The construction and maritime industries have historically been male-dominated, but there is a growing trend towards greater gender equality and diversity, with women increasingly participating in these fields.

Women are breaking down traditional gender barriers and excelling in roles such as crane operators, with companies like Tata Steel promoting diversity and inclusion in the workplace.

The International Maritime Organization (IMO) has launched a Gender Diversity Programme to achieve global gender equality in the maritime sector, and women's participation in the maritime workforce is increasing gradually.

Construction companies are implementing diversity and inclusion initiatives, such as paid maternity and paternity leave, flexible work policies, and training and development opportunities, to attract and retain female employees.

Women face challenges in male-dominated industries, including bullying, ridicule, and lack of access to toilet facilities, but companies are working to address these issues and create a more inclusive work environment.

Mentorship programs, such as the "She Vanguard" Programme, are being implemented to support women's career growth and provide leadership training and internship opportunities.

The construction industry is shifting towards greater gender equality, with an increased emphasis on inclusivity for women, and companies are prioritizing safety and inclusivity to ensure a safe and inclusive work environment.

Diversity and inclusion initiatives are crucial for the construction industry, which has traditionally been male-dominated, and companies are using key performance indicators (KPIs) to measure the success of their diversity and inclusion initiatives.

Creating a safe and inclusive work environment for women in construction requires adapting equipment and facilities to meet their needs, including providing all-gender locker rooms and maternity rooms.

The construction industry has historically been male-dominated, but companies such as InSite Contracting, a woman-owned business, have made significant strides in promoting diversity and inclusion.

Women are increasingly participating in the construction industry, and their participation can bring stronger empathy to construction project management, ensuring safety measures in construction design.

Construction companies are implementing initiatives to increase diversity and inclusion, such as hiring women for non-traditional roles, providing training and development opportunities, and promoting agile working policies.

The industry is making progress towards greater gender equality and diversity, with women breaking down traditional gender barriers and excelling in male-dominated roles.

Companies are recognizing the importance of diversity and inclusion, and are working to create a more inclusive work environment, with initiatives such as mentorship programs, diversity training, and inclusive facilities.

The construction industry is shifting towards a more inclusive future, with industry stakeholders taking steps to promote diversity and inclusion, and recognizing the importance of diversity and inclusion in the construction industry.

Overall, the construction and maritime industries are making progress towards greater gender equality and diversity, with women increasingly participating in these fields and companies implementing initiatives to promote diversity and inclusion.

The construction and maritime industries have historically been male-dominated, but there is a growing trend towards greater gender equality and diversity, with women increasingly participating in these fields.

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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.

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

Women are breaking down traditional gender barriers and excelling in roles such as crane operators, with companies like Tata Steel promoting diversity and inclusion in the workplace.

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Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

The International Maritime Organization (IMO) has launched a Gender Diversity Programme to achieve global gender equality in the maritime sector, and women's participation in the maritime workforce is increasing gradually.

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?

commit to gender equality in hiring practices

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

Construction companies are implementing diversity and inclusion initiatives, such as paid maternity and paternity leave, flexible work policies, and training and development opportunities, to attract and retain female employees.

Title:

Content: Leighton looks to revolutionize construction to promote a diverse and inclusive work environment
Contract 14: 00 2022 / 07 / 05
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When it comes to the construction industry, many people will immediately think of a group of "real men of workers" who work day and night on the ground sweating like rain, forming a gender stereotype.
Leighton Asia (Leighton), which has been based in Hong Kong for more than 46 years, hopes to transform the male dominated image of the construction industry and create a diverse and inclusive working environment to inspire creativity and enhance team performance.
Leighton is an international construction company with parent company CIMIC Group based in Australia and team members from different countries.
Diversity and inclusion are the core values of the Group, regardless of the gender, age, race, cultural background, marital status or family status of employees, so that each employee can play their role in a diverse, equal and respectful work environment.
Creating a Family-Friendly Work Environment
As the times change, more and more women choose to enter the construction industry, Leighton has been continuously optimizing the working environment and policies to meet the development and needs of employees.
Among them, Leighton is a pioneer in the industry, providing employees with paid maternity leave and paternity leave that exceed the statutory requirements, and with flexible work policies, allowing employees to pursue their careers while taking care of their families.
Attracting female professionals to join the industry
Leighton also established the WOICE (Women in Construction and Engineering) network to enhance the care and support of employees, provide more training and further training opportunities, and work with different organizations to share the career development of women in the industry and attract women to join the construction industry.
WOICE covers all employees and enhances employee care and support.
Leighton currently employs about 20% of its workforce in Hong Kong.
Through recruitment and promotion, the company aims to achieve equal gender representation of interns and trainee engineers in the future, and to increase the proportion of female executives to more than 20%.
Leighton actively leads the industry in promoting a diverse and inclusive working environment to attract more women to join the construction industry.
Building an inclusive and diverse working environment is just one part of Leighton ’ s corporate social responsibility, and we will continue to work on different indicators to achieve sustainable development and bring more benefits to the community.
(Special offer)

