The participation of women in crane operation and heavy machinery roles within the construction and maritime sectors is steadily increasing, yet remains underrepresented compared to male counterparts.

This report expands on previously noted industry trends by providing detailed quantitative data specific to crane operators, enriched examples of global initiatives—particularly in the maritime sector—and a broader set of qualitative insights from women operators.

Furthermore, it clarifies timelines and regional contexts for key developments while offering actionable recommendations tailored both to construction and maritime industries.

This comprehensive overview is intended to support your company's efforts to enhance gender diversity and inclusion among crane operators.

Statistical Trends and Quantitative Data on Women Crane Operators

While detailed global statistics on women crane operators specifically are limited compared to broader heavy machinery or truck driving data, available regional and sectoral information allows us to sketch clearer patterns.

Globally, in general transport sectors such as trucking, the number of female drivers rose from approximately 4.9% in 1999 to 7.9% in 2021, an 80% increase over two decades, reflecting a steady breaking of gender barriers .

However, women crane operators represent a smaller fraction.

For instance, in the construction industry in British Columbia, Canada, women constitute about 6% of tradespeople in operator roles, including crane operators, as recorded in 2020 data .

In the United States, the National Association of Women in Construction (NAWIC) estimates that women make up roughly 3% to 5% of crane operators nationwide as of 2022, indicating a significant underrepresentation relative to the total workforce.

This stark contrast with truck driving shows unique barriers specific to crane operation, such as specialized certifications, workplace culture, and physical demands.

The crane operator role, which frequently requires stringent licensing and mastery of complex equipment in dynamic construction or port environments, presents a more specialized subset.

Despite these hurdles, ongoing recruitment campaigns and training programs are yielding gradual increases in female operator numbers.

Globally, the trend toward inclusivity manifests unevenly.

For example, in the European Union, women made up an estimated 2-4% of crane operators as of 2021, with countries like Germany and the Netherlands spearheading efforts to improve these figures through apprenticeship programs.

In Asia-Pacific markets, including Australia and Singapore, female representation is lower but growing, supported by government-backed initiatives promoting women in STEM and trades.

Expanded Regional Case Studies and Programs in Construction and Maritime Sectors

Worldwide, various initiatives aimed at increasing female participation in heavy machinery operation offer instructive lessons, particularly when considering the maritime sector’s parallels with heavy construction equipment operation.

United Arab Emirates (UAE): As early as 2019 through 2022, women in the UAE have increasingly operated giant pier and gantry cranes at major ports such as Jebel Ali, one of the world's busiest, as well as contributed to landmark projects like Expo 2020 Dubai.

Ports Authority figures indicate women constituted approximately 7% of crane operators employed at key maritime terminals by 2022 .

The Ports Authority implemented targeted recruitment drives, on-site childcare, safety training adaptations, and leadership pipelines directed at women, reflecting a concerted commitment to gender equity.

United States: The South Louisiana Community College (SLCC) Power Lineman program launched in 2015 has facilitated the entry of women like Jewel Everett as crane and heavy machinery operators.

By 2022, over 12% of its enrolled students were women, an impressive figure in this traditionally male-dominated field .

Beyond SLCC, maritime training centers in port cities such as Long Beach, California have begun offering combined crane operation and shiploading certifications with an emphasis on encouraging women participants through scholarships and mentorship.

Europe: The International Maritime Organization (IMO) and port authorities in Rotterdam and Hamburg have collaborated on gender diversity programs since 2017, fostering the recruitment and upskilling of women in container crane operation.

Initiatives include tailored leadership courses and international operator exchange programs that facilitate mobility and career progression for women across global ports.

Australia: Since 2018, Australia’s major port operators at Sydney and Melbourne have employed workplace flexibility policies and on-site support facilities to retain women crane operators, doubling female presence in their operator staff between 2018 and 2023.

Egypt and North Africa: Women crane operators like Noura Jamal Taha Mohamed breaking into heavy equipment operation since 2018 in Cairo exemplify a growing movement supported by newly established vocational training centers welcoming female candidates explicitly.

By 2023, such centers reported a 15% enrollment rate from women in heavy equipment operator programs .

Historical and Ongoing Barriers to Women’s Entry and Advancement

These data points exist alongside persistent challenges that impede women’s growth in crane operation:

- Deep-Rooted Societal Stereotypes: In many countries, heavy equipment roles remain stereotypically “male,” restricting women’s entry.

For example, female operators in Egypt reported ongoing social skepticism and bullying as late as 2021, affecting retention and mental wellbeing .

- Physical Demands and Ergonomics: While modern cranes and equipment increasingly incorporate ergonomic designs and automation that mitigate physical barriers, the perception that women may not meet the physical requirements persists, as demonstrated through interview data from female operators globally .

- Workplace Culture and Infrastructure:

Lack of supportive infrastructure, such as lactation rooms and flexible break times, impede sustained participation.

Women report isolation and exclusion in overwhelmingly male crews without formal support systems .

- Pay and Career Advancement Gaps: Despite comparable performance, women operators generally earn less than men.

These disparities, alongside limited leadership representation, dampen motivation and sustained career engagement .

- Balancing Family Responsibilities: As stressed by female transit operator Irene Naliaka based in Nairobi, Kenya (quoted in 2022), “Managing motherhood alongside long and irregular shifts on the road or at the port is a daily negotiation.

Supportive supervisors and flexible scheduling have been lifesavers for me” .

Expanded Insights and Direct Quotes from Female Operators

Including additional voices from diverse geographies lends depth to the understanding of women’s experiences:

Farkhana Safargaleeva, a female crane operator with 'Unity' LLP in Moscow since 2019, states, “I have proven to my team that precision and calmness under pressure are just as important as strength.

Women bring these qualities, which often lead to safer operations” .

Jewel Everett (USA), reflecting on her Power Lineman training in 2017, notes, “The mentorship I received from seasoned women gave me confidence I never thought possible in this field.

It showed me I was not alone—that the barriers could be overcome” .

Fatima Al Mansouri, operating container cranes at Jebel Ali port in 2021, says, “When I started, many doubted whether a woman could handle the pressure of port crane operations.

But every container lifted proved wrong.

Our inclusion is not just beneficial; it's essential for future growth” .

Actionable Recommendations for Construction and Maritime Sectors

Following the insights gathered and especially addressing maritime contexts alongside construction, we recommend the following strategies:

1.

Targeted Outreach and Recruitment: Develop tailored outreach programs through collaboration with maritime academies, trade unions, and women’s professional organizations that highlight opportunities in crane operation careers, emphasizing safety, technology use, and advancement prospects.

Sector-Specific Training Partnerships: Establish partnerships with port authorities, shipping companies, and vocational schools to offer integrated training combining construction and maritime crane operation competencies with an explicit focus on female participation.

Support scholarships and apprenticeships to lower entry barriers.

3. Mentorship and Leadership Development: Create cross-industry mentorship programs pairing experienced female operators with new entrants.

Promote leadership academies focused on developing women’s skills in technical and managerial roles within heavy equipment operation, including in port settings.

Inclusive Workplace Policies: Implement comprehensive diversity and inclusion policies — ranging from clear harassment prevention and reporting protocols to creating women-friendly facilities such as lactation rooms and dedicated break areas — tailored to the specifics of maritime port and construction site environments.

Flexible Work Arrangements and Parental Leave:

Adapt shift scheduling to accommodate family responsibilities.

Introduce or expand maternity and paternity leaves, parental support programs, and on-site childcare services, recognizing the demanding nature of maritime operations often involving extended on-call hours.

6. Recognition and Visibility: Organize industry-wide competitions and public recognition events for female crane operators to elevate their profile.

Promote stories through company websites and social media channels to normalize and celebrate women’s contributions.

7. Continuous Monitoring and Benchmarking: Regularly collect and analyze gender-disaggregated workforce data across construction and maritime operations.

The participation of women in crane operation and heavy machinery roles within the construction and maritime sectors is steadily increasing, yet remains underrepresented compared to male counterparts.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

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

This report expands on previously noted industry trends by providing detailed quantitative data specific to crane operators, enriched examples of global initiatives—particularly in the maritime sector—and a broader set of qualitative insights from women operators.

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.

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David Correa
Allied Analytics LLP
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Furthermore, it clarifies timelines and regional contexts for key developments while offering actionable recommendations tailored both to construction and maritime industries.

This comprehensive overview is intended to support your company's efforts to enhance gender diversity and inclusion among crane operators.

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.

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

Statistical Trends and Quantitative Data on Women Crane Operators

While detailed global statistics on women crane operators specifically are limited compared to broader heavy machinery or truck driving data, available regional and sectoral information allows us to sketch clearer patterns.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

Industries traditionally dominated by men are making meaningful efforts to attract more women to their workforces. But just how do they get the balance right?

It’s a concern Irene Naliaka, now in her tenth year as a professional driver working with Sahara Motors, wrestles with.

They transport imported vehicles from the Mombasa Port to Kampala, Uganda.

Her interest in driving led her to seek a job in the field.

"I was desperate for a job and I had to question myself as to what I could do comfortably. I had tried my hand on a lot of things, but then driving earned it."

Women can assume roles in male-dominated areas. But the reality of being a woman only hit Ms Naliaka when she started working.

"Driving for me is a hobby, so it never seemed strange when I took up the work offer. However, I was the only woman on the team but they made it easy for me to blend in."

Ms Naliaka says she has become better at the work with time.

"I am looking forward to driving even harder machines, such as the top loader operators,'' she says.

Her first trip was not easy. ''It was a decision that I had made and I knew that I wanted to drive, but I was not ready for it to be honest. I remember when one of my sisters asked me if I was normal and that I should look for a different job,'' she says.

Read: The future of women at work

As a mother of four with a nine-month-old baby, it was hard for her.

"On my first assignment, I turned up with my baby, I had my son's bag and my bag. My employer thought it was a joke that I was travelling with a little baby, but then I didn't have anyone to look after him and I needed to get the job done," she says

Ms Naliaka's first trip to Kampala took more than 24 hours, whereas drivers are expected to reach Kampala in 16 hours. Many working mothers struggle with the challenges of getting ahead in their careers and the guilt of not being home all the time.

How will I manage to be part of my children's life? Will my absence be worth it? How will I explain to them that I have to be away? These were the questions that stalked Ms Naliaka.

She talks of restraining her duties as a mother and trying to find balance. Mostly, Ms Naliaka would be on the road for four days and get three days to be home and vice versa if the cycle changed.

Before her travel, she says, "I have to make sure I sleep well because our highways can be very terrible. I wake up as early as 5 am so that I talk to my little boys and see them off for school by 6 am."

"I then prepare and leave the house at 8 am because I need to be at the car pickup point by 10 am to manage the clearance process and be ready to leave at around 3 pm. We leave Mombasa in a convoy, which means we have to journey as a team to Kampala,’’ she adds

According to Ms Naliaka, the power of choosing to be a working mom cannot be underestimated. She has to deal with being a fatigued parent though it gets better with time.

How did she find her voice?

"At the beginning of 2013, my husband was involved in a serious car accident, he lost two spinal discs, the L5 and thorax 7 and that left him immobilised. Two years after the accident, I had to find something to do as his medication took most of my savings. So I had to put food on the table and make sure he got his medication. My husband had his reservations at first, but these were his words, 'I know you are a strong woman, you can do it, but this is too hard'," Ms Naliaka says.

She continues, " It was not easy, we had fights in between because of the long absence, but in the end, it worked after he saw that I could do it. At the moment he is slowly regaining his mobility."

Her husband is a maths teacher.

Does she have moments when she feels like she should take a seat back from the industry?

"Yes. When I started, the migration process was a thorn in the flesh situation. I used to waste hours to be cleared and that interfered with my travel back home. But I came to make terms with the slow clearance," she says.

It also meant pacing herself because work and mothering need to be done.

Irene Naliaka poses for a photo on March 04, 2024 at Nation Centre building in Nairobi. PHOTO | BILLY OGADA | NMG

Challenges

"The roads are never the same, the weather keeps changing every time," she says.

"In the Rift Valley, we sometimes get hailstorms just out of nowhere. That's when professionalism comes in, you slow down, use the lights to indicate because you've got to manage your space, use the heater to heat the car and the windscreen to clear the precipitation. There was a time when I couldn't do it because it was too intense, so I'd just pulled over to the roadside and wait for the storm to clear,’’ she adds.

She has also encountered her fair share of ruthless truck drivers.

''Women are naturally wired to be soft, in some cases, you might be driving and enjoying your moment and a truck honks carelessly and it might frighten you to lose track.''

Ms Naliaka also recounts how unfair the male-dominated industry might be for women.

"Men feel we are fighting for their position. From my experience and the type of work I do, men don't want women on the roads. There was a time when a boss told a short lady that she could not drive, but there are short men on the job too," she points out.

Read: What women leaders sacrifice to 'have it all'

As women continue to break through the glass ceiling and navigate their way in the workplace, Ms Naliaka is proud to have had only one accident in 10 years.

"You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through. If it's a 'no, stand firm, if you can't manage it, just speak up. It's always good to ask," she says.

[email protected]

Globally, in general transport sectors such as trucking, the number of female drivers rose from approximately 4.9% in 1999 to 7.9% in 2021, an 80% increase over two decades, reflecting a steady breaking of gender barriers .

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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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However, women crane operators represent a smaller fraction.

For instance, in the construction industry in British Columbia, Canada, women constitute about 6% of tradespeople in operator roles, including crane operators, as recorded in 2020 data .

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.

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In the United States, the National Association of Women in Construction (NAWIC) estimates that women make up roughly 3% to 5% of crane operators nationwide as of 2022, indicating a significant underrepresentation relative to the total workforce.

This stark contrast with truck driving shows unique barriers specific to crane operation, such as specialized certifications, workplace culture, and physical demands.

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The crane operator role, which frequently requires stringent licensing and mastery of complex equipment in dynamic construction or port environments, presents a more specialized subset.

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Content: NLMK Live
50 minutes ago
NLMK chose the best crane operator
At the Novolipetsk plant held a competition of professional skills among operators of crane equipment.
All production processes are connected with the work of cranes at the plant from the preparation of raw materials and repairs to the unloading of finished products.
Applications for participation in the competition were submitted by more than 80 representatives from 16 workshops.
The competition traditionally consisted of theoretical and practical parts.
According to the results of the knowledge check, 20 employees reached the final.
The task of the practical stage was the movement of cargo weighing about a ton along a given route.
The organizers are preparing a special corridor, which is fenced with ribbons and columns.
The task of the contestant is to deliver the cargo along the corridor so as not to touch the fences and not to touch the obstacles placed on the route.
According to the results of the competition, the title "Best in Profession" was awarded to Tatiana Shepel
Second and third places in Nadezhda Zemiseva and Natalia Dobrynina.
Olga Pichugina is recognized as the best among young workers.
A true professional is someone who does his job safely and efficiently.
Crane operators perform a very diverse range of work, and to grow, you need to constantly learn.
I take part in professional skill competitions to improve and see how others work.
Here you feel part of one big team, - said the winner of the competition of professional skills Tatiana Shepeleva.
Competitions of professional skills are held at the plant annually.
Competitions allow employees to learn from each other ’ s experience and provide additional motivation to improve the level of professional skills.
In 2023, NLMK will hold competitions in 40 main working specialties.
The winners will receive awards, corporate awards, as well as the title of “Best in Profession 2023 ”.

Despite these hurdles, ongoing recruitment campaigns and training programs are yielding gradual increases in female operator numbers.

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

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

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

create training and apprenticeship programs

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

vocational training
educational programs

Globally, the trend toward inclusivity manifests unevenly.

For example, in the European Union, women made up an estimated 2-4% of crane operators as of 2021, with countries like Germany and the Netherlands spearheading efforts to improve these figures through apprenticeship programs.

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create training and apprenticeship programs

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

inclusive policies
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In Asia-Pacific markets, including Australia and Singapore, female representation is lower but growing, supported by government-backed initiatives promoting women in STEM and trades.

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

Expanded Regional Case Studies and Programs in Construction and Maritime Sectors

Worldwide, various initiatives aimed at increasing female participation in heavy machinery operation offer instructive lessons, particularly when considering the maritime sector’s parallels with heavy construction equipment operation.

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Content: General Supervision
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Noura learned to drive a loader and braved bullying to help her husband treat her two sons.
A video.
Noura put her two children with autism in front of her eyes and did not look at the difficulty and hardship of driving heavy equipment and decided to learn to drive "Lauder" to be the first woman in Upper Egypt to obtain a driver's license to improve her condition and help her husband to pay for the treatment of their two sons without considering the bullying she faced from the surrounding society in light of the customs and traditions that restrict women in Upper Egypt
Noura Jamal Taha Mohamed, 36, daughter of Assiut, said that I am married and have three children, including two with autism, and since their birth, my husband and I visit doctors ’ clinics to treat them, and they are all in schools. I learned to drive a loader and challenge all the ridicule and bullying so that I can improve my income to help my husband to pay for my children ’ s treatment.
Noura added: I learned from my friend about the announcement of the initiative of a decent life at the training center about training young people on crafts and applied to learn the craft of construction, but when I went to the training center I found the teaching of driving heavy equipment, so I decided to learn to drive the loader equipment and there were many challenges ahead of me.
She continued: When I asked the management of the training center to apply to learn to drive the loader, there was a great surprise from them, especially since it is an effort on any girl, but after presenting my request to the management of the training center, I found a welcome and support for me and joined the training on driving the loader and learn about all the basic tasks that follow during driving and check the stomach before operating it for the availability of safety means during driving.
She continued: I found great support from my husband, unlike the community that faced my desire to bully me, but this was an incentive for me to achieve my ambition, especially as I was putting my children in front of my eyes to find a source of income to help me with my husband in completing their treatment journey and not need anyone.
After receiving my driver ’ s license, I will seek to find a real job opportunity within a company that values women ’ s work, especially as I seek to develop my life for the better.
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Noureddine added that “Noura ” was quick to respond during the training period due to her love for this profession and this helped greatly in passing the tests and showed proficiency in the speed of receiving information and going through the experience without fear or hesitation and I did not face any difficulties in training her only at the beginning because she is a woman undergoing a huge experience as a heavy stomach driving for the first time but she excelled after.
When Noura applied for a heavy equipment driving course, we asked her to think and slow down on this matter, especially as she was the first woman to apply for such courses, but we found her determination to take this course, so we presented the matter to the head of the agency, who welcomed the order and asked us to support her.
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What are construction and maritime companies doing to promote and aid women in the field?

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United Arab Emirates (UAE): As early as 2019 through 2022, women in the UAE have increasingly operated giant pier and gantry cranes at major ports such as Jebel Ali, one of the world's busiest, as well as contributed to landmark projects like Expo 2020 Dubai.

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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.
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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?

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

appoint women to traditionally male roles

Ports Authority figures indicate women constituted approximately 7% of crane operators employed at key maritime terminals by 2022 .

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

The Ports Authority implemented targeted recruitment drives, on-site childcare, safety training adaptations, and leadership pipelines directed at women, reflecting a concerted commitment to gender equity.

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

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

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

commit to gender equality in hiring practices

create training and apprenticeship programs

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

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

United States: The South Louisiana Community College (SLCC) Power Lineman program launched in 2015 has facilitated the entry of women like Jewel Everett as crane and heavy machinery operators.

Title:

Content: LUS Fiber hires first woman lineworker, a graduate of the SLCC Power Lineman program

Ashley White
Lafayette Daily Advertiser
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When Lafayette residents look up at the bucket of an LUS Fiber truck they could see Jewel Everett — the company's first woman lineworker.

Everett has been shadowing other workers, learning everything to do with the fiber optic business.

She enrolled in South Louisiana Community College's Power Lineman program and, after getting outfitted with clothing and equipment small enough to fit her, jumped right into working at LUS Fiber.

"I really wanted to go to school for that specific program because it gave me opportunities to either go for electric (line work) or anything that requires bucket trucks or climbing poles," Everett said.

Everett, who enjoys being in the bucket making repairs, said the most challenging part has been lifting and balancing the larger equipment, like the ladders that are more than 20 feet long. But when she conquers those challenges - like the time she had to hang a cross tie during school - it makes the job worth it.

"I’ve always liked doing hard work, and doing hard work comes with making good money and also helping people in a big way," Everett said.

At LUS Fiber, she'll install fiber lines on overhead poles, splice fiber cable, climb poles or use ladders to access fiber infrastructure, and install advanced network gear at locations across Lafayette and Acadiana.

The 25-week program at SLCC includes training students to receive their CDL license, learning first aid, receiving training specific to being a lineworker, learning to work buckets and how to climb utility poles.

"That was one of the good things about having her go to the SLCC program. It’s allowing them to learn the basics and then quickly jump to their next role," said Ryan Meche, director of LUS Fiber. "Once we found clothes that fit her and got her rigged out, she was literally the next day climbing the poles getting work done."

The program was created after Charlotte LeLeux, director of transportation, distribution, and logistics, was approached by utility companies about the dwindling workforce and a need for lineworkers.

The program's first cohort graduated in January 2020. All 16 people had jobs lined up before their graduation day.

Everett was the program's first woman graduate, an honor for SLCC, LeLeux said. LeLeux, who received her CDL license more than 20 years ago, knew some of the obstacles women can face in fields of work traditionally dominated by men.

"When Jewel came in, we had that conversation. I said, 'When you face obstacles and somebody’s pushing back, you don’t think twice. You push back because you’re just as capable,' LeLeux said. "She’s definitely been a pioneer and paving the way for the young ladies that come behind her."

But Everett didn't look at it as a trailblazing opportunity but a way to do something she's interested in.

“You just have to do it, honestly," she said. "And you can’t be scared to do it."

Meche said he's glad Everett chose to work at LUS Fiber after graduation."We're really excited to have someone like Jewel join the workforce with a fresh perspective and highly motivated," Meche said. "We think this is going to be a huge asset and be pivotal to our success and some of these expansion efforts that we're going through."

Contact Ashley White at adwhite@theadvertiser.com or on Twitter at @AshleyyDi.

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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?

create training and apprenticeship programs

appoint women to traditionally male roles

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

vocational training
educational programs

By 2022, over 12% of its enrolled students were women, an impressive figure in this traditionally male-dominated field .

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?

Beyond SLCC, maritime training centers in port cities such as Long Beach, California have begun offering combined crane operation and shiploading certifications with an emphasis on encouraging women participants through scholarships and mentorship.

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

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

create training and apprenticeship programs

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

inclusive policies
vocational training
educational programs
mentorship opportunities

Europe: The International Maritime Organization (IMO) and port authorities in Rotterdam and Hamburg have collaborated on gender diversity programs since 2017, fostering the recruitment and upskilling of women in container crane operation.

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

create training and apprenticeship programs

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

inclusive policies
vocational training
educational programs

Initiatives include tailored leadership courses and international operator exchange programs that facilitate mobility and career progression for women across global ports.

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

create training and apprenticeship programs

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

inclusive policies
vocational training
educational programs

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

Australia: Since 2018, Australia’s major port operators at Sydney and Melbourne have employed workplace flexibility policies and on-site support facilities to retain women crane operators, doubling female presence in their operator staff between 2018 and 2023.

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?

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

Egypt and North Africa: Women crane operators like Noura Jamal Taha Mohamed breaking into heavy equipment operation since 2018 in Cairo exemplify a growing movement supported by newly established vocational training centers welcoming female candidates explicitly.

Title:

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

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

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

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

create training and apprenticeship programs

appoint women to traditionally male roles

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

inclusive policies
vocational training
educational programs

By 2023, such centers reported a 15% enrollment rate from women in heavy equipment operator programs .

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?

Historical and Ongoing Barriers to Women’s Entry and Advancement

These data points exist alongside persistent challenges that impede women’s growth in crane operation:

- Deep-Rooted Societal Stereotypes: In many countries, heavy equipment roles remain stereotypically “male,” restricting women’s entry.

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

For example, female operators in Egypt reported ongoing social skepticism and bullying as late as 2021, affecting retention and mental wellbeing .

- Physical Demands and Ergonomics: While modern cranes and equipment increasingly incorporate ergonomic designs and automation that mitigate physical barriers, the perception that women may not meet the physical requirements persists, as demonstrated through interview data from female operators globally .

- Workplace Culture and Infrastructure:

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

Lack of supportive infrastructure, such as lactation rooms and flexible break times, impede sustained participation.

Title:

Content: Mommy's little helper

Female-founded startup expands to Austin with lactation suites for working moms

Startup expands to Austin with lactation suites for working moms

Work & Mother will open in Austin as part of a company expansion. Work & Mother/Facebook

Houston-based Work & Mother Services LLC is embarking on a nationwide expansion of its network of lactation suites.

Work & Mother already operates two locations in downtown Houston and is preparing to open locations at Four Oaks Place in Houston and Eastlake at Tillery in Austin. Beyond that growth, the company aims to expand to metro areas like Dallas-Fort Worth, Chicago, Los Angeles, and New York City.

Work & Mother has tapped Abby Alford and Lucian Bukowski of commercial real estate services company CBRE Group Inc. to find space in expansion markets.

Work & Mother’s lactation suites feature private rooms, hospital-grade pumps, and refrigeration and storage options. As part of its service, the company offers a booking app and support resources, such as lactation consultants and career coaches, to working mothers who are breastfeeding their babies.

“Most employers have a legal obligation to provide a proper space for nursing mothers, but pumping at work has always been incredibly difficult, with in-office solutions and multipurpose wellness rooms often failing moms and contributing to high turnover rates around motherhood. Many employers don’t even realize they have a problem until it’s too late,” Abbey Donnell, founder and CEO of Work & Mother, says in a CBRE news release.

“We look forward to supporting more new mothers’ return to work and providing the real estate services that office tenants and landlords need in a post-pandemic world to promote wellness, flexibility, and inclusion in the workplace,” Donnell adds.

A Work & Mother suite is an amenity shared by tenants of an office building. The company says its suites help employers adhere to federal labor laws, reduce HR risks, and retain female employees.

---

Continue reading this story on InnovationMap.

Women report isolation and exclusion in overwhelmingly male crews without formal support systems .

- Pay and Career Advancement Gaps: Despite comparable performance, women operators generally earn less than men.

These disparities, alongside limited leadership representation, dampen motivation and sustained career engagement .

- Balancing Family Responsibilities: As stressed by female transit operator Irene Naliaka based in Nairobi, Kenya (quoted in 2022), “Managing motherhood alongside long and irregular shifts on the road or at the port is a daily negotiation.

Supportive supervisors and flexible scheduling have been lifesavers for me” .

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

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

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

Expanded Insights and Direct Quotes from Female Operators

Including additional voices from diverse geographies lends depth to the understanding of women’s experiences:

Farkhana Safargaleeva, a female crane operator with 'Unity' LLP in Moscow since 2019, states, “I have proven to my team that precision and calmness under pressure are just as important as strength.

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

Women bring these qualities, which often lead to safer operations” .

Jewel Everett (USA), reflecting on her Power Lineman training in 2017, notes, “The mentorship I received from seasoned women gave me confidence I never thought possible in this field.

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

create training and apprenticeship programs

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

It showed me I was not alone—that the barriers could be overcome” .

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

Fatima Al Mansouri, operating container cranes at Jebel Ali port in 2021, says, “When I started, many doubted whether a woman could handle the pressure of port crane operations.

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

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

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

But every container lifted proved wrong.

Our inclusion is not just beneficial; it's essential for future growth” .

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

Actionable Recommendations for Construction and Maritime Sectors

Following the insights gathered and especially addressing maritime contexts alongside construction, we recommend the following strategies:

1.

Targeted Outreach and Recruitment: Develop tailored outreach programs through collaboration with maritime academies, trade unions, and women’s professional organizations that highlight opportunities in crane operation careers, emphasizing safety, technology use, and advancement prospects.

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?

Sector-Specific Training Partnerships: Establish partnerships with port authorities, shipping companies, and vocational schools to offer integrated training combining construction and maritime crane operation competencies with an explicit focus on female participation.

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

create training and apprenticeship programs

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

inclusive policies
vocational training
educational programs

Support scholarships and apprenticeships to lower entry barriers.

Title:

Content: Helping young people achieve their dreams across the world! The Penghu Branch of the Ministry of Labor Gets a Competitive Advantage for Youth
Reporter Huang Shou-shuang / reporting from Kaohsiung
The Department of Labor Development of the Ministry of Labor has actively promoted investment in youth employment programs, breaking through the gender framework for young people to achieve a competitive advantage, showing that they do not let their eyebrows go, and bravely breaking into the offshore wind power work field, because they keep improving, so that their lives can be turned around, and they can increase their value and pay.
This is an advertisement, please continue reading.
The second phase of the Youth Employment Program is to help unemployed or jobless youth aged 15 to 29 with professional skills and employability in key industries. The training fee for participating in the New Pioneer Program is up to 100,000 yuan per person. At the same time, in order to relieve the financial pressure of trainees during training, there is a monthly learning incentive subsidy of 8,000 yuan during training, which can be subsidized for up to 12 months.
Guo Genghua said that a 29-year-old female student who participated in the industry's new frontier plan has broken through the gender framework, showing that she does not let the eyebrows go, bravely breaking into the offshore wind power work field, because she keeps improving, let her life turn over, and give herself a raise.
Guo Genghua also said that the female student university major in business management, because of the personality of extrovert and like sports, after graduation, had done sports powder editor, sports substitute teacher, construction supervision and other work, but long-term, life and income instability, let her feel at a loss for the future, about to enter the age of 30, she hopes to find a skilled job and stable employment. With the encouragement and introduction of his family, he enrolled in the Offshore Wind and Marine Engineering Career Counseling Program of the Penghu Branch of the Penghu District of Kaohsiung City, and decided to give himself an opportunity to study in a cross-disciplinary field.
The female trainee pointed out that because she graduated from a non-related department and never touched the field of electromechanical or marine engineering, and in the training process, she often has to carry more than 10 kilograms of equipment, simulating land and sea hanging operations or first aid subjects, which is a challenge in terms of physical strength and endurance, so relatively few women are involved in related work.
At the beginning of the training, she was full of anxiety and fear, but the equipment of the training unit not only passed the international safety standards, but also every instructor and teaching assistant has a professional license. During the training period, she successfully obtained five basic safety training certificates from the Global Wind Organisation. Before the training, she attracted the favor of manufacturers through job matching, and successfully entered the Danish company Global Wind Service Taiwan Branch to become a wind technician.
This is an advertisement, please continue reading.

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

create training and apprenticeship programs

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

vocational training
educational programs

3. Mentorship and Leadership Development: Create cross-industry mentorship programs pairing experienced female operators with new entrants.

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

create leadership programs for women
professional development
promote women
support networks

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

Promote leadership academies focused on developing women’s skills in technical and managerial roles within heavy equipment operation, including in port settings.

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

create training and apprenticeship programs

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

inclusive policies
vocational training
educational programs

Inclusive Workplace Policies: Implement comprehensive diversity and inclusion policies — ranging from clear harassment prevention and reporting protocols to creating women-friendly facilities such as lactation rooms and dedicated break areas — tailored to the specifics of maritime port and construction site environments.

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

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

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

Flexible Work Arrangements and Parental Leave:

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

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

Adapt shift scheduling to accommodate family responsibilities.

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

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

Introduce or expand maternity and paternity leaves, parental support programs, and on-site childcare services, recognizing the demanding nature of maritime operations often involving extended on-call hours.

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

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

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

6. Recognition and Visibility: Organize industry-wide competitions and public recognition events for female crane operators to elevate their profile.

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

Promote stories through company websites and social media channels to normalize and celebrate women’s contributions.

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

7. Continuous Monitoring and Benchmarking: Regularly collect and analyze gender-disaggregated workforce data across construction and maritime operations.