Women are increasingly making inroads into traditionally male-dominated roles such as crane operation within the construction and maritime industries, signaling a transformative shift toward greater gender equality and diversity.

Historically, physical demands, societal attitudes, and workplace biases restricted women's participation in these technical and labor-intensive roles.

However, recent developments demonstrate a breakdown of these barriers through targeted training, supportive workplace cultures, and diversity initiatives.

In British Columbia, for example, women represent about 6% of tradespeople in construction, with ongoing efforts to enhance recruitment of women, Indigenous peoples, and newcomers aiming to address labor shortages and enrich the workforce’s diversity.

Crane operation is specifically highlighted as a trade at risk of undersupply, prompting increased access to apprenticeships and training programs tailored for women .

Real-life case studies illustrate women excelling as crane operators and heavy equipment operators.

Farkhana Safargaleeva, a crane operator in a reinforced concrete products company, has sustained a 15-year career marked by skill, calmness, and attentiveness, receiving support from family and a company culture recognizing women's professionalism.

Similarly, Natalia Danilova, a compressor operator at the same company, has devoted 16 years to construction, noting her job as a long-held dream realized through perseverance .

Initiatives in the United States, like the WANTT nonprofit, provide women with pre-apprenticeship training in construction trades, covering skills from blueprint reading to safety certifications, facilitating entry into stable and well-paying trades and addressing the projected workforce gap due to retirements.

Graduates report increased confidence and career prospects, supported by companies and unions advocating for inclusivity and equal opportunity .

The maritime industry similarly emphasizes empowering women through leadership programs, scholarships, and networks such as WISTA.

The UAE, through government and industry efforts, showcases women operating giant cranes and overseeing maritime operations, reflecting a broader commitment to diversity aligned with international development goals.

Cultural shifts and flexible policies promote women's participation at all levels in shipping and related technical fields [7dbb0769-902d-45ce-bb13-4592f05ddfab_68172209; 446499ae-3270-4c22-a54c-07c275d9bfe4_1027392030; 59271291-9f4e-455a-b133-f91be9278e03_342512573].

Key elements enabling women to excel include specialized training to acquire necessary certifications, mentorship programs to build skills and confidence, and fostering inclusive workplace cultures that value diversity and address gender bias.

Women in these roles report strong work ethics, multitasking skills, and safety-conscious attitudes, often complementing and enhancing team performance.

Companies adopting transparent pay practices and offering family-friendly policies and flexible work arrangements further support retention and advancement of women [37e0b781-4c2a-44c1-bed6-e2c232792ed9_107068371; 65fbc85d-e429-4d5a-9efc-ced8faf79161_540514178; 37e0b781-4c2a-44c1-bed6-e2c232792ed9_107068371].

Despite progress, challenges persist, including gender-based discrimination and harassment, wage gaps, and cultural stereotypes.

However, growing awareness, policy changes (such as the EU's wage transparency directive), and active support from industry leadership provide a more promising environment.

Women like crane operator Farkhana Safargaleeva and leaders of training programs serve as inspiring role models, demonstrating that with determination, skills, and supportive systems, women can thrive in crane operation and other heavy equipment roles traditionally dominated by men.

In summary, the construction and maritime industries are experiencing a meaningful shift towards inclusivity, driven by labor demand, diversity initiatives, education, and cultural change.

Women are increasingly visible and successful as crane operators and in related technical roles, supported by mentorship, training, and progressive companies.

This evolving landscape suggests a rewarding and well-paying career path is increasingly accessible for women in these fields

[485cdc95-bbf9-4578-9b0d-47d964d3e7aa_207874500; 6a6d4ff9-70fb-4925-9af7-9894eb74951b_152515651; 5bceb5cf-8197-45d5-949b-f90b2c9e792c_540770565; 59271291-9f4e-455a-b133-f91be9278e03_342512573].

Women are increasingly making inroads into traditionally male-dominated roles such as crane operation within the construction and maritime industries, signaling a transformative shift toward greater gender equality and diversity.

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Content: Women Breaking Barriers in Waste Management

A quiet but significant revolution is underway in the gritty world of skip hire and waste management, where heavy machinery and hard hats have long been synonymous with the male workforce. Women are securing roles traditionally dominated by men, reshaping the landscape of the waste management industry.

Gender diversity in waste management industries like skip-hire has long been a challenge. Data has shed light on the underrepresentation of women in specialist roles and, industry surveys report that women constitute only 24% of the total waste management workforce in the US.

Historically, we can trace the reason for this gap back to several factors. One significant reason has been the physical nature of the work, often involving heavy lifting, manual labour, and the operation of machinery. These physical demands led to misconceptions that the field was better suited for men. Gender stereotypes have played a significant role, perpetuating the idea that women do not have the necessary skills or interest in waste management.

The United Nations Environment Program (UNEP) has invested extensively in research on the role of gender in waste management. They have deemed it critical to recognise the importance of promoting gender diversity in traditionally male-dominated fields such as skip hire, from gender diversity bringing a wealth of benefits such as providing diverse perspectives to addressing labour shortages that the industry faces.

However, the benefits of promoting gender diversity in the waste management sector aren’t exclusive to women; they extend to their employers as well. According to a recent report by FP Analytics, “Women as Levers of Change,”, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts. These include heightened competitiveness, increased profitability, and a stronger commitment to environmental responsibility.

Women Breaking Barriers in Waste Management

As attitudes shift towards viewing “waste as a resource”, and the industry pivots away from landfilling towards waste prevention and circular economy principles, more women are discovering the sector as an appealing career choice. From skip truck drivers navigating city streets with finesse to women managing recycling, waste management and skip-hire companies and advocating for diversity, their contributions are reshaping the industry’s future.

Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company (PMC) exemplifies a woman taking a leadership role in the waste management sector. PMC, a state-of-the-art processing plant situated in Delfzijl, the Netherlands, specialises in recycling hazardous steel scrap into premium raw material:

“The idea to recycle asbestos-contaminated steel was born 10 years ago.” Overcoming countless obstacles, including securing €70 million in funding and hiring 30 employees, PMC has finally reached fruition. “It was a long journey, with some saying it was impossible, but we stayed strong and built a solid business case.”

Another example of women leading the way in waste management is Maria Willshee, a founding Director of Willshees, a Midlands-based waste and recycling business. Recognised as a Top 200 UK women-powered business by global private bank J. P. Morgan, Willshee’s secured the 59th position in its annual UK Women-Powered Business Report.

And recognised in last year’s list were sisters Heather Gould and Hilary Hart, principal owners of waste management specialist CSG. Based in Fareham, their four daughters also work as part of the business, while half of its eight directors are women.

Women like Nathalie van de Poel,  Maria Willshee, Heather Gould and Hilary Hart aren’t only contributing to recycling and waste management at the highest level; they are also making a difference at the community level. In 2018, the International Solid Waste Association (ISWA) embarked on a groundbreaking global survey targeting women working within the waste sector. For the first time, this unique endeavour asked women to classify their work using Ad Lansink’s waste hierarchy, often referred to as “Lansink’s Ladder.” The findings from 73 countries revealed that 51.6% of respondents were engaged in waste prevention, reuse/repair, and recycling. Highlighting the substantial role that women play as managers of household waste, their critical contributions form the backbone of responsible waste management and have a lasting impact on environmental sustainability and community well-being.

But how can we encourage more women into the industry as a whole? According to Skip Hire Glasgow specialist James David, fostering inclusivity in hiring practices is a good starting place.

Waste management and skip-hire companies can proactively embrace strategies to foster inclusivity in their hiring practices, by first recognising the importance of a diverse workforce. One such approach is reevaluating traditional hiring processes to be more inclusive. This includes rewriting job descriptions to emphasise skills and qualifications over gender or background, ensuring job postings reach a broader audience through diverse channels, and actively seeking out untapped talent pools. Skip hire companies that prioritise diversity not only bolster their internal culture but also project a positive image to the public and potential clients, positioning themselves as socially responsible and equality-driven businesses.

Partnerships with vocational schools and community organisations can play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in waste management and skip hire for example. And this fresh approach, says James David of JustHire, is precisely what the industry needs:

“Inclusivity in hiring practices is not just a moral imperative but also a strategic advantage that propels the skip hire industry forward. We should celebrate the women who are paving the way for a more inclusive, equitable, and diverse industry, for their inspiration and resilience. The further potential for women in waste management and skip hire is promising, and inclusive business practice and a heightened awareness of the positive impacts of gender equality on companies all present a win-win scenario.”

Companies that think creatively about investing in recruitment programs will ultimately benefit the most. By intentionally attracting a more diverse range of candidates, including more women, they can help transform the landscape of the waste management industry for the better.

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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?

Historically, physical demands, societal attitudes, and workplace biases restricted women's participation in these technical and labor-intensive roles.

Title:

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

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?

However, recent developments demonstrate a breakdown of these barriers through targeted training, supportive workplace cultures, and diversity initiatives.

Title:

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

In British Columbia, for example, women represent about 6% of tradespeople in construction, with ongoing efforts to enhance recruitment of women, Indigenous peoples, and newcomers aiming to address labor shortages and enrich the workforce’s diversity.

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

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Content: Daytime Plus
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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.
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What are governments doing to promote and aid women in construction or maritime industries?

inclusive policies
educational programs
vocational training

Real-life case studies illustrate women excelling as crane operators and heavy equipment operators.

Title:

Content: Hana Al Hammadi (Dubai)
The UAE is strongly present in the completion of Expo 2020 Dubai, starting with the submission of the country ’ s bid to host the international exhibition for the first time in the Middle East, through the preparation of the event, and ending with the team that has been in charge of the exhibition since its launch on October 1.
The hosting of the UAE « Expo 2020 Dubai », represents a great achievement, in which Emirati women participated strongly, as the team supervising the hosting file, at the time, a large number of female citizens, and in view of the team, which oversees the projects and programs (Expo 2020 Dubai), currently we find strongly present and influential in the event.
How do women leaders see the UAE hosting Expo, and what does this international event mean for the first time in the region?
Hessa Al Malik: A Perfect Opportunity
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: “When the UAE decided to host Expo 2020, it put in its strategy that those who come to Dubai will stay there, because it represents the ideal environment for doing business and dealing with the global supply chain. It ’ s a preferred investment destination. ”
“Expo 2020 Dubai will contribute to introducing the world to the UAE and looking at our unique advantages closely, and one of the most important things we are keen to bring to the world is the level that Emirati women have reached in their participation in the renaissance of the country and achieve its advancement. And still in many countries of the world.
In UAE ports, women operate giant pier cranes, control gantry cranes in container yards, and many are ship overseers, coordinating the docking of the world ’ s largest container carriers.
Many captains of giant ships may be surprised to learn of the presence of Emirati female captains on tugboats and offshore service vessels.
Nawal Al Hinai: Empowering Women
Nawal Yousef Al Hinai, Director of the Future Energy Department at the Ministry of Energy and Infrastructure, said that the UAE has impressed the world with the opening ceremony of the Expo 2020 Dubai World, which is hosted in Dubai, as part of the first major global event in the Middle East, Africa and South Asia, with the participation of 192 countries from around the world.
The theme is “Connecting Minds. ”
Creating the future. ”
The exhibition is an exceptional platform for the global community to come together to discover innovative and ground-breaking solutions to the three sub-themes identified as key drivers of global development: sustainability, mobility and opportunity.
“One of the special pavilions that caught my attention during my visit to Expo 2020 is the Women ’ s Pavilion under the title ‘ Prosperity of Women, Prosperity of Humanity ’, which expresses a journey on the influence of women in making a better world.
Recognizing the pivotal role women have played throughout history to this day, and their positive contributions demonstrate that women ’ s prosperity is the prosperity of all humanity.
Mona Al Abdouli: A Historical Event
Mona Al Abdouli, Senior Vice President Corporate Assurance at Dubai Airports, said: “Expo 2020 is the beginning of something beyond an exhibition, such as attracting and localizing technology, exporting new styles and distributing them to the world, and making the UAE a starting point for technology and foreign companies, a hub for creativity and innovation and a hub for the post-Expo 2020 world.
“I see this global mega event as a promotion of the UAE and its importance in strengthening the economy of Dubai and the country in general, attracting visitors and innovators from around the world, fostering international partnerships, and serving as a platform for developing creative thinking and sustainability, enhancing youth skills and future careers, as well as boosting the tourism sector.
The readiness of Dubai Airports to receive visitors to this mega event is a milestone in the history of the event, as Dubai Airports is the front end of the Emirate of Dubai for all visitors to Expo 2020.
At Dubai Airports, we have worked around the clock to ensure passenger facilitation, speed and flexibility. Our focus has been to increase airport capacity and operational efficiency to ensure the success of this landmark event with a focus on quality improvement. The health and safety of our customers and passengers remains our number one priority.
“At Dubai Airports, we have urged to raise the level of service and operational services at the airport to reflect the honorable image of the country ’ s face to provide an exceptional and wonderful travel experience for Expo 2020 visitors, and one of the most important factors in Dubai Airports ’ success is to work as one team as men and women, and to ensure continuous coordination and readiness of all teams and staff at Dubai Airports to receive this huge event.
Iman Al-Yousef: Building and Ambition
Eman Al Yousuf, Emirati writer and cultural diplomacy specialist, says: “From Amna Belhoul, executive creative director of Expo 2020 Dubai ’ s entertainment and creative activities, to Her Excellency Noura Al Kaabi, Commissioner-General of the UAE Pavilion at Expo 2020 Dubai and above all, Her Excellency Reem Al Hashimi, UAE Minister of State for International Cooperation, and Director General of the Expo 2020 Dubai Bureau. It proves its worth and its ability to give dazzling.
“The UAE is the man ’ s partner in building through all the details of Expo 2020 Dubai even before the moment of its announcement, the UAE is an ambitious country that will be turning 50 very soon.
She is young in her age, strong and strong in her positions and uniqueness and wise in her vision beyond the number of years.
Emirati women have been partners of construction, success and ambition and still hold the most difficult and highest positions alongside men hand in hand as well. Women have participated and contributed since the inception of the country, and their presence was present even at the opening ceremony of the Expo in terms of the participation of women who sat to receive visitors skillfully making wicker baskets and tulle embroidery. She announced the end of the opening ceremony and the beginning of the Expo, symbolizing what the Emirati woman symbolizes with her patience and giving.
Speaking about Al Yousef ’ s participation in this historic event, she said: “I am delighted to participate in Expo 2020 Dubai by writing the American Pavilion mural in Arabic and English, which can be read from the right in one language and from the left in one language.
Her work was a collaboration between the U.S. Consulate and the American University of Sharjah, whose creators, designers and engineers designed and implemented the idea that encapsulates the U.S. vision in Expo 2020 Dubai ’ s sustainability and future-oriented files.
Azari Alserkal: Exchange of experiences
“There is no doubt that an event like Expo 2020 brings together all the countries of the world and thus benefits countries in sharing experiences and drawing inspiration from experiences, especially those related to clean energy, which aims to preserve the environment and use it to serve humanity.
Expo 2020 will also feature a women ’ s pavilion, which indicates the great attention that women receive from the wise leadership. The pavilion will also showcase women ’ s contributions to shaping society, as well as their global contributions and positive impact on the international community.
The presence of the Women ’ s Pavilion at Expo 2020 is very important to showcase the country ’ s efforts to the world and to showcase Emirati women ’ s efforts locally and internationally.
Nauf Omar: The dream we had
Nouf Omar, the first assistant pilot on the Boeing 777, did not hesitate to participate in this historic event, as she joined her Emirati brothers in volunteering as a kind of return to this generous country, saying: “Expo is the dream we have all had since the city won the hosting of the exhibition in November 2013, the third largest global event after the Olympics and the FIFA Club World Cup.
Expo ’ s dream began for Nouf when she was in high school, where she set her mind to be a part of the event in any way.
After eight years of waiting, she is living the dream moment by moment after joining the Expo 2020 Volunteer Programme, but how can this pilot balance volunteering with flying between cities around the world?
“The Expo 2020 Dubai Volunteer Programme is a very flexible programme that allows you to choose a period of time that suits everyone ’ s circumstances, and the Volunteer Centre team is very understanding of my work as a pilot, ” says Nouf.
For me, the days of volunteering will be based on my presence in the country, which is usually two to three days a week. ”

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?

Farkhana Safargaleeva, a crane operator in a reinforced concrete products company, has sustained a 15-year career marked by skill, calmness, and attentiveness, receiving support from family and a company culture recognizing women's professionalism.

Title:

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

Similarly, Natalia Danilova, a compressor operator at the same company, has devoted 16 years to construction, noting her job as a long-held dream realized through perseverance .

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

Initiatives in the United States, like the WANTT nonprofit, provide women with pre-apprenticeship training in construction trades, covering skills from blueprint reading to safety certifications, facilitating entry into stable and well-paying trades and addressing the projected workforce gap due to retirements.

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Training Program Helps Women Take Advantage Of Construction Boom

Carpenter apprentice Brook Moyle always knew she wanted to make things.

“I love working with my hands,” Moyle said. “I like creating something. I like seeing my efforts build something.”

Moyle is a motivated person. She rode an electric bike from Fairmont to Elkins to make sure she made it to the first day of her apprenticeship. But Moyle said she didn’t think she had a chance at being a carpenter, or, at best, her dream was on the backburner while she worked other jobs in telemarketing and McDonalds. That is until she found West Virginia Women Work.

“They go through specific training courses, they go through almost all the trades, and then you get to kind of at least have the skills to pick something,” Moyle said. “If you do graduate from the program, you are kind of like put above the stock for anyone who did not, and tried to get into a union or a job or anything, because they have the connections to make that happen.”

Founded in 2000, West Virginia Women Work helps women explore, train, and secure employment in nontraditional occupations, especially the skilled trades.

“Especially in West Virginia, a four year degree isn't for everybody," said Carol Phillips, executive director of the program. "And just learning about, especially for women, the skilled trades, which maybe they didn't learn about in school or at home just due to gender roles,” she said. “Teaching people that you can come through this pre-apprenticeship program, you can join union apprenticeships, private apprenticeships, enter directly into skilled trades positions and make, you know, twice what you might make as a nursing assistant or even a school teacher. Just letting women know that there's opportunity.”

Earlier this month, Gov. Jim Justice announced $500 million for improvements to bridges across West Virginia. There are also several newly announced major construction projects, like the Nucor plant, that will need workers to make them a reality. For Phillips, the trained people from West Virginia Women Work are an obvious choice.

“We work with companies, unions, and groups on their equity planning,” she said. “If you're going to need 500 workers for something in the next six months, where are you going to get those from? We want those to come from West Virginia. If you're saying the workers aren't here, maybe you need to look at a more diverse group of workers.”

West Virginia Women Work prepares women for those roles through the Step Up for Women Construction Program, a tuition-free employment-based skilled trade training program designed to prepare adult women for entry-level positions in the construction industry and registered apprenticeships.

Nichole Stephenson is the Charleston program coordinator for Step Up for Women Construction training. Before going through the program herself, Stephenson was in healthcare for 10 years, but wasn’t happy. Despite being exposed to the trades her entire life, she never considered it an option.

“All of the men in my family are tradesmen, every single one,” she said. “I held the flashlight for every man in my family. My dad always said, ‘I work this hard, so you don't have to.’ What he didn't realize, and I don't think I realized at the time is, I loved it, I loved it.”

Choice is an important aspect of the program for Stephenson. Program students cycle through training in carpentry, electrical, plumbing and welding so that they can figure out what trade works best for them.

“This is a non-judgmental zone. So if you can’t hold a hammer, we teach you the proper way to do it. You don't walk onto a job site and, ‘She doesn't know what she's doing,’” Stephenson said. “What we do as coordinators is really work with students and watch them and see where their gifts are, and you know what they really tend to do well, and they find enjoyment in. It's not, ‘Well, I'm an electrician, because my dad was an electrician.’ It's choices, we show them so many things.”

Building confidence is baked into the program. Students are also coached on what Stephenson calls “soft skills,” things like interviewing and budgeting for delays in the weather-dependent construction industry.

Lakeisha Hines is the Morgantown program coordinator for Step Up for Women Construction. Like Stephenson, she also went through the program while seeking out a more promising professional future.

“We want to get the safety with OSHA 10 out of the way first, so we make sure that they are safety conscious, because that's the most important thing when you're working in construction,” Hines said. “Then we kind of sprinkle in some of the soft skills along with the handling portions of the program.”

Students also get a chance to visit project sites and speak to program graduates. Hines said it helps students see the future they’re working towards past the 12 weeks of training.

“I think it's empowering to them to see where somebody started, and a lot of those people have the same stories,” Hines said. “It starts with them actually applying and knowing that they can do the work, too. I think our program starts to get their self-confidence up, lets them know that they can do it. And these women tell their daughters that they can do it. And it's just like a trickle down effect.”

The next program in Charleston and Morgantown starts Feb. 27 and is currently accepting applications.

North Central/Morgantown Reporter, cschulz@wvpublic.org, 304-284-1497, @SchulzReports

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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?

educational programs
vocational training

Graduates report increased confidence and career prospects, supported by companies and unions advocating for inclusivity and equal opportunity .

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?

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

The maritime industry similarly emphasizes empowering women through leadership programs, scholarships, and networks such as WISTA.

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?

promote women to higher roles
women's networks

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

mentorship opportunities
educational programs

The UAE, through government and industry efforts, showcases women operating giant cranes and overseeing maritime operations, reflecting a broader commitment to diversity aligned with international development goals.

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?

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

Cultural shifts and flexible policies promote women's participation at all levels in shipping and related technical fields [7dbb0769-902d-45ce-bb13-4592f05ddfab_68172209; 446499ae-3270-4c22-a54c-07c275d9bfe4_1027392030; 59271291-9f4e-455a-b133-f91be9278e03_342512573].

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?

Key elements enabling women to excel include specialized training to acquire necessary certifications, mentorship programs to build skills and confidence, and fostering inclusive workplace cultures that value diversity and address gender bias.

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

inclusive policies
mentorship opportunities
educational programs
vocational training

Women in these roles report strong work ethics, multitasking skills, and safety-conscious attitudes, often complementing and enhancing team performance.

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Fewer fines, fewer accidents, more female truck drivers, more and more attention.
In response to the increasing demand for truck drivers, more and more women are joining the ranks of drivers.
According to the Ministry of Labor, there were about 3.1 million truck drivers in 1999, and 4.9% were women. In 2021, there were nearly 3.5 million truck drivers, and 7.9% were women.
The number of female drivers has increased by 80% over the past 20 years. Maggie Selagea is one of thousands of women joining the industry.
In 2008, during the Great Depression, Selagea ’ s construction company went bankrupt, and she turned to the trucking industry, which was not easily affected by the economic downturn.
She became head of the transportation company Mega Load.
The company is headquartered in Chicago and ships throughout the country.
Selagea said, “I grew up with nine brothers and became a car lover.
I take care of my car and I want people who work with me to do so.
Selagea ’ s experience reflects the impact women have had on the transportation industry.
Rhonda Hartman, a member of the American Trucking Association, which recruits women and advocates for Women in Motion, said women drivers prefer safe driving, cherish equipment, have fewer fines and fewer accidents, and thus reduce litigation costs and insurance costs for trucking companies.
This view is supported by the analysis of the 2022 Women in Trucking Index.
The data shows that women often choose to avoid risk and focus more on safety than men.
In addition, women often have excellent multitasking and organizational skills, strong communication, patience, focus and reliability.
Matt Hart, CEO of the Illinois Trucking Association (ITA), agrees, saying there is a national driver shortage and the ITA is trying to recruit more women and form “road teams. ”
Its members must have exemplary driving records and good communication skills.
Hartman was one of the members.
She visited the White House to talk to President Biden.
She regularly offers driving lessons and travels the country as a seminar instructor.
Hart also said that because more trucks are now equipped with automatic transmission, which reduces the physical requirements, making it easier for women to drive.
Both Selagea and Hartman are excited to see more female drivers on board.
“Women ’ s participation has made the industry better, ” Hartman says, even though women are currently paid less.
On average, male truck drivers earn about $61,000, while female truck drivers earn only $52,000.
When the working environment is overwhelmingly male, female drivers may face backlash and stress due to gender.
To that end, Cornilla Johnson, who is training to drive a Class A vehicle, said, “Be confident in what you ’ re doing and who you are. ”
As a woman, you can definitely get through difficult times. "As a single mother, she likes this flexibility in working hours and makes herself more confident.
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Companies adopting transparent pay practices and offering family-friendly policies and flexible work arrangements further support retention and advancement of women [37e0b781-4c2a-44c1-bed6-e2c232792ed9_107068371; 65fbc85d-e429-4d5a-9efc-ced8faf79161_540514178; 37e0b781-4c2a-44c1-bed6-e2c232792ed9_107068371].

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

Despite progress, challenges persist, including gender-based discrimination and harassment, wage gaps, and cultural stereotypes.

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

attitudinal biases at work
sexual and workplace harrassment

However, growing awareness, policy changes (such as the EU's wage transparency directive), and active support from industry leadership provide a more promising environment.

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?

Women like crane operator Farkhana Safargaleeva and leaders of training programs serve as inspiring role models, demonstrating that with determination, skills, and supportive systems, women can thrive in crane operation and other heavy equipment roles traditionally dominated by men.

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?

In summary, the construction and maritime industries are experiencing a meaningful shift towards inclusivity, driven by labor demand, diversity initiatives, education, and cultural change.

Title:

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

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

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

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

2024 has changed that.

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

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

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

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

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

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

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

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

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

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

UK Transport

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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?

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?

Women are increasingly visible and successful as crane operators and in related technical roles, supported by mentorship, training, and progressive companies.

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?

This evolving landscape suggests a rewarding and well-paying career path is increasingly accessible for women in these fields

Title:

Content: A former Miss England finalist, an England rugby star and ex-finance worker: Meet the women who ditched their careers to drive 44-tonne lorries across Great Britain

A former Miss England finalist, current England rugby star and an ex-finance worker have shattered traditional gender stereotypes by pursuing their dream jobs of driving 44-tonne lorries across Great Britain.

Farmer's daughter and model Milly Everatt, rugby player Chantelle Crowl and Domino Homer, who worked a traditional office job since passing her GCSEs, are among the less than one per cent of women lorry drivers in the UK.

The trio have each earned their HGV licences and excelled in their dream career after having previously found success in other industries.

The drivers are now hoping that they can inspire other women to join their ranks and pursue careers on the road.

Milly Everatt, 23, (pictured) from Eastoft, Lincolnshire, swapped her high-heels for high-vis after having been the first runner-up for Miss England 2022

Domino Homer (pictured) began pursuing her Class 1 certification after seeing an advertisement on Facebook promoting a company that was offering to take on a driver and put them through the first exam

Milly Everatt

Milly Everatt, 23, from Eastoft, Lincolnshire, swapped her high-heels for high-vis after having been the first runner-up for Miss England 2022.

Miss Everatt had been competing in professional beauty pageants since 2017 and was titled Miss Lincolnshire in 2018. That same year she was crowned Miss Charity after raising the most money for good causes.

But last year, the beauty queen and former model ditched the catwalk and trained for both her Class 1 and Class 2 HGV licence so she could fulfil her dream of becoming a lorry driver.

Now, after having undertook a series of in-depth tests, she is living her live on the open road and driving 44-tonne high tech vehicles across the UK.

'It's been so much fun getting behind the wheel of a big truck as part of my new day job!' Miss Everatt has said. 'I love having the freedom that comes with driving, as it takes me all around the country, and the wages are great too.'

The former pageant competitor was inspired to pursue her dream of becoming a trucker after the Covid pandemic, Brexit and other factors led to a shortage of lorry drivers across the country.

Miss Everatt grew up on a farm and around heavy machinery. She would drive tractor's around the property and believed the step up to driving a large truck was the next logical progression in her career.

Miss Everatt (pictured) had been competing in professional beauty pageants since 2017 and was titled Miss Lincolnshire in 2018. That same year she was crowned Miss Charity after raising the most money for good causes

But last year, beauty queen and former model Miss Everatt (pictured) ditched the catwalk and trained for both her Class 1 and Class 2 HGV licence so she could fulfil her dream of becoming a lorry driver

Miss Everatt (pictured in a truck) was inspired by the fact that less than one per cent of British HGV drivers are female. She says the evolving industry is 'really exciting' and is encouraging other women to join their ranks.

She was also inspired by the fact that less than one per cent of British HGV drivers are female. She says the evolving industry is 'really exciting' and is encouraging other women to join their ranks.

'For any women who are thinking of getting into logistics, my best advice is just to do it,' she said. 'With so many roles and training opportunities available, it's a really exciting industry to get involved with.'

Last year, while she was training for her licence, Miss Everatt advocated for normalising the path for women in the heavy machinery industry.

'I think we're in modern times and there's nothing to stop girls getting involved in that kind of thing,' she said at the time. 'It's not the norm but it should be. It's also something people don't think about often, it's not thought about enough in feminism.

'I know some farmers daughters who don't do anything to help their parents farm. Agriculture has been forgotten about by feminism.

'Anything that breaks the stereotype has to be a good thing. I want to prove its not just 40-year-old men that do this job and if it inspires other women to do the same, that would be amazing.'

She also previously revealed that obtaining an HGV licence had been a longtime dream of hers and would aid her work on the farm.

She said: 'It was always on my list of things to do. I should've done it at 18. But I was doing my A-Levels and then the pandemic happened so I put it off.

'It's something that I want to have under my belt. I have horses so it could help for that and I can use it to take grain in - it's something I'll use everyday while I'm on the farm.'

Miss Everatt (pictured with a horse) grew up on a farm and around heavy machinery. She would drive tractor's around the property and believed the step up to driving a large truck was the next logical progression in her career

Last year, while she was training for her licence , Miss Everatt (pictured in her crown and Miss Lincoln sash) advocated for normalising the path for women in the heavy machinery industry

Chantelle Crowl

Chantelle Crowl, 30, is known for her successes as an England and Super League rugby star - but when she's away from the pitch, she travels the country in a HGV.

Ms Crowl, born in Toronto, Canada, and has been playing rugby since she was eight years old.

However, in her free time the St Helens and England forward delivers beer kegs and other vital items to pubs and clubs around Britain.

Due to the flexibility of lorry driving, she is able to work her trucking job around her training schedule. She loves the flexibility of the industry and how she significant control over how much and how long she works.

Commenting on the lack of women in the industry, she added: 'My advice would be to just go for it, if it’s what you want to do. This is a free world and an equal opportunity for anyone to be part of no matter what or where.'

Chantelle Crowl, 30, (pictured in her lorry) is known for her successes as an England and Super League rugby star - but when she's away from the pitch, she travels the country in a HGV. Due to the flexibility of lorry driving, she is able to work her trucking job around her training schedule

Ms Crowl said she also reaps the benefits of being a trucker when she's on the pitch.

She claims her lorry job keeps her 'fit and strong for rugby', because she chooses to take on some of the heavier lifting tasks that might otherwise be carried out by two or three people, or even a machine.

The athlete added that she often feels 'extra fit if I've had a hard day at work'.

Domino Homer

A former finance worker walked away from her career to pursue her dream of living life on the road and now works for a family-run trucking firm, Buffaload Logistics.

Domino Homer, XX, worked in a traditional office environment ever since finishing her GCSEs, including working for a mortgage broker and as an office assistant.

Mrs Homer had moved out of her family home at a young age and 'didn't really have a lot of funds', she told MailOnline, which made it hard for her to determine which career path to take.

But in 2021 - after working for years in roles she was not passionate about - she funded her own Class 2 licence after leaving the financial industry. She secured her Class 1 licence the following year to become a fully qualified HGV driver.

'I didn't really even at school really know what I wanted to do. I thought maybe hairdressing,' she recalled.

'Then I thought, you know, I've always seen big trucks on the road - and even driving in general, I've always enjoyed being on the road, whether it'd be a passenger or driving.'

She began pursuing her Class 1 certification after seeing an advertisement on Facebook promoting a company that was offering to take on a driver and put them through the first exam.

'I contacted them and they were really interested in me,' she said, adding that the 'lovely' family-run company had 'accepted me'.

However, it wasn't necessarily an easy road for Mrs Homer. She actually failed her Class 1 test the first time she took it.

'I was I think it was a stress of the day. It was really windy and there was a storm,' she told MailOnline, also citing the pressures of the pandemic as possible contributing factors.

'It's Covid of course, everyone's wearing masks, we don't have the windows open. And they weren't sure if they were going to let anyone actually go out because we were driving a wag and drag which was loaded with water and curtainside. We were quite blown around a bit.'

She did pass the second time she took the test and passed her Class 2 on the first try. Mrs Homer also has her full motorbike licence and car licence.

Former finance worker Domino Homer (pictured) walked away from her career to pursue her dream of living life on the road and now works for a family-run trucking firm, Buffaload Logistics

Mrs Homer, in 2021, funded her own Class 2 licence after leaving the financial industry. She secured her Class 1 licence the following year to become a fully qualified HGV driver. She is pictured outside her lorry

She now works night shifts, drives set deliveries and collections throughout her shift, and loves 'watching the world go by through a big widescreen and listening to my favourite podcasts'.

Mrs Homer loves driving, which was a longtime dream come true, but admits that it does have its challenges.

Besides the physical challenges she faces, she revealed that sometimes 'it can feel like you don't have much of a life'.

'The hours can be extremely long, sometimes you don't come home, you know you're, you're stuck out. It can be quite lonely,' she said.

But one of the benefits of driving a truck is meeting new people and the sense of freedom and independence, she explained.

'I like to have my own space. When I worked in an office, if they had a radio, it used to really wind me up. They'd always have the same radio station on every day. And you hear the same songs every day, more than once that day,' said Mrs Homer.

'Whereas you're doing you're in your truck, you know, you can listen to your music that you like or, or a podcast, for example. You know, it's your little space, like your office on wheels. You're surrounded by big windows and sometimes it's just a good peace and quiet.'

Mrs Homer is now encouraging other women to pursue careers in logistics and is advocating for a shift in perception about what working in the industry actually looks like.

'Follow your heart; the only way you'll know if your dream job is right for you is to give it a go,' she said. 'Life is too short to have regrets so go for it and don't let anything stop you.

'If it turns out that you were wrong, you can always change your career in the future and that's exactly what I did.'

The comments below have not been moderated.

The views expressed in the contents above are those of our users and do not necessarily reflect the views of MailOnline.

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?

better wages
variety of opportunities available

[485cdc95-bbf9-4578-9b0d-47d964d3e7aa_207874500; 6a6d4ff9-70fb-4925-9af7-9894eb74951b_152515651; 5bceb5cf-8197-45d5-949b-f90b2c9e792c_540770565; 59271291-9f4e-455a-b133-f91be9278e03_342512573].

Title:

Content: Global Affordable Housing Market: An Overview of Industry Forecast, Market Dynamics, and Upcoming Trends, 2021 to 2031ย

Global affordable housing market size was valued at $52.2 billion in 2021, and is projected to reach $84.7 billion by 2031, growing at a CAGR of 4.9%

PORTLAND, OREGON, UNITED STATES, September 28, 2023 /EINPresswire.com/ -- A report published by Allied Market Research on the global affordable housing market indicates that the industry generated $52.2 billion in 2021 and is projected to garner $84.7 billion by 2031 with 4.9% CAGR from 2021 to 2031.

๐๐ผ๐๐ป๐น๐ผ๐ฎ๐ฑ ๐๐ต๐ฒ ๐ฟ๐ฒ๐ฝ๐ผ๐ฟ๐ ๐ต๐ฒ๐ฟ๐ฒ ๐ https://www.alliedmarketresearch.com/request-sample/32292

Prime determinants of growth:

The report also discusses factors promoting and restraining market growth also referred to as prime determinants of growth. It also analyzes key factors which will provide potential growth opportunities for the market in the future. The market is expanding rapidly due to a rise in working as well as middle class population and surge in migrants' movements. However, low growth rate of expansion of city boundaries and economy restrains the market growth. Nevertheless, accessibility of mortgage financing is expected to offer remunerative growth opportunities in the upcoming years.

Competitive analysis:

The report conducts a comprehensive analysis of the prominent market participants in the global affordable housing market to gain a deep insight into market dynamics. Furthermore, the report emphasizes the strategic moves made by these organizations, which include introducing new products, engaging in mergers, forming collaborations and partnerships, conducting research and development initiatives, and making investments. Additionally, it explores the efforts made by key industry players to expand their presence both regionally and globally.

Top market players profiled in the global affordable housing market report:

Jonathan Rose Companies LLC
Tata projects
Pennrose
Prestige group
The NRP Group
Larsen & Toubro Ltd.,
Dominium
LDG Development
Skanska AB
Related Group

๐๐๐ ๐ ๐ ๐๐ช๐ง๐๐๐๐จ๐ ๐๐ฃ๐ฆ๐ช๐๐ง๐ฎ: - https://www.alliedmarketresearch.com/purchase-enquiry/32292

Research Methodology:

The global affordable housing market underwent a rigorous examination using a comprehensive methodology that encompassed thorough primary and secondary research. Primary research offered a holistic perspective on the product and service landscape, with a particular focus on a detailed analysis of various market drivers. Meanwhile, in the secondary research phase, various sources were utilized, including press releases, government websites, and professional journals, to gather insights into the industry. This multifaceted approach has enabled the acquisition of a comprehensive and clear understanding of the global affordable housing market.

Affordable Housing:

Affordable housing is characterized as housing that meets acceptable standards in terms of quality and location and is within the financial reach of lower or middle-income households, without imposing such a financial burden that these households would struggle to meet their other essential needs over an extended period. Affordable housing refers to housing units that are attainable for individuals or families whose income falls below the median household income.

๐๐ค ๐๐ช๐ง๐๐๐๐จ๐ ๐ฉ๐๐๐จ ๐๐ง๐๐ข๐๐ช๐ข ๐๐๐ฅ๐ค๐ง๐ฉ: https://www.alliedmarketresearch.com/checkout-final/b4fcfe320e89bc43e20339dbfb74ea47

Affordable housing: Recent trends

In addition to the shifts brought about by the pandemic and legislative changes, the affordable housing sector is also undergoing significant changes in its workforce. Development companies are experiencing turnover within their executive and leadership ranks, particularly since the introduction of the Low-Income Housing Tax Credit (LIHTC). This changing leadership landscape is accompanied by a growing emphasis on cultivating a more diverse talent pool to assume leadership roles.

Indeed, several states' Qualified Allocation Plans (QAPs) are now awarding points on Low-Income Housing Tax Credit (LIHTC) applications to women- and minority-owned businesses. This approach enhances the likelihood of these businesses having their applications approved and receiving LIHTC allocations.

More Reports -

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David Correa
Allied Analytics LLP
+1 800-792-5285
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