The construction and maritime industries, traditionally male-dominated, are seeing more women excel in roles like crane operators.

Women hold 4% of national construction trade jobs and 5% of Illinois apprenticeships.

Women are making significant strides in breaking down traditional gender barriers in construction and maritime.

The construction industry, including companies like Leighton, promotes diversity and inclusion, aiming for equal gender representation.

Leighton offers paid maternity and paternity leave beyond statutory requirements, with women making up 20% of its Hong Kong workforce.

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

Female construction workers earn 99 cents for every dollar earned by males.

Women are increasingly entering the construction industry, with female apprentices nearly doubling from 2016 to 2019.

Farkhana Safargaleeva, a 59-year-old crane operator, returned to work after retirement with 15 years of experience.

Female crane operators at Unity LLP are supported by relatives and colleagues, and require calmness and attentiveness.

Tata Steel has hired female operators and promotes workplace diversity and inclusion.

Women comprise only 10.9 percent of the construction industry's workforce.

Programs like the Women into Home Building Employment Programme aim to promote industry careers to young women.

Suffolk Construction's Career Start program aims to recruit women for traditionally male-dominated jobs.

Recruiting women in construction signals a changing mindset and provides role models for young girls.

The construction industry is shifting towards greater gender equality, with women excelling in male-dominated roles.

The International Maritime Organisation (IMO) aims to achieve global gender equality in the maritime sector by promoting women's participation.

AASTMT and AWIMA signed an MoU to promote gender equality in the maritime sector.

Mentorship programs can support women's career advancement in male-dominated fields by connecting them with top professionals.

These programs can be tailored to specific industries, such as crane operation, to support women's careers.

Networking opportunities, provided through industry events and conferences, are essential for career growth and development.

Past beneficiaries can serve as role models, inspiring other women to pursue careers in these industries.

Mentorship and coaching can help women develop skills and confidence to take on leadership roles.

Companies with more women in leadership are 25% more likely to exceed profitability, making mentorship and networking essential for female crane operators.

The Women in Food & Agriculture Mentorship Program matches applicants with mentors based on preferences like gender and industry sector.

The Sisters in Mining program offers women 7-day pre-employment and 12-month training, on-job coaching, and vocational education to succeed in mining.

Mentorship programs can support female crane operators' careers by providing necessary skills and guidance.

Female crane operators need professional skills training.

The Global Wind Organisation provides essential basic safety training certificates for female crane operators.

The NCDMB offers a 12-month training program in Mobile Crane Operation for young university graduates.

Hands-on training is held in Port Harcourt and Warri, providing practical experience for female crane operators.

Farkhana Safargaleeva, a female crane operator with 15 years of experience, breaks stereotypes in a male-dominated field.

Women comprise 25 of 152 employees at Unity LLP and are praised by the chief engineer as excellent professionals.

The government supports TVET institutions, providing practical training for artisans, including female crane operators.

The Saudi Technical Institute offers a two-year diploma program in Crane Operation, covering Lifting and Loading techniques.

Tata Steel provides training for female Stacker-cum Reclaimer operators.

Crane operators need diverse technical skills and constant learning to excel.

Professional skill competitions help crane operators work safely and efficiently.

The construction and maritime industries are traditionally male-dominated, but initiatives like the UAE's "Leaders in Difference" are promoting diversity and empowering women.

The International Maritime Organization (IMO) aims to achieve gender equality in the maritime sector through its Gender Diversity Programme.

DP World prioritizes women in leadership and celebrates UAE Women's Day to promote diversity.

JLL has launched the Women in Construction Initiative to promote diversity and raise awareness about the construction profession.

Leighton promotes diversity with inclusive policies, including paid maternity and paternity leave.

EGA employs over 470 women in the UAE, aiming for 25% in supervisory positions by 2025.

Vistry Western has a 50% female director ratio and 34% female employees, exceeding the industry average.

The Maritime Employee Survey tracks industry diversity, inclusion, and global employment trends.

The construction industry is promoting diversity and inclusion through initiatives like Construction Inclusion Week.

The IMO has launched the International Day for Women in Maritime to support industry diversity and inclusivity.

Women can assume roles in male-dominated areas, challenging traditional gender barriers.

Family and employer support is crucial for female crane operators' career success.

WANTT helps women enter the construction industry through pre-apprenticeships and training.

West Virginia Women Work offers tuition-free training in nontraditional occupations like construction and crane operation.

The Step Up for Women Construction Program teaches women skills like carpentry, electrical, plumbing, and welding for entry-level construction positions and apprenticeships.

Thiess' Sisters in Mining program supports women in mining with 12-month training and coaching to increase female participation.

Tata Steel provides on-the-job training to female operators to promote gender balance in the workforce.

MDOT offers on-the-job training for women and minorities to increase female participation in construction.

The construction and maritime industries, traditionally male-dominated, are seeing more women excel in roles like crane operators.

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

WRDW-TV
 2 days ago

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

www.wrdw.com

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

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

Women hold 4% of national construction trade jobs and 5% of Illinois apprenticeships.

Title:

Content: ILLINOIS (WCIA) — The federal government is giving Illinois more than $1 million to help get more women into construction jobs.

Officials said it’s a much-needed investment to increase equity in the industry. Nationally, women make up about 4% of the skilled trades within construction jobs, and only 5% of building trade apprentices in Illinois. They want to see those numbers grow.

The grant money is part of the more than $1 trillion federal Bipartisan Infrastructure Bill signed by President Biden. It is going to the Illinois Department of Labor and the Chicago Women in Trades organization. It will allow them to guide construction companies, unions and other groups on putting together programs that put workforce equity in infrastructure projects.

Governor Pritzker said the federal dollars will help break down barriers for women who have been historically left out of construction industry opportunities.

“Illinois is a national leader in building pathways for women into infrastructure, and construction careers,” Pritzker said. “The status quo doesn’t reflect the tremendous talent that exists in all of our communities, and particularly among women, and we can’t build back better and build back stronger unless we move everyone ahead.”

The state has already made investments to create better opportunities for women and people of color to enter these jobs through Rebuild Illinois and the Climate and Equitable Jobs Act. Tradeswomen’s organizations will be leading the effort to create plans aimed at increasing women’s inclusion in construction and infrastructure jobs.

Women are making significant strides in breaking down traditional gender barriers in construction and maritime.

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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?

The construction industry, including companies like Leighton, promotes diversity and inclusion, aiming for equal gender representation.

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?

active recruitment of women
promote women to higher roles

Leighton offers paid maternity and paternity leave beyond statutory requirements, with women making up 20% of its Hong Kong workforce.

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

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

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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?

Female construction workers earn 99 cents for every dollar earned by males.

Title:

Content: By Conor McCue

JEFFERSON COUNTY, Colo. (CBS4) – Transportation & Construction GIRL Day returned for the fourth time in five years after the pandemic put it on pause in 2020. The annual event, which is free to attend for girls, is put on by the HOYA Foundation.

It’s geared toward educating young women about careers in the male-dominated construction and transportation industries.

(credit: CBS)

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

Through the trial and error of flying a drone for the first time, Lilly Gonzales opened her eyes to new possibilities at the Jefferson County Fairgrounds Tuesday.

“I almost got one stuck in a tree!” she exclaimed.

