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

A national plan has been launched to promote gender equality in the workforce and break down traditional barriers.

The Ministry of Manpower supports women in sectors like construction and maritime to promote gender equality.

The International Maritime Organization (IMO) aims for global gender equality in the maritime sector.

The IMO established a Gender Diversity Programme in 1988 to promote maritime industry gender equality.

Women are underrepresented in the construction industry globally due to limited education and training opportunities.

Empowering women in construction promotes gender equality and sustainable development.

Nirwana Selle, a 19-year-old Indonesian crane operator, shared her work experiences on social media, highlighting women's growing presence in the industry.

Elena Badaeva, a crane operator, has worked on construction projects, including building houses and a five-storey building, operating at heights of up to 18 storeys.

Shebbie Davis, a 20-year port operations veteran, leads port crews in cargo shipments, exemplifying women's success in leadership roles.

Farkhana Safargaleeva, a 59-year-old crane operator, has returned to work, training young professionals and showcasing women's value in the industry.

Tatiana Shepel, Nadezhda Zemiseva, and Natalia Dobrynina took first, second, and third place, respectively, as best crane operators.

Their success is breaking down traditional gender barriers and paving the way for future generations of women.

The shift towards greater gender equality in construction and maritime is a positive trend, inspiring others with success stories of women in non-traditional roles.

Diverse companies with inclusive cultures outperform and innovate more than their less inclusive peers.

EGA, a UAE company, aims to have women in 25% of supervisory positions by 2025 and currently employs over 470 women.

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

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?

A national plan has been launched to promote gender equality in the workforce and break down traditional barriers.

Title:

Content: Egyptian News
Appointments, meetings and celebrations.
Weekly Workforce Harvest (Infograph)
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The National Wage Council decided in the presence of the Minister of Manpower a unified form to register requests for exceptions to the minimum wage to be presented on the Council and Manpower website next week, and discussed joint cooperation with the delegation of "Huawei Egypt", extend the receipt of electoral projects of trade union organizations, train 302 women in Cairo and Fayoum within the project to promote women and develop their capabilities. Of these, 392 are “able to differ ” in 7 governorates, 15 tips for all travelers to the UAE, and the recovery of 35 million pounds to Egypt paid to bring two of his relatives to work in Lebanon.
Following are the details of the weekly harvest, Minister of Manpower Mohammed Saafan and Director of the International Labour Organization (ILO) office in Cairo, Arik Oshlan, launched a national plan to promote gender equality in the field of work, under the auspices of Prime Minister Mostafa Madbouly.
The Minister of Manpower said that this comes within the framework of the directives and mandates of President Abdel Fattah al-Sisi to develop a supportive, enabling and security framework for women, as the national plan is the road map towards equality over the next five years.
He explained that the Gender Equality and Women's Economic Empowerment Unit at the ministry has developed the plan with the participation of a committee of all equality bodies from the ministries of planning and international cooperation, social solidarity, finance, trade and industry, the National Council for Women, the Central Agency for Public Mobilization and Statistics, and representatives of workers and employers in cooperation with the ILO.
He pointed out that the National Plan for the Promotion of Gender Equality in the Field of Work aims to create a general framework that supports the principle of gender equality in the field of work; promote women ’ s participation in the workforce and leadership positions; provide a safe work environment free from violence or discrimination; and develop and make available an updated knowledge structure in the field of work according to gender. Enhancing means of support and raising community awareness of gender equality issues in the field of work; and creating sustainable institutional mechanisms for the governance of the national plan and the integration of all relevant parties and groups.
In the same context, the Director of the ILO Office in Cairo said that the national plan to promote gender equality in the field of work was prepared with the support of the ILO project "Promoting gender-responsive workplaces in Egypt" funded by the Dutch Embassy in Cairo, pointing out that a participatory approach was adopted in the development of the plan by forming a facilitation committee including a number of government agencies and representatives from the Federation of Industries, the General Federation of Egyptian Trade Unions and Chambers.
The National Wage Council held a meeting chaired by Dr. Hala Al-Saeed, Minister of Planning and Economic Development and Chairman of the Council, in the presence of Mohammed Saafan, Minister of Manpower, Major General Khairat Barakat, President of the Central Agency for Public Mobilization and Statistics, Dr. Saleh Al-Sheikh, President of the Central Agency for Organization and Administration. General business, industry federations, tourism chambers, chambers of commerce, construction and construction, the Workers Union, the General Federation of Investors Associations and Institutions, and the Federation of Small and Medium Enterprises Associations, to discuss the mechanisms of applying the minimum limit for workers in the private sector, the status of enterprises excluded from its application, and the mechanism of notifying advanced enterprises of the results of the examination of their applications.
During the meeting, the Council agreed to create a unified form for registration of exemption requests, which will be presented next week on the websites of the National Wage Council and the Ministry of Manpower, for enterprises that have been exposed to economic conditions that do not allow them to apply the minimum wage decision for their employees, so that their status can be examined according to the financial statements and documents indicating their economic status.
The Council also agreed on the mechanism of notifying establishments that submitted requests for exemption, which were discussed by the Manpower Directorates in the governorates, of their position on the exception, whether approval or rejection, according to the results of the research and study of the current conditions of the establishments and their financial ability to meet the dues of labor within them, so that they do not suffer any material losses and do not affect profits.
The minister called on the unions of workers and employers to conduct a community dialogue among them on the conditions of the establishments and workers working within them, within the framework of achieving a balance between the two sides of the productive relationship to achieve more production, boost the national economy and increase growth under the current conditions.
The Minister of Manpower decided to extend the deadline for submitting the proposal of the electoral projects of the trade union organizations for the union classifications of 15 in the first stage to 24 April, and the trade union classifications of 14 in the second stage to 9 May 2022, provided that this applies to representatives of workers in the boards of directors of units of the public sector and the public business sector subject to the provisions of Law No. 18 of 2018.
The decision obliges the trade union organizations to submit to the directorates of the labor force located in their headquarters the proposed electoral project for the conduct of the electoral process for their boards of directors on the said date.
The Minister of Manpower, in his office at the Ministry ’ s General Office, and Maben, the Director General and a member of the Board of Directors of Huawei Technologies Egypt, and his accompanying delegation, discussed ways to advance the coordination and cooperative work with the Ministry and ways to develop it in the coming period.
At the beginning of the meeting, the Minister welcomed the company ’ s delegation, stressing the strong relationship between the Ministry of Manpower and Huawei Egypt in many areas of the ministry ’ s work, and developing the vocational training system according to the latest international training methods by adding training on technological systems for young graduates on future digital jobs according to the cooperation protocol signed between the two parties.
The minister explained that Huawei has many works in which it contributed to work with the ministry, especially the development of the information center, which left a clear imprint of the modernization of information systems and work programs and the development of its infrastructure, in order to achieve a better performance in all the files of the ministry.
The minister stressed that the ministry seeks to facilitate the work of international companies located on the Egyptian soil, which contributed to the advancement of the Egyptian national economy, and the transition to full digitization in the provision of services to citizens, and supports these companies in all ways provided by laws and executive regulations, as well as maintaining the Egyptian labor inside them.
For his part, the Director General and a member of the Board of Directors of the company thanked the Minister for the support provided to the company by the ministry, and the fruitful cooperation between the two parties in many files, especially training on future jobs for graduates of Egyptian universities in the recent period.
The CEO of Huawei Academy explained what has been achieved during that period, where it provided its services through the Huawei Academy to 20 thousand young people, 8,000 of whom were accredited within the company, and the employment of 100 young graduates of training to strengthen some specialized jobs within the company.
In a message on the occasion of the World Day for Occupational Safety and Health, the Minister of Manpower said that the Coronavirus (COVID-19) pandemic, which swept the world two years ago and still today, has left deep economic and social imprints on workers in all economic sectors, in the informal economy, and in the unprecedented decline in economic activity and working hours, is a message to humanity explaining to all the critical role of occupational health and safety systems. At the same time, to protect workers, their families and society at large, in emergencies and crises.
He stressed that occupational safety and health is a way of life that we should all follow at home or in transportation, especially in the work environment.
The Minister of Manpower explained that 28 April of each year is the International Day for Occupational Safety and Health, this day linked by the trade union movement in the world to celebrate the memory of the victims of occupational accidents and diseases, and since 1996 that date has become a starting point towards the promotion of a decent, healthy and safe work environment free of occupational hazards and diseases.
The Minister of Manpower, General Mohamed Ahmed Zaki, Commander-in-Chief of the Armed Forces, congratulated the Minister of Defense and Military Production on the occasion of the 40th anniversary of Sinai Liberation Day.
He also extended sincere congratulations to the brave men of the armed forces who wrote timeless heroics in the history of the Egyptian state in gold letters, and made great sacrifices in order to raise the flag of the homeland, they were the best example of valor and struggle.
Through its fortnightly employment bulletin, the Ministry of Manpower was able to provide 5403 job opportunities for males and females, including "capable of different" in all disciplines and different functional sectors, with remunerative wages of up to 12,000 pounds in some professions and according to the applicant's experience, as well as health and social insurance, through 98 companies and private sector factories in 15 governorates to occupy them during April and May 2022.
The minister explained that this opportunity is available in 15 governorates: Cairo, Qalyubia, Ismailia, Sharkia, Fayoum, Gharbia, Port Said, Damietta, Suez, Assiut, Qena, Menoufia, Sohag, Giza and the Red Sea.
The Minister of Manpower also directed the directors of Manpower Directorates and their offices in the governorates to follow up the implementation of paid leave on Monday, April 25, 2022, which was given to workers in the private sector in companies and factories, on the occasion of Sham al-Naseem Day and Sinai Liberation Day.
The Minister of Manpower explained that the employer may employ the worker on this day if the working conditions require, and the worker is entitled in this case in addition to his wage for this day equal to this wage.
He continued the training courses that were implemented within the project of the advancement of women and the development of their capabilities and implemented in the governorates of "Fayoum, Sohag and Cairo."
The Minister received a report from Medhat Al-Ghamrawi, Director of the Manpower Directorate in Cairo, in which he pointed out that you have been assigned to follow up the training courses on the professions of printing on textiles, tailoring, sewing and woodwork, which aims to develop the skills and capabilities of women and qualify them for the labor market. At the end of the training, 75 trainees were trained on the profession of printing on textiles and on clay pots, and the printed materials were distributed to the trainees.
The second course was on cutting and sewing and was carried out at the vocational training center and included 50 trainees, and distributed what was detailed to the trainees at the end of the training, and the third on the craft of woodwork for 75 trainees, adding that the ministry provided all the necessary machines and tools for training, raw materials and the cost of trainers.
The courses also included three seminars in entrepreneurship in cooperation with the branch of the Small, Medium and Micro Enterprises Development Authority, including financial and non-financial services provided by the Authority, how to operate small enterprises and obtain the necessary licenses, feasibility studies, risk calculation and marketing of products to ensure the success of projects.
In the same context, the Minister received a report from Hana Abdel Fattah, Director of the Manpower Directorate in Fayoum, in which she pointed out that in implementation of your tasks to follow up the courses of printing on textiles and tailoring and sewing, which aims to develop the skills and capabilities of women and qualify them for the labor market and help them to open small projects that generate a decent life. Maneya al-Hit center, where 60 trainees were trained, and what was made was distributed to the trainees at the end of the training.
