The construction industry, traditionally male-dominated, is seeing a growing trend of women entering the field and challenging gender barriers.

Women make up a small percentage of the construction industry's workforce, with some companies having as few as 15% female employees, but others are working to change this.

Vistry Western has achieved a 50/50 gender balance among its directors and promoted 11 women to director roles between 2021-2022.

The company has implemented agile working policies to support work-life balance and retain female employees.

Companies like Leighton Asia and Suffolk Construction support female employees in male-dominated roles by providing training, flexible work policies, and mentorship programs.

Leighton Asia's WOICE network offers training and career development opportunities for female employees through collaborations with industry organizations.

Tata Steel Meramandali has hired four women as Stacker-cum Reclaimer operators, breaking the gender barrier in a male-dominated role.

Hiring female SCR operators is expected to promote gender equality in the industry.

Companies can address the gender gap by creating an inclusive environment, promoting mentorship, and setting diversity goals.

Recruiting women and tackling unconscious bias are key strategies for addressing the gender gap.

Mentorship and sponsorship programs support female entrepreneurs and professionals, including those in male-dominated STEAM fields.

Mentorship programs can help female leaders develop essential skills for career advancement in male-dominated fields.

A good mentoring relationship can help female crane operators navigate career challenges by providing honest support and guidance.

Farkhana Safargaleeva is a notable example of a woman who has successfully worked as a crane operator in the construction industry for over 15 years.

The construction industry offers opportunities for women in technical jobs, including crane operators.

Women can excel in male-dominated roles by being brave and having a supportive network to balance work and family life.

The number of female construction apprentices nearly doubled between 2016 and 2019, with Latinas seeing the largest increase.

Women in construction earn 99 cents to men's dollar, surpassing the 82-cent average in other industries.

The demand for crane operators is expected to grow, creating opportunities for women.

The global crane market is expected to reach USD 38 billion by 2030.

Women can pursue training and certification in operating heavy machinery like cranes to capitalize on the growing demand for construction equipment operators.

The construction industry's shift towards technology and sustainability may create new opportunities for women.

Government initiatives are expected to create new job opportunities for construction equipment operators, including women.

The global gantry crane market is projected to exceed $3 billion by 2031, growing at a 6% CAGR.

Women can enter the field of crane operation, particularly in construction and automotive, by acquiring the necessary skills and training.

The number of female truck drivers has increased by 80% over the past 20 years, from 4.9% to 7.9%, and women can leverage flexibility and growing demand to enter the field.

Women drivers prioritize safety, with fewer fines and accidents, according to the 2022 Women in Trucking Index.

The maritime sector has seen a gradual increase in women in the workforce.

The International Maritime Organization (IMO) is driving change to address the maritime sector's gender imbalance.

Institutions like the Arab Academy for Science, Technology and Maritime Transport aim to attract male and female talent to eliminate gender bias in the maritime sector.

An all-female panel will discuss equity, diversity, and inclusion in maritime industry leadership.

The 5th 'Rising Women in Maritime' event was held in Sint Maarten on March 17, 2024, to promote women's leadership in the maritime industry.

The Maritime SheEO programme provides women with management skills to progress into leadership positions.

Women make up 1.2% of the global seafarer workforce.

The number of women seafarers increased by 45.8% since 2015, reaching 24,059 in 2021.

Including more women in the maritime industry could help address crewing shortages.

The IMO launched the International Day for Women in Maritime in 2022 to promote diversity and inclusivity.

A Women in Maritime Network was established to support and inspire women in the industry.

Emirati women are succeeding in the traditionally male-dominated maritime industry.

The Arab Academy for Science, Technology and Maritime Transport offers maritime specializations, including marine engineering and navigation, to women.

Women in maritime careers face challenges, but can overcome them with determination and hard work.

The Ministry of Energy and Infrastructure launched the 'Leaders in Difference' initiative to empower women in maritime.

The initiative aims to qualify female talent to promote UAE maritime sector growth.

The UAE prioritizes empowering female talent in the maritime workforce.

Kendra Kron, 33, founded InSite Contracting in 2016, growing it to $4.5 million in revenue in five years.

Heather Hoffman, president of Commercial Drywall Inc., has increased volume and revenue and founded Power Source Construction.

Jeniffer Kuria, a Black immigrant woman and CEO of Amani Construction, has built or renovated numerous homes in Minneapolis and Brooklyn Park.

Irene Naliaka, a female transit trucker, has overcome industry challenges for 10 years.

Loretta Barnett is a second-generation employee and one of the first female operators at the Savannah River Site.

Farkhana Safargaleeva is a successful woman crane operator who has overcome gender barriers in her 15-year career.

Emirati women work in UAE ports as crane operators, ship overseers, and in other male-dominated roles.

Four women have been assigned as Stacker-cum Reclaimer operators at Tata Steel Meramandali in Odisha, breaking the gender barrier in this role.

Sikhanyisiwe Tazvitya, a 29-year-old Zimbabwean, is a successful truck driver in Warsaw, Poland, inspiring many with her story.

Maggie Selagea, who entered the trucking industry in 2008, now heads Mega Load, exemplifying the industry's growing female presence.

Women can excel in male-dominated roles, breaking down traditional gender barriers to achieve career success.

Mentorship programs can help female leaders develop essential skills for career advancement in male-dominated fields.

A good mentoring relationship can help female crane operators navigate career challenges by providing honest support and guidance.

Companies can implement mentorship and sponsorship programs to support female employees, including those in technical roles like crane operators.

Creating an inclusive work environment, through measures like gender-neutral language and flexible work arrangements, is critical to attracting and retaining women in male-dominated fields.

Skills development programs can help women transition to technical roles or advance in industries like construction and maritime.

The construction and maritime industries have historically been male-dominated, but successful women have broken down traditional gender barriers.

Diverse teams, including those with female leadership, are more innovative and outperform less inclusive competitors.

Women in male-dominated industries face challenges, but mentorship and sponsorship programs can help overcome them.

Flexible work arrangements can benefit everyone in the workplace, increasing productivity and job satisfaction.

Supporting mental health, especially for women, is crucial in male-dominated fields.

Companies can implement mentorship programs to support the career development of female employees, including female crane operators.

Leaders must establish a culture that supports work-life balance to increase job satisfaction and retention of female crane operators.

Education about unconscious bias can help eliminate stigmas and support female employees in male-dominated fields.

The construction industry, traditionally male-dominated, is seeing a growing trend of women entering the field and challenging gender barriers.

Title:

Content: InYourArea Community

South west business builds a more equal foundation ahead of International Women's Day

Vistry Western now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm

By Danielle Hicks

EMBRACING EQUALITY: Female directors at Vistry Western

International Women’s Day on March 8, provides the perfect opportunity to highlight achievements and #EmbraceEquality - the theme for 2023 - and one business that’s celebrating change this year is Vistry Western.

In the last 12 months, the region - which builds Bovis and Linden properties in South Gloucestershire, Bristol, North Somerset, Somerset, Wiltshire, and Wales - now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm. Emma Colin, 38, is responsible for 142 employees and is joined on the board by Rachael Humphreys, regional land director; Sarah Sperring, regional customer service director; and Sue Scholfield, regional sales and marketing director, who also won the national Housebuilder of the Year Star Award in 2021.

Emma said: “International Women’s Day is important as it enables us to take a step back to reflect on our successes and review how we can make improvements to ensure our place of work is inclusive and provides equal opportunities for all. I’m proud Vistry Western has an equal number of male and female directors.

READ MORE

“Having a balanced board provides different perspectives; we’re constantly learning from each other and it’s wonderful to see these different approaches having a positive effect on the working environment. In this day and age, having a balanced workforce should be the norm but in construction that is not the case.

“34 per cent of all of our employees at Vistry are female, compared to the industry’s 15 per cent average, but there’s still a lot of work to do to ensure we attract and retain a more diverse workforce. I feel the responsibility to call out behaviour, showcase best practise and be open about any struggles, so we can help spread change.”

Vistry places a strong emphasis on addressing imbalance and has an active Diversity and Inclusion working group and committee, which promotes equality and represents minority groups throughout the business.

READ MORE

Emma added: “It’s great to see change happening. On the last site visit we held for UWE Bristol, we were really encouraged to see two thirds of the building surveying students were female.

“I’m really excited about the future at Vistry and will continue to champion change by encouraging more women into the industry - it’s a brilliant, dynamic place to work. This year, the western region will deliver over 500 properties across a range of developments, including large dual-branded consortium sites, joint venture schemes, and our first development in Wales.”

Ways Vistry Group has implemented change:

  • Between 2021-2022, Vistry promoted 11 females into director posts across the business.
  • Supported the use of the agile working policy to enable hybrid working.
  • Joined the ‘Women into Construction’ organisation, which has helped recruit women into all roles in the business.
  • Run events hosted by the ‘Women’s Network’ to promote the profile of women in construction.
  • Delivered recruitment training, which included the topic of ‘unconscious bias’ to support fair and consistent recruitment practice.
  • Analysed data on progression and pay gaps, particularly in light of the impact of covid, and produced action plans.
  • The company’s maternity leave policy has been reviewed and improved and the menopause guide sets out the support available to employees.

Get all the latest news, updates, things to do and more from your local InYourArea feed.

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 make up a small percentage of the construction industry's workforce, with some companies having as few as 15% female employees, but others are working to change this.

Title:

Content: InYourArea Community

South west business builds a more equal foundation ahead of International Women's Day

Vistry Western now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm

By Danielle Hicks

EMBRACING EQUALITY: Female directors at Vistry Western

International Women’s Day on March 8, provides the perfect opportunity to highlight achievements and #EmbraceEquality - the theme for 2023 - and one business that’s celebrating change this year is Vistry Western.

In the last 12 months, the region - which builds Bovis and Linden properties in South Gloucestershire, Bristol, North Somerset, Somerset, Wiltshire, and Wales - now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm. Emma Colin, 38, is responsible for 142 employees and is joined on the board by Rachael Humphreys, regional land director; Sarah Sperring, regional customer service director; and Sue Scholfield, regional sales and marketing director, who also won the national Housebuilder of the Year Star Award in 2021.

Emma said: “International Women’s Day is important as it enables us to take a step back to reflect on our successes and review how we can make improvements to ensure our place of work is inclusive and provides equal opportunities for all. I’m proud Vistry Western has an equal number of male and female directors.

READ MORE

“Having a balanced board provides different perspectives; we’re constantly learning from each other and it’s wonderful to see these different approaches having a positive effect on the working environment. In this day and age, having a balanced workforce should be the norm but in construction that is not the case.

“34 per cent of all of our employees at Vistry are female, compared to the industry’s 15 per cent average, but there’s still a lot of work to do to ensure we attract and retain a more diverse workforce. I feel the responsibility to call out behaviour, showcase best practise and be open about any struggles, so we can help spread change.”

Vistry places a strong emphasis on addressing imbalance and has an active Diversity and Inclusion working group and committee, which promotes equality and represents minority groups throughout the business.

READ MORE

Emma added: “It’s great to see change happening. On the last site visit we held for UWE Bristol, we were really encouraged to see two thirds of the building surveying students were female.

“I’m really excited about the future at Vistry and will continue to champion change by encouraging more women into the industry - it’s a brilliant, dynamic place to work. This year, the western region will deliver over 500 properties across a range of developments, including large dual-branded consortium sites, joint venture schemes, and our first development in Wales.”

Ways Vistry Group has implemented change:

  • Between 2021-2022, Vistry promoted 11 females into director posts across the business.
  • Supported the use of the agile working policy to enable hybrid working.
  • Joined the ‘Women into Construction’ organisation, which has helped recruit women into all roles in the business.
  • Run events hosted by the ‘Women’s Network’ to promote the profile of women in construction.
  • Delivered recruitment training, which included the topic of ‘unconscious bias’ to support fair and consistent recruitment practice.
  • Analysed data on progression and pay gaps, particularly in light of the impact of covid, and produced action plans.
  • The company’s maternity leave policy has been reviewed and improved and the menopause guide sets out the support available to employees.

Get all the latest news, updates, things to do and more from your local InYourArea feed.

Vistry Western has achieved a 50/50 gender balance among its directors and promoted 11 women to director roles between 2021-2022.

Title:

Content: InYourArea Community

South west business builds a more equal foundation ahead of International Women's Day

Vistry Western now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm

By Danielle Hicks

EMBRACING EQUALITY: Female directors at Vistry Western

International Women’s Day on March 8, provides the perfect opportunity to highlight achievements and #EmbraceEquality - the theme for 2023 - and one business that’s celebrating change this year is Vistry Western.

In the last 12 months, the region - which builds Bovis and Linden properties in South Gloucestershire, Bristol, North Somerset, Somerset, Wiltshire, and Wales - now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm. Emma Colin, 38, is responsible for 142 employees and is joined on the board by Rachael Humphreys, regional land director; Sarah Sperring, regional customer service director; and Sue Scholfield, regional sales and marketing director, who also won the national Housebuilder of the Year Star Award in 2021.

Emma said: “International Women’s Day is important as it enables us to take a step back to reflect on our successes and review how we can make improvements to ensure our place of work is inclusive and provides equal opportunities for all. I’m proud Vistry Western has an equal number of male and female directors.

READ MORE

“Having a balanced board provides different perspectives; we’re constantly learning from each other and it’s wonderful to see these different approaches having a positive effect on the working environment. In this day and age, having a balanced workforce should be the norm but in construction that is not the case.

“34 per cent of all of our employees at Vistry are female, compared to the industry’s 15 per cent average, but there’s still a lot of work to do to ensure we attract and retain a more diverse workforce. I feel the responsibility to call out behaviour, showcase best practise and be open about any struggles, so we can help spread change.”

Vistry places a strong emphasis on addressing imbalance and has an active Diversity and Inclusion working group and committee, which promotes equality and represents minority groups throughout the business.

READ MORE

Emma added: “It’s great to see change happening. On the last site visit we held for UWE Bristol, we were really encouraged to see two thirds of the building surveying students were female.

“I’m really excited about the future at Vistry and will continue to champion change by encouraging more women into the industry - it’s a brilliant, dynamic place to work. This year, the western region will deliver over 500 properties across a range of developments, including large dual-branded consortium sites, joint venture schemes, and our first development in Wales.”

Ways Vistry Group has implemented change:

  • Between 2021-2022, Vistry promoted 11 females into director posts across the business.
  • Supported the use of the agile working policy to enable hybrid working.
  • Joined the ‘Women into Construction’ organisation, which has helped recruit women into all roles in the business.
  • Run events hosted by the ‘Women’s Network’ to promote the profile of women in construction.
  • Delivered recruitment training, which included the topic of ‘unconscious bias’ to support fair and consistent recruitment practice.
  • Analysed data on progression and pay gaps, particularly in light of the impact of covid, and produced action plans.
  • The company’s maternity leave policy has been reviewed and improved and the menopause guide sets out the support available to employees.

Get all the latest news, updates, things to do and more from your local InYourArea feed.

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

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

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

promote women to higher roles
active recruitment of women

The company has implemented agile working policies to support work-life balance and retain female employees.

Title:

Content: InYourArea Community

South west business builds a more equal foundation ahead of International Women's Day

Vistry Western now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm

By Danielle Hicks

EMBRACING EQUALITY: Female directors at Vistry Western

International Women’s Day on March 8, provides the perfect opportunity to highlight achievements and #EmbraceEquality - the theme for 2023 - and one business that’s celebrating change this year is Vistry Western.

In the last 12 months, the region - which builds Bovis and Linden properties in South Gloucestershire, Bristol, North Somerset, Somerset, Wiltshire, and Wales - now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm. Emma Colin, 38, is responsible for 142 employees and is joined on the board by Rachael Humphreys, regional land director; Sarah Sperring, regional customer service director; and Sue Scholfield, regional sales and marketing director, who also won the national Housebuilder of the Year Star Award in 2021.

Emma said: “International Women’s Day is important as it enables us to take a step back to reflect on our successes and review how we can make improvements to ensure our place of work is inclusive and provides equal opportunities for all. I’m proud Vistry Western has an equal number of male and female directors.

READ MORE

“Having a balanced board provides different perspectives; we’re constantly learning from each other and it’s wonderful to see these different approaches having a positive effect on the working environment. In this day and age, having a balanced workforce should be the norm but in construction that is not the case.

“34 per cent of all of our employees at Vistry are female, compared to the industry’s 15 per cent average, but there’s still a lot of work to do to ensure we attract and retain a more diverse workforce. I feel the responsibility to call out behaviour, showcase best practise and be open about any struggles, so we can help spread change.”

Vistry places a strong emphasis on addressing imbalance and has an active Diversity and Inclusion working group and committee, which promotes equality and represents minority groups throughout the business.

READ MORE

Emma added: “It’s great to see change happening. On the last site visit we held for UWE Bristol, we were really encouraged to see two thirds of the building surveying students were female.

“I’m really excited about the future at Vistry and will continue to champion change by encouraging more women into the industry - it’s a brilliant, dynamic place to work. This year, the western region will deliver over 500 properties across a range of developments, including large dual-branded consortium sites, joint venture schemes, and our first development in Wales.”

Ways Vistry Group has implemented change:

  • Between 2021-2022, Vistry promoted 11 females into director posts across the business.
  • Supported the use of the agile working policy to enable hybrid working.
  • Joined the ‘Women into Construction’ organisation, which has helped recruit women into all roles in the business.
  • Run events hosted by the ‘Women’s Network’ to promote the profile of women in construction.
  • Delivered recruitment training, which included the topic of ‘unconscious bias’ to support fair and consistent recruitment practice.
  • Analysed data on progression and pay gaps, particularly in light of the impact of covid, and produced action plans.
  • The company’s maternity leave policy has been reviewed and improved and the menopause guide sets out the support available to employees.

Get all the latest news, updates, things to do and more from your local InYourArea feed.

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

Companies like Leighton Asia and Suffolk Construction support female employees in male-dominated roles by providing training, flexible work policies, and mentorship programs.

Title:

Content: OPINION

South Florida's builders want you

Stephen Chang
View Comments

Fact: More than 30 million Americans quit their jobs this year and a record high of 4.4 million people left their employer in September, according to the latest jobs report. The ‘Great Resignation’ is showing no signs of slowing.

Fact: Florida will receive approximately $19 billion from the Infrastructure Investment and Jobs Act, according to the White House.

As South Florida's economy steadily recovers from the pandemic, federal funding for new local projects can provide a much-needed boost to the construction industry, drive growth for the region and create lasting job opportunities for millions of middle- and working-class Floridians.

However, with growing demand for new development outpacing the number of professionals joining the workforce, our region must increase the construction labor pool to reap these benefits and provide the necessary housing and social infrastructure for the growing population.

Yet, convincing a new generation of workers to pursue a career in construction has not been easy. Construction is often overlooked as an option for individuals who earned degrees in business management, liberal arts and organizational behavior, and even in many cases degrees in construction management and engineering. But the reality is more college graduates should give a second look to careers in construction because of the potential for growth and exposure to different skill sets. No longer an industry of just hard hats and cranes, construction has transformed from blue collar to white collar. Construction today is an industry of innovation and technology.

Pixels, virtual models, AI and data are as critical cement, steel and bricks. The construction industry of today presents many career options for tech-savvy individuals who enjoy working on teams, solving sophisticated challenges, and creating something tangible that can literally transform a city skyline.

While still considered by many to be male-dominated, the construction industry is also more attractive to women than ever before. There are opportunities for women who enjoy managing people, serving clients or building things. For example, at Suffolk Construction, more than 30% of our South Florida team is female, and the project team that managed construction of the iconic guitar-shaped Seminole Hard Rock Hollywood Hotel was a women-led team and the trade partners hired for the project represented more than 23 nations.

The pandemic inspired many professionals to leave their jobs in search of more meaningful careers where they can make an impact and feel valued. Careers in construction can provide these professionals a sense of purpose and an opportunity to be a part of something greater than themselves. To be a part of a team that builds something tangible that will last for generations.

The year 2022 is expected to be an historic year of growth for South Florida. The migration of people to Florida from cities throughout the United States will greatly increase the demand for housing, which will also increases the demand for schools, hospitals, municipal buildings, retail, offices and entertainment centers. The future has never been brighter for the construction industry.Individuals interested in building an exciting and sustainable career should give building construction a closer look.

Stephen Chang is chief operating officer in West Palm Beach for Suffolk Construction Co.

View Comments

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?

Leighton Asia's WOICE network offers training and career development opportunities for female employees through collaborations with industry organizations.

Title:

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

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

Tata Steel Meramandali has hired four women as Stacker-cum Reclaimer operators, breaking the gender barrier in a male-dominated role.

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?

promote women to higher roles
active recruitment of women

Hiring female SCR operators is expected to promote gender equality in the industry.

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?

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

Companies can address the gender gap by creating an inclusive environment, promoting mentorship, and setting diversity goals.

Title:

Content: Status of the gender gap in science and technology
The gender gap in science and technology remains an important issue, with women underrepresented in technical roles and leadership positions across the industry.
Despite efforts to improve diversity in recent years, gaps remain.
According to a 2021 study, women hold only about 25% of tech jobs globally.
In addition, women make up only 17% of senior positions within tech companies, while the number of female CEOs or founders is only 10%.
One reason for this underrepresentation may be the “pipeline problem, ” referring to the lack of women graduating from computer science or other technology-related degrees.
A report by the National Center for Women and Information Technology (NCWIT) states that in 2020, women earned only 19 percent of bachelor ’ s degrees in computer and information science.
This limited supply of female graduates creates a cyclical problem as fewer women enter the labor market, resulting in less representation in the industry, which in turn limits the number of female role models for future tech professionals.
Skillsoft ’ s Women in Technology Report 2023 shows an escalating gender imbalance, with nearly half (45%) of female technicians surveyed saying men outnumber them in the workplace by four to one or more.
This marks a significant increase from the 25% that reported a similar situation in 2021.
Stereotypes surrounding gender roles in technology can also create gaps.
Unconscious biases and discriminatory practices stemming from these stereotypes create barriers for women, including less access to opportunities and resources, unequal pay and a less inclusive work culture.
The importance of closing the gender gap
Closing the gender gap in science and technology is crucial for the following reasons:
• Increase creativity and innovation: Greater gender diversity brings different perspectives and approaches to problem solving, promotes creativity, and drives innovation within the industry.
• Enhance financial performance: Research has consistently shown that companies with diverse work teams are more profitable.
A McKinsey & Company study found that companies in the top quarter in terms of gender diversity in executive teams are more likely to have above-average profitability than those in the bottom quarter.
More inclusive products and services: With a gender-balanced workforce, tech companies can better design products and services that meet the needs of both men and women, ensuring broader appeal in the marketplace.
• Combat gender bias in hiring practices: Increasing gender diversity within tech companies can help break unconscious biases in hiring and promotion decisions and ensure a fair and more equal workforce.
Gender diversity not only benefits individual companies, but also contributes to positive social change, as it helps to reduce the under-representation of women across the tech industry.
Strategies to address the gender gap
Companies can take a variety of strategies to address the gender gap in the tech industry:
Creating an inclusive work environment: A welcoming and supportive work culture that prioritizes workplace equity and inclusion is critical to attracting and retaining women ’ s roles in tech.
This can be achieved through the use of gender-neutral language in recruitment information, the provision of diversity training for managers and employees, and the promotion of flexible work arrangements.
• Promote mentorship and sponsorship programs: By offering mentorship programs to women in tech, companies can help them meet challenges and develop their careers.
Sponsorship programs, where senior leaders advocate for the career development of female employees, can also help women achieve higher leadership positions within the organization.
• Provide skills development programs: Improving skills and re-learning opportunities can benefit all employees, but they can play an important role in helping women transition to technical roles or advance to more senior positions.
By supporting continuous learning, companies can cultivate a diverse talent pool and empower female employees to grow.
Setting and tracking diversity goals: Setting specific and measurable goals that focus on increasing women ’ s representation in the workforce, especially in technical roles and leadership positions, can inspire companies to make significant progress toward gender equality.
Regular review and alignment of these objectives will help to ensure continuous improvement and accountability.
Recruiting women at multiple career levels: Actively recruiting women at different career stages helps to narrow the gender gap.
By strategically focusing on early career, mid-career, and experienced roles, companies can create a diverse pipeline of female talent that helps address this issue from all angles.
Tackling the gender gap in science and technology requires a concerted effort from businesses, educators and policymakers.
By adopting these strategies, businesses can create a more inclusive environment that provides opportunities for women in tech, which not only benefits the business itself but also drives positive social change.
Success Stories: Companies that Make Change
Many companies have made encouraging progress in addressing the gender gap and promoting diversity within their organizations.
These success stories can serve as valuable lessons for other companies looking to foster more inclusive work environments.
Accenture
Global professional services firm Accenture has made huge strides in addressing the gender gap in technology.
The company has set ambitious targets for gender diversity.
By 2025, Accenture aims to have a gender-balanced workforce while increasing the proportion of women in executive positions.
Some of the key strategies to achieve this include career sponsorship, mentorship programs for high-potential female employees, and targeted recruitment of women from diverse backgrounds.
IBM
IBM is another tech giant that has made a visible effort to empower women in the industry.
The company has implemented a number of initiatives to promote gender diversity, such as its resident technician program and the IBM Women ’ s Inclusion Network.
In addition, IBM ’ s leadership emphasizes the importance of fostering a diverse and inclusive work environment and regularly participates in events and discussions focused on gender diversity in technology.
Salesforce
Cloud computing company Salesforce has made significant progress in addressing the gender gap in tech.
A clear example is their ongoing commitment to pay equality, which began in 2015. Salesforce has spent nearly $11 million adjusting wages to close the pay gap between men and women employees.
In addition, the company has launched the Equality Ally program to train employees to be active supporters of gender diversity and inclusion initiatives.
AppMaster: Cultivating leaders in gender diversity
As a powerful no-code platform, AppMaster has made a major impact in the tech world by making app development more convenient, efficient and economical.
However, their dedication to innovation and excellence did not stop there.
Recognizing the importance of addressing the gender gap in science and technology, AppMaster has taken a proactive approach to fostering gender diversity within its organization and supporting women in science and technology.
AppMaster ’ s commitment to an inclusive work culture is reflected in their hiring and hiring practices.
The company seeks to attract and retain talented women by offering equal career opportunities, competitive pay and a supportive work environment.
In addition, recognizing the value of mentoring and career development for women in science and technology, female employees are actively encouraged to participate in industry events, conferences and networking opportunities. AppMaster
Overcoming challenges and roadblocks
In addressing the gender gap in the tech industry, there are many challenges that must be overcome.
These obstacles can impede progress and perpetuate inequality.
It is important to identify and understand these roadblocks in order to develop effective strategies to address them.
A common challenge is unconscious bias in the hiring and promotion process.
This bias can lead to under-representation of women in technical positions and hinder their advancement within the organization.
Recognizing and mitigating unconscious bias through structured and inclusive recruitment practices is critical to creating equal opportunities.
Another obstacle is the lack of representation and role models for women in science and technology.
Without clear examples of successful women in technology, it is difficult for aspiring female technologists to envision themselves in a similar position.
Encouraging and publicizing different role models and demonstrating their achievements can inspire and empower women to pursue technical careers.
Stereotypes are another challenge women face in the tech industry.
Persistent stereotypes that portray technology as a male-dominated field make women reluctant to enter or remain in technical positions.
Challenging and breaking down these stereotypes through information campaigns and education is critical to creating a more inclusive environment.
To overcome these challenges, organizations and individuals can implement various strategies.
Providing diversity training programs can help increase employee awareness and education about unconscious bias and foster a more inclusive and equitable workplace culture.
Creating mentorship and sponsorship opportunities can provide guidance and support to women in tech to help them meet challenges and advance their careers.
Creating a supportive work environment that prioritizes work-life balance and provides flexibility can attract and retain diverse talent.
The long-term benefits of gender parity in science and technology
Achieving gender equality in the tech world is not only a matter of social justice, but also a key driver for the long-term success of companies and the industry as a whole.
Fostering a more gender diverse workforce can yield many benefits:
• Innovation: Diverse teams have proven to be more innovative and creative.
The ability to take risks and solve problems is enhanced by bringing together individuals from different backgrounds and perspectives.
Improve company culture: A diverse workforce leads to a more inclusive and supportive company culture.
This not only improves overall employee satisfaction, but also contributes to increased productivity and better collaboration.
• Wider talent pool: Addressing the gender gap in tech helps companies develop a broader talent pool.
By actively recruiting and promoting women, businesses can overcome skills shortages and ensure they have the best talent to drive success.
• Better financial performance: Numerous studies have shown that companies with gender-diverse leadership teams perform better than those without.
By achieving gender parity in executive teams, organizations can experience better financial performance and competitive advantage.
In short, it is vital to address the gender gap in science and technology.
By prioritizing gender diversity and implementing proven strategies to foster an inclusive work culture, companies can reap the benefits of innovation, improved culture, a broader talent pool, and better financial performance.

Recruiting women and tackling unconscious bias are key strategies for addressing the gender gap.

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

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

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

Mentorship and sponsorship programs support female entrepreneurs and professionals, including those in male-dominated STEAM fields.

Title:

Content: The gender gap in the creation of startups in the Canary Islands and Spain, equality policies, sponsorship and mentoring

Impulsa Startups / Impulsa Startups

Due to its relevance, the gender gap is one of the four gaps that the Spain Entrepreneurial Nation Strategy of the Government of Spain aims to bridge: “Promoting female entrepreneurship means advancing in terms of gender, but it is also the opportunity to create companies that take advantage of the skills of all A business model that embraces diversity will generate environments that are more conducive to innovation, will benefit from complementary and alternative visions that are more consistent with the reality of our environment, increasing its competitiveness and projecting greater chances of success. All this will result in increased labor productivity and its contribution to the country's economic growth.”

“Ensuring that men and women have the same rights and can access the same opportunities -both in the public and private spheres- is a matter of principle”, highlights the document of the Spain Entrepreneurial Nation Strategy. “An egalitarian presence in all areas of society will be a reflection of the diversity and the real distribution of the country; It will mean the balanced incorporation of diverse perspectives, experiences and interests and the use of the capacities of all, ensuring an inclusive and sustainable growth model -according to the United Nations, sustainable development will not be possible without gender equality”.

When analyzing the distribution by professional profiles, the trends observed in Spain are similar to those of the rest of the countries: the gaps are more pronounced in STEAM professions, while they are decreasing in sales and marketing. In fact, when looking at the percentage of professionals in the ICT sector at a European level, in Spain women represent 1% of the total while the European average is 1.7%, according to one of the indicators of the Economy Index and the Digital Society 2020 (DESI).

The gender gap through the Global Entrepreneurship Monitor -the global entrepreneurship observatory that studies the behavior of entrepreneurial dynamics in 50 countries- shows that only six countries in the world have similar entrepreneurship rates between men and women (2019- 2020). In the European environment, Spain is the best positioned country: it leads parity for the sixth consecutive year, with 9 women entrepreneurs for every 10 men; the European average only has 6 women for every 10 men entrepreneurs.

The report also determines that the creation of individual wealth is not the only driver for women entrepreneurs: women who start a business aspire to change the world, compared to men, whose main motivation is profit or self-employment.

From a venture capital perspective, women are underrepresented on both the founder and investor sides. All Raise is an American organization that works to reduce the gender gap by encouraging female investors to participate in venture capital funds that invest in business projects led by women. According to their report All In Women in the VC Ecosystem, some progress has been made in recent years.

According to data from Pitchbook, the activity of startups founded by women has quadrupled in ten years in the world and the investments made by women have also multiplied by four between 2010 and 2018. In addition, startups founded by at least one woman achieve exit in less time (6.4 years compared to 74 years for the rest of the companies), which is undoubtedly a key metric of their success. In addition, as published by South Summit in 2018, startups led by women have a lower failure rate than projects led by men, 22% compared to 51% respectively.

Sponsorship and mentoring for women

Despite the progress and achievements made, there is still a long way to go to ensure equal representation of women in management and responsibility positions in companies. Although according to a study by McKinsey & Company in 2019, 87% of companies are highly committed to gender diversity in their teams -which represents an increase from 56% in 2012-, the number of women in management positions remains markedly lower than that of men: for every 100 men who were promoted to leadership positions, only 72 women did.

To continue reversing this trend, it is essential that young women have role models, that they have support in building confidence in their abilities, that they generate connections that help them create their professional network, that they have mentors who have experienced the same situations as that they begin to face and that guide them when it comes to detecting opportunities and paths of personal and professional development.

To direct this effort, the Public Administration will launch a program that connects leading women in the fields of large companies, entrepreneurship and innovation with young women with high potential and skills who are studying or starting their professional careers in these fields. This program will consist of sponsorship and mentoring activities so that experienced women can inspire and support young female talent.

For this, it will be essential to identify referent women, give them visibility as role models and generate connection spaces so that successful professionals can share knowledge, experiences and recommendations with other women and thus overcome the social and cultural barriers of the work and entrepreneurial environment. In addition, the Public Administrations will support and promote other private or public-private programs that develop female entrepreneurial leadership.

The Spain Entrepreneurial Nation Strategy aims to promote the activity of women investors and women's interest in investment, as well as a higher percentage of women founding or joining professional investment groups. The Government of Spain wants to propose training actions and advisory and support services in the investment process. The objective will be to provide diversification to the investment process in terms of perspectives, approaches and interests in order to complement the contribution of value to the projects invested.

The case of the Canary Islands

In the Canary Islands, the initiatives of innovative women entrepreneurs continue to grow, and have the support of a public network of support for innovation and innovative entrepreneurship. The data recorded by the Network of Innovation and Business Development Centers of the Government of the Canary Islands highlights that 25 percent of the success stories advised in 2020 by the CIDE Network are projects led by women.

The Government of the Canary Islands promotes the incorporation of the gender perspective in a transversal way in the initiatives that it develops in the autonomous community, and promotes female talent by putting resources, opportunities and all the means available for this purpose, such as aid lines and subsidies, with advice and support in terms of financing, with the promotion of visibility programs and through strategies of access to knowledge for new entrepreneurs.

It is necessary to establish policies in the Canary Islands to promote the growth of startups with female leadership. The study “Female digital entrepreneurship in Spain, situation and prospects”, edited by the Women's Institute, suggests incentives for women in their digital entrepreneurship through scholarships, training, tax advantages, specific financing programs; business angels commit to financing at least 30% of companies created by women.

The document also suggests creating specific entrepreneurship training programs aimed at women; make companies made up of women more visible in events, fairs and the media, also reaching at least 30%; the creation or improvement of programs in universities for female entrepreneurship; creating more powerful networks

*Translated by Daniel Rodríguez

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

Mentorship programs can help female leaders develop essential skills for career advancement in male-dominated fields.

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Content: Female Mentors: Mary Ann Donaghy Leading the Next Gen to the C-Suite
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Female Mentors: Mary Ann Donaghy Leading the Next Gen to the C-Suite

Name: Mary Ann Donaghy

Title: Chief Marketing and Customer Experience Officer

Company: Zips Cleaners

Years in Franchising: 1.5

Number of units: 70

Can you describe the role mentoring has played in your career? First, I would say that I think everyone should have a mentor starting early in their career. I never had one single mentor that I could reach out to. I wish I had. However, I have had some excellent bosses and role models that I admire who have helped me continue to grow and improve professionally. In addition, I have nurtured relationships with women over the years who have been very successful while also juggling motherhood, and they have been inspirations to me.

Why is mentoring important for female franchise leaders? Female mentors in particular are important for women to see that other women can rise to the top. Women must support other women and help them refine their skills in their professional areas and also as leaders. Women’s work styles are very different from men’s work styles. We must embrace and appreciate those differences. We don’t have to be like men to be successful. But we need to focus on what’s important to make the business successful. That’s all that matters. And generally, women have approaches that are different than men, which provides a balance and broader perspective.

Far too often, I’ve found women not supporting other women, unfortunately. I’ve witnessed railroading, jealousy, resentment, and frankly, cattiness that is unprofessional, unhealthy, and damaging to the company and its culture. I could write a book about it! Every female in the business world I know has experienced it, which reinforces that we need to support each other and mentor each other, not tear each other down. I take that very seriously as I manage younger women.

What are the key elements of a good mentoring relationship? Ask thoughtful questions. Listen to the answers. Be honest. Be supportive. Sometimes, a little tough love is necessary. The key is to provide perspective, so the mentee has the bigger-picture view of their role in an organization to put the issues they might have into context. The mentee needs to know they can trust you and that you have their back.

What are the benefits of mentoring programs for female leaders looking to advance their careers? Perspective, honesty, guidance, and strategy. Without a mentor, I didn’t have anyone to provide a long-term view, so I made some decisions and career moves without looking at the larger picture. More seasoned executives have the benefit of experience from their careers and from watching the careers of others. You don’t have that perspective when you’re younger.

How is a mentor different than a coach? A coach’s job is to push you to win. A mentor’s job is to help you be as successful as you want to be and make decisions that will help you achieve your goals. Those goals are different for different people. Some want to rise to the C-suite. Some want to change careers or shift to another function. Others want to figure out how to have more work-life balance.

What role did mentoring play in your path to the C-suite? I had a boss at AOL who later hired me at the University of Maryland Global Campus. He made me appreciate the value I provided and helped me to see how I was different. He provided me with the support and guidance to know I had earned a C-level position. I had the confidence to know I had earned it.

How did mentoring help you in other business relationships? It helped me to focus on creating a win-win and approach everything from the perspective of what’s good for the company.

In what ways has mentoring helped you build confidence in your decision-making? It helped me to understand my value and that I was especially good at seeing the big picture and making data-driven decisions while tapping into common sense and intuition.

In what ways has mentoring helped you set goals and achieve objectives? It gave me role models to aspire to emulate.

What were the three most important things you learned from mentoring? Confidence, perspective, and the importance of developing positive relationships.

How can mentoring help the next generation of women on their path to the C-suite? Women need to help other women, and young women have every opportunity to achieve their career goals. Things have changed a lot since I started my career. Women have nothing stopping them from their goals except themselves.

What advice do you have for female executives considering mentoring? Just do it! Women need other women.

Published: April 1st, 2024

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

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A good mentoring relationship can help female crane operators navigate career challenges by providing honest support and guidance.

Title:

Content: Tuesday, 12 March 2024 06: 53 GMT
Sarah Hosny: Women face major challenges in empowering them in the financial sector
(MENAFN- Al-Borsa News) Widespread marginalization of women ’ s opinions at work by male colleagues
Sara Hosni, Managing Director of Al Baraka Capital, said that she relies in her management strategy on the approach of individual merit and performance rather than type, stressing that the culture of equality and justice within the company is the cornerstone of the strategy, and the percentage of representation.
She added that feelings of empathy and emotional intelligence are an important force to lead a successful team, but they are not exclusive to any gender, emotional intelligence is necessary to understand and deal with the needs of a diverse team, as we seek to create an inclusive environment where each individual feels important and capable.
Related Topics (Stock Exchange) Survey: 54 women in EGX30 with a total representation of less than 17% Equality in (((career advancement)) Gender as the basis of the strategy ((Arab Energy)) Yaqoub: The culture of the business community is beginning to accept the empowerment of women in leadership positions
She pointed out that despite the fact that Al Baraka Capital specializes in Islamic finance, it attaches importance to the female element, as the representation of women in the company reaches about 54%.
In my personal experience, leadership qualities are not fundamentally gender dependent, and men and women can hold unique opinions to enrich intellectual insight within companies, but studies have shown that a diverse leadership team, including gender balance, often produces more robust and innovative growth strategies.
The fundamental difference between women ’ s and men ’ s vision of management is that women often highlight collaboration, complete thinking and comprehensive problem solving, contributing to a balanced and robust organizational strategy.
Focus on individual abilities, experiences and achievements
She stressed that gender is not a factor in determining who implements the company ’ s strategies, as competence, skills and commitment are the criteria to be attached importance, without sparing diversity in the implementation teams, including a gender mix of diverse perspectives that contributes to the implementation of more effective strategies.
She pointed out that women face challenges in empowering them in the financial sector that was dominated by men. Building trust in women cadres and breaking stereotypes is an ongoing effort, and it is important to establish trust and promote a culture of diversity, to ensure that diverse voices are heard and valued in decision-making processes by building bridges and fostering a culture of solidarity is key to achieving these challenges and promoting gender diversity on all sides. levels.
Achieving gender equality in senior leadership and managerial positions remains a complex challenge, and despite organizational progress that requires at least two seats for women on boards, women face significant challenges.
One of the pervasive problems is the phenomenon of “mansplaining, ” where women ’ s views are often marginalized or neglected by their male colleagues, along with unconscious biases, deep-rooted stereotypes and historical values, which stand in the way of achieving true sexual equality.
She explained that the legislation aims to create an inclusive environment, but it does not always address the deep cultural barriers that persist. Encouraging mentorship is important to provide support and guidance to women who move through these challenges, and providing equal opportunities for professional development is another crucial step in settling the field.
“The journey towards gender equality in leadership requires a collective and sustained effort to reshape corporate cultures and policies, where we can create an environment conducive to every individual, regardless of their type, to thrive and contribute effectively to the overall success of the industry. ”
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NEWSLETTER

Title:

Content: International Women's Day: Unconscious bias must not be allowed to ruin careers - Greg Wright

Tomorrow is International Women’s Day, when the corporate world takes a long, hard look at the barriers facing women who seek positions of influence.

The battle for equality has been raging for centuries and it’s wise to pause and remember the determined and principled women who remained true to their beliefs in the face of relentless hostility.

Almost a decade ago, I had the privilege of witnessing one of the first performances of a play which showed how the rigid sexism of Victorian society led to a criminal waste of human potential. Today Jessica Swale’s debut play, Blue Stockings, is on the GCSE drama syllabus. It chronicles the colossal obstacles encountered by female science scholars at Girton College, Cambridge in the 1890s.

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Apart from facing male academics who believed that “mental taxation in a woman can lead to atrophy, mania, or worse”, the women left empty-handed after completing their studies, despite matching the men grade for grade. By the time women were awarded degrees, many of the Victorian “blue stockings” were long dead.

An investment in a girl’s education creates a ripple effect which transforms the fortunes of future generations. Seventy years ago, my maternal grandparents, Thomas and Ada Nestor, a working class couple from Huddersfield, believed their daughter had just as much right to a university education and a career as any boy. This was not a common belief in Britain during the early 1950s. My mother became the first person in her family to gain a degree and, on the back of that, a new world of experience and opportunity opened up to her and, later, to us.

The theme for this year’s International Women’s day is #BreakTheBias. It tries to imagine a world free of bias, stereotypes, and discrimination. One of the most effective ways of reducing gender inequality is to ensure you have a strong pipeline of talented women being hired in fast growing sectors, such as technology.

But what if women never get a chance to prove themselves? A study has found that a number of technology sector recruiters have acknowledged that women are still being overlooked for roles.

Read More

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Three steps to keep control of your finances during times of strife - Sarah Cole...

More than 4,000 global tech recruiters were surveyed by developer recruitment platform CodinGame and online technical interview platform CoderPad. Two-thirds of the recruiters who responded to the survey said bias - unconscious or deliberate - is an issue when it comes to tech hiring. Women make up less than 20 per cent of the sector’s workforce. The study concluded that talented women are missing out on tech positions because of ingrained bias during the recruitment process.

So how do we break down these barriers? Last month, CodinGame and CoderPad reported that 57% of recruiters are ready to “ditch the CV” - which can introduce bias into the hiring process - and turn instead to more objective hiring methods, such as practical technical assessments and live coding interviews.

This approach can help recruiters to focus on candidate experience. With many female developers not taking the traditional route to a technology career, by studying a STEM subject at university, growing numbers of recruiters are now actively hiring developers from non-academic backgrounds. It’s hoped this will open up opportunities for female developers who are self taught, and didn’t learn to code at school or university.

Once hired, it’s also important that companies ensure there is a support network that makes women want to stay. The company could, for example, provide a female mentor if they are in a junior position, or offer flexible working as part of an inclusive policy.

Amanda Richardson, CEO, technical interview platform CoderPad, said: “Every day I’m proud of the progress the tech industry has made to create a more inclusive and diverse community. And every day I continue to see how much further we need to go.”

In Blue Stockings, Jessica Swale painted a picture of a world we all hoped had gone, where capable women were thwarted by prejudice. We must not allow unconscious bias to wreck careers before they have begun.

Title:

Content: GPHA hosts West and Central Africa 2023 seminar

Attendees of the workshop in a photo

Wed, 12 Jul 2023 Source: Eye on Port

The Ghana Ports and Harbours Authority, GPHA, has hosted this year’s seminar of the Network for Professional Women in the Maritime and Port Sectors of West and Central Africa (PWMPS-WCA).

The network, which is an arm of the Ports Management Association of West and Central Africa (PMAWCA) was created in 2007 by a group of professional women in the maritime and port sector and aims to promote and spread the vision of equity and unity in the Maritime and Ports sector through the perfect integration of women with respect for their cultural identity.

Speaking at the opening ceremony of the 3-day event, the Chief Justice of Ghana in a speech read on her behalf by the Hon. Justice Sophia Rosetta Bernasko-Essah, Justice of the Court of Appeal, urged women in the maritime industry to provide opportunities for mentorship of younger women who have and will show interest in taking up careers in the Maritime and Ports sector.

This, according to her, will maintain, sustain and improve the momentum to have more women participate in the industry which is seen by many as a male-dominated one.

“I therefore urge all of you, to create room for such younger ladies who I’m sure will be knocking on your doors for support, guidance, and direction to climb the path you have taken,” she advised.

The Chief Justice encouraged the PWMPS-WCA to continuously collaborate and cooperate with sister Associations such as the Women in Shipping and Trading Association (WISTA) and the Women in Maritime of West and Central Africa (WIMOWCA), Women in Maritime Association (WIMA) and Women in Logistics and Transport (WILAT) since they all seek to achieve similar goals.

She advised up-and-coming young ladies who are fortunate to be in the maritime industry to not relent in their quest to earn a place in the industry.

“At all times, in the journey, when you hit a snag, always remember you have big sisters and mothers in the industry who are always on standby to show you the way, to guide you, and to lend support and direction so you can succeed,” she stated.

The Deputy Minister for Transport, Frederick Obeng Adom said digitization has emerged as a game-changer in the realm of ports which has propelled them into a new era of efficiency, security, and sustainability.

“Digital technologies, such as blockchain and automation, have streamlined processes, reduced paperwork, and enhanced the transparency and traceability of goods throughout the supply chain. This not only accelerates the movement of goods but also minimizes errors, lowers costs, and strengthens security measures,” he averred.

He urged Ports in West and Central Africa to embrace Corporate Social Responsibility as a guiding principle in their business endeavors, recognizing that a responsible and sustainable approach is not only the right thing to do, but it is also the path to a brighter future for all.

“By embracing Corporate Social Responsibility, businesses can create a win-win situation. Not only do they contribute to a more equitable and sustainable society, but they also reap tangible benefits in terms of enhanced reputation, customer loyalty, long-term profitability, and in your case, community support which is critical for expansion and other infrastructural developments,” he said.

The Director-General of GPHA, Michael Luguje said ports, being crucial gateways for global trade, have a pivotal role to play in shaping a sustainable future for the planet.

He said as the world witnesses the growing awareness of environmental concerns and the urgent need for action, it becomes evident that ports must rise to the challenge and embrace sustainable practices in their operations.

“The status of sustainable development in ports is a matter of great importance. While progress has undoubtedly been made, we must recognize that there is still work to be done. Ports face numerous challenges, such as minimizing their carbon footprint, reducing air and water pollution, managing waste effectively, and preserving the delicate ecosystems in which they operate,” he said.

Innovations in technology and practices, such as the adoption of renewable energy sources, the implementation of green infrastructure, and the use of data-driven solutions, Mr. Luguje noted are transforming the landscape of port operations.

This year’s seminar of the Network for PWMPS-WCA was under the theme “Ports Facing Challenges of Sustainable Development: Status and Prospects.”

The occasion was used to inaugurate the Ghana chapter of the PWMPS-WCA.

Source: Eye on Port

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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5 key takeaways for DEI in maritime

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

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

1. Building inclusion throughout an organisation’s levels

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

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

2. Avoiding seeing women in maritime as a monolith

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

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

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

4. Fostering relationships and embedding peer support

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

5. The support of leadership in successful DEI practices

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

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

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

Title:

Content: Zim woman truck driver in Europe
7 October 2023
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A 29-year-old woman from Zimbabwe is a social media sensation after making a name for herself as one of Europe’s top truck drivers. The achievement is one for the books for Sikhanyisiwe Tazvitya, who was once a maid in Zimbabwe’s capital, Harare.

Popularly known as @Laydytruckerzim, Sikhanyisiwe Tazvitya, is a proud trucker in Warsaw, Poland, where she now lives and works. With over 100,000 Facebook followers, the former maid turned earthmoving equipment operator, says she is proud of her achievement.

“I started as a maid in Harare and then I decided to upgrade myself to Earthmoving Equipment Operator, but it was not easy because my salary was very little but through dedication and asking for help from my family and that’s when my life changed. Now I am a truck driver.”, she said.

Tazvitya says that she didn’t want to settle as an earthmoving equipment operator and decided to pursue a training course in the male-dominated field of driving. “The Earthmoving job did not stop me from wanting more, I did it all and still saved up for Truck Driving Training, and here we are today, doing what most men are failing to do. This is my story and now I live in Poland.”

To many men and women who have followed her journey, Tazvitya has been an inspiration. Fellow Zimbabwean, Hope Magara of the Midlands, who also now lives in Poland, says she is now a trucker thanks to Tazvitya. She said, “Sikhanyisiwe was my first driver, trainer and mentor, now I am here in Poland working, she is very kind and a blessing. It is doable. To other women out there, If I can do it, so can you. Never give up”.

Fellow Zimbabwean Zamani Dhlodhlo, is already working as a truck driver in South Africa, but is planning to join Tazvitya in Poland. Through her @LadytruckerZim Facebook page, Tazvitya has been helping many like Dhlodhlo process documents to work abroad. Mr Dhlodhlo said, “I am a truck driver in South Africa, I have already completed my application process. I have my work permit ready, I am just waiting on my visa and I will be off to Poland. Many companies in Europe have no idea how much of a treasure Tazvitya is because as she helps us, she is also helping them with their labor needs.”

As a single mother of two children, Tazvitya says she wants to see more women succeed in anything they pursue by staying true to their dreams. “Believe in yourself, take calculated risks, work hard, take care of yourself, stay true to yourself and ignore negativity. Surround yourself with people who are supportive of your goals. Stay hungry, fight harder and never give up. We can do this, and don’t forget to pray.”

For now, Tazvitya has no plans to leave the trucking business anytime soon and hopes to continue inspiring others.

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

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

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

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

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

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

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

Farkhana Safargaleeva is a notable example of a woman who has successfully worked as a crane operator in the construction industry for over 15 years.

Title:

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

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

The construction industry offers opportunities for women in technical jobs, including crane operators.

Title:

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

Women can excel in male-dominated roles by being brave and having a supportive network to balance work and family life.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

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

The number of female construction apprentices nearly doubled between 2016 and 2019, with Latinas seeing the largest increase.

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

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

Women in construction earn 99 cents to men's dollar, surpassing the 82-cent average in other industries.

Title:

Content: By Conor McCue

JEFFERSON COUNTY, Colo. (CBS4) – Transportation & Construction GIRL Day returned for the fourth time in five years after the pandemic put it on pause in 2020. The annual event, which is free to attend for girls, is put on by the HOYA Foundation.

It’s geared toward educating young women about careers in the male-dominated construction and transportation industries.

(credit: CBS)

READ MORE: Ptarmigan Fire: Hundreds Remain Evacuated, New Evacuations Ordered After Wildfire Started Near Homes In Summit County

Through the trial and error of flying a drone for the first time, Lilly Gonzales opened her eyes to new possibilities at the Jefferson County Fairgrounds Tuesday.

“I almost got one stuck in a tree!” she exclaimed.

Other firsts for the 9 year old included welding and making concrete. Never had her hopes of becoming an electrician or engineer seemed so attainable.

“I just like taking things apart and rebuilding creative things, especially in Minecraft. It’s like my favorite game,” Gonzales said.

“This kind of shows me that I can do anything.”

Gonzales was one of hundreds of girls and young women who attended Transportation & Construction GIRL Day. The event is meant to show young women, ages 8 to 23, who’ve never considered a career in the transportation and construction industry a possibility.

READ MORE: Former Idaho Springs Police Officer, Nicholas Hanning, Faces Civil Lawsuit For Separate Controversial Arrest

“Last year, the construction and transportation industry was an essential industry, so we kept working, and we still need more employees,” said Keller Hayes, Director of Transportation & Construction GIRL.

(credit: CBS)

According to the U.S. Bureau of Labor Statistics, women made up only 10.9 percent employees in the construction industry in 2020, an increase from 2016, when the figure was 8%.

Hayes says the opportunities are aplenty for women and the jobs can be lucrative. Part of her organization’s mission is to relay that message to a younger audience.

“There’s so many opportunities and they get paid well,” Hayes said. “In the construction industry, you get 99 cents on the dollar for comparable work to men, in comparison to 82 cents on the dollar.”

On Tuesday, employers hosted dozens of hands-on exhibits in the hopes of creating a lasting spark for attendees. The next challenge will be to nurture it so more new faces pursue a career down the road.

“Girls can do anything, even when it’s hard,” said Gonzales.

MORE NEWS: Denver Weather: Cooler Temperatures Settle In Quickly

“We want you in this industry, how can we help support you in getting you into this industry,” Hayes said.

Conor McCue

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?

The demand for crane operators is expected to grow, creating opportunities for women.

Title:

Content: OPINION

South Florida's builders want you

Stephen Chang
View Comments

Fact: More than 30 million Americans quit their jobs this year and a record high of 4.4 million people left their employer in September, according to the latest jobs report. The ‘Great Resignation’ is showing no signs of slowing.

Fact: Florida will receive approximately $19 billion from the Infrastructure Investment and Jobs Act, according to the White House.

As South Florida's economy steadily recovers from the pandemic, federal funding for new local projects can provide a much-needed boost to the construction industry, drive growth for the region and create lasting job opportunities for millions of middle- and working-class Floridians.

However, with growing demand for new development outpacing the number of professionals joining the workforce, our region must increase the construction labor pool to reap these benefits and provide the necessary housing and social infrastructure for the growing population.

Yet, convincing a new generation of workers to pursue a career in construction has not been easy. Construction is often overlooked as an option for individuals who earned degrees in business management, liberal arts and organizational behavior, and even in many cases degrees in construction management and engineering. But the reality is more college graduates should give a second look to careers in construction because of the potential for growth and exposure to different skill sets. No longer an industry of just hard hats and cranes, construction has transformed from blue collar to white collar. Construction today is an industry of innovation and technology.

Pixels, virtual models, AI and data are as critical cement, steel and bricks. The construction industry of today presents many career options for tech-savvy individuals who enjoy working on teams, solving sophisticated challenges, and creating something tangible that can literally transform a city skyline.

While still considered by many to be male-dominated, the construction industry is also more attractive to women than ever before. There are opportunities for women who enjoy managing people, serving clients or building things. For example, at Suffolk Construction, more than 30% of our South Florida team is female, and the project team that managed construction of the iconic guitar-shaped Seminole Hard Rock Hollywood Hotel was a women-led team and the trade partners hired for the project represented more than 23 nations.

The pandemic inspired many professionals to leave their jobs in search of more meaningful careers where they can make an impact and feel valued. Careers in construction can provide these professionals a sense of purpose and an opportunity to be a part of something greater than themselves. To be a part of a team that builds something tangible that will last for generations.

The year 2022 is expected to be an historic year of growth for South Florida. The migration of people to Florida from cities throughout the United States will greatly increase the demand for housing, which will also increases the demand for schools, hospitals, municipal buildings, retail, offices and entertainment centers. The future has never been brighter for the construction industry.Individuals interested in building an exciting and sustainable career should give building construction a closer look.

Stephen Chang is chief operating officer in West Palm Beach for Suffolk Construction Co.

View Comments

Title:

Content: Aging spawns the phenomenon of "iron girl" Mainland women enter heavy industry
Social Hotspot 14: 42 2021 / 08 / 12
Share:
Due to labor shortages caused by low birth rates and an aging population, Chinese women are increasingly taking on long-male-dominated heavy labor in construction, transportation and other industries, contrary to traditional gender roles in China ’ s vast labor market.
The Wall Street Journal reports that China ’ s total workforce has been shrinking for years, in part because state policies have limited the size of families.
According to census data, the proportion of the working age population aged 15 to 59 in China has fallen from 70% a decade ago to 63% in 2020, to nearly 900 million people.
The Chinese government is trying to expand the workforce by encouraging couples to have more children and is considering delaying the retirement age.
The number of women workers in the heavy industry is growing fast
At present, most women in China still work in service industries such as retail and catering.
The researchers note that women who switch to construction and transportation are at greater risk of harm and sexual harassment, which used to be dominated by men.
China ’ s aging population faces recruitment difficulties, young people refuse to sell out to the manufacturing industry
The Politburo of the Central Committee announced the implementation of the three-child policy
The latest figures released by the National Bureau of Statistics show that at the end of 2018, nearly 9.5 million women were employed in the construction industry, equivalent to 14% of the total number of construction workers, up from 10% at the end of 2004.
According to the researchers, the official data may underestimate the actual number of women workers in the construction industry, as many women are hired through temporary employment agencies and are not considered regular employees.
Sarah Swider, a sociologist at Wayne State University, has studied construction sites for more than 10 years. Swider said that the number of women working on construction sites has grown rapidly, so employers have set up separate living areas and bathrooms for them.
These women also have to do double the work: in addition to the routine work of moving bricks and making cement, they also have to do laundry and cooking for male workers. The average salary of these women workers is generally about half that of male workers, Swider said.
Women are not as good as men in terms of salary in some jobs.
Researchers who study China ’ s labor force and gender issues estimate that about a third of workers on some construction sites in China ’ s big cities are women, up from almost zero in the 1980s.
Eight years ago, women made up just over one-tenth of construction workers, according to a survey of more than 6,000 construction workers in nine cities by a nonprofit labor rights group in Beijing.
The women ’ s work gradually expanded from cooking and cleaning to screening sand and operating machinery, these people said.
[China Population Census] Statistics Bureau: Old age becomes a long-term important national situation
[Population crisis] Northeast advanced aging two factors are difficult to resolve
Emily Honig, a historian at the University of California, Santa Cruz, said that in the Mao era, female workers were called "iron girls" and were a symbol of gender equality, but after Deng Xiaoping came to power, women's heavy industry was no longer popular as China's wealth increased.
But “now, with labor demand changing again, this Mao era directive seems to be back to square one. ”
A gender pay gap indicator released by the International Labor Organization in 2018 showed that women globally are paid on average nearly 20% less than men, the gender pay gap in China is slightly higher than the global average at 21%, and the gap in the United States is lower at 15%.
Editor-in-Chief: Li Bingqi
Stay abreast of the latest developments in China, Bookmark hket.com China Channel
Like Hong Kong Economic Times hket.com Fan Page
Follow the latest financial news analysis, like hket Facebook

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

Recommended

Title:

Content: By Conor McCue

JEFFERSON COUNTY, Colo. (CBS4) – Transportation & Construction GIRL Day returned for the fourth time in five years after the pandemic put it on pause in 2020. The annual event, which is free to attend for girls, is put on by the HOYA Foundation.

It’s geared toward educating young women about careers in the male-dominated construction and transportation industries.

(credit: CBS)

READ MORE: Ptarmigan Fire: Hundreds Remain Evacuated, New Evacuations Ordered After Wildfire Started Near Homes In Summit County

Through the trial and error of flying a drone for the first time, Lilly Gonzales opened her eyes to new possibilities at the Jefferson County Fairgrounds Tuesday.

“I almost got one stuck in a tree!” she exclaimed.

Other firsts for the 9 year old included welding and making concrete. Never had her hopes of becoming an electrician or engineer seemed so attainable.

“I just like taking things apart and rebuilding creative things, especially in Minecraft. It’s like my favorite game,” Gonzales said.

“This kind of shows me that I can do anything.”

Gonzales was one of hundreds of girls and young women who attended Transportation & Construction GIRL Day. The event is meant to show young women, ages 8 to 23, who’ve never considered a career in the transportation and construction industry a possibility.

READ MORE: Former Idaho Springs Police Officer, Nicholas Hanning, Faces Civil Lawsuit For Separate Controversial Arrest

“Last year, the construction and transportation industry was an essential industry, so we kept working, and we still need more employees,” said Keller Hayes, Director of Transportation & Construction GIRL.

(credit: CBS)

According to the U.S. Bureau of Labor Statistics, women made up only 10.9 percent employees in the construction industry in 2020, an increase from 2016, when the figure was 8%.

Hayes says the opportunities are aplenty for women and the jobs can be lucrative. Part of her organization’s mission is to relay that message to a younger audience.

“There’s so many opportunities and they get paid well,” Hayes said. “In the construction industry, you get 99 cents on the dollar for comparable work to men, in comparison to 82 cents on the dollar.”

On Tuesday, employers hosted dozens of hands-on exhibits in the hopes of creating a lasting spark for attendees. The next challenge will be to nurture it so more new faces pursue a career down the road.

“Girls can do anything, even when it’s hard,” said Gonzales.

MORE NEWS: Denver Weather: Cooler Temperatures Settle In Quickly

“We want you in this industry, how can we help support you in getting you into this industry,” Hayes said.

Conor McCue

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

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

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

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

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

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

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

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

The global crane market is expected to reach USD 38 billion by 2030.

Title:

Content: Global Crane Market to value USD 38 Bn by 2030, Says Global Market Insights Inc

Key crane market players include Elliott Equipment Company, Altec Inc., Broderson Manufacturing Corp, Fushun Yongmao Construction Machinery Co., Ltd, Columbus Mckinnon Corporation, Dongqi Crane, Ingersoll Rand, PLC, Cargotec Corporation among others.

Selbyville, Delaware, UNITED STATES

Selbyville Delaware, Oct. 03, 2022 (GLOBE NEWSWIRE) --

The crane market is expected to cross a valuation of USD 38 billion by 2030, according to latest research study by Global Market Insights Inc. Increasing requirement of cranes in urban infrastructure development is anticipated to drive the industry trends. Rising disposable income of the working class, along with technological advancements in cranes, are speculated to increase the demand for cranes.

Limited knowledge of project management techniques is likely to emerge as a key factor hampering crane market growth. Various hazards associated with cranes, including inefficient use of the equipment, as well as weak infrastructure sites, a shortage of trained employees, and low usage of high-performance technologies, are curbing their penetration. However, the introduction of optimized platforms to track real-time activities and the location of equipment, which allow owners to monitor and manage fleet efficiency, is estimated to benefit players to eventually combat this restraint.

Request a sample of this report @ https://www.gminsights.com/request-sample/detail/2398

Surging usage in telecom sector to push mobile cranes revenue growth

The mobile crane segment is projected to depict considerable demand through 2030 due to the widespread installation and maintenance of telephone lines that require cranes. In the telecommunications industry, mobile cranes are used to provide a platform at dangerous heights and to service the overhead lines, which is bolstering segmental growth. The sector is further classified based on type, load capacity, and application.

Crawler type mobile crane industry to grow significantly

The crawler type crane industry is said to record a CAGR of more than 5% from 2022 to 2030. This growth is attributed to the growing prominence of crawler cranes in the transportation, construction, and manufacturing industries as they are suitable for complex projects and can lift objects in confined spaces. Their tracker properties make them highly stable on diverse ground types, including uneven and challenging terrain, which is poised to stimulate product penetration.

Increased preference for mobile cranes in manufacturing applications

The cranes demand in manufacturing industry is set to reach an estimate of over USD 500 million by 2030. The flourishing sector is encouraging the participants to upgrade their existing equipment with single engine designs to reduce carbon emissions and operating costs, thereby improving their revenue share, which is slated to foster mobile cranes market outlook by end of 2030.

 Latin America to emerge as a top regional ground

The Latin America crane market is foreseen to reach about USD 2 billion revenue by 2030.  Rapid developments and investments in the power distribution sector across the region are influencing the business growth subsequently. In addition, the utility vertical is monetizing the lack of traditional infrastructure in the region, which is projected to impel the LATAM industry progress.

Product diversification to remain a pivotal growth strategy

The competitive landscape of the crane market includes Elliott Equipment Company,  Altec Inc., Broderson Manufacturing Corp, Fushun Yongmao Construction Machinery Co., Ltd, Columbus Mckinnon Corporation, Dongqi Crane, Effer S.P.A, Fassi Gru S.p.A., Hitachi Sumitomo Heavy Industries Construction Crane Co., Ltd., Ingersoll Rand, PLC, Cargotec Corporation, JASO Industrial Cranes, Kato Works Co., Ltd., Kito Corporation, Kobelco Construction Machinery Co., Ltd., Konecranes Plc, Liebherr Group, Linden Comansa (Construcciones Metálicas Comansa S.A.), Locatelli Crane S.R.L, Mammoet, Manitex International, Inc., The Manitowoc Company, Inc., O.M.V. Officine Meccaniche VICARIO S.P.A., Palfinger AG, Raimondi Cranes S.p.a, Sany Group, Tadano Ltd., Terex Corporation, Weldco Beales Manufacturing, Wolffkran International AG, Xuzhou Construction Machinery Group Co., Ltd. (XCMG), and Zoomlion Heavy Industry Science and Technology Co., Ltd.

These companies are working to provide value-added services and engage in strategic alliances to launch innovative products and enhance their business reach. For example, in May 2022, Sany Group, a Chinese heavy equipment manufacturing company, launched a series of cranes with low maintenance and high fuel economy called the SRC400C. It cogently adapts to demands, providing operating efficiency and savings on account of its distinctive dual-engine-modes for carrier and crane capabilities.

Request for customization of this research report @ https://www.gminsights.com/roc/2398

Partial Table of Contents (ToC) of the report:

Chapter 2   Executive Summary
2.1    Crane industry 3600 synopsis, 2018– 2030
2.2    Business trends
2.3    Regional trends
2.4    Product trends
Chapter 3   Crane industry Insights
3.1    Introduction

3.2    Impact of COVID-19 outbreak

3.3    Impact of Russia-Ukraine conflict
3.4    Crane industry ecosystem analysis
3.5    Technology & innovation landscape
3.6    Regulatory landscape
3.7    Industry impact forces
3.7.1    Growth drivers
3.7.1.1   Rising mining activities in North America
3.7.1.2   Increased use in transportation & logistics industry of Europe
3.7.1.3   Increasing investments in infrastructure development in APAC
3.7.1.4   Rising construction activities in Latin America
3.7.1.5   Expanding oil & gas industry in MEA
3.7.2    Industry pitfalls & challenges
3.7.2.1   High capital investments
3.7.2.2   Lack of skilled operators and technicians
3.8    Key initiatives & news
3.9    Patent analysis
3.10    Price trend analysis
3.11    Growth potential analysis
3.12    Porter’s analysis
3.13    PESTEL analysis

Browse Our Reports Store - GMIPulse @ https://www.gminsights.com/gmipulse

About Global Market Insights Inc.

Global Market Insights Inc., headquartered in Delaware, U.S., is a global market research and consulting service provider, offering syndicated and custom research reports along with growth consulting services. Our business intelligence and industry research reports offer clients with penetrative insights and actionable market data specially designed and presented to aid strategic decision making. These exhaustive reports are designed via a proprietary research methodology and are available for key industries such as chemicals, advanced materials, technology, renewable energy, and biotechnology.

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Women can pursue training and certification in operating heavy machinery like cranes to capitalize on the growing demand for construction equipment operators.

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Content: Video | Agriculture | Confidence | Economy | Energy | Employment | Finance | Media | Property | RBNZ | Science | SOEs | Tax | Technology | Telecoms | Tourism | Transport | Search

New Report Reveals Gender Diversity Is The Answer To New Zealand’s Talent Crisis

Champions for Change’s annual Diversity, Equity and Inclusion Impact Report (2022) has estimated that if we collectively and urgently take bold steps to achieve workforce gender parity by 2030 (defined as 50% female participation in the workforce) an additional $20bn-$40bn* of GDP could be generated for the Aotearoa, New Zealand economy and in parallel, help to address the current talent shortage facing New Zealand business.

Statistics New Zealand data 2022 data shows women make up 47% of Aotearoa’s workforce, but Champions for Change believe an intentional focus on the right interventions to enable women to participate equally across our workforce the 50% target could feasibly be reached within the next eight years.

Key interventions include, addressing unpaid child-care, including better recognition of unpaid work, reducing the amount of unpaid work, and rebalancing it between men and women.

While Covid has made the working world far more flexible which is a positive for the increased participation of women, higher-growth, higher-paid sectors, such as construction, trades apprentices, and digital and technology sectors are still underrepresented by women. Opening up pathways and breaking down barriers for women via targeted education and apprenticeship programmes will be critical in driving higher participation rates by women in these growth industries. Interventions to address attitudinal biases continue to be of the utmost importance.

Champions for Change have themselves taken significant action and made further progress this year. The report announces that Champions for Change organisations have committed to reporting their gender pay gaps publicly*. The collective is also driving change through parental leave policies with a number of Champion organisations making the step to re-engineer their parental leave policies to make them gender neutral – thereby breaking down financial barriers for men to take parental leave and freeing up women to re-enter the workforce.

The report once again shows the shifts of intentional Diversity, Equity & Inclusion policies through the Champions’ ongoing commitment to a 40-40-20 benchmark policy. Through this commitment, Champions reported in its 2022 report at least 40% representation for women across 4 out of 5 management levels with a 6% lift in women represented at General Manager level this year.

The Champions companies continue to outperform the broader NZX50 benchmark, with 26% of Champions for Change organisations reporting female CEOS compared to 14% of the NZX50 companies and Champion organisations reporting an average of 37% female representation on boards, compared to 33% of NZX50 boards and 31% on S&P 100 boards.

To further advance their progress, Champions for Change are collaborating at scale to develop evidence-based initiatives across four workstreams designed to break down historical participation and power gaps within their workplaces. These are; Increasing Gender Diversity, Increasing Māori and Ethnic Diversity, Leading Inclusive Cultures and Influencing the Outside World.

Justine Smyth Co-Chair of Champions for Change says:

“It is positive to see the progress we are making in improving gender representation, which speaks to the benefits of bringing the business community together behind a common goal. But we still have a lot of hard work to do to change the gender pay gap that persists in Aotearoa, across all sectors and all levels of work.

“Having Champions of Change organisations committing to publishing their gender pay gap is an important first step, as what gets measured gets done. It doesn’t make the solutions any easier, and many businesses are grappling with industry-wide challenges built up over many decades. But shining the light on an issue keeps focus on it, and as leaders we shouldn’t shy away from what is hard, but rather be willing to share where we are on the journey, and the action we are taking to create change over time.”

Matt Prichard, Co-Chair of Champions for Change added: “In the five years since our inception, it is clear that Champions have become a force for positive change.

“Today we have more leaders, organisations and industries than ever signed up to the Champions for Change collective – creating greater scale, influence, action and collaboration than ever before. This year’s report argues that if more organisations prioritise gender equity it will unlock significant economic growth for us all. We would love all New Zealand businesses to join us.”

The report contains case studies from NZTE, Fisher & Paykel Appliances, Spark and Sky.

The Champions for Change Diversity and Inclusion report can be found in full at www.globalwomen.org.nz.

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Title:

Content: Russian news agency 18 +
Subscribe to channels
NewDayNews.ru
Thursday, December 14, 2023, 18: 52 GMT
News, Short, Popular, Announcements, Interview
Scientists: women allowed in the “male ” professions, men in the“ female ” – no
Women have equal access to “male ” professions with men, but in“ female ” professions, men are still not welcome.
According to the correspondent of RIA “New Day ”, the members of the international research group came to a discouraging conclusion based on the results of a meta-analysis of works devoted to the problem of gender discrimination in employment.
Published in Organizational Behavior and Human Decision Processes.
The researchers analyzed 244 studies conducted over the past 44 years.
During them, real employers were sent resumes of fictional job seekers and job seekers in order to find out whether men or women are ready to see in the workplace.
In the resume, all the indicators of the applicant were the same or equivalent.
Except for one thing, gender.
In total, 361,645 questionnaires were sent to several hundred employers.
“Each study counted the number of positive responses (job offers or invitations to interviews) separately for applicants and applicants, ” says the publication“ Elements ”.
Such data allow us to assess the scale of discrimination using a standard quantitative indicator - the ratio of chances (OR) of men and women to get a positive response.
If the OR is greater than 1, men are more likely to get a positive response than women, and if the OR is less than 1, the advantage is on the side of women. ”
As a result, the average OR for all studies turned out to be 0.91 (95% confidence interval: 0.86-0.97), with a very large spread between samples.
This means that even if you average the data for all professions and all periods, the advantages of men in employment cannot be identified.
Moreover, employers were more likely to favor women.
Then the professions decided to divide into “male ”,“ female ” and “neutral ” in accordance with entrenched stereotypes.
To do this, four experts from different countries were asked to categorize the professional classes into these three groups.
Then they analyzed the statistics, identifying professions where the proportion of men exceeded 65% as “male ”, and vice versa.
Both approaches have yielded close results.
Thus, the professions of secretary, hairdresser, primary school teacher, social worker and nanny were included in women's studies.
Auto mechanics, carpenters, cooks, builders, truck drivers are more often men.
Gender neutral recognized professions “baker ”,“ graphic designer ”, “laboratory assistant ”,“ accountant ”, “high school teacher ”.
What was the surprise of the researchers when they found that even for “male ” and“ gender-neutral ” occupations, the OR value was equal to 0.97 (95% confidence interval: 0.91-1.03), and for women – 0.75 (95% confidence interval: 0.68-0.83).
That is, it turned out that even in typically male professions, employers are not averse to seeing women.
But in workplaces, where they are used to seeing representatives of the “weaker ” sex, men are still not welcome.
Researchers were forced to admit that if 40 years ago there was significant discrimination against women in male and gender-neutral professions, then by now it has completely disappeared.
“As for female occupations, men ’ s chances of getting a positive response to resumes were lower than women ’ s during the entire period under review, ” the Elements noted.
“No trend towards reducing discrimination against men in these professions has been found. ”
However, the authors of the study admit that discrimination against women in employment has decreased not because the gender of the applicant ceased to pay attention, but just the opposite: employers are purposefully trying to comply with the existing social norms in Western countries and pay more attention to the applications of applicants.
In addition, even if women are willing to take on jobs previously typical of men, this does not mean that they will have equal chances in terms of promotion or salary determination.
Viktor Yeliseev, Chelyabinsk
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Content: Government committed to technical and vocational training - YEA

The Deputy CEO of the Youth Employment Authority (YEA), Alhaji Ibrahim Bashiru, has expressed concern on Ghana's artisanal industry slipping into the hands of neighbouring countries.

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Alhaji Bashiru however was happy that government was working to revitalise the artisanal space with substantial resources channeled into that space to broaden the scope of technical and vocational education training (TVET) across the nation.

He made this remark at the graduation ceremony of the fourth batch of forklift and mobile crane operators which took place at the Regional Maritime University in Accra recently.

The graduation was on the theme: "Equipping African Youth with employable skills critical for sub–Regional Security and Development”.

According to him, today TVET institutions stand as strongholds of practical knowledge, poised to rejuvenate the collapsing artisanal sector and drive economic growth identifying collaborations between agencies like the YEA and TVET services as part of concerted efforts to support aspiring artisans.

Alhaji Bashiru proposed a partnership between the Regional Maritime University and YEA to pioneer training sessions for head porters, adding that such an initiative would not only empower the youth but also align with the broader agenda of tackling Africa's burgeoning youth unemployment crisis.

“Ghana’s unemployment rate stands at 14.7 percent, a figure poised to escalate without proactive intervention,” he said, pointing out that traditional academic pursuits no longer guarantee employment; instead, the job market clamors for skilled professional’s adept in fields like technology, oil and gas, and various trades.

He lauded the efforts of the Regional Maritime University for the key role they play in supplying the workforce with competent technocrats and artisans and for their pivotal role in shaping Ghana's job landscape.

The President of the National Association of Heavy-Duty Equipment Operators Ghana (NAHEOG), Mr. Dominic Kofi Eyiah, in his remarks, emphasised the indispensable role of equipping youth with employable skills in a world characterized by constant change and myriad challenges amidst beckoning opportunities.

He underscored the significance of the heavy-duty equipment operation field, labeling it as a cornerstone sector that bolsters numerous industries and propels economic advancement across the continent.

He challenged the new cohort of operators to recognize their pivotal role in shaping the future of Africa, from construction sites to mining operations, and from transportation networks to energy infrastructure.

Beyond their technical acumen and proficiency with machinery, Mr. Eyiah highlighted the graduates' embodiment of resilience, determination, and ingenuity, qualities emblematic of African youth. He hailed them as the vanguards of change, the architects of tomorrow, tasked with spearheading progress and development at every juncture.

He urged the graduating students to embrace responsibility, diligence, and a steadfast commitment to safety, while upholding the highest standards of professionalism in their endeavors.

The Ag. Vice Chancellor of the Regional Maritime University, Dr. Jethro Brooks Jnr, called on member states of the University to support the training with the necessary facilities and resources to ensure the programmes remain at the forefront of industry standard.

He also called on industry to provide slots for industrial attachment to trainees adding that practical experience is invaluable and will greatly enhance the competence and readiness of graduates.

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Content: By Conor McCue

JEFFERSON COUNTY, Colo. (CBS4) – Transportation & Construction GIRL Day returned for the fourth time in five years after the pandemic put it on pause in 2020. The annual event, which is free to attend for girls, is put on by the HOYA Foundation.

It’s geared toward educating young women about careers in the male-dominated construction and transportation industries.

(credit: CBS)

READ MORE: Ptarmigan Fire: Hundreds Remain Evacuated, New Evacuations Ordered After Wildfire Started Near Homes In Summit County

Through the trial and error of flying a drone for the first time, Lilly Gonzales opened her eyes to new possibilities at the Jefferson County Fairgrounds Tuesday.

“I almost got one stuck in a tree!” she exclaimed.

Other firsts for the 9 year old included welding and making concrete. Never had her hopes of becoming an electrician or engineer seemed so attainable.

“I just like taking things apart and rebuilding creative things, especially in Minecraft. It’s like my favorite game,” Gonzales said.

“This kind of shows me that I can do anything.”

Gonzales was one of hundreds of girls and young women who attended Transportation & Construction GIRL Day. The event is meant to show young women, ages 8 to 23, who’ve never considered a career in the transportation and construction industry a possibility.

READ MORE: Former Idaho Springs Police Officer, Nicholas Hanning, Faces Civil Lawsuit For Separate Controversial Arrest

“Last year, the construction and transportation industry was an essential industry, so we kept working, and we still need more employees,” said Keller Hayes, Director of Transportation & Construction GIRL.

(credit: CBS)

According to the U.S. Bureau of Labor Statistics, women made up only 10.9 percent employees in the construction industry in 2020, an increase from 2016, when the figure was 8%.

Hayes says the opportunities are aplenty for women and the jobs can be lucrative. Part of her organization’s mission is to relay that message to a younger audience.

“There’s so many opportunities and they get paid well,” Hayes said. “In the construction industry, you get 99 cents on the dollar for comparable work to men, in comparison to 82 cents on the dollar.”

On Tuesday, employers hosted dozens of hands-on exhibits in the hopes of creating a lasting spark for attendees. The next challenge will be to nurture it so more new faces pursue a career down the road.

“Girls can do anything, even when it’s hard,” said Gonzales.

MORE NEWS: Denver Weather: Cooler Temperatures Settle In Quickly

“We want you in this industry, how can we help support you in getting you into this industry,” Hayes said.

Conor McCue

Title:

Content: Labour Minister urges women to become multi-skilled

Minister of Labour, Joseph Hamilton, MP, is urging women to start thinking outside the box, and not let society determine the kind of jobs they should be doing.

The Minister was at the time addressing residents during a recent Cabinet outreach to Region Two (Pomeroon-Supenaam). He said it is important for women to emancipate themselves from thoughts that they must only work in a particular field.  He said he is pushing for young persons, especially women to be multi-skilled.

“I want when I am doing heavy duty equipment operator programme in Region Two, there are women in the programme… that is where the money is at. I am saying to women you have to start thinking differently, and I am encouraging people, who do training in the Region, every programme that is supposed to be male dominated programme, they have to ensure women are in the programme.”

The minister also urged the women to take advantage of the other programmes offered by Government, to qualify themselves.

Since taking office, the Ministry of Labour has made training a priority across the country, especially for young people. To fulfil the mandate, steps have been put in place to train over 35,000 people.

Every region now has its own Board of Industrial Training (BIT) Officer who works with residents to craft training programmes based on the needs of their respective communities.

Recently, the labour ministry donated a number of electrical sewing machines and other materials to women in Matthews Ridge, Region One.

In August 2021, the ministry allocated a plot of land in Mahdia, Region Eight for the construction of the town’s first-ever industrial training centre.

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Content: News

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Detroit woman holds high rank in construction industry, encourages other women to join

Posted at 8:52 AM, Sep 01, 2022
and last updated 2022-09-01 08:52:20-04

(WXYZ) — A Detroit woman who started out filling potholes in the city is now in a position of power becoming one of the only women in the country to be crowned Superintendent of Street Maintenance.

Patricia Henderson is a woman that is about her business.

She works, sometimes around the clock, helping to make sure Detroit streets are smooth. And now, she's encouraging other women in the area to see a future in construction.

“My job initially, was to fill potholes,” Henderson said.

Henderson started working for the city in 1998. She says she was often the only woman on the side of the road patching and pounding so gaining respect wasn’t easy.

“The men thought that I couldn’t do the job so they would purposely not do something and leave it for me to do," Henderson said.

But instead of caving, she took control.

“I’ll go right on ahead and do it. I'll pick up the jackhammer, the shovel, whatever was available. I went on and done the job without their help,” she said.

She quickly began to rise in the ranks, but she says the feeling is bittersweet knowing more women are not following the path she's cleared.

According to the U.S Bureau of Labor and Statistics, only 13% of payroll employees in construction are women. This number has remained stagnant since the 90s.

As of 2019, Detroit ranked 44th in the country when it came to female construction workers.

“You identify a problem and you come up with solutions to eliminate that problem," MDOT spokesperson Aaron Jenkins said.

Jenkins says MDOT has created an on-the-job training program aimed at recruiting women and other minorities to join construction crews.

Since the program began, enrollment has more than doubled. The program started off with 56 women in 2017 and has grown to 126 as of 2021.

"The recruiting is working,” Jenkins said.

Henderson says she has hired more women under her leadership including in her supervising staff and she wants to encourage others to take the chance.

"I would tell women, go for it. Who better than us to do it? We are just as strong. We are just as smart. We are just as dominant as the male. We can do it, I’m a witness. I've done it.”

If you'd like to learn more about MDOT's job training program, click here.

Title:

Content: Zim woman truck driver in Europe
7 October 2023
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A 29-year-old woman from Zimbabwe is a social media sensation after making a name for herself as one of Europe’s top truck drivers. The achievement is one for the books for Sikhanyisiwe Tazvitya, who was once a maid in Zimbabwe’s capital, Harare.

Popularly known as @Laydytruckerzim, Sikhanyisiwe Tazvitya, is a proud trucker in Warsaw, Poland, where she now lives and works. With over 100,000 Facebook followers, the former maid turned earthmoving equipment operator, says she is proud of her achievement.

“I started as a maid in Harare and then I decided to upgrade myself to Earthmoving Equipment Operator, but it was not easy because my salary was very little but through dedication and asking for help from my family and that’s when my life changed. Now I am a truck driver.”, she said.

Tazvitya says that she didn’t want to settle as an earthmoving equipment operator and decided to pursue a training course in the male-dominated field of driving. “The Earthmoving job did not stop me from wanting more, I did it all and still saved up for Truck Driving Training, and here we are today, doing what most men are failing to do. This is my story and now I live in Poland.”

To many men and women who have followed her journey, Tazvitya has been an inspiration. Fellow Zimbabwean, Hope Magara of the Midlands, who also now lives in Poland, says she is now a trucker thanks to Tazvitya. She said, “Sikhanyisiwe was my first driver, trainer and mentor, now I am here in Poland working, she is very kind and a blessing. It is doable. To other women out there, If I can do it, so can you. Never give up”.

Fellow Zimbabwean Zamani Dhlodhlo, is already working as a truck driver in South Africa, but is planning to join Tazvitya in Poland. Through her @LadytruckerZim Facebook page, Tazvitya has been helping many like Dhlodhlo process documents to work abroad. Mr Dhlodhlo said, “I am a truck driver in South Africa, I have already completed my application process. I have my work permit ready, I am just waiting on my visa and I will be off to Poland. Many companies in Europe have no idea how much of a treasure Tazvitya is because as she helps us, she is also helping them with their labor needs.”

As a single mother of two children, Tazvitya says she wants to see more women succeed in anything they pursue by staying true to their dreams. “Believe in yourself, take calculated risks, work hard, take care of yourself, stay true to yourself and ignore negativity. Surround yourself with people who are supportive of your goals. Stay hungry, fight harder and never give up. We can do this, and don’t forget to pray.”

For now, Tazvitya has no plans to leave the trucking business anytime soon and hopes to continue inspiring others.

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?

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

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?

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

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?

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

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?

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

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?

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

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?

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

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?

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

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?

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

The construction industry's shift towards technology and sustainability may create new opportunities for women.

Title:

Content: OPINION

South Florida's builders want you

Stephen Chang
View Comments

Fact: More than 30 million Americans quit their jobs this year and a record high of 4.4 million people left their employer in September, according to the latest jobs report. The ‘Great Resignation’ is showing no signs of slowing.

Fact: Florida will receive approximately $19 billion from the Infrastructure Investment and Jobs Act, according to the White House.

As South Florida's economy steadily recovers from the pandemic, federal funding for new local projects can provide a much-needed boost to the construction industry, drive growth for the region and create lasting job opportunities for millions of middle- and working-class Floridians.

However, with growing demand for new development outpacing the number of professionals joining the workforce, our region must increase the construction labor pool to reap these benefits and provide the necessary housing and social infrastructure for the growing population.

Yet, convincing a new generation of workers to pursue a career in construction has not been easy. Construction is often overlooked as an option for individuals who earned degrees in business management, liberal arts and organizational behavior, and even in many cases degrees in construction management and engineering. But the reality is more college graduates should give a second look to careers in construction because of the potential for growth and exposure to different skill sets. No longer an industry of just hard hats and cranes, construction has transformed from blue collar to white collar. Construction today is an industry of innovation and technology.

Pixels, virtual models, AI and data are as critical cement, steel and bricks. The construction industry of today presents many career options for tech-savvy individuals who enjoy working on teams, solving sophisticated challenges, and creating something tangible that can literally transform a city skyline.

While still considered by many to be male-dominated, the construction industry is also more attractive to women than ever before. There are opportunities for women who enjoy managing people, serving clients or building things. For example, at Suffolk Construction, more than 30% of our South Florida team is female, and the project team that managed construction of the iconic guitar-shaped Seminole Hard Rock Hollywood Hotel was a women-led team and the trade partners hired for the project represented more than 23 nations.

The pandemic inspired many professionals to leave their jobs in search of more meaningful careers where they can make an impact and feel valued. Careers in construction can provide these professionals a sense of purpose and an opportunity to be a part of something greater than themselves. To be a part of a team that builds something tangible that will last for generations.

The year 2022 is expected to be an historic year of growth for South Florida. The migration of people to Florida from cities throughout the United States will greatly increase the demand for housing, which will also increases the demand for schools, hospitals, municipal buildings, retail, offices and entertainment centers. The future has never been brighter for the construction industry.Individuals interested in building an exciting and sustainable career should give building construction a closer look.

Stephen Chang is chief operating officer in West Palm Beach for Suffolk Construction Co.

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Title:

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

Carpenter apprentice Brook Moyle always knew she wanted to make things.

“I love working with my hands,” Moyle said. “I like creating something. I like seeing my efforts build something.”

Moyle is a motivated person. She rode an electric bike from Fairmont to Elkins to make sure she made it to the first day of her apprenticeship. But Moyle said she didn’t think she had a chance at being a carpenter, or, at best, her dream was on the backburner while she worked other jobs in telemarketing and McDonalds. That is until she found West Virginia Women Work.

“They go through specific training courses, they go through almost all the trades, and then you get to kind of at least have the skills to pick something,” Moyle said. “If you do graduate from the program, you are kind of like put above the stock for anyone who did not, and tried to get into a union or a job or anything, because they have the connections to make that happen.”

Founded in 2000, West Virginia Women Work helps women explore, train, and secure employment in nontraditional occupations, especially the skilled trades.

“Especially in West Virginia, a four year degree isn't for everybody," said Carol Phillips, executive director of the program. "And just learning about, especially for women, the skilled trades, which maybe they didn't learn about in school or at home just due to gender roles,” she said. “Teaching people that you can come through this pre-apprenticeship program, you can join union apprenticeships, private apprenticeships, enter directly into skilled trades positions and make, you know, twice what you might make as a nursing assistant or even a school teacher. Just letting women know that there's opportunity.”

Earlier this month, Gov. Jim Justice announced $500 million for improvements to bridges across West Virginia. There are also several newly announced major construction projects, like the Nucor plant, that will need workers to make them a reality. For Phillips, the trained people from West Virginia Women Work are an obvious choice.

“We work with companies, unions, and groups on their equity planning,” she said. “If you're going to need 500 workers for something in the next six months, where are you going to get those from? We want those to come from West Virginia. If you're saying the workers aren't here, maybe you need to look at a more diverse group of workers.”

West Virginia Women Work prepares women for those roles through the Step Up for Women Construction Program, a tuition-free employment-based skilled trade training program designed to prepare adult women for entry-level positions in the construction industry and registered apprenticeships.

Nichole Stephenson is the Charleston program coordinator for Step Up for Women Construction training. Before going through the program herself, Stephenson was in healthcare for 10 years, but wasn’t happy. Despite being exposed to the trades her entire life, she never considered it an option.

“All of the men in my family are tradesmen, every single one,” she said. “I held the flashlight for every man in my family. My dad always said, ‘I work this hard, so you don't have to.’ What he didn't realize, and I don't think I realized at the time is, I loved it, I loved it.”

Choice is an important aspect of the program for Stephenson. Program students cycle through training in carpentry, electrical, plumbing and welding so that they can figure out what trade works best for them.

“This is a non-judgmental zone. So if you can’t hold a hammer, we teach you the proper way to do it. You don't walk onto a job site and, ‘She doesn't know what she's doing,’” Stephenson said. “What we do as coordinators is really work with students and watch them and see where their gifts are, and you know what they really tend to do well, and they find enjoyment in. It's not, ‘Well, I'm an electrician, because my dad was an electrician.’ It's choices, we show them so many things.”

Building confidence is baked into the program. Students are also coached on what Stephenson calls “soft skills,” things like interviewing and budgeting for delays in the weather-dependent construction industry.

Lakeisha Hines is the Morgantown program coordinator for Step Up for Women Construction. Like Stephenson, she also went through the program while seeking out a more promising professional future.

“We want to get the safety with OSHA 10 out of the way first, so we make sure that they are safety conscious, because that's the most important thing when you're working in construction,” Hines said. “Then we kind of sprinkle in some of the soft skills along with the handling portions of the program.”

Students also get a chance to visit project sites and speak to program graduates. Hines said it helps students see the future they’re working towards past the 12 weeks of training.

“I think it's empowering to them to see where somebody started, and a lot of those people have the same stories,” Hines said. “It starts with them actually applying and knowing that they can do the work, too. I think our program starts to get their self-confidence up, lets them know that they can do it. And these women tell their daughters that they can do it. And it's just like a trickle down effect.”

The next program in Charleston and Morgantown starts Feb. 27 and is currently accepting applications.

North Central/Morgantown Reporter, cschulz@wvpublic.org, 304-284-1497, @SchulzReports

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Content: By Conor McCue

JEFFERSON COUNTY, Colo. (CBS4) – Transportation & Construction GIRL Day returned for the fourth time in five years after the pandemic put it on pause in 2020. The annual event, which is free to attend for girls, is put on by the HOYA Foundation.

It’s geared toward educating young women about careers in the male-dominated construction and transportation industries.

(credit: CBS)

READ MORE: Ptarmigan Fire: Hundreds Remain Evacuated, New Evacuations Ordered After Wildfire Started Near Homes In Summit County

Through the trial and error of flying a drone for the first time, Lilly Gonzales opened her eyes to new possibilities at the Jefferson County Fairgrounds Tuesday.

“I almost got one stuck in a tree!” she exclaimed.

Other firsts for the 9 year old included welding and making concrete. Never had her hopes of becoming an electrician or engineer seemed so attainable.

“I just like taking things apart and rebuilding creative things, especially in Minecraft. It’s like my favorite game,” Gonzales said.

“This kind of shows me that I can do anything.”

Gonzales was one of hundreds of girls and young women who attended Transportation & Construction GIRL Day. The event is meant to show young women, ages 8 to 23, who’ve never considered a career in the transportation and construction industry a possibility.

READ MORE: Former Idaho Springs Police Officer, Nicholas Hanning, Faces Civil Lawsuit For Separate Controversial Arrest

“Last year, the construction and transportation industry was an essential industry, so we kept working, and we still need more employees,” said Keller Hayes, Director of Transportation & Construction GIRL.

(credit: CBS)

According to the U.S. Bureau of Labor Statistics, women made up only 10.9 percent employees in the construction industry in 2020, an increase from 2016, when the figure was 8%.

Hayes says the opportunities are aplenty for women and the jobs can be lucrative. Part of her organization’s mission is to relay that message to a younger audience.

“There’s so many opportunities and they get paid well,” Hayes said. “In the construction industry, you get 99 cents on the dollar for comparable work to men, in comparison to 82 cents on the dollar.”

On Tuesday, employers hosted dozens of hands-on exhibits in the hopes of creating a lasting spark for attendees. The next challenge will be to nurture it so more new faces pursue a career down the road.

“Girls can do anything, even when it’s hard,” said Gonzales.

MORE NEWS: Denver Weather: Cooler Temperatures Settle In Quickly

“We want you in this industry, how can we help support you in getting you into this industry,” Hayes said.

Conor McCue

Title:

Content: 3 women helping build tallest residential building on Florida's West Coast: 'I want my name on that'

A tall building under construction in Downtown St. Petersburg is a point of pride for one woman under a hardhat.

"Because it's going to be the tallest [residential] building on the West Coast of Florida and I want my name on that," said Daniela Farias, a recent USF Civil Engineering graduate.

Farias, Sofia Menacho, and Sydney Rocha are among the relatively few women in a field long dominated by men. According to one industry group, only 10 percent of construction industry workers are female.

"I think they may be a little bit discouraged to join this field because of the low numbers.," explained Rocha, a recent architecture graduate.

Daniela Farias and Sydney Rocha work in the construction industry.

All three women are working to help build The Residences at 400 Central. Eventually, the building will rise 46 stories.

READ: New high rise apartment building coming soon to downtown Tampa

Suffolk Construction is in charge of the project, overseeing many subcontractors working in different trades.

"I work with the concrete subcontractors putting in all the steel and the rebar and also the mechanical and electrical and plumbing trees," said Farias.

All three women are in Suffolk's Career Start program. The goal is to diversify the workforce.

"People from different backgrounds, different cultures, different educations, they all bring a wealth of knowledge and experiences that diversify who we are and make us better as a company," said Chris Lewis, Suffolk's Project Executive.

Getting more women in hardhats depends on more girls taking more math, science, and technology courses in school.

READ: Trader Joe’s to open Palm Harbor store

"If a young girl has a role model to look up to, if they see that it's more common, then I think more women would be encouraged to be in the field," shared Farias.

Some say women could be especially valuable because they are better with details, organizing, and design. Whether that's true or not, the thrill of the build seems to cut across the genders.

"I started here in July, and we were on the second floor," said Menacho. "Now we're on the 24th floor. It's amazing."

With a labor shortage in the industry, Suffolk and other companies are looking to fill jobs that were once virtually "men only" with qualified women. As new buildings rise, old barriers could be coming down.

"I think I never had that in my head that I can't do something," said Farias.

Efforts to recruit women may signal a changing mindset in the new buildings that are changing our skyline.

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

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

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

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

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

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

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

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

Government initiatives are expected to create new job opportunities for construction equipment operators, including women.

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.

Title:

Content: Labour Minister urges women to become multi-skilled

Minister of Labour, Joseph Hamilton, MP, is urging women to start thinking outside the box, and not let society determine the kind of jobs they should be doing.

The Minister was at the time addressing residents during a recent Cabinet outreach to Region Two (Pomeroon-Supenaam). He said it is important for women to emancipate themselves from thoughts that they must only work in a particular field.  He said he is pushing for young persons, especially women to be multi-skilled.

“I want when I am doing heavy duty equipment operator programme in Region Two, there are women in the programme… that is where the money is at. I am saying to women you have to start thinking differently, and I am encouraging people, who do training in the Region, every programme that is supposed to be male dominated programme, they have to ensure women are in the programme.”

The minister also urged the women to take advantage of the other programmes offered by Government, to qualify themselves.

Since taking office, the Ministry of Labour has made training a priority across the country, especially for young people. To fulfil the mandate, steps have been put in place to train over 35,000 people.

Every region now has its own Board of Industrial Training (BIT) Officer who works with residents to craft training programmes based on the needs of their respective communities.

Recently, the labour ministry donated a number of electrical sewing machines and other materials to women in Matthews Ridge, Region One.

In August 2021, the ministry allocated a plot of land in Mahdia, Region Eight for the construction of the town’s first-ever industrial training centre.

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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?

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

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

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

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

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

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

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

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

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

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

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

The global gantry crane market is projected to exceed $3 billion by 2031, growing at a 6% CAGR.

Title:

Content: Worldwide Demand For Gantry Crane Market Is Expanding At A CAGR Of About 6% By 2031| Fact.MR Forecasts

Seoul, South Korea, 2022-May-27 — /EPR Network/ —

Gantry Crane Market, Forecast, Trends, Analysis and Competition Tracking – Global Market Insights 2021-2031

The global gantry crane market is projected to exceed a value of $3 billion by 2031 and expand at a CAGR of approximately 6% over the next decade. Widespread utilization across the construction industry supports growth as the scope of public and private infrastructure development continues to expand. The demand for truss gantry cranes and the demand for gantry cranes in the automotive sector are also expected to increase.

Request a sample to stay ‘ahead’ of your competitors.

https://www.factmr.com/connectus/sample?flag=S&rep_id=5981

The key players covered in the Gantry Cranes Market research report are:

  • JASO Industrial Crane
  • Aicrane Machinery Group
  • Doosan Heavy Industries & Construction Vietnam
  • Shanghai Zhenhua Heavy Industries Co., Ltd. Ltd.
  • mickey products
  • TNT Cranes and Rigging
  • lipher group
  • SANY GROUP
  • Konecranes Plc.
  • Mammoet Holding BV

Contact a research analyst for detailed insight.

https://www.factmr.com/connectus/sample?flag=AE&rep_id=5981

Key market segments

  • type
    • full gantry crane
    • Semi Gantry Crane
    • Truss Gantry Crane
    • portable gantry crane
    • Advanced Aluminum Gantry Crane
    • Rubber Tired Gantry Crane
    • Turnkey Self Erecting Portable Overhead Crane
  • work
    • Manual Gantry Crane
    • automatic gantry crane
  • lifting capacity
    • Gantry Cranes Under 30 Ton
    • 30 – 50 Ton Gantry Crane
    • Gantry crane over 50 tons
  • end use
    • Gantry Crane for Automotive
    • Gantry Cranes for Metal and Mining
    • Gantry Crane for Construction
    • Gantry Cranes for Paper and Pulp
    • Gantry Crane for Aerospace
    • Gantry Crane for Utility
    • Gantry Crane for Shipyard
    • Gantry Cranes for Other End Uses
  • area
    • North America
      • Us
      • Canada
      • Rest of North America
    • europe
      • Germany
      • uk
      • france
      • rest of Europe
    • Asia Pacific
      • china
      • India
      • japan
      • Rest of Asia Pacific
    • Middle East and Africa
      • GCC
      • South Africa
      • rest of the MEA
    • South America
      • brazil
      • rest of South America

Insights for each vendor consist of:

  • Company Profile
  • SWOT analysis
  • Key market information
  • market share
  • Revenue, price and gross margin

What insights does the Gantry Crane Market report provide to readers?

  • Gantry crane fragmentation by product type, end use and region.
  • Comprehensive assessment of upstream starting materials, downstream demand and current market environment.
  • Collaboration, R&D project, acquisition and product launch of each Gantry crane player.
  • It details various government regulations on the consumption of gantry cranes.
  • The impact of modern technologies such as big data and analytics, artificial intelligence and social media platforms on global gantry cranes.

Full access to this report is available at:

https://www.factmr.com/checkout/5981

This report covers Gantry Cranes Market Insights and Assessments such as: This is beneficial to all participants involved in the Gantry Cranes market.

  • Data on recently introduced regulations and their impact on key industries and demand for gantry cranes
  • Latest industry analysis of Gantry Cranes market along with key analysis of market drivers, trends and influencing factors.
  • Key trends Gantry Crane market analysis and changing consumer preferences in key industries.
  • Changes in gantry crane demand and consumption of various products
  • Key Trends Highlighting Funding by Leading Investors in Multiple Countries
  • New investment opportunities in different technologies and types of products or services
  • Comprehensive Data and Competitive Analysis of Gantry Crane Key Players
  • US gantry crane market sales will grow at a steady rate owing to growing consumer confidence and economic recovery.
  • Europe’s gantry crane demand forecast remains stable as many countries such as UK, France and Germany focus on stimulating growth

Your Questions on the Gantry Cranes Market Report include:

  • How has the Gantry Crane market grown?
  • What are the current and future prospects of the global Gantry Cranes by region?
  • What are the challenges and opportunities of gantry cranes?
  • Why is the consumption of gantry cranes the highest in the region?
  • Which year segment is expected to overtake the segment?

For More Insights Of Fact.MR Trending Report:-

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Women can enter the field of crane operation, particularly in construction and automotive, by acquiring the necessary skills and training.

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Content: Please ensure Javascript is enabled for purposes of website accessibility
Home / Special Sections / Top Women in Construction 2022: Companies to Watch
Kendra Kron

Top Women in Construction 2022: Companies to Watch

WINNER: Kendra Kron, President/owner, InSite Contracting

Kendra Kron made a decision in 2016 to purchase the assets of another company and brought her father in as a partner to create InSite Contracting. She wanted to have a family-owned legacy to pass down.

Kron spent her first year in business leasing an office and yard, making connections and developing her business plan. She worked hard to apply for certifications as a woman-owned small business, eventually being certified as a disadvantaged business enterprise. InSite Contracting is also a union company signatory to carpenters and operators.

Forest Lake-based InSite specializes in products that help keep drivers safe: traffic barriers, high tension cable guardrail, end treatments and permanent impact attenuators; culvert lining and slip lining; overhead sign structures and signs, sign structure footings and electronic highway message boards.

In five years, Kron has built InSite up to revenues of $4.5 million. She’s on track to double that total this year.

Having started her own company just a few years ago, Kron, 33, had a passion for learning from the start. She joined the Association of Women Contractors in 2017 and immediately became a presence at all events. She also joined the association’s special events committee and the networking committee.

AWC eventually nominated her to attend the Associated General Contractors Leadership Blueprint program in 2018. After completing the program Kron joined the Associated General Contractors of Minnesota and became an active member of that association.

Kron has also participated in the WomenVenture Scale-Up program, and was one of the first participants in the AWC Elevate program.

She also leads a Build-Up Crew, which consists of mini business peer groups, for AWC. She serves as the AWC secondary committee member on the Southwest Light Rail Transit Advisory Council as well.

“Kendra’s innovative approach to her business is the focus on safety while building an employee family-first culture,” said one colleague. “With a highway-heavy construction company, her workforce is basically seasonal. But year after year she tends to keep her employees. Kendra’s employees live that culture, which gives her long-term committed workers.”

FINALISTS

Heather Hoffman
President, Commercial Drywall Inc.

Heather Hoffman

Sometimes joining the family business can be a bad idea. It hasn’t been for Heather Hoffman and Commercial Drywall.

Since taking the reins there a few years ago, Hoffman has increased volume and revenue and has brought a new customer focus to create strong bonds with clients and partnering firms.

Last year she created Power Source Construction, a new general contracting company that will concentrate on commercial remodels, with a core strength in complex health care projects.

A longtime member of MNCREW, Hoffman goes out of her way to relate to employees, her colleagues say. To better communicate with her Spanish-speaking employees, she took the time to learn the language, even checking in with them via Zoom to keep her conversational skills sharp.

Hoffman also spends time encouraging and mentoring other women in the construction industry in hopes that they will be encouraged to find a place in that field.

Jeniffer Kuria
CEO, Amani Construction and Renovations

Jeniffer Kuria

Twenty years ago, Jeniffer Kuria and her two children migrated here from Kenya. Her background was in banking, but she started working on simple rehab projects in Minneapolis, and before long she was a full-fledged general contractor.

Through her company, Amani Construction and Renovations, Kuria has built at least 10 new homes so far. This is notable for someone without a mentor or funds to start a business. She also has renovated numerous homes working with the cities of Minneapolis and Brooklyn Park.

Amani is the only construction company in Minneapolis owned entirely by a Black immigrant woman. Kuria started her career in construction with nothing but a curious mind, eagerness to learn and a strong will to succeed. She was ignored by banks and mocked by competitors. Lacking a meaningful mentor, she learned what she could from experience and her own mistakes.

Now Kuria takes the time to mentor people who want to get into construction.

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Content: Russian news agency 18 +
Subscribe to channels
NewDayNews.ru
Thursday, December 14, 2023, 18: 52 GMT
News, Short, Popular, Announcements, Interview
Scientists: women allowed in the “male ” professions, men in the“ female ” – no
Women have equal access to “male ” professions with men, but in“ female ” professions, men are still not welcome.
According to the correspondent of RIA “New Day ”, the members of the international research group came to a discouraging conclusion based on the results of a meta-analysis of works devoted to the problem of gender discrimination in employment.
Published in Organizational Behavior and Human Decision Processes.
The researchers analyzed 244 studies conducted over the past 44 years.
During them, real employers were sent resumes of fictional job seekers and job seekers in order to find out whether men or women are ready to see in the workplace.
In the resume, all the indicators of the applicant were the same or equivalent.
Except for one thing, gender.
In total, 361,645 questionnaires were sent to several hundred employers.
“Each study counted the number of positive responses (job offers or invitations to interviews) separately for applicants and applicants, ” says the publication“ Elements ”.
Such data allow us to assess the scale of discrimination using a standard quantitative indicator - the ratio of chances (OR) of men and women to get a positive response.
If the OR is greater than 1, men are more likely to get a positive response than women, and if the OR is less than 1, the advantage is on the side of women. ”
As a result, the average OR for all studies turned out to be 0.91 (95% confidence interval: 0.86-0.97), with a very large spread between samples.
This means that even if you average the data for all professions and all periods, the advantages of men in employment cannot be identified.
Moreover, employers were more likely to favor women.
Then the professions decided to divide into “male ”,“ female ” and “neutral ” in accordance with entrenched stereotypes.
To do this, four experts from different countries were asked to categorize the professional classes into these three groups.
Then they analyzed the statistics, identifying professions where the proportion of men exceeded 65% as “male ”, and vice versa.
Both approaches have yielded close results.
Thus, the professions of secretary, hairdresser, primary school teacher, social worker and nanny were included in women's studies.
Auto mechanics, carpenters, cooks, builders, truck drivers are more often men.
Gender neutral recognized professions “baker ”,“ graphic designer ”, “laboratory assistant ”,“ accountant ”, “high school teacher ”.
What was the surprise of the researchers when they found that even for “male ” and“ gender-neutral ” occupations, the OR value was equal to 0.97 (95% confidence interval: 0.91-1.03), and for women – 0.75 (95% confidence interval: 0.68-0.83).
That is, it turned out that even in typically male professions, employers are not averse to seeing women.
But in workplaces, where they are used to seeing representatives of the “weaker ” sex, men are still not welcome.
Researchers were forced to admit that if 40 years ago there was significant discrimination against women in male and gender-neutral professions, then by now it has completely disappeared.
“As for female occupations, men ’ s chances of getting a positive response to resumes were lower than women ’ s during the entire period under review, ” the Elements noted.
“No trend towards reducing discrimination against men in these professions has been found. ”
However, the authors of the study admit that discrimination against women in employment has decreased not because the gender of the applicant ceased to pay attention, but just the opposite: employers are purposefully trying to comply with the existing social norms in Western countries and pay more attention to the applications of applicants.
In addition, even if women are willing to take on jobs previously typical of men, this does not mean that they will have equal chances in terms of promotion or salary determination.
Viktor Yeliseev, Chelyabinsk
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Title:

Content: ContributorsPublishersAdvertisers

‘The possibilities are endless’: SRS highlights first female operators

WRDW-TV
 2 days ago

AIKEN, S.C. (WRDW/WAGT) - It’s Women’s History Month, and in once male-dominated fields, women are taking over. The Savannah River Site put the spotlight on some of their first female operators. We caught up with one woman who is a second-generation employee. Loretta Barnett began her job...

www.wrdw.com

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

Title:

Content: Government committed to technical and vocational training - YEA

The Deputy CEO of the Youth Employment Authority (YEA), Alhaji Ibrahim Bashiru, has expressed concern on Ghana's artisanal industry slipping into the hands of neighbouring countries.

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Alhaji Bashiru however was happy that government was working to revitalise the artisanal space with substantial resources channeled into that space to broaden the scope of technical and vocational education training (TVET) across the nation.

He made this remark at the graduation ceremony of the fourth batch of forklift and mobile crane operators which took place at the Regional Maritime University in Accra recently.

The graduation was on the theme: "Equipping African Youth with employable skills critical for sub–Regional Security and Development”.

According to him, today TVET institutions stand as strongholds of practical knowledge, poised to rejuvenate the collapsing artisanal sector and drive economic growth identifying collaborations between agencies like the YEA and TVET services as part of concerted efforts to support aspiring artisans.

Alhaji Bashiru proposed a partnership between the Regional Maritime University and YEA to pioneer training sessions for head porters, adding that such an initiative would not only empower the youth but also align with the broader agenda of tackling Africa's burgeoning youth unemployment crisis.

“Ghana’s unemployment rate stands at 14.7 percent, a figure poised to escalate without proactive intervention,” he said, pointing out that traditional academic pursuits no longer guarantee employment; instead, the job market clamors for skilled professional’s adept in fields like technology, oil and gas, and various trades.

He lauded the efforts of the Regional Maritime University for the key role they play in supplying the workforce with competent technocrats and artisans and for their pivotal role in shaping Ghana's job landscape.

The President of the National Association of Heavy-Duty Equipment Operators Ghana (NAHEOG), Mr. Dominic Kofi Eyiah, in his remarks, emphasised the indispensable role of equipping youth with employable skills in a world characterized by constant change and myriad challenges amidst beckoning opportunities.

He underscored the significance of the heavy-duty equipment operation field, labeling it as a cornerstone sector that bolsters numerous industries and propels economic advancement across the continent.

He challenged the new cohort of operators to recognize their pivotal role in shaping the future of Africa, from construction sites to mining operations, and from transportation networks to energy infrastructure.

Beyond their technical acumen and proficiency with machinery, Mr. Eyiah highlighted the graduates' embodiment of resilience, determination, and ingenuity, qualities emblematic of African youth. He hailed them as the vanguards of change, the architects of tomorrow, tasked with spearheading progress and development at every juncture.

He urged the graduating students to embrace responsibility, diligence, and a steadfast commitment to safety, while upholding the highest standards of professionalism in their endeavors.

The Ag. Vice Chancellor of the Regional Maritime University, Dr. Jethro Brooks Jnr, called on member states of the University to support the training with the necessary facilities and resources to ensure the programmes remain at the forefront of industry standard.

He also called on industry to provide slots for industrial attachment to trainees adding that practical experience is invaluable and will greatly enhance the competence and readiness of graduates.

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Content: Leighton looks to revolutionize construction to promote a diverse and inclusive work environment
Contract 14: 00 2022 / 07 / 05
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When it comes to the construction industry, many people will immediately think of a group of "real men of workers" who work day and night on the ground sweating like rain, forming a gender stereotype.
Leighton Asia (Leighton), which has been based in Hong Kong for more than 46 years, hopes to transform the male dominated image of the construction industry and create a diverse and inclusive working environment to inspire creativity and enhance team performance.
Leighton is an international construction company with parent company CIMIC Group based in Australia and team members from different countries.
Diversity and inclusion are the core values of the Group, regardless of the gender, age, race, cultural background, marital status or family status of employees, so that each employee can play their role in a diverse, equal and respectful work environment.
Creating a Family-Friendly Work Environment
As the times change, more and more women choose to enter the construction industry, Leighton has been continuously optimizing the working environment and policies to meet the development and needs of employees.
Among them, Leighton is a pioneer in the industry, providing employees with paid maternity leave and paternity leave that exceed the statutory requirements, and with flexible work policies, allowing employees to pursue their careers while taking care of their families.
Attracting female professionals to join the industry
Leighton also established the WOICE (Women in Construction and Engineering) network to enhance the care and support of employees, provide more training and further training opportunities, and work with different organizations to share the career development of women in the industry and attract women to join the construction industry.
WOICE covers all employees and enhances employee care and support.
Leighton currently employs about 20% of its workforce in Hong Kong.
Through recruitment and promotion, the company aims to achieve equal gender representation of interns and trainee engineers in the future, and to increase the proportion of female executives to more than 20%.
Leighton actively leads the industry in promoting a diverse and inclusive working environment to attract more women to join the construction industry.
Building an inclusive and diverse working environment is just one part of Leighton ’ s corporate social responsibility, and we will continue to work on different indicators to achieve sustainable development and bring more benefits to the community.
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Content: Aging spawns the phenomenon of "iron girl" Mainland women enter heavy industry
Social Hotspot 14: 42 2021 / 08 / 12
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Due to labor shortages caused by low birth rates and an aging population, Chinese women are increasingly taking on long-male-dominated heavy labor in construction, transportation and other industries, contrary to traditional gender roles in China ’ s vast labor market.
The Wall Street Journal reports that China ’ s total workforce has been shrinking for years, in part because state policies have limited the size of families.
According to census data, the proportion of the working age population aged 15 to 59 in China has fallen from 70% a decade ago to 63% in 2020, to nearly 900 million people.
The Chinese government is trying to expand the workforce by encouraging couples to have more children and is considering delaying the retirement age.
The number of women workers in the heavy industry is growing fast
At present, most women in China still work in service industries such as retail and catering.
The researchers note that women who switch to construction and transportation are at greater risk of harm and sexual harassment, which used to be dominated by men.
China ’ s aging population faces recruitment difficulties, young people refuse to sell out to the manufacturing industry
The Politburo of the Central Committee announced the implementation of the three-child policy
The latest figures released by the National Bureau of Statistics show that at the end of 2018, nearly 9.5 million women were employed in the construction industry, equivalent to 14% of the total number of construction workers, up from 10% at the end of 2004.
According to the researchers, the official data may underestimate the actual number of women workers in the construction industry, as many women are hired through temporary employment agencies and are not considered regular employees.
Sarah Swider, a sociologist at Wayne State University, has studied construction sites for more than 10 years. Swider said that the number of women working on construction sites has grown rapidly, so employers have set up separate living areas and bathrooms for them.
These women also have to do double the work: in addition to the routine work of moving bricks and making cement, they also have to do laundry and cooking for male workers. The average salary of these women workers is generally about half that of male workers, Swider said.
Women are not as good as men in terms of salary in some jobs.
Researchers who study China ’ s labor force and gender issues estimate that about a third of workers on some construction sites in China ’ s big cities are women, up from almost zero in the 1980s.
Eight years ago, women made up just over one-tenth of construction workers, according to a survey of more than 6,000 construction workers in nine cities by a nonprofit labor rights group in Beijing.
The women ’ s work gradually expanded from cooking and cleaning to screening sand and operating machinery, these people said.
[China Population Census] Statistics Bureau: Old age becomes a long-term important national situation
[Population crisis] Northeast advanced aging two factors are difficult to resolve
Emily Honig, a historian at the University of California, Santa Cruz, said that in the Mao era, female workers were called "iron girls" and were a symbol of gender equality, but after Deng Xiaoping came to power, women's heavy industry was no longer popular as China's wealth increased.
But “now, with labor demand changing again, this Mao era directive seems to be back to square one. ”
A gender pay gap indicator released by the International Labor Organization in 2018 showed that women globally are paid on average nearly 20% less than men, the gender pay gap in China is slightly higher than the global average at 21%, and the gap in the United States is lower at 15%.
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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. ”

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Content: By Conor McCue

JEFFERSON COUNTY, Colo. (CBS4) – Transportation & Construction GIRL Day returned for the fourth time in five years after the pandemic put it on pause in 2020. The annual event, which is free to attend for girls, is put on by the HOYA Foundation.

It’s geared toward educating young women about careers in the male-dominated construction and transportation industries.

(credit: CBS)

READ MORE: Ptarmigan Fire: Hundreds Remain Evacuated, New Evacuations Ordered After Wildfire Started Near Homes In Summit County

Through the trial and error of flying a drone for the first time, Lilly Gonzales opened her eyes to new possibilities at the Jefferson County Fairgrounds Tuesday.

“I almost got one stuck in a tree!” she exclaimed.

Other firsts for the 9 year old included welding and making concrete. Never had her hopes of becoming an electrician or engineer seemed so attainable.

“I just like taking things apart and rebuilding creative things, especially in Minecraft. It’s like my favorite game,” Gonzales said.

“This kind of shows me that I can do anything.”

Gonzales was one of hundreds of girls and young women who attended Transportation & Construction GIRL Day. The event is meant to show young women, ages 8 to 23, who’ve never considered a career in the transportation and construction industry a possibility.

READ MORE: Former Idaho Springs Police Officer, Nicholas Hanning, Faces Civil Lawsuit For Separate Controversial Arrest

“Last year, the construction and transportation industry was an essential industry, so we kept working, and we still need more employees,” said Keller Hayes, Director of Transportation & Construction GIRL.

(credit: CBS)

According to the U.S. Bureau of Labor Statistics, women made up only 10.9 percent employees in the construction industry in 2020, an increase from 2016, when the figure was 8%.

Hayes says the opportunities are aplenty for women and the jobs can be lucrative. Part of her organization’s mission is to relay that message to a younger audience.

“There’s so many opportunities and they get paid well,” Hayes said. “In the construction industry, you get 99 cents on the dollar for comparable work to men, in comparison to 82 cents on the dollar.”

On Tuesday, employers hosted dozens of hands-on exhibits in the hopes of creating a lasting spark for attendees. The next challenge will be to nurture it so more new faces pursue a career down the road.

“Girls can do anything, even when it’s hard,” said Gonzales.

MORE NEWS: Denver Weather: Cooler Temperatures Settle In Quickly

“We want you in this industry, how can we help support you in getting you into this industry,” Hayes said.

Conor McCue

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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.

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Content: 3 women helping build tallest residential building on Florida's West Coast: 'I want my name on that'

A tall building under construction in Downtown St. Petersburg is a point of pride for one woman under a hardhat.

"Because it's going to be the tallest [residential] building on the West Coast of Florida and I want my name on that," said Daniela Farias, a recent USF Civil Engineering graduate.

Farias, Sofia Menacho, and Sydney Rocha are among the relatively few women in a field long dominated by men. According to one industry group, only 10 percent of construction industry workers are female.

"I think they may be a little bit discouraged to join this field because of the low numbers.," explained Rocha, a recent architecture graduate.

Daniela Farias and Sydney Rocha work in the construction industry.

All three women are working to help build The Residences at 400 Central. Eventually, the building will rise 46 stories.

READ: New high rise apartment building coming soon to downtown Tampa

Suffolk Construction is in charge of the project, overseeing many subcontractors working in different trades.

"I work with the concrete subcontractors putting in all the steel and the rebar and also the mechanical and electrical and plumbing trees," said Farias.

All three women are in Suffolk's Career Start program. The goal is to diversify the workforce.

"People from different backgrounds, different cultures, different educations, they all bring a wealth of knowledge and experiences that diversify who we are and make us better as a company," said Chris Lewis, Suffolk's Project Executive.

Getting more women in hardhats depends on more girls taking more math, science, and technology courses in school.

READ: Trader Joe’s to open Palm Harbor store

"If a young girl has a role model to look up to, if they see that it's more common, then I think more women would be encouraged to be in the field," shared Farias.

Some say women could be especially valuable because they are better with details, organizing, and design. Whether that's true or not, the thrill of the build seems to cut across the genders.

"I started here in July, and we were on the second floor," said Menacho. "Now we're on the 24th floor. It's amazing."

With a labor shortage in the industry, Suffolk and other companies are looking to fill jobs that were once virtually "men only" with qualified women. As new buildings rise, old barriers could be coming down.

"I think I never had that in my head that I can't do something," said Farias.

Efforts to recruit women may signal a changing mindset in the new buildings that are changing our skyline.

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Content: Labour Minister urges women to become multi-skilled

Minister of Labour, Joseph Hamilton, MP, is urging women to start thinking outside the box, and not let society determine the kind of jobs they should be doing.

The Minister was at the time addressing residents during a recent Cabinet outreach to Region Two (Pomeroon-Supenaam). He said it is important for women to emancipate themselves from thoughts that they must only work in a particular field.  He said he is pushing for young persons, especially women to be multi-skilled.

“I want when I am doing heavy duty equipment operator programme in Region Two, there are women in the programme… that is where the money is at. I am saying to women you have to start thinking differently, and I am encouraging people, who do training in the Region, every programme that is supposed to be male dominated programme, they have to ensure women are in the programme.”

The minister also urged the women to take advantage of the other programmes offered by Government, to qualify themselves.

Since taking office, the Ministry of Labour has made training a priority across the country, especially for young people. To fulfil the mandate, steps have been put in place to train over 35,000 people.

Every region now has its own Board of Industrial Training (BIT) Officer who works with residents to craft training programmes based on the needs of their respective communities.

Recently, the labour ministry donated a number of electrical sewing machines and other materials to women in Matthews Ridge, Region One.

In August 2021, the ministry allocated a plot of land in Mahdia, Region Eight for the construction of the town’s first-ever industrial training centre.

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Coronavirus disease spreads primarily through contact with an infected person when they cough or sneeze. It also spreads when a person touches a surface or object that has the virus on it, then touches their eyes, nose, or mouth. We urge citizens to practice good hygiene and social or physical distancing also adhere to the guidelines provided by the Ministry of Health, Guyana.

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Detroit woman holds high rank in construction industry, encourages other women to join

Posted at 8:52 AM, Sep 01, 2022
and last updated 2022-09-01 08:52:20-04

(WXYZ) — A Detroit woman who started out filling potholes in the city is now in a position of power becoming one of the only women in the country to be crowned Superintendent of Street Maintenance.

Patricia Henderson is a woman that is about her business.

She works, sometimes around the clock, helping to make sure Detroit streets are smooth. And now, she's encouraging other women in the area to see a future in construction.

“My job initially, was to fill potholes,” Henderson said.

Henderson started working for the city in 1998. She says she was often the only woman on the side of the road patching and pounding so gaining respect wasn’t easy.

“The men thought that I couldn’t do the job so they would purposely not do something and leave it for me to do," Henderson said.

But instead of caving, she took control.

“I’ll go right on ahead and do it. I'll pick up the jackhammer, the shovel, whatever was available. I went on and done the job without their help,” she said.

She quickly began to rise in the ranks, but she says the feeling is bittersweet knowing more women are not following the path she's cleared.

According to the U.S Bureau of Labor and Statistics, only 13% of payroll employees in construction are women. This number has remained stagnant since the 90s.

As of 2019, Detroit ranked 44th in the country when it came to female construction workers.

“You identify a problem and you come up with solutions to eliminate that problem," MDOT spokesperson Aaron Jenkins said.

Jenkins says MDOT has created an on-the-job training program aimed at recruiting women and other minorities to join construction crews.

Since the program began, enrollment has more than doubled. The program started off with 56 women in 2017 and has grown to 126 as of 2021.

"The recruiting is working,” Jenkins said.

Henderson says she has hired more women under her leadership including in her supervising staff and she wants to encourage others to take the chance.

"I would tell women, go for it. Who better than us to do it? We are just as strong. We are just as smart. We are just as dominant as the male. We can do it, I’m a witness. I've done it.”

If you'd like to learn more about MDOT's job training program, click here.

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Content: I am an Edinburgh woman working in construction and want to be a role model for others who dream of the same

Barratt Developments apprentice speaks during Scottish Apprenticeship Week and ahead of International Women’s Day on Friday
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I'm Jessica St Clair Gunn, 27, originally from Norfolk, but I moved to Edinburgh in 2010, and two years ago I decided to take the plunge and apply for a place on this construction apprentice programme following an eight-year stint working in retail.

I’ve always been interested in joinery. Growing up there wasn’t a female role model in the field for me to look up to, but that didn’t stop me of dreaming of designing and building my own home from scratch.

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I'm now coming to the end of my second year of the four-year programme, which combines classes at Edinburgh College’s Granton Campus with on-site experience. I'm already picked up skills including crafting a door and on-site tasks like roughing, finishings and customer care.

I'm keen to encourage other women to consider a career in construction and trades. If I could give any advice to women swithering on whether they want to pick up a trade, it’s that they shouldn’t be put off by their gender. It is a male-dominated area but that can change as more women realise their potential and put their skills to use. I’ve always found that women have a really good eye for detail which is extremely important in this line of work.

I’m a visual learner so you only have to show me something once, and I thrive in problem-solving environments as I’m quite a practical person.

Barratt’s focus on sustainability is really exciting and something I would love to be a part of once I’ve completed the programme. The company has been extremely supportive and they have a great family-friendly culture which is always a benefit.

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I think what I would love to work on most is renovation projects – I’ve been a Grand Designs fan my whole life. However, who know what the future holds? I may even look into becoming a site manager one day.

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Equality Equation Heavy Equipment Operator graduates first class

Posted at 11:24 PM, Aug 26, 2022
and last updated 2022-08-26 23:24:48-04

BALTIMORE — A very special graduation took place in Baltimore Friday evening.

A group of 10 people graduated from a Heavy Equipment Operator class offered through the city.

The premise of the program is to get younger people prepared for the job market and train them for jobs.

And this prepares them to start in the construction industry.

This group of 10 was the first to graduate from the program in Baltimore.

"As far as my classmates, we're all new. We're all taking the steps together,” graduate Rakhim Cason said. “Yeah, we're all apprentices, kind of, but we're all learning. We're on Zoom calls. We're calling each other after Zoom calls. We're hanging out with each other. We're trying to pick each others brains. We're taking it step-by-step at a time because we're all in this together."

This is part of the Mayor’s Office of employment development train-up program.

The Heavy Equipment Operator Program is one of 70 programs offered through equality equation in Baltimore.

The equality equation project is currently developing a 5-acre site in Northeast Baltimore to provide workforce training services.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The number of female truck drivers has increased by 80% over the past 20 years, from 4.9% to 7.9%, and women can leverage flexibility and growing demand to enter the field.

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Fewer fines, fewer accidents, more female truck drivers, more and more attention.
In response to the increasing demand for truck drivers, more and more women are joining the ranks of drivers.
According to the Ministry of Labor, there were about 3.1 million truck drivers in 1999, and 4.9% were women. In 2021, there were nearly 3.5 million truck drivers, and 7.9% were women.
The number of female drivers has increased by 80% over the past 20 years. Maggie Selagea is one of thousands of women joining the industry.
In 2008, during the Great Depression, Selagea ’ s construction company went bankrupt, and she turned to the trucking industry, which was not easily affected by the economic downturn.
She became head of the transportation company Mega Load.
The company is headquartered in Chicago and ships throughout the country.
Selagea said, “I grew up with nine brothers and became a car lover.
I take care of my car and I want people who work with me to do so.
Selagea ’ s experience reflects the impact women have had on the transportation industry.
Rhonda Hartman, a member of the American Trucking Association, which recruits women and advocates for Women in Motion, said women drivers prefer safe driving, cherish equipment, have fewer fines and fewer accidents, and thus reduce litigation costs and insurance costs for trucking companies.
This view is supported by the analysis of the 2022 Women in Trucking Index.
The data shows that women often choose to avoid risk and focus more on safety than men.
In addition, women often have excellent multitasking and organizational skills, strong communication, patience, focus and reliability.
Matt Hart, CEO of the Illinois Trucking Association (ITA), agrees, saying there is a national driver shortage and the ITA is trying to recruit more women and form “road teams. ”
Its members must have exemplary driving records and good communication skills.
Hartman was one of the members.
She visited the White House to talk to President Biden.
She regularly offers driving lessons and travels the country as a seminar instructor.
Hart also said that because more trucks are now equipped with automatic transmission, which reduces the physical requirements, making it easier for women to drive.
Both Selagea and Hartman are excited to see more female drivers on board.
“Women ’ s participation has made the industry better, ” Hartman says, even though women are currently paid less.
On average, male truck drivers earn about $61,000, while female truck drivers earn only $52,000.
When the working environment is overwhelmingly male, female drivers may face backlash and stress due to gender.
To that end, Cornilla Johnson, who is training to drive a Class A vehicle, said, “Be confident in what you ’ re doing and who you are. ”
As a woman, you can definitely get through difficult times. "As a single mother, she likes this flexibility in working hours and makes herself more confident.
The Great Depression, Biden.
The last one.
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Women drivers prioritize safety, with fewer fines and accidents, according to the 2022 Women in Trucking Index.

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Fewer fines, fewer accidents, more female truck drivers, more and more attention.
In response to the increasing demand for truck drivers, more and more women are joining the ranks of drivers.
According to the Ministry of Labor, there were about 3.1 million truck drivers in 1999, and 4.9% were women. In 2021, there were nearly 3.5 million truck drivers, and 7.9% were women.
The number of female drivers has increased by 80% over the past 20 years. Maggie Selagea is one of thousands of women joining the industry.
In 2008, during the Great Depression, Selagea ’ s construction company went bankrupt, and she turned to the trucking industry, which was not easily affected by the economic downturn.
She became head of the transportation company Mega Load.
The company is headquartered in Chicago and ships throughout the country.
Selagea said, “I grew up with nine brothers and became a car lover.
I take care of my car and I want people who work with me to do so.
Selagea ’ s experience reflects the impact women have had on the transportation industry.
Rhonda Hartman, a member of the American Trucking Association, which recruits women and advocates for Women in Motion, said women drivers prefer safe driving, cherish equipment, have fewer fines and fewer accidents, and thus reduce litigation costs and insurance costs for trucking companies.
This view is supported by the analysis of the 2022 Women in Trucking Index.
The data shows that women often choose to avoid risk and focus more on safety than men.
In addition, women often have excellent multitasking and organizational skills, strong communication, patience, focus and reliability.
Matt Hart, CEO of the Illinois Trucking Association (ITA), agrees, saying there is a national driver shortage and the ITA is trying to recruit more women and form “road teams. ”
Its members must have exemplary driving records and good communication skills.
Hartman was one of the members.
She visited the White House to talk to President Biden.
She regularly offers driving lessons and travels the country as a seminar instructor.
Hart also said that because more trucks are now equipped with automatic transmission, which reduces the physical requirements, making it easier for women to drive.
Both Selagea and Hartman are excited to see more female drivers on board.
“Women ’ s participation has made the industry better, ” Hartman says, even though women are currently paid less.
On average, male truck drivers earn about $61,000, while female truck drivers earn only $52,000.
When the working environment is overwhelmingly male, female drivers may face backlash and stress due to gender.
To that end, Cornilla Johnson, who is training to drive a Class A vehicle, said, “Be confident in what you ’ re doing and who you are. ”
As a woman, you can definitely get through difficult times. "As a single mother, she likes this flexibility in working hours and makes herself more confident.
The Great Depression, Biden.
The last one.
Mon County Water Conservation Art Competition 12.31 Deadline
The next one.
66-year-old cardboard boy identified by police as suspect
Super-popular
More >

The maritime sector has seen a gradual increase in women in the workforce.

Title:

Content: The two institutions will promote gender equality in the areas of education, training and research in the maritime sector
Dubai, United Arab Emirates: The Arab Academy for Science, Technology and Maritime Transport (AASTMT) and the Arab Women in Maritime Association (AWIMA) signed a Memorandum of Understanding (MoU) at the International Maritime Organization (IMO) headquarters in London to explore opportunities for women ’ s participation in academia to support and strengthen the regional maritime sector.
The agreement is in line with the efforts of the International Maritime Organization (IMO) to achieve gender equality in the maritime sector globally, and the fifth goal of the United Nations Sustainable Development Goals on gender equality.
The MoU was signed by H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure, President of the Arab Women Association in the Maritime Sector, and H.E. Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport.
Promotion of gender equality
Through this partnership, the two institutions will advocate and encourage other IMO member states to actively support the development of the Arab Women in Maritime Association, and call on states to work in an integrated manner with national bodies responsible for gender equality, to ensure reporting on compliance with the SDGs.
It will also encourage the participation of women at all levels related to education, training and research in the maritime sector, in addition to supporting national mechanisms for the employment of women in accordance with the Sustainable Development Goals, the Convention on the Elimination of All Forms of Discrimination against Women and any future goals set by the United Nations within the framework of the 2030 Agenda for Sustainable Development.
H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure and President of the Arab Women in Maritime Association, said: “The maritime sector has witnessed gradual transformations over the past years in terms of the inclusion of women in the workforce.
IMO has been a key driving force behind this change, with its commitment to addressing the gender imbalance in the maritime sector through an integrated institutional framework.
In addition to the efforts of governments, we all have to shoulder our responsibilities, whether it ’ s policy makers, business owners, ship operators, stakeholders or even specialists.
Our collaboration with the Arab Academy for Science, Technology and Maritime Transport (AASTMT) is part of our ongoing efforts to make the maritime sector an inclusive and inclusive one. AASTMT has a long history of training ambitious female maritime professionals and has always inspired them. ”
Encouraging the participation of Arab women
For his part, Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport, said: “We are honored to cooperate with the Association of Arab Women in the Maritime Sector to promote national and regional recognition of the active contributions of Arab women in the development of the maritime economy.
When the IMO Gender Diversity Programme was first launched in 1988, only a few maritime training institutes accepted female students into classes.
Since then, the capacity-building and diversity programme at IMO has helped to develop an institutional framework for integrating gender equality into IMO policies and procedures.
Today, along with the Arab Academy for Science, Technology and Maritime Transport, there are many institutions that are keen to attract male and female talent, and this is the first step to making the maritime sector free of gender bias.
Next comes the importance of spreading awareness about the unlimited opportunities available to women and taking responsibility at the individual level to avoid any discrimination on the basis of sex. ”
In addition, the two institutions will encourage the maritime sector and all its stakeholders to establish and strengthen gender-neutral operational frameworks that concretely support women ’ s opportunities in terms of employment, employment, career advancement, employability and advancement to the highest levels in line with their experience and qualifications. the maritime sector and its activities.
# Government Data
- Done.

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

The International Maritime Organization (IMO) is driving change to address the maritime sector's gender imbalance.

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

Institutions like the Arab Academy for Science, Technology and Maritime Transport aim to attract male and female talent to eliminate gender bias in the maritime sector.

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

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

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

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

An all-female panel will discuss equity, diversity, and inclusion in maritime industry leadership.

Title:

Content: Home / Shipping News / International Shipping News / Global Maritime Leaders Take Centre Stage At Asia Pacific Maritime’s Biggest Edition, Driving Future-Focused Conversations

Global Maritime Leaders Take Centre Stage At Asia Pacific Maritime’s Biggest Edition, Driving Future-Focused Conversations

The largest-ever Asia Pacific Maritime (APM) 2024 opened today across six halls of the Sands Expo & Convention Centre in Singapore. This three-day exhibition and conference features over 15,000 global brands on the floor and 150 conference speakers from some of the maritime industry’s key leaders in the region and beyond. The opening ceremony was officiated by Kenneth Lim, Assistant Chief Executive (Industry & Transformation), Maritime and Port Authority of Singapore (MPA).

In his welcome address, Yeh Chien Ee, President, Asia Pacific, RX Global, said, “The world stands at a crossroads of sustainable development. Maritime is challenged to be fully decarbonised by 2050 which requires massive investments. Beyond cleaner fuels, the industry also needs to move faster towards digital solutions like data analytics and further automation to improve efficiency as well as sustainability.” He continued, “To support the ecosystem towards a future ready world, access to APM conference and exhibition is offered free to all attendees. This is also our humble way to thank you and give back to all our partners who have been so supportive of APM over close to 34 years, especially during the difficult pandemic years.”

APM 2024, organised by RX Global, runs from today to Friday, 15 March 2024. With the theme ‘Future of Vessels, Solutions for Tomorrow’, the exhibition floor and conference sessions address the industry’s urgent need for digitalisation, efficiency, and sustainability amid today’s increasingly complex maritime needs. For the conference, parallel tracks will run across two stages on the show floor to enable more comprehensive knowledge-sharing about the latest maritime trends and technologies.

APM 2024 Day 1 Highlights

Today, the conference sessions focused on Sustainability and Innovation & Digitalisation.

Following the opening ceremony, a super keynote panel titled ‘A Net Zero Carbon Maritime Industry – Will We Ever Get There?’ tackled the industry’s path towards net-zero emissions. The session, led by Kenneth Lim, delved into the challenges, opportunities, and ultimate feasibility of this ambitious goal. The panelists, consisting of leaders from profiles such as ship owners, ship operators, port authorities, highlighted that while for years we have been focusing on bunker fuels, today, this is no longer the case. In fact, there needs to be multi-solutions driven by the entire ecosystem. While they acknowledge the challenges currently faced by the industry, the panellists were largely optimistic that net-zero is very much possible. Beyond focusing on alternative fuels, they addressed the need for improvements in training and developments for seafarers, frameworks for industry players to reference (such as Life Cycle Assessments), and use of green steels to encourage circularity.

One of the sessions in the afternoon, titled ‘Indonesian Maritime Future Energy – Opportunities and Challenges’, zoomed in on Indonesia’s growing renewable energy scene for the maritime industry and highlighted the need to further improve technologies that will increase the capabilities of its shipbuilding industry. While there is currently a mandatory implementation of biofuels across the country, as well as growing popularity for LNG dual-fuels and energy storage systems, the session outlined the need for Indonesian maritime stakeholders to learn from global case studies, and for more subsidies that can further accelerate local adoption of renewable energy.

APM, the Platform for International Brands to Convene and Converse

On the exhibition floor, attendees can expect to see a wide range of international pavilions, 18 spread across two floors of the exhibition – the biggest APM has managed to host to date.

In particular, Weichai, one of the world’s largest automobile and equipment manufacturer, revealed the WH17, its next generation high performing engine, to industry associations, engine distributors and decision makers from Asia. Developed in 7 years and after 10,000 hours of R&D, WH17 runs on Weichai’s autonomous ECU common rail system that allows for more accurate control to save fuel and lower emissions. At the launch, Weichai Chairman Tan Xuguang said, “Engines, as a core component of modern industry, bear the significant responsibility of driving societal progress. Our latest masterpiece, the WH17, has impressive capabilities that propel the high-end intelligent transformation and upgrading of the shipping industry. We are honoured to introduce this cutting-edge technology that will provide higher value to our customers in Southeast Asia.”

More Conversations to Follow at the APM 2024 Conference

Day 2 will consist of sessions driven by the latest market intelligence insights, focusing on more Innovation & Digitalisation topics, Maritime Insurance, and Cybersecurity. Key sessions include:

• ‘Forecasting Ship Charter Rates and Examining the Various Factors Influencing Them’
◦ Helmed by Daejin Lee, Global Head of Research, Fertistream, this session aims to offer a comprehensive perspective on ship charter rates amid the dynamic shifts experienced in the industry due to global economic trends, geopolitical developments, and technological advancements.
• ‘Is the Maritime Sector Struggling to Innovate?’
◦ The session aims to dissect the factors contributing to perceived barriers to innovation in the sector and explore avenues to enhance a culture of innovation. Speakers include Arne K. Lian, Director, Innovation Norway; Claus Nehmzow, Global Technology Advisor; Dr. Maurizio Pilu, Managing Director, Safetytech Accelerator; Murthy Pasumarthy, Assistant Vice President, Technology & New Product Development, Seatrium; Nakul Malhotra, Vice President, Emerging Opportunities, Wilhelmsen; Tan Cheng Peng, Executive Director, Singapore Maritime Institute (SMI); Tarun Mehrotra, Chief Strategy Officer, RightShip.

With the increasing need to secure our maritime manpower and their well-being, Day 3 will spotlight Manpower & Training and Sustainability. Key sessions include:

• ‘Developing a Future-Ready Workforce’
◦ The session aims to explore strategies, educational pathways, and skill development initiatives needed to cultivate a dynamic maritime workforce that meets the demands of the ever-evolving maritime sector. Insights will be provided by Alex Ponomarev, Sales Director APAC, Ocean Technologies Group; Ashish Mediratta, Head of Crewing, A.P. Moller Maersk; Elaine Yu Kai, Chairperson, Institute of Charterer Shipbroker & Senior Freight Charterer, South32 Marketing; Elias Heng, Freight Trader, Cargill Ocean Transportation (Singapore); Punit Oza, Founder, Maritime NXT & International Vice President, Institute of Chartered Shipbrokers.
• ‘Diversity and Inclusion in the Maritime Workforce: Forecasting a More Equitable and Inclusive Industry’
◦ Organised by WISTA Singapore, the discussion will be led an all-female panel consisting Christie Thane, Chartering Manager, Lauritzen Bulkers; Hollie Scoon, General Manager, Marine Operations & Performance, Rio Tinto Shipping Asia; Jean Chen, Client Success Leader – APAC, Signal Ocean; Dr. Mimi Gao, Managing Director, Sea & Gao; Mustika Wardani, APAC QHSE Manager, ABL Energy & Marine Consultants; Rotem Battat, Chief Product Officer; Captain’s Eye, Capt. Tan Lay Ying, Senior Watch Manager (Vessel Traffic Management), Maritime Port and Authority of Singapore.
◦ They will uncover barriers faced by the underrepresented groups in the maritime industry and discuss strategies and initiatives to champion equity, diversity, and inclusion at leadership levels.

Don’t miss out on the rest of the show. Interested attendees can still register here for free access to the exhibition and conference floors. For the latest information on APM 2024, please visit the event website, LinkedIn, or Facebook pages.
Source: Asia Pacific Maritime

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

The 5th 'Rising Women in Maritime' event was held in Sint Maarten on March 17, 2024, to promote women's leadership in the maritime industry.

Title:

Content: 5th Edition of ‘The Rising Women in Maritime’ Promotes Empowering Women Leadership in Industry | SOUALIGA NEWSDAY

SINT MAARTEN (COLE BAY) - Inspiration transcends boundaries and sectors. And that is what a wide array, of mostly female, attendees experienced as they converged at the Motorworld showroom in Cole Bay on Sunday, March 17, 2024. The event was the fifth edition of ‘The Rising Women in Maritime’ hosted by Amb. Vital (Amanda Vital-Bedminister) of CHAI and her team.

Executed with excellence from start to finish, ‘The Rising Women in Maritime’ began with the usual kingly salutation by Semona E. Morton. And hit a high note with the event’s visionary, Amanda Vital-Bedminister presenting the second annual ‘The Rising Award’ to Alicia M. Liverpool-Jobity, a respected spiritual and social leader who embodies the theme for Women’s Her Story Month, “Inspire Inclusion” through her consistent pattern of selfless generosity in varied forms to the community.

The keynote address followed and was given by Commissioner Spanner-Schmidt of St. Eustatius. Her focus was ‘Empowering Women’s Leadership in the Maritime Industry’. A takeaway from her presentation was, “The time has come to look for the right person for the job instead of the right man for the job.”

Participants were treated to a Master Class by Lela Simmonds of Port St. Maarten. Ms. Simmonds through her presentation on ‘Enabling the Business Potential of Connectivity within the Cruise Industry’ highlighted that connectivity is always relevant, important, and adds value.

In keeping with the maritime theme, several female captains were notably present. Students representing the National Institute of Arts (NIA) entertained the audience with their uniquely thrilling performances interspersed throughout the day's activities.

The featured segment was a panel discussion by leading maritime stakeholders, Ms. Kyla van Heyningen; Ms. Ichel Moeslikan; and Ms. Rosina Romeo. The wealth of wisdom, shared experiences, and courageous vulnerability made for a rather interesting and inspirational segment.

‘Le Piano Noir’ and ‘Soualigan Slangs’—both female-led businesses, refreshed participants with snacks and educational and fun games.

The maritime industry, grossly underrated, had the spotlight for an entire afternoon as speaker after speaker shed light on the industry and shared their experiences.

The Rising event is now a staple in the roster to celebrate Women’s Her Story Month during March annually, on St. Maarten.

Source: https://www.soualiganewsday.com/index.php%3Foption%3Dcom_k2%26amp%3Bview%3Ditem%26amp%3Bid%3D54734%3A5th-edition-of-%E2%80%98the-rising-women-in-maritime%E2%80%99-promotes-empowering-women-leadership-in-industry%26amp%3BItemid%3D450

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

The Maritime SheEO programme provides women with management skills to progress into leadership positions.

Title:

Content: Developing the Next Generation of Maritime Professionals

By Elpi Petraki

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

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

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

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

Educating Future Leaders

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

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

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

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

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

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

Addressing Recruitment Challenges

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

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

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

Digitalization and New Technologies

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

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

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

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

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

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

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

mentorship opportunities
inclusive policies
vocational training
educational programs

Women make up 1.2% of the global seafarer workforce.

Title:

Content: Crewing shortages could be addressed with greater inclusion of women

–First Lady tells maritime industry stakeholders
WHILE speaking at the American Caribbean Maritime Foundation (ACMF) Gala and Anchor Awards at the Lauderdale Yacht Club in Fort Lauderdale on Thursday evening, First Lady Arya Ali advocated for greater inclusion of women in the maritime industry through training and job opportunities.

Mrs. Ali served as patron of the Gala and Anchor Awards which honours stalwarts in the cargo and cruise industry for their accomplishments and positive impact on the Caribbean shipping and maritime sector.
This year, the Gala and Anchor Awards was held under the theme: “Talent in your backyard”. Noting that talent exists here in the Caribbean, Mrs. Ali posited that talent is underutilised when women are unable to access opportunities and contribute to the development of the region’s maritime industry.

She drew attention to the fact that women represent only 1.2 per cent of the global seafarer workforce as per the BIMCO/ICS 2021 Seafarer Workforce Report, underscoring that this represented a positive trend in gender balance, with the report estimating 24,059 women serving as seafarers, which is a 45.8 per cent increase compared with the 2015 report.

“Now, imagine if we were to make more opportunities available to women in the maritime sector, how many of our challenges could be addressed – including crewing shortages,” she told a gathering of almost 200 people, which included executives from some of the largest shipping and cruise line companies in the Caribbean.

With the global shipping industry suffering acute crewing shortages, particularly among officers, the First Lady said that this is the ideal time for companies and agencies to think about greater inclusion of women in the industry.
“Important in all of this is ensuring we create an environment in which women are identified and selected for career development opportunities in the maritime industry,” she said, adding that the Government of Guyana remains committed to supporting gender equality and the empowerment of women through gender specific fellowships and other opportunities.

She highlighted an ongoing collaboration between the Office of the First Lady and the Atlantic Alliance Maritime and Offshore Training Institute – a 100 per cent woman-owned Guyanese company – through which 100 women from the hinterlands are being provided with scholarships for maritime training.
Mrs. Ali said that efforts like these must continue with support from partners like ACMF, which has since provided scholarships to 42 Guyanese.

“…it would be remiss of me to not acknowledge the 42 scholarships which have been provided to Guyanese through the Foundation for Maritime Training. As Guyana’s maritime sector continues to rapidly expand, these kinds of investments in local companies and in our human resource will prove to be invaluable to our nation’s development,” she said.

Mrs. Ali also used the opportunity to urge players in the industry to reassess their individual and collective roles – both at the national and regional levels – and to rethink as industry professionals, government officials, diplomats, experts, and even advocates how they could build an industry that is more resilient, reliable, and inclusive.

The event was attended by a number of officials including President and CEO of Royal Caribbean International, Michael Bayley; President of the Caribbean Maritime University (CMU), Professor Andrew Spencer; President of ACMF, Dr. Geneive Brown Metzger; and Director-General of the Maritime Authority of Jamaica, Rear Admiral Peter Brady among others.

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The number of women seafarers increased by 45.8% since 2015, reaching 24,059 in 2021.

Title:

Content: Crewing shortages could be addressed with greater inclusion of women

–First Lady tells maritime industry stakeholders
WHILE speaking at the American Caribbean Maritime Foundation (ACMF) Gala and Anchor Awards at the Lauderdale Yacht Club in Fort Lauderdale on Thursday evening, First Lady Arya Ali advocated for greater inclusion of women in the maritime industry through training and job opportunities.

Mrs. Ali served as patron of the Gala and Anchor Awards which honours stalwarts in the cargo and cruise industry for their accomplishments and positive impact on the Caribbean shipping and maritime sector.
This year, the Gala and Anchor Awards was held under the theme: “Talent in your backyard”. Noting that talent exists here in the Caribbean, Mrs. Ali posited that talent is underutilised when women are unable to access opportunities and contribute to the development of the region’s maritime industry.

She drew attention to the fact that women represent only 1.2 per cent of the global seafarer workforce as per the BIMCO/ICS 2021 Seafarer Workforce Report, underscoring that this represented a positive trend in gender balance, with the report estimating 24,059 women serving as seafarers, which is a 45.8 per cent increase compared with the 2015 report.

“Now, imagine if we were to make more opportunities available to women in the maritime sector, how many of our challenges could be addressed – including crewing shortages,” she told a gathering of almost 200 people, which included executives from some of the largest shipping and cruise line companies in the Caribbean.

With the global shipping industry suffering acute crewing shortages, particularly among officers, the First Lady said that this is the ideal time for companies and agencies to think about greater inclusion of women in the industry.
“Important in all of this is ensuring we create an environment in which women are identified and selected for career development opportunities in the maritime industry,” she said, adding that the Government of Guyana remains committed to supporting gender equality and the empowerment of women through gender specific fellowships and other opportunities.

She highlighted an ongoing collaboration between the Office of the First Lady and the Atlantic Alliance Maritime and Offshore Training Institute – a 100 per cent woman-owned Guyanese company – through which 100 women from the hinterlands are being provided with scholarships for maritime training.
Mrs. Ali said that efforts like these must continue with support from partners like ACMF, which has since provided scholarships to 42 Guyanese.

“…it would be remiss of me to not acknowledge the 42 scholarships which have been provided to Guyanese through the Foundation for Maritime Training. As Guyana’s maritime sector continues to rapidly expand, these kinds of investments in local companies and in our human resource will prove to be invaluable to our nation’s development,” she said.

Mrs. Ali also used the opportunity to urge players in the industry to reassess their individual and collective roles – both at the national and regional levels – and to rethink as industry professionals, government officials, diplomats, experts, and even advocates how they could build an industry that is more resilient, reliable, and inclusive.

The event was attended by a number of officials including President and CEO of Royal Caribbean International, Michael Bayley; President of the Caribbean Maritime University (CMU), Professor Andrew Spencer; President of ACMF, Dr. Geneive Brown Metzger; and Director-General of the Maritime Authority of Jamaica, Rear Admiral Peter Brady among others.

SHARE THIS ARTICLE :
Facebook
Twitter
WhatsApp
Scroll to Top
All our printed editions are available online
Subscribe to the Guyana Chronicle.
Sign up to receive news and updates.
We respect your privacy.

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

Including more women in the maritime industry could help address crewing shortages.

Title:

Content: Crewing shortages could be addressed with greater inclusion of women

–First Lady tells maritime industry stakeholders
WHILE speaking at the American Caribbean Maritime Foundation (ACMF) Gala and Anchor Awards at the Lauderdale Yacht Club in Fort Lauderdale on Thursday evening, First Lady Arya Ali advocated for greater inclusion of women in the maritime industry through training and job opportunities.

Mrs. Ali served as patron of the Gala and Anchor Awards which honours stalwarts in the cargo and cruise industry for their accomplishments and positive impact on the Caribbean shipping and maritime sector.
This year, the Gala and Anchor Awards was held under the theme: “Talent in your backyard”. Noting that talent exists here in the Caribbean, Mrs. Ali posited that talent is underutilised when women are unable to access opportunities and contribute to the development of the region’s maritime industry.

She drew attention to the fact that women represent only 1.2 per cent of the global seafarer workforce as per the BIMCO/ICS 2021 Seafarer Workforce Report, underscoring that this represented a positive trend in gender balance, with the report estimating 24,059 women serving as seafarers, which is a 45.8 per cent increase compared with the 2015 report.

“Now, imagine if we were to make more opportunities available to women in the maritime sector, how many of our challenges could be addressed – including crewing shortages,” she told a gathering of almost 200 people, which included executives from some of the largest shipping and cruise line companies in the Caribbean.

With the global shipping industry suffering acute crewing shortages, particularly among officers, the First Lady said that this is the ideal time for companies and agencies to think about greater inclusion of women in the industry.
“Important in all of this is ensuring we create an environment in which women are identified and selected for career development opportunities in the maritime industry,” she said, adding that the Government of Guyana remains committed to supporting gender equality and the empowerment of women through gender specific fellowships and other opportunities.

She highlighted an ongoing collaboration between the Office of the First Lady and the Atlantic Alliance Maritime and Offshore Training Institute – a 100 per cent woman-owned Guyanese company – through which 100 women from the hinterlands are being provided with scholarships for maritime training.
Mrs. Ali said that efforts like these must continue with support from partners like ACMF, which has since provided scholarships to 42 Guyanese.

“…it would be remiss of me to not acknowledge the 42 scholarships which have been provided to Guyanese through the Foundation for Maritime Training. As Guyana’s maritime sector continues to rapidly expand, these kinds of investments in local companies and in our human resource will prove to be invaluable to our nation’s development,” she said.

Mrs. Ali also used the opportunity to urge players in the industry to reassess their individual and collective roles – both at the national and regional levels – and to rethink as industry professionals, government officials, diplomats, experts, and even advocates how they could build an industry that is more resilient, reliable, and inclusive.

The event was attended by a number of officials including President and CEO of Royal Caribbean International, Michael Bayley; President of the Caribbean Maritime University (CMU), Professor Andrew Spencer; President of ACMF, Dr. Geneive Brown Metzger; and Director-General of the Maritime Authority of Jamaica, Rear Admiral Peter Brady among others.

SHARE THIS ARTICLE :
Facebook
Twitter
WhatsApp
Scroll to Top
All our printed editions are available online
Subscribe to the Guyana Chronicle.
Sign up to receive news and updates.
We respect your privacy.

The IMO launched the International Day for Women in Maritime in 2022 to promote diversity and inclusivity.

Title:

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

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

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

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

2024 has changed that.

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

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

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

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

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

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

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

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

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

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

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

A Women in Maritime Network was established to support and inspire women in the industry.

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?

Emirati women are succeeding in the traditionally male-dominated maritime industry.

Title:

Content: 00: 00
Expo 2020 Dubai Today
Two women successfully navigate the ocean.
The reality proves every day the extent of the great energies and creative abilities of Emirati women to succeed and prove themselves in order to achieve their dream of reaching what they aspire to, so they were able to prove their presence in all the jobs and tasks assigned to them, especially those field works that are difficult, and were exclusively for men. Education and Employment, held last week at Expo Sharjah, are Amal Ahmed and Sharifa Yousef Abdullah, who achieved their dreams of studying at the Arab Academy for Science, Technology and Maritime Transport, specializing in maritime.
Amal Ahmed said that she chose to study at the Naval Academy because of her desire, where she aspires to specialize in marine engineering, which is a new specialization for women, indifferent to the challenges she faced in all ability - especially that the specialization requires an applied study inside the seas for a year, and after graduating from Umm Ammar Secondary School in Khorfakkan by 85%, she joined the Academy to achieve her desire to become a naval engineer. She got to know the engine room of ships and learned about the secrets of the work of ships, and gave her the opportunity to deal with workers and technicians, in addition to taking responsibility and working under pressure to face the difficulties and devise solutions to them, and she succeeded in proving herself and won the challenge imposed within her, and proved to her family and everyone that the decision to join this academy was right.
Passion
In the same vein, Sharifa Yousef Abdullah, a student, says that she chose to study at the Naval Academy because she loves the sea from a young age.
She has a great passion for cartography that needs the specialization she wants to study, so she decided to specialize in maritime navigation, after finding encouragement from her mother, as well as some of her relatives studying at the Naval Academy in the Arab Republic of Egypt, and gained through her studies many skills, in addition to becoming more disciplined as a result of the exercises and military exercises, queues and sports given to them.
She added that the Academy provides students with the disciplines of port operations and maritime operations, and grants graduates a bachelor ’ s degree and certificates of second officer, and the Department of Marine Engineering provides the graduate with a bachelor ’ s degree in marine engineering technology in two disciplines, namely marine mechanics or marine electricity, in addition to the certificate of a third marine engineer.
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

The Arab Academy for Science, Technology and Maritime Transport offers maritime specializations, including marine engineering and navigation, to women.

Title:

Content: 00: 00
Expo 2020 Dubai Today
Two women successfully navigate the ocean.
The reality proves every day the extent of the great energies and creative abilities of Emirati women to succeed and prove themselves in order to achieve their dream of reaching what they aspire to, so they were able to prove their presence in all the jobs and tasks assigned to them, especially those field works that are difficult, and were exclusively for men. Education and Employment, held last week at Expo Sharjah, are Amal Ahmed and Sharifa Yousef Abdullah, who achieved their dreams of studying at the Arab Academy for Science, Technology and Maritime Transport, specializing in maritime.
Amal Ahmed said that she chose to study at the Naval Academy because of her desire, where she aspires to specialize in marine engineering, which is a new specialization for women, indifferent to the challenges she faced in all ability - especially that the specialization requires an applied study inside the seas for a year, and after graduating from Umm Ammar Secondary School in Khorfakkan by 85%, she joined the Academy to achieve her desire to become a naval engineer. She got to know the engine room of ships and learned about the secrets of the work of ships, and gave her the opportunity to deal with workers and technicians, in addition to taking responsibility and working under pressure to face the difficulties and devise solutions to them, and she succeeded in proving herself and won the challenge imposed within her, and proved to her family and everyone that the decision to join this academy was right.
Passion
In the same vein, Sharifa Yousef Abdullah, a student, says that she chose to study at the Naval Academy because she loves the sea from a young age.
She has a great passion for cartography that needs the specialization she wants to study, so she decided to specialize in maritime navigation, after finding encouragement from her mother, as well as some of her relatives studying at the Naval Academy in the Arab Republic of Egypt, and gained through her studies many skills, in addition to becoming more disciplined as a result of the exercises and military exercises, queues and sports given to them.
She added that the Academy provides students with the disciplines of port operations and maritime operations, and grants graduates a bachelor ’ s degree and certificates of second officer, and the Department of Marine Engineering provides the graduate with a bachelor ’ s degree in marine engineering technology in two disciplines, namely marine mechanics or marine electricity, in addition to the certificate of a third marine engineer.
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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?

inclusive policies
vocational training
educational programs

Women in maritime careers face challenges, but can overcome them with determination and hard work.

Title:

Content: 00: 00
Expo 2020 Dubai Today
Two women successfully navigate the ocean.
The reality proves every day the extent of the great energies and creative abilities of Emirati women to succeed and prove themselves in order to achieve their dream of reaching what they aspire to, so they were able to prove their presence in all the jobs and tasks assigned to them, especially those field works that are difficult, and were exclusively for men. Education and Employment, held last week at Expo Sharjah, are Amal Ahmed and Sharifa Yousef Abdullah, who achieved their dreams of studying at the Arab Academy for Science, Technology and Maritime Transport, specializing in maritime.
Amal Ahmed said that she chose to study at the Naval Academy because of her desire, where she aspires to specialize in marine engineering, which is a new specialization for women, indifferent to the challenges she faced in all ability - especially that the specialization requires an applied study inside the seas for a year, and after graduating from Umm Ammar Secondary School in Khorfakkan by 85%, she joined the Academy to achieve her desire to become a naval engineer. She got to know the engine room of ships and learned about the secrets of the work of ships, and gave her the opportunity to deal with workers and technicians, in addition to taking responsibility and working under pressure to face the difficulties and devise solutions to them, and she succeeded in proving herself and won the challenge imposed within her, and proved to her family and everyone that the decision to join this academy was right.
Passion
In the same vein, Sharifa Yousef Abdullah, a student, says that she chose to study at the Naval Academy because she loves the sea from a young age.
She has a great passion for cartography that needs the specialization she wants to study, so she decided to specialize in maritime navigation, after finding encouragement from her mother, as well as some of her relatives studying at the Naval Academy in the Arab Republic of Egypt, and gained through her studies many skills, in addition to becoming more disciplined as a result of the exercises and military exercises, queues and sports given to them.
She added that the Academy provides students with the disciplines of port operations and maritime operations, and grants graduates a bachelor ’ s degree and certificates of second officer, and the Department of Marine Engineering provides the graduate with a bachelor ’ s degree in marine engineering technology in two disciplines, namely marine mechanics or marine electricity, in addition to the certificate of a third marine engineer.
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What challenges do women in the construction and maritime  industries face?

The Ministry of Energy and Infrastructure launched the 'Leaders in Difference' initiative to empower women in maritime.

Title:

Content: Energy and Infrastructure Launches ‘ Leaders in Difference ’ Initiative
T + T - normal size
The Ministry of Energy and Infrastructure has launched the “Leaders in Difference ” initiative, which is dedicated to empowering women in all fields, especially in the maritime sector.
The initiative aims to qualify experienced female talent capable of making a difference in the industry, in order to help promote the growth of the maritime sector in the UAE, based on its leading global position.
This comes within the framework of efforts on the empowerment of women within the strategic plan of the International Maritime Organization and in line with the celebration of the International Day of Women in the Maritime Sector
The UAE places a high priority on empowering female talent in the maritime workforce by nurturing young female talent and providing them with the necessary resources to excel, as this contributes to strengthening the sector with the capabilities of future female leaders.
Engineer Hassan Mohammed Juma Al Mansouri, Undersecretary of the Ministry of Energy and Infrastructure for Infrastructure and Transport Affairs, said: “We need skilled competencies in the maritime sector of both sexes, like any other industry, and our main goal should be to recruit enhanced talent to ensure the growth of the sector.
We need to change all preconceptions about the industry, discovering a diverse and young group that is able to keep up with its continuous development.
Today, maritime academies and institutions focus on the need to inject the maritime workforce of qualified female talents, this is the required role that contributes to the guidance and care of women to provide them with the necessary resources to achieve excellence, and thus we witness the birth of a maritime industry that is renewed by distinguished female leaders.
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: The need to promote the role of women in maritime activities has become an issue of unprecedented importance and is receiving great attention at all levels.
The UAE is one of the founders of the IMO Gender Equality Network.
The State also contributed to the preparation of a set of IMO resolutions in the field of women ’ s empowerment, gender equality and the promotion of women ’ s participation in the maritime sector, in line with the United Nations Sustainable Development Goals, especially the fifth goal on gender equality.
The UAE is also currently chairing the Association of Arab Women in the Maritime Sector, in cooperation with the Technical Cooperation Programme of the International Maritime Organization (IMO) in supporting women in the maritime sector.
Print Email

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

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

The initiative aims to qualify female talent to promote UAE maritime sector growth.

Title:

Content: Energy and Infrastructure Launches ‘ Leaders in Difference ’ Initiative
T + T - normal size
The Ministry of Energy and Infrastructure has launched the “Leaders in Difference ” initiative, which is dedicated to empowering women in all fields, especially in the maritime sector.
The initiative aims to qualify experienced female talent capable of making a difference in the industry, in order to help promote the growth of the maritime sector in the UAE, based on its leading global position.
This comes within the framework of efforts on the empowerment of women within the strategic plan of the International Maritime Organization and in line with the celebration of the International Day of Women in the Maritime Sector
The UAE places a high priority on empowering female talent in the maritime workforce by nurturing young female talent and providing them with the necessary resources to excel, as this contributes to strengthening the sector with the capabilities of future female leaders.
Engineer Hassan Mohammed Juma Al Mansouri, Undersecretary of the Ministry of Energy and Infrastructure for Infrastructure and Transport Affairs, said: “We need skilled competencies in the maritime sector of both sexes, like any other industry, and our main goal should be to recruit enhanced talent to ensure the growth of the sector.
We need to change all preconceptions about the industry, discovering a diverse and young group that is able to keep up with its continuous development.
Today, maritime academies and institutions focus on the need to inject the maritime workforce of qualified female talents, this is the required role that contributes to the guidance and care of women to provide them with the necessary resources to achieve excellence, and thus we witness the birth of a maritime industry that is renewed by distinguished female leaders.
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: The need to promote the role of women in maritime activities has become an issue of unprecedented importance and is receiving great attention at all levels.
The UAE is one of the founders of the IMO Gender Equality Network.
The State also contributed to the preparation of a set of IMO resolutions in the field of women ’ s empowerment, gender equality and the promotion of women ’ s participation in the maritime sector, in line with the United Nations Sustainable Development Goals, especially the fifth goal on gender equality.
The UAE is also currently chairing the Association of Arab Women in the Maritime Sector, in cooperation with the Technical Cooperation Programme of the International Maritime Organization (IMO) in supporting women in the maritime sector.
Print Email

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

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

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

inclusive policies
vocational training
educational programs

The UAE prioritizes empowering female talent in the maritime workforce.

Title:

Content: Energy and Infrastructure Launches ‘ Leaders in Difference ’ Initiative
T + T - normal size
The Ministry of Energy and Infrastructure has launched the “Leaders in Difference ” initiative, which is dedicated to empowering women in all fields, especially in the maritime sector.
The initiative aims to qualify experienced female talent capable of making a difference in the industry, in order to help promote the growth of the maritime sector in the UAE, based on its leading global position.
This comes within the framework of efforts on the empowerment of women within the strategic plan of the International Maritime Organization and in line with the celebration of the International Day of Women in the Maritime Sector
The UAE places a high priority on empowering female talent in the maritime workforce by nurturing young female talent and providing them with the necessary resources to excel, as this contributes to strengthening the sector with the capabilities of future female leaders.
Engineer Hassan Mohammed Juma Al Mansouri, Undersecretary of the Ministry of Energy and Infrastructure for Infrastructure and Transport Affairs, said: “We need skilled competencies in the maritime sector of both sexes, like any other industry, and our main goal should be to recruit enhanced talent to ensure the growth of the sector.
We need to change all preconceptions about the industry, discovering a diverse and young group that is able to keep up with its continuous development.
Today, maritime academies and institutions focus on the need to inject the maritime workforce of qualified female talents, this is the required role that contributes to the guidance and care of women to provide them with the necessary resources to achieve excellence, and thus we witness the birth of a maritime industry that is renewed by distinguished female leaders.
Engineer Hessa Al Malik, Advisor to the Minister for Maritime Transport at the Ministry of Energy and Infrastructure, said: The need to promote the role of women in maritime activities has become an issue of unprecedented importance and is receiving great attention at all levels.
The UAE is one of the founders of the IMO Gender Equality Network.
The State also contributed to the preparation of a set of IMO resolutions in the field of women ’ s empowerment, gender equality and the promotion of women ’ s participation in the maritime sector, in line with the United Nations Sustainable Development Goals, especially the fifth goal on gender equality.
The UAE is also currently chairing the Association of Arab Women in the Maritime Sector, in cooperation with the Technical Cooperation Programme of the International Maritime Organization (IMO) in supporting women in the maritime sector.
Print Email

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

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

promote women to higher roles
active recruitment of women

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

Kendra Kron, 33, founded InSite Contracting in 2016, growing it to $4.5 million in revenue in five years.

Heather Hoffman, president of Commercial Drywall Inc., has increased volume and revenue and founded Power Source Construction.

Jeniffer Kuria, a Black immigrant woman and CEO of Amani Construction, has built or renovated numerous homes in Minneapolis and Brooklyn Park.

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

Irene Naliaka, a female transit trucker, has overcome industry challenges for 10 years.

Loretta Barnett is a second-generation employee and one of the first female operators at the Savannah River Site.

Title:

Content: ContributorsPublishersAdvertisers

‘The possibilities are endless’: SRS highlights first female operators

WRDW-TV
 2 days ago

AIKEN, S.C. (WRDW/WAGT) - It’s Women’s History Month, and in once male-dominated fields, women are taking over. The Savannah River Site put the spotlight on some of their first female operators. We caught up with one woman who is a second-generation employee. Loretta Barnett began her job...

www.wrdw.com

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

Farkhana Safargaleeva is a successful woman crane operator who has overcome gender barriers in her 15-year career.

Title:

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

having to work harder to prove oneself
attitudinal biases at work

Emirati women work in UAE ports as crane operators, ship overseers, and in other male-dominated roles.

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

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

Four women have been assigned as Stacker-cum Reclaimer operators at Tata Steel Meramandali in Odisha, breaking the gender barrier in this role.

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?

Sikhanyisiwe Tazvitya, a 29-year-old Zimbabwean, is a successful truck driver in Warsaw, Poland, inspiring many with her story.

Title:

Content: Zim woman truck driver in Europe
7 October 2023
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A 29-year-old woman from Zimbabwe is a social media sensation after making a name for herself as one of Europe’s top truck drivers. The achievement is one for the books for Sikhanyisiwe Tazvitya, who was once a maid in Zimbabwe’s capital, Harare.

Popularly known as @Laydytruckerzim, Sikhanyisiwe Tazvitya, is a proud trucker in Warsaw, Poland, where she now lives and works. With over 100,000 Facebook followers, the former maid turned earthmoving equipment operator, says she is proud of her achievement.

“I started as a maid in Harare and then I decided to upgrade myself to Earthmoving Equipment Operator, but it was not easy because my salary was very little but through dedication and asking for help from my family and that’s when my life changed. Now I am a truck driver.”, she said.

Tazvitya says that she didn’t want to settle as an earthmoving equipment operator and decided to pursue a training course in the male-dominated field of driving. “The Earthmoving job did not stop me from wanting more, I did it all and still saved up for Truck Driving Training, and here we are today, doing what most men are failing to do. This is my story and now I live in Poland.”

To many men and women who have followed her journey, Tazvitya has been an inspiration. Fellow Zimbabwean, Hope Magara of the Midlands, who also now lives in Poland, says she is now a trucker thanks to Tazvitya. She said, “Sikhanyisiwe was my first driver, trainer and mentor, now I am here in Poland working, she is very kind and a blessing. It is doable. To other women out there, If I can do it, so can you. Never give up”.

Fellow Zimbabwean Zamani Dhlodhlo, is already working as a truck driver in South Africa, but is planning to join Tazvitya in Poland. Through her @LadytruckerZim Facebook page, Tazvitya has been helping many like Dhlodhlo process documents to work abroad. Mr Dhlodhlo said, “I am a truck driver in South Africa, I have already completed my application process. I have my work permit ready, I am just waiting on my visa and I will be off to Poland. Many companies in Europe have no idea how much of a treasure Tazvitya is because as she helps us, she is also helping them with their labor needs.”

As a single mother of two children, Tazvitya says she wants to see more women succeed in anything they pursue by staying true to their dreams. “Believe in yourself, take calculated risks, work hard, take care of yourself, stay true to yourself and ignore negativity. Surround yourself with people who are supportive of your goals. Stay hungry, fight harder and never give up. We can do this, and don’t forget to pray.”

For now, Tazvitya has no plans to leave the trucking business anytime soon and hopes to continue inspiring others.

Maggie Selagea, who entered the trucking industry in 2008, now heads Mega Load, exemplifying the industry's growing female presence.

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Fewer fines, fewer accidents, more female truck drivers, more and more attention.
In response to the increasing demand for truck drivers, more and more women are joining the ranks of drivers.
According to the Ministry of Labor, there were about 3.1 million truck drivers in 1999, and 4.9% were women. In 2021, there were nearly 3.5 million truck drivers, and 7.9% were women.
The number of female drivers has increased by 80% over the past 20 years. Maggie Selagea is one of thousands of women joining the industry.
In 2008, during the Great Depression, Selagea ’ s construction company went bankrupt, and she turned to the trucking industry, which was not easily affected by the economic downturn.
She became head of the transportation company Mega Load.
The company is headquartered in Chicago and ships throughout the country.
Selagea said, “I grew up with nine brothers and became a car lover.
I take care of my car and I want people who work with me to do so.
Selagea ’ s experience reflects the impact women have had on the transportation industry.
Rhonda Hartman, a member of the American Trucking Association, which recruits women and advocates for Women in Motion, said women drivers prefer safe driving, cherish equipment, have fewer fines and fewer accidents, and thus reduce litigation costs and insurance costs for trucking companies.
This view is supported by the analysis of the 2022 Women in Trucking Index.
The data shows that women often choose to avoid risk and focus more on safety than men.
In addition, women often have excellent multitasking and organizational skills, strong communication, patience, focus and reliability.
Matt Hart, CEO of the Illinois Trucking Association (ITA), agrees, saying there is a national driver shortage and the ITA is trying to recruit more women and form “road teams. ”
Its members must have exemplary driving records and good communication skills.
Hartman was one of the members.
She visited the White House to talk to President Biden.
She regularly offers driving lessons and travels the country as a seminar instructor.
Hart also said that because more trucks are now equipped with automatic transmission, which reduces the physical requirements, making it easier for women to drive.
Both Selagea and Hartman are excited to see more female drivers on board.
“Women ’ s participation has made the industry better, ” Hartman says, even though women are currently paid less.
On average, male truck drivers earn about $61,000, while female truck drivers earn only $52,000.
When the working environment is overwhelmingly male, female drivers may face backlash and stress due to gender.
To that end, Cornilla Johnson, who is training to drive a Class A vehicle, said, “Be confident in what you ’ re doing and who you are. ”
As a woman, you can definitely get through difficult times. "As a single mother, she likes this flexibility in working hours and makes herself more confident.
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What are construction and maritime companies doing to promote and aid women in the field?

Women can excel in male-dominated roles, breaking down traditional gender barriers to achieve career success.

Title:

Content: ContributorsPublishersAdvertisers

‘The possibilities are endless’: SRS highlights first female operators

WRDW-TV
 2 days ago

AIKEN, S.C. (WRDW/WAGT) - It’s Women’s History Month, and in once male-dominated fields, women are taking over. The Savannah River Site put the spotlight on some of their first female operators. We caught up with one woman who is a second-generation employee. Loretta Barnett began her job...

www.wrdw.com

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?

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?

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?

Mentorship programs can help female leaders develop essential skills for career advancement in male-dominated fields.

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

mentorship opportunities
educational programs

A good mentoring relationship can help female crane operators navigate career challenges by providing honest support and guidance.

Title:

Content: Zim woman truck driver in Europe
7 October 2023
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A 29-year-old woman from Zimbabwe is a social media sensation after making a name for herself as one of Europe’s top truck drivers. The achievement is one for the books for Sikhanyisiwe Tazvitya, who was once a maid in Zimbabwe’s capital, Harare.

Popularly known as @Laydytruckerzim, Sikhanyisiwe Tazvitya, is a proud trucker in Warsaw, Poland, where she now lives and works. With over 100,000 Facebook followers, the former maid turned earthmoving equipment operator, says she is proud of her achievement.

“I started as a maid in Harare and then I decided to upgrade myself to Earthmoving Equipment Operator, but it was not easy because my salary was very little but through dedication and asking for help from my family and that’s when my life changed. Now I am a truck driver.”, she said.

Tazvitya says that she didn’t want to settle as an earthmoving equipment operator and decided to pursue a training course in the male-dominated field of driving. “The Earthmoving job did not stop me from wanting more, I did it all and still saved up for Truck Driving Training, and here we are today, doing what most men are failing to do. This is my story and now I live in Poland.”

To many men and women who have followed her journey, Tazvitya has been an inspiration. Fellow Zimbabwean, Hope Magara of the Midlands, who also now lives in Poland, says she is now a trucker thanks to Tazvitya. She said, “Sikhanyisiwe was my first driver, trainer and mentor, now I am here in Poland working, she is very kind and a blessing. It is doable. To other women out there, If I can do it, so can you. Never give up”.

Fellow Zimbabwean Zamani Dhlodhlo, is already working as a truck driver in South Africa, but is planning to join Tazvitya in Poland. Through her @LadytruckerZim Facebook page, Tazvitya has been helping many like Dhlodhlo process documents to work abroad. Mr Dhlodhlo said, “I am a truck driver in South Africa, I have already completed my application process. I have my work permit ready, I am just waiting on my visa and I will be off to Poland. Many companies in Europe have no idea how much of a treasure Tazvitya is because as she helps us, she is also helping them with their labor needs.”

As a single mother of two children, Tazvitya says she wants to see more women succeed in anything they pursue by staying true to their dreams. “Believe in yourself, take calculated risks, work hard, take care of yourself, stay true to yourself and ignore negativity. Surround yourself with people who are supportive of your goals. Stay hungry, fight harder and never give up. We can do this, and don’t forget to pray.”

For now, Tazvitya has no plans to leave the trucking business anytime soon and hopes to continue inspiring others.

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

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

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

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

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

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Content: Four Ways to Uplift Women in Male-Dominated Industries

I know what it’s like to be the only woman in the room, having spent hours, days, weeks and months in digital forensics classrooms and business conference rooms with few, if any, women alongside me.

At the same time, I also know what it’s like to achieve amazing things in collaboration with diverse teams who are working side by side. Each person at the table, male, female, non-binary, has valuable perspectives and viewpoints that can bridge gaps and solve tough problems.

Unfortunately, less than 5% of the Global 500 are run by female CEOs. While companies around the world are working hard to improve their diversity, inclusion and belonging, we have ongoing to do. Women are still hitting glass ceilings in the workplace, which reflects a cascade of missed opportunities for their own growth as well as the growth of the organisations where they work. There are countless benefits to female leadership and diverse teams, and numerous studies have reported that diverse teams are more innovative and significantly outperform less inclusive competitors.

Simply put, there’s no downside to modernising our workplaces so that they are inclusive and offer a work-life integration that works for people of all walks of life. Throughout my career, I’ve seen a lot of what works and what doesn’t in traditionally male-dominated industries. Like many women, I’ve also seen the unexpected challenges and changes that have resulted from the pandemic. Businesses are still finding new ways of working and new approaches to supporting flexibility in the workplace. These changes are helping women, yes, but the benefits extend to everyone.

What’s particularly exciting is the possibility of linking new ways of working, and what we’ve learned over the last year, with business and diversity objectives. There are several specific ways to do this. These include:

1: Address and break down stigmas

It’s essential to have an open, safe environment to talk about challenging issues, ensure people feel included and establish a culture wherein junior-level employees — especially women — are encouraged to speak up. Open and respectful discussion about hard topics, in addition to education about unconscious bias, will help eliminate stigmas tied to certain groups and lifestyles. For example, women have long grappled with the tension between having a career and having children. Mothers can and do have vibrant careers, but workplaces often lack the supports that help women effectively transition back into their roles after maternity leave. Even when women are supported in this way, many feel that their status as a mother will cause them to be overlooked for promotions or high priority work assignments. Organisations can do better on this front. Likewise, business leaders must also consider additional biases women face in the workplace, so that all women, not only mothers, can grow their careers at the same pace as their male counterparts.

2: Encourage healthy boundaries

Alongside breaking down stigmas, leaders must recognise that traditional views about work-life balance have become outdated. It’s clear that flexibility and work-life integration are not barriers to company success and productivity. In fact, it’s quite the opposite. As a new mother, I’ve battled with the guilt that comes with trying to satisfy every need. This feeling that that something, work or family, is continually under-prioritised is familiar to many women. I do believe there is a way for women to feel empowered at work, not hindered by it. Every employee has different needs and should therefore have the right to set the boundaries that will help them be successful in their professional and personal lives. Leaders must establish a culture that encourages employees to have a life outside of work, whether that is hobbies, exercise, family time or other forms of self care.

3: Reciprocal mentoring

Leaders should be collaborative and support their people. When employees have encouragement in the right direction, they are far more likely to engage in their jobs and stay with their employers for the long-haul. Reciprocal mentoring—wherein managers and executives listen to colleagues from a diverse set of backgrounds to hear their perspectives on what’s working and what’s not—is one practical way of creating a culture of support and inclusion. Through reciprocal mentoring, employees have the opportunity to shape how their leaders lead and the types of policies and programmes that are put in place across the organisation.

4: Acknowledge and support new mental health needs

Supporting mental health has always been an important responsibility for employers, but it’s taken on a new sense of urgency this past year. Employees are now grappling with the loss of their social and work connections and an unprecedented (and stressful) intersection of working and family life. These circumstances have taken a universal toll on well-being, and in many households, the heaviest burden has fallen on women.

We know there is no benefit to everyone being the same. People across all identities, from all racial and ethnic backgrounds, from all lifestyles, have unique, inherent strengths to offer. When all diverse perspectives are welcomed to the table, progress and innovation can happen. Leaders have a collective responsibility and opportunity to continue advancing this kind of positive change. When we do this boldly, alongside the execution of pragmatic programmes that ensure progress, we’ll have a real shot at creating workplaces that are more flexible, open and fit for the needs of the future.

By Laura Hayter,  FTI Consulting

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