Other firsts for the 9 year old included welding and making concrete. Never had her hopes of becoming an electrician or engineer seemed so attainable.

“I just like taking things apart and rebuilding creative things, especially in Minecraft. It’s like my favorite game,” Gonzales said.

“This kind of shows me that I can do anything.”

Gonzales was one of hundreds of girls and young women who attended Transportation & Construction GIRL Day. The event is meant to show young women, ages 8 to 23, who’ve never considered a career in the transportation and construction industry a possibility.

READ MORE: Former Idaho Springs Police Officer, Nicholas Hanning, Faces Civil Lawsuit For Separate Controversial Arrest

“Last year, the construction and transportation industry was an essential industry, so we kept working, and we still need more employees,” said Keller Hayes, Director of Transportation & Construction GIRL.

(credit: CBS)

According to the U.S. Bureau of Labor Statistics, women made up only 10.9 percent employees in the construction industry in 2020, an increase from 2016, when the figure was 8%.

Hayes says the opportunities are aplenty for women and the jobs can be lucrative. Part of her organization’s mission is to relay that message to a younger audience.

“There’s so many opportunities and they get paid well,” Hayes said. “In the construction industry, you get 99 cents on the dollar for comparable work to men, in comparison to 82 cents on the dollar.”

On Tuesday, employers hosted dozens of hands-on exhibits in the hopes of creating a lasting spark for attendees. The next challenge will be to nurture it so more new faces pursue a career down the road.

“Girls can do anything, even when it’s hard,” said Gonzales.

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“We want you in this industry, how can we help support you in getting you into this industry,” Hayes said.

Conor McCue

Women are increasingly entering the construction industry, with female apprentices nearly doubling from 2016 to 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?

Farkhana Safargaleeva, a 59-year-old crane operator, returned to work after retirement with 15 years of experience.

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
Read also
"Miss Pampushka 2022".
Convicted prisoners beauty contest held at EU institution 164 / 6
On the eve of March 8, the Council of Mothers congratulated the deputy akim of the region Gani Nygymetov
Women of different professions were congratulated on March 8

Female crane operators at Unity LLP are supported by relatives and colleagues, and require calmness and attentiveness.

Tata Steel has hired female operators and promotes workplace diversity and inclusion.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

Women comprise only 10.9 percent of the construction industry's workforce.

Programs like the Women into Home Building Employment Programme aim to promote industry careers to young women.

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

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

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

vocational training
inclusive policies
educational programs

Suffolk Construction's Career Start program aims to recruit women for traditionally male-dominated jobs.

Title:

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

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

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

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

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

Daniela Farias and Sydney Rocha work in the construction industry.

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

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

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

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

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

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

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

READ: Trader Joe’s to open Palm Harbor store

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

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

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

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

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

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

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

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

Recruiting women in construction signals a changing mindset and provides role models for young girls.

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

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

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

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

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

The construction industry is shifting towards greater gender equality, with women excelling in male-dominated roles.

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

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

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

active recruitment of women
promote women to higher roles

The International Maritime Organisation (IMO) aims to achieve global gender equality in the maritime sector by promoting women's participation.

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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.

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

active recruitment of women
promote women to higher roles

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

AASTMT and AWIMA signed an MoU to promote gender equality in the maritime sector.

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

Mentorship programs can support women's career advancement in male-dominated fields by connecting them with top professionals.

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Content: MIW Open Applications For Annual Music Programming Mentorship

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Mentoring and Inspiring Women in Radio is now accepting applications for the organization’s 2024 Elevating Women in Programming Mentorship. Now in its sixth year, this year-long program is tailored for women in music programming roles.

The MIW Elevating Women in Programming Mentorship connects the selected mentee with top programming professionals, providing personalized discussions, networking, and career advancement opportunities within the radio industry. The mentee will also be able to attend NAB Show 2024 in Las Vegas in April.

This mentorship is open to female brand managers, content/program directors, assistant program directors, and music directors across US radio. Applications are currently being accepted until February 16 through the MIW website.

Previous beneficiaries of the mentorship include WHUR’s Traci LaTrelle, Audacy’s Leslie Scott, Townsquare Media’s Meg Dowdy, iHeartMedia Las Vegas’ Amanda Habrowski, and the late Grisel Barajas.

MIW Board President Ruth Presslaff said, “Our yearly Gender Analysis study consistently reveals a stark underrepresentation of female leadership in the field of programming. We have helped women achieve their programming career goals through this mentorship and are actively seeking the next deserving candidate to support on their journey.”

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

These programs can be tailored to specific industries, such as crane operation, to support women's careers.

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

vocational training
inclusive policies
educational programs

Networking opportunities, provided through industry events and conferences, are essential for career growth and development.

Past beneficiaries can serve as role models, inspiring other women to pursue careers in these industries.

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

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

Mentorship and coaching can help women develop skills and confidence to take on leadership roles.

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Content: News
INDIA
2 hours ago

Empowering Women to Embrace and Excel in Leadership Roles

Apoorva Aggarwal
Updated on Apr 13, 2023, 16:18 IST- 5 min read

How often do you come across a woman leader who is taking the reins and leading a company or organization to success? Despite the progress made in gender equality, women are still underrepresented in leadership positions and need to be empowered to take on these roles. The Seventh Edition of Avtar & Seramount Best Companies for Women in India (BCWI) report highlights the bottleneck in the women talent pipeline; with only 26% of women in managerial roles in 2022, further decreasing to 18% at the senior managerial level and a mere 17% at the corporate executive level.

Although there has been a marginal increase from 33% to 38% in the representation of women at entry levels, more needs to be done to create equal opportunities for women in leadership roles. It is not just about hiring more women; instead, organizations should strive to create an environment where women feel included, valued, and fully integrated into the culture.

Unsplash/Representational Image

Women leaders possess a distinctive combination of innate traits, including empathy, open-mindedness, and compassion, which allow them to bring a unique perspective to the table and lead with a human-centred approach. By fostering a diverse group of viewpoints, businesses can generate ideas that reflect the needs of a broad range of customers. This ultimately leads to more successful, innovative, and profitable outcomes.

So, what stops women from reaching their full potential in the workplace?

Studies suggest that factors such as gender bias, lack of representation in leadership positions, and work-life balance challenges can all play a role.

Impeding their professional advancement, one of the most prevalent barriers is the pervasive issue of gender bias that leads to women being overlooked and undervalued, resulting in their voices often being unheard.

Another significant barrier for women is the lack of flexibility in the workplace. Women face a challenge balancing work and family responsibilities in the workplace, which can lead to them having to choose between advancing their careers and taking care of their families. If the demands of their job interfere with their personal lives, they may leave the organization, resulting in the loss of valuable talent.

Unsplash/Representational Image

The few networking opportunities available to women poses yet another challenge. Networking is essential for career advancement, but women frequently have trouble connecting with established networks. As is often observed, network groups are often male-only, which prevents them from networking with powerful people in their industry.

Finally, the lack of female representation in leadership roles means that there are limited role models for women to look up to in their careers. This can make it challenging for women to envision themselves in senior positions and may discourage them from pursuing ambitious career paths. This can make it difficult for women to navigate their careers and get access to the resources they need to succeed. This is frequently accompanied by a delay in having someone senior in the organisation proactively guide them at the grassroots level.

Here's how organizations can take gradual yet effective steps towards achieving greater representation of women in leadership positions

Unsplash/Representational Image

Achieving gender diversity in leadership is not just a matter of ticking boxes or meeting quotas. It requires a fundamental shift in organizational culture and mindset towards valuing and promoting diversity and inclusion.

Developing a culture that motivates and supports women's leadership aspirations is imperative. Men and women alike must take the initiative in creating opportunities for women to lead, acknowledging, and honouring women's accomplishments, and ensuring that women have equal access to resources and opportunities as their male counterparts. Additionally, it is essential to foster a culture where women feel confident and empowered to say no.

To promote gender diversity in leadership positions, companies can adopt a proactive approach by implementing tailored leadership development programs for women. These initiatives can offer coaching and mentoring opportunities that empower women to enhance their skills and confidence, enabling them to excel in leadership roles. In addition, senior leaders within the organization can serve as mentors and advocates for women's leadership, providing valuable guidance, support, and acting as inspiring role models to encourage other women to pursue similar paths. To ensure equitable representation of women in leadership, it is essential to identify and champion their talents from an early stage in their careers.

Lastly, networking events and programs can be powerful tools for women to build relationships, share knowledge and experience, and expand their professional networks. These can lead to potential job opportunities, as well as provide opportunities to learn valuable skills such as self-promotion, negotiation, and assertiveness.

Unsplash/Representational Image

Everyone wins with more women in leadership

The positive impact of diversity on a company's financial performance has been well-documented, as highlighted by a McKinsey report titled "Diversity Wins: How Inclusion Matters". It found that companies with a higher representation of women on their executive teams - ranking in the top quartile for gender diversity - were 25% more likely to surpass profitability expectations when compared to those in the bottom quartile.

Creating a world where women can fully embrace leadership roles requires a joint effort from organizations and women. Companies can play their part by addressing the barriers that prevent women from achieving their full potential while women work on removing their self-limiting beliefs and advocating for themselves. It is only through collaboration and support that we can achieve gender equality in leadership positions.

The author is Office Managing Principal (OMP), ZS

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

Companies with more women in leadership are 25% more likely to exceed profitability, making mentorship and networking essential for female crane operators.

The Women in Food & Agriculture Mentorship Program matches applicants with mentors based on preferences like gender and industry sector.

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Content: Applications Open for Women in Food & Agriculture Mentorship Program

Dan Agri-Business, This Land of Ours

Applications are open for Women in Food & Agriculture Mentorship Program. That’s coming up on This Land of Ours.

Alltech recently announced applications are now open for the Women in Food & Agriculture Mentorship Program. Now in its third year, the free-to-join program matches applicants based on their preferences, which can include gender of mentor, areas of expertise, language, and industry sector, and offers opportunities for women in food and agriculture to develop meaningful industry connections.

Alltech President and CEO Mark Lyons says, “We view our involvement in the Women in Food & Agriculture mentorship program as an investment not only in the lives of women but in the future of agriculture.”

Women in Food & Agriculture is looking for mentors of any gender who have at least one year of experience in the food and ag sector. During matching, the organization will ensure all mentors have more work experience than mentees, so this should not be a barrier to mentors applying.

Applications are open now for the Women in Food & Agriculture (WFA) Mentorship Program, supported by Alltech. For more information and to apply to be a mentor or mentee, visit https://wfa-initiative.com/mentorship-program/.

Listen to Sabrina Halvorson’s This Land Of Ours program here.

Sabrina Halvorson
National Correspondent / AgNet Media, Inc.

Sabrina Halvorson is an award-winning journalist, broadcaster, and public speaker who specializes in agriculture. She is a native of California’s agriculture-rich Central Valley.

The Sisters in Mining program offers women 7-day pre-employment and 12-month training, on-job coaching, and vocational education to succeed in mining.

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Content: Thiess sisters doing it for themselves

Launched in 2013, Thiess’ Sisters in Mining (SIM) program enables Aboriginal and Torres Strait Islander women to transition into the mining sector as trainee haul truck drivers.

The SIM Program was born out of Thiess’ reconciliation commitment to ensuring the economic benefits of mining contribute to, and empower, the culture and social aspirations of our First Nations peoples through the creation of long-term employment opportunities.

The program begins with a seven-day, pre-employment program to kick start their career in the mining industry. Building on participants’ prior experience and their preferred learning style, the 12-month program integrates on the job coaching, training in haul truck simulators, as well as structured learning through a vocational education and training (VET) course in Surface Extraction Operations.

Studies undertaken during the traineeship contribute to a nationally recognised qualification in Surface Extraction Operations.

Following successful completion of the program, most women take up permanent full-time positions as haul truck operators. In addition to the career-enhancing technical competencies acquired, participants receive important life-skills training and mentoring throughout the traineeship.

Now in its 10th year, the program has been rolled out across central Queensland projects including Curragh North, Lake Vermont, Caval Ridge and Peak Downs. The program has supported 75 women through to successful completion, with around 90 per cent of those women offered employment at Thiess.

The program is seen as pivotal to increasing the number of women in a traditionally male-dominated mining and resources industry.

Program partner, the Department of Seniors, Disability Services and Aboriginal and Torres Strait Islander Partnerships (DSDSATSIP), sees the lasting value the Sisters in Mining program brings.

Program Manager Rockhampton Central Queensland Region for DSDSATSIP, David Thompson, said beyond creating resource sector jobs, it empowers women to pursue aspirations in work and beyond, as role models and community leaders.

“We are proud to play a part in connecting Queenslanders with lifechanging opportunities,” he said.

Through sustainable employment, Sisters in Mining transforms lives and communities and brings valued team members and real benefits to our business.

About Ray Chan

Editor of industrial titles and mastheads with Prime Creative Media. Publications include Rail Express and Australian Mining (web content).

To keep up to date with Australian Mining, subscribe to our free email newsletters delivered straight to your inbox. Click here.

Mentorship programs can support female crane operators' careers by providing necessary skills and guidance.

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Content: US Markets Loading... H M S In the news
HOMEPAGE

How to find a mentor in the workplace who will help your career, according to KPMG's Laura Newinski and Condoleezza Rice

This story is available exclusively to Insider subscribers. Become an Insider and start reading now.

  • KPMG's eighth Women's Leadership Summit focused on female business leaders.
  • Laura Newinski, a KPMG COO, and Condoleezza Rice, a former secretary of state, spoke on mentorship.
  • Newinski and Rice said women should look for mentors with careers they want to emulate.

One of the top three reasons HR professionals implement mentorship or coaching programs at their organizations is to create a more diverse workforce, a 2021 study by the human-resources insights platform HR Research Institute found.

This is one of the reasons KPMG sought to bring together businesswomen on the path to the C-suite at its eighth annual Women's Leadership Summit in June. Speakers, such as Condoleezza Rice, a former secretary of state, and Laura Newinski, the COO of KPMG US, discussed the importance of mentors and how to find one.

Mentors were integral to Rice's and Newinski's career success, they said. Rice, as a Black government official, and Newinski, as a woman in a high-profile role, were surrounded by colleagues who didn't look like them. Still, the pair found people who shared their career goals and were willing to guide them, they said. The mentors they recruited helped them shatter glass ceilings in their fields and grow their careers.

Here is how Rice and Newinski found their mentors, what they looked for, and their advice for women looking for similar professional relationships.

Mentors who share your journey

The demographics of the workforce are changing for the better, with more women rising through the ranks of the workforce every day, Newinski told Insider. But that doesn't mean women should wait to find a female mentor.

"I believe in situational mentors," Newinski said. Situational mentoring is when a mentee turns to an expert for advice on a specific task or topic, and it's normally short term, Kathy Wentworth Drahosz, the CEO of the workplace training program The Training Connection, wrote on LinkedIn. But Newinski's situational mentors have been lifelong coaches. "I've had a couple of very long-term mentors who were people that I turned to for help figuring something out, and in my case, one of them was a man."

Newinski sought this mentor because he had already been through steps in his career and life that she was about to embark upon, including balancing raising children and a demanding career. For example, Newinski and her husband were deciding whose career needed to take priority, and her mentor had already navigated that process with his spouse.

And sometimes, it's just about working with what's available. Rice didn't have a lot of options when it came to finding someone who shared her life experiences or identity.

"Your mentors don't always look like you," Rice said. "My mentors were actually white men, or old white men, because those were the people who dominated my field."

Mentors who tell you the truth

Outside of finding a mentor who shares your career and life paths, Newinski said, it is important to find a mentor who will be honest with you.

For example, if you believe you excel at a particular task, make sure to get your mentor's truthful input, she said. Newinski uses her mentors as a "filter" and asks them to help her answer questions like these: "What do I think I'm good at, but I'm not good at? And what am I actually good at?"

The importance of having someone who will tell you the truth and who will guide you cannot be underestimated, Rice and Newinski agreed.

"I'm a great believer that mentors make a huge difference in your life," Rice said. "The important thing is to find people who will advocate for you and who will take an interest in you."

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

vocational training
educational programs
mentorship opportunities

Female crane operators need professional skills training.

Title:

Content: Helping young people achieve their dreams across the world! The Penghu Branch of the Ministry of Labor Gets a Competitive Advantage for Youth
Reporter Huang Shou-shuang / reporting from Kaohsiung
The Department of Labor Development of the Ministry of Labor has actively promoted investment in youth employment programs, breaking through the gender framework for young people to achieve a competitive advantage, showing that they do not let their eyebrows go, and bravely breaking into the offshore wind power work field, because they keep improving, so that their lives can be turned around, and they can increase their value and pay.
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The second phase of the Youth Employment Program is to help unemployed or jobless youth aged 15 to 29 with professional skills and employability in key industries. The training fee for participating in the New Pioneer Program is up to 100,000 yuan per person. At the same time, in order to relieve the financial pressure of trainees during training, there is a monthly learning incentive subsidy of 8,000 yuan during training, which can be subsidized for up to 12 months.
Guo Genghua said that a 29-year-old female student who participated in the industry's new frontier plan has broken through the gender framework, showing that she does not let the eyebrows go, bravely breaking into the offshore wind power work field, because she keeps improving, let her life turn over, and give herself a raise.
Guo Genghua also said that the female student university major in business management, because of the personality of extrovert and like sports, after graduation, had done sports powder editor, sports substitute teacher, construction supervision and other work, but long-term, life and income instability, let her feel at a loss for the future, about to enter the age of 30, she hopes to find a skilled job and stable employment. With the encouragement and introduction of his family, he enrolled in the Offshore Wind and Marine Engineering Career Counseling Program of the Penghu Branch of the Penghu District of Kaohsiung City, and decided to give himself an opportunity to study in a cross-disciplinary field.
The female trainee pointed out that because she graduated from a non-related department and never touched the field of electromechanical or marine engineering, and in the training process, she often has to carry more than 10 kilograms of equipment, simulating land and sea hanging operations or first aid subjects, which is a challenge in terms of physical strength and endurance, so relatively few women are involved in related work.
At the beginning of the training, she was full of anxiety and fear, but the equipment of the training unit not only passed the international safety standards, but also every instructor and teaching assistant has a professional license. During the training period, she successfully obtained five basic safety training certificates from the Global Wind Organisation. Before the training, she attracted the favor of manufacturers through job matching, and successfully entered the Danish company Global Wind Service Taiwan Branch to become a wind technician.
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What are governments doing to promote and aid women in construction or maritime industries?

vocational training
educational programs

The Global Wind Organisation provides essential basic safety training certificates for female crane operators.

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

vocational training
educational programs

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

The NCDMB offers a 12-month training program in Mobile Crane Operation for young university graduates.

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Content: Champion Newspapers Limited
For a better society

NCDMB, Waltersmith Refinery, partner on graduate retraining

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General Manager, Upstream and Monitoring, Nigerian Content Development and Monitoring Board (NCDMB), Engr. Jeff Tuatuagha with officials of Waltersmith Refining and Petrochemical Company Limited at the kick-off ceremony of Nigerian Content NC-Remedial Training Programme for young university graduates held on Friday in Port Harcourt, Rivers State.

A 12-month Nigerian Content NC-Remedial Training Programme for young university graduates kicked off on Friday in Port Harcourt, Rivers State, with 29 trainees expected to focus on general skill sets and specialised skill sets that would fit them for oil and gas industry operations.

Organised by the Nigerian Content Development and Monitoring Board (NCDMB), in conjunction with Waltersmith Refining and Petrochemical Company Limited, the programme would introduce the participants to Entrepreneurship, Health Safety at Work, Information and Communication Technology (ICT), and Engineering Materials, under the general skill sets. These are compulsory for all the trainees.

Specialised skill sets, where participants are required to concentrate on one or the other of the many competencies available, include Project Management, Scrum Master, Quality Management System ISO 9001:2015, Welding and Fabrication, Mobile Crane Operation, Plumbing and Pipe-fitting, and Mechanical Engineering Designs.

At the Kick-off Ceremony at Dexterous Applied Training Institute, Port Harcourt, the Director, Monitoring and Evaluation of NCDMB, Mr. Akintunde Adelana, said the programme is for human capital development which is central to the mandate of the Board, and also for the good of the trainees who need such vital skills to secure employment in the oil and gas industry and to become employers themselves.

“This is the beginning of a new phase in your lives,” he explained to the trainees, noting that “The industry is in need of manpower, but manpower that is skilled.” He urged them to make the best of the opportunity provided, while emphasising that the Board is “going to be tracking [their] progress” and also monitoring the quality of training imparted. He assured them that they would receive “globally recognised certification” at the end of the programme.

The Director who was represented by Mr. Jeff Tuatuagha, General Manager, Upstream and Monitoring of the NCDMB, commended Waltersmith Refinery for keying meaningfully into the capacity building programme of the NCDMB and for the sound organisation in putting together the current training programme. He was similarly impressed with Dexterous Applied Training Institute for successfully conducting the selection process based on personal data extracted from NCDMB’s Nigerian Oil and Gas Industry Content Joint Qualification System (NOGIC JQS).

The Group Head, External Affairs and Government Relations of Waltersmith, Mrs. Eriye Onagoruwa, echoed the point made by the NCDMB Director on opportunities in the oil and gas industry, noting that “There is a mad hunt for manpower in different sectors of the economy. But you must have the required skills.”

