The construction industry is traditionally male-dominated, but women made up 10.9 percent of employees in 2020.

Women are becoming crane operators, with companies like Tata Steel hiring and training them, challenging traditional gender barriers.

Technology has increased the accessibility and appeal of crane operation to women, providing a safer environment.

Construction companies have implemented diversity and inclusion initiatives, including paid leave and flexible work policies, to recruit and retain female employees.

The Biden administration has tied $6B in climate funding to DEI requirements, promoting diversity and inclusion in the construction industry.

Construction companies can provide training and support for women to increase female participation in crane operation roles.

Diversity and inclusion initiatives have increased female participation in the construction industry, challenging traditional gender barriers.

Investing in education and training, along with inclusive policies, can empower women in construction and promote gender equality.

Companies can attract and retain female employees by prioritizing safety and family-first culture.

Mentorship programs can help women in construction by providing guidance and support.

Language and behaviours are crucial for building an inclusive culture and improving industry performance.

Leadership behaviours like openness, curiosity, and humility drive inclusion, requiring psychological safety.

The construction industry can benefit from initiatives like Women into Construction, which offers funded training and childcare support.

On-the-job training programs, like MDOT's, can recruit women to construction and have seen significant growth in female enrollment.

Women can succeed in construction leadership with perseverance and attention to detail.

Only 10 percent of construction workers are female, but role models and early math and science education can encourage more girls to join the field.

The construction industry is traditionally male-dominated, but women made up 10.9 percent of employees in 2020.

Title:

Content: By Conor McCue

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

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

(credit: CBS)

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

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

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

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

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

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

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

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

(credit: CBS)

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

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

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

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

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

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

Conor McCue

How has the 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 are becoming crane operators, with companies like Tata Steel hiring and training them, challenging traditional gender barriers.

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

create training and apprenticeship programs

Technology has increased the accessibility and appeal of crane operation to women, providing a safer environment.

Title:

Content: Robot machinery the next generation of construction

i24NEWS

2 min read

'We are cutting production times and shortening projects. These are the main issues for contractors'

Robotic construction sites - an Israeli company is looking to fuse robotics software with the heavy industry and construction markets to combat a declining construction workforce.

Construction company Skyline Cranes and Technology, based in Herzilya of central Israel, is developing a remote-controlled crane that allows one to operate from the comfort of an office.

“You can see the wind speed, and with that, I know where the crane arm is and will be,” crane operator Omer told i24NEWS.

Co-founder and CEO of Skyline Cranes, Aviv Carmel, said the new crane can be operated offsite, from another city or even country.

“We are cutting production times and shortening projects. These are the main issues for contractors and developers, and even the end-user,” Carmel said.

Construction is a dangerous job with inevitable accidents, partly due to the limits of human ability.

“If I am 200 feet up, my eyes can’t zoom in and see who is working below. I need to rely on my radio,” Omer explained.

In Israel, roughly 40 people die each year at construction sites, while 5,300 die in the United States.

The new machinery not only addresses the dangers of the industry, but also the problem of a decline in high-scale construction workers in developed nations.

According to the Associated General Contractors of America, the construction labor force in the US is decreasing at seven percent each year.

“We are combining the high-tech solution with crane machinery, and we are bringing a new generation of operators,” Carmel told i24NEWS.

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

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

Construction companies have implemented diversity and inclusion initiatives, including paid leave and flexible work policies, to recruit and retain female employees.

Title:

Content: Leighton looks to revolutionize construction to promote a diverse and inclusive work environment
Contract 14: 00 2022 / 07 / 05
Share:
Share:
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?

commit to gender equality in hiring practices

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

The Biden administration has tied $6B in climate funding to DEI requirements, promoting diversity and inclusion in the construction industry.

Title:

Content: Biden admin locks $6B in climate funding behind DEI, inclusivity requirements

The department of energy is pushing for 'decarbonization' to be 'equitable and inclusive'

President Biden's administration locked $6 billion in federal funding for energy and manufacturing behind a series of mandates relating to DEI initiatives, the Department of Energy has revealed.

The DOE announced a $6 billion in investments granted to over 30 projects across the country as part of Biden's "Investing in America" agenda on Monday. The projects are aimed at boosting "decarbonization technologies" that the department says are "crucial to meeting the Biden-Harris Administration's climate and domestic manufacturing goals."

"Spurring on the next generation of decarbonization technologies in key industries like steel, paper, concrete, and glass will keep America the most competitive nation on Earth," Energy Secretary Jennifer Granholm said in a statement. "These investments will slash emissions from these difficult-to-decarbonize sectors and ensure American businesses and American workers remain at the forefront of the global economy."

