The construction and maritime industries are becoming less male-dominated as women take on roles like crane operators.

Women can excel in male-dominated fields with determination and support, despite facing challenges like limited education, societal norms, and biases.

Government initiatives can address underrepresentation of women in the workforce and promote their participation in research and careers.

Mentorship and peer support can foster confidence and inclusivity for women in technical fields.

Leadership support is crucial for successful diversity, equity, and inclusion practices, boosting confidence in fair treatment.

Tata Steel promotes diversity, encouraging girls to take up jobs like crane operation and providing training for female employees.

Benchmarks like the Maritime Employee Survey track diversity and inclusion trends and progress on diversity strategies.

Inclusive culture and leadership behaviors like openness, curiosity, and humility drive inclusion and a respectful workplace.

Women's economic empowerment, including employment opportunities, is critical for their overall empowerment, and organizations like UN Women support marginalized groups.

Effective communication, teamwork, and leadership are essential for women in male-dominated fields like crane operation.

The National Training Academy's Women Lead program targets Egyptian women aged 22-50 to develop executive leadership skills.

West Virginia Women Work offers a tuition-free training program, Step Up for Women Construction, covering carpentry, electrical, plumbing, and welding for entry-level construction positions.

The Ministry of Labor will train over 35,000 young people nationwide, encouraging women to join male-dominated programs like heavy duty equipment operation.

The government has launched initiatives to ensure fair treatment of women in the workplace.

The Singapore government has improved women's rights and incorporated fair employment guidelines into law to prevent gender discrimination.

Illinois received $1 million from the Federal government to support and train women in construction, including crane operation.

The Silver Support Scheme in Singapore has been increased by 20% to support women in male-dominated fields like construction.

Women are making progress in breaking down traditional gender barriers in construction and maritime, contributing to a more diverse workforce.

Women now comprise 16% of the construction workforce.

Women hold only 4% of site manager positions.

The Women into Home Building Employment Programme offers funded training and childcare support.

Construction management was a lucrative career path for women in 2021, with an average salary of $98,500.

Women in construction face challenges, including a lack of female role models and unequal treatment by men.

Women are breaking down traditional gender barriers in the industry, with companies like Leighton promoting diversity through initiatives such as paid leave and flexible work policies.

Leighton has a network, WOICE, offering training and career development for female employees.

Vistry Western has 34% female employees and an equal male-to-female director ratio.

The company promoted 11 females to director posts in 2021-2022 and supports agile working and unconscious bias training.

Women in construction are breaking gender barriers and bringing diverse knowledge and experiences to the industry.

Suffolk Construction's Career Start program has successfully recruited women to work on high-profile projects.

The maritime industry has made progress in recruiting women, with organizations promoting inclusion at all levels.

Mentorship and peer support can foster confidence and inclusivity for women in technical fields.

Leadership support is crucial for successful diversity, equality, and inclusion practices.

In Australia, women comprise 12% of the construction workforce and face a 13.3% pay disparity.

Companies that prioritize diversity and inclusion can see improvements in productivity and economics.

Globally, women are underrepresented in construction, but can be supported through education, training, and mentorship.

Empowering women in construction supports sustainable development and benefits diverse companies.

Women face challenges in maritime careers due to traditional male dominance, making women's leadership empowerment essential.

The maritime industry needs more recognition, which can be achieved by promoting women's leadership and inclusion.

The 'Rising Women in Maritime' event promotes women's empowerment and shares their experiences.

Women's leadership in maritime promotes industry growth through inclusion and diversity.

The UAE supports women in the maritime sector with training programs to empower them.

Sahar Al Rasti is the UAE's first female naval captain.

The UAE has launched the "Leaders in Difference" initiative to empower women in maritime.

The International Maritime Organisation promotes women in maritime to increase their participation in the industry.

Women make up 1.2% of global seafarers and could help address crewing shortages with greater inclusion.

The number of women seafarers has increased by 45.8 per cent since 2015, boosting maritime industry gender equality.

WISTA supports women in shipping with training, career development, and scholarships.

The Maritime SheEO programme helps women progress into leadership, addressing underrepresentation in senior roles.

Women in maritime can excel with the right support, despite challenges like work/life balance and diversity in male-dominated roles.

Mentorship and peer support foster confidence and inclusivity for women in technical fields.

Leadership support and sufficient female representation are crucial for successful DEI practices.

Organisations should promote a culture of diversity and inclusion to achieve gender-parity in the maritime industry.

The Arab Academy provides education and employment opportunities for women in maritime.

Women can specialize in marine mechanics, marine electricity, and other maritime fields.

The Waves of Opportunity initiative hires and trains maritime workers, including women, for career development.

Men dominate fields like engineering, while women face discrimination in male-dominated careers.

Gender segregation results in men holding higher-paying jobs and low female participation in certain fields.

Policy solutions should promote equitable education access and gender equality awareness.

Women can excel in any field, including male-dominated ones, and are effective and resilient.

Georgia Harper, 22, is a female trainee site engineer in a male-dominated industry.

She works on construction sites four days a week and is trained in first aid and fire marshalling.

Georgia wants to inspire women to join construction, where older female role models are scarce.

Georgia's apprenticeship has improved her financial prospects in a male-dominated construction industry.

Rachael Reresi breaks stereotypes as a female mechanic in a male-dominated field.

She works seamlessly with her male counterparts and is a potential future leader at Warrior Industry.

Reresi's success underscores perseverance, skill, and challenges gender norms in a male-dominated field.

Women make up 24% of the US waste management workforce, a field where UNEP promotes gender diversity.

Promoting gender equality increases competitiveness and profitability by bringing diverse perspectives and addressing labor shortages.

Nathalie van de Poel and Maria Willshee lead recycling initiatives in the Netherlands and the Midlands, respectively.

Wendy Pratt, a senior electrician, faced resistance in trade school due to her gender.

She used initials on job applications to avoid bias and advises young females to be aggressively work-oriented.

Math skills are necessary for electrical work, and IBEW 1260 Union prioritizes safety and quality.

The Be an Ally Foundation and Girls in STEAM Academy support social change and female leadership in STEAM fields.

A diverse and inclusive workforce improves financial performance and decision-making.

Less than 5% of Global 500 companies have female CEOs, and women often hit glass ceilings, missing growth opportunities.

Diverse teams outperform less inclusive competitors and addressing biases helps women overcome barriers.

Four women were hired as Stacker-cum Reclaimer operators and one as a Hyva operator at Tata Steel Meramandali, a first for the unit.

Female SCR operators must have a Mechanical Engineering diploma and receive safety and on-job training.

Tata Steel promotes diversity and inclusion in the workplace and among its vendor partners.

The construction industry is globally male-dominated with women underrepresented.

Societal norms, stereotypes, and limited education hinder women's participation in construction.

Empowering women through government initiatives benefits gender equality and development.

Female construction workers can inspire others by balancing work and family responsibilities.

Inclusive policies in construction promote gender equality and bring valuable perspectives through women's participation.

Most respondents believe women improve farm productivity, yet 70% of women face unequal treatment in the sector.

Most women work off the farm and face barriers in agriculture.

Traditional farm inheritance practices and household responsibilities limit women's entry into farming.

Women are breaking into construction, inspiring others with their trailblazing stories.

Loretta Barnett is a second-generation female crane operator at Savannah River Site.

Farkhana Safargaleeva is a successful crane operator with 15 years of experience.

Four women operate a Stacker-cum Reclaimer at Tata Steel Meramandali, marking a milestone in gender diversity.

The company's hiring of female operators promotes a diverse and inclusive workplace, influencing vendor partners to adopt similar diversity practices.

Farkhana Safargaleeva returned to crane operating after 5 years, passionate about her work, having erected many houses.

The construction and maritime industries are becoming less male-dominated as women take on roles like crane operators.

Title:

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

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?

Women can excel in male-dominated fields with determination and support, despite facing challenges like limited education, societal norms, and biases.

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 challenges do women in the construction and maritime  industries face?

Government initiatives can address underrepresentation of women in the workforce and promote their participation in research and careers.

Title:

Content: Gender Equality Commissioner Josie Christodoulou used her address at the recently held ‘Women in ICT’ event to highlight the gender disparity within the technology sector.

The event was a collaborative effort between the Deputy Ministry of Research, Innovation and Digital Policy, the non-profit technology association TechIsland, and the Digital Cooperation Organisation (DCO).

In her speech, Christodoulou highlighted the underrepresentation of women not just in the workforce generally, but more specifically in STEM (Science, Technology, Engineering, and Mathematics) careers.

She noted the projected 8 per cent increase in demand for these roles within the European Union by 2025, emphasising the necessity for gender-balanced participation.

“The participation of both women and men in STEM occupations is more than necessary,” she said, pointing to the societal stereotypes that hinder women’s progress.

She added that “the traditional, patriarchal stereotypes and prejudices that still prevail in our society”.

Christodoulou also outlined the various reasons why women, despite being highly educated and capable leaders, remain underrepresented.

“Women are expected to focus mainly on the family, as they are almost exclusively responsible for raising children and caring for their needs as well as elderly relatives or people with disabilities,” Christodoulou said.

“They are also expected to devote time to household chores,” she added, emphasising how this unpaid labour limits women’s professional and personal development and thereby their ability to realise their full potential.

Addressing this issue, she argued, requires a long-term commitment to dismantling these deep-seated stereotypes and prejudices.

