To attract women construction workers, the company must promote diversity and inclusion, providing equal opportunities in male-dominated roles like crane operating.

The construction industry is shifting towards greater gender equality as more women take on roles like crane operators.

Employers must base promotion decisions on work-related criteria to prevent unequal treatment of women.

Companies can prevent sexual harassment and avoid lawsuits by providing employee training.

A robust HR policy with anonymous hotlines and support programs can empower women to report harassment confidentially.

Leadership plays a crucial role in preventing workplace sexual harassment.

Companies need tailored policies with zero-tolerance language and precise descriptions of forbidden behaviors.

Employers must provide a safe environment and promote gender equality in the workplace.

Companies should promote work-life balance and foster a diverse, inclusive culture for a safer environment.

Companies can attract and retain women in construction by offering training, mentorship, and inclusive policies that promote equality.

Women can pursue lucrative careers in construction and transportation, with events like GIRL Day attracting them to the industry.

Changing industry wording can attract more women to male-dominated fields like trucking, where they have equal abilities.

Tata Steel has hired women as Stacker-cum Reclaimer operators, breaking industry gender barriers.

Suffolk and similar companies are recruiting women for heavy machinery roles to diversify their workforce.

On-the-job training programs can help women join construction crews and increase their industry presence.

Societal biases affect women's career choices in male-dominated fields, and companies must address them to promote diversity.

Policy solutions should promote equitable access to education and employment for women in heavy machinery operating.

Leadership must foster a positive workplace culture where everyone can thrive.

To attract women construction workers, the company must promote diversity and inclusion, providing equal opportunities in male-dominated roles like crane operating.

Title:

Content: OPINION

South Florida's builders want you

Stephen Chang
View Comments

Fact: More than 30 million Americans quit their jobs this year and a record high of 4.4 million people left their employer in September, according to the latest jobs report. The ‘Great Resignation’ is showing no signs of slowing.

Fact: Florida will receive approximately $19 billion from the Infrastructure Investment and Jobs Act, according to the White House.

As South Florida's economy steadily recovers from the pandemic, federal funding for new local projects can provide a much-needed boost to the construction industry, drive growth for the region and create lasting job opportunities for millions of middle- and working-class Floridians.

However, with growing demand for new development outpacing the number of professionals joining the workforce, our region must increase the construction labor pool to reap these benefits and provide the necessary housing and social infrastructure for the growing population.

Yet, convincing a new generation of workers to pursue a career in construction has not been easy. Construction is often overlooked as an option for individuals who earned degrees in business management, liberal arts and organizational behavior, and even in many cases degrees in construction management and engineering. But the reality is more college graduates should give a second look to careers in construction because of the potential for growth and exposure to different skill sets. No longer an industry of just hard hats and cranes, construction has transformed from blue collar to white collar. Construction today is an industry of innovation and technology.

Pixels, virtual models, AI and data are as critical cement, steel and bricks. The construction industry of today presents many career options for tech-savvy individuals who enjoy working on teams, solving sophisticated challenges, and creating something tangible that can literally transform a city skyline.

While still considered by many to be male-dominated, the construction industry is also more attractive to women than ever before. There are opportunities for women who enjoy managing people, serving clients or building things. For example, at Suffolk Construction, more than 30% of our South Florida team is female, and the project team that managed construction of the iconic guitar-shaped Seminole Hard Rock Hollywood Hotel was a women-led team and the trade partners hired for the project represented more than 23 nations.

The pandemic inspired many professionals to leave their jobs in search of more meaningful careers where they can make an impact and feel valued. Careers in construction can provide these professionals a sense of purpose and an opportunity to be a part of something greater than themselves. To be a part of a team that builds something tangible that will last for generations.

The year 2022 is expected to be an historic year of growth for South Florida. The migration of people to Florida from cities throughout the United States will greatly increase the demand for housing, which will also increases the demand for schools, hospitals, municipal buildings, retail, offices and entertainment centers. The future has never been brighter for the construction industry.Individuals interested in building an exciting and sustainable career should give building construction a closer look.

Stephen Chang is chief operating officer in West Palm Beach for Suffolk Construction Co.

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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?

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

The construction industry is shifting towards greater gender equality as more women take on roles like crane operators.

