Women are increasingly breaking down barriers in traditionally male-dominated industries like construction and maritime as crane operators.

Women like Nirwana Selle, a crane operator, are gaining social media popularity for sharing their work and inspiring others to join the industry.

Elena Badaeva, a crane operator in Sumerla, has contributed to the area's growth by operating cranes for many years.

Shebbie Davis, a 20-year industry veteran, is the Port of Savannah's first female header.

The Savannah River Site has highlighted its first female operators to promote diversity and inclusion.

A 59-year-old female crane operator has returned to the industry after a 5-year absence, proving women can succeed at any age.

Emirati women are operating cranes, working on tugboats and vessels, and breaking traditional gender barriers in UAE ports.

Radhamani amma, 71, holds a license for 11 vehicle categories and runs a driving school, challenging the myth that men are better drivers.

Four women at Tata Steel Meramandali operate a Stacker-cum Reclaimer, a company first, after undergoing safety and on-job training.

Female crane operators Hsing and Shan are breaking into Hong Kong's male-dominated construction industry.

Tatiana Shepel, a female crane operator, won the "Best in Profession" title in the NLMK crane operator competition where women dominated the top spots.

Li Rui, a female tower crane driver in Xiongan New Area, earns over 9,000 yuan per month, supporting her family and saving money.

These success stories show women excelling in male-dominated industries, promoting diversity and greater gender equality.

The construction and maritime industries are becoming more diverse with women taking on non-traditional roles.

Tata Steel and NLMK are promoting diversity and inclusion by holding competitions and providing training, recognizing the value women bring to the industry.

The success of female crane operators is inspiring other women and challenging traditional gender stereotypes.

The construction and maritime industries' shift towards greater gender equality is driven by successful female crane operators and companies' inclusion efforts.

Female crane operators face challenges in male-dominated industries and balancing work and motherhood.

Women in male-dominated industries face unfair treatment, so companies must provide a supportive environment.

Challenges include harsh weather and ruthless drivers, requiring female operators to be brave to succeed.

Female operators often struggle to balance work and family life, feeling guilty about not being home with their children.

Female operators in a male-dominated industry must manage fatigue and time effectively.

Unfair clearance processes can hinder female operators' job efficiency.

Companies can better support women by addressing challenges and empowering female leadership in maritime and construction.

Companies should consider the right person for the job, regardless of gender, and provide essential training for women to succeed.

Female captains and leaders can inspire and empower other women through shared experiences and discussions.

Women-led businesses promote diversity and inclusion through educational and fun activities.

Women hold around 14.1 percent of leadership positions in the construction industry.

Women hold about a third of construction jobs, but only a tenth in trades like painting and carpentry.

Women make up only 1.2% of the global seafarer workforce, totaling 24,059 worldwide.

Women seafarers have increased by 45.8 per cent since 2015, indicating a shift towards greater gender equality.

The construction industry has initiatives like the Women into Home Building Employment Programme to increase women's representation.

The programme aims to increase women in homebuilding leadership and explore new careers.

The Rising Women in Maritime event promotes women's leadership and inspires inclusion in the maritime industry.

The International Maritime Organization (IMO) launched the International Day for Women in Maritime on May 18.

Women's networks and gender diversity incentives are being introduced in conservative shipping organizations.

The government has approved a national strategy to reduce inequalities for women in employment.

Programs are being implemented to support women's entry into the labor market.

Laws are being put in place to promote economic growth and diversity.

Tata Steel has hired female operators, including Stacker-cum Reclaimer and Hyva operators, and provided them with safety induction and job training.

Tata Steel promotes diversity and inclusion, helping break down traditional gender barriers.

Tata Steel's female operators hold mechanical engineering diplomas and receive on-the-job training, showing the company's support for their success.

Tata Steel's recruitment of female operators has encouraged girls to pursue similar careers.

NLMK holds annual competitions for crane operators, awarding titles like "Best in Profession" to top operators, including female winners like Tatiana Shepel.

These competitions provide a platform for employees to learn from each other and improve their professional skills and safety.

Women, including Nadezhda Zemiseva and Natalia Dobrynina, have won top places in NLMK's competitions.

The company's efforts have contributed to greater gender equality and diversity in the industry.

Mentorship initiatives in training programs can help women excel in male-dominated roles.

Having women in all spaces is key to embedding diversity, equity, and inclusion practices.

Leadership support is crucial for successful DEI practices to achieve gender parity.

Women can excel as crane operators with the right training and support.

NLMK's annual competitions recognize and celebrate female operators' achievements, promoting industry diversity and inclusion.

Companies like Tata Steel and NLMK are helping create a more diverse industry by training and supporting female crane operators.

In the construction industry, women earn 99 cents per dollar compared to men, a more favorable ratio than the 82 cents per dollar in other industries.

Women comprise 14.1% of US construction workers, with female apprentices nearly doubling from 2016 to 2019.

In China, women comprise 14% of the construction workforce and earn half the average salary of men, with a 21% gender pay gap.

The construction industry saw a 32% increase in female resumes in 2022.

Women in top construction management positions receive 36% lower salaries than men.

The median monthly income in construction is $22,000 for men and $19,000 for women.

Government-approved national strategies aim to promote women's rights and diversity in the construction industry.

The pay gap between men and women has narrowed, with women's wages increasing from 84.2% to 86.4% of men's over the past decade.

Women in construction must work 58 extra days to earn the same salary as men.

Companies prioritizing DEI will receive the award.

Women are increasingly breaking down barriers in traditionally male-dominated industries like construction and maritime as crane operators.

Title:

Content: Horror movie! Girl opens a crane and becomes a KOL to go to work. She is burned in a smelter furnace explosion.
Author: Leonard
Published: Updated:
A few days ago in Indonesia, a smelter explosion accident occurred, a furnace suddenly exploded in the factory, the fire broke out, and the crane girl at the scene, Nirwana Selle, confirmed that she was buried in the sea of fire.
Online spread the scene of the horror film, because the female network red was working at night, the crane was affected by the fire after the explosion, and Red Nivana was trapped in the driver's seat and could not escape, and the people at the scene were scared to say that she would be burned to death.
Police confirmed that in addition to Nivana, another worker died and are investigating the cause of the accident.
Nivana's mother was heartbroken when interviewed, saying that her daughter was a hardworking person, and that she had left her hometown to earn money to support her family after graduating from high school, and many netizens went to her social platform to mourn.
Nirwanaaa often shares daily cranes on social platforms. (Image from “nirwanaaa _ 55 ” IG)
Nivana works as a crane operator, and often shares her daily work on IG, which makes her popular with netizens.
The scene of the incident was streamed on the Internet, and the footage was believed to be that of Nivana trapped in the crane driving room. The cab fire was fierce and the smoke was blazing, and the picture was so frightening that someone said that people in the cab would be burned to death.
Due to the high position of the crane operated by Nivana, it was difficult to evacuate at once, and the workers were unable to help.
Nirwanaaa works as a crane operator and often shares her daily work on IG. (Image from “nirwanaaa _ 55 ” IG)
+ 6
Police have confirmed that two workers died in the accident, including Nivana.
Police said that the fire was caused by one of the smelters inside the smelter explosion, the fire spread rapidly, and Nivana's crane was near the accident site, and she and another person were trapped in the fire.
The fire was extinguished in the morning, and Nivana, trapped in the crane driver's seat, was found lifeless.
The cause of the accident is being investigated.
Images can be disturbing:
+ 5
Nivana ’ s mother revealed that her daughter wanted to leave her hometown to work after graduating from high school, she moved out of the country for 1 year before waiting for the opportunity to be hired in the smelter to open a crane, when the initial salary is not known, so far has worked for 15 months.
She said that Nivana worked hard, rarely came home, and worked hard to make money for her family.
(Integrated)

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

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

Women like Nirwana Selle, a crane operator, are gaining social media popularity for sharing their work and inspiring others to join the industry.

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

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

Elena Badaeva, a crane operator in Sumerla, has contributed to the area's growth by operating cranes for many years.