“Correcting this situation is not an easy task,” she noted, explaining that “the urgent message we need to send is that equal participation of women in all areas of economic activity, including the technology sector, goes through the deconstruction of stereotypes”.

The commissioner also detailed specific policies and actions that are being implemented under the National Strategy for Gender Equality 2024-2026.

These initiatives include collecting and processing data on women’s participation in research, innovation, and cybersecurity, as well as designing targeted training programmes to familiarise women in rural areas with new technologies and their daily advantages.

Additionally, starting from the next school year, teachers and school career advisers will be trained to guide children in choosing careers based on their skills rather than traditional gender roles.

Moreover, Christodoulou mentioned that the government has introduced scholarships focused on innovation and technology. This year, she mentioned, they have added the field of shipping to the list of available scholarships.

“Last year we launched an awareness campaign on social media called ‘HerStory’, dedicating the first edition to promoting the participation of women in STEM careers,” she said.

“Through short videos, successful female role models in relevant fields told their personal stories about the opportunities they had, but also about the obstacles and challenges they faced,” Christodoulou added.

Additionally, efforts to improve work-life balance, such as increasing the number of daycare centres for children and the elderly, are part of the Recovery and Resilience Plan aimed at enabling women to pursue full-time careers. The plan includes 34 care facilities for infants as well as for the elderly.

“The Labour Ministry has already started the process with the cooperation of the local authorities. Thus, women will have the opportunity, if they wish, to take up full-time jobs, exploring their professional possibilities,” she explained.

Christodoulou also ensured that the government is proactive in designing policies that foster real change, moving towards a more sustainable and powerful future.

“We do not see gender equality as just another problem to be solved but as the solution and the path to a more sustainable and powerful future for all,” she concluded.

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

Mentorship and peer support can foster confidence and inclusivity for women in technical fields.

Title:

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

This site is operated by a business or businesses owned by Informa PLC and all copyright resides with them. Informa PLC's registered office is 5 Howick Place, London SW1P 1WG. Registered in England and Wales. Number 8860726.

5 key takeaways for DEI in maritime

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

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

1. Building inclusion throughout an organisation’s levels

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

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

2. Avoiding seeing women in maritime as a monolith

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

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

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

4. Fostering relationships and embedding peer support

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

5. The support of leadership in successful DEI practices

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

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

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

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

Leadership support is crucial for successful diversity, equity, and inclusion practices, boosting confidence in fair treatment.

Tata Steel promotes diversity, encouraging girls to take up jobs like crane operation and providing training for female employees.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

How has the 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?

Benchmarks like the Maritime Employee Survey track diversity and inclusion trends and progress on diversity strategies.

Title:

Content: Home / Shipping News / International Shipping News / Global call for feedback on employment conditions and tackling discrimination as 13th Annual Maritime Employee Survey opens

Global call for feedback on employment conditions and tackling discrimination as 13th Annual Maritime Employee Survey opens

The 13th edition of the Maritime Employee Survey from Halcyon Recruitment, Diversity Study Group and Coracle Maritime has been launched, with a call for maritime professionals from all corners of the industry to submit their feedback on their employment experiences.

The survey is focused on shipping’s global shore-side workforce, spanning all sectors, locations, disciplines and levels of experience. Among the areas of focus for this year’s survey are pay and benefits, access to training and development opportunities, discrimination in the workplace, and the provision of diversity and inclusion initiatives.

Running since 2009, the Maritime Employee Survey is one of the best-established benchmarking exercises on global employment trends in the maritime sector, shining a spotlight on the experiences of those in shoreside roles. Supported by more than a decade’s worth of data to help track long-term trends, the survey provides invaluable insights that are broken down by ship segment, by region and by professional field.

At a time when diversity, equity and inclusion (DEI) is rising up shipping’s agenda, the survey will also provide insight into the progress towards tackling discrimination in the workplace and on implementing diversity strategies and programmes to help drive positive change.

Calling for maritime professionals from across the industry to take part in the survey, Heidi Heseltine, CEO of Halcyon Recruitment and Founder of the Diversity Study Group, said:

“The past 12 months have seen the maritime world take cautious steps towards recovery as the worst of the pandemic seems to be behind us, but in a complex, fast-changing industry, there is no single story of where we find ourselves today. The experiences of those working in shoreside roles are diverse, but through this survey, we once again want to build a picture of the industry and identify the trends that can help employers to understand the experiences and priorities of its workforce.”

Heidi Heseltine, CEO, Halcyon Recruitment and Founder, Diversity Study Group

“We want to hear from everyone, whatever your role and sector, wherever in the world you’re based, and whether you’re an industry veteran or in your first year in the maritime industry. As well as benchmarking salary and benefits, we’re particularly keen to see if the industry is making meaningful progress on tackling discrimination and supporting greater diversity and inclusion. I’d urge everyone working in the industry to spare a few minutes to complete our survey.”

The 2022 survey is now open and will run until 14th October. It can be completed online here: The Maritime Employee Survey 2022

The survey is completely confidential and a full report of the results will be published later this year.
Source: Halcyon Recruitment

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

Inclusive culture and leadership behaviors like openness, curiosity, and humility drive inclusion and a respectful workplace.

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.

Women's economic empowerment, including employment opportunities, is critical for their overall empowerment, and organizations like UN Women support marginalized groups.

Title:

Content: Home Arabia Felix Economic Empowerment of Syrian Women
Economic Empowerment of Syrian Women
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The conditions of war in Syria imposed on many women a form of life, which was not familiar or acceptable in their environments, so that they faced conditions that did not allow them to practice their lives humanely, but today they are the breadwinners of their families, and they were forced to experience various types of professions, even difficult ones, which were the exclusive preserve of men.
As a result of the harsh living conditions, the difficulty of securing basic materials, the high prices, and the difficulty of finding jobs commensurate with their circumstances, most women have become lonely. The war has divided the members of the same family, so the mother often took the role of the father, who may have lost his life, lost, or was arrested, and may have become disabled due to injury or illness.
Um Osama says: “I never imagined that I would work outside the house no matter what the circumstances, the standard of living of my parents was so good, that I did not think about work, and when I got married the financial situation of my husband and his family was of a good standard.
Um Osama continues: “The days passed, and the circumstances changed, and our conditions worsened, so we moved to Turkey, where my husband suffered several heart attacks, and as a result, I was forced to work, and because I did not have any scientific degree, and I did not master any interest or craft, and the biggest obstacle to me was the language, all that forced me to work in cleaning dishes. At a restaurant in Urfa.
This shift in the culture of society is behind the reality of war, where work is no longer a culture, development and right, but a duty imposed by the difficult living conditions of the Syrian family. to work in harsh conditions.
Um Mohammed Shalgham was not older than the end of the fourth decade when her husband abandoned her and his second wife influenced her, and abandoned her with her two children, so she was forced to work in agriculture, and several other professions, the last of which was in a cotton mill at the beginning of the winter season, because agricultural work stopped in this season.
The years of war in Syria have put women and girls in front of the reality of work, to bridge the gap resulting from burdensome economic conditions, and sometimes they were the only breadwinners in the absence of a forced man, between arrest, death, migration or involvement in war with one of the parties to the conflict, which gradually formed social acceptance of women ’ s work due to exceptional social conditions, after Syrian families rejected it for years.
A study carried out by the United Nations Population Fund (UNFPA) showed that about 145,000 Syrian families, in which women play the role of breadwinner, and are solely responsible for providing all their necessities with the absence of men.
Challenges facing women in the labour market
Women face significant challenges in the employment sector, such as limited employment opportunities or limited options, especially for holders of degrees.
A study by Orange Foundation, covering women ’ s access to the labor market in Syria, identified potential challenges for Syrian women to work in organizations or companies, most notably logistics. 82% of participants faced the challenges of having facilities for children, 55% faced problems related to having children, while 43% faced challenges related to working conditions, family obligations (39%), and social and cultural customs (30%).
There are major challenges facing women in the labor market, including obtaining work permits, “sikorta ” (health insurance), language, the perception of some host countries that refugees are depriving them of their opportunities to work, because they accept less than the minimum wage, in addition to some social customs and traditions, and the male perception of some communities and families about women ’ s work.
Umm Mohammed did not realize that her work and social life would stop in the cotton gin. One day, while cleaning around one of the machines, she suddenly fell and the machine pulled Umm Mohammed ’ s foot inside, but her large weight helped her foot stop at the first machine, but after it was too late, the blades hit her foot badly. The owner of the lab took her to the hospital and after the police came to take her statement. In the Turkish language, they asked her to testify, that Umm Mohammed fell from the car, so that the owner of the factory does not have any responsibility, and pays large sums of money, because the Syrian workers work without a sikorta, any health insurance, and have no official records or restrictions, and the investigation ended.
Umm Mohammed, who was under the influence of the operation and the excruciating pain eating her foot, did not know what happened, and what was written in the investigation, and at the end of the day gave the Batroun to Umm Mohammed equivalent of 1500 Turkish liras, and he came out, and Umm Mohammed still to this day retreat the hospital, and operations are conducted one after another has become almost helpless and use crutches to do some things, and have no one.
In the countries of asylum
For example, Jordan has allowed Syrian refugees to work in the agricultural, construction and manufacturing sectors only, and to obtain employment in these limited fields requires a work permit, not to mention the cultural challenge for refugee women to integrate and learn the language before seeking employment.
Um Osama adds: “The working hours are very long, and sometimes forced to switch shifts, to become from 3 pm to 11 pm, in addition to the double pay, which does not reach 80 Turkish lira, and this wage that Umm Osama receives, does not reach the minimum wage of workers in Turkey, but Umm Osama insists that employers control us, because of poor living conditions, that force us to accept any work. ” No matter what you say, pay and pay.
Om Osama explains: Employers evade getting a work permit, or “Sikorta, ” in order to evade paying taxes to the state, and not to give us our full wages.
The role of organizations and civil society in the empowerment of women
The Syrian Women ’ s Committee is an organization registered with the Turkish government and is a non-profit organization to support and empower Syrian women in Turkey.
The organization includes about 1200 women of different ages and geographical areas in Syria who sought refuge in Turkey / Reyhanli.
The aim of the organization is to empower Syrian women in all fields through economic and awareness projects that enable them to overcome the challenges they face in the country of asylum. There are several projects that the Women ’ s Committee in Reyhanli is interested in, such as the domestic food supply project, the rattan industry project, the Sufi works and dolls project, the women ’ s haircut project, and the crochet project.
There are many obstacles facing the activities of the Women's Committee, the most important of which is the lack of funding or financial support, or the marketing body for women's products in the Committee, as well as the lack of experience in electronic and physical marketing, so many difficulties, and the Women's Committee tries to overcome and reach its goals with success, even at a small level initially to reach the biggest successes later.
Another obstacle is the language factor, which hinders the development of the committee ’ s projects and their spread in the surrounding society.
As for the quality of projects that achieve economic benefit, it depends on handicrafts and the manufacture of sweets and Syrian foods, in addition to the preservation of mortars and drying of food, works of wool and art, accessories and wall paintings, which in its entirety does not require muscle effort as much as it needs creativity and training and mastery and art.
Economic Empowerment:
Economic empowerment provides women with the ability to control family resources and sources of income, in addition to many economic matters; access to markets and provide them with equal employment opportunities with men in access to important economic positions, participation in economic decision-making, and enhancing their ability to financial independence through earning money, and participation in the workforce.
Research suggests that women could contribute as much as $28 trillion to global GDP by 2025 if they can participate fully in the global economy.
Women ’ s empowerment opens the door to economic potential at all levels of society, from the state, through private companies and government institutions, to individual women, their families and their communities.
Seventy years ago, the Universal Declaration of Human Rights was published: “All human beings are born free and equal in dignity and rights. ”
These words, which are very simple in nature, are also very profound, if we devote a moment to think about them.
We are all equally valuable.
Our right to freedom is inherent in each of us, our right to freedom from fear and want, and to freedom of choice in its simplest form, including the freedom to make decisions about our personal lives.
Women ’ s autonomy, choices, and rights lead to greater economic growth: it ’ s self-evident that women make up half the world ’ s population.
It is also more sustainable, since its pillars are broader and its benefits more rooted.
But the empowerment of women is also important, because women are important and their choices are important, and we must never forget to focus on this aspect, and we can only empower women and girls if we respect, protect and achieve women ’ s human rights.
Women ’ s economic empowerment – their ability to succeed and advance economically and their power to make and act on economic decisions – is a fundamental human right, and all countries in the region have ratified the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW).
However, seven countries registered reservations to article 15 (on the equal rights of women to conclude contracts and administer property) and 11 to article 16 (on the right of married women to own, administer and dispose of property on an equal basis with men).
This has a negative impact on women ’ s economic empowerment in the region, as it affects women ’ s equal access to resources.
Expanding economic opportunities for women is important because it is a critical factor in women ’ s empowerment, and UN Women ’ s efforts on economic empowerment are being implemented in the context of women ’ s rights and work, social justice, and inclusive sustainable development that includes social, economic and environmental dimensions in line with the 2030 Agenda for Sustainable Development.
It promotes Women Empowerment Principles (WEPs), engaging with the private sector to improve women ’ s position in the economy, for inclusive and sustainable growth; challenging gender stereotypes; and raising awareness and support to address gender-based discrimination at the individual and family levels that hinders women and perpetuates gender inequality in society.
In all of our economic empowerment programs, UN Women works to reach the women most in need, often through engagement with grassroots and civil society organizations. In this context, marginalized groups include rural women, domestic workers, some migrant women, and low-skilled women.
By adopting a comprehensive programme approach, UN-Women aims to contribute to higher levels of income, improved access to and control over resources, and increased security for all women, including protection from violence.
Why women need to be empowered?
In their definition of women ’ s empowerment, feminist studies have pointed to several prominent reasons for women ’ s empowerment, including:
• Reduce the increasing and continuing burdens of poverty and ignorance placed on women.
Inequality and inequality in health care and economic, social and political rights.
• Inadequate and effective mechanisms for the advancement of women at all levels.
Women ’ s empowerment (also: Women ’ s empowerment) is defined as the process by which women, individually and collectively, become aware of the way power relations affect their lives, gaining self-confidence and the ability to address inequality between them and men.
The most important international conferences dealing with women ’ s rights:
In the 1970s, motivated by inequalities in many areas of daily life, as well as women's poverty and discrimination against young girls, the United Nations decided to launch the United Nations Decade for Women: Equality, Development and Peace, 1976-1985. The Commission on the Status of Women organized four major world conferences aimed at mainstreaming women's rights: Mexico, 1975-Copenhagen, 1980-Nairobi, 1985.
This decade culminated in the adoption of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW).
This document is the most important human rights instrument for the protection and promotion of women's rights, as it recognizes, for the first time, women as full human beings. The Convention covers civil and political rights, as well as economic, social and cultural rights.
One of the main goals for which he created microfinance is the empowerment of women, where low-interest loans are given to women in developing communities, so that they can start small businesses that help them support their families.
This article was produced with the support of JHR, Journalists for Human Rights https: / / linktr.ee / jhrsyr
Autore Redazione Arabia Felix
Arabia Felix raccoglie le notizie di rilievo e di carattere politico e istituzionale e di sicurezza provenienti dal mondo arabo e dal Medio Oriente in generale, partendo dal Marocco arrivando ai Paesi del Golfo, con particolare riferimento alla regione della penisola arabica, che una volta veniva chiamata dai romani Arabia Felix e che ogi, invece, è teatro di guerra.
La fonte delle notizie sono i media locali in lingua araba per dire quello che i media italiani non dicono.

Effective communication, teamwork, and leadership are essential for women in male-dominated fields like crane operation.

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Content: First high-altitude rescue climb 40 meters crane female lieutenant in danger to complete the mission
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The most petite, but the most agile, 23-year-old female lieutenant led the team to climb 40 meters (about 13 floors high) tower crane, the suspected stroke of the operator to save the hospital.
At 2: 25 p.m. on September 3, a 47-year-old man was trapped in the tower crane operating compartment 40 meters from the ground after suffering a suspected stroke while working aloft at the Tuas Water Recovery Plant.
The Civil Defence Force immediately dispatched personnel to the scene to carry out a high-altitude rescue operation.
The first to arrive was the fire truck team led by Lieutenant Yang Wending (23), the captain of the Taishijing Fire Station.
After confirming the position of the injured, Yang Wenting immediately made a decision and immediately climbed up the 40-meter high ladder to the operating compartment of the crane with his 18-year-old teammate, Chief Warrant Officer Masvandi.
The first time to participate in the rescue of Yang Wenting: no time to be afraid
Yang Wenting, who joined the civil defense for less than a year, told the Lianhe Zaobao that it was her first time to participate in high-altitude rescue and the first time to climb a tower crane.
"It was a matter of minutes, I just wanted to see the injured person in the shortest possible time, to provide assistance to him, and I had no time to be afraid."
When I climbed into the operating compartment, Yang Wenting saw the injured man sitting on the floor of the operating compartment with his eyes glazily. The right side of his body was paralyzed and unable to speak normally. He seemed to have suffered a stroke. “I could only try to calm him and assure him that I would send him safely to the ground and tell him not to worry. ”
Soon after, four members of the disaster rescue team, including Chief Warrant Officer Mohd Azlan (36 years old), arrived in the operating compartment, and after securing the injured to a stretcher, two members of the team controlled the lifting of the stretcher rope, while the other fixed himself to the stretcher and escorted the injured to the ground.
Mohd Azlan said: "The most challenging part of the process is to ensure that the injured can safely land on the ground.
We must ensure that the rate of decline is not too fast, so as not to make the injured nervous and afraid, but also take into account factors such as the wind direction.
Fortunately, the wind speed was not too fast, and the whole process was smooth.
Accompanying the injured to the ground was Staff Sergeant Mohd Shavan (36) of the Disaster Rescue Team, who was in constant dialogue with the injured, asking simple questions and distracting the injured while ensuring he remained sober.
The commander of the rescue team, Lt. Col. Luo Weiqiang, 46, said effective communication is the most important reason to ensure the success of the rescue operation.
"In every action, all parties must cooperate with each other, and team spirit is crucial."
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The National Training Academy's Women Lead program targets Egyptian women aged 22-50 to develop executive leadership skills.

