Women remain strikingly underrepresented among crane and heavy equipment operators—recent data show only 1-2% of heavy goods vehicle (HGV) drivers in the UK and similarly low participation rates in crane operation globally.

However, momentum is building as industry-led diversity programs and targeted training initiatives create new opportunities.

Examples include the Female Driver Academy, providing paid, intensive training and mentorship, and Sisters in Mining in Australia, which, through hands-on coaching and simulation, has placed 90% of its female graduates into permanent technical roles .

Such programs address barriers like limited access to training, workplace bias, and lack of visible female mentors.

Supportive policies—such as immediate employment after graduation, culturally adapted workplaces, and internal mentorship—are further reducing entry barriers for women .

Inspiring case studies underscore this progress.

Farkhana Safargaleeva began her career as a crane operator directly after high school, ultimately becoming a respected expert and mentor in construction.

Her success shows that women, with adequate support, can attain leadership and provide skills training to the next generation .

Another example is Milly Everatt, who transitioned from being a Miss England finalist to earning Class 1 and 2 licenses and driving 44-tonne vehicles, joining the fewer than 1% of women in the UK’s HGV sector.

Her visibility has made her an influential advocate for gender diversity and demonstrates that commitment and structured training open doors for women in these fields .

These case studies, combined with targeted industry reforms, demonstrate that while gender disparities persist, the landscape is evolving rapidly—and women can excel and lead in crane operation and other heavy technical roles.

Women remain strikingly underrepresented among crane and heavy equipment operators—recent data show only 1-2% of heavy goods vehicle (HGV) drivers in the UK and similarly low participation rates in crane operation globally.

Title:

Content: Women HGV drivers make up only 1%-2% of the total workforce in the UK

XPO Logistics has launched a female driver academy to attract more women into the industry.

All female drivers joining the academy will undertake a 12 to 16-week programme with the XPO Logistics internal driver training team to develop their skills.

The first candidate assessment days were held at the beginning of May, and the first female driver academy candidates are expected to start driving HGVs full-time for the supply chain company by August this year.

Logistics is a notoriously male-dominated sector, with only 1%-2% of lorry drivers in the UK being female. Additionally, an ageing workforce and a post-Brexit labour exodus have seen the industry struggle to attract and retain talent.

The new XPO initiative is meant to encourage more women to join the sector, according to the company’s UK&I HR vice-president Lynn Brown.

“We will be employing the candidates from day one so they can earn a living while training to become a vital part of our team,” Brown said.

“Our customer, Saint-Gobain UK & Ireland, has backed the initiative by offering roles in their British Gypsum and PAM operations.

“Our trainer will buddy our candidates, ensuring they can learn from someone who has first-hand experience of what they are going through and can provide the best possible support.”

The XPO Female Driver Academy is part of the company’s Driver Excellence Academy, which was launched to help people from all backgrounds who want to train for a career as an HGV driver, with the only requirement being that participants are over the age of 18.

One of the participants, Steph, said this was a “great opportunity to get more women involved in the HGV industry”.

“There are other ways to achieve your licence, but most HGV jobs require years of experience. The academy gives you more knowledge and experience,” she added.

“I’m particularly looking forward to getting more confidence and experience on the roads, taking advantage of wider opportunities at XPO Logistics, and exploring the country.”

However, momentum is building as industry-led diversity programs and targeted training initiatives create new opportunities.

Title:

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

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

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

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

Prime determinants of growth:

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

Competitive analysis:

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

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

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

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

Research Methodology:

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

Affordable Housing:

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

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

Affordable housing: Recent trends

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

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

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?

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

Examples include the Female Driver Academy, providing paid, intensive training and mentorship, and Sisters in Mining in Australia, which, through hands-on coaching and simulation, has placed 90% of its female graduates into permanent technical roles .

Title:

Content: Thiess sisters doing it for themselves

Launched in 2013, Thiess’ Sisters in Mining (SIM) program enables Aboriginal and Torres Strait Islander women to transition into the mining sector as trainee haul truck drivers.

The SIM Program was born out of Thiess’ reconciliation commitment to ensuring the economic benefits of mining contribute to, and empower, the culture and social aspirations of our First Nations peoples through the creation of long-term employment opportunities.

The program begins with a seven-day, pre-employment program to kick start their career in the mining industry. Building on participants’ prior experience and their preferred learning style, the 12-month program integrates on the job coaching, training in haul truck simulators, as well as structured learning through a vocational education and training (VET) course in Surface Extraction Operations.

Studies undertaken during the traineeship contribute to a nationally recognised qualification in Surface Extraction Operations.

Following successful completion of the program, most women take up permanent full-time positions as haul truck operators. In addition to the career-enhancing technical competencies acquired, participants receive important life-skills training and mentoring throughout the traineeship.

Now in its 10th year, the program has been rolled out across central Queensland projects including Curragh North, Lake Vermont, Caval Ridge and Peak Downs. The program has supported 75 women through to successful completion, with around 90 per cent of those women offered employment at Thiess.

The program is seen as pivotal to increasing the number of women in a traditionally male-dominated mining and resources industry.

Program partner, the Department of Seniors, Disability Services and Aboriginal and Torres Strait Islander Partnerships (DSDSATSIP), sees the lasting value the Sisters in Mining program brings.

Program Manager Rockhampton Central Queensland Region for DSDSATSIP, David Thompson, said beyond creating resource sector jobs, it empowers women to pursue aspirations in work and beyond, as role models and community leaders.

“We are proud to play a part in connecting Queenslanders with lifechanging opportunities,” he said.

Through sustainable employment, Sisters in Mining transforms lives and communities and brings valued team members and real benefits to our business.

About Ray Chan

Editor of industrial titles and mastheads with Prime Creative Media. Publications include Rail Express and Australian Mining (web content).

To keep up to date with Australian Mining, subscribe to our free email newsletters delivered straight to your inbox. Click here.

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

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

active recruitment of women
promote women to higher roles

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

mentorship opportunities
vocational training
educational programs

Such programs address barriers like limited access to training, workplace bias, and lack of visible female mentors.

Title:

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

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

5 key takeaways for DEI in maritime

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

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

1. Building inclusion throughout an organisation’s levels

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

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

2. Avoiding seeing women in maritime as a monolith

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

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

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

4. Fostering relationships and embedding peer support

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

5. The support of leadership in successful DEI practices

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

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

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

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

inclusive policies
educational programs
mentorship opportunities

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

Supportive policies—such as immediate employment after graduation, culturally adapted workplaces, and internal mentorship—are further reducing entry barriers for women .

Title:

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

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

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

inclusive policies
mentorship opportunities

Inspiring case studies underscore this progress.

Title:

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

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

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

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

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

2024 has changed that.

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

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

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

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

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

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

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

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

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

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

UK Transport

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

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

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

Farkhana Safargaleeva began her career as a crane operator directly after high school, ultimately becoming a respected expert and mentor in construction.

Title:

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

Her success shows that women, with adequate support, can attain leadership and provide skills training to the next generation .

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.

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

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

valuable contributions to the community
inspiring other young women

Another example is Milly Everatt, who transitioned from being a Miss England finalist to earning Class 1 and 2 licenses and driving 44-tonne vehicles, joining the fewer than 1% of women in the UK’s HGV sector.

Title:

Content: A former Miss England finalist, an England rugby star and ex-finance worker: Meet the women who ditched their careers to drive 44-tonne lorries across Great Britain

A former Miss England finalist, current England rugby star and an ex-finance worker have shattered traditional gender stereotypes by pursuing their dream jobs of driving 44-tonne lorries across Great Britain.

Farmer's daughter and model Milly Everatt, rugby player Chantelle Crowl and Domino Homer, who worked a traditional office job since passing her GCSEs, are among the less than one per cent of women lorry drivers in the UK.

The trio have each earned their HGV licences and excelled in their dream career after having previously found success in other industries.

The drivers are now hoping that they can inspire other women to join their ranks and pursue careers on the road.

Milly Everatt, 23, (pictured) from Eastoft, Lincolnshire, swapped her high-heels for high-vis after having been the first runner-up for Miss England 2022

Domino Homer (pictured) began pursuing her Class 1 certification after seeing an advertisement on Facebook promoting a company that was offering to take on a driver and put them through the first exam

Milly Everatt

Milly Everatt, 23, from Eastoft, Lincolnshire, swapped her high-heels for high-vis after having been the first runner-up for Miss England 2022.

Miss Everatt had been competing in professional beauty pageants since 2017 and was titled Miss Lincolnshire in 2018. That same year she was crowned Miss Charity after raising the most money for good causes.

But last year, the beauty queen and former model ditched the catwalk and trained for both her Class 1 and Class 2 HGV licence so she could fulfil her dream of becoming a lorry driver.

Now, after having undertook a series of in-depth tests, she is living her live on the open road and driving 44-tonne high tech vehicles across the UK.

'It's been so much fun getting behind the wheel of a big truck as part of my new day job!' Miss Everatt has said. 'I love having the freedom that comes with driving, as it takes me all around the country, and the wages are great too.'

The former pageant competitor was inspired to pursue her dream of becoming a trucker after the Covid pandemic, Brexit and other factors led to a shortage of lorry drivers across the country.

Miss Everatt grew up on a farm and around heavy machinery. She would drive tractor's around the property and believed the step up to driving a large truck was the next logical progression in her career.

Miss Everatt (pictured) had been competing in professional beauty pageants since 2017 and was titled Miss Lincolnshire in 2018. That same year she was crowned Miss Charity after raising the most money for good causes

But last year, beauty queen and former model Miss Everatt (pictured) ditched the catwalk and trained for both her Class 1 and Class 2 HGV licence so she could fulfil her dream of becoming a lorry driver

Miss Everatt (pictured in a truck) was inspired by the fact that less than one per cent of British HGV drivers are female. She says the evolving industry is 'really exciting' and is encouraging other women to join their ranks.

She was also inspired by the fact that less than one per cent of British HGV drivers are female. She says the evolving industry is 'really exciting' and is encouraging other women to join their ranks.

'For any women who are thinking of getting into logistics, my best advice is just to do it,' she said. 'With so many roles and training opportunities available, it's a really exciting industry to get involved with.'

Last year, while she was training for her licence, Miss Everatt advocated for normalising the path for women in the heavy machinery industry.

'I think we're in modern times and there's nothing to stop girls getting involved in that kind of thing,' she said at the time. 'It's not the norm but it should be. It's also something people don't think about often, it's not thought about enough in feminism.

'I know some farmers daughters who don't do anything to help their parents farm. Agriculture has been forgotten about by feminism.

'Anything that breaks the stereotype has to be a good thing. I want to prove its not just 40-year-old men that do this job and if it inspires other women to do the same, that would be amazing.'

She also previously revealed that obtaining an HGV licence had been a longtime dream of hers and would aid her work on the farm.

She said: 'It was always on my list of things to do. I should've done it at 18. But I was doing my A-Levels and then the pandemic happened so I put it off.

'It's something that I want to have under my belt. I have horses so it could help for that and I can use it to take grain in - it's something I'll use everyday while I'm on the farm.'

Miss Everatt (pictured with a horse) grew up on a farm and around heavy machinery. She would drive tractor's around the property and believed the step up to driving a large truck was the next logical progression in her career

Last year, while she was training for her licence , Miss Everatt (pictured in her crown and Miss Lincoln sash) advocated for normalising the path for women in the heavy machinery industry

Chantelle Crowl

Chantelle Crowl, 30, is known for her successes as an England and Super League rugby star - but when she's away from the pitch, she travels the country in a HGV.

Ms Crowl, born in Toronto, Canada, and has been playing rugby since she was eight years old.

However, in her free time the St Helens and England forward delivers beer kegs and other vital items to pubs and clubs around Britain.

Due to the flexibility of lorry driving, she is able to work her trucking job around her training schedule. She loves the flexibility of the industry and how she significant control over how much and how long she works.

Commenting on the lack of women in the industry, she added: 'My advice would be to just go for it, if it’s what you want to do. This is a free world and an equal opportunity for anyone to be part of no matter what or where.'

Chantelle Crowl, 30, (pictured in her lorry) is known for her successes as an England and Super League rugby star - but when she's away from the pitch, she travels the country in a HGV. Due to the flexibility of lorry driving, she is able to work her trucking job around her training schedule

Ms Crowl said she also reaps the benefits of being a trucker when she's on the pitch.

She claims her lorry job keeps her 'fit and strong for rugby', because she chooses to take on some of the heavier lifting tasks that might otherwise be carried out by two or three people, or even a machine.

The athlete added that she often feels 'extra fit if I've had a hard day at work'.

Domino Homer

A former finance worker walked away from her career to pursue her dream of living life on the road and now works for a family-run trucking firm, Buffaload Logistics.

Domino Homer, XX, worked in a traditional office environment ever since finishing her GCSEs, including working for a mortgage broker and as an office assistant.

Mrs Homer had moved out of her family home at a young age and 'didn't really have a lot of funds', she told MailOnline, which made it hard for her to determine which career path to take.

But in 2021 - after working for years in roles she was not passionate about - she funded her own Class 2 licence after leaving the financial industry. She secured her Class 1 licence the following year to become a fully qualified HGV driver.

'I didn't really even at school really know what I wanted to do. I thought maybe hairdressing,' she recalled.

'Then I thought, you know, I've always seen big trucks on the road - and even driving in general, I've always enjoyed being on the road, whether it'd be a passenger or driving.'

She began pursuing her Class 1 certification after seeing an advertisement on Facebook promoting a company that was offering to take on a driver and put them through the first exam.

'I contacted them and they were really interested in me,' she said, adding that the 'lovely' family-run company had 'accepted me'.

However, it wasn't necessarily an easy road for Mrs Homer. She actually failed her Class 1 test the first time she took it.

'I was I think it was a stress of the day. It was really windy and there was a storm,' she told MailOnline, also citing the pressures of the pandemic as possible contributing factors.

'It's Covid of course, everyone's wearing masks, we don't have the windows open. And they weren't sure if they were going to let anyone actually go out because we were driving a wag and drag which was loaded with water and curtainside. We were quite blown around a bit.'

She did pass the second time she took the test and passed her Class 2 on the first try. Mrs Homer also has her full motorbike licence and car licence.

Former finance worker Domino Homer (pictured) walked away from her career to pursue her dream of living life on the road and now works for a family-run trucking firm, Buffaload Logistics

Mrs Homer, in 2021, funded her own Class 2 licence after leaving the financial industry. She secured her Class 1 licence the following year to become a fully qualified HGV driver. She is pictured outside her lorry

She now works night shifts, drives set deliveries and collections throughout her shift, and loves 'watching the world go by through a big widescreen and listening to my favourite podcasts'.

Mrs Homer loves driving, which was a longtime dream come true, but admits that it does have its challenges.

Besides the physical challenges she faces, she revealed that sometimes 'it can feel like you don't have much of a life'.

'The hours can be extremely long, sometimes you don't come home, you know you're, you're stuck out. It can be quite lonely,' she said.

But one of the benefits of driving a truck is meeting new people and the sense of freedom and independence, she explained.

'I like to have my own space. When I worked in an office, if they had a radio, it used to really wind me up. They'd always have the same radio station on every day. And you hear the same songs every day, more than once that day,' said Mrs Homer.

'Whereas you're doing you're in your truck, you know, you can listen to your music that you like or, or a podcast, for example. You know, it's your little space, like your office on wheels. You're surrounded by big windows and sometimes it's just a good peace and quiet.'

Mrs Homer is now encouraging other women to pursue careers in logistics and is advocating for a shift in perception about what working in the industry actually looks like.

'Follow your heart; the only way you'll know if your dream job is right for you is to give it a go,' she said. 'Life is too short to have regrets so go for it and don't let anything stop you.

'If it turns out that you were wrong, you can always change your career in the future and that's exactly what I did.'

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Her visibility has made her an influential advocate for gender diversity and demonstrates that commitment and structured training open doors for women in these fields .

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

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

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

These case studies, combined with targeted industry reforms, demonstrate that while gender disparities persist, the landscape is evolving rapidly—and women can excel and lead in crane operation and other heavy technical roles.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

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

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

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