# Women in Construction: Breaking Barriers and Building Careers

## Introduction

The construction industry, historically dominated by men, is experiencing a significant transformation as more women enter and excel in various roles, including crane operators and other heavy machinery positions.

This shift represents a broader movement toward gender equality and diversity in traditionally male-dominated sectors.

## Breaking Down Traditional Gender Barriers

### Historical Context
For decades, construction and maritime industries maintained an unwritten rule that relegated women to supporting roles while men handled the heavy machinery and technical operations.

However, this paradigm is rapidly changing due to several key factors:

1.

**Policy Changes**: Governments worldwide are implementing policies that promote gender equality in the workplace, including construction sectors.

**Industry Recognition**: Companies are recognizing that diverse workforces lead to better business outcomes and innovation.

**Educational Opportunities**: More training programs are being developed specifically to help women enter technical fields.

**Changing Social Attitudes**: Society's perception of women in technical roles is

# Women in Construction: Breaking Barriers and Building Careers

## Introduction

The construction industry, historically dominated by men, is experiencing a significant transformation as more women enter and excel in various roles, including crane operators and other heavy machinery positions.

Title:

Content: Are women-led startups driving gender equity in the ecosystem?

Here’s a deep dive into how startups—women-led ones in particular—are fostering gender equity at the workplace and how women founders demonstrate understanding and empathy, helping women overcome barriers at the workplace.

Monday November 27, 2023,

9 min Read

Startups in India have the potential to create two million new jobs for women by 2030 and drive gender equity in the ecosystem, says a report by ACT For Women, in collaboration with The Udaiti Foundation.

The Women in India’s Startup Ecosystem Report (WISER), which reveals a number of interesting insights, points out that the startup ecosystem is uniquely positioned to attract female talent.

Women made up 35% of the startup workforce in 2022; with careful introspection that enables timely and targeted action, the startup community can raise this number to 50% by 2030, says the report.

The report, based on a survey of 200 startups across the country, indicates that startups have been pushing for greater representation of women in roles that were previously exclusively held by men.

For instance, participating startups reported that women had positions in key functions such as finance (36%) and sales (33%). On the other hand, corporates reported lower percentages of women in the same positions (21% and 19%, respectively).

Gender equity forms a major focus of the report’s observations on the participation of women in the startup ecosystem.

According to the report, there are more women in senior roles in startups compared to corporates. Startups also demonstrate lower barriers for women to occupy roles across all functions.

Furthering the case of gender equity, the report says startups with a woman founder have 2.5x more women in senior roles, compared to startups with men-only founders.

Women founders are more acutely aware of the barriers for women, including safety and care responsibilities. Consequently, they are more likely to introduce policies to address them. Women-led startups also perform better on women’s representation across functions, the study reveals.

Aakanksha Gulati, Director, ACT For Women says, WISER has found that standalone programmes and DEI (diversity, equity, and inclusion) initiatives are not enough to drive gender equity. Gender equity has to be embedded in the culture of the organisation, she says.

“Startups that have been most successful in advancing gender equity are the ones that understand that an inclusive workplace culture alongside enabling practices, policies and people, together, are key to purposefully hiring, retaining and advancing women,” elaborates Gulati.

In light of the findings of the report, HerStory spoke to some women startup founders and co-founders to understand how they are fostering gender equity in their organisations with an inclusive workplace culture and diverse hiring practices. We also examine whether women-led startups demonstrate better understanding and empathy, leading to breaking down of barriers for women.

Creating inclusive workplaces

When it comes to women’s representation across functions and in leadership roles, startups believe in walking the talk.

Priyanka Gill, Co-founder of content-to-commerce company The Good Glamm Group and CEO, Good Media Co, says two-thirds of the company’s founders and a significant part of its leadership team are women, thus embodying inclusive leadership.

“About 60% of our workforce comprises women, showcasing our dedication to a balanced and diverse environment. We are proactively striving for increased representation of women in positions traditionally held by men,” says Gill.

To ensure inclusivity, particularly for women, The Good Glamm Group has instituted processes in team meetings wherein managers and leaders ensure everyone has an opportunity to express their thoughts.

Today, the Good Glamm Group has 350 women professionals in corporate roles and around 1,800 female employees in the retail sector.

Mabel Chacko, Co-founder & COO of neobanking unicorn startup, OPEN Financial Technologies, believes dedication to gender equity is not just about numbers but is also about fostering an environment where both men and women contribute to their fullest potential.

“In a span of 6.5 years, women have consistently held leadership positions right from the inception of OPEN. The inclusion of women in leadership roles from the early days has not only become a norm but is a deﬁning characteristic of who we are as a company,” she says, adding that her organisation has several women in leadership roles across various departments, including marketing, people and culture, finance, design and development, sales, and tech.

Gender equity cannot remain a feel-good platitude, it has to reflect in the workplace ethics and practices of an organisation.

“In contrast to most corporates, where the percentage of women in leadership roles is often lower due to lack of support after marriage and motherhood, we at OPEN take deliberate steps to support our women colleagues, especially during their maternity period,” says Chacko.

Steps include work-from-home options for mothers who have recently had a baby and dedicated facilities for new mothers, including an in-house care room for them to feed their babies, and a separate nursery for small children who accompany their mothers to the ofﬁce.

“This enables mothers to strike a better balance between their personal and professional lives,” says Chacko.

Flexibility is a key component of efforts to help women employees achieve productivity targets.

“At startups, the focus is on deliverables rather than traditional constraints like mandatory work hours, fixed schedules, or a specific corporate code. This approach translates to a more equitable workforce, allowing for greater flexibility and a results-driven environment,” says Shreedha Singh, Co-founder and CEO of The Ayurveda Company, which has over 800 employees, at a women-to-men workforce ratio of 65:35.

Evolving HR practices

HR practices at startups have evolved beyond traditional employee policies to embrace diverse metrics across the board—right from recruitment and performance evaluation to mentorship and more.

Chacko points out that OPEN’s recruitment approach revolves around fostering diversity at every stage of the hiring process.

“From crafting unbiased and inclusive job descriptions to cultivating gender-diverse candidate pipelines, our commitment to diversity is embedded in every stage of the hiring process.

“Moreover, we ensure diversity in our interview panels, spanning across all departments. This has proven instrumental in shaping a workplace that is not only diverse but is also equitable,” she says.

Gill says specific HR practices—such as unbiased recruitment processes, targeted mentorship programmes, and equal opportunities for professional development—are instrumental in promoting gender equity.

Ashwini (name changed), who works in a Bengaluru-based startup, echoes this sentiment.

“My startup offers a number of mentorship programmes that are specific for women. This has helped me aspire and work towards a leadership role in the organisation,” she says.

In addition to a number of women-friendly policies, cashback and coupons platform CashKaro incentivises diversity through a unique 'diversity bonus', provided on top of the referral bonus, encouraging the hiring of female employees through referrals and promoting a more inclusive workplace culture.

In a step forward, the Good Glamm Group has introduced a Gender Reassignment Policy to recognise the challenges of gender transition by offering essential healthcare benefits and resources to support individuals during the transition.

Role of women founders in steering gender equity

Startups led by women founders are keen to nurture an ethos that’s geared towards gender equity at every level of the organisation and create a conducive environment for women employees to voice their concerns and thoughts.

Gill believes women founders and leaders prioritise diversity and inclusivity as integral components of their organisational culture.

“This commitment often translates into proactive efforts to attract, retain, and promote women across various roles within the startup,” she says, adding that women founders also serve as inspirational figures for women employees.

Swati Bhargava, Co-founder of CashKaro, reiterates that women founders bring in a unique perspective and firsthand understanding of the barriers that women face, including safety concerns and caregiving responsibilities.

“This heightened awareness can lead to the implementation of policies and practices that specifically address these challenges, creating a more inclusive and supportive environment,” she says.

Mangala Ramamoorthy, who works as a communication ninja with Unlock Impact, a social impact venture, feels that, as a working mother with different, and sometimes unpredictable, personal priorities, there is a sense of ease when she communicates with her two women founders.

“I joined the organisation at a time when my home required more attention but, at the same time, I wanted to continue to contribute professionally. I have been able to keep that balance comfortably at Unlock Impact.

“There are open discussions on mental health, motherhood challenges, and challenges of being a caregiver to a loved one. And these conversations can happen without having to second guess ourselves,” she says.

Abhishek Lakhera, who works in a women-led consultancy organisation, believes working for women helps men to be more inclusive in their thought process and gives them a more diverse outlook.

“Women are much better at soft skills than men, and it’s a trait all men can learn from them,” he says.

Empathy and understanding

Women leaders also tend to be more empathetic because they understand the speciﬁc challenges and responsibilities faced by other women, says Chacko.

“Embracing varied viewpoints, especially those influenced by gender experiences, significantly enhances our ability to tackle challenges with a deeper understanding and make decisions that reﬂect empathy,” she says.

“While there is no compromise on professionalism and work, there is a clear sense of balance that is driven by empathy and understanding of how life works—be it setting expectations with the client or trying to maximise flexibility for women professionals. Women founders lead by example with their openness and honesty,” says Ramamoorthy of Unlock Impact.

Levelling the playing field for women

When Gill was raising funds for her startup POPxo, she reveals that she encountered biased queries in pitch meetings. So, she knows what it is to battle gender-linked bias and is eager to lend a helping hand to women entrepreneurs.

Two years ago, she was invited by Vani Kola, Managing Director of Kalaari Capital, to join CXXO—an initiative launched by Kalaari Capital to help female founder-CEOs by investing in their startups and building a network of capital, coaching and community.

Gill is a founding board member at CXXO, alongside Kola and other women leaders such as Shradha Sharma of YourStory, Lathika Pai, and Paroma Roy, and a network of champions.

“We want to #LevelThePlayingField for female founder-CEOs,” says Gill.

(Feature image: Nihar Apte)

Edited by Swetha Kannan

Title:

Content: Hong Kong Wen
Ephesians 2
Female flag bearer of Sports Park: Construction industry is no longer a male monopoly
[Ming Pao News] Kai Tak Sports Park, which is expected to be completed by the end of the year, completed the installation of 27,000 triangular panels on the outer wall last month, and the whole project was completed about 85%, entering the final construction stage.
In the past, society thought that engineering was male-dominated work. The situation has improved greatly in the past 10 years. Today is International Women ’ s Day. Three “English and Female ” who have participated in the Kai Tak Sports Park project since the end of 2019 said that the proportion of men and women in the construction industry has been balanced, and the number of female engineers who have really“ landed ” has increased. The team can play a complementary role.
The Senior Chief Architect of Kwan Sin Ming Architects & Associates, Sin Yee Yan, has to communicate with various professionals in the team, including architectural design companies, contractors and government departments, to ensure that the various buildings and facilities in the park are constructed in accordance with the Buildings Ordinance and relevant laws.
New Attempt Friction Mostly Centering Harmonization Smooth
The biggest challenge is how to connect the triangular panels on the outer wall of the main stadium. Since there are few circular buildings in the area, many site personnel, engineers and even she have not been involved in the installation process.
She recalled that she had examined the fire control system in the dungeon of another project, Hong Kong Children ’ s Hospital, at a high temperature of 36 ° C, and she understood the hard work of the heat work, which led her to consider from the other side, and finally, the external wall of the main stadium was successfully completed with her coordination.
Chow Ya-kee, project manager (design management) of the sports park, who is mainly responsible for the design and construction of outdoor space in the park, believes that a stronger female empathy is the biggest advantage and can better coordinate the needs of all parties; plus, as the mother of two children, can understand the needs of children and parents.
For example, a children ’ s play area is set up in the outdoor space of the park, and safety measures will be examined from the perspective of parents, such as avoiding sharp design, installing iron gates in appropriate positions to reduce the chance of loss, etc.
She said that many people think that construction workers are more rough, and actual workers often take care of their female colleagues.
Take care of your female colleagues.
In the past, many drawings were hand-drawn, but now many are digitized. Women tend to be more careful and have stronger organizational skills to ensure the smooth implementation of projects.
Ming Pao reporters
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Title:

Content: 2022 Global DEI Survey results released

Diversity, equity and inclusion (DEI) initiatives are broadening among commercial real estate companies, according to the results of The Global Real Estate DEI Survey 2022 released by ANREV, INREV, Ferguson Partners, NAREIM, NCREIF, PREA, REALPAC and ULI. The Survey also reveals the gender composition of the CRE industry, by region, and for the first time reports non-binary demographics for North America.

Toronto, Ontario, CANADA

Toronto, Canada, Dec. 13, 2022 (GLOBE NEWSWIRE) -- The Global Real Estate DEI Survey 2022 suggests commercial real estate companies are broadening and deepening their diversity, equity and inclusion (DEI) programs and initiatives.

Data from the DEI Survey 2022 – released today – shows that while almost all respondents are addressing gender or gender identity, firms are also now placing a higher degree of importance on other dimensions of DEI.

Results also showed that 95% of respondents are addressing issues of DEI either by having a formal program or by enacting at least some initiatives and policies to improve the representation of women and underrepresented groups at their respective organizations.

The DEI Survey 2022 represents more than 357,041 full-time employees, $2.34 trillion of assets under management and a cross section of the commercial real estate industry in terms of size, region and business classification. The Survey, conducted between July and October 2022, brings together participation from 192 unique organizations who provided 210 submissions detailing their DEI practices in North America (81.4% of respondents), Europe (12.4%) and Asia-Pacific (6.2%).

 The Global Real Estate DEI Survey is an annual report tracking corporate DEI practices and employee demographics for commercial real estate globally, across regions and business types.

  • The Survey tracks gender, gender identity, race/ethnicity and nationality and age across seniority and job functions in North America as well as gender, gender identity and age across seniority in Asia-Pacific and Europe. It also provides insights into corporate practices in relation to DEI programs, recruitment, retention, training and development, inclusivity and pay equity.
  • The 2022 Global Real Estate DEI Survey, a partnership between ANREV, INREV, NAREIM, NCREIF, PREA, REALPAC and ULI and conducted by Ferguson Partners.

 Key findings from the Global Real Estate DEI Survey 2022 include:

DEI programs and measurable outcomes

  • 95% of respondents are addressing issues of DEI either by having a formal program or by enacting initiatives and policies to improve the representation of women and underrepresented groups.
  • Among respondents that have a formal DEI program, more than 85% set qualitative and/or quantitative or measurable goals, and, over the next 12 months, 11.1% that do not say they plan to do so.
  • The main goals are increasing the representation of underrepresented groups at the senior level and improving employee engagement.

Recruitment, retention and pay equity

  • Anti-bias measures are important for recruitment and retention with a third of respondents planning to ensure managers receive training on anti-bias hiring within 12 months.
  • A key strategy for retaining talent from underrepresented groups is to outline job requirements very clearly and set unambiguous expectations.
  • Gaining feedback is another important tool. Almost three-quarters of respondents seek feedback on DEI initiatives from their employees.
  • CRE companies are also tackling pay equality in greater numbers. In 2021, 79% of respondents were analyzing pay gaps based on gender or planning to do so. The figure has risen to 85% in 2022. Europe leads this analysis with 84% of respondents in Europe currently monitoring pay equity compared with 66.7% and 68.6% of Asia-Pacific and North American respondents, respectively.
  • According to the DEI Survey 2022, firms of all sizes are working on levelling the pay gap.

There is no one global strategy for DEI within CRE, however, and so the Global Real Estate DEI Survey 2022 provides regional insights into the differing approaches adopted across the globe:

North America snapshot: Out of 192 unique organizations submitting data to the DEI Survey 2022, 81.4% were from respondents with operations in North America.

  • For the first time, the DEI Survey 2022 collected data on nonbinary professionals. Almost 33% of firms say they collect gender identity data outside of a male/female binary definition. Among interns, just 0.5% identify as nonbinary and did not disclose their race/ethnicity.
  • Slightly over 70% of respondents have a formal DEI committee, the main decision-maker on DEI policies.
  • Firms judge the most impactful policy as communicating the importance of DEI to employees, followed by offering work/life balance programs such as childcare and flexible work arrangements. Just under 60% of firms said they allow all staff the option to work remotely at least part of the week.
  • Gender and ethnicity/race diversity in CRE in North America: Men 57.5%; Women 42.5%
North America   Company Overall
Men Women
All Participants 57.5% 42.5%
Hispanic or Latino 5.2% 4.4%
White (Not Hispanic or Latino) 39.1% 25.5%
Black or African American 3.1% 3.7%
Native Hawaiian or Other Pacific Islander 0.1% 0.1%
Asian 5.9% 5.9%
Aboriginal/Indigenous/Native American 0.1% 0.2%
Multiracial (Two or More Races) 1.5% 1.1%
Did not Disclose/Specify 2.5% 1.6%

Europe snapshot: Out of 192 unique organizations submitting data to the DEI Survey 2022, 12.4% were from respondents with operations in Europe.

  • European firms are showing signs of increased sophistication on DEI matters, especially broadening initiatives aimed at increasing the representation of underrepresented groups at the top levels, linking metrics such as compensation to outcomes, levelling pay disparities and facilitating inclusiveness.
  • All respondents report offering work/life balance programs, which may include childcare and flexible work arrangements. Almost eight out of 10 European respondents give all employees the option to work remotely at least part of the week. The global average is 61%.
  • Almost 90% of European respondents target recruiting underrepresented groups in senior- level positions. The next goal is employee engagement on DEI initiatives.
  • Gender diversity in CRE in Europe: Men: 60.5%; Women: 39.5%
  Men Women
Europe: Overall Company 60.5% 39.5%

Asia-Pacific snapshot: Out of 192 unique organizations submitting data to the DEI Survey 2022, 6.2% were from respondents with operations in Asia-Pacific.

  • Asia-Pacific firms typically address the following dimensions of diversity: gender (100%), race/ethnicity/nationality (76.9%), sexual orientation (69.2%), age (61.5%) and physical disability (53.8%).
  • Decision-making is led primarily by DEI committees, HR and senior-level employees. Almost a third of CEOs make decisions on DEI.
  • Defining success is an important part of running an efficacious DEI program. For Asia-Pacific respondents, the most important outcomes are twofold: having more people from underrepresented groups in senior positions and gaining diversity throughout the entire organization.
  • Gender diversity in CRE in Asia-Pacific: Men: 50%; Women: 50%
  Men Women
Asia-Pacific: Overall Company 50% 50%

The DEI journey is a challenging one – and one that will take time to address. But respondents highlight one key strategy that proves successful for levelling-up DEI within organizations: that of talking about DEI and communicating efforts to employees. Institutions participating in the Global Real Estate DEI Survey 2022 judge that the policy most successful in levelling up DEI is communicating its importance to employees.

ENDS

To access the key findings and executive summary of the Global Real Estate DEI Survey 2022, please go to the following Association/organization websites: ANREV: INREV; Ferguson Partners; NAREIM; NCREIF; PREA; REALPAC; ULI (Americas; Europe; Asia-Pacific or use the contact information below.

About the Survey

First created in 2017 and launched as a dedicated survey covering North America in 2020, the Survey is an annual report tracking corporate practices and employee demographics on diversity, equity and inclusion for commercial real estate. In 2021, the Survey was expanded to incorporate Asia-Pacific and Europe. The Survey is produced by the industry associations and organizations ANREV, INREV, Ferguson Partners, NAREIM, NCREIF, PREA, REALPAC and ULI.

The DEI Survey 2022 represents more than 357,041 full-time employees, $2.34 trillion of assets under management and a cross section of the commercial real estate industry in terms of size, region and business classification. The Survey, conducted between July and October 2022, brings together participation from 192 unique organizations who provided 210 submissions detailing their DEI practices in North America (81.4% of respondents), Europe (12.4%) and Asia-Pacific (6.2%).

The Global Real Estate DEI Survey aggregates data on:

  • DEI program structure, resources and ownership
  • Policies focused on recruitment, retention, training and development, inclusivity, tracking and accountability and pay equity
  • Employee demographics by gender, race/ethnicity and nationality, across seniority and job function, as well as DEI hiring, promotion and departure trends year-over-year.

Contact Data

Title:

Content: Money and Business
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She called through the day to enter the competencies of the boards of directors of companies
Darwish: Women hold top positions.
Low.
Deputy Secretary General of the Union of Investment Companies Fadwa Darwish stressed the ability of Kuwaiti women to prove themselves by working in the investment sector, and they have a great desire to learn and develop themselves.
She pointed out that the Union of Investment Companies was able to enhance the concept of training and develop the capabilities of its employees, which enabled investment companies to overcome the challenges and crises they faced.
She explained in an interview with « Nahar » that the training center of the Union of Investment Companies is mainly aimed at providing specialized training courses and programs that promote employees in investment companies, to promote workers in the investment sector and financial markets.
Darwish pointed out that major international and local companies specialized in these fields are dealt with, pointing out that international expertise is used to know how to address the technical challenges facing investment companies and help them solve many of the technical and administrative problems they face.
She pointed out that the employees in the investment sector have an understanding and awareness, and women are very present in the training halls and have a passion for development and advancement, adding that the Kuwaiti women who attend training on a high culture and their number is increasing.
Legislation and Laws
On the challenges facing women in the investment sector, Darwish pointed out that the dominance of men in senior positions in some companies is one of the challenges they face, but many women seek to work and obtain promotion in investment companies.
She pointed out that women need support, especially from employers to employ female competencies in the investment sector and capital markets.
She pointed out that among the signs of women's desire to work in the investment and financial sector, women in the educational stage are directed to work in the fields of investment and finance, out of love to work in this field and seek to obtain high specialized certificates in the field of finance such as CFA and risk management.
Regarding the challenges facing women to work in the investment sector, Darwish pointed out that the existing legislation and laws are among those challenges, pointing out the need for women and leadership centers to work together with employers to mobilize human resources efforts and strengthen mechanisms to recruit, retain and promote women through the development of indicators and a roadmap for comprehensive business and leadership.
Independent Member Law
She said that the percentage of women in senior positions in companies is low, pointing out that there are attempts to empower women to work in the sectors of banks, investment companies and others, such as the law on independent members, which can be filled by qualified women capable of achieving achievement.
She pointed out that the World Bank pointed out that Kuwait is in a low position to empower Arab and Gulf women in the fields of work, especially in leadership positions.
Darwish suggested the need to work on the development of indicators by the World Bank on the work of women in terms of their employment and retention in the field of work.
Performance Appraisal
On the development in changing the thinking of investment companies towards training as a major pillar for the development of companies and upgrading the human element working in them, she pointed out that training in the government sector and companies was at one time a kind of luxury, which was reinforced by the existence of financial abundance before the financial crisis in 2008.
However, after the crisis, companies reconsidered training as a key element to assess employee performance, achieve real added value for the company and increase its revenues and operating profits.
Remarkable height
She pointed out that the training center of the Federation began to conduct a comprehensive survey of international companies working in the field of training and selected the quality of international companies as well as the quality of the courses themselves.
She said that the importance of these courses is evidenced by the remarkable increases witnessed during the five years from 2017 to 2021, where the number of participants in the training courses of the Union increased from 173 to 982 trainees.
She added: The number of events in 2021 reached about 57 courses in 2021 from the level of 15 courses in 2017, and general training workshops were held to shed awareness on some of the developments such as cybersecurity, market maker, environmental management, social responsibility and governance, which companies rely on to increase the entry of foreign investors and investment in these companies.
Investment Awareness
She explained that the workshops and courses held by the Union, companies of the investment sector and non-investment sector are invited to participate, indicating that the main goal of the Union to achieve investment awareness and was not concerned with maximizing profit, but the first and main concern was and still is to educate workers in the investment sector and push the interests of investment companies.
In her opinion, the investment sector proved that it is able to manage its crises and get out of them, explaining that the investment sector has become essential in moving and developing the market.
He pointed out that many companies have dealt with the repercussions of the crisis and rectified the crisis significantly.
On the benefit of the investment sector from the crises it faced, she pointed out that the crisis opened opportunities for all economic sectors in the country, including the investment sector, where promising opportunities were opened in the sectors of artificial intelligence, technology, health and other sectors.
What was far from happening before the Coronavirus pandemic in information technology has become a reality in terms of the use of robots in factories and companies as well as the use of technology and remote work.
She added: “Dealing in the IT sector has become less expensive and more used and what would have taken years to happen.
It is now an integral part of the business environment.
She pointed out that
The crisis has created strong opportunities for the private and investment sector.
Salary for housewives
She added that she is among the supporters of the project to grant a salary to housewives during her time working in the United Nations Development Programme and the restructuring program, pointing out that the work of a housewife is an economic work and therefore why is there no wage for it?
She said that the presence of women with their children and their dedication to raising their children deserve a salary, but that preparing future generations is a difficult task and needs special attention, adding that proper education and study produces healthy and healthy societies capable of facing challenges and achieving the required development.
Thus, providing an income for a housewife who has left work in order to support her children and family is much better than fictitious employment support appointments, which are predominantly female.
My call, at a time of financial abundance, was aimed primarily at alleviating disguised unemployment and bogus employment and giving women the freedom to support their families.
She pointed out that she is against populist demands in general, but when I raised this issue, it was from a purely economic angle that supports and empowers women and prevents some negative phenomena.
I believe that any law should be linked to the overall policy and strategy of the state.
She pointed out that linking all economic sectors to the general policy of the State is required and that the objectives to be implemented are consistent with the general strategy of the State and achievable.
Accumulated experience
Darwish spoke about her experience in the field of financial markets and the investment sector by saying that she holds a degree in financial institutions management from USLA University in the United States and holds a master ’ s degree in economics and the title of the research published in a book by Chrome Helm on the Gulf capital markets with a focus on the crisis of the climate market in Kuwait.
After completing her studies, she worked at the Banque du Liban and was a member of the team on the establishment of capital markets in Lebanon and then came to Kuwait in 1995.
She added that she worked as a consultant for the United Nations Development Programme on major projects in Kuwait, including the development of islands such as Bubiyan Island and Vilka, and moved on to another project, which is the development of the performance of workers in the government sector in cooperation with the Restructuring Authority and work to develop the performance of workers.
After the founding of the Union of Investment Companies, I joined him.
Within a year, the financial crisis of 2008 strengthened my work in the Union, attracting parties to hold seminars, activate the Study Center and try to develop the performance of employees in investment companies.
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Title:

Content: Interpreting the new generation
Interchange station: Let the historical material speak for the red scarf
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Recently, a huge street mural has aroused controversy. The "Red Turban at Rest" on Qiaosan Road depicts a red turban smoking during a break.
The woman in the painting has a thin body, delicate skin, clean nails, and a cigarette between two slender fingers.
Critics believe that the woman in this mural is not like a diligent working woman, but like a prostitute; others think that the painting is suspected of advocating smoking and has a negative impact.
Proponents emphasize artistic freedom, arguing that the painting depicts a red turban in between work breaks, and that the image of smoking is unmistakable.
I recognize the freedom of art, but I believe even more that if art reflects history, it must fit with history; if art depicts historical figures, it cannot violate the image of the historical figures painted.
In my opinion, the biggest problem with this painting is that the woman painted is contrary to the true image of the red headscarf in history.
Some time ago, I happened to do a study on red headscarves to discuss the progressiveness of their presentation, and here is a brief introduction.
The red headscarf refers to female workers from the Sanshui area of Guangdong who worked in the construction industry in Singapore in the first half of the 20th century.
They are remembered for their hard work and contributions to Singapore ’ s construction industry; and they are also a symbol of female workers and women ’ s strength.
As early as March 21, 1991, the article "Forget the Red Headscarf" published in the Lianhe Zaobao newspaper, affirmed the progressiveness of the red headscarf.
The description given in the article is as follows: "Sanshui women can be said to be the pioneers of the women's liberation movement.
They left early and went to work in the fields.
In order to survive, and to feed and clothe their families, they, like the male immigrants, bravely followed the watermen south.
From these words, it can be seen that the emergence of the red headscarf group can reflect the traditional gender relationship - the change of the pattern of men who earn money outside the main body and support their families, and women who teach their children inside the main body.
They are the pioneers of women's movement towards society and self-reliance.
What is even more noteworthy is that this group of three water women entered the rather sexist construction industry.
Due to the high physical requirements of the construction industry, men are born with the advantage of gender physical strength, becoming the main force in the construction industry.
However, the red headscarf has once again broken the tradition, carrying the masonry earth with the female body, challenging the imbalance of the gender ratio of construction industry practitioners brought about by physiological characteristics.
On June 9, 1977, the "Xingzhou Daily" article "The escape of several women - tofu out of the chatter" wrote: "In the construction site, the most labor."
They are not afraid of toil, rubbing ash and sand under the hot sun, carrying bricks and stones, carrying mud and carrying wood.
These women are the most devoted to their work, never lazy, never idle, let alone strike. "
Throughout history, it can be seen that the red headscarf has crossed the traditional industries of women, broken into the construction industry, which is monopolized by men, and reduced gender discrimination at work to a certain extent.
It can be seen that the reason why the red headscarves can leave influence in Singapore is that they have made great contributions to the construction industry in Singapore, relying on the spirit of hard work they have left, and their progressiveness in life and work.
I can't help but ask, they obviously have more worthy of attention, why use such a giant mural to paint a picture of a weak woman who is far from the real historical image, like a woman who cannot carry her shoulders and cannot carry her hands?
Finally, I recommend that you go to the National University of Singapore and take a look at the building site (red turban) painted by the painter Liu Kang in the museum, and see the powerful arms and muscular thighs in the painting, which is the image of the red turban as a female group.
The author is a Master of Chinese Studies at the National University of Singapore
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

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

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?

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?

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?

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?

This shift represents a broader movement toward gender equality and diversity in traditionally male-dominated sectors.

Title:

Content: Social institutions in Jordan.
How do you contribute to the empowerment and equality of women? | Culture and society | Social issues from the depth of Germany and the Arab world | DW | 03.07.2022
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Social institutions in Jordan.
How do you contribute to women ’ s empowerment and equality?
Jordan aims to close the gender gap by 2030.
In light of the increasing social entrepreneurship projects, what is the role of social institutions in empowering women? And have they benefited from the Internet and social media platforms to achieve their goals?
Queen Rania is among the strongest supporters of women ’ s empowerment in Jordan
If strategies to support Jordanian women and close the gender gap are fully implemented, Jordanian women will receive equal pay and the same labor rights as men in the country.
But despite the government ’ s 2015 pledge to close the gender gap by 2030, there is still a long way to go.
While Jordan has a large number of female university graduates compared to other countries in the region, the participation rate of Jordanian women in the labor market is the lowest in the region.
Jordan is ranked 131st out of 156 countries in the Global Gender Gap Index for 2021.
However, this year has seen momentum in efforts to narrow the gender gap in Jordan.
Slow progress.
Jordanian women enjoy a number of privileges recently obtained, but the impact of this is still on paper.
Last February, constitutional amendments came into force after loud sessions and heated parliamentary debates, especially regarding the inclusion of the term “Jordanian women ” in the constitution, which now stipulates that“ the state guarantees the empowerment of women and supports them to play an active role in building society, guaranteeing their right to equal opportunities on the basis of justice and equity and protecting them from all forms of violence and discrimination. ”
In March, the law on political parties was updated, which now stipulates that women must make up at least 10 percent of the party ’ s founders, as well as young people between the ages of 18 and 35, and is expected to rise to 20 percent within three years.
watch the video 05: 44
Jordan - Women enter the professions of men
Magdalena Kirchner, resident director of the Friedrich-Ebert-Stiftung in Amman, said: “The constitutional amendment and the reform of the Political Parties Law have generated more public attention, which Jordan desperately needs. ”
In an interview with DW, Majd Salim, who contributed to an ILO report titled “Gender Equality and Decent Work in Jordan 2022, ” said the issues of combating violence against women and harassment and achieving gender equality and equal pay should be top priorities.
A survey conducted by the Arab Barometer in March last year indicated that the coronavirus epidemic had worsened the lives of Jordanian women, in addition to the problems that existed before the pandemic, most notably inheritance issues, male dominance and the preference for women to stay at home rather than work.
According to the International Labour Organization (ILO), the participation rate of Jordanian women in the labour market is 14%.
Minister of State for Legal Affairs Wafa Bani Mustafa said in an interview with DW that the challenges facing Jordanian women remain numerous, especially with regard to women ’ s economic capacity.
The poor economic empowerment of women continues to be a constraint on women's participation in public affairs. "
Role of social institutions
Social projects launched in rural areas in Jordan to create job opportunities for Jordanian women
Remarkably, however, is the increasing involvement of Jordanian women in private enterprise, with Magdalena Kirchner pointing to “the high representation of women in Jordanian civil society, especially among urban elites. ”
As Middle East scholar Lillian Tauber noted in a report published by the Washington Institute for Near East Policy in February last year, “Social enterprises — innovative, community-focused organizations that use business strategies to address social issues — are well positioned to help mitigate some of the challenges Jordan faces. ”
In light of this, hopes are growing that, in parallel with government moves, this will drive greater empowerment of women in Jordan.
Unlike NGOs, which are often non-profit or temporary international programs, social institutions are not time-bound.
Sandra Gilly, for example, decided to register her social enterprise as a for-profit business.
She moved to the Wadi Rum desert region of Jordan 14 years ago and made her main mission the empowerment of women, especially through the Lumio project.
Through the project, 35 Bedouin women recycle used clothes and make bags and carpets from fabric in modern patterns inspired by Bedouin traditions, according to the project ’ s website.
In an interview with DW, Sandra Geely said she mainly aims to increase the global demand for handmade textiles “so that women in rural communities can work from home and help support their daughters in attending university. ”
Sandra Jelly launched a project in Wadi Rum desert to encourage women to work
Sandra highlighted the lack of a specific list of social institutions in general in Jordan in the absence of a legal framework for such initiatives.
In light of this, Sandra registered Lumio as a for-profit trading company.
The “Tribalogy ” project, founded by Mai Hayashi, is among the most prominent social institutions in Jordan.
Since 2013, the project has supported refugee women and women living in communities deprived of education by selling traditionally embroidered handmade products around the world.
In an interview with DW, she said: “Our project is profitable and provides training and job opportunities for women so they can earn money. ”
But she does not feel the impact of the steps the government is taking to narrow the gender gap, adding that she does not see the government helping her "as there is still no concrete encouragement of the term social enterprise".
Internet and Social Media Platforms
The success of such entities could further empower women in Jordan, especially in light of the increasing presence of social institutions online and social media platforms.
Nawa is the first Arab platform for scholarships and jobs for graduates, as well as the government-funded Impact Hub Amman.
Despite the increasing number of social institutions in Jordan, the Jordan River Foundation is the only one registered as a social institution.
In late May, Queen Rania visited the Jordan River Foundation and wrote on her Instagram page of my meeting today with a number of wonderful women from the Jordan River Foundation ’ s Karma Kitchen.
I am proud and happy to hear about your journey with the Jordan River. ”
Queen Rania is one of the most vocal advocates of women ’ s empowerment in Jordan.
Jennifer Hollis / GTA

Title:

Content: Manal bint Mohammed: The initiative reflects the unique partnership between the public and private sectors to achieve the national goals
UAE private sector pledges to increase women ’ s representation in leadership positions to 30%
Eighteen leading national and international companies in various fields have signed a pledge to accelerate the achievement of SDG 5, on gender balance and the empowerment of all women and girls, in a new initiative of its kind for the private sector at the global level.
The pledge aims to promote gender balance in leadership positions in the private sector and raise the participation rate of women to 30% by 2025, through specific policies, programs and initiatives that keep pace with the progress achieved in this field in the government sector in the UAE.
The pledge was announced during a ceremony held by the UAE Gender Balance Council, in cooperation with the National Committee for Sustainable Development Goals and the Private Sector Advisory Council on Sustainable Development Goals, in the presence of the Vice President of the UAE Gender Balance Council, Mona Ghanem Al Marri, the Director General of the Cabinet Office at the Ministry of Cabinet Affairs, Deputy Chairman of the National Committee for Sustainable Development Goals, Abdullah Nasser Lootah, and the Secretary General of the UAE Gender Balance Council. Saleh, Acting Director of the Federal Competitiveness and Statistics Center, Hanan Ahli, a number of government officials, representatives of a number of international organizations working on Goal 5, CEOs and officials of private sector companies.
This pledge reflects the commitment of male institutional leaders to support women and enhance their representation in leadership positions during the coming period, to ensure their full and effective participation at the highest levels of decision-making, and is a preliminary step for more private sector institutions in the UAE to join this unique initiative. Majid Al Futtaim Holding, Masdar, DMCC, Dubai Holding, Unilever, Standard Chartered Bank, MasterCard, Michelin, UBS, General Motors, Schneider Electric, PepsiCo, Mondelez International, BASF, Mars Trading, Nestlé And General Mills.
The wife of HH Sheikh Mansour bin Zayed Al Nahyan, Deputy Prime Minister and Minister of Presidential Affairs, and HH Sheikha Manal bint Mohammed bin Rashid Al Maktoum, Chairperson of the UAE Gender Balance Council and Chairperson of Dubai Women Foundation, praised this voluntary initiative by the private sector, which reflects the unique partnership between the UAE government and private sectors to achieve the national goals and future vision of the UAE leadership.
She stressed the pivotal role of the private sector in supporting government efforts to enhance the UAE ’ s competitiveness globally, saying: “Gender balance is one of the priorities of the UAE government, and the private sector is an indispensable partner in achieving all 17 Sustainable Development Goals, especially Goal 5.
Her Highness added that the UAE is one of the leading countries in the commitment to the 2030 Sustainable Development Goals (SDGs) and has integrated them into the main pillars of its strategic plans. A national committee for the SDGs was established in 2017, comprising several ministries and federal entities. In cooperation with strategic government partners and international institutions and organizations with distinctive experiences in the development of gender policies. ”
Her Highness said that these efforts have resulted in remarkable progress in the ranking of the UAE in the global competitiveness reports on women and gender balance, where the countries of the region currently lead the most important indicators and jumped to 18th place globally in the Gender Equality Report 2020 issued by the United Nations Development Programme (UNDP), and ranked first in the Middle East and North Africa in the Women, Business and the Law 2021 report issued by the World Bank. It also ranked first globally in nine competitiveness indicators related to progress in achieving Sustainable Development Goal 5 on gender balance in 2021.
She added that the initiatives to promote gender balance in the companies signing this pledge constitute an inspiring model for all private sector institutions in the country, especially as confirmed by the results of international research specialized in the high economic return of women ’ s participation in leadership positions.
Mona Ghanem Al Marri said: “The signing of this declaration by the UAE private sector and its pledge to accelerate gender balance and promote women ’ s leadership is a momentous moment that deserves praise and appreciation, as it strengthens government efforts and confirms the great responsibility of the UAE private sector towards the vision and goals of the country. ”
The COVID-19 pandemic demonstrated the need to work together to find innovative solutions to the complex challenges facing the world, as well as the vulnerability of women to crises.
She pointed out that there are real gender gaps in leadership positions around the world, where women occupy 22% of leadership positions, rising to 25% in health care, stressing that such efforts are key steps to correct these gaps, and that increasing the number of women in leadership means stronger organizational performance, thriving economies and greater public equality.
She thanked the companies that signed the pledge and their cooperation with the UAE government, adding that it represents a great opportunity for the rest of the private sector to join this important initiative, stressing the keenness of the UAE Gender Balance Council to provide all forms of support to the private sector to achieve further progress in this field by providing its institutions with the best ways and procedures that gradually promote gender balance at the highest levels of leadership.
In the same context, Abdullah Nasser Lootah stressed the importance of the role of the private sector in supporting national efforts to achieve the Sustainable Development Goals and promoting national initiatives and projects aimed at establishing gender balance in various fields.
He said that the pledge signed by 18 national and international companies from the private sector to accelerate the achievement of the fifth Sustainable Development Goals, related to gender balance, is an important step in the UAE ’ s march to empower women, launched by the late Sheikh Zayed bin Sultan Al Nahyan.
Manal bint Mohammed:
• « Gender balance is a priority for the UAE government, and the private sector is an indispensable partner in achieving all the Sustainable Development Goals ».
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Title:

Content: Alert
United Airlines is back!
I just dropped a tire on takeoff and smashed the ground vehicle.
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70% of female economic independent women rise industry: finance, big legend, culture and education
Today (8) is "International Working Women's Day", how many female office workers are suffering in the workplace? Can career and family maintain a balance?
According to the latest survey by yes123 Job Search, 70% of female office workers consider themselves “financially independent ” at present, a slightly higher proportion than last year; the average salary is 40,345 yuan, which is also higher than last year ’ s 39,056 yuan.
According to cross-analysis by industry, the top five female practitioners who rated themselves as having a higher impact in the workplace were: financial insurance and accounting statistics (45.2%), mass communication and public relations advertising (44.4%), cultural (supplementary) education (41.7%), and catering accommodation and leisure tourism (38.5%), wholesale and retail trade (38.5%). (36.4%).
As for the self-assessment "workplace competitiveness" part, an average of 67.7 points, which is considered a pass: "undergraduate" is 66 points, "graduate" is 73.2 points.
On average, when working or seeking employment, women consider themselves “competitive in the workplace ”, compared to male workers: 56.3% are“ comparable ”; 27% are “stronger ”; and 16.7% are“ weaker ”.
However, even if they believe that competitiveness is not lost to men, income can support themselves, and have an impact in the office or in the industry, 60% of female workers in Taiwan still feel that "workplace sex discrimination" is serious.
Worse, the survey also showed that a total of 90% (89.7%) of female workers believe that the current "workplace pressure": 59.1% of them are "affordable"; 30.6% are "unaffordable".
Therefore, the self-confessed "low workplace stress" now accounts for only 10.3%.
In the case of reelection, the sources of “workplace stress ” for women were:“ job performance is not reflected in salary increases ” (45.1%), “low sense of accomplishment in the workplace ” (37.2%),“ boss emotional, difficult to communicate and disrespectful of subordinates ” (36.1%), “too much work ” (35.2%), and“ too long hours ” (34.2%).
Other triggers of work stress were: “job performance is not reflected in promotion ” (33.1%),“ working overtime often or even staying up late to work, affecting health ” (22.9%), “taking off (platoon) leave is abnormal ” (20.2%),“ often working in the workplace ” (19.1%), “changing jobs often and not knowing the direction of the workplace ” (17.9%).
In contrast, 77% (77%) of female workers still consider themselves to be under “high pressure ” in their family life after work: 41.9% of them are“ affordable ”; 35.1% are “unaffordable ”.
Therefore, the self-confessed "family life pressure is small", accounting for 23%.
Similarly, under the condition of reelection, the sources of "family life pressure" were: "work and leave, still busy with housework" (44.2%), "meet the basic expenses, often unable to make ends meet" (37.1%), "can not afford a house, the rent is heavy" (35.3%), "own loan burden" (31.1%), "filial expenses are heavy" (28.3%).
Other sources of stress in family life were: "living with family and relatives, believing that they have no personal space" (22.4%), "having no time to spend with family and lovers, and the relationship has become alienated" (20.9%), "lonely working away from home, easy to miss family" (19.6%), "need to share the debt for family" (18.3%), "need to take care of time. Family members with long or young children ” (16.6%).
For the "workplace" and "family life": 76.3% of them believe that the current "two can not be taken care of, is an imbalance"; it also means that only 23.7% of them believe that they are "both able to take care of, is a balance".
If the same cross-analysis is carried out by “industry ” and self-evaluation of“ workplace and family life ”, the current proportion of female employees with a higher proportion of “imbalance between the two ” is:“ mass communication and public relations advertising ” (86.1%), “technology information ” (83.3%),“ health care and biotechnology ” (82.8%), and “food, accommodation and leisure travel ” (78.8%). Financial insurance and accounting statistics ” (77.4%).
Looking at the results of the survey, Yang Zongbin, a spokesman for Yes123 Job Search Network, said that with the popularization of higher education, the academic qualifications of female labor friends are not a problem, but only the opportunity to play a long career and promotion, while getting equal pay, and in the development of career, can also take care of family or emotional life.
However, Yang Zongbin worries that Taiwan ’ s women ’ s “labor participation rate ” has only increased to 51.82% last year (2023) after breaking through 50% (50.19%) for the first time since 2012. The so-called“ Equal Pay Day ” was once hit by the epidemic and there is still room for improvement in women ’ s working conditions. Returning to the workplace and working for a second time may be forced to change jobs, companies and industries, resulting in lower wages.
The above survey was conducted by yes123 Job Search Network from February 21 to March 5, 2024, using online questionnaires to sample "female" job seekers aged 20 or above. At the same time, there are currently 1,266 valid questionnaires. Among them, 721 are "unmarried" and 545 are "married"; Bachelor degree It was 960 and 306 for "research"; the confidence level was 95% and the margin of error was positive or negative 2.75%.
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Title:

Content: 18 +
18 +
Vocational orientation.
How career counselors help change jobs
Today, workers have many opportunities to change their career trajectory: try yourself in a more attractive or profitable field.
About how career consultants can help residents of the Tomsk region to build their unique path, and how this can contribute to the "Career map of tomich", we tell in the third material of the special project "ProfOrientation", prepared jointly with the regional Department of labor and employment.
A key assistant to which all employees who want to change their career path for one reason or another can turn are career consultants.
For more than two years, this service has been provided in the Tomsk Employment Center.
As in the case of schoolchildren and students, at the beginning everyone can undergo professional diagnostic testing, according to the results of which psychologists will help applicants to identify their strengths and weaknesses.
People have a lot of problems with not knowing who they want to be.
Therefore, the first diagnosis, self-determination, especially in older people, is in motion, and only by the second or third meeting we begin to work directly with the search.
Then join career consultants who are able to analyze the background of the client, — said the head of the department of professional orientation and career development of the personnel center “Work of Russia ” Lyudmila Dmitrieva. — Often people, even from top positions, do not always adequately assess their capabilities, do not know how to correctly describe their achievements.
This is where a career consultant helps.
He collects everything that is already available and looks at where these skills and competencies can be applied if a transition is planned, for example, if a person is burned out and wants to change the direction of his activity.
Meanwhile, experts note that both in the country and in the Tomsk region, the services of career consultants are not yet very popular - many applicants do not always realize their value.
Photo: Seraphima Kuzina
- Applicants are not always motivated, unfortunately, to work with themselves, - notes Lyudmila Dmitrieva. - We do not promise that we will take a hand, bring and put in a dream chair with a favorite job and a cool salary.
We only give you tools that will allow you to analyze your capabilities.
It takes a lot of work on itself.
The applicant is really given homework that needs to be done, this is all discussed with a specialist.
And if a person has self-discipline and he is ready to work for his development, then everything will work out.
In turn, career consultant of the Employment Center Elena Mikhalchenko notes that recently the services of specialists in her profile are becoming more and more popular.
- Now, when there are results - successful employment of people of different categories, including pre-retirement age, there is a demand for such a service, - said Elena Mikhalchenko. - On average, people aged 30 to 45 years apply.
Requests are different.
Someone lost their job and wants to get a job in their specialty.
Someone worked 10-15 years in one place and he never had the experience of independent job search.
It can also be requests to move from one area to another.
There is also a professional burnout when a person does not want to continue working in the previous field.
He wants to make a difference and we start looking for his talents and building his career track number two.
Expert opinion
Anna Gomozova
Deputy Head of the Department of Labor and Employment of the Tomsk Region
How to use the service of a career consultant, and what stages does the process consist of?
1.
Submission of the application on the portal "Work of Russia".
After registering on the portal and submitting an application, a number of meetings await the applicant.
Elena Mikhalchenko, a consultant at the Employment Center, explains:
— I clarify the request from the applicant, sometimes we formulate it together.
If it is very difficult to understand where to go, we connect psychologists who conduct professional tests.
Then we start working.
I give certain tasks to the applicant.
For example, to identify his areas of interest and talents.
He performs them at home, we meet again and consider what happened, determine the sphere where he should go, what growth points he has, what he already has and what is missing.
We calculate whether it will grow in a new place at once, or there is a large block of open questions where additional training is required, or retraining.
2.
Preparation of a resume.
In this job seeker is also assisted by an expert.
— Sometimes people can not formulate their skills, the experience to describe interesting for the future employer, because very often use phrases from the job description, and this is one water, it is unclear what the person was doing, — said Elena Mikhalchenko. — And the employer usually does not respond to such resumes.
It is necessary to show your achievements, why it will be interesting to the employer, what his problems and tasks can be solved.
3.
Preparing the applicant for the interview.
At this stage, self-presentation skills are practiced and even rehearsals are held, a kind of test interview, where a career consultant acts as an employer.
4.
Determine the range of potential employers.
At the next stage, the applicant together with the specialist determine the areas of interest, choose potential enterprises - both in the Tomsk region and beyond.
5.
Definition of search channels.
The last part is the job search channels.
— In addition to HeadHunter, “Works of Russia ”, we recommend using the sites of employers of the social network, how to come up with an offer about yourself to the employer, where you would like to work, what would interest him, — said Elena Mikhalchenko.
According to her, the potential employee who has completed a full session successfully gets a new job within two to three weeks.
- For example, we had a job seeker, a man, born in 1978.
He changed his life drastically.
His first education was TPU and he worked in sales, but not as a salesman, but something in the spirit of “bring and serve ”.
He suddenly decided that his vocation is psychology, - said Elena Mikhalchenko. - He retrained, came to me after a little work in a state company, but for some very small money, to at least gain a little experience.
Employers refused him, it seemed to them that it was a strange story, that he was not at all specialized, as a psychologist.
We worked out a full session, considered the option of leaving for self-employment, promoting ourselves in social networks, writing a content plan.
At this point, the MFC just turned to us, they created a new unit - a call center, and they needed psychologists.
And he just had everything ready - and the resume, and rehearsed the interview, we worked out all the difficult moments.
As a result, he has passed and is gaining experience as a call center psychologist, and also conducts private practice in parallel.
To increase their chances of a successful career turn, experts recommend future applicants to formulate their request more clearly.
— If there is a request to move to another sphere, to search for a new self, then you need to think that you were interested once, what was the sphere of interest, where you did not want to leave, where it ignited what you did.
You need to find your forgotten talents, think about them, and already with these thoughts come to career consultants, ” explains Elena Mikhalchenko.
At the same time, in order to remain competitive, applicants need to rely on their strength – what they know how to do well.
It is also necessary to take into account and develop weaknesses, but not to focus on them.
– You need to remember about your strength and you need to study, monitor what skills are in demand now: “and what of this I am interested in, what I would like to cook, what I read about, what I listen to podcasts, ” said Elena Mikhalchenko.
Companies have their own database of cases on career changes.
For example, since 2020, MTS has its own career guidance system.
Employees from telecommunications can change their profile, choose a direction of training and become, for example, marketers and continue to work within the walls of the company.
Opinion of employers
Olga Lyubimova
HR specialist of the Tomsk branch of MTS
Opinion of employers
Daria Vikhlyantseva
HR Specialist at iLink
Photo: Seraphima Kuzina
Figure: 3DAddict, Tomsk Review
Subscribe to our telegram channel "Tomsk Review".

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?

active recruitment of women
promote women to higher roles

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

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

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

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

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

active recruitment of women
promote women to higher roles

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

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

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

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

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

active recruitment of women
promote women to higher roles

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

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

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

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

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

active recruitment of women
promote women to higher roles

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

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

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

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

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

active recruitment of women
promote women to higher roles

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

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

## Breaking Down Traditional Gender Barriers

### Historical Context
For decades, construction and maritime industries maintained an unwritten rule that relegated women to supporting roles while men handled the heavy machinery and technical operations.

Title:

Content: Tuesday 29 August 2023 Abu Dhabi United Arab Emirates
Prayer times
News Highlights
Today 's Issue
Today 's Issue
United Arab Emirates
Emirati women: An active partner in national development
Emirati women: An active partner in national development
August 29, 2023 01: 06
Huda Al Tunaiji (Abu Dhabi)
A number of Emirati women working in various sectors and levels praised the efforts of the UAE and its wise leadership in supporting and empowering women, and the unlimited support of Her Highness Sheikha Fatima bint Mubarak, President of the General Women ’ s Union, President of the Supreme Council for Motherhood and Childhood, and Supreme President of the Family Development Foundation « Mother of the Nation ».
Diplomatic sector
Asma Al Balushi, Director of the Executive Training Department at the Anwar Gargash Diplomatic Academy, said: “The UAE celebrates Emirati Women ’ s Day in recognition of her contributions and achievements in various fields, especially in the world of diplomacy.
Under the theme of this year (we share for tomorrow), there is a clear call to harness resources and channel all potential towards building a bright future.
Perhaps the role played by women in shaping the future is necessary in order to cooperate for tomorrow in all its dimensions.
There is no doubt that cooperation policies are gaining prominence as an integral part of the country ’ s diplomatic missions, as the contribution of Emirati women has had a clear impact in achieving this success. ”
Career guidance was a key pillar in preparing women and providing them with the tools to deal with challenges and seize opportunities, in addition to enhancing confidence and developing communication and negotiation skills.
Emirati women have thus been able to keep pace with the aspirations of the State and its efforts to achieve parity and equal representation in the positions held by women and men.
We see its successes today in various fields, whether locally in the Federal National Council, ministries and government departments, or internationally in state missions and the diplomatic corps.
She added: “After achieving parity at the level of the Federal National Council, where Emirati women occupy 50% of parliamentary seats, and moving forward to achieve this also in the diplomatic corps, efforts do not stop there, but continue to progress to other areas.
To date, government-led initiatives have been effective in promoting development through gender equality and equity.
However, in order to maintain this momentum, female diplomats must join forces to pave the way and provide guidance to encourage ambitious young women to do the same.
Mentoring and training programs have become an essential and valuable pillar in empowering women to build reliable networks, develop vital skills, and increase confidence. ”
“The UAE has always been at the forefront of the Middle East and North Africa region as a supporter of equality and inclusion in the public and private sectors.
According to the Global Gender Gap Report of the World Economic Forum 2023, 30% of senior positions are held by women in the UAE, and the UAE ranks highly in the empowerment of women in politics. On the other hand, the Women in Diplomacy Index 2023 published annually by the Anwar Gargash Diplomatic Academy shows that 20% of ambassadors are held by women globally.
Aeronautical Engineering
Hala Fakher, Director of Lockheed Martin ’ s Center for Innovation and Security Solutions in the Middle East, said: “It was my interest in aerospace engineering that led me to join Lockheed Martin, where I was mentored and trained by the best engineers and scientists.
After long and useful training sessions, I was able to become the first Emirati female engineer to join Lockheed Martin in 2018.
I am grateful to our wise leadership for supporting and empowering Emirati women, and providing all the necessary means and capabilities for their participation in all fields of work.
Her Highness Sheikha Fatima bint Mubarak (Mother of the Nation), President of the General Women 's Union, President of the Supreme Council for Motherhood and Childhood, Supreme Chairman of the Family Development Foundation, followed up on Emirati women ’ s empowerment in all sectors and fields in the country. 2023, reflects its important role in supporting sustainability pathways, climate action and green technology to address climate challenges and changes.
This occasion is an opportunity to enhance and highlight the efforts of Emirati women in various fields. ”
Education Sector
Dr. Rabaa Al-Sumaiti, Assistant Undersecretary for Performance Improvement Sector, Ministry of Education, stressed the importance of women and their leading role in various fields, especially in the field of education. She is the first educator and teacher, from which future generations draw on the methodologies of life and its origins, to be guided by their steps towards the world and instill in them a love of science and knowledge.
She said: "The UAE has paid great attention to the development of the role of women and enhancing their contributions, providing them with the necessary legislative and employment environment for science, work and development, and enhancing their leadership capabilities in all fields, to ensure all powers and rights that guarantee them equality and the opportunity to hold important positions."
She said that in the education sector, women ’ s contributions have been evident, as they have a clear imprint in the education process in the country, as they have occupied strategic tasks and positions, and have been active participants in all stages of education and vital areas related to the future, to assume a leading position as a key partner in preparing for the next 50 years.
In turn, the Ministry of Education has included the concept of women ’ s rights and equality in the general frameworks of the state curricula, encouraging the need to grant women their right to education, where the percentage of females enrolled in higher education institutions reached 63% of the total number of students enrolled in these institutions in 2021. It enhances the presence of women in vital sectors and confirms the state ’ s keenness to achieve gender balance. ”
Proud and proud.
Dr. Naima Al Khoury, at the National Center of Meteorology – Seismology Department, stressed that since the establishment of the UAE, Emirati women have taken a prominent and distinctive position in the UAE society, and have had an impact in all fields in the country, where they grew up seeing before them the role models of Emirati women as they take the stage of glory side by side like their male brothers.
Her Highness Sheikha Fatima bint Mubarak, President of the General Women ’ s Union, President of the Supreme Council for Motherhood and Childhood, and Supreme President of the Mother of the Nation Foundation for Family Development, said: “May the first role model for the women of the UAE community, this great woman who was raised for her gift, thought, love and goodness to all people. ”
Electronics.
Khawla Al Hinai, Electronics Engineer at SABB UAE, said: “I chose to work in the defense and security sector with the aim of serving the nation in the first place in order to strengthen the efforts of our wise leadership, which stressed the importance of the role of Emirati women in this sector and their effective contribution to the march of development and national renaissance.
As an engineer in this sector, I have been able to challenge myself and demonstrate my ability to develop advanced technologies, engineering has pushed me to develop personally, and has contributed significantly to gaining professional experience in this field. I am proud to work with SAP Emirates, which has allowed me to work with a team of multinational experts, who have helped me develop innovative defense and security solutions. ”
All rights reserved to Al Ittihad Newspaper 2023 ©

Title:

Content: Friday 8 March 2024 Abu Dhabi UAE
Prayer times
News Highlights
Today 's Issue
Today 's Issue
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Emirates..
A pioneering model for empowering women locally, regionally and internationally
Mona Al Ayyan, Samia Hareb, Naama Al Sharhan and Nora Al Matrooshi
March 8, 2024 01: 33
Lamia Al Harmoudi, Maryam Boukhatamin, Amna Al Ketbi (Abu Dhabi)
The 8th of March is International Women ’ s Day, as this day represents a symbol of women ’ s struggle over many decades in the world, and Emirati women are very fortunate in this march, as they have been able to assume a large and distinctive position in obtaining all their rights and scientific and practical opportunities, and in various professional and economic fields until they reached the space.
Today, Emirati women enjoy an exceptional position in various fields and local and international forums.
The Women Empowerment Strategy seeks to empower and build the capacities of Emirati women, and overcome the difficulties facing their participation in all fields, to be an active and pioneering element in sustainable development, and to assume the appropriate position, to be an honorable model for women ’ s leadership in all local, regional and international forums, through achieving a number of priorities.
Her Highness Sheikha Fatima bint Mubarak, President of the General Women ’ s Union, President of the Supreme Council for Motherhood and Childhood, and Supreme President of the Family Development Foundation, has always played a leading role in supporting Emirati and Arab women, as the necessary efforts and capabilities have not been spared to push women ’ s march to excellence at the local and international levels.
Her Highness also launched the National Strategy for Women Empowerment and Entrepreneurship in the UAE 2015-2021 (PDF), which provides a general framework, reference and guidance to all government and private institutions and civil society institutions in developing their plans and programs of action, in order to provide a decent life for women.
The strategy seeks to empower and build the capabilities of Emirati women, and overcome the difficulties facing their participation in all fields, to be an active and pioneering element in sustainable development, and to assume the appropriate position, to be an honorable model for women ’ s leadership in all local, regional and international forums, through achieving a number of priorities.
Women 's Leadership
The National Strategy for Women Empowerment and Entrepreneurship also included a set of strategic objectives to achieve the priorities stipulated in the strategy, including the strategic priority, which means building on the achievements of women in the UAE, maintaining the sustainability of those achievements and gains, and continuing to build women ’ s capacities, in order to expand their participation in development.
One of the most important strategic objectives is to create a legislative and institutional framework supportive of women, in line with best practices in the field of women's empowerment and in line with the State's obligations under international covenants and treaties, in addition to raising the level of women's quantitative and qualitative participation in various fields and their representation in positions of power and decision-making.
The objectives of the strategy also included strengthening the capacity of government (federal, local) and private institutions to adopt gender-sensitive policies, legislation and budgets and preserve the social fabric and cohesion, through the integration of roles between men and women, to build a strong and cohesive society capable of keeping pace with new changes, enhancing family cohesion, and ensuring the continuity of integration of social roles among its members.
It also included enhancing the ability of women to face the challenges and social phenomena emerging on the UAE society, consolidating the values that lead to the national identity and based on the language of tolerance and dialogue among women, in addition to providing the elements of a decent life and social welfare on high quality basis for women.
Diplomatic level
Emirati women play a prominent role at the diplomatic and parliamentary levels, and the participation of women in the Council of Ministers has reached the highest rates in the world.
In accordance with the directives of the late Sheikh Khalifa bin Zayed Al Nahyan, may God have mercy on him, the percentage of Emirati women in the seats of the Federal National Council has been increased to 50% starting from the 2019 electoral cycle.
The UAE holds diplomatic posts in the Ministry of Foreign Affairs, and as of 2019, the number of Emirati women in the diplomatic and consular corps at the Ministry ’ s headquarters reached 234 members, in addition to 42 women working in the diplomatic corps in the country ’ s foreign missions.
First rank
The UAE ranked first in the world out of 132 countries in the “Respect for Women ” index in the Social Progress Index report in 2015.
As for the distribution of positions in government institutions by gender, women represent 46.6% of the total workforce, and hold 66% of public sector jobs, of which 30% are in decision-making positions, and 15% are in technical and academic roles.
Women in the UAE have equal rights, whether in the field of access to scientific, economic and leadership opportunities, and to hold professional and political positions, where Emirati women participate in various roles in various vital sectors in the country, and have excelled in them until they reached the space sector.
Reading and Writing
According to official statistics, the female literacy rate in the country is about 95.8%.
Statistics also revealed that 95% of female secondary school graduates continue their education in higher education institutions, compared to 80% for males.
Emirati women make up 70% of university graduates.
It also constitutes more than 40% of the total workers in the education sector, at least 35% of the workers in the health sector and about 20% in social affairs.
Women hold about 75% of positions in the education and health sectors.
There are also about 23,000 businesswomen managing investments and projects worth more than Dh50 billion.
The UAE is an inspiring success story in the space sector
Emirati women have recorded an inspiring success story in the space sector, where Noura Al Matrooshi, the first Emirati astronaut, graduated from NASA ’ s training program in the United States and received an astronaut badge, symbolizing her readiness for space missions and contributing to future exploration.
Born in Sharjah, Al Matroushi earned a bachelor ’ s degree in mechanical engineering from the United Arab Emirates University in 2015. She gained several years of experience in the field, working for the National Petroleum Construction Company, was a member of the American Society of Engineers, and served as Vice President of the Youth Council for three consecutive years.
After graduating, she enhanced her skills through specialized training at Vaasa University of Applied Sciences in Finland, and previously represented the UAE at the United Nations Youth Conference in summer 2018 and winter 2019.
Women constitute more than 45% of the total workforce in the UAE space sector, which reflects the leadership ’ s keenness to support women ’ s professional and scientific development and empowerment. Emirati women have made a strong presence on the international space scene through their participation in the manufacture of satellites and their contributions and research in the space sector, which is of global interest to serve humanity and the future of the world.
The number of women working in the UAE Space Agency reached 50.7% and reflects the UAE ’ s focus on providing equal opportunities for women. Statistics show that at Strata, a UAE-based high-tech aircraft manufacturer, Emirati women account for 86% of its national employees.
The empowerment of women in the UAE extended in the fields of science, technology and space, which was evident in the success of the UAE Hope Probe to reach the orbit of the planet Mars, where the participation of Emirati women in the project « Hope Probe » reached 34% of the work team and 80% of the scientific team of the probe.
The Emirati woman participated in the development of the explorer Rashid as part of a team of Emirati engineers, experts and researchers at the Mohammed bin Rashid Space Center, and continues her mission to participate in the project of Mohammed bin Zayed Sat, which is the latest Emirati satellite, which will be launched this year.
Emirati women contributed to the historic achievement in the field of the UAE Peaceful Nuclear Energy Program, which was the beginning of the safe and successful operation of the first Barakah Nuclear Energy Plant, the completion of the process of connecting the reactor to the UAE ’ s main electricity grid, and the arrival of the first megawatts of environmentally friendly electricity to homes and commercial sectors.
Emirati women represented a large proportion of the minds and talents who were equipped with the knowledge to take part in this challenge, accounting for nearly 20% of the total employees of ENEC and its subsidiaries, Nawah Energy Company and Barakah One Company, one of the highest percentages in the nuclear energy sector in the world.
Exceptional day
Dr. Naama Al Sharhan, Member of the Federal National Council, stressed that Women ’ s Day is an exceptional day through which the status of women and their rights and their effective role in societies and the political, educational, awareness and health movement achieved and achieved. She is the backbone of the achievements we see today with the support of men. She noted that the empowerment of women came from the support and support of Her Highness Sheikha Fatima bint Mubarak, President of the General Women 's Union, President of the Supreme Council for Motherhood and Childhood, Supreme President of the Family Development Foundation « Mother of the Emirates », which supported women to have a prominent place, whether in parliament, military, health and education, and others. of spheres.
Half of the community
Sumaya Hareb, a member of the National Council, stressed that the UAE celebrates women every day and supports them permanently, whether locally, regionally or internationally, because of the country ’ s belief that women are half of society and the basic building block for the establishment or success of any project. in the construction of states.
Thanks to the woman.
Dr. Mona Al Ayyan, Director of Saqr Hospital in Ras Al Khaimah, said that highlighting Women ’ s Day confirms the keenness of the world and communities to say thank you to women in various sectors, and to appreciate the efforts, initiatives and sacrifices made by women to contribute to the development of societies. A state, a parliament, a minister, an astronaut, in the political service, in the field of medicine and has clear fingerprints in all respects.
All rights reserved to Union News Center 2024 ©

Title:

Content: The current state of the gender gap in technology
The gender gap in technology remains a significant problem, with women being underrepresented in technical roles and leadership positions across the industry.
Despite efforts to increase diversity in recent years, the gap remains.
According to a 2021 study, women held only about 25% of tech jobs worldwide.
Moreover, women made up only 17% of senior positions in tech companies, while the number of female CEOs or founders was only 10%.
One reason for this underrepresentation may be the “pipeline problem, ” referring to the lack of women graduating in computer science or other technology-related degrees.
A report by the National Center for Women and Information Technology (NCWIT) stated that in 2020, women earned only 19% of bachelor ’ s degrees in computer and information science.
This limited supply of female graduates can lead to a cyclical problem as fewer women enter the workforce, resulting in less representation in the industry, which in turn limits the number of female role models for future tech professionals.
Skillsoft ’ s Women in Technology Report 2023 revealed a rising gender imbalance, with nearly half (45%) of tech women surveyed indicating that men outnumber them in the workplace by ratios of four to one or higher.
This represents a significant rise compared to 25% who reported a similar situation in 2021.
Stereotypes surrounding gender roles in technology can also contribute to the gap.
The unconscious biases and discriminatory practices that stem from these stereotypes can create barriers for women, including less access to opportunities and resources, unequal pay, and a less inclusive work culture.
The importance of closing the gender gap
Closing the gender gap in technology is critical for several reasons:
• Improving Creativity and Innovation: Greater gender diversity leads to the emergence of different perspectives and methods to solve problems, foster creativity, and drive innovation within the industry.
• Improving financial performance: Research has consistently shown that companies with a diverse workforce are more profitable.
A study by McKinsey & Company found that companies in the top quartile for gender diversity in executive teams were 21% more likely to achieve above-average profitability than those in the bottom quartile.
More inclusive products and services: With a gender-balanced workforce, technology companies are better equipped to design products and services that meet the needs of both men and women, ensuring wider market appeal.
• Combat gender biases in hiring practices: Increasing gender diversity within tech companies helps break down unconscious biases in hiring and promotion decisions, ensuring a fair and more equitable workforce.
Gender diversity not only benefits individual companies but also contributes to positive social change because it helps reduce the under-representation of women in the tech industry in general.
Strategies to address the gender gap
Companies can adopt different strategies to address the gender gap in technology:
Creating an inclusive work environment: A welcoming and supportive work culture that prioritizes equality and inclusion in the workplace is essential to attract and retain women in technical roles.
This can be achieved by applying gender-neutral language to vacancies, providing diverse training for managers and staff, and advocating for flexible working arrangements.
Promote mentorship and sponsorship programs: By offering mentorship programs to women in technology, companies can help them meet challenges and develop their careers.
Sponsorship initiatives, where senior leaders advocate for career advancement for female employees, can also help women reach higher leadership positions within organizations.
Provide skills development programs: Opportunities to improve and reshape skills can benefit all employees, but they can play a vital role in helping women transition into technical roles or advance to senior positions.
By providing support for continuous learning, companies can grow a variety of talent and empower female employees to grow.
Setting and Tracking Diversity Targets: Setting specific and measurable targets focused on increasing women ’ s representation in the workforce, particularly in technical and leadership roles, can motivate companies to take significant steps towards gender equality.
Regular review and adjustment of these goals can help ensure continuous improvement and accountability.
Employing women at multiple career levels: Active employment of women at various stages of their careers can help close the gender gap.
By strategically focusing on early, middle and experienced career roles, companies can create a diverse pool of female talent that can help tackle the problem from all angles.
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Addressing the gender gap in technology requires concerted efforts from businesses, educators, and policymakers.
By adopting these strategies, companies can create more inclusive environments that promote opportunities for women in the tech industry, which will not only benefit businesses themselves, but will drive positive social change as well.
Success Stories: Companies Make the Difference
Many companies have taken inspiring steps in addressing the gender gap and promoting diversity within their organizations.
These success stories can serve as valuable lessons for other companies that want to foster a more inclusive work environment.
Accenture
Global professional services firm Accenture has made significant progress in addressing the gender gap in technology.
The company has set ambitious targets for gender diversity.
By 2025, Accenture aims to have a gender-balanced workforce, with an increased proportion of women in executive roles.
Some of the key strategies to achieve this goal include career care, mentorship programs for high-potential female employees, and targeted employment of women from diverse backgrounds.
iBm
IBM is another tech giant that has made remarkable efforts to empower women in the industry.
The company has implemented a number of initiatives to promote gender diversity, such as the Technologist in Residence program and IBM Women's Inclusive Network.
Furthermore, IBM leadership emphasizes the importance of fostering a diverse and inclusive work environment, regularly participating in events and discussions focused on gender diversity in technology.
Sales force
Cloud computing company Salesforce has made great strides towards addressing the gender gap in technology.
One notable example is their ongoing commitment to equal pay, which began in 2015.
Salesforce spent nearly $11 million adjusting salaries to close the pay gap between male and female employees.
In addition, the company launched the “Equality Ally ” program to train employees to become active supporters of gender diversity and inclusion initiatives.
AppMaster: A Pioneer in Promoting Gender Diversity
As a powerful, no-code platform, AppMaster has made a huge impact in the tech world by making app development more accessible, effective and affordable.
However, their dedication to innovation and excellence doesn ’ t stop there.
Recognizing the importance of addressing the gender gap in technology, AppMaster has taken a proactive approach in promoting gender diversity within its organization and supporting women in technology.
AppMaster ’ s commitment to building an inclusive work culture is reflected in its recruitment and placement practices.
The company seeks to attract and retain talent by providing equal opportunities for career growth, competitive compensation, and a supportive work environment.
Furthermore, AppMaster recognizes the value of mentoring and professional development for women in technology, and actively encourages female employees to participate in industry events, conferences and networking opportunities.
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Overcoming challenges and obstacles
In the journey of addressing the gender gap in the tech industry, there are many challenges that must be overcome.
These obstacles can hinder progress and perpetuate inequality.
It is important to identify and understand these barriers in order to develop effective strategies to address them.
A common challenge is the presence of unintentional bias in recruitment and promotion processes.
This bias can lead to under-representation of women in technical roles, as well as hinder their advancement within organizations.
Recognizing and mitigating unconscious bias through structured and inclusive hiring practices is critical to creating equal opportunities.
Another obstacle is the lack of representation and role models for women in technology.
Without visual examples of successful women in technology, it can be difficult for tech aspirants to imagine themselves in similar positions.
Encouraging and promoting diverse role models and showcasing their achievements can inspire women and empower them to pursue technical careers.
Stereotypes are another challenge faced by women in the tech industry.
Persistent stereotypes that portray technology as a male-dominated field can dissuade women from entering or remaining in technical roles.
Challenging and breaking these stereotypes through awareness and education campaigns is essential to creating a more inclusive environment.
To overcome these challenges, organizations and individuals can implement different strategies.
Providing diverse training programs can help raise awareness and educate employees about unconscious bias, and foster a more inclusive and equitable workplace culture.
Creating mentorship and care opportunities can provide guidance and support to women in technology, helping them overcome challenges and advance in their careers.
Building supportive work environments that prioritize work-life balance and provide flexibility can attract and retain diverse talent.
Long-term benefits of gender equality in technology
Achieving gender parity in technology is not only a matter of social justice, but also a key driver of long-term success for businesses and industry as a whole.
Fostering a more gender-diverse workforce can bring many benefits:
• Innovation: Diverse teams have proven to be more creative and creative.
By bringing together individuals from different backgrounds and perspectives, risk-taking and problem-solving abilities are improved.
Improving company culture: A diverse workforce leads to a more inclusive and supportive company culture.
This not only enhances overall employee satisfaction, but also contributes to increased productivity and improved collaboration.
• Broader talent pool: Addressing the gender gap in technology helps companies tap into the broader talent pool.
By actively recruiting and promoting women, organizations can overcome skills shortages and ensure they have the best talent to drive success.
• Better financial performance: Several studies have shown that companies with gender-diverse leadership teams outperform those without leadership teams.
By achieving gender parity in executive teams, organizations can experience improved financial performance and competitive advantage.
In conclusion, addressing the gender gap in technology is of the utmost importance.
By prioritizing gender diversity and implementing proven strategies to foster an inclusive work culture, companies can reap the benefits of innovation, an improved culture, a broader talent pool, and better financial performance.

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Content: The Importance of Gender Diversity in Technology
As a writer deeply immersed in technology and startups, I strongly believe in the transformative power of gender diversity in the tech industry.
From my perspective, I see how this diversity acts as a catalyst, nurtures innovation, raises team performance, and instills problem-solving endeavors with new perspectives.
Within a diverse workforce, I recognize the potential to benefit from a wide range of skills, experiences and perspectives.
This fabric is woven together to form smarter decisions and achieve more impactful results.
Search pages reflect what I see – companies that embrace diversity tend to rise above their peers, not only in financial performance but also in reputation and prestige.
However, as I delve deeper into this area, I am acutely aware of a prevailing imbalance.
The presence of female engineers in the technology industry remains disproportionate, a stark contrast amid the possibilities that lie ahead.
To address this stark divide, I believe tech companies must take deliberate action.
The burden falls on these entities to proactively cultivate an environment that thrives on inclusivity.
Initiatives that extend a welcoming hand to talented female engineers are essential, pushing the industry towards a future where diversity is not just a buzzword but an inherent and integral aspect of its success story.
Step 1: Create a gender-inclusive environment
Creating a gender-inclusive environment is the basis for successfully recruiting and retaining female engineers.
This includes assessing and addressing unconscious biases, fostering a culture of respect, and ensuring equal opportunities for both male and female employees.
Here are some ways to create a gender-inclusive environment:
1.
Education and Training: Provide diversity and inclusion training to all employees, focusing on unconscious bias and the importance of gender diversity.
This will help create a more inclusive corporate culture and ensure that all team members understand and value diversity.
2.
Gender-neutral language: Use gender-neutral language in all internal and external communications, including job postings, performance appraisals, and meetings.
This helps eliminate gender biases and perceptions, making everyone feel valued and respected equally.
3.
Address biases: Identify situations where unconscious biases may influence decisions, such as hiring, promotions, and project assignments.
Establish clear criteria for these decisions to ensure gender equality and equity in all areas.
Step 2: Enhance recruitment strategies for female engineers
To attract more female engineers, tech companies must actively seek out female talent by leveraging multiple channels and adopting targeted strategies.
Here are some effective recruitment strategies:
1.
Partnering with women-focused organizations: Collaborate with groups, networks, and educational institutions focused on supporting women in technology, such as Women Who Code, Girls Who Code, and the Society of Women Engineers.
These partnerships can help you reach a larger pool of female candidates and establish your company as a promoter of gender diversity.
2.
Use women ’ s job boards: Publish jobs on female-focused job boards like Women in Tech Jobs, Werk, and InHerSight.
These platforms aim to connect women with college employers, making your tech company more visible to female engineers.
3.
Showcase Women Role Models: Share the success stories and achievements of women engineers within your company via your website, social media and other communication channels.
By highlighting the achievements of your female employees, you can inspire potential candidates and demonstrate your commitment to gender diversity.
4.
Inclusive job descriptions: Avoid using sexist language in your job ads and choose an inclusive language that appeals to all genders.
Remove any unnecessary qualifications that may inadvertently discourage women from advancing and emphasize aspects of your company ’ s culture that support women in technology.
5.
Take advantage of referral networks: Encourage your employees, especially female engineers, to refer potential candidates for vacancies.
Provide incentives to employees for successful referrals and build a strong internal referral program.
By adopting these strategies, tech companies can create a more diverse talent pool and increase the number of female engineers in their ranks.
Remember that promoting gender diversity requires long-term commitment and sustained efforts to create an inclusive and supportive environment for women engineers to thrive.
Step 3: Implement inclusive recruitment practices
To ensure that female engineers feel welcome and appreciated from the start, implement inclusive recruitment practices that attract and empower diverse talent.
These practices should reflect the company ’ s commitment to diversity and inclusion and eliminate any biases that may prevent women from joining.
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Use comprehensive language in job advertisements
Avoid using unnecessary language, terminology or qualifications that may alienate potential candidates.
Instead, use more comprehensive terminology and focus on skills and experiences that accurately reflect the requirements of the job.
Using tools like Textio can help identify any gender language and offer better alternatives.
Highlighting the company ’ s commitment to diversity and inclusion
In job listings and on the company ’ s website, make your commitment to creating an inclusive work environment clear.
Showcase diversity and inclusion initiatives, benefits and policies that meet the needs of all employees, with a focus on equal opportunities for growth and progress.
Collaboration with women-focused organizations
Partnering with women ’ s organizations, clubs and schools to find talented female engineers.
This helps expand your employability and connect you with individuals who are actively looking for opportunities in the tech industry.
Training hiring managers to recognize unconscious bias
Unconscious bias can compromise objectivity in evaluating candidates.
Training hiring managers to identify their biases helps create fair hiring processes, ensuring candidates are evaluated based on merit and not by irrelevant factors.
Evaluate candidates on a wider range of criteria
Consider the different aspects of a candidate ’ s background and potential that go beyond academic qualifications and technical skills.
This can include problem-solving abilities, adaptability, collaboration, and communication skills – all of which are essential to thrive in the tech sector.
Building diverse recruitment teams
Assemble diverse recruitment committees to offer different perspectives and minimize the impact of personal biases during the interview process.
This also allows candidates to see representation within the company, signaling a commitment to diversity and inclusion.
Step 4: Retain Female Engineers through Career Growth and Development
Once female engineers join your technology company, boost their success through continuous growth and development.
Encourage female employees to pursue challenging projects, invest in professional development initiatives, and establish mentorship and networking opportunities.
1.
Provide opportunities for career advancement: Women engineers, like all employees, want opportunities for advancement.
Make sure women have equal opportunities in promotions, high-profile projects and leadership roles.
Create clear career paths and align job titles, requirements and compensation with industry standards.
2.
Provide accessible professional development: Professional development allows employees to raise skills, stay abreast of industry trends and prepare for changes in the labor market.
Allocate resources for professional development courses, workshops, conferences and other learning opportunities that benefit women engineers.
3.
Create mentorship and sponsorship programs: Pair female engineers with experienced industry leaders who can provide guidance, support, and advice while defending their career advancement.
Create formal mentorship programs and informal support networks to increase engagement and retention.
4.
Encourage communication and collaboration: connect women engineers with diverse colleagues inside and outside the company to broaden their horizons and foster valuable relationships.
Encourage participation in internal and external communication events, conferences, and professional organizations.
Step 5: Provide a supportive corporate culture and policies
A healthy and inclusive work environment is essential for retaining female engineers.
Create a supportive culture through policies and initiatives that respect diverse backgrounds, address biases, and accommodate flexible work arrangements.
Fostering a sense of belonging
Encourage a culture of collaboration, inclusion and mutual respect among employees.
Recognize and celebrate the achievements of female engineers, and demonstrate that their contributions are appreciated and are integral to the success of the company.
Implementation of equal pay policies
Alleviate pay disparities by ensuring that employees, regardless of gender, receive equal pay for equal work.
Review compensation practices regularly to identify any discrepancies and make necessary adjustments.
Provide flexible working arrangements
Flexible working arrangements, including telecommuting and flexible time, allow employees to balance their professional and personal lives.
Develop policies that accommodate these arrangements when possible, without compromising the quality or efficiency of their work.
Addressing and preventing discrimination and harassment
Establish clear policies and procedures to prevent and address discrimination, harassment and retaliation in the workplace.
Train staff to recognize and report violations and carry out disciplinary actions as required.
Implementation of family-friendly policies
Support employees with families by offering maternity and paternity leave, childcare assistance, and other family-friendly benefits.
These policies demonstrate your company ’ s commitment to the health and well-being of its employees and can help retain female engineers who may have caregiving responsibilities.
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Technology companies can successfully attract, hire and retain female engineers by fostering an inclusive environment, implementing fair hiring practices, promoting career growth, and developing supportive policies.
This commitment to diversity and inclusion contributes to improving the work culture, driving innovation and strengthening business performance.
Step 6: Encourage Change and Accountability in Leadership
The company ’ s commitment to gender diversity starts at the top.
It is crucial for leadership not only to advocate for change, but also to set an example.
Here are some ways to encourage change and enhance accountability in leadership:
1.
Set clear goals for diversity and inclusion: Setting specific and measurable goals for hiring and retaining female engineers will help keep leadership accountable.
Monitor progress regularly and report diversity metrics to ensure transparency.
2.
Promote diversity in leadership positions: Promote women to leadership positions, as this will help create an inclusive culture and inspire other female employees to work for leadership positions.
3.
Leadership training: Provide diversity and inclusion training to all leaders, ensuring they understand the importance of creating an inclusive work environment and their role in promoting gender diversity.
4.
Create a diversity committee: Create a committee responsible for promoting and overseeing gender diversity initiatives throughout the company.
This committee should include members from different levels, departments and engineers to ensure diversity of views.
5.
Holding Leaders Accountable: Linking Leadership Performance Assessments to Diversity and Inclusion Outcomes.
This will encourage leaders to prioritize gender diversity efforts.
Key Benefits of Gender Diversity in Tech Companies
Gender diversity is not only a moral imperative but also a commercial advantage.
Here are some of the key benefits of having a diverse workforce, including a higher percentage of female engineers:
• Increased innovation and creativity: Diverse teams offer different perspectives and ideas, resulting in more innovative solutions and better problem-solving capabilities.
Making better decisions: Diverse gender teams have shown that they make more accurate and informed decisions, which can boost a company ’ s performance and success in the market.
• Improving financial performance: Multiple studies have shown a positive correlation between gender diversity and the financial performance of the organization.
Companies with diverse leadership teams are likely to outperform their competitors.
• Stronger reputation and stronger talent attractiveness: A company committed to diversity and inclusion is more likely to attract and retain the best talent, improving its competitiveness in the industry.
• Enhance team collaboration: A gender-balanced team promotes a more inclusive and collaborative environment, resulting in improved communication and team dynamics.
Customer Appeal: Today ’ s customers are increasingly seeking to work with diverse and inclusive businesses, making gender diversity a factor that positively impacts business relationships.
Success stories from technology industry leaders
Many technology industry leaders have proven that creating an inclusive culture while hiring and retaining engineers is possible.
Here are some success stories:
1.
IBM: IBM has been recognized for its efforts in promoting diversity and gender equality.
The company has established the Women in Technology Council and offers flexible working arrangements and various programs to help women develop leadership and technical skills.
2.
Intuit: Intuit has actively embraced diversity and inclusion initiatives in the workplace.
The company offers mentoring, care and skills development programs to female engineers, ensuring their professional growth and success.
3.
AppMaster Inc.: AppMaster, creator of a no-code platform, promotes an inclusive work environment and actively supports the career growth of female employees by encouraging gender diversity in the workplace.
By committing to eliminating unconscious bias in hiring practices and providing opportunities for female engineers, AppMaster sets an example for other technology companies.
4.
Microsoft: Microsoft has implemented various initiatives to attract and retain female engineers, including mentorship programs, leadership training, and investments in organizations that support women in technology.
5.
Google: Google actively promotes gender diversity through numerous partnerships, targeted recruitment efforts, and employee resource groups.
The company has introduced initiatives to create a supportive and inclusive culture for all.
“Women shouldn ’ t be afraid to pitch themselves, ” said businesswoman Sarah Wood, lighting the torch of empowerment and serving as a beacon of guidance on the journey towards gender diversity in the tech industry.
These success stories stand as evidence of the profound impact that can be achieved by fostering an inclusive environment and implementing strategies that align with this spirit.

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?

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?

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?

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?

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?

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?

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?

However, this paradigm is rapidly changing due to several key factors:

1.

Title:

Content: Men and women of the South are fighting for a place in numbers
In the south of Russia, against the background of the active development of the IT industry, the interest of women in obtaining the competencies necessary for the implementation of digital projects is increasing.
Women participate in relevant educational programs, initiate digital projects, create and develop companies.
The reason for this activity is the improvement of technologies that allow working remotely, and the strengthening of measures of state support for the industry.
According to the analytical center NAFI, every fourth resident of Russia is sure that IT professions are more suitable for men than women.
However, according to the international study “Stereotypes against women and their socio-economic consequences ” (residents of eight federal districts participated: 46 regions and 150 settlements of the Russian Federation), in the country the share of women in IT was 22%.
And there are prerequisites for the growth of this indicator.
So, according to the head of the press service of hh.ru South Alena Manokhina, the analysis of the resume showed that in Russia the share of women who want to work in information technology (IT) is already 39%.
Since 2018, this figure has increased by almost 10%.
With the fact that the interest of women in the IT industry in recent years has grown markedly, agreed and Inna Shengof, Director of Rostov ANO "FIRON" (regional operator of the Fund "Skolkovo").
The expert noted that in the south, the percentage of founders of innovative IT companies among women is slightly higher than in Russia as a whole.
Data on the ratio of women to men in the IT business vary depending on the region and the source of the data.
On average in the country, this ratio is one to four.
“We see from the number of applications that come to us in accelerators that in our region this ratio is already closer to one third, ” said Ms. Schengof. – At the same time, women are better able to attract investments and grants in IT projects than men. ”
According to the majority of experts interviewed by BG, so far, in general, there are far fewer women than men in the IT industry.
However, it is already clear that entire areas of this sphere are becoming female.
For example, data analytics, software testing, and digital design.
Explicit advantages of IT girls
According to the head of the company TM “Avtomatika ” Julia Golets, the growth of women ’ s interest in IT was influenced by the fact that with the development of technology, it became easier and cheaper to get a digital profession than before.
“A few years ago, in order to enter, for example, programming, it was necessary to have a very good knowledge of physics, – says Ms. Golets. – Now, in order to enter IT, you need to pass computer science, as well as social science or chemistry within the framework of the Unified State Exam.
In addition, programmers who graduated only from the technical school were not taken to large companies, because the graduates did not have the necessary base.
Now, because of the terrible staffing shortage, managers look not only at graduates, but also at students of second and even first courses.
It ’ s enough to take the appropriate courses, and you ’ re a programmer. ”
Julia Golets said that TM "Avtomatika" is engaged in the development, modification and maintenance of software products for budget, commercial and non-profit organizations of the social sphere.
The company has its own software development, which is especially relevant today when the country follows the course of technological import substitution.
The company ’ s specialists share their experience with colleagues from other regions of the Russian Federation.
Another example of a successful “female ” IT is the SQL developer at BND Consulting LLC Diana Trubina.
She said that while still at school she decided to study for a technical specialty, so she entered the Southern Federal University (SFU) on “Applied Mathematics and Informatics ”.
“On my course there were 15 boys and 10 girls, ” recalled Mrs. Trubina. – Some went to work after bachelor ’ s degree, others, like me, entered the magistracy.
However, later, already in the IT sphere, I became convinced that employers do not always look at the diploma.
It is much more interesting what you imagine as a specialist and what your portfolio is, what successful projects you participated in and what results you achieved. ”
On the one hand, with this approach, gender does not matter.
On the other hand, as the experts interviewed by BG noted, women developers or women data analysts have a greater chance of becoming successful.
"Girls are more stress-resistant, much better cope with routine and monotonous work, - noted, in particular, Julia Golets. - Men need feats, they need something new, conquer the peaks," to solve serious problems. "
If there are two developers on the project, one of them is a guy and the other is a girl, then they divide this task in half.
She takes the part more standard and understandable, and he takes the part more innovative.
So (different sex developers) complement each other. ”
According to Maxim Bolotov, director of Inostudio Solutions LLC, women in development are, of course, less than men.
“At the same time, the women who are engaged in the development are truly brilliant, ” the expert stressed. – We have many different teams and different projects.
Many of them are very technically complex and large-scale, and almost all of us have ladies.
Even in the leading roles. ”
Mr. Bolotov noted that women initially can successfully manifest themselves in solving IT problems due to such personal qualities as patience, attentiveness and organization.
“And those employees who have children, as a rule, have much greater skills in time management.
“Personally, I believe that women have developed soft skills: critical thinking skills, problem solving, public speaking, business communication, teamwork.
All this certainly helps women to work successfully in our field, ” the top manager summed up.
According to Alena Manokhina, the analysis of the resume showed that 28% of applicants apply for such a “digital ” vacancy as a designer, 21% want to be project managers, 19% – analysts.
Far fewer women aspire to become programmers (9% of the total number of resumes), software testers (7%), product managers (6%), art directors and system administrators (3% each).
According to the HR-coach of the online school ITGirls Margarita Alekseeva, now there is a trend towards an increase in the number of women in the IT sphere.
The main reason the expert associated with the lack of specialists in the industry.
At the online lecture of the Smart IT Development Center, Ms. Alekseeva noted that there is a serious shortage of personnel in the digital industries.
“The focus of the employer is shifting to increase diversity within the team, ” the speaker stressed. – For example, the company has 10 places for the specialty of a novice programmer, five of which should be closed by girls. ”
From Dominance to Parity
According to Guzelia Imaeva, director of the NAFI think tank, of the 15% of Russians working in the digital economy today, 52% are women, who mostly occupy lower positions than men.
“Most women working in IT companies perform only related functions, while not being highly qualified specialists (developers, IT architects, etc.), ” said Ms. Imaeva.
Her colleague Leysan Baimuratova, Director of Digital Economy Research at NAFI, added that in the context of the shortage of IT specialists to attract new personnel to the industry, including girls and women, it is important to debunk outdated myths in time and form the right ideas about IT specialists.
Director of Digital Marketing Agency “Webpraktik ” Anastasia Andronova noted that each employee should be given the opportunity to unleash their potential.
“Traditionally, men are characterized by an analytical mindset, attentiveness, accuracy, so it is easier for them to find themselves in the toolkit, ” says Ms. Andronova.“ Women are more able to communicate with customers, coordinate work within the team. ”
Maxim Bolotov noted that the Rostov region is the only region in the Russian Federation with distributed centers of IT competencies, which allows many developers to be implemented at the federal level.
“The Brainhorn Association of Digital Solutions Developers, of which our company is a co-founder, has united the leading IT companies of Taganrog to create an ecosystem in which IT specialists would be comfortable to live and where applicants would like to come to study, ” explained Mr. Bolotov. – Consistently, together with partners, implementing this strategy, we hope to develop the innovative environment to such a level that through five For ten years, new outstanding digital projects or their own Pavly Durov have appeared in our region. ”
The expert is sure that women are successful in the IT industry because they can easily realize themselves, relying solely on their own abilities and personal qualities that allow beginners to quickly learn.
“Moreover, our ecosystem has everything for obtaining a competitive (by world standards) education, ” Maxim Bolotov summed up.
Developer and product owner at Nokia Elena Stepanova noted in an interview for Skillbox that at the interview, when hiring another candidate, his gender is not important.
According to Ms. Stepanova, the Russian IT sector needs more good specialists, not girls or guys.
She stressed that there should be no extremes, and they, unfortunately, occur.
“Now many companies want to hire more women.
Some even introduce the minimum allowable percentage of girls in the team.
And you break up, but hire them, ” the expert complained.
Director of IT Center Rybasov LLC Yevgeny Rybasov told BG that the number of men and women is almost the same.
“We specialize in 1C products, and in this area there is traditionally no total dominance.
In our company, the share of men is 55%, women - 45%, - said the top manager. - Everyone has interest in IT, since this area is in demand and profitable.
And among the girls there are many who gravitate towards technical disciplines. ”
Mr. Rybasov admitted that there are women who worked in other fields, who already in adulthood decided to retrain as IT girls.
“At the last job, I knew a girl who held the position of a marketer, ” recalled Yevgeny Rybasov. – And her education was also far from IT.
Then, after the decree, she came to my company with a proposal to take her to the position of 1C programmer.
And she mastered the programming on her own.
Later (having gained experience), this employee organized her own IT company and she (successfully) works. ”
In order to support the state
Practically all the experts interviewed by BG noted that today one of the reasons why women aspire to the IT sphere is the possibility of obtaining various benefits – within the framework of state support.
Especially since there are prerequisites for strengthening these measures.
Thus, in early 2023, the Prime Minister of the Russian Federation Mikhail Mishustin approved a new National Strategy of Action for Women until 2030.
It is aimed at forming their interest in technical and technological specialties, involvement in the digital economy and the development of entrepreneurial activity.
According to the authors of the document, women in Russia are focused on full employment and career growth in combination with family responsibilities and raising children.
At the same time, the share of women in industries where wages remain below the average in the economy is from 60% to 80%.
As a result, with a high level of education and employment, the wage gap between women and men remains at a noticeable level - 28%, "the Russian government said.
It is supposed to solve the problem, including through the formation of women ’ s interest in digital and “digital ”.
The strategy will be implemented in two stages – from 2023 to 2026 and from 2027 to 2030.
At the same time, in January 2023, the Cabinet of Ministers softened the terms of the preferential mortgage program for specialists working in the field of information technology.
“Now, in order not to lose a favorable rate, after receiving a mortgage, a specialist needs to be employed in an accredited company for at least five years, and not the entire loan repayment period.
If the employee leaves earlier, the preferential rate will be valid for him for another six months, - explained in the press service of the Government of the Russian Federation. - The age range of beneficiaries of benefits has also expanded.
Now to take such a loan will be able to specialists aged from 18 to 50 years inclusive. "
Preferential mortgage for IT specialists was launched in 2022 on the initiative of the President of the Russian Federation.
The goal is to support the industry and create comfortable conditions for its employees.
“The preferential rate for them is up to 5% per annum.
The maximum amount of state-subsidized credit for residents of cities with a population of one million is 18 million rubles, for the rest - 9 million rubles.
The initial contribution is 15%, ” the representatives of the federal government said.
According to Deputy Prime Minister Dmitry Chernyshenko, such a preferential program will improve housing conditions for more than 50 thousand specialists, and the total volume of loans will be about 240 billion rubles.
In addition, since 2022, thanks to the national project “Demography ”, unemployed mothers of preschoolers or women on leave to care for children under three years old have the opportunity to undergo free refresher courses and the formation of new professional skills.
Back in January 2020, when such a bill was prepared, Deputy Chairman of the State Duma of the Russian Federation Irina Yarovaya said that the document will significantly expand the opportunity for women during maternity leave to realize their desire to receive additional vocational education.
“The restriction that is valid today is removed: the appeal only at the place of registration, ” the press service quoted Ms. Yarovaya. – This means that the woman has the opportunity to act at her discretion and as convenient as possible for the family, to apply at the place of stay.
In addition, the bill establishes an obligation for employment centers to provide young mothers with such a direction (training) for professions that are in demand on the market. ”
The IT sphere is becoming more attractive for women precisely because there is a real possibility of remote work so that you can work and be with your family and children more, noted Anastasia Andronova from Webpractices.
“It ’ s easier to learn now.
For example, you can learn digital specialties at free courses in regional Employment Centers, which also provide special programs for women in the IT sphere, ” the expert concluded.
By the way, in the regions of the south there are also measures to support IT specialists.
So, in November 2022, the Governor of the Rostov region Vasily Golubev in his Telegram channel said that until the end of 2024 for the Don IT companies will operate reduced rates on the simplified tax system (USN).
At the beginning of last year in the region for organizations and individual entrepreneurs of the IT industry introduced preferential rates for USN - 1% for the object of taxation "income" and 5% for the object of taxation "income minus expenses".
Initially, the measure was in effect until the end of December 2022.
But in the Don, the authorities took into account federal approaches to supporting IT companies and decided to extend the validity of these benefits.
The Don government is confident that this measure will support regional developers, ensure the efficiency of existing IT projects and save jobs.
This measure is also relevant to women, as they include IT entrepreneurs, business owners and industry executives.
Alena Sideltseva
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Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
During the session "Enhancing Investment Opportunities in the Financial and Banking Sectors" at the CEO Women Conference..
The presence of women in banks starts by empowering them from the beginning of the career ladder
Banking sector takes positive steps to support women ’ s empowerment
The European Bank for Reconstruction and Development (EBRD): Actions to support women in the SME sector
The participants in the first session of the Women CEO Conference, under the theme "Enhancing Investment Opportunities in the Financial and Banking Sectors", agreed that the presence of women in the executive leadership begins with their appointment to the career ladder from the beginning, in addition to the importance of having targeted funding for women's projects.
Bassel Al-Haini, head of one of the holding companies affiliated to the Ministry of Public Enterprise Sector, said that the banking sector is one of the sectors full of women, pointing out that the presence of women improves the profitability of institutions, whether in leadership or executive positions, stressing the need for women to take the position they deserve without a "preferred" view from society.
He added that financial inclusion is not only about banking services, but also about the access of Egyptian women to leadership positions in the financial and banking sector at the same time.
Ghada Hussain Mohammed Al-Beli, Head of a private bank, said that due diligence allows women to reach leadership positions, work in a team and provide added value to the work, women can contribute to decision-making to achieve positive results.
She explained that the banking sector has taken positive steps towards supporting the empowerment of women, both in terms of representation of women on the boards of directors of banks and the qualification of women to assume leadership positions through the governance of boards of directors, obliging banks to represent at least two women on boards, and their contribution in the field reached 11%, and we aim to reach 30% by 2030.
She stressed that the Central Bank is working to implement training programs for the second grades in the departments for women in order to support their presence in the first grades of leaders in the coming years.
With regard to the financing provided by the Bank, she pointed out that 25% of the microfinance projects financed by the Bank are owned by women.
For his part, Sherif Sami, President of the Egyptian Fintech Association and Head of Private Banks, said that banks are the best at representing women among the financial sector in general in comparison to other companies such as real estate finance and financial leasing, pointing out the need to stand on the number of employees from the beginning and not at the top of the pyramid.
He stressed the need to deal with the issue of women ’ s employment in the first place.
He explained that CIB includes two women on the board of directors, and there are many women in the leadership and various departments, in addition to the exit of a large percentage of women leaders in the bank in a large number of companies and banks.
On the other hand, he praised the quality of products targeted at women in villages in particular, such as women ’ s crowdfunding, which is carried out by banks and microfinance institutions for women in particular.
For her part, Reem Al-Saadi, regional director of the European Bank for Reconstruction and Development (EBRD), said that the EBRD has been working in Egypt for 10 years to support small and medium enterprises and to support projects run by women, pointing out that the challenges are the same for all, whether women or men, with regard to small projects.
She pointed out that the bank supported about 1,300 projects worth $800 million either to companies directly or to banks to re-lend to small and medium enterprises, pointing out that micro-enterprises focus very much on women, while medium-sized companies (which achieve 50 million euros in sales) witness very small participation of women, pointing out the importance of the role of the media in focusing on successful models of these women.
She also called for the importance of empowering women to reach leadership positions based on their efficiency and not just to achieve what is required of the bodies as a kind of coercion or compliance with the administrative laws issued by the Financial Supervision Authority and the Central Bank.
For her part, King of the Pope, general manager of Visa Egypt, pointed out that most of those not covered by banking services are women, in addition to their fear of obtaining financing from banks and financial institutions, pointing out that according to a recent study issued by Visa, 80% of businesswomen in Egypt have a problem in borrowing and prefer to rely on savings in launching their projects.
She added that 70% believe that societal pressure about the role of women puts them in a specific place and a certain type of projects, and touched on the Visa She ’ s Next program, which was launched in four Arab countries, and it was surprising that the program witnessed the introduction of 155 companies owned by women from the sectors of industry, agriculture, technology, crafts, and technology.
She pointed out that most women look not only for grants but also for the technical support provided by the initiative, where women need a large percentage of technical support and training in addition to financial services, grants and funding.
Under the patronage of Prime Minister Mostafa Madbouly, the first conference of its kind to empower and support Egyptian and Arab women, which aims to enhance the leading position of women in various economic and investment sectors, in line with the vision and objectives of the National Strategy for the Empowerment of Egyptian Women 2030.
Dr. Mostafa Madbouly, Prime Minister of Egypt, delivered the opening remarks on behalf of Dr. Maya Morsi, President of the National Council for Women, Dr. Hanan Nazir, Director of the Labor Market Policy Unit at the Ministry of Planning and Advisor to the National Wages Council on behalf of Dr. Hala Al-Saeed, Minister of Planning and Economic Development, and H.E. Al-Astadia Ms. Esraa Mansour Assiri, CEO of the General Authority for Audiovisual Media in Saudi Arabia, Ms. Christine Arab, Representative of UN Women in Egypt, Prof. Dr. Fadia Kiwan, Director General of the Arab Women Organization and Dr. Afnan Bint Abdullah Al-Shuaibi, Executive Director of the Organization for Women Development in the OIC Member States and President of the National Council for Women. General Conference and the Executive Director of the organizing company, Dr. Mohamed El Shennawi Acting President of the University of Galala.
The CEO Women Conference aims to celebrate the successful role models of women and executives who have achieved success at the local and regional level, in addition to developing and strengthening economic relations between women entrepreneurs in the Middle East and Africa, and enhancing the role of Arab women in decision-making and management of economic institutions.
The Kingdom of Saudi Arabia is the guest of honor for the first edition of the conference to highlight the continuous and fruitful efforts of the Government of Saudi Arabia to achieve gender equality in various fields, within the framework of the reform steps taken by the Kingdom to support and empower women in all important fields in the country, and to involve them in the development movement of Vision 2030 programs.
The conference will include a series of discussion sessions on several topics on Egyptian and Arab women and their role in various fields as part of efforts to empower women economically in the Arab region.
The conference includes discussion sessions on the opportunities of women in specific sectors such as banking and financial sector in a session entitled "Enhancing investment opportunities in the banking and financial sectors" and a session on "Executive leadership of women in the private and public sectors towards global competitiveness".
In addition to another panel discussion on education opportunities for women entitled “Education, Management Qualification Programs and Sustainable Development Projects ” and a review of the efforts of the digital transformation sectors and women ’ s participation in them, the last panel will discuss“ Enhancing opportunities in the IT sector and the future of financial technology ”.

**Policy Changes**: Governments worldwide are implementing policies that promote gender equality in the workplace, including construction sectors.

Title:

Content: “Soft Skills are a distinctive feature of women ’ s management style ”
CEO of Maxmart Elena Sukhovey on the features of career implementation in IT
Women are increasingly achieving professional success mainly in male fields, but their careers are still regularly hampered by stereotypes.
Elena Sukhovey, CEO of Maxsmart B2B marketplace, told Kommersant about what trends are now in the labor market in IT, what skills are necessary for working in the industry and how to balance between a male and female approach to management.
— What are the current career trends in IT — who comes to the profession?
- Over the past ten years, the IT industry has become one of the leading in Russia - now there is a high demand for personnel and there is a supply.
Digitalization in the Russian Federation is recognized as one of the key areas of development in public administration, in the real sector, in the areas of trade and services.
There was a large number of companies that need IT specialists, respectively, there were opportunities for career self-realization.
Over the past 10-15 years, the composition of IT specialists has changed significantly: if earlier support services occupied a significant share of employees, since foreign software was mainly used, now there are more domestic solutions that need to be developed, refined and developed.
Naturally, the focus in education has also shifted to the most advanced programming languages.
And the entrance to the profession is becoming more accessible: young people who have received not higher education, but secondary special education enter the industry.
Do they have enough competence?
— The level of graduates of IT-specialties has not changed dramatically.
In any case, you need to invest in young specialists, especially if the company works with a self-written code - and this is a necessary condition when creating marketplaces, "box" solutions are not suitable.
Therefore, the juniors for the first three months in the company only join the process, then another six months are gaining competencies.
Often, after this time, young specialists are already dissatisfied with their position - they want more, but in reality, there are not enough competencies for more and they still need to be developed.
This is a bit spoiled industry, including because of the trend, which in the wake of high competition was set by the largest international IT companies, but now the landscape is leveling out.
More and more girls come to IT, but the industry is considered predominantly male.
How true is that?
— There are positions in which women are already much more.
Among testers now an approximate ratio of 60% of men and 40% of women.
The same ratio among project managers, whose duties include supporting the product from the development of the idea to the release on the market.
These tasks are perfectly handled by women thanks to soft skills, that is, flexible skills that are necessary to manage the process.
Another direction in IT is analytics, the ability to process large amounts of data.
In my experience, these tasks are equally handled by men and women, so the ratio is 50 / 50.
However, if we talk about programming, frontend and backend specialists, then 90% of positions are closed by men.
The fact is that women are more multitasking, with excellent, flexible skills, capable of teamwork, but very often still inferior to men in hard skills - professional competencies, knowledge of terminology, opportunities to delve into algorithms.
I am sure that after some time this will change, and there will be more women in programming.
— You managed to take a leadership position in the IT-sphere.
What features should women take into account when building a career in the industry?
– Girls who want to build a career in IT, need to at the very start a balanced approach to the choice of direction and assess what position they can actually apply for.
Taking into account the fact that in 95-99% of the positions of programmers are closed by men, it will be more difficult for a woman to pass an interview, since there is an established practice of choosing candidates and there is an understanding that women are still inferior in hard skills at the moment.
In leadership positions, a woman with an analytical mindset and advanced managerial skills can quite successfully compete in this industry with men.
We need leadership qualities, a willingness to take responsibility and constantly learn.
But it will still be a little more difficult for her to move up the career ladder.
If a woman applies for high positions, then personal characteristics are added to this list.
It is necessary to exclude an emotional approach to work, there should be a systematic thinking, logic, since IT is an algorithm and a staff of employees, mainly introverts.
Meanwhile, multitasking helps women compete.
In my experience, I can say that the ability to engage in several projects at the same time, set different tasks at the same time, allows a woman to walk faster and achieve high results.
I use this tactic in the management of Maxsmart: fast implementation of tasks and the most dynamic development of the project.
Women do not often occupy the top leadership positions in the IT segment, so over time you get used to being in the male world and speaking the same language - you need to adapt to the style and manner of communication of the interlocutors.
Do you have to adapt to the masculine style?
- Definitely.
You have to adapt to the male style of management and doing business.
Every month, when preparing a report for the board of directors, I carefully think through every phrase.
It is important that the interlocutors understand me – then communication is effective and we can achieve our goals faster.
— How do you manage to build relationships with business partners and withstand competition with men?
– When interacting with business partners, first of all, respectful attitude, the maximum level of etiquette, understanding.
It is also important what product / service is offered to business partners.
Having developed Maxmart for the needs of the market, we understand that we can offer a popular product that will cover the needs of a potential customer.
The third point is arguments.
The product of Maxmart is not simple: we digitize the procurement process, which consists of a large number of processes.
This is a new product for the Russian market.
And, like everything new, it is necessary to overcome barriers and objections when promoting the platform, including because digitalization is also associated with the reduction of the offline resource, that is, the optimization of the staff.
Not everyone is ready for such changes.
Therefore, it is important not so much to show your professionalism and convince the interlocutor that you understand the business - it is important to understand the motivation of the business partner and, based on this, to work out possible objections and barriers to product implementation.
— If we return to the internal organization of the company, is the female style of managing employees different from the male?
I think there are differences.
Because women are flexible, the leadership style also implies a more democratic approach, as opposed to the more rigid leadership style of men.
On the one hand, a clear definition of the boundaries of what is allowed is easier for a manager – there are clear and rigid rules.
A flexible management style contains risks that the position of the manager can be challenged from below, and there should be professionalism and courage for discussion.
Nevertheless, this democratic style of management is especially important in start-ups and when launching new products, because it allows you to hear different hypotheses, make decisions based on different opinions.
Female leaders can sometimes show flexibility to bypass the sharp corners in crisis situations, but in an IT company, consistency, honed algorithms are more important, otherwise executive discipline falls.
— What is the difference in approaches when working with male and female subordinates?
With men, everything should be very systematic: setting a task, deadline for its implementation, the expected result.
There is some place for informal communication with women: you can talk about personal, socially significant aspects when setting a task.
Emotional contact helps to focus on solving some problems.
It is believed that ambition is traditionally a masculine quality.
Do you agree with that statement?
— Speaking about ambitions, I would turn to the statistics of the Olympiads won: our girls win them no less often than boys.
So what is the Olympics?
This is the accumulated knowledge, perseverance, the desire to win.
Ambition is inherent in both women and men - this is more of a character trait.
— What, in your opinion, is it necessary for more and more women to occupy high positions in the Russian market?
– It should be remembered that the most important thing for a manager is professionalism – a combination of soft and hard skills that can be developed.
And only then there is gender, but women need to understand that the path will be difficult, and rationally assess their strength.
To summarize, I can name three points.
First, stick to the path that you have outlined for yourself, do not retreat - negative experience is also an experience, you need to step aside, find out the reasons and do work on mistakes.
Secondly, psychologically, women and men perceive information differently, so you need to be able to adapt.
And, thirdly, to exclude emotions in the work, leaving consistency and consistency in decision-making and actions.
So far, changes in the gender composition of the Russian top management are slow, but this process can go faster if special educational and coaching programs appear at the state level.
Interview with Ekaterina Kuznetsova
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Title:

Content: Sister Festival Exhibition × Miss Tsuen Wan Award Presentation Ceremony
Post Date: December 24, 2021
[Ming Pao News] In the traditional concept, it is natural for women to marry and raise children, so that many women as unpaid carers of the labor is not recognized, especially in the last life of women think that their labor and stories are not worth mentioning, and there is little to share.
While celebrating the 60th anniversary of Tsuen Wan New Town and celebrating the city ’ s development, the sisters of Tsuen Wan were recognized for their efforts and bravely shared their stories.
A group of women rehearsed the music theatre performance for many months, earlier staged at Er Pei Square in Tsuen Wan, they picked up the rice peak and said the opening line one by one. “Do you have a story? ”“ We believe that someone has a story. ” “There are 300,000 people in Tsuen Wan. ”“ There are 300,000 stories in Tsuen Wan. ” Disbanded, and they ended up doing a confident and sincere performance for the audience.
Ms. Leung Wei-ching, the organizing director of the Women Workers ’ Association, and Ms. Liu Yuan-ting, a member of the event ’ s curatorial team, shared the video with reporters.
The story of the “Tsuen Wan Sister Festival ” started a year ago.
Ms. Lau said that at the end of 2020, another member of the team, Ms. Wong Ka-ying, held a documentary exhibition on the Kowloon City Civil Service Co-operative Society. Ms. Wu Mei-lien, Executive Director of the Hong Kong Women Workers Association (hereinafter referred to as the Women Workers Association), visited the exhibition.
The team discovered that Tsuen Wan would celebrate the 60th anniversary of becoming a satellite city. The District Council allocated funds to organize the event. Just a year ago, the women ’ s association was about to set up a new service point in Tsuen Wan.
Apart from the exhibition, a number of workshops have been held at two venues, including oral history of female workers in Tsuen Wan, documentary workshop, mobile theatre workshop, song creation workshop for female workers, community map production and so on.
The exhibition at the Mills focuses on the stories of 10 female workers and displays the clothes representing them, while the community life studio of the Erpi Fong Women ’ s Association mainly displays documentary films and documentary materials.
They will perform at the Music Theatre again on the 26th. The stage will be moved to the Mills to share their stories with more audiences. There will also be a Miss Tsuen Wan Award Presentation Ceremony.
Women in Tsuen Wan New Town Rise Half the Sky
Why is Tsuen Wan a satellite city? In 1961, the government gazetted Tsuen Wan as the first new town. The satellite city was referred to as a new town in the early Hong Kong government literature, and required the new town to be “self-sufficient ” and“ balanced development ”.
In the early years after the war, due to its geographical location, Tsuen Wan had many factories stationed before it was designated as a new town, but most of the factories were short-lived and were known as "mushroom factories". In the 1950s, there were many factories in Tsuen Wan, but the living environment was not good, and the health and safety problems in the wooden house area were serious.
As it used to be a concentration of factories, you can say that there are all kinds of light industries, such as the Hong Kong yarn factory and the Nam Fung yarn factory, as well as enamel and plastic factories.
There used to be many workers here, and women workers also played an important role, whether they were working in factories, or women who needed to take care of their families because of men working outside the country, or women who worked part-time to supplement the family, etc., their labor supported the development of this new town.
Leung said that women's labor is rarely recorded in mainstream history, and she hopes to leave an oral history record from the perspective of women.
In the definition of a women's association, female workers are "women workers", including women engaged in paid and unpaid work.
From a scavenger to a housewife, telling stories with objects.
Even scavengers are responsible for sorting and reorganizing urban waste, but they can only earn a small amount of money, and they are said to be blocking the street and unsanitary, "paper to help you".
One of the oral history interviewees, Sister Ying, used a trolley to collect heavy paper sheets from Chung On Street to Tai Wo Hau every day for 20 years. She worked from 9 a.m. to 3 a.m., earning about $200 a day.
She is familiar with the shops on Chung On Street and will help the shops to deal with paper and rubbish. If she does not deal with it one day, there will be two more refuse trucks to deal with the next day, so she has to work every day.
Her feet are swollen due to long hours of labor, and she will end work early, but she still needs to take care of her grandchildren when she returns home.
The team collected oral history records and made an exhibition at the Mills. The stories of female workers were very diverse, including the scavengers mentioned earlier, full-time carers, women of Pakistani and Nepalese origin, etc., and women shared how they grew up in Tsuen Wan District, how they “picked up jobs ” to work as child laborers, wearing plastic flowers, or picking leather gloves, etc. Helping the family.
There are women selling towels in the market and raising five children alone; there are also women who help their husbands manage the dress shop, sewing clothes, but also responsible for the food of the employees in the store.
This is all happening in Tsuen Wan. When you read the story, you may recall the changes in Tsuen Wan, as well as your own growth and work experience in the area.
Liu Yuan-ting, who works with the Women's Club, says that in fact, the caregivers are all a job, and one of the women's clubs' ideas is to accompany the caregivers.
Liang Weiqing said that sometimes women will bring their children to participate in the processing workshop, but later afraid that their children will disturb everyone, or because their children have too many unexpected things to deal with, so they no longer participate in the processing workshop, "the daily life of the caregiver is like this, a lot of changes, all things around the children."
There is not much room for women to relax and temporarily leave the housing company to develop their personal interests.
One of the challenges of organising workshops and performances, Ms Lau and Ms Leung felt, was the gap between their expectations and those of women.
Some women look forward to learning more practical things in art workshops, and they will have questions such as “Isn ’ t singing learning how to pronounce? How to sing high and low? ”
Or feel that learning drama is methodical, will look forward to steps one, two, three, four, to complete a drama.
Some of the skills will certainly be touched, but Liu Wanting said.. "We do this workshop, we want to let women express themselves, tell the stories of Tsuen Wan women, so it is not only the story skills and forms, but let them create their own, what ideas can be put into the performance."
The team does not want women to do a professional performance, as long as they participate in it in good faith, in the end, there are women even willing to share family separation and other touching stories, it is unexpected.
How to let women identify with the value of their own labor, is very difficult work. Liu Wanting said, read a variety of historical documents and stories, feel that in the female mind, will be very "accustomed" to their own care is due, but as an outsider it is difficult to convince women in language that they should not be too accustomed to their labor is not recognized, so to empower women, so they have the opportunity to share their own stories.
Ms Leung also agreed that art provides more ways for women to express themselves, especially in the form of theatre, where they can share their real experiences and feelings through drama.
Introduce yourself and find 200 Miss Tsuen Wan
In order to gain recognition for women ’ s efforts, the event team also collaborated with artist Ching Chan-wai to design the “Miss Tsuen Wan ” award ceremony. The concept came from the“ More Rewards, Less Rewards ” event held at the Arts Organisation ’ s Revitalisation Hall in 2009. The “Miss Tsuen Wan ” was presented to women in Tsuen Wan. The awards were very interesting, such as“ Home Helper ” and “Price Specialist ”." Best of the Best "," Best of the Best "," Best of the Best "," Best of the Best ".
The election method is very simple. Women can introduce their advantages to their colleagues in the women ’ s union, and their neighbors can also nominate friends. At the same time, women who have been out looking for work on the street, take the initiative to award them a certificate and a simple gift.
The team was impressed by the fact that the floor of the cleaners' lounge was very low and there were many miscellaneous objects, and Liu Wanting said that she had to "kowtow" every time she went in.
The team ’ s goal is to find 200 “Miss Tsuen Wan ”, and during the event, the team will explain the educational process of the concept of the event to the women, or it will be more important than the award itself.
The process of empowerment is not done overnight, Liu Wanting saw the confident smile of the women's performance, Liang Weiqing felt that women understand that their stories are worth sharing, which is a good change.
In the music theater, the woman will sing a song for the audience, the lyrics say.. “Turn around to find happiness station / drift around to meet difficulties / fight for years who is slow / determined to fear the world ’ s cold ”. Liang Weiqing reflects on the end of an NGO, or what Hong Kong people can do? She believes that she can continue to pay in a small space, just as every woman has made a lot of small efforts. Efforts to be seen; Liu Wanting also said that art not only occurs in museums, but is related to people, even if the social atmosphere is not good, still many people are working hard to pay, will imagine there are more things to do.
●
Exhibition on "Tsuen Wan Sisters' Day - Celebrating the 60th Anniversary of Tsuen Wan as a Satellite City"
Date: Now to 30 December
Venue: The Mills (G / F, Factory 4, 45 Pak Tin Pa Street, Tsuen Wan)
Hong Kong Women Workers Association Community Life Studio (Flat A, G / F, 16 Ep Pei Square, Tsuen Wan)
Exhibition Guided Tour, Miss Tsuen Wan Award Presentation Ceremony and Female Music Theatre
Date: 26 December
Venue: The Mills (G / F, Factory 4, 45 Pak Tin Pa Street, Tsuen Wan)
Event URL: bit.ly / 3yLs7Jo
Author: Xiaowen Hu
Editor: Cai Xiaotong
Facebook @ Ming Pao Supplement
Email: feature @ mingpao.com

Title:

Content: As pay disparity based on gender and race continues to be a nationwide concern, states are becoming more aggressive in their efforts to combat it. The two most common laws are pay transparency, in which employers are required to list the pay range in the initial job posting, and prohibitions on asking an applicant about their salary history. Watch as Berenzweig Leonard Managing Partner Declan Leonard and Senior Associate Elizabeth Payne-Maddalena discuss these state law trends and how companies can use this to their competitive advantage.

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

Title:

Content: Separate cars to be: in "Ukrzaliznytsia" promise to start to carry women and men separately
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Karina Bondarenko
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The gender expert explained whether individual wagons could be called discriminatory practices.
Recently, a Twitter user said on his page that he got on the train “Ukrzaliznytsia ”, and her neighbors in the compartment were three men.
The woman raised not a new, but for many topical topic of separation of cars by gender.
She urged the company to introduce female coupes so that passengers feel safe.
The situation has raised a wave of discussion on social networks.
Many people, including men, expressed the opinion that Ukraine really needs gender-segregated cars.
Proponents of the concept talk about the problem of sexual violence on trains.
The train is not the safest place.
And on 10 / 20 / 50 peaceful trips can come one that will be remembered for a lifetime.
And so I perfectly understand the experience of that (and many others) girls who see potential danger in every male companion.
And you don't have to be offended by that.
“I ’ m normal, ” wrote many in the comments.
But, firstly, this is not a fact at all (here you can remember a lot of stories about how men do not see anything terrible in the fact that late in the evening they try to get acquainted with a passing girl and begin to follow her, harassing meaningless courtship ”), – wrote Denis Gorokhovsky in his post on Facebook.
In addition to high-profile stories, such as an attempt to rape and beat a woman on the Mariupol-Kiev train, passengers write about cases of harassment by men.
“I ’ ll never forget my experience with one man who never gave me my number.
He harassed me until the morning and made me sleep with my eyes open and a knife under my pillow, ” user @ hawkp1e said in a tweet.
Among the arguments for gender-segregated carriages, passengers also talk about the desire for comfort.
On long-distance trains, women can spend more than a day in a small enclosed space with men, sleep and change clothes next to strangers.
“I had that.
I get in the compartment and there are three men.
How am I supposed to at least change?
The guide refused to help, ” user @ Angelonka23 said in comments on Twitter.
Opponents of the split cars, in turn, write that this is a manifestation of discrimination: in their opinion, therefore, all men who have not yet done anything are considered potential aggressors who should be isolated from women.
“Judge people simply for the fact that they are men.
So take a placard, there is an open space, no one will do anything to you, ” Evgenia Soboleva was indignant.
Many believe that the problem of sexual violence and claims on trains individual coupes will not solve.
Moreover, travelling with families due to gender-segregated carriages can be more difficult.
“Suppose we get a separate compartment for women.
I travel with my wife.
And here's the situation: there are two seats in the female compartment and two in the male / female compartment.
So, to be together, we will need to be in the common, because I will not be allowed to be in the female.
Or just two seats in the women's room, and we have to go.
Only his wife will go, ” Oleg Ulyanitsky wrote on Facebook.
In Ukraine registered a petition on the creation of “women ’ s cars ”
Meanwhile, on the website of the Cabinet of Ministers on May 15 registered a petition for the creation of “women ’ s cars ”.
As of May 23, it was signed by more than 23 thousand Ukrainians.
Author Olga Ozhogina called for the allocation of separate cars for men and women on trains that follow the route for more than six hours.
"On long routes, when there is a need to sleep in compartment or second-class carriages, passengers may experience discomfort due to passengers of the opposite sex.
There are frequent cases of unacceptable behavior, such as intrusive behavior, intentional touching of other passengers, etc.
In particular, there are even cases of rape in compartment cars.
In addition, both women and men may feel the need to change their clothes, ” the petition reads.
Separate cars - discrimination?
Is it possible to call the concept of separate cars discrimination, the site TSN.ua answered the expert on gender issues Anna Dovgopol.
She explained that separate cars for women are not discriminatory practices, because the common ones remain, therefore, men have the opportunity to travel by train.
As a matter of fact, women will be able to choose which cars to ride in.
“The whole discussion about the introduction of separate cars proceeds from the recognition of the fact that women do feel the danger of being in the same car with men, especially if it is a closed compartment or SV – the risk of claims, violence or even rape exists.
There have been many such cases.
Men, rather, need not to be offended, but to think about why women say that they are in danger in being in the same, often closed space with strangers, ” the expert believes.
On the other hand, aggressive passengers on trains pose a danger not only for women who are not ready to solve the issue by force or aggression, said Anna Dovgopol.
“Actually, for this, there should be police in trains, because the conductor or conductor often cannot cope with aggressive passengers on their own.
And it is to strengthen the overall safety in trains that the system should work, ” the expert added.
Unsuccessful attempt of "Ukrzaliznytsia"
It is worth noting that some branches of Ukrzaliznytsia have already tried to introduce separate trains into male / female compartments.
In 2010, as an experiment, the Lviv Railway introduced separate compartments for men and women in 12 trains (there was one "divided" car per train), later - the Donetsk Railway.
However, the service was not in demand - there were many unsold places.
The company then stated that it did not consider it advisable to ensure such a separation due to a number of reasons:
When buying tickets online, it is not always possible to determine the gender of the person.
Since there are names and surnames that are difficult to identify by gender: they can be foreigners or so-called double names, etc.
• Such an innovation can be perceived as discrimination against passengers (sexism, ageism, etc.).
• From a legal point of view, it is not possible to refuse a passenger to purchase a ticket.
For example, a male passenger needs to go, and free seats remained only in the "female" compartment, "Ukrzaliznytsia" can not refuse such a passenger.
Separate cars to be
Now "Ukrzaliznytsia" is working on a comprehensive increase in the safety of trips and plans to test women's coupes, told the website TSN.ua in the company.
“Our railway workers have carefully studied the world experience, because women ’ s coupes or cars exist in some Asian countries and have been tested in Europe.
We believe in a set of measures where alarm buttons and alarms in the compartment, video surveillance, increased patrolling and the inevitable punishment for any proven manifestation of claims will play a key role in eradicating this phenomenon.
Therefore, the current solution of the railway is to help women feel more comfortable and safer with the help of a set of measures, one of which will be a “pilot ” with women ’ s coupes.
We will test them for several months and together with the community and specialists will make a decision on scaling.
This will depend on the real demand and feedback, ” said Yevhen Lyashchenko, Chairman of the Board of Ukrzaliznytsia JSC.
At the first stage, the service of buying tickets to women's compartments can be implemented only through its own mobile application, explained TSN.ua in Ukrzaliznytsia.
Female coupes will be introduced in experimental mode on several selected long-distance routes, the passengers of which spend a lot of time on the road, the company promises.
No dates are given in the company.
Ukrzaliznytsia noted that new and modernized cars are equipped with video surveillance cameras and conductor call buttons (about 15% — ed.).
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Content: Construction News

Tue March 29 2022

Construction firms advised to adopt menopause policies

9 hours Employment lawyers are advising construction companies to add menopause issues to their health & safety policies.

A survey of 92 human resources (HR) managers in the construction industry found that most had no policies relating to menopause.

According to law firm Irwin Mitchell, which commissioned the YouGov survey, this leaves them not just at risk of losing experience employees but also exposed to legal action.

The survey found that only 28% of construction employers consider menopausal symptoms during the performance reviews of female staff. This is despite it being widely accepted that the effects of the menopause – joint pain, hot flushes, memory loss, fatigue and anxiety – can be debilitating for a woman’s physical and psychological wellbeing, lead to periods of absence or even resignations. The survey also found that 61% of organisations in the sector that were surveyed do not have a menopause policy.

According to Irwin Mitchell, this lack of action is forcing women out of their careers and could result in businesses facing discrimination claims.

Jenny Arrowsmith, an employment law partner at Irwin Mitchell, said: “These are disappointing results and when you consider that menopause is an issue which affects the fastest-growing demographic in the UK, namely women aged 50-64, it’s clear businesses must do more.

“It’s about time that menopause is openly discussed as a health and work issue and for employers to demonstrate that they take it seriously. Establishing a menopause policy is a simple and valuable starting point.

“Not only does a menopause policy help to promote positive change within an organisation, it sets a framework for evidencing how the organisation will approach conversations about the menopause, what support affected employees can expect to receive and where they can access additional help. In doing so, it reduces the risk of costly disputes.

“There has been a significant rise in the number of employment tribunals where menopause is mentioned over the last two to three years and as awareness of this issue grows, we expect to see complaints increase further. Our survey demonstrates that there is a considerable amount of work still to do.

“Organisations that have woken up to the issue and are aware of the challenges that women face when going through the menopause are in a much stronger place to attract and retain colleagues  who are often at the peak of their experience and have many more productive years ahead of them.”

Got a story? Email news@theconstructionindex.co.uk

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

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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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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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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?

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?

**Industry Recognition**: Companies are recognizing that diverse workforces lead to better business outcomes and innovation.

**Educational Opportunities**: More training programs are being developed specifically to help women enter technical fields.

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

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

vocational training
educational programs

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

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

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

**Changing Social Attitudes**: Society's perception of women in technical roles is

Title:

Content: Sections
Telecom Content
“Yandex ” has released a documentary about women in IT
“Yandex ” has released a documentary film“ Mathematical inequality ”.
He talks about women in IT professions and explains how gender stereotypes are related to the fact that there are far fewer women in this field than men.
The film is based on conversations with Yandex employees from development, analytics, testing and other areas.
They told their stories about how they became interested in technology and what prejudices they faced in childhood, during school and at work.
The consultants of the film were expert sociologists.
“Among the developers in Yandex, 10% are women.
This ratio is typical for technology companies, and this is noticeable even at the interview stage.
We want to have more strong candidates: the more women come to IT, the more candidates for the entire industry.
To attract women to the industry, more visible examples of careers in IT are needed.
So we decided to make a documentary and tell the stories of the employees in the first person.
Personal examples can inspire girls to study the exact sciences more often, and their parents to support the aspirations of children, ” said Daria Zolotukhina, HR Director of Yandex.
For the release of the film “Yandex textbook ” conducted an online survey of 3 thousand parents to find out how additional classes affect the choice of future profession.
The vast majority of parents agree that boys and girls have equal opportunities, and send children only to those circles that are interesting to the child.
Meanwhile, there is an imbalance already in the primary classes: boys are more often given to robotics (16% vs 6%) and programming (9% vs 5%), and girls – to dance (33% vs 6%) and drawing (30% vs 10%).
In high school, 18% of boys and only 5% of girls are interested in programming.
And 36% of boys and only 10% of girls consider entering the university for applied computer science.
“Everyone understands the importance of higher education for girls, but there are prejudices based on the assumption that girls like it, ” said Veronika Kostenko, dean of the Faculty of Sociology at the European University in St. Petersburg.
Although the most advanced parents of girls follow trends and teach them robotics and programming. ”
The film “Mathematical inequality ” can be viewed for free on“ Kinopoisk ” and the channel “Yandex ” on YouTube.

Title:

Content: Image: © Clancy Riehm/Stock.adobe.com

Ada Lovelace Day: Champion women role models to break down barriers

1 hour ago

Six women share their thoughts and experiences on Ada Lovelace Day, which aims to raise the profile of women in STEM and create new role models for young girls.

Earlier this year, on 8 March, which just happens to be International Women’s Day, we reported that women in the tech sector in Ireland were not faring as well as their global counterparts. That was according to a report by PwC that found that Ireland lagged behind other OECD countries when it came to how empowered women felt at work.

Gender pay gap disparities, lack of supports for women and other socio-economic factors could be contributors to this, but the problem is not just in Ireland. According to a 2022 report, only 35pc of STEM students in higher education in the UK are women, putting the talent pipeline there at serious risk.

This Ada Lovelace Day, which falls annually on 10 October, we heard from six women tech leaders championing the cause of encouraging more girls to consider a career in STEM sectors. Of course, it is worth noting that Ada Lovelace Day today and International Women’s Day on 8 March are only two days out of a very long year. As we have written previously, women in STEM need to be valued all year round. There will be no more Ada Lovelaces, Grace Hoppers, Jocelyn Bell Burnells or Gladys Wests if we don’t get our acts together. So, how can we do that?

Increase the visibility of women role models

For many girls, the first hurdle to exploring a career in STEM is a lack of representation or role models. Unfortunately, a lack of diversity maintains the feeling that girls do not belong in the industry – although that is simply not the case.

Mary-Christine Nolan, VP of global professional services at Pluralsight, is all too familiar with this challenge. “I started my career as an engineer working in cybersecurity – an industry under constant pressure to innovate and deliver – and I understand the challenges that a career in STEM can bring. And having spoken to secondary school students, I know that very few young women see themselves in the industry. However, the opportunities for rewarding careers are in abundance – but we need more representation to show girls it is a viable career path for them,” she says.

“On days like today, it is imperative that we celebrate the success of female role models in tech to help inspire the next generation of talent to join the industry.”

Barbara Maigret, global head of sustainability at Fortinet is also a firm believer that women role models are a key to inspiring the next generation of talent. “When encouraging more women into STEM, it is useful to shine a light on those who have pioneered women’s place in the industry.”

Ada Lovelace was celebrated for her remarkable contribution to the computing industry. Maigret recognises this type of figurehead, pointing out that “Ada Lovelace Day acts as a good reminder that we need to showcase more inspirational female leaders in STEM to inspire the next generation and be a guiding force for those who want to enter the industry”.

Challenge stereotypes and give everyone a voice

CyberArk’s Renske Galema, area vice-president of Northern Europe, highlights the importance of never giving up on the mission to break stereotypes – especially around cybersecurity. “Working in this sector is often viewed as a job centred around technical skills and long hours, which puts people off and has played a large part in it becoming a male-dominated industry,” she says.

“The reality of the matter is these technical skills can be taught on the job and softer, more human skills, such as being able to communicate effectively, are equally as important.”

Ultimately, the responsibility for change must come from the top. Claire Montgomery, senior director of software engineering at Globalization Partners, believes that leadership has a strong role to play in fostering a positive workplace culture. “In my journey from a technical background to a leadership role, I’ve come to realise that leadership extends beyond technical expertise; it’s about making a meaningful impact on the lives and careers of others. In particular, it has always been very important to me to champion other women in STEM careers in order to create a more diverse and inclusive tech industry.

“Of course, how to do this can vary significantly across regions, particularly within global teams, so it is important to give every team member an equal voice and opportunity to contribute,” Montgomery says.

Sue-Ellen Wright, managing director of aerospace, defence and security at Sopra Steria, also echoes this view. “Addressing gender imbalance in tech will be key to widening our talent pool and narrowing the skills gap. Everyone working in the defence industry should be interested in encouraging more women to develop and use their digital skills, not just in school but throughout their careers. But it’s not just about skills and numbers. We also have to create a workplace culture where everyone can thrive.”

Supercharging the economy with a wider talent pool

By encouraging more women into the technology industry, the world will be better equipped with the expertise needed to drive innovation and growth. For Stacey Moser, CCO at Universal Robots, its stance is clear saying, “One of our primary responsibilities at Universal Robots is to unlock human potential. In alignment with this, I would encourage women aspiring to study STEM subjects or pursue leadership roles in the tech industry to follow your interests and pursue subjects that truly ignite your curiosity and passion.”

Closing the gender gap will go a long way towards filling in-demand roles and developing new solutions with diverse perspectives. Sticking with the status quo will stifle growth, so we must empower young girls to broaden their horizons through the creation of women role models and break down the stereotypes that have long existing in the tech industry.

10 things you need to know direct to your inbox every weekday. Sign up for the Daily Brief, Silicon Republic’s digest of essential sci-tech news.

By Blathnaid O’Dea

Blathnaid O’Dea joined Silicon Republic in 2021 as Careers reporter, coming from a background in the Humanities. She likes people, pranking, pictures of puffins – and apparently alliteration.

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Title:

Content: Alert
I'd like some mammoth meatballs tonight! Australia launches prehistoric meat
Not an election!
"The second half of the housing market" 10 billion builders are most worried about this matter
A man ’ s wife gets 100,000 yuan to get a million cars in court: he ’ s better for me
Gender injustice in popular music 95% of workers are men
The glass ceiling of the music industry, the hot music world that is exclusive to men!
According to the study, more than 95% of the senior employees involved in the production of the songs with the highest number of premieres in 2022 were men.
Study participants said that female and non-binary employees are mostly assistants rather than key technical positions, hoping that this report will arouse social awareness and change gender inequality in the music industry.
Only 13% of female directors
The Guardian reported that the latest research indicates that women and non-binary gender groups contribute less than 5% to technology.
The survey analyzed 1,128 songs in 2022, including 757 of the most streamed songs (Spotify, Apple Music, Amazon Music, YouTube, and TikTok).
For example, the 2022 streaming traffic survey found that “the gender gap in the popular music industry is quite obvious, ” and after surveying 36 popular songs on the streaming platform, a total of 256 well-known producers and engineers participated, but only 16 were women and non-binary.
In addition, the New York Times reported that only 13.9% of the 4,060 executives at 119 music companies, including music groups, record labels, publishers, radio, streaming and concert promotions, were women.
The higher the position in the music industry, the less likely it is to be held by women, according to the report.
Increased diversity of recruitment
Lazar, founder of the non-profit organization We Are Moving the Needle, which launched the survey, said the survey proved that women do not get the same opportunities as men in music production, and that there is a glass ceiling in the music industry to prevent women from advancing.
She said she hopes the report will raise awareness in the music industry, change the bias in hiring and realize the ideal of gender equality.
In order to close the gender gap, the study calls for the industry to explicitly encourage all technology contributors and diversify hiring, and urges people to support advocacy groups to achieve equality in the music industry through resource allocation and education.
[More details, see here.
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Title:

Content: They don't read.
They don ’ t make a difference – Nadia Hanawi
They don't read.
They don ’ t make a difference – Nadia Hanawi
In the last two decades, feminism has received a clear interest from many Arab scholars and researchers.
As a result, projects have emerged, events have been held, and seminars and seminars have been held that support women and want to improve their reality.
This has required the centers of control over culture to initiate work in which they say that they are active and present, that they are in control of culture and its people, and that they will not let any of their affairs escape from their hands.
She directed her own men and women towards practices that served and confirmed her purposes of control.
Perhaps the most important of these practices is the creation of sections called (women empowerment) to be part of any functional formation in any department of the state government starting from the highest administrative levels and passing through colleges and productive institutions and ending with the municipal department and the Water and Sewage Authority.
Each section of the empowerment of women was assigned staff, and allocated resources according to each of the official departments with the definition of work programs centered on (women) and after more than years on those sections we did not see a woman who is high in what she achieves and those concerned with women do not assume their responsibilities in her service, but we saw women deprived of their rights before exploitation or oppression and we saw the centers of control of culture has increased their effectiveness To stand by the lookout for any projects with results and necessities imposed on decision makers to respond to them and take something about them.
Thus, the centers of control over culture hit two birds with one stone, they on the one hand showed themselves as the protector of women ’ s fever, defending them by opening sections of women ’ s empowerment and on the other hand kept the situation they want, which is that women are subordinate and sitting.
Such an illustrious empowerment, which hides behind it a bad mystical ability, is embodied on another level of Arab culture, in which the centers of control over culture also have another game: literature, poetry, narrative, criticism and translation.
The activity of literature in the last decades of the twentieth century and the last two decades of the present century has made progress and confirmed that the Arab writer is strongly capable of moving the inhabitants and revealing the hiding place.
His progress attracted the attention of the centers of control over culture, and she felt the need to have her presence as the holder of the wheel of cultural management and run according to her wishes and in a way that suits her desires, which do not exceed the pleasures of the moment.
Media Weight
It was that gave poetry and novel competitions unprecedented media weight and then allocated to the luck of those competitions prizes, which pleased and good, so researchers pushed behind the benefits of the moment and sought students to personal gains.
The result is the rise of the star of the writers of competitions with the disappearance of the star of the writers of the real achievements, who do not reap them but they hold on to the embers, but they are happy with all the sufferings that they put the Arab life on the table and diagnose its diseases and phenomena with all that is in it and what is on it.
Thus, the competitions of literature and the empowerment of women are both neither improving the reality of women and its development, nor those that add to literature determination or provide it with reasons for strength.
And here we ask: What would have hurt the centers of control over culture and its noble masters if they let women say their word instead of empowering them, so they spend all these resources on the sections of women ’ s empowerment and there is no defense of feminism but a dilution of their efforts and the efforts of those who support them from experts and specialists?
Then what does it hurt the cultural control centers if they let the novelist and poet face his reality and say what he wants instead of confusing him with his vision and making him like Ali Baba dreaming of the key that opens his treasure cave in the way of mobile phone owners: send a message and you will get hundreds of gifts?
There is no doubt that the Arab writer has the same awareness as the Arab woman and her awareness, and together they realize the size of the machine run by the centers of power and the heads of power.
And so they know how to confront it, even if these centers and the gods came up with an ostensible event in which they wanted to assert their dominance, there was a counter-movement of women and writers that denounced that innovation.
It is true that this movement is unclear and may be intangible and unseen, but the mere insistence on doing it is a sign of strength that disturbs the centers and the masters and makes them reconsider their calculations.
No matter how small and ineffective the movement is, it remains a form of struggle towards winning the right and winning the dream.
The dream of a woman having the right to say her word without the need for empowerment or empowerment, and the dream of a writer to have his freedom to say his word without the need for the cloak of a name to be cloaked and written through it.
Yesterday, Arab feminism had different forms in which it declared that it is not a commodity for empowerment, but it is free and will continue its struggle to make change in terms of its reality and the reality of its sisters in other countries.
Also yesterday, the Arab writer had to confirm that he is not a commodity or a sign raised by those who want to wear the dress of culture and control it by competitions revealed the falsity of their platforms and appeared the real Arab poet raised the forehead eloquently and honestly.
Just as feminism ’ s yesterday will not be different from its day, so literature day will not change from its yesterday either, because the basis from which they proceed is the same: awareness of the reality of that yesterday and the stakes of this day.
They remain very much to be hoped for because their stockpiles of creative energy are limitless.
Arab Culture
It is this energy that makes the Arab culture always green, not affected by the smudges of long or short lists, and does not reduce his determination, as those who bet on games make the novel a betting horse.
Most of the money is lost, as the Arab proverb says.
Just as a woman does not need someone who can because she is able in the first place, so the writer does not need someone to raise his destiny, because his destiny makes him with his own vigor and the superiority of his literature, so that he does not make him vulgar on the side of the road of competitions.
There is no good in winning a novel or poem if it is not weighed by its action to change and achieve the general benefit of life.
It is not the novelist ’ s crown that his novel has won poker or non-poker, but the novelist ’ s crown that has won the reader ’ s awareness, which preserves his name ’ s spread.
Is it not for the people to respond and accept them and stand by these writers to the fateful issues and the suffering of the people?
If the merchants of culture look at women as they look at the novel, and take it as a pretext for stardom and fame, they forget that it is the woman who makes the novels of life for them, and it is the novel that puts before them the image of those who make life for them.
They both point the finger of accusation at those who claim to support and empower them, and their tongues say, “If you are delivered from Assad, don ’ t covet him. ”
I think it is time for the writer to also say his words, boycott the games of trading in cultural taste, and say that enough is enough to promote the beginners and enough is enough to apply the greedy.
There was a lot of confusion and we saw nothing but a snare.
You have not been able to do this, nor have you been able to do it for us.
Do not rejoice, O winner of the novel award; the stroke of luck is one thing and creativity is another, and just as did not differentiate that committee – which is famous – between the actor and the effect and the raised and the set, so will not differentiate this committee between the narrative and description or between the event and the personality..
And things with their consequences.
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How has the level of discrimination for female employees in the construction industry changed over recent decades?

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

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

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?

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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?

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

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?

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

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?

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

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?

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

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?

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