She said: “Discipline and consistency are vital” to achieve their goals, and that they must eschew entitlement mentality which inclines individuals to believe that they could secure employment simply because of where they come from. “No handovers anymore,” she reiterated, adding that there are no short cuts either.

On the training scope for the programme, the Assistant Training Officer at Dexterous, Mr. Dumam Abila, said there are two broad categories, namely, professional and vocational. Under the professional category are Procurement and Supply Chain Management, Project Management, Safety Courses, Software Operations, Quality Management Systems, and Engineering.

Vocational courses include Welding and Fabrication, Building and Construction, Lifting and Rigging, Dry Plant Equipment, Maintenance and Operation, and Heavy Duty Equipment Operation.

The Institute’s Chief Training Officer, Engr. O.C. Scott, told the participants that the programme is designed to bridge “the gap between academic training and industry practice,” and encouraged them to approach trainers to discuss whatever challenges they experience at any point. In response to a question from a trainee, he said hands-on training for some of the courses would be held at operational sites in Port Harcourt and Warri, Delta State, and that accommodation would be provided when the programme takes them to Delta State.

Dexterous is an internationally accredited training provider and a leading member of the Oil and Gas Trainers Association of Nigeria (OGTAN). It is also a City and Guilds Qualification Certification Centre.

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

Hands-on training is held in Port Harcourt and Warri, providing practical experience for female crane operators.

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?

vocational training
educational programs

Farkhana Safargaleeva, a female crane operator with 15 years of experience, breaks stereotypes in a male-dominated field.

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

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

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

attitudinal biases at work
having to work harder to prove oneself

Women comprise 25 of 152 employees at Unity LLP and are praised by the chief engineer as excellent professionals.

The government supports TVET institutions, providing practical training for artisans, including female crane operators.

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Content: Government committed to technical and vocational training - YEA

The Deputy CEO of the Youth Employment Authority (YEA), Alhaji Ibrahim Bashiru, has expressed concern on Ghana's artisanal industry slipping into the hands of neighbouring countries.

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Alhaji Bashiru however was happy that government was working to revitalise the artisanal space with substantial resources channeled into that space to broaden the scope of technical and vocational education training (TVET) across the nation.

He made this remark at the graduation ceremony of the fourth batch of forklift and mobile crane operators which took place at the Regional Maritime University in Accra recently.

The graduation was on the theme: "Equipping African Youth with employable skills critical for sub–Regional Security and Development”.

According to him, today TVET institutions stand as strongholds of practical knowledge, poised to rejuvenate the collapsing artisanal sector and drive economic growth identifying collaborations between agencies like the YEA and TVET services as part of concerted efforts to support aspiring artisans.

Alhaji Bashiru proposed a partnership between the Regional Maritime University and YEA to pioneer training sessions for head porters, adding that such an initiative would not only empower the youth but also align with the broader agenda of tackling Africa's burgeoning youth unemployment crisis.

“Ghana’s unemployment rate stands at 14.7 percent, a figure poised to escalate without proactive intervention,” he said, pointing out that traditional academic pursuits no longer guarantee employment; instead, the job market clamors for skilled professional’s adept in fields like technology, oil and gas, and various trades.

He lauded the efforts of the Regional Maritime University for the key role they play in supplying the workforce with competent technocrats and artisans and for their pivotal role in shaping Ghana's job landscape.

The President of the National Association of Heavy-Duty Equipment Operators Ghana (NAHEOG), Mr. Dominic Kofi Eyiah, in his remarks, emphasised the indispensable role of equipping youth with employable skills in a world characterized by constant change and myriad challenges amidst beckoning opportunities.

He underscored the significance of the heavy-duty equipment operation field, labeling it as a cornerstone sector that bolsters numerous industries and propels economic advancement across the continent.

He challenged the new cohort of operators to recognize their pivotal role in shaping the future of Africa, from construction sites to mining operations, and from transportation networks to energy infrastructure.

Beyond their technical acumen and proficiency with machinery, Mr. Eyiah highlighted the graduates' embodiment of resilience, determination, and ingenuity, qualities emblematic of African youth. He hailed them as the vanguards of change, the architects of tomorrow, tasked with spearheading progress and development at every juncture.

He urged the graduating students to embrace responsibility, diligence, and a steadfast commitment to safety, while upholding the highest standards of professionalism in their endeavors.

The Ag. Vice Chancellor of the Regional Maritime University, Dr. Jethro Brooks Jnr, called on member states of the University to support the training with the necessary facilities and resources to ensure the programmes remain at the forefront of industry standard.

He also called on industry to provide slots for industrial attachment to trainees adding that practical experience is invaluable and will greatly enhance the competence and readiness of graduates.

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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?

vocational training
inclusive policies
educational programs

The Saudi Technical Institute offers a two-year diploma program in Crane Operation, covering Lifting and Loading techniques.

Title:

Content: The Saudi Technical Institute for Petroleum Services announced the start of registration for the accredited diploma program ending with employment. The training will be in one of its branches in Dammam, Al Khafji and work in one of the leading companies in the energy sector and the oil and gas industry, a two-year diploma program.
The Institute referred to the approved programmes:
Mechanics, Electricity, Precision Machining, Piping Works Operating, Welding, Health and Safety, Lifting and Loading, Refrigeration and Air Conditioning, Scaffolding, Drilling, Crane Operation, Industrial Security.
The Institute explained to the advantages of training, which include: -
Training completed with employment in one of the companies of the gas, oil and energy sector, diploma approved by the General Organization for Technical and Vocational Training, monthly bonus of not less than 3000 riyals per month, registration in social insurance, medical insurance.
Application Deadline:
Applications are available from Sunday 23 / 3 / 1445H until Saturday 6 / 4 / 1445H.
To apply through the following link: - here

Tata Steel provides training for female Stacker-cum Reclaimer operators.

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

Crane operators need diverse technical skills and constant learning to excel.

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

Professional skill competitions help crane operators work safely and efficiently.

The construction and maritime industries are traditionally male-dominated, but initiatives like the UAE's "Leaders in Difference" are promoting diversity and empowering women.

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Content: Energy and Infrastructure Launches ‘ Leaders in Difference ’ Initiative
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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?

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

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

active recruitment of women
promote women to higher roles

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

The International Maritime Organization (IMO) aims to achieve gender equality in the maritime sector through its Gender Diversity Programme.

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

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

DP World prioritizes women in leadership and celebrates UAE Women's Day to promote diversity.