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?

Women face challenges in male-dominated industries, including bullying, ridicule, and lack of access to toilet facilities, but companies are working to address these issues and create a more inclusive work environment.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Noura learned to drive a loader and braved bullying to help her husband treat her two sons.
A video.
Noura put her two children with autism in front of her eyes and did not look at the difficulty and hardship of driving heavy equipment and decided to learn to drive "Lauder" to be the first woman in Upper Egypt to obtain a driver's license to improve her condition and help her husband to pay for the treatment of their two sons without considering the bullying she faced from the surrounding society in light of the customs and traditions that restrict women in Upper Egypt
Noura Jamal Taha Mohamed, 36, daughter of Assiut, said that I am married and have three children, including two with autism, and since their birth, my husband and I visit doctors ’ clinics to treat them, and they are all in schools. I learned to drive a loader and challenge all the ridicule and bullying so that I can improve my income to help my husband to pay for my children ’ s treatment.
Noura added: I learned from my friend about the announcement of the initiative of a decent life at the training center about training young people on crafts and applied to learn the craft of construction, but when I went to the training center I found the teaching of driving heavy equipment, so I decided to learn to drive the loader equipment and there were many challenges ahead of me.
She continued: When I asked the management of the training center to apply to learn to drive the loader, there was a great surprise from them, especially since it is an effort on any girl, but after presenting my request to the management of the training center, I found a welcome and support for me and joined the training on driving the loader and learn about all the basic tasks that follow during driving and check the stomach before operating it for the availability of safety means during driving.
She continued: I found great support from my husband, unlike the community that faced my desire to bully me, but this was an incentive for me to achieve my ambition, especially as I was putting my children in front of my eyes to find a source of income to help me with my husband in completing their treatment journey and not need anyone.
After receiving my driver ’ s license, I will seek to find a real job opportunity within a company that values women ’ s work, especially as I seek to develop my life for the better.
Noureddine Ahmed Mostafa Darwish, a heavy equipment trainer at the Assiut training center, said that the center provides training services for a number of equipment and trades, including training equipment on loaders, excavators and other heavy equipment, but for the first time in Assiut, a woman is applying to learn to drive a loader.
Noureddine added that “Noura ” was quick to respond during the training period due to her love for this profession and this helped greatly in passing the tests and showed proficiency in the speed of receiving information and going through the experience without fear or hesitation and I did not face any difficulties in training her only at the beginning because she is a woman undergoing a huge experience as a heavy stomach driving for the first time but she excelled after.
When Noura applied for a heavy equipment driving course, we asked her to think and slow down on this matter, especially as she was the first woman to apply for such courses, but we found her determination to take this course, so we presented the matter to the head of the agency, who welcomed the order and asked us to support her.
https: / / fb.watch / kLkP7r8 _ TB /? mibextid = NnVzG8

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 challenges do women in the construction and maritime  industries face?

Mentorship programs, such as the "She Vanguard" Programme, are being implemented to support women's career growth and provide leadership training and internship opportunities.

Title:

Content: Locally
2022-10-17 20: 01: 40
Ho Pei-shan urges female university students: the key to professional gender equality is to dare to take on the role
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Initiated and organised by Hang Lung Properties and co-organised by the Hong Kong Federation of Youth Groups Leadership Institute, the Hang Lung “She Vanguard ” Project held its launch ceremony and its first event, the“ She Forum ” today.
Representatives of female university students and elite female leaders from all walks of life were present.
The first female Commissioner of Customs and Excise, Ms Ho Pei-shan, is the first female officer to be promoted from the disciplined services to the highest office.
As the officiating guest, she encouraged the female university students present: "Professional seriousness and integrity are undivided between men and women.
The key is not the gender of the person, but whether they have empathy, the courage to accept the challenge, and the courage to bear.
Women no longer need to show masculinity and gain recognition in a male-dominated workplace.
Even if you retain the image of women and remain true to yourself, you can complement men.
She said that the “She Navigates ” project is meaningful.“ I believe that the instructors will gain something in the plan and inject new elements into personal development, thus inheriting the courage and perseverance of women ’ s self-improvement and lifelong learning. ”
The Hang Lung “She Vanguard ” Programme aims to provide mentorship, leadership training and internship opportunities for female university students to enhance their personal potential and talents and achieve the diverse development of women.
The first phase of the project was jointly launched in Hong Kong and Shanghai, with 200 female university students from across the country and 40 elite women from all walks of life serving as mentors.
Students with outstanding performance can also get internship opportunities provided by Hang Lung or tutors.
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What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

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

educational programs
mentorship opportunities
vocational training

The construction industry is shifting towards greater gender equality, with an increased emphasis on inclusivity for women, and companies are prioritizing safety and inclusivity to ensure a safe and inclusive work environment.

Title:

Content: Top 5 Construction Trends in 2022 Embody Existing Industry Priorities

By KERRY SMITH, EDITOR, ST. LOUIS CONSTRUCTION NEWS AND REVIEW MAGAZINE

As 2021 wraps and 2022 begins, construction industry players say these industry trends are lining up to manifest in the new year and beyond:

  • Better PPE for Women: Greater emphasis on inclusivity for women in construction, namely in the category of safety, is expected to continue as a solid trend in 2022. Personal protective equipment that is sized more proportionately for women is expected to increase in terms of offerings from an array of vendors.
  • Increased Use of Automation and Robotics: As labor shortages endure, adoption of automation and robotics in the construction world will also endure and increase as a major 2022 industry trend to allow teams across the state, region, nation and globe to work more productively and efficiently with fewer human operators.
  • Increased Use of 3D Printing: This is predicted by analysts to advance design and construction modeling. Inventions such as one that allows 3D printing of asphalt are expected to continue to enable the construction industry to elevate its game.
  • Widespread Digital Transformation: From the office to the project site, digitization will continue transforming the industry on into 2022 and beyond.
  • Greater Emphasis on Sustainability: Due to public interest in sustainability, this focus is a continuing trend that will drive high-profile projects and collaboration in 2022 as owners and teams concentrate on sourcing sustainable materials.

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?

commit to gender equality in hiring practices

Diversity and inclusion initiatives are crucial for the construction industry, which has traditionally been male-dominated, and companies are using key performance indicators (KPIs) to measure the success of their diversity and inclusion initiatives.

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How Construction Leaders Can Build A Better Future

Josh Thompson is the founder and leader of Thompson Exterior Services, a construction and building maintenance company.

When used for the greater good, construction has the power to build communities, perpetuate lifelong careers and help those in need. It is evident if you look around that as the world evolves, construction is evolving right alongside it. Construction today is so much different from the industry I entered almost a decade ago. Some of these changes have affected the way things are done in both a positive and negative manner; however, there have been some exceptional changes that have changed the industry for the better. There are a few different zones where I think these innovative changes can best be seen: green construction, increased diversity and community building.

As entrepreneurs and global citizens, it is our responsibility to assure that we are doing the best we can to give back to the environment and our communities. Finding ways where our work can minimize issues like climate change and inclusivity while simultaneously bringing people together will help make the world a better place for future generations.

Green Construction

While people have probably heard about solar panels, there are a ton of new green construction technologies entering the field. From green insulation to electrochromic smart glass to cool roofs, the way we do construction is changing. These technologies are creating ways to build structures without lessening harm to the environment. Many of these technologies not only benefit the environment but also directly benefit people. For example, standard fiberglass insulation contains components that can be harmful to human health; green insulation, on the other hand, is not only made from recycled materials but takes away hazards to our health. Construction companies and their leaders should look into the use of green technology in construction since it can help lead to a more sustainable construction industry.

Increased Diversity

In 2021 87.9% of those in the construction industry identified as white. This statistic will likely change in the near future as the United States labor force becomes more diverse. Especially as labor shortages are seen across multiple industries, construction will have to look past their usual contingency to find more workers. I can say, both based on my personal experience and on research, that diversity can really benefit the industry. You can learn so much from those who work with you, and the varying backgrounds are especially helpful when you need to analyze an issue from a different perspective. Experiences build a person, and each one of my employees has an experience that differs from one another as well as my own.