Title:

Content: Announcement
Director of "National Training": Women are always the right number with the equation of encouragement and change
08: 10 PM Monday 24 July 2023
Cairo- A
The Executive Director of the National Training Academy, Dr. Rasha Ragheb, stressed that Egyptian women deserve to be empowered in a correct scientific way, thanking President Abdel Fattah al-Sisi for his interest in investing in human capital, whether in youth, women or Egyptian cadres in general, believing that human wealth is the most important and lasting.
This came in a statement on the sidelines of the activities of the first day, for personal interviews of the National Training Academy to accept the first batch of the program "Women lead for executives", which lasts for three consecutive days for 360 advanced, in the presence of a number of ministers, experts and public figures, in addition to members of the Board of Trustees of the Academy.
She added that the National Training Academy receives many ministers, public figures, officials and executives of many international companies and foreign ambassadors present in Egypt, to conduct the last stage of progress of the Women Lead Program for Women Executives, which falls under the Women ’ s Leadership School, the latest program launched by the Academy in 2023.
She explained that the program targets Egyptian women both inside and outside Egypt, and that there is a program for Egyptian women abroad, and graduated from it two batches and they were on a visit to Egypt, during this week, noting that there is also a program for women leading in the provinces, which is of great importance to the Academy.
She pointed out that women are always the correct number to equate encouragement and change, especially in the localities, noting that the program "Women lead in the provinces" has been submitted by women from 27 provinces, and they are currently undergoing tests.
She explained that the program is a long-term program of up to one year, and the admission criteria are not easy, and the program prepares women who are able to assume leadership positions inside or outside Egypt, in various boards of directors and companies, noting that it is not a requirement for women to be in the public sector, as it is open to all women from the age of 22 to 50 years.
She pointed out that this week is a wedding for Egyptian women, because all the programs exist at the same time.
The program seeks to prepare Egyptian women in executive positions in various institutions in the governmental and private sectors by developing their skills and capabilities and preparing them for executive leadership in different sectors, according to the state ’ s vision in the development and empowerment of women, and is consistent with the goals of sustainable development of the United Nations.
The program aims to develop the skills of women and invest in their training through an integrated package of theoretical and practical programs, in order to give them real opportunities to participate and influence in executive positions and positions.
Applicants must be of Egyptian nationality, residing in the Arab Republic of Egypt, working in the public or private sector or self-employment, and the age group between 22 and 50 years, and obtain a TOEFL certificate with a score of not less than (450), or IELTS certificate with a score of not less than (4.5) "delivered before the start of the program", as well as complete registration form.
Applicants go through several stages of admission to the program, which is to apply and register electronically, then applicants who meet the requirements of submission are selected, followed by conducting and passing the personal interview, and finally sending an e-mail to applicants upon admission.
The training lasts for (10) months with a total of (223) training days, divided into (9) months of training within the headquarters of the Academy, and (1) month for field training within the government or private sectors, during which the Academy relies on the application of the training methodology, which is based on interactive learning, including lectures and workshops, in addition to case studies, discussions and field training.
The National Training Academy was established by a presidential decree issued by President Abdel Fattah al-Sisi in August 2017, to be the kiss of development and learning in Egypt, and the beacon of development and the locomotive of human development and advancement of science and knowledge, at the local, regional and international levels.
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West Virginia Women Work offers a tuition-free training program, Step Up for Women Construction, covering carpentry, electrical, plumbing, and welding for entry-level construction 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 governments doing to promote and aid women in construction or maritime industries?

educational programs
vocational training

The Ministry of Labor will train over 35,000 young people nationwide, encouraging women to join male-dominated programs like heavy duty equipment operation.

Title:

Content: Labour Minister urges women to become multi-skilled

Minister of Labour, Joseph Hamilton, MP, is urging women to start thinking outside the box, and not let society determine the kind of jobs they should be doing.

The Minister was at the time addressing residents during a recent Cabinet outreach to Region Two (Pomeroon-Supenaam). He said it is important for women to emancipate themselves from thoughts that they must only work in a particular field.  He said he is pushing for young persons, especially women to be multi-skilled.

“I want when I am doing heavy duty equipment operator programme in Region Two, there are women in the programme… that is where the money is at. I am saying to women you have to start thinking differently, and I am encouraging people, who do training in the Region, every programme that is supposed to be male dominated programme, they have to ensure women are in the programme.”

The minister also urged the women to take advantage of the other programmes offered by Government, to qualify themselves.

Since taking office, the Ministry of Labour has made training a priority across the country, especially for young people. To fulfil the mandate, steps have been put in place to train over 35,000 people.

Every region now has its own Board of Industrial Training (BIT) Officer who works with residents to craft training programmes based on the needs of their respective communities.

Recently, the labour ministry donated a number of electrical sewing machines and other materials to women in Matthews Ridge, Region One.

In August 2021, the ministry allocated a plot of land in Mahdia, Region Eight for the construction of the town’s first-ever industrial training centre.

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

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

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

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

inclusive policies
educational programs
vocational training

The government has launched initiatives to ensure fair treatment of women in the workplace.

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Content: Training and small projects.
How has the Ministry of Labor helped to reduce unemployment among women?
Sunday ، 14 April 2024 10: 00 PM
Ministry of Labour
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The Ministry of Labor has paid great attention to the empowerment of working women economically and socially, within the full commitment of the state to enhance the status of women at all levels, and achieve gender equality in the labor market based on the directives of President Abdel Fattah al-Sisi, in recognition of their role in the new republic.
The Ministry of Labor also aims to increase female employment rates by at least 25% of the current rate. The size of the female labor force reached about 5.455 million according to the results of the labor force research issued by the Central Agency for Mobilization and Statistics, for the second quarter of 2023, while the unemployment rate among females reached 17.3% of the total female labor force in the second quarter of 2023. The Ministry has also established a unit to achieve gender equality and eliminate all forms of discrimination against women in the field of employment, targeting a number of groups, the most important of which are working women or those wishing to join the labour market, especially women heads of household or women with disabilities.
The Ministry also launched the National Plan for Gender Equality at Work, which is an unprecedented step to integrate females into the labor market, provide a supportive framework for women to work in the private sector and enhance opportunities for their economic participation.
In continuation of its support, the Ministry of Labor has launched a “Guide for Ministry of Labor Inspectors on Gender Sensitive Inspection and a Fair Transition to Green Jobs ” within the framework of cooperation between the Ministry of Labor and the ILO Office in Cairo in implementing ambitious projects on gender equality at work, the most important of which are“ Promoting Gender Equality in the Workplace in Egypt ” and “Joint Program for Promoting Productive Employment and Decent Work Opportunities for Women in Egypt ”. Achieving gender equality at work and a fair transition in Egypt; in line with the objectives of Egypt ’ s Sustainable Development Strategy: Vision 2030 and the National Strategy for the Empowerment of Egyptian Women. The guide seeks to provide a tool that enables the inspector to carry out gender-sensitive and fair transition inspection visits by raising awareness of women ’ s issues at work, the impact of climate change and the environment on the work environment, and mechanisms to monitor and deal with women ’ s issues. Work.
The State has supported women and enabled them to join the labour market through the Labour Law No. 12 of 2003, articles 88 to 97, relating to the status of working women and their employment affairs in a manner that preserves and protects their rights and facilitates them to reconcile their duties towards the family and the exercise of their professional or employment activities. In line with international labour standards, which gave women the right to join any job or profession without regard to their gender and the principles of equality of opportunity, gender equality and non-discrimination in employment, and Ministerial Decree No. 44 of 2021 on the regulation of night work for women, which stipulates that women may work during night shifts in any type of establishment, provided that the necessary measures are taken to protect their health and help them perform their family responsibilities.
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How has the level of discrimination for female employees in the construction industry changed over recent decades?

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

The Singapore government has improved women's rights and incorporated fair employment guidelines into law to prevent gender discrimination.

Title:

Content: Yang Liming: The government continues to improve women's rights and interests in skills upgrading and subsidies
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Promoting the status and empowerment of women is an important long-term task. The Government will continue to improve the rights and interests of women in the areas of subsidies and skills upgrading, and work with the industry and organizations to create a fair workplace environment and unleash the potential of women in the workplace.
To celebrate International Women ’ s Day and the 30th anniversary of the establishment of the Chinese General Chamber of Commerce in Singapore, the Chinese General Chamber of Commerce in Singapore held a forum and dinner on Sunday (3 March) evening on “Bright 30, Creating the Future ”.
Speaking at the event, Yang Liming, Minister of Communications and Information and Second Minister of the Interior, said that some of the announcements in this year ’ s Budget were designed to address women ’ s needs and, although not exclusively for women, they must be female-friendly.
For example, the Silver Support Scheme will increase benefits by 20% and reach more beneficiaries, about two-thirds of whom are women; the government will provide retirement savings bonuses to older people with insufficient CPF basic deposits, most of whom are also women; and unemployed mothers from low-income families will receive more subsidies for their children ’ s preschool education.
Fair employment guidelines to be incorporated into law to curb workplace discrimination
The government will also introduce fair employment guidelines into law in the second half of this year, and legislate to curb discrimination in the workplace.
The new workplace equity legislation will protect employees from unfair treatment, including gender discrimination, and ensure that employees ’ job evaluations are based on their abilities and performance.
Statistics show that the employment rate of women aged 25 to 64 has continued to rise, ranking the highest in the world with 77%, and the adjusted gender pay gap has further narrowed.
About 40 percent of tech employees are women, compared with 22 percent for European companies.
The proportion of female CEOs in Singapore is also more than double the global average.
"We have also put in place a package of measures to enable more women to stay or return to work and achieve excellent results," said Yang. For example, the $4,000 Skill Training Grant announced in this year's Budget, and the $3,000 Midway Career Enhancement Allowance per month for two years for professional diploma courses.
In her speech, Yang Liming affirmed the efforts made by the Business Women Group of the General Chamber of Commerce for women in the professional field to voice their voices and establish an equal and inclusive workplace environment, and called on young women to consider marriage and children and strike a balance between career and family.
"Modern women need wisdom, perseverance, and the support of their partners and families when balancing their careers and families," said Gao Quanqing, president of the China General Chamber of Commerce.
He stressed that from having children, taking care of families, leading enterprises and countries, and giving back to society, the women in the business of the General Chamber of Commerce embody the values of integrity, perseverance, benevolence and modesty of the Chinese business spirit.
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How has the level of discrimination for female employees in the construction industry changed over recent decades?

