Over the past decade, the construction and maritime industries have seen a gradual but significant increase in female participation, including in crane operation roles traditionally dominated by men.

Women now represent a growing, though still minority, percentage of workers operating heavy machinery worldwide.

For example, in British Columbia, women accounted for about 6% of tradespeople in construction in 2022, while in the UAE and China, women increasingly operate gantry cranes, tower cranes, and heavy vehicles, reflecting broader cultural shifts and labor shortages driving inclusion efforts.

This trend is supported by positive attributes women bring to these roles, such as attentiveness, calmness, patience, and safety orientation, which enhance operational efficiency and workplace safety.

Historically, women have faced numerous barriers entering crane operation and related trades, including societal gender stereotypes, limited access to relevant education and training, and workplace cultures resistant to female participation.

Legal restrictions in some countries barring women from heavy lifting or hazardous jobs have further limited opportunities, though reforms are underway, such as in Russia, where legislation is moving to remove such prohibitions.

Additionally, challenges like balancing domestic responsibilities and overcoming workplace discrimination have hindered retention.

These barriers are now being addressed through inclusive policies promoting gender equality, expanded training programs welcoming women, mentorship initiatives, and governmental and industry support designed to dismantle stereotypes and open pathways for women.

Several companies illustrate effective strategies for attracting and retaining female crane operators.

In Singapore and China, flexible work arrangements, ergonomic job redesign, and mental health support foster inclusive environments that accommodate family demands and improve job satisfaction.

Over the past decade, the construction and maritime industries have seen a gradual but significant increase in female participation, including in crane operation roles traditionally dominated by men.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

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

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

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

appoint women to traditionally male roles

Women now represent a growing, though still minority, percentage of workers operating heavy machinery worldwide.

Title:

Content: China's heavy labor sector lacks men, more women are beginning to fill the gap
Labor shortages caused by low birth rates and an aging population are pushing more Chinese women into traditional male occupations such as construction and transportation, and the Maoist “Iron Girls ” are back.
Previously, Zhang Jianli employed only male workers at his construction site in Chifeng City, Inner Mongolia, and his online job advertisements specifically stated “Do Not Worry with Women ”.
But there are fewer people living today, Zhang said, and he gave up on the rule.
He now pays 160 yuan (about 25 U.S. dollars) a day for workers who move wood and bricks, about one-fifth less than the men in the same job.
He said in a job advertisement that both men and women could apply.
Most of the women Zhang recruited were 40 or 50 years old.
He said that these people are hardworking and rarely complain.
Chinese women are increasingly taking on the heavy labor that has long been dominated by men in construction, transportation and other industries, contrary to traditional gender roles in China ’ s vast labor market.
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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, in British Columbia, women accounted for about 6% of tradespeople in construction in 2022, while in the UAE and China, women increasingly operate gantry cranes, tower cranes, and heavy vehicles, reflecting broader cultural shifts and labor shortages driving inclusion efforts.

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

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

appoint women to traditionally male roles

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

This trend is supported by positive attributes women bring to these roles, such as attentiveness, calmness, patience, and safety orientation, which enhance operational efficiency and workplace safety.

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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.
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The data shows that women often choose to avoid risk and focus more on safety than men.
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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. ”
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Historically, women have faced numerous barriers entering crane operation and related trades, including societal gender stereotypes, limited access to relevant education and training, and workplace cultures resistant to female participation.

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Content: The State Duma has prepared a draft on the removal of restrictions for women to work as firefighters - RIA Novosti, 06.12.2022
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State Duma deputies from the faction "New people" prepared a bill proposing to remove for women restrictions on the work of firefighters, drivers, stackers, divers and the ability to work in the petrochemical, mining, metallurgical industry, the document is available to RIA Novosti.
"It seems unreasonable to prohibit women from working as firefighters, machinists, stackers, divers and other professions.
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For men - publicly declared unequal conditions of care for the health of citizens on the part of the state, "the authors point out in the explanatory materials.
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What challenges do women in the construction and maritime  industries face?

Legal restrictions in some countries barring women from heavy lifting or hazardous jobs have further limited opportunities, though reforms are underway, such as in Russia, where legislation is moving to remove such prohibitions.

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?

Additionally, challenges like balancing domestic responsibilities and overcoming workplace discrimination have hindered retention.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

These barriers are now being addressed through inclusive policies promoting gender equality, expanded training programs welcoming women, mentorship initiatives, and governmental and industry support designed to dismantle stereotypes and open pathways for women.

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

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

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

create training and apprenticeship programs

commit to gender equality in hiring practices

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

inclusive policies
mentorship opportunities

Several companies illustrate effective strategies for attracting and retaining female crane operators.

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

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

commit to gender equality in hiring practices

appoint women to traditionally male roles

In Singapore and China, flexible work arrangements, ergonomic job redesign, and mental health support foster inclusive environments that accommodate family demands and improve job satisfaction.

Title:

Content: Logistics and supply chain companies and general agreements promise to create a better workplace
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Flexible working arrangements have become an important option for many companies to redesign their work, with 10 logistics and supply chain companies pledging to create better workplaces for their employees, including women, to balance family and work.
On Tuesday (August 16), the Secretary General of the National Federation of Trade Unions, Mr Wong Chi-ming, visited Mok Shing Logistics Co., Ltd. in Tas to witness the signing of a Memorandum of Understanding (MOU) between 10 logistics and supply chain companies employing more than 650 employees.
They are committed to implementing better workplace policy frameworks, including promoting flexible working arrangements, valuing work-life harmony and redesigning work for female employees, and providing the necessary training to enable them to thrive in a male-dominated industry.
Enterprises with trade unions and working with the VCCF SME Collaborative Platform will receive more support under the "Good Place in the Workplace" programme promoted by the Women and Family Affairs Office of the VCCF.
The logistics sector is an important pillar of Singapore ’ s economy, contributing about $6.8 billion in 2019, accounting for 1.4% of Singapore ’ s gross domestic product (GDP) and employing more than 86,000 employees.
As regional e-commerce is booming, the demand for logistics is rising, but as the industry intensifies its efforts to adopt more technology and accelerate automation, it is necessary to re-examine the content of its work so that employees can contribute more and increase revenue to attract and retain talent.
Huang Zhiming said that the shortage of manpower in all walks of life should not be ignored, and he encouraged companies to retain talent by implementing flexible working arrangements, and expressed satisfaction at MCCL's efforts to create a pro-employee workplace.
Also present at the signing ceremony were the Director of the Co-operation Platform for SMEs and the Office of Women and Family Affairs of the VTC, and the Executive Secretary of the Supply Chain Employees' Federation, Val Hermione.
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What are governments doing to promote and aid women in construction or maritime industries?

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