Title:

Content: Your people, Shumerlya
I sit high, I look far away...
This story is not about Masha, but about a woman.
which operates at an altitude of about 40 meters.
"Our Lena, Lenochka" - only so, not otherwise,
They call her male colleagues.
On the eve of the professional holiday of builders
the newspaper visited the construction site on Kolkhoznaya Street, where a new five-storey building (the first entrance) is growing.
Moreover, literally a day before the visit, the last slab of the floor of the fifth floor was laid there - an event for builders, especially the old guard, a landmark.
And put
This slab is just Elena Badaeva, for many years the only crane operator in Sumerla.
This modest worker grew up and continues to live in the native Chuvash Algash.
After graduating from the Algashinsky secondary school, she entered the Cheboksary School No. 17 as a crane operator.
What then attracted her so much in this profession, Elena no longer remembers, probably wanted something unusual.
After studying, in 1989 in the direction came to Shumerlya, in the department of mechanization No. 2.
I could have stayed in Cheboksary, but I wanted to be closer to my parents.
And since then, except for a break in the difficult 90s, she has not changed her chosen path.
Kirov, Nizhny Novgorod, Cheboksary, Kanash, Yoshkar-Ola and other cities - the geography of our heroine's work is extensive.
In Shumerle, she built houses on the MOPR, Kostochkin, Lenin, Shchors, Shcherbakov, Frantsev.
At one object, Lenin, 1 / 1, two daughters even went up to her.
“They always worried about me, ” says Elena. – And now, already as adults, they constantly call.
If the weather is bad, then immediately - Mom, get down! "
One day, during the construction of a house on the MOPR, a strong wind flew sharply.
“I managed to get together, took my bag, began to descend as the crane began to turn.
From the bag all the documents scattered ”, – now with a smile remembers Elena and admits that she inexplicably pulls up into the sky, into the open.
But she had to work at the height of the 18-storey building!
The place of work of E. Badaeva today is LLC "UMS 3", whose profile is specialized construction work on orders of general contractors, the same building trust No 3.
But ordinary people habitually consider Elena part of the SU-8 team.
I mean, it really is.
“There is an excellent team, management, ” she says of Sumerlin builders,“ will always support.
If there was a different attitude, I would have left long ago.
And they work like - smoothly, quickly!
Good, funny people here. ”
Aksakal in the team of the construction management No. 8 is Alexander Doctorov, who is called Yevgenich in a friendly way.
The most creative profession in the world, he gave 45 years.
A native of the village of Medyany, Nizhny Novgorod region, he graduated from a construction college and went to work in SU-8.
The first 2 years he was a carpenter, then he became a master of construction and installation works, in 1988 he was appointed foreman.
Since 2022 - senior foreman.
In Soviet times, he mainly worked at industrial facilities of the city: a machine factory, a plant, a chemical plant, a butter factory, a meat factory, a construction management base.
Then in housing construction.
In recent years, he led construction in Kanash, Cheboksary, Krasnye Chetai.
For many years of work received various rewards.
Every free day Alexander prefers to devote to his lifelong hobby - fishing.
“I sat on the shore of Sura with a fishing rod, visited the parents ’ house – rested my soul, ” he shared.
One such animal once washed up on the street Frantseva.
The cat, who was called Stepan, always met Alexander Evgenyevich in anticipation of food, lived all winter, and then disappeared.
To be photographed for the newspaper during our meeting A.E. Doctors categorically refused.
The winter photo was given to us by a colleague.
The veteran of the SU-8, like all ordinary workers, does not like the hype around him.
But he noted the professionalism and discipline of workers and management specialists, their coordinated work at the facilities and shared plans for the near future: in December this is the delivery of a single-entrance house on Kolkhoznaya, next year the construction of the second entrance and the beginning of the construction of several houses on MOPRA street.
Posted by: anna

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

Shebbie Davis, a 20-year industry veteran, is the Port of Savannah's first female header.

Title:

Content: Woman becomes first female header at Port of Savannah

Local News

SAVANNAH, Ga. (WSAV) – According to International Longshoremen’s Association (ILA) Local 1414, a 20 year veteran has been named the first female header at the Port of Savannah.

According to the ILA, Shebbie Davis has been working for Ports America since 2002.

As a header, Davis manages port crews as they unload and transport cargo shipments from the ships docked at the port

Davis says she is excited about the role and looks forward to the challenges it may bring.

Davis is also a member of the ILA.

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

Trending Stories

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

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

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

The Savannah River Site has highlighted its first female operators to promote diversity and inclusion.

Title:

Content: ContributorsPublishersAdvertisers

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

WRDW-TV
 2 days ago

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

www.wrdw.com

How has the 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?

A 59-year-old female crane operator has returned to the industry after a 5-year absence, proving women can succeed at any age.

Title:

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

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

Emirati women are operating cranes, working on tugboats and vessels, and breaking traditional gender barriers in UAE ports.

Title:

Content: Hana Al Hammadi (Dubai)
The UAE is strongly present in the completion of Expo 2020 Dubai, starting with the submission of the country ’ s bid to host the international exhibition for the first time in the Middle East, through the preparation of the event, and ending with the team that has been in charge of the exhibition since its launch on October 1.
The hosting of the UAE « Expo 2020 Dubai », represents a great achievement, in which Emirati women participated strongly, as the team supervising the hosting file, at the time, a large number of female citizens, and in view of the team, which oversees the projects and programs (Expo 2020 Dubai), currently we find strongly present and influential in the event.
How do women leaders see the UAE hosting Expo, and what does this international event mean for the first time in the region?
Hessa Al Malik: A Perfect Opportunity
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: “When the UAE decided to host Expo 2020, it put in its strategy that those who come to Dubai will stay there, because it represents the ideal environment for doing business and dealing with the global supply chain. It ’ s a preferred investment destination. ”
“Expo 2020 Dubai will contribute to introducing the world to the UAE and looking at our unique advantages closely, and one of the most important things we are keen to bring to the world is the level that Emirati women have reached in their participation in the renaissance of the country and achieve its advancement. And still in many countries of the world.
In UAE ports, women operate giant pier cranes, control gantry cranes in container yards, and many are ship overseers, coordinating the docking of the world ’ s largest container carriers.
Many captains of giant ships may be surprised to learn of the presence of Emirati female captains on tugboats and offshore service vessels.
Nawal Al Hinai: Empowering Women
Nawal Yousef Al Hinai, Director of the Future Energy Department at the Ministry of Energy and Infrastructure, said that the UAE has impressed the world with the opening ceremony of the Expo 2020 Dubai World, which is hosted in Dubai, as part of the first major global event in the Middle East, Africa and South Asia, with the participation of 192 countries from around the world.
The theme is “Connecting Minds. ”
Creating the future. ”
The exhibition is an exceptional platform for the global community to come together to discover innovative and ground-breaking solutions to the three sub-themes identified as key drivers of global development: sustainability, mobility and opportunity.
“One of the special pavilions that caught my attention during my visit to Expo 2020 is the Women ’ s Pavilion under the title ‘ Prosperity of Women, Prosperity of Humanity ’, which expresses a journey on the influence of women in making a better world.
Recognizing the pivotal role women have played throughout history to this day, and their positive contributions demonstrate that women ’ s prosperity is the prosperity of all humanity.
Mona Al Abdouli: A Historical Event
Mona Al Abdouli, Senior Vice President Corporate Assurance at Dubai Airports, said: “Expo 2020 is the beginning of something beyond an exhibition, such as attracting and localizing technology, exporting new styles and distributing them to the world, and making the UAE a starting point for technology and foreign companies, a hub for creativity and innovation and a hub for the post-Expo 2020 world.
“I see this global mega event as a promotion of the UAE and its importance in strengthening the economy of Dubai and the country in general, attracting visitors and innovators from around the world, fostering international partnerships, and serving as a platform for developing creative thinking and sustainability, enhancing youth skills and future careers, as well as boosting the tourism sector.
The readiness of Dubai Airports to receive visitors to this mega event is a milestone in the history of the event, as Dubai Airports is the front end of the Emirate of Dubai for all visitors to Expo 2020.
At Dubai Airports, we have worked around the clock to ensure passenger facilitation, speed and flexibility. Our focus has been to increase airport capacity and operational efficiency to ensure the success of this landmark event with a focus on quality improvement. The health and safety of our customers and passengers remains our number one priority.
“At Dubai Airports, we have urged to raise the level of service and operational services at the airport to reflect the honorable image of the country ’ s face to provide an exceptional and wonderful travel experience for Expo 2020 visitors, and one of the most important factors in Dubai Airports ’ success is to work as one team as men and women, and to ensure continuous coordination and readiness of all teams and staff at Dubai Airports to receive this huge event.
Iman Al-Yousef: Building and Ambition
Eman Al Yousuf, Emirati writer and cultural diplomacy specialist, says: “From Amna Belhoul, executive creative director of Expo 2020 Dubai ’ s entertainment and creative activities, to Her Excellency Noura Al Kaabi, Commissioner-General of the UAE Pavilion at Expo 2020 Dubai and above all, Her Excellency Reem Al Hashimi, UAE Minister of State for International Cooperation, and Director General of the Expo 2020 Dubai Bureau. It proves its worth and its ability to give dazzling.
“The UAE is the man ’ s partner in building through all the details of Expo 2020 Dubai even before the moment of its announcement, the UAE is an ambitious country that will be turning 50 very soon.
She is young in her age, strong and strong in her positions and uniqueness and wise in her vision beyond the number of years.
Emirati women have been partners of construction, success and ambition and still hold the most difficult and highest positions alongside men hand in hand as well. Women have participated and contributed since the inception of the country, and their presence was present even at the opening ceremony of the Expo in terms of the participation of women who sat to receive visitors skillfully making wicker baskets and tulle embroidery. She announced the end of the opening ceremony and the beginning of the Expo, symbolizing what the Emirati woman symbolizes with her patience and giving.
Speaking about Al Yousef ’ s participation in this historic event, she said: “I am delighted to participate in Expo 2020 Dubai by writing the American Pavilion mural in Arabic and English, which can be read from the right in one language and from the left in one language.
Her work was a collaboration between the U.S. Consulate and the American University of Sharjah, whose creators, designers and engineers designed and implemented the idea that encapsulates the U.S. vision in Expo 2020 Dubai ’ s sustainability and future-oriented files.
Azari Alserkal: Exchange of experiences
“There is no doubt that an event like Expo 2020 brings together all the countries of the world and thus benefits countries in sharing experiences and drawing inspiration from experiences, especially those related to clean energy, which aims to preserve the environment and use it to serve humanity.
Expo 2020 will also feature a women ’ s pavilion, which indicates the great attention that women receive from the wise leadership. The pavilion will also showcase women ’ s contributions to shaping society, as well as their global contributions and positive impact on the international community.
The presence of the Women ’ s Pavilion at Expo 2020 is very important to showcase the country ’ s efforts to the world and to showcase Emirati women ’ s efforts locally and internationally.
Nauf Omar: The dream we had
Nouf Omar, the first assistant pilot on the Boeing 777, did not hesitate to participate in this historic event, as she joined her Emirati brothers in volunteering as a kind of return to this generous country, saying: “Expo is the dream we have all had since the city won the hosting of the exhibition in November 2013, the third largest global event after the Olympics and the FIFA Club World Cup.
Expo ’ s dream began for Nouf when she was in high school, where she set her mind to be a part of the event in any way.
After eight years of waiting, she is living the dream moment by moment after joining the Expo 2020 Volunteer Programme, but how can this pilot balance volunteering with flying between cities around the world?
“The Expo 2020 Dubai Volunteer Programme is a very flexible programme that allows you to choose a period of time that suits everyone ’ s circumstances, and the Volunteer Centre team is very understanding of my work as a pilot, ” says Nouf.
For me, the days of volunteering will be based on my presence in the country, which is usually two to three days a week. ”

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?