The second course was on cutting and sewing, and was implemented by the Road Society for Development, and included 42 trainees, and distributed what was detailed to the trainees at the end of the training, adding that the ministry provided all the necessary machines and tools for training, raw materials and the cost of trainers.
He pointed out that 9 educational seminars were conducted during the training on the strategy to combat violence against women, including: early marriage, family planning, reproductive health, sexual harassment, equality and non-discrimination in the field of work, in cooperation with the Directorate of Health Affairs in Fayoum, the branch of the National Council for Women and the National Population Council.
The Minister of Manpower also directed the Manpower Directorates at the level of 27 governorates to intensify awareness and educational seminars for working women on the need to exercise their right to run in the elections of trade union organizations in the period 2022 – 2026, and to participate in trade union work as the pulse of the Egyptian trade union organization.
The minister stressed that the Egyptian state always supports women in various sectors of work by giving them all the rights, benefits and entitlements that are equal to men in all fields, pointing out that the ministry is always working to achieve new gains for working women and open closed doors for them.
In this context, the Directorate of Manpower in Gharbia organized a workshop entitled "Working Women..
The meeting was held at the headquarters of the Land Transport Union in Mahalla El Kubra, in the presence of Yasser Eid, Deputy Director of the Directorate, Mr. El Sharkawy, Director of Mahalla El Kubra, Director of the Women 's Department in Alexandria, and a group of working women members of the trade union committees in Egypt for Spinning and Weaving, cooperation of Mahalla El Kubra spinning, agricultural reform, irrigation inspection, The Egyptian Post.
The week ’ s harvest also included the appointment of 27,610 young people, of whom 392 are “capable of different ” in 7 governorates, and the disbursement of grants for social and health care for irregular workers registered in the directorates of the labor force in Ismailia, Giza, Alexandria, Matrouh, Cairo, Suez and Qalyubia, amounting to one million and 39 thousand and 813 pounds. Skill Level Measurement Certificate and Craft Practice License for 9,153 workers.
The harvest was extended to include the success of the Labor Representation Office of the Ministry at the Egyptian Embassy in the Lebanese capital Beirut in obliging a Lebanese citizen named "BLA" to pay 35 million Lebanese pounds, equivalent to $4000 he had received from the Egyptian "AFA" for the purpose of bringing two of his relatives to work in Lebanon, within the framework of preserving the rights of Egyptian workers abroad, protecting and maintaining them. The first.
Haitham Saad Eddin, the official spokesman and media adviser to the Ministry of Manpower, said that the minister had assigned the Labor Representation Office in Beirut to follow up the problem of the Egyptian citizen "AFAA", who handed over $4,000 to the Lebanese citizen "BLA" for the purpose of bringing two of his relatives to work in Lebanon.
The Labor Representation Office of the Ministry of Manpower at the Egyptian Consulate in Milan held extensive meetings with a large part of some of the symbols of the Egyptian community in Italy in various fields of work, in order to listen to their demands, respond to all their inquiries and raise their awareness of the importance of adhering to the provisions of the laws of the host country and regular payment of contributions to the Italian Insurance Authority to preserve their insurance rights.
Labor Attaché Dr. Mahmoud Hamzawy, head of the Labor Representation Office in Milan, said that at the table of the dialogue, businessmen from the community symbols were encouraged to take advantage of investment opportunities and incentives in various governorates of Egypt, and urged them to participate in national projects there.
At the end of the meeting, mobile numbers were exchanged for direct and continuous communication with community symbols, which was highly welcomed by them, and they expressed sincere thanks and appreciation to the Minister of Manpower Mohammed Saafan, Ambassador Manal Abdel Dayem Consul General, and the Labor Representation Office in Milan for this meeting.
The Minister of Manpower received a report from the Labor Representation Office of the Ministry at the Egyptian Embassy in Abu Dhabi in the United Arab Emirates within the framework of following up the conditions of Egyptian labor in the labor countries through the operations room established in labor representation offices abroad to respond to any inquiries and provide support and assistance to them at any time.
The official spokesman and media advisor of the ministry explained that the report received by the Minister from the Labor Representation Office Abu Dhabi reveals that the UAE has set the steps for renewing the residence visa in the new procedures on travel, duration of stay and required papers, where the government provides a grace period of 30 days for legal residence within the political borders of the country after the expiration of the residence visa.
The UAE Heritage Club honored labor attaché Hanan Shaheen, head of the Labor Representation Office at the Egyptian Embassy, for organizing the first Egyptian initiative to support small projects in the UAE, which was inaugurated by Egypt ’ s Ambassador to the UAE Sherif Al-Budaiwi and Abdullah Al-Muhairbi, Advisor of the General Manager ’ s Office, recently held at the Heritage Village on Abu Dhabi Beach.
The initiative was welcomed by citizens and members of the Egyptian community and all communities and was punctuated by many events, paragraphs and competitions, in addition to a children's corner and shields were exchanged between the ambassador and the representative of the UAE Heritage Club.
Finally, the Minister of Manpower received another report from the Labor Representation Office, in which the Labor Attaché, Head of the Labor Representation Office in Abu Dhabi, explained that the 15 tips are that if someone offers a job in the UAE to those who wish to come to the country, they must submit a job offer issued by the Ministry of Human Resources and Emiratisation, an entry permit to complete the work contract procedures and residence permit.
A person is not granted the right to work within the country, and if a visitor works after entering on a tourist or visit visa, he can be fined and held legally responsible.
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How has the level of discrimination for female employees in the construction industry changed over recent decades?

