# Report: Gender Equality and Diversity in Construction and Maritime Industries

## Executive Summary

Women are increasingly breaking into traditionally male-dominated fields such as crane operation and heavy machinery work, marking a significant shift toward greater gender equality in construction and maritime industries.

This report examines how traditional gender barriers are being dismantled and how women are excelling in these roles, with insights from successful initiatives in the UAE and global companies.

## Breaking Down Traditional Gender Barriers

### Historical Context
The construction and maritime industries have long been dominated by male workers, with women representing a small percentage of the workforce in operational roles.

However, recent initiatives and changing attitudes are creating new opportunities for women to enter and thrive in these fields.

### Key Factors in Breaking Barriers

1.

**Policy Changes and Government Initiatives**
   - The UAE has demonstrated leadership in promoting gender balance through concrete commitments, with the private sector pledging to increase women's representation in leadership positions to 30% by 2025

# Report: Gender Equality and Diversity in Construction and Maritime Industries

## Executive Summary

Women are increasingly breaking into traditionally male-dominated fields such as crane operation and heavy machinery work, marking a significant shift toward greater gender equality in construction and maritime industries.

Title:

Content: Your people, Shumerlya
I sit high, I look far away...
This story is not about Masha, but about a woman.
which operates at an altitude of about 40 meters.
"Our Lena, Lenochka" - only so, not otherwise,
They call her male colleagues.
On the eve of the professional holiday of builders
the newspaper visited the construction site on Kolkhoznaya Street, where a new five-storey building (the first entrance) is growing.
Moreover, literally a day before the visit, the last slab of the floor of the fifth floor was laid there - an event for builders, especially the old guard, a landmark.
And put
This slab is just Elena Badaeva, for many years the only crane operator in Sumerla.
This modest worker grew up and continues to live in the native Chuvash Algash.
After graduating from the Algashinsky secondary school, she entered the Cheboksary School No. 17 as a crane operator.
What then attracted her so much in this profession, Elena no longer remembers, probably wanted something unusual.
After studying, in 1989 in the direction came to Shumerlya, in the department of mechanization No. 2.
I could have stayed in Cheboksary, but I wanted to be closer to my parents.
And since then, except for a break in the difficult 90s, she has not changed her chosen path.
Kirov, Nizhny Novgorod, Cheboksary, Kanash, Yoshkar-Ola and other cities - the geography of our heroine's work is extensive.
In Shumerle, she built houses on the MOPR, Kostochkin, Lenin, Shchors, Shcherbakov, Frantsev.
At one object, Lenin, 1 / 1, two daughters even went up to her.
“They always worried about me, ” says Elena. – And now, already as adults, they constantly call.
If the weather is bad, then immediately - Mom, get down! "
One day, during the construction of a house on the MOPR, a strong wind flew sharply.
“I managed to get together, took my bag, began to descend as the crane began to turn.
From the bag all the documents scattered ”, – now with a smile remembers Elena and admits that she inexplicably pulls up into the sky, into the open.
But she had to work at the height of the 18-storey building!
The place of work of E. Badaeva today is LLC "UMS 3", whose profile is specialized construction work on orders of general contractors, the same building trust No 3.
But ordinary people habitually consider Elena part of the SU-8 team.
I mean, it really is.
“There is an excellent team, management, ” she says of Sumerlin builders,“ will always support.
If there was a different attitude, I would have left long ago.
And they work like - smoothly, quickly!
Good, funny people here. ”
Aksakal in the team of the construction management No. 8 is Alexander Doctorov, who is called Yevgenich in a friendly way.
The most creative profession in the world, he gave 45 years.
A native of the village of Medyany, Nizhny Novgorod region, he graduated from a construction college and went to work in SU-8.
The first 2 years he was a carpenter, then he became a master of construction and installation works, in 1988 he was appointed foreman.
Since 2022 - senior foreman.
In Soviet times, he mainly worked at industrial facilities of the city: a machine factory, a plant, a chemical plant, a butter factory, a meat factory, a construction management base.
Then in housing construction.
In recent years, he led construction in Kanash, Cheboksary, Krasnye Chetai.
For many years of work received various rewards.
Every free day Alexander prefers to devote to his lifelong hobby - fishing.
“I sat on the shore of Sura with a fishing rod, visited the parents ’ house – rested my soul, ” he shared.
One such animal once washed up on the street Frantseva.
The cat, who was called Stepan, always met Alexander Evgenyevich in anticipation of food, lived all winter, and then disappeared.
To be photographed for the newspaper during our meeting A.E. Doctors categorically refused.
The winter photo was given to us by a colleague.
The veteran of the SU-8, like all ordinary workers, does not like the hype around him.
But he noted the professionalism and discipline of workers and management specialists, their coordinated work at the facilities and shared plans for the near future: in December this is the delivery of a single-entrance house on Kolkhoznaya, next year the construction of the second entrance and the beginning of the construction of several houses on MOPRA street.
Posted by: anna

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: Thursday by Al Wanees
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The goal is to achieve non-discrimination in positions of leadership and decision-making.
Equality between men and women.
A long road to equality of opportunity
Women and girls represent half of the world ’ s population, and therefore half of its potential.
Gender equality, besides being a fundamental human right, is essential to achieving peace in societies and unlocking society ’ s full potential.
Moreover, the empowerment of women has been shown to stimulate productivity and economic growth, according to the United Nations report and vision.
Unfortunately, there is still a long way to go to achieve full equality of rights and opportunities for men and women, as UN-Women warns.
It is therefore crucial to end multiple forms of gender violence and to ensure equal access to quality education, health, economic resources and political participation for women, girls, men and boys.
Equal access to jobs, leadership and decision-making at all levels was also essential.
Achieving gender equality and empowering women and girls is the unfinished business of our time and the greatest challenge to human rights in our world.
United Nations and women
United Nations support for women's rights began with the international framework enunciated in the Charter of the United Nations.
Among the purposes of the United Nations proclaimed in Article 1 of the Charter of the United Nations is "to achieve international cooperation... to promote and encourage respect for human rights and fundamental freedoms for all without distinction as to sex, language or religion."
In the first year of the United Nations, the Economic and Social Council established the Commission on the Status of Women as the main global policymaking body exclusively concerned with the achievement of gender equality and the advancement of women.
One of its first achievements was to ensure gender-neutral language in the draft Universal Declaration of Human Rights.
Women 's rights
Gender equality became part of international human rights law under the Universal Declaration of Human Rights, adopted by the United Nations General Assembly on 10 December 1948.
That landmark document in the history of human rights recognized that “all human beings are born free and equal in dignity and rights ” and that“ everyone is entitled to all the rights and freedoms set forth in this Declaration, without distinction of any kind, such as race, colour, sex, language, religion, birth or other status. ”
As the international women's movement began to gain momentum during the 1970s, the General Assembly proclaimed 1975 as the International Women's Year and organized the first World Conference on Women, held in Mexico.
Subsequently, at the invitation of the Conference, it proclaimed the years 1976-1985 as the United Nations Decade for Women and established the Voluntary Fund for the Decade.
In 1979, the General Assembly adopted the Convention on the Elimination of All Forms of Discrimination against Women, often described as the International Bill of Women's Rights.
The Convention, in its 30 articles, explicitly defines discrimination against women and sets out a programme of national action to end such discrimination.
The Convention targets culture and tradition as influential forces in shaping gender roles and family relations, and is the first human rights treaty to affirm women ’ s reproductive rights.
Five years after the Mexico Conference, the Second World Conference on Women was held in Copenhagen in 1980.
The Programme of Action of the Conference called for stronger national measures to ensure women's ownership and control of their property, as well as improvements in women's rights with regard to inheritance, child custody and loss of nationality.
In 1985, the World Conference to Review and Appraise the Achievements of the United Nations Decade for Women: Equality, Development and Peace was held in Nairobi.
The conference came at a time when the movement for gender equality had gained global recognition and 15,000 NGO representatives participated in a parallel NGO forum.
The Nairobi Forward-looking Strategies 2000 were adopted by 157 participating Governments.
This paved the way for the Conference to publicize all issues as women's issues.
Beijing Conference on Women
The Fourth World Conference on Women, held in Beijing in 1995, went a step further than the Nairobi Conference.
The Beijing Declaration and Platform for Action affirmed women's rights as human rights and committed to specific actions to ensure respect for those rights.
Commission on the Status of Women
The Commission on the Status of Women is a major intergovernmental body dedicated exclusively to the promotion of gender equality and the empowerment of women.
The Commission on the Status of Women plays a key role in promoting women's rights, documenting the realities of women's lives around the world and shaping global norms in gender equality and women's empowerment.
Women 's Organization
On 2 July 2010, the United Nations General Assembly unanimously established a single United Nations body mandated to accelerate progress in achieving gender equality and the empowerment of women.
The new United Nations Entity for Gender Equality and the Empowerment of Women (UN-Women) integrates four international agencies and offices: the United Nations Development Fund for Women (UNIFEM), the Division for the Advancement of Women, the Office of the Special Adviser on Gender Issues and the International Research and Training Institute for the Advancement of Women (INSTRAW).
Equality and empowerment
The United Nations is now focusing on its recently developed global development agenda, which is made up of 17 Sustainable Development Goals.
Women play a critical role in each of these goals, with many of these goals specifically recognizing the issue of women ’ s equality and empowerment both in the goal, and also as part of the solution.
Goal 5, “Achieve gender equality and empower women and girls ” is known as the stand-alone goal, because it is dedicated to achieving these goals.
To ensure women ’ s rights around the world, profound legal and legislative changes are needed.
While 143 countries guaranteed equality between men and women in their constitutions by 2014, 52 have yet to do so.
Glaring gender disparities persist in the economic and political spheres.
While some progress has been made over the decades, women still earn 20 percent less than men in the labor market globally.
As of 2021, only 25 percent of all national parliamentarians are female, a slow rise from 11.3 percent in 1995.
Elimination of violence against women
The United Nations system continues to pay special attention to the issue of violence against women.
The 1993 General Assembly Declaration on the Elimination of Violence against Women set out “a clear and comprehensive definition of violence against women and a clear statement of the rights that should be applied to ensure the elimination of violence against women in all its forms ” and represented“ a commitment by States to shoulder their responsibilities and by the international community as a whole to strive to eliminate violence against women. ”
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Title:

Content: Disruption in the Syrian labor market.
Women are the favorites, the luckiest, and the specialists who explain the reasons.
Those who monitor the pages and websites specialized in advertising jobs, especially on social networking sites, believe that our society has become a predominantly female society. For every ten jobs on these pages, we find an orphan who needs a young man to work for him. Although Syrian universities and institutes graduate thousands of young people every year and inject them into the labor market, this market has become the preserve of females for many reasons. Or because the conditions set by the employers are strictly for the female element, especially since the chance of young people continuing to work for long years at the employer is less than the chance of females remaining with mandatory service obligations and other obligations for young people.
With the increasing migration of young people abroad, fear began to creep into the hearts of Syrians that we would become an old country after we lost part of our youth in the war, while the other part began to travel and search for a livelihood amid the closure of most institutions and facilities in the faces of young people, and after the female element dominated all institutions, companies and even factories, to the extent that it is difficult for young people to find work in these facilities.
Commitment of females
Those who monitor the number of applications submitted to the recent jobs announced by the Ministry of Administrative Development find the superiority of the female nature over these applications, especially since the government job no longer meets the need of young people today, and no longer enough to spend more than two days a month, to be the trend to the private, which is also closed to the male category. In addition to the fact that the wages given to female employees are not satisfied by men, and although women ’ s productivity is weak compared to men, their streamlined nature is more committed and more disciplined and loyal than the working man, so their work is more desirable than men. The other is that the involvement of women in the labor market during the recent years was an imperative for most families provided that they work in areas that do not require physical and muscular effort such as construction, electricity and trade. The option of service and administrative work in the public sector is the best option, especially since many problems and obstacles come from their work in the private sector, starting from employment through employment contract to procedures to solve problems between the parties and arbitrary expulsion. Therefore, there must be full awareness of the rights of women in the public and private sectors in order to preserve the dignity of women on the one hand and to provide job opportunities for young people who are entitled to work in these sectors of women.
Absence of strategy
The experts agree on the great imbalance in the Syrian labor market and the imbalance of the two sides of the balance of work, under the weight of the crisis and its consequences, which apparently will not end in the near future.
Here, Professor of Economics Dr. Ismail Muhanna confirms that the problem of unemployment is not the result of the crisis, but it has taken a new direction in recent years to turn the unemployment index towards young males more than females, after the opposite was the case previously, as work for women was not desirable as at the present time, but the proportion of female workers did not exceed 25%, but the years of war and living pressures imposed work on all groups and all ages. In the absence of a clear strategy to regulate this market, distribute the labor force and improve the investment environment, Mohanna pointed out the need for government measures to create new productive sites in the public and private sectors, especially as the production base began to expand with the return of economic activity to rotation again, with the need to raise the wage ceiling in both sectors to attract the young category to work for them instead of attracting them by countries of the world. Connecting education outcomes with the needs of the labor market.
Economical enough
In the same context, Mohammed Koussa, a public administration expert, did not deny that the female component controlled most of the jobs in the two sectors, pointing to the demographic distribution in the Syrian society. Before the crisis, the demographic distribution was 51% in favor of females. After the war, the number of females in our society increased at the expense of males. Her mastery of agricultural work and her adaptation to it more than males.
Koussa stressed that the data of the war "migration of young people - joining the army - loss in the war" all left a clear impact on the labor market, in addition to the dissatisfaction of many young people today to work in service and administrative work because of the weak material return, to reduce their number in these jobs to 30%, while the proportion of females exceeded 65-70%, pointing to the orientation of males to businesses or professions that require muscular and physical effort Women do not own it, while a large group remains unemployed.
The administrative expert attributed the tendency of women to work now more than before to the economic inadequacy, and the inability of males in the family “father – husband – son.. ”
To meet the needs of the family, most women were forced to enter the field of work.
Koussa did not hide the existence of many negative effects of the predominance of women on jobs, the most important of which is the low productivity of women in many sectors compared to men due to the difference in physical ability and family circumstances surrounding women, which reflects on the quality of work, up to poor productivity. He called for the need for the government to pay attention to small and medium enterprises to encourage the remaining youth in our country and involve them in the process of economic construction and provide facilities with higher wages to avoid their migration out of the country.
In conclusion...
It is necessary to seek a solution to this imbalance, and specialists have pointed out several things that we find worthy of attention and attention, especially in terms of finding measures to reduce the migration of young people and support wages to achieve a decent living for the family.
Miss Barakat

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

This report examines how traditional gender barriers are being dismantled and how women are excelling in these roles, with insights from successful initiatives in the UAE and global companies.

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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Content: Countdown to Expo 2020 Dubai
Emirates..
Qualitative achievements in the area of equal pay for women and men
Equal pay for women and men for equal work or work of equal value is one of the most prominent aspects of respect for human rights in the UAE and its commitment to achieving gender balance, which has made qualitative leaps over the past three years, reaching the 18th position globally and the first in the Arab world.
Today, the United Arab Emirates joins the world in celebrating the International Day for Equal Pay, which is recognized by the United Nations on 18 September every year as an annual occasion to intensify efforts to empower women and girls and remove all obstacles to achieving equality between them and men in the labor market.
The UAE has a track record of achievements in reducing the wage gap between women and men in the labor market, and came first in the Middle East and North Africa region in the Women, Business and Law 2021 report issued by the World Bank, achieving qualitative leaps in its global ranking in this report over the past three years.
It achieved 82.5 points out of a total of 100 points in the 2021 edition, compared to 29 points in the 2019 edition and 56 points in the 2020 edition, and achieved the full mark (100 points) in five axes: freedom of movement, work, wages, entrepreneurship and pension.
The UAE ranked first in the Arab world in the Gender Gap Report 2021 issued by the World Economic Forum, and ranked first globally in four sub-indicators in this important international report.
The UAE is continuously working to promote gender balance and empower women in all fields, enhance the work environment, provide equal opportunities for women in the labor sectors, and develop and enhance the role of women as key partners in building the future of the country.
PROTECTION
The UAE labour law stipulates that employed women shall receive the same pay as men if they perform the same work, and the law guarantees the protection of women's rights and their enjoyment of equal employment opportunities with men.
Since December 2020, the UAE has been implementing equal pay for men and women in the private sector for equal work or work of equal value, pursuant to Federal Law Decree No. 6 of 2020, which has strengthened the country ’ s regional and global superiority in gender equality at various levels and fields.
In addition to equal pay, UAE law provides for the abolition of all restrictions on women working at night and working in hard jobs such as mining, construction, manufacturing, energy, agriculture and transportation, to give women the right to work in these industries.
The law also does not allow the employer to terminate the service of a working woman or to warn her because of her pregnancy, and the Labor Organization Law prohibits discrimination between employees in obtaining jobs and promotion, as well as discrimination between the sexes in jobs with the same job functions.
Emirati women have a significant presence in various business sectors, for example, females make up 64 per cent of workers in the education sector, the same percentage of doctors, nurses and technicians in the health sector, and 31 per cent of workers in finance, banking and insurance.
The number of companies licensed and owned by women is 80 thousand and 25 companies, while women accounted for 21.5 percent of managerial positions and 32.5 percent of workers in specialized professions.
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Content: Moza Al Maktoum: The UAE is full of honorable female models
On International Women ’ s Day, Sheikha Moza bint Marwan Al Maktoum, first lieutenant of Dubai Police, visited Strata Manufacturing ’ s headquarters where she was briefed on the company ’ s achievements and efforts in supporting and empowering women in the workplace. The Emiratisation rate in the company reached 65%, while the share of females is 88% of the total Emirati cadres.
Sheikha Moza bint Marwan Al Maktoum stressed that the UAE is full of honorable female models, and that Emirati women are competent enough to excel in various fields, including in innovative sectors, saying: “The great qualitative achievements achieved by the UAE, thanks to the vision and guidance of the leadership, and within various sectors, including the industrial sector, are a source of pride and pride.
There is no doubt that Emirati women have had a great share in contributing to the achievement of an important part of the major achievements that have reached our country to the world, based on our wise leadership ’ s affirmation of the importance of women ’ s role in advancing the development process and giving them the opportunity to participate positively in the development process within its various tracks. ”
Sheikha Moza Al Maktoum expressed her appreciation for the efforts of the leading manufacturer of composite aerostructures in an important area that enhances the future trends of the UAE economy, praising the company ’ s interest in allowing women to demonstrate their ability to make a positive difference in the work environment and contribute to a critical role in a highly skilled and professional field.
She added: “We are pleased with Strata ’ s model of women ’ s empowerment, which is evidenced by supporting the professional and practical development of Emirati women in the aviation sector and involving them in the development of best practices in this field. This approach is respected and appreciated at all levels. in various fields of excellence and excellence. ”
Strata is keen to develop policies and regulatory frameworks that suit the company ’ s female employees, to facilitate the performance of their functions to the fullest, to achieve qualitative achievements, and to help the company achieve its strategic goals. The company is also keen to strengthen cooperation with its local and international partners to develop female cadres in the aviation industry and contribute to the development of their skills in the field.
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Content: Lubna Al Qasimi: Emirati women are able to work in any sector
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Sharjah Public Libraries hosted Her Excellency Sheikha Lubna Al Qasimi in a panel discussion entitled “Women in the Mirrors of the Modern Age ” yesterday at the“ Draw Break ” in Khorfakkan city, on the occasion of Emirati Women ’ s Day.
Her Excellency Sheikha Lubna Al Qasimi spoke about the role of women in the UAE society and the opportunities provided by the state and its leadership for women to prove themselves and consolidate their role through excellence in education, employment and participation in the advancement of their families, communities and homeland.
Sheikha Lubna Al Qasimi said: “I am proud of the role of women and their empowerment in the UAE in general and in the Emirate of Sharjah in particular, where she has the support of His Highness Sheikh Dr. Sultan bin Muhammad Al Qasimi, Supreme Council Member and Ruler of Sharjah.
Fruits
She explained that the presence of women in the highest positions in the UAE reflects the approach and vision of the late Sheikh Zayed bin Sultan Al Nahyan, who was the first to encourage women ’ s education and empower them to participate in building the nation.
Sheikha Lubna shared stories from her educational journey, which led her to study computer engineering as an option over medicine, and to become the first computer engineer in the UAE. She saw this as an added value that helped her develop her communication skills and develop the spirit of innovation and leadership.
Rehabilitate
She called on young people and girls to pay attention to work in the private sector and qualify to lead companies and start-ups, and to pursue fields of study appropriate to the direction of development.
She pointed out that Emirati women are able to work in any sector of their choice, including petroleum engineering, pointing out that an important sector for manufacturing parts of aircraft engines in the UAE absorbs 70% of Emirati women engineers.
She explained that her concept of the leadership personality of women is to be ready to acquire leadership skills and transfer them to the new generations, and to establish teams capable of taking responsibility and continuing the march of advancement and construction.
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Content: Sunday 27 August 2023 Abu Dhabi UAE
Prayer times
News Highlights
Today 's Issue
Today 's Issue
Maintenance of aircraft engines.
“The Emirati Girls. ”
Maintenance of aircraft engines.
“The Emirati Girls. ”
August 27, 2023 01: 28
Rasha Tabaila (Abu Dhabi)
Emirati engineers have broken into the world of maintenance and repair of aircraft engines in Abu Dhabi to prove that women are capable of working in all fields, especially aviation, which is growing exponentially in the UAE.
They work with dedication and passion to ensure that aircraft engines reach customers with the highest quality and best maintenance standards in the industry.
At a time when the UAE has become an important global hub for the aviation and air transport sector, there is a group of Emirati women engineers who are innovative in aircraft engine maintenance, who have received the highest levels of training and qualification, and have become highly competent in this specialized field.
Fatima Fahad Al Dahli, a senior engineer at SANAD Group, said: “I started working in the repair and maintenance workshop as an engineer, where I gained technical and engineering expertise and then moved to the commercial department as a senior engineer. ”
“The nature of my work is to strengthen SANAD ’ s international relations by dealing with its partners from aircraft manufacturers, while at the same time tracking the movement of aircraft engines when they arrive at SANAD and even exit them and ensuring that they meet the needs of customers, ” she explains.
Al-Dahli, who studied aeronautical engineering because of her passion for travel and aviation, added: “My job requires technical and technical skills, and at the same time the skill of communication and communication through dealing with customers outside the UAE and with internal departments and officials in various sectors of the company. ”
“During my university studies, I went to Boeing in the United States as a scholarship for four months, where I gained practical experience that strengthened my choice to engage in this field, ” she says.
“When I joined SANAD, I received support from the team, officials and senior management, and I faced challenges through my passion and love for learning and knowledge. ”
On the occasion of Women ’ s Day, Al-Dahli said: “The slogan of Emirati Women ’ s Day, ‘ We share for tomorrow ’, is the biggest incentive for all of us to participate in the development of the country. ”
“My ambition is to continue to be part of SANAD ’ s journey as a company that competes with international companies in the field of aircraft engine maintenance and repair, ” she said.
Aisha Saeed Al Mahrazi, Senior Engineer - Production Planner in Special Operations, explains: “The nature of my work as a production planner is that when we receive the request from customers for maintenance and repair of the engines, we plan the repair process through the time of repair and determine the workshops where the repair will be carried out. ”
“I started working at SANAD in 2019 as a technical engineer working on aircraft engines by maintaining, installing and disassembling engines, ” she says.
“Sanad gave us the opportunity to experiment with several departments in the company to take the full experience and choose the department that suits us, and I chose to be a production planner. ”
“During my studies, I was sent to train at Boeing in the United States as well and gained experience there, ” she says.
“The UAE supports women to work in all fields, especially in areas where women ’ s participation is low, such as aviation, ” she said.
“I have received great support from SANAD, which gives initiatives and opportunities for development and at the same time facilitates the process of harmonizing work and family life. ”
Al-Mahrezi aspires to develop her skills and introduce new and innovative ideas to contribute to the development of the work.
Shamma Al Tamimi: I aspire to contribute to the development of work
Shamma al-Tamimi, a chemical engineer, said: “The nature of my job is to install chemical solutions to certain standards to be used to clean engine parts before they are serviced and repaired. ”
Tamimi, who has been working for a year and a half at SANAD, said: “Working as a chemical engineer in the field of aviation is unusual, distinctive and new, which made me want to work in this field. ”
“At the beginning of my career, working as a chemical engineer in aviation was a challenge, but with training and experience, the challenge turned into an opportunity to learn and develop with the support we receive from in-house training and skills development, ” she says.
“Emirati Women ’ s Day is celebrated every day, and I aspire to continue to develop myself and contribute through my skills to the development of work. ”
Congratulations Rowaishan: My goal is to continue to develop
Tahani Al-Ruwishan, a quality engineer who has worked at SANAD for three years, said: “The nature of my work requires high accuracy, as my job is to ensure the quality and safety of the engines before they reach the customer, as there is no room for error. ”
“I continue to learn new things every day and to develop my skills and experience. ”
On the occasion of Emirati Women ’ s Day, Al Ruwishan said: “This day highlights the efforts of women in various fields, including aviation, where we receive support from the wise leadership and from Sanad, which adopts talents from various disciplines and provides various types of training, skills and knowledge development and the development of Emirati talent. ”
“My ambition is to continue to evolve and to do more to contribute to the growth of this vital sector, ” she says.
All rights reserved to Al Ittihad Newspaper 2023 ©

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Content: Sara Al Olama: Amazon provides a supportive environment for women to feel safe and do their best in the workplace
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March 8 is International Women ’ s Day and is an important occasion for Sara Al Ulama, Amazon Channel Team Leader, to celebrate the achievements of women who believe in their abilities and chart their own path, and to inspire Sarah, who believes that unconscious bias in the global workplace can be an obstacle for women to achieve their ambitious goals.
According to the UN ’ s 2023 report, there are fundamental and strong prejudices against women in nearly 9 out of 10 men and women.
Sarah calls for an increase in the number of women in senior leadership positions, with the aim of inspiring young women.
She also talks about Amazon ’ s efforts to support female employees in the company from taking on leadership roles and achieving further growth and success in this path, and explains how Amazon enables female employees to feel safe and provide full support to provide the best in the workplace.
What does International Women ’ s Day represent to you?
For me, International Women ’ s Day is more than a celebration; I see it as a special occasion to highlight the strides we have made in empowering women against prejudice, the achievements we have made so far in breaking down barriers to their advancement, and the distance we still have to travel and the milestones we need to reach in terms of women ’ s empowerment.
On a personal level, I consider this day to be an occasion to recognize the potential of women, their determination to persevere and achieve their goals and their continuous quest to overcome the obstacles they face every day. I also see this day as a platform through which we call to strengthen our collective efforts to challenge discrimination against women and continue to build a world where gender equality is the norm.
Tell us about your position at Amazon and why you chose to pursue a career in the logistics industry.
As Amazon ’ s channel team leader, the nature of my tasks necessitates assistance in the various operations and support areas of the terminal.
This includes coordinating with delivery service providers and point of contact teams to ensure the best possible customer experience.
After returning from my studies in the US and joining the Amazon Logistics team, I started working in a field that is a daily challenge for me, as the logistics sector is a dynamic and evolving field that requires constant innovation and adaptation.
What interests me most is the diversity of the stores every day, and the opportunity to work with specialist teams ranging from health and safety professionals to reliability, maintenance engineering and training and professional development departments.
In a fast-paced work environment, with many tasks and diverse work styles, each day is a unique experience that drives me to learn and grow continuously.
It is also important to highlight the emerging opportunities for women in the logistics sector, especially in light of the long-term dominance of men in the sector.
With the expansion of the e-commerce landscape and the transition of the logistics sector from a traditional to a more important place thanks to the modern digital economy, this transformation has been a paradigm shift and heralds a future in which women have more opportunities to build prestigious jobs and contribute to the growth and development of this sector.
How has Amazon supported you in your career growth and advancement?
Amazon has played a pivotal role in helping me grow and advance my career, providing me with opportunities for continuous learning, mentorship and support programs to address new challenges.
As a participant in the Amazon Future Leaders Program, I received special support that was pivotal to me as an Emirati working at Amazon, ensuring a clear path for my future and career development.
The culture here is based on the premise that every opinion matters and every observation counts and needs to be taken into consideration, which is an incentive for creativity, innovation and initiative to make decisions with confidence and responsibility, which are key factors to help me expand my skill set and advance my career.
Amazon ’ s diverse work environment, which welcomes everyone equally, makes us all feel valued and empowered to deliver our best in the workplace, supporting the company ’ s vision goals that see our diverse backgrounds as a source of strength and innovation.
How important are government policies in providing job opportunities for women and creating the right environment for women to succeed and prosper?
The UAE ’ s wise leadership believes that gender balance is not just about empowerment in the workplace, but is an important driver of progress and prosperity for the country at all levels.
National strategies and policies, such as the UAE Gender Balance Council Strategy 2026 and the National Policy for the Empowerment of Women 2031, contribute to providing an enabling environment for women of all levels of education and experience to access many opportunities in the field of employment, enabling them to contribute effectively to the country ’ s path towards sustainable development and innovation.
By overcoming gender barriers in the workplace, we open up a wealth of resources and potential that lead to greater achievement, the opportunity to gain more diverse perspectives and thus a successful journey led by collective efforts.
What change do you aspire to see that will increase women ’ s participation in the UAE labor market?
I look forward to a future where the number of women in leadership is not just numbers, but the embodiment of active participation that sets a standard for excellence.
I aspire to see a work environment in which women are encouraged to take up positions in the top leadership of companies and organizations, and women's perspectives and opinions form an indispensable part of the decision-making process.
This paradigm shift requires not only confronting the feelings and attitudes of prejudice we may have about our abilities, but also getting rid of those feelings and attitudes, we need a cultural transformation process in which we witness women supporting women, encouraging them to succeed as a success for all women, and working together to eliminate any form of gender bias.
As the country continues to support and nurture a new generation of women leaders, I hope to see more women in senior and traditionally male-dominated positions, more gender-balanced work environments, and continue to invest in training and mentorship programs that support and encourage women, while giving them equal opportunities to move beyond traditional roles to courageously and confidently reach leadership positions, as Amazon has done for me.
On International Women ’ s Day, what is your advice for women, is there a special message for them on their day?
I recently read that studies indicate that 41% of women do not defend themselves, and this motivates me to send a message to all women on International Women ’ s Day that women trust themselves and their ability, have the courage to make bold decisions, and not allow anyone to question their competence and potential.
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Content: • “Gender Equality Day ” at COP28 brings together ministers and senior officials for a high-level dialogue to support an orderly, responsible, fair and rational transition in the energy sector with a view to supporting the implementation of the goals of the Paris Agreement
• During the meeting moderated by H.E. Razan Al Mubarak, UN Climate Leader for COP28, the Presidency of the Conference announces a new partnership for climate action that supports an orderly, equitable and responsible transition in the energy sector that is gender sensitive
• More than 60 parties support the partnership, which includes a set of commitments that signatories will implement over the next three years before COP31
1.2 billion jobs are at risk due to global warming and environmental degradation, according to the ILO, and women are the most affected by the high proportion of women working in sectors that are more vulnerable to the effects of climate change
• “Gender Equality Day ” is an opportunity to highlight the need for equal opportunities in emerging and affected labour markets
Dubai: COP28 Gender Equality Day featured a series of discussions at a meeting of ministers and senior officials, supported by the UNFCCC Secretariat and moderated by H.E. Razan Al Mubarak, UN Climate Leader for COP28, Chair of the Conference, to ensure an orderly, responsible, fair and rational transition in the energy sector that is gender-sensitive, to support the implementation of the Paris Agreement goals.
The high-level panel concluded with the announcement by the COP28 Presidency of a new partnership for an orderly, responsible, fair and rational transition in the energy sector, supported by more than 60 parties, which includes a package of commitments, including actions related to data, finance and equal opportunities, and will be reviewed at a subsequent meeting at COP31.
According to the International Labour Organization (ILO), 1.2 billion jobs, representing 40% of the global labour force, are at risk from global warming and environmental degradation, [1] and women are expected to be further affected by the rising proportion of women working in sectors that are more vulnerable to the effects of climate change.
Given that the transition to a low-emission and sustainable economy will lead to job redundancies and changes, while creating new jobs, ministers and senior officials agreed on a set of commitments to support women ’ s economic empowerment and ensure that their livelihoods are protected during this transition.
The climate crisis will increase gender inequalities and pose a serious threat to women ’ s livelihoods, health and well-being. In order to achieve an orderly, responsible, just and logical transition in the energy sector, the architecture of the global financial system must be developed, funding must flow to communities and individuals in need, and women ’ s economic empowerment must continue to ensure that no one is left behind.
The new partnership builds on objectives already identified in the UNFCCC Secretariat ’ s Gender Action Plan, which identified activities in five key priority areas to enhance understanding of gender-sensitive climate action. Specifically, the COP28 partnership for an orderly, responsible, fair and rational transition in the energy sector revolves around three key pillars: providing better quality data to support decision-making during transition planning, and increasing the effectiveness of financing flows to regions. Most vulnerable to the impacts of climate change, education and skills and capacity building to support individual participation in transitions.
Sima Researcher, Executive Director of UN Women, called for putting women ’ s and girls ’ rights at the heart of climate action, including COP28, and the need for women ’ s participation in decision-making, as well as promoting inclusiveness in decision-making, so that the perspectives and voices of women, youth, indigenous peoples and other grassroots movements can be presented and amplified from local to global.
By mid-century, climate change is expected to impoverish approximately 158.3 million women and girls globally (16 million more than the total number of men and boys). [2] The current gender data gap needs to be addressed to increase understanding of the impact of climate change on women, to ensure that climate finance meets the needs of women and girls, especially in areas most vulnerable to the impacts of climate change.
The following are the names of the countries supporting the partnership:
1.
ALBANIA
2.
Andorra
3.
Antigua and Barbuda
4.
Armenia
5.
Austria
6.
australia
7.
Azerbaijan
8.
Bangladesh
9.
Belgium
10.
Burkina Faso
11.
Canada
12.
CHILI
13.
CHINA
14.
CHAD
15. 15.
colombia
16.
Comoros
17.
Costa Rica
18.
Côte d'Ivoire
19.
Cyprus
20. 20.
Denmark
21.
Democratic Republic of the Congo
22.
Dominican
23.
FINLAND
24.
FIJI
25.
FRANCE
26.
Germany
27.
Guatemala
28.
Hungary
29.
IRELAND
30. 30.
ISRAEL
31.
Jordan
32.
Kiribati
33.
Kyrgyzstan
34.
Latvia
35.
LEBANON
36.
LESOTHO
37. Mali
38.
MEXICO
39.
Micronesia
40.
Moldova
41.
Monaco
42.
Mongolia
43.
Maroc
44.
Netherlands
45.
Nicaragua
46.
Nigeria, Nigeria
47.
Norway
48.
pakistan
49.
Palau
50.
Paraguay
51. Peru
52.
Poland
53.
Portugal
54.
Rwanda
55.
Serbia
56. Seychelles
57.
Sierra Leone
58.
Slovenia
59.
Sri Lanka
60.
SPAIN
61.
Sweden
62.
Tuvalu
63.
United Arab Emirates
64.
UKRAINE
65.
United Kingdom
66.
United States of America
67.
Uruguay
68.
Venezuela
# Government Data
- Done.
About COP28 hosted by the UAE:
• The UAE will host COP28, at Expo City Dubai, from 30 November to 12 December 2023.
More than 70,000 people are expected to attend the conference, including heads of state, government officials, a number of international industry leaders, representatives of the private sector, the academic community, experts, youth, civil society, indigenous people, and non-state actors.
• Under the terms of the Paris climate agreement, COP28 will see the results of the first global stocktaking of progress in implementing the agreement ’ s goals and the Presidency seeks to provide a comprehensive and decisive response to the outcome that will help put the world back on track for climate action.
• The UAE will lead a process aimed at reaching consensus among all parties and agreeing on a clear roadmap to accelerate progress across all climate action topics, based on the COP8 Presidency Action Plan, which is based on four pillars: accelerating an orderly, responsible, fair and rational transition in the energy sector; developing climate finance mechanisms; protecting people and nature; improving lives and livelihoods; and supporting the previous pillars by fully including everyone in the conference.

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

## Breaking Down Traditional Gender Barriers

### Historical Context
The construction and maritime industries have long been dominated by male workers, with women representing a small percentage of the workforce in operational roles.

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Content: Sawalha: 30,000 recruitment requests for women police and 6% female security workers
The head of the women ’ s police in the Public Security Directorate, Colonel Dr. Dalal Sawalha, said that a qualitative leap has been achieved in the past four years in “empowering ” women in the police force, both at the level of capacity building and at the level of representation, and revealed that 30,000 recruitment applications to join the women ’ s police were submitted through the website of the Public Security Directorate.
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Colonel Sawalha spoke about the most prominent stations that have passed under the leadership of the women police since its establishment in 1972, during a dialogue organized by the Women ’ s Network “Nahdah-Ard ” last Wednesday evening. She also talked about the methodology of developing the work of the women police in terms of justice, equality of opportunities and qualitative and quantitative empowerment of women in the GSS.
The royal will to appoint Sawalha as head of the women ’ s police command was issued on January 15 of this year, and she has served in the GSS for nearly 30 years, during which she held several positions, including director of the women ’ s reform and rehabilitation center and deputy commander of the women ’ s police.
Meanwhile, Sawalha stressed that the support of the Hashemite leadership and the support of the General Security leadership met to develop the methodology of the work of the women police, giving women more opportunities to join the leadership, which was an incentive at the national level for women to move towards the General Security apparatus.
She revealed a series of female police participations abroad, including the participation of 200 Jordanian police in the Arab Cup in Qatar, in addition to the participation of 2,200 police in the Qatar World Cup, saying that they recorded a clear fingerprint in their performance in those participations.
The most important decisions of the development strategy according to Sawalha include studying the strengths and weaknesses, studying the family and social environment of police women to overcome any difficulties they face during their work, including providing custody for their children, adopting a training program for external tasks that ensures psychological preparation for them to be absent for long periods from home, as well as communicating with the families of police to facilitate their various tasks.
She pointed out that the Jordanian police was able to penetrate all fields of the security field, whether in the criminal laboratory where there is a woman judge with the rank of captain, investigation or biological analysis departments, in the Department of Family and Juvenile Protection, the rapid reaction forces, as well as the special task force (SWAT), the tourism police, criminal research, anti-drugs and correction and sports centers.
Sawalha stressed that the methodology of work during the past years aims to increase the efficiency of the women police and increase their representation, where they still represent 6% of the general membership of the GSS, while she said that an internal program recently implemented by the leadership adopted the recruitment of female civilian elements to the military to benefit from existing expertise.
A notable achievement of the leadership has been the frequent participation of women police in peacekeeping forces as observers, in the implementation of Security Council resolution 1325, praising the partnership with the National Commission for Women in the development of the national plan for the implementation of the resolution.
She revealed that the most prominent challenge was the participation of women police in the "peacekeeping companies" in the Congo three times, without registering a single injury or a single return.
“We had our first apprehension in 2020-2021 when, at the request of the United Nations, we decided to send a group of 14 policewomen who were trained to join the companies there.
The policewomen performed highly as certified by the United Nations, where their service lasted for a full year, and the experience was repeated in a second batch a year later and also a third batch of 16 policewomen, thank God no case of re-entry or injury was recorded in the three missions.
In response to inquiries from participants, Sawalha spoke about the implementation of the soft security strategy during the events of the Arab Spring, and the accompanying demonstrations in the Kingdom, saying: “The environment was inflamed while we adopted the soft security policy and highlighted the role of women police in these circumstances, which preserved the stability of the Kingdom. ”
“The ocean was on fire and we were distributing water and flowers to the protesters because the target was reformist, not punitive, and it was planned.
Thankfully, our experience has been a model to follow. ”
As for the integration of the concept of gender in the work of the leadership of the women police, Sawalha said clearly: “We have a concept and a special view of the subject based on our culture, society and values, and on the basis of empowering the most vulnerable groups, and then fair distribution of opportunities, we may be inclined to empower women a little, but our mission is to achieve justice. ”
She said that the commitment of women police to the doctrine of discipline, execution and time management, other than faith and self-confidence, was reflected in the development of the leadership of women police, and the support provided by the leadership at the level of capacity building and the provision of master's and doctoral programs and advanced courses contributed significantly to raising the efficiency of women police officers, including English and French courses.
As for her journey to join the master ’ s program and then her doctorate while she was working, Sawalha said: “I have a bachelor ’ s degree and completed my master ’ s degree, which was the exclusive preserve of our colleagues, and now it is available to all, and I dedicated myself throughout the master ’ s study period with the support of the Agency while retaining my seniority and privileges. ”
As for her doctoral journey, which Sawalha passed with distinction last August, she faced many challenges that were not without determination and determination, and said: “The study coincided with my work as the director of the Women ’ s Reform and Rehabilitation Center, and I faced the challenges of the Corona pandemic.
“The agency supported me at half the cost of my tuition, but it was difficult because of work and I didn ’ t apply for two years of leave. ”
"For me, the doctorate was a personal ambition, and the nature of our work is not to be bored because it is not a luxury.
Thank God I got my doctorate in strategic planning and crisis management. ”

Title:

Content: People 's Daily Online > > Economy and Technology > > Financial Topics in 2022 > > College Students' Employment "Escort Plan"
Prioritize employment to achieve fuller and higher quality employment
Party Group of the Ministry of Human Resources and Social Security
June 16, 2022 08: 22 | Source: Seeking Truth 2022 / 12
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Original title: Adhere to the priority of employment to promote fuller and higher quality employment
Employment is the basis of people's livelihood, expanding employment, creating more jobs, and promoting decent work and all-round development of workers, which plays a very important role in safeguarding the right to subsistence and development of the broad masses of the people.
General Secretary Xi Jinping attaches great importance to employment as the biggest livelihood, and repeatedly stressed that employment is an eternal topic, affecting the lives of thousands of families, and should be well grasped at all times.
We must attach great importance to the employment issue from the overall situation, put the employment work in a prominent position, adhere to the employment priority strategy and active employment policy, and promote the realization of fuller and higher quality employment.
In other words, our country has achieved more employment.
Since the 18th Party Congress, the Party Central Committee with Comrade Xi Jinping as the core has placed the promotion of employment in the priority position of economic and social development, and promoted China's employment work to achieve historic achievements.
In recent years, in the face of the severe impact of the COVID-19 epidemic, all localities and departments have carried out the policies and arrangements of the Party Central Committee and the State Council on "six stability" and "six guarantees", resolutely shouldering the political responsibility of stabilizing employment and ensuring employment.
The scale of employment has continued to expand and the structure has been optimized.
The number of people employed in urban areas has continued to increase, from 372.87 million in 2012 to 467.73 million in 2021.
The unemployment level remains low, and the urban survey unemployment rate has been included in the development target, which is generally lower than the expected control target.
In 2013, the proportion of urban and rural employment exceeded that of rural areas for the first time, reaching 62.7% in 2021, an increase of 13.8 percentage points over 2012.
The employment capacity of the tertiary industry has increased, and the proportion of employees in the first, second and third industries has been adjusted from 33.5%, 30.4% and 36.1% in 2012 to 22.9%, 29.1% and 48.0% in 2021.
The adjustment of employment structure is compatible with the optimization and upgrading of economic and social development, and the labor productivity of the whole society has correspondingly increased from 81,000 yuan / person to 146,000 yuan / person, and more workers have shifted from low-productivity sectors to high-productivity sectors.
The employment of key groups has been stable, and the employment of poor laborers has increased remarkably.
The number of college graduates has increased year after year, and the employment level has remained stable.
The total number of migrant workers increased from 262.61 million in 2012 to 292.51 million in 2021.
The number of people with flexible employment reached 200 million, and new forms of employment have emerged, and employment channels have been broadened.
We will strengthen the bottom line to help the unemployed and achieve a total of 49.49 million new jobs, 15.86 million people with employment difficulties, and zero employment families.
Adhere to employment as the most direct and effective way of poverty alleviation, continue to promote the local employment of poor labor and transfer of employment, the scale of employment increased from 12.27 million in 2015 to 32.43 million in 2020, and carry out subsidized vocational skills training for poor labor force more than 10 million person-times.
Strengthen employment assistance for the poverty-stricken labor force, and maintain the employment scale of more than 30 million people in 2021.
College graduates are a valuable asset of the country, and solving their employment problems is not only related to the realization of personal values and family happiness, but also related to the long-term development of the country and social harmony and stability.
The picture shows that on May 17, 2022, in the college student employment center of Anhui University (Cheyuan Campus), college students consulted on the job information at the special recruitment fair of "Recruiting Talents into Colleges and Universities".
Xinhua News Agency, Xie Chen / photo
Vocational skills training has been strengthened, and the employment service system has been improved.
We should improve the life-long vocational skills training system, strengthen the education of skilled workers, improve the mechanism for training, using, evaluating and encouraging skilled personnel, and improve the quality of workers' skills.
The total number of skilled workers has increased to more than 200 million, of which more than 60 million are highly skilled.
Implement the three-year action to upgrade vocational skills from 2019 to 2021, take 100 billion yuan from the balance of unemployment insurance funds, and adopt various forms to carry out more than 83 million subsidized vocational skills training.
The five-level public employment service network covering provinces, cities, counties, streets (townships) and communities (villages) has been gradually improved, and standardization, wisdom and specialization have been further strengthened.
The scale of the human resources service industry is growing, and by the end of 2021, there were 59,100 human resources service institutions of all kinds in the country.
The employment legal system has been improved, and the rights and interests of workers have been effectively safeguarded.
The Labor Law, the Employment Promotion Law, the Social Insurance Law, the Labor Contract Law, the Labor Dispute Mediation and Arbitration Law, the Vocational Education Law, the Trade Union Law, the Law on the Protection of the Rights and Interests of Women, and the Law on the Protection of the Disabled.
Implementation of standards on working hours, rest and leave, minimum wages, and labour protection for women workers and young workers.
Ratify core international labour conventions such as the Minimum Age Convention, the Employment and Occupation Discrimination Convention and the Abolition of Forced Labour Convention.
We will improve the supervision and law enforcement network at the provincial, city and county levels, supervise and inspect the implementation of laws and regulations by various employers, improve the coordination mechanism of labor relations, standardize labor behavior, protect workers' rights and interests, and maintain overall harmonious and stable labor relations.
Social insurance coverage has been continuously expanded, and the level of protection has been gradually improved.
Correctly understand and grasp the current employment situation
As a developing country with a large population, China is also the country with the richest labor resources, and solving the employment problem is a long-term and major strategic task.
At present and for some time to come, the contradiction between labor supply and demand is still prominent, the international environment is complex and changeable, and domestic economic and social development is also facing some new situations and new problems.
-- From the perspective of the total amount, the employment pressure has been for a long time. In 2010, the working-age population of China aged 16-59 began to decline after reaching a peak of 920 million people, but this decline is only a slowdown in the high level, and due to factors such as education, the time of the working-age population entering the labor market is relatively lagging.
This year, nearly 16 million new laborers need to be employed in cities and towns, plus nearly 10 million registered unemployed people, and the pressure on the total employment is still great.
From the structural point of view, the contradiction between supply and demand matching is becoming increasingly prominent.
The structural employment contradiction will become the main contradiction in the employment field, highlighting the "dilemma" of difficulty in recruiting and employment.
On the one hand, the problem of recruitment of enterprises is prominent, waiters, production operators and other front-line general workers are in shortage all year round, the ratio of skilled personnel has been maintained at more than 1.5, and the ratio of high-skilled personnel is even more than 2.5.
On the other hand, some workers' knowledge and skills can not adapt to the changes in modern industrial development, and it is more difficult to find jobs and employment.
— — From the perspective of key groups, the employment of key groups such as young people and older workers is facing difficulties. The number of college graduates in 2022 exceeded 10 million for the first time, and the incremental growth rate has reached a new high.
At the same time, some new changes have taken place in the concept of job-seeking among young people, which has exacerbated the contradiction between supply and demand.
Some of the older workers' professional skills and innovation ability are not yet able to meet the needs of the market, and employment is also facing some outstanding difficulties and problems.
-- From the perspective of the environment, uncertain and unstable factors have increased.
The COVID-19 epidemic is still raging, the world's economic recovery is weak, and the external environment is becoming more severe and complicated, which will inevitably affect China's economic and social development and have a greater impact on employment.
Domestic economic development is facing the triple pressure of demand contraction, supply shock and expected weakening, and the demand for employment in some industries has decreased, and the pressure on enterprises to stabilize their posts has increased.
In particular, the recovery of the wholesale and retail industries with large employment capacity, such as accommodation and catering, transportation and tourism, is slow, and there is still a process to restore the demand for recruitment.
However, from a comprehensive, dialectical and long-term perspective, there are many positive factors to ensure the stability of the current employment situation.
China's development is still in a period of important strategic opportunities, and the fundamentals of economic stability and long-term improvement have not changed.
The Party Central Committee and the State Council attach great importance to employment issues, adhere to the employment orientation of economic development, deploy and implement a series of policies and measures to promote employment, promote economic growth and a virtuous circle of employment, and provide a fundamental guarantee for achieving fuller and higher quality employment.
China has turned to a stage of high-quality development, and the construction of a new development pattern has accelerated, creating good conditions for long-term stability of employment.
A new round of scientific and technological revolution and industrial transformation have developed in depth, the digital economy and "double innovation" have accelerated development, new urbanization and rural revitalization have given birth to huge development potential, and new employment growth points have emerged.
The synergy of the labor market has increased, the overall education level of the labor force has increased, and the social mobility has become more smooth, which has consolidated the support of human resources for promoting employment.
As long as we give full play to these positive factors and unswervingly do our own thing, we can create a new situation in employment work in response to risks and challenges.
III. Promoting fuller and higher quality employment
Employment affects the overall situation of economic development and improvement of people's livelihood.
We should thoroughly implement the spirit of General Secretary Xi Jinping ’ s important instructions on employment work, practice the people-centered development thinking, continue to do a good job of “six stability ” and“ six guarantees ” work, especially to ensure employment and people ’ s livelihood, and ensure the overall stability of the employment situation.
Stabilize and expand employment.
The key to stable employment is stable employment.
Emphasize the priority orientation of employment, take employment as a priority in macroeconomic regulation and control, and simultaneously assess the impact on employment when formulating major policies, and achieve employment expansion and quality in high-quality economic development.
In light of the changes in the situation, we should adjust and improve policies and measures in a timely manner, and continue to use the unemployment insurance fund to further increase support for job stabilization and training.
We should give full play to the fundamental role of market players in supporting hundreds of millions of people in employment and entrepreneurship, and use policy levers such as capital subsidies, tax relief and social insurance premiums to promote the development of labor-intensive industries and encourage more small and medium-sized enterprises and individual industrial and commercial households to absorb employment.
Stable employment of young people such as college graduates.
College graduates are a valuable asset of the country, and solving their employment problems is not only related to the realization of personal values and family happiness, but also related to the long-term development of the country and social harmony and stability.
It is necessary to expand employment channels, improve policies and measures for market-oriented employment, make greater efforts to tap the potential of jobs in various enterprises, especially small and medium-sized enterprises, and organize grass-roots service projects to create more high-quality jobs suitable for graduates.
Improve the effectiveness of employment services, strengthen the connection of graduate employment, and relevant departments work together to promote employment services to the campus ahead of time, extend the employment services in the school appropriately backward, and run 100 days of network recruitment and other activities.
Implement a special plan to support youth employment and entrepreneurship, launch a plan to recruit millions of jobs and apprenticeships, and strengthen long-term unemployed youth assistance.
This year, it is necessary to continue to do a good job of "six stability" and "six guarantees", especially to ensure employment and people's livelihood.
On February 8, 2022, workers take the D1869 train from Zunyi City, Guizhou Province to return to work in Guangdong Province.
The train is the first special train to return to work in Guizhou Province this year.
Xinhua News Agency, Bao Liang / photo
Stabilize the scale of migrant workers, especially those who are out of poverty.
Peasant workers are the main body of China's industrial workers and an important force in the country's modernization drive.
Statistics show that the contribution of labor income to the increase of farmers' income is more than 40 percent.
It is necessary to make good use of the two channels of going out to work and nearby employment to continuously promote the employment and increase income of rural migrant workers.
Deepen the action of labor brands to promote employment, cultivate a number of labor brands with regional characteristics, industry characteristics, and skills, and give play to the role of promoting employment and entrepreneurship and promoting industrial development.
In conjunction with the Spring Breeze Action, we will pay close attention to the demand of migrant workers returning home and returning to work, carry out employment services according to local conditions, strengthen care and care for migrant workers, and carry out various forms of warmth sending activities.
Focusing on the national rural revitalization of key counties and relocation of large resettlement areas, maintaining the overall unchanged support policies, financial support and support forces, strengthening employment promotion and skills upgrading, stabilizing the employment scale of the poverty-stricken population, and resolutely preventing large-scale return to poverty.
Promote large-scale vocational skills training.
Improving the quality of employment, alleviating structural employment contradictions, and improving the skills of workers are the key.
It is necessary to strengthen employment orientation, adapt to market demand, carry out special training for key industries of key groups, and provide skilled personnel support for high-quality economic development and industrial transformation and upgrading.
Closely around the transformation and upgrading of the manufacturing industry, multi-channel funds to increase investment, and accelerate the training of innovative, skilled and applied talents to meet the actual needs of industrial development and enterprise positions.
We will improve the policy system and system for the development of skilled personnel, improve the system for the release of new job information and the mechanism for the development of professional standards, and broaden new fields of employment.
"We should vigorously promote the spirit of model workers, the spirit of labor, and the spirit of craftsmen," he said.
Improve the quality of employment services.
Employment service is an important means to expand employment stably and defuse frictional unemployment.
It is necessary to carry out in-depth projects to improve the quality of employment services, promote workers' enjoyment of policy services in their places of residence, make overall plans to carry out special activities for various employment services, and improve the efficiency of market matching.
Refinement of specific measures to recruit workers in service enterprises, strengthen the normalization of employment services in key enterprises, and effectively alleviate the problem of recruitment difficulties in enterprises.
Cultivate and strengthen the market service force, promote the innovation and development of the human resources service industry, carry out the human resources service industry to promote employment action, and expand the supply of employment services.
Promoting entrepreneurship leads to employment.
Entrepreneurship is the source of employment, and flexible employment is the "reservoir" of employment, which is of great significance for stabilizing and expanding employment.
It is necessary to deepen the reform of "management service", vigorously break down the barriers that bind entrepreneurship, strengthen entrepreneurship support, and continue to stimulate the enthusiasm of workers to start businesses.
Optimize policies such as venture guaranteed loans, strengthen the construction of incubation bases and other carriers, increase support for various groups in entrepreneurship, and carry out a series of activities such as the fifth "China Wing" Entrepreneurship and Innovation Competition.
We will improve the policy of flexible employment of labor and social security, implement special actions for the protection of the rights and interests of workers in new forms of employment, carry out pilot projects for the protection of occupational injuries of workers in new forms of employment, promote a number of standardized experience in the construction of the gig market, and support the healthy development of flexible employment.
The bottom line of people's livelihood in employment groups such as difficult people.
To ensure the basic livelihood of the unemployed and to promote employment as soon as possible is related to the basic livelihood of the people and social stability.
It is necessary to unblock the channels of assistance for the unemployed, improve the linkage mechanism of unemployment registration, vocational guidance, skills training, job recommendation, and life security, and carry out normalized employment assistance.
We will strengthen employment assistance for people in difficulty, focusing on long-term unemployed people, elderly and low-skilled people, disabled people, and retired fishermen, focusing on employment challenges, implementing three years of action to promote employment for the disabled, and ensuring that zero-employment families are dynamically cleared through public welfare positions where employment is difficult to achieve through market channels.
To prevent and correct gender discrimination in employment and ensure women's equal employment rights and interests.
We will continue to do a good job in the distribution of unemployment insurance funds and minimum living security benefits, and provide temporary assistance in a timely manner to ensure the basic livelihood of the unemployed.
Avoid the risk of unemployment at the bottom line.
In the face of complex situations, it is necessary to enhance risk awareness, strengthen bottom-line thinking, and ensure that large-scale unemployment risks do not occur.
Pay close attention to the changes in the economic and employment situation, continue to do a good job of routine employment statistics, strengthen the analysis of big data, and improve the mechanism of multi-party consultation and judgment.
We will closely track the employment changes of key industries, groups and regions, strengthen the analysis of the employment impact of major policies, dynamically capture the signs of risk, predict the trend of risk in advance, and strengthen policy reserves.
We will continue to carry out special actions to clean up and rectify the order of the human resources market, investigate and deal with false and fraudulent recruitment in accordance with the law, crack down on employment discrimination and illegal intermediaries, and earnestly safeguard the legitimate rights and interests of workers.
(Editor: Cao Miao, Li Yuan)
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However, recent initiatives and changing attitudes are creating new opportunities for women to enter and thrive in these fields.

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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

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A healthy woman is a wealthy nation: a key to Africa’s prosperity

Gender inequality and barriers to healthcare limit women’s participation in economies

27 March 2022 - 17:19 By Abofele Khoele

As Africa works towards greater gender equality, we need to ensure the efforts made — such as new laws and frameworks — translate into real change for women. We achieve that by ensuring women and girls have access to education at a primary, secondary and tertiary level and that they are able to benefit from skills training and business development opportunities. We need to make sure that, as the heart of our families and our communities, they are able to access essential services so they can be empowered. A critical part of these essential services is access to quality healthcare...

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?

commit to gender equality in hiring practices

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

mentorship opportunities
inclusive policies

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?

commit to gender equality in hiring practices

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

mentorship opportunities
inclusive policies

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?

commit to gender equality in hiring practices

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

mentorship opportunities
inclusive policies

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?

commit to gender equality in hiring practices

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

mentorship opportunities
inclusive policies

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

### Key Factors in Breaking Barriers

1.

Title:

Content: From education to employment

Change must be accelerated for women to be successful in the workplace

University of Salford Business School marks International Women’s Day with roundtable of inspiring Greater Manchester women

To mark International Women’s Day 2023, University of Salford Business School welcomed inspiring women from the Greater Manchester business community to a roundtable conversation to tackle this year’s theme – embrace equity. The roundtable debated how far barriers faced by women in the workplace have been broken down.

Moderated by Claire-Marie Boggiano, Director and Coach, Lurig Leadership and Change, participants told stories about their own lived experience of the barriers they’ve faced throughout their careers. They also shared their thoughts on what they believe business leaders and policymakers need to do to fully embrace equity.

While there has been considerable progress on some measures in the last 48 years, since 1975 when the UN officially recognised the 8 March as International Women’s Day, the current landscape for women in business and working parents remains challenging. Recent data from Pregnant Then Screwed revealed three-in-four mothers (76%) who pay for childcare, say it no longer makes financial sense for them to work. In addition, while the latest FTSE Women Leaders Review revealed women now make up 40% of FTSE 350 boards, only one-third are in leadership positions – on the current trajectory, it’s expected to take approximately 70 years for an equal split.

The barriers women continue to face in the workplace

During the roundtable, Dr Ayesha Chowdhury, Lecturer in Law, Salford Business School shared her experiences of juggling a career and family life. She said:

“The prime time to raise a family coincides with important career milestones and in my case, finishing my PhD. At just 35 I was classed as a high-risk ‘geriatric mother’ and there’s little support in place for those managing being the matriarch of their family, while trying to develop professionally. We should be focusing on how we can get more women into the workplace, not putting up barriers that make life more difficult.

“My advice for anybody looking to progress/starting out in their careers, is to know their priorities when they’re planning their future. We often plan the professional aspects but forget our personal priorities. Women also need to stop apologising just for being a woman or a mother. When we do this, we bring ourselves down unconsciously, but we really need to be doing the opposite.”

Claire-Marie continued: “We fare the worst in the developed world when it comes to cost of childcare and then to add to this, when we hit our 50s, we face another huge barrier in the menopause. In addition to managing the effects of the menopause we’re juggling so much, typically caring for elderly parents, still having teenage children at home and a busy household to run, on top of navigating the world of work which really isn’t set up for us to operate successfully. It’s no wonder women in their 50s are leaving the workforce in their droves, as it’s an impossible situation to manage.”

Rebecca Collins, Managing Director, Organisational Design Consultant and Executive Coach, Chapel House Training and Consultancy, and Honorary Industry Fellow at Salford Business School, said:

“The fact there’s a strategy in place to entice older women back into the workplace showcases we’ve really not come a long way. What we are also seeing is women harnessing their entrepreneurial skills and circumventing those organisational barriers by creating their own spaces and setting up their own companies, as they just couldn’t get to where they wanted to and into those board level positions they deserve in the corporate world. The other sad reality is that on many occasions, women can be a barrier to other women, forgetting sometimes the difficulties they faced once. They are able to affect meaningful change or sometimes take the attitude that because they had to fight tooth for their success, so too should the next generation of women in the workplace.”

Liz Larner, Deputy Dean, Salford Business School, continued:

“As a mother to daughters, the fact that the gender pay gap continues to exist is embarrassing. It’s also impossible for many women to come back to the workplace due to the sheer fact they simply cannot afford to without cost-effective childcare.”

Kate Palmer, HR Advice and Consultancy Director, Peninsula, and Honorary Industry Fellow at Salford Business School added:

“Upon doing the Myers-Briggs personality test, my most dominant colour was green which is typically diplomatic and caring. When I did this, it was frowned upon though as this isn’t seen as strong. There’s a perception that women are fluffy, but we’re not. Women are strong and the opinion that we’re weak needs to change, even if our personality type is more caring than fiery and competitive.”

Taking action to break down barriers and embrace equity

To make matters worse, the Retained EU Law (Revocation and Reform) Bill is rapidly progressing through Parliament and proposes the removal of 4,000 employment-related laws. Many of these protect women in the workplace, for example, equal pay, protection against maternity and pregnancy discrimination, paid maternity and parental leave, as well as protection against unfair treatment such as unfair dismissal or being overlooked for promotion while on leave. While the impact of this proposed change is not known, it is highly anticipated that the result will make work more challenging for women.

Dr Francine Morris, Associate Dean for Enterprise & Engagement, Salford Business School, said:

“It’s worrying that to this day the gender pay gap actually fluctuates around what men are doing. For instance, when mens’ pay goes into decline or more men leave the labour market, the gender pay gap starts to close. Then there’s the pension gap – when we temporarily leave the labour market for caring reasons, we experience a gap in our pension contributions; meaning we’re more likely to struggle with financial instability later in life than men.

“We need more women on boards and not just in advisory board member positions – in leadership roles, so they have a real say and can embed real change. Government policymakers should be implementing a minimum quota for women in leadership roles on boards, then we’ll start to see genuine improvement.”

Louise Hall, Lecturer in Law (Practice), Solicitor and SILKS Lead, Salford Business School, added:

“Beyond teaching our daughters to use their voice, it’s essential we also teach our sons. The next generation gives me hope as they’re not afraid to speak up for what they believe in. They won’t stand for tokenism and that’s the level of appetite for change we need in the world.”

Dr Kathy Hartley, Lecturer in People Management, Salford Business School, continued:

“How we structure organisations and that organisational design piece needs to be addressed by some workplaces. They are often built around traditional, male hierarchical ways of working and a lot women prefer to work in a different way. As women, we have different experiences and we can bring a lot to the workplace from other areas of our lives. Many of our skills are transferrable and this isn’t always valued, as it doesn’t necessarily fit into traditional ways of operating or career frameworks used by organisations, and I think that needs to change.”

Mary Fashanu, Agile Delivery Manager, CAVU, and entrepreneur, commented:

“If a company wants to improve on equality, diversity and inclusion they need to be doing it at board level and there should be a woman leading that conversation, not others speaking on our behalf. More and more are being vocal and not accepting, which gives me hope for the future.”

Kate continued:

“Something that’s always resonated with me is that I believe women can have it all. It might not all be perfect all of the time, but we can. We can progress in our careers and be successful, while having a family. But some things, like picking the kids up from school every day, may slide and it’s important we’re not hard on ourselves for that.”

Rebecca concluded:

“A lot of organisations are re-evaluating the world of work and while it’s slow to yield results, leaders need to start thinking differently and holistically to see the change we all want and need.”

Recommend0 recommendationsPublished in Education, Work and leadership

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**Policy Changes and Government Initiatives**
   - The UAE has demonstrated leadership in promoting gender balance through concrete commitments, with the private sector pledging to increase women's representation in leadership positions to 30% by 2025

Title:

Content: Only 8.9% of women in leadership positions: the government ’ s goal of 30% is not yet achievable
Society Politics
It has been 35 years since the Equal Employment Opportunity Act came into force in 1986, but many company executives still believe that tea should be served by women and men cannot take long-term parental leave.
When will the Government's goal of at least 30 per cent women in leadership positions be achieved?
According to data from the research company Teikoku Databank, which analyzed data on women ’ s employment in 24,285 companies across the country in July 2021, the percentage of women managers increased by 1.1 points compared to the previous year to 8.9% and reached a new record level since the beginning of such studies in 2013.
The government ’ s target of 30% or more for women in leadership positions in areas such as politics and economics by 2020 has not been met, and has been reformulated as “about 30% as soon as possible in the 2020s. ”
According to the survey, only 8.6% of companies had 30% or more of their female CEOs, while 45.2% had no female CEOs at all.
It seems that the goals of the government are very far from the real situation.
At the same time, the share of women among managers was the highest in small companies - 11.9%, and in large companies it was only 5.9%.
By industry, this figure was the highest in retail sales and real estate, accounting for 15.3% in both areas.
Photo to the title: PIXTA
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How has the level of discrimination for female employees in the construction industry changed over recent decades?

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

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

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

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

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

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

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

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

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

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

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