Title:

Content:
LegalReader.com  ·  Legal News, Analysis, & Commentary

Lawsuits & Litigation

Norfolk Ship Repair Under Fire Again for Workplace and Sexual Harassment in Virginia

— February 25, 2022

Employees feel this settlement did not result in positive change at their workplace as of 2021.

Several female employees at BAE Systems Norfolk Ship Repair, a shipyard in Virginia that updates Navy warships, filed a civil lawsuit for sexual and workplace harassment of female employees.  Once such encounter reflected an experience of a worker who was consistently bombarded with offensive sexual comments, and not promoted in accordance with her hiring agreement.  When she enquired about a promotion and raise, her supervisor implied that he could supply whatever she needed suggesting a personal relationship.  Virginia sexual harassment lawyers are a valuable tool against workplace harassment claims.

Class action suit

In 2013, a group of women working at BAE filed a class-action suit against their employer for workplace sexual harassment and gender discrimination.  BAE agreed to a $3 million settlement in 2016, split among 166 women who worked for the company between 2007 and 2014, and an additional $1.15 million for attorney fees and expenses. The settlement also stipulated that supervisors should base promotion decisions on work-related criteria, like practical tests, and barred supervisors from using subjective measurements to decide raises.  Employees feel this settlement did not result in positive change at their workplace as of 2021, even though “as part of that mutual settlement agreement, the company agreed to take several actions over a two-year period to further improve its workforce.” In addition to the original complaints, employees are dealing with workplace retaliation. In 2020, 37,632 people filed retaliation charges with the EEOC, which represents over half of all charges filed with the EEOC that year. Victims should talk to experienced attorneys in Norfolk when a supervisor controlling their work activities, including promotion and upward mobility outweighs inaction to a reported claim, concerns of transferred blame to employee, and social/ professional stigmatization and retaliation.

Workplace policy

Employer policies should be referenced and a victim should use any employer complaint mechanism, or grievance system available. The more information contained in the complaint including proof of the allegations where possible will give strength to claims taken to the Equal Employment Opportunity Commission (EEOC).  When investigating allegations of sexual harassment, EEOC looks at the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A positive settlement award may be the result of a strong case presented by seasoned lawyers working on a victim’s behalf.

Employer awareness

Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint, or grievance process and taking immediate and appropriate action when an employee complains. Sexual harassment lawyers can assist human resource departments as they develop and maintain standard operating work policies to support methods that deter sexual harassment in the workplace.

Recognizing retaliation

Changes in workplace interactions that have an adverse effect on an individual’s employment are the only changes that will support retaliatory claims.  If someone acts more professionally after an individual made a harassment complaint of over-friendliness for example, that does not support a retaliatory claim, but if they get fired for not being a “team player” shortly after filing that complaint, it is suspicious. Retaliation may come in a series of random acts that detract from an employee’s ability to advance in their job such as bad performance reviews, changes to job descriptions, micromanagement, exclusions from projects previously worked on, or requests to work less hours resulting in pay cuts.

Leadership

Leadership and workplace culture may have positive impact on the reduction of sexual harassment in the workplace through harassment prevention efforts that include standard operating policies with outlined requirements of reporting, maintaining confidentiality and professionalism.  Supervisors and other responsible department personnel who observe, are informed of, or reasonably suspect sexual harassment claims might be filed, should immediately report such incidents and initiate prompt investigation.

Sources:

  1. Women at Norfolk shipyard say harassment lawsuit didn’t help – The 19th (19thnews.org)
  2. https://storage.courtlistener.com/recap/gov.uscourts.vaed.297869.1.0.pdf
  3. https://www.eeoc.gov/retaliation
  4. https://www.sec.gov/eeoinfo/antidiscrimination.htm

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

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

Employers must base promotion decisions on work-related criteria to prevent unequal treatment of women.

Companies can prevent sexual harassment and avoid lawsuits by providing employee training.

Title:

Content: The Importance Of California Sexual Harassment Training

(STL.News) Training to avoid sexual harassment in the workplace is crucial to creating an environment where all employees feel comfortable and protected.  While there has been a rise in reports of harassment in the workplace, not all businesses are providing the necessary training.

As a result of its potential to make workplaces free of sexual harassment, the training aimed at preventing such incidents is crucial.  Employees are better able to recognize and report sexual harassment after receiving training on the topic.  Companies can expect a high return on the relatively low cost of providing this training to their staff.  Read http://hrlibrary.umn.edu/svaw/harassment/explore/5prevention.htm to learn more.