A Boston Consulting Group (BCG) study found that diversity helps to increase innovation in a company. Diversity coupled with inclusivity, according to a Cloverpop study, can help improve team decisions by 60% and business decisions by 87%. With changes in the makeup of the United States population, construction will need to become more diverse to continue innovations and stay with the times.

There are a few ways that the construction industry and its leaders can continue on the path to increased diversity. The first step is to review company policies and make sure that they do not conflict with the goal of increased diversity. Once the company policies and procedures are in order, there are a few more steps that a company can take. One is to reduce language barriers. This includes offering training in a language that an employee is most comfortable and fluent in. It may also include incorporating more visuals in training to reduce the amount of English needed to understand concepts. Another step that construction leaders can take is to build partnerships with other minority-owned businesses.

Community Building

Construction is a building industry both literally and metaphorically. In construction, we build buildings, but we also build communities that involve much more than just concrete structures. When correctly implemented, there are many ways that construction can positively impact our community.

For example, new roads and frequently maintained buildings can help boost the economy of an area. New construction in an area can mean new jobs. Certain types of construction can also be extremely beneficial to a community and bring or revitalize vital buildings such as schools and hospitals. Construction thus has the potential to help many underserved communities. Leaders should work to ensure that when they take on a job, it is for the benefit of the community.

Although most of the outlined topics are specific to entrepreneurs within the construction industry, many other business owners can implement this three-step plan in order to positively impact their careers as well as the people around them. Always look for green options and alternatives when possible. Surround yourself and your team with diverse people with different backgrounds, and then lastly, remember to always build up the community around you.

Entrepreneurs help pave the way to the future, so it’s important to learn the fundamental tactics and best areas to focus your resources in order to build a better tomorrow.

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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?

Creating a safe and inclusive work environment for women in construction requires adapting equipment and facilities to meet their needs, including providing all-gender locker rooms and maternity rooms.

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Content: AUSTRALIA: Enhancements to provide more inclusive facilities for train drivers at Melbourne’s Flinders Street station has been completed.

This includes the creation of all-gender locker rooms with private changing rooms, and a maternity room with private areas for expressing and spaces to rest. Other upgrades include new flooring, lighting, heating and cooling systems.

‘We’ve just reached a massive new milestone — there are now 550 women driving trains on our metropolitan network — an incredible growth from only 27 employed in 2009’, said the state of Victoria’s Minister for Public Transport Ben Carroll when he opened the facilities at the end of August. He said the improvement work was ‘a huge step forward to ensure everyone feels welcome and included in the workplace.’

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

The construction industry has historically been male-dominated, but companies such as InSite Contracting, a woman-owned business, have made significant strides in promoting diversity and inclusion.

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Home / Special Sections / Top Women in Construction 2022: Companies to Watch
Kendra Kron

Top Women in Construction 2022: Companies to Watch

WINNER: Kendra Kron, President/owner, InSite Contracting

Kendra Kron made a decision in 2016 to purchase the assets of another company and brought her father in as a partner to create InSite Contracting. She wanted to have a family-owned legacy to pass down.

Kron spent her first year in business leasing an office and yard, making connections and developing her business plan. She worked hard to apply for certifications as a woman-owned small business, eventually being certified as a disadvantaged business enterprise. InSite Contracting is also a union company signatory to carpenters and operators.

Forest Lake-based InSite specializes in products that help keep drivers safe: traffic barriers, high tension cable guardrail, end treatments and permanent impact attenuators; culvert lining and slip lining; overhead sign structures and signs, sign structure footings and electronic highway message boards.

In five years, Kron has built InSite up to revenues of $4.5 million. She’s on track to double that total this year.

Having started her own company just a few years ago, Kron, 33, had a passion for learning from the start. She joined the Association of Women Contractors in 2017 and immediately became a presence at all events. She also joined the association’s special events committee and the networking committee.

AWC eventually nominated her to attend the Associated General Contractors Leadership Blueprint program in 2018. After completing the program Kron joined the Associated General Contractors of Minnesota and became an active member of that association.

Kron has also participated in the WomenVenture Scale-Up program, and was one of the first participants in the AWC Elevate program.

