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

The International Maritime Organization (IMO) launched the Gender Diversity Programme in 1988 to promote women's participation in the maritime industry.

Women, like 15-year veteran crane operator Farkhana Safargaleeva, are breaking down traditional gender barriers in construction.

US construction jobs held by women have reached 14.1 percent, totaling 440,000, the highest since 2001.

Only 1.2 percent of the global seafarer workforce is female, but the number of women seafarers has increased by 45.8 percent since 2015 to 24,059 globally.

The UAE has launched initiatives to promote women's employment in maritime, including the "Leaders in Difference" program.

Hessa Al Malik, Advisor to the UAE Minister for Maritime Transport, oversees maritime administration and has won several awards.

The IMO launched the International Day for Women in Maritime and created the Women in Maritime Network to support women in the industry.

Crane operators require good physical and mental health, as well as training and experience with heavy machinery, and NCCCO certification is required to operate a crane.

Women can succeed as crane operators with a technical school education and on-the-job training, including safety induction.

The construction industry faces a labor shortage, yet offers women higher-paying job opportunities, and female construction apprentices nearly doubled between 2016 and 2019.

Diverse leadership teams, including gender balance, are essential for producing robust and balanced organizational growth strategies.

Companies can support women in male-dominated roles through mentorship and equal development opportunities.

Women can succeed in male-dominated roles like crane operation with proper training and support, and companies can promote diversity and inclusion by offering paid leave and flexible work policies.

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

Title:

Content: From education to employment

DIAL Global launches Annual Diversity Report revealing some of the UK’s largest companies workforce D&I

UK companies making “positive steps” on diversity, but new study finds that gender parity has stalled and age, sexual orientation and socio-economic status are lagging

  • The DIAL Global Diversity Review looked at 87 of the UK’s largest companies including Alfa, Barclays, Britvic, Havas, KPMG, Lexis Nexis Risk Solutions, Pfizer, Royal Mail, Xpert HR, Verizon, and Yahoo found that many are increasing their focus on certain areas of workforce diversity and inclusion
  • Mental health, religion and nationality topped the list of business performance areas, with 10 key facets of diversity, inclusion, belonging and equity (DIBE) analysed
  • But areas such as sexual orientation, socio-economic status and age, although seeing some improvements, require more attention according to the report, with these three sat at the bottom of the performance list and at risk of being “left behind”. Gender parity at senior levels has also stalled

A new study has found that many of the UK’s largest companies have increased their focus on diversity and inclusion, but factors such as age, socio-economic status and sexual orientation are still lagging behind, and progress has stalled on gender parity.

Companies including Alfa, Barclays, Britvic, Havas, KPMG, Lexis Nexis Risk Solutions, Pfizer, Royal Mail, Xpert HR, Verizon, and Yahoo took part in The DIAL Global Diversity Review 2023 – an annual study of diversity, inclusion, belonging and equity (DIBE) in large UK companies.

The report highlighted positive progress in lots of areas, with 84% of participating companies now having a Chief Diversity Officer or equivalent role in place, and a significant increase in the number of companies with at least one member of their senior leadership team classed as being from an ethnic minority background. But when there is representation at the top, on average it is still a 1:4 split of ethnic minority leaders to white leaders.

Mental health, religion and nationality topped a list of 10 different diversity facets most companies excel on, with plenty of attention on different policies and initiatives to put DIBE at the heart of UK business strategy.

However, gender parity at a senior level has stalled, with only 34% of companies saying they have 50/50 representation at the top. And when women make it to the senior leadership level or to a Board of Directors, on average they are still in the minority with only 2 out of 5 members being female.

Age, socio-economic status and sexual orientation came bottom of the list. The same survey in 2022 also placed these three facets last, and while there have been improvements for all three, this suggests that not enough progress is being made on these specific factors to “level the playing field”.

A total of 87 UK companies from the private and public sectors were involved in this year’s study, including many from the FTSE 500.

The report found that just 58% of participating UK companies had LGBTQ+ representation on their leadership team, although this was up from 35% in 2022. The same number said they have approved an LGBTQ+ strategy in the past 12 months.

