Women’s participation in crane operation and heavy machinery roles in construction and maritime industries has seen gradual growth over the last decade, though these fields remain predominantly male.

For example, women made up about 6% of tradespeople in British Columbia’s construction sector in 2022, representing around 33,500 workers among 182,000 tradespeople, a number stable from prior years despite efforts to increase female recruitment.

In the U.S., the construction industry reached a record 14.1% female representation in 2022, buoyed by labor shortages and diversity initiatives.

Women have made gains especially in administrative roles but less so in core trade positions like painting or carpentry.

Globally, similar patterns emerge: in the Russian Federation, women constitute roughly 30% of heavy machinery sector vacancies but face pay gaps and occupational segregation.

Maritime industries show rising female inclusion at entry and mid levels, supported by industry organizations offering scholarships and leadership programs; however, women remain underrepresented in senior executive roles.

In India, companies such as Tata Steel have successfully hired women as operators of heavy machinery, signaling progress in breaking gender norms.

Across sectors, there is growing acknowledgment of women’s potential to fill vital roles, helped by increased focus on training and inclusive hiring practices .

Women entering these roles face enduring barriers including social and cultural stereotypes about physicality and gender-appropriate work, workplace discrimination, lack of mentorship, and limited access to training programs.

Gender pay disparities and the need to prove capabilities beyond male peers are ongoing challenges, compounded by experiences of sexual harassment and exclusion in some environments.

Physical demands historically deterred some women, though developments such as automated equipment transmissions have lowered this obstacle.

Industry responses have included government diversity policies, union-led apprenticeship and mentorship programs, NGO support networks, and corporate diversity initiatives focusing on recruitment, retention, and career advancement of women.

The maritime industry’s diversity, equity, and inclusion (DEI) practices highlight the importance of embedding inclusion at all levels, providing peer support, and leadership commitment to effect sustainable change.

Such initiatives have begun to yield incremental increases in women’s participation and leadership representation, though persistent cultural and structural challenges remain .

Inspiring examples of successful female crane operators illustrate how women can thrive in these roles.

Li Rui, a tower crane operator in China since 2021, overcame initial physical and psychological hurdles to achieve proficiency and a strong monthly income of over 9,000 yuan.

She invests in continuous professional development and appreciates improved site living conditions.

In Russia, Tatiana Shepeleva was distinguished as the 'Best Crane Operator' in a 2023 professional skills competition, highlighting skill excellence and the importance of peer learning.

Similarly, Farkhana Safargaleeva, with over 15 years of crane operation experience in Russia, returned to the workforce driven by passion and mentors younger women, demonstrating leadership and dedication in a male-dominated field.

In the U.S., Jewel Everett became LUS Fiber’s first female lineworker after specialized technical training, successfully navigating challenging physical demands and earning respect as a pioneer.

Noura Jamal Taha Mohamed, from Egypt, overcame social stigma and cultural resistance to become the first certified female heavy equipment loader driver in Upper Egypt, motivated by her children’s medical needs and supported by family and training centers.

These stories showcase resilience, skill mastery, and the transformative impact of training and mentorship .

Aspiring female crane operators have accessible pathways to enter and advance in the field through structured training and certification programs.

Forklift operator certification, often a gateway to crane operation skills, is OSHA-approved in the U.S., completable within hours and costing $80–$300.

Candidates must be at least 18 with a high school diploma, and complete formal education, hands-on training, and both written and practical exams, with renewals every three years.

The UK’s Lifting Equipment Engineers Association (LEEA) offers comprehensive apprenticeships for lifting equipment technicians, including crane operators, targeting school leavers with promising hands-on and observational aptitudes and offering opportunities to specialize or advance into management.

LEEA is expanding its digital training and international offerings in Australia and New Zealand.

Vocational training centers, such as those that supported Noura in Egypt, provide practical, supportive courses to overcome local cultural barriers.

Scholarships, mentorship programs, and supportive industry networks increasingly accompany formalized entry routes, offering technical guidance and peer support to women breaking into these traditionally male-dominated roles .

In conclusion, although women remain underrepresented in crane operation and heavy equipment roles, the sector is gradually evolving to become more inclusive through a combination of shifting social attitudes, expanded training access, targeted inclusion initiatives, and the proven success of trailblazing female operators.

For young women interested in pursuing this career, the industry offers well-paying, skilled, and rewarding opportunities supported by increasing availability of apprenticeships, certifications, mentorship, and peer networks.

Persistence, leveraged with the available support structures and role models, enables women not only to succeed individually but also to help transform work cultures to welcome and value diversity.

Women’s participation in crane operation and heavy machinery roles in construction and maritime industries has seen gradual growth over the last decade, though these fields remain predominantly male.

Title:

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

For example, women made up about 6% of tradespeople in British Columbia’s construction sector in 2022, representing around 33,500 workers among 182,000 tradespeople, a number stable from prior years despite efforts to increase female recruitment.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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In the U.S., the construction industry reached a record 14.1% female representation in 2022, buoyed by labor shortages and diversity initiatives.

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

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

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

Women have made gains especially in administrative roles but less so in core trade positions like painting or carpentry.

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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?

Globally, similar patterns emerge: in the Russian Federation, women constitute roughly 30% of heavy machinery sector vacancies but face pay gaps and occupational segregation.

Maritime industries show rising female inclusion at entry and mid levels, supported by industry organizations offering scholarships and leadership programs; however, women remain underrepresented in senior executive roles.

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

In India, companies such as Tata Steel have successfully hired women as operators of heavy machinery, signaling progress in breaking gender norms.

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?

Across sectors, there is growing acknowledgment of women’s potential to fill vital roles, helped by increased focus on training and inclusive hiring practices .

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?

promote women to higher roles
active recruitment of women

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

inclusive policies
vocational training
educational programs

Women entering these roles face enduring barriers including social and cultural stereotypes about physicality and gender-appropriate work, workplace discrimination, lack of mentorship, and limited access to training programs.

Title:

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

Ashley White
Lafayette Daily Advertiser
View Comments

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

View Comments

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

Gender pay disparities and the need to prove capabilities beyond male peers are ongoing challenges, compounded by experiences of sexual harassment and exclusion in some environments.

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

having to work harder to prove oneself
sexual and workplace harrassment
attitudinal biases at work

Physical demands historically deterred some women, though developments such as automated equipment transmissions have lowered this obstacle.

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?

Industry responses have included government diversity policies, union-led apprenticeship and mentorship programs, NGO support networks, and corporate diversity initiatives focusing on recruitment, retention, and career advancement of women.

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

The maritime industry’s diversity, equity, and inclusion (DEI) practices highlight the importance of embedding inclusion at all levels, providing peer support, and leadership commitment to effect sustainable change.

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

Such initiatives have begun to yield incremental increases in women’s participation and leadership representation, though persistent cultural and structural challenges remain .

Title:

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

Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term...
UK Transport
To print this article, all you need is to be registered or login on Mondaq.com.

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

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

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

2024 has changed that.

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

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

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

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

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

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

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

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

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

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

UK Transport

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

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

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

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

Inspiring examples of successful female crane operators illustrate how women can thrive in these roles.

Title:

Content: The managing director of a Liverpool property developer has shared her message to girls hoping to get into the construction industry.

Joanne Waller, 43, heads Sourced Development Group, a property firm focusing on residential and commercial schemes with sites across Liverpool and Manchester.

Her love of the property industry started when she was studying conveyancing law at Hugh Baird College and Sourced now has 1,500 to 2,000 units in its Liverpool pipeline alone.

READ MORE: Thomas Cashman trial updates as jury told of moment mum realised Olivia Pratt-Korbel had been shot

Joanne told the ECHO she started moving into development after growing disillusioned with her career in conveyancing. She added: "Law is quite a hard industry to be in as a woman.

"It's hard to be recognised and seen. Most of the time, the only high level women are secretaries."

Joanne's transition was gradual, working on small projects. She added: "I think if I walked into it on day one right now, I'd run a mile. But because it was slow incline, going through property and small refurbishments and taking more things on, I think 'OK'.

"It wasn't intentional. It's like with any career, you kind of fall into it and it organically progresses. I know when I was first in college everyone was doing hairdressing or beauty and the opportunities just weren't there."

However, Joanne admits the industry in general can be a bit "jobs for boys". She told the ECHO: "I've been in countless meetings in board rooms and someone asks when I'm going to make a cup of tea

"More often that not it's just an educational thing. it tends to happen more with the older generation. The younger generation it's a lot easier and more inclusive."

What would Joanne say to young women exploring a career in property and construction? "Do it," she told the ECHO.

"There are definitely more women starting to trickle through into roles such as machine drivers and hoist operators. There are also more female architects and engineers."

She added that multi-tasking is also a skill "unique to women". She said: "They're juggling careers and childcare, it's just one more thing to worry about it."

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

Li Rui, a tower crane operator in China since 2021, overcame initial physical and psychological hurdles to achieve proficiency and a strong monthly income of over 9,000 yuan.

Title:

