# Report: Advancing Gender Equality and Diversity in Construction and Heavy Machinery Operations

## Executive Summary

Women are increasingly breaking into traditionally male-dominated fields, including crane operation and heavy machinery work in construction and maritime industries.

This report examines how gender barriers are being dismantled and provides recommendations for making construction companies more attractive and welcoming to women operators.

## Breaking Traditional Gender Barriers

### Evidence of Progress

The construction industry is witnessing a significant shift toward gender inclusivity.

In Jordan, female participation in public security has reached 6% of total public security personnel, with women successfully penetrating every field of security work, including specialized units like forensics, investigations, and rapid response forces.

This demonstrates that women can excel in roles previously considered exclusively male domains.

In the private sector, Tata Steel Meramandali in India has made history by assigning female employees to operate Stacker-cum Reclaimer (SCR) raw material handling systems and Hyva operations - roles traditionally held by men.

This milestone represents

# Report: Advancing Gender Equality and Diversity in Construction and Heavy Machinery Operations

## Executive Summary

Women are increasingly breaking into traditionally male-dominated fields, including crane operation and heavy machinery work in construction and maritime industries.

Title:

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

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

Monday November 27, 2023,

9 min Read

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

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

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

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

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

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

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

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

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

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

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

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

Creating inclusive workplaces

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

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

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

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

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

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

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

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

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

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

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

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

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

Evolving HR practices

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

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

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

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

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

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

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

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

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

Role of women founders in steering gender equity

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

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

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

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

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

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

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

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

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

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

Empathy and understanding

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

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

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

Levelling the playing field for women

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

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

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

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

(Feature image: Nihar Apte)

Edited by Swetha Kannan

Title:

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

Title:

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

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

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

This report examines how gender barriers are being dismantled and provides recommendations for making construction companies more attractive and welcoming to women operators.

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 ».
Print

Title:

Content: Work environment and limited projects.
The main obstacles to women ’ s economic empowerment
The report of the first quarter of the Executive Program of the Economic Modernization Vision (2023-2025) showed that the main obstacles and challenges in the women empowerment sector are limited projects, as well as the inadequacy of the working environment for women, in addition to the reluctance of many home-care owners to register their nurseries officially, and the focus of most projects of international organizations working in women empowerment on capacity building.
Add Announcement
On the other hand, the report showed the most prominent details of what has been achieved in the empowerment of women, pointing out that it is the amendment and approval of the system of nurseries for the year 2024, in order to encourage the establishment of nurseries service for children, and enable working women to continue working.
The amendment includes canceling the renewal of the annual license for all types of nurseries, canceling the license for home nurseries, approving registration only by the Ministry of Social Development, allowing a longer waiting period for children up to 9 years old, developing a new profession called the management and operation of nurseries in public workplaces, canceling the approvals of the Ministry of Health and Works to obtain licenses for all types of nurseries.
In addition, the draft instructions on the system of nurseries, which include instructions for private nurseries, instructions for the establishment of nurseries in public workplaces, and instructions for the management and operation of nurseries in public workplaces, have been finalized and are being discussed with stakeholders, to be submitted to Her Excellency the Minister of Social Development for approval.
As for the legislative amendments to enhance women's economic participation and legal protection, the Regulations for the Protection of Pregnant Women, Nursing Women, Persons with Disabilities and Persons Performing Night Work were issued for the year 2023, in accordance with the provisions of article 69 (b) of the Labour Law No. 8 of 1996, as amended.
Work is under way to review the flexible work system within the Labor Law, to be issued later, and to develop a national index to monitor and track women's economic participation, which measures the progress of women's empowerment in the economic, political and social fields during the first quarter of the year.
The Department of Statistics, the Ministerial Committee for the Empowerment of Women and the relevant government agencies are reviewing the proposed indicators in preparation for submission to the Supreme Steering Committee of the National Index.
As for the vocational and technical education, training and employment sector, the most important achievement was the preparation of impact division studies for programs related to the labor market, where the necessary data related to amendments to the inspection laws, regulations and instructions were collected during the period from 2017 to 2023, as well as data on the number of inspectors during this period.
Interviews were also held with concerned directorates managers and some inspectors to identify the most important developments in the inspections, compare the inspection procedures before and after the introduction of the central control room, and establish a unified information system to link education outputs with the labor market.
The pilot version of the Labour Market Information System was launched in cooperation with the Ministry of Digital Economy and Entrepreneurship by activating the private server https: / / delmis.mol.govjo of the Labour Market Information System and activating access to the link.
The database was prepared for the purpose of recording the data of the institutions included in the National Qualifications Framework, where the Authority listed four institutions during the first quarter of the year.
The draft professional standards were prepared in cooperation with sectoral skills councils and the methodological private sector, curriculum development with the technical support of the German Agency for International Cooperation, and the development of digital skills curricula for public school students, teacher guides, and activity books for individual grades 1 to 11.
Read more:
Low economic participation of women.
What are the solutions?

Title:

Content: Our readers are Instagram users
You can now follow the latest news for free through our Instagram account
Click here to subscribe
LONDON (Reuters) - The scarcity of women in senior management positions at Britain ’ s biggest companies is “worrying ” despite advances in their presence on corporate boards, according to a study published Monday.
A statement by the authors of the report from Cranfield University and EY said that the appointment of women to senior positions as director or general manager shows a “frightening ” lack.
So 91% of women on the boards of the FTSE 100 index, which includes the top 100 ratings on the London Stock Exchange, are “not in the executive category. ”
Only 18 female directors and nine female directors general.
The situation is similar in the FTSE 250, the second index of the London Stock Exchange.
Actual equivalence
EY partner Alison Kay said in a statement that "FTSE companies are increasingly reaching the 'set' ceiling while still far from the real goal of 'distributing the power and influence necessary to achieve de facto parity' in the UK business world.
Kay stresses that companies not only have to be satisfied with the set ceiling, but must adopt “key changes that will help transform their organization for the better. ”
According to a study recommended by the British government and published in February, the number of women on FTSE 100 boards rose in ten years from 12.5% to 40%, second only to the French CAC 40 index by 43.80%.
In April, the UK market regulator increased pressure for greater diversity in UK listed companies, particularly to encourage them to reach the voluntary threshold of 40% women on boards.

Title:

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

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
Small number
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)
Share it so more people can see it.
Back to top

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

Title:

Content: Health · Life
Members of the Committee on Women ’ s Issues Speak Out
Improving Joint Interviews Mechanism on Gender Discrimination in Employment
Jiang Ruojing
March 07, 2023 07: 58 Source: Beijing Youth Daily
Tomorrow is March 8 Women's Day, and at the annual national two sessions, women's related topics can always arouse a lively discussion of the deputies and members.
With the continuous development of China's economy and society, the status of women has been improved as never before.
In order to better protect the rights and interests of women and promote the development of women, the deputies brought their own thoughts and suggestions from the perspectives of women's rights and interests, marriage and child issues, and employment issues.
National People 's Congress deputy Luo Weihong
More substantive gender equality needs to be pursued in life
Recently, the North University female student dialogue Ueno thousand Tsuruko news on the hot search, causing all parties to heat up, which extends the problem of female marriage.
In an interview with the Beijing Youth Daily, Luo Weihong, a deputy to the National People's Congress (NPC) and deputy chairman of the Standing Committee of the Hangzhou Municipal People's Congress of Zhejiang Province, said that the choice of "unmarried" women should be respected, and the elderly single women should be included and cared for, rather than discriminated against.
Respect the unmarried choice of some women
On the attitude of some women who choose not to marry, Luo Weihong believes that they should show understanding and respect for their choice.
"At present, many women are more and more independent, they have their own career pursuit and value orientation, they can rely on their own strength to break out of a world, instead of having to rely on their husbands to achieve their own values."
When they have a successful career, or if the income is enough to support themselves, there may be some women's needs for the family and their attachment to men will be diluted, so they choose not to marry, which may be one of the results of a high degree of social development, I think this is understandable, to respect their choice. "
"However, from another perspective, if they choose not to marry, it may lead to a decline in the birth rate, insufficient labor force, and even affect the sustainable development of society to a certain extent."
The government can, on the basis of respecting its wishes, give appropriate guidance or use policies to encourage it to establish the concept of marriage and family, "Luo said.
Include and care for "single" girls
"Now some people like to use this word to describe some unmarried women, especially some girls in their thirties who are unmarried, often wear this hat, I think they should not be belittled."
Objectively, there are indeed some girls because of various reasons' single ', I think it can be divided into two situations, some are subjective choice not to marry, but also some may be objective reasons, there is the will to marry, but have not met the right person.
These two groups may have to be guided in different ways. "
Luo Weihong believes that it is necessary to grasp two key words - tolerance and care. "For this part of the 'single' girls, do not arbitrarily give them hats, but to accommodate them, and give care and care.
For those who are not willing to marry subjectively, they can appropriately use policy incentives and positive guidance on the basis of respecting each other; if they have not met the appropriate other half objectively, they can create opportunities and build a platform to help them find the other half.
Working towards substantive equality between men and women
Luo Weihong is also concerned that there is indeed discrimination against women in the workplace.
"Some people simply think that women are inferior to men, and this concept should be abandoned."
Some companies find that the other side is a woman of childbearing age when recruiting, worried that she will have children in the future to affect the work will not recruit, this objectively caused by the 'discrimination' of women, if it is from the perspective of the employer is understandable, but we must also think more ways to resolve this dilemma. "
In the actual visit, Luo Wehong heard a lot of appeals, such as some principals, kindergarten directors, hospital leaders said that they hope to allocate more units with more lesbians to alleviate the pressure on some female employees when they take maternity leave.
"Maternity should not be just a woman's thing, but need to mobilize all parties to support her, including allowing men to take paternity leave, establishing a maternity support fund, etc., to give women employees more units with appropriate compensation, ease their employment pressure, so that women employees can boldly give birth, so as to create a more friendly work environment and social environment for women."
"Although the Constitution provides for equality between men and women, there are still some inequalities between men and women in real life." Luo Weihong appealed. "On the one hand, women should stand on their own strength, self-respect and self-love, and use their own practical actions to prove themselves and live a wonderful life.
Text / This newspaper reporter Jiang Ruojing
Lin Yi, member of the CPPCC National Committee
Strengthening male parenting responsibilities can increase women ’ s willingness to bear children
Employers, as the main body of employment, play an important role in creating an equal employment environment.
Lin Yi, a member of the National Committee of the Chinese People's Political Consultative Conference (CPPCC), a member of the All-China Women's Federation (ACWF) party group, and a member of the secretariat of the ACWF, presented a proposal on adopting positive measures to encourage employers to create an equal employment environment for
Lin Yi suggested that efforts should be made to create an equal employment environment for women by implementing the newly revised law on women's rights and interests, improving the mechanism for reasonably sharing labor costs for maternity leave, implementing male child-rearing responsibilities, and commending employers who have made outstanding achievements in creating an equal employment environment for women and men.
Creating a gender-equal employment environment
Incentives are insufficient.
A survey of 1,043 enterprises in 29 provinces, autonomous regions and municipalities by the Women's Institute of the All-China Women's Federation in 2022 shows that since the implementation of the "three-child" maternity policy, 25.39% of male enterprises interviewed admit that there are only recruitment. In the case of male preference under the same conditions, 63.40 per cent of the 930 enterprises surveyed with female workers giving birth did not implement the policy of extending maternity leave.
At the same time, the survey found that 43.81 percent of the enterprises surveyed said that the cost of childbirth accounts for more than 0.5 percent of the total wage, 82.36 percent of the enterprises want to subsidize their social insurance contributions for the period of maternity leave (including extended maternity leave), 74.40 percent want to extend the maternity leave allowance to be paid by the basic medical insurance of employees, and 48.71 percent want to cut taxes appropriately for enterprises that year. The government is expected to give priority to procuring products or services from companies with a certain proportion of female employees.
Implementation of male child care responsibilities
Balancing gender differences in labour costs
In response to this situation, Lin Yi suggested that positive measures should be taken to encourage employers to create a gender-equal employment environment.
In particular, the first is to implement the newly revised Law on the Protection of Women's Rights and Interests.
The newly revised Law on the Protection of Women's Rights and Interests lays down key provisions on eliminating gender discrimination in employment, clarifying the situation of gender discrimination in employment, channels for relief and legal responsibilities.
It is recommended that the Ministry of Human Resources and Social Affairs promptly revise the "Regulations on Labor Security Supervision" and other supporting regulations and policies to include gender discrimination in employment in the scope of labor security supervision, and guide all localities to strengthen the supervision of gender discrimination in recruitment, admission, promotion, promotion, training and dismissal.
At the same time, improve the joint interview mechanism on gender discrimination in employment, conduct interviews with employers who infringe on women's labor and social security rights and interests, correct enterprises' illegal acts, and create a good environment for women's fair employment.
Second, improve the maternity leave employment costs reasonable sharing mechanism.
It is suggested that the financial and taxation departments strengthen research and give preferential policies such as tax relief or subsidies to enterprises with a large number of female workers, so as to alleviate the pressure on the employment costs of enterprises due to the increase in the number of female workers.
The third is the implementation of male parenting responsibilities.
The implementation of parental leave and paternity leave for men can balance the gender gap in the cost of maternity work and create an employment environment conducive to fair competition.
At the same time, it can also strengthen male child-rearing responsibilities and share the pressure of female child-rearing, which is conducive to improving female childbearing willingness.
Local population and family planning regulations generally set paternity leave and parental leave for men, which will help men to participate in childcare to some extent, but in reality, the proportion of male leave is not high.
It is recommended that the State take effective measures to ensure that men enjoy full parental leave.
The fourth is to commend employers who have made outstanding achievements in creating an environment of equal employment for men and women.
It is recommended that the departments of people's society, trade unions and other departments include the establishment of an annual report system on gender equality for male and female workers in employment, training, promotion, promotion and separation, and the creation of a gender-equal employment environment for women and men.
It is suggested that activities to find and select "socially responsible enterprises for equality between men and women" should be carried out, and enterprises with outstanding performance should be commended and publicized.
By this reporter Zhang Yuemao
Yuan Yaxiang, member of the CPPCC National Committee
Solving the problem of "glass ceiling" in the rising space of female science and technology talents
At present, women have great intellectual potential in science, technology, engineering, mathematics (STEM) and other fields, and are a key force in the development of scientific and technological innovation.
Fully tapping the potential of women to participate in scientific and technological innovation and stimulating the growth and vitality of female scientific and technological talents is an important guarantee for implementing the strategy of strengthening the country with talents and implementing the strategy of innovation-driven development.
Yuan Yaxiang, a member of the National Committee of the Chinese People's Political Consultative Conference (CPPCC) and vice-chairman of the China Association for Science and Technology (CAST), called on relevant departments to raise the awareness of gender equality in the field of science and technology in the process of policy formulation and implementation.
Women in science and technology are often underestimated.
Yuan Yaxiang said that although the work of female scientific and technological talents has gradually been recognized at more and more levels, there are still many problems in the actual implementation.
The ability of female scientific and technological talents is often underestimated, competition opportunities are still weak, the phenomenon of "leakage pipeline" is obvious, and the construction of talent echelon is weak.
In China's existing scientific and technological evaluation system, the proportion of women in academic committees and project review members at all levels is often extremely low or even zero, and in the decision-making level, the voice of women is almost annihilated.
Yuan Yaxiang said that the current situation of women leading scientific and technological talents and the serious lack of participation in high-level decision-making are worrying.
For example, the National Natural Science Foundation of China 1998-2022 outstanding youth fund projects 5022, of which women 521, accounting for 10.37%; 2016-2022 basic science center projects a total of 73, women only 3, accounting for 4.11%.
At present, the Chinese Academy of Sciences has a total of 830 academicians, of which only 57 are women, accounting for 6.87%.
The Presidium of the Chinese Academy of Sciences has 23 members, all of whom are men.
There are 39 members of the Presidium of the Faculty of Engineering of the Chinese Academy of Engineering, and only one woman.
Of the 21 members of the Council of the Royal Society, 11 are women, accounting for 52.38%; the leading bodies of the American Academy of Sciences (Officers and Councillors) have a total of 17, of which 10 are women, accounting for 58.82%.
Eliminate prejudice against women in scientific research.
In this regard, Yuan Yaxiang suggested that we should strengthen publicity, enhance the awareness of gender equality in science, and fully emphasize the key role of women in scientific and technological innovation.
At the same time, it is necessary to strengthen the correct guidance for women to engage in scientific research in their infancy and childhood, so as to attract more women to engage in scientific and technological innovation and eliminate prejudice against women in scientific research.
In terms of promoting the quota system, Yuan Yaxiang suggested that the minimum proportion of female scientific and technological talents should be stipulated in scientific and technological decision-making units such as academic committees, projects and talent evaluation teams at all levels.
Fully enhance the participation of female scientific and technological talents in the evaluation and decision-making of important matters, and effectively enhance the voice of women.
In scientific research institutions and scientific and technological community institutions, it provides a powerful platform for women scientific and technological workers to strengthen cooperation and "warm up".
Give skewed support during critical periods
"In the key period of women (reproductive period, lactation period, etc.) to give policy tilt support." Yuan Yaxiang suggested, increase the proportion of support for women from all sides, such as promotion of titles, project review, and awards.
Appropriate relaxation of all kinds of talent programs and projects with age restrictions for women.
To improve the participation of women in scientific and technological innovation, we must not only support outstanding female scientific and technological workers, but also support more female workers who are currently in the difficult stage of scientific and technological development, so as to provide the most important impetus for them to give full play to their scientific and technological initiative and innovation ability.
In addition, Yuan Yaxiang proposed to establish a mechanism for high-level female scientific and technological talents to stand out and solve the "glass ceiling" problem in the female rising space; formulate preferential policies to encourage female scientists to assume high-level and major types of project leaders; support and train more high-level female scientific and technological talents and reserve teams; actively recommend female scientific and technological workers to serve in domestic and foreign scientific and technological organizations; Percentage of science and technology workers selected.
By Liu Yilong, reporter of this newspaper
National People's Congress deputy Yang Miao-miao
Advances in automotive technology help increase the number of female bus drivers
As a newly elected deputy to the National People's Congress, Yang Miao Miao, a bus driver from Anhui's Bengbu Bus Group, has rooted in the frontline for 30 years, showing the charm of female drivers to the public with professional skills and smile services.
She told the Beiqing Daily reporter that the misunderstanding of "female drivers" in society should not exist, in fact, for the city bus driving, the advantage of female drivers may be greater.
There is a growing misunderstanding of female drivers.
In 2009, Bengbu bus group reform, in order to give full play to Yang Miao 's typical demonstration role, the company sorted and refined her work experience, forming a "seedling service standard" system. In 2011, Yang Miao as the representative of 40 The remaining elite drivers formed the "107 Miao Miao Line".
"'Miao Miao line' male and female drivers accounted for half," Yang Miao Miao said.
However, I do not know when to start, the society for female drivers this group of misunderstanding and stigmatization more and more serious, "a lot of people say brake, throttle, regardless of the front and rear are female drivers, in fact, men will appear similar situation." Yang Miaomiao said, we will naturally think that men are better at mechanical operation, but in her side, many women do this work is also very good.
At present, women drivers account for at least one-third of the bus drivers in Bengbu, and Yang Miao is proud and proud to see such a proportion.
There are many advantages for women driving public transport.
"Thirty years ago, I drove a two-car bus with a turntable in the middle, and the steering wheel of the old liberation gasoline car was heavy, and the turn was particularly laborious." Yang Miaomiao recalled that every turn in the past, she needed to take a deep breath, two hands one after the other, and the waist also followed the effort to hit the direction.
Now the pure electric car, no gear and clutch, the steering wheel has the help, greatly reducing their labor intensity, women driving the bus has become a lot easier.
More importantly, Yang Miao-Miao observed in his work that women have many advantages as bus drivers.
The city's public transport does not require fast speed, smooth and safe is the first place, in addition, the bus belongs to the service industry, women's minds are delicate, in addition to the advantages of smile service, in the face of passengers' complaints and uncivilized behavior, the patience of female drivers is also higher.
Yang Miao-miao also observed that when urban roads are congested, many male drivers with a temper will commit "road rage", and the probability of such a situation among female drivers is relatively small. "In short, we girls do not give up their eyebrows." Yang Miao-miao laughed.
Male drivers should be included in special jobs
"At present, the legal retirement age for bus drivers is 60 years old for men and 50 years old for women."
In fact, after the male enters the age of 50, physical strength and eyesight will decline, so it is not suitable for the driver's work, it is necessary to change jobs.
"We hope to include male bus drivers in special jobs so that they can retire early," he said.
Author / reporter Wang Jingyi
This edition of the Coordinator / Xu Feng Lin Yan
(Editor: Sun Hongli, Yang Di)
Related News

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

How has the 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?

## Breaking Traditional Gender Barriers

### Evidence of Progress

The construction industry is witnessing a significant shift toward gender inclusivity.

Title:

Content: More than half (56%) of women in tech have seen levels of gender equality improve in their organisation over the past two years, with a further 70% agreeing that their skills and experience were considered ahead of gender when applying for their first role in IT or tech.

This progression in such a short space of time represents a positive step towards sector inclusivity.

But the findings from Kaspersky’s global Women in Tech report, Where are we now? Understanding the evolution of women in technology, also highlight that there is still room for improvement.

The idea of gender equality represents more than just physical bodies through doors. It is also the notion of perceptions, feelings, stereotypes and opportunity.

To this end, a positive sign of progression comes from more than two-thirds of women (69%) now feeling confident that their opinions are respected from the very first day in a tech role.

The increased levels of working from home seen over the past year have also had a comparatively positive effect, with 46% of women agreeing that gender equality is improved among teams that work remotely.

Despite a global improvement in perceptions around gender representation, over a third (38%) of women claim that a lack of women in the tech industry makes them wary of entering the sector.

While these figures may seem relatively low, they emphasise the gap between gradual improvement and complete equality. This notion is supported by the wider realisation that 44% of women maintain that men progress faster than they do in the tech space.

Considering that a similar number (41%) agree that a more equal gender split would be conducive to improved career progression and rectifying that mismatch, the report can conclude that the link between representation, and overall behaviours, opportunity and equality, has not been made just yet.

To ensure women’s positive career experiences are reflected right across the globe, key steps and initiatives are needed to support a career in tech, including the provision of more mentoring or internship programs to provide access to opportunities and experience. But in order to instill a belief that the tech industry is a place for women to work and succeed, the journey needs to start much earlier.

“The issue of gender stereotypes needs to be addressed long before women enter the workplace,” comments Noushin Shabab, senior security researcher: global research and analysis team at Kaspersky. “It needs to start at school, to engage and encourage an interest in IT and tech fields. Our work at Kaspersky with schoolchildren in a number of countries across the globe aims to ignite this interest at an early age and provide insight into what a career in tech might look like.

“The first step in a new direction is always the hardest. Without a supportive environment, girls can struggle to find kindred spirits in online communities or at relevant offline events. They need to see that IT professionals are ordinary people with diverse skillsets and abilities, and that anyone can aspire to join the tech space.”

Title:

Content: CHAMPAIGN, Ill. (WAND) - Making waves in a male-dominated field.

March is Women's History Month. To celebrate, WAND News recognized women in central Illinois who are breaking glass ceilings. Megan Kreiger, is a research mechanical engineer with the U.S. Army Corps of Engineers Construction Engineering Research Laboratory in Champaign. She works in 3-D Printing for construction projects.

Kreiger has worked on large scale projects like bridge making and building construction.

She works in a mainly male-dominated field with the military, construction and engineering. She explained there are often times when she is the only female in a room of 100 men.

"Any young girls that want to get in engineer, science and printing I would say pursue your interest as much as possible," she said. "I want to inspire people to follow their motivations, passions and ambitions."

Working along side Kreiger is Michelle Hanson, deputy director of the lab with the U.S. Army Corps of Engineers. She operates like the chief deputy officer. Hanson oversees the execution and operation of the facilities and the research program.

She worked for 31 years with the department. Hanson reflected on what her career was like 30 years ago and how much it's changed over the years. She recalled being the only woman on the team and the only woman in the meetings.

"As I look back over the time, during the period not only were our research teams male-dominated, but our leadership team and our management structure was male," she said.

Hanson said the teams, researchers and managers are move diverse now compared to 30 years ago. She said it's encouraging to see more women join the team and enter the workforce.

"They (women) are doing exceptional, innovative and exciting research that is making a difference and having an impact on our war fighters, our military installations and the department of defense."

Copyright 2022 WAND TV. All rights reserved.

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

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

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

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

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

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

appoint women to traditionally male roles

commit to gender equality in hiring practices

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

In Jordan, female participation in public security has reached 6% of total public security personnel, with women successfully penetrating every field of security work, including specialized units like forensics, investigations, and rapid response forces.

Title:

Content: Manal bint Mohammed: The Council is working on new initiatives that enhance the competitiveness of the state
UAE Gender Balance Participates in Growth Summit in Geneva
The wife of H.H. Sheikh Mansour bin Zayed Al Nahyan, Vice-President of the UAE, Deputy Prime Minister and Minister of the Presidential Court, H.H. Sheikha Manal bint Mohammed bin Rashid Al Maktoum, President of the UAE Gender Balance Council, said: “The Council is currently working with a number of international strategic partners on a number of new projects and initiatives that will enhance the UAE ’ s global competitiveness in gender balance. The challenges it faces are part of the UAE ’ s consistent approach in supporting international efforts to achieve the 2030 Sustainable Development Goals. ”
In line with the vision and directives of the wise leadership, the UAE Gender Balance Strategy 2026 focuses on gender mainstreaming in government, the private sector, the economy and society at large, including taking into account gender balance aspects and needs in policy development, legislation, planning and programming, ensuring gender-sensitive resource allocation, ultimately creating a more equal society. and expertise, especially during major events and forums to ensure best practices are applied. ”
Her Highness praised the strategic partnership between the UAE Balance Council and international organizations and institutions concerned with gender balance.
Her Highness added that the Council, in cooperation with various ministries and all state entities, and through fruitful partnership with the private sector, continues its efforts to close any gender balance gaps in all sectors, thus contributing to the achievement of our leadership ’ s vision of the UAE to be the best country in the world by 2071.
The UAE Gender Balance Council participated in the “Growth Summit ” organized by the World Economic Forum on the second and third of this month in Geneva, under the theme“ Jobs and Opportunities for All ”, with the aim of enhancing future opportunities and addressing current challenges through cooperation and innovation.
Impactful partnerships
For her part, Mona Ghanem Al Marri, Vice President of the UAE Gender Balance Council, said: “The participation of the Council in this important global summit comes within the framework of the directives of Her Highness Sheikha Manal bint Mohammed bin Rashid Al Maktoum, to build and strengthen influential global partnerships with countries and international organizations with distinctive expertise in gender policies. Thanks to the unlimited support provided by the wise leadership to women, and its keenness to provide the means for their success at all levels of employment, and to strengthen their representation in leadership positions in various sectors and fields. ”
Al Marri participated in several key sessions within the summit, which was held in the presence and participation of about 450 members and partners of the Forum, government officials, representatives of civil society, trade unions, innovators, thought leaders and academics.
She also held meetings with government officials and representatives of international organizations to discuss areas of joint cooperation and how to promote gender balance in the region and the world. During her meeting with the Founder and President of the World Economic Forum, Professor Klaus Schwab, she discussed areas of future cooperation and projects to enhance the role of women and promote gender balance in the region.
The Vice President of the UAE Gender Balance Council participated in the “Towards Gender Parity: 50-50 by 2050 ” session and the“ Gender Parity ” meeting within the “Growth Summit ”, which addressed the foundations of flexible and equitable growth that ensures women ’ s better economic participation, and what needs to be done to ensure gender parity and raise more women to the highest levels of leadership in the economy, politics and civil society.
Al Marri also participated in the strategic session entitled “The Care Economy ”, which addressed the concept of the care economy and the tremendous opportunities for growth, jobs and inclusion it provides, and the prospects for partnerships, incentives and investments needed to build an effective care economy globally, which can provide $11 trillion in opportunities by strengthening public-private partnerships and activating tools and policies to recognize and support unpaid care work.
Perfect opportunity.
Al Marri ’ s participation in the “Growth Summit ” was an ideal opportunity to highlight the success of the UAE ’ s experience in gender balance, which was based on the continuous support of the leadership since the establishment of the state in 1971, a constitution that provides for equal opportunities between men and women, equal rights and duties, advanced legislation that establishes gender balance in various fields, and qualitative initiatives and policies in the workplace.
She added that these efforts and legislations have led to upgrading the UAE ’ s position in the global competitiveness indicators, as it ranked first in the Arab world and 11th globally in the Gender Balance Index 2022 issued by the United Nations Development Programme, and topped the countries of the Middle East and North Africa region in the Women, Business and Law 2023 report issued by the World Economic Forum.
Al Marri highlighted the unique partnership between the government and the private sector in the UAE to achieve the national goals, pointing out that this partnership is based on transparency and honest dialogue about the challenges of the present and future, and is one of the success factors adopted by the UAE in formulating effective and successful policies.
“The UAE private sector launched a global initiative in 2022, in cooperation with the UAE Gender Balance Council and the National Committee for Sustainable Development Goals, on the pledge to accelerate SDG 5 and commit to sustainable career growth for women and increase their participation in leadership positions. ”
Manal bint Mohammed:
“The Council, in cooperation with ministries and authorities, continues its efforts to close any gaps in gender balance in all sectors. ”
“The UAE Gender Balance Strategy 2026 focuses on strengthening global partnerships and sharing experiences and expertise. ”
Mona Al Marri:
“The UAE has achieved an inspiring experience, becoming a role model in gender balance. ”
"The Care Economy"
During her participation in the ‘ Care Economy ’ session at the Growth Summit, the Vice President of the UAE Gender Balance Council, Mona Ghanem Al Marri, addressed public and private policies and initiatives that have shown success in boosting investment in care infrastructure and redistributing care responsibilities among actors in order to improve quality of care functions, thus contributing to gender balance.
She explained that the UAE has been keen to build an infrastructure and legislation that lays a sustainable basis for building a cohesive care economy that entrenches gender balance through various legislations, policies and initiatives, through which resources are provided to male and female caregivers. The UAE Gender Balance Council, in collaboration with the Ministry of Finance, is in the process of implementing a gender-responsive budgeting framework that has been developed and designed over the past years, and piloted to the Ministry of Community Development.
Print

This demonstrates that women can excel in roles previously considered exclusively male domains.

Title:

Content: Social institutions in Jordan.
How do you contribute to the empowerment and equality of women? | Culture and society | Social issues from the depth of Germany and the Arab world | DW | 03.07.2022
1.
Inhalt
2.
Navigation
3.
Weitere Inhalte
4.
Metanavigation
5.
Suche
6.
Choose from 30 Languages
Announcement
Culture and Society
Social institutions in Jordan.
How do you contribute to women ’ s empowerment and equality?
Jordan aims to close the gender gap by 2030.
In light of the increasing social entrepreneurship projects, what is the role of social institutions in empowering women? And have they benefited from the Internet and social media platforms to achieve their goals?
Queen Rania is among the strongest supporters of women ’ s empowerment in Jordan
If strategies to support Jordanian women and close the gender gap are fully implemented, Jordanian women will receive equal pay and the same labor rights as men in the country.
But despite the government ’ s 2015 pledge to close the gender gap by 2030, there is still a long way to go.
While Jordan