Title:

Content: Supports initiatives to build impactful partnerships with the community
Priority for women in leadership positions at DP World
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DP World celebrates UAE Women ’ s Day 2023, which is held under the theme “Sharing for Tomorrow ”, in line with the UAE ’ s theme of the Year of Sustainability,“ Today for Tomorrow ”, to emphasize the importance of its role and efforts in promoting sustainable development, as well as its significant contribution to the development and renaissance of society.
Emirati women are of interest to the organization, with a number of Emirati women holding key positions within the organization, paving the way for them to assume leadership positions. Latifa Ibrahim Hassan, Senior Executive, Sustainability, Corporate Support, oversees the sustainability efforts of DP World ’ s Corporate Support Division, with solid knowledge in the field of information technology and technology.
Munira Abdulla Al Balooshi, Aluminium Supervisor – General Cargo Department, completed her business management specialization and joined DP World in 2005, where she works in the General Cargo Department responsible for data analysis, focusing on the petrochemicals and aluminium sector.
Meetha Al Sabousi, Emiratisation Officer, Human Resources Management, holds a Bachelor of Science degree in Human Resources Management from Zayed University in Dubai. She works at DP World to support Emiratisation strategies. Mona Farid Ibrahim Ahli, Engineering Planning and Management Engineer, graduated from the Mechanical Engineering Department at Khalifa University and joined DP World in 2020.
A model of empowerment
Latifa Ibrahim Hassan said: “I started my journey with DP World through the HCT Alumni Career Fair and once I reached out to her, I found that what she was offering was exactly in line with my ambitions.
In my work, I lead programs and initiatives that aim to build impactful partnerships with the community and promote sustainable change.
On Emirati Women ’ s Day, I am filled with pride and enthusiasm for belonging to the UAE, which has become a model example of empowering Emirati women who have brought their commitment and dedication to the highest ranks, and have affirmed that they do not know the impossible.
I am pleased to invite the new generation of young women to enhance their creativity and innovation, and to take their ambitions to higher heights, while maintaining the strength and determination to achieve their goals.
On this occasion, I look forward to seeing my country continue its journey and establish its position as a model of development and progress, and a platform for the concepts of innovation and inclusion; my vision and ambitions towards the future were inspired by the tremendous opportunities that our country is witnessing in various fields. ”
Stimulation and growth
Munira Abdulla Al Balooshi said: “Being a member of the DB World family is a constant source of motivation and growth, and drives me to live up to my ambitions. Every day I find inspiration through different opinions and new perspectives, creativity and the constant pursuit of personal development.
On this day, I draw further inspiration from my work, evoking the achievements of Emirati women and their creativity, and I am proud of what I have achieved in my career at DP World by developing automated reporting and implementing new customer evaluation procedures.
By relying on continuous learning, I have been motivated to develop my experience at DP World, which values and supports my enthusiasm by encouraging the further development and development of my personal skills. ”
Fully Ready
Meetha Al Sabousi said: “My role at DP World is multi-tasking, from qualifying new Emirati graduates to participating in the various Emiratisation initiatives we offer.
I work to provide guidance to trainees on their journey at the institution, cooperate with universities and colleges to attract new talent, support our strategies in providing human resources, and we are always happy to monitor the development of trainees and the growth of their experience in the path of professionalism, and gain confidence in this field, and ensure that they are fully prepared to perform the tasks assigned to them in the future.
We appreciate and cherish the support and encouragement given to women in the UAE by the leadership to enhance their skills and develop their abilities, pave the way for them to assume leadership positions, and enable them to participate in all fields. ”
The UAE society is characterized by its unwavering support for women ’ s participation in various fields, so I call on our girls to enhance their ambitions and confidence in their ability to overcome challenges to achieve excellence and leadership.
A career.
Mona Farid Ibrahim Ahli said: “I found my way to DB World at the jobs fair; my work is focused on engineering data, and in this role I collaborate with many colleagues in our team, make sure our operations are in line with international standards, and I am responsible for preparing the budget.
On the occasion of Emirati Women ’ s Day, I find myself very proud of the high level achieved by Emirati women in various fields and sectors, and the great opportunities provided by the wise leadership for growth and giving. I hope that my daughters will also contribute in their role in building the bright future of our nation.
I always find inspiration and motivation to give, the work environment at the organization is encouraging and positive, as well as the support I receive from senior officials from my team.
One of the proudest achievements of my career is helping to develop a special application for engineers that simplifies procedures and helps us solve problems at work.
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What are construction and maritime companies doing to promote and aid women in the field?

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

JLL has launched the Women in Construction Initiative to promote diversity and raise awareness about the construction profession.

Title:

Content: To raise awareness about women ’ s representation in the sector
JLL Launches ‘ Women in Construction ’ Initiative in Multiple Schools in UAE
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JLL, a leading professional services firm specialising in property management, investment and project development advisory services, has announced the launch of the Women in Construction Initiative to celebrate International Women ’ s Day and Women in Construction Week.
Through this initiative, the company provides a platform through which actors from across the construction sector meet on visits to Dubai schools to raise awareness about the construction profession and increase the representation of women in the sector.
Louise Collins, Head of Project Services and Development at JLL UAE, said: “Women have been underrepresented in construction for decades, and tapping into the pool of female talent is more important than ever.
We at JLL are very excited about this, so we are delighted to launch this initiative with our peers, as an opportunity for us to connect with young minds from different schools in the UAE and encourage them to consider a career in this sector. ”
Several companies participated in the initiative, including Zotari, Turner & Townsend, Khansaheb and ASGC.
Schools participating in the first phase included Dubai College, Sunmark School, Regent International School and Nord Anglia International School in Dubai.
Ellen O ’ Connor, Head of Equipment Services Middle East and Africa at JLL, said: “The initiative consists of three parts, in which we present a series of one-hour interactive presentations with different speakers from the construction industry to give an overview of the career opportunities and challenges facing women who want to work in it. ”
Students interested in learning more about a particular profession can then participate in workshops with specialist experts, and eventually have the opportunity to join our coaching and mentoring programs. ”
JLL is a leading professional services company specializing in real estate and investment management.
Our vision is to shape the future of the real estate sector and provide productive opportunities and properties that enable everyone to achieve their ambitions, and in doing so, we aim to build a better tomorrow for our customers, our people and our communities.
JLL is one of the Fortune 500 companies with annual revenues of $19.4 billion, operating in more than 80 countries and employing more than 98,000 people worldwide, as of December 31, 2021.
JLL is the trade name and registered trademark of Jones Lang LaSalle Incorporated.
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Leighton promotes diversity with inclusive policies, including paid maternity and paternity leave.

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

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

EGA employs over 470 women in the UAE, aiming for 25% in supervisory positions by 2025.

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Content: EGA ’ s Women ’ s Empowerment Platform (WEP), the largest industrial company in the United Arab Emirates outside oil and gas, hosted a meeting to discuss ways to promote gender diversity across the country on the sidelines of International Women ’ s Day at EGA ’ s headquarters in Al Taweelah.
The meeting attracted a diverse group on behalf of the UAE ’ s leading institutions including ADNOC, Adrian Limited, ENOC, CCI France, EDF Energy, Ducab, Mastercard, Miral, Menalac, Nama Foundation for the Advancement of Women, Siemens, Sorbonne Abu Dhabi and Weiser.
The group discussed opportunities for collaboration to promote women ’ s empowerment at work in line with this year ’ s International Women ’ s Day theme, “Inspiring Inclusion. ”
EGA employs more than 470 women in the UAE, including 160 in operations, and aims to increase the proportion of women in supervisory positions to 25 per cent by 2025, compared to more than 22 per cent at the end of 2023, and to 15 per cent in all positions by 2026.
The majority of those enrolled in EGA ’ s graduate training programmes are women, with approximately 20 per cent of participants in national training programmes in the first year since the programme was opened to women.
EGA ’ s national training programmes develop the skills of high school graduates and enable them to take on technical and operational roles.
Abdulnasser Bin Kalban, Chief Executive Officer of EGA, said: “EGA is focused on promoting gender diversity as part of our ambitious goal of becoming a talent driven organisation.
We have made significant progress in this area, but much remains to be done.
Our commitment to reach our goals contributes to the UAE ’ s national strategy to increase women ’ s participation in the economic sector and society. ”
Last year, EGA launched the Challenge programme in partnership with Aurora 50.
The program brings together leading industrial companies to accelerate gender diversity in the industrial sector and work to address common challenges.
EGA is a signatory to the UN Women ’ s Empowerment Principles and is committed to promoting gender diversity in all of its businesses as well as expanding the role of women in industry and society.
In 2020, EGA launched its Women ’ s Empowerment Platform, which brings together women at all levels of the company to share their achievements and challenges, and promote professional development and growth.
# Company 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?

active recruitment of women
promote women to higher roles

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

Vistry Western has a 50% female director ratio and 34% female employees, exceeding the industry average.