Content: People 's Daily Online > > Economy and Technology
Let farmers live sesame blossoms high
January 14, 2022 06: 07 | Source: People's Daily - People's Daily
Small number
Figure 1: Shuangfeng County in Hunan Province develops lantern manufacturing and processing industry, driving farmers to increase income.
Recently, in the employment poverty alleviation workshop of Sangyuan community in Jinkai Street, employees are driving red lanterns.
Photo by Naijihui (People 's Vision)
Figure 2: In the corn drying field of Sanzha Village, Sanzha Town, Ganzhou District, Zhangye City, Gansu Province, large-scale thresher carried out corn threshing operations.
Photo by Yang Yongwei (People 's Vision)
Source: Ministry of Agriculture and Rural Affairs
Core reading
Just past 2021, from the beginning to the end of the year, the majority of farmers worked hard and worked hard, in exchange for heavy harvests.
This year, absolute poverty has been eradicated, mountains and villages have changed dramatically, mountains and rivers have become a well-off society, and things have been good for the people and the years have been good.
Looking back, the harvest is full; looking forward, the future can be expected.
This year, the 20th National Congress of the Communist Party of China (CPC) will be held to ensure a stable and healthy economic environment and a peaceful social environment.
The new journey of the new mission, the development of "three rural" to open a new chapter, consolidate and expand the achievements of poverty alleviation, comprehensively promote rural revitalization, so that the majority of farmers' lives sesame flowers high, the field of hope is full of vitality.
Grain farmer Qiu Jiebo
High efficiency chain extension
Our reporter is calm.
"As long as we find the right way, there is a great future for agriculture," said Qiu Jiebo, an 85-year-old in Qinyan Village, Henghe Town, Cixi City, Zhejiang Province.
University mechanical engineering graduate, he returned to the village in 2010, registered a family farm, planting wheat, rice and other food crops, and now has been dealing with crops for more than 10 years.
Gideon has a good policy.
The city will give 20,000 to 30,000 yuan a year to college students under the age of 35 who return to their hometown to start businesses.
Qiu Jiebo said that many young people have gone out to work, and the village still relies on machinery and technology to grow land.
In June 2020, Qiu Jiebo purchased the first unmanned rice transplanter in Cixi City, relying on Beidou positioning system and Internet of Things technology to “intelligently upgrade ” the traditional rice transplanter. Qiu Jiebo lamented:“ The intelligent agricultural machine can plan the optimal route by itself, complete automatic rice transplanting, intelligent obstacle avoidance, turning and other operations, which is very convenient! ”
In Cixi, the late rice harvest begins in early November every year, which is also the busiest day of Qiu Jiebo - receive the study tour team during the day, take the students to experience cutting rice, beating rice, drying, and grasp the processing of rice at night, packaging finished rice.
"Last year, I planted more than 200 mu of rice, all of 'Jiahe 218' high-quality japonica rice, each mu yield of thousands of jin, half sold to the grain warehouse, about 1.5 yuan per jin. The rest of the processing sold to the market." Qiu Jiebo said of the grain industry is very proud.
Over the years, he registered a trademark and took the brand route, "our rice can sell 3.5 to 4 yuan per catty, and the husk is provided to the farmers as feed, 7 yuan per catty, and the gross profit can reach more than 100,000 yuan a year."
From planting to hosting, to processing and sales, and rice paddies to study, Qiu Jiebo tasted the sweetness of elongating the food industry chain.
The town is a key food producing area in Cixi City.
In the past two years, the town has set up a professional cooperative association of Jinsui Agricultural Machinery Service Co., Ltd., and the young Qiu Jiebo was elected as the head of the association. Grain farmers integrate into the modern agricultural industry chain.
Qiu Jiebo said confidently: "We will definitely expand the area of grain growing."
A few days ago, the farm has signed a new transfer contract for 300 acres of land.
Next, we must strengthen rice processing, carry out socialized services, and let more farmers meet a bumper harvest through mechanized grain growing. "
Expatriate worker Li Rui
Stable income in hand
This reporter is often Qin
Li Rui started a new day of work at a construction site in Xiongan New District of the Second Bureau of China Construction and Construction: Wear gloves, fasten safety belts, and prevent falling ropes, and in less than five minutes, skilfully climbed from the ground to the 50-meter high cab.
As a tower crane female driver, this less than 5 square meters of the "square grid" is Li Rui's big stage - hook, lift, yard... a series of actions clean, steel, cement, scaffold pipe and other building materials are accurately placed in the designated position.
"Eye sharp, accurate, careful, eat craft rice, heart steady!" Li Rui spirit, it is difficult to connect this double fiber slim hand with the huge tower crane boom.
In March 2021, Li Rui bid farewell to his hometown, Guizhou Bijie, and came to Xiongan New Area to work. "Less than one year, she saved more than 70,000 yuan."
The job of a tower crane driver is not easy to do.
Li Rui said: "At the beginning of climbing up and down, the legs are soft, palms are sweating, and every day to complete the workload of 80 to 100 cranes, which requires excellent psychological quality and superb operation skills." And...
A skill in hand, the monthly income "rose high", rose to more than 9,000 yuan.
