To attract women construction workers, especially those operating heavy machinery, the company must understand the shift towards greater gender equality in the industry.

The construction industry is becoming more balanced, with women bringing unique skills like empathy and organizational abilities as the number of female engineers increases.

Women still face challenges in male-dominated industries, including bias, skepticism, and unfair treatment.

Companies can address challenges by providing training, mentorship, and a supportive work environment that promotes diversity and inclusion.

Women can access technical training on heavy equipment operation, including crane operation, and companies offer supporting certifications and training programs.

Mentorship programs can help women build confidence and skills, especially in non-traditional roles.

Diverse teams drive innovation and business success, and creating an inclusive culture that supports working mothers is essential for above-average earnings.

Companies can promote diversity and inclusion in construction by supporting women in non-traditional roles.

Empowering women in the workforce can lead to economic growth, staff stability, and increased innovation through diversity and inclusion initiatives.

References:

The construction industry is becoming more gender-balanced.

Companies can promote diversity and inclusion in the construction industry.

Women can receive technical training on operating heavy equipment, including cranes.

Women face challenges in male-dominated industries.

Empowering women in the workforce can lead to economic growth, stability, and innovation.

Companies can provide training, mentorship, and a supportive work environment.

Mentorship programs help women build confidence and refine their skills.

Diverse teams drive innovation and business success, leading to higher chances of above-average earnings.

To attract women construction workers, especially those operating heavy machinery, the company must understand the shift towards greater gender equality in the industry.

The construction industry is becoming more balanced, with women bringing unique skills like empathy and organizational abilities as the number of female engineers increases.

Title:

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

Women still face challenges in male-dominated industries, including bias, skepticism, and unfair treatment.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

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

Companies can address challenges by providing training, mentorship, and a supportive work environment that promotes diversity and inclusion.

Title:

Content: Money and Business
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She called through the day to enter the competencies of the boards of directors of companies
Darwish: Women hold top positions.
Low.
Deputy Secretary General of the Union of Investment Companies Fadwa Darwish stressed the ability of Kuwaiti women to prove themselves by working in the investment sector, and they have a great desire to learn and develop themselves.
She pointed out that the Union of Investment Companies was able to enhance the concept of training and develop the capabilities of its employees, which enabled investment companies to overcome the challenges and crises they faced.
She explained in an interview with « Nahar » that the training center of the Union of Investment Companies is mainly aimed at providing specialized training courses and programs that promote employees in investment companies, to promote workers in the investment sector and financial markets.
Darwish pointed out that major international and local companies specialized in these fields are dealt with, pointing out that international expertise is used to know how to address the technical challenges facing investment companies and help them solve many of the technical and administrative problems they face.
She pointed out that the employees in the investment sector have an understanding and awareness, and women are very present in the training halls and have a passion for development and advancement, adding that the Kuwaiti women who attend training on a high culture and their number is increasing.
Legislation and Laws
On the challenges facing women in the investment sector, Darwish pointed out that the dominance of men in senior positions in some companies is one of the challenges they face, but many women seek to work and obtain promotion in investment companies.
She pointed out that women need support, especially from employers to employ female competencies in the investment sector and capital markets.
She pointed out that among the signs of women's desire to work in the investment and financial sector, women in the educational stage are directed to work in the fields of investment and finance, out of love to work in this field and seek to obtain high specialized certificates in the field of finance such as CFA and risk management.
Regarding the challenges facing women to work in the investment sector, Darwish pointed out that the existing legislation and laws are among those challenges, pointing out the need for women and leadership centers to work together with employers to mobilize human resources efforts and strengthen mechanisms to recruit, retain and promote women through the development of indicators and a roadmap for comprehensive business and leadership.
Independent Member Law
She said that the percentage of women in senior positions in companies is low, pointing out that there are attempts to empower women to work in the sectors of banks, investment companies and others, such as the law on independent members, which can be filled by qualified women capable of achieving achievement.
She pointed out that the World Bank pointed out that Kuwait is in a low position to empower Arab and Gulf women in the fields of work, especially in leadership positions.
Darwish suggested the need to work on the development of indicators by the World Bank on the work of women in terms of their employment and retention in the field of work.
Performance Appraisal
On the development in changing the thinking of investment companies towards training as a major pillar for the development of companies and upgrading the human element working in them, she pointed out that training in the government sector and companies was at one time a kind of luxury, which was reinforced by the existence of financial abundance before the financial crisis in 2008.
However, after the crisis, companies reconsidered training as a key element to assess employee performance, achieve real added value for the company and increase its revenues and operating profits.
Remarkable height
She pointed out that the training center of the Federation began to conduct a comprehensive survey of international companies working in the field of training and selected the quality of international companies as well as the quality of the courses themselves.
She said that the importance of these courses is evidenced by the remarkable increases witnessed during the five years from 2017 to 2021, where the number of participants in the training courses of the Union increased from 173 to 982 trainees.
She added: The number of events in 2021 reached about 57 courses in 2021 from the level of 15 courses in 2017, and general training workshops were held to shed awareness on some of the developments such as cybersecurity, market maker, environmental management, social responsibility and governance, which companies rely on to increase the entry of foreign investors and investment in these companies.
Investment Awareness
She explained that the workshops and courses held by the Union, companies of the investment sector and non-investment sector are invited to participate, indicating that the main goal of the Union to achieve investment awareness and was not concerned with maximizing profit, but the first and main concern was and still is to educate workers in the investment sector and push the interests of investment companies.
In her opinion, the investment sector proved that it is able to manage its crises and get out of them, explaining that the investment sector has become essential in moving and developing the market.
He pointed out that many companies have dealt with the repercussions of the crisis and rectified the crisis significantly.
On the benefit of the investment sector from the crises it faced, she pointed out that the crisis opened opportunities for all economic sectors in the country, including the investment sector, where promising opportunities were opened in the sectors of artificial intelligence, technology, health and other sectors.
What was far from happening before the Coronavirus pandemic in information technology has become a reality in terms of the use of robots in factories and companies as well as the use of technology and remote work.
She added: “Dealing in the IT sector has become less expensive and more used and what would have taken years to happen.
It is now an integral part of the business environment.
She pointed out that
The crisis has created strong opportunities for the private and investment sector.
Salary for housewives
She added that she is among the supporters of the project to grant a salary to housewives during her time working in the United Nations Development Programme and the restructuring program, pointing out that the work of a housewife is an economic work and therefore why is there no wage for it?
She said that the presence of women with their children and their dedication to raising their children deserve a salary, but that preparing future generations is a difficult task and needs special attention, adding that proper education and study produces healthy and healthy societies capable of facing challenges and achieving the required development.
Thus, providing an income for a housewife who has left work in order to support her children and family is much better than fictitious employment support appointments, which are predominantly female.
My call, at a time of financial abundance, was aimed primarily at alleviating disguised unemployment and bogus employment and giving women the freedom to support their families.
She pointed out that she is against populist demands in general, but when I raised this issue, it was from a purely economic angle that supports and empowers women and prevents some negative phenomena.
I believe that any law should be linked to the overall policy and strategy of the state.
She pointed out that linking all economic sectors to the general policy of the State is required and that the objectives to be implemented are consistent with the general strategy of the State and achievable.
Accumulated experience
Darwish spoke about her experience in the field of financial markets and the investment sector by saying that she holds a degree in financial institutions management from USLA University in the United States and holds a master ’ s degree in economics and the title of the research published in a book by Chrome Helm on the Gulf capital markets with a focus on the crisis of the climate market in Kuwait.
After completing her studies, she worked at the Banque du Liban and was a member of the team on the establishment of capital markets in Lebanon and then came to Kuwait in 1995.
She added that she worked as a consultant for the United Nations Development Programme on major projects in Kuwait, including the development of islands such as Bubiyan Island and Vilka, and moved on to another project, which is the development of the performance of workers in the government sector in cooperation with the Restructuring Authority and work to develop the performance of workers.
After the founding of the Union of Investment Companies, I joined him.
Within a year, the financial crisis of 2008 strengthened my work in the Union, attracting parties to hold seminars, activate the Study Center and try to develop the performance of employees in investment companies.
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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?

Women can access technical training on heavy equipment operation, including crane operation, and companies offer supporting certifications and training programs.

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Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Bidaya Announces the Opening of the Second Batch of “Your Stomach is Your Company ” Initiative
The National Initiative for the Development of Egyptian Industry (Start) announced the opening of applications for the second batch of the “Your stomach is your company ” initiative from today, Thursday, until the end of the registration period on November 30, 2023, in cooperation with“ Beko ” Heavy Machinery Company, the National Training Academy, and the productive training apparatus on construction and heavy equipment of the Ministry of Housing, Utilities and Urban Communities.
Specialized technical training is provided to the target groups on driving, operating, maintaining and repairing the articulated wheel loaders produced by Beko Heavy Machinery Company within the training centers of the Production Training Authority on construction and heavy equipment, in addition to providing educational, financial and legal training to trainees through the National Training Academy.
All trainees will receive training uniforms (industrial security tasks), and trainees will receive a number of incentives, the most important of which is to obtain a license to practice maintenance and repair of loaders from the Productive Training Apparatus on construction and heavy equipment, in addition to providing the necessary tools for maintenance and repair work.
The first graduates will also be provided with opportunities to receive advanced training at Beko maintenance centers for a period of three months, while the trainees on driving and operation will receive a driver ’ s license and operation from the productive training apparatus on the construction and heavy equipment trades recognized in Egypt, Africa and the Arab countries.
It is worth mentioning that the first batch of “Your stomach is your company ” initiative targeted the training of 25 trainees from the target groups, where 15 trainees were trained to drive and operate the“ Liugong ” wheel loader, produced by Beko Heavy Machinery Company, in addition to training 10 trainees on maintenance and repair of the loaders. To register for the second batch of “Your stomach is your company ” initiative, please visit the following link:
https: / / ebda.com.eg / factory / add / e3149419-4d9f-4904-bf2d-0de41f87fd8

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

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

Mentorship programs can help women build confidence and skills, especially in non-traditional roles.

Title:

Content: The gender gap in the creation of startups in the Canary Islands and Spain, equality policies, sponsorship and mentoring

Impulsa Startups / Impulsa Startups

Due to its relevance, the gender gap is one of the four gaps that the Spain Entrepreneurial Nation Strategy of the Government of Spain aims to bridge: “Promoting female entrepreneurship means advancing in terms of gender, but it is also the opportunity to create companies that take advantage of the skills of all A business model that embraces diversity will generate environments that are more conducive to innovation, will benefit from complementary and alternative visions that are more consistent with the reality of our environment, increasing its competitiveness and projecting greater chances of success. All this will result in increased labor productivity and its contribution to the country's economic growth.”

“Ensuring that men and women have the same rights and can access the same opportunities -both in the public and private spheres- is a matter of principle”, highlights the document of the Spain Entrepreneurial Nation Strategy. “An egalitarian presence in all areas of society will be a reflection of the diversity and the real distribution of the country; It will mean the balanced incorporation of diverse perspectives, experiences and interests and the use of the capacities of all, ensuring an inclusive and sustainable growth model -according to the United Nations, sustainable development will not be possible without gender equality”.

When analyzing the distribution by professional profiles, the trends observed in Spain are similar to those of the rest of the countries: the gaps are more pronounced in STEAM professions, while they are decreasing in sales and marketing. In fact, when looking at the percentage of professionals in the ICT sector at a European level, in Spain women represent 1% of the total while the European average is 1.7%, according to one of the indicators of the Economy Index and the Digital Society 2020 (DESI).

The gender gap through the Global Entrepreneurship Monitor -the global entrepreneurship observatory that studies the behavior of entrepreneurial dynamics in 50 countries- shows that only six countries in the world have similar entrepreneurship rates between men and women (2019- 2020). In the European environment, Spain is the best positioned country: it leads parity for the sixth consecutive year, with 9 women entrepreneurs for every 10 men; the European average only has 6 women for every 10 men entrepreneurs.

The report also determines that the creation of individual wealth is not the only driver for women entrepreneurs: women who start a business aspire to change the world, compared to men, whose main motivation is profit or self-employment.

From a venture capital perspective, women are underrepresented on both the founder and investor sides. All Raise is an American organization that works to reduce the gender gap by encouraging female investors to participate in venture capital funds that invest in business projects led by women. According to their report All In Women in the VC Ecosystem, some progress has been made in recent years.

According to data from Pitchbook, the activity of startups founded by women has quadrupled in ten years in the world and the investments made by women have also multiplied by four between 2010 and 2018. In addition, startups founded by at least one woman achieve exit in less time (6.4 years compared to 74 years for the rest of the companies), which is undoubtedly a key metric of their success. In addition, as published by South Summit in 2018, startups led by women have a lower failure rate than projects led by men, 22% compared to 51% respectively.

Sponsorship and mentoring for women

Despite the progress and achievements made, there is still a long way to go to ensure equal representation of women in management and responsibility positions in companies. Although according to a study by McKinsey & Company in 2019, 87% of companies are highly committed to gender diversity in their teams -which represents an increase from 56% in 2012-, the number of women in management positions remains markedly lower than that of men: for every 100 men who were promoted to leadership positions, only 72 women did.

To continue reversing this trend, it is essential that young women have role models, that they have support in building confidence in their abilities, that they generate connections that help them create their professional network, that they have mentors who have experienced the same situations as that they begin to face and that guide them when it comes to detecting opportunities and paths of personal and professional development.

To direct this effort, the Public Administration will launch a program that connects leading women in the fields of large companies, entrepreneurship and innovation with young women with high potential and skills who are studying or starting their professional careers in these fields. This program will consist of sponsorship and mentoring activities so that experienced women can inspire and support young female talent.

For this, it will be essential to identify referent women, give them visibility as role models and generate connection spaces so that successful professionals can share knowledge, experiences and recommendations with other women and thus overcome the social and cultural barriers of the work and entrepreneurial environment. In addition, the Public Administrations will support and promote other private or public-private programs that develop female entrepreneurial leadership.

The Spain Entrepreneurial Nation Strategy aims to promote the activity of women investors and women's interest in investment, as well as a higher percentage of women founding or joining professional investment groups. The Government of Spain wants to propose training actions and advisory and support services in the investment process. The objective will be to provide diversification to the investment process in terms of perspectives, approaches and interests in order to complement the contribution of value to the projects invested.

The case of the Canary Islands

In the Canary Islands, the initiatives of innovative women entrepreneurs continue to grow, and have the support of a public network of support for innovation and innovative entrepreneurship. The data recorded by the Network of Innovation and Business Development Centers of the Government of the Canary Islands highlights that 25 percent of the success stories advised in 2020 by the CIDE Network are projects led by women.

The Government of the Canary Islands promotes the incorporation of the gender perspective in a transversal way in the initiatives that it develops in the autonomous community, and promotes female talent by putting resources, opportunities and all the means available for this purpose, such as aid lines and subsidies, with advice and support in terms of financing, with the promotion of visibility programs and through strategies of access to knowledge for new entrepreneurs.

It is necessary to establish policies in the Canary Islands to promote the growth of startups with female leadership. The study “Female digital entrepreneurship in Spain, situation and prospects”, edited by the Women's Institute, suggests incentives for women in their digital entrepreneurship through scholarships, training, tax advantages, specific financing programs; business angels commit to financing at least 30% of companies created by women.

The document also suggests creating specific entrepreneurship training programs aimed at women; make companies made up of women more visible in events, fairs and the media, also reaching at least 30%; the creation or improvement of programs in universities for female entrepreneurship; creating more powerful networks

*Translated by Daniel Rodríguez

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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?

mentorship opportunities
educational programs

Diverse teams drive innovation and business success, and creating an inclusive culture that supports working mothers is essential for above-average earnings.

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Content: Subscribe to Entrepreneur for $5
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2022, diverse teams will be key to the development of companies

Inclusion and diversity in work teams drives innovation. We are stronger when we run a business that cares about its communities and the world we live in. Let's toast 2022 with more opportunities for women.

By
This article was translated from our Spanish edition using AI technologies. Errors may exist due to this process. Opinions expressed by Entrepreneur contributors are their own.

In the early 1990s the auto industry unveiled an innovation in car manufacturing: the airbag . By October 2001, the US National Highway Traffic Safety Administration estimated that airbags had saved more than 7,500 lives. But these first airbags also killed 195 people during this period, mostly children and women under 1.70 meters. The force of the airbag impact on small bodies was brutal and until then this data was unknown.

The reason? In those years, airbag tests were done with mannequins with exclusively male characteristics and not with measurements of shorter female bodies or children. It wasn't until 2011 that the US government began requiring the auto industry to test “female” dummies. In Sweden, the road safety expert Astrid Linder had the solution because, together with her team, she designed EvaRid , the female prototype that helped manufacturers develop vehicles that would protect both men and women.

The story of the first female mannequin created by Linder reaffirms the importance of including more women in the work teams of various corporations. Without Astrid Linder's vision, the auto industry could have taken longer to develop a safe driving option for us.

Diversity and female inclusion in companies is not a whim, but a necessity that benefits society and also companies. McKinsey & Company's global Diversity wins: How inclusion matters study - surveying more than 1,000 companies from 15 countries - found that organizations with diverse and inclusive work teams have 25% or more chances of having earnings above the average, in relation to other similar companies.

Fortunately during these pandemic months, 78% of medium-sized companies are already promoting actions in favor of the desired gender parity and with it, generating a cultural change. 34% are focusing on creating an inclusive culture and ensuring equitable access to more development opportunities and 31% are committed to continuing with flexible work for the benefit of more women.

We know that cultural transformations do not happen overnight, but the priority is for industries to accelerate their processes of female inclusion by 2022. The pandemic brought some setbacks that must be alleviated. As if it were a choir where diverse voices with different harmonic qualities work for a common good; thus, companies must take advantage of equal opportunities both the talent of women and men.

In a post-pandemic world, the empathy, creativity, commitment and versatility of female leadership are needed, as well as assertive communication and a willingness to change. More women are also needed in work teams because precisely they are the ones who most support the diversity, equity and inclusion efforts of organizations.

Creating an inclusive environment in companies can start with some concrete actions such as the following:

1. Speak up for inclusion : Royal Bank of Canada considers it important that the organization's executives and managers receive training on topics related to inclusion and diversity. Like this institution, my suggestion is that companies design a set of communication initiatives that encourage community members to build a solid culture of inclusion.

2. Diversity strategies: some companies such as GAP have a Diversity and Inclusion Council where an advisory group made up of corporate executives and organization leaders develop diversity and inclusion strategies. All the company's actions on inclusion and diversity are also implemented in its business strategies.

3. Professional development programs : invest in the development of educational programs and / or leadership programs that ensure the company has a portfolio of talented and high-potential women; while it gives women the option of developing a career.

4. Celebrate employee differences: Diversity and inclusion behaviors should be celebrated. This is one of the most important ways to show employees that they are respected.

In a few days we will celebrate the arrival of 2022. Many companies prepare their action plan on issues of equality and inclusion because they know that creating diverse work teams that promote an inclusive culture has a positive impact on both society and their business strategies . We are stronger when we run a business that cares about its communities and the world we live in.

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Companies can promote diversity and inclusion in construction by supporting women in non-traditional roles.

Title:

Content: Women in Male Occupations
8 March
23: 08 4 March 2022
Farkhana Safargaleeva immediately after school, together with her friend, decided to enter the crane operator.
Romance or inner call - what pulled the fragile girl to manage the crane, build houses and make panels, she does not know.
She said she liked the job from the start.
Farkhana Safargaleeva, crane operator of “Unity ” LLP:
— We graduated from the GPTU, in the direction of us were sent here to the precast.
She worked here for 15 years, decree, perestroika, then went to other construction works.
I already as 5 years returned to this concrete concrete, my heart was sick for my crane, I love, I love this crane very much, I love working on the crane.
But, I did not even expect that I was before retirement, I am already 59 years old, I will return here.
How many houses were erected in the region with the help of skillful actions and many years of experience of crane operator Farkhana Safargaleeva, it is simply impossible to count.
Such qualities as calmness and attentiveness help in the work.
Her burning eyes are seen not only in the profession, but also at home.
A husband, a daughter and a small grandson will all gather at the festive table on March 8.
Farkhana Safargaleyeva ’ s relatives support her interest and success.
Anastasia Kuznetsova, correspondent:
— A woman is calm and brisk, vulnerable and warlike, tender and strong.
Modern women break stereotypes, showing the world how they can create and create.
In the “male ” professions, among other things.
"Unity" LLP produces reinforced concrete products.
The company employs 152 people, including 25 women.
Chief engineer Andrei Nekrasov says that they skillfully show their skills.
Andrey Nekrasov, Chief Engineer of Unity LLP:
— Our company employs a large number of women who are excellent professionals and faithfully perform their work.
It passed, one might say, Crimea and Rome here.
She is an excellent professional, she transfers her skills to young professionals.
Another representative of the fair sex in LLP "Unity" - Natalia Danilova.
She's a compressor operator.
Working in the construction industry is her dream.
And it came true.
All my life I have dreamed of working in the construction industry.
16 she devoted to ensuring the continuous operation of the enterprise.
Natalia Danilova, operator of the compressor unit of “Unity ” LLP:
I have been working here since 2006 for 16 years.
I like my job here.
We supply cement so that our production does not stand, pour slabs, pour panels.
The most important thing is health, so that the world will be around 03.54 and to finish until my retirement – that ’ s my wish.
On the eve of the holiday on March 8, according to tradition, all the men of the enterprise will set a table and give gifts to women who give their strength to such a difficult, but so beloved for them work.
Anastasia Kuznetsova
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Title:

Content: ua en ru
(not) women's professions.
How the war has changed the labor market, and Ukrainian women are increasingly mastering “male ” professions
The war has replaced the labor market, and Ukrainian women are increasingly mastering “male ” professions (Getty Images)
Author: Spetsproekt
Since the beginning of the full-scale war in many areas of the Ukrainian labor market there is a shortage of personnel.
In particular, there is a shortage of specialists in professions that are usually considered “male ”.
However, employers are ready to attract women to atypical positions, and Ukrainian women more actively respond to such vacancies and undergo retraining.
Meest, ATB and Ferrexpo tell about the professions in which women replace men during the war - in a special project for RBC-Ukraine.
Meest Group: whole women ’ s teams occupying “male ” positions
In the international postal and logistics group of companies Meest, historically, women are an integral part of the team: they work with finance, personnel, marketing, are regional directors and partners.
At the same time, due to the specifics of the work - sorting, transportation, logistics - the linear staff of the company, which is two-thirds of the staff, previously consisted mainly of men.
After the start of Russia ’ s full-scale invasion of Ukraine, this began to change.
According to the company, since February 2022, part of Meest has joined the Defense Forces: today, the state is protected by more than 130 employees of the company.
Many were forced to change their place of residence within the country or even go abroad.
“We clearly saw a change in trend around the summer of 2022.
At that time, we were able to solve the most critical issues with the help of employees, adaptation of operational work, etc.
And they restored the recruitment of people to positions that, for one reason or another, were vacant.
We noticed that it is women who respond most actively, including roles that were previously considered purely male, ” the company added.
Since then, companies have begun to attract women, and over the following months this trend has only intensified.
As of now, Meest has formed entire women ’ s teams, occupying “male ” positions.
In total, these are three categories of personnel: employees of warehouses, sorting centers, as well as heads of operational departments.
“If earlier our warehouse teams were more than 80% men, now some units are 70% women.
The distribution of the staff of warehouse centers has also changed significantly - in some areas it is already 50% to 50%, sometimes even with the advantage of female staff.
To do this, the company has changed some operational processes, as well as introduced technology so that women were comfortable working in new conditions, ” Meest said.
At first, the involvement of women in the composition, logistics were treated with caution: the work is extremely difficult both physically and morally.
Within a few months, all doubts were gone.
Women ’ s teams and women show extremely effective work.
The company distinguishes their consistency and structure, as well as elasticity and adaptability.
In general, they are always open to new knowledge and opportunities - and they are strongly supported in this.
The changes also affected the management of the operating departments – now the company has many women in these positions, more than in previous years.
And it is important that in many cases, the leaders grow from the inner team.
For example, during the war, a woman became the head of a branch in one of the regional centers, who had previously worked as an operator at this location - and now performs her own functions without complaint.
“Our plans are to attract women to the posts of couriers.
This area also has its own challenges, because we deliver packages up to 30 kg inclusive.
Therefore, here the company needs to adjust to allow women to work with less weight - and work in this direction is already underway, "the company said.
In the near future, Meest is convinced that the most active will be two categories of search engines – women, as well as veterans and veterans.
They need changes in recruiting and operating processes, so the company is actively working on this: they introduce new technologies and procedures for both women and veterans of both sexes, and for the latter they began to attract psychologists for the purpose of moral support.
“In the end, we see that our people are ready to work and give results under any circumstances.
The main thing is to create comfortable and transparent conditions for them, ” the company concluded.
ATB: the company of strong women
As of today, more than 56 thousand Ukrainians are employed at ATB enterprises, 67% of which are representatives of the fair sex.
Historically, work in grocery retail is considered female, although it requires maximum involvement and dedication.
As the experience of the company has shown, for a Ukrainian woman there is no night impossible.
Leading programmer of the company Kristina Mishchenko at one time made an ascent to the mountain with a height of 6,500 m, set the Ukrainian flag and the ATB flag on the top.
As of today, more than 4.5 thousand ATB employees have joined the ranks of the APU, the Defense Ministry and the National Guard.
If you count only male staff, then about 30% of men are mobilized.
In view of this, women have already adapted, for example, to work as security guards.
On average, almost every store in the network has such an employee.
The number of women involved in what was previously thought to be purely male positions depends on the circumstances, but in some cases it reaches 50%.
The personnel policy of the company is aimed at the development of human resources.
If a woman seeks to become a specialist of an extra-class, to take the coveted position, then a priori cannot be any conventions.
In particular, we are talking about the so-called division into traditionally "female" or "male" positions.
However, it is important to understand that not all women can do men ’ s work.
The complete absence of gender stereotypes in the company proves that more than two thirds of the staff are women.
Among colleagues and business partners, ATB is even called a company of strong women.
“Through dedicated work, the company has withstood the powerful blow of a full-scale invasion, acquired the title of“ network of indestructibility ” and became an outpost of food security of the whole country, ” the company says.
In the ATB, there were many examples of how women work effectively and quickly climb the career ladder in professions that can be considered “male ”, for example, leading key regions, dealing with safety, security, etc.
Also, the company is proud of its training centers in Dnipro, Kiev, Lviv and Odessa.
Annually more than 4 thousand employees undergo free training and improve their skills there.
There are no gender restrictions or stereotypes.
“Women and men gain new skills, master the desired professions, become specialists of the highest level and quickly rise to career levels in the team of the leader of domestic retail.
As for the "male" professions, our women master the specialty of "loader driver".
It is possible to “work ” such physically difficult activities, but such a replacement will be incredibly valuable and very slow.
Therefore, the solution of this issue was taken into their hands by our guardians, ” the ATB stated.
Ferrexpo: support for women 's leadership and decrees for men
Ferrexpo is one of the trendsetters of large Ukrainian business, demonstrating an integrated approach to issues of inclusiveness and gender equality.
In 2022, the company signed the Women ’ s Empowerment Principles to promote gender equality.
Therefore, one of the group's priorities is diversity at the managerial level and the promotion of career opportunities for women.
Since 2020, Ferrexpo has been implementing a comprehensive DE & I strategy, implementing the principles of inclusiveness and gender equality.
Thanks to her, over the past three years, the number of women in leadership positions in Grade 10 + (management staff) has increased by 60%.
The share of women in leadership positions in 2022 was 21%, the goal is to reach the figure of 25% by 2030.
“The introduction of ideas of gender equality has increased the stability of staff, readiness for innovation and the ability to respond quickly to the challenges of the time.
This decision allowed us to strengthen relations with foreign partners, because they are pleased to cooperate with companies where the same level of trust in managers and managers, ” the company said.
According to her, within enterprises, this has allowed to change the views of male skeptics and successfully overcome prejudices against female leaders.
The employees of the enterprises felt their value for the production process, which motivated them to further develop their professional qualities.
Elena Nikolaevchuk-Neroda, who has been working as a driver of motor vehicles in her career at Yeristovsky GOK since 2018, dreamed of driving a car since childhood.
This dream she was able to realize in Ferrexpo.
At one time, Elena was offered a job as a BelAZ driver, and she agreed, although she did not have previous experience driving such a car.
The nuances of work during the internship were taught by experienced mentors.
For 5 years of work, Elena worked in a career on a car, after obtaining a driving license of category C, she began to drive MAZ and KrAZ dump trucks.
Then switched to more powerful Bell and Caterpillar with a carrying capacity of 40 and 90 tons, already has a certificate that allows you to control the 220-ton.
In the future, Elena plans to master other mining equipment - a bulldozer and an excavator.
In addition, the company has a male decree program that allows women to continue their career growth.
If in the family of Ferrexpo employees a woman wants to leave maternity leave earlier in order to continue to grow professionally, a man can take care of the child until he reaches the age of three.
At the same time, the company takes care that the family income does not become less: if a man has a large salary, but goes on maternity leave and the family because of this decreases the total income, Ferrexpo compensates for this amount.
“The hardest thing about the decree is not being able to work, I missed my job very much.
I am grateful to the man who supported my desire to return to the workplace in a year.
This is our second daughter, so I am sure that my husband will cope, and I can safely perform everyday duties, ” admits Olga Romantsova, a specialist in the production department of the foundry and mechanical workshop.
The practice of “male ” decrees is gaining momentum, because the company understands the importance of development for both men and women.
In general, the company will emphasize that the Ferrexpo workforce is a community where everyone has access to equal opportunities - mastering new professions, improving skills, career growth and development of the company, regardless of gender.
In addition, the company received the opportunity to replenish the team with professional personnel (both men and women), especially with regard to vacancies that became critical in the conditions of martial law.

References:

References:

The construction industry is becoming more gender-balanced.

Companies can promote diversity and inclusion in the construction industry.

Women can receive technical training on operating heavy equipment, including cranes.

Women face challenges in male-dominated industries.

Empowering women in the workforce can lead to economic growth, stability, and innovation.

Companies can provide training, mentorship, and a supportive work environment.

Mentorship programs help women build confidence and refine their skills.

Diverse teams drive innovation and business success, leading to higher chances of above-average earnings.