The construction and maritime industries have traditionally been male-dominated, but there is a growing trend towards greater gender equality and diversity, with women increasingly taking on roles such as crane operators.

Women are breaking down traditional gender barriers in the construction and maritime industries by taking on roles such as crane operators, a field that has historically been dominated by men.

The UAE has launched initiatives such as "Leaders in Difference" to empower women in the maritime sector, prioritizing female talent in maritime workforce development and aiming to recruit diverse talent for sector growth.

Companies can promote diversity and inclusion by implementing flexible work arrangements, such as flexible working hours and locations, to support employees with family care needs.

The Maritime Employee Survey tracks employment trends and diversity initiatives, providing insights into progress on tackling workplace discrimination and allowing employers to understand workforce experiences.

To support the retention and advancement of female crane operators, employers should provide flexible working hours and arrangements, such as extended maternity leave and parental leave, to help them balance work and family responsibilities.

Female crane operators require specific technical skills and training, including knowledge of physics and geometry, as well as certifications such as NCCCO certification and 06102 Fixed Crane Operation.

Companies can design and implement effective training programs for female crane operators by utilizing technology for on-the-job training, such as virtual reality simulation, and providing mentorship programs and on-the-job coaching.

The use of virtual reality simulators can provide a hyperrealistic and immersive training experience for crane operators, increasing their professional level and reducing the risk of accidents.

Leadership support is essential for successful diversity, equity, and inclusion practices, and having women in decision-making forums can prevent exceptional treatment.

Regular feedback mechanisms and monitoring changes in perceptions can help prevent disparities and support better company culture.

Companies can measure the effectiveness of their diversity and inclusion initiatives by tracking employment trends, monitoring changes in perceptions, and analyzing data on pay gaps.

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

Women's networks are being created in historically conservative organizations, and shipping companies are incentivizing gender diversity through loan agreements.

Overall, the construction and maritime industries are making progress towards greater gender equality and diversity, with a growing number of women taking on roles such as crane operators and companies implementing initiatives to support their retention and advancement.

The construction and maritime industries have traditionally been male-dominated, but there is a growing trend towards greater gender equality and diversity, with women increasingly taking on roles such as crane operators.

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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On the eve of March 8, the Council of Mothers congratulated the deputy akim of the region Gani Nygymetov
Women of different professions were congratulated on March 8

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

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

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

Women are breaking down traditional gender barriers in the construction and maritime industries by taking on roles such as crane operators, a field that has historically been dominated by men.

Title:

Content: ContributorsPublishersAdvertisers

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

WRDW-TV
 2 days ago

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

www.wrdw.com

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

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

The UAE has launched initiatives such as "Leaders in Difference" to empower women in the maritime sector, prioritizing female talent in maritime workforce development and aiming to recruit diverse talent for sector growth.

Title:

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

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

promote women to higher roles
active recruitment of women

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

Companies can promote diversity and inclusion by implementing flexible work arrangements, such as flexible working hours and locations, to support employees with family care needs.

Title:

Content: Development Finance celebrated International Women ’ s Day on the 8th, echoing the annual IWD theme “Inspire Inclusion ”, inviting executives and employees to focus on workplace inclusion through internal activities, and calling on employees to share their own ideas and actions to“ encourage inclusion ” and demonstrate diverse innovative thinking.
Pang Deming, general manager of Development Financial Holdings, said that Development Financial Holdings not only pays attention to fair treatment of customers, but also insists on fair treatment of employees.
More than 60% of the group ’ s employees are women, serving in different functions and work contents.
The contribution of women to the Group is not only obvious but also constantly valued.
We will continue to promote diverse and friendly measures to support female employees to develop their talents, such as extended maternity leave, parental leave and flexible working hours.
In order to support female colleagues in their pursuit of career growth, we have developed financial control to create a number of friendly measures, including extending maternity leave to 10 weeks better than the labor law, and increasing paternity and paternity leave.
Employees with family care needs can apply for flexible work plans or work hours to effectively achieve work-life balance.
We also cooperate with external child care or educational institutions to provide benefits related to employees' children, so that the care and protection of employees can be further extended to their families.
In conjunction with the International Women ’ s Day event, DCF also held the annual Best Corporate Value Practice Award to recognize employees who have implemented the corporate value of DCF with specific actions.
Chen Huizhu, chief human resources officer of the development fund controller, said that while realizing corporate value, we will continue to pay attention to the well-being and development of all employees, so as to realize the vision of sustainable development of the enterprise and create more value for employees and society.
# Development Fund # Development Finance # Inclusion # Maternity Leave # Corporate Value

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

The Maritime Employee Survey tracks employment trends and diversity initiatives, providing insights into progress on tackling workplace discrimination and allowing employers to understand workforce experiences.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

To support the retention and advancement of female crane operators, employers should provide flexible working hours and arrangements, such as extended maternity leave and parental leave, to help them balance work and family responsibilities.

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

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

Female crane operators require specific technical skills and training, including knowledge of physics and geometry, as well as certifications such as NCCCO certification and 06102 Fixed Crane Operation.

Title:

Content: .: Site varsayılanı

My personal 23yr old girl is actually welding sch

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Title:

Content: In order to facilitate migrant workers to obtain the ROC's technical certificate and improve their ability to work, the Ministry of Labor in the third round of this year's "National Technician Skills Examination" has added 32 foreign language auxiliary subjects for migrant workers for reasons of residence.
According to Wu Hsing-pin, director of the Technical Inspection Center of the Labor Development Bureau of the Ministry of Labor, according to the Ministry of Economic Affairs and related surveys, the work skills required by migrant workers are found to be in line with some of the existing qualifications of the Technician Examination.
The Technical Inspection Center also mentioned that the third step of the addition of a single level of "bamboo weaving", accepting applications for certification of the job categories include frozen air conditioning decoration, car repair, baked goods, beauty, stacker operation, caring for personnel and other 88 categories.
In addition, we will also accept the "Exemption from the Examination" of the Class A of the National Skills Examination for each stage of this year's National Skills Examination to register for the academic test.
The technical inspection center reminds that the third national technician skills test, August 29 to September 7 this year to accept the registration, the public can now be near to the supermarket channel to buy the simple chapter, the academic test is scheduled to be held on November 6, please grasp the time to register.
For migrant workers (for migrant workers and foreign workers):
17800 Care Worker
Migrant Worker (for reasons of residence of migrant worker, migrant worker or applicant):
06102 Fixed Crane Operation - Telescopic, 06104 Fixed Crane Operation - Overhead (On-board), 06105 Fixed Crane Operation - Overhead (Ground), 15100 Stacker Operation, 00400 General Manual Welding, 09100 argon gas tungsten electrode welding, 09700 Semi-automatic
00900 Mud (A), 00901 Mud (B, C), 00902 Mud (C), 00903 Mud (B, C), 00903 Mud (C), 01800 Reinforced (C), 01900 Formwork (C), 03900 Door and window carpentry (A, B, C), 06201 Mobile crane operation - retractable arm Single), 06202 Mobile Crane Operation - Extension (Single), 06203 Mobile Crane Operation - Extension (Simulation System) (Single), 06900 Construction Engineering Management (A, B), 07001 Heavy Machinery Operation - Earth Pusher (Single), 07002 Heavy Machinery Operation - Excavator (Single), 07006 Heavy Machinery Operation - Excavator (Simulation System) Single), 07004 heavy machinery operation - shovel loader (single), 07005 heavy machinery operation - general loader (single), 12500 building interior design (B), 17500 concrete (C), 18000 construction engineering management (A, B), 22000 occupational safety management (A), 22100 occupational health management (A)
01200 Furniture Carpentry (A, B, C), 01900 Template (A, B), 04200 Survey (C), 04202 Survey - Engineering Survey (A, B), 04203 Survey - Cadastre Survey (A, B), 08101 Sewer Facilities Operation and Maintenance - Pipe and Drainage System (B), 08102 Sewer Facilities Operation and Maintenance - Electrical Equipment (B), 08103 Sewer Facilities Operation and Maintenance - Treatment System (B) 08104 Operation and Maintenance of Sewerage Facilities - Water Quality Inspection (B), 12600 Building Interior Renovation Engineering Management (B), 13600 Garden Landscape (B), 17100 Decorative Carpentry (B), 17401 Construction Waterproofing - Stitching Waterproofing (C), 17402 Construction Waterproofing - Cement Waterproofing (C), 17403 Construction Waterproofing - Baking Waterproofing (C), 17404 Construction Waterproofing Waterproof sheet construction (C), Waterproof coating construction (C), Waterproof coating construction (C), Waterproof construction (C), Waterproof construction (C), Waterproof construction (C), Waterproof construction (C), Waterproof construction (C), Waterproof construction (C), Waterproof construction (C), Waterproof construction (C), Waterproof construction (B), 21101 Drawing Application - Computer Drawing (C), 21102 Building Drawing Application - Hand Drawing (C)
22200 Occupational Safety and Health Management (B)
# Single # Mobile # Waterproof # Operation # Job

Companies can design and implement effective training programs for female crane operators by utilizing technology for on-the-job training, such as virtual reality simulation, and providing mentorship programs and on-the-job coaching.

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How Companies Are Using Innovative Technology to Improve On-the-Job Training

A new era of learning and development has emerged, in which companies induct employees into the company's workplace culture through programs tailored to each company, its expectations and its core values.

By
Opinions expressed by Entrepreneur contributors are their own.

Since the dawn of time, methods have existed for to perform new or unfamiliar tasks. From facilitating mentorship between highly competent colleagues and other employees to developing user manuals for technical skills, most already have the resources necessary to train their workforce.

But the question arises: Why are companies now choosing to develop new-era on-the-job training programs?

Adaptability is crucial in the modern business world. New platforms, markets and technologies appear to emerge every quarter, making each new venture risky, because the environment is susceptible to change at any moment.

A rise in the number of employees working remotely or through a hybrid model has necessitated these rapid changes in the workplace and industries. Even if a company can adjust its goals and strategy to accommodate these changes, it is an entirely different challenge to ensure that its employees have the skills necessary to adapt rapidly.

Related: 6 Ways to Keep Your Employees Learning At Work

How are companies utilizing technology to create innovative on-the-job training programs?

Companies incorporate technology into training programs in a variety of ways. Three of the most innovative include:

Opening up future-oriented education to all:

Offering free training via the internet is part of a larger movement to make information readily available and empower individuals to determine their futures. From to tutorials, it is evident that the internet is revolutionizing education, particularly skill-based education.

Companies have noted this change. They have begun offering skill-based training programs to talented individuals outside the organization.

TheSoul Publishing is an example of a company that has previously opened up its on-the-job training programs to offer educational experiences to everyone. It transformed its internal Boost Academy into three future-focused camps open to the public. This allowed TheSoul to provide practical training methods that have helped individuals learn skills such as social media management, animation and video production.

Immersive technology:

Immersive training utilizes the power of next-generation technology to develop human-centered on-the-job training programs. They are individualized and do not assume that all employees learn in the same manner and at the same rate.

Immersive technologies combine the physical and digital worlds, including virtual reality (VR) and augmented reality (AR). This technology enhances the elements of the most effective forms of on-the-job training, such as gamified online platforms and demonstrator videos aimed at particular skills.

Additionally, VR and AR experiences increase employee engagement to new heights. Employees participate in a hands-on, practical manner by manipulating objects in a digital environment. Thus, employees can perform tasks independently while being permitted to make mistakes from which they can learn and enhance their skills.

Remote onboarding:

A 700-page training manual with a mile-long table of contents may be exhaustive, but it is not engaging for employees.

Another complication is that it is becoming increasingly common for new employees to be onboarded without ever setting foot in a company's office — if the company even has a physical office space. Companies have started re-onboarding employees in response to the rapid technological change occurring across all industries to ensure they can utilize the new technologies they have implemented.

Companies can make training significantly more engaging, exciting and digestible by leveraging the dynamic and integrated nature of the latest tools. Employers can ensure employees are truly absorbing and contextualizing content by incorporating entertaining and informative videos and gamification into their programs.

Related: Gamified Training: An Infallible Way For Employee Engagement

How on-the-job training programs can benefit from new technologies

Workforces become progressively more flexible:

New technology permits the company-wide implementation of more effective training programs. Digital methods for teaching employees skills are significantly less expensive than traditional, pre-pandemic methods.

A workforce can become flexible and adaptable to whatever the business world throws at it if training is facilitated at the level of the individual employee and the entire organization.

When you have well-trained employees, the attitude that "this is not really part of my job" will disappear. Although you shouldn't train each employee to do everything, training can expand an employee's capabilities beyond the minimum requirements of their initial role. When it comes to unfamiliar tasks, the "no-can-do" philosophy disappears. Instead, employees ask, "Where can I learn how to do this?"

Then a new issue arises: Employees wonder, "Will my boss be upset if I take the time to educate myself?" Therefore, companies must foster an environment in which employees are encouraged and empowered to pursue additional on-the-job training so that employees feel comfortable acquiring new skills. It produces long-term benefits for both the employer and the employee.

Progress evaluation is streamlined:

When it comes to ensuring that employees comprehend complex technical procedures, adhere to essential guidelines and comply with health and safety protocols, companies must do more than simply provide lengthy documents and assume that employees will retain all the information.

This information must be assimilated thoroughly. Companies must determine whether employees have comprehensively understood the topic. Using technology's adaptability, companies can evaluate an employee's progress in real-time using multimedia tools such as games, quizzes and videos. The company can then determine if the on-the-job training was effective or if modifications are required.

Related: Where to Deploy Innovative Tech to Create a More Flexible, Engaging Organization

Employers must adopt the philosophy that if you continue to train, teach and develop your employees, you will always have the most qualified candidates in the roles — this is especially beneficial if the company's industry makes it challenging to recruit skilled workers.

On the other hand, this type of philosophy is also attractive to potential employees who not only want to get paid, but also want to develop their own sets of skills via the on-the-job training opportunities the company provides. Improving and expanding access to skill-based training will always benefit both employers and employees.

Entrepreneur Editors' Picks

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Content: 09: 13 GMT25 Aug 2021
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The first tests of a simulator for training employees on the basis of virtual reality were carried out in the educational and training subdivision (UTP) of the Russian company "Rosatom".
The unique digital equipment was developed by the CROC Immersive Technologies division based on the Astra Linux operating system that was replaced by import as part of the nuclear industry digitization program.
The device allows the use of a helmet and special controllers that act as hands, to see the equipment served in a virtual space, and to work in a completely secure mode on the full range of operations faced by the specialist in the real field of work, according to the company's official website.
The biggest advantage of virtual reality simulators is to visualize all the consequences of possible employee errors within nuclear power plants, avoiding any risk.
“Leningrad NPP became the first experimental site among Russian nuclear power plants, where it was decided to carry out a virtual training simulation for personnel, and the first model for its construction was the KRU-10 kV electrical equipment, used in the No. 5 and No. 6 power units of the Leningrad NPP, ” said Sergey Rishkin, president of UTP.
“In the future, it is planned to develop 26 additional programs on the virtual reality simulator in various fields of activity to train workers in other disciplines.
These techniques are particularly needed as personnel mistakes during training on real operating equipment can lead to emergencies. ”

Title:

Content: Women HGV drivers make up only 1%-2% of the total workforce in the UK

XPO Logistics has launched a female driver academy to attract more women into the industry.

All female drivers joining the academy will undertake a 12 to 16-week programme with the XPO Logistics internal driver training team to develop their skills.

The first candidate assessment days were held at the beginning of May, and the first female driver academy candidates are expected to start driving HGVs full-time for the supply chain company by August this year.

Logistics is a notoriously male-dominated sector, with only 1%-2% of lorry drivers in the UK being female. Additionally, an ageing workforce and a post-Brexit labour exodus have seen the industry struggle to attract and retain talent.

The new XPO initiative is meant to encourage more women to join the sector, according to the company’s UK&I HR vice-president Lynn Brown.

“We will be employing the candidates from day one so they can earn a living while training to become a vital part of our team,” Brown said.

“Our customer, Saint-Gobain UK & Ireland, has backed the initiative by offering roles in their British Gypsum and PAM operations.

“Our trainer will buddy our candidates, ensuring they can learn from someone who has first-hand experience of what they are going through and can provide the best possible support.”

The XPO Female Driver Academy is part of the company’s Driver Excellence Academy, which was launched to help people from all backgrounds who want to train for a career as an HGV driver, with the only requirement being that participants are over the age of 18.

One of the participants, Steph, said this was a “great opportunity to get more women involved in the HGV industry”.

“There are other ways to achieve your licence, but most HGV jobs require years of experience. The academy gives you more knowledge and experience,” she added.

“I’m particularly looking forward to getting more confidence and experience on the roads, taking advantage of wider opportunities at XPO Logistics, and exploring the country.”

Title:

Content: The first batch of female drivers graduated to work on the third line of the subway
Thursday ، 14 April 2022 01: 53 PM
Subway
A, A, A,
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The company responsible for the operation of the third line of the metro celebrated the graduation of the first batch of female drivers who were trained in the operating and driving systems of the metro vehicles of the third line, and were honored.
The head of the National Authority for Tunnels, Dr. Essam Wali, said in a press statement on Thursday that the training of female drivers will contribute to adding more effective Egyptian cadres to one of the most important national and vital projects related to facilitating the lives of citizens, and will contribute to providing more real opportunities for young people to work.
He added that the cooperation with the company achieves the objectives of the National Authority for Tunnels and the Ministry of Transport in general, because of its international expertise in the transport and communications sector to the Egyptian market, through its role in operating and managing this vital facility, which relies on trained cadres at the highest level, where more than 90% of them are recruited from local cadres trained at the highest level.
Trainees are trained on how to deal with the different scenarios that the driver can face while driving the train. Trainees undergo practical training on simulators, which perfectly mimic the metro line on which the driver will work. Each metro line has a different simulator to train the drivers who will work on its trains.
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Content: Thiess sisters doing it for themselves

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

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

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

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

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

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

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

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

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

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

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

About Ray Chan

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

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

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Content: Ekaterinburg
+ 14 °
Society1 July 2022 8: 31
EVRAZ has allocated 2.5 million rubles for the renovation of the laboratory of rafters in the College of Nizhny Tagil
EVRAZ allocated 2.5 million rubles for the purchase of new equipment for the rafter laboratory at the Nizhny Tagil Mining and Metallurgical College.
In the laboratory of stropole business installed 13 computers
For the laboratory purchased 13 modern computers in full configuration and hardware-software complexes "Virtual simulator", designed for the development and programming of modern applications.
Also purchased a 3D-complex "Virtual simulator slinger", which involves the use of a virtual reality helmet and the performance of slinging works in the virtual workshop using joysticks.
The simulator allows you to practice techniques and methods of cargo slinging, as well as slinger signals.
The new equipment will make it possible to conduct practical classes for students studying in the professions “metalwork and slinging ”,“ machinist of a metallurgical crane ”, “repair and preventive maintenance of lifting cranes of metallurgical production ”.
Helmet and joysticks give a complete immersion in the work of the slinger
“The use of VR simulators for training allows students to form the necessary skills for remote control of units.
At EVRAZ NTMK, workplaces are being transformed, for example, we are switching to radio control of cranes.
And when the graduates of the Mining and Metallurgical College come to the plant, they will work in modern workplaces, ” said Yulia Efimenko, EVRAZ NTMK HR Director.
In recent years, with the charitable support of EVRAZ, a welding workshop, laboratories of mechatronics, robotics, CAD engineering graphics, metalworking have been equipped with new equipment at the Nizhny Tagil Mining and Metallurgical College, the projects “Virtual University ”“ Architectural Academy ”, the civil-patriotic project “Decent Fatherland! ” have been implemented, equipment for the reading room has been purchased, metalworking machines have been installed, landscaped college and its territory.
During 2020 – 2021, the laboratories “Machine learning and big data ”,“ Operation and diagnostics of automated process control systems (automated process control system) and converter equipment ”, the workshop “Section of CNC machines ” were equipped, and the“ Engineering design CAD ” cabinet was also equipped.
The total amount of investments in recent years amounted to about 40 million rubles.

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Content: 1. Home Page
2. Society
Manitoba to train Aboriginal women into construction
RCI
Aboriginal women in Manitoba, Canada, will soon be able to access specialized training programs designed to help them find jobs in the construction industry, for which the Manitoba government has allocated $600,000.
The Manitoba government announced a partnership with the Manitoba Construction Sector Council on Wednesday to provide training in woodworking, water and wastewater management infrastructure, and mine drilling.
There is strong demand for labor in these areas, including ongoing projects in northern communities where construction contractors say they lack local labor.
At a press conference at the Manitoba Institute of Trades and Technology in Winnipeg, Minister for the Status of Women Cathy Cox said more than 8,000 skilled workers had retired in Manitoba this year alone and there were not enough skilled workers to fill those positions.
Targeted training programs will enable Aboriginal women to be trained in new skills and will continue to receive mentoring and on-the-job training throughout their careers, she added.
Indigenous women from Pinaymootang First Nation, Pimicikamak, Dakota Tipi First Nation and York Landing will be able to participate in this training program.
Construction Training Center
Meanwhile, on Rue McPhillips, near downtown Winnipeg, the Manitoba Building Trades has opened a new construction training center.
With five classes, the center provides training in various aspects of the construction industry through the latest technology, a $15 million project funded by multiple unions in the construction industry.
(Radio Canada)
Headline

Title:

Content: Sections
Technique
“Intechcom ” has created a hyperrealistic VR simulator for crane operators
Intechcom has created virtual simulators for crane operators.
The development helps to increase the professional level of crane operators and make the learning process more intensive and convenient.
The simulator consists of a real driver ’ s chair with crane joysticks and buttons and VR glasses that give the user maximum visibility both horizontally and vertically.
There is a place for the teacher (a separate computer is not required), you can configure the complexity of tasks, record the progress of their implementation, etc.
The development is portable: it easily fits in the trunk of a conventional car, is assembled and disassembled in 15 minutes.
Currently, two types of simulators are ready: the portal (GANZ crane is taken as a basis) and the bridge, designed for work in steelmaking plants.
IT personnel for industry will be trained in a special educational center
IT industry support
The fundamental difference between the VR-simulator “Intekom ” from others, where the student sees everything on the screen, is hyperrealism.
Igor Ovyan, CEO of Intechcom, said: “The standard training of the crane operator lasts 2-3 months: the theoretical part can be laid in 2 weeks, the rest of the time takes production practice.
But for virtuoso ownership — to really “feel ” a machine — it takes years of experience.
Therefore, the higher the realism of the simulator and the more various professional subtleties laid down in the program, the better prepared the beginner.
Our specialists collected data in the port of Murmansk and at the NLMK steel plant.
We climbed into the cockpit of the crane, recorded the sounds of the port and workshop, consulted with experienced crane operators, who revealed many nuances, for example, that a quiet click should sound when a certain, rather rare action.
Extremely realistic SCs have been modeled.
You can memorize the rules as much as you want, but in the real situation you get confused.
The VR simulator provides full immersion: the cabin swings from the wind or overload, the operator is blinded by the sun or, on the contrary, visibility deteriorates due to gas pollution in the workshop, etc.
We have been engaged in the modernization of industrial equipment for many years and implemented all the novelties in the simulator, even a touch panel for monitoring, which warns about exceeding the load or if the cable is wound.
After training in a virtual environment, it is much easier to transfer to the real chair of the crane operator - there is no difference, while the risk that a beginner will not cope with expensive equipment is much lower.
VR-simulator is ideal for career guidance.
Impressions are strong: the cabin is transparent, you are at a huge height and you are subject to a powerful car.
A reason to fall in love with the profession. ”

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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.

The use of virtual reality simulators can provide a hyperrealistic and immersive training experience for crane operators, increasing their professional level and reducing the risk of accidents.

Leadership support is essential for successful diversity, equity, and inclusion practices, and having women in decision-making forums can prevent exceptional treatment.

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Content: Seatrade Maritime is part of the Informa Markets Division of Informa PLC

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5 key takeaways for DEI in maritime

Photo: Diversity Study Group
Heidi Heseltine founder of Diversity Study Group
Effective diversity, equality, and inclusion (DEI) initiatives are built on clear insight, agreed upon outcomes, and targeted approaches — intentionally working to avoid the inevitable pitfalls of a ‘one-size-fits-all’ approach.

Drawing on data-led insights from members of the Diversity Study Group (DSG), Founder Heidi Heseltine offers 5 key insights on getting the basics right in maritime.

1. Building inclusion throughout an organisation’s levels

We know that shipping has made vital progress in recruiting and retaining women in certain sectors over the last few years, with significant effort put in into achieving a more gender balanced workforce. For instance, we’ve seen improvements in closing the gap in more junior/trainee levels and in management positions — though these numbers drop off at head of department and director roles, indicating fewer women in executive and senior roles.

While the knee-jerk reaction to this would be to specifically target greater inclusion only at specific tiers of management — which is often effective and can look great on corporate ESG registers — organisations should look to embed and maintain inclusion efforts at all levels, so that gender-parity is reflected throughout the business whether lower level or higher. After all, we know from well-established research that when women make up 30% in any given decision-making forum they stop being treated as ‘exceptional’ and additional women are not seen as particularly remarkable or threatening. This can be particularly key for creating welcoming spaces and proactively preventing backlash to DEI efforts, where possible. If the goal is embedding sustainable and resilient DEI practices, then our focus must be on ensuring that having women in all spaces in reasonable numbers is not the exception, but the rule.

2. Avoiding seeing women in maritime as a monolith

Women are diverse in their requirements of a workplace and its culture, and should not be lumped into a single group defined by our presumptions. When considering what DEI approaches work best at sea or even on shore, we need to account for the fact that our global workforces are culturally diverse and have different levels of awareness when it comes to gender, age, nationality, ethnicity, sexual orientation, disability, neurodiversity and gender identity, amongst others. Societal norms, local legislation, and what is understood as ‘diverse’ can vary based on lived experience as well as the demographics of those involved. Understanding what is important to the women in individual workplaces and how we as an industry can support them will help us develop appropriate action plans for the short and long term.

3. Creating support systems to enable gender parity in technical positions

Technical positions, fleet and port management are slower to evidence change and inclusion when compared to progress seen in more traditionally female-led fields like maritime finance, Human Resources (HR), and Communications and Marketing. Organisations keen to address this disparity might benefit from creating training programs that include mentorship initiatives, skill-building workshops, and leadership development opportunities tailored to women in technical fields. This can foster confidence for the employee and their co-worker, help establish relationships for them to draw on in the workplace, and ensure they have the sector-specific knowledge and tools that they need to succeed.

4. Fostering relationships and embedding peer support

Following on from the previous point, peer support often plays a pivotal role in fostering an inclusive workplace but this doesn’t mean that disparities may not persist among different groups of people. Working with DSG, I’ve seen factors such as nationality, culture, ethnicity, and location all help or hinder DEI efforts. This is why it is crucial to closely monitor changes in perceptions, especially during challenging industry conditions, to prevent any employee from feeling undervalued or unsupported since this can impact engagement, efficiency and productivity. It’s important that organisations proactively work to recognise and address any issues in morale, which then helps maintain employee wellbeing and ensures a continued level of performance and investment in the organisation’s goals. Regular feedback mechanisms and evolving and updated policies can help support better company culture.

5. The support of leadership in successful DEI practices

Data from our members at DSG indicates that simply having knowledge of an organisation's commitment to equality, with good intentions evolving to well-researched and considered action and policy, significantly boosts confidence in fair treatment. This is often irrespective of group affiliations benefiting from such policies — everyone benefits from the process.

This confidence in a company’s commitments not only supports recruitment and retention — as establishing a sense of belonging and fairness often attracts dedicated workers and keeps them — but often helps elevate the public and private profiles of the organisation and its leaders.

The future of our workforce is global; to remain competitive within and outside of our industry, embedding fair practices and equality is likely to be a key differentiator for success.

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

Regular feedback mechanisms and monitoring changes in perceptions can help prevent disparities and support better company culture.

Companies can measure the effectiveness of their diversity and inclusion initiatives by tracking employment trends, monitoring changes in perceptions, and analyzing data on pay gaps.

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Content: InYourArea Community

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

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

By Danielle Hicks

EMBRACING EQUALITY: Female directors at Vistry Western

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

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

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

READ MORE

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

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

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

READ MORE

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

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

Ways Vistry Group has implemented change:

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

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

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

Title:

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

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

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

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

2024 has changed that.

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

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

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

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

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

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

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

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

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

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

UK Transport

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

Women's networks are being created in historically conservative organizations, and shipping companies are incentivizing gender diversity through loan agreements.

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

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

Overall, the construction and maritime industries are making progress towards greater gender equality and diversity, with a growing number of women taking on roles such as crane operators and companies implementing initiatives to support their retention and advancement.

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?

promote women to higher roles
active recruitment of women

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