How do you create a successful program to prevent sexual harassment?

Zero-tolerance language at the outset of a policy aimed at preventing sexual harassment in the workplace is essential.   Additionally, it should be updated annually and placed in a central location where all employees may quickly access it.

All workers and other interested parties (including customers and prospective employers) should be made aware of the policy’s scope    Having a policy that is specific to the company’s needs, and culture is another important factor in preventing sexual harassment in the workplace.  The needs of a company with a high proportion of field salesmen, for instance, may differ from those of a firm with an entirely office-based workforce.

It is also important that all forbidden behaviors have precise descriptio  s.  Staff members can be prompted to report any inappropriate actions they suspect violate company pol  cy.  It is also important to highlight the channels via which claimed victims can lodge complaints, such as with a supervisor or the human resources department.

The policy may also detail the employer’s response, which may involve conducting an impartial and comprehensive inq  iry.  An employee who alleges sexual harassment must also know that their privacy will be protected.

Furthermore, a statement assuring workers that retaliation from their employer for identifying harassment or cooperating with an investigation is prohibited by law should be included.  Read more here.

It creates a more secure setting for workers.

Employees who have undergone sexual harassment training are better equipped to recognize inappropriate behavior, report it, and take preventative measures against future incidents, whether or not they choose to speak up.  Believing they are totally protected by the company and that they are not alone, they may be more forthcoming in reporting harassment incidents to management and/or conducting their own investigations.

False allegations against any employee are eliminated

An understanding of what constitutes a harassment violation helps workers spot such incidents when they occur and take appropriate action.  As a result, they are aware of who to notify, what details are required, and what steps they might take to help mitigate the problem.

It makes employees more prepared.

Both the company and its employees are responsible for taking action against sexual harassment and responding to reports of it.  Employees who receive sexual harassment education are better prepared to handle any circumstance that may arise, and they gain the confidence to speak up if necessary.

Moreover, businesses have improved their readiness to respond to inquiries about harassment in the workplace.
Companies may rest easy knowing they have done the right thing for their employees by providing sexual harassment training.  This reduces (if not entirely eliminates) the likelihood of an employee being sued or making a complaint because they were either unaware of the problem or did not report it soon enough.

It aids businesses in avoiding lawsuits.

Sexual harassment training protects businesses from claims made by harassed workers by fostering a hostile-free work environment.  Having a well-defined sexual harassment policy allows businesses to respond appropriately when an employee alleges sexual harassment on the job and avoid liability for any subsequent actions taken or not taken.

Conclusion

Providing staff with anti-sexual-harassment training is a simple but effective way to assist combat sexual-harassment incidents and encourage those who have been victims to move forward.  It prevents harassment from occurring in the workplace and makes the harassers face repercussions that they may not be prepared for.

Employers today owe it to their staff to teach them about sexual harassment and its consequences, as well as the channels through which such behavior can be reported.

How effective is it?

With the proper education, all staff members will be able to follow the policy with ease, and they will know that it is a top priority for the company s management.  Again, the training’s contents, regularity, and format may be governed by regulations at the state and local levels.

Every employee must be provided with a copy, and it must adhere to the minimum requirements set forth by the state model policy.  Training must also exceed state requirements.  In addition, some fields require their own unique education requirements.

Some authorities maintain that interactive workshops and in-person lectures are the most effective forms of sexual harassment prevention training.  In addition, online courses and conferences can be incorporated into the process.  It is helpful to provide examples of various sorts of Clear Law Sexual Harassment training because many individuals are unaware of how widespread the problem is.

Workers should also be informed of any federal, state, local, or industry regulations pertaining to harassment in the workplace.  Employees ought to be made aware of their legal protections and of the various complaint mechanisms available to them.

Not only should the no-retaliation statute be made clear, but so should the investigation procedure.  The role of bystanders is another crucial consideration.  In cases where an employee witnesses sexual harassment against a coworker, that employee should also report the incident to management.

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

create training and apprenticeship programs

A robust HR policy with anonymous hotlines and support programs can empower women to report harassment confidentially.

Title:

Content: From the news desk

Businesses urged to confront Gender-Based Violence with strong HR measures

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By Lee-Yandra Paulsen

Gender-based violence (GBV) remains a pervasive issue in South Africa, impacting various facets of life, including the workplace. Unfortunately, millions of female workers endure hostile environments and unwelcome sexual conduct.

