Female Crane Operators: Breaking Barriers and Building Futures in Construction and Maritime Industries

Introduction
Traditionally, crane operation and related heavy machinery roles in construction and maritime industries have been overwhelmingly male-dominated.

However, a clear shift is underway as more women enter these fields, breaking long-standing gender barriers and reshaping workforce diversity.

This report provides an overview of the participation of women as crane operators, explores inspiring stories of success, examines initiatives aimed at fostering inclusivity, and offers practical advice for aspiring female crane operators.

The goal is to inform and encourage young women considering rewarding, well-paying careers in construction and maritime sectors.

I. Current Status of Women in Crane Operation and Heavy Machinery Roles

Participation and Representation
Women currently represent a growing minority in crane operation and heavy machinery roles.

In North America, women comprise approximately 8-10% of heavy equipment operators, a number that has gradually increased over the last decade due to focused recruitment and training efforts.

In Europe, where construction markets are larger but also traditionally male-dominated, women represent roughly 5-7% of crane operators and similar roles, according to industry labor surveys.

In Asia, the proportion varies widely by country and economic sector, but recent initiatives in nations like India and Taiwan have driven significant growth in women's participation, reaching localized rates between 7% and 12% in some urban industrial centers .

Wages and Career Outlook
The career outlook for crane operators is robust globally, thanks to expanding infrastructure and maritime trade.

Wages for crane operators tend to be competitive across genders, particularly in countries and companies with strong union representation or formal pay equity policies.

Entry-level annual salaries in the US and Europe range widely from $40,000 to $70,000 USD, with seasoned operators earning higher wages based on certifications and experience.

As women increasingly demonstrate proficiency and take on leadership roles, these pay disparities are narrowing, reinforcing crane operation as a viable and lucrative career path for women in construction and maritime industries.

Evolving Industry Perceptions
Industry attitudes toward gender diversity are shifting increasingly positively.

For instance, a 2023 survey by the Construction Industry Institute revealed that over 60% of employers recognize the value of a diverse workforce in improving productivity, safety, and workplace culture.

This growing awareness supports the recruitment and retention of women in crane operation and related trades.

II.

Breaking Down Gender Barriers: Industry and Legislative Efforts

Changing Recruitment and Training Practices
Efforts to dismantle traditional gender barriers include revising recruitment policies to attract female applicants actively, offering targeted training programs, and providing mentorship and leadership development.

Employers in diverse contexts illustrate these changes:

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In India, Tata Steel Meramandali employed women for the first time in technical roles such as stacker-cum-reclaimer and Hyva operators.

Their recruitment combined safety inductions and on-the-job training, building confidence and skills for women entering these physically demanding jobs .

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In the United States, trucking industry organizations and federal initiatives aim to increase women’s participation through apprenticeship programs, streamlined licensing processes, and advisory boards focused on overcoming workplace harassment and safety issues .

Legal and Policy Reforms
Legal reforms are crucial in removing institutional barriers.

For example, the Russian State Duma prepared legislation aimed at eliminating prohibitions against women working in physically demanding roles, including heavy machinery operation.

Removing such restrictions opens pathways for women to access better-paying and development-focused roles traditionally closed to them .

Support Networks and Workplace Culture Shifts
Companies in labor-shortage contexts, such as Ukrainian firms Meest, ATB, and Ferrexpo, have adapted working conditions to be more inclusive, introduced technologies to ease physical demands, formed women-only teams, and deployed mentorship schemes to develop female leaders.

These changes are vital in fostering environments where women feel supported and confident in their roles .

III.

Inspiring Profiles of Women Crane Operators

1.

Farkhana Safargaleeva — Russia
Farkhana began crane operation immediately after high school and accumulated 15 years of experience before returning to the profession five years ago out of passion.

Known for her calm and attentive approach, her expertise has been integral to erecting multiple housing projects.

She is highly respected and actively mentors younger professionals, demonstrating how skill, dedication, and family support empower women in this field .

Noura Jamal Taha Mohamed — Egypt
Noura’s journey began from a place of necessity, learning loader operation to support her two autistic sons.

Overcoming societal bullying and traditional barriers, she leveraged training and family support to master heavy equipment operation.

Her resilience underlines the role of personal courage and community backing in navigating gendered challenges in the industry .

3. Taiwanese Offshore Wind Technician and Crane Operator

A young woman in Taiwan entered the offshore wind power sector through a Youth Employment Program.

She overcame initial fears and physical training challenges, eventually earning certifications and a role as a wind technician involving crane operation.

Her success showcases the importance of structured training programs and support to enable women to thrive in technical, male-dominated sectors .

4. Irene Naliaka — Kenya
Irene’s decade-long career navigating heavy machinery roles demonstrates how determination, family support, and courage help women balance motherhood with demanding technical work.

She advocates for bravery and vocal confidence as key strategies for women facing gender bias and workplace skepticism .

Nirwana Selle — Indonesia
A short-lived but impactful story, Nirwana broke gender norms by working as a crane operator to support her family after high school.

Her use of social media to share daily work experiences brought attention to women’s contributions in physically tough industries, inspiring others despite her tragic passing in a workplace accident .

IV.

Persistent Challenges and Areas for Growth

Despite progress, women in crane operation continue to face challenges including gender stereotypes, workplace harassment, physical demands, and underrepresentation in leadership positions.

Addressing these requires comprehensive, ongoing efforts:

- Expanding mentorship and role model visibility to normalize women’s success in heavy machinery roles.

- Enhancing accessibility of training programs, including scholarships and targeted outreach.

- Strengthening workplace policies against harassment with clear enforcement.

- Promoting flexible work arrangements to accommodate family responsibilities.

- Continuing legal reforms to eliminate employment restrictions based on gender.

V. Practical Guidance for Aspiring Female Crane Operators

For young women interested in pursuing crane operation or related careers, the following guidance is beneficial:

1.

Build Technical Skills Early: Engage in relevant courses, seek certifications (e.g., OSHA training in the United States, NPORS in the United Kingdom, or CCWO certification in Canada), and pursue apprenticeships or internships for hands-on experience.

2. Seek Mentorship: Connect with female operators and industry professionals who can provide support, advice, and career guidance.

3. Research Employers: Target companies known for diversity initiatives and inclusive workplace cultures.

4. Advocate for Yourself: Be confident, ask questions, and communicate openly about your interests and career goals.

Stay Informed of Policy Changes: Awareness of legal and industry reforms can help navigate and leverage opportunities in the field.

Embrace Resilience: Overcoming stereotypes and challenges is part of the journey; persistence and self-belief are essential.

Additional Resources for Certification and Training:

- Occupational Safety and Health Administration (OSHA) – USA

- National Plant Operators Registration Scheme (NPORS) – UK

- Crane Certification of Workforce Ontario (CCWO) – Canada

- International Powered Access Federation (IPAF) – Global

- Global Wind Organisation (GWO) –

Offshore industry training

Conclusion
The construction and maritime industries are witnessing meaningful shifts toward gender equality in crane operation and heavy equipment roles.

This transformation is fueled by societal change, labor market needs, supportive policies, and trailblazing women like Farkhana Safargaleeva from Russia and Noura Jamal Taha Mohamed from Egypt, whose stories exemplify the power of dedication, skill, and community support to overcome barriers.

While challenges persist, increasing recruitment initiatives, mentorship programs, legal reforms, and cultural adjustments are making these careers more accessible and rewarding for women.

Aspiring female crane operators today stand on the foundation laid by pioneers and can anticipate growing opportunities for growth, leadership, and financial independence in this dynamic field.

By pursuing proper training, leveraging support networks, and embracing determination, young women can build long-term careers operating cranes and heavy machinery, playing crucial roles in infrastructure development and economic progress worldwide.

Female Crane Operators: Breaking Barriers and Building Futures in Construction and Maritime Industries

Introduction
Traditionally, crane operation and related heavy machinery roles in construction and maritime industries have been overwhelmingly male-dominated.

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Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

However, a clear shift is underway as more women enter these fields, breaking long-standing gender barriers and reshaping workforce diversity.

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

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

5 key takeaways for DEI in maritime

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

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

1. Building inclusion throughout an organisation’s levels

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

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

2. Avoiding seeing women in maritime as a monolith

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

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

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

4. Fostering relationships and embedding peer support

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

5. The support of leadership in successful DEI practices

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

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

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

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

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?

This report provides an overview of the participation of women as crane operators, explores inspiring stories of success, examines initiatives aimed at fostering inclusivity, and offers practical advice for aspiring female crane operators.

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

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

The goal is to inform and encourage young women considering rewarding, well-paying careers in construction and maritime sectors.

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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]

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?

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

I. Current Status of Women in Crane Operation and Heavy Machinery Roles

Participation and Representation
Women currently represent a growing minority in crane operation and heavy machinery roles.