Li Rui told reporters that the construction site has now set up a "special account" mechanism for the payment of wages for migrant workers.
"The monthly salary hits the personal card on time, timely and convenient.
I give money to my old relatives every month, and I feel full of achievement.
This is not, and to the child to buy a phone watch, direct video call, can be convenient! "
In addition to income, Li Rui also praised the living conditions of the construction site. “In winter, you can take a hot bath at any time. ” She said that the construction site is getting better and better for migrant workers, and every dormitory is equipped with air conditioning, 24-hour hot water, and the food is delicious and the price is not expensive.
Now the construction industry for technical jobs more and more demand, speaking of their career planning, Li Rui out a "learning investment plan": she every month from the salary to take part in the purchase of learning materials and apply for professional certificates, "art more than pressure, I plan to test an excavator certificate."
In the past year, the construction of Xiong'an New Area has been changing with each passing day, and buildings have been constantly refreshing the "height".
Li Rui is not only a "beautiful dancer" in the sky, but also a witness to the growth of the Xiongan New Area. "Look, this is the building I took from the height, beautiful..." From digging the foundation to building the tall building, from the mud and water to planting, a photo in the mobile phone is the common growth log of Li Rui and this new city.
"My New Year 's wish is to bring my children to the construction site and tell him about the happiness of growing up with the city." Li Rui' s words are full of pride.
Zhang Kang, Head of the Village Revitalization Team
Raise the lives of the poor to a higher level
Our reporter Wang Hao, Li Xiaoqing
The green mountains are stacked, a ridge of tea trees like a green belt coiled.
Zhang Kang took a deep breath, refreshing air accompanied by the fragrance of tea into the heart and spleen, "good ecology will certainly grow a good product."
In May 2021, Zhang Kang, who works at the statistical bureau of the Enshi Family Miao Autonomous Prefecture in Hubei Province, “moved ” his office to the deep mountains and became the leader of the village revitalization team of Dongzhou Village in Hefeng County.
After taking over the baton, he took lessons from the former team leader, and then held a forum without stopping and looking for villagers to do their homework.
Zhang Kang, chairman of the Standing Committee of the Political Bureau of the Communist Party of China (CPC) Central Committee, made the remarks at a meeting with visiting
Opening the account book of the village: In 2018, the whole village was lifted out of poverty, and cement roads and running water were opened; in 2020, the per capita net income of farmers was more than 12,000 yuan...
The industry ’ s “strength ” is growing.
In the past, the villagers almost planted tea at home, but these years the market changes fast, the villagers can not keep up. "As long as we find the advantages, improve the industrial competitiveness, tea will be able to sell a good price." Zhang Kang calculated that the village is clean and beautiful, this is the biggest advantage, take the road of green development, and can not be wrong.
How to promote the new technology? Will the villagers accept it? There are many challenges ahead.
Zhang Kang and the team members held a mobilization meeting in the village, looking for large growers to demonstrate, and helping the villagers to pick up the fine accounts. "We docked with the tea factory, and the quality is good, which is higher than the market price." A trip to work, everyone's bottom is enough.
"With the organic fertilizer, the output has increased, the quality of tea is better, and each mu can earn 500 yuan more," tea farmer She Kunming said.
A family of tea farmers signed a commitment to green production, and a number of tea gardens were upgraded to ecological tea gardens.
At the end of the year, the price of fresh tea per catty was 50 yuan higher, and the tea industry is expected to drive farmers to increase their income by 3.5 million yuan a year.
With good mountains and good water, the development potential of the village is not small.
It is the new exploration of the village task force to make a workshop in the field and a tea garden into a park.
Zhang Kang opened a plan, 22 project construction points are densely marked, "When the forest fruit picking park, education and research base and other infrastructure is built, the planting and sales links can be opened," the "season harvest" becomes "season harvest", Zhang Kang said.
In October 2021, some villagers encountered a water problem. “The water tap at home does not water. ” Zhang Kang and village cadres investigated the problem, opened up water sources, and laid water pipes, and 17 villagers quickly drank tap water.
"Good management of water, in order to long-term benefit." The village team organized the villagers to set up a drinking water association, 19 pools, 25 water cellars have a special person responsible, many beneficiary farmers, party members representatives actively participate in the daily patrol.
The premise of rural revitalization is to consolidate the achievements of poverty alleviation. "We do everything in the village well, ensure that the help is kept in the file, and lead the villagers to stride toward the goal of prosperous industry, rural beauty, and rich farmers." Zhang Kangdao made his New Year's wish.
Layout: Cai Huawei
People 's Daily (January 14, 2022, 18 pages)
(Editor: Yang Guangyu, Yue Hongbin)
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She invests in continuous professional development and appreciates improved site living conditions.

