To attract women construction workers, create a gender-inclusive work environment that supports them in non-traditional roles, such as operating heavy machinery.

Implementing diversity and inclusion initiatives can help attract and retain female talent.

Mentorship and career advancement programs can support women's career growth and increase industry diversity.

Women make up 14.1 percent of the US construction sector, but more progress is needed for true gender equality.

Women are becoming crane operators, challenging traditional gender barriers, as companies like Tata Steel promote diversity and inclusion.

The WANTT program provides pre-apprenticeship training for women in construction, including tool usage, blueprint reading, and OSHA and CPR certifications.

Diverse workforces can increase a company's likelihood of above-average profitability by 21%.

Implementing inclusive initiatives helps construction companies attract and retain top talent, including women, and improve performance.

Women in construction face challenges including limited education and training, and conflicting societal expectations.

Investing in education can promote gender equality and empower women.

Companies can support women in technical positions by providing training opportunities, such as tuition-free skilled trade training, to prepare them for construction jobs.

Diverse leadership in the construction industry is crucial, as it can lead to greater profits and outperform less inclusive competitors.

Tailored mentorship programs, like the BCCA's one-to-one coaching initiative, can attract non-traditional workers, including women.

The Women into Home Building Employment Programme offers funded training and childcare support to address the construction industry's gender imbalance.

Prioritizing diversity and inclusion can improve construction companies' performance, profitability, and sustainability.

To attract women construction workers, create a gender-inclusive work environment that supports them in non-traditional roles, such as operating heavy machinery.

Title:

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

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

appoint women to traditionally male roles

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

Implementing diversity and inclusion initiatives can help attract and retain female talent.

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

commit to gender equality in hiring practices

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

Mentorship and career advancement programs can support women's career growth and increase industry diversity.

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

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

create training and apprenticeship programs

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

educational programs
mentorship opportunities

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

Women make up 14.1 percent of the US construction sector, but more progress is needed for true gender equality.

Title:

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

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

Women are becoming crane operators, challenging traditional gender barriers, as companies like Tata Steel promote diversity and inclusion.

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

The WANTT program provides pre-apprenticeship training for women in construction, including tool usage, blueprint reading, and OSHA and CPR certifications.

Title:

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WKN: 885427 | ISIN: CA29250N1050 | Ticker-Symbol: EN3
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Enbridge: A Choice for Women Who 'WANTT' a Non-Traditional Career

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

SOURCE: Enbridge

View the original press release on accesswire.com

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

create training and apprenticeship programs

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

educational programs
vocational training

Diverse workforces can increase a company's likelihood of above-average profitability by 21%.

Title:

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

Implementing inclusive initiatives helps construction companies attract and retain top talent, including women, and improve performance.

Title:

Content: News
INDIA
2 hours ago

Empowering Women to Embrace and Excel in Leadership Roles

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

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

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

Unsplash/Representational Image

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

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

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

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

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

Unsplash/Representational Image

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

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

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

Unsplash/Representational Image

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

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

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

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

Unsplash/Representational Image

Everyone wins with more women in leadership

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

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

The author is Office Managing Principal (OMP), ZS

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

commit to gender equality in hiring practices

Women in construction face challenges including limited education and training, and conflicting societal expectations.

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.

Investing in education can promote gender equality and empower women.

Companies can support women in technical positions by providing training opportunities, such as tuition-free skilled trade training, to prepare them for construction jobs.

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Content: © 2022 West Virginia Public Broadcasting
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Training Program Helps Women Take Advantage Of Construction Boom

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

create training and apprenticeship programs

Diverse leadership in the construction industry is crucial, as it can lead to greater profits and outperform less inclusive competitors.

Title:

Content: Breeding Innovation: How Broadband Can Help Diversify the Workforce

A broadband industry full of technicians from diverse backgrounds can become a future broadband industry with diverse leadership.

Closing the digital divide has never been more within our reach. Armed with a historic $65 billion in federal funding and over $86 billion in private investment since 2021, the broadband industry is driving toward the national goal of universal access and affordability by 2030. Once every corner of the country is connected to modern communication networks' economic, educational, medical, and social benefits, we could see a new renaissance of innovative thought and societal contribution. Imagine all the problems we could solve!

But first, the broadband industry needs more workers.

To meet the rising demand for installation and repair, the Brookings Institution expects companies will need to create and fill 12,000 new roles in addition to the 36,000 existing positions they will need to expand. While low unemployment rates and stagnant wages suggest a worker shortage, one study by the U.S. Bureau of Labor Statistics found major underrepresentation of women and people of color in the broadband industry: Only 4.5% of 155,000 telecommunications/radio equipment installers were women; 10.5% were Black.

What better opportunity to diversify the broadband workforce and pave the way for greater innovation, representation, and inclusive decision-making to create more solutions that positively impact more people?

Understand the Benefits and Spread the Word

The best first step to diversifying the broadband workforce is for leaders and hiring managers to understand why diversity and inclusion are in everyone's best interests. Diverse perspectives in a conversation lead to more innovative solutions for more problems that consider different groups of people. Diverse decision-making on a product or engineering team, for example, could result in the launch of new products or services that broaden a company's reach to more consumers. Inclusion also keeps workers on a team.

Diversity of thought in decision-making can be a competitive advantage, but according to McKinsey research, the winners reaping the most benefits from diversity and inclusion initiatives are the companies that push for bold action and systematic, business-led approaches. The best-ranked organizations in gender diversity at the executive level were four times more likely to earn greater profits than those at the bottom of that list. The worst-ranked organizations in gender and ethnic diversity were 27% more likely to earn fewer profits than all other groups.

When company leadership acknowledges and embraces the benefits of diversity, it becomes easier to spread that through the team. On my path to becoming a female CEO in a male-dominated industry, I started to pay much more attention to the inclusion of women. I kept track of their development and observed their distinct approaches to being women in a technical field. This awareness in leadership across more diverse groups can result in policies that recruit and retain a more diverse workforce and demonstrate leadership's willingness to drive diversity through action.

Ensuring Inclusion

Broadband companies should review their company policies and find opportunities for greater inclusion. Include employees from diverse backgrounds at all stages of recruitment and hiring and develop mechanisms to evaluate diversity in those processes. Look for language in the job description that might imply potential biases toward or against a certain group of people and adjust it to be more general.

Attend job fairs and conferences that focus on underrepresented communities. Partner with educational institutions or diversity-focused organizations to recruit from a broad range of communities and age groups. We have worked with several companies that recruit workers from among landscapers, carpenters, and other skilled craftspeople who work well with their hands and often make great broadband technicians.

Once we hire for diversity, then we need to demonstrate our commitment to providing a safe environment that supports and nourishes it. Establish spaces and platforms for conversation around diversity so employees can connect, share experiences, and shape a more inclusive workplace. Encourage employees to develop diversity initiatives or networking opportunities and bring them to the table to propose for implementation. Make diversity a part of the team effort and empower employees to bring their full, authentic selves to work.

Educate and Train

One eligible use of the $42.5 billion in the Broadband Equity, Access, Training and Deployment (BEAD) initiative is training and workforce development, making diversifying easier. Unlike other career paths that require years of expensive education, broadband jobs need people who know practical skills they can easily develop through hands-on training. We can draw employees from a much larger talent pool by creating a pathway to gain the skills and experience required for their role.

Make employees aware of training and career development opportunities and actively encourage workers from diverse groups to apply. At our company, we developed Clearfield College — a three-part program of self-learning, instructor-led courses, and hands-on work that team members can complete at their own pace. We ensure we have diverse trainers so everyone can see themselves represented. One of our best instructors is a woman. Having both her and myself as a face representing the company allows more women from diverse backgrounds to envision themselves rising to success in a male-dominated field.

Broadband companies can seek partnerships with public institutions, schools, colleges, and vocational programs. Offer internships, apprenticeships, and mentorship programs as alternative pathways to career development. I'm a member of the Fiber Broadband Association's Women in Fiber committee, which has a program that connects women new to the industry with mentors in fiber leadership. These connections provide valuable learning experiences to mentees and prepare them for potential leadership opportunities in the mentor's company.

At the end of the day, the ways we best go about diversifying the broadband workforce are no different from diversifying the workforce in general. The difference is the result. A broadband industry full of technicians from diverse backgrounds can become a future broadband industry with diverse leadership. The work we do now to embrace diversity as an advantage can encourage technological and communications advancements that solve more of the world's problems. Diversity in broadband is how we breed innovation.

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Tailored mentorship programs, like the BCCA's one-to-one coaching initiative, can attract non-traditional workers, including women.

Title:

Content: By British Columbia Construction Association

B.C. Construction Association launches new mentorship program

Canadian Contractor labour shortage masonry mentorship program tradespeople

Encouraging Canadians to explore career opportunities and develop connections with employers in the skilled trades is a key priority for Canada’s Skilled Trades Awareness and Readiness (STAR) Program. Receiving training and connecting with experienced tradespeople and industry leaders for guidance can be a valuable a benefit to workers who are considering a career in the construction industry. To help deliver these important services, the Ministry of Employment and Social Development Canada will provide $3.6 million to the British Columbia Construction Association (BCCA).

To reduce skilled workforce shortages, the Building Builders program will connect under and un-employed workers, labourers and unregistered apprentices working in BC’s construction industry with established credentialed tradespeople, executives, and industry leaders who have been working in construction in B.C. for a minimum of ten years. These mentorships will provide career guidance for workers and a talent acquisition opportunity for employers who are seeking new workers during the ongoing labour shortage.

The program objectives are to:

  • attract non-traditional workers to the industry
  • retain existing workers who are not yet on a solid career path and potentially not supported in apprenticeship by their current employer
  • lower the average age of apprenticeship initiation (currently 27)
  • improve apprenticeship registration and completion rates
  • Place mentees in employment with mentor companies

“Mentorship is a tradition in the construction industry, where apprentices learn their craft under the experienced guidance of an accredited journeyperson,” says Chris Atchison, president of the BCCA. “Building Builders amplifies the role of mentorship well beyond the apprentice/journey relationship, giving job seekers and those workers who are under employed in their current construction job a way to connect to employers and mentors who might otherwise be out of reach.”

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There is currently no established mentorship program for B.C.’s construction industry. Mentees will receive one-to-one coaching, job leads, and work experience. Program staff will provide connection, support, opportunities, and guidance for both the mentor and the mentee throughout the program.

In BC there are 27,630 anticipated job openings in construction by 2027 due to expansion and retirement; many of those jobs need to be filled from outside the industry by new entrants without established connections, and through much better retention of current workers. Building Builders seeks to establish a greater sense of community that will result in more institutionalized support for newcomers to the industry.

The Building Builders program will open to applications from mentors and mentees in August 2022. The program is funded to run for approximately two years and will seek to support 300 mentees through a 12-month mentorship period. Mentees will receive Site Ready safety training, and mentees and mentor companies will receive culture training through the Builders Code.

For further information on the STAR program visit https://www.canada.ca/en/employment-social-development/news/2020/02/skilled-trades-awareness-and-readiness-program.html

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

create training and apprenticeship programs

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

mentorship opportunities
inclusive policies

The Women into Home Building Employment Programme offers funded training and childcare support to address the construction industry's gender imbalance.

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.

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

create training and apprenticeship programs

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

educational programs
inclusive policies
vocational training

Prioritizing diversity and inclusion can improve construction companies' performance, profitability, and sustainability.