the array of pathways available to them in agriculture, as well as support that transition into industry opportunities should they want to pursue them."

Tanya Meessmann, UNIQ You CEO, said the organization looks forward to working with New Holland to showcase the diverse range of career pathways the agricultural industry offers.

"The agricultural industry now and in the future is about much more than the traditional understanding of food production. The industry is being transformed through technological advancements and new Agribusiness opportunities, while also keeping at its forefront environment and social issues," said Meessmann.

"Working with New Holland, we are honored to be able to connect their inspiring female advisors with students so they can discover the exciting and fulfilling career pathways the agricultural industry offers, careers that they would have never imagined existed."

New Holland has committed to setting a standard of gender diversity across the industry, in line with the National Farmer's Federation's (NFF) goal of doubling the number of women in agriculture's leadership positions by 2030.

The UNIQ You partnership is another way New Holland is demonstrating this commitment. It will add to the brand's existing mentorship partnership with NFF, contributions to industry diversity and inclusion workshops and the successful New Holland network Apprentice and Technician Program.

The Apprentice and Technician Program has seen a number of women launch their careers across the brand's dealership network. They include Morgan English, a second-year mechanical apprentice at New Holland's Double R Equipment dealership in Tamworth, New South Wales.

As recognition for her excellence, New Holland sent Morgan to this year's Newcastle 500 - a major Australian motor racing event. There, she was given the opportunity to watch and assist the Red Bull Ampol racing team trackside.

"We recognize the role women such as Morgan play in our dealerships and are proud to actively participate in industry mentorship programs to promote more pathways for women. As well as support them through our own initiatives such as the 2023 Apprentice and Technician Recognition Program," said Healy.

"We are very proud of the hardworking women in our network and our emerging talent. And we're eager to see them excel in the bright future that's ahead for agriculture."

Caption: New Holland is fostering careers in agriculture for young women across Australia

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

Contact Info:
Spokesperson: CNH Industrial
Website: https://www.3blmedia.com/profiles/cnh-industrial
Email: info@3blmedia.com

SOURCE: CNH Industrial

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West Virginia Women Work has implemented a program to help women explore non-traditional occupations, including construction, providing them with tuition-free skilled trade training and preparing them for entry-level positions.

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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

Mentorship and networking programs can play a crucial role in supporting women in heavy machinery operation roles, providing them with the guidance and support necessary to succeed in the industry, and role models and mentors can help women in science and technology careers, including those in construction and heavy machinery operation.

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Content: Silicon In Focus Podcast: International Women’s Day

Role models and mentors – be ready to give support to those starting out – let’s keep the conversation going. We need to see girls and women in a broad spectrum of roles in the science and technology sector – from sales and marketing, to operations, cybersecurity and software development, and client management.

This International Day of Women and Girls in Science, our industry must create more initiatives to show girls and women how fun and rewarding a career in STEM can be.

I’d like to advise girls and women fascinated with STEM subjects and looking to get into the science and technology industry to be persistent. Be prepared to take risks and push outside your comfort zone. Apply, apply, and apply – try volunteering and internships to get an idea of different roles and volunteering for projects to push your skills. Most of all, take advice from the many women in the industry, as a huge network can be accessed on LinkedIn and other social media. The skills you might be missing are nothing compared with the wealth of talent you already have – there isn’t such a thing as a perfect candidate; no one ticks every box. And don’t be afraid to try new things until you find your niche.

Role models and mentors –  be ready to give support to those starting out – let’s keep the conversation going. We need to see girls and women in a broad spectrum of roles in the science and technology sector – from sales and marketing, to operations, cybersecurity and software development, and client management – there’s so much more to tech than coding.

Technology organisations – it matters that we enable access and support. This means more engagement with girls from secondary age to provide insight and exposure to the opportunities a STEM career can offer and offering flexible working solutions to design roles around lifestyles.

Our industry is realising the vast wealth of talent that women can offer, for organisations and society as a whole. Let’s turn talk into action and make our problem-solving diverse, make discriminatory hiring a thing of the past and offer more young women access to rewarding careers in science and technology.