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

The Ministry of Manpower supports women in sectors like construction and maritime to promote 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 governments doing to promote and aid women in construction or maritime industries?

The International Maritime Organization (IMO) aims for global gender equality in the maritime sector.

Title:

Content: The two institutions will promote gender equality in the areas of education, training and research in the maritime sector
Dubai, United Arab Emirates: The Arab Academy for Science, Technology and Maritime Transport (AASTMT) and the Arab Women in Maritime Association (AWIMA) signed a Memorandum of Understanding (MoU) at the International Maritime Organization (IMO) headquarters in London to explore opportunities for women ’ s participation in academia to support and strengthen the regional maritime sector.
The agreement is in line with the efforts of the International Maritime Organization (IMO) to achieve gender equality in the maritime sector globally, and the fifth goal of the United Nations Sustainable Development Goals on gender equality.
The MoU was signed by H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure, President of the Arab Women Association in the Maritime Sector, and H.E. Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport.
Promotion of gender equality
Through this partnership, the two institutions will advocate and encourage other IMO member states to actively support the development of the Arab Women in Maritime Association, and call on states to work in an integrated manner with national bodies responsible for gender equality, to ensure reporting on compliance with the SDGs.
It will also encourage the participation of women at all levels related to education, training and research in the maritime sector, in addition to supporting national mechanisms for the employment of women in accordance with the Sustainable Development Goals, the Convention on the Elimination of All Forms of Discrimination against Women and any future goals set by the United Nations within the framework of the 2030 Agenda for Sustainable Development.
H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure and President of the Arab Women in Maritime Association, said: “The maritime sector has witnessed gradual transformations over the past years in terms of the inclusion of women in the workforce.
IMO has been a key driving force behind this change, with its commitment to addressing the gender imbalance in the maritime sector through an integrated institutional framework.
In addition to the efforts of governments, we all have to shoulder our responsibilities, whether it ’ s policy makers, business owners, ship operators, stakeholders or even specialists.
Our collaboration with the Arab Academy for Science, Technology and Maritime Transport (AASTMT) is part of our ongoing efforts to make the maritime sector an inclusive and inclusive one. AASTMT has a long history of training ambitious female maritime professionals and has always inspired them. ”
Encouraging the participation of Arab women
For his part, Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport, said: “We are honored to cooperate with the Association of Arab Women in the Maritime Sector to promote national and regional recognition of the active contributions of Arab women in the development of the maritime economy.
When the IMO Gender Diversity Programme was first launched in 1988, only a few maritime training institutes accepted female students into classes.
Since then, the capacity-building and diversity programme at IMO has helped to develop an institutional framework for integrating gender equality into IMO policies and procedures.
Today, along with the Arab Academy for Science, Technology and Maritime Transport, there are many institutions that are keen to attract male and female talent, and this is the first step to making the maritime sector free of gender bias.
Next comes the importance of spreading awareness about the unlimited opportunities available to women and taking responsibility at the individual level to avoid any discrimination on the basis of sex. ”
In addition, the two institutions will encourage the maritime sector and all its stakeholders to establish and strengthen gender-neutral operational frameworks that concretely support women ’ s opportunities in terms of employment, employment, career advancement, employability and advancement to the highest levels in line with their experience and qualifications. the maritime sector and its activities.
# Government Data
- Done.

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

The IMO established a Gender Diversity Programme in 1988 to promote maritime industry gender equality.

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

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

Women are underrepresented in the construction industry globally due to limited education and training opportunities.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

Empowering women in construction promotes gender equality and sustainable development.

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

Nirwana Selle, a 19-year-old Indonesian crane operator, shared her work experiences on social media, highlighting women's growing presence in the industry.

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?

Elena Badaeva, a crane operator, has worked on construction projects, including building houses and a five-storey building, operating at heights of up to 18 storeys.

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

Shebbie Davis, a 20-year port operations veteran, leads port crews in cargo shipments, exemplifying women's success in leadership roles.

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?

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

Farkhana Safargaleeva, a 59-year-old crane operator, has returned to work, training young professionals and showcasing women's value in the industry.

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?

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?

valuable contributions to the community
inspiring other young women

Tatiana Shepel, Nadezhda Zemiseva, and Natalia Dobrynina took first, second, and third place, respectively, as best crane operators.

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 ”.

Their success is breaking down traditional gender barriers and paving the way for future generations of women.

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

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

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

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

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

The shift towards greater gender equality in construction and maritime is a positive trend, inspiring others with success stories of women in 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?

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

Diverse companies with inclusive cultures outperform and innovate more than their less inclusive peers.

Title:

Content: Four Ways to Uplift Women in Male-Dominated Industries

I know what it’s like to be the only woman in the room, having spent hours, days, weeks and months in digital forensics classrooms and business conference rooms with few, if any, women alongside me.

At the same time, I also know what it’s like to achieve amazing things in collaboration with diverse teams who are working side by side. Each person at the table, male, female, non-binary, has valuable perspectives and viewpoints that can bridge gaps and solve tough problems.

Unfortunately, less than 5% of the Global 500 are run by female CEOs. While companies around the world are working hard to improve their diversity, inclusion and belonging, we have ongoing to do. Women are still hitting glass ceilings in the workplace, which reflects a cascade of missed opportunities for their own growth as well as the growth of the organisations where they work. There are countless benefits to female leadership and diverse teams, and numerous studies have reported that diverse teams are more innovative and significantly outperform less inclusive competitors.

Simply put, there’s no downside to modernising our workplaces so that they are inclusive and offer a work-life integration that works for people of all walks of life. Throughout my career, I’ve seen a lot of what works and what doesn’t in traditionally male-dominated industries. Like many women, I’ve also seen the unexpected challenges and changes that have resulted from the pandemic. Businesses are still finding new ways of working and new approaches to supporting flexibility in the workplace. These changes are helping women, yes, but the benefits extend to everyone.

What’s particularly exciting is the possibility of linking new ways of working, and what we’ve learned over the last year, with business and diversity objectives. There are several specific ways to do this. These include:

1: Address and break down stigmas

It’s essential to have an open, safe environment to talk about challenging issues, ensure people feel included and establish a culture wherein junior-level employees — especially women — are encouraged to speak up. Open and respectful discussion about hard topics, in addition to education about unconscious bias, will help eliminate stigmas tied to certain groups and lifestyles. For example, women have long grappled with the tension between having a career and having children. Mothers can and do have vibrant careers, but workplaces often lack the supports that help women effectively transition back into their roles after maternity leave. Even when women are supported in this way, many feel that their status as a mother will cause them to be overlooked for promotions or high priority work assignments. Organisations can do better on this front. Likewise, business leaders must also consider additional biases women face in the workplace, so that all women, not only mothers, can grow their careers at the same pace as their male counterparts.

2: Encourage healthy boundaries

Alongside breaking down stigmas, leaders must recognise that traditional views about work-life balance have become outdated. It’s clear that flexibility and work-life integration are not barriers to company success and productivity. In fact, it’s quite the opposite. As a new mother, I’ve battled with the guilt that comes with trying to satisfy every need. This feeling that that something, work or family, is continually under-prioritised is familiar to many women. I do believe there is a way for women to feel empowered at work, not hindered by it. Every employee has different needs and should therefore have the right to set the boundaries that will help them be successful in their professional and personal lives. Leaders must establish a culture that encourages employees to have a life outside of work, whether that is hobbies, exercise, family time or other forms of self care.

3: Reciprocal mentoring

Leaders should be collaborative and support their people. When employees have encouragement in the right direction, they are far more likely to engage in their jobs and stay with their employers for the long-haul. Reciprocal mentoring—wherein managers and executives listen to colleagues from a diverse set of backgrounds to hear their perspectives on what’s working and what’s not—is one practical way of creating a culture of support and inclusion. Through reciprocal mentoring, employees have the opportunity to shape how their leaders lead and the types of policies and programmes that are put in place across the organisation.

4: Acknowledge and support new mental health needs

Supporting mental health has always been an important responsibility for employers, but it’s taken on a new sense of urgency this past year. Employees are now grappling with the loss of their social and work connections and an unprecedented (and stressful) intersection of working and family life. These circumstances have taken a universal toll on well-being, and in many households, the heaviest burden has fallen on women.

We know there is no benefit to everyone being the same. People across all identities, from all racial and ethnic backgrounds, from all lifestyles, have unique, inherent strengths to offer. When all diverse perspectives are welcomed to the table, progress and innovation can happen. Leaders have a collective responsibility and opportunity to continue advancing this kind of positive change. When we do this boldly, alongside the execution of pragmatic programmes that ensure progress, we’ll have a real shot at creating workplaces that are more flexible, open and fit for the needs of the future.

By Laura Hayter,  FTI Consulting

Related Posts

EGA, a UAE company, aims to have women in 25% of supervisory positions by 2025 and currently employs over 470 women.

Title:

Content: ECONOMY
EGA launches gender diversity challenge programme
Thank you for reading the news about Emirates Aluminium launching the Challenge programme to promote gender diversity, and now we start with the most important details
Follow Gulf 365 - Abu Dhabi - Abu Dhabi: “Gulf 365 ”
EGA launched the Challenge in partnership with Aurora 50, in the presence of Abdulla Ali Al Nuaimi, Assistant Undersecretary for Labour Affairs at the Ministry of Human Resources and Emiratisation.
Organised under the auspices of the Ministry of Human Resources and Emiratisation, the Challenge brings together the UAE ’ s leading male-dominated industrial companies to promote gender diversity.
Abu Dhabi National Oil Company (ADNOC), Dubai Cables Company (Ducab), Emirates Steel, Siemens, Strata, Abu Dhabi National Energy Company (ADNEC) and Technip FMC are participating in the program.
EGA aims to increase the proportion of women in supervisory positions to 25 per cent by 2025 and aims to reach 15 per cent of all EGA positions by 2026.
• Diversity and inclusion
Dr. Sultan Ahmed Al Jaber, Minister of Industry and Advanced Technology – Managing Director and Group CEO of ADNOC, said: “In line with the leadership ’ s vision of achieving gender balance and equal opportunities in all areas of life, ADNOC as a responsible global energy provider is committed to this principle, and we are pleased to join the ‘ Challenge ’ program, which contributes to achieving this balance and inclusion in the energy workforce. ”
• Improved performance
Abdulnasser Bin Kalban, Chief Executive Officer of EGA, said: “Gender diversity at work improves business performance and benefits society as a whole.
We are focused on enhancing this value in order to achieve our ambitious goals of growing and relying on talent in the future. ”
• Achieving standards
Abdulla Al Nuaimi, Assistant Undersecretary for Labor Affairs at the Ministry of Human Resources and Emiratisation and a member of the UAE Gender Balance Council, said: “The Ministry ’ s victory in the fifth cycle of the gender balance index at the federal government level for 2023 confirms the level of care and interest in achieving gender balance standards in the labor market and developing them to keep pace with new developments and technological developments. ”
EGA employs more than 470 women in various positions, including more than 160 in operations and technical facilities.
Another 100 Emirati women joined EGA last year.
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