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

In Russia, Tatiana Shepeleva was distinguished as the 'Best Crane Operator' in a 2023 professional skills competition, highlighting skill excellence and the importance of peer learning.

Title:

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

Similarly, Farkhana Safargaleeva, with over 15 years of crane operation experience in Russia, returned to the workforce driven by passion and mentors younger women, demonstrating leadership and dedication in a male-dominated field.

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

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

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
having passion for their work

In the U.S., Jewel Everett became LUS Fiber’s first female lineworker after specialized technical training, successfully navigating challenging physical demands and earning respect as a pioneer.

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

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

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

Noura Jamal Taha Mohamed, from Egypt, overcame social stigma and cultural resistance to become the first certified female heavy equipment loader driver in Upper Egypt, motivated by her children’s medical needs and supported by family and training centers.

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

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

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

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

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

These stories showcase resilience, skill mastery, and the transformative impact of training and mentorship .

Title:

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

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

Aspiring female crane operators have accessible pathways to enter and advance in the field through structured training and certification programs.

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

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

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

inclusive policies
vocational training
educational programs

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

Forklift operator certification, often a gateway to crane operation skills, is OSHA-approved in the U.S., completable within hours and costing $80–$300.

Title:

Content: How to Become a Forklift Driver

It doesn’t take long – and it’s not expensive – to get forklift certification. In just a few hours – that’s right, hours! – you can complete a forklift certification course. Once you’ve done that, the door is open to a wide variety of jobs.

You can expect to earn from $16 to $18.50 hourly to start, with the opportunity to earn more depending on what type of forklift certification course you’ve completed. All courses must be OSHA (Occupational Safety and Health Administration) approved. OSHA forklift certification is available for all types of forklifts.

Understanding the Role of a Forklift Operator

A forklift is also called a powered industrial truck. The forklifts may be electric or run by an internal combustion engine.

The forklift operator moves items from one location to another. Items may be moved within an industrial area, such as a warehouse, or to/from a warehouse to a truck or airplane.

Forklifts are also a key tool for maintaining heavy equipment, where they’re needed as “jacks” or to move parts. These forklifts, often used on construction, mining or recycling operations, are built for outdoor terrain.

The Duties and Responsibilities of a Forklift Operator

Forklift drivers are vital in numerous industries where heavy loads must be moved efficiently and safely. Their responsibilities include not only driving and maneuvering the vehicle but also ensuring that the load is secure, the machine is in good condition, and that all safety protocols are strictly adhered to. A comprehensive list of duties and responsibilities of a forklift operator may include the following:

  • Operating the forklift involves driving the forklift to transport heavy items from one location to another. Operating the forklift efficiently without causing any damage or accidents requires skill and precision.
  • Safety checks and measures: Before operating the forklift, the driver is responsible for carrying out safety checks to ensure that the vehicle is in good condition and safe to use. This includes checking the brakes, steering, controls, warning devices, mast, tires and other parts of the forklift.
  • Load handling: The operator must ensure that each load is stable, secure, and positioned correctly on the forklift. Overloading or incorrect positioning can cause the vehicle to become unbalanced, posing a significant safety risk.
  • Maintenance: Basic maintenance tasks, such as oil checks, refueling, or recharging the forklift, are typically the operator’s responsibility. Any issues that the driver cannot fix must be reported to a maintenance team or supervisor.
  • Identifying and reporting hazards: The operator must be aware of their surroundings at all times and be able to identify any potential hazards, such as spills or obstructions in the driving path. Any hazardous conditions should be reported immediately to management.
  • Following instructions: Forklift operators must follow all given instructions accurately, which may involve stacking goods in specific locations, loading or unloading trucks, or transporting materials to designated areas.
  • Record keeping: Accurate records of all operations must be kept by the forklift driver. This can include logs of all goods moved, details of any incidents or accidents, and maintenance checks.
  • Adherence to protocols: The operator should strictly adhere to all safety protocols and regulations set by the company and the Occupational Safety and Health Administration (OSHA). This includes wearing appropriate safety gear and following guidelines for safe forklift operation.
  • Training and skills development: Ongoing training is often a requirement for forklift drivers to ensure that their skills are up-to-date and they are aware of any changes in safety protocols.

Forklift drivers play a key role in maintaining the smooth operation of warehouses, construction sites, and other industrial settings. By fulfilling their duties and responsibilities, they contribute to the overall safety and efficiency of their workplaces.

Industries Where Forklift Operators are In Demand

Forklift drivers are required in various industries where heavy goods need to be moved or stored. Their role is crucial for efficient operations in these sectors. Below are some industries that frequently utilize forklift operators:

  • Warehousing and Distribution: Warehouses are the primary sector that employs forklift operators. They are needed for receiving, storing, and distributing goods. This can include everything from electronics to food items, and these operators are responsible for the efficient and safe movement of these items within the warehouse.
  • Construction: In construction, forklifts are used for lifting and moving heavy materials like steel bars, concrete blocks, and large equipment. Forklift operators are, therefore, essential for moving materials on-site and assisting with various construction tasks.
  • Recycling: In recycling facilities, forklift operators are needed to move large bales of recycled materials, load materials onto processing equipment, and unload materials from trucks.
  • Mining: In both open pit and underground mines, forklift operators help move mined ores and other materials. They are essential for transporting materials to processing sites and loading trucks with mined goods.
  • Airport Operations: Forklift drivers are needed for handling baggage and cargo in airports. They load and unload cargo from aircraft and move baggage to and from the aircraft.
  • Disaster Relief: In disaster-stricken areas, forklift operators can be crucial for moving and distributing relief materials like food, water, medical supplies, and shelter. They may also assist in the removal of debris.
  • Ports and Docks: Ports and docks often utilize forklift operators to load and unload ships, move containers, and arrange goods for storage or further transportation.
  • Manufacturing: In manufacturing plants, forklift operators can be involved in moving raw materials, stacking goods, and transporting finished products within the plant.
  • Retail: Large retail stores, especially those selling large items like furniture or appliances, use forklift operators to move, store, and load goods onto customers’ vehicles.
  • Agriculture: In the agricultural sector, forklift drivers might be used to move and stack produce pallets, load goods onto trucks for transport, and unload supplies.

These are just some examples. Any industry that requires the movement of heavy goods or materials will likely require using forklifts and their operators.

Prerequisites to Becoming a Forklift Driver

Age and Physical Requirements

To get a forklift certification card, you must be at least 18 and hold a high school diploma.

You should have good hand-eye coordination, visual ability, and communication skills.

Educational Requirements

OSHA requires a three-part course to obtain a forklift license. There’s formal learning, which can be completed with in-person or online courses. Next, you need hands-on experience with the practical application of the forklift operation. To complete the requirements, your skills need to be tested by an OSHA-certified evaluator.

The Importance of Forklift Safety Training

Safety is a focus of the OSHA-certified training.

An operator is lifting items above the ground, sometimes several tiers high as in a warehouse setting. No matter where a forklift is being operated and what type of forklift it is, safe operations are the priority.

How to Become a Forklift Driver: A Step-by-Step Process

Choosing the Right Forklift Certification Training Program

There are many types of forklifts. Some are for light loads; some are for heavy loads. Some are designed for indoor use; some are designed to be used outside. On some, the operator is seated; on others, the operator remains standing.

Here is a sampling of types: high lift, straddle (to stack containers), and cantilever lifts (for long freight such as pipes). The most commonly used forklift is one designed for warehouse application, moving palletized materials.

Choose the program that matches your desired job.

Finding an OSHA-Approved Training Program

It’s easy. Just go to the OSHA website and search for forklift certification courses.

Undertaking a Forklift Training Course

Your first step is to complete an online or in-person training course.

Acquiring Hands-on Experience

For the next part of the certification process, you must complete hands-on experience. Often companies looking to hire will offer this training. You can also check forklift training companies such as A-1 Forklift, Florida Training Academy, Raymond Corporation, Forklift Academy and United Rentals (specializes in rough terrain forklift certification).

Applying for the Forklift Operator Certification

Once you’ve completed the first two steps of forklift training, your skills need to be evaluated by a person who is a certified OSHA forklift certification evaluator.

The total costs for forklift operator certification are typically from $80 to $300, depending on the type of equipment you plan to use.

Steps for Becoming a Forklift OperatorDescription
Choosing the Right Forklift Certification Training ProgramDepending on your desired job, you'll need to select a program that matches the type of forklift you'll be using. This can range from highlift, straddle lifts, cantilever lifts, to the most commonly used warehouse forklifts.
Finding an OSHA Approved Training ProgramYou can easily find OSHA approved forklift certification courses on the OSHA website.
Undertaking a Forklift Training CourseThe first step towards certification is completing an online or in-person training course. This will provide you with the theoretical knowledge necessary to operate a forklift.
Acquiring Hands-on ExperienceThe next part of the certification process is gaining hands-on experience. You can get this training from companies looking to hire, or from specific forklift training companies such as A-1 Forklift, Florida Training Academy, Raymond Corporation, Forklift Academy, and United Rentals.
Applying for the Forklift Operator CertificationAfter you've completed your training, your skills need to be evaluated by a certified OSHA forklift certification evaluator. The total costs for forklift operator certification typically range from $80 to $300, depending on the type of equipment you plan to use.

What to Expect from Forklift Certification Exams

Written Test

You can take the written test on line or in person. You’ll need a 75% or higher score to pass. Online forklift certification courses must be followed by hands-on experience and evaluation.

Practical Test

For the practical tests, your skills will be evaluated. According to OSHA guidelines, “the evaluation must be conducted by persons who have the knowledge, training and experience to evaluation the operator’s competence.”

Career Progression Opportunities for Certified Forklift Operators

Once you’ve gotten one type of forklift certification, you’ll need to recertify every three years. For that, you’ll only need to do the online forklift certification portion.

Or you may want to change the type of forklift you operate.

Advanced Certifications and Specializations in Forklift Driving

Specializations include MEWP (mobile elevating work platform) used with aerial booms and scissors lift machines. In addition to warehouse applications, forklift operators are also in demand by trucking companies (for dock work) and utility (electrical and wind power) companies.

Potential Career Paths for Experienced Forklift Operators

One of the biggest needs in the industry is for OSHA-certified evaluators. Companies also need forklift safety inspectors, who perform inspections and preventative maintenance. You can also operate a forklift for a logistics business, construction company, or equipment provider.

Frequently Asked Questions About Becoming a Certified Forklift Operator

How long does it take to get a forklift license?

The process can be completed in less than 4 hours.

How much does a certified forklift driver make?

The driver can make $16 to $18.50 hourly, with a range of $26,000 to $41,000 annually. The numbers increase depending on the type of forklift being used.

Is forklift operator training expensive?

No. The cost of training ranges from $80 to $300 for a complete, three-part course.

How often does a forklift certification card need to be renewed?

The forklift certification card needs to be renewed every three years.

What are the job prospects for a certified forklift operator?

Job prospects are good. According to the US Bureau of Labor Statistics, forklift operator jobs are expected to grow by 7% annually through 2031. You may also look into how to become a truck driver or how to become a pilot car driver to increase job prospects even more, since these positions are also in demand in similar industries.

Image: Envato Elements

Comment ▼

Lisa Price is a freelance writer living in Barnesville, Pennsylvania. She has a B.A. in English with a minor in journalism from Shippensburg State College (Pennsylvania). She has worked as a trucking company dock supervisor, newspaper circulation district manager, radio station commercial writer, assistant manager of a veterinary pharmaceutical warehouse and newspaper reporter.

Candidates must be at least 18 with a high school diploma, and complete formal education, hands-on training, and both written and practical exams, with renewals every three years.

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Content: There were 242 press releases posted in the last 24 hours and 262,658 in the last 365 days.

Hard Hat Training's Aerial Lift (MEWP) Safety Training Course Has Received A Brand New Update and Format

Here at Hard Hat Training, we are happy to announce that we have updated the style of our Aerial Lift | MEWP course. We designed this new format specifically to appeal to and engage the end user. It was a company choice to overhaul our previous formatting. One of the most significant changes was the inclusion of modules instead of tabs. This exciting new update allows for trainers and employees to streamline topics specific to their needs. Keep reading to learn more.

REXBURG, Idaho, Oct. 8, 2022 /PRNewswire-PRWeb/ -- With the new update to our Aerial Lift Training MEWP, we would also like to address the terms used to refer to these machines, as well as their accompanying safety training materials, in the industry today. There are many different types of MEWPs (Mobile Elevating Work Platforms) and each has safety training specific to it.

What Are MEWPs? Aerial work platforms (AWPs) used to refer to scissor lifts, boom lifts, and other elevated work platforms. Now we call these vehicles MEWPs. MEWP stands for Mobile Elevated Work Platforms. Used for a wide range of jobs, MEWPS are most often seen on construction sites. MEWPS come in a wide range of types, meant for reaching different heights.

What is a Scissor Lift: A scissor lift isn't an aerial lift. It's referred to by OSHA as a mobile scaffold with a platform that only moves vertically. Scissor lifts are categorized as a MEWP by ANSI, which means OSHA's guidelines and regulations for scaffolding apply to them.

What is a Vertical Lift? The smallest kind of aerial lift is a vertical lift, known as a personnel lift. They can only accommodate one person at a time. Vertical lifts are helpful for hoisting workers up to or underneath areas. They are lightweight, adaptable, and are used almost exclusively inside. The smallest kind of aerial lift is a vertical lift, known as a personnel lift. These lifts can only accommodate one person at a time.

What is a Boom Lift
Boom lifts are different from scissor lifts in that they can reach places vertically and horizontally. They use a hydraulic arm that is connected to a bucket or platform.

  • Straight booms, also known as telescopic booms, have a long vertical reach and stretch like a telescope. However, their horizontal movement is severely constrained.
  • Articulating booms give the operator more flexibility because they can move horizontally to get around obstructions thanks to their many parts.

OSHA Training and ANSI A92 Standard Change
The training requirements for ANSI's MEWP standards have gone through a significant revision. The new ANSI regulations mandate that training cover not only operators but also other crucial staff members who work closely with MEWPs. This includes operators, occupants, supervisors, and maintenance workers.

MEWP operators must now go through updated standards-based training. Operators will still need updated training even if they were trained according to the previous requirements. This went into effect as of June 2020. Therefore, anyone trained before June 2020 must seek out retraining. In order to keep certification valid, a refresher course must be taken every three years. Including the exam, each course typically lasts between two and two and a half hours, though the courses are intended for the trainees to move at their own pace.

What does this training cover?

  • Pre-Shift Inspections & Anatomy
  • Types of MEWPs
  • MEWPs Classification
  • Stability Principles
  • Recognize & prevent safety risks
  • Overhead Hazards
  • Power Line Hazards
  • Slope Hazards
  • Know your Machine & Worksite
  • Rescue
  • Rescue Plan
  • Rescue Equipment

We understand that there are many options for MEWP training programs. We are confident in the service we provide.

Media Contact

Arthur Lee, Safety Provisions, Inc., 1 208-252-5331, office@hardhattraining.com

SOURCE Safety Provisions, Inc.

The UK’s Lifting Equipment Engineers Association (LEEA) offers comprehensive apprenticeships for lifting equipment technicians, including crane operators, targeting school leavers with promising hands-on and observational aptitudes and offering opportunities to specialize or advance into management.

Title:

Content: New LEEA Chair engages technology drive

Kat Moss succeeds Richard Money as Chair of The Lifting Equipment Engineers Association (LEEA) in January 2022, with Oliver Auston taking on her previous role of Vice Chair.

Kat Moss takes over as Chair of LEEA in January 2022 having been a member of the Board for almost six years. Paying tribute to Richard Money, who ends a tenure as LEEA Chair that has spanned an unprecedented period, Kat says: “I would like to thank Richard for being a tremendous source of support and good sense to LEEA, particularly during this most difficult of periods of the pandemic.”

Starting with Catena Inspection and Engineering Services, where she is now Business Development & QA Manager, on a week’s hire in administration back in 2010, Kat found she had an understanding for the field that led her to get more involved. A customer query about CE-marking led to Kat getting in touch with a LEEA representative, who invited her to a technical meeting. Six months later she joined the committee, which eventually resulted in being elected to the Board of LEEA – and in January 2020 becoming Vice Chair. Now as Chair, Kat cites technology and a general modern approach to operations as key principles to promote.

“Covid has made us do things in different ways and has, to a certain extent, brought forward LEEA’s digitalisation plans,” she says. “We need to ensure this continues. We have transitioned from the traditional face-to face, in-person meetings to new forms of communication. Those who may have questioned ‘doing a Zoom meeting’ prior to the pandemic are so much more open to the possibilities offered by the technology, to the point where in person meetings now need to be justified.

“For example LEEA recently held its technical forum, which might previously have been held in the Birmingham area, where attendees would generally be from the UK. Holding this event online however made it easier for a broader, more international audience to access the forum. By keeping members around the world engaged in this way, technology helps LEEA enhance its global management through making meetings and forums more inclusive for everybody.”

Digitalisation is also spreading into LEEA’s courses and audits. This means rebuilding courses into more interactive ways of learning and adapting the audit process to make it more digital. “We have lots of individual projects for which I’ve been at the start of the ideas process. I want to focus on their delivery and keep them on track for the next 2-years.”

While Covid has undoubtedly been the biggest trend for members globally, UK members have also been contending with Brexit. “They need LEEA’s support in terms of explaining how relevant standards are being changed and tweeked. The Association’s technical team has put a great deal of effort into ensuring they are visible and accessible to members and are looking at these issues with a LEEA and UK perspective. I am pleased that LEEA has been active in taking measures to tackle issues created by both Covid and Brexit.”

Kat has been the driving force behind the Lifting Equipment Technician apprenticeship. “It has been a slow and painful process but for us it is a vital measure to safeguard our industry’s sustainability – and the industry is chomping at the bit to get started.”

Both companies and recruits will benefit from an apprenticeship. “Becoming involved in Lifting is more about the person. A student doing an engineering course in University will not learn how to inspect in lifting equipment. It is those leaving school with some good observational skills and a hands on attitude that we want to be aiming at in terms of recruiting the next generation, who can be tailored for an industry that is unfortunately too often overlooked but is nevertheless massive.”

Going into an apprenticeship will result in acquiring more than one skillset, allowing a person to pursue career tangents such as management or crane design. “People learn in different ways and University will not suit everybody. Part of what is offered with the apprenticeship is that it is not just knowledge for inspecting lifting equipment. That knowledge can also be used if the person goes into another strand of the sector, such as sales of lifting equipment, where they will have gained a professional understanding of what they are talking about.”

Recruitment is one of those challenges Lifting shares with other sectors and every company in every territory wants solutions, so the experience with the Apprenticeship in England can inform similar programmes in other territories. “The standard once it is written dictates what you should know and how you should get that knowledge. The only reason it is an England apprenticeship at the moment is that this is where the funding is set up. Once this is in place they can look to run a programme in Scotland, for example, and we are pleased that Australia is looking at developing an apprenticeship scheme.”

This is a priority for LEEA’s recently established Regional Council in Australia and New Zealand, part of LEEA’s strategy to be come more global through devolved management. “The Regional Council has taken off well with positive feedback, so we have seen the model work. They are getting more say in what they do – and it makes sense for a global organisation to devolve power rather than dictate what everybody should be doing from the UK.”

Kat concludes: “This is an exciting time for the Association, which is in good health and, having taken some significant steps towards its modernisation, has a clear direction. I look forward to seeing this momentum continue with the help of my fellow board members and the hard work of the LEEA Team. If you think there is something we should be doing that we are not currently, please get in touch. We have always been willing to listen to feedback.”

www.leeaint.com

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Content: Women Breaking Barriers in Waste Management

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

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

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

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

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

Women Breaking Barriers in Waste Management

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

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

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

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

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

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

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

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

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

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

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

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

vocational training
educational programs

Scholarships, mentorship programs, and supportive industry networks increasingly accompany formalized entry routes, offering technical guidance and peer support to women breaking into these traditionally male-dominated 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?

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?

In conclusion, although women remain underrepresented in crane operation and heavy equipment roles, the sector is gradually evolving to become more inclusive through a combination of shifting social attitudes, expanded training access, targeted inclusion initiatives, and the proven success of trailblazing female operators.

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?

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

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

For young women interested in pursuing this career, the industry offers well-paying, skilled, and rewarding opportunities supported by increasing availability of apprenticeships, certifications, mentorship, and peer networks.

Title:

Content: Developing the Next Generation of Maritime Professionals

By Elpi Petraki

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

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

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

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

Educating Future Leaders

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

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

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

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

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

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

Addressing Recruitment Challenges

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

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

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

Digitalization and New Technologies

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

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

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

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

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

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

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

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?

better wages
variety of opportunities available

Persistence, leveraged with the available support structures and role models, enables women not only to succeed individually but also to help transform work cultures to welcome and value diversity.

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

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