The construction and maritime industries have historically been male-dominated, but there is a shift towards greater gender equality and diversity, with women increasingly becoming crane operators.

Women crane operators face challenges such as physical strength, stereotypes, and lack of representation, but companies are implementing strategies to support them, including mentorship programs and training initiatives.

The International Maritime Organization (IMO) has launched the Gender Diversity Programme to promote gender equality in the maritime sector, and institutions are establishing gender-neutral operational frameworks to support diversity and inclusion.

Governments and organizations are also supporting women in the construction and maritime industries, with initiatives such as the "Leaders in Difference" initiative in the UAE, which aims to qualify experienced female talent in the maritime industry.

Women crane operators can earn significant salaries, with some earning up to $80,000 to $90,000 with bonuses, and companies are recognizing the importance of supporting work-life balance for women in these industries.

However, women crane operators still face challenges such as pay disparity, with men earning higher salaries in some countries, and limited career advancement opportunities.

Despite these challenges, women are breaking down traditional gender barriers in the construction and maritime industries, with some companies actively promoting diversity and inclusivity in the workplace.

Mentorship programs, such as the Girls for Girls program, are providing women with the necessary guidance and support to excel in these roles, and companies are offering flexible work arrangements to support work-life balance.

The construction industry has started hiring more female workers, and women can perform iron work and construction tasks with equal capability as men.

Overall, while there is still a long way to go in achieving gender equality in the construction and maritime industries, there are signs of progress and a growing recognition of the value and capabilities of women crane operators.

The IMO has reported that women represent 1.2% of the global seafarer workforce, and the number of women serving as seafarers has increased by 45.8% since 2015.

The Government of Guyana supports gender equality and women empowerment, and 100 women from Guyana's hinterlands have received maritime training scholarships.

The Emirates Global Aluminium (EGA) has launched a gender diversity challenge programme, aiming for 25% women in supervisory positions by 2025.

The UAE aims for gender balance in all areas of life, and EGA partners with Aurora 50 for diversity programme to promote gender equality in the industry.

Government initiatives support women in construction, and investing in vocational training for women can help promote gender equality and diversity in the industry.

Empowering women benefits sustainable development, and governments can implement inclusive policies for women to promote diversity and inclusion in the construction sector.

Women crane operators face unique challenges, including high altitude work, physical demands, and stereotypes, but with proper training and support, they can excel in these roles.

Companies are recognizing the importance of supporting women in these industries, with initiatives such as mentorship programs, training initiatives, and flexible work arrangements.

The use of proper equipment and safety protocols, combined with training and awareness, can help ensure a safe working environment for women crane operators.

Overall, the construction and maritime industries are shifting towards greater gender equality and diversity, with women increasingly becoming crane operators and companies implementing strategies to support them.

The industry needs to continue to promote diversity and inclusion, and support women in these roles, to achieve greater gender equality and to benefit from the unique perspectives and skills that women bring.

By providing mentorship programs, training initiatives, and flexible work arrangements, companies can help women crane operators succeed and advance in their careers.

Additionally, governments and organizations can support women in the construction and maritime industries by implementing initiatives such as scholarships, training programs, and inclusive policies.

By working together, we can create a more inclusive and diverse industry that values and supports the contributions of women crane operators.

The construction and maritime industries have historically been male-dominated, but there is a shift towards greater gender equality and diversity, with women increasingly becoming crane operators.

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5 key takeaways for DEI in maritime

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

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

1. Building inclusion throughout an organisation’s levels

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

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

2. Avoiding seeing women in maritime as a monolith

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

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

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

4. Fostering relationships and embedding peer support

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

5. The support of leadership in successful DEI practices

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

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

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

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

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

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

Women crane operators face challenges such as physical strength, stereotypes, and lack of representation, but companies are implementing strategies to support them, including mentorship programs and training initiatives.

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 challenges do women in the construction and maritime  industries face?

The International Maritime Organization (IMO) has launched the Gender Diversity Programme to promote gender equality in the maritime sector, and institutions are establishing gender-neutral operational frameworks to support diversity and inclusion.

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

Governments and organizations are also supporting women in the construction and maritime industries, with initiatives such as the "Leaders in Difference" initiative in the UAE, which aims to qualify experienced female talent in the maritime industry.

Title:

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

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?

active recruitment of women
promote women to higher roles

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

Women crane operators can earn significant salaries, with some earning up to $80,000 to $90,000 with bonuses, and companies are recognizing the importance of supporting work-life balance for women in these industries.

Title:

Content: Grief!
Mainland woman divorces, raises two children, refuses CSSA, earns NT $10,000 a month to buy property to support her family
Author: Brian
Published: Updated:
Woman! 40-year-old "Fang Fang" is a single mother, 13 years ago from Chongqing came to Hong Kong, although the ex-husband did not give alimony, life is tight, but she did not apply for CSSA, but resolutely went into the construction site, relying on their own hands to play a piece of heaven.
Now Fangfang works 12 hours a day, counting overtime pay monthly income of about 50,000 yuan, but behind the high salary is "five labors and seven injuries", often tired to eat and do not want to sleep on the sofa, but also have low back pain occupational disease, but for the children, she strives to insist, "I do not work hard, who will support my children?"
Who can I rely on?
Make money on your own and be safe. ”
And Fang Fang's greatest ideal is to provide for two sons to complete their college courses and start a family, and then return to Chongqing to grow vegetables and raise chickens and ducks for a simple life.
Fang Fang's inspirational story captivated the netizens, "Good!
"Another Woman", "Another Inspirational Story", "What a Strong Mother!", "A New Immigrant Who Deserves Respect".
Fang Fang, 40, is a single mother. She came to Hong Kong from Chongqing 13 years ago. Although her ex-husband did not give alimony and her life was difficult, she did not apply for CSSA. Instead, she went to the construction site and made a scene with her own hands. (YouTube channel “Your smile is original in Hong Kong ”)
Youtube channel “Your Smile is Original in Hong Kong ” recently released a video, telling the story of the new immigrant“ Fang Fang ”. Fang Fang, 40, came to Hong Kong 13 years ago from Chongqing Rongchang.
Fong Fong insisted on supporting her family with her own hands. She went to the construction site and did not apply for CSSA. (YouTube channel "Your Smile is Original in Hong Kong")
Fang Fang started as a cleaner in the construction site, "cleaning, emptying the garbage, wiping the table ah these", monthly income of 15,000 to 16,000 yuan, more than a year later in order to improve the income, she decided to test the card to become a "robot", "I look at their machine, I feel that the artificial higher a little easier, so I asked the masters, I asked him whether there are women to do you In this line of work, the master said yes, but less, I heard him say yes, and my heart was a little excited, so I thought that I would try it myself."
So Fang Fang spent more than 1,000 yuan, and successfully obtained the license of excavator (dump truck), roller and "fork truck" (stacker, crane).
She first drove 3 tons of small excavator, but due to lack of experience, the daily salary is only 1,000 yuan, less than the market price of 1,200 yuan, "they just learned it, the technology is not good, just came out of it is not suitable, almost a week to adapt, for a novice is indeed a little difficult."
Fang Fang has successfully obtained the license of excavator (dredger), roller and forklift (stacker, crane). (YouTube channel "Your Smile is Original in Hong Kong")
However, Fang Fang did not give up, and has been working hard to adhere to it, for more than 10 years, she integrated into the construction site to do 12 hours a day, 7 nights a day with overtime costs, monthly income of about 50,000 yuan, and double food bonuses for the New Year, which can reach 80,000 to 90,000 yuan.
And she spent more than 30,000 yuan a month, including two sons living expenses, rent, meals and so on.
Behind the high salary, there is the cost of "five labors and seven injuries", Fang Fang in addition to having low back pain occupational disease, many times after work home tired to not want to eat directly sleep on the sofa, "once home lying on the sofa fell asleep, the meal did not want to eat, the bath did not want to wash."
The child knows that he can understand me, and he will not wake me, so he will cover me with a quilt. ”
As for supporting Fang Fang, who is still working hard, is the two sons, "I don't work hard, who supports my children?"
Who can I rely on?
Make money on your own and be safe. ”
The two sons who support Fang Fang are still working hard. (YouTube channel “Your Smile is Original in Hong Kong ”)
Because of the high property prices in Hong Kong, it is difficult to afford, Fang Fang spent more than 300,000 yuan 10 years ago to buy a house in Chongqing, and she wishes that her two sons finish college and can support themselves to start a family, she will return to Chongqing to live in retirement, "when it is time to buy a land at home, build a house, raise chickens and ducks, dig fish ponds and grow vegetables, the ideal life is like this."
"Fang Fang" wishes that when her two sons finish college and can support themselves to start a family, she will return to Chongqing to live in retirement. (YouTube channel "Your smile is original in Hong Kong")
Fang Fang's inspirational story captivated the netizens, "Good!
Another woman.
Whether it is a new immigrant or not, willing to endure hardships, down-to-earth work is worthy of respect! "," A woman worthy of respect, trying to earn money to raise her two sons "," Bring us a inspirational story "," What a strong mother! "," A new immigrant worthy of respect "," A woman can hold half the sky is a real blessing, true wish for a better tomorrow ",", ".

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

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

However, women crane operators still face challenges such as pay disparity, with men earning higher salaries in some countries, and limited career advancement opportunities.

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.
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Despite these challenges, women are breaking down traditional gender barriers in the construction and maritime industries, with some companies actively promoting diversity and inclusivity in the workplace.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

Mentorship programs, such as the Girls for Girls program, are providing women with the necessary guidance and support to excel in these roles, and companies are offering flexible work arrangements to support work-life balance.

Title:

Content: SPECIAL REPORT

G4G (Girls for Girls) continues to shape the road towards a more empowering present, and future for girls and women through its aim of having a reading culture was kindly hosted by the World Health Organization at the United Nations of the State of Kuwait on June 7th, 2022.

Dr. Emily Ghoshe, a Ph.D. in Islamic Studies from Princeton University, is a senior mentor in the program, formed the Kuwait G4G book club, and led its first discussion. The roundtable was co-hosted by Dr. Assad Hafeez of the WHO, who discussed with Girls4Girls members the white paper by Foreign Policy on the impact women empowerment has on World Peace, and how the best predictor of a state’s stability is how its women are treated.

Mercedes Vazquez, Territory Channel Manager at Microsoft Kuwait, G4G alums & volunteer, shared her experience: “We got to learn from each other within a diverse yet inclusive group. I was particularly impressed by Her Excellency Belinda Lewis’s insights on courageous leadership, getting rid of the imposter syndrome, and the necessity of shattering the glass ceiling in male-dominated environments.

I would highly recommend this program to everyone. Moreover, empowering women is good for the country’s GDP. I want to thank Nabila for bringing this initiative to Kuwait. She added that gender equality is for the greater common good and essential to economic prosperity and diversification. Adding that, she looks forward to how gender equality will transpire within a digital environment with frameworks like ResponsibleAI and AIforGood.

The Girls for Girls initiative within the Women’s Cultural & Social Society

A relatively new program, Girls for Girls, was born at the Harvard Kennedy School in 2017 when a group of women graduates from across the globe recognized that something is holding women back from running for public office in every corner of the world.

The program was brought to Kuwait by its Country Lead -Ms. Nabila Abu Hantash – She launched it under the umbrella of the Women’s Cultural and Social Society, the oldest women-centric NGO in Kuwait, formed in 1963. This synergetic partnership added credibility and provided the necessary resources to promote G4G’s exceptional deliverables.

In 2020, Nabila Abu-Hantash, Harvard alumni and a colleague of the Co-founders, took it upon herself to introduce this project to Kuwait as a civic initiative. She is a finance and investment banking professional with 30 years of experience in commercial and investment banking, business development, customer relationship management, and community relations. She has an MBA – in Finance from George Washington University, an MPA from the Harvard Kennedy School of Government, accreditation in Leadership, Management, and Decision Sciences from Harvard, and Decision sciences from MIT.

Further, she is a Rapid Transformational Therapist. She worked in various leadership and technical roles in the National Bank of Kuwait, Al-Shall Investment and Consulting, Kuwait Authority for Partnerships Projects, and Al-Argan International Real Estate, amongst others in Corporate Kuwait.

Ms. Abu Hantash explained the nature of the program “as a modest, informal mentoring platform with rich content drawn from Harvard, that allows participants to access skill-based tools, including virtual lessons on topics like courageous leadership, effective communication, negotiation, running for office, and ethics and values in decision making. The girl mentees benefit not only from curated content but from experienced mentors and local guest speakers who share their experiences and stories. The program is designed for listening and sharing so that women learn from each other by activating and transmitting a rich supportive community” In leading this effort, she feels the need for more quality career-based training and is working diligently to expand the local offering to include deeper dive in negotiations and communications and career mental health.

The program underwent several success milestones within the last 16 months since its inception. It became entrenched as a flagship program within the Woman’s Society, gained the sponsorship of the National Bank of Kuwait; hosted incredible female and male leaders such as Ms. Sara Akbar of the oil and gas sector, Judge Lulwa Alghanim representing the first group of female judges; Engineer Khaled AlMashan CEO of Al-Aragan Real Estate company, Dr. Samiya AlMusallam the previous Family Medicine Program Director as well as her excellency Ms. Linda Lewis the British Ambassador to Kuwait, amongst many other esteemed guests. Her excellency shared with the mentees the importance of not burning bridges, getting rid of the imposter syndrome, and not treating everything as gender-based. Through in-person discussions, mentees shared the stories of female leaders to gain models’ inspiration and benefit from ever-widening peer-to-peer networks.

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

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

The construction industry has started hiring more female workers, and women can perform iron work and construction tasks with equal capability as men.

Title:

Content: Hong Kong Wen
Ephesians 2
She was once discriminated against by sex, and she fought to break the image of "vase".
[Ming Pao News] After the Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie Tie She is also regarded as a "vase", and after years of hard work, she has gained recognition in the industry.
Two years without admission to the trade union to help negotiate entry
Ti ’ s father, who worked as a Tie Tie Master and Judge in the 1970s, has lost his ability to move due to work-related injuries in recent years. She is depressed because she has no children to pass on her skills for 40 years. There is no answer on the way. ”
In 2013, with the help of the trade union, Tina intends to complain to the EOC, and after communication, she was finally accepted by the Construction Industry Council as an apprentice.
When she first entered the industry, the most difficult is physical strength, "three people moved more than 500 pounds of iron", nine years into the industry, now moving iron, steel bending and looking at plans have become a lot of eye-catching work.
Equal pay for equal work Male 1500 Female 700
As the first female iron binding mechanic, Di sister has been discriminated against, she said that there were two engineering companies to pay male workers 1500 yuan per day, to her 700 yuan, she finally refused to offer, "a lot of people think, women are used to put", but she did not give up, because since the father to the site, has been interested in this craft, so will not pay attention to other people's attention.
After many years of work, she finally gained recognition in the industry with her serious attitude, and last year she was awarded the second runner-up in the “Hong Kong Construction Skills Competition ”.
In recent years, the number of registered female skilled workers in Hong Kong has increased. In July this year, there were 42 "female skilled workers", and the construction site where Ms. Di works has recently hired several female workers.
She said that although they are a minority, there are more women than ever before, and discrimination has decreased in recent years, proving that women are capable of doing iron work.
Related words: Iron Tapping Tide Iron Tapping Workers Iron Tapping
Previous / Next 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?

Overall, while there is still a long way to go in achieving gender equality in the construction and maritime industries, there are signs of progress and a growing recognition of the value and capabilities of women crane operators.

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?

The IMO has reported that women represent 1.2% of the global seafarer workforce, and the number of women serving as seafarers has increased by 45.8% since 2015.

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.

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

The Government of Guyana supports gender equality and women empowerment, and 100 women from Guyana's hinterlands have received maritime training scholarships.

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

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

vocational training
educational programs
inclusive policies

The Emirates Global Aluminium (EGA) has launched a gender diversity challenge programme, aiming for 25% women in supervisory positions by 2025.

Title:

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

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

active recruitment of women
promote women to higher roles

The UAE aims for gender balance in all areas of life, and EGA partners with Aurora 50 for diversity programme to promote gender equality in the industry.

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

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

Government initiatives support women in construction, and investing in vocational training for women can help promote gender equality and diversity in the industry.

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?

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

vocational training
educational programs
inclusive policies

Empowering women benefits sustainable development, and governments can implement inclusive policies for women to promote diversity and inclusion in the construction sector.

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

Women crane operators face unique challenges, including high altitude work, physical demands, and stereotypes, but with proper training and support, they can excel in these roles.

Title:

Content: People 's Network > > Education
100 meters of aerial work busy "after 95" female master turned into a "female flying man" on the transmission tower
December 27, 2021 19: 01 | Source: People's Network - Education Channel
Small number
People 's Daily Beijing December 27 (reporter Sun Jing) 100 meters high, 10,000 volts high pressure, cold wind... Li Jiaxi, weighing less than 100 pounds, carrying nearly 20 pounds of detection equipment, skillfully climbed the transmission tower, moved on the wire, and seriously accepted the line.
Li Ka Si is working at high altitudes.
The woman, who was born in 1995, just graduated from Wuhan University with a master's degree in electrical engineering last year.
At present, she is a power transmission line worker of the power transmission and inspection center of the State Grid Hangzhou Power Supply Company, and the first female employee to work at high altitude in the 63 years since the company was founded.
On the same day, Li Jiaxi accepted that the second channel of the Beijing-Hangzhou Canal, a key national construction project, involved 500 kV line relocation project, and on the morning of December 18, the project in Linping District of Hangzhou was successfully completed.
When studying at Wuhan University, Li Jia Si was a typical "cute girl".
Can put on a thick insulation clothing, back kit, tied to the safety rope, she immediately changed into a "woman man".
"We have to work at high altitudes almost every day, from more than 30 meters to hundreds of meters of iron towers, I can't remember how many climbed."
Ricardo said.
Li Ka Si and Master are at work.
Before the new transmission project is put into operation, people will generally be sent to walk the line manually to check the situation of the line, similar to the acrobatic wire walking.
The fastening degree of each bolt and pin on the wire may affect the operation of the entire power system, and all bolts and pins should be checked at the same time when manual wiring.
Li Jiaxi introduced that unlike observation on the ground, at high altitude, the wire will swing with the wind direction and the frequency of people walking, and you need to adjust your posture at any time according to the swing frequency to maintain balance.
After more than a year of training, she has been able to skillfully complete the maintenance work on the tower.
However, when I first started this job, Li Jia Si did not take it so calmly. “When I stepped on the tower, I stepped on very fine nails. Although I knew it was absolutely safe, I was still very afraid, and my legs kept shaking and unconsciously held the tower tightly. ” Because of this rigid and irregular movement, Li Jia Si took a long time to rest on the platform of more than ten meters, and continued to climb to the top of the tower." I am
In order to adapt to the work, Li Jiaxi overcame difficulties and persevered in training.
Climbing the iron tower every day leaves a lot of bruising on the hands and feet.
The first time she went to the tower, she took thirty or forty minutes.
And now, even with heavy equipment on her back, it only takes about 10 minutes for her to climb the tower of the same height.
Ricardo is climbing the pole tower.
Why are there so many boys and you still have to climb the tower?
In the face of many people's doubts, Li Jiaxi admitted that as a woman, her own body flexibility and careful caution are advantages when walking the line.
Although the research direction of graduate school is high voltage and insulation technology, but want to build a professional, first of all to lay a good foundation, sink to the front line.
Li said, "This job has something fascinating, taught me to be strong and brave, and I am especially proud to overcome a challenge and complete a task."
"I would like to take every minute and every second to sharpen my own strength and hope to contribute to the construction of the Asian Games next year," he said.
(Editor: Wen Lu, Qin Hua)
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What challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

Companies are recognizing the importance of supporting women in these industries, with initiatives such as mentorship programs, training initiatives, and flexible work arrangements.

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

The use of proper equipment and safety protocols, combined with training and awareness, can help ensure a safe working environment for women crane operators.

Title:

Content: First high-altitude rescue climb 40 meters crane female lieutenant in danger to complete the mission
Font Size:
The most petite, but the most agile, 23-year-old female lieutenant led the team to climb 40 meters (about 13 floors high) tower crane, the suspected stroke of the operator to save the hospital.
At 2: 25 p.m. on September 3, a 47-year-old man was trapped in the tower crane operating compartment 40 meters from the ground after suffering a suspected stroke while working aloft at the Tuas Water Recovery Plant.
The Civil Defence Force immediately dispatched personnel to the scene to carry out a high-altitude rescue operation.
The first to arrive was the fire truck team led by Lieutenant Yang Wending (23), the captain of the Taishijing Fire Station.
After confirming the position of the injured, Yang Wenting immediately made a decision and immediately climbed up the 40-meter high ladder to the operating compartment of the crane with his 18-year-old teammate, Chief Warrant Officer Masvandi.
The first time to participate in the rescue of Yang Wenting: no time to be afraid
Yang Wenting, who joined the civil defense for less than a year, told the Lianhe Zaobao that it was her first time to participate in high-altitude rescue and the first time to climb a tower crane.
"It was a matter of minutes, I just wanted to see the injured person in the shortest possible time, to provide assistance to him, and I had no time to be afraid."
When I climbed into the operating compartment, Yang Wenting saw the injured man sitting on the floor of the operating compartment with his eyes glazily. The right side of his body was paralyzed and unable to speak normally. He seemed to have suffered a stroke. “I could only try to calm him and assure him that I would send him safely to the ground and tell him not to worry. ”
Soon after, four members of the disaster rescue team, including Chief Warrant Officer Mohd Azlan (36 years old), arrived in the operating compartment, and after securing the injured to a stretcher, two members of the team controlled the lifting of the stretcher rope, while the other fixed himself to the stretcher and escorted the injured to the ground.
Mohd Azlan said: "The most challenging part of the process is to ensure that the injured can safely land on the ground.
We must ensure that the rate of decline is not too fast, so as not to make the injured nervous and afraid, but also take into account factors such as the wind direction.
Fortunately, the wind speed was not too fast, and the whole process was smooth.
Accompanying the injured to the ground was Staff Sergeant Mohd Shavan (36) of the Disaster Rescue Team, who was in constant dialogue with the injured, asking simple questions and distracting the injured while ensuring he remained sober.
The commander of the rescue team, Lt. Col. Luo Weiqiang, 46, said effective communication is the most important reason to ensure the success of the rescue operation.
"In every action, all parties must cooperate with each other, and team spirit is crucial."
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What are unions, professional organizations and non-profits doing to promote and aid women in construction or maritime industries?

Overall, the construction and maritime industries are shifting towards greater gender equality and diversity, with women increasingly becoming crane operators and companies implementing strategies to support them.

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?

The industry needs to continue to promote diversity and inclusion, and support women in these roles, to achieve greater gender equality and to benefit from the unique perspectives and skills that women bring.

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

By providing mentorship programs, training initiatives, and flexible work arrangements, companies can help women crane operators succeed and advance in their careers.

Additionally, governments and organizations can support women in the construction and maritime industries by implementing initiatives such as scholarships, training programs, and inclusive policies.

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

vocational training
educational programs
inclusive policies

By working together, we can create a more inclusive and diverse industry that values and supports the contributions of women crane operators.

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

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?