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

Illinois received $1 million from the Federal government to support and train women in construction, including crane operation.

Title:

Content: ILLINOIS (WCIA) — The federal government is giving Illinois more than $1 million to help get more women into construction jobs.

Officials said it’s a much-needed investment to increase equity in the industry. Nationally, women make up about 4% of the skilled trades within construction jobs, and only 5% of building trade apprentices in Illinois. They want to see those numbers grow.

The grant money is part of the more than $1 trillion federal Bipartisan Infrastructure Bill signed by President Biden. It is going to the Illinois Department of Labor and the Chicago Women in Trades organization. It will allow them to guide construction companies, unions and other groups on putting together programs that put workforce equity in infrastructure projects.

Governor Pritzker said the federal dollars will help break down barriers for women who have been historically left out of construction industry opportunities.

“Illinois is a national leader in building pathways for women into infrastructure, and construction careers,” Pritzker said. “The status quo doesn’t reflect the tremendous talent that exists in all of our communities, and particularly among women, and we can’t build back better and build back stronger unless we move everyone ahead.”

The state has already made investments to create better opportunities for women and people of color to enter these jobs through Rebuild Illinois and the Climate and Equitable Jobs Act. Tradeswomen’s organizations will be leading the effort to create plans aimed at increasing women’s inclusion in construction and infrastructure jobs.

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

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

educational programs
vocational training
allocate funds

The Silver Support Scheme in Singapore has been increased by 20% to support women in male-dominated fields like construction.

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

Women are making progress in breaking down traditional gender barriers in construction and maritime, contributing to a more diverse workforce.

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

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

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?

Women now comprise 16% of the construction workforce.

Title:

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.

READ MORE

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.

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

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

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

Women hold only 4% of site manager positions.

Title:

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.

READ MORE

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.

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

The Women into Home Building Employment Programme offers funded training and childcare support.

Title:

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.

READ MORE

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.

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

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

inclusive policies
educational programs
vocational training
allocate funds

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

Construction management was a lucrative career path for women in 2021, with an average salary of $98,500.

Title:

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

Women in construction face challenges, including a lack of female role models and unequal treatment by men.

Title:

Content: Jump directly to the content
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."

Topics

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

Women are breaking down traditional gender barriers in the industry, with companies like Leighton promoting diversity through initiatives such as paid leave and flexible work policies.

Title:

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.
(Special offer)

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

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

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

Leighton has a network, WOICE, offering training and career development for female employees.

Title:

Content: Leighton looks to revolutionize construction to promote a diverse and inclusive work environment
Contract 14: 00 2022 / 07 / 05
Share:
Share:
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.
(Special offer)

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

Vistry Western has 34% female employees and an equal male-to-female director ratio.

Title:

Content: InYourArea Community

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

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

By Danielle Hicks

EMBRACING EQUALITY: Female directors at Vistry Western

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

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

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

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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.

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

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

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

The company promoted 11 females to director posts in 2021-2022 and supports agile working and unconscious bias training.

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?

Women in construction are breaking gender barriers and bringing diverse knowledge and experiences to the industry.

Title:

Content: 3 women helping build tallest residential building on Florida's West Coast: 'I want my name on that'

A tall building under construction in Downtown St. Petersburg is a point of pride for one woman under a hardhat.

"Because it's going to be the tallest [residential] building on the West Coast of Florida and I want my name on that," said Daniela Farias, a recent USF Civil Engineering graduate.

Farias, Sofia Menacho, and Sydney Rocha are among the relatively few women in a field long dominated by men. According to one industry group, only 10 percent of construction industry workers are female.

"I think they may be a little bit discouraged to join this field because of the low numbers.," explained Rocha, a recent architecture graduate.

Daniela Farias and Sydney Rocha work in the construction industry.

All three women are working to help build The Residences at 400 Central. Eventually, the building will rise 46 stories.

READ: New high rise apartment building coming soon to downtown Tampa

Suffolk Construction is in charge of the project, overseeing many subcontractors working in different trades.

"I work with the concrete subcontractors putting in all the steel and the rebar and also the mechanical and electrical and plumbing trees," said Farias.

All three women are in Suffolk's Career Start program. The goal is to diversify the workforce.

"People from different backgrounds, different cultures, different educations, they all bring a wealth of knowledge and experiences that diversify who we are and make us better as a company," said Chris Lewis, Suffolk's Project Executive.

Getting more women in hardhats depends on more girls taking more math, science, and technology courses in school.

READ: Trader Joe’s to open Palm Harbor store

"If a young girl has a role model to look up to, if they see that it's more common, then I think more women would be encouraged to be in the field," shared Farias.

Some say women could be especially valuable because they are better with details, organizing, and design. Whether that's true or not, the thrill of the build seems to cut across the genders.

"I started here in July, and we were on the second floor," said Menacho. "Now we're on the 24th floor. It's amazing."

With a labor shortage in the industry, Suffolk and other companies are looking to fill jobs that were once virtually "men only" with qualified women. As new buildings rise, old barriers could be coming down.

"I think I never had that in my head that I can't do something," said Farias.

Efforts to recruit women may signal a changing mindset in the new buildings that are changing our skyline.

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WATCH FOX 13 NEWS

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

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

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

Suffolk Construction's Career Start program has successfully recruited women to work on high-profile projects.

Title:

Content: 3 women helping build tallest residential building on Florida's West Coast: 'I want my name on that'

A tall building under construction in Downtown St. Petersburg is a point of pride for one woman under a hardhat.

"Because it's going to be the tallest [residential] building on the West Coast of Florida and I want my name on that," said Daniela Farias, a recent USF Civil Engineering graduate.

Farias, Sofia Menacho, and Sydney Rocha are among the relatively few women in a field long dominated by men. According to one industry group, only 10 percent of construction industry workers are female.

"I think they may be a little bit discouraged to join this field because of the low numbers.," explained Rocha, a recent architecture graduate.

Daniela Farias and Sydney Rocha work in the construction industry.

All three women are working to help build The Residences at 400 Central. Eventually, the building will rise 46 stories.

READ: New high rise apartment building coming soon to downtown Tampa

Suffolk Construction is in charge of the project, overseeing many subcontractors working in different trades.

"I work with the concrete subcontractors putting in all the steel and the rebar and also the mechanical and electrical and plumbing trees," said Farias.

All three women are in Suffolk's Career Start program. The goal is to diversify the workforce.

"People from different backgrounds, different cultures, different educations, they all bring a wealth of knowledge and experiences that diversify who we are and make us better as a company," said Chris Lewis, Suffolk's Project Executive.

Getting more women in hardhats depends on more girls taking more math, science, and technology courses in school.

READ: Trader Joe’s to open Palm Harbor store

"If a young girl has a role model to look up to, if they see that it's more common, then I think more women would be encouraged to be in the field," shared Farias.

Some say women could be especially valuable because they are better with details, organizing, and design. Whether that's true or not, the thrill of the build seems to cut across the genders.

"I started here in July, and we were on the second floor," said Menacho. "Now we're on the 24th floor. It's amazing."

With a labor shortage in the industry, Suffolk and other companies are looking to fill jobs that were once virtually "men only" with qualified women. As new buildings rise, old barriers could be coming down.

"I think I never had that in my head that I can't do something," said Farias.

Efforts to recruit women may signal a changing mindset in the new buildings that are changing our skyline.

SIGN UP: Click here to sign up for the FOX 13 daily newsletter

WATCH FOX 13 NEWS

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?

promote women to higher roles
active recruitment of women

The maritime industry has made progress in recruiting women, with organizations promoting inclusion at all levels.

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

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

promote women to higher roles
active recruitment of women

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

Mentorship and peer support can foster confidence and inclusivity for women in technical fields.

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

Leadership support is crucial for successful diversity, equality, and inclusion practices.

In Australia, women comprise 12% of the construction workforce and face a 13.3% pay disparity.

Companies that prioritize diversity and inclusion can see improvements in productivity and economics.

Globally, women are underrepresented in construction, but can be supported through education, training, and mentorship.

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

mentorship opportunities
educational programs
vocational training

Empowering women in construction supports sustainable development and benefits diverse companies.

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

Women face challenges in maritime careers due to traditional male dominance, making women's leadership empowerment essential.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

The maritime industry needs more recognition, which can be achieved by promoting women's leadership and inclusion.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

The 'Rising Women in Maritime' event promotes women's empowerment and shares their experiences.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

Women's leadership in maritime promotes industry growth through inclusion and diversity.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The UAE supports women in the maritime sector with training programs to empower them.

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

inclusive policies
educational programs
vocational training

Sahar Al Rasti is the UAE's first female naval captain.