Title:

Content: InYourArea Community

South west business builds a more equal foundation ahead of International Women's Day

Vistry Western now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm

By Danielle Hicks

EMBRACING EQUALITY: Female directors at Vistry Western

International Women’s Day on March 8, provides the perfect opportunity to highlight achievements and #EmbraceEquality - the theme for 2023 - and one business that’s celebrating change this year is Vistry Western.

In the last 12 months, the region - which builds Bovis and Linden properties in South Gloucestershire, Bristol, North Somerset, Somerset, Wiltshire, and Wales - now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm. Emma Colin, 38, is responsible for 142 employees and is joined on the board by Rachael Humphreys, regional land director; Sarah Sperring, regional customer service director; and Sue Scholfield, regional sales and marketing director, who also won the national Housebuilder of the Year Star Award in 2021.

Emma said: “International Women’s Day is important as it enables us to take a step back to reflect on our successes and review how we can make improvements to ensure our place of work is inclusive and provides equal opportunities for all. I’m proud Vistry Western has an equal number of male and female directors.

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“Having a balanced board provides different perspectives; we’re constantly learning from each other and it’s wonderful to see these different approaches having a positive effect on the working environment. In this day and age, having a balanced workforce should be the norm but in construction that is not the case.

“34 per cent of all of our employees at Vistry are female, compared to the industry’s 15 per cent average, but there’s still a lot of work to do to ensure we attract and retain a more diverse workforce. I feel the responsibility to call out behaviour, showcase best practise and be open about any struggles, so we can help spread change.”

Vistry places a strong emphasis on addressing imbalance and has an active Diversity and Inclusion working group and committee, which promotes equality and represents minority groups throughout the business.

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Emma added: “It’s great to see change happening. On the last site visit we held for UWE Bristol, we were really encouraged to see two thirds of the building surveying students were female.

“I’m really excited about the future at Vistry and will continue to champion change by encouraging more women into the industry - it’s a brilliant, dynamic place to work. This year, the western region will deliver over 500 properties across a range of developments, including large dual-branded consortium sites, joint venture schemes, and our first development in Wales.”

Ways Vistry Group has implemented change:

  • Between 2021-2022, Vistry promoted 11 females into director posts across the business.
  • Supported the use of the agile working policy to enable hybrid working.
  • Joined the ‘Women into Construction’ organisation, which has helped recruit women into all roles in the business.
  • Run events hosted by the ‘Women’s Network’ to promote the profile of women in construction.
  • Delivered recruitment training, which included the topic of ‘unconscious bias’ to support fair and consistent recruitment practice.
  • Analysed data on progression and pay gaps, particularly in light of the impact of covid, and produced action plans.
  • The company’s maternity leave policy has been reviewed and improved and the menopause guide sets out the support available to employees.

Get all the latest news, updates, things to do and more from your local InYourArea feed.

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?

The Maritime Employee Survey tracks industry diversity, inclusion, and global employment trends.

Title:

Content: Home / Shipping News / International Shipping News / Global call for feedback on employment conditions and tackling discrimination as 13th Annual Maritime Employee Survey opens

Global call for feedback on employment conditions and tackling discrimination as 13th Annual Maritime Employee Survey opens

The 13th edition of the Maritime Employee Survey from Halcyon Recruitment, Diversity Study Group and Coracle Maritime has been launched, with a call for maritime professionals from all corners of the industry to submit their feedback on their employment experiences.

The survey is focused on shipping’s global shore-side workforce, spanning all sectors, locations, disciplines and levels of experience. Among the areas of focus for this year’s survey are pay and benefits, access to training and development opportunities, discrimination in the workplace, and the provision of diversity and inclusion initiatives.

Running since 2009, the Maritime Employee Survey is one of the best-established benchmarking exercises on global employment trends in the maritime sector, shining a spotlight on the experiences of those in shoreside roles. Supported by more than a decade’s worth of data to help track long-term trends, the survey provides invaluable insights that are broken down by ship segment, by region and by professional field.

At a time when diversity, equity and inclusion (DEI) is rising up shipping’s agenda, the survey will also provide insight into the progress towards tackling discrimination in the workplace and on implementing diversity strategies and programmes to help drive positive change.

Calling for maritime professionals from across the industry to take part in the survey, Heidi Heseltine, CEO of Halcyon Recruitment and Founder of the Diversity Study Group, said:

“The past 12 months have seen the maritime world take cautious steps towards recovery as the worst of the pandemic seems to be behind us, but in a complex, fast-changing industry, there is no single story of where we find ourselves today. The experiences of those working in shoreside roles are diverse, but through this survey, we once again want to build a picture of the industry and identify the trends that can help employers to understand the experiences and priorities of its workforce.”

Heidi Heseltine, CEO, Halcyon Recruitment and Founder, Diversity Study Group

“We want to hear from everyone, whatever your role and sector, wherever in the world you’re based, and whether you’re an industry veteran or in your first year in the maritime industry. As well as benchmarking salary and benefits, we’re particularly keen to see if the industry is making meaningful progress on tackling discrimination and supporting greater diversity and inclusion. I’d urge everyone working in the industry to spare a few minutes to complete our survey.”

The 2022 survey is now open and will run until 14th October. It can be completed online here: The Maritime Employee Survey 2022

The survey is completely confidential and a full report of the results will be published later this year.
Source: Halcyon Recruitment

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The construction industry is promoting diversity and inclusion through initiatives like Construction Inclusion Week.

Title:

Content: There were 1,669 press releases posted in the last 24 hours and 401,839 in the last 365 days.

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.

###

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

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

The IMO has launched the International Day for Women in Maritime to support industry diversity and inclusivity.

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

Women can assume roles in male-dominated areas, challenging traditional gender barriers.

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.

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WKN: 885427 | ISIN: CA29250N1050 | Ticker-Symbol: EN3
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Enbridge: A Choice for Women Who 'WANTT' a Non-Traditional Career

In Oklahoma, fledgling non-profit helps women enter the construction industry through pre-apprenticeships

NORTHAMPTON, MA / ACCESSWIRE / March 12, 2024 / While catching up over coffee, friends Laura Stauffer, a petroleum engineer, and Margot Heyne-Bell, a retired electrician, wondered what they could do to encourage women in Oklahoma to pursue construction trades.

Both had heard stories of women working minimum-wage jobs, struggling to support their families. They also knew the state has low rates of women working in construction. How could they show women all the opportunities a career in a non-traditional trade could provide?

As they sipped their beverages, Heyne-Bell reflected that she got her start 37 years ago through a pre-apprenticeship program, ANEW, based in Seattle.

The pair had their answer: they could launch a program just like the one Heyne-Bell attended decades earlier.

Within months of their 2021 meeting, Stauffer and Heyne-Bell founded Women Accessing Non-Traditional Trades (WANTT), a non-profit organization that delivers a pre-apprenticeship program to help prepare women for a career in the construction industry.

"We can open doors," Stauffer explains. "We can help them find the type of job they want-it could be an electrician, it could be a plumber, it could be an HVAC contractor, it could be a laborer. It depends what they have interest in."

What the organization does is create a path for women to upgrade their skills and education. They learn how to use hand and power tools and how to read a blueprint; they take classes on basic construction math; and earn certifications such as OSHA for occupational health and safety, and CPR first aid.

"We teach basic skills so that when they walk on a job site, they're comfortable being there," Stauffer adds.

To date, the eight-week program has welcomed two cohorts, and they're preparing for their third in 2024.

Although WANTT is in its infancy, Enbridge recognizes the organization is transforming the lives of women and their families, giving them opportunities they never thought possible.

WANTT's mission aligns with our workforce diversity goals, as well as our company's commitment to help empower individuals to reach their potential. To support WANTT's important work, we awarded the non-profit a $15,000 Fueling Futures grant in 2023. By helping women find stable careers in the trades and earn liveable wages, WANTT is enriching the whole community.

Beyond the classroom, WANTT hosts a job fair for students to meet potential employers and assist them with the next phase of their apprenticeship.

"We recruit, we train, and then we help them get a job," Stauffer notes.

Oklahoma is starting to see large numbers of workers aging out of construction, she explains.

"There's going to be jobs coming, and there's going to be a demand-why not fill them with women?"

View additional multimedia and more ESG storytelling from Enbridge on 3blmedia.com.

Contact Info:
Spokesperson: Enbridge
Website: https://www.3blmedia.com/profiles/enbridge
Email: info@3blmedia.com

SOURCE: Enbridge

View the original press release on accesswire.com

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

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West Virginia Women Work offers tuition-free training in nontraditional occupations like construction and crane operation.

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Training Program Helps Women Take Advantage Of Construction Boom

Carpenter apprentice Brook Moyle always knew she wanted to make things.

“I love working with my hands,” Moyle said. “I like creating something. I like seeing my efforts build something.”

Moyle is a motivated person. She rode an electric bike from Fairmont to Elkins to make sure she made it to the first day of her apprenticeship. But Moyle said she didn’t think she had a chance at being a carpenter, or, at best, her dream was on the backburner while she worked other jobs in telemarketing and McDonalds. That is until she found West Virginia Women Work.

“They go through specific training courses, they go through almost all the trades, and then you get to kind of at least have the skills to pick something,” Moyle said. “If you do graduate from the program, you are kind of like put above the stock for anyone who did not, and tried to get into a union or a job or anything, because they have the connections to make that happen.”

Founded in 2000, West Virginia Women Work helps women explore, train, and secure employment in nontraditional occupations, especially the skilled trades.

“Especially in West Virginia, a four year degree isn't for everybody," said Carol Phillips, executive director of the program. "And just learning about, especially for women, the skilled trades, which maybe they didn't learn about in school or at home just due to gender roles,” she said. “Teaching people that you can come through this pre-apprenticeship program, you can join union apprenticeships, private apprenticeships, enter directly into skilled trades positions and make, you know, twice what you might make as a nursing assistant or even a school teacher. Just letting women know that there's opportunity.”

Earlier this month, Gov. Jim Justice announced $500 million for improvements to bridges across West Virginia. There are also several newly announced major construction projects, like the Nucor plant, that will need workers to make them a reality. For Phillips, the trained people from West Virginia Women Work are an obvious choice.

“We work with companies, unions, and groups on their equity planning,” she said. “If you're going to need 500 workers for something in the next six months, where are you going to get those from? We want those to come from West Virginia. If you're saying the workers aren't here, maybe you need to look at a more diverse group of workers.”

West Virginia Women Work prepares women for those roles through the Step Up for Women Construction Program, a tuition-free employment-based skilled trade training program designed to prepare adult women for entry-level positions in the construction industry and registered apprenticeships.

Nichole Stephenson is the Charleston program coordinator for Step Up for Women Construction training. Before going through the program herself, Stephenson was in healthcare for 10 years, but wasn’t happy. Despite being exposed to the trades her entire life, she never considered it an option.

“All of the men in my family are tradesmen, every single one,” she said. “I held the flashlight for every man in my family. My dad always said, ‘I work this hard, so you don't have to.’ What he didn't realize, and I don't think I realized at the time is, I loved it, I loved it.”

Choice is an important aspect of the program for Stephenson. Program students cycle through training in carpentry, electrical, plumbing and welding so that they can figure out what trade works best for them.

“This is a non-judgmental zone. So if you can’t hold a hammer, we teach you the proper way to do it. You don't walk onto a job site and, ‘She doesn't know what she's doing,’” Stephenson said. “What we do as coordinators is really work with students and watch them and see where their gifts are, and you know what they really tend to do well, and they find enjoyment in. It's not, ‘Well, I'm an electrician, because my dad was an electrician.’ It's choices, we show them so many things.”

Building confidence is baked into the program. Students are also coached on what Stephenson calls “soft skills,” things like interviewing and budgeting for delays in the weather-dependent construction industry.

Lakeisha Hines is the Morgantown program coordinator for Step Up for Women Construction. Like Stephenson, she also went through the program while seeking out a more promising professional future.

“We want to get the safety with OSHA 10 out of the way first, so we make sure that they are safety conscious, because that's the most important thing when you're working in construction,” Hines said. “Then we kind of sprinkle in some of the soft skills along with the handling portions of the program.”

Students also get a chance to visit project sites and speak to program graduates. Hines said it helps students see the future they’re working towards past the 12 weeks of training.

“I think it's empowering to them to see where somebody started, and a lot of those people have the same stories,” Hines said. “It starts with them actually applying and knowing that they can do the work, too. I think our program starts to get their self-confidence up, lets them know that they can do it. And these women tell their daughters that they can do it. And it's just like a trickle down effect.”

The next program in Charleston and Morgantown starts Feb. 27 and is currently accepting applications.

North Central/Morgantown Reporter, cschulz@wvpublic.org, 304-284-1497, @SchulzReports

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

vocational training
educational programs

The Step Up for Women Construction Program teaches women skills like carpentry, electrical, plumbing, and welding for entry-level construction positions and apprenticeships.

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

vocational training
educational programs

Thiess' Sisters in Mining program supports women in mining with 12-month training and coaching to increase female participation.

Tata Steel provides on-the-job training to female operators to promote gender balance in the workforce.

MDOT offers on-the-job training for women and minorities to increase female participation in construction.

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

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

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

Patricia Henderson is a woman that is about her business.

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

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

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

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

But instead of caving, she took control.

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

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

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

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

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

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

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

"The recruiting is working,” Jenkins said.

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

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

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

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

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

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

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

vocational training
inclusive policies
educational programs