Radhamani amma, 71, holds a license for 11 vehicle categories and runs a driving school, challenging the myth that men are better drivers.

Title:

Content: Meet Radhamani amma, a 71-year-old woman who can drive trucks and buses

Radhamani is a shining example of an empowered woman. She has, reportedly, the licence to drive vehicles across 11 categories, including like excavators, cranes and road rollers.

Image for representation

Radhamani amma is a 71-year-old woman from Thoppumpady, Kerala, who has, for long, been challenging the popular myth that men are better drivers than women. The old lady takes the passion for driving to a whole other level. The extraordinary thing about this grandma is that she holds the licence to drive vehicles across 11 different categories, reports CarToq.com.

According to the report, her driver's licence permits her to drive transport and non-transport vehicles. She is allowed to drive heavy motor vehicles like trucks, buses and lorries along with light motor vehicles. Her licence also permits her to drive vehicles like excavators, cranes and road rollers, among others.

Radhamani first started driving when she was 30 years old. Not surprisingly, the first vehicle she learned to drive was a car. The first time she drove was because her husband insisted on it, and with time, she discovered her affection for driving.

Also read: Maharashtra Budget: New Airport, EV Charging Stations and Metro- Here's all that's promised

At an age when most people think of retirement, Radhamani is helping her children run a driving school started by her husband in Kochi, Kerala, back in the 1970s. She started taking care of the school back in 2004 when she lost her husband in an unfortunate accident, reports CarToq.com.

Recently in 2021, she received her hazardous goods transportation licence. In 1988, she received her first bus and truck driver's licence. She drove a bus from Thoppumpady to Cherthala, where the authority for heavy vehicle licences was located at the time.

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Four women at Tata Steel Meramandali operate a Stacker-cum Reclaimer, a company first, after undergoing safety and on-job training.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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?

Female crane operators Hsing and Shan are breaking into Hong Kong's male-dominated construction industry.

Title:

Content: Construction Industry Introduction Heart-warming Story There are few "mother and daughter" machine operators in the industry
April 12, 2023 01: 00
Eastern Network Television
More News Clips
The first episode introduces "mother and daughter" Hsing and Shan, who are relatively few female mechanical operators in the construction industry.
In order to promote the construction industry in Hong Kong to attract talents to join the industry, the Hong Kong construction industry has partnered with TVB to produce a TV programme entitled "Building the Future", which introduces the diversified work and promotion steps of the construction industry.
A series of five episodes, featuring five people with small stories.
The first episode is "Don't Look at the Little Woman", which tells of the creation of a mother and daughter.
Ms. Hing and Ms. Ah are rare female mechanical operators in the construction industry. They are rare “mother and daughter ”, which can be described as a true model of“ inheritance ”. They work hard to break through the public ’ s fixed image of male-dominated construction site work in the construction industry.
The second episode, "Have hard work, first have craft", explains the story of two masters and apprentices doing a good job of muddy water, muddy master master master master Zhang Ming-sen and apprentice Zhang Dexing share the drips of doing cement work, showing that the construction work should be done to become a craft, and the same as the current learning to pull flowers and make leather, easy to learn, and hard work.
In their talks, the two mentioned the changes in the environment and prospects of the two generations of industrial land, and the dialogue between the two teachers and students confirmed that "the situation has changed."
The show features real life stories from current construction workers. The five episodes will focus on craftsman spirit, female strength, youth development, employment prospects, advanced technology, site safety, and teamwork.

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?

Tatiana Shepel, a female crane operator, won the "Best in Profession" title in the NLMK crane operator competition where women dominated the top spots.

Title:

Content: NLMK Live
50 minutes ago
NLMK chose the best crane operator
At the Novolipetsk plant held a competition of professional skills among operators of crane equipment.
All production processes are connected with the work of cranes at the plant from the preparation of raw materials and repairs to the unloading of finished products.
Applications for participation in the competition were submitted by more than 80 representatives from 16 workshops.
The competition traditionally consisted of theoretical and practical parts.
According to the results of the knowledge check, 20 employees reached the final.
The task of the practical stage was the movement of cargo weighing about a ton along a given route.
The organizers are preparing a special corridor, which is fenced with ribbons and columns.
The task of the contestant is to deliver the cargo along the corridor so as not to touch the fences and not to touch the obstacles placed on the route.
According to the results of the competition, the title "Best in Profession" was awarded to Tatiana Shepel
Second and third places in Nadezhda Zemiseva and Natalia Dobrynina.
Olga Pichugina is recognized as the best among young workers.
A true professional is someone who does his job safely and efficiently.
Crane operators perform a very diverse range of work, and to grow, you need to constantly learn.
I take part in professional skill competitions to improve and see how others work.
Here you feel part of one big team, - said the winner of the competition of professional skills Tatiana Shepeleva.
Competitions of professional skills are held at the plant annually.
Competitions allow employees to learn from each other ’ s experience and provide additional motivation to improve the level of professional skills.
In 2023, NLMK will hold competitions in 40 main working specialties.
The winners will receive awards, corporate awards, as well as the title of “Best in Profession 2023 ”.

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?

Li Rui, a female tower crane driver in Xiongan New Area, earns over 9,000 yuan per month, supporting her family and saving money.

Title:

Content: People 's Daily Online > > Economy and Technology
Let farmers live sesame blossoms high
January 14, 2022 06: 07 | Source: People's Daily - People's Daily
Small number
Figure 1: Shuangfeng County in Hunan Province develops lantern manufacturing and processing industry, driving farmers to increase income.
Recently, in the employment poverty alleviation workshop of Sangyuan community in Jinkai Street, employees are driving red lanterns.
Photo by Naijihui (People 's Vision)
Figure 2: In the corn drying field of Sanzha Village, Sanzha Town, Ganzhou District, Zhangye City, Gansu Province, large-scale thresher carried out corn threshing operations.
Photo by Yang Yongwei (People 's Vision)
Source: Ministry of Agriculture and Rural Affairs
Core reading
Just past 2021, from the beginning to the end of the year, the majority of farmers worked hard and worked hard, in exchange for heavy harvests.
This year, absolute poverty has been eradicated, mountains and villages have changed dramatically, mountains and rivers have become a well-off society, and things have been good for the people and the years have been good.
Looking back, the harvest is full; looking forward, the future can be expected.
This year, the 20th National Congress of the Communist Party of China (CPC) will be held to ensure a stable and healthy economic environment and a peaceful social environment.
The new journey of the new mission, the development of "three rural" to open a new chapter, consolidate and expand the achievements of poverty alleviation, comprehensively promote rural revitalization, so that the majority of farmers' lives sesame flowers high, the field of hope is full of vitality.
Grain farmer Qiu Jiebo
High efficiency chain extension
Our reporter is calm.
"As long as we find the right way, there is a great future for agriculture," said Qiu Jiebo, an 85-year-old in Qinyan Village, Henghe Town, Cixi City, Zhejiang Province.
University mechanical engineering graduate, he returned to the village in 2010, registered a family farm, planting wheat, rice and other food crops, and now has been dealing with crops for more than 10 years.
Gideon has a good policy.
The city will give 20,000 to 30,000 yuan a year to college students under the age of 35 who return to their hometown to start businesses.
Qiu Jiebo said that many young people have gone out to work, and the village still relies on machinery and technology to grow land.
In June 2020, Qiu Jiebo purchased the first unmanned rice transplanter in Cixi City, relying on Beidou positioning system and Internet of Things technology to “intelligently upgrade ” the traditional rice transplanter. Qiu Jiebo lamented:“ The intelligent agricultural machine can plan the optimal route by itself, complete automatic rice transplanting, intelligent obstacle avoidance, turning and other operations, which is very convenient! ”
In Cixi, the late rice harvest begins in early November every year, which is also the busiest day of Qiu Jiebo - receive the study tour team during the day, take the students to experience cutting rice, beating rice, drying, and grasp the processing of rice at night, packaging finished rice.
"Last year, I planted more than 200 mu of rice, all of 'Jiahe 218' high-quality japonica rice, each mu yield of thousands of jin, half sold to the grain warehouse, about 1.5 yuan per jin. The rest of the processing sold to the market." Qiu Jiebo said of the grain industry is very proud.
Over the years, he registered a trademark and took the brand route, "our rice can sell 3.5 to 4 yuan per catty, and the husk is provided to the farmers as feed, 7 yuan per catty, and the gross profit can reach more than 100,000 yuan a year."
From planting to hosting, to processing and sales, and rice paddies to study, Qiu Jiebo tasted the sweetness of elongating the food industry chain.
The town is a key food producing area in Cixi City.
In the past two years, the town has set up a professional cooperative association of Jinsui Agricultural Machinery Service Co., Ltd., and the young Qiu Jiebo was elected as the head of the association. Grain farmers integrate into the modern agricultural industry chain.
Qiu Jiebo said confidently: "We will definitely expand the area of grain growing."
A few days ago, the farm has signed a new transfer contract for 300 acres of land.
Next, we must strengthen rice processing, carry out socialized services, and let more farmers meet a bumper harvest through mechanized grain growing. "
Expatriate worker Li Rui
Stable income in hand
This reporter is often Qin
Li Rui started a new day of work at a construction site in Xiongan New District of the Second Bureau of China Construction and Construction: Wear gloves, fasten safety belts, and prevent falling ropes, and in less than five minutes, skilfully climbed from the ground to the 50-meter high cab.
As a tower crane female driver, this less than 5 square meters of the "square grid" is Li Rui's big stage - hook, lift, yard... a series of actions clean, steel, cement, scaffold pipe and other building materials are accurately placed in the designated position.
"Eye sharp, accurate, careful, eat craft rice, heart steady!" Li Rui spirit, it is difficult to connect this double fiber slim hand with the huge tower crane boom.
In March 2021, Li Rui bid farewell to his hometown, Guizhou Bijie, and came to Xiongan New Area to work. "Less than one year, she saved more than 70,000 yuan."
The job of a tower crane driver is not easy to do.
Li Rui said: "At the beginning of climbing up and down, the legs are soft, palms are sweating, and every day to complete the workload of 80 to 100 cranes, which requires excellent psychological quality and superb operation skills." And...
A skill in hand, the monthly income "rose high", rose to more than 9,000 yuan.
Li Rui told reporters that the construction site has now set up a "special account" mechanism for the payment of wages for migrant workers.
"The monthly salary hits the personal card on time, timely and convenient.
I give money to my old relatives every month, and I feel full of achievement.
This is not, and to the child to buy a phone watch, direct video call, can be convenient! "
In addition to income, Li Rui also praised the living conditions of the construction site. “In winter, you can take a hot bath at any time. ” She said that the construction site is getting better and better for migrant workers, and every dormitory is equipped with air conditioning, 24-hour hot water, and the food is delicious and the price is not expensive.
Now the construction industry for technical jobs more and more demand, speaking of their career planning, Li Rui out a "learning investment plan": she every month from the salary to take part in the purchase of learning materials and apply for professional certificates, "art more than pressure, I plan to test an excavator certificate."
In the past year, the construction of Xiong'an New Area has been changing with each passing day, and buildings have been constantly refreshing the "height".
Li Rui is not only a "beautiful dancer" in the sky, but also a witness to the growth of the Xiongan New Area. "Look, this is the building I took from the height, beautiful..." From digging the foundation to building the tall building, from the mud and water to planting, a photo in the mobile phone is the common growth log of Li Rui and this new city.
"My New Year 's wish is to bring my children to the construction site and tell him about the happiness of growing up with the city." Li Rui' s words are full of pride.
Zhang Kang, Head of the Village Revitalization Team
Raise the lives of the poor to a higher level
Our reporter Wang Hao, Li Xiaoqing
The green mountains are stacked, a ridge of tea trees like a green belt coiled.
Zhang Kang took a deep breath, refreshing air accompanied by the fragrance of tea into the heart and spleen, "good ecology will certainly grow a good product."
In May 2021, Zhang Kang, who works at the statistical bureau of the Enshi Family Miao Autonomous Prefecture in Hubei Province, “moved ” his office to the deep mountains and became the leader of the village revitalization team of Dongzhou Village in Hefeng County.
After taking over the baton, he took lessons from the former team leader, and then held a forum without stopping and looking for villagers to do their homework.
Zhang Kang, chairman of the Standing Committee of the Political Bureau of the Communist Party of China (CPC) Central Committee, made the remarks at a meeting with visiting
Opening the account book of the village: In 2018, the whole village was lifted out of poverty, and cement roads and running water were opened; in 2020, the per capita net income of farmers was more than 12,000 yuan...
The industry ’ s “strength ” is growing.
In the past, the villagers almost planted tea at home, but these years the market changes fast, the villagers can not keep up. "As long as we find the advantages, improve the industrial competitiveness, tea will be able to sell a good price." Zhang Kang calculated that the village is clean and beautiful, this is the biggest advantage, take the road of green development, and can not be wrong.
How to promote the new technology? Will the villagers accept it? There are many challenges ahead.
Zhang Kang and the team members held a mobilization meeting in the village, looking for large growers to demonstrate, and helping the villagers to pick up the fine accounts. "We docked with the tea factory, and the quality is good, which is higher than the market price." A trip to work, everyone's bottom is enough.
"With the organic fertilizer, the output has increased, the quality of tea is better, and each mu can earn 500 yuan more," tea farmer She Kunming said.
A family of tea farmers signed a commitment to green production, and a number of tea gardens were upgraded to ecological tea gardens.
At the end of the year, the price of fresh tea per catty was 50 yuan higher, and the tea industry is expected to drive farmers to increase their income by 3.5 million yuan a year.
With good mountains and good water, the development potential of the village is not small.
It is the new exploration of the village task force to make a workshop in the field and a tea garden into a park.
Zhang Kang opened a plan, 22 project construction points are densely marked, "When the forest fruit picking park, education and research base and other infrastructure is built, the planting and sales links can be opened," the "season harvest" becomes "season harvest", Zhang Kang said.
In October 2021, some villagers encountered a water problem. “The water tap at home does not water. ” Zhang Kang and village cadres investigated the problem, opened up water sources, and laid water pipes, and 17 villagers quickly drank tap water.
"Good management of water, in order to long-term benefit." The village team organized the villagers to set up a drinking water association, 19 pools, 25 water cellars have a special person responsible, many beneficiary farmers, party members representatives actively participate in the daily patrol.
The premise of rural revitalization is to consolidate the achievements of poverty alleviation. "We do everything in the village well, ensure that the help is kept in the file, and lead the villagers to stride toward the goal of prosperous industry, rural beauty, and rich farmers." Zhang Kangdao made his New Year's wish.
Layout: Cai Huawei
People 's Daily (January 14, 2022, 18 pages)
(Editor: Yang Guangyu, Yue Hongbin)
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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?

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

These success stories show women excelling in male-dominated industries, promoting diversity and 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?

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

The construction and maritime industries are becoming more diverse with women taking on non-traditional roles.

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

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

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

active recruitment of women
promote women to higher roles

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

Tata Steel and NLMK are promoting diversity and inclusion by holding competitions and providing training, recognizing the value women bring to the industry.

The success of female crane operators is inspiring other women and challenging traditional gender stereotypes.

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

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

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

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

The construction and maritime industries' shift towards greater gender equality is driven by successful female crane operators and companies' inclusion efforts.

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?

Female crane operators face challenges in male-dominated industries and balancing work and motherhood.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

Industries traditionally dominated by men are making meaningful efforts to attract more women to their workforces. But just how do they get the balance right?

It’s a concern Irene Naliaka, now in her tenth year as a professional driver working with Sahara Motors, wrestles with.

They transport imported vehicles from the Mombasa Port to Kampala, Uganda.

Her interest in driving led her to seek a job in the field.

"I was desperate for a job and I had to question myself as to what I could do comfortably. I had tried my hand on a lot of things, but then driving earned it."

Women can assume roles in male-dominated areas. But the reality of being a woman only hit Ms Naliaka when she started working.

"Driving for me is a hobby, so it never seemed strange when I took up the work offer. However, I was the only woman on the team but they made it easy for me to blend in."

Ms Naliaka says she has become better at the work with time.

"I am looking forward to driving even harder machines, such as the top loader operators,'' she says.

Her first trip was not easy. ''It was a decision that I had made and I knew that I wanted to drive, but I was not ready for it to be honest. I remember when one of my sisters asked me if I was normal and that I should look for a different job,'' she says.

Read: The future of women at work

As a mother of four with a nine-month-old baby, it was hard for her.

"On my first assignment, I turned up with my baby, I had my son's bag and my bag. My employer thought it was a joke that I was travelling with a little baby, but then I didn't have anyone to look after him and I needed to get the job done," she says

Ms Naliaka's first trip to Kampala took more than 24 hours, whereas drivers are expected to reach Kampala in 16 hours. Many working mothers struggle with the challenges of getting ahead in their careers and the guilt of not being home all the time.

How will I manage to be part of my children's life? Will my absence be worth it? How will I explain to them that I have to be away? These were the questions that stalked Ms Naliaka.

She talks of restraining her duties as a mother and trying to find balance. Mostly, Ms Naliaka would be on the road for four days and get three days to be home and vice versa if the cycle changed.

Before her travel, she says, "I have to make sure I sleep well because our highways can be very terrible. I wake up as early as 5 am so that I talk to my little boys and see them off for school by 6 am."