The announcement later clarifies that projects receiving funding are required to develop and implement a "Community Benefits Plan" (CBP) ensuring that their impact will be "equitable and inclusive." The department also says it will monitor the implementation and may withdraw awarded funding if they are not satisfied.

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President Biden's administration locked $6 billion in federal funding for energy and manufacturing behind a series of mandates relating to DEI initiatives, the Department of Energy has revealed. (Fox News)

"The quality of CBPs will impact a project’s selection and ongoing evaluation throughout its lifecycle," the department added. "[The] phased project management approach allows the office to assess a project’s viability for continuation at major project milestones."

MOTHER WHO PULLED KIDS FROM PUBLIC SCHOOL OVER WOKE CURRICULUM SAYS HOME-SCHOOLING PRODUCES 'AMAZING' RESULTS

"CBPs are based on a set of four core interdependent policy priorities: engaging communities and labor; investing in America's workforce; advancing diversity, equity inclusion and accessibility; and implementing the Justice40 initiative," the department says on its website.

The "Justice40" initiative is a federal policy under the Biden administration requiring that at least 40% of overall benefits of certain federal investments go to "disadvantaged communities."

U.S. Secretary of Energy Jennifer Granholm lauded a $6 billion plan that locks federal investment funds behind DEI requirements on Monday. (Drew Angerer/Getty Images / Getty Images)

The DOE's Office of Clean Energy Demonstrations is handling negotiations with companies applying for funding awards. It named dozens of companies selected to begin the process in a separate release on Monday.

VIRGINIA GOV YOUNGKIN VETOES DEM BILL FORCING DIVERSITY DISCLOSURE REQUIREMENTS ON BUSINESSES

Examples include up to $500 million for the development of a "green aluminum smelter," and up to $125 million for "glass furnace decarbonization," among many others.

"By prioritizing tangible community benefits, the Office of Clean Energy Demonstrations (OCED) helps ensure the next chapter in America's energy story is marked by greater justice, equity, security, and resilience," the agency said.

President Biden's administration has a history of linking its economic policies to DEI and other Democratic initiatives. (Photo by Chip Somodevilla/Getty Images / Getty Images)

Biden's administration has a history of linking its economic initiatives to DEI and other Democratic priorities.

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The administration's highly touted bipartisan CHIPS and Science Act, one of the top legislative victories of Biden's tenure, was also quietly tied to a number of DEI initiatives.

That legislation, which Biden signed in August 2022, is designed to shore up U.S. semiconductor supply chains, earmarking $52.7 billion to establish the CHIPS for America Fund, which supports private-sector investment in domestic research and manufacturing. However, according to a review of federal filings, the funding is similarly contingent on applicants meeting a series of DEI requirements.

The White House pushed back on criticism of the requirements in a statement after Republicans in Congress started highlighting the issue.

"Thanks to President Biden’s Investing in America agenda, companies from across the world are investing billions of dollars building factories across the country and training veterans, people from rural communities, and Americans from all walks of life for the well-paying jobs they’ll provide," White House spokesperson Robyn Patterson wrote last week.

Fox News' Thomas Catenacci contributed to this report.

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

Construction companies can provide training and support for women to increase female participation in crane operation roles.

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

create training and apprenticeship programs

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

Diversity and inclusion initiatives have increased female participation in the construction industry, challenging traditional gender barriers.

Title:

Content: Jump directly to the content
NAILING IT

I’m a female builder – people are always shocked when I turn up on site, especially when I have my lashes and nails done

WHEN they first meet her, people are often surprised by construction worker Georgia Harper's choice of career.

Come rain or shine, the 22-year-old can be found on muddy building sites four days a week, working in a still predominantly male-dominated environment.

For Georgia though - who works as a trainee site engineer for Caddick Construction - it's the best job in the world, and all she's ever wanted to do.

Now, she's determined to break down old, outdated stereotypes that come with the building industry, and inspire more women to pursue a career in construction.

However she does admit people are still often quite surprised when she tells them what she does, and when she turns up to sites.

She says: "People always ask 'Why would you want to do that? It's dirty and cold'.

"I like to have my nails and eyelashes done from time to time, so when people meet me, ‘a woman in construction’, it's not always what they expect.

"I always have a laugh on site when anybody asks for the engineer and I turn up, as they’re usually quite surprised!"

'It's in my blood'

Even as a child, Georgia knew she wanted to go into the building industry.

She says: "When I was a young girl at primary school, I would often ask my dad if I could go to work with him delivering materials to building sites.

"It was here really that my early passions for construction were set alight.

"I loved to see all the different jobs going on around me, bringing such a huge build to life.

"I’d just think to myself, “this is amazing!”

"It’s also worth mentioning that my grandfather was a building surveyor, so it’s definitely in my blood!

"I’ve always wanted to be a site manager so becoming an apprentice engineer on site was the perfect foot in the door; I was getting some real hands-on experience."