She also leads a Build-Up Crew, which consists of mini business peer groups, for AWC. She serves as the AWC secondary committee member on the Southwest Light Rail Transit Advisory Council as well.

“Kendra’s innovative approach to her business is the focus on safety while building an employee family-first culture,” said one colleague. “With a highway-heavy construction company, her workforce is basically seasonal. But year after year she tends to keep her employees. Kendra’s employees live that culture, which gives her long-term committed workers.”

FINALISTS

Heather Hoffman
President, Commercial Drywall Inc.

Heather Hoffman

Sometimes joining the family business can be a bad idea. It hasn’t been for Heather Hoffman and Commercial Drywall.

Since taking the reins there a few years ago, Hoffman has increased volume and revenue and has brought a new customer focus to create strong bonds with clients and partnering firms.

Last year she created Power Source Construction, a new general contracting company that will concentrate on commercial remodels, with a core strength in complex health care projects.

A longtime member of MNCREW, Hoffman goes out of her way to relate to employees, her colleagues say. To better communicate with her Spanish-speaking employees, she took the time to learn the language, even checking in with them via Zoom to keep her conversational skills sharp.

Hoffman also spends time encouraging and mentoring other women in the construction industry in hopes that they will be encouraged to find a place in that field.

Jeniffer Kuria
CEO, Amani Construction and Renovations

Jeniffer Kuria

Twenty years ago, Jeniffer Kuria and her two children migrated here from Kenya. Her background was in banking, but she started working on simple rehab projects in Minneapolis, and before long she was a full-fledged general contractor.

Through her company, Amani Construction and Renovations, Kuria has built at least 10 new homes so far. This is notable for someone without a mentor or funds to start a business. She also has renovated numerous homes working with the cities of Minneapolis and Brooklyn Park.

Amani is the only construction company in Minneapolis owned entirely by a Black immigrant woman. Kuria started her career in construction with nothing but a curious mind, eagerness to learn and a strong will to succeed. She was ignored by banks and mocked by competitors. Lacking a meaningful mentor, she learned what she could from experience and her own mistakes.

Now Kuria takes the time to mentor people who want to get into construction.

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About Dan Heilman

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

Women are increasingly participating in the construction industry, and their participation can bring stronger empathy to construction project management, ensuring safety measures in construction design.

Title:

Content: Hong Kong Wen
Ephesians 2
Female flag bearer of Sports Park: Construction industry is no longer a male monopoly
[Ming Pao News] Kai Tak Sports Park, which is expected to be completed by the end of the year, completed the installation of 27,000 triangular panels on the outer wall last month, and the whole project was completed about 85%, entering the final construction stage.
In the past, society thought that engineering was male-dominated work. The situation has improved greatly in the past 10 years. Today is International Women ’ s Day. Three “English and Female ” who have participated in the Kai Tak Sports Park project since the end of 2019 said that the proportion of men and women in the construction industry has been balanced, and the number of female engineers who have really“ landed ” has increased. The team can play a complementary role.
The Senior Chief Architect of Kwan Sin Ming Architects & Associates, Sin Yee Yan, has to communicate with various professionals in the team, including architectural design companies, contractors and government departments, to ensure that the various buildings and facilities in the park are constructed in accordance with the Buildings Ordinance and relevant laws.
New Attempt Friction Mostly Centering Harmonization Smooth
The biggest challenge is how to connect the triangular panels on the outer wall of the main stadium. Since there are few circular buildings in the area, many site personnel, engineers and even she have not been involved in the installation process.
She recalled that she had examined the fire control system in the dungeon of another project, Hong Kong Children ’ s Hospital, at a high temperature of 36 ° C, and she understood the hard work of the heat work, which led her to consider from the other side, and finally, the external wall of the main stadium was successfully completed with her coordination.
Chow Ya-kee, project manager (design management) of the sports park, who is mainly responsible for the design and construction of outdoor space in the park, believes that a stronger female empathy is the biggest advantage and can better coordinate the needs of all parties; plus, as the mother of two children, can understand the needs of children and parents.
For example, a children ’ s play area is set up in the outdoor space of the park, and safety measures will be examined from the perspective of parents, such as avoiding sharp design, installing iron gates in appropriate positions to reduce the chance of loss, etc.
She said that many people think that construction workers are more rough, and actual workers often take care of their female colleagues.
Take care of your female colleagues.
In the past, many drawings were hand-drawn, but now many are digitized. Women tend to be more careful and have stronger organizational skills to ensure the smooth implementation of projects.
Ming Pao reporters
Previous / Next News

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?

