The construction industry has traditionally been male-dominated, but there is a growing trend of women breaking into this field, including operating heavy machinery such as cranes.

Women make up 10.9 percent of construction industry employees, and this number is increasing, with women earning higher salaries than many other jobs without a college degree.

To attract and retain more women in the construction industry, companies can offer training programs, mentorship, and flexible work arrangements, which can help address the unique challenges faced by female workers.

The use of technology, such as automation and AI scheduling tools, can also optimize construction schedules and improve precision crane operations, making these careers more accessible and appealing to women.

Companies like Tata Steel and Ferrexpo are promoting diversity and inclusivity in the workplace, hiring female employees for heavy machinery operation and providing them with safety induction and on-job training.

The construction industry needs more employees, including women, and technology can help make crane operation and heavy machinery careers more accessible and appealing to them.

Mentorship and sponsorship programs can also support female engineers' growth, and flexible working arrangements and equal pay policies can help retain female engineers.

Leadership accountability and diversity training are necessary for change, and diverse teams can lead to increased innovation, better decision-making, and improved financial performance.

The Illinois Department of Labor has received grant money for workforce equity, which includes increasing women in construction jobs, such as crane operators and heavy machinery operators.

Construction companies can tailor their safety protocols to better address the unique challenges faced by female workers in heavy machinery and crane operation roles by implementing guidelines for proper PPE fit.

Regular safety audits, hazard observations, and confined-space respirator tests are part of the safety protocol at companies like AGI Marshall, which can be applied to address the unique challenges faced by female workers.

To increase female participation in construction, governments and companies are taking steps to create a more inclusive and safe work environment, such as providing access to properly-fitting personal protective equipment.

Companies like AGI Marshall are emphasizing training and communication to prevent injuries, and regular inspections can help eliminate potential risk factors.

The West Virginia Women Work organization offers a tuition-free skilled trade training program to help women explore nontraditional occupations, including construction and crane operation.

The Step Up for Women Construction Program, run by West Virginia Women Work, prepares women for entry-level construction positions and apprenticeships, and includes training in carpentry, electrical, plumbing, and welding.

Women's participation in the construction industry has increased from 8% in 2016 to 10.9% in 2020, although more work is needed to achieve greater gender equality.

Companies that promote diversity and inclusion, such as WANTT, have seen positive outcomes, including increased earnings and competitiveness.

Overall, the construction industry is evolving, and there are many opportunities for women to break into this field, including operating heavy machinery such as cranes, and companies can take steps to support and retain them.

References:

[2] Women make up 10.9 percent of construction industry employees.

[14] Tata Steel has hired women as Stacker-cum Reclaimer operators and Hyva operators.

[31] Flexible work arrangements can help women balance work and family responsibilities.

[42] Technology can optimize construction schedules and improve precision crane operations.

[81] Leadership accountability and diversity training are necessary for change.

[83] Regular safety audits and hazard observations can help eliminate potential risk factors.

[85] Governments and companies are taking steps to create a more inclusive and safe work environment.

[87] Companies that promote diversity and inclusion have seen positive outcomes.

The construction industry has traditionally been male-dominated, but there is a growing trend of women breaking into this field, including operating heavy machinery such as cranes.

Title:

Content: By Conor McCue

JEFFERSON COUNTY, Colo. (CBS4) – Transportation & Construction GIRL Day returned for the fourth time in five years after the pandemic put it on pause in 2020. The annual event, which is free to attend for girls, is put on by the HOYA Foundation.

It’s geared toward educating young women about careers in the male-dominated construction and transportation industries.

(credit: CBS)

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Through the trial and error of flying a drone for the first time, Lilly Gonzales opened her eyes to new possibilities at the Jefferson County Fairgrounds Tuesday.

“I almost got one stuck in a tree!” she exclaimed.

Other firsts for the 9 year old included welding and making concrete. Never had her hopes of becoming an electrician or engineer seemed so attainable.

“I just like taking things apart and rebuilding creative things, especially in Minecraft. It’s like my favorite game,” Gonzales said.

“This kind of shows me that I can do anything.”

Gonzales was one of hundreds of girls and young women who attended Transportation & Construction GIRL Day. The event is meant to show young women, ages 8 to 23, who’ve never considered a career in the transportation and construction industry a possibility.

READ MORE: Former Idaho Springs Police Officer, Nicholas Hanning, Faces Civil Lawsuit For Separate Controversial Arrest

“Last year, the construction and transportation industry was an essential industry, so we kept working, and we still need more employees,” said Keller Hayes, Director of Transportation & Construction GIRL.

(credit: CBS)

According to the U.S. Bureau of Labor Statistics, women made up only 10.9 percent employees in the construction industry in 2020, an increase from 2016, when the figure was 8%.

Hayes says the opportunities are aplenty for women and the jobs can be lucrative. Part of her organization’s mission is to relay that message to a younger audience.

“There’s so many opportunities and they get paid well,” Hayes said. “In the construction industry, you get 99 cents on the dollar for comparable work to men, in comparison to 82 cents on the dollar.”

On Tuesday, employers hosted dozens of hands-on exhibits in the hopes of creating a lasting spark for attendees. The next challenge will be to nurture it so more new faces pursue a career down the road.

“Girls can do anything, even when it’s hard,” said Gonzales.

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“We want you in this industry, how can we help support you in getting you into this industry,” Hayes said.

Conor McCue

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

Women make up 10.9 percent of construction industry employees, and this number is increasing, with women earning higher salaries than many other jobs without a college degree.

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?

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

To attract and retain more women in the construction industry, companies can offer training programs, mentorship, and flexible work arrangements, which can help address the unique challenges faced by female workers.

Title:

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Balancing scales critical to development

BRIDGETT MAJOLA | Corporates have responsibility to lift women at work

file photo
Image: 123RF

There are few, if any, sectors or industries in which women have not struggled to convince colleagues and clients and managers that they are up not only to the job at hand, but are able to lead teams or organisations.

Now is the time to address these ongoing disparities in the selection of women for top positions, especially in the legal sector. While women account for a healthy half of the entrants to  profession, this figure is significantly diluted by the time it comes to the upper echelons of law firms.

If we can identify the impediments to women, especially black women, in reaching management roles within these law firms, we can take steps to remedy the lack of their presence around the boardroom table.

Many young black girls are not even able to complete school. Period poverty and assuming primary caregiver roles early on prevent many from attaining the level of education they are capable of.

Studies show, however, that they are able to achieve better results than boys. They excel in the execution of their tasks, and yet when they seek promotion, they are often overlooked. Despite parity in academic achievements with black or white men, black women continue to be looked down upon.

When they gain employment in male-dominated institutions, women must then prove they are not about to abandon their professional duties in the pursuit o fmotherhood. Whether they are already mothers or plan a family at some point later, taking maternity leave counts against women on the promotion scorecard.

Despite today’s more enlightened approach by many men to shared parenting, much of the responsibility still falls to women, and this apparently is a deterrent for some firms in promoting them.Historically and culturally, women who are assertive, in particular in the workplace, are deemed to be aggressive or confrontational.

Conversely, women’s natural reticence and more cautious approach to making deals or adopting a strategy in the courtroom may equally go against them. They must manage the conflict between being seen to be too tough or a pushover. When society acknowledges that women do not only fit into support or ‘nurturing ’ roles, they will find themselves on more shortlists for leadership positions.

Ironically, women are their own harshest critics. They need to champion each other more and lift as they rise. Establishing more mentoring programmes by women for women, networking and experience sharing forums where ideas can be ventilated, can contribute to helping propel women to the fore.

The power of the old boys’ network remains a hurdle to be overcome for women in many institutions. Combined with very real pay gaps and a lack of parity in ‘same pay for the same work’, many women are therefore discouraged from seeking leadership roles. Corporates can cut disparities in the number of women in top roles by addressing educational inequality, stereotypes, implementing mentoring programmes and adopting flexible work arrangements.

Majola is a director: banking and finance, head of project finance: energy and in frastructure at CMS

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

create training and apprenticeship programs

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

The use of technology, such as automation and AI scheduling tools, can also optimize construction schedules and improve precision crane operations, making these careers more accessible and appealing to women.

Title:

Content: Smart Construction: The Right Equipment For Your Next Project

By Richard

The construction sector stands on the precipice of a digital reformation. In contrast to past innovations that primarily increased equipment size and strength, the current wave focuses on intelligent technologies that boost connectivity, automation, safety, and insight across sites. Embracing these smart construction solutions demands some initial investment, but the potential gains make that cost worthwhile. These tools can pay dividends over time via improved productivity, asset oversight, waste reduction, and prevention of budget overages.

For contractors and construction company managers, keeping pace with the latest equipment offerings from a Komatsu equipment dealer and others—and determining their business value—poses a real challenge. Every build and renovation has unique parameters, budgets, and goals. As you plan upcoming projects, leverage this review of pioneering solutions for remodeling modern construction. It spotlights critical benefits and applications of top technologies like wearables, IoT sensors, AI-fueled software, robotics, and drone systems.

Carefully weighing your needs against the transformative capabilities of smart construction technology allows you to optimize value. The right equipment choices can lift safety, efficiency, and margins across your operations. Beginning this integration now future-proofs your company as the industry transitions to data-powered, technologically sophisticated methods. It keeps your business on the cutting edge as the construction landscape becomes more competitive.

Wearable Technologies

Smart wearables are one of the fastest-growing categories of technologies on job sites. These Internet-connected devices allow workers to access information and communicate hands-free.

Exoskeletons

 Exoskeletons are body suits with mechanical braces that augment human strength and endurance. They reduce injury risks for workers doing heavy lifting or repetitive motions. Most models let the user lift over 200 pounds safely.

Smart Helmets

Smart safety helmets have built-in technology capabilities. Some feature cameras and microphones for recording work activities. Others have headlamps, noise cancellation, and air quality monitoring sensors. Some helmets integrate with virtual and augmented reality apps.

Smart Vest

Smart safety vests enable equipment operators or spotters to be more visible. These sensor-enabled vests can also track workers’ vital signs, such as body temperature, heart rate, and respiration rate. GPS tracking helps monitor locations and movements.

Internet of Things Sensors

Internet of Things (IoT) sensors have become indispensable on construction sites. These connected devices can track assets, materials, equipment, and workforce activities.

Equipment Telematics

Telematics systems collect operating data from heavy machinery. This allows remote monitoring of equipment health, performance, maintenance needs, and more. Telematics improves utilization rates and prevents downtime.

Wearable Monitors

 Smart wearables for equipment allow touchless monitoring. Operators wear a bracelet that vibrates to alert them of issues like oil temperature spikes or blocked air filters. This heads off problems before they lead to breakdowns.

Automation and Robotics

From autonomous vehicles to AI-powered apps, smart automation is reshaping construction.

Self-driving Vehicles

Companies are piloting self-driving trucks, bulldozers, cranes, and other heavy machines. This automation enables precision activities to be done more safely.

AI Scheduling Tools

Artificial intelligence programs can create optimized construction schedules in minutes rather than weeks. They factor in sequencing, staffing, materials and equipment availability. They also adjust schedules to accommodate change orders.

Automated Inspections

Drone technology and AI-powered imaging tools are being used for automated inspections. This allows comprehensive monitoring of site activity and asset condition reports to be generated much faster.

The innovative technologies discussed here represent just a sampling of what the future holds for smart construction. Carefully evaluating your needs and priorities will help determine which solutions are the best fit. Leveraging the right equipment for each construction project brings improved risk management, efficiency, and cost savings.

Images Courtesy of DepositPhotos

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?

Companies like Tata Steel and Ferrexpo are promoting diversity and inclusivity in the workplace, hiring female employees for heavy machinery operation and providing them with safety induction 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.

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

create training and apprenticeship programs

The construction industry needs more employees, including women, and technology can help make crane operation and heavy machinery careers more accessible and appealing to them.

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

Mentorship and sponsorship programs can also support female engineers' growth, and flexible working arrangements and equal pay policies can help retain female engineers.

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?

promote women
support networks
professional development

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

mentorship opportunities
inclusive policies

Leadership accountability and diversity training are necessary for change, and diverse teams can lead to increased innovation, better decision-making, and improved financial performance.

The Illinois Department of Labor has received grant money for workforce equity, which includes increasing women in construction jobs, such as crane operators and heavy machinery operators.

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

Construction companies can tailor their safety protocols to better address the unique challenges faced by female workers in heavy machinery and crane operation roles by implementing guidelines for proper PPE fit.

Title:

Content: WorkSafeBC, the province’s workers’ compensation board, is reminding employers about a newly implemented guideline outlining requirements to ensure personal protective equipment (PPE) fits properly for all workers, regardless of their gender.

A press release by WorkSafe said that the new guideline looks to target the issue of ill fitting PPE, which can compromise worker safety, with the issue being particularly pronounced for women in traditionally male-dominated industries. They said women in construction, construction, mining, and firefighting have reported experiencing discomfort and reduced mobility, along with concerning safety issues, due to PPE that is designed primarily for men.

“We recognize that the differences in body shape and size between men and women can make it challenging to find PPE that fits properly,” said Suzana Prpic, senior manager of prevention field services at WorkSafeBC.

“We want to make sure that all workers are protected and comfortable while on the job, and that means ensuring that PPE is designed and fitted to accommodate a wide range of body types.”

The new guideline, a part of WorkSafeBC’s OHS Guidelines Part 8 since last November, outlines the requirements for the design, selection, and use of PPE that is appropriate for those on the job. The guideline includes specific guidance on how to measure and fit PPE to a wide range of body types.

Given the increasing number of women entering traditionally male-dominated industries in B.C., WorkSafeBC said the move to introduce the new guideline will ensure worker safety and address concerns. They noted that the guideline was based on recommendations from experts in the field, as well as feedback from workers and employers across the province.

“We are committed to promoting a safe and healthy work environment for all workers,” added Prpic, who noted that WorkSafeBC will continue to monitor the issue. “This new guideline is an important first step in achieving that goal, and we encourage all employers to review and implement it in their workplaces.”

Along with the new guideline, WorkSafeBC said it plans to launch a research competition this year around the gendered nature of work, with one of the subtopics of interest being inclusive PPE design, and barriers to employer uptake of options for women.

Regular safety audits, hazard observations, and confined-space respirator tests are part of the safety protocol at companies like AGI Marshall, which can be applied to address the unique challenges faced by female workers.

Title:

Content: AGI Marshall, IL facility celebrates 3-years of no lost time incidents

WINNIPEG, Manitoba–(BUSINESS WIRE)–Ag Growth International (“AGI”) announced that its Marshall, IL manufacturing facility has achieved a safety milestone with an impressive three-year record of no lost time incidents.

“We are proud to present the Marshall, IL team with AGI’s Safety Standout Award, reflecting our global dedication to a safe workplace and aim for zero incidents,” states Paul Householder, AGI President & CEO. “Safety is our top priority and the cornerstone of the company’s global guiding principles. Every day we strive to ensure employee safety and reinforce the idea that it is everyone’s responsibility.”

AGI’s comprehensive Safety Management System (ASMS) proactively monitors and guides performance at its locations around the world. Safety is continuously assessed based on leading and lagging indicators, allowing each facility to work towards improving goals and ensuring standards are met or exceeded. An LTI, which refers to a non-fatal injury resulting in disability or missed work due to an injury, serves as a baseline representation of a company’s safety performance and the effects of those injuries on workforce productivity.

“I am excited to celebrate this safety milestone at the Marshall facility. Our team proactively addresses potential hazards without waiting for directives from supervisors,” says Joseph Roberts, AGI Marshall Plant Manager. “Creating awareness and fostering commitment are key to establishing a safety culture. Everyone must understand and take responsibility for their role in ensuring safety. Our team recognizes that.”

AGI Marshall has a rich local history. Well-known for its custom design and manufacturing expertise, the plant has produced equipment for the commercial fertilizer industry for nearly six decades. Established in 1968 under the name Layco, the company began as a conveyor repair and reconditioning shop that also built truck bumpers for area farmers and fertilizer dealers. Today, AGI Marshall and its team produce liquid and dry fertilizer solutions scaled to fit customer needs through engineering, project management, manufacturing, installation, and maintenance services. Products include tower blenders, batch blending, control systems, in-plant receiving, automated coating systems, conditioners / delumpers, performance mixers, declining weight / volumetric blend systems, conveyors, loadouts, and other material handling equipment.

According to Roberts, the manufacture of large, heavy-duty equipment presents unique safety challenges. For instance, the production of tanks and towers necessitate the use of overhead cranes. Constant communication, vigilance and adhering to strict protocols are crucial best practices.

“AGI Marshall has adopted a hands-free protocol for crane-operated product movement, along with regular safety audits, hazard observations, confined-space respirator tests, and training,” says Roberts. “Safety is our top priority and emphasized at every meeting to ensure employees know its importance. Our team’s concern for each other is our strength in preventing injuries.”

This April 22-26, AGI will launch its fourth global Safety Week, celebrating employee safety across all sites. Last year, AGI’s Olds, Joplin and Nobleford facilities were honored with the Safety Standout Award for a decade and three years of incident-free operations, respectively.

AGI Company Profile

AGI is a provider of the equipment and solutions required to support the efficient storage, transport, and processing of food globally. AGI has manufacturing facilities in Canada, the United States, Brazil, India, France, and Italy and distributes its product worldwide. Learn more at aggrowth.com.

Contacts

Agnes (Agi) Schafer, AGI Director, Public & Media Relations l agi.schafer@aggrowth.com

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To increase female participation in construction, governments and companies are taking steps to create a more inclusive and safe work environment, such as providing access to properly-fitting personal protective equipment.

Title:

Content: On March 29, 2023, the province published Regulation 61/23 amending Regulation 213/91: Construction Projects under the Occupational Health & Safety Act (Regulation). The amendments will come into force on July 1, 2023.

On March 15, 2023, Ontario first announced it would propose regulatory amendments to ensure that women have safe and equitable access on construction sites. The announcement noted that while there are currently nearly 600,000 construction workers in Ontario, only one in 10 are women. The government aims to increase the participation of women in the construction workforce by making construction sites more accessible to them.

The Regulation will be amended by requiring, among other things, that:

  • toilet facilities be kept in good repair at all times;
  • where the minimum number of toilets required at a project is five or more, at least one toilet facility be for the use of female workers only, where reasonable in the circumstances;
  • if a toilet facility is intended for use by males only or females only, it must have a sign indicating that;
  • if a toilet facility is intended for use by female workers, it must have a disposal receptacle for sanitary napkins;
  • each toilet facility be private and, if a single-toilet facility, completely enclosed; in addition, toilet facilities must have an adequate supply of toilet paper, a means of cleaning hands and an alcohol-based hand sanitizer containing a minimum of 60% alcohol where it is not reasonably possible to have a wash basin with running water, and a self-closing door that can be locked from the inside; and
  • access to properly-fitting personal protective clothing and equipment (e.g., uniforms, boots and safety harnesses), with regard to all relevant factors including body types.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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?

Companies like AGI Marshall are emphasizing training and communication to prevent injuries, and regular inspections can help eliminate potential risk factors.

Title:

Content: The Taichung City Labor Bureau has stepped up inspections of construction sites, requiring operators to strengthen occupational safety management at construction sites, and attach importance to measures to prevent accidents.
Labor Secretary Chang Ta-chun says that many job accidents are caused by habits or omissions, such as the use of mobile cranes, the lack of strength or damage to the sling or cable, the failure of the hook anti-falling device, the lack of relevant control measures in the operating area, or the failure of the over-winding anti-falling device.
In addition, due to lifting exceeding the rated load, improper rotation, use of external support but uneven ground or wet and slippery soft reasons, may also cause crane overturning accidents.
The city government attaches great importance to labor safety, emphasizes continuous counseling to improve workers, and does ensure that workers receive occupational safety and health education and training.
The Labor Bureau calls on enterprises to implement construction plans, formulate standard operating procedures and inspection stops, confirm the safety of protective measures before operation, send personnel to inspect and check whether the workers are properly using safety protection, and inform the contractors of hazards before entering the site, and strengthen the inspection during construction to eliminate potential risk factors, avoid occupational hazards and achieve the goal of zero occupational hazards.
# Worker # Worker # Worker # Worker # Worker

The West Virginia Women Work organization offers a tuition-free skilled trade training program to help women explore nontraditional occupations, including construction and crane operation.

Title:

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Training Program Helps Women Take Advantage Of Construction Boom

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

create training and apprenticeship programs

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

educational programs
vocational training

The Step Up for Women Construction Program, run by West Virginia Women Work, prepares women for entry-level construction positions and apprenticeships, and includes training in carpentry, electrical, plumbing, and welding.

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

Women's participation in the construction industry has increased from 8% in 2016 to 10.9% in 2020, although more work is needed to achieve greater gender equality.

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?

Companies that promote diversity and inclusion, such as WANTT, have seen positive outcomes, including increased earnings and competitiveness.

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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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Overall, the construction industry is evolving, and there are many opportunities for women to break into this field, including operating heavy machinery such as cranes, and companies can take steps to support and retain them.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

References:

References:

[2] Women make up 10.9 percent of construction industry employees.

[2] Women make up 10.9 percent of construction industry employees.

[2] Women make up 10.9 percent of construction industry employees.

[14] Tata Steel has hired women as Stacker-cum Reclaimer operators and Hyva operators.

[31] Flexible work arrangements can help women balance work and family responsibilities.

[42] Technology can optimize construction schedules and improve precision crane operations.

[81] Leadership accountability and diversity training are necessary for change.

[83] Regular safety audits and hazard observations can help eliminate potential risk factors.

[85] Governments and companies are taking steps to create a more inclusive and safe work environment.

[87] Companies that promote diversity and inclusion have seen positive outcomes.