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.

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

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

Women can pursue training and certification in operating heavy machinery like cranes to capitalize on the growing demand for construction equipment 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 maritime sector has seen a gradual increase in women in the workforce, with Emirati women succeeding in traditionally male-dominated roles such as crane operators and ship overseers.

Women comprised 10.9 percent of the construction industry's workforce in 2020, and companies like MDOT are creating training programs to recruit women and minorities to construction crews.

Women can excel in male-dominated roles, breaking down traditional gender bar

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.

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“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.

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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.

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

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

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?

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
Read also
"Miss Pampushka 2022".
Convicted prisoners beauty contest held at EU institution 164 / 6
On the eve of March 8, the Council of Mothers congratulated the deputy akim of the region Gani Nygymetov
Women of different professions were congratulated on March 8

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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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?

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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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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Content: Russian news agency 18 +
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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: 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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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.

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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?

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

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

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

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

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.

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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.

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?

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

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?

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The maritime sector has seen a gradual increase in women in the workforce, with Emirati women succeeding in traditionally male-dominated roles such as crane operators and ship overseers.

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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.
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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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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?

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?

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?

Women comprised 10.9 percent of the construction industry's workforce in 2020, and companies like MDOT are creating training programs to recruit women and minorities to construction crews.

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?

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Women can excel in male-dominated roles, breaking down traditional gender bar

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

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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...

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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?

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?

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?