Seven in nine (78%) of participating companies said they have specific outreach programmes to target candidates from schools in lower socio-economic areas or socio-economic backgrounds. Although less than half (49%) said they collect and monitor data on the socio-economic background of their workforce.

The study also found that 73% of businesses had specific measures in place to reduce age bias in recruitment, but less than 1 in 3 (32%) actually provide training geared towards older workers.

Leila McKenzie-Delis, CEO of DIAL Global, said:

“This year’s review showed some promising improvements that UK businesses are making progress in DIBE, which we are delighted to see. However, when looking closely at each of the ten facets, you can see this effort is not being distributed equally.

“Businesses are recognising now that tracking and measuring DIBE seriously ensures a more successful business performance, whilst also allowing them to see their reputation amongst current and prospective employees, customers and shareholders improve.

“Whilst we can celebrate where progress is being made, the report shows us that the attention is not distributed equally in terms of demographic differences and so, we need to ensure groups of people are not being left behind.

“We need to see more organisations moving the dial on all facets of DIBE, which is an ongoing challenge, but one we should continue to push forward if we are to truly level the playing field.”

The annual review – conducted in collaboration with Qualtrics – measures 10 facets of workplace diversity and inclusion beyond gender and ethnicity, helping companies assess sexual orientation, disability, age, religion, nationality, socio-economic status, mental health and wellbeing, and parenthood.

First launched in 2020, this year’s review shows many companies are now actively tracking their progress to demonstrate if they’re embedding change and improvements are being made.

Mental health and wellbeing was ranked the top facet, with the survey finding eight in nine businesses had a relevant strategy in place, and 93% were keen to support employees with access to quality care.

Religious tolerance ranked second in the list with near-universal agreement that companies allow employees to take time off for religious holidays and holy days (94%), whilst also allowing the wearing of religious symbols and clothing (90%), and allowing free discussions about religion and belief in the workplace (88%).

Under the facet of Nationality, 90% of companies promote the benefits of a culturally diverse workforce and three in four (74%) offer inclusivity training on how to work in a culturally diverse workplace.

Jon Holt, Chief Executive of KPMG in the UK, said:

“We are committed to making KPMG a place where there’s no limit to where your talent, achievement and hard work can take you. Building an inclusive and diverse workforce is not only the right thing to do, it delivers better outcomes for clients, communities and colleagues.

“We have a longstanding focus on social mobility, from our work to raise skills and aspirations in local communities, to challenging our own recruitment and promotion processes. We were proud to be one of the first businesses to publish our socio-economic background pay gaps, while also setting ambitious socio-economic background representation targets for leaders.

“Last year we went further, publishing the largest analysis of career progression by a

business, which found that social class is the biggest barrier to career progression, compared to any other diversity characteristic. The pioneering study reinforced why we, and every UK business, cannot afford to overlook socio-economic background in our mission.

“There’s still a long way to go. That’s why it’s so important for businesses to work together, share best practice and encourage others to join the conversation.”

Josh Partridge, Head of EMEA, Yahoo, added this around Yahoo’s focus on working parents:

“Providing an excellent working environment and culture for our working parents and carers ensures we retain our top talent and has been key in attracting new talent into our company. I am proud of our company’s commitment to continuing to improve in these policies and put people at the centre of every decision we make.

Ray Dempse, Group Chief Diversity Officer at Barclays, had this to say about his company’s commitment to social mobility:

“Barclays has long supported social mobility through its policies, and has now added this as a key pillar in our DEI strategy. With a renewed focus, we are now more able to see and support talent living and flourishing everywhere, not only within the elite institutions such as those part of the Russell Group.”

The report concluded that DIBE is clearly rising up the business agenda – but it is important that work continues and expands.

It made various recommendations to businesses under each of the ten facets – on best practices and how to strengthen diversity in the workforce.

The full report can be viewed here.

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Related Articles

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?

The International Maritime Organization (IMO) launched the Gender Diversity Programme in 1988 to promote women's participation in the maritime industry.