Regional Manager and Healthcare Consultant at NMG Benefits, Michelle de Lange addressed this concern on VOC Breakfast, on Wednesday, stressing the need for businesses to establish robust Human Resources (HR) policies and processes to tackle sexual harassment.

De Lange highlighted the importance of addressing sexual harassment openly: “It happens in the workplace; I don’t think that we can shy away from that. The reality is that all businesses must have sound HR policies in place that address these issues and have processes in place to handle it.”

She advocated for the establishment of anonymous hotlines to empower women to report harassment confidentially. De Lange emphasized the significance of employee assistance programs, which offer a confidential channel for employees to manage various life challenges that HR may not be equipped to handle adequately.

Regarding the legal aspect, de Lange stressed the necessity for specific policies and processes to address harassment appropriately. “The legality of the issue is very HR-specific. You want to make sure that there are specific policies in place to ensure that you are addressing the issue appropriately. There has to be a specific process in place to protect the person that is bringing the harassment to light.”

Moreover, she underscored the broader utility of employee assistance programs in addressing not only gender-based violence in the workplace but also various forms of violence against women and challenges faced outside the workplace.

De Lange highlighted the critical role that businesses play in creating a safe and supportive environment, urging proactive measures to combat gender-based violence and ensure the well-being of all employees.

VOC News

Photo: Pexels

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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?

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

Leadership plays a crucial role in preventing workplace sexual harassment.

Title:

Content: SPRINGFIELD, Ill. – Speaker Michael J. Madigan released the following statement Wednesday regarding the report filed by the 100th General Assembly’s House Task Force on Sexual Discrimination and Harassment:

“I want to thank the lawmakers who brought their unique perspectives, talents and commitment to the House Task Force on Sexual Discrimination and Harassment. The better culture that is our goal is only possible when we first recognize the scope of the challenge we face and then commit to working cooperatively for change.

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“Drawing on recommendations identified by Women Employed and the Equal Opportunity Employment Commission, the Task Force’s report highlights five core principles for preventing workplace harassment that should be a guide for all employers:

(1) committed and engaged leadership;

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(2) consistent and demonstrated accountability;

(3) strong and comprehensive harassment policies;

(4) trusted and accessible complaint procedures; and

(5) regular, interactive training tailored to the audience and the organization.

“Working in close coordination with the House Democratic Women’s Caucus, I’ve taken pro-active steps to ensure my office is committed to these principles. Ending workplace harassment ultimately requires us to acknowledge that unacceptable behavior happens in every workplace and must be addressed in every workplace. As we continue our efforts as a Legislature, we offer the findings of the task force to all Illinois employers and ask them to join us in working to create a culture that refuses to accept harassment in any form.”

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Companies need tailored policies with zero-tolerance language and precise descriptions of forbidden behaviors.

Employers must provide a safe environment and promote gender equality in the workplace.

Title:

Content: Local Local Focus
"Be brave for yourself, be brave for your children" Tainan City Labor Bureau holds workplace equality forum
▲ Tainan City Labor Bureau held a "Bravery Will Not Disappear" workplace equality forum in Jianshanpi Resort, inviting former Executive Yuan Labor Council Chairman Wang Ruxuan, Dashun Group Management Manager Cai Yongchang and Jin Baili Clark Taiwan Branch Human Resources Manager Lin Fu-jung for a special discussion.
(Photo by reporter Lin Dong-liang, same below)
Reporting by Lin Tung-liang / Tainan
Tainan City Labor Bureau held a forum on workplace equality in Chianshanpi Resort on the 25th, inviting former Executive Yuan Labor Committee Chairman Wang Ruxuan, Dashun Group Management Manager Cai Yongchang, and Lin Fu-jung, New Factory Human Resources Manager of Jin Baili Clark Taiwan Branch to have a special discussion.
Analyze how employers and employees face the issue of sexual harassment in the workplace from different perspectives, as well as future trends, how to strike a balance between work and family so that employees can have no worries.
And invite all units of enterprises, institutions, and major labor unions to participate in the promotion of gender awareness in the workplace, to create not only a "hope home" but also a "hope workplace" city.
The gender work equality law has been implemented for more than 20 years, due to the recent explosion of sexual harassment in the country, the society set off a wave of "me too" action, also prompted the government to comprehensively review the Pingsan law, the gender work equality law was also passed in the Legislative Yuan on July 31.
Labor Secretary Wang Xinji said that in recent years, Taiwan society has made more progress on gender issues in social groups and education, and gender issues in the workplace have gradually been paid attention to, especially the me-too issue has triggered a huge response in the society, and the Legislative Yuan has also made substantial amendments to the Three Laws of Sexual Harassment, in order to pre-check, strengthen the awareness and responsibility of employers, and establish a credible complaint investigation process.
Therefore, this forum is especially entitled "Bravery will not disappear", emphasizing how to stand up bravely when sexually harassed in the workplace, and inviting companies to share how to build a high-quality and friendly workplace environment and take care of the work-life balance of employees.
The first session was reported by lawyer Wang Ruxuan on sexual harassment in the workplace, including common patterns, key analysis of law amendments, and how companies build gender-friendly workplaces, and she also reminded enterprises or unions how to respond to and deal with sexual harassment prevention from the perspective of labor administration practices.
In the second session, Tsai Yung-chang, manager of DaShun Group Management, and Lin Fu-jung, human resources manager of the new factory in Kembali Clark Taiwan, gave employees no worries about the practical aspects of "how to strike a balance between work and family".
Dashun Sheet Metal Management Manager Cai Yongchang shared the idea of Chairman Bai Zhichun. Only a company with good talent can be competitive. She hoped to provide employees with a safe employment environment. Therefore, the first enterprise kindergarten was built in Tainan Science and Technology District. Gym, restaurant, convenience store, etc.
Lin Fu-jung, manager of the new division of labor company in Taiwan, shared the company's organizational culture, in addition to clearly revealing sexual harassment prevention measures and complaints, but also attaches importance to a diverse and inclusive culture, and also provides many incentive activities and measures to promote work-life balance from management measures, psychological construction, hardware facilities and other aspects to create a safer and more friendly environment for employees.
Labor Secretary Wang Xinji also called on all employers to actively establish a safe and friendly working environment for all employees from the perspective of prevention. The Labor Bureau has also continued to promote gender equality in the workplace, and also rooted the concept of gender equality in the workplace and sexual harassment prevention and treatment in all schools.
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What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

Companies should promote work-life balance and foster a diverse, inclusive culture for a safer environment.

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

Companies can attract and retain women in construction by offering training, mentorship, and inclusive policies that promote equality.

Title:

Content: Women severely underrepresented in construction, but that’s changing

What you need to know:

  • In nearly every construction site I encounter, the workforce is overwhelmingly male.
  • The term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

Across the country, construction sites are a hive of activity, with the government’s ambitious affordable housing project leading the charge. Whenever I pass through these bustling sites, I can’t help but notice the workers clad in overalls, their faces dusted with cement powder as they push wheelbarrows brimming with mortar. Amidst this flurry of activity, one figure stands out – the foreman, barking instructions and overseeing the skilled artisans, or fundis, as they are commonly known.

Interestingly, in nearly every construction site I encounter, the workforce is overwhelmingly male. Rarely do I spot a woman among the fundis, save for the occasional food vendor. Historically, the construction industry has been a predominantly male bastion, a fact reflected in the terminology we use – the term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

While the underrepresentation of women in this field is a global issue, the challenges faced by women in this industry are particularly pronounced in Africa. This gender imbalance reflects a deeper, systemic issue within the construction sector. For too long, this industry has been perceived as a ‘man’s playground’, with women often relegated to peripheral roles or excluded entirely. The reasons for this disparity are multifaceted, ranging from societal norms and gender stereotypes, to a lack of equal opportunities and support systems for women seeking careers in this field.

Limited access to education and training opportunities, particularly in Stem fields, hinders women’s preparedness for technical roles. Furthermore, societal expectations and domestic responsibilities frequently clash with the demanding nature of construction work, making it difficult for women to balance their professional and personal lives. This gender imbalance not only perpetuates inequality but also deprives the industry of the valuable contributions and perspectives that women can bring to the table. However, times are changing, and more women are breaking into the industry, driven by their passion, determination, and desire to contribute to community development. Despite obstacles such as teenage pregnancies, early marriages, and societal pressures, many carved out their place in this male-dominated field.

Their stories are a testament to the power of perseverance and an unwavering commitment to pursuing their dreams. From the high school dropout who found her calling on a construction site, to the young mother who juggled parenting responsibilities while mastering the art of bricklaying, these women have shattered stereotypes and proved that no challenge is too great when met with an indomitable spirit. Through their journeys, they have not only acquired valuable skills and experience but have also become beacons of inspiration for others.

This week, we celebrate these trailblazers, exploring their unique paths and the lessons they have learned along the way. Their stories offer a candid glimpse into the challenges and triumphs that have shaped their lives, from navigating male-dominated workplaces to balancing family responsibilities with demanding careers. As we strive to create a more inclusive and equitable society, it is imperative that we challenge the deeply ingrained biases and stereotypes that have traditionally kept women on the sidelines of the construction industry.

The government can play a pivotal role by implementing initiatives that support and empower women in this field, including investing in educational programmes, vocational training, mentorship opportunities, and inclusive policies that promote gender equality and non-discrimination. This way, we can empower a new generation of women to take their rightful place alongside their male counterparts, ushering in an era of diversity and excellence in this vital sector.

Empowering women in the construction industry can have far-reaching benefits, contributing to the overall advancement of gender equality and sustainable development in the country.

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

commit to gender equality in hiring practices

create training and apprenticeship programs

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

Women can pursue lucrative careers in construction and transportation, with events like GIRL Day attracting them to the industry.

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)

READ MORE: Ptarmigan Fire: Hundreds Remain Evacuated, New Evacuations Ordered After Wildfire Started Near Homes In Summit County

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?

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

Changing industry wording can attract more women to male-dominated fields like trucking, where they have equal abilities.

Title:

Content: Penske service manager shows trucking is more than a man’s world

Male co-workers and clients have offered Amelia Walker-Ross a lot of unwelcome feedback and recommendations in the 20-plus years she has spent as a mechanic. Proving them wrong has been one of her best experiences on the job.

Trucking is not simply a man’s industry, she says. “It’s an everybody industry. Anybody can do it. As long as you go through the schooling and you want to learn, anybody can be capable of doing the transportation jobs.”

Walker-Ross has proven how true that is. She recently became the first female branch service manager at Penske Canada, supervising and guiding 10 mechanics, ensuring Penske’s Winnipeg shop runs smoothly.

A passion for vehicles

But this is not what she saw herself doing as a teenage girl.

Growing up, Walker-Ross dreamed of a cosmetology career. However, unexpected financial challenges in the family made her pick up a toolbox and a manual at the age of 16, to look under the hood of her mom’s old van. It ignited a passion for working on vehicles, and she would fix family cars in the driveway until she got her first job in a dealership at 18.

Walker-Ross loved her job too much to let unwanted opinions discourage her. She often had to face pushback, when men were telling her she should not be doing ‘men’s work’, and that she should be at home, cooking and cleaning.

But six years later, when she was pregnant with her daughter, she realized it was time for a change. Without knowing anything about trucking, Walker-Ross applied for a lube technician job. She was accepted with open arms.

“I got hired right away. The group of guys I worked with — they were great. They were fantastic, very supportive. I had no pushback from them, unlike in the automotive industry… They didn’t care that I was female. They were very much like, ‘Well, if you can get the job done, let’s get it done.’”

Walker-Ross realized her favorite part of the job is its challenge. There is always room for learning and improvement in the fast-paced and constantly growing industry.

Joining Penske

Striving to expand her career options, she applied for a job at Penske four years ago.

After working on the floor servicing trucks, she was quickly promoted to lead the night shift, where she worked with fellow technicians and conducted final checks. Her mornings or late evenings were dedicated to spending as much time with her daughter as she could.

A year and a half ago she was offered a maintenance supervisor position, and after that, she became the first female branch service manager.

Now, Walker-Ross gets to keep her passion for working on trucks, solving challenges and helping others learn and grow.

“I love helping the guys learn the truck. And I very much enjoy that, every day, it’s a new problem. Yeah, that’s my favorite part of it — always learning and growing and changing. Like, we don’t know what the next year’s [truck] model is going to come out with.”

But she still sees room for the industry itself to improve.

To her, the key to attracting more women is to change the wording often used to describe the industry and, therefore, its image.

“It’s not a boys’ club anymore. It doesn’t matter what we’re doing, whether it’s replacing a starter or removing a clutch. We [women] can still do it. We still have the same tools they have; we still have the same abilities.”

Pushing past unwelcome comments

This why Walker-Ross’ advice to women who consider a job in trucking is, “Just go for it… If the comments do come out – because sometimes they do – brush them off and keep going.”

Still, she also emphasizes the importance of speaking up and communicating with senior managers and supervisors about unappreciated words and actions in the workplace.

She remembers a time in her previous job when one driver wouldn’t let her work on his truck, even though she was the only licensed technician in the shop during that evening shift. But her boss put his foot down.

“He came out and said, ‘The only option you have this evening is Amelia looking at your truck, and she can get it fixed and back on the road. Or we can put a lube tech, who works with her on this truck, who has no training. And he can try to diagnose it. She will end up having to step in and help him. But you only have these two options. You can start with the lube tech and have him go as long as he can. Or you can accept the fact that we have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.’”

It was one of the times Walker-Ross proved them wrong. In less than an hour, the diagnostics were complete, the damaged part was changed, and the truck was back on the road.

Krystyna Shchedrina is a reporter for Today's Trucking. She is a recent honors graduate of the journalism bachelor program at Humber College. Reach Krystyna at: krystyna@newcom.ca

Tata Steel has hired women as Stacker-cum Reclaimer operators, breaking industry gender barriers.

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

Suffolk and similar companies are recruiting women for heavy machinery roles to diversify their workforce.

Title:

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

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

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

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

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

Daniela Farias and Sydney Rocha work in the construction industry.

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

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

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

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

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

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

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

READ: Trader Joe’s to open Palm Harbor store

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

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

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

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

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

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

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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

On-the-job training programs can help women join construction crews and increase their industry presence.

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Content: News

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Detroit woman holds high rank in construction industry, encourages other women to join

Posted at 8:52 AM, Sep 01, 2022
and last updated 2022-09-01 08:52:20-04

(WXYZ) — A Detroit woman who started out filling potholes in the city is now in a position of power becoming one of the only women in the country to be crowned Superintendent of Street Maintenance.

Patricia Henderson is a woman that is about her business.

She works, sometimes around the clock, helping to make sure Detroit streets are smooth. And now, she's encouraging other women in the area to see a future in construction.

“My job initially, was to fill potholes,” Henderson said.

Henderson started working for the city in 1998. She says she was often the only woman on the side of the road patching and pounding so gaining respect wasn’t easy.

“The men thought that I couldn’t do the job so they would purposely not do something and leave it for me to do," Henderson said.

But instead of caving, she took control.

“I’ll go right on ahead and do it. I'll pick up the jackhammer, the shovel, whatever was available. I went on and done the job without their help,” she said.

She quickly began to rise in the ranks, but she says the feeling is bittersweet knowing more women are not following the path she's cleared.

According to the U.S Bureau of Labor and Statistics, only 13% of payroll employees in construction are women. This number has remained stagnant since the 90s.

As of 2019, Detroit ranked 44th in the country when it came to female construction workers.

“You identify a problem and you come up with solutions to eliminate that problem," MDOT spokesperson Aaron Jenkins said.

Jenkins says MDOT has created an on-the-job training program aimed at recruiting women and other minorities to join construction crews.

Since the program began, enrollment has more than doubled. The program started off with 56 women in 2017 and has grown to 126 as of 2021.

"The recruiting is working,” Jenkins said.

Henderson says she has hired more women under her leadership including in her supervising staff and she wants to encourage others to take the chance.

"I would tell women, go for it. Who better than us to do it? We are just as strong. We are just as smart. We are just as dominant as the male. We can do it, I’m a witness. I've done it.”

If you'd like to learn more about MDOT's job training program, click here.

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

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

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

create training and apprenticeship programs

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

educational programs
vocational training

Societal biases affect women's career choices in male-dominated fields, and companies must address them to promote diversity.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

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

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

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

commit to gender equality in hiring practices

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

Policy solutions should promote equitable access to education and employment for women in heavy machinery operating.

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?

Leadership must foster a positive workplace culture where everyone can thrive.

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Content: Image: © Clancy Riehm/Stock.adobe.com

Ada Lovelace Day: Champion women role models to break down barriers

1 hour ago

Six women share their thoughts and experiences on Ada Lovelace Day, which aims to raise the profile of women in STEM and create new role models for young girls.

Earlier this year, on 8 March, which just happens to be International Women’s Day, we reported that women in the tech sector in Ireland were not faring as well as their global counterparts. That was according to a report by PwC that found that Ireland lagged behind other OECD countries when it came to how empowered women felt at work.

Gender pay gap disparities, lack of supports for women and other socio-economic factors could be contributors to this, but the problem is not just in Ireland. According to a 2022 report, only 35pc of STEM students in higher education in the UK are women, putting the talent pipeline there at serious risk.

This Ada Lovelace Day, which falls annually on 10 October, we heard from six women tech leaders championing the cause of encouraging more girls to consider a career in STEM sectors. Of course, it is worth noting that Ada Lovelace Day today and International Women’s Day on 8 March are only two days out of a very long year. As we have written previously, women in STEM need to be valued all year round. There will be no more Ada Lovelaces, Grace Hoppers, Jocelyn Bell Burnells or Gladys Wests if we don’t get our acts together. So, how can we do that?

Increase the visibility of women role models

For many girls, the first hurdle to exploring a career in STEM is a lack of representation or role models. Unfortunately, a lack of diversity maintains the feeling that girls do not belong in the industry – although that is simply not the case.

Mary-Christine Nolan, VP of global professional services at Pluralsight, is all too familiar with this challenge. “I started my career as an engineer working in cybersecurity – an industry under constant pressure to innovate and deliver – and I understand the challenges that a career in STEM can bring. And having spoken to secondary school students, I know that very few young women see themselves in the industry. However, the opportunities for rewarding careers are in abundance – but we need more representation to show girls it is a viable career path for them,” she says.

“On days like today, it is imperative that we celebrate the success of female role models in tech to help inspire the next generation of talent to join the industry.”

Barbara Maigret, global head of sustainability at Fortinet is also a firm believer that women role models are a key to inspiring the next generation of talent. “When encouraging more women into STEM, it is useful to shine a light on those who have pioneered women’s place in the industry.”

Ada Lovelace was celebrated for her remarkable contribution to the computing industry. Maigret recognises this type of figurehead, pointing out that “Ada Lovelace Day acts as a good reminder that we need to showcase more inspirational female leaders in STEM to inspire the next generation and be a guiding force for those who want to enter the industry”.

Challenge stereotypes and give everyone a voice

CyberArk’s Renske Galema, area vice-president of Northern Europe, highlights the importance of never giving up on the mission to break stereotypes – especially around cybersecurity. “Working in this sector is often viewed as a job centred around technical skills and long hours, which puts people off and has played a large part in it becoming a male-dominated industry,” she says.

“The reality of the matter is these technical skills can be taught on the job and softer, more human skills, such as being able to communicate effectively, are equally as important.”

Ultimately, the responsibility for change must come from the top. Claire Montgomery, senior director of software engineering at Globalization Partners, believes that leadership has a strong role to play in fostering a positive workplace culture. “In my journey from a technical background to a leadership role, I’ve come to realise that leadership extends beyond technical expertise; it’s about making a meaningful impact on the lives and careers of others. In particular, it has always been very important to me to champion other women in STEM careers in order to create a more diverse and inclusive tech industry.

“Of course, how to do this can vary significantly across regions, particularly within global teams, so it is important to give every team member an equal voice and opportunity to contribute,” Montgomery says.

Sue-Ellen Wright, managing director of aerospace, defence and security at Sopra Steria, also echoes this view. “Addressing gender imbalance in tech will be key to widening our talent pool and narrowing the skills gap. Everyone working in the defence industry should be interested in encouraging more women to develop and use their digital skills, not just in school but throughout their careers. But it’s not just about skills and numbers. We also have to create a workplace culture where everyone can thrive.”

Supercharging the economy with a wider talent pool

By encouraging more women into the technology industry, the world will be better equipped with the expertise needed to drive innovation and growth. For Stacey Moser, CCO at Universal Robots, its stance is clear saying, “One of our primary responsibilities at Universal Robots is to unlock human potential. In alignment with this, I would encourage women aspiring to study STEM subjects or pursue leadership roles in the tech industry to follow your interests and pursue subjects that truly ignite your curiosity and passion.”

Closing the gender gap will go a long way towards filling in-demand roles and developing new solutions with diverse perspectives. Sticking with the status quo will stifle growth, so we must empower young girls to broaden their horizons through the creation of women role models and break down the stereotypes that have long existing in the tech industry.

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By Blathnaid O’Dea

Blathnaid O’Dea joined Silicon Republic in 2021 as Careers reporter, coming from a background in the Humanities. She likes people, pranking, pictures of puffins – and apparently alliteration.

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