Recent years have seen a significant increase in the presence of women operating cranes and other heavy machinery in both construction and maritime industries, marking a progressive shift towards greater gender equality and diversity in these traditionally male-dominated sectors.

Historically, low representation of women was rooted in entrenched gender stereotypes, societal biases, a lack of visible role models, and limited access to technical training.

For decades, women faced recruitment biases, inhospitable workplace cultures, and unsupportive environments—factors which collectively hindered their entry and advancement in the field .

However, several converging trends and proactive measures are now breaking down these barriers.

The current labor shortages in construction and related technical fields are encouraging companies and governments to rethink traditional hiring practices.

There is a record-high representation of women in construction workforces—for example, in the United States, women now constitute more than 14% of the total construction workforce, with numbers steadily rising .

Competition for skilled labor has created incentives for companies to diversify recruitment pipelines, with some contracts and public projects requiring diversity targets or favoring firms with inclusive practices.

Industry initiatives and government-backed educational programs offer vocational training, technical certifications, mentorship, and financial support for women entering the sector.

In Taiwan, targeted safety training and comprehensive support help women without technical backgrounds become crane and machinery operators, demonstrating the potential of inclusive training frameworks .

Stories from around the world illustrate how women are thriving in these roles.

In China, Li Rui became a tower crane operator by persevering through fears and mastering technical skills thanks to strong workplace support measures such as reliable pay systems, educational opportunities, and enhanced living conditions on worksites.

These measures not only foster professional growth and work-life balance but also build pride and economic independence for female operators .

Similarly, pioneers like Noura in Egypt’s heavy machinery sector have overcome cultural resistance and become role models for other women; supportive training centers and familial encouragement played a critical role in her success .

Veteran operators such as Farkhana Safargaleeva in Russia exemplify how mentorship and pro-diversity leadership enable women to transfer technical skills and inspire new generations, reinforcing women’s value in hands-on technical environments .

At the organizational level, leading companies are revising HR and management practices to recruit, retain, and advance more women.

This includes offering paid maternity and paternity leave, implementing flexible work options, supporting employee resource networks, providing visible female leadership, and explicitly aiming for balanced gender representation among both new hires and management .

Such inclusive environments not only support women’s career progression but are also shown to inspire higher creativity and overall organizational performance.

On construction sites and in the maritime sector, practical adjustments and supportive policies are key.

Companies are increasingly focusing on ergonomic modifications to machinery and controls, ensuring that equipment design is suitable for a broader range of operators.

Inclusive recruitment campaigns use gender-neutral language and portray diverse role models, while mentorship and peer-support networks give new female hires the confidence and knowledge to succeed .

Robust anti-harassment and zero-tolerance policies, paired with visible consequences and employee training, signal a genuine commitment to a safe and respectful work environment.

Industry-wide, data-driven Diversity, Equity, and Inclusion (DEI) strategies are yielding positive results, especially when embedded at all organizational levels.

In the maritime sector, the International Maritime Organization and supporting governments have backed initiatives like International Day for Women in Maritime and Women in Maritime Networks, encouraging companies to set tangible gender diversity targets, introduce supportive legal frameworks, and establish formal women’s support networks .

The most effective DEI practices are tailored to organizational context and driven by ongoing leadership commitment, clear retention metrics, and adequate resources for training and mentorship.

Cultural change is also occurring as companies recognize the specific strengths women bring to operational teams, such as enhanced safety, improved communication, and strong attention to detail .

Partnering with educational institutions and women’s organizations helps attract and prepare new candidates for technical and leadership positions.

New narratives about women’s success in crane operation and construction—amplified by media, social platforms, and internal communications—help to normalize women’s presence and ambitions, further accelerating cultural acceptance.

Despite these advances, challenges persist.

Harassment, bias, and the “need to prove themselves” are still cited by women in the industry as ongoing concerns .

However, women also report growing pride and satisfaction in their career progression and increasing support from colleagues and management.

Embedded and comprehensive organizational responses are central to eroding remaining barriers.

Companies making the greatest strides view gender diversity as integral to their business strategy, not merely as a compliance exercise.

To continue attracting and retaining talented women crane operators, companies should invest in and publicize robust technical training pathways, offer mentorship and advocacy networks, maintain flexible and family-friendly policies, ensure safe and inclusive workplace cultures, and make sure women have representation at all organizational levels.

Equally important is the ongoing measurement of progress, transparent reporting of diversity outcomes, and a willingness to adapt based on feedback from women themselves.

In summary, the construction and maritime industries are experiencing a clear transition towards greater gender equality, as structural barriers are dismantled and women demonstrate excellence in crane and heavy machinery operation.

Practical and sustained action by companies—including supportive policies, leadership commitment, ergonomics, training, mentorship, and robust DEI strategies—enable organizations to tap into a new talent pool, improve workplace culture, and enhance both individual and corporate performance .

These shifts are opening up new possibilities not just for women, but for company performance and industry culture as a whole.

Recent years have seen a significant increase in the presence of women operating cranes and other heavy machinery in both construction and maritime industries, marking a progressive shift towards greater gender equality and diversity in these traditionally male-dominated sectors.

Title:

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5 key takeaways for DEI in maritime

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

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

1. Building inclusion throughout an organisation’s levels

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

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

2. Avoiding seeing women in maritime as a monolith

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

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

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

4. Fostering relationships and embedding peer support

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

5. The support of leadership in successful DEI practices

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

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

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

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

Historically, low representation of women was rooted in entrenched gender stereotypes, societal biases, a lack of visible role models, and limited access to technical training.

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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.

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

For decades, women faced recruitment biases, inhospitable workplace cultures, and unsupportive environments—factors which collectively hindered their entry and advancement in the field .

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

However, several converging trends and proactive measures are now breaking down these barriers.

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

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

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

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

Prime determinants of growth:

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

Competitive analysis:

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

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

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

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

Research Methodology:

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

Affordable Housing:

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

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

Affordable housing: Recent trends

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

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

More Reports -

Maritime Cranes Market -https://www.prnewswire.com/news-releases/maritime-cranes-market-to-reach-4-5-billion-globally-by-2032-at-3-8-cagr-allied-market-research-301896703.html

Airless Packaging Market -https://www.prnewswire.com/news-releases/airless-packaging-market-to-reach-8-7-billion-globally-by-2032-at-4-9-cagr-allied-market-research-301896691.html

Pollution Absorbing Bricks Market -https://www.globenewswire.com/news-release/2023/08/10/2722420/0/en/Pollution-Absorbing-Bricks-Market-to-Reach-9-7-Billion-Globally-by-2032-at-6-1-CAGR-Allied-Market-Research.html

Prestressed Concrete (PC) Wire and Strand Market -https://www.globenewswire.com/en/news-release/2023/06/30/2697863/0/en/Prestressed-Concrete-PC-Wire-and-Strand-Market-to-Reach-9-1-Billion-Globally-by-2032-at-5-6-CAGR-Allied-Market-Research.html

Water And Wastewater Valve Market -https://www.prnewswire.com/news-releases/water-and-wastewater-valve-market-to-reach-14-7-billion-globally-by-2031-at-4-5-cagr-allied-market-research-301902569.html

Seamless Steel Tube Market -https://www.prnewswire.com/news-releases/seamless-steel-tubes-market-to-reach-84-888-83-million-globally-by-2032-at-6-3-cagr-allied-market-research-301902645.html

David Correa
Allied Analytics LLP
+1 800-792-5285
email us here
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

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

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

The current labor shortages in construction and related technical fields are encouraging companies and governments to rethink traditional hiring practices.

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.

There is a record-high representation of women in construction workforces—for example, in the United States, women now constitute more than 14% of the total construction workforce, with numbers steadily rising .

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Content: Daytime Plus
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Women break into construction sector to fill labour shortages
Bloomberg: The number of construction workers in the United States exceeded 1 million in May last year, for the first time since data collection began in 1964, and the share of women among workers in the sector reached its highest level at 14.1 percent last month.
About a third of construction workers in the United States are Hispanic, according to BLS.
Cerato herself got to know the industry at an early age through her Mexican immigrant father, saying, “I used to go out to work with him, and I never saw anyone like me, so it never occurred to me that it could be a viable career path. ”
The presence of another Latina as a mentor made a big difference, she said, adding: “That ’ s why our representation is important. ”
One of the women is Andy Dirkschneider, who negotiates millions of dollars in loans to buy land for her family ’ s homebuilder, but sometimes vendors call her “petite ” and ask to speak to the man in charge.
Dirkschneider, 32, who heads Brookline Homes in Charlotte, said: “I tell them I ’ m the man in charge.
A young blonde girl doing this job confuses everyone.
It ’ s frustrating, but it can ’ t be allowed to. ”
Dirkschneider and thousands of women like her are breaking through the walls of the professions.
It is not brittle, it is concrete.
The field of construction has always been a world for men, from handicrafts such as construction and carpentry to the offices of developers and executive companies.
The accelerating wave of retirement of the 1960s and 1970s generation has exacerbated the industry ’ s chronic labor shortage.
Construction jobs totaled 440,000 in April, the highest in Bureau of Labor Statistics records that began in 2001.
Aryan Higuish, a senior researcher and fellow at the Women ’ s Policy Research Institute, said there is room for growth, because the construction sector ’ s historical dependence on men now risks constraining its growth.
The institute estimates that about a third of women in the industry work in deals, and their share across sectors such as painting and carpentry is still as small as a tenth, though Higuish believes it will continue to grow.
This is partly because of the need for labor and because states and local administrations want to see more diversity in companies when they are awarded contracts.
Patrice Haley, of the diversity leadership team at construction giant DPR, said: “In this industry, we can ’ t dismiss people on the basis of gender.
“A lot of veterans are retiring, and we can ’ t leave any of the doors closed. ”
One of the temptations for women in the industry, Haley said, was to see what they were building right in front of their eyes, and she had started working in the industry in a manual job that required wearing a helmet and toe boots.
She said, "I can say I worked on this and built that."
There ’ s also the temptation to pay better than many other jobs that don ’ t require a college degree: In 2021, the average salary of an electrician was $59,000 and $98,500 for a construction manager, according to U.S. Department of Labor data.
Taqiya Wallace, 35, works for a large energy company in tracking construction project documents.
But she dreams of getting a license as a general contractor to start working on her own.
In June, I began studying building skills in a 16-week curriculum organized by Goodwill Industries in South Piedmont, Charlotte, where I learned to read blueprints and handle equipment.
If all goes according to plan, she will finish training with four industry certifications.
Although Goodwill does not target women, its organizers say a group of 15 people who completed training last year were all women, about half of whom went on to work in industry jobs.
Wallace, who was the first to receive a college degree in her family, sees getting a contractor ’ s license and hanging a sign for her company as a way to build the wealth she can bequeath to her family.
She said, “I want to be able to tell them this is our legacy. ”
Harassment and discrimination
Despite these encouraging trends, the sector still has a long way to go.
About a quarter of respondents to a survey of 2,635 workers conducted by the Women ’ s Policy Research Institute last year said they had experienced sexual harassment or repeated harassment on the basis of sex.
Half of those surveyed said that their lack of equal treatment by men was frequent or persistent.
Jenny Parker stood at a construction site in High Point, North Carolina, on a very hot day in July, grabbing a paper cup with an iced drink as she looked at her sawdust, paint and sweat stained shirt and said, "I love this.
It took me 10 years to get here. ”
Parker, who spent nine years in the Marine Corps, was upset by the managerial jobs she worked so she could pay her bills while raising her daughter, so she started working hard in real estate.
She signed up for training in building skills so she could repair the rental housing she owned.
At High Point, Parker received hands-on training in building house structures, performing stone work, and installing roofs.
She said she was able to work in partnership with the men on the team, but there were tensions at times, adding: “To be female in a male environment you have to prove yourself and work twice as hard, ” noting that some men do not accept instructions from a woman.
She said, “It ’ s a mindset that men should overcome. ”
Nicole Goulsby, owner of Red Ladder Residential, a construction company in Raleigh, North Carolina, recalls that when she started running worksites, some men ignored her when she addressed them.
She said her experience of bias faded when she distributed her signed paychecks, and she now notes that there are more women on the crews she contracts, whether they ride boards or paint.
Golsby explained that women build relationships easily and are more attentive to details, making them suitable for her field of work.
Nicknamed “Becky Nicky, ” Golsby said,“ I see things that no one else sees, and that ’ s why I do my job well. ”
The construction industry is also attracting more minority women.
An analysis by the Women ’ s Policy Research Institute found that the number of female construction apprentices between 2016 and 2019 nearly doubled, while Latinas recorded the largest increase of any race.
If we look at Ferridiana Cerato who graduated from college in 2020 with a double major in history and Spanish without being able to find any job that would enable her to benefit from her education well, she decided to try construction management.
Cerato took courses and received some certificates, including a certificate in welding.
She is now a project engineer in Indianapolis.
The job requires toughness, the 24-year-old says, with a lot of conversational “that doesn ’ t conform to HR rules ” and dealing with cynicism at times.
Cerato is one of three women in a team of nine managers and the only Latina among them.
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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?

Competition for skilled labor has created incentives for companies to diversify recruitment pipelines, with some contracts and public projects requiring diversity targets or favoring firms with inclusive practices.

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

tie gender diversity targets into contracts and deals

commit to gender equality in hiring practices

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

Industry initiatives and government-backed educational programs offer vocational training, technical certifications, mentorship, and financial support for women entering the sector.

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

create training and apprenticeship programs

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

mentorship opportunities
vocational training
educational programs

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

In Taiwan, targeted safety training and comprehensive support help women without technical backgrounds become crane and machinery operators, demonstrating the potential of inclusive training frameworks .

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

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

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

create training and apprenticeship programs

appoint women to traditionally male roles

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

inclusive policies
vocational training
educational programs

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

Stories from around the world illustrate how women are thriving in these roles.

Title:

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

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

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

In China, Li Rui became a tower crane operator by persevering through fears and mastering technical skills thanks to strong workplace support measures such as reliable pay systems, educational opportunities, and enhanced living conditions on worksites.

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

support networks
professional development

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?

These measures not only foster professional growth and work-life balance but also build pride and economic independence for female operators .

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

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

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

Similarly, pioneers like Noura in Egypt’s heavy machinery sector have overcome cultural resistance and become role models for other women; supportive training centers and familial encouragement played a critical role in her success .

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

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

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

create training and apprenticeship programs

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

Veteran operators such as Farkhana Safargaleeva in Russia exemplify how mentorship and pro-diversity leadership enable women to transfer technical skills and inspire new generations, reinforcing women’s value in hands-on technical environments .

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
support networks
create leadership programs for women
professional development

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?

At the organizational level, leading companies are revising HR and management practices to recruit, retain, and advance more women.

Title:

Content: Leighton looks to revolutionize construction to promote a diverse and inclusive work environment
Contract 14: 00 2022 / 07 / 05
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When it comes to the construction industry, many people will immediately think of a group of "real men of workers" who work day and night on the ground sweating like rain, forming a gender stereotype.
Leighton Asia (Leighton), which has been based in Hong Kong for more than 46 years, hopes to transform the male dominated image of the construction industry and create a diverse and inclusive working environment to inspire creativity and enhance team performance.
Leighton is an international construction company with parent company CIMIC Group based in Australia and team members from different countries.
Diversity and inclusion are the core values of the Group, regardless of the gender, age, race, cultural background, marital status or family status of employees, so that each employee can play their role in a diverse, equal and respectful work environment.
Creating a Family-Friendly Work Environment
As the times change, more and more women choose to enter the construction industry, Leighton has been continuously optimizing the working environment and policies to meet the development and needs of employees.
Among them, Leighton is a pioneer in the industry, providing employees with paid maternity leave and paternity leave that exceed the statutory requirements, and with flexible work policies, allowing employees to pursue their careers while taking care of their families.
Attracting female professionals to join the industry
Leighton also established the WOICE (Women in Construction and Engineering) network to enhance the care and support of employees, provide more training and further training opportunities, and work with different organizations to share the career development of women in the industry and attract women to join the construction industry.
WOICE covers all employees and enhances employee care and support.
Leighton currently employs about 20% of its workforce in Hong Kong.
Through recruitment and promotion, the company aims to achieve equal gender representation of interns and trainee engineers in the future, and to increase the proportion of female executives to more than 20%.
Leighton actively leads the industry in promoting a diverse and inclusive working environment to attract more women to join the construction industry.
Building an inclusive and diverse working environment is just one part of Leighton ’ s corporate social responsibility, and we will continue to work on different indicators to achieve sustainable development and bring more benefits to the community.
(Special offer)

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

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

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

commit to gender equality in hiring practices

This includes offering paid maternity and paternity leave, implementing flexible work options, supporting employee resource networks, providing visible female leadership, and explicitly aiming for balanced gender representation among both new hires and management .

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

commit to gender equality in hiring practices

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?

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

Such inclusive environments not only support women’s career progression but are also shown to inspire higher creativity and overall organizational performance.

On construction sites and in the maritime sector, practical adjustments and supportive policies are key.

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

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

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

Companies are increasingly focusing on ergonomic modifications to machinery and controls, ensuring that equipment design is suitable for a broader range of operators.

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.

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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.

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

Inclusive recruitment campaigns use gender-neutral language and portray diverse role models, while mentorship and peer-support networks give new female hires the confidence and knowledge to succeed .

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

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

Robust anti-harassment and zero-tolerance policies, paired with visible consequences and employee training, signal a genuine commitment to a safe and respectful work environment.

Industry-wide, data-driven Diversity, Equity, and Inclusion (DEI) strategies are yielding positive results, especially when embedded at all organizational levels.

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

In the maritime sector, the International Maritime Organization and supporting governments have backed initiatives like International Day for Women in Maritime and Women in Maritime Networks, encouraging companies to set tangible gender diversity targets, introduce supportive legal frameworks, and establish formal women’s support networks .

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Content: Energy and Infrastructure Launches ‘ Leaders in Difference ’ Initiative
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The Ministry of Energy and Infrastructure has launched the “Leaders in Difference ” initiative, which is dedicated to empowering women in all fields, especially in the maritime sector.
The initiative aims to qualify experienced female talent capable of making a difference in the industry, in order to help promote the growth of the maritime sector in the UAE, based on its leading global position.
This comes within the framework of efforts on the empowerment of women within the strategic plan of the International Maritime Organization and in line with the celebration of the International Day of Women in the Maritime Sector
The UAE places a high priority on empowering female talent in the maritime workforce by nurturing young female talent and providing them with the necessary resources to excel, as this contributes to strengthening the sector with the capabilities of future female leaders.
Engineer Hassan Mohammed Juma Al Mansouri, Undersecretary of the Ministry of Energy and Infrastructure for Infrastructure and Transport Affairs, said: “We need skilled competencies in the maritime sector of both sexes, like any other industry, and our main goal should be to recruit enhanced talent to ensure the growth of the sector.
We need to change all preconceptions about the industry, discovering a diverse and young group that is able to keep up with its continuous development.
Today, maritime academies and institutions focus on the need to inject the maritime workforce of qualified female talents, this is the required role that contributes to the guidance and care of women to provide them with the necessary resources to achieve excellence, and thus we witness the birth of a maritime industry that is renewed by distinguished female leaders.
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: The need to promote the role of women in maritime activities has become an issue of unprecedented importance and is receiving great attention at all levels.
The UAE is one of the founders of the IMO Gender Equality Network.
The State also contributed to the preparation of a set of IMO resolutions in the field of women ’ s empowerment, gender equality and the promotion of women ’ s participation in the maritime sector, in line with the United Nations Sustainable Development Goals, especially the fifth goal on gender equality.
The UAE is also currently chairing the Association of Arab Women in the Maritime Sector, in cooperation with the Technical Cooperation Programme of the International Maritime Organization (IMO) in supporting women in the maritime sector.
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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?

The most effective DEI practices are tailored to organizational context and driven by ongoing leadership commitment, clear retention metrics, and adequate resources for training and mentorship.

Cultural change is also occurring as companies recognize the specific strengths women bring to operational teams, such as enhanced safety, improved communication, and strong attention to detail .

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?

Partnering with educational institutions and women’s organizations helps attract and prepare new candidates for technical and leadership positions.

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

promote women
support networks
create leadership programs for women
professional development

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

New narratives about women’s success in crane operation and construction—amplified by media, social platforms, and internal communications—help to normalize women’s presence and ambitions, further accelerating cultural acceptance.

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?

Despite these advances, challenges persist.

Harassment, bias, and the “need to prove themselves” are still cited by women in the industry as ongoing concerns .

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

attitudinal biases
sexual and workplace harrassment

However, women also report growing pride and satisfaction in their career progression and increasing support from colleagues and management.

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?

support networks
professional development

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

Embedded and comprehensive organizational responses are central to eroding remaining barriers.

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

Companies making the greatest strides view gender diversity as integral to their business strategy, not merely as a compliance exercise.

To continue attracting and retaining talented women crane operators, companies should invest in and publicize robust technical training pathways, offer mentorship and advocacy networks, maintain flexible and family-friendly policies, ensure safe and inclusive workplace cultures, and make sure women have representation at all organizational levels.

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

create training and apprenticeship programs

Equally important is the ongoing measurement of progress, transparent reporting of diversity outcomes, and a willingness to adapt based on feedback from women themselves.

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

In summary, the construction and maritime industries are experiencing a clear transition towards greater gender equality, as structural barriers are dismantled and women demonstrate excellence in crane and heavy machinery operation.

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

commit to gender equality in hiring practices

Practical and sustained action by companies—including supportive policies, leadership commitment, ergonomics, training, mentorship, and robust DEI strategies—enable organizations to tap into a new talent pool, improve workplace culture, and enhance both individual and corporate performance .

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

These shifts are opening up new possibilities not just for women, but for company performance and industry culture as a whole.

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?