'I'm on site four days a week'

Georgia's passion for construction carried through after she left school, and she pursued it professionally.

She says: "After college, I was encouraged into a university course, in urban studies and planning that didn’t quite suit my learning style.

"I soon left the course to pursue a more hands-on route into the industry and found the perfect apprenticeship with Caddick.

"Now, I’m on construction sites four days a week, with just one day at a desk at college.

"Caddick has given me so many training opportunities in the short time I’ve been with them and I’ve already got a lot of courses under my belt from first aid to fire marshalling.

"Before I secured my apprenticeship, I did get in touch with my local planning department and a local architecture firm where I was able to do some work experience, which was brilliant."

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

She says: "I love what I do so much and I just can’t believe that I’ve found myself in this industry.

"A lot of what I do is groundwork for big building projects, so it’s really rewarding to know that none of the final build would be possible without those foundations.

"I’m so proud everyday to do what I do, especially in a male dominated environment.

"Inspiring other women to get into it is definitely something I love doing.

"One thing I hadn’t anticipated when taking up a trade, was the diversity of each working day and the amount of amazing people you meet.

"We have new tradespeople on site everyday so you’re constantly interacting with a whole range of new people."

'There are drawbacks'

However, Georgia admits it can be challenging at times working in such a male-dominated environment.

She says: "Being a young woman in construction doesn’t come without its drawbacks.

"There aren’t always older female role models on site and not having somebody to relate to can be challenging.

"That’s why it’s really important to me to help drive change regarding the industry’s demographic.

"It can also be very arduous in the winter when it’s dark and cold, but in summer when the sun’s out, it’s the best job in the world!

"I love the guys that I work with, we have a great team on site, but I would love for more and more women to step into site roles in construction.

"You often find that women in the industry lean towards office-based roles, whether that’s design and architecture or administration but women are perfect for this job.

"With my work at Caddick, I’ve been invited into schools and colleges to speak to the students about what it is we do.

"When I was studying, I was one of three girls on my course.

"Now, there’s more of a 50/50 split in those classrooms, and it’s so great to see the next wave of women in construction coming through."

Climbing the career ladder

For career-focused Georgia, the only way is up from here.

She says: "Having an apprenticeship definitely has a positive impact on your financial prospects.

"Because I've got real life experience that my university counterparts don’t necessarily have, it just gives you an extra step up from entry level.

"From my role now as trainee site engineer there are loads of progression routes and the money definitely grows as you climb that ladder."

Topics

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

Investing in education and training, along with inclusive policies, can empower women in construction and promote gender equality.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

create training and apprenticeship programs

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

vocational training
inclusive policies
educational programs

Companies can attract and retain female employees by prioritizing safety and family-first culture.

Title:

Content: Please ensure Javascript is enabled for purposes of website accessibility
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

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

being able to support their families
being able to combine work and family

Mentorship programs can help women in construction by providing guidance and support.

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

create training and apprenticeship programs

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

educational programs
mentorship opportunities

Language and behaviours are crucial for building an inclusive culture and improving industry performance.

Title:

Content: The current tagline being used by Australian Contractors Association (ACA), is “Disrupt or Die”.

This is based on a report produced by BIS Oxford Economics (now Oxford Economics Australia), that continue to show the performance in the industry is lower than it was in 1990, or an average growth of -.1 % year on year since then.  It is an industry that is “stuck in the past” and that the industry has failed to innovate according to Disrupt or Die report.

The report highlights that the diversity continues to be low and the percentage of women in the industry is at 12%.  Additionally, men’s suicide rate continues to be high (6 times more likely to die by suicide than an incident).  Also, according to Workplace Gender Equality Agency the pay disparity between men and women is 13.3%, and much higher at more senior levels.

The culture of the industry is clearly not serving anyone.  We are all losing.

Research shows that a fundamental ingredient for a healthy culture is inclusion.  However, to create an inclusive culture in construction obviously won’t happen overnight, as it takes time and considerable effort to drive human behavioural change.   That said, we must start somewhere.  Anywhere!  But the key is to start now.  Thus, the strong current industry sentiment – Disrupt or Die.

Extensive research has shown that from an organisational perspective, companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.  At a time of economic struggle this may mean the difference between keeping the business open…or not.  Disrupt or Die.

From a purely economic point of view, improvements to the industry’s productivity performance could save Australia $47 BILLION annually.

We MUST change the culture.  Disrupt!!!

Inclusive Culture

How to disrupt and create a more inclusive culture?

Firstly, there are many different definitions for “inclusive culture” but for simplistic sake for this article, an inclusive workplace culture is one that is supportive of and respectful towards all employees of all backgrounds.

Further, this means a culture which every colleague feels a sense of belonging and connection.  Where people are valued for who they authentically are, and for their unique contribution and the difference they make.  They are listened to.  Seen.  Heard.  And their views are acted on.  Additionally, where people are treated with the same level of respect through the language and behaviours not just through a company policy or values statement.

“inclusion is intentional.  It is about identifying and removing barriers so that everyone can participate to the best of their ability.”

To create a workplace culture where individuals feel safe to be their authentic selves, a level of psychological safety must be created.  This means creating a space where people feel safe to speak up, are not shut down when expressing ideas, and are supported to show up authentically.  This takes time and effort and will not happen on its own.

Language and Behaviours

Two key ingredients to building an inclusive culture are our language and behaviours.

Behaviours

Data has shown that three key leadership behaviours can help drive inclusion include:

  • Openness – open to understand others that are different to them, which helps create a safe environment for people to speak up.
  • Curiosity – being openly curious about learning more from and about your teammates, and proactively seek out different perspectives to your own.
  • Humility – appreciating other people’s strengths and giving credit where it’s due.

It is vital to try to understand from the other persons perspective (perspective taking).  The only way to do that is to ask them …do not assume you know, because you don’t.  Only each of us understand our own perspective based on our experiences, culture, and upbringing.

Perspective taking example:  Ask someone, “I would be interested to know how that made you feel when (example of when a team member experienced something that was not inclusive), to help me understand how to change my own language and behaviours.  Lean in to understand and then evaluate if something needs to be changed.

Language

We have all grown up in different households and cultures and use different words to express ourselves, which makes it challenging to know or understand if you used language that was offensive to others.  Err on the side that your language could be offensive to others.  Lean in to understand when someone highlights this.

Here are a couple of examples from this week that are simple but could be easily missed if  you don’t look at it from a different perspective, or if the person/s offended don’t feel safe to speak up.

Perspective taking example:

(posted on LinkedIn)

Post:  “FFS…really?!”

Using language that makes people feel included is fundamental.  When purchasing items in your supply chain – think before you buy!  Is it inclusive?  If not – ask that they supply products that are.  Just by asking the question and then disrupting the thought process is the start of the journey.  Ask the team to identify things in your supply chain that are not inclusive to help the perspective taking.  Disrupt.

Another example:

(Email received)

“The kitchen guy just came to do some final measurements.  Walked past one of our painters on the way in.  Says to the husband, “so you hired the painters”.  The husband looks at him confused and he says, “young good-looking female” (followed with a wink and a nod).  Wife was now very angry.  The husband doesn’t want to rock the boat with the builder so stays quiet, which further infuriates the wife. She too stays quiet as her husband doesn’t like conflict so in respect to him, said nothing.  However, after the builder leaves, the husband and wife are at odds of how to handle the situation, which has now impacted their wellbeing (are angry) and their relationship (who should have spoken up).  They are now unsure if they want that builder in their house at all.  The supply chain is hot so should they now look for someone more respectful?  Or do they address the language used with the builder?

It’s challenging when the wrong language and behaviours are used in how to address the situation.  We need to include in our culture how to address such situations in a safe and inclusive way.  Perhaps in this case, just getting curious and asking the builder in a non-defensive way, “we’re curious to understand if you know how offensive that language and behaviour is that you just used?”.  Given that the construction industry culture lives in the past, he might have never been told!  Help him!  Disrupt!

Many times, we don’t want to call out the behaviour or language because we don’t want to be seen as going against our mates. If we call it out, we often believe we will, or do get ostracised as for calling out for changes.  All of this impacts the performance of everyone involved.

To disrupt the culture is challenging but by no means insurmountable.  Yes, it takes time and effort, but is in our control to change it!  It takes perspective taking from others and building a safe place to speak up.  The upsides to disrupting and building a culture that is more inclusive is one that outperforms, creates a space for us to be more authentic, more respectful, and is more attractive to work in for everyone.

Be a disrupter!

Lean into creating a safer and more inclusive culture.

The industry needs us all to help build a better future.

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

Leadership behaviours like openness, curiosity, and humility drive inclusion, requiring psychological safety.

The construction industry can benefit from initiatives like Women into Construction, which offers funded training and childcare support.

Title:

Content: InYourArea Community

Housebuilding industry encourages women into site management

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

By Kerigh Palmer

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

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

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

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

READ MORE

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

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

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

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

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

Submitted by Persimmon Homes.

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

create training and apprenticeship programs

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

vocational training
inclusive policies
educational programs

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

On-the-job training programs, like MDOT's, can recruit women to construction and have seen significant growth in female enrollment.

Title:

Content: News

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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?

create training and apprenticeship programs

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

vocational training
educational programs

Women can succeed in construction leadership with perseverance and attention to detail.

Only 10 percent of construction workers are female, but role models and early math and science education can encourage more girls to join the field.