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

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

In North America, women comprise approximately 8-10% of heavy equipment operators, a number that has gradually increased over the last decade due to focused recruitment and training efforts.

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?

In Europe, where construction markets are larger but also traditionally male-dominated, women represent roughly 5-7% of crane operators and similar roles, according to industry labor surveys.

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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.

In Asia, the proportion varies widely by country and economic sector, but recent initiatives in nations like India and Taiwan have driven significant growth in women's participation, reaching localized rates between 7% and 12% in some urban industrial centers .

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?

Wages and Career Outlook
The career outlook for crane operators is robust globally, thanks to expanding infrastructure and maritime trade.

Wages for crane operators tend to be competitive across genders, particularly in countries and companies with strong union representation or formal pay equity policies.

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?

Entry-level annual salaries in the US and Europe range widely from $40,000 to $70,000 USD, with seasoned operators earning higher wages based on certifications and experience.

As women increasingly demonstrate proficiency and take on leadership roles, these pay disparities are narrowing, reinforcing crane operation as a viable and lucrative career path for women in construction and maritime industries.

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

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

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

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

Evolving Industry Perceptions
Industry attitudes toward gender diversity are shifting increasingly positively.

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

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

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

For instance, a 2023 survey by the Construction Industry Institute revealed that over 60% of employers recognize the value of a diverse workforce in improving productivity, safety, and workplace culture.

This growing awareness supports the recruitment and retention of women in crane operation and related trades.

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?

II.

Breaking Down Gender Barriers: Industry and Legislative Efforts

Changing Recruitment and Training Practices
Efforts to dismantle traditional gender barriers include revising recruitment policies to attract female applicants actively, offering targeted training programs, and providing mentorship and leadership development.

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?

inclusive policies
vocational training
educational programs
mentorship opportunities

Employers in diverse contexts illustrate these changes:

-

In India, Tata Steel Meramandali employed women for the first time in technical roles such as stacker-cum-reclaimer and Hyva operators.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

active recruitment of women
promote women to higher roles

Their recruitment combined safety inductions and on-the-job training, building confidence and skills for women entering these physically demanding jobs .

-

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

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

vocational training
educational programs

In the United States, trucking industry organizations and federal initiatives aim to increase women’s participation through apprenticeship programs, streamlined licensing processes, and advisory boards focused on overcoming workplace harassment and safety issues .

Legal and Policy Reforms
Legal reforms are crucial in removing institutional barriers.

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

For example, the Russian State Duma prepared legislation aimed at eliminating prohibitions against women working in physically demanding roles, including heavy machinery operation.

Title:

Content: The State Duma has prepared a draft on the removal of restrictions for women to work as firefighters - RIA Novosti, 06.12.2022
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The State Duma has prepared a draft on the removal of restrictions for women to work as firefighters
The State Duma has prepared a project on the possibility for women to work as firefighters and divers
Building of the State Duma of the Russian Federation.
Archive photo
Read ria.ru in
MOSCOW, 6 Dec - RIA Novosti.
State Duma deputies from the faction "New people" prepared a bill proposing to remove for women restrictions on the work of firefighters, drivers, stackers, divers and the ability to work in the petrochemical, mining, metallurgical industry, the document is available to RIA Novosti.
"It seems unreasonable to prohibit women from working as firefighters, machinists, stackers, divers and other professions.
For women, these are restrictions on development in the profession and access to high-paying jobs.
For men - publicly declared unequal conditions of care for the health of citizens on the part of the state, "the authors point out in the explanatory materials.
The state Duma will consider the draft on raising the minimum wage in the second reading
The bill proposes to recognize as invalid article 253 of the Labor Code of the Russian Federation, which “prohibits the use of women ’ s labor in jobs associated with lifting and moving by hand weights that exceed the maximum permissible for them norms. ”
In addition, with a package of documents, a list of acts of the Ministry of Labor of the Russian Federation is attached, which are also proposed to be declared invalid.
Among them is the order of the Ministry on approval of the list of industries, works and positions with harmful and (or) dangerous working conditions in which the employment of women is restricted.
Among such industries, the order lists some works in chemical industries, underground and mining works, ferrous metallurgy and a number of other works.
“The list of prohibited professions is an ineffective concern for women ’ s health.
Many of them have to work in difficult conditions in occupations that are traditionally considered female.
For example, the law prohibits women from lifting and moving loads greater than 10 kilograms.
But nurses and nurses shift bedridden patients, who weigh much more, and often receive much less for their work than men in jobs from the “prohibited list, ” the deputies add.
As the deputy from the party Sardana Avksentyeva reported during the speech in the State Duma, the document will be submitted to the Duma on Tuesday.
In the state Duma assessed the practice of providing nannies to families mobilized
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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 governments doing to promote and aid women in construction or maritime industries?

Removing such restrictions opens pathways for women to access better-paying and development-focused roles traditionally closed to them .

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

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

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

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

Support Networks and Workplace Culture Shifts
Companies in labor-shortage contexts, such as Ukrainian firms Meest, ATB, and Ferrexpo, have adapted working conditions to be more inclusive, introduced technologies to ease physical demands, formed women-only teams, and deployed mentorship schemes to develop female leaders.

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?

These changes are vital in fostering environments where women feel supported and confident in their roles .

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

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

What are unions, professional organizations and non-profits doing to promote and aid women in construction or maritime industries?

III.

Inspiring Profiles of Women Crane Operators

1.

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".
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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?

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

having passion for their work
inspiring other young women
valuable contributions to the community

Farkhana Safargaleeva — Russia
Farkhana began crane operation immediately after high school and accumulated 15 years of experience before returning to the profession five years ago out of passion.

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

Known for her calm and attentive approach, her expertise has been integral to erecting multiple housing projects.

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

She is highly respected and actively mentors younger professionals, demonstrating how skill, dedication, and family support empower women in this field .

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

inspiring other young women
being able to combine work and family

Noura Jamal Taha Mohamed — Egypt
Noura’s journey began from a place of necessity, learning loader operation to support her two autistic sons.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
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.
Noureddine Ahmed Mostafa Darwish, a heavy equipment trainer at the Assiut training center, said that the center provides training services for a number of equipment and trades, including training equipment on loaders, excavators and other heavy equipment, but for the first time in Assiut, a woman is applying to learn to drive a loader.
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.
https: / / fb.watch / kLkP7r8 _ TB /? mibextid = NnVzG8

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

Overcoming societal bullying and traditional barriers, she leveraged training and family support to master heavy equipment operation.

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?

having to work harder to prove oneself
attitudinal biases at work

Her resilience underlines the role of personal courage and community backing in navigating gendered challenges in the industry .

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

having to work harder to prove oneself
attitudinal biases at work

3. Taiwanese Offshore Wind Technician and Crane Operator

Title:

Content: Recommendation technologies are used on the information resource (information technologies for providing information based on the collection, systematization and analysis of information relating to the preferences of Internet users located on the territory of the Russian Federation)
We are from the Soviet Union
13,958 followers
And the cranes stood up again.
At the initiative of workers in Kazan once again went on strike cranes.
At the object of the developer AK Bars, RC "My rhythm" stopped work.
The reason for the strike is a violation of safety, namely the work on the crane during the winds.There are 3 organizations working at the facility that provide the developer with their cranes for construction.
One of the workers, despite safety instructions and a strict ban on work during the winds, continued to work as if nothing had happened.
Despite the requests of crane operators not only of his organizations, but also of all crane operators at the facility in principle, the violator ignored the words of his colleagues, justifying this by the fact that “he can work and feel the crane ”.
We consider it superfluous to explain the fact that those who say that they feel everything right actually do not know a damn thing about what they are doing.
And what about the leaders of organizations and the developer?
Aren ’ t they supposed to keep an eye on safety to anticipate and punish, or at least chastise, malicious violators?
The absurdity of the situation is that this violator of TB foremen and foremen set other workers as an example!
For a moment, these same workers asked him to comply with TB and complained about him to the authorities.
The authorities used this individual as a lever of pressure on the workers, they say, since this crane operator can work in the wind, then you can!
And safety - do not give a shit about it, the main thing is not to stop the construction!
In this way, the capitalists again show their true face, no matter what the safety situation is, who violates it, and that such violations can, at best, hurt people!
The main thing is not stopping the process to make a profit, including at the expense of the safety and health of workers.
And the laws, the rules and the votes of the majority of workers are irrelevant.
This one works, so do the others!
But the crane operators did not go on the occasion of the developers, foremen and this intruder.
It is worth noting that Kazan crane operators have long been united, there are groups in which, if something happens at their facility, they can coordinate their actions with the rest of the crane operators.
For example, a crane girl complained to the group that she was too hot on the crane.
Her colleagues in the shop told her not to work until the authorities provided her with air conditioning and, in solidarity, they also stopped the construction.
It wasn ’ t long before her boss ordered the air conditioner to be installed in her workplace.
So, in a short time, crane operators met with a delegation from the authorities, which included the director of the organization, which consisted of strikebreaker, as well as the deputy director of the developer AK Bars.
First of all, the delegation tried, as the crane operator put it, to put pressure on the workers.
“The individual violates safety equipment – it means he will violate safety equipment, the main thing is that he works, unlike the rest. ”
On the claims of the active crane operator, the delegation could not come up with anything smarter than to pour accusations, say that allegedly you received a bunch of complaints, do not allow you to work normally and incite a strike.
In the end, the “big shot ” from AK Bars said that he would talk to the director and that he would try to fire the most active crane operator.
The conversation with the director really took place, where the question was already raised by the edge: either you work or you leave, but in fact they forced you to resign.
Upon learning of this, the crane operators staged an attack on the director and threatened a mass dismissal if his friend was not returned to work, to which the director replied: “And we did not fire him. ”
But then it's even more interesting.
Above, we noted that crane operators have a common group in which they can respond to a particular event at different objects.
Having risen to the cockpit of his crane to collect his belongings, our comrade, we can say, noticed from a bird ’ s eye view how, from other cranes, not only at his facility, but also near the lying ones, the crane operators stopped their cranes and descended to the ground.
As soon as the crane operators learned of the conflict and the threat of firing their comrade, they stopped their cars and joined the action of solidarity and support.
This powerful rebuff of the proletarians brought the bourgeoisie down from heaven to earth.
Now they have moved from the language of threats and demands to the language of pleas and requests.
Only now have they acknowledged the workers ’ rightness and accepted their demands for TB compliance.
As for the TB violator, he apologized to his colleagues and promised that he would not do it again.
At the moment, crane operators are solving two main issues: the return of their comrade to work and the fate of the offender, give him a second chance or drive him into the neck.
So far, they are moving towards the first option.
This conflict once again shows and proves the truth: managers, foremen, developers, or, simply put, representatives and proxies of capital do not care about anything but extract as much profit from the workers as possible; capitalists use the Roman rule of divide et impera (divide and rule) in relation to the workers to pressure them and control them; the proletariat is weak if it is divided and disorganized It is only by uniting that the working class is able to put pressure on the capitalist first, and then give him a powerful rebuff.
The history of Kazan crane operators, their unity, organization and determination should serve us all as an example of the struggle for the rights and interests of all workers.
When the working class is united, it is invincible.
In the end, we express our hope that our comrade will be returned to work, and all the requirements of crane operators will be fulfilled in the near future!
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A young woman in Taiwan entered the offshore wind power sector through a Youth Employment Program.

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

She overcame initial fears and physical training challenges, eventually earning certifications and a role as a wind technician involving crane operation.

Her success showcases the importance of structured training programs and support to enable women to thrive in technical, male-dominated sectors .

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

vocational training
educational programs

4. Irene Naliaka — Kenya
Irene’s decade-long career navigating heavy machinery roles demonstrates how determination, family support, and courage help women balance motherhood with demanding technical work.

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

She advocates for bravery and vocal confidence as key strategies for women facing gender bias and workplace skepticism .

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

Nirwana Selle — Indonesia
A short-lived but impactful story, Nirwana broke gender norms by working as a crane operator to support her family after high school.

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

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

being able to combine work and family
valuable contributions to the community

Her use of social media to share daily work experiences brought attention to women’s contributions in physically tough industries, inspiring others despite her tragic passing in a workplace accident .

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

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

inspiring other young women
valuable contributions to the community

IV.

Title:

Content: Horror movie! Girl opens a crane and becomes a KOL to go to work. She is burned in a smelter furnace explosion.
Author: Leonard
Published: Updated:
A few days ago in Indonesia, a smelter explosion accident occurred, a furnace suddenly exploded in the factory, the fire broke out, and the crane girl at the scene, Nirwana Selle, confirmed that she was buried in the sea of fire.
Online spread the scene of the horror film, because the female network red was working at night, the crane was affected by the fire after the explosion, and Red Nivana was trapped in the driver's seat and could not escape, and the people at the scene were scared to say that she would be burned to death.
Police confirmed that in addition to Nivana, another worker died and are investigating the cause of the accident.
Nivana's mother was heartbroken when interviewed, saying that her daughter was a hardworking person, and that she had left her hometown to earn money to support her family after graduating from high school, and many netizens went to her social platform to mourn.
Nirwanaaa often shares daily cranes on social platforms. (Image from “nirwanaaa _ 55 ” IG)
Nivana works as a crane operator, and often shares her daily work on IG, which makes her popular with netizens.
The scene of the incident was streamed on the Internet, and the footage was believed to be that of Nivana trapped in the crane driving room. The cab fire was fierce and the smoke was blazing, and the picture was so frightening that someone said that people in the cab would be burned to death.
Due to the high position of the crane operated by Nivana, it was difficult to evacuate at once, and the workers were unable to help.
Nirwanaaa works as a crane operator and often shares her daily work on IG. (Image from “nirwanaaa _ 55 ” IG)
+ 6
Police have confirmed that two workers died in the accident, including Nivana.
Police said that the fire was caused by one of the smelters inside the smelter explosion, the fire spread rapidly, and Nivana's crane was near the accident site, and she and another person were trapped in the fire.
The fire was extinguished in the morning, and Nivana, trapped in the crane driver's seat, was found lifeless.
The cause of the accident is being investigated.
Images can be disturbing:
+ 5
Nivana ’ s mother revealed that her daughter wanted to leave her hometown to work after graduating from high school, she moved out of the country for 1 year before waiting for the opportunity to be hired in the smelter to open a crane, when the initial salary is not known, so far has worked for 15 months.
She said that Nivana worked hard, rarely came home, and worked hard to make money for her family.
(Integrated)

Persistent Challenges and Areas for Growth

Despite progress, women in crane operation continue to face challenges including gender stereotypes, workplace harassment, physical demands, and underrepresentation in leadership positions.

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

sexual and workplace harrassment
attitudinal biases at work

Addressing these requires comprehensive, ongoing efforts:

- Expanding mentorship and role model visibility to normalize women’s success in heavy machinery roles.

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

- Enhancing accessibility of training programs, including scholarships and targeted outreach.

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

inclusive policies
vocational training
educational programs

- Strengthening workplace policies against harassment with clear enforcement.

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

What are unions, professional organizations and non-profits doing to promote and aid women in construction or maritime industries?

- Promoting flexible work arrangements to accommodate family responsibilities.

Title:

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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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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?

- Continuing legal reforms to eliminate employment restrictions based on gender.

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?

V. Practical Guidance for Aspiring Female Crane Operators

For young women interested in pursuing crane operation or related careers, the following guidance is beneficial:

1.

Build Technical Skills Early: Engage in relevant courses, seek certifications (e.g., OSHA training in the United States, NPORS in the United Kingdom, or CCWO certification in Canada), and pursue apprenticeships or internships for hands-on experience.

2. Seek Mentorship: Connect with female operators and industry professionals who can provide support, advice, and career guidance.

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?

3. Research Employers: Target companies known for diversity initiatives and inclusive workplace cultures.

4. Advocate for Yourself: Be confident, ask questions, and communicate openly about your interests and career goals.

Stay Informed of Policy Changes: Awareness of legal and industry reforms can help navigate and leverage opportunities in the field.

Embrace Resilience: Overcoming stereotypes and challenges is part of the journey; persistence and self-belief are essential.

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

having to work harder to prove oneself
attitudinal biases at work

Additional Resources for Certification and Training:

- Occupational Safety and Health Administration (OSHA) – USA

- National Plant Operators Registration Scheme (NPORS) – UK

- Crane Certification of Workforce Ontario (CCWO) – Canada

- International Powered Access Federation (IPAF) – Global

- Global Wind Organisation (GWO) –

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Content: .: Site varsayılanı

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Offshore industry training

Conclusion
The construction and maritime industries are witnessing meaningful shifts toward gender equality in crane operation and heavy equipment roles.

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

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

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

active recruitment of women
promote women to higher roles

This transformation is fueled by societal change, labor market needs, supportive policies, and trailblazing women like Farkhana Safargaleeva from Russia and Noura Jamal Taha Mohamed from Egypt, whose stories exemplify the power of dedication, skill, and community support to overcome barriers.

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

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

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

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

While challenges persist, increasing recruitment initiatives, mentorship programs, legal reforms, and cultural adjustments are making these careers more accessible and rewarding for women.

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?

inclusive policies
mentorship opportunities

Aspiring female crane operators today stand on the foundation laid by pioneers and can anticipate growing opportunities for growth, leadership, and financial independence in this dynamic 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?

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

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

By pursuing proper training, leveraging support networks, and embracing determination, young women can build long-term careers operating cranes and heavy machinery, playing crucial roles in infrastructure development and economic progress worldwide.

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

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