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 and breaking down traditional gender barriers.

To excel in these roles, female workers require specific technical skills and training, including mechanical knowledge and experience, as well as mentorship and career development opportunities.

Companies such as Leighton and EGA are promoting diversity and inclusion in the workplace, providing paid maternity and paternity leave, flexible work policies, and establishing networks to support female employees.

The UAE has launched initiatives such as the "Leaders in Difference" initiative to empower women in the maritime sector, prioritizing the qualification of experienced female talent and promoting growth in the industry.

Technology is also playing a significant role in promoting diversity and inclusion in the construction and maritime industries, providing innovative and modern means of training and development.

The International Maritime Organization (IMO) has launched a Gender Diversity Programme to integrate gender equality into the maritime sector, and institutions such as AASTMT and AWIMA are promoting gender equality in maritime education.

Women can excel in male-dominated industries with proper training and support, and companies such as Tata Steel and Unity LLP are employing female workers in various roles, including crane operators and compressor operators.

The use of technology, such as Building Information Modelling (BIM), can enhance training quality and productivity in the construction industry, and companies such as Cisco are investing in digital skills training and providing certification programs.

The construction industry has partnered with TVB to promote careers, featuring female mechanical operators in the TV programme "Building the Future" to showcase diversified work and promotion steps.

The IMO has launched the International Day for Women in Maritime, and Women in Maritime Networks are being created to support women in the industry, with gender diversity linked targets becoming a priority in shipping loan agreements.

To address the unique challenges faced by female workers in male-dominated industries, companies can tailor their training programs to provide equal opportunities and empowerment, and provide mentorship and career development opportunities.

The Abu Dhabi Ports Group has partnered with Aurora 50 to empower women in the maritime sector, with the goal of promoting gender diversity and prosperity in the UAE.

Overall, the construction and maritime industries are making progress towards greater gender equality and diversity, with women increasingly taking on leadership roles and breaking down traditional gender barriers.

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 and breaking down traditional gender barriers.

Title:

Content: Women in Male Occupations
8 March
23: 08 4 March 2022
Farkhana Safargaleeva immediately after school, together with her friend, decided to enter the crane operator.
Romance or inner call - what pulled the fragile girl to manage the crane, build houses and make panels, she does not know.
She said she liked the job from the start.
Farkhana Safargaleeva, crane operator of “Unity ” LLP:
— We graduated from the GPTU, in the direction of us were sent here to the precast.
She worked here for 15 years, decree, perestroika, then went to other construction works.
I already as 5 years returned to this concrete concrete, my heart was sick for my crane, I love, I love this crane very much, I love working on the crane.
But, I did not even expect that I was before retirement, I am already 59 years old, I will return here.
How many houses were erected in the region with the help of skillful actions and many years of experience of crane operator Farkhana Safargaleeva, it is simply impossible to count.
Such qualities as calmness and attentiveness help in the work.
Her burning eyes are seen not only in the profession, but also at home.
A husband, a daughter and a small grandson will all gather at the festive table on March 8.
Farkhana Safargaleyeva ’ s relatives support her interest and success.
Anastasia Kuznetsova, correspondent:
— A woman is calm and brisk, vulnerable and warlike, tender and strong.
Modern women break stereotypes, showing the world how they can create and create.
In the “male ” professions, among other things.
"Unity" LLP produces reinforced concrete products.
The company employs 152 people, including 25 women.
Chief engineer Andrei Nekrasov says that they skillfully show their skills.
Andrey Nekrasov, Chief Engineer of Unity LLP:
— Our company employs a large number of women who are excellent professionals and faithfully perform their work.
It passed, one might say, Crimea and Rome here.
She is an excellent professional, she transfers her skills to young professionals.
Another representative of the fair sex in LLP "Unity" - Natalia Danilova.
She's a compressor operator.
Working in the construction industry is her dream.
And it came true.
All my life I have dreamed of working in the construction industry.
16 she devoted to ensuring the continuous operation of the enterprise.
Natalia Danilova, operator of the compressor unit of “Unity ” LLP:
I have been working here since 2006 for 16 years.
I like my job here.
We supply cement so that our production does not stand, pour slabs, pour panels.
The most important thing is health, so that the world will be around 03.54 and to finish until my retirement – that ’ s my wish.
On the eve of the holiday on March 8, according to tradition, all the men of the enterprise will set a table and give gifts to women who give their strength to such a difficult, but so beloved for them work.
Anastasia Kuznetsova
Read also
"Miss Pampushka 2022".
Convicted prisoners beauty contest held at EU institution 164 / 6
On the eve of March 8, the Council of Mothers congratulated the deputy akim of the region Gani Nygymetov
Women of different professions were congratulated on March 8

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

To excel in these roles, female workers require specific technical skills and training, including mechanical knowledge and experience, as well as mentorship and career development opportunities.

Title:

Content: Locally
2022-10-17 20: 01: 40
Ho Pei-shan urges female university students: the key to professional gender equality is to dare to take on the role
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Initiated and organised by Hang Lung Properties and co-organised by the Hong Kong Federation of Youth Groups Leadership Institute, the Hang Lung “She Vanguard ” Project held its launch ceremony and its first event, the“ She Forum ” today.
Representatives of female university students and elite female leaders from all walks of life were present.
The first female Commissioner of Customs and Excise, Ms Ho Pei-shan, is the first female officer to be promoted from the disciplined services to the highest office.
As the officiating guest, she encouraged the female university students present: "Professional seriousness and integrity are undivided between men and women.
The key is not the gender of the person, but whether they have empathy, the courage to accept the challenge, and the courage to bear.
Women no longer need to show masculinity and gain recognition in a male-dominated workplace.
Even if you retain the image of women and remain true to yourself, you can complement men.
She said that the “She Navigates ” project is meaningful.“ I believe that the instructors will gain something in the plan and inject new elements into personal development, thus inheriting the courage and perseverance of women ’ s self-improvement and lifelong learning. ”
The Hang Lung “She Vanguard ” Programme aims to provide mentorship, leadership training and internship opportunities for female university students to enhance their personal potential and talents and achieve the diverse development of women.
The first phase of the project was jointly launched in Hong Kong and Shanghai, with 200 female university students from across the country and 40 elite women from all walks of life serving as mentors.
Students with outstanding performance can also get internship opportunities provided by Hang Lung or tutors.
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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
vocational training
educational programs

Companies such as Leighton and EGA are promoting diversity and inclusion in the workplace, providing paid maternity and paternity leave, flexible work policies, and establishing networks to support female employees.

Title:

Content: Leighton looks to revolutionize construction to promote a diverse and inclusive work environment
Contract 14: 00 2022 / 07 / 05
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When it comes to the construction industry, many people will immediately think of a group of "real men of workers" who work day and night on the ground sweating like rain, forming a gender stereotype.
Leighton Asia (Leighton), which has been based in Hong Kong for more than 46 years, hopes to transform the male dominated image of the construction industry and create a diverse and inclusive working environment to inspire creativity and enhance team performance.
Leighton is an international construction company with parent company CIMIC Group based in Australia and team members from different countries.
Diversity and inclusion are the core values of the Group, regardless of the gender, age, race, cultural background, marital status or family status of employees, so that each employee can play their role in a diverse, equal and respectful work environment.
Creating a Family-Friendly Work Environment
As the times change, more and more women choose to enter the construction industry, Leighton has been continuously optimizing the working environment and policies to meet the development and needs of employees.
Among them, Leighton is a pioneer in the industry, providing employees with paid maternity leave and paternity leave that exceed the statutory requirements, and with flexible work policies, allowing employees to pursue their careers while taking care of their families.
Attracting female professionals to join the industry
Leighton also established the WOICE (Women in Construction and Engineering) network to enhance the care and support of employees, provide more training and further training opportunities, and work with different organizations to share the career development of women in the industry and attract women to join the construction industry.
WOICE covers all employees and enhances employee care and support.
Leighton currently employs about 20% of its workforce in Hong Kong.
Through recruitment and promotion, the company aims to achieve equal gender representation of interns and trainee engineers in the future, and to increase the proportion of female executives to more than 20%.
Leighton actively leads the industry in promoting a diverse and inclusive working environment to attract more women to join the construction industry.
Building an inclusive and diverse working environment is just one part of Leighton ’ s corporate social responsibility, and we will continue to work on different indicators to achieve sustainable development and bring more benefits to the community.
(Special offer)

Title:

Content: ECONOMY
EGA launches gender diversity challenge programme
Thank you for reading the news about Emirates Aluminium launching the Challenge programme to promote gender diversity, and now we start with the most important details
Follow Gulf 365 - Abu Dhabi - Abu Dhabi: “Gulf 365 ”
EGA launched the Challenge in partnership with Aurora 50, in the presence of Abdulla Ali Al Nuaimi, Assistant Undersecretary for Labour Affairs at the Ministry of Human Resources and Emiratisation.
Organised under the auspices of the Ministry of Human Resources and Emiratisation, the Challenge brings together the UAE ’ s leading male-dominated industrial companies to promote gender diversity.
Abu Dhabi National Oil Company (ADNOC), Dubai Cables Company (Ducab), Emirates Steel, Siemens, Strata, Abu Dhabi National Energy Company (ADNEC) and Technip FMC are participating in the program.
EGA aims to increase the proportion of women in supervisory positions to 25 per cent by 2025 and aims to reach 15 per cent of all EGA positions by 2026.
• Diversity and inclusion
Dr. Sultan Ahmed Al Jaber, Minister of Industry and Advanced Technology – Managing Director and Group CEO of ADNOC, said: “In line with the leadership ’ s vision of achieving gender balance and equal opportunities in all areas of life, ADNOC as a responsible global energy provider is committed to this principle, and we are pleased to join the ‘ Challenge ’ program, which contributes to achieving this balance and inclusion in the energy workforce. ”
• Improved performance
Abdulnasser Bin Kalban, Chief Executive Officer of EGA, said: “Gender diversity at work improves business performance and benefits society as a whole.
We are focused on enhancing this value in order to achieve our ambitious goals of growing and relying on talent in the future. ”
• Achieving standards
Abdulla Al Nuaimi, Assistant Undersecretary for Labor Affairs at the Ministry of Human Resources and Emiratisation and a member of the UAE Gender Balance Council, said: “The Ministry ’ s victory in the fifth cycle of the gender balance index at the federal government level for 2023 confirms the level of care and interest in achieving gender balance standards in the labor market and developing them to keep pace with new developments and technological developments. ”
EGA employs more than 470 women in various positions, including more than 160 in operations and technical facilities.
Another 100 Emirati women joined EGA last year.
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How has the level of discrimination for female employees in the construction industry changed over recent decades?

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

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

being able to combine work and family
support and assistance from management

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

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

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

being able to combine work and family
support and assistance from management

The UAE has launched initiatives such as the "Leaders in Difference" initiative to empower women in the maritime sector, prioritizing the qualification of experienced female talent and promoting growth in the industry.

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?

appoint women to traditionally male roles

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

Technology is also playing a significant role in promoting diversity and inclusion in the construction and maritime industries, providing innovative and modern means of training and development.

Title:

Content: Add Favorite Column Favorite Articles
2023-11-28
Talent shortage: Construction accidents are hard to attract new blood! The president of the Chamber of Commerce has two strategies: make use of technology to make the site factory and innovative procedures to help work!
In the next 10 years, a number of large-scale infrastructure and transport infrastructure will be started, but the front-line work of the construction industry needs to be "well exposed and rainy", and with the frequent industrial accidents in recent months, the difficulty of attracting new entrants to the industry has further increased.
Hong Kong Construction Association (HKCA) President, Mr Lam Kin-wing (left), and Honorary Secretary and Chairman of Environmental Protection Group and Health and Safety Group, Mr Wong Siu-hung (right), said that the HKCA had earlier set up a Sustainability Recognition Scheme to help the industry establish an ESG database. (photo by Mr Leung Wai-wing)
The President of the Hong Kong Construction Association, Mr Lam Kin-wing, and the Honorary Secretary and Chairman of the Environmental Protection Group and the Health and Safety Group, Mr Rex Wong, said enhancing training and accelerating the establishment of a safety culture must be an important focus.
At the same time, we will encourage the use of innovative technologies to improve productivity and increase the incentive to enter the industry.
Faced with a chronic manpower shortage, the construction industry has tested its planning capabilities in human resources and safety management.
Mr Lam stressed that there were two strategic directions to tackle the problem: 1.
In the use of technology, it always takes time to become familiar with and constantly improve the technology, so it is necessary to import workers in the short term, and in the medium and long term, it is necessary to factory the site through training, and transfer the construction process to the factory as far as possible, so as to save manpower.
2. Let talents understand that the industry adopts innovative technology, it is not hard to work. "Just a tablet (tablet) in hand, and you can work through the program."
Establishment of a youth association to nurture future leaders in the industry
The development of a city cannot be separated from the construction, and there will be different infrastructure projects in the future.
He pointed out that it is also a stable industry, and it is expected that new talents will be proud of the introduction of new technologies to enhance efficiency and professional image of the industry, and will greatly increase their interest in entering the industry.
Providing exchange opportunities, scholarships and scholarships for young talents is also a good example of nurturing future talents and attracting them to work in the industry, Mr Lam added.
The Association also established the Youth Association (HKCA YMS) in 2011 to train young people to become future leaders in the construction industry, with members from tertiary education institutions studying construction-related courses.
"In recent years, we have also brought publicity to secondary schools to educate students on safety in the construction industry at an early stage."
Rex revealed that the youth association has more than 10,000 people, and will also invite the teachers and teachers of its institutions to share, and promote in the form of drama in secondary schools, hoping to increase interaction, and learn about the industry through the perspective of peers, to increase the level of attention.
Building a Safety Culture Understanding Pain Points Practical Support
In addition, with regard to industrial safety, although the Hong Kong Government amended the legislation in April this year to increase the penalties for occupational safety and health offences, it also stated that it would improve the tendering system for public works projects and strengthen the protection of construction safety.
However, the number of fatal industrial accidents in recent months has continued to rise.
"No matter how much work a group does, the result will be the same if any one of the stakeholders does not comply," he said. "Building a safety culture is an important way to solve safety hazards. But it is not a single project. It needs to be multi-pronged.
Apart from studying the causes of accidents in order to improve the system, he said that the Association has also been actively leading the Association to hold discussions with other stakeholders to understand what the pain points of workers are and what practical support is available; and making good use of technology to speed up the promotion of culture.
Lin also pointed out that workers can enter the site after completing seven hours of training and holding a green card (green card), so I hope that the training content can be updated in time to strengthen education and cultivate safety awareness of workers, so that they can more fully understand what safety measures can be taken to deal with various situations.
Source: Hong Kong Economic Times
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What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

The International Maritime Organization (IMO) has launched a Gender Diversity Programme to integrate gender equality into the maritime sector, and institutions such as AASTMT and AWIMA are promoting gender equality in maritime education.

Title:

Content: The two institutions will promote gender equality in the areas of education, training and research in the maritime sector
Dubai, United Arab Emirates: The Arab Academy for Science, Technology and Maritime Transport (AASTMT) and the Arab Women in Maritime Association (AWIMA) signed a Memorandum of Understanding (MoU) at the International Maritime Organization (IMO) headquarters in London to explore opportunities for women ’ s participation in academia to support and strengthen the regional maritime sector.
The agreement is in line with the efforts of the International Maritime Organization (IMO) to achieve gender equality in the maritime sector globally, and the fifth goal of the United Nations Sustainable Development Goals on gender equality.
The MoU was signed by H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure, President of the Arab Women Association in the Maritime Sector, and H.E. Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport.
Promotion of gender equality
Through this partnership, the two institutions will advocate and encourage other IMO member states to actively support the development of the Arab Women in Maritime Association, and call on states to work in an integrated manner with national bodies responsible for gender equality, to ensure reporting on compliance with the SDGs.
It will also encourage the participation of women at all levels related to education, training and research in the maritime sector, in addition to supporting national mechanisms for the employment of women in accordance with the Sustainable Development Goals, the Convention on the Elimination of All Forms of Discrimination against Women and any future goals set by the United Nations within the framework of the 2030 Agenda for Sustainable Development.
H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure and President of the Arab Women in Maritime Association, said: “The maritime sector has witnessed gradual transformations over the past years in terms of the inclusion of women in the workforce.
IMO has been a key driving force behind this change, with its commitment to addressing the gender imbalance in the maritime sector through an integrated institutional framework.
In addition to the efforts of governments, we all have to shoulder our responsibilities, whether it ’ s policy makers, business owners, ship operators, stakeholders or even specialists.
Our collaboration with the Arab Academy for Science, Technology and Maritime Transport (AASTMT) is part of our ongoing efforts to make the maritime sector an inclusive and inclusive one. AASTMT has a long history of training ambitious female maritime professionals and has always inspired them. ”
Encouraging the participation of Arab women
For his part, Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport, said: “We are honored to cooperate with the Association of Arab Women in the Maritime Sector to promote national and regional recognition of the active contributions of Arab women in the development of the maritime economy.
When the IMO Gender Diversity Programme was first launched in 1988, only a few maritime training institutes accepted female students into classes.
Since then, the capacity-building and diversity programme at IMO has helped to develop an institutional framework for integrating gender equality into IMO policies and procedures.
Today, along with the Arab Academy for Science, Technology and Maritime Transport, there are many institutions that are keen to attract male and female talent, and this is the first step to making the maritime sector free of gender bias.
Next comes the importance of spreading awareness about the unlimited opportunities available to women and taking responsibility at the individual level to avoid any discrimination on the basis of sex. ”
In addition, the two institutions will encourage the maritime sector and all its stakeholders to establish and strengthen gender-neutral operational frameworks that concretely support women ’ s opportunities in terms of employment, employment, career advancement, employability and advancement to the highest levels in line with their experience and qualifications. the maritime sector and its activities.
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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?

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

Women can excel in male-dominated industries with proper training and support, and companies such as Tata Steel and Unity LLP are employing female workers in various roles, including crane operators and compressor operators.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

create training and apprenticeship programs

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

The use of technology, such as Building Information Modelling (BIM), can enhance training quality and productivity in the construction industry, and companies such as Cisco are investing in digital skills training and providing certification programs.

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26 / 02 / 2024
Digital Transformation | Tech giants retain talent with on-the-job training!
Build a learning platform to train leadership and encourage certification! Cisco.. Diversified teams can create better innovation performance
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The technology industry is constantly changing, and technology companies need to continuously improve their innovation capabilities to stay competitive.
To ensure that employees can keep up with the latest skills trends, Cisco, an international technology giant, offers a variety of in-service training programs designed to enhance digital leadership and create a culture of inclusiveness and transparency to retain talent with a good work experience.
Cisco has invested in artificial intelligence (AI) research and development in recent years to drive technological innovation in automation, intelligent analytics, and forecasting.
In addition to enhancing product functionality and providing a better customer experience, the company has also launched internal training courses and learning resources to enable employees to learn and master AI-related knowledge and skills, ranging from basic concepts to application scenarios.
Francine Katsoudas, Director of People Policy and Goals at Cisco, stressed that leaders should set an example, lead by example, and deal with issues and conflicts in an inclusive, fair and collaborative manner. (Image provided by respondents)
Francine Katsoudas, director of people policy and goals at Cisco, said the company encourages employees to apply AI through collaboration and innovation, for example by providing innovation labs and platforms where they can develop and test new AI concepts and applications and collaborate with other teams on innovation projects.
Encourage certification to promote independent learning
In addition to AI skills, Cisco also offers in-service training courses on other topics, including network technology, data analysis, software development, and network security, designed to enhance employees ’ professional knowledge and skills and attract them to stay in the company for the long term.
The trend of digital transformation is growing, so Cisco places special emphasis on the development of employees ’ digital skills and encourages them to take professional certifications, such as the Cisco Certified Network Expert (CCIE), to verify their knowledge and capabilities in specific technology areas, strengthen the enterprise, and help improve personal capabilities.
At the same time, we also attach great importance to employee leadership development, so we will arrange various leadership training programs to help employees master better management skills and guide them to become good leaders.
In addition, Cisco provides an internal learning platform that gives employees instant access to a variety of online courses and resources to drive autonomous learning.
Katsoudas believes that a diverse team creates better innovation and encourages leadership teams to focus on diversity in recruitment and promotion processes and provide training and support based on the expertise and personality of different employees.
Two-way communication and respect for employees' opinions
She stressed that transparency and openness are key to building trust. Even in difficult times, leadership teams should maintain transparency and share challenges and failures with employees.
For example, in meetings, management should fully share the information and reasons behind each decision, as well as the company ’ s goals and strategies, ensuring that each employee has a clear understanding of their roles and contributions.
However, the one-way expression of management is not enough, and enterprises must create an open communication environment to reflect high tolerance.
For example, employees should be encouraged to express their opinions, ask questions, and share ideas so that their voices are heard and respected, and management should actively listen to and respond to employee feedback to promote meaningful dialogue and collaboration.
The content of the signed and / or unsigned articles published by Economic Times is the author's personal opinion and does not represent the position of Economic Times, and the role of Economic Times is to provide a free speech platform.
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Content: Immediate Hong Kong News
Ning Hanhao: Training quota for skilled workers increased to at least 12,000 per year (11: 49)
In order to increase the manpower of the construction industry, the Secretary for Development, Mr Ning Han-hao, said in a blog post that he would continue to work closely with the Construction Industry Council and the industry, including stepping up training efforts, to increase the number of skilled construction workers training places in the 2023 / 24 to 2027 / 28 school year from 6,000 in 2021 / 22 to a minimum of 12,000 in each school year. 700, far more than the target.
On the quality of training, the Government has introduced safety training and innovative technology elements into the training courses, including the use of Building Information Modelling (BIM) and the application of MiC, and stepped up the promotion to encourage the wider adoption of innovative technologies to enhance productivity, said Mr Chan King-tak, Assistant Secretary General (Works) of the Development Council.
In terms of labour supply, he said, the Government would continue to seek talents from all sides to attract more new entrants and new entrants.
In addition, Mr Chan said that the Development Bureau, in conjunction with the Council and others, had launched the "One Pro Multi-Skills" programme to help workers upgrade their skills and learn more skills, thereby increasing job opportunities and enabling them to deploy more flexibly to help ease the manpower demand of the industry.
Mr Cheng Cheung-cheung, Executive Director of the Construction Industry Council (CIC), said that the CIC has two co-operative training programmes, including a "first hire, second training" in-service training programme with contractors, which is provided by the contractor in collaboration with the CIC. "Training" to promote current workers to become middle or large workers.
Related words: Editor 's recommendation Construction Industry Development Bureau Ning Hanhao
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The construction industry has partnered with TVB to promote careers, featuring female mechanical operators in the TV programme "Building the Future" to showcase diversified work and promotion steps.

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Content: Construction Industry Introduction Heart-warming Story There are few "mother and daughter" machine operators in the industry
April 12, 2023 01: 00
Eastern Network Television
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The first episode introduces "mother and daughter" Hsing and Shan, who are relatively few female mechanical operators in the construction industry.
In order to promote the construction industry in Hong Kong to attract talents to join the industry, the Hong Kong construction industry has partnered with TVB to produce a TV programme entitled "Building the Future", which introduces the diversified work and promotion steps of the construction industry.
A series of five episodes, featuring five people with small stories.
The first episode is "Don't Look at the Little Woman", which tells of the creation of a mother and daughter.
Ms. Hing and Ms. Ah are rare female mechanical operators in the construction industry. They are rare “mother and daughter ”, which can be described as a true model of“ inheritance ”. They work hard to break through the public ’ s fixed image of male-dominated construction site work in the construction industry.
The second episode, "Have hard work, first have craft", explains the story of two masters and apprentices doing a good job of muddy water, muddy master master master master Zhang Ming-sen and apprentice Zhang Dexing share the drips of doing cement work, showing that the construction work should be done to become a craft, and the same as the current learning to pull flowers and make leather, easy to learn, and hard work.
In their talks, the two mentioned the changes in the environment and prospects of the two generations of industrial land, and the dialogue between the two teachers and students confirmed that "the situation has changed."
The show features real life stories from current construction workers. The five episodes will focus on craftsman spirit, female strength, youth development, employment prospects, advanced technology, site safety, and teamwork.

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

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

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

appoint women to traditionally male roles

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

The IMO has launched the International Day for Women in Maritime, and Women in Maritime Networks are being created to support women in the industry, with gender diversity linked targets becoming a priority in shipping loan agreements.

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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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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?

tie gender diversity targets into contracts and deals

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

To address the unique challenges faced by female workers in male-dominated industries, companies can tailor their training programs to provide equal opportunities and empowerment, and provide mentorship and career development opportunities.

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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?

create training and apprenticeship programs

The Abu Dhabi Ports Group has partnered with Aurora 50 to empower women in the maritime sector, with the goal of promoting gender diversity and prosperity in the UAE.

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Content: Abu Dhabi Ports and Aurora 50 collaborate to empower women
Abu Dhabi Ports Group (ADPC) has signed a new partnership with Aurora 50 to provide a more inclusive and integrated work environment through its dedicated GLOW programme, which is an appropriate support and encouragement mechanism to enable its Emirati female employees to make the most of their potential.
The program was launched during the Boardroom Summit 2021, a landmark event held in Abu Dhabi, to overcome the challenges related to gender distribution in the boardroom.
Under the partnership, Aurora 50 will form a committee to select participants in the program according to high-level criteria aligned with the strategy of Abu Dhabi Ports Group. External evaluation tools will be used to develop the list of eligible participants.
The program includes virtual and in-person workshops, a brochure about the program, online references, practical training tools and workshops that participants must complete.
An important station.
Sheikha Shamma bint Sultan bin Khalifa Al Nahyan, co-founder of Aurora 50, said: “Our collaboration with Abu Dhabi Ports Group is an important milestone in our efforts to promote gender diversity and prosperity for all in the UAE.
Through the GLOW program, we will help the group identify Emirati women ’ s skills, chart more successful career paths for Emirati female employees, and increase the pool of talent among women qualified for senior management, leadership and board-level positions.
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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?

commit to gender equality in hiring practices

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

Overall, the construction and maritime industries are making progress towards greater gender equality and diversity, with women increasingly taking on leadership roles and breaking down traditional gender barriers.

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices