Recent years have seen growing numbers of women entering crane operation and related construction roles, fields that have been historically dominated by men.

Today, momentum is building for gender equality in the construction and maritime industries worldwide, with real signs of progress in attracting, training, and supporting women as crane operators.

This shift is driven by changing attitudes, active industry initiatives, and the inspiring success of female pioneers.

Current Gender Diversity

The presence of women in construction is at a record high in the United States, with women now making up 14.1% of the workforce.

Women are joining not only as skilled workers, including crane operators, but also in management and leadership roles.

While representation in technical trades remains low—just 6% in places like British Columbia—industry leaders agree the need for a diverse workforce is urgent, and efforts such as targeted outreach and support programs are ongoing .

In other regions, similar changes are taking hold.

The United Arab Emirates and major ports in the Gulf now include women operating large cranes and supervising projects, with public events and government policies actively highlighting women’s roles.

In Hong Kong and mainland China, women are also present on construction sites as crane and heavy equipment operators, sometimes making up as much as one-third of a site’s workforce, even if pay gaps remain an issue .

Barriers Faced by Women

Women pursuing crane operation typically face several barriers: cost and access to formal training, the challenge of balancing work with family responsibilities, physical demands, and ongoing gender stereotypes .

Certification and licensing can be expensive and require support, especially for those from families with limited resources.

Some countries, until recently, had formal bans making it illegal for women to work as crane operators due to outdated safety concerns, though these bans are being lifted .

Women also often struggle against cultural bias and skepticism from their communities.

Some face discouragement or even ridicule when entering roles considered “man’s work.”

The availability of equipment in appropriate sizes, supportive trainers, and the visibility of strong female role models has improved, helping women overcome these practical and social difficulties .

Efforts and Initiatives for Inclusion

Across the world, programs are being introduced to make heavy equipment and crane operation more accessible to women.

Companies like Tata Steel in India are deliberately hiring and training females as machinery operators, pairing them with mentors and providing visible leadership support .

In Ghana, vocational initiatives supported by the government and universities offer crane and forklift operator courses to encourage more young women into technical fields .

Ukraine’s Meest and Ferrexpo companies have formed all-women teams for technical and warehouse roles, revising safety policies, and making parental leave more flexible.

These companies mentor female workers and publicly support their advancement .

In Egypt, public skills centers now openly recruit and train women for heavy machine operation for the first time, showing that with the right support, these roles are completely achievable for women .

North American nonprofits and training programs also report growing numbers of female apprentices, especially among minority women, and cite success stories as a way of attracting more women to the trades .

Inspiring Case Studies

Role models are crucial to driving change and building confidence among younger women.

Farkhana Safargaleeva is a widely recognized example—she started as a crane operator after graduating from school, built a respected career, then returned to the field after a break, becoming a mentor to others .

In varied contexts like the UAE, China, and Egypt, many women share stories of balancing physical labor, skill building, and family commitments, often helping to shift mindsets within their own communities .

Media coverage and public recognition of such individuals have played a key role in changing public perceptions .

Advice and Recommendations

For young women and high school students considering a future as a crane operator, several practical steps are recommended.

Focus on building expertise through formal training and certifications, which might be made affordable through dedicated scholarships or employer-sponsored programs.

Seek mentors—whether in training programs, workplaces, or through professional networks—who can provide guidance and support.

Perseverance, professionalism, and personal resilience are especially valuable qualities for long-term success .

The demand for skilled workers means the industry is now actively seeking female talent, making this a particularly good time to explore these careers.

Women cite the satisfaction of visible accomplishments, competitive earnings, and the ability to support themselves and their families as leading reasons for choosing this path .

Support from family members, understanding employers, and a growing community of female peers can make a significant difference .

Conclusion

Construction and crane operation careers are more open to women than ever before.

Barriers persist—especially in terms of cost, stereotypes, and practical challenges—but these are being reduced by targeted training, supportive workplace policies, mentorship, and changing attitudes.

Inspiring case studies, global programs, and industry demand are combining to make heavy machinery operation a realistic, rewarding choice for young women today.

Those interested in these roles are encouraged to research training opportunities, seek out mentors, and take pride in joining a growing group of women building the world’s future .

Recent years have seen growing numbers of women entering crane operation and related construction roles, fields that have been historically dominated by men.

Title:

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?

Today, momentum is building for gender equality in the construction and maritime industries worldwide, with real signs of progress in attracting, training, and supporting women as crane operators.

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?

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

This shift is driven by changing attitudes, active industry initiatives, and the inspiring success of female pioneers.

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?

Current Gender Diversity

The presence of women in construction is at a record high in the United States, with women now making up 14.1% of the workforce.

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?

Women are joining not only as skilled workers, including crane operators, but also in management and leadership roles.

Title:

Content: Hana Al Hammadi (Dubai)
The UAE is strongly present in the completion of Expo 2020 Dubai, starting with the submission of the country ’ s bid to host the international exhibition for the first time in the Middle East, through the preparation of the event, and ending with the team that has been in charge of the exhibition since its launch on October 1.
The hosting of the UAE « Expo 2020 Dubai », represents a great achievement, in which Emirati women participated strongly, as the team supervising the hosting file, at the time, a large number of female citizens, and in view of the team, which oversees the projects and programs (Expo 2020 Dubai), currently we find strongly present and influential in the event.
How do women leaders see the UAE hosting Expo, and what does this international event mean for the first time in the region?
Hessa Al Malik: A Perfect Opportunity
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: “When the UAE decided to host Expo 2020, it put in its strategy that those who come to Dubai will stay there, because it represents the ideal environment for doing business and dealing with the global supply chain. It ’ s a preferred investment destination. ”
“Expo 2020 Dubai will contribute to introducing the world to the UAE and looking at our unique advantages closely, and one of the most important things we are keen to bring to the world is the level that Emirati women have reached in their participation in the renaissance of the country and achieve its advancement. And still in many countries of the world.
In UAE ports, women operate giant pier cranes, control gantry cranes in container yards, and many are ship overseers, coordinating the docking of the world ’ s largest container carriers.
Many captains of giant ships may be surprised to learn of the presence of Emirati female captains on tugboats and offshore service vessels.
Nawal Al Hinai: Empowering Women
Nawal Yousef Al Hinai, Director of the Future Energy Department at the Ministry of Energy and Infrastructure, said that the UAE has impressed the world with the opening ceremony of the Expo 2020 Dubai World, which is hosted in Dubai, as part of the first major global event in the Middle East, Africa and South Asia, with the participation of 192 countries from around the world.
The theme is “Connecting Minds. ”
Creating the future. ”
The exhibition is an exceptional platform for the global community to come together to discover innovative and ground-breaking solutions to the three sub-themes identified as key drivers of global development: sustainability, mobility and opportunity.
“One of the special pavilions that caught my attention during my visit to Expo 2020 is the Women ’ s Pavilion under the title ‘ Prosperity of Women, Prosperity of Humanity ’, which expresses a journey on the influence of women in making a better world.
Recognizing the pivotal role women have played throughout history to this day, and their positive contributions demonstrate that women ’ s prosperity is the prosperity of all humanity.
Mona Al Abdouli: A Historical Event
Mona Al Abdouli, Senior Vice President Corporate Assurance at Dubai Airports, said: “Expo 2020 is the beginning of something beyond an exhibition, such as attracting and localizing technology, exporting new styles and distributing them to the world, and making the UAE a starting point for technology and foreign companies, a hub for creativity and innovation and a hub for the post-Expo 2020 world.
“I see this global mega event as a promotion of the UAE and its importance in strengthening the economy of Dubai and the country in general, attracting visitors and innovators from around the world, fostering international partnerships, and serving as a platform for developing creative thinking and sustainability, enhancing youth skills and future careers, as well as boosting the tourism sector.
The readiness of Dubai Airports to receive visitors to this mega event is a milestone in the history of the event, as Dubai Airports is the front end of the Emirate of Dubai for all visitors to Expo 2020.
At Dubai Airports, we have worked around the clock to ensure passenger facilitation, speed and flexibility. Our focus has been to increase airport capacity and operational efficiency to ensure the success of this landmark event with a focus on quality improvement. The health and safety of our customers and passengers remains our number one priority.
“At Dubai Airports, we have urged to raise the level of service and operational services at the airport to reflect the honorable image of the country ’ s face to provide an exceptional and wonderful travel experience for Expo 2020 visitors, and one of the most important factors in Dubai Airports ’ success is to work as one team as men and women, and to ensure continuous coordination and readiness of all teams and staff at Dubai Airports to receive this huge event.
Iman Al-Yousef: Building and Ambition
Eman Al Yousuf, Emirati writer and cultural diplomacy specialist, says: “From Amna Belhoul, executive creative director of Expo 2020 Dubai ’ s entertainment and creative activities, to Her Excellency Noura Al Kaabi, Commissioner-General of the UAE Pavilion at Expo 2020 Dubai and above all, Her Excellency Reem Al Hashimi, UAE Minister of State for International Cooperation, and Director General of the Expo 2020 Dubai Bureau. It proves its worth and its ability to give dazzling.
“The UAE is the man ’ s partner in building through all the details of Expo 2020 Dubai even before the moment of its announcement, the UAE is an ambitious country that will be turning 50 very soon.
She is young in her age, strong and strong in her positions and uniqueness and wise in her vision beyond the number of years.
Emirati women have been partners of construction, success and ambition and still hold the most difficult and highest positions alongside men hand in hand as well. Women have participated and contributed since the inception of the country, and their presence was present even at the opening ceremony of the Expo in terms of the participation of women who sat to receive visitors skillfully making wicker baskets and tulle embroidery. She announced the end of the opening ceremony and the beginning of the Expo, symbolizing what the Emirati woman symbolizes with her patience and giving.
Speaking about Al Yousef ’ s participation in this historic event, she said: “I am delighted to participate in Expo 2020 Dubai by writing the American Pavilion mural in Arabic and English, which can be read from the right in one language and from the left in one language.
Her work was a collaboration between the U.S. Consulate and the American University of Sharjah, whose creators, designers and engineers designed and implemented the idea that encapsulates the U.S. vision in Expo 2020 Dubai ’ s sustainability and future-oriented files.
Azari Alserkal: Exchange of experiences
“There is no doubt that an event like Expo 2020 brings together all the countries of the world and thus benefits countries in sharing experiences and drawing inspiration from experiences, especially those related to clean energy, which aims to preserve the environment and use it to serve humanity.
Expo 2020 will also feature a women ’ s pavilion, which indicates the great attention that women receive from the wise leadership. The pavilion will also showcase women ’ s contributions to shaping society, as well as their global contributions and positive impact on the international community.
The presence of the Women ’ s Pavilion at Expo 2020 is very important to showcase the country ’ s efforts to the world and to showcase Emirati women ’ s efforts locally and internationally.
Nauf Omar: The dream we had
Nouf Omar, the first assistant pilot on the Boeing 777, did not hesitate to participate in this historic event, as she joined her Emirati brothers in volunteering as a kind of return to this generous country, saying: “Expo is the dream we have all had since the city won the hosting of the exhibition in November 2013, the third largest global event after the Olympics and the FIFA Club World Cup.
Expo ’ s dream began for Nouf when she was in high school, where she set her mind to be a part of the event in any way.
After eight years of waiting, she is living the dream moment by moment after joining the Expo 2020 Volunteer Programme, but how can this pilot balance volunteering with flying between cities around the world?
“The Expo 2020 Dubai Volunteer Programme is a very flexible programme that allows you to choose a period of time that suits everyone ’ s circumstances, and the Volunteer Centre team is very understanding of my work as a pilot, ” says Nouf.
For me, the days of volunteering will be based on my presence in the country, which is usually two to three days a week. ”

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

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

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

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

While representation in technical trades remains low—just 6% in places like British Columbia—industry leaders agree the need for a diverse workforce is urgent, and efforts such as targeted outreach and support programs are ongoing .

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

CBJ Newsmakers

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

In other regions, similar changes are taking hold.

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.

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Allied Analytics LLP
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The United Arab Emirates and major ports in the Gulf now include women operating large cranes and supervising projects, with public events and government policies actively highlighting women’s roles.

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

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

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

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

In Hong Kong and mainland China, women are also present on construction sites as crane and heavy equipment operators, sometimes making up as much as one-third of a site’s workforce, even if pay gaps remain an issue .

Title:

Content: Shenzhen women come to Hong Kong to do iron, pay more than 1,000 public housing units a day to get 3 stars: earn enough money to go back to their hometown to support the elderly
Author: Shenzhen Micro Time
Published: Updated:
In mid-June 2023, the Hong Kong government announced that there would be a limited importation of foreign workers to cope with the reality of labor shortages in various industries and types of local construction, aviation and transportation.
The quota for this round of the labour importation scheme is capped at 20\ xC2\ xA0000.
Former Guangzhou bus driver Fu Ming, Chen Fangyu, who lives in Zhuhai, and Zhuang Yuhua, who lives in Jiangmen, all received employment notices from Hong Kong Airport through this plan.
Before applying for a job at the Hong Kong airport, Chen Fangyu worked for three years at an optician shop in Macau, earning more than 10,000 yuan (RMB, the same below).
After the landing of the policy of Hong Kong's importation of labor, she saw the recruitment notice of the labor company, and through the interview, applied for a customer service post at the Hong Kong airport, "large enterprises, should have the opportunity to promote."
7 years of blue collar life in Hong Kong is not as good as imagined: public housing toilets are less than one square meter (click the picture to see the relevant content excerpt):
+ 26
Compared to her job in Macau, Chen Fang-yu ’ s income in her new job has increased significantly, as all three have. Fu Ming ’ s monthly income in Guangzhou is NT $4,000, and she is working as a tractor driver at Hong Kong Airport with a monthly salary of HK $18,000. Chuang Yu-hua is like Chan Fang-yu. Four or five thousand dollars.
Compared with the mainland wage level, the monthly salary of the three people is extremely attractive.
It ’ s just that high income corresponds to high spending.
Lin Baoyun worked as a construction worker in Hong Kong for seven or eight years, and she barely had to pay the cost of living, and her life was very frugal. Even so, "the daily expenses were more than 10,000 Hong Kong dollars a month."
People from Zhuhai who went to Macau to work
Chen Fang-yu, Fu Ming and Chuang Yu-hua are all waiting for their Hong Kong employment visas.
According to the policy, to apply for employment in Hong Kong, mainland workers need to pass 14 foreign labor enterprises approved by the Ministry of Commerce. For Chen Fangyu ’ s work at the Hong Kong airport, the first labor contract was signed with a labor intermediary company, and for the contract period of two years, she had to pay an annual fee of 4800 yuan to the intermediary company.
Fortunately, at the end of two years, she can directly sign a labor contract with the Hong Kong airport.
The fees charged by different labor intermediaries are also different, and the intermediary fees of Fu Ming are as high as 18,000 yuan.
According to the public information, the labour importation scheme at the Hong Kong Airport covers 10 frontline jobs with particularly severe manpower shortages, including ground workers, airport attendants, cabin attendants and warehouse handlers.
[Extended reading] Hong Kong women working in Shenzhen rental housing every day to take a car to Shanghai not enough to move back to Hong Kong for half a year: waste of life (click to enlarge view):
+ 30
After the announcement of the current round of labor plan, the Hong Kong government also proposed a "Hong Kong Work, Mainland Residence" mode of same-day return.
According to the plan, most of the airport workers will live in the Mainland and the Airport Authority will co-ordinate daily cross-boundary transport transfers, but the transport costs will be borne by the migrant workers themselves.
For construction workers, builders can arrange site dormitories or central dormitories. The isolation facility in Tam Mei, Yuen Long, has been converted into a central dormitory under the management of the Construction Industry Council.
In fact, the practice of allowing hired migrant workers to return to their residences in the Mainland is a reference to Macau ’ s foreign labor policy.
"Cross-border work" is widely seen in Zhuhai and Macau. According to statistics of the Macao Labor Affairs Bureau, as of the end of February 2023, there are about 152,000 foreign employees in Macau, of which about 106,000 are from the Mainland, accounting for nearly 70%.
According to Lin Luning, president of the Macau Overseas Workers Association, it is estimated that about 85% of the employees from the mainland live in Zhuhai, excluding domestic helpers who live in the employer ’ s home.
At the time of graduation, Chen Fangyu was doing telephone sales in Zhuhai, "nine days early, eight nights early, and a monthly salary of five or six thousand."
After working for a few months, she quit her job, married and became a full-time housewife, and after the birth of the child, she applied for a job in a Macau ophthalmology shop through a labor intermediary, "do not want to do in Zhuhai, the salary is too low".
In these three years of work in Macau, she has to pay an annual management fee of 4800 yuan to the intermediary company, and the Macau employer does not bear social security expenses, she wants to buy flexible employment social security in Zhuhai.
While working in Macau, many of Chen Fangyu ’ s colleagues come from Jiangmen, Maoming and other places. They rent in Zhuhai, and travel to and from places like Chen Fangyu every day to save on living costs.
The other two women who work in the same shop with Chen Fangyu are from Zhuhai. One of them is Ming, an optometrist who originally worked in the mainland, earning 6,000 yuan a month. She still does the same job after she went to Macau, and her monthly income is 134,000.
The work of the eyeglass shop is very stable, and clearly has been working in the shop for seven or eight years, "I will not say that I will open you at will."
Chen Fangyu has 5 days off per month, excluding holidays.
Although she can not take a double break, but she feels that her resting state is stronger than that of her husband who works in Zhuhai, "We rest is a rest, and it is okay to not look at his mobile phone for 24 hours a day at the weekend, and he said that the meeting will be held." Chen Fangyu did not want to consider the job opportunities in the mainland, "the wages are too low, are not enough for me.
She is more than 30 years old, married and educated status, but also let her feel that the lack of competitiveness in the mainland workplace, "domestic recruiters prefer fresh graduates, interns, you do not have the kind of technology as a programmer, you are difficult to find a good job."
[Extended reading] Shenzhen "Hong Kong flavor" is the most concentrated here: all around Hong Kong accent Hong Kong people can apply for rental housing (click to enlarge view):
+ 13
"Wages are not as high as they say, and they cost more than they think."
For the future of work in Hong Kong, the cost of living, Chen Fangyu and other three do not have much concept.
Chen Fangyu calculated that to work in Hong Kong, the cost of commuting is much higher than to go to Macau. The staff shuttle provided by the Hong Kong airport costs about 2900 yuan per month to and from Zhuhai, and the commute between Macao and Zhuhai costs only 600 yuan per month.
The company plans to move to a rental housing facility.
Lin Po-yun, who has lived in Hong Kong for more than seven years, has a deep understanding of Hong Kong ’ s living environment, living costs, earning opportunities, and unsatisfactory aspects.
Lin ’ s parents lived in Hong Kong for many years, and it wasn ’ t until Hong Kong ’ s “adult children turned to their parents ” immigration policy was relaxed that Lin was able to make a living in Hong Kong, where he continued to work as a blue-collar worker.
Lin Baoyun lives in public housing, the cost of living can be almost ignored, daily life meticulously calculated, "a few years have not bought a piece of clothing."
Even so, she "spends more than 10,000 Hong Kong dollars a month."
Lin Baoyun went to work in Hong Kong, and also wanted to “earn more money. ”
Her secondary education, after leaving, she took her children alone, before going to Hong Kong, the monthly salary in Shenzhen was only two or three thousand yuan, when she was more than 40 years old, the children in Shenzhen high school, "life simply can not survive."
Lin Baoyun originally came from Baoan, and his grandfather and father went to Hong Kong in the early years. Grandpa was distressed to stay in Baoan ’ s grandchildren, and in the 1980s, he bought a house for several of Lin ’ s brothers and sisters, and their hukou also moved to Luohu from Baoan County at the time.
When he first arrived in Hong Kong, Lin's eyes were blurred.
Among the relatives, the eldest brother and the third brother are in Shenzhen, the second brother has just arrived in Hong Kong for a year, the parents are old, can not give her much advice, she does not know where to ask for life: "Don't say that I have such a degree, that is, college, no one in Hong Kong recognizes."
You don ’ t have a good education, and it ’ s not easy to make money in Hong Kong. ”
To be honest, there are still many jobs in Hong Kong, and the wages are just beginning to be 10,000 Hong Kong dollars, or even less than 10,000 Hong Kong dollars.
That is, to be a clerk in a Hong Kong government unit, it is more than 10,000 Hong Kong dollars a month. "
[Extended reading] Shenzhen Costco ｜ Why is the first hypermarket crowded by Hong Kong people open in Longhua this year? (Click to enlarge):
+ 23
Relatives advised her to do security, she did not want to, this position working 8 hours a day, the monthly income is less than 10,000 Hong Kong dollars, and then, sitting in one place for a day can not move, she can not stand.
In the house is not a way, there is no door to Lin Baoyun, followed a distant relative, into the decoration of this line.
She worked part-time at the decoration site for 6 years, “washing the glass, scraping the wall skin and doing anything ”, with a daily salary of 600 Hong Kong dollars.
She and more than 20 women, followed by a "everyone sister", the oldest of which is 69 years old.
"Everyone sister" knows a lot of decoration companies, can always attract a steady stream of work, "the first night received notice, the next day there is work to do, at least 20 days a month."
Working part-time in Hong Kong, security is also an issue.
Lin Baoyun worked as a part-time decorator for several years, and no employer bought MPF for her (Remarks: Similar to the mainland pension social security).
In October last year, a sister of Lin Baoyun, Yu, fell from the upstairs while doing decoration, suffered serious injuries and needed surgery.
A Yu found the decoration company, hoping to get compensation for work injuries, the decoration company has purchased a group nature of work injury insurance, but once the insurance company applies for a claim, the company's insurance premium will rise next year.
Because of this, the decoration company is not willing to fight for a claim for Ah Yu, and the two sides have been arguing for this until now.
More than a year ago, Lin entered the construction site and became an ironworker.
Newcomers who have just entered the industry are called "white paper", that is, they know nothing.
Workers who have studied at the Hong Kong Construction Industry Council for more than four months and obtained an intermediate license of Tire are known as “NICE ”.
Workers who have worked in the industry for a few years, but do not have an intermediate license, are called "big beautiful".
Experienced and licensed workers are called “masters ”.
“The salary level is related to license and experience. ”
In the information released by the Hong Kong Construction Industry General Union in October 2022, the daily salary of the workers is HK $2,600. "In fact, the workers get their hands on it, not so much".
When Lin Baoyun was still a “white paper ”, her daily salary was HK $1100. With the improvement of experience and technology, her daily salary now reaches HK $1250.
According to what Lin learned, the master at the same construction site as her, the daily salary is HK $2200, which is the highest salary on their construction site.
In addition, when the construction site does the foundation, the employer hired an experienced master, only worked for a few days, the daily work price of 2440 Hong Kong dollars, of which 40 Hong Kong dollars to pay to the intermediary, "he only works for a few days, belongs to casual workers, the employer does not buy MPF."
We usually work until the end of the project, which belongs to long-term casual workers, and employers mainly buy MPF for us. "
Lin Baoyun believes that the government announced the wages, accounted for a part of the hidden costs, such as a worker injured, need to rest for a few days, he can still receive 70% to 80% of the original salary, the employer in order to deliver the project on schedule, may have to hire an additional worker.
In addition, Lin Baoyun observed that at least one third of Hong Kong ’ s construction sites are female workers, but even if female workers do the same job as male workers, their daily wages are hundreds of Hong Kong dollars lower than that of male workers.
[Extended reading] Shenzhen Dongmen Internet Red Live Streets Millions of TikTok Goddess dancing around you all rely on the acquiescence of the authorities (click to enlarge the view):
+ 19
Hong Kong to make a living: eat hard, endure hard, rely on yourself
The more than 20 sisters who worked as decorators with Lin Baoyun came to Hong Kong through the immigration policy.
"Some of them are parents here, most of them through marriage."
When a mainland person comes to Hong Kong, not everyone can accept the job opportunities, the gap in the environment, and not everyone can adapt to the differences in living space and daily habits.
A friend of Lin Baoyun, originally opened a grocery store in Shenzhen, life is not hard, two or three years ago, this friend went to Hong Kong a few years ago, her husband, like Lin Baoyun, is also through the overage children immigration policy to Hong Kong.
After a friend came to Hong Kong, acquaintances introduced her to a fast-food restaurant to work, and she quit after three days of work.
Then a friend introduced her to the shoe store to work, she endured for a month, and quit, the reason for quitting is nothing more than "standing tired", "very hard".
Lin Baoyun thought that if a friend could stay in a shop and work, she would take a friend to work.
Seeing that her friends had quit two jobs in a row, she gave up this idea, and the construction site was much harder than a shoe store and a fast food restaurant.
Years ago, Lin Baoyun saw the news that a woman moved to Hong Kong with her husband and children, and her husband and children adapted to the local environment, and she was not used to it and returned to the mainland life.
“If you don ’ t understand, or don ’ t speak Cantonese, it ’ s also very troublesome in Hong Kong. ”
Lin Baoyun is also working as a construction worker in Hong Kong. Some of the workers he is working on are from the mainland and may have a hometown accent in Putonghua.
My brother was very distressed when he talked to her at the dinner table, "It's difficult to communicate, I can't understand their Putonghua at all, and they can't understand my Putonghua at all," he said.
Lin Baoyun just arrived in Hong Kong, is not used to, do not say anything else, the house is too tight, "the toilet is less than a square meter, a shower arm can not open", compared with many people in Hong Kong, she and mother, second brother live in public housing, space and environment has been very good.
Her mother was at home and could help Lin Baoyun and her brother cook, so she usually brought meals at noon.
My brother only eats dinner at home, eats breakfast and lunch outside, and smokes, and spends at least three or four hundred Hong Kong dollars a day.
Lin Baoyun does not smoke or drink, life is frugal, her brother always teased her, "your clothes are many years ago, you do not dress up."
Her money is not easy to earn, when she went out to work, she fell in the middle of the road, the left patella bone cracked, she did not know the seriousness, pain on the construction site for a day, other workers see her look painful, but also think she came to aunt and mother.
When she went to bed at night, she couldn ’ t lie down in pain, and she felt pain coughing.
The next day she went to the emergency department, took a picture of the doctor prescribed painkillers for a week, after seeing the disease she went to work, ate the painkillers, she felt the pain was tolerable, even the painkillers did not want.
Not long after Lin Pao-yun became a decorator, he had already run all over Hong Kong.
The transportation cost of Hong Kong is staggering, and the bus fare is the highest day, she spent more than 100 Hong Kong dollars.
She lives in the New Territories, located in the northernmost part of Hong Kong. During this time, she worked at the construction site in the easternmost part of Hong Kong, and the commute distance was long, she could only get up at 5: 00 in the morning, because her brother used the bathroom for a long time, she had to go in early.
Wash her out around 5: 50, no traffic jam, to the construction site also to 7: 10, change clothes, prepare, but also to 8 o'clock work time.
"The next construction site is in Sai Kung. It is even further away than this one. In order to live, we can only get up early and go dark."
In Hong Kong construction sites, there are three treasures - identity card, green card, worker registration card.
Lin Baoyun is a steel worker, unlike ordinary handymen, she also needs to get a silver card - to receive a day of training in the construction industry, and to pass the certificate issued after the examination.
The course involved in the silver card is not difficult, "a bit of culture can pass", but she is an older friend, unable to read, and failed to pass the exam four times.
The female workers on the site, who are at least 30 years old and younger, will choose the clerical work on the site, "sitting in the office".
Many older workers are also doing labour-intensive work.
On the construction site, the most relaxed are the workers who drive the elevator, which is usually done by women, but they work long hours, from 7 a.m. to 6 p.m.
Other types of work, even as a handyman, is also very hard, Lin Baoyun worked on the construction site for three months, "telling the truth, it is not easy."
Lin Baoyun worked on a private construction site for a period of time. One day it was raining and the weather was very cold. An old couple was responsible for cleaning the outer wall, and some places were not cleaned up and they needed to take a lift to work.
If you ask the worker who operates the elevator for help, you will have to pay the other person separately.
The old couple and the elevator worker simply learned the operation process, and then began to operate themselves, "This is actually illegal on the site, and only people who have an operation certificate can operate."
The old couple has not been cleaned up, the elevator is stuck in the middle of the air, it can not go up and down, the fault has not been solved, the wife is too afraid, scared to pee in her pants.
Lin Baoyun's parents in the early years, also in Hong Kong construction site to live, his father did cement work, mother followed his father to do small work, then the employer, do not pay their MPF, can only pay their own money, parents only paid a portion of the MPF.
When the old two retired, the money in the MPF account, deducted the management fee, "only a little", they now mainly rely on the previous savings in life.
It was only after Lin Po-yun worked as a potter that her employer began to pay MPF for her.
“If you ’ re over 65, you ’ re not allowed to pay.
The MPFA invests your money, sometimes making, sometimes losing, how much money you have left in your account at the age of 65, you can raise it once and for all.
My brother ’ s MPF account lost tens of thousands of Hong Kong dollars during the epidemic, and he was so angry that he called the MPF Authority and scolded them. ”
Hong Kong's public health care is very "affordable", Lin Po-yun has hung up several public hospital emergency services, the consultation fee of more than 100 Hong Kong dollars, "in private hospitals, see a consultation at least 300 Hong Kong dollars, some famous clinics, doctors need one or two thousand Hong Kong dollars."
"But a lot of times, you go to a public hospital, you have to have surgery, you have to queue for a long time."
During the epidemic, one morning, Lin Baoyun was dizzy and had diarrhea. She wanted to go downstairs to the nearest private clinic. The other person told her that she would have a number after 7 p.m.
She also tried to make an appointment in the government medical system, and the platform showed that the number of the day had been put out.
Her body is too difficult, with friends for help, friends told her that the platform a certain period of time may be put on the number, Lin Baoyun according to the friend's instructions, at that time constantly dialing, finally about 6: 30 pm on the number.
The year before last, Lin ’ s mother suffered from cataracts and had only 0.1 vision.
They were originally planning to return to Shenzhen for surgery, when it was still in the epidemic period, and it was too troublesome to go back and forth, and finally their mother had surgery in a private hospital in Hong Kong.
At that time, the mother's eye surgery, also made an appointment in the public medical system, "after a year and a half, I have not received a medical notice."
Lin Baoyun has obtained the status of permanent residence in Hong Kong, but according to her plan, she will return to Shenzhen in the future to raise the elderly.
My brother ’ s wife and children are also in Shenzhen, and will return to Shenzhen to live in the future.
These years, Lin Baoyun's son has been studying and working in Shenzhen, the son has no intention of living in Hong Kong, Lin Baoyun also wants to return to the roots, in Hong Kong, she just to make a living.
Lin Baoyun had a classmate, went to Hong Kong after college, she has not married, parents, brother's family are in Hong Kong, she told Lin Baoyun, "like we grew up in Shenzhen, always want to go back to Shenzhen".
Lin Baoyun has a wish, can save money to buy a small house in Shenzhen to raise the elderly.
She and her son have a house in Shenzhen, she believes that it is reserved for his son to marry, "in the future he has a small family, we under one roof, if there is a stumbling block is not good."
However, looking at the housing price in Shenzhen, Lin Baoyun felt that it was impossible to save a set of nursing homes for the elderly.
(Remarks: Lin Baoyun, Chen Fangyu, Fu Ming, Chuang Yuhua as aliases)
【 This article is authorized by "Shenzhen micro-time" reprint, WeChat public number: szdays 】

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?

Barriers Faced by Women

Women pursuing crane operation typically face several barriers: cost and access to formal training, the challenge of balancing work with family responsibilities, physical demands, and ongoing gender stereotypes .

Certification and licensing can be expensive and require support, especially for those from families with limited resources.

Title:

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Some countries, until recently, had formal bans making it illegal for women to work as crane operators due to outdated safety concerns, though these bans are being lifted .

Title:

Content: Ribbon
August 09 05: 46
All news
freepik.com / Designed by Freepik
Moscow, August 9.
Chemical engineer, crane driver, controller, fashion designer and laboratory assistant are included in the list of the most dangerous professions for women ’ s health, said the Institute of Occupational Health.
The most unfavorable for women in the metallurgical industry is the profession of a crane driver.
In mechanical engineering - the profession of electroplating and modeling.
At the same time, one of the most problematic industries for women's health is considered to be healthcare.
“Health workers had high levels of gynecological morbidity ”, — told the publication URA.RU in the Institute of Occupational Medicine named after academician N.F. Izmerov.
Earlier, the Ministry of Labor reduced the list of prohibited professions for women by four times.
The new list now has only 100 items.
Go back
Comment

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

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

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

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

Women also often struggle against cultural bias and skepticism from their communities.

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

having to work harder to prove oneself
attitudinal biases at work

Some face discouragement or even ridicule when entering roles considered “man’s work.”

Title:

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

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

having to work harder to prove oneself
attitudinal biases at work

The availability of equipment in appropriate sizes, supportive trainers, and the visibility of strong female role models has improved, helping women overcome these practical and social difficulties .

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

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

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

PPE (personal protective equipment) does not fit properly

Efforts and Initiatives for Inclusion

Across the world, programs are being introduced to make heavy equipment and crane operation more accessible to women.

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

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

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

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

Companies like Tata Steel in India are deliberately hiring and training females as machinery operators, pairing them with mentors and providing visible leadership support .

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

In Ghana, vocational initiatives supported by the government and universities offer crane and forklift operator courses to encourage more young women into technical fields .

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

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

educational programs
vocational training
inclusive policies

Ukraine’s Meest and Ferrexpo companies have formed all-women teams for technical and warehouse roles, revising safety policies, and making parental leave more flexible.

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?

These companies mentor female workers and publicly support their advancement .

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?

In Egypt, public skills centers now openly recruit and train women for heavy machine operation for the first time, showing that with the right support, these roles are completely achievable for women .

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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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?

educational programs
vocational training
inclusive policies

North American nonprofits and training programs also report growing numbers of female apprentices, especially among minority women, and cite success stories as a way of attracting more women to the trades .

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

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

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

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

What specific groups of women have been entering the construction industry in greater numbers recently?

Inspiring Case Studies

Role models are crucial to driving change and building confidence among younger women.

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?

Farkhana Safargaleeva is a widely recognized example—she started as a crane operator after graduating from school, built a respected career, then returned to the field after a break, becoming a mentor to others .

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

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

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

In varied contexts like the UAE, China, and Egypt, many women share stories of balancing physical labor, skill building, and family commitments, often helping to shift mindsets within their own communities .

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
being able to combine work and family

Media coverage and public recognition of such individuals have played a key role in changing public perceptions .

Title:

Content: Supreme Council of Accounts: Activating the powers of monitoring the compulsory permits of property
Hiba Press
The Supreme Audit Council stated that it intends to activate the powers of control of compulsory permits to property as a mechanism to help create public life.
This came in a statement issued by the Council following the official session of the inauguration of the new judicial officials, which was chaired on Friday in Rabat by Mrs. Zainab Adawi, the first president of the Supreme Audit Council, following the grace of His Majesty King Mohammed VI to appoint judicial officials in the financial courts.
The statement explained that the Council intends to activate the powers of monitoring the compulsory permits of property based on objective criteria based mainly on the risks that are monitored in each case.
He pointed out that the Council will ensure the periodic follow-up of the actions taken by the concerned bodies in order to implement the recommendations resulting from the audit missions completed, as well as the judgments issued by the various financial courts.
At the end of the formal session, which was held in the presence of the King ’ s Solicitor General to the Council, the First President of the Supreme Audit Council presented the strategic directions of the financial courts, which aim to establish an approach based on results and impact on the lives of citizens.
The same source pointed out that these trends were developed according to a participatory approach that took into account the transformations in the national and international contexts and the resulting challenges and challenges, while evoking the expectations of the relevant parties, especially the citizen, as his service is the ultimate goal of public policies.
In this context, the Council adopted a new approach in the dissemination of judicial reports and decisions issued by the financial courts, while reviewing the function and content of the annual report, so that the work of the financial courts becomes a tool for guidance, assisting decision-making and promoting a culture of good governance.
To this end, the work of the financial courts will be programmed in the future with a view to achieving consistency, complementarity and timeliness, through a risk-based approach that allows targeting priority areas, while ensuring the independence, objectivity and impartiality of the financial courts.
For his part, the Undersecretary General of the King to the Supreme Audit Council reviewed the outline of the penal policy of the financial courts, as well as some proposals for reforming the system of liability before the financial courts in line with the current reforms of the public finances and in line with the principles enshrined in the Kingdom ’ s Constitution related to the establishment of fair trial conditions.
According to the communication, this session was held in the presence of the Prime Minister, the Speaker of the House of Representatives, the First Successor of the Speaker of the House of Councillors, the First President of the Court of Cassation, the Chief Prosecutor of the Court of Cassation, and the Governor of Rabat, Sala Kenitra, the Rabat labor worker.
These new appointments concerned the Secretary General, six chairmen of chambers of the Supreme Court of Accounts, eleven chairmen of the Regional Court of Accounts, as well as six chairmen of branches of the Regional Court of Accounts.
On the other hand, at the level of the Office of the Public Prosecutor in the financial courts, four public defenders, twelve agents of the King in the regional accounts councils and four deputy agents of the King in these councils have been appointed.
These appointments also included the succession of heads of branches in the chambers of the Supreme Court of Accounts, as well as the mobility of some judges.
It should be noted that these appointments are part of the implementation of the royal directives aimed at ensuring that the financial courts carry out their constitutional functions, especially in the exercise of supreme control over public finances, and in the field of upholding and protecting the principles and values of good governance, transparency and accountability.
These directives constitute the main features of a new phase in the evolution of the system of supreme control over public finances in the Kingdom.
In this framework, in addition to the element of expertise, special attention has been given to the categories of women and youth in the positions of responsibility mentioned.
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