"I then prepare and leave the house at 8 am because I need to be at the car pickup point by 10 am to manage the clearance process and be ready to leave at around 3 pm. We leave Mombasa in a convoy, which means we have to journey as a team to Kampala,’’ she adds

According to Ms Naliaka, the power of choosing to be a working mom cannot be underestimated. She has to deal with being a fatigued parent though it gets better with time.

How did she find her voice?

"At the beginning of 2013, my husband was involved in a serious car accident, he lost two spinal discs, the L5 and thorax 7 and that left him immobilised. Two years after the accident, I had to find something to do as his medication took most of my savings. So I had to put food on the table and make sure he got his medication. My husband had his reservations at first, but these were his words, 'I know you are a strong woman, you can do it, but this is too hard'," Ms Naliaka says.

She continues, " It was not easy, we had fights in between because of the long absence, but in the end, it worked after he saw that I could do it. At the moment he is slowly regaining his mobility."

Her husband is a maths teacher.

Does she have moments when she feels like she should take a seat back from the industry?

"Yes. When I started, the migration process was a thorn in the flesh situation. I used to waste hours to be cleared and that interfered with my travel back home. But I came to make terms with the slow clearance," she says.

It also meant pacing herself because work and mothering need to be done.

Irene Naliaka poses for a photo on March 04, 2024 at Nation Centre building in Nairobi. PHOTO | BILLY OGADA | NMG

Challenges

"The roads are never the same, the weather keeps changing every time," she says.

"In the Rift Valley, we sometimes get hailstorms just out of nowhere. That's when professionalism comes in, you slow down, use the lights to indicate because you've got to manage your space, use the heater to heat the car and the windscreen to clear the precipitation. There was a time when I couldn't do it because it was too intense, so I'd just pulled over to the roadside and wait for the storm to clear,’’ she adds.

She has also encountered her fair share of ruthless truck drivers.

''Women are naturally wired to be soft, in some cases, you might be driving and enjoying your moment and a truck honks carelessly and it might frighten you to lose track.''

Ms Naliaka also recounts how unfair the male-dominated industry might be for women.

"Men feel we are fighting for their position. From my experience and the type of work I do, men don't want women on the roads. There was a time when a boss told a short lady that she could not drive, but there are short men on the job too," she points out.

Read: What women leaders sacrifice to 'have it all'

As women continue to break through the glass ceiling and navigate their way in the workplace, Ms Naliaka is proud to have had only one accident in 10 years.

"You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through. If it's a 'no, stand firm, if you can't manage it, just speak up. It's always good to ask," she says.

[email protected]

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

Women in male-dominated industries face unfair treatment, so companies must provide a supportive environment.

What are unions, professional organizations and non-profits doing to promote and aid women in construction or maritime industries?

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

sexual and workplace harrassment
attitudinal biases at work

Challenges include harsh weather and ruthless drivers, requiring female operators to be brave to succeed.

Female operators often struggle to balance work and family life, feeling guilty about not being home with their children.

Female operators in a male-dominated industry must manage fatigue and time effectively.

Unfair clearance processes can hinder female operators' job efficiency.

Companies can better support women by addressing challenges and empowering female leadership in maritime and construction.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

Companies should consider the right person for the job, regardless of gender, and provide essential training for women to succeed.

Female captains and leaders can inspire and empower other women through shared experiences and discussions.

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

women's networks
promote women to higher roles

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?

Women-led businesses promote diversity and inclusion through educational and fun activities.

Women hold around 14.1 percent of leadership positions in the construction industry.

Title:

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

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

Women make up only 1.2% of the global seafarer workforce, totaling 24,059 worldwide.

Title:

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

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

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

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

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

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

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

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

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

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

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Women seafarers have increased by 45.8 per cent since 2015, indicating a shift towards greater gender equality.

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

The construction industry has initiatives like the Women into Home Building Employment Programme to increase women's representation.

Title:

Content: InYourArea Community

Housebuilding industry encourages women into site management

'We’re determined to increase the representation of women in leadership positions within homebuilding'

By Kerigh Palmer

OPENING DOORS: The construction industry is encouraging more women into site management

Women interested in a career in site management visited a Persimmon Homes’ development in Birmingham recently to experience a morning on site and gain valuable advice on starting a leadership position in the homebuilding industry.

The event in Erdington, hosted on Monday, February 6, forms part of the Women into Home Building Employment Programme, a  joint initiative between Women into Construction, the Home Builders Federation (HBF) and nine major home builders. The uniquely funded programme looks to help address the gender imbalance in the construction workforce, which currently sees just 16 per cent female representation.

Persimmon Homes is one of nine home builders registered as a partner of the scheme, working together to offer a funded training and support with childcare to enable more applicants to pursue a career in site management.

READ MORE

Paul Curry, head of training at Persimmon Homes, said: "We were delighted to welcome prospective participants to Holly Fields as part of the Women into Home Building employment programme. All industries thrive when they are diverse, so we’re particularly proud to be a part of this initiative which provides support to underrepresented groups in the sector.

“Particularly timely during National Apprenticeship Week, we hope that the candidates got a lot out of the morning and wish them all the best with their applications.”

Jacqui Wordsworth, business development director at Women into Construction, said: “With women representing just 4 per cent of site managers, we want to inspire and encourage more women to take up a career in home building. We are grateful to Persimmon Homes and our other programme partners for all of their support with this exciting programme.”

Jenny Herdman, director for HBF’s Home Building Skills Partnership, said: “We’re determined to increase the representation of women in leadership positions within homebuilding, so are thrilled to see the programme come to life and provide a platform for women to explore a new career. This week’s visits at the Persimmon development and other partner sites will provide participants with valuable first-hand experience that’ll set them up for the rest of the programme.”

For more information on or to apply for future courses visit the Women into Construction website or to submit an applications for this first Cohort - applications close on Monday, February 13, at 5pm, visit the Women into Construction website.

Submitted by Persimmon Homes.

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

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

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

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

The programme aims to increase women in homebuilding leadership and explore new careers.

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

active recruitment of women
promote women to higher roles

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

The Rising Women in Maritime event promotes women's leadership and inspires inclusion in the maritime industry.

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

women's networks
promote women to higher roles

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?

The International Maritime Organization (IMO) launched the International Day for Women in Maritime on May 18.

Title:

Content: Pausing To Reflect Around IMO's International Day For Women In Maritime

Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term...
UK Transport
To print this article, all you need is to be registered or login on Mondaq.com.

Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term, but also to create something that can have a future. I wanted this initiative to have a focus and a cause, and so our Women in Maritime Network was born. Over the past few years we have brought together clients and contacts from our offices around the world, with a joint aim to progress and support those already in the industry as well as to inspire the next generation. The network has been on real a journey - from virtual webinars and workshops to in-person networking events and thought provoking panel discussions.

In 2022, the IMO launched the International Day for Women in Maritime to take place annually on 18 May to celebrate the women in the industry but also to encourage the industry as a whole to look at itself and at how it can improve its diversity and inclusivity. Shortly after the launch, we had a thought provoking discussion with Lena Gothberg, the producer of the Shipping Podcast, who highlighted the changes that needed to be made and that it was everyone's responsibility to make a change whether it is through marketing, recruitment policies, flexibility for families or commercial incentives.

While I was hopeful, I wasn't convinced the message was being heard.

2024 has changed that.

As this year progresses I am hearing more and more inspiring stories - it is exciting. From small changes, such as a male manager including the more junior woman's name alongside his on documents. This showed that not only was she was involved in the content of that document but that he considers her on an equal footing – simple yet powerful. I saw institutional changes too, including more and more newly created women's networks in organisations that have been historically conservative. I was moved by the hurdles that these women had to jump in order to get the network approved. The sheer grit and determination required to drive change for the women who are following them was evident.

More than ever we are seeing gender diversity linked targets being a priority across multiple deals. Last year the London office advised ABN AMRO on the US$200m sustainability and gender diversity linked loan to Navigator Gas and our Athens team advised Citi and BNP Paribas on the $2.8bn sustainability- and gender diversity-linked facility to GasLog Ltd. But its not just us, we're seeing this trend across the shipping market as a whole, coming together for actionable change to collectively to address the environmental impact of the industry through regulation, technology and financial incentives – in particular incentivising gender diversity in shipping loan agreements. This is a trend that we expect to continue throughout 2024 and beyond.

I recently finished a nine month secondment at UKEF where I watched some truly stand out women making an impact - not only in the executive committee, but in managerial roles throughout the department. UKEF have since vowed to increase SME support fivefold, with a focus on SMEs that are underserved, such as ethnic minority and women-led businesses. What a fantastic example to set.

Spring 2024 has also seen the Flexible Working Act passed into law so that employees are now able to request flexible working arrangements from day one of their employment, instead of having to wait 26 weeks. This is music to the ears of many carers who need to be able to work flexibly to make the puzzle of working life fit together.

Just this week I was at an event to celebrate the Women in the Maritime industry, with excellent discussions and enthusiasm for the changes to come. Despite all this positive momentum, there is an alarming amount of work still to do - from educating the younger generations on the variety of career options, to finding ways to retain and promote senior female talent in organisations, there are a number of tangible things than can be done to help progress gender equality in the industry.

Is it too soon to say that tides are turning (pun intended)?

Yes, but to have so much good news and being only May gives me hope for what is to come.

No pressure June to December, but there is a lot to live up to.

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.

Pausing To Reflect Around IMO's International Day For Women In Maritime

UK Transport

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Women's networks and gender diversity incentives are being introduced in conservative shipping organizations.

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

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

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

The government has approved a national strategy to reduce inequalities for women in employment.

Title:

Content: Equality with discount
Women in the Russian Federation are increasingly called to work, but less often – to high-paid
According to the research of hh.ru, among the best business sectors for building a career for women are art and culture, telecommunications and communications, media, marketing, advertising, BTL, PR, design, production.
More career opportunities are emerging in heavy machinery, metallurgy and the forest industry.
The best chances for quick employment and high salaries for women are in medicine and pharmaceuticals, services for the population, art and culture, educational institutions.
At the same time, according to statistics, since 2013, the position of women in the labor market of the Russian Federation could deteriorate: they began to receive fewer invitations to both high-paying positions and C-level management positions.
“Kommersant ” publishes the results of the study hh.ru, which allow to assess the position of women in the labor market of the Russian Federation by several parameters.
To compile the ranking, hh.ru experts have sold over 140 million invitations sent to male and female applicants in 2013, 2017 and 2022 from employers from 30 business sectors.
Separately, during these years, the gender structure of invitations to vacancies for C-level management and highly paid vacancies was analyzed.
The rating did not take into account the nominal number of resumes of applicants by gender in a particular branch of business, since the resume is tied only to the professional field - the applicant can consider or be invited to vacancies from different industries.
Displacement of borders
Thus, in 2022, the top 5 industries with the largest share of invitation of women included: medicine, pharmaceuticals, pharmacies (79%), services for the population, as well as art, culture (72% each), educational institutions (71%), public activities, parties, charity, NGOs (68%), consumer goods (non-food; 67%).
At the same time, over ten years, the situation in these areas has developed in different directions: the share of applicants increased in medicine (by an average of 4 percentage points (percentage points)); public activities (+ 12 percentage points), educational institutions (+ 2 percentage points), consumer goods (non-food; + 1 percentage points) and decreased in art and services for the population (– 2 percentage points and – 3 percentage points, respectively).
The lowest number of invitations was recorded in the mining industry, heavy engineering and automotive business - 30%, 31% and 33%, respectively (a decrease of 22.15 and 11 p.p., respectively).
According to the head of the research service hh.ru Maria Ignatova, in general, we can say that the labor market over the past ten years is gradually approaching the gender balance.
If in 2013, 59% of all invitations on average in all industries were for applicants, then in 2017 this figure was 55%, and in 2022 it was 52%.
At the same time, as the expert notes, a number of interesting trends are traced, both negative and positive.
To the first Maria Ignatova refers the fact that the industries with the highest percentage of men (transportation, logistics, warehouse, foreign trade, metallurgy, metalworking, heavy engineering, automotive business) are becoming even more “male ”.
The second is that in a number of traditionally “female ” spheres (art, culture, educational institutions, services for the population), on the contrary, the number of male invitations has increased over the past ten years (on average, their share increased from 25% in 2013 to 28% in 2022).
Alexey Oshchepkov, Senior Researcher at the Center for Labor Studies at the Higher School of Economics, on the causes of gender inequality in wages
The issue of gender inequality in wages is relevant for all countries, the problem has existed for decades.
From the point of view of economists, this gap is associated with four main reasons.
The first factor is human capital (education, work experience, general work experience, special work experience), that is, all the knowledge, skills and abilities accumulated at the moment.
This is the starting point from which the answer to the question of why one group of workers (not necessarily men and women, there can be any other group) gets more than another: because it has more human capital.
Women, on average, have higher human capital than men.
However, despite this advantage, they receive less.
The second factor, and it plays the most important role, is the segregation of employment, that is, the uneven distribution of men and women by industry and profession.
It is more or less stable over time.
At the same time, on average, more “male ” jobs are paid higher.
The third factor is family characteristics (marital status, presence of children).
There is such a thing as a “fine for motherhood ” (women with small children, especially preschool age, on average receive slightly less than women without children of the same age).
Men with children, especially small children, receive on average a small premium in salary.
As far as marital status is concerned, the empirical fact is that a married woman earns a little less than a single woman.
With men, the situation looks exactly the opposite.
The fourth factor is a combination of unobservable causes, including discrimination, as well as social norms and non-cognitive skills.
The problem is that it is very difficult to measure.
It can be evaluated in local cases, certain workplaces, but full-scale statistical methods for measurement are difficult to apply here.
Discrimination is debated, but few academic studies conclude that it exists because of the complexity of its measurement.
Talk about traditionally “male ” and“ female ” industries and professions have less and less: the gender factor no longer plays a significant role in the decision on hiring, believes the managing director of the platform Avito Rabota Artem Kumpel.
However, according to him, it is possible to identify areas and professions that women are usually interested in more often.
Thus, according to the results of 2022, the most female resumes were recorded in accounting and finance (89% of the total), in education (84%), in administrative positions (81%), in medicine (78%) and the beauty industry (77%).
In the group of professions “personnel management ”, the share of resumes of applicants was 65%, the expert points out.
“Nevertheless, we see a steady trend towards the complete blurring of boundaries and the destruction of stereotypes about exclusively“ male ” and “female ” specialties, ” says Artem Kumpel.
For example, over the past year, the platform has increased the number of female resumes in the fields of transport (+ 40%), IT (+ 35%) and construction (+ 32%), which were previously stereotypically “male ”.
At the same time, the number of male resumes is growing in the fields of beauty (+ 42%), administrative work (+ 38%).
The labor market is becoming more open and flexible, the expert concludes.
Women in Leadership
Despite the fact that, in general, the percentage of invitations to women has increased, the vacancies of managers have become less accessible to them.
Under such in the study are understood the positions of directors, chief accountant, head of the legal department.
According to the results of the study, men were more often invited to C-level management vacancies in 2022.
Thus, in 18 industries, the share of women was from 41% to 49%, in 6 areas - at least 50%: telecommunications, communication and art, culture (59% each); media, marketing, advertising, BTL, PR, design, production (57%), services for the population (55%), government organizations (51%), medicine, pharmaceuticals, pharmacies (50%).
The lowest number of invitations for women was recorded in the energy sector (23%), the extractive industry (25%) and the automotive business (32%).
On average, over ten years in those areas where the share of women is at least half, a positive trend has been recorded (from 3 p.p. to 19 p.p.), a decrease is noted only in services for the population (– 5 p.p.).
In general, 16 industries showed a decrease in the percentage of women, growth was noted in 14 areas, which to some extent may indicate a movement towards leveling the situation.
According to Maria Ignatova, in certain industries it becomes more difficult for women to make a career and achieve higher managerial positions.
At the same time, a number of characteristic and socially responsible industries strive for gender diversification precisely in the management level, the expert notes.
Such spheres are: heavy engineering, telecommunications and communications, metallurgy and metalworking, forest industry and woodworking, state organizations.
In them, the share of invitations by women has increased over the past ten years at a double-digit rate, from 11 p.p. to 22 p.p.
Note that, according to the study of the recruiting portal SuperJob.ru, presented in August 2022, middle managers in Russia are both men and women, but the top positions are much more often reached by the first.
The exception is the traditionally female position of HR Director.
At the same time, men are becoming more and more: their share in 2022 was 27% (an increase of 10 percentage points compared to 2015).
“For example, it is believed that leadership positions are mostly occupied by men, in SuperJob, 80% of directors are women, and they do an excellent job of their duties, ” says Alexey Zakharov, president of the recruiting service.
“We see more and more women in managerial positions, including C-level management, ” agrees Artem Kumpel.
Financial issue
The top 5 industries by invitation to high-paying jobs for women in 2022 included: services for the population (65%), medicine, pharmaceuticals, pharmacies (59%), hotels, restaurants, catering (58%), public activities, parties, charity, NGOs (54%), as well as art, culture and educational institutions (52% each).
High-paying jobs in this study were considered jobs with a salary higher than that which exceeds 10% of the total vacancy volume.
For 2013 — 67.9 thousand rubles, for 2017 — 76 thousand rubles, for 2022 — 112 thousand rubles.
At the same time, in most industries (24 out of 30), the share of women has decreased on average over a decade.
Most of all, this affected such areas as the mining industry (-24 percentage points), state organizations (-21 percentage points), retail trade (-13 percentage points).
This situation indicates the persistence of a negative delta in the formation of their salary expectations for women in comparison with men, says Maria Ignatova.
In 2017, in general, in all professional areas, the salary expectations of women were 25% lower than those of men, in 2022 the same situation remains.
In top management and, therefore, for the highest paid jobs, the negative difference in women ’ s salary expectations is even more significant – 36% less than that of men, she points out.
Both men and women can claim the same salary fork for any position, including leadership, notes Artem Kumpel.
Salary offers on the market, according to the observations of Avito Works experts, are primarily formed based on the experience and qualifications of the candidate.
With regard to salary expectations, for a number of professions (for example, accountant, administrative positions, managerial vacancies), women and men also indicate roughly the same surebets on their resumes, he says.
“In some industries or specialties, traditionally more men work and traditionally they are paid higher.
But if a woman does the same work, she will receive the same amount as a man, ” believes Alexei Zakharov.
Painful factor
The pandemic has played a role in changing the position of women in the labor market - the widespread use of remote work and flexible hours has made it much easier for women to combine work or part-time work with maternity leave and, in general, care for family and children, says the managing director of the platform Avito Work.
In addition, the expansion of the boundaries of employment and the active involvement of a variety of social groups, including women in the decree, contribute to the consequences of the demographic crisis of the 1990s, adds Artem Kumpel.
Alexei Zakharov also speaks about the impact of the pandemic.
“Of course, part of the success in treating men and women equally is due to COVID-19 and a special military operation that made the labor market more civilized in a much shorter time than lawmakers and public organizations combined, ” he said.
It should be noted that at the end of 2022, the government approved a new version of the national strategy of action for women for 2023-2030.
The document is aimed at ensuring the principle of equal rights and freedoms of men and women and creating equal opportunities for their implementation.
The White House plans to defend women ’ s rights in a variety of areas, from the labor market to politics.
In particular, the wage gap is being addressed through the promotion of women's interest in technical and technological skills.
It is planned to form a system of continuous education and advanced training, to develop remote forms of employment, to expand the participation of women in entrepreneurship.
At the same time, the strategy, despite the status of a “fundamental ” document, is advisory in nature and is not provided with funding from the budget.
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What are governments doing to promote and aid women in construction or maritime industries?

Programs are being implemented to support women's entry into the labor market.

Title:

Content: LATEST NEWS
Percentage of women working in middle and senior management positions increased to 30%
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Percentage of women working in middle and senior management positions increased to 30%
http: / / almnatiq.net /? p = 1033747
Area editors:
The Ministry of Human Resources and Social Development confirmed on Wednesday that the proportion of women in middle and senior management positions increased by 30% in the public and private sectors during the past year 2020.
The indicators showed that the percentage of Saudi women in the civil service increased to 41.02% by the end of the same year, as the Ministry confirmed that the steps of women accelerated towards empowerment thanks to the issuance of many decisions, legislations and regulations that enhance their status in society, including the initiative to empower women in the civil service and assume senior structural leadership positions in government agencies through a range of supporting projects.
The National Platform for Women Leaders serves as a tool that enables various entities to communicate and nominate women leaders for leadership positions, boards of directors or official delegations in international forums based on precise criteria. The project aims to focus on three axes: the enabling environment, the institutional level, and the community or individual level. The Civil Service will expand employment options for both working women and men, by identifying jobs that can be exercised in this manner.
The initiatives to empower women to enter the labour market aim to reduce inequalities in employment conditions and opportunities through incentives and support the creation of a supportive and inclusive environment to facilitate women's entry into the labour market. They also include raising awareness of policies related to women in the labour market; designing training programmes to enable women to enter the labour market; and launching awareness campaigns to support them.
It also includes the promotion of women's career development, the identification of potential career advancement tools for women and the analysis of the feasibility and impact of the tools, as well as the development of regulatory legislation that supports women's work in the labour market, with a view to developing legislation, regulations and regulations that enhance the development of the physical work environment and resolve obstacles that hinder women's work.
The initiative aims to increase the proportion of women in middle and senior leadership positions to achieve the objectives of increasing women's participation in the labor market by training women cadres in various sectors, whether in the public or private sectors.
The initiative aims to increase employment opportunities for Saudi men and women, especially those living in less developed regions with limited education, in addition to promoting economic growth and diversity in employment opportunities across different segments of society, through the development of comprehensive flexible work laws (hourly) and motivating employers to provide flexible work contracts.

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

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Tata Steel promotes diversity and inclusion, helping break down traditional gender barriers.

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

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Tata Steel's female operators hold mechanical engineering diplomas and receive on-the-job training, showing the company's support for their success.

Tata Steel's recruitment of female operators has encouraged girls to pursue similar careers.

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NLMK holds annual competitions for crane operators, awarding titles like "Best in Profession" to top operators, including female winners like Tatiana Shepel.

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

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These competitions provide a platform for employees to learn from each other and improve their professional skills and safety.

Women, including Nadezhda Zemiseva and Natalia Dobrynina, have won top places in NLMK's competitions.

The company's efforts have contributed to greater gender equality and diversity in the industry.

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active recruitment of women
promote women to higher roles

Mentorship initiatives in training programs can help women excel in male-dominated roles.

Title:

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

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

5 key takeaways for DEI in maritime

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

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

1. Building inclusion throughout an organisation’s levels

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

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

2. Avoiding seeing women in maritime as a monolith

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

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

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

4. Fostering relationships and embedding peer support

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

5. The support of leadership in successful DEI practices

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

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

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

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

mentorship opportunities
educational programs

Having women in all spaces is key to embedding diversity, equity, and inclusion practices.

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

Leadership support is crucial for successful DEI practices to achieve gender parity.

Women can excel as crane operators with the right training and support.

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

vocational training
educational programs

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

vocational training
educational programs

NLMK's annual competitions recognize and celebrate female operators' achievements, promoting industry diversity and inclusion.

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

Companies like Tata Steel and NLMK are helping create a more diverse industry by training and supporting female crane operators.

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?

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?

In the construction industry, women earn 99 cents per dollar compared to men, a more favorable ratio than the 82 cents per dollar in other industries.

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

Women comprise 14.1% of US construction workers, with female apprentices nearly doubling from 2016 to 2019.

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

In China, women comprise 14% of the construction workforce and earn half the average salary of men, with a 21% gender pay gap.

Title:

Content: Aging spawns the phenomenon of "iron girl" Mainland women enter heavy industry
Social Hotspot 14: 42 2021 / 08 / 12
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Due to labor shortages caused by low birth rates and an aging population, Chinese women are increasingly taking on long-male-dominated heavy labor in construction, transportation and other industries, contrary to traditional gender roles in China ’ s vast labor market.
The Wall Street Journal reports that China ’ s total workforce has been shrinking for years, in part because state policies have limited the size of families.
According to census data, the proportion of the working age population aged 15 to 59 in China has fallen from 70% a decade ago to 63% in 2020, to nearly 900 million people.
The Chinese government is trying to expand the workforce by encouraging couples to have more children and is considering delaying the retirement age.
The number of women workers in the heavy industry is growing fast
At present, most women in China still work in service industries such as retail and catering.
The researchers note that women who switch to construction and transportation are at greater risk of harm and sexual harassment, which used to be dominated by men.
China ’ s aging population faces recruitment difficulties, young people refuse to sell out to the manufacturing industry
The Politburo of the Central Committee announced the implementation of the three-child policy
The latest figures released by the National Bureau of Statistics show that at the end of 2018, nearly 9.5 million women were employed in the construction industry, equivalent to 14% of the total number of construction workers, up from 10% at the end of 2004.
According to the researchers, the official data may underestimate the actual number of women workers in the construction industry, as many women are hired through temporary employment agencies and are not considered regular employees.
Sarah Swider, a sociologist at Wayne State University, has studied construction sites for more than 10 years. Swider said that the number of women working on construction sites has grown rapidly, so employers have set up separate living areas and bathrooms for them.
These women also have to do double the work: in addition to the routine work of moving bricks and making cement, they also have to do laundry and cooking for male workers. The average salary of these women workers is generally about half that of male workers, Swider said.
Women are not as good as men in terms of salary in some jobs.
Researchers who study China ’ s labor force and gender issues estimate that about a third of workers on some construction sites in China ’ s big cities are women, up from almost zero in the 1980s.
Eight years ago, women made up just over one-tenth of construction workers, according to a survey of more than 6,000 construction workers in nine cities by a nonprofit labor rights group in Beijing.
The women ’ s work gradually expanded from cooking and cleaning to screening sand and operating machinery, these people said.
[China Population Census] Statistics Bureau: Old age becomes a long-term important national situation
[Population crisis] Northeast advanced aging two factors are difficult to resolve
Emily Honig, a historian at the University of California, Santa Cruz, said that in the Mao era, female workers were called "iron girls" and were a symbol of gender equality, but after Deng Xiaoping came to power, women's heavy industry was no longer popular as China's wealth increased.
But “now, with labor demand changing again, this Mao era directive seems to be back to square one. ”
A gender pay gap indicator released by the International Labor Organization in 2018 showed that women globally are paid on average nearly 20% less than men, the gender pay gap in China is slightly higher than the global average at 21%, and the gap in the United States is lower at 15%.
Editor-in-Chief: Li Bingqi
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The construction industry saw a 32% increase in female resumes in 2022.

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

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

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

Women in top construction management positions receive 36% lower salaries than men.

The median monthly income in construction is $22,000 for men and $19,000 for women.

Title:

Content: Median monthly income | Latest industry data released!
Hong Kong people earn 20,000 yuan a month An industry increased by 10% year-on-year | The biggest difference between men and women is $17,000 (with the median monthly salary of each industry)
Personal Value Added 16: 00 2024 / 03 / 01
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The latest monthly median salary of $20000 Which industry has the highest salary?
The maximum difference between men and women is 17,000 yuan (with the median monthly salary of each industry)
According to the latest data from the Census and Statistics Department, the median monthly wage of Hong Kong ’ s employed population in the fourth quarter of 2023 was $20,000, up 4.71% year-on-year.
The median monthly income of domestic households was $30,000, up 3.09% year-on-year.
Are your employees up to the industry average?
Which industry has seen the biggest increase in wages?
What industries are still lacking?
Let ’ s see what the numbers say.
Key figures:
• The median monthly salary of the number of people employed in Hong Kong in the fourth quarter of 2023 is $20,000
• Median monthly household income of $30000
• Male labour force participation rates continue to be higher than female
• Median income of working women continues to be lower than that of men
Click the image to enlarge
■ Median income by industry in the previous quarter ■ (in order of low to high income)
Click the image to enlarge
+ 6
+ 5
The difference between the median monthly salary of men and women is $17,000.
Median monthly wages of men and women by industry
Main Job Sector Male Female
Manufacturing $22,000 $16,000
Build $22,000 $19,000
Import and Export Trade and Wholesale $27,500 $20,000
Sale, Accommodation and Meal Services $19,000 $14,700
Transport, Warehouse, Postal & Courier Services, Information & Communications $20,500 $20,500
Financial, Insurance, Real Estate, Professional and Business Services $25,500 $21,000
Public Administration, Social and Personal Services $29,800 $12,500
Other business $23,900 $20,000
Source: Census and Statistics Department
In all industries, the income gap between men and women is larger.
Among them, the public administration, social and personal services industries are the most prominent, with the median monthly salary of men being a full $17,000 higher than the median monthly salary of women.
From the fourth quarter of 2022 to the fourth quarter of 2023, the median monthly salary of women continued to be lower than that of men.
The data show that this is affected by the different distribution of industries and occupations, the number of hours worked, the level of education, and so on.
The median number of female fortifications in the quarter was 40 hours, down from 44 hours for men.
Consumer and tourism-related industries are at the bottom of the list
The retail, accommodation and catering industries combined are often referred to as "consumer and travel-related industries".
According to the data of the Census and Statistics Department, the overall income level of the industry is below the average.
Although there is a significant year-on-year increase (6.67%), the industry's median monthly salary is still 16000 yuan, ranking last.
Among them, the industry's median monthly salary is $19,000 for men and $14,700 for women.
The latest Budget announced that an additional $1.09 billion will be allocated to promote tourism development.
Of this amount, $870 million was spent on the HKTB to create a Hong Kong tourism brand, and $354 million was spent on fireworks display activities.
Higher salaries are the most obvious.
Median Monthly Salary by Level of Education
Education Median Monthly Salary Variation by Year
Primary and below $12,600 5.00%
Junior high school $15,000 1.35%
High School $16,500 3.13%
Post-secondary education: Diploma / Certificate $20,000 0.00%
Post-secondary education: Sub-degree $20,300 1.50%
Tertiary Education: Degree Course $35,000 6.06%
Source: Census and Statistics Department
The median monthly salary is proportional to the level of education.
Among them, the salary increase of bachelor's employees is the highest, with the median monthly salary of 35,000 yuan, rising by more than 6% year-on-year.
The increase of wage earners at primary and below levels followed closely, rising by 5% year-on-year, but the monthly salary was lower, with a median of only $12,600.
Which industries have high unemployment rates?
Which are underemployed?
Industries with higher unemployment rate in the quarter:
• Building decoration, repair and maintenance
• Accommodation and catering services
• Manufacturing
• Information and Communications Industry
• Foundation and Overhead Engineering and Wholesale
Sectors with higher underemployment in the quarter:
• Foundation and Overhead Works
• Building decoration, repair and maintenance
• Transportation & Warehousing
Written by: Yu-Ka Tu
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Government-approved national strategies aim to promote women's rights and diversity in the construction industry.

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?

The pay gap between men and women has narrowed, with women's wages increasing from 84.2% to 86.4% of men's over the past decade.

Title:

Content: Economic Daily Editorial / Facing the Wage Gap
The Office of the Comptroller General has recently released information on the median and distribution of total annual salary (including non-recurrent salary such as recurrent and bonuses) of employees employed in various industries in the past year.
This shows how the pay gap between gender, education, industry, size, and high and low wage groups has changed in the last decade.
In terms of gender, the wage gap between men and women has gradually narrowed over the past decade.
Women ’ s wages relative to men increased from 84.2% in 2013 to 86.4% last year.
However, among the female employed population last year, the proportion with a college degree or above was 60.4%, exceeding the 51.3% of men.
This year ’ s Nobel laureate in economics, Golding, has proposed the following explanation: Women in the workplace need to be distracted by housework, so that employers can ’ t “go with it ”, resulting in employers being less willing to promote women to senior management.
In terms of academic qualifications, the return on investment in university education has declined in the past decade, but the return on investment in graduate education has risen.
The salary of employees with high school education relative to those with tertiary education has increased from 80.9% in 2013 to 82.3% last year.
However, the salary of employees with tertiary education compared to those with graduate education decreased from 59.4% in 2013 to 53% last year.
This shows that college education has limited professional skills enhancement for students, so there is a limited gap between the salary that employers are willing to offer and the salary that is offered to employees with high school qualifications.
In terms of industry sectors, the industries with higher wages for employees in the past decade have been regulated by the government, licensed industries, and high-tech industries where learning skills is more difficult.
Last year, employees ’ wages ranged from $1 million to $1.15 million, so the top three industries were oil and coal products industry, electricity and gas supply industry, and financial and insurance industry, with wage increases of 11.6%, -1.5% and 30.9% respectively in the past 10 years.
This shows that the future salary outlook of employees in the government-licensed financial and insurance industry is overriding the trend of the first two government-regulated industries.
As for the industries that received employees ’ salaries between $700,000 and $900,000 last year, they ranked fourth to seventh, followed by chemical raw materials, electronic components, publishing, audio-visual communication and telecommunications services, and computer and electronic products and optical products. The wage increases in the past decade were 25.5%, 41.5%, 17.2% and 25.8% respectively, of which was only one industry 19% lower than the manufacturing industry. Average salary increase.
On the other hand, the five lowest wage industries with an employee salary ranging from $360,000 to $385,000 last year were: supplementary education, other services (including hairdressing, beauty and massage), accommodation and catering, furniture manufacturing, and arts, entertainment and leisure services. Salary increase.
In terms of size, the salary of employees increases with the expansion of the enterprise.
Last year, employees of enterprises with less than four employees and more than 500 employees were paid $372,000 and $751,000 respectively.
The former benefited from the increase in the basic wage from $20,008 in 2016 to $25,250 last year, so the wage increase in the past decade has reached 25.3%.
The latter wage increase was 22.3%, which also outpaced the 17.5% increase for other companies with between five and 500 employees.
Finally, in terms of high and low salaries, the wage gap continues to widen.
In the past ten years, the proportion of the highest 10% of employees ’ wages relative to the lowest 10% of wages has increased from 4.14 times in 2013 to 4.29 times in 2015, and then decreased to four times in 2020, and then increased to 4.12 times last year.
This shows that the wage gap between the lowest 10% of employees and the highest 10% of employees in the past 10 years has not significantly widened or narrowed due to the fact that the basic wage has increased year by year since 2016.
However, the proportion of the median salary of employees relative to their average salary has gradually decreased from 80% in 2013 to 75% last year, indicating that high-wage employees are the main beneficiaries of the annual salary increase.
In short, in the past decade, there have been high and low paid employees, and the wage gap has widened.
Therefore, the government should put forward corresponding improvement measures to the problems of low wages for women, low returns on investment in university education, low wages in the service industry, and low wages for small and medium-sized enterprises.
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Economic Daily Editorial / Facing the Wage Gap
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How has the level of discrimination for female employees in the construction industry changed over recent decades?

Women in construction must work 58 extra days to earn the same salary as men.

Title:

Content: Equal Pay Day: The gender pay gap widens! Women "work 58 days more" to reach the same annual salary
Journalist Hsu Juo-yin / reporting from Taipei
2022-02-27 10: 34: 37
In order to arouse public awareness of equal pay between the sexes, the Ministry of Labor released today (27) for China's 111 years of equal pay day, according to the survey, women have to work 58 days more than men to achieve the same total annual salary, compared with the previous year increased by 4 days, the gender pay gap continues to expand.
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The Ministry of Labor stated that China's Equal Pay Day is based on the "Employee Wage Survey" of the General Accounting Office of the Executive Yuan, which calculates the average hourly wage gap between the sexes in the current year from January 1 of the following year, and the number of working days that women need to increase.
According to the preliminary results of the 110 annual salary statistics of the General Administration of Statistics, the average hourly salary of women in China is 304 yuan, 84.2% of men's 361 yuan, and the gender pay gap is 15.8%, in other words, women need to work more than men for 58 days to achieve the same total salary for the whole year, so 111 "Equal Pay Day" is February 27.
The Ministry of Labor pointed out that the scope of the salary survey has added "research and development services", "pre-school education" and "social work services" since 110 years. The relevant statistics were retrospectively revised to January 108, and the pay gap between the two sexes was retrospectively revised, and the data before 107 years can no longer be compared with each other.
In the past three years, the average hourly wage gap between the sexes in China fell from 14.9% in 108 years to 14.8% in 109 years, and rose to 15.8% in 110 years, that is, the number of working days that women need to increase is 55 days, 54 days and 58 days, respectively.
The Ministry of Labor explained that the average hourly wage of both sexes in 110 years increased compared with 109 years, of which women increased by 3.3%, but lower than men's 4.6%, resulting in a widening of the average hourly wage gap between the sexes compared with 109 years.
In addition, the wage gap between the sexes in the manufacturing industry has also widened. For example, the average hourly wage of women in the electronic components industry has increased by 6.7%, while that of men has increased by 13.2%.
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Companies prioritizing DEI will receive the award.

Companies prioritizing DEI will receive the award.