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
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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, like 15-year veteran crane operator Farkhana Safargaleeva, are breaking down traditional gender barriers in construction.

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?

US construction jobs held by women have reached 14.1 percent, totaling 440,000, the highest since 2001.

Title:

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

Only 1.2 percent of the global seafarer workforce is female, but the number of women seafarers has increased by 45.8 percent since 2015 to 24,059 globally.

Title:

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

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

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

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

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

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

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

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

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

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

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

The UAE has launched initiatives to promote women's employment in maritime, including the "Leaders in Difference" program.

Title:

Content: Energy and Infrastructure Launches ‘ Leaders in Difference ’ Initiative
T + T - normal size
The Ministry of Energy and Infrastructure has launched the “Leaders in Difference ” initiative, which is dedicated to empowering women in all fields, especially in the maritime sector.
The initiative aims to qualify experienced female talent capable of making a difference in the industry, in order to help promote the growth of the maritime sector in the UAE, based on its leading global position.
This comes within the framework of efforts on the empowerment of women within the strategic plan of the International Maritime Organization and in line with the celebration of the International Day of Women in the Maritime Sector
The UAE places a high priority on empowering female talent in the maritime workforce by nurturing young female talent and providing them with the necessary resources to excel, as this contributes to strengthening the sector with the capabilities of future female leaders.
Engineer Hassan Mohammed Juma Al Mansouri, Undersecretary of the Ministry of Energy and Infrastructure for Infrastructure and Transport Affairs, said: “We need skilled competencies in the maritime sector of both sexes, like any other industry, and our main goal should be to recruit enhanced talent to ensure the growth of the sector.
We need to change all preconceptions about the industry, discovering a diverse and young group that is able to keep up with its continuous development.
Today, maritime academies and institutions focus on the need to inject the maritime workforce of qualified female talents, this is the required role that contributes to the guidance and care of women to provide them with the necessary resources to achieve excellence, and thus we witness the birth of a maritime industry that is renewed by distinguished female leaders.
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: The need to promote the role of women in maritime activities has become an issue of unprecedented importance and is receiving great attention at all levels.
The UAE is one of the founders of the IMO Gender Equality Network.
The State also contributed to the preparation of a set of IMO resolutions in the field of women ’ s empowerment, gender equality and the promotion of women ’ s participation in the maritime sector, in line with the United Nations Sustainable Development Goals, especially the fifth goal on gender equality.
The UAE is also currently chairing the Association of Arab Women in the Maritime Sector, in cooperation with the Technical Cooperation Programme of the International Maritime Organization (IMO) in supporting women in the maritime sector.
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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?

promote women to higher roles
active recruitment of women

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

educational programs
mentorship opportunities
inclusive policies

Hessa Al Malik, Advisor to the UAE Minister for Maritime Transport, oversees maritime administration and has won several awards.

Title:

Content: Hana Al Hammadi (Abu Dhabi)
She grew up in a socially cohesive family, adhering to the traditions and heritage of the UAE between educated parents, who had a profound impact on her and all her brothers to continue her education. From childhood, she felt a sense of loyalty and gratitude to the homeland. She loved the sea and considered herself captive to it. That passion within her for art and beauty.
Professional Excellence
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, President of the Association of Women in the Maritime Sector (EMA), and the first regional ambassador to the Maritime Global Club of Informa Markets in the Middle East, oversees all the preparatory work and activities of the Maritime Administration in the UAE in relation to the mandatory audit system on member countries in the International Maritime Area. She graduated from the UAE University School of Architecture in 2000, which was the year of the construction boom and real estate development, where most of the real estate development companies and major projects originated in the country.
Ambition
“By virtue of my academic specialization, the Ministry of Works was at that time the best place to work, so I started my career as a field engineer responsible for supervising achievement in the work sites, and this was the first step in my life where I entered a male-dominated work field. At that time, it was not uncommon for women to be in such positions, but the great support I received from my family in the first place and my managers in the second. ” It pushed me to continue my career and move up the career ladder.
Accomplishments
Engineer Hessa feels proud when she oversaw the completion of a set of distinctive and detailed government buildings.
“I am proud of my contribution to the Cultural Center in Ras Al Khaimah, and the details of the design and implementation of theatres, as well as the building of the General Directorate of Ras Al Khaimah Police, and other projects. I was assigned to supervise the UAE ’ s comprehensive plan for urban development in remote areas, which is a qualitative leap and an important milestone in my career, especially with my master ’ s degree in planning. ”“ Because it allowed me to demonstrate my qualitative and specialized abilities and skills in the first place, and it allowed me to deal with infrastructure development projects across the country, and I am proud of the exceptional success I achieved with my team in completing this project. ”
She explained: “Thanks to all these achievements, I was appointed responsible for the planning and development of federal roads in the country, and I continued my path to success, and focused heavily on the adoption of digital technologies, ” stressing:“ I am proud to win the project, which I supervised with my team distinguished “linking federal roads on a unified electronic system ”. in the management of road assets worldwide.
We have also been able to link all federal entities in the country with the Federal Geographic Information System, which constitutes the largest spatial database enhanced by the detailed data of the federal government, which enabled the government at all levels to replan its resources and make decisions related to the organization of its work. ”
Captive of the sea
The success stations did not stop there, but was transferred to continue working in the Federal Transport Authority Land and Maritime to be the executive director of the maritime transport sector, explaining in this regard: « I quickly became attached to the sea and fell captive to his love, and I did not feel how the years passed, and we are achieving achievement after achievement, the most important of which is the successful nomination to the Executive Office of the International Maritime Organization, in (category B), This will contribute to the empowerment of the maritime sector for the coming years, in addition to a long list of projects that we have launched in terms of the development of maritime infrastructure in the country, which is among the best of its kind in the world, making the UAE one of the top 10 maritime centers in the world. ”
Other Talents
Despite the concerns and challenges faced by the engineer, she loves beauty, art and creativity, her house at first sight is a center of artistic hobbies and talents, loves perfumes, and has launched a special brand in this field, and then comes her love of reading, in all literary and historical fields beside scientific.
Motherhood and work
The love of giving in the life of engineer Hessa was not only in her field of work, but there was her family who did not spare her support, especially « her husband » was the first supporter and encouragement of her success, and says about it: « The challenge of professional success and my role as a mother of three daughters are the most precious thing I have in life.
Be the first supporter and supporter of my success as a mother, and second as a professional leader on the career side. ”
Coronavirus crisis
During the Corona crisis, Hessa ’ s work did not stop, but it was necessary to maintain the continuity of maritime operations in the country ’ s ports. At a time when we face the spread of the pandemic a major challenge, the global landscape of the shipping sector was greatly confused, and the movement of global trade and supply chain was almost completely paralyzed.
“In the UAE, we were able to devise creative solutions that allowed us to overcome this crisis, and we are proud to be the first country in the world to allow the change of crews, helping thousands of sailors stranded on their ships at sea.
The UAE has also been a haven for thousands of tourists stranded on oceanic cruise ships, allowing them to leave for their home countries in a process that involved all government agencies involved in the country.
A message to the UAE
Hessa Al Malik sends a message to every Emirati woman: We are living today in a time of empowerment of Emirati women, a commitment imposed by the leadership of the state, and devoted to all its capabilities and governmental and private facilities, so, Emirati women must not miss this historic opportunity, and everyone must turn with enthusiasm and perseverance to achieve excellence and success.
Best Manager
Eng. Hessa Al Malik is proud to have been named the best executive director in the UAE in 2019 and to have been awarded the Prime Minister ’ s Medal for the best Assistant Undersecretary and Executive Director as part of the Mohammed bin Rashid Award for Excellence in Government Performance in its fifth cycle.
Ambitions for the future
Hessa Al Malik ’ s ambitions without borders feel that the field is still open to opportunities for the development of the maritime sector, so she looks forward to actively contributing to the preparation of the fifty, and building the elements of the UAE ’ s blue economy full of employment and investment opportunities for citizens.

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

The IMO launched the International Day for Women in Maritime and created the Women in Maritime Network to support women in the industry.