Construction companies are implementing initiatives to increase diversity and inclusion, such as hiring women for non-traditional roles, providing training and development opportunities, and promoting agile working policies.

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

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

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

create training and apprenticeship programs

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

The industry is making progress towards greater gender equality and diversity, with women breaking down traditional gender barriers and excelling in male-dominated roles.

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

Companies are recognizing the importance of diversity and inclusion, and are working to create a more inclusive work environment, with initiatives such as mentorship programs, diversity training, and inclusive facilities.

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CONSTRUCTION INCLUSION WEEK 2024: AMPLIFYING BELONGING IN THE BUILT ENVIRONMENT

We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”
— Ray Sedey, Chair of Construction Inclusion Week 2024
UNITED STATES, April 18, 2024 /EINPresswire.com/ -- As Construction Inclusion Week enters its fourth year, the organization proudly announces that registration and sponsorship opportunities for the 2024 effort, scheduled for October 14-18, are open. Construction Inclusion Week aims to unite the construction industry to advocate, amplify, and celebrate diversity, equity, and inclusion (DEI).

Last year, Construction Inclusion Week saw more than 5,000 active registrations and engagements in the effort, demonstrating the industry’s readiness to embrace change and foster a more inclusive environment. Construction Inclusion Week 2024 seeks to build upon the momentum built over the past three years to offer an industry-wide platform to celebrate unity, belonging, and inclusion. The initiative aims to cultivate a construction industry that celebrates diverse perspectives and skills and makes equitable opportunities available for all.

Construction Inclusion Week was launched in 2020 to harnesses the collective energy throughout all facets of the construction industry, including general contractors, specialty contractors, subcontractors, suppliers, architects, engineers, owners, technology firms, and other service providers to advocate, amplify, and celebrate the diversity within our industry. Construction Inclusion Week provides a focused opportunity to showcase industry strides related to DEI and offers educational resources to drive continued improvement, not only for one week but 24/7/365.

Sponsorship Opportunities for 2024: In 2024, Construction Inclusion Week provides opportunities for firms to demonstrate their commitment to belonging and inclusion in the construction industry through sponsorships:

· Ambassador Sponsorship ($5,000): Offers high-level recognition across collateral materials .
· Supporter Sponsorship ($1,500): Provides visibility across campaign materials.

Free Registration and Educational Content: Participation in Construction Inclusion Week remains free, with firms and individuals receiving access to valuable tools and curriculum content. The 2024 pre-planning guide is available , including access to resources such as the DEI maturity model, planning calendar, and swag store. Full curriculum content will be available over the summer, focusing on daily themes such as Commitment & Accountability, Belonging, Supplier Diversity, Workplace Culture, and Community Engagement.

Join the Movement: “The momentum we’ve built over the past three years is remarkable, but there is still much more work to do,” says Ray Sedey, Chair of Construction Inclusion Week 2024 and Chairman and CEO of McCarthy Building Companies. Inc. “As we enter our fourth year, the need for collective action and continued commitment to integrating DEI in the industry is more critical than ever. We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”

How to Participate: For registration details and to explore sponsorship opportunities, please visit www.constructioninclusionweek.com.

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About Construction Inclusion Week: Construction Inclusion Week, a 501c(6) entity, is organized by leading construction firms, including McCarthy Building Companies, Inc., Turner Construction Company, Clark Construction Group, Smoot DC, Gilbane Building Company, DPR Construction, and Mortenson. Construction Inclusion Week is a designed to highlight the importance of diversity, equity, and inclusion within the construction industry. It serves as a call to action for all industry stakeholders to reflect on progress, embrace diversity, and take steps toward a more inclusive future.

Asheya Warren
PRAXIS
+1 972-755-5330
awarren@praxis-psm.com

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

professional development
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The construction industry is shifting towards a more inclusive future, with industry stakeholders taking steps to promote diversity and inclusion, and recognizing the importance of diversity and inclusion in the construction 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?

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

commit to gender equality in hiring practices

Overall, the construction and maritime industries are making progress towards greater gender equality and diversity, with women increasingly participating in these fields and companies implementing initiatives to promote diversity and inclusion.

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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.

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices