The construction industry is becoming less male-dominated, with women comprising 10.9% of employees in 2020.

Women's share in the construction industry increased by 32% in 2022, indicating greater gender equality.

In the US construction sector, women made up 14.1 percent of the workforce, which exceeded 1 million workers last May.

In 2021, US construction managers and electricians earned average salaries of $98,500 and $59,000, respectively, making construction a lucrative career option for women.

Women in construction face challenges, including sexual harassment and unequal treatment, affecting a quarter and half of them, respectively.

Women are breaking into the industry, bringing valuable contributions and perspectives.

Diversity and inclusivity can improve team and business decisions by 60% and 87%, respectively.

Partnerships and translated training can reduce language barriers and promote diversity.

The construction industry needs more diversity to innovate, and women can excel in various careers.

Women-led teams and diverse trade partners are successfully managing and working on large construction projects.

In China, women make up 14% of the construction workforce and earn half the salary of their male counterparts.

The global gender pay gap is 20%, with China at 21% and the US at 15%.

In Canada's BC construction industry, women made up 6% of tradespeople and numbered 33,500 in 2022.

The construction industry offers women various career options and a sense of purpose.

Women can pursue careers in construction with growth potential in management, client service, and building.

The government has approved a national strategy to address the wage gap by promoting women's interest in technical skills.

Remote work and flexible hours have increased women's labor market participation, making it easier to balance work with maternity leave and childcare.

Construction Inclusion Week promotes diversity and inclusion with industry-wide support.

The initiative offers educational resources, celebrating diverse perspectives, and drew over 5,000 registrations last year.

Vedanta Aluminium has hired transgender professionals and provides training to foster a diverse and equitable workplace.

Vedanta Aluminium is promoting diversity and inclusion by tapping into the LGBTQIA+ talent pool in manufacturing.

Companies can attract and retain women in construction by offering training, flexible work, and a culture of inclusivity.

Companies can partner with organizations like the National Association of Women in Construction to support female employees.

Companies can offer scholarships, apprenticeships, and career advancement opportunities to support women in construction.

Implementing these strategies can help break down traditional gender barriers in the construction industry.

The maritime sector has seen an increase in women's participation, with institutions like AASTMT training females.

The IMO aims to achieve global gender equality in the maritime sector.

The IMO launched its Gender Diversity Programme in 1988.

Women face challenges in maritime careers due to traditional male dominance.

Women's leadership is crucial for the maritime industry's growth.

Women are underrepresented in the maritime industry, especially in executive positions.

Women in maritime careers need support and mentorship to overcome challenges.

Digitization is improving ports' efficiency, security, and sustainability, creating new opportunities for women.

The UAE is supporting women in the maritime sector through training and development programs to boost participation and leadership.

The UAE has launched the "Leaders in Difference" program to promote women's empowerment in the maritime sector.

The UAE aims to strengthen its maritime sector with female leaders as part of its women's empowerment plan.

The International Day of Women in Maritime promotes women's roles in the industry.

WISTA supports women in shipping with training, development, and scholarships.

The Maritime SheEO programme helps women advance their careers.

Women comprise only 1.2 percent of global seafarers, but can help address crewing shortages.

The IMO launched International Day for Women in Maritime to promote industry diversity and inclusivity.

Women's networks are being created in conservative maritime organizations.

Shipping loan agreements now incentivize gender diversity.

The maritime industry has made progress in recruiting women, but more is needed for gender equality.

Organizations should embed inclusion efforts to promote diversity and equality in the maritime sector.

Leadership commitment to equality boosts confidence and promotes women's participation.

Women face challenges like insanitary working conditions, lack of access to credit and training, and limited infrastructure in the fisheries sector.

ATLAFCO provides workshops and ICT training to support women in fisheries.

Women play essential roles in the fisheries sector, but need a conducive environment to participate effectively.

The offshore industry struggles to provide correctly fitting PPE for women, exposing them to risks.

Employers are required by law to provide PPE that fits women correctly.

The Guyanese government supports gender equality in the maritime industry by providing scholarships to address crewing shortages.

The maritime industry's crewing shortages can be alleviated by including women.

Companies can promote diversity and inclusion by offering training, mentorship, flexible work arrangements, and a culture of inclusivity and respect.

Companies can partner with organizations like the National Association of Women in Construction and WISTA to support female employees.

Companies can offer scholarships, apprenticeships, and career advancement opportunities to women in construction and maritime.

Implementing these strategies can help break down traditional gender barriers in construction and maritime, creating a more inclusive work environment.

The construction industry can benefit from increased diversity and inclusion to recruit and retain female crane operators.

On-the-job training programs can help women gain construction experience and develop crane operating skills.

Mentorship and partnerships with women-focused organizations can attract more women to construction.

Using gender-neutral language and offering career growth opportunities can help recruit and retain female crane operators.

Implementing equal pay, flexible work, and bias training can create a more inclusive work environment.

Technology, like workforce planning software and mobile apps, can streamline management and make the industry more attractive to women.

The construction industry can benefit from increased diversity and inclusion to recruit and retain female crane operators.

Construction companies can modify equipment and workplaces to accommodate female operators by providing inclusive facilities like female-only toilets with sanitary napkin disposal.

Companies are expected to provide ergonomic fittings for female operators to create safe and comfortable workspaces.

Companies should offer PPE sized for women to ensure their safety and comfort.

Women in construction face greater harm risk and lower salaries than men, necessitating inclusive policies and equal pay.

Construction sites must provide women with private toilets and adequate amenities.

Temperature-controlled facilities and washrooms can create a more welcoming environment for female operators.

Companies can create blended work zones that support flexible working arrangements and work-life balance, particularly for women.

Pumping rooms and childcare facilities can support working mothers.

Employers

The construction industry is becoming less male-dominated, with women comprising 10.9% of employees in 2020.

Title:

Content: By Conor McCue

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

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

(credit: CBS)

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

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

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

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

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

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

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

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

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

(credit: CBS)

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

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

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

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

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

MORE NEWS: Denver Weather: Cooler Temperatures Settle In Quickly

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

Conor McCue

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

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

Women's share in the construction industry increased by 32% in 2022, indicating greater gender equality.

Title:

Content: Equality with discount
Women in the Russian Federation are increasingly called to work, but less often – to high-paid
According to the research of hh.ru, among the best business sectors for building a career for women are art and culture, telecommunications and communications, media, marketing, advertising, BTL, PR, design, production.
More career opportunities are emerging in heavy machinery, metallurgy and the forest industry.
The best chances for quick employment and high salaries for women are in medicine and pharmaceuticals, services for the population, art and culture, educational institutions.
At the same time, according to statistics, since 2013, the position of women in the labor market of the Russian Federation could deteriorate: they began to receive fewer invitations to both high-paying positions and C-level management positions.
“Kommersant ” publishes the results of the study hh.ru, which allow to assess the position of women in the labor market of the Russian Federation by several parameters.
To compile the ranking, hh.ru experts have sold over 140 million invitations sent to male and female applicants in 2013, 2017 and 2022 from employers from 30 business sectors.
Separately, during these years, the gender structure of invitations to vacancies for C-level management and highly paid vacancies was analyzed.
The rating did not take into account the nominal number of resumes of applicants by gender in a particular branch of business, since the resume is tied only to the professional field - the applicant can consider or be invited to vacancies from different industries.
Displacement of borders
Thus, in 2022, the top 5 industries with the largest share of invitation of women included: medicine, pharmaceuticals, pharmacies (79%), services for the population, as well as art, culture (72% each), educational institutions (71%), public activities, parties, charity, NGOs (68%), consumer goods (non-food; 67%).
At the same time, over ten years, the situation in these areas has developed in different directions: the share of applicants increased in medicine (by an average of 4 percentage points (percentage points)); public activities (+ 12 percentage points), educational institutions (+ 2 percentage points), consumer goods (non-food; + 1 percentage points) and decreased in art and services for the population (– 2 percentage points and – 3 percentage points, respectively).
The lowest number of invitations was recorded in the mining industry, heavy engineering and automotive business - 30%, 31% and 33%, respectively (a decrease of 22.15 and 11 p.p., respectively).
According to the head of the research service hh.ru Maria Ignatova, in general, we can say that the labor market over the past ten years is gradually approaching the gender balance.
If in 2013, 59% of all invitations on average in all industries were for applicants, then in 2017 this figure was 55%, and in 2022 it was 52%.
At the same time, as the expert notes, a number of interesting trends are traced, both negative and positive.
To the first Maria Ignatova refers the fact that the industries with the highest percentage of men (transportation, logistics, warehouse, foreign trade, metallurgy, metalworking, heavy engineering, automotive business) are becoming even more “male ”.
The second is that in a number of traditionally “female ” spheres (art, culture, educational institutions, services for the population), on the contrary, the number of male invitations has increased over the past ten years (on average, their share increased from 25% in 2013 to 28% in 2022).
Alexey Oshchepkov, Senior Researcher at the Center for Labor Studies at the Higher School of Economics, on the causes of gender inequality in wages
The issue of gender inequality in wages is relevant for all countries, the problem has existed for decades.
From the point of view of economists, this gap is associated with four main reasons.
The first factor is human capital (education, work experience, general work experience, special work experience), that is, all the knowledge, skills and abilities accumulated at the moment.
This is the starting point from which the answer to the question of why one group of workers (not necessarily men and women, there can be any other group) gets more than another: because it has more human capital.
Women, on average, have higher human capital than men.
However, despite this advantage, they receive less.
The second factor, and it plays the most important role, is the segregation of employment, that is, the uneven distribution of men and women by industry and profession.
It is more or less stable over time.
At the same time, on average, more “male ” jobs are paid higher.
The third factor is family characteristics (marital status, presence of children).
There is such a thing as a “fine for motherhood ” (women with small children, especially preschool age, on average receive slightly less than women without children of the same age).
Men with children, especially small children, receive on average a small premium in salary.
As far as marital status is concerned, the empirical fact is that a married woman earns a little less than a single woman.
With men, the situation looks exactly the opposite.
The fourth factor is a combination of unobservable causes, including discrimination, as well as social norms and non-cognitive skills.
The problem is that it is very difficult to measure.
It can be evaluated in local cases, certain workplaces, but full-scale statistical methods for measurement are difficult to apply here.
Discrimination is debated, but few academic studies conclude that it exists because of the complexity of its measurement.
Talk about traditionally “male ” and“ female ” industries and professions have less and less: the gender factor no longer plays a significant role in the decision on hiring, believes the managing director of the platform Avito Rabota Artem Kumpel.
However, according to him, it is possible to identify areas and professions that women are usually interested in more often.
Thus, according to the results of 2022, the most female resumes were recorded in accounting and finance (89% of the total), in education (84%), in administrative positions (81%), in medicine (78%) and the beauty industry (77%).
In the group of professions “personnel management ”, the share of resumes of applicants was 65%, the expert points out.
“Nevertheless, we see a steady trend towards the complete blurring of boundaries and the destruction of stereotypes about exclusively“ male ” and “female ” specialties, ” says Artem Kumpel.
For example, over the past year, the platform has increased the number of female resumes in the fields of transport (+ 40%), IT (+ 35%) and construction (+ 32%), which were previously stereotypically “male ”.
At the same time, the number of male resumes is growing in the fields of beauty (+ 42%), administrative work (+ 38%).
The labor market is becoming more open and flexible, the expert concludes.
Women in Leadership
Despite the fact that, in general, the percentage of invitations to women has increased, the vacancies of managers have become less accessible to them.
Under such in the study are understood the positions of directors, chief accountant, head of the legal department.
According to the results of the study, men were more often invited to C-level management vacancies in 2022.
Thus, in 18 industries, the share of women was from 41% to 49%, in 6 areas - at least 50%: telecommunications, communication and art, culture (59% each); media, marketing, advertising, BTL, PR, design, production (57%), services for the population (55%), government organizations (51%), medicine, pharmaceuticals, pharmacies (50%).
The lowest number of invitations for women was recorded in the energy sector (23%), the extractive industry (25%) and the automotive business (32%).
On average, over ten years in those areas where the share of women is at least half, a positive trend has been recorded (from 3 p.p. to 19 p.p.), a decrease is noted only in services for the population (– 5 p.p.).
In general, 16 industries showed a decrease in the percentage of women, growth was noted in 14 areas, which to some extent may indicate a movement towards leveling the situation.
According to Maria Ignatova, in certain industries it becomes more difficult for women to make a career and achieve higher managerial positions.
At the same time, a number of characteristic and socially responsible industries strive for gender diversification precisely in the management level, the expert notes.
Such spheres are: heavy engineering, telecommunications and communications, metallurgy and metalworking, forest industry and woodworking, state organizations.
In them, the share of invitations by women has increased over the past ten years at a double-digit rate, from 11 p.p. to 22 p.p.
Note that, according to the study of the recruiting portal SuperJob.ru, presented in August 2022, middle managers in Russia are both men and women, but the top positions are much more often reached by the first.
The exception is the traditionally female position of HR Director.
At the same time, men are becoming more and more: their share in 2022 was 27% (an increase of 10 percentage points compared to 2015).
“For example, it is believed that leadership positions are mostly occupied by men, in SuperJob, 80% of directors are women, and they do an excellent job of their duties, ” says Alexey Zakharov, president of the recruiting service.
“We see more and more women in managerial positions, including C-level management, ” agrees Artem Kumpel.
Financial issue
The top 5 industries by invitation to high-paying jobs for women in 2022 included: services for the population (65%), medicine, pharmaceuticals, pharmacies (59%), hotels, restaurants, catering (58%), public activities, parties, charity, NGOs (54%), as well as art, culture and educational institutions (52% each).
High-paying jobs in this study were considered jobs with a salary higher than that which exceeds 10% of the total vacancy volume.
For 2013 — 67.9 thousand rubles, for 2017 — 76 thousand rubles, for 2022 — 112 thousand rubles.
At the same time, in most industries (24 out of 30), the share of women has decreased on average over a decade.
Most of all, this affected such areas as the mining industry (-24 percentage points), state organizations (-21 percentage points), retail trade (-13 percentage points).
This situation indicates the persistence of a negative delta in the formation of their salary expectations for women in comparison with men, says Maria Ignatova.
In 2017, in general, in all professional areas, the salary expectations of women were 25% lower than those of men, in 2022 the same situation remains.
In top management and, therefore, for the highest paid jobs, the negative difference in women ’ s salary expectations is even more significant – 36% less than that of men, she points out.
Both men and women can claim the same salary fork for any position, including leadership, notes Artem Kumpel.
Salary offers on the market, according to the observations of Avito Works experts, are primarily formed based on the experience and qualifications of the candidate.
With regard to salary expectations, for a number of professions (for example, accountant, administrative positions, managerial vacancies), women and men also indicate roughly the same surebets on their resumes, he says.
“In some industries or specialties, traditionally more men work and traditionally they are paid higher.
But if a woman does the same work, she will receive the same amount as a man, ” believes Alexei Zakharov.
Painful factor
The pandemic has played a role in changing the position of women in the labor market - the widespread use of remote work and flexible hours has made it much easier for women to combine work or part-time work with maternity leave and, in general, care for family and children, says the managing director of the platform Avito Work.
In addition, the expansion of the boundaries of employment and the active involvement of a variety of social groups, including women in the decree, contribute to the consequences of the demographic crisis of the 1990s, adds Artem Kumpel.
Alexei Zakharov also speaks about the impact of the pandemic.
“Of course, part of the success in treating men and women equally is due to COVID-19 and a special military operation that made the labor market more civilized in a much shorter time than lawmakers and public organizations combined, ” he said.
It should be noted that at the end of 2022, the government approved a new version of the national strategy of action for women for 2023-2030.
The document is aimed at ensuring the principle of equal rights and freedoms of men and women and creating equal opportunities for their implementation.
The White House plans to defend women ’ s rights in a variety of areas, from the labor market to politics.
In particular, the wage gap is being addressed through the promotion of women's interest in technical and technological skills.
It is planned to form a system of continuous education and advanced training, to develop remote forms of employment, to expand the participation of women in entrepreneurship.
At the same time, the strategy, despite the status of a “fundamental ” document, is advisory in nature and is not provided with funding from the budget.
Venera Petrova
Download news...
Download news...
Download news...
Download news...
Download news...
Download news...
Download news...
Download news...
Download news...
Download news...
Download news...

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

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

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

commit to gender equality in hiring practices

In the US construction sector, women made up 14.1 percent of the workforce, which exceeded 1 million workers last May.

Title:

Content: Daytime Plus
Send Save Print PDF
Women break into construction sector to fill labour shortages
Bloomberg: The number of construction workers in the United States exceeded 1 million in May last year, for the first time since data collection began in 1964, and the share of women among workers in the sector reached its highest level at 14.1 percent last month.
About a third of construction workers in the United States are Hispanic, according to BLS.
Cerato herself got to know the industry at an early age through her Mexican immigrant father, saying, “I used to go out to work with him, and I never saw anyone like me, so it never occurred to me that it could be a viable career path. ”
The presence of another Latina as a mentor made a big difference, she said, adding: “That ’ s why our representation is important. ”
One of the women is Andy Dirkschneider, who negotiates millions of dollars in loans to buy land for her family ’ s homebuilder, but sometimes vendors call her “petite ” and ask to speak to the man in charge.
Dirkschneider, 32, who heads Brookline Homes in Charlotte, said: “I tell them I ’ m the man in charge.
A young blonde girl doing this job confuses everyone.
It ’ s frustrating, but it can ’ t be allowed to. ”
Dirkschneider and thousands of women like her are breaking through the walls of the professions.
It is not brittle, it is concrete.
The field of construction has always been a world for men, from handicrafts such as construction and carpentry to the offices of developers and executive companies.
The accelerating wave of retirement of the 1960s and 1970s generation has exacerbated the industry ’ s chronic labor shortage.
Construction jobs totaled 440,000 in April, the highest in Bureau of Labor Statistics records that began in 2001.
Aryan Higuish, a senior researcher and fellow at the Women ’ s Policy Research Institute, said there is room for growth, because the construction sector ’ s historical dependence on men now risks constraining its growth.
The institute estimates that about a third of women in the industry work in deals, and their share across sectors such as painting and carpentry is still as small as a tenth, though Higuish believes it will continue to grow.
This is partly because of the need for labor and because states and local administrations want to see more diversity in companies when they are awarded contracts.
Patrice Haley, of the diversity leadership team at construction giant DPR, said: “In this industry, we can ’ t dismiss people on the basis of gender.
“A lot of veterans are retiring, and we can ’ t leave any of the doors closed. ”
One of the temptations for women in the industry, Haley said, was to see what they were building right in front of their eyes, and she had started working in the industry in a manual job that required wearing a helmet and toe boots.
She said, "I can say I worked on this and built that."
There ’ s also the temptation to pay better than many other jobs that don ’ t require a college degree: In 2021, the average salary of an electrician was $59,000 and $98,500 for a construction manager, according to U.S. Department of Labor data.
Taqiya Wallace, 35, works for a large energy company in tracking construction project documents.
But she dreams of getting a license as a general contractor to start working on her own.
In June, I began studying building skills in a 16-week curriculum organized by Goodwill Industries in South Piedmont, Charlotte, where I learned to read blueprints and handle equipment.
If all goes according to plan, she will finish training with four industry certifications.
Although Goodwill does not target women, its organizers say a group of 15 people who completed training last year were all women, about half of whom went on to work in industry jobs.
Wallace, who was the first to receive a college degree in her family, sees getting a contractor ’ s license and hanging a sign for her company as a way to build the wealth she can bequeath to her family.
She said, “I want to be able to tell them this is our legacy. ”
Harassment and discrimination
Despite these encouraging trends, the sector still has a long way to go.
About a quarter of respondents to a survey of 2,635 workers conducted by the Women ’ s Policy Research Institute last year said they had experienced sexual harassment or repeated harassment on the basis of sex.
Half of those surveyed said that their lack of equal treatment by men was frequent or persistent.
Jenny Parker stood at a construction site in High Point, North Carolina, on a very hot day in July, grabbing a paper cup with an iced drink as she looked at her sawdust, paint and sweat stained shirt and said, "I love this.
It took me 10 years to get here. ”
Parker, who spent nine years in the Marine Corps, was upset by the managerial jobs she worked so she could pay her bills while raising her daughter, so she started working hard in real estate.
She signed up for training in building skills so she could repair the rental housing she owned.
At High Point, Parker received hands-on training in building house structures, performing stone work, and installing roofs.
She said she was able to work in partnership with the men on the team, but there were tensions at times, adding: “To be female in a male environment you have to prove yourself and work twice as hard, ” noting that some men do not accept instructions from a woman.
She said, “It ’ s a mindset that men should overcome. ”
Nicole Goulsby, owner of Red Ladder Residential, a construction company in Raleigh, North Carolina, recalls that when she started running worksites, some men ignored her when she addressed them.
She said her experience of bias faded when she distributed her signed paychecks, and she now notes that there are more women on the crews she contracts, whether they ride boards or paint.
Golsby explained that women build relationships easily and are more attentive to details, making them suitable for her field of work.
Nicknamed “Becky Nicky, ” Golsby said,“ I see things that no one else sees, and that ’ s why I do my job well. ”
The construction industry is also attracting more minority women.
An analysis by the Women ’ s Policy Research Institute found that the number of female construction apprentices between 2016 and 2019 nearly doubled, while Latinas recorded the largest increase of any race.
If we look at Ferridiana Cerato who graduated from college in 2020 with a double major in history and Spanish without being able to find any job that would enable her to benefit from her education well, she decided to try construction management.
Cerato took courses and received some certificates, including a certificate in welding.
She is now a project engineer in Indianapolis.
The job requires toughness, the 24-year-old says, with a lot of conversational “that doesn ’ t conform to HR rules ” and dealing with cynicism at times.
Cerato is one of three women in a team of nine managers and the only Latina among them.
Add a new comment
The comment received from the participant or reader is an expression of his own opinion and does not reflect the opinion of the Kuwaiti newspaper Al-Nahar
View comments

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

In 2021, US construction managers and electricians earned average salaries of $98,500 and $59,000, respectively, making construction a lucrative career option for women.

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

Women in construction face challenges, including sexual harassment and unequal treatment, affecting a quarter and half of them, respectively.

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

Women are breaking into the industry, bringing valuable contributions and perspectives.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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?

Diversity and inclusivity can improve team and business decisions by 60% and 87%, respectively.

Title:

Content: BETA
This is a BETA experience. You may opt-out by clicking here

More From Forbes

Edit Story

How Construction Leaders Can Build A Better Future

Josh Thompson is the founder and leader of Thompson Exterior Services, a construction and building maintenance company.

When used for the greater good, construction has the power to build communities, perpetuate lifelong careers and help those in need. It is evident if you look around that as the world evolves, construction is evolving right alongside it. Construction today is so much different from the industry I entered almost a decade ago. Some of these changes have affected the way things are done in both a positive and negative manner; however, there have been some exceptional changes that have changed the industry for the better. There are a few different zones where I think these innovative changes can best be seen: green construction, increased diversity and community building.

As entrepreneurs and global citizens, it is our responsibility to assure that we are doing the best we can to give back to the environment and our communities. Finding ways where our work can minimize issues like climate change and inclusivity while simultaneously bringing people together will help make the world a better place for future generations.

Green Construction

While people have probably heard about solar panels, there are a ton of new green construction technologies entering the field. From green insulation to electrochromic smart glass to cool roofs, the way we do construction is changing. These technologies are creating ways to build structures without lessening harm to the environment. Many of these technologies not only benefit the environment but also directly benefit people. For example, standard fiberglass insulation contains components that can be harmful to human health; green insulation, on the other hand, is not only made from recycled materials but takes away hazards to our health. Construction companies and their leaders should look into the use of green technology in construction since it can help lead to a more sustainable construction industry.

Increased Diversity

In 2021 87.9% of those in the construction industry identified as white. This statistic will likely change in the near future as the United States labor force becomes more diverse. Especially as labor shortages are seen across multiple industries, construction will have to look past their usual contingency to find more workers. I can say, both based on my personal experience and on research, that diversity can really benefit the industry. You can learn so much from those who work with you, and the varying backgrounds are especially helpful when you need to analyze an issue from a different perspective. Experiences build a person, and each one of my employees has an experience that differs from one another as well as my own.

A Boston Consulting Group (BCG) study found that diversity helps to increase innovation in a company. Diversity coupled with inclusivity, according to a Cloverpop study, can help improve team decisions by 60% and business decisions by 87%. With changes in the makeup of the United States population, construction will need to become more diverse to continue innovations and stay with the times.

There are a few ways that the construction industry and its leaders can continue on the path to increased diversity. The first step is to review company policies and make sure that they do not conflict with the goal of increased diversity. Once the company policies and procedures are in order, there are a few more steps that a company can take. One is to reduce language barriers. This includes offering training in a language that an employee is most comfortable and fluent in. It may also include incorporating more visuals in training to reduce the amount of English needed to understand concepts. Another step that construction leaders can take is to build partnerships with other minority-owned businesses.

Community Building

Construction is a building industry both literally and metaphorically. In construction, we build buildings, but we also build communities that involve much more than just concrete structures. When correctly implemented, there are many ways that construction can positively impact our community.

For example, new roads and frequently maintained buildings can help boost the economy of an area. New construction in an area can mean new jobs. Certain types of construction can also be extremely beneficial to a community and bring or revitalize vital buildings such as schools and hospitals. Construction thus has the potential to help many underserved communities. Leaders should work to ensure that when they take on a job, it is for the benefit of the community.

Although most of the outlined topics are specific to entrepreneurs within the construction industry, many other business owners can implement this three-step plan in order to positively impact their careers as well as the people around them. Always look for green options and alternatives when possible. Surround yourself and your team with diverse people with different backgrounds, and then lastly, remember to always build up the community around you.

Entrepreneurs help pave the way to the future, so it’s important to learn the fundamental tactics and best areas to focus your resources in order to build a better tomorrow.

Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?

Follow me on LinkedInCheck out my website

Partnerships and translated training can reduce language barriers and promote diversity.

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

The construction industry needs more diversity to innovate, and women can excel in various careers.

Title:

Content: OPINION

South Florida's builders want you

Stephen Chang
View Comments

Fact: More than 30 million Americans quit their jobs this year and a record high of 4.4 million people left their employer in September, according to the latest jobs report. The ‘Great Resignation’ is showing no signs of slowing.

Fact: Florida will receive approximately $19 billion from the Infrastructure Investment and Jobs Act, according to the White House.

As South Florida's economy steadily recovers from the pandemic, federal funding for new local projects can provide a much-needed boost to the construction industry, drive growth for the region and create lasting job opportunities for millions of middle- and working-class Floridians.

However, with growing demand for new development outpacing the number of professionals joining the workforce, our region must increase the construction labor pool to reap these benefits and provide the necessary housing and social infrastructure for the growing population.

Yet, convincing a new generation of workers to pursue a career in construction has not been easy. Construction is often overlooked as an option for individuals who earned degrees in business management, liberal arts and organizational behavior, and even in many cases degrees in construction management and engineering. But the reality is more college graduates should give a second look to careers in construction because of the potential for growth and exposure to different skill sets. No longer an industry of just hard hats and cranes, construction has transformed from blue collar to white collar. Construction today is an industry of innovation and technology.

Pixels, virtual models, AI and data are as critical cement, steel and bricks. The construction industry of today presents many career options for tech-savvy individuals who enjoy working on teams, solving sophisticated challenges, and creating something tangible that can literally transform a city skyline.

While still considered by many to be male-dominated, the construction industry is also more attractive to women than ever before. There are opportunities for women who enjoy managing people, serving clients or building things. For example, at Suffolk Construction, more than 30% of our South Florida team is female, and the project team that managed construction of the iconic guitar-shaped Seminole Hard Rock Hollywood Hotel was a women-led team and the trade partners hired for the project represented more than 23 nations.

The pandemic inspired many professionals to leave their jobs in search of more meaningful careers where they can make an impact and feel valued. Careers in construction can provide these professionals a sense of purpose and an opportunity to be a part of something greater than themselves. To be a part of a team that builds something tangible that will last for generations.

The year 2022 is expected to be an historic year of growth for South Florida. The migration of people to Florida from cities throughout the United States will greatly increase the demand for housing, which will also increases the demand for schools, hospitals, municipal buildings, retail, offices and entertainment centers. The future has never been brighter for the construction industry.Individuals interested in building an exciting and sustainable career should give building construction a closer look.

Stephen Chang is chief operating officer in West Palm Beach for Suffolk Construction Co.

View Comments

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

Women-led teams and diverse trade partners are successfully managing and working on large construction projects.

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?

In China, women make up 14% of the construction workforce and earn half the salary of their male counterparts.

Title:

Content: Aging spawns the phenomenon of "iron girl" Mainland women enter heavy industry
Social Hotspot 14: 42 2021 / 08 / 12
Share:
Due to labor shortages caused by low birth rates and an aging population, Chinese women are increasingly taking on long-male-dominated heavy labor in construction, transportation and other industries, contrary to traditional gender roles in China ’ s vast labor market.
The Wall Street Journal reports that China ’ s total workforce has been shrinking for years, in part because state policies have limited the size of families.
According to census data, the proportion of the working age population aged 15 to 59 in China has fallen from 70% a decade ago to 63% in 2020, to nearly 900 million people.
The Chinese government is trying to expand the workforce by encouraging couples to have more children and is considering delaying the retirement age.
The number of women workers in the heavy industry is growing fast
At present, most women in China still work in service industries such as retail and catering.
The researchers note that women who switch to construction and transportation are at greater risk of harm and sexual harassment, which used to be dominated by men.
China ’ s aging population faces recruitment difficulties, young people refuse to sell out to the manufacturing industry
The Politburo of the Central Committee announced the implementation of the three-child policy
The latest figures released by the National Bureau of Statistics show that at the end of 2018, nearly 9.5 million women were employed in the construction industry, equivalent to 14% of the total number of construction workers, up from 10% at the end of 2004.
According to the researchers, the official data may underestimate the actual number of women workers in the construction industry, as many women are hired through temporary employment agencies and are not considered regular employees.
Sarah Swider, a sociologist at Wayne State University, has studied construction sites for more than 10 years. Swider said that the number of women working on construction sites has grown rapidly, so employers have set up separate living areas and bathrooms for them.
These women also have to do double the work: in addition to the routine work of moving bricks and making cement, they also have to do laundry and cooking for male workers. The average salary of these women workers is generally about half that of male workers, Swider said.
Women are not as good as men in terms of salary in some jobs.
Researchers who study China ’ s labor force and gender issues estimate that about a third of workers on some construction sites in China ’ s big cities are women, up from almost zero in the 1980s.
Eight years ago, women made up just over one-tenth of construction workers, according to a survey of more than 6,000 construction workers in nine cities by a nonprofit labor rights group in Beijing.
The women ’ s work gradually expanded from cooking and cleaning to screening sand and operating machinery, these people said.
[China Population Census] Statistics Bureau: Old age becomes a long-term important national situation
[Population crisis] Northeast advanced aging two factors are difficult to resolve
Emily Honig, a historian at the University of California, Santa Cruz, said that in the Mao era, female workers were called "iron girls" and were a symbol of gender equality, but after Deng Xiaoping came to power, women's heavy industry was no longer popular as China's wealth increased.
But “now, with labor demand changing again, this Mao era directive seems to be back to square one. ”
A gender pay gap indicator released by the International Labor Organization in 2018 showed that women globally are paid on average nearly 20% less than men, the gender pay gap in China is slightly higher than the global average at 21%, and the gap in the United States is lower at 15%.
Editor-in-Chief: Li Bingqi
Stay abreast of the latest developments in China, Bookmark hket.com China Channel
Like Hong Kong Economic Times hket.com Fan Page
Follow the latest financial news analysis, like hket Facebook

The global gender pay gap is 20%, with China at 21% and the US at 15%.

In Canada's BC construction industry, women made up 6% of tradespeople and numbered 33,500 in 2022.

Title:

Content: Short-term contractions in British Columbia’s construction sector are short lived, with the residential sector poised to drive growth to 2032

OTTAWA, Ontario, April 28, 2023 (GLOBE NEWSWIRE) — British Columbia’s construction sector enjoyed another strong year of growth in 2022, with investment levels in both the residential and non-residential sectors rising to peaks. The former was sustained by high levels of real-estate demand, while the latter was supported by a series of ongoing engineering-construction projects and strong investments in hospitals and health care facilities.

Construction demands are expected to contract in the near term, with elevated interest rates curbing residential demand and work concluding on key major non-residential projects.

BuildForce Canada released its 2023–2032 Construction and Maintenance Looking Forward report for British Columbia today. It finds that after recording strong gains in 2021 and 2022, employment is poised to contract in the short term due to a modest decline in residential construction related to rising interest rates and the wind down of work on several major projects in the province. A series of increases follow through the remainder of the forecast period, mostly in the residential sector, with total employment reaching more than 4% above 2022 levels by 2032. These numbers are based on existing known demands and do not take into account the federal government’s goal to double the number of new homes built across Canada over the next 10 years, nor the anticipated increase in demand for construction services related to the retrofit of existing residential, industrial, commercial, and institutional buildings to accommodate the electrification of the economy.

“British Columbia has been one of the busiest construction markets in Canada for several years, with many major non-residential projects stacked on top of a booming residential sector,” says Bill Ferreira, Executive Director of BuildForce Canada. “Although both will likely experience modest declines in activity in the short term, higher levels of migration into the province will boost residential construction activity across the medium and long terms, while activity in the non-residential sector will fluctuate with the ebb and flow of work on several major projects.”

A full analysis of British Columbia’s construction sector requires detailed looks at not only the provincial market as a whole, but also at the two key provincial sub-markets: the Lower Mainland and Vancouver Island. Both have their own unique market conditions.

The Lower Mainland construction market, which includes Greater Vancouver, Fraser Valley, Sunshine Coast, Squamish, and Lillooet, accounts for approximately 60% of the province’s construction employment. Regional activity strengthened again in 2022, led by peak levels of investment in both the residential and non-residential sectors.

Total construction employment in the Lower Mainland construction market is expected to contract through to 2026, as losses in the residential sector offset gains in the non-residential sector. Thereafter, it rises to the end of the forecast period, increasing by 3% to 2032, with employment in the non-residential sector accounting for all of the increase. Residential employment is mostly unchanged.

The Vancouver Island construction market, which includes the Capital Region, Cowichan Valley, Nanaimo, Alberni-Clayoquot, Strathcona, Comox Valley, Powell River, Mount Waddington, and Central Coast, also experienced growth in 2022. Activity was supported by a modest increase in residential investment and stronger growth in the non-residential sector. Construction employment is expected to contract by just over 3% across the forecast period, as residential employment declines by nearly 4% from its 2022 peak, and non-residential employment is virtually unchanged.

BuildForce Canada projects that British Columbia’s construction industry will need to recruit 52,600 additional workers over the forecast period to keep pace with expansion and replacement demands. More than 38,000 of those workers – or 20% of the 2022 construction labour force – are expected to retire during this period. Although the addition of almost 34,000 workers under the age of 30 from local recruitment efforts will help to offset these retirements, the labour force faces a near-term need for large numbers of experienced skilled workers. By 2032, the industry could face a deficit of 18,700 workers unless anticipated recruitment is increased.

The development of skilled tradespersons in the construction industry takes years, and often requires participation in a provincial apprenticeship program. New registrations in British Columbia’s 25 largest construction trade programs have fluctuated in recent years, despite an overall increase of 14% in employment between 2013 and 2019.

Based on projected new registrations and completion trends, several trades may be at risk of undersupplying the number of new journeypersons required by 2032. Trades within this group include Boilermaker, Bricklayer, Carpenter, Gas Fitter, Glazier, Heavy Equipment Operator, Industrial Instrumentation Technician, Industrial Mechanic, Insulator, Lather, Mobile Crane Operator, Painter and Decorator, Powerline Technician, Roofer, and Welder.

The construction industry remains focused on building a more diverse and inclusive labour force. To that end, efforts are ongoing to enhance the recruitment of individuals from groups traditionally under-represented in the province’s construction labour force, such as women, Indigenous People, and newcomers to Canada.

In 2022, there were approximately 33,500 women employed in British Columbia’s construction industry – a contraction of about 5% from 2021 levels. Of them, 31% worked directly in on-site construction. As a share of the total, women represented just 6% of the 182,100 tradespeople employed in the industry in 2022. That figure is unchanged from 2021.

The Indigenous population is another under-represented group that presents recruitment opportunities for British Columbia’s construction industry. In 2021, Indigenous workers accounted for 6.2% of the province’s construction labour force, which is a slight increase from 2016. It is also notably higher than the share of Indigenous People represented in the overall labour force. As the Indigenous population is the fastest growing in Canada and Indigenous workers seem predisposed to the pursuit of careers within the sector, there may be scope to further increase the recruitment of Indigenous People into the province’s construction industry.

The construction industry is also committed to the recruitment of newcomers to Canada. Historically, newcomers and more established immigrants have accounted for about one quarter of British Columbia’s construction workforce. With the province expected to welcome an average of just under 80,000 newcomers every year through 2032, based on historical settlement trends, the immigrant population will be a key potential source of labour force growth for the construction sector.

Increasing the participation rate of women, Indigenous People, and new Canadians could help British Columbia’s construction industry address its future labour force needs.

BuildForce Canada is a national industry-led organization that represents all sectors of Canada’s construction industry. Its mandate is to support the labour market development needs of the construction and maintenance industry. As part of these activities, BuildForce works with key industry stakeholders, including contractors, proponents of construction, labour providers, governments, and training providers to identify both demand and supply trends that will impact labour force capacity in the sector, and supports the career searches of job seekers wanting to work in the industry. BuildForce also leads programs and initiatives that support workforce upskilling, workforce productivity improvements, improvements to training modalities, human resource tools to support the adoption of industry best practices, as well as other value-added initiatives focused on supporting the industry’s labour force development needs. Visit www.buildforce.ca.

For further information, contact Bill Ferreira, Executive Director, BuildForce Canada, at [email protected] or 613-569-5552 ext. 2220.

This report was produced with the support and input of a variety of provincial construction and maintenance industry stakeholders. For local industry reaction to this latest BuildForce Canada report, please contact:

Chris Atchison
President
British Columbia Construction Association
(250) 818-9671

Kim Barbero
CEO
Mechanical Contractors Association of British Columbia
604-205-5058

Paul de Jong
President
Progressive Contractors Association of Canada
403-620-3781

Kelly Scott
President
BC Road Builders and Heavy Construction Association
604-436-0220

Rob Viccars
Communications & Marketing
Canadian Homebuilder’s Association of British Columbia
604-432-7112 ext. 301

Funded by the Government of Canada’s Sectoral Workforce Solutions Program.

CBJ Newsmakers

Recommended

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

The construction industry offers women various career options and a sense of purpose.

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?

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

Women can pursue careers in construction with growth potential in management, client service, and building.

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

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

The government has approved a national strategy to address the wage gap by promoting women's interest in technical skills.

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

Remote work and flexible hours have increased women's labor market participation, making it easier to balance work with maternity leave and childcare.

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

Construction Inclusion Week promotes diversity and inclusion with industry-wide support.

Title:

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

CONSTRUCTION INCLUSION WEEK 2024: AMPLIFYING BELONGING IN THE BUILT ENVIRONMENT

We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”
— Ray Sedey, Chair of Construction Inclusion Week 2024
UNITED STATES, April 18, 2024 /EINPresswire.com/ -- As Construction Inclusion Week enters its fourth year, the organization proudly announces that registration and sponsorship opportunities for the 2024 effort, scheduled for October 14-18, are open. Construction Inclusion Week aims to unite the construction industry to advocate, amplify, and celebrate diversity, equity, and inclusion (DEI).