Title:

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

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

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

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

2024 has changed that.

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

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

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

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

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

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

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

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

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

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

UK Transport

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

Crane operators require good physical and mental health, as well as training and experience with heavy machinery, and NCCCO certification is required to operate a crane.

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Content: .: Site varsayılanı

My personal 23yr old girl is actually welding sch

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Women can succeed as crane operators with a technical school education and on-the-job training, including safety induction.

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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.

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

educational programs
vocational training

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

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

educational programs
vocational training

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

The construction industry faces a labor shortage, yet offers women higher-paying job opportunities, and female construction apprentices nearly doubled between 2016 and 2019.

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

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

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

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

Diverse leadership teams, including gender balance, are essential for producing robust and balanced organizational growth strategies.

Title:

Content: Tuesday, 12 March 2024 06: 53 GMT
Sarah Hosny: Women face major challenges in empowering them in the financial sector
(MENAFN- Al-Borsa News) Widespread marginalization of women ’ s opinions at work by male colleagues
Sara Hosni, Managing Director of Al Baraka Capital, said that she relies in her management strategy on the approach of individual merit and performance rather than type, stressing that the culture of equality and justice within the company is the cornerstone of the strategy, and the percentage of representation.
She added that feelings of empathy and emotional intelligence are an important force to lead a successful team, but they are not exclusive to any gender, emotional intelligence is necessary to understand and deal with the needs of a diverse team, as we seek to create an inclusive environment where each individual feels important and capable.
Related Topics (Stock Exchange) Survey: 54 women in EGX30 with a total representation of less than 17% Equality in (((career advancement)) Gender as the basis of the strategy ((Arab Energy)) Yaqoub: The culture of the business community is beginning to accept the empowerment of women in leadership positions
She pointed out that despite the fact that Al Baraka Capital specializes in Islamic finance, it attaches importance to the female element, as the representation of women in the company reaches about 54%.
In my personal experience, leadership qualities are not fundamentally gender dependent, and men and women can hold unique opinions to enrich intellectual insight within companies, but studies have shown that a diverse leadership team, including gender balance, often produces more robust and innovative growth strategies.
The fundamental difference between women ’ s and men ’ s vision of management is that women often highlight collaboration, complete thinking and comprehensive problem solving, contributing to a balanced and robust organizational strategy.
Focus on individual abilities, experiences and achievements
She stressed that gender is not a factor in determining who implements the company ’ s strategies, as competence, skills and commitment are the criteria to be attached importance, without sparing diversity in the implementation teams, including a gender mix of diverse perspectives that contributes to the implementation of more effective strategies.
She pointed out that women face challenges in empowering them in the financial sector that was dominated by men. Building trust in women cadres and breaking stereotypes is an ongoing effort, and it is important to establish trust and promote a culture of diversity, to ensure that diverse voices are heard and valued in decision-making processes by building bridges and fostering a culture of solidarity is key to achieving these challenges and promoting gender diversity on all sides. levels.
Achieving gender equality in senior leadership and managerial positions remains a complex challenge, and despite organizational progress that requires at least two seats for women on boards, women face significant challenges.
One of the pervasive problems is the phenomenon of “mansplaining, ” where women ’ s views are often marginalized or neglected by their male colleagues, along with unconscious biases, deep-rooted stereotypes and historical values, which stand in the way of achieving true sexual equality.
She explained that the legislation aims to create an inclusive environment, but it does not always address the deep cultural barriers that persist. Encouraging mentorship is important to provide support and guidance to women who move through these challenges, and providing equal opportunities for professional development is another crucial step in settling the field.
“The journey towards gender equality in leadership requires a collective and sustained effort to reshape corporate cultures and policies, where we can create an environment conducive to every individual, regardless of their type, to thrive and contribute effectively to the overall success of the industry. ”
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What are construction and maritime companies doing to promote and aid women in the field?

Companies can support women in male-dominated roles through mentorship and equal development opportunities.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

Women can succeed in male-dominated roles like crane operation with proper training and support, and companies can promote diversity and inclusion by offering paid leave and flexible work policies.

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

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