The construction industry, traditionally male-dominated, is seeing women excel in roles like crane operators.

Women like Farhana Safargaleeva, a crane operator, have worked in construction for over 15 years, proving they can succeed in the field.

Farhana Safargaleeva's success is attributed to her calmness, attentiveness, and family support.

Women like Patrice Hickey, a construction industry leader, are paving the way for others despite facing sexism and harassment.

The construction industry faces a labor shortage, with a record 440,000 job openings, and women are being encouraged to fill the gaps.

DPR Construction is seeking to recruit and retain more women through initiatives like mentorship programs and diversity training.

Construction workers, including electricians and managers, earned median salaries of $59,000 and $98,500 in 2021, making it an attractive career option for women.

Women like Tiquita Wallace are taking advantage of training opportunities to enter the construction industry and build a better future.

Women and minorities, particularly women of color, are increasingly entering the construction industry.

Women like Nicole Goolsby, a construction company owner in Raleigh, North Carolina, are succeeding in the industry.

Goolsby, known as 'Becky Nicky', is mentoring women to follow in her footsteps, emphasizing the importance of female support and empowerment in the industry.

The Transportation & Construction GIRL Day event educates young women about careers in construction and transportation.

The event aims to show young women that a career in transportation and construction is possible.

In 2020, women comprised just 10.9 percent of the construction industry's workforce.

The construction and transportation industry offers lucrative jobs, making it an attractive career option for women.

The event features hands-on exhibits and activities like flying drones, welding, and making concrete.

The organization aims to inform young people about opportunities for women in construction and transportation.

Jessica St Clair Gunn, a 27-year-old from Edinburgh, is a successful joinery apprentice nearing the end of her second year in a four-year program.

She attributes her success to attention to detail, problem-solving, and being a visual learner.

Jessica thinks women have a natural advantage in construction due to their attention to detail.

Barratt Developments has a supportive and family-friendly culture that she finds beneficial.

Jessica aims to be a role model for women in construction, encouraging them to overcome the industry's male dominance.

Patricia Henderson, a Detroit woman, has been crowned Superintendent of Street Maintenance, a rare achievement for women in the construction industry.

Henderson started working for the city in 1998 and proved herself capable despite initial challenges from male colleagues.

Only 13% of construction payroll employees are women, a percentage unchanged since the 90s.

MDOT has created a training program to recruit women and minorities to construction crews.

Enrollment has more than doubled from 56 women in 2017 to 126 in 2021.

On-the-job training can effectively recruit and retain women in construction.

Women in leadership positions, like Patricia Henderson, can help recruit more women to the construction industry.

The US construction labor force is decreasing by 7% annually.

Robotic construction machinery can reduce on-site dangers by minimizing the need for human operators.

High-tech crane machinery can attract a new generation of operators to construction.

Women in construction face obstacles like teenage pregnancies, early marriages, and societal pressures.

Empowering women in construction contributes to gender equality and sustainable development.

The government can support women in construction by implementing educational programs, training, and inclusive policies that promote gender equality.

The construction industry offers many job opportunities for women.

Employers in the industry are seeking to attract and support more women to increase diversity and inclusion.

Women in male-dominated industries can serve as role models and mentors, offering valuable guidance and support.

Lack of female leadership makes it harder for women to achieve their career goals.

Targeted training can help women succeed in male-dominated industries.

Women have achieved leadership positions in male-dominated fields like construction, maritime, and crane operation.

Farhana Safargaleeva, a crane operator, has returned to TOO 'Edinstvo' after a break, where she had already worked for 15 years.

Women like Farhana Safargaleeva are breaking traditional gender barriers in male-dominated professions like crane operating.

TOO 'Edinstvo' has 25 female employees out of 152 staff members, including crane and machine operators.

Women are making progress in male-dominated industries, including crane operation and leadership positions, as seen at the Savannah River Site.

Loretta Barnett is one of the first female operators at the Savannah River Site, a traditionally male-dominated field.

The UAE has implemented laws supporting women's economic and political freedom, enabling them to access leadership positions and operate cranes.

Emirati women are pursuing non-traditional careers, like space exploration, while maintaining their traditional dress and customs.

Four women have been assigned as Stacker-cum Reclaimer operators at Tata Steel Meramandali in Odisha, breaking a traditional industry gender barrier.

A woman has been assigned as a Hyva operator at Tata Steel Meramandali, the first female to hold this position, after completing safety induction and on-the-job training.

Female SCR operators have undergone safety induction and on-the-job training, demonstrating their capability to perform traditionally male-only jobs.

The appointment is expected to encourage girls to pursue similar jobs and break down traditional gender barriers.

Meest Group has formed all-female teams in traditionally male-dominated roles, demonstrating women's ability to excel in them.

Women in Meest have shown to be highly effective, demonstrating key skills and taking on roles like forklift drivers.

Ferrexpo has increased female leadership to 21% and aims to reach 25% by 2030.

Elena Nikolaevchk-Neroda, a Ferrexpo employee, has taken on male-dominated roles, including driving 220-ton trucks.

Kendra Kron, 33, founded InSite Contracting in 2016 and built it into a $4.5 million revenue company in five years.

Heather Hoffman, President of Commercial Drywall Inc., has increased the company's volume and revenue and founded Power Source Construction.

Jeniffer Kuria, a Black immigrant woman, has built a successful construction company despite facing significant challenges.

Women can excel in male-dominated roles and achieve leadership positions in construction and maritime.

The construction industry has a gender imbalance, with only 16% female representation, necessitating mentorship and training programs to promote diversity and inclusion.

Most documents lack mentorship initiatives or training programs for women crane operators.

The Women into Home Building Employment Programme is a joint initiative to address the construction industry's gender imbalance.

The programme provides funded training and childcare support to increase women's representation in homebuilding leadership.

The West Virginia Women Work program helps women enter nontraditional occupations like the skilled trades and construction.

The Step Up for Women Construction Program is a tuition-free training program preparing adult women for construction industry entry-level positions and apprenticeships.

The program trains women in carpentry, electrical, plumbing, and welding to prepare them for construction industry roles.

The Sisters in Mining program, launched in 2013, helps Aboriginal and Torres Strait Islander women become haul truck drivers in the mining sector.

The SIM program has supported 75 women, with around 90% securing Thiess employment, demonstrating its effectiveness.

Gilbane Building Company's Rising Contractor program supports diverse-owned businesses, including women-owned businesses, to promote industry diversity and inclusion.

The program includes training and mentorship to help build capacity in underrepresented construction companies, including minority-owned, women-owned, and veteran-owned businesses.

These programs demonstrate a shift towards greater gender equality in the construction industry, laying the groundwork for similar initiatives.

The construction industry, traditionally male-dominated, is seeing women excel in roles like crane operators.

Title:

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

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

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

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

Women like Farhana Safargaleeva, a crane operator, have worked in construction for over 15 years, proving they can succeed 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 challenges do women in the construction and maritime  industries face?

Farhana Safargaleeva's success is attributed to her calmness, attentiveness, and family support.

Women like Patrice Hickey, a construction industry leader, are paving the way for others despite facing sexism and harassment.

Title:

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

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

sexual and workplace harrassment
attitudinal biases at work

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

The construction industry faces a labor shortage, with a record 440,000 job openings, and women are being encouraged to fill the gaps.

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

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

DPR Construction is seeking to recruit and retain more women through initiatives like mentorship programs and diversity training.

DPR Construction is seeking to recruit and retain more women through initiatives like mentorship programs and diversity training.

DPR Construction is seeking to recruit and retain more women through initiatives like mentorship programs and diversity training.

Construction workers, including electricians and managers, earned median salaries of $59,000 and $98,500 in 2021, making it an attractive career option for women.

Construction workers, including electricians and managers, earned median salaries of $59,000 and $98,500 in 2021, making it an attractive career option for women.

Construction workers, including electricians and managers, earned median salaries of $59,000 and $98,500 in 2021, making it an attractive career option for women.

Women like Tiquita Wallace are taking advantage of training opportunities to enter the construction industry and build a better future.

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 and minorities, particularly women of color, are increasingly entering the construction industry.

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

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

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

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

Women like Nicole Goolsby, a construction company owner in Raleigh, North Carolina, are succeeding in the industry.

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?

Goolsby, known as 'Becky Nicky', is mentoring women to follow in her footsteps, emphasizing the importance of female support and empowerment in the industry.

Goolsby, known as 'Becky Nicky', is mentoring women to follow in her footsteps, emphasizing the importance of female support and empowerment in the industry.

Goolsby, known as 'Becky Nicky', is mentoring women to follow in her footsteps, emphasizing the importance of female support and empowerment in the industry.

The Transportation & Construction GIRL Day event educates young women about careers in construction and transportation.

Title:

Content: By Conor McCue

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

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

(credit: CBS)

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

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

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

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

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

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

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

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

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

(credit: CBS)

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

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

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

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

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

MORE NEWS: Denver Weather: Cooler Temperatures Settle In Quickly

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

Conor McCue

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?

vocational training
educational programs

The event aims to show young women that a career in transportation and construction is possible.

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

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

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

In 2020, women comprised just 10.9 percent of the construction industry's workforce.

The construction and transportation industry offers lucrative jobs, making it an attractive career option for women.

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?

variety of opportunities available
better wages

The event features hands-on exhibits and activities like flying drones, welding, and making concrete.

The organization aims to inform young people about opportunities for women in construction and transportation.

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

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

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

Jessica St Clair Gunn, a 27-year-old from Edinburgh, is a successful joinery apprentice nearing the end of her second year in a four-year program.

Title:

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

Barratt Developments apprentice speaks during Scottish Apprenticeship Week and ahead of International Women’s Day on Friday
Watch more of our videos on Shots!
and live on Freeview channel 276
Visit Shots! now

I'm Jessica St Clair Gunn, 27, originally from Norfolk, but I moved to Edinburgh in 2010, and two years ago I decided to take the plunge and apply for a place on this construction apprentice programme following an eight-year stint working in retail.

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

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

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

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

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

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

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

She attributes her success to attention to detail, problem-solving, and being a visual learner.

Jessica thinks women have a natural advantage in construction due to their attention to detail.

Barratt Developments has a supportive and family-friendly culture that she finds beneficial.

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

Jessica aims to be a role model for women in construction, encouraging them to overcome the industry's male dominance.

Title:

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

Barratt Developments apprentice speaks during Scottish Apprenticeship Week and ahead of International Women’s Day on Friday
Watch more of our videos on Shots!
and live on Freeview channel 276
Visit Shots! now

I'm Jessica St Clair Gunn, 27, originally from Norfolk, but I moved to Edinburgh in 2010, and two years ago I decided to take the plunge and apply for a place on this construction apprentice programme following an eight-year stint working in retail.

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

Hide Ad
Hide Ad

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

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

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

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

Hide Ad
Hide Ad

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

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

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

Patricia Henderson, a Detroit woman, has been crowned Superintendent of Street Maintenance, a rare achievement for women in the construction industry.

Title:

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.

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?

Henderson started working for the city in 1998 and proved herself capable despite initial challenges from male colleagues.

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

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

having to work harder to prove oneself
attitudinal biases at work

Only 13% of construction payroll employees are women, a percentage unchanged since the 90s.

MDOT has created a training program to recruit women and minorities to construction crews.

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

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

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

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

inclusive policies
vocational training
educational programs

Enrollment has more than doubled from 56 women in 2017 to 126 in 2021.

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

On-the-job training can effectively recruit and retain women in construction.

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?

Women in leadership positions, like Patricia Henderson, can help recruit more women to the construction industry.

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

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

active recruitment of women
promote women to higher roles

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

The US construction labor force is decreasing by 7% annually.

Title:

Content: Robot machinery the next generation of construction

i24NEWS

2 min read

'We are cutting production times and shortening projects. These are the main issues for contractors'

Robotic construction sites - an Israeli company is looking to fuse robotics software with the heavy industry and construction markets to combat a declining construction workforce.

Construction company Skyline Cranes and Technology, based in Herzilya of central Israel, is developing a remote-controlled crane that allows one to operate from the comfort of an office.

“You can see the wind speed, and with that, I know where the crane arm is and will be,” crane operator Omer told i24NEWS.

Co-founder and CEO of Skyline Cranes, Aviv Carmel, said the new crane can be operated offsite, from another city or even country.

“We are cutting production times and shortening projects. These are the main issues for contractors and developers, and even the end-user,” Carmel said.

Construction is a dangerous job with inevitable accidents, partly due to the limits of human ability.

“If I am 200 feet up, my eyes can’t zoom in and see who is working below. I need to rely on my radio,” Omer explained.

In Israel, roughly 40 people die each year at construction sites, while 5,300 die in the United States.

The new machinery not only addresses the dangers of the industry, but also the problem of a decline in high-scale construction workers in developed nations.

According to the Associated General Contractors of America, the construction labor force in the US is decreasing at seven percent each year.

“We are combining the high-tech solution with crane machinery, and we are bringing a new generation of operators,” Carmel told i24NEWS.

Robotic construction machinery can reduce on-site dangers by minimizing the need for human operators.

Title:

Content: Robot machinery the next generation of construction

i24NEWS

2 min read

'We are cutting production times and shortening projects. These are the main issues for contractors'

Robotic construction sites - an Israeli company is looking to fuse robotics software with the heavy industry and construction markets to combat a declining construction workforce.

Construction company Skyline Cranes and Technology, based in Herzilya of central Israel, is developing a remote-controlled crane that allows one to operate from the comfort of an office.

“You can see the wind speed, and with that, I know where the crane arm is and will be,” crane operator Omer told i24NEWS.

Co-founder and CEO of Skyline Cranes, Aviv Carmel, said the new crane can be operated offsite, from another city or even country.

“We are cutting production times and shortening projects. These are the main issues for contractors and developers, and even the end-user,” Carmel said.

Construction is a dangerous job with inevitable accidents, partly due to the limits of human ability.

“If I am 200 feet up, my eyes can’t zoom in and see who is working below. I need to rely on my radio,” Omer explained.

In Israel, roughly 40 people die each year at construction sites, while 5,300 die in the United States.

The new machinery not only addresses the dangers of the industry, but also the problem of a decline in high-scale construction workers in developed nations.

According to the Associated General Contractors of America, the construction labor force in the US is decreasing at seven percent each year.

“We are combining the high-tech solution with crane machinery, and we are bringing a new generation of operators,” Carmel told i24NEWS.

High-tech crane machinery can attract a new generation of operators to construction.

Title:

Content: Robot machinery the next generation of construction

i24NEWS

2 min read

'We are cutting production times and shortening projects. These are the main issues for contractors'

Robotic construction sites - an Israeli company is looking to fuse robotics software with the heavy industry and construction markets to combat a declining construction workforce.

Construction company Skyline Cranes and Technology, based in Herzilya of central Israel, is developing a remote-controlled crane that allows one to operate from the comfort of an office.

“You can see the wind speed, and with that, I know where the crane arm is and will be,” crane operator Omer told i24NEWS.

Co-founder and CEO of Skyline Cranes, Aviv Carmel, said the new crane can be operated offsite, from another city or even country.

“We are cutting production times and shortening projects. These are the main issues for contractors and developers, and even the end-user,” Carmel said.

Construction is a dangerous job with inevitable accidents, partly due to the limits of human ability.

“If I am 200 feet up, my eyes can’t zoom in and see who is working below. I need to rely on my radio,” Omer explained.

In Israel, roughly 40 people die each year at construction sites, while 5,300 die in the United States.

The new machinery not only addresses the dangers of the industry, but also the problem of a decline in high-scale construction workers in developed nations.

According to the Associated General Contractors of America, the construction labor force in the US is decreasing at seven percent each year.

“We are combining the high-tech solution with crane machinery, and we are bringing a new generation of operators,” Carmel told i24NEWS.

Women in construction face obstacles like teenage pregnancies, early marriages, and societal pressures.

Title:

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

What you need to know:

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

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

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

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

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

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

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

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

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

Empowering women in construction contributes to gender equality and sustainable development.

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

The government can support women in construction by implementing educational programs, training, and inclusive policies that promote gender equality.

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

inclusive policies
vocational training
educational programs

The construction industry offers many job opportunities for women.

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

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

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

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

Employers in the industry are seeking to attract and support more women to increase diversity and inclusion.

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?

Women in male-dominated industries can serve as role models and mentors, offering valuable guidance and support.

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

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

Lack of female leadership makes it harder for women to achieve their career goals.

Title:

Content: As part of IAB’s Women in Leadership Series and in celebrating International Women’s Day 2024, Zoya Malik, Editor-in Chief, International Accounting Bulletin reached out to Liza Robbins, CEO, Kreston Global to understand the network’s strategies for understanding the strengths women leaders bring and providing training they seek to mentor and deliver growth within the accounting profession

Zoya Malik: What is the relevance still in celebrating International Women’s Day?

Liza Robbins: In my position as Chief Executive of Kreston Global, I am fortunate to foster conversations about talent and equality with business leaders across the globe. Celebrating International Women’s Day (IWD) is not just a symbolic gesture; it’s an opportunity to acknowledge and champion the incredible contributions women make to our profession and the barriers that they still face.

Women are vital players in shaping the future of accounting, particularly as we confront issues of talent shortages and attrition. IWD is an important platform for open discussions about challenges females in our profession face, and milestone to examine, affirm, and progress our commitment to building a truly inclusive and diverse workplace.

ZM: How Kreston is involved in furthering Women’s Leadership across firms?

LR: Women’s leadership in the accounting sector hinges on creating equitable pathways through the corporate pipeline which enable women to command the same titles and salaries as their male counterparts.

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Through our many global communities and networks, we work towards gender equality on our Board and global groups to role model what we seek in our firms, share knowledge to assist firms to grow and to promote collaboration across all our firms to help them, their people, their clients, and other stakeholders to thrive.

As a network, we constantly look at the tools and systems in place to ensure women entering the accounting profession receive the necessary support to excel in their careers. This includes conversations around pay equity, inclusive policies, returnship programmes, and flexible work arrangements alongside community and knowledge sharing initiatives like mentorship, networking, and tailored leadership programs.

ZM: How is Kreston Global training women for leadership roles?

LR: Finding success in accounting – regardless of gender – is no longer simply about technical aptitude. We have launched our Kreston Futures emerging talent committee to involve our younger members in the network’s activities across service lines, operational activities and upskilling opportunities.

While not gender specific, these touch on leadership challenges voiced by females in our network including developing a leadership voice, navigating challenges and conflict, and building confidence in your abilities.

We also create opportunities for our younger talent to consult with our institutional partners on the future of accountancy and careers to ensure their views are represented.

ZM: What in your view are the unique strengths and insights women bring to their leadership positions?

LR: Great leadership doesn’t follow gendered parameters, nor is it the same pedigree for every role or organisation. That said, female leaders – past and current – often possess excellent communication and interpersonal skills, are adept at building collaboration and consensus, and demonstrate strong strategic thinking and problem-solving abilities.

From a cultural perspective, women often bring diverse perspectives and experiences to the table which can foster innovation and creativity within teams. With many women taking on primary carer responsibilities alongside their corporate journey, they can also bring a heightened understanding of the importance of positive work-life balance – and the strategies to make it work.

As we grapple with a declining number of student and young professionals entering our sector, these are vital skills to enhancing and evolving corporate culture and positioning our industry as a competitive employer of choice.

ZM: Do tell us about your own leadership development journey?

LR: The challenges for women in the accountancy profession are just one representation of a much wider talent problem. My role exposes me to diverse perspectives from within and beyond the accounting space, and I consistently seek out opportunities to develop my understanding of gendered access, accommodation, and amplification issues.

By access, I mean examining the pathways to funding and institutional support for female founders and leaders. By accommodation, I focus on how we can better support females through inclusive programmes that allow them to achieve their personal and professional goals in tandem – particularly as it relates to salary, progression, and working arrangements. Finally, I look at what techniques business leaders are using to foster and amplify female perspectives and experiences through community and education, and how these can equip the next generation of women with the tools they need to excel in leadership roles.

Title:

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

Impulsa Startups / Impulsa Startups

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

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

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

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

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

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

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

Sponsorship and mentoring for women

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

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

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

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

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

The case of the Canary Islands

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

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

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

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

*Translated by Daniel Rodríguez

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Title:

Content: Featured

Empowering women in technology: Breaking barriers, building inclusive futures

Chantelle, a recent High School Graduate, is torn between traditional career paths and her aspirations. Raised in a community that values conventional trajectories, such as teaching and nursing, she discovers that the Technological Industry (hereinafter, “Tech Industry”) offers the key to her dreams.

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She sees that despite advancements in diversity and inclusion, Women in Technology (hereinafter, “Women in Tech”) face significant barriers like gender bias and underrepresentation.

However, stories of resilience and success among women in technology highlight the transformative power of empowerment and community support. Inspired by these pioneers, Chantelle sees the “tech field” not just as a career choice, but as a platform to innovate and realise her potential.

Trend

When you attend a “tech event” or visit a technology company in Ghana, it is evident that there are far fewer women than men. This imbalance harms our country because it limits new ideas, creativity and problem-solving skills we can use for the overall progress and development of the country.

Without diverse perspectives, we miss out on innovative solutions and the full potential of our workforce, which is essential for driving progress and growth in the Tech Industry.

Challenges

In the Technology Industry, there is a significant gender gap, with few women in technical roles. Studies consistently show that women occupy only a small fraction of positions within Technology companies, highlighting a glaring imbalance that restricts their opportunities for advancement.

Women working in the “Tech Industry” often encounter biases and stereotypes that act as barriers to their career progression. These challenges can range from subtle forms of discrimination, like dismissive remarks or unequal treatment, to more overt forms, such as being passed over for promotions or denied leadership opportunities simply because of their gender.

These obstacles create a daunting environment for women in the “tech field”, making it difficult for them to thrive and reach their full potential.

Overcoming barriers

Despite facing challenges, some women have defied the odds and achieved remarkable success in the “Tech Industry.” Examples of such women include Ursula Owusu-Ekuful, Ghana's Minister of Communication; Meghan McCormick, Chief Executive Officer of FinTech Company;  Estelle Akofio-Sowah, Country Manager of Google Ghana, who has over 14 years of experience in Internet and Business development, and the former Chief Executive Officer of Airtel Ghana, Lucy Quist, who is the first Ghanaian woman to lead a Multinational Telecommunication Company, transforming Airtel into a rapidly growing brand focused on data and digital services.

She was featured on BBC's Power Women series for her impact on Africa. Additionally, the Regional Managing Director of Internet Solutions, Yvette Adounvo Atekpe, boasts of over two decades of experience in Telecommunications and Information Technology while Mubarakatu Farouk, who founded Kodu Tech, showcasing women's creativity and innovation in technology by using plantain stems to create menstrual products (e.g. sanitary pads).

Her creativity and innovation show that women can come up with amazing ideas in the “Tech World.”

Impact women in tech

Having more women in the “Tech Industry” benefits both businesses and society. Diverse teams are proven to be more creative and effective problem solvers. Women bring fresh ideas and viewpoints that lead to innovative solutions.

Inclusive decision-making leads to better outcomes for companies and societies. Embracing diversity helps tech companies understand and serve diverse user bases. This results in products and services that meet the needs of everyone. “Women in Tech” serves as important role models and mentors for the next generation.

Their successes inspire young girls to pursue careers in Science, Technology, Engineering and Mathematics (STEM) fields, therefore breaking stereotypes. Overall, it will lead to a more diverse and talented workforce in the future.

Call to Action

• Empowering Women in Tech

Empowering “Women in Tech” is not just a social imperative but a strategic necessity for innovation and economic growth. Let us promote STEM education for girls through early exposure, mentorship and scholarships.

This early engagement will ignite a passion for technology in young girls and their use of digital tools in cultivating their interest and paving the way for their future contributions to the industry.

Subsequently, let us support women entrepreneurs with better access to funding, networking and specialised incubators. There is also the need to advocate for equal remuneration and privileges, anti-discrimination laws and supportive legislation that promotes the well-being of women in the “Tech field”.

Also, we need to highlight the achievements of “Women in Tech” to inspire others to emulate those who promote gender diversity. Additionally, let us build strong communities with professional groups and online platforms for knowledge sharing.

• Building inclusive communities

Let us foster inclusive workplaces without bias training, flexible policies and leadership opportunities.

By creating spaces where women can connect, learn and grow together, we can break down barriers and create a more inclusive and equitable “Tech Industry” for all.  Fostering inclusive communities and support networks through organisational initiatives dedicated to supporting “Women in Tech” plays a crucial role in providing mentorship, resources and networking opportunities to help women thrive in the industry.

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 Illustratively, Coding Boot Camps and Mentorship Programs offer invaluable support and guidance to women at every stage of their Tech careers.

Conclusion

As we continue to strive for greater diversity and inclusion in the “Tech Industry,” it is essential to recognise the importance of empowering “Women in Tech.” By addressing strategic policies and systemic barriers, fostering inclusive communities, and amplifying the voices of “Women in Tech,” we can create a more equitable and vibrant Tech Ecosystem where everyone has the opportunity to thrive.

Together, let us break down barriers, build a future and empower women to reach their full potential in Tech and beyond.

The writer is a pupil at Ghartey & Ghartey.
E-mail: [email protected]

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Targeted training can help women succeed in male-dominated industries.

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

vocational training
educational programs

Women have achieved leadership positions in male-dominated fields like construction, maritime, and crane operation.

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

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

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

Farhana Safargaleeva, a crane operator, has returned to TOO 'Edinstvo' after a break, where she had already worked for 15 years.

Women like Farhana Safargaleeva are breaking traditional gender barriers in male-dominated professions like crane operating.

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?

TOO 'Edinstvo' has 25 female employees out of 152 staff members, including crane and machine operators.

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

Women are making progress in male-dominated industries, including crane operation and leadership positions, as seen at the Savannah River Site.

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

WRDW-TV
 2 days ago

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

www.wrdw.com

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

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

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

Loretta Barnett is one of the first female operators at the Savannah River Site, a traditionally male-dominated field.

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

WRDW-TV
 2 days ago

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

www.wrdw.com

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

The UAE has implemented laws supporting women's economic and political freedom, enabling them to access leadership positions and operate cranes.

The UAE has implemented laws supporting women's economic and political freedom, enabling them to access leadership positions and operate cranes.

The UAE has implemented laws supporting women's economic and political freedom, enabling them to access leadership positions and operate cranes.

Emirati women are pursuing non-traditional careers, like space exploration, while maintaining their traditional dress and customs.

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Content: Emirati women in their day
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On the 28th of August every year, the UAE celebrates Emirati Women ’ s Day in recognition of her outstanding efforts and contribution to society.
Behind every national occasion stands a bright story that immortalizes a memory dear to the heart of the Emirati.
The 28th of August is the day when all women ’ s associations in the UAE were united under the banner of the General Women ’ s Union.
From that moment on, the path of women began to become clearer and more consistent.
The women of the UAE have a unified platform to speak on their behalf and raise their issues in international forums, one voice that speaks strongly and deeply about the rights of the UAE and its social participation.
The UAE attaches great importance to the empowerment of women not because it is an economic necessity, but because it is a national necessity, without the participation of women in society, half of it will remain idle.
The path of Emirati women was not paved with flowers, but rather fought a fierce war against ignorance and illiteracy among women before the union.
Illiteracy was about 99 percent among women, so she first had to erase that illiteracy and go down the path of science and knowledge so that she could contribute to drawing the societal road map according to the specificity that characterized the UAE at the time.
Thus, in the UAE, a race and a major revolution began to eradicate women ’ s illiteracy and integrate them into society.
This is why women ’ s associations initially focused on education before any other element.
Despite its rudimentary nature, it has been a key element in women ’ s societal empowerment.
Although it is difficult to convince families to get their daughters into school, it only took some time for it to become a girl ’ s most important right.
Today, when we look at the record of women ’ s development in the UAE, we see that it is similar to what all Eastern societies have gone through, with a slight difference represented in that cultural specificity that characterizes the UAE society.
For example, Emirati women did not enter into a major conflict with existing customs, customs and traditions, but rather that their progress blended with many local customs and traditions, which gave the Emirati a mixture of originality and modernity.
The UAE has continued to maintain many of its customs and traditions despite reaching many centers that some believe do not suit the Eastern customs.
It has maintained its traditional costume even as it prepares to launch into space.
The hijab, for example, was not an obstacle to engaging in professions such as an astronaut, a construction crane operator or other professions.
Today, women are entering a new era under a leadership that believes in women ’ s rights and supports them in all fields, and women can be proud of being a lucky woman.
It ’ s no match for another Emirati woman.
It has obtained all its rights without conflict and without engaging in civilizational battles for those rights.
She got everything she wanted from economic, political and cultural empowerment, which gave her the lead among the women of the world.
In the global indicators of gender equality, employment opportunities and gender discrimination, the UAE has achieved many advanced positions, making great leaps, especially during the last two decades.
Celebrating Emirati women is not only a tribute to their community efforts, but also a tribute to the sacrifices they have made to the nation.
She is the mother of the martyr and his wife, and without her, the hands of the clock are unable to turn and the pen stands unable to write.
This occasion is a generous gesture from the political leadership, which decided that Emirati women should have their own day so that every member of society can stand in appreciation of the important role played by women both inside and outside the home.
Her giving does not stop and her service to society continues as long as life continues.
Over the past 50 years, the UAE has achieved a great leap that will be recorded in the history of the UAE as an important achievement for the wise leadership thanks to the great support provided to women.
The encouragement of leadership was evident in the form of legislation and laws enacted that gave women freedom of economic and political mobility, which easily brought them to positions they could not have dreamed of decades ago.
Every year, Emirati women continue to progress.
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Four women have been assigned as Stacker-cum Reclaimer operators at Tata Steel Meramandali in Odisha, breaking a traditional industry gender barrier.

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Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

A woman has been assigned as a Hyva operator at Tata Steel Meramandali, the first female to hold this position, after completing safety induction and on-the-job training.

A woman has been assigned as a Hyva operator at Tata Steel Meramandali, the first female to hold this position, after completing safety induction and on-the-job training.

A woman has been assigned as a Hyva operator at Tata Steel Meramandali, the first female to hold this position, after completing safety induction and on-the-job training.

Female SCR operators have undergone safety induction and on-the-job training, demonstrating their capability to perform traditionally male-only jobs.

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Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

The appointment is expected to encourage girls to pursue similar jobs and break down traditional gender barriers.

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Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

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

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

Meest Group has formed all-female teams in traditionally male-dominated roles, demonstrating women's ability to excel in them.

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

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?

Women in Meest have shown to be highly effective, demonstrating key skills and taking on roles like forklift drivers.

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

Ferrexpo has increased female leadership to 21% and aims to reach 25% by 2030.

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?

Elena Nikolaevchk-Neroda, a Ferrexpo employee, has taken on male-dominated roles, including driving 220-ton trucks.

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?

Kendra Kron, 33, founded InSite Contracting in 2016 and built it into a $4.5 million revenue company in five years.

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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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About Dan Heilman

Heather Hoffman, President of Commercial Drywall Inc., has increased the company's volume and revenue and founded Power Source Construction.

Jeniffer Kuria, a Black immigrant woman, has built a successful construction company despite facing significant challenges.

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

Women can excel in male-dominated roles and achieve leadership positions in construction and maritime.

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

WRDW-TV
 2 days ago

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

www.wrdw.com

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

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

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

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?

The construction industry has a gender imbalance, with only 16% female representation, necessitating mentorship and training programs to promote diversity and inclusion.

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Content: InYourArea Community

Housebuilding industry encourages women into site management

'We’re determined to increase the representation of women in leadership positions within homebuilding'

By Kerigh Palmer

OPENING DOORS: The construction industry is encouraging more women into site management

Women interested in a career in site management visited a Persimmon Homes’ development in Birmingham recently to experience a morning on site and gain valuable advice on starting a leadership position in the homebuilding industry.

The event in Erdington, hosted on Monday, February 6, forms part of the Women into Home Building Employment Programme, a  joint initiative between Women into Construction, the Home Builders Federation (HBF) and nine major home builders. The uniquely funded programme looks to help address the gender imbalance in the construction workforce, which currently sees just 16 per cent female representation.

Persimmon Homes is one of nine home builders registered as a partner of the scheme, working together to offer a funded training and support with childcare to enable more applicants to pursue a career in site management.

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Paul Curry, head of training at Persimmon Homes, said: "We were delighted to welcome prospective participants to Holly Fields as part of the Women into Home Building employment programme. All industries thrive when they are diverse, so we’re particularly proud to be a part of this initiative which provides support to underrepresented groups in the sector.

“Particularly timely during National Apprenticeship Week, we hope that the candidates got a lot out of the morning and wish them all the best with their applications.”

Jacqui Wordsworth, business development director at Women into Construction, said: “With women representing just 4 per cent of site managers, we want to inspire and encourage more women to take up a career in home building. We are grateful to Persimmon Homes and our other programme partners for all of their support with this exciting programme.”

Jenny Herdman, director for HBF’s Home Building Skills Partnership, said: “We’re determined to increase the representation of women in leadership positions within homebuilding, so are thrilled to see the programme come to life and provide a platform for women to explore a new career. This week’s visits at the Persimmon development and other partner sites will provide participants with valuable first-hand experience that’ll set them up for the rest of the programme.”

For more information on or to apply for future courses visit the Women into Construction website or to submit an applications for this first Cohort - applications close on Monday, February 13, at 5pm, visit the Women into Construction website.

Submitted by Persimmon Homes.

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Most documents lack mentorship initiatives or training programs for women crane operators.

Most documents lack mentorship initiatives or training programs for women crane operators.

Most documents lack mentorship initiatives or training programs for women crane operators.

The Women into Home Building Employment Programme is a joint initiative to address the construction industry's gender imbalance.

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

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

The programme provides funded training and childcare support to increase women's representation in homebuilding leadership.

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 West Virginia Women Work program helps women enter nontraditional occupations like the skilled trades and construction.

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Training Program Helps Women Take Advantage Of Construction Boom

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

vocational training
educational programs

The Step Up for Women Construction Program is a tuition-free training program preparing adult women for construction industry entry-level positions and apprenticeships.

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?

vocational training
educational programs

The program trains women in carpentry, electrical, plumbing, and welding to prepare them for construction industry roles.

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

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

vocational training
educational programs

The Sisters in Mining program, launched in 2013, helps Aboriginal and Torres Strait Islander women become haul truck drivers in the mining sector.

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Content: Thiess sisters doing it for themselves

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

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

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

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

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

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

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

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

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

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

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

About Ray Chan

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

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The SIM program has supported 75 women, with around 90% securing Thiess employment, demonstrating its effectiveness.

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

Gilbane Building Company's Rising Contractor program supports diverse-owned businesses, including women-owned businesses, to promote industry diversity and inclusion.

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Content: List Your Equipment  /  Dealer Login

Gilbane Building Company Expands Rising Contractor Program, Building Opportunities for Diverse Businesses

Tue February 06, 2024 - National Edition
Gilbane Building Company

Photo courtesy of Gilbane Building Company
Gilbane's Rising Contractor Program is designed to support diverse-owned businesses in the construction industry.

Gilbane Building Company, a global, family-owned construction management firm, announced the expansion of its Rising Contractor program, a 12-week program designed to build capacity in minority-owned, women-owned, disadvantaged, LGBTQ and veteran-owned construction companies.

The program includes virtual and in-person training as well as one-on-one mentor relationships.

"Gilbane recognizes the need to support an equitable, inclusive, and robust construction industry," said Yvette Stevens, vice president and director of economic inclusion at Gilbane Building Company. "Our Rising Contractor program is designed to support small, promising subcontractors in the industry to increase their knowledge and help open up more opportunities. We want to support contractors to build capacity and business acumen to pursue and win more work with Gilbane or any company in the industry."

More than 245 companies nationwide have graduated from the program since 2020. Over 75 companies are participating in the 2024 cohort. Gilbane is committed to generating $100 million in awards through 2026 for program graduates. This commitment is part of the company's overall pledge to award $4 billion in contracts to diverse-owned businesses through 2026.

"Being in the room with other business owners who have similar challenges in growing their business was very beneficial," said Rhoni Thompson, president and CEO of RL Cole Enterprise and a Rising Contractors graduate. "I've learned to communicate more and more confidently about business issues like insurance needs for a certain project, and that allows me to go after different projects or maybe be accepted in some more projects than I was prior to the program."

The Rising Contractor 2024 Program Agenda includes topics such as:

  • Developing Financial Strength
  • Getting Prequalified
  • Safety
  • Change Management
  • Leveraging Technology
  • Competing with Sustainability & Innovation
  • Business Development & Marketing

"Our program is designed to provide top notch training and create relationships with Gilbane staff," said John Rodriguez, Gilbane Rising Contractor program director. "We believe deeply in the future of our Rising Contractor program graduates and are excited to support the growth of their businesses."

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The program includes training and mentorship to help build capacity in underrepresented construction companies, including minority-owned, women-owned, and veteran-owned businesses.

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

inclusive policies
vocational training
educational programs
mentorship opportunities

These programs demonstrate a shift towards greater gender equality in the construction industry, laying the groundwork for similar initiatives.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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