Last year, Construction Inclusion Week saw more than 5,000 active registrations and engagements in the effort, demonstrating the industry’s readiness to embrace change and foster a more inclusive environment. Construction Inclusion Week 2024 seeks to build upon the momentum built over the past three years to offer an industry-wide platform to celebrate unity, belonging, and inclusion. The initiative aims to cultivate a construction industry that celebrates diverse perspectives and skills and makes equitable opportunities available for all.

Construction Inclusion Week was launched in 2020 to harnesses the collective energy throughout all facets of the construction industry, including general contractors, specialty contractors, subcontractors, suppliers, architects, engineers, owners, technology firms, and other service providers to advocate, amplify, and celebrate the diversity within our industry. Construction Inclusion Week provides a focused opportunity to showcase industry strides related to DEI and offers educational resources to drive continued improvement, not only for one week but 24/7/365.

Sponsorship Opportunities for 2024: In 2024, Construction Inclusion Week provides opportunities for firms to demonstrate their commitment to belonging and inclusion in the construction industry through sponsorships:

· Ambassador Sponsorship ($5,000): Offers high-level recognition across collateral materials .
· Supporter Sponsorship ($1,500): Provides visibility across campaign materials.

Free Registration and Educational Content: Participation in Construction Inclusion Week remains free, with firms and individuals receiving access to valuable tools and curriculum content. The 2024 pre-planning guide is available , including access to resources such as the DEI maturity model, planning calendar, and swag store. Full curriculum content will be available over the summer, focusing on daily themes such as Commitment & Accountability, Belonging, Supplier Diversity, Workplace Culture, and Community Engagement.

Join the Movement: “The momentum we’ve built over the past three years is remarkable, but there is still much more work to do,” says Ray Sedey, Chair of Construction Inclusion Week 2024 and Chairman and CEO of McCarthy Building Companies. Inc. “As we enter our fourth year, the need for collective action and continued commitment to integrating DEI in the industry is more critical than ever. We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”

How to Participate: For registration details and to explore sponsorship opportunities, please visit www.constructioninclusionweek.com.

###

About Construction Inclusion Week: Construction Inclusion Week, a 501c(6) entity, is organized by leading construction firms, including McCarthy Building Companies, Inc., Turner Construction Company, Clark Construction Group, Smoot DC, Gilbane Building Company, DPR Construction, and Mortenson. Construction Inclusion Week is a designed to highlight the importance of diversity, equity, and inclusion within the construction industry. It serves as a call to action for all industry stakeholders to reflect on progress, embrace diversity, and take steps toward a more inclusive future.

Asheya Warren
PRAXIS
+1 972-755-5330
awarren@praxis-psm.com

The initiative offers educational resources, celebrating diverse perspectives, and drew over 5,000 registrations last year.

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

Vedanta Aluminium has hired transgender professionals and provides training to foster a diverse and equitable workplace.

Title:

Content: Business

Vedanta Aluminium: painting the manufacturing shopfloor rainbow

X

Every individual in an organisation brings with them diverse perspectives, work and life experiences, competencies, and a whole host of socio-cultural differences that add to the richness of workplace, in terms of skillsets and culture. The key to unleashing the potential of this diversity lies in inclusivity and belongingness. In other words, the benefits of diversity can be reaped by organizations that value these individual differences and strive to nurture a sense of belongingness within each individual for the team and company, so they align their strengths to pursue common goals.

India's largest aluminium producer, Vedanta Aluminium, is one such organization leading the way in making the manufacturing industry gender inclusive. Earlier this year, the company welcomed transgender professionals into the workforce – a significant stride in its mission of fostering diversity & inclusion. This puts the company among the handful of manufacturing companies in India and the world to have LGBTQIA+ employees in core operations.

Change is good

Globally, the manufacturing industry has long been a man's world, with prevalent stereotypical notions of jobs being dull, rugged and low-skilled. For decades, regressive norms questioning women's role in manufacturing shopfloors had deterred them from actively considering a meaningful career in manufacturing. This is despite the fact that women have successfully made their mark across various industry sectors, from banking to defence. Now take the case of LGBTQIA+ professionals, the world is yet to begin imagining a place for them in the manufacturing industry.

Even though manufacturing companies have leapfrogged into the future with extensive deployment of new age technologies, digital solutions and automations, which have made job roles smart, interesting and automated, the status quo has not changed a lot. The result being, a low gender diversity ratio, which is even more acute in the metals and mining sector, with the ratio being in low single digits.

In a heartening trend of late, we are witnessing increase in diversity in the metals and mining industry, thanks to greater awareness about various job roles, better education and the great equaliser known as technology. Take the case of Vedanta Aluminium. To build a diverse workforce, Vedanta Aluminium has been working extensively towards attracting high-potential women and LGBTQIA+ professionals to join its ranks. While the company has a higher percentage of women in its workforce, compared to industry average, this year, it crossed a milestone when it hired the first transgender employees at its Chhattisgarh-based subsidiary, the Bharat Aluminium Company (BALCO). Four of the transgender employees are engaged as forklift operators at its Cast House, and three others in the Security function.

Unleashing the power of people

Vedanta Aluminium is not only India's largest producer of aluminium, but also one of the top global names in aluminium. Its products are market leaders the world-over, catering to core industries and sunrise sectors like electric mobility, aviation, construction, renewable energy, defence, aerospace, etc. across 30-40 countries. Most recently, Vedanta Aluminium was the first in India to produce low carbon 'green' aluminium, branded Restora, for climate-conscious customers looking to source responsibly. It is also the first company to supply Primary Foundry Alloy, Cylinderhead Alloy, High-Speed Billets, and many other special alloys for the first time in India, curbing the import-reliance of Indian industries. So, how does diversity and inclusion fit into this equation?

As Vedanta Aluminium's CEO, Mr. Rahul Sharma would say, "Diversity and inclusion are not just ingrained in our organisational culture, but it is how we do business. Our markets, customers and businesses are diverse and complex. To match that, we need to recruit people with diverse points of view, experiences, skills, backgrounds and education so that our business strategies are well-rounded to manage and grow our business. Within just one decade, Vedanta Aluminium became one of the world's top aluminium producers – a feat that would have been nigh impossible without the quality of our people and the rich diversity of thoughts, skills and ideas that they bring to the table. We take great pride and responsibility in being equal opportunity employers."

To address the prevalent gender gap and foster a culture of diversity & inclusion, in a sustainable manner, Vedanta Aluminium works on fundamental pillars of equitable workplace practices. These include:

• All job roles, no matter how non-traditional, are gender-agnostic and empowering.

• Employees are hired for their attitude, passion to learn and grow, and sound educational and technical qualifications.

• They are then provided with the best possible training from global experts, and professionally groomed by the leadership. In other words, they are set up to succeed.

• High potential talent is provided interventions such as classroom trainings, executive coaching, mentoring and put into accelerated developmental programmes.

• With world-class townships having ultra-modern amenities in the vicinity of the plants such as hospitals, schools, day-care centres, swimming pools, stadiums, gyms and advanced security systems, combined with industry leading people-practices, they are given an ecosystem designed to ensure they are supported at various life stages.

If that wasn't enough, Vedanta Aluminium is at a remarkable inflection point which allows for a lot of innovation, new ways of working – and a truly diverse and inclusive workplace that allows for unprecedented learning and a ringside view of global best practices. Since the company is constantly growing, developing new products and expanding its operations, its work-culture has the excitement of a start-up and the stability of a large global conglomerate, both at the same time!

Pride in diversity

The company realised very early on that it is the mindset and behaviour it needed to tackle to promote diversity at the workplace, and so, it set about creating an environment of inclusion and respect. Rahul Sharma adds, "Our objective is to build a wholesome culture, that makes our employees and partners feel welcomed, encouraged and empowered to deliver to the best of their potential. A diverse workforce ensures more prolific ideation, a better mix of skills and robust decision-making which leads to better rounded solutions and makes for enriching experiences. LGBTQIA+ professionals have long been an untapped talent pool for the manufacturing industry. Hence, we are now casting our talent acquisition net wider and looking to attract competent and ambitious LGBTQIA+ people to our workforce, for we truly believe that merit has no gender."

To ease the transgender hires' transition from the fringes of society to smart manufacturing plants, and help them evolve from semi-skilled people into professionals, Vedanta Aluminium adopted a three-step process:

Identification: Vedanta Aluminium worked with local NGOs and the transgender community at Korba, Chhattisgarh, to conduct a skill mapping study and identify transgender people with minimum required skills for working in a manufacturing industry.

Training: Post selection of such candidates, the company is taking them through an extensive training program aimed at honing the required skillsets, including soft-skills and business knowledge.

Building an empathetic & inclusive environment: Parallelly, Vedanta BALCO is also conducting gender-sensitization sessions for its workforce, with respect to the social and psychological challenges of trans people, proper code of conduct and ways of working to build a cohesive and encouraging environment for all.

And what do Vedanta Aluminium's transgender employees have to say about their experiences so far?

"I feel great working at Vedanta BALCO. The company has provided us with all required amenities, including housing. Whenever I go out, whether it is to buy groceries or to go to the hospital, people treat me with respect and talk to me nicely. I hope other companies follow the example set by Vedanta Aluminium and give transgender people opportunities in their organizations." – Ayesha Kumar, Security Professional

"Vedanta BALCO has given us a great platform to prove what we are capable of. Since we started working here, the local public's respect and acceptance of us has visibly grown. This is extremely heartening for me as an individual and to our transgender community." – Aysa Vishwakarma, Forklift Operator

"It has been 4 months since I started working at Vedanta BALCO. The workplace environment here is very conducive. People do not look at us or treat us differently. I feel really proud and happy working here." – Madhu Manikpuri, Security Professional

"The company is playing a significant role in bringing people from transgender communities to the mainstream by providing them with employment opportunities. I am really happy to be working here." – Roopa Kurrey, Forklift Operator

Shaping an inclusive tomorrow

With diversity and inclusion ingrained in Vedanta Aluminium's work culture, Respect, Care and Trust form three critical pillars of its value system. Together, they allow the company to explore the myriad dimensions of diversity of its workforce, and through inclusivity, nurture the best in its people to create sustainable value for its customers, communities and the country. The way the global economic order is evolving creates prime conditions for India to establish itself strongly as the manufacturing and value-addition destination of the world, with all the right levers like abundant natural resources, a strategic geographic location, huge captive demand, immense social & cultural diversity, and a deep talent pool of young professionals. It is, therefore, high time for manufacturing companies to capitalize on these emerging opportunities by closing their talent gap with the right people, without gender being a bar. May our diversity be the differentiator in the new world order.

Next Story

Vedanta Aluminium is promoting diversity and inclusion by tapping into the LGBTQIA+ talent pool in manufacturing.

Companies can attract and retain women in construction by offering training, flexible work, and a culture of inclusivity.

Title:

Content: The Importance of Gender Diversity in Technology
As a writer deeply immersed in technology and startups, I strongly believe in the transformative power of gender diversity in the tech industry.
From my perspective, I see how this diversity acts as a catalyst, nurtures innovation, raises team performance, and instills problem-solving endeavors with new perspectives.
Within a diverse workforce, I recognize the potential to benefit from a wide range of skills, experiences and perspectives.
This fabric is woven together to form smarter decisions and achieve more impactful results.
Search pages reflect what I see – companies that embrace diversity tend to rise above their peers, not only in financial performance but also in reputation and prestige.
However, as I delve deeper into this area, I am acutely aware of a prevailing imbalance.
The presence of female engineers in the technology industry remains disproportionate, a stark contrast amid the possibilities that lie ahead.
To address this stark divide, I believe tech companies must take deliberate action.
The burden falls on these entities to proactively cultivate an environment that thrives on inclusivity.
Initiatives that extend a welcoming hand to talented female engineers are essential, pushing the industry towards a future where diversity is not just a buzzword but an inherent and integral aspect of its success story.
Step 1: Create a gender-inclusive environment
Creating a gender-inclusive environment is the basis for successfully recruiting and retaining female engineers.
This includes assessing and addressing unconscious biases, fostering a culture of respect, and ensuring equal opportunities for both male and female employees.
Here are some ways to create a gender-inclusive environment:
1.
Education and Training: Provide diversity and inclusion training to all employees, focusing on unconscious bias and the importance of gender diversity.
This will help create a more inclusive corporate culture and ensure that all team members understand and value diversity.
2.
Gender-neutral language: Use gender-neutral language in all internal and external communications, including job postings, performance appraisals, and meetings.
This helps eliminate gender biases and perceptions, making everyone feel valued and respected equally.
3.
Address biases: Identify situations where unconscious biases may influence decisions, such as hiring, promotions, and project assignments.
Establish clear criteria for these decisions to ensure gender equality and equity in all areas.
Step 2: Enhance recruitment strategies for female engineers
To attract more female engineers, tech companies must actively seek out female talent by leveraging multiple channels and adopting targeted strategies.
Here are some effective recruitment strategies:
1.
Partnering with women-focused organizations: Collaborate with groups, networks, and educational institutions focused on supporting women in technology, such as Women Who Code, Girls Who Code, and the Society of Women Engineers.
These partnerships can help you reach a larger pool of female candidates and establish your company as a promoter of gender diversity.
2.
Use women ’ s job boards: Publish jobs on female-focused job boards like Women in Tech Jobs, Werk, and InHerSight.
These platforms aim to connect women with college employers, making your tech company more visible to female engineers.
3.
Showcase Women Role Models: Share the success stories and achievements of women engineers within your company via your website, social media and other communication channels.
By highlighting the achievements of your female employees, you can inspire potential candidates and demonstrate your commitment to gender diversity.
4.
Inclusive job descriptions: Avoid using sexist language in your job ads and choose an inclusive language that appeals to all genders.
Remove any unnecessary qualifications that may inadvertently discourage women from advancing and emphasize aspects of your company ’ s culture that support women in technology.
5.
Take advantage of referral networks: Encourage your employees, especially female engineers, to refer potential candidates for vacancies.
Provide incentives to employees for successful referrals and build a strong internal referral program.
By adopting these strategies, tech companies can create a more diverse talent pool and increase the number of female engineers in their ranks.
Remember that promoting gender diversity requires long-term commitment and sustained efforts to create an inclusive and supportive environment for women engineers to thrive.
Step 3: Implement inclusive recruitment practices
To ensure that female engineers feel welcome and appreciated from the start, implement inclusive recruitment practices that attract and empower diverse talent.
These practices should reflect the company ’ s commitment to diversity and inclusion and eliminate any biases that may prevent women from joining.
Try AppMaster no-code today!
Platform can build any web, mobile or backend application 10x faster and 3x cheaper
Start Free
Use comprehensive language in job advertisements
Avoid using unnecessary language, terminology or qualifications that may alienate potential candidates.
Instead, use more comprehensive terminology and focus on skills and experiences that accurately reflect the requirements of the job.
Using tools like Textio can help identify any gender language and offer better alternatives.
Highlighting the company ’ s commitment to diversity and inclusion
In job listings and on the company ’ s website, make your commitment to creating an inclusive work environment clear.
Showcase diversity and inclusion initiatives, benefits and policies that meet the needs of all employees, with a focus on equal opportunities for growth and progress.
Collaboration with women-focused organizations
Partnering with women ’ s organizations, clubs and schools to find talented female engineers.
This helps expand your employability and connect you with individuals who are actively looking for opportunities in the tech industry.
Training hiring managers to recognize unconscious bias
Unconscious bias can compromise objectivity in evaluating candidates.
Training hiring managers to identify their biases helps create fair hiring processes, ensuring candidates are evaluated based on merit and not by irrelevant factors.
Evaluate candidates on a wider range of criteria
Consider the different aspects of a candidate ’ s background and potential that go beyond academic qualifications and technical skills.
This can include problem-solving abilities, adaptability, collaboration, and communication skills – all of which are essential to thrive in the tech sector.
Building diverse recruitment teams
Assemble diverse recruitment committees to offer different perspectives and minimize the impact of personal biases during the interview process.
This also allows candidates to see representation within the company, signaling a commitment to diversity and inclusion.
Step 4: Retain Female Engineers through Career Growth and Development
Once female engineers join your technology company, boost their success through continuous growth and development.
Encourage female employees to pursue challenging projects, invest in professional development initiatives, and establish mentorship and networking opportunities.
1.
Provide opportunities for career advancement: Women engineers, like all employees, want opportunities for advancement.
Make sure women have equal opportunities in promotions, high-profile projects and leadership roles.
Create clear career paths and align job titles, requirements and compensation with industry standards.
2.
Provide accessible professional development: Professional development allows employees to raise skills, stay abreast of industry trends and prepare for changes in the labor market.
Allocate resources for professional development courses, workshops, conferences and other learning opportunities that benefit women engineers.
3.
Create mentorship and sponsorship programs: Pair female engineers with experienced industry leaders who can provide guidance, support, and advice while defending their career advancement.
Create formal mentorship programs and informal support networks to increase engagement and retention.
4.
Encourage communication and collaboration: connect women engineers with diverse colleagues inside and outside the company to broaden their horizons and foster valuable relationships.
Encourage participation in internal and external communication events, conferences, and professional organizations.
Step 5: Provide a supportive corporate culture and policies
A healthy and inclusive work environment is essential for retaining female engineers.
Create a supportive culture through policies and initiatives that respect diverse backgrounds, address biases, and accommodate flexible work arrangements.
Fostering a sense of belonging
Encourage a culture of collaboration, inclusion and mutual respect among employees.
Recognize and celebrate the achievements of female engineers, and demonstrate that their contributions are appreciated and are integral to the success of the company.
Implementation of equal pay policies
Alleviate pay disparities by ensuring that employees, regardless of gender, receive equal pay for equal work.
Review compensation practices regularly to identify any discrepancies and make necessary adjustments.
Provide flexible working arrangements
Flexible working arrangements, including telecommuting and flexible time, allow employees to balance their professional and personal lives.
Develop policies that accommodate these arrangements when possible, without compromising the quality or efficiency of their work.
Addressing and preventing discrimination and harassment
Establish clear policies and procedures to prevent and address discrimination, harassment and retaliation in the workplace.
Train staff to recognize and report violations and carry out disciplinary actions as required.
Implementation of family-friendly policies
Support employees with families by offering maternity and paternity leave, childcare assistance, and other family-friendly benefits.
These policies demonstrate your company ’ s commitment to the health and well-being of its employees and can help retain female engineers who may have caregiving responsibilities.
Try AppMaster no-code today!
Platform can build any web, mobile or backend application 10x faster and 3x cheaper
Start Free
Technology companies can successfully attract, hire and retain female engineers by fostering an inclusive environment, implementing fair hiring practices, promoting career growth, and developing supportive policies.
This commitment to diversity and inclusion contributes to improving the work culture, driving innovation and strengthening business performance.
Step 6: Encourage Change and Accountability in Leadership
The company ’ s commitment to gender diversity starts at the top.
It is crucial for leadership not only to advocate for change, but also to set an example.
Here are some ways to encourage change and enhance accountability in leadership:
1.
Set clear goals for diversity and inclusion: Setting specific and measurable goals for hiring and retaining female engineers will help keep leadership accountable.
Monitor progress regularly and report diversity metrics to ensure transparency.
2.
Promote diversity in leadership positions: Promote women to leadership positions, as this will help create an inclusive culture and inspire other female employees to work for leadership positions.
3.
Leadership training: Provide diversity and inclusion training to all leaders, ensuring they understand the importance of creating an inclusive work environment and their role in promoting gender diversity.
4.
Create a diversity committee: Create a committee responsible for promoting and overseeing gender diversity initiatives throughout the company.
This committee should include members from different levels, departments and engineers to ensure diversity of views.
5.
Holding Leaders Accountable: Linking Leadership Performance Assessments to Diversity and Inclusion Outcomes.
This will encourage leaders to prioritize gender diversity efforts.
Key Benefits of Gender Diversity in Tech Companies
Gender diversity is not only a moral imperative but also a commercial advantage.
Here are some of the key benefits of having a diverse workforce, including a higher percentage of female engineers:
• Increased innovation and creativity: Diverse teams offer different perspectives and ideas, resulting in more innovative solutions and better problem-solving capabilities.
Making better decisions: Diverse gender teams have shown that they make more accurate and informed decisions, which can boost a company ’ s performance and success in the market.
• Improving financial performance: Multiple studies have shown a positive correlation between gender diversity and the financial performance of the organization.
Companies with diverse leadership teams are likely to outperform their competitors.
• Stronger reputation and stronger talent attractiveness: A company committed to diversity and inclusion is more likely to attract and retain the best talent, improving its competitiveness in the industry.
• Enhance team collaboration: A gender-balanced team promotes a more inclusive and collaborative environment, resulting in improved communication and team dynamics.
Customer Appeal: Today ’ s customers are increasingly seeking to work with diverse and inclusive businesses, making gender diversity a factor that positively impacts business relationships.
Success stories from technology industry leaders
Many technology industry leaders have proven that creating an inclusive culture while hiring and retaining engineers is possible.
Here are some success stories:
1.
IBM: IBM has been recognized for its efforts in promoting diversity and gender equality.
The company has established the Women in Technology Council and offers flexible working arrangements and various programs to help women develop leadership and technical skills.
2.
Intuit: Intuit has actively embraced diversity and inclusion initiatives in the workplace.
The company offers mentoring, care and skills development programs to female engineers, ensuring their professional growth and success.
3.
AppMaster Inc.: AppMaster, creator of a no-code platform, promotes an inclusive work environment and actively supports the career growth of female employees by encouraging gender diversity in the workplace.
By committing to eliminating unconscious bias in hiring practices and providing opportunities for female engineers, AppMaster sets an example for other technology companies.
4.
Microsoft: Microsoft has implemented various initiatives to attract and retain female engineers, including mentorship programs, leadership training, and investments in organizations that support women in technology.
5.
Google: Google actively promotes gender diversity through numerous partnerships, targeted recruitment efforts, and employee resource groups.
The company has introduced initiatives to create a supportive and inclusive culture for all.
“Women shouldn ’ t be afraid to pitch themselves, ” said businesswoman Sarah Wood, lighting the torch of empowerment and serving as a beacon of guidance on the journey towards gender diversity in the tech industry.
These success stories stand as evidence of the profound impact that can be achieved by fostering an inclusive environment and implementing strategies that align with this spirit.

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

create training and apprenticeship programs

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

Companies can partner with organizations like the National Association of Women in Construction to support female employees.

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

Companies can offer scholarships, apprenticeships, and career advancement opportunities to support women in construction.

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

create training and apprenticeship programs

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

Implementing these strategies can help break down traditional gender barriers in the construction industry.

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

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

The maritime sector has seen an increase in women's participation, with institutions like AASTMT training females.

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.
# Government Data
- Done.

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?

create training and apprenticeship programs

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

vocational training
educational programs

The IMO aims to achieve global gender equality in the maritime sector.

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?

The IMO launched its Gender Diversity Programme in 1988.

Women face challenges in maritime careers due to traditional male dominance.

Title:

Content: 5th Edition of ‘The Rising Women in Maritime’ Promotes Empowering Women Leadership in Industry | SOUALIGA NEWSDAY

SINT MAARTEN (COLE BAY) - Inspiration transcends boundaries and sectors. And that is what a wide array, of mostly female, attendees experienced as they converged at the Motorworld showroom in Cole Bay on Sunday, March 17, 2024. The event was the fifth edition of ‘The Rising Women in Maritime’ hosted by Amb. Vital (Amanda Vital-Bedminister) of CHAI and her team.

Executed with excellence from start to finish, ‘The Rising Women in Maritime’ began with the usual kingly salutation by Semona E. Morton. And hit a high note with the event’s visionary, Amanda Vital-Bedminister presenting the second annual ‘The Rising Award’ to Alicia M. Liverpool-Jobity, a respected spiritual and social leader who embodies the theme for Women’s Her Story Month, “Inspire Inclusion” through her consistent pattern of selfless generosity in varied forms to the community.

The keynote address followed and was given by Commissioner Spanner-Schmidt of St. Eustatius. Her focus was ‘Empowering Women’s Leadership in the Maritime Industry’. A takeaway from her presentation was, “The time has come to look for the right person for the job instead of the right man for the job.”

Participants were treated to a Master Class by Lela Simmonds of Port St. Maarten. Ms. Simmonds through her presentation on ‘Enabling the Business Potential of Connectivity within the Cruise Industry’ highlighted that connectivity is always relevant, important, and adds value.

In keeping with the maritime theme, several female captains were notably present. Students representing the National Institute of Arts (NIA) entertained the audience with their uniquely thrilling performances interspersed throughout the day's activities.

The featured segment was a panel discussion by leading maritime stakeholders, Ms. Kyla van Heyningen; Ms. Ichel Moeslikan; and Ms. Rosina Romeo. The wealth of wisdom, shared experiences, and courageous vulnerability made for a rather interesting and inspirational segment.

‘Le Piano Noir’ and ‘Soualigan Slangs’—both female-led businesses, refreshed participants with snacks and educational and fun games.

The maritime industry, grossly underrated, had the spotlight for an entire afternoon as speaker after speaker shed light on the industry and shared their experiences.

The Rising event is now a staple in the roster to celebrate Women’s Her Story Month during March annually, on St. Maarten.

Source: https://www.soualiganewsday.com/index.php%3Foption%3Dcom_k2%26amp%3Bview%3Ditem%26amp%3Bid%3D54734%3A5th-edition-of-%E2%80%98the-rising-women-in-maritime%E2%80%99-promotes-empowering-women-leadership-in-industry%26amp%3BItemid%3D450

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

Women's leadership is crucial for the maritime industry's growth.

Title:

Content: 5th Edition of ‘The Rising Women in Maritime’ Promotes Empowering Women Leadership in Industry | SOUALIGA NEWSDAY

SINT MAARTEN (COLE BAY) - Inspiration transcends boundaries and sectors. And that is what a wide array, of mostly female, attendees experienced as they converged at the Motorworld showroom in Cole Bay on Sunday, March 17, 2024. The event was the fifth edition of ‘The Rising Women in Maritime’ hosted by Amb. Vital (Amanda Vital-Bedminister) of CHAI and her team.

Executed with excellence from start to finish, ‘The Rising Women in Maritime’ began with the usual kingly salutation by Semona E. Morton. And hit a high note with the event’s visionary, Amanda Vital-Bedminister presenting the second annual ‘The Rising Award’ to Alicia M. Liverpool-Jobity, a respected spiritual and social leader who embodies the theme for Women’s Her Story Month, “Inspire Inclusion” through her consistent pattern of selfless generosity in varied forms to the community.

The keynote address followed and was given by Commissioner Spanner-Schmidt of St. Eustatius. Her focus was ‘Empowering Women’s Leadership in the Maritime Industry’. A takeaway from her presentation was, “The time has come to look for the right person for the job instead of the right man for the job.”

Participants were treated to a Master Class by Lela Simmonds of Port St. Maarten. Ms. Simmonds through her presentation on ‘Enabling the Business Potential of Connectivity within the Cruise Industry’ highlighted that connectivity is always relevant, important, and adds value.

In keeping with the maritime theme, several female captains were notably present. Students representing the National Institute of Arts (NIA) entertained the audience with their uniquely thrilling performances interspersed throughout the day's activities.

The featured segment was a panel discussion by leading maritime stakeholders, Ms. Kyla van Heyningen; Ms. Ichel Moeslikan; and Ms. Rosina Romeo. The wealth of wisdom, shared experiences, and courageous vulnerability made for a rather interesting and inspirational segment.

‘Le Piano Noir’ and ‘Soualigan Slangs’—both female-led businesses, refreshed participants with snacks and educational and fun games.

The maritime industry, grossly underrated, had the spotlight for an entire afternoon as speaker after speaker shed light on the industry and shared their experiences.

The Rising event is now a staple in the roster to celebrate Women’s Her Story Month during March annually, on St. Maarten.

Source: https://www.soualiganewsday.com/index.php%3Foption%3Dcom_k2%26amp%3Bview%3Ditem%26amp%3Bid%3D54734%3A5th-edition-of-%E2%80%98the-rising-women-in-maritime%E2%80%99-promotes-empowering-women-leadership-in-industry%26amp%3BItemid%3D450

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

Women are underrepresented in the maritime industry, especially in executive positions.

Title:

Content: 5th Edition of ‘The Rising Women in Maritime’ Promotes Empowering Women Leadership in Industry | SOUALIGA NEWSDAY

SINT MAARTEN (COLE BAY) - Inspiration transcends boundaries and sectors. And that is what a wide array, of mostly female, attendees experienced as they converged at the Motorworld showroom in Cole Bay on Sunday, March 17, 2024. The event was the fifth edition of ‘The Rising Women in Maritime’ hosted by Amb. Vital (Amanda Vital-Bedminister) of CHAI and her team.

Executed with excellence from start to finish, ‘The Rising Women in Maritime’ began with the usual kingly salutation by Semona E. Morton. And hit a high note with the event’s visionary, Amanda Vital-Bedminister presenting the second annual ‘The Rising Award’ to Alicia M. Liverpool-Jobity, a respected spiritual and social leader who embodies the theme for Women’s Her Story Month, “Inspire Inclusion” through her consistent pattern of selfless generosity in varied forms to the community.

The keynote address followed and was given by Commissioner Spanner-Schmidt of St. Eustatius. Her focus was ‘Empowering Women’s Leadership in the Maritime Industry’. A takeaway from her presentation was, “The time has come to look for the right person for the job instead of the right man for the job.”

Participants were treated to a Master Class by Lela Simmonds of Port St. Maarten. Ms. Simmonds through her presentation on ‘Enabling the Business Potential of Connectivity within the Cruise Industry’ highlighted that connectivity is always relevant, important, and adds value.

In keeping with the maritime theme, several female captains were notably present. Students representing the National Institute of Arts (NIA) entertained the audience with their uniquely thrilling performances interspersed throughout the day's activities.

The featured segment was a panel discussion by leading maritime stakeholders, Ms. Kyla van Heyningen; Ms. Ichel Moeslikan; and Ms. Rosina Romeo. The wealth of wisdom, shared experiences, and courageous vulnerability made for a rather interesting and inspirational segment.

‘Le Piano Noir’ and ‘Soualigan Slangs’—both female-led businesses, refreshed participants with snacks and educational and fun games.

The maritime industry, grossly underrated, had the spotlight for an entire afternoon as speaker after speaker shed light on the industry and shared their experiences.

The Rising event is now a staple in the roster to celebrate Women’s Her Story Month during March annually, on St. Maarten.

Source: https://www.soualiganewsday.com/index.php%3Foption%3Dcom_k2%26amp%3Bview%3Ditem%26amp%3Bid%3D54734%3A5th-edition-of-%E2%80%98the-rising-women-in-maritime%E2%80%99-promotes-empowering-women-leadership-in-industry%26amp%3BItemid%3D450

Women in maritime careers need support and mentorship to overcome challenges.

Title:

Content: GPHA hosts West and Central Africa 2023 seminar

Attendees of the workshop in a photo

Wed, 12 Jul 2023 Source: Eye on Port

The Ghana Ports and Harbours Authority, GPHA, has hosted this year’s seminar of the Network for Professional Women in the Maritime and Port Sectors of West and Central Africa (PWMPS-WCA).

The network, which is an arm of the Ports Management Association of West and Central Africa (PMAWCA) was created in 2007 by a group of professional women in the maritime and port sector and aims to promote and spread the vision of equity and unity in the Maritime and Ports sector through the perfect integration of women with respect for their cultural identity.

Speaking at the opening ceremony of the 3-day event, the Chief Justice of Ghana in a speech read on her behalf by the Hon. Justice Sophia Rosetta Bernasko-Essah, Justice of the Court of Appeal, urged women in the maritime industry to provide opportunities for mentorship of younger women who have and will show interest in taking up careers in the Maritime and Ports sector.

This, according to her, will maintain, sustain and improve the momentum to have more women participate in the industry which is seen by many as a male-dominated one.

“I therefore urge all of you, to create room for such younger ladies who I’m sure will be knocking on your doors for support, guidance, and direction to climb the path you have taken,” she advised.

The Chief Justice encouraged the PWMPS-WCA to continuously collaborate and cooperate with sister Associations such as the Women in Shipping and Trading Association (WISTA) and the Women in Maritime of West and Central Africa (WIMOWCA), Women in Maritime Association (WIMA) and Women in Logistics and Transport (WILAT) since they all seek to achieve similar goals.

She advised up-and-coming young ladies who are fortunate to be in the maritime industry to not relent in their quest to earn a place in the industry.

“At all times, in the journey, when you hit a snag, always remember you have big sisters and mothers in the industry who are always on standby to show you the way, to guide you, and to lend support and direction so you can succeed,” she stated.

The Deputy Minister for Transport, Frederick Obeng Adom said digitization has emerged as a game-changer in the realm of ports which has propelled them into a new era of efficiency, security, and sustainability.

“Digital technologies, such as blockchain and automation, have streamlined processes, reduced paperwork, and enhanced the transparency and traceability of goods throughout the supply chain. This not only accelerates the movement of goods but also minimizes errors, lowers costs, and strengthens security measures,” he averred.

He urged Ports in West and Central Africa to embrace Corporate Social Responsibility as a guiding principle in their business endeavors, recognizing that a responsible and sustainable approach is not only the right thing to do, but it is also the path to a brighter future for all.

“By embracing Corporate Social Responsibility, businesses can create a win-win situation. Not only do they contribute to a more equitable and sustainable society, but they also reap tangible benefits in terms of enhanced reputation, customer loyalty, long-term profitability, and in your case, community support which is critical for expansion and other infrastructural developments,” he said.

The Director-General of GPHA, Michael Luguje said ports, being crucial gateways for global trade, have a pivotal role to play in shaping a sustainable future for the planet.

He said as the world witnesses the growing awareness of environmental concerns and the urgent need for action, it becomes evident that ports must rise to the challenge and embrace sustainable practices in their operations.

“The status of sustainable development in ports is a matter of great importance. While progress has undoubtedly been made, we must recognize that there is still work to be done. Ports face numerous challenges, such as minimizing their carbon footprint, reducing air and water pollution, managing waste effectively, and preserving the delicate ecosystems in which they operate,” he said.

Innovations in technology and practices, such as the adoption of renewable energy sources, the implementation of green infrastructure, and the use of data-driven solutions, Mr. Luguje noted are transforming the landscape of port operations.

This year’s seminar of the Network for PWMPS-WCA was under the theme “Ports Facing Challenges of Sustainable Development: Status and Prospects.”

The occasion was used to inaugurate the Ghana chapter of the PWMPS-WCA.

Source: Eye on Port

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

support networks
professional development

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?

Digitization is improving ports' efficiency, security, and sustainability, creating new opportunities for women.

The UAE is supporting women in the maritime sector through training and development programs to boost participation and leadership.

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
Print Email

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?

create training and apprenticeship programs

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

vocational training
educational programs
inclusive policies

The UAE has launched the "Leaders in Difference" program to promote women's empowerment in the maritime sector.

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.
Print Email

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

create leadership programs for women
promote women

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

The UAE aims to strengthen its maritime sector with female leaders as part of its women's empowerment plan.

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?

The International Day of Women in Maritime promotes women's roles in the industry.

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

WISTA supports women in shipping with training, development, and scholarships.

Title:

Content: Developing the Next Generation of Maritime Professionals

By Elpi Petraki

As technology advances and the shipping industry looks at how it can decarbonize effectively, we hear a lot about “future-proof” solutions. However, in order to truly future-proof the industry, we need to understand the needs of seafarers and shore-based staff today so we can effectively invest in the next generation: the industry’s future leaders.

The shipping industry is one of the oldest industries in the world, and its vast range of shore-based and at-sea job roles offers a huge variety of career opportunities. However, a global labor shortage means that there is strong competition from other industries for new talent.

To attract that talent, we first need to understand what motivates the next generation. Deloitte’s 2022 Gen Z and Millennial Survey provides some interesting insights. In uncertain times, the survey puts cost of living and climate change as top current concerns overall.

Where selecting an employer is concerned, work/life balance and learning/development opportunities are the top criteria, closely followed by salary and benefits. However, diversity and inclusion and the societal and environmental impact of organizations were also shown to be key factors when it came to retention; many respondents said they would turn down a job if it failed to align with their personal values.

Educating Future Leaders

To attract the next generation of leaders, shipping would, therefore, be well advised to redouble efforts to collaborate with educational institutes so that training and career development paths reflect today’s priorities.

The work WISTA does to support women in shipping is relevant here, as it facilitates continuous professional development and encourages training courses that help equip women with the skills they need to progress in their careers.

WISTA Hellas, for example, is working closely with prominent educational institutes and offers full- and part-time scholarships, which are available to any woman working in the maritime industry. Opportunities include the Alba Graduate Business School’s M.B.A. in shipping, an M.S. in logistics and supply chain management from BCA College and the University of Piraeus’s M.S. in ship management. We have also partnered with the Alba Graduate Business School to provide a leadership program specifically for women in maritime.

At an international level, WISTA and the Institute of Chartered Shipbrokers (ICS) offer five scholarships each year for the institute’s foundation diploma, and last year WISTA International launched the Maritime SheEO Leadership Accelerator Programme in partnership with the International Maritime Organization. The accelerator provides women with the management knowledge and skills they need to progress into leadership positions while creating visible role models within the industry.

There are several other initiatives designed to encourage students and young maritime professionals. For instance, in Greece, the Young Executive Shipping (YES) Forum provides a platform for open dialogue between the industry, students and young professionals to bridge the generational gap and to share knowledge and experience. Isalos.net organizes a range of industry events to promote opportunities in the maritime industry, in addition to hosting an online careers platform for cadets.

Other organizations are also responding to the need to develop the next generation of maritime professionals. The Maritime Port Authority in Singapore recently appointed 18 students to be the first MaritimeSG Youth Ambassadors, and the city of Rotterdam has established a Young Maritime Board to participate in the Rotterdam, Maritime Capital of Europe program.

Addressing Recruitment Challenges

In the more immediate term, the 2021 BIMCO/ICS Seafarer Workforce Report predicted that by 2026, there will be a need for almost 90,000 additional STCW (Standards of Training, Certification and Watchkeeping)-certified officers as demand for seafarers to operate the world’s merchant fleet continues to outstrip supply. The situation was surely exacerbated by COVID-19, which exposed or highlighted unappealing aspects of a career at sea.

For example, work/life balance, crew connectivity, security on board and differing legal systems around the world are just some of the challenges faced by seafarers, which can have a negative impact on job satisfaction or crew retention.

As an industry, we need to find solutions to provide seafarers with greater support, such as implementing work patterns that increase shore leave; investing in policies and processes that promote greater diversity and inclusion by creating the right environment on board for everyone; enabling existing crew to receive training and to upskill as new technologies are introduced; and ensuring a safe and secure working environment for all.

Digitalization and New Technologies

New technologies should also create new roles that are more in tune with the skill sets of the younger generation, making the industry a more attractive option, particularly when digital solutions are being used to address issues such as decarbonization.

The demand for digital skills within the global workforce will only continue to increase, and we can see this being translated in school curriculums, where there is a greater focus on STEM subjects and the introduction of computer coding at primary levels of education.

Digitalization also provides a level playing field. Going forward, my prediction is that more women will be recruited into maritime technology roles, as men and women are equally qualified to embark on such careers.

We have an ambitious and tech-savvy cohort of young professionals with a desire to make a difference. But as an industry, we must act together to raise awareness of the array of opportunities on offer within shipping and to actively engage with the next generation to secure a sustainable future for the industry.

Elpi Petraki is president of WISTA Hellas and works at the Greek ship management company ENEA Management, which is her family business.

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

create training and apprenticeship programs

The Maritime SheEO programme helps women advance their careers.

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?

create leadership programs for women
professional development
support networks
promote women

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

educational programs
mentorship opportunities
inclusive policies

Women comprise only 1.2 percent of global seafarers, but can help address crewing shortages.

Title:

Content: Crewing shortages could be addressed with greater inclusion of women

–First Lady tells maritime industry stakeholders
WHILE speaking at the American Caribbean Maritime Foundation (ACMF) Gala and Anchor Awards at the Lauderdale Yacht Club in Fort Lauderdale on Thursday evening, First Lady Arya Ali advocated for greater inclusion of women in the maritime industry through training and job opportunities.

Mrs. Ali served as patron of the Gala and Anchor Awards which honours stalwarts in the cargo and cruise industry for their accomplishments and positive impact on the Caribbean shipping and maritime sector.
This year, the Gala and Anchor Awards was held under the theme: “Talent in your backyard”. Noting that talent exists here in the Caribbean, Mrs. Ali posited that talent is underutilised when women are unable to access opportunities and contribute to the development of the region’s maritime industry.

She drew attention to the fact that women represent only 1.2 per cent of the global seafarer workforce as per the BIMCO/ICS 2021 Seafarer Workforce Report, underscoring that this represented a positive trend in gender balance, with the report estimating 24,059 women serving as seafarers, which is a 45.8 per cent increase compared with the 2015 report.

“Now, imagine if we were to make more opportunities available to women in the maritime sector, how many of our challenges could be addressed – including crewing shortages,” she told a gathering of almost 200 people, which included executives from some of the largest shipping and cruise line companies in the Caribbean.

With the global shipping industry suffering acute crewing shortages, particularly among officers, the First Lady said that this is the ideal time for companies and agencies to think about greater inclusion of women in the industry.
“Important in all of this is ensuring we create an environment in which women are identified and selected for career development opportunities in the maritime industry,” she said, adding that the Government of Guyana remains committed to supporting gender equality and the empowerment of women through gender specific fellowships and other opportunities.

She highlighted an ongoing collaboration between the Office of the First Lady and the Atlantic Alliance Maritime and Offshore Training Institute – a 100 per cent woman-owned Guyanese company – through which 100 women from the hinterlands are being provided with scholarships for maritime training.
Mrs. Ali said that efforts like these must continue with support from partners like ACMF, which has since provided scholarships to 42 Guyanese.

“…it would be remiss of me to not acknowledge the 42 scholarships which have been provided to Guyanese through the Foundation for Maritime Training. As Guyana’s maritime sector continues to rapidly expand, these kinds of investments in local companies and in our human resource will prove to be invaluable to our nation’s development,” she said.

Mrs. Ali also used the opportunity to urge players in the industry to reassess their individual and collective roles – both at the national and regional levels – and to rethink as industry professionals, government officials, diplomats, experts, and even advocates how they could build an industry that is more resilient, reliable, and inclusive.

The event was attended by a number of officials including President and CEO of Royal Caribbean International, Michael Bayley; President of the Caribbean Maritime University (CMU), Professor Andrew Spencer; President of ACMF, Dr. Geneive Brown Metzger; and Director-General of the Maritime Authority of Jamaica, Rear Admiral Peter Brady among others.

SHARE THIS ARTICLE :
Facebook
Twitter
WhatsApp
Scroll to Top
All our printed editions are available online
Subscribe to the Guyana Chronicle.
Sign up to receive news and updates.
We respect your privacy.

The IMO launched International Day for Women in Maritime to promote 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
To print this article, all you need is to be registered or login on Mondaq.com.

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

Contributor

See More Popular Content From

Mondaq uses cookies on this website. By using our website you agree to our use of cookies as set out in our Privacy Policy.

Learn More

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's networks are being created in conservative maritime organizations.

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?

Shipping loan agreements now incentivize gender diversity.

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

tie gender diversity targets into contracts and deals

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

The maritime industry has made progress in recruiting women, but more is needed for gender equality.

Title:

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

This site is operated by a business or businesses owned by Informa PLC and all copyright resides with them. Informa PLC's registered office is 5 Howick Place, London SW1P 1WG. Registered in England and Wales. Number 8860726.

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.

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

Organizations should embed inclusion efforts to promote diversity and equality in the maritime sector.

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?

Leadership commitment to equality boosts confidence and promotes women's participation.

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?

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

Women face challenges like insanitary working conditions, lack of access to credit and training, and limited infrastructure in the fisheries sector.

Title:

Content: Conducive environment crucial for women in fisheries governance - ATLAFCO

BY: Shirley Asiedu-Addo
Mr Abdelouahed Benabbbou (middle), Executive Secretary of ATLAFCO, speaking with our reporter through Mr Abdennaji Laamrich (left), an interpreter

African countries bordering the Atlantic Ocean have been urged to provide conducive conditions and frameworks to promote the active involvement of women in the fisheries sector.

The Executive Secretary of the Ministerial Conference on Fisheries Cooperation among African States Bordering the Atlantic Ocean (ATLAFCO), Mr Abdelouahed Benabbbou, indicated that while women formed about 50 per cent of the active population of those working in the fisheries sector, same could not be said in respect of their involvement in the governance of the sector.

Mr Benabbbou was speaking on women's involvement in the fisheries sector at the ongoing ATLAFCO conference in Morocco.

The conference, dubbed: "Artisanal Fisheries and Aquaculture, Major Components of Inclusive Socio-economic Development", is in line with the declaration of 2022 as the International Year of Artisanal Fisheries and Aquaculture (IYAFA) in 2017.

It is being attended by representatives from 18 ATLAFCO member countries.

Challenges

Mr Benabbbou said because women were not heard, they were plagued with several challenges, key among them being the fact that the conditions under which women in the sector worked remained insanitary in most member countries.

That, he said, needed to be significantly improved upon.

Such enhanced conditions of work, he said, would be in line with International Labour Organisation accepted conditions.

Many women who worked in the artisanal fisheries sector, he observed, also lacked access to credit and the needed training required to expand their businesses.

These, among other factors, such as the lack of adequate infrastructure and structured market systems, he said, often left these women in a cycle of poverty.

Initiatives

Mr Benabbbou stated that ATLAFCO, for its part, was working with a network of women working in the fisheries sector in its member countries and providing them with support through capacity-building workshops to strengthen their ability to advocate and negotiate for enhanced opportunities and support from relevant authorities.

He said ATLAFCO was also supporting the women networks with training in Information and Communications Technology within their work environment to enable them to deploy such knowledge to enhance their businesses.

While acknowledging the fact that the issues in the various ATLAFCO countries were improving, he said more could be done to promote women’s inclusion in the fisheries sector.

Role of women

Making a presentation on the place of women in the fisheries sector on member countries, an official of ATLAFCO, Mrs Hayat Assara, said women played very essential roles in sustaining the sector, which had a ripple effect in reducing poverty in families and communities.

She indicated that although women played critical roles in fisheries, especially in the processing and marketing of fish, the voices that dictated the prices in the sector still largely remained with the "strong men", often to the detriment of the women.

The President of the African Confederation of Artisanal Fishing Organisations, Mr Gueye Gaoussou, said taboos and cultural practices continued to mitigate against the full potential of women's development in the fisheries sector and called for efforts to ensure that women had their place in the fisheries governance.

The Head of the Service at the Directorate of Marine Fisheries in Morocco, Mr Kandil, said there should be a commitment to consciously give women a voice in fisheries management.

He said the fact that about 25 per cent of fish was lost post-harvest was worrying and called for improved infrastructure to support women in the proper processing and marketing of fish to enhance food security.

ATLAFCO provides workshops and ICT training to support women in fisheries.

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

create training and apprenticeship programs

Women play essential roles in the fisheries sector, but need a conducive environment to participate effectively.

The offshore industry struggles to provide correctly fitting PPE for women, exposing them to risks.

Title:

Content: Women’s protective gear still a ‘challenge’ for North Sea workforce

Nearly one in 10 women workers 'bumped' from flights because of ill-fitting gear.

Women working in the North Sea energy sector continue to stuggle to find correctly fitting personal protective equipment (PPE), it has been claimed.

In 2021 Aberdeen-based gender equality group Axi Network conducted a survey that found 68% of female workers offshore did not have “correctly fitting” coveralls.

More than two years on, group chairwoman Sarah Clark said that despite women’s PPE being made available by suppliers, the industry still faces an “educational challenge” when it comes to rolling out kit.

When supplied with the wrong PPE women are exposed to the risk of slips, trips and falls, sleeves getting snagged in machinery, and the added danger associated with flash fires – sudden, intense fires caused by the ignition of flammable substances in the air.

Ensuring women have adequate clothing and PPE has been a talking point in the industry for years.

Axis Network’s survey showed 8% of female workers have been “bumped” from offshore flights because they were supplied with ill-fitting survival suits.

Having correctly fitting PPE for women is an “easy win”, Axis Network said, adding: “It is a legal requirement for all employers in the UK to provide appropriate PPE free of charge.

Offshore PPR doesn’t account for ‘how women are proportioned differently’

“Most employers believe smaller sizes of unisex PPE fulfils this requirement – doing little research into the design of unisex PPE, which is most often based on average dimensions for men and has not accounted for how women are proportioned differently.”

Axis Network urged employers to become better acquainted with the requirements to supply women with adequate PPE.

And it called on those who employ offshore workers to “engage the right suppliers and regularly seek feedback from their female offshore workforce”.

A spokesperson for the group said: “As we transition towards net-zero, the sustainability of our industry is dependent on process efficiency.

“Tolerating personnel missing flights, resulting in potential delays to work, should be unacceptable.”

The bigger concern, according to Axis Network is the “risk we are exposing these workers to from having poorly fitted survival suits or other PPE”.

Supplier’s right-fit campaign

PPE supplier Red Wing said the issue of incorrectly fitting protective gear was increasingly attracting attention.

The firm’s Right Fit campaign has helped to raise awareness of the dangers presented by ill-fitting equipment.

Jon Bodicoat, managing director of Red Wing’s distribution facility in Aberdeen, said the interest in this was huge, adding: “Since then, we’ve extended it further.”

Nearly one in five (19%) had ill-fitting safety shoes and 43% had gloves that weren’t suitably sized.

But women make up as little as 3.4% of the offshore workforce.

Mr Bodicoat described the challenge as “a chicken and egg thing”.

He added: “Smaller firms don’t have the capability of spending “£5,000… on coveralls that are going to sit there for five years and then they’re going to have to write them off.”

Worker safety ‘paramount’

Offshore Energies UK (OEUK) HSE and operations director Mark Wilson said: “The safety of all those working in the industry is paramount.

“There is no room for complacency and the approach of continuous improvement should remain.

“OEUK and its members continue to work with stakeholders to ensure personal protective equipment is fit for purpose for those who work offshore.”

Employers are required by law to provide PPE that fits women correctly.

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

The Guyanese government supports gender equality in the maritime industry by providing scholarships to address crewing shortages.

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?

The maritime industry's crewing shortages can be alleviated by including women.

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

Companies can promote diversity and inclusion by offering training, mentorship, flexible work arrangements, and a culture of inclusivity and respect.

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

create training and apprenticeship programs

Companies can partner with organizations like the National Association of Women in Construction and WISTA to support female employees.

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

Companies can offer scholarships, apprenticeships, and career advancement opportunities to women in construction and maritime.

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

create training and apprenticeship programs

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

Implementing these strategies can help break down traditional gender barriers in construction and maritime, creating a more inclusive work environment.

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

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

commit to gender equality in hiring practices

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

The construction industry can benefit from increased diversity and inclusion to recruit and retain female crane operators.

Title:

Content: 3 Tips for Strategic Construction Workforce Planning for 2024

Share
Tweet
Email

The construction industry is on a roll. From bustling skylines boasting magnificent skyscrapers to sprawling infrastructure projects connecting cities, the demand for skilled workers is at an all-time high.

This very success story, however, presents a unique challenge: construction workforce management.

Gone are the days of reactive staffing – scrambling to fill positions as projects take off. Today’s competitive landscape demands a strategic and proactive approach.

Here’s why:

  • Skilled Labor Shortage: The construction industry faces a significant skilled labor shortage. According to the Associated General Contractors of America (AGC), the industry needs to fill over 600,000 open positions each year. This shortage creates fierce competition for talent, making it crucial to attract and retain qualified workers.
  • Project Complexity: Modern construction projects are becoming increasingly complex. Building Information Modeling (BIM), sustainable practices, and advanced technologies are all becoming commonplace. This necessitates a workforce equipped with diverse skill sets to navigate these complexities.
  • Efficiency and Cost Control: In a competitive market, efficiency reigns supreme. Delays due to staffing issues can have a domino effect, impacting project timelines and budgets. Strategic construction workforce management helps ensure the right people are in place at the right time, minimizing disruptions and keeping projects on track.

So, how can construction companies navigate this tightrope walk and emerge victorious?

Here are 3 key strategies to build a stronger workforce and ensure smooth project execution in 2024:

Embracing Technology: Streamlining the Workforce Management Maze

Technology has become an indispensable partner in construction, transforming project planning, execution, and yes, even workforce management. Here’s how embracing the right tools can revolutionize your approach:

Workforce Planning Software: Imagine a crystal ball that predicts your labor needs. Workforce planning software acts just like that. These tools analyze project timelines and required skillsets to forecast staffing requirements. They also track worker qualifications, certifications, and availability, ensuring you have the perfect team assembled for each project phase.

For example, a company building a high-rise apartment complex can utilize workforce planning software to identify peak staffing needs for specific stages like concrete pouring or electrical installation.

The software can then analyze existing worker qualifications and identify any skill gaps. This allows the company to proactively recruit or upskill existing employees to address those gaps, ensuring a smooth and efficient construction process.

Mobile Apps: Empower your workforce with the power of mobile technology. These apps can streamline communication, improve onboarding processes, and facilitate timekeeping and payroll. Imagine a new hire effortlessly accessing onboarding documents on their phone, eliminating the need for lengthy paperwork.

Or, picture a field worker submitting timesheets directly from the job site, saving valuable administrative time.

Virtual Collaboration Tools: Break down geographical barriers and foster seamless communication between field teams, project managers, and HR personnel with video conferencing and project management platforms.

Real-time updates, collaborative planning sessions, and easy access to project documents all contribute to a more transparent and efficient work environment.

Investing in Your Workforce: Building a Talent Powerhouse

A highly skilled and motivated workforce is the bedrock of any successful construction project.

But with the looming skilled labor shortage, retaining and developing existing talent is critical.

Here’s how to cultivate a workforce powerbase:

  • Comprehensive Training Programs: Identify skill gaps within your team and create targeted training programs to bridge them. This could involve technical training on new construction methods like prefabrication or soft skills training focused on leadership and communication. By offering opportunities for continuous learning, you demonstrate your commitment to employee development, fostering loyalty and engagement.
  • Career Development Pathways: Employees who see a clear path for career advancement within the company are more likely to stay motivated and invested. Develop well-defined career development programs that offer mentorship opportunities and training relevant to higher-level positions.
  • Competitive Compensation and Benefits: While offering competitive salaries is essential, don’t underestimate the power of a comprehensive benefits package. Consider offering health insurance, retirement plans, and tuition reimbursement programs to attract and retain top talent. A well-rounded benefits package demonstrates your commitment to employee well-being and can be a major differentiator in today’s competitive market.

Building Bridges: Partnering for a Robust Talent Pipeline

The construction industry relies on a diverse range of skilled trades – electricians, plumbers, welders – to bring projects to life.

Building strong relationships with key partners, like trade unions and educational institutions, can be a game-changer in securing a steady flow of qualified talent. Here’s how these partnerships benefit everyone involved:

  • Partnering with Trade Unions: Trade unions often represent a readily available pool of skilled and certified workers. Forging strong relationships with these unions allows you to tap into their network and identify qualified candidates for your projects. This streamlines the recruitment process and ensures you have access to a reliable pool of talent.
  • Collaboration with Vocational Schools and Training Programs: Work with local vocational schools and training programs that specialize in construction trades. This collaboration can be mutually beneficial. You can help shape the curriculum to ensure it aligns with the specific needs of the industry, while the schools can place graduates directly into relevant job opportunities within your company.
  • Offering Internship Programs: Attract young talent and cultivate future leaders by offering internship programs. These programs provide students with valuable hands-on experience in a real-world construction environment. This allows them to test the waters of a construction career while giving you the opportunity to identify promising future employees.

Building a Sustainable Workforce for the Future

By embracing technology, investing in your workforce, and building strong relationships with key partners, construction companies can build a sustainable and future-proof workforce. T

The construction industry is poised for continued growth, and the companies that prioritize strategic workforce management will be best positioned to capitalize on this exciting future.

By implementing these strategies, you can ensure you have the right people in place, with the right skills, at the right time. So, take the first step today and start building your workforce for success!

Name: Paul Miller

Facebook: https://www.facebook.com/profile.php?id=61558015089781

Paul Miller is a skilled content writer specializing in construction management topics at MobiClocks. With a keen eye for detail and a passion for the industry, Paul writes engaging and informative articles that cater to professionals and enthusiasts alike.

Related To This Story

Latest NEWS

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

appoint women to traditionally male roles

On-the-job training programs can help women gain construction experience and develop crane operating skills.

Title:

Content: News

Actions

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

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

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

Patricia Henderson is a woman that is about her business.

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

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

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

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

But instead of caving, she took control.

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

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

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

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

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

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

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

"The recruiting is working,” Jenkins said.

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

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

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

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

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

create training and apprenticeship programs

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

vocational training
educational programs

Mentorship and partnerships with women-focused organizations can attract more women to construction.

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?

Using gender-neutral language and offering career growth opportunities can help recruit and retain female crane operators.

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?

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

Implementing equal pay, flexible work, and bias training can create a more inclusive work environment.

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

Technology, like workforce planning software and mobile apps, can streamline management and make the industry more attractive to women.

The construction industry can benefit from increased diversity and inclusion to recruit and retain female crane operators.

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

appoint women to traditionally male roles

Construction companies can modify equipment and workplaces to accommodate female operators by providing inclusive facilities like female-only toilets with sanitary napkin disposal.

Title:

Content: On March 29, 2023, the province published Regulation 61/23 amending Regulation 213/91: Construction Projects under the Occupational Health & Safety Act (Regulation). The amendments will come into force on July 1, 2023.

On March 15, 2023, Ontario first announced it would propose regulatory amendments to ensure that women have safe and equitable access on construction sites. The announcement noted that while there are currently nearly 600,000 construction workers in Ontario, only one in 10 are women. The government aims to increase the participation of women in the construction workforce by making construction sites more accessible to them.

The Regulation will be amended by requiring, among other things, that:

  • toilet facilities be kept in good repair at all times;
  • where the minimum number of toilets required at a project is five or more, at least one toilet facility be for the use of female workers only, where reasonable in the circumstances;
  • if a toilet facility is intended for use by males only or females only, it must have a sign indicating that;
  • if a toilet facility is intended for use by female workers, it must have a disposal receptacle for sanitary napkins;
  • each toilet facility be private and, if a single-toilet facility, completely enclosed; in addition, toilet facilities must have an adequate supply of toilet paper, a means of cleaning hands and an alcohol-based hand sanitizer containing a minimum of 60% alcohol where it is not reasonably possible to have a wash basin with running water, and a self-closing door that can be locked from the inside; and
  • access to properly-fitting personal protective clothing and equipment (e.g., uniforms, boots and safety harnesses), with regard to all relevant factors including body types.

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.

Companies are expected to provide ergonomic fittings for female operators to create safe and comfortable workspaces.

Title:

Content: Top 5 Construction Trends in 2022 Embody Existing Industry Priorities

By KERRY SMITH, EDITOR, ST. LOUIS CONSTRUCTION NEWS AND REVIEW MAGAZINE

As 2021 wraps and 2022 begins, construction industry players say these industry trends are lining up to manifest in the new year and beyond:

  • Better PPE for Women: Greater emphasis on inclusivity for women in construction, namely in the category of safety, is expected to continue as a solid trend in 2022. Personal protective equipment that is sized more proportionately for women is expected to increase in terms of offerings from an array of vendors.
  • Increased Use of Automation and Robotics: As labor shortages endure, adoption of automation and robotics in the construction world will also endure and increase as a major 2022 industry trend to allow teams across the state, region, nation and globe to work more productively and efficiently with fewer human operators.
  • Increased Use of 3D Printing: This is predicted by analysts to advance design and construction modeling. Inventions such as one that allows 3D printing of asphalt are expected to continue to enable the construction industry to elevate its game.
  • Widespread Digital Transformation: From the office to the project site, digitization will continue transforming the industry on into 2022 and beyond.
  • Greater Emphasis on Sustainability: Due to public interest in sustainability, this focus is a continuing trend that will drive high-profile projects and collaboration in 2022 as owners and teams concentrate on sourcing sustainable materials.

Companies should offer PPE sized for women to ensure their safety and comfort.

Title:

Content: Top 5 Construction Trends in 2022 Embody Existing Industry Priorities

By KERRY SMITH, EDITOR, ST. LOUIS CONSTRUCTION NEWS AND REVIEW MAGAZINE

As 2021 wraps and 2022 begins, construction industry players say these industry trends are lining up to manifest in the new year and beyond:

  • Better PPE for Women: Greater emphasis on inclusivity for women in construction, namely in the category of safety, is expected to continue as a solid trend in 2022. Personal protective equipment that is sized more proportionately for women is expected to increase in terms of offerings from an array of vendors.
  • Increased Use of Automation and Robotics: As labor shortages endure, adoption of automation and robotics in the construction world will also endure and increase as a major 2022 industry trend to allow teams across the state, region, nation and globe to work more productively and efficiently with fewer human operators.
  • Increased Use of 3D Printing: This is predicted by analysts to advance design and construction modeling. Inventions such as one that allows 3D printing of asphalt are expected to continue to enable the construction industry to elevate its game.
  • Widespread Digital Transformation: From the office to the project site, digitization will continue transforming the industry on into 2022 and beyond.
  • Greater Emphasis on Sustainability: Due to public interest in sustainability, this focus is a continuing trend that will drive high-profile projects and collaboration in 2022 as owners and teams concentrate on sourcing sustainable materials.

Women in construction face greater harm risk and lower salaries than men, necessitating inclusive policies and equal pay.

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

Construction sites must provide women with private toilets and adequate amenities.

Title:

Content: On March 29, 2023, the province published Regulation 61/23 amending Regulation 213/91: Construction Projects under the Occupational Health & Safety Act (Regulation). The amendments will come into force on July 1, 2023.

On March 15, 2023, Ontario first announced it would propose regulatory amendments to ensure that women have safe and equitable access on construction sites. The announcement noted that while there are currently nearly 600,000 construction workers in Ontario, only one in 10 are women. The government aims to increase the participation of women in the construction workforce by making construction sites more accessible to them.

The Regulation will be amended by requiring, among other things, that:

  • toilet facilities be kept in good repair at all times;
  • where the minimum number of toilets required at a project is five or more, at least one toilet facility be for the use of female workers only, where reasonable in the circumstances;
  • if a toilet facility is intended for use by males only or females only, it must have a sign indicating that;
  • if a toilet facility is intended for use by female workers, it must have a disposal receptacle for sanitary napkins;
  • each toilet facility be private and, if a single-toilet facility, completely enclosed; in addition, toilet facilities must have an adequate supply of toilet paper, a means of cleaning hands and an alcohol-based hand sanitizer containing a minimum of 60% alcohol where it is not reasonably possible to have a wash basin with running water, and a self-closing door that can be locked from the inside; and
  • access to properly-fitting personal protective clothing and equipment (e.g., uniforms, boots and safety harnesses), with regard to all relevant factors including body types.

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.

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

Temperature-controlled facilities and washrooms can create a more welcoming environment for female operators.

Title:

Content: you are here: HomeNewsBusiness

Women's Day 2023: Flex workplaces, design revamp can make work more inclusive

Equality at the workplace comes from policies a company formulates that nurture women and their careers and an office design that embraces inclusivity, a Colliers report says

March 07, 2023 / 03:18 PM IST

On March 8, social media will be flooded with "Happy Women's Day" messages in the hope of bridging the gender gap. As Indian offices open up after the pandemic, inclusive and women-friendly workplaces are key to building a productive working environment.

According to a report by real estate company Colliers, over the last two decades, India's female workforce participation has witnessed a dip, with only 1 in five women working formal jobs. In the services sector, too, women’s careers have faced roadblocks such as gender bias workplaces, traditional gender norms in Indian society, increased responsibility after childbirth, etc.

As per the World Economic Forum’s Global Gender Gap Report 2022, India ranked 107th in "educational attainment" but ranks further down in economic participation and opportunity. This signifies a void in the availability of a conducive work environment for women, the report said.

"Historically, offices have been built for and by men, and this needs to change to truly design for today’s diverse workforce. Not only the design of the office but also aspects such as location, accessibility, etc, play a larger role in creating a women-friendly workplace. Such workplaces can boost productivity, build a top-notch culture with happy employees,” said Ramesh Nair, chief executive officer, India, and managing director, market development, Asia.

Hybrid, flex workplaces

The report suggested that hybrid working and strategically located workplaces can develop a productive yet friendly work culture. Women employees can overcome social and cultural barriers through flexible working, which can enable them to pursue a career while maintaining work-life balance, the report added.

The study put more focus on flex spaces, as opposed to standalone buildings, which would enable women employees to choose their nearest location.

Design solutions for inclusive workplaces

“Spatial design in workplaces can help create safe and comfortable spaces that can aid employee productivity. Inclusive design solutions such as ergonomic fittings, temperature, washrooms, etc., are some ways to create equal workplaces that can encourage more women to join and continue in the workplace,” said Vimal Nadar, senior director and head of research, Colliers India.

The report suggested that companies can create blended work zones with a mix of collaborative zones, quiet/contemplative zones, formal meeting rooms and so on to accommodate different work styles.

"Women returning from maternity break will be greatly benefited by having a pumping room, say one for every 100 female employees. Such a space can span 50 sq ft, with amenities like a sink and refrigerator. Additionally, equipping offices or partnering with agencies for integrated childcare facilities like day-care centres/creches complying with the government’s regulations," the study said.

Equality at the workplace comes from two aspects—policies a company formulates that nurture women and their careers, and an office design that embraces inclusivity, Nair added.

Moneycontrol News
first published: Mar 7, 2023 03:18 pm

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

Companies can create blended work zones that support flexible working arrangements and work-life balance, particularly for women.

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

Pumping rooms and childcare facilities can support working mothers.

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?

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

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

Employers

Employers