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

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

The UAE has launched the "Leaders in Difference" initiative to empower women in maritime.

Title:

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

The International Maritime Organisation promotes women in maritime to increase their participation in the industry.

Title:

Content: Coast shipping company unveils training plan for young seafarers

A local shipping company has rolled out a programme for training seafarers.

Lamu Shipping Limited (LSL) said the programme is meant to improve "sea time" for mariners to enhance the quality of services.

Beneficiaries of the training include marine cadets Lulu Mwangala, 24, and Fatuma Ridhwani, 23.

Lulu and Fatuma are among budding Kenyan women seafarers eager to conquer the sector that has largely been dominated by men.

Global statistics show that only 1.2 per cent of global mariners are women. This represents slightly over 24,000 women seafarers, a 45.8 per cent increase from a 2015 report.

The International Maritime Organisation has been making efforts to create more space in the industry for women, including through training.

LSL Managing Director Twalib Khamis said they launched the programme to offer quality "sea time" training to benefit aspiring Kenyan seafarers.

"We are a young shipping company and in our own small way, we want to contribute towards the growth of Kenya's shipping and maritime industry. "Sea time" training is mandatory for all mariners," said Capt Twalib.

Sea time is the total time spent working on a vessel at sea, which is transporting cargo.

Lulu and Fatuma are the latest cadets to join LSL vessel, Amu 1. Their training will take ten months.

In a recent interview aboard the vessel at the Mombasa Port berth number 20, the duo said the training will change their careers.

"I am happy to learn as I work on the vessel," said Lulu who studied Marine Engineering at Jomo Kenyatta University of Agriculture and Technology.

"Growing up in Kilifi, I used to go to the beach to swim. I would see ships and admire sailors. That desire never left me. I am in my second month of training and I am enjoying every bit of it," said Lulu.

She has also had onshore practical training at the Kenya Ports Authority and Kenya Maritime Authority.

Lulu said she is also hoping to become a marine researcher.

"I dream of working on cruise ships and probably becoming a senior engineer."

Fatuma, an engineering graduate of the Technical University of Mombasa, said the training will grow her career.

"We have competent trainers who are ensuring we get the best training," said Fatuma, whose father, Hassan Ridhwani, is a seaman.

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

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

promote women to higher roles
active recruitment of women

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

Women make up 1.2% of global seafarers and could help address crewing shortages with greater inclusion.

Title:

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

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

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

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

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

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

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

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

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

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

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The number of women seafarers has increased by 45.8 per cent since 2015, boosting maritime industry gender equality.

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

WISTA supports women in shipping with training, career development, and scholarships.

Title:

Content: Developing the Next Generation of Maritime Professionals

By Elpi Petraki

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

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

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

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

Educating Future Leaders

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

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

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

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

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

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

Addressing Recruitment Challenges

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

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

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

Digitalization and New Technologies

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

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

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

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

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

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

The Maritime SheEO programme helps women progress into leadership, addressing underrepresentation in senior roles.

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

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

mentorship opportunities
inclusive policies
educational programs

Women in maritime can excel with the right support, despite challenges like work/life balance and diversity in male-dominated roles.

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

Mentorship and peer support foster confidence and inclusivity for women in technical fields.

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

Leadership support and sufficient female representation are crucial for successful DEI practices.

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

Organisations should promote a culture of diversity and inclusion to achieve gender-parity in the maritime industry.

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

The Arab Academy provides education and employment opportunities for women in maritime.

Title:

Content: 00: 00
Expo 2020 Dubai Today
Two women successfully navigate the ocean.
The reality proves every day the extent of the great energies and creative abilities of Emirati women to succeed and prove themselves in order to achieve their dream of reaching what they aspire to, so they were able to prove their presence in all the jobs and tasks assigned to them, especially those field works that are difficult, and were exclusively for men. Education and Employment, held last week at Expo Sharjah, are Amal Ahmed and Sharifa Yousef Abdullah, who achieved their dreams of studying at the Arab Academy for Science, Technology and Maritime Transport, specializing in maritime.
Amal Ahmed said that she chose to study at the Naval Academy because of her desire, where she aspires to specialize in marine engineering, which is a new specialization for women, indifferent to the challenges she faced in all ability - especially that the specialization requires an applied study inside the seas for a year, and after graduating from Umm Ammar Secondary School in Khorfakkan by 85%, she joined the Academy to achieve her desire to become a naval engineer. She got to know the engine room of ships and learned about the secrets of the work of ships, and gave her the opportunity to deal with workers and technicians, in addition to taking responsibility and working under pressure to face the difficulties and devise solutions to them, and she succeeded in proving herself and won the challenge imposed within her, and proved to her family and everyone that the decision to join this academy was right.
Passion
In the same vein, Sharifa Yousef Abdullah, a student, says that she chose to study at the Naval Academy because she loves the sea from a young age.
She has a great passion for cartography that needs the specialization she wants to study, so she decided to specialize in maritime navigation, after finding encouragement from her mother, as well as some of her relatives studying at the Naval Academy in the Arab Republic of Egypt, and gained through her studies many skills, in addition to becoming more disciplined as a result of the exercises and military exercises, queues and sports given to them.
She added that the Academy provides students with the disciplines of port operations and maritime operations, and grants graduates a bachelor ’ s degree and certificates of second officer, and the Department of Marine Engineering provides the graduate with a bachelor ’ s degree in marine engineering technology in two disciplines, namely marine mechanics or marine electricity, in addition to the certificate of a third marine engineer.
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

educational programs
vocational training

Women can specialize in marine mechanics, marine electricity, and other maritime fields.

Title:

Content: 00: 00
Expo 2020 Dubai Today
Two women successfully navigate the ocean.
The reality proves every day the extent of the great energies and creative abilities of Emirati women to succeed and prove themselves in order to achieve their dream of reaching what they aspire to, so they were able to prove their presence in all the jobs and tasks assigned to them, especially those field works that are difficult, and were exclusively for men. Education and Employment, held last week at Expo Sharjah, are Amal Ahmed and Sharifa Yousef Abdullah, who achieved their dreams of studying at the Arab Academy for Science, Technology and Maritime Transport, specializing in maritime.
Amal Ahmed said that she chose to study at the Naval Academy because of her desire, where she aspires to specialize in marine engineering, which is a new specialization for women, indifferent to the challenges she faced in all ability - especially that the specialization requires an applied study inside the seas for a year, and after graduating from Umm Ammar Secondary School in Khorfakkan by 85%, she joined the Academy to achieve her desire to become a naval engineer. She got to know the engine room of ships and learned about the secrets of the work of ships, and gave her the opportunity to deal with workers and technicians, in addition to taking responsibility and working under pressure to face the difficulties and devise solutions to them, and she succeeded in proving herself and won the challenge imposed within her, and proved to her family and everyone that the decision to join this academy was right.
Passion
In the same vein, Sharifa Yousef Abdullah, a student, says that she chose to study at the Naval Academy because she loves the sea from a young age.
She has a great passion for cartography that needs the specialization she wants to study, so she decided to specialize in maritime navigation, after finding encouragement from her mother, as well as some of her relatives studying at the Naval Academy in the Arab Republic of Egypt, and gained through her studies many skills, in addition to becoming more disciplined as a result of the exercises and military exercises, queues and sports given to them.
She added that the Academy provides students with the disciplines of port operations and maritime operations, and grants graduates a bachelor ’ s degree and certificates of second officer, and the Department of Marine Engineering provides the graduate with a bachelor ’ s degree in marine engineering technology in two disciplines, namely marine mechanics or marine electricity, in addition to the certificate of a third marine engineer.
Print Email

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

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

The Waves of Opportunity initiative hires and trains maritime workers, including women, for career development.

Title:

Content: News

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Looking for work? The Hampton Roads Workforce Council is looking to fill thousands of local maritime jobs

Posted at 1:08 PM, Jan 24, 2024
and last updated 2024-01-24 13:08:32-05

NORFOLK, Va. - The Hampton Roads Workforce Council announced its new initiative called "Waves of Opportunity" on Wednesday, an effort to hire and train thousands of maritime workers.

The organization held a press conference inside Dominion Tower with the details: An $11 million Good Jobs Challenge Grant is supporting the program to fill 11,000 positions in the local maritime industry.

According to the Workforce Council, around 230 people have graduated from the program to date.

“When we talk about maritime, we talk about shipbuilding, ship repair. We’re talking about ports and logistics, the offshore wind industry that’s coming, the bridges and tunnels. There are just so many opportunities," said Shawn Avery, President and CEO of the Hampton Roads Workforce Council.

Avery tells News 3 that many of the opportunities are through Newport News Shipbuilding, which builds many of the U.S. Navy's warships and submarines.

Xavier Beale, the Vice President of Human Resources for the company, says he's ready to hire 3,000 skilled trades workers, along with engineers. He says hiring will hopefully top 19,000 over the next ten years, with a focus on training the people hired.

“They’re getting the basic competencies and proficiencies that they need to carry them throughout their career and, who knows? I started my career as a deckplate mechanic, as a pipefitter," Beale told News 3.

For more information on the maritime jobs that are available and to connect with the Hampton Roads Workforce Council, click HERE.

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

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

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

inclusive policies
educational programs
vocational training

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

Men dominate fields like engineering, while women face discrimination in male-dominated careers.

Title:

Content: Gender-based occupational segregation has no place in modern society

What you need to know:

  • For years, the mention of the word ‘doctor,’ for instance, brought to mind the image of a man, and nursing was known to be a woman’s domain.
  • Many other professions like engineering are considered masculine.

Gender-based occupational segregation has been one of the major hindrances to women’s empowerment and, by extension, equality.

Men have been the beneficiaries of this form of segregation, with many fields perceived as their preserve. In such ill-conceived arrangements, women face discrimination and are often viewed as outcasts when they make bold moves and pursue male-dominated careers.

For years, the mention of the word ‘doctor,’ for instance, brought to mind the image of a man, and nursing was known to be a woman’s domain. Many other professions like engineering are considered masculine. It is no wonder more men than women end up pursuing them. The situation is aggravated by widespread misconception that women and girls are bad at sciences and maths.

Our society is not used to seeing women electricians, technicians and plumbers either. The net effect of this misconception is that women’s labour force participation in certain fields remains insignificant; they face a lot of restrictions along the way. Consequently, men disproportionately hold jobs that pay more, and the converse holds true.

Societal biases have only helped to entrench such beliefs. This is evident in our education system in terms of the courses male and female students prefer to pursue, and in the job market with regard to the roles women and men perform. Their gravitation towards certain professions or tasks is mainly due to socialisation, which – to a large extent, even in contemporary society – perpetuates inequality.

Over time, the problem has become systemic, thus accounting for most of the disparities in the rewards garnered by men and women from their jobs or careers. Within workplaces, it creates differences in working conditions, authority, and opportunities for upskilling and upward mobility.

Policy solutions that tackle occupational segregation, in whatever form, should promote equitable access to education and employment. Dominance of one gender in a particular field does not bode well for efforts targeted at creating an equal world.

On account of the prevailing realities, interventions should boost awareness and disabuse society of the prehistoric notions that have pervaded our economic and cultural systems.

One of the arguments used to support women’s exclusion is that they are not ready or willing to do hard jobs. However, this is not true as roles are mostly socially constructed. It is clear that the more ungendered professions are, the better they are for countries, especially towards achieving development goals. Kenya is no exception.

Across the world, women have unquestionably proved that they can participate in all fields and do just fine, including in the military. Despite the gender imbalance in professions and workplaces, they have had milestones. With each passing day, those in male-dominated fields are demonstrating that they, too, are equal to the task. They are effective and resilient.

One such case is Lindah Kemboi, a veterinary officer making a mark in Kenya’s North Rift region. She is proof that women are as good of professionals as men, if not better. The large number of farmers seeking her services to boost livestock production is an indication of her level of expertise and dedication.

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

Gender segregation results in men holding higher-paying jobs and low female participation in certain fields.

Policy solutions should promote equitable education access and gender equality awareness.

Women can excel in any field, including male-dominated ones, and are effective and resilient.

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

Georgia Harper, 22, is a female trainee site engineer in a male-dominated industry.

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

She works on construction sites four days a week and is trained in first aid and fire marshalling.

Georgia wants to inspire women to join construction, where older female role models are scarce.

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?

Georgia's apprenticeship has improved her financial prospects in a male-dominated construction industry.

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

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

Rachael Reresi breaks stereotypes as a female mechanic in a male-dominated field.

Title:

Content: Advertisment

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

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

Shivani Chauhan
Updated On
New Update

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

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

Challenging Gender Norms

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

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Empowerment Through Education

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

Inspiration for Many

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

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

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She works seamlessly with her male counterparts and is a potential future leader at Warrior Industry.

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

Reresi's success underscores perseverance, skill, and challenges gender norms in a male-dominated field.

Title:

Content: Advertisment

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

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

Shivani Chauhan
Updated On
New Update

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

Advertisment

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

Challenging Gender Norms

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

Advertisment

Empowerment Through Education

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

Inspiration for Many

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

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

Advertisment
Advertisment

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

attitudinal biases at work
having to work harder to prove oneself

Women make up 24% of the US waste management workforce, a field where UNEP promotes gender diversity.

Title:

Content: Women Breaking Barriers in Waste Management

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

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

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

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

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

Women Breaking Barriers in Waste Management

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

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

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

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

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

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

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

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

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

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

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

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Promoting gender equality increases competitiveness and profitability by bringing diverse perspectives and addressing labor shortages.

Nathalie van de Poel and Maria Willshee lead recycling initiatives in the Netherlands and the Midlands, respectively.

Wendy Pratt, a senior electrician, faced resistance in trade school due to her gender.

Title:

Content: IBEW 1260 Success Story: Senior Electrician Wendy Pratt

Living808

Honolulu (KHON2) – Senior Electrician Wendy Pratt shared her story with Living808 about what it was like to work in a male-dominated construction industry.

Pratt served in the US Army from 1980 – 1984. Upon exiting the military she knew she wasn’t a good fit for desk work and decided to enroll in a trade school. She started with electronics and discovered that much of the work involved sitting at a work bench, not much different than a desk.

She explains that her ambitions were met with resistance, saying, “I asked the counselor about the Electrical Shop.  Her response was that “Mr. JC don’t let women back there”.  I informed her that the VA was paying for my schooling and that her response was not acceptable.  I was able to get into the shop and not only was a top student, but also helped the guys that were challenged by the book work and math.”

A year later, her husband was transferred to Atlanta, GA where she applied at numerous residential electrical contractors, but never received a call back.  She eventually started using only her first two initials with her last name on applications and finally was offered to take a pre-employment exam for one of the largest residential contractors in the city.

“I received a voicemail on my answering machine that I had “aced the test” and can start work on the next Monday,” says Pratt. “Upon arrival at the site I was told that a job was not available as they “don’t hire women”.  I responded “you can’t do that”.  The reply was “why do you think it’s only me and you having this conversation, so yes I can”. Highly disappointed, I spoke with my husband that evening and he told me there was an IBEW hall right down the street from his job site.  “Go tell them your story”, he says. The next day I went to the hall told them what happened.  Took the entrance exam.  Became an apprentice.  And have been an IBEW member for the last 33 years.”

Pratt has pride being with IBEW 1260 Union knowing that “our jobs are done right the first time.  I am proud that no matter where in the world I live, I have the skills that will support my family.” The Code of Excellence is a good example of change for the better. The IBEW and its members, working with contractors, provide a safe work environment and perform our work to the highest quality.

As for what advice she would give to young females interested in the industry? “Work ethic is everything in the construction world,” stresses Pratt. “If you want to avoid the “one-man layoff list”, you must have an aggressive work ethic.  Eight for eight and don’t be late!  If you can’t motivate, hit the gate!

As a young female interested in electrical work, you will need to stay on top of your math skills.  Algebra and geometry are a must.  Many people have dropped out of apprenticeship programs because of the intense math.  Bring the math skills to the table with you, take your studies seriously, learn your skills and tooling in the field, and you will leave that table as a journeyman electrician in 5 years.”

Website: ibew1260.org

Copyright 2021 Nexstar Media Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.

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

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She used initials on job applications to avoid bias and advises young females to be aggressively work-oriented.

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

attitudinal biases at work
having to work harder to prove oneself

Math skills are necessary for electrical work, and IBEW 1260 Union prioritizes safety and quality.

The Be an Ally Foundation and Girls in STEAM Academy support social change and female leadership in STEAM fields.

Title:

Content: BusinessCyprus 4.0

Cyprus 4.0: Panagiota Polykarpou

Panagiota Polykarpou is the Co-founder of Be an Ally Foundation. Currently, she is a master’s student at the Vienna University of Economics and Business, studying Social Innovation and Management, and she works as a consultant for Gender Equality.

Founded in 2020 by Elenitsa Onisiforou, Eftychia Nearchou and Panagiota Polykarpou, Be an Ally Foundation is a non-profit initiative that brings together civil society and the private sector to find better ways of tackling social challenges related to equity, diversity, and inclusion.

The foundation’s first initiative was Thkio Logia (A few words for Gender Equality) – the first digital platform in Cyprus that raised awareness about the importance of gender equality and the impact it has on society and organisations. “Our newest initiative, Cyprus’ first “Girls in STEAM Academy,” which is co-founded with Anastasia Liopetriti, inspires and trains the next generation of female leaders in STEAM fields.”

As a woman with a pioneering role, how have you played a key part in bringing about change, and how are these changes enhancing your organisation’s potential for future growth?
“I have had the opportunity to contribute to a cause that I am passionate about – providing tools and knowledge that brings us closer to achieving gender equality. Our digital awareness platform had received the NGO CSW65 Young Feminist Award as one of the top-20-initiatives globally committed to equality, reached 400k+ people, and became a book that sold over 2,000 copies.

“More than 100 girls aged 14-18 joined the network of Girls in STEAM Academy with ongoing benefits such as educational programmes, job-shadowing & international experiences, their own podcast, and more.”

How does an increase in the number of women in the workforce benefit businesses and organisations?
“Research has consistently shown that there is a strong correlation between having a diverse workforce, specifically in terms of gender, and improved financial performance. This is because diverse teams are better equipped to compete, thanks to access to a wider talent pool and more effective decision-making.

“Inclusive groups are also able to make high-quality decisions more quickly, without the influence of bias or groupthink.”

What does it mean to be a female pioneer in your industry, in this day and age?
“Running a non-profit initiative that prioritises social impact comes with various challenges. My gender has not necessarily been the sole obstacle. Sustaining social impact initiatives has also been challenging and changemakers like us need to work twice as hard to prove the impact of our activities and attract supporters.

“I have experienced instances where others have doubted my abilities because of my age; however, these experiences have only strengthened my resolve to continue to push forward and break down barriers for future generations of women in leadership roles.”

Do you believe men still dominate most influential companies in the world today? If so, how does one break down the barriers of this gender imbalance?
“The numbers indicate that men still hold the majority of decision-making positions across various industries globally. However, the problem is not having men in leadership positions, but rather not having people in leadership positions that actually prioritise inclusion and ignore stereotypes and biases. Since men still occupy most leadership roles, building an inclusive culture needs to be emphasised as a required leadership practice. Implementing gender-sensitive practices for hiring and promotion can result in better representation at all levels. Training programmes are also vital in addressing our biases, but holding our teams and leadership accountable for promoting inclusivity can make a significant difference.”

How would you describe the gender dimension in Cypriot society based on your own experience?
“There are various cultural, social, and economic factors that contribute to gender dynamics in Cyprus. Although women and individuals who identify as part of the LGBTQ+ community have made strides towards equality and representation in recent years, traditional gender roles and expectations still exist, and women – but also men – are being subject to harmful stereotypes.

“The most severe manifestation of inequality is domestic and gender-based violence, which remains a critical issue in Cyprus and requires our immediate attention. To address this, ongoing efforts from civil society must be supported by sustainable government resources and assistance.”

How are your pioneering efforts preparing your company for a future that is more sustainable?
“Achieving a sustainable future entails various actions, one of which is addressing inequalities and ensuring the engagement and inclusion of marginalised groups. Our initiatives are designed to equip Cypriot civil society, young girls, and workplaces with the necessary knowledge and tools to become frontrunners of an inclusive future.

“We believe that empowering these groups through education, advocacy, and networking opportunities will not only contribute to a more equitable society but also support the development of sustainable practices. By prioritising inclusivity and diversity, we hope to create a more just and sustainable world for future generations.”

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A diverse and inclusive workforce improves financial performance and decision-making.

Less than 5% of Global 500 companies have female CEOs, and women often hit glass ceilings, missing growth opportunities.

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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Four women were hired as Stacker-cum Reclaimer operators and one as a Hyva operator at Tata Steel Meramandali, a first for the unit.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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promote women to higher roles
active recruitment of women

Female SCR operators must have a Mechanical Engineering diploma and receive safety and on-job training.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

educational programs
vocational training

Tata Steel promotes diversity and inclusion in the workplace and among its vendor partners.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

The construction industry is globally male-dominated with women underrepresented.

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Most respondents believe women improve farm productivity, yet 70% of women face unequal treatment in the sector.

Title:

Content:
Northern Ireland Assembly
Printable version

“Breaking The Grass Ceiling”: Committee launches report on the barriers faced by women in the local agriculture sector

The Assembly’s Agriculture, Environment and Rural Affairs Committee yesterday launched its ‘Breaking the Grass Ceiling’ Report which highlights the barriers faced by local women working in agriculture. The report also makes a number of recommendations on practical and policy measures that could be introduced to promote, encourage and support women in the sector.

Speaking after the launch of the report, the Committee Chairperson, Declan McAleer MLA yesterday said:

“Local women play a crucial role within the farming and agriculture sector and are, in many ways, the backbone of family farms, often spearheading diversification and modernisation. However, unfortunately, their role has been overlooked for decades and issues including traditional practices of farm inheritance have prevented women from entering and thriving in what is typically seen as a male-dominated environment.

“In carrying out this review it was vitally important to us that we heard from women directly. We were therefore delighted to receive nearly 180 responses to our survey from women living or working in the local agriculture industry. Our findings highlight the complexity of challenges faced by women and the range of practical, social and cultural barriers which prevent them from taking on opportunities and progressing in the sector.

“While 98% of respondents agreed that women help improve farm productivity, a staggering 70% told us that the culture within the sector is a challenge, that women are often not treated equally to men and that there is a lack of acceptance of women farmers in some quarters.

“Our survey also found that as well as undertaking hands-on tasks, many women in the sector juggle their work with running the household, managing finances and paperwork as well as looking after children and older relatives. Some 67% of respondents noted that they also hold down jobs ‘off the farm’.”

Channel website: http://www.niassembly.gov.uk/

Original article link: http://www.niassembly.gov.uk/news-and-media/press-releases/session-2021-2022/breaking-the-grass-ceiling-committee-launches-report-on-the-barriers-faced-by-women-in-the-local-agriculture-sector/

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Latest News from
Northern Ireland Assembly

Most women work off the farm and face barriers in agriculture.

Title:

Content:
Northern Ireland Assembly
Printable version

“Breaking The Grass Ceiling”: Committee launches report on the barriers faced by women in the local agriculture sector

The Assembly’s Agriculture, Environment and Rural Affairs Committee yesterday launched its ‘Breaking the Grass Ceiling’ Report which highlights the barriers faced by local women working in agriculture. The report also makes a number of recommendations on practical and policy measures that could be introduced to promote, encourage and support women in the sector.

Speaking after the launch of the report, the Committee Chairperson, Declan McAleer MLA yesterday said:

“Local women play a crucial role within the farming and agriculture sector and are, in many ways, the backbone of family farms, often spearheading diversification and modernisation. However, unfortunately, their role has been overlooked for decades and issues including traditional practices of farm inheritance have prevented women from entering and thriving in what is typically seen as a male-dominated environment.

“In carrying out this review it was vitally important to us that we heard from women directly. We were therefore delighted to receive nearly 180 responses to our survey from women living or working in the local agriculture industry. Our findings highlight the complexity of challenges faced by women and the range of practical, social and cultural barriers which prevent them from taking on opportunities and progressing in the sector.

“While 98% of respondents agreed that women help improve farm productivity, a staggering 70% told us that the culture within the sector is a challenge, that women are often not treated equally to men and that there is a lack of acceptance of women farmers in some quarters.

“Our survey also found that as well as undertaking hands-on tasks, many women in the sector juggle their work with running the household, managing finances and paperwork as well as looking after children and older relatives. Some 67% of respondents noted that they also hold down jobs ‘off the farm’.”

Channel website: http://www.niassembly.gov.uk/

Original article link: http://www.niassembly.gov.uk/news-and-media/press-releases/session-2021-2022/breaking-the-grass-ceiling-committee-launches-report-on-the-barriers-faced-by-women-in-the-local-agriculture-sector/

Share this article

Latest News from
Northern Ireland Assembly

Traditional farm inheritance practices and household responsibilities limit women's entry into farming.

Title:

Content:
Northern Ireland Assembly
Printable version

“Breaking The Grass Ceiling”: Committee launches report on the barriers faced by women in the local agriculture sector

The Assembly’s Agriculture, Environment and Rural Affairs Committee yesterday launched its ‘Breaking the Grass Ceiling’ Report which highlights the barriers faced by local women working in agriculture. The report also makes a number of recommendations on practical and policy measures that could be introduced to promote, encourage and support women in the sector.

Speaking after the launch of the report, the Committee Chairperson, Declan McAleer MLA yesterday said:

“Local women play a crucial role within the farming and agriculture sector and are, in many ways, the backbone of family farms, often spearheading diversification and modernisation. However, unfortunately, their role has been overlooked for decades and issues including traditional practices of farm inheritance have prevented women from entering and thriving in what is typically seen as a male-dominated environment.

“In carrying out this review it was vitally important to us that we heard from women directly. We were therefore delighted to receive nearly 180 responses to our survey from women living or working in the local agriculture industry. Our findings highlight the complexity of challenges faced by women and the range of practical, social and cultural barriers which prevent them from taking on opportunities and progressing in the sector.

“While 98% of respondents agreed that women help improve farm productivity, a staggering 70% told us that the culture within the sector is a challenge, that women are often not treated equally to men and that there is a lack of acceptance of women farmers in some quarters.

“Our survey also found that as well as undertaking hands-on tasks, many women in the sector juggle their work with running the household, managing finances and paperwork as well as looking after children and older relatives. Some 67% of respondents noted that they also hold down jobs ‘off the farm’.”

Channel website: http://www.niassembly.gov.uk/

Original article link: http://www.niassembly.gov.uk/news-and-media/press-releases/session-2021-2022/breaking-the-grass-ceiling-committee-launches-report-on-the-barriers-faced-by-women-in-the-local-agriculture-sector/

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Latest News from
Northern Ireland Assembly

Women are breaking into construction, inspiring others with their trailblazing stories.

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

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

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

Loretta Barnett is a second-generation female crane operator at Savannah River Site.

Title:

Content: ContributorsPublishersAdvertisers

‘The possibilities are endless’: SRS highlights first female operators

WRDW-TV
 2 days ago

AIKEN, S.C. (WRDW/WAGT) - It’s Women’s History Month, and in once male-dominated fields, women are taking over. The Savannah River Site put the spotlight on some of their first female operators. We caught up with one woman who is a second-generation employee. Loretta Barnett began her job...

www.wrdw.com

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

Farkhana Safargaleeva is a successful crane operator with 15 years of experience.

Title:

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

Four women operate a Stacker-cum Reclaimer at Tata Steel Meramandali, marking a milestone in gender diversity.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

How has the 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?

The company's hiring of female operators promotes a diverse and inclusive workplace, influencing vendor partners to adopt similar diversity practices.

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Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

Farkhana Safargaleeva returned to crane operating after 5 years, passionate about her work, having erected many houses.

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