Sarah Friswell, CEO, Red Ant

After beginning her career in account management, Sarah followed the client relationship ladder all the way to the emerging digital landscape in Dubai, where she led major projects for leading global brands, including IBM and Volvo.

On her return to the UK, Sarah joined Red Ant . She applied her extensive experience of networked and independent tech-based businesses to drive the company forward in pioneering work with high-profile brands such as Charlotte Tilbury, Furniture Village and Chalhoub Group. As Red Ant’s CEO, she is responsible for driving and guiding the business, from ensuring the company is run in a sustainable and ethical way to heading up talent selection and overseeing project progress and delivery to clients.

She is particularly passionate about diversity, equality and encouraging the progression of women in what can be a tough industry and has been instrumental in ensuring positive measures are part of Red Ant’s policies.

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

support networks
create leadership programs for women
professional development
promote women

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

Organisations should enable access and support for women in STEM careers, including those in construction and heavy machinery operation, by providing flexible working solutions and promoting diverse problem-solving.

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

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

Construction companies can adopt tailored leadership development programs for women to help them excel in heavy machinery operation roles, such as crane operation, and senior leaders can serve as mentors for women in these roles.

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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.

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?

create training and apprenticeship programs

appoint women to traditionally male roles

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

Networking events can also help women build relationships and expand their networks, which is essential for career advancement in male-dominated industries, and mentoring is crucial for career growth and development.

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Content: Female Mentors: Mary Ann Donaghy Leading the Next Gen to the C-Suite
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Female Mentors: Mary Ann Donaghy Leading the Next Gen to the C-Suite

Name: Mary Ann Donaghy

Title: Chief Marketing and Customer Experience Officer

Company: Zips Cleaners

Years in Franchising: 1.5

Number of units: 70

Can you describe the role mentoring has played in your career? First, I would say that I think everyone should have a mentor starting early in their career. I never had one single mentor that I could reach out to. I wish I had. However, I have had some excellent bosses and role models that I admire who have helped me continue to grow and improve professionally. In addition, I have nurtured relationships with women over the years who have been very successful while also juggling motherhood, and they have been inspirations to me.

Why is mentoring important for female franchise leaders? Female mentors in particular are important for women to see that other women can rise to the top. Women must support other women and help them refine their skills in their professional areas and also as leaders. Women’s work styles are very different from men’s work styles. We must embrace and appreciate those differences. We don’t have to be like men to be successful. But we need to focus on what’s important to make the business successful. That’s all that matters. And generally, women have approaches that are different than men, which provides a balance and broader perspective.

Far too often, I’ve found women not supporting other women, unfortunately. I’ve witnessed railroading, jealousy, resentment, and frankly, cattiness that is unprofessional, unhealthy, and damaging to the company and its culture. I could write a book about it! Every female in the business world I know has experienced it, which reinforces that we need to support each other and mentor each other, not tear each other down. I take that very seriously as I manage younger women.

What are the key elements of a good mentoring relationship? Ask thoughtful questions. Listen to the answers. Be honest. Be supportive. Sometimes, a little tough love is necessary. The key is to provide perspective, so the mentee has the bigger-picture view of their role in an organization to put the issues they might have into context. The mentee needs to know they can trust you and that you have their back.

What are the benefits of mentoring programs for female leaders looking to advance their careers? Perspective, honesty, guidance, and strategy. Without a mentor, I didn’t have anyone to provide a long-term view, so I made some decisions and career moves without looking at the larger picture. More seasoned executives have the benefit of experience from their careers and from watching the careers of others. You don’t have that perspective when you’re younger.

How is a mentor different than a coach? A coach’s job is to push you to win. A mentor’s job is to help you be as successful as you want to be and make decisions that will help you achieve your goals. Those goals are different for different people. Some want to rise to the C-suite. Some want to change careers or shift to another function. Others want to figure out how to have more work-life balance.

What role did mentoring play in your path to the C-suite? I had a boss at AOL who later hired me at the University of Maryland Global Campus. He made me appreciate the value I provided and helped me to see how I was different. He provided me with the support and guidance to know I had earned a C-level position. I had the confidence to know I had earned it.

How did mentoring help you in other business relationships? It helped me to focus on creating a win-win and approach everything from the perspective of what’s good for the company.

In what ways has mentoring helped you build confidence in your decision-making? It helped me to understand my value and that I was especially good at seeing the big picture and making data-driven decisions while tapping into common sense and intuition.

In what ways has mentoring helped you set goals and achieve objectives? It gave me role models to aspire to emulate.

What were the three most important things you learned from mentoring? Confidence, perspective, and the importance of developing positive relationships.

How can mentoring help the next generation of women on their path to the C-suite? Women need to help other women, and young women have every opportunity to achieve their career goals. Things have changed a lot since I started my career. Women have nothing stopping them from their goals except themselves.

What advice do you have for female executives considering mentoring? Just do it! Women need other women.

Published: April 1st, 2024

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

support networks
professional development

Good mentoring relationships involve thoughtful questions and honesty, and can provide perspective, guidance, and strategy for career advancement, and women's work styles differ from men's and should be valued.

Role models and positive relationships are essential for career growth, and women should support and mentor each other to achieve career goals, and companies can also partner with organizations that provide training and mentorship programs for women.

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

create training and apprenticeship programs

The construction industry needs to become more diverse to continue innovations, and this can be achieved by reviewing company policies and reducing language barriers, and building partnerships with minority-owned businesses can also increase diversity in the construction industry.

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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.

Entrepreneurs help pave the way to the future, so it’s important to learn the fundamental tactics and best areas to focus your resources in order to build a better tomorrow.

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Leadership support is crucial for successful diversity and inclusion practices, and organizations should embed inclusion efforts at all levels, and mentorship initiatives can foster confidence for women in technical fields.

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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?

support networks
professional development

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

Women make up only 12% of the construction industry workforce, and there is a pay disparity of 13.3% between men and women in the industry, and companies embracing diversity and inclusion outperform their peers statistically.

Title:

Content: The current tagline being used by Australian Contractors Association (ACA), is “Disrupt or Die”.

This is based on a report produced by BIS Oxford Economics (now Oxford Economics Australia), that continue to show the performance in the industry is lower than it was in 1990, or an average growth of -.1 % year on year since then.  It is an industry that is “stuck in the past” and that the industry has failed to innovate according to Disrupt or Die report.

The report highlights that the diversity continues to be low and the percentage of women in the industry is at 12%.  Additionally, men’s suicide rate continues to be high (6 times more likely to die by suicide than an incident).  Also, according to Workplace Gender Equality Agency the pay disparity between men and women is 13.3%, and much higher at more senior levels.

The culture of the industry is clearly not serving anyone.  We are all losing.

Research shows that a fundamental ingredient for a healthy culture is inclusion.  However, to create an inclusive culture in construction obviously won’t happen overnight, as it takes time and considerable effort to drive human behavioural change.   That said, we must start somewhere.  Anywhere!  But the key is to start now.  Thus, the strong current industry sentiment – Disrupt or Die.

Extensive research has shown that from an organisational perspective, companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.  At a time of economic struggle this may mean the difference between keeping the business open…or not.  Disrupt or Die.

From a purely economic point of view, improvements to the industry’s productivity performance could save Australia $47 BILLION annually.

We MUST change the culture.  Disrupt!!!

Inclusive Culture

How to disrupt and create a more inclusive culture?

Firstly, there are many different definitions for “inclusive culture” but for simplistic sake for this article, an inclusive workplace culture is one that is supportive of and respectful towards all employees of all backgrounds.

Further, this means a culture which every colleague feels a sense of belonging and connection.  Where people are valued for who they authentically are, and for their unique contribution and the difference they make.  They are listened to.  Seen.  Heard.  And their views are acted on.  Additionally, where people are treated with the same level of respect through the language and behaviours not just through a company policy or values statement.

“inclusion is intentional.  It is about identifying and removing barriers so that everyone can participate to the best of their ability.”

To create a workplace culture where individuals feel safe to be their authentic selves, a level of psychological safety must be created.  This means creating a space where people feel safe to speak up, are not shut down when expressing ideas, and are supported to show up authentically.  This takes time and effort and will not happen on its own.

Language and Behaviours

Two key ingredients to building an inclusive culture are our language and behaviours.

Behaviours

Data has shown that three key leadership behaviours can help drive inclusion include:

  • Openness – open to understand others that are different to them, which helps create a safe environment for people to speak up.
  • Curiosity – being openly curious about learning more from and about your teammates, and proactively seek out different perspectives to your own.
  • Humility – appreciating other people’s strengths and giving credit where it’s due.

It is vital to try to understand from the other persons perspective (perspective taking).  The only way to do that is to ask them …do not assume you know, because you don’t.  Only each of us understand our own perspective based on our experiences, culture, and upbringing.

Perspective taking example:  Ask someone, “I would be interested to know how that made you feel when (example of when a team member experienced something that was not inclusive), to help me understand how to change my own language and behaviours.  Lean in to understand and then evaluate if something needs to be changed.

Language

We have all grown up in different households and cultures and use different words to express ourselves, which makes it challenging to know or understand if you used language that was offensive to others.  Err on the side that your language could be offensive to others.  Lean in to understand when someone highlights this.

Here are a couple of examples from this week that are simple but could be easily missed if  you don’t look at it from a different perspective, or if the person/s offended don’t feel safe to speak up.

Perspective taking example:

(posted on LinkedIn)

Post:  “FFS…really?!”

Using language that makes people feel included is fundamental.  When purchasing items in your supply chain – think before you buy!  Is it inclusive?  If not – ask that they supply products that are.  Just by asking the question and then disrupting the thought process is the start of the journey.  Ask the team to identify things in your supply chain that are not inclusive to help the perspective taking.  Disrupt.

Another example:

(Email received)

“The kitchen guy just came to do some final measurements.  Walked past one of our painters on the way in.  Says to the husband, “so you hired the painters”.  The husband looks at him confused and he says, “young good-looking female” (followed with a wink and a nod).  Wife was now very angry.  The husband doesn’t want to rock the boat with the builder so stays quiet, which further infuriates the wife. She too stays quiet as her husband doesn’t like conflict so in respect to him, said nothing.  However, after the builder leaves, the husband and wife are at odds of how to handle the situation, which has now impacted their wellbeing (are angry) and their relationship (who should have spoken up).  They are now unsure if they want that builder in their house at all.  The supply chain is hot so should they now look for someone more respectful?  Or do they address the language used with the builder?

It’s challenging when the wrong language and behaviours are used in how to address the situation.  We need to include in our culture how to address such situations in a safe and inclusive way.  Perhaps in this case, just getting curious and asking the builder in a non-defensive way, “we’re curious to understand if you know how offensive that language and behaviour is that you just used?”.  Given that the construction industry culture lives in the past, he might have never been told!  Help him!  Disrupt!

Many times, we don’t want to call out the behaviour or language because we don’t want to be seen as going against our mates. If we call it out, we often believe we will, or do get ostracised as for calling out for changes.  All of this impacts the performance of everyone involved.

To disrupt the culture is challenging but by no means insurmountable.  Yes, it takes time and effort, but is in our control to change it!  It takes perspective taking from others and building a safe place to speak up.  The upsides to disrupting and building a culture that is more inclusive is one that outperforms, creates a space for us to be more authentic, more respectful, and is more attractive to work in for everyone.

Be a disrupter!

Lean into creating a safer and more inclusive culture.

The industry needs us all to help build a better future.

Inclusive culture is key to a healthy workplace environment, and companies that embrace diversity and inclusion can outperform their peers and improve industry productivity, and leadership behaviors, such as openness, curiosity, and humility, can drive inclusion.

Language and behaviors are crucial in building an inclusive culture, and perspective taking is vital to understand and change non-inclusive language and behaviors, and women constitute a small percentage of professional roles in male-dominated fields.

Employer values and purpose are important for attracting and retaining female talent, and flexible working arrangements can encourage diversity, and diversity pledges can promote inclusive environments and help women advance in male-dominated industries.

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

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

Mentoring schemes can help women excel in male-dominated roles, and organizations that prioritize attracting women can create diverse environments that promote innovation and success, and celebrating employee differences can promote respect and inclusion.

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

support networks
professional development
promote women

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

Training executives on inclusion and diversity is essential for creating a culture of inclusion, and Diversity and Inclusion Councils can develop effective strategies to promote diversity and inclusion, and professional development programs can help women advance their careers in construction and maritime industries.

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2022, diverse teams will be key to the development of companies

Inclusion and diversity in work teams drives innovation. We are stronger when we run a business that cares about its communities and the world we live in. Let's toast 2022 with more opportunities for women.

By
This article was translated from our Spanish edition using AI technologies. Errors may exist due to this process. Opinions expressed by Entrepreneur contributors are their own.

In the early 1990s the auto industry unveiled an innovation in car manufacturing: the airbag . By October 2001, the US National Highway Traffic Safety Administration estimated that airbags had saved more than 7,500 lives. But these first airbags also killed 195 people during this period, mostly children and women under 1.70 meters. The force of the airbag impact on small bodies was brutal and until then this data was unknown.

The reason? In those years, airbag tests were done with mannequins with exclusively male characteristics and not with measurements of shorter female bodies or children. It wasn't until 2011 that the US government began requiring the auto industry to test “female” dummies. In Sweden, the road safety expert Astrid Linder had the solution because, together with her team, she designed EvaRid , the female prototype that helped manufacturers develop vehicles that would protect both men and women.

The story of the first female mannequin created by Linder reaffirms the importance of including more women in the work teams of various corporations. Without Astrid Linder's vision, the auto industry could have taken longer to develop a safe driving option for us.

Diversity and female inclusion in companies is not a whim, but a necessity that benefits society and also companies. McKinsey & Company's global Diversity wins: How inclusion matters study - surveying more than 1,000 companies from 15 countries - found that organizations with diverse and inclusive work teams have 25% or more chances of having earnings above the average, in relation to other similar companies.

Fortunately during these pandemic months, 78% of medium-sized companies are already promoting actions in favor of the desired gender parity and with it, generating a cultural change. 34% are focusing on creating an inclusive culture and ensuring equitable access to more development opportunities and 31% are committed to continuing with flexible work for the benefit of more women.

We know that cultural transformations do not happen overnight, but the priority is for industries to accelerate their processes of female inclusion by 2022. The pandemic brought some setbacks that must be alleviated. As if it were a choir where diverse voices with different harmonic qualities work for a common good; thus, companies must take advantage of equal opportunities both the talent of women and men.

In a post-pandemic world, the empathy, creativity, commitment and versatility of female leadership are needed, as well as assertive communication and a willingness to change. More women are also needed in work teams because precisely they are the ones who most support the diversity, equity and inclusion efforts of organizations.

Creating an inclusive environment in companies can start with some concrete actions such as the following:

1. Speak up for inclusion : Royal Bank of Canada considers it important that the organization's executives and managers receive training on topics related to inclusion and diversity. Like this institution, my suggestion is that companies design a set of communication initiatives that encourage community members to build a solid culture of inclusion.

2. Diversity strategies: some companies such as GAP have a Diversity and Inclusion Council where an advisory group made up of corporate executives and organization leaders develop diversity and inclusion strategies. All the company's actions on inclusion and diversity are also implemented in its business strategies.

3. Professional development programs : invest in the development of educational programs and / or leadership programs that ensure the company has a portfolio of talented and high-potential women; while it gives women the option of developing a career.

4. Celebrate employee differences: Diversity and inclusion behaviors should be celebrated. This is one of the most important ways to show employees that they are respected.

In a few days we will celebrate the arrival of 2022. Many companies prepare their action plan on issues of equality and inclusion because they know that creating diverse work teams that promote an inclusive culture has a positive impact on both society and their business strategies . We are stronger when we run a business that cares about its communities and the world we live in.

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

create training and apprenticeship programs

Ultimately, promoting diversity and inclusion in the construction industry can lead to greater gender equality and business success, making it essential for companies to prioritize these initiatives, and by learning from successful case studies, construction companies can develop effective diversity and inclusion initiatives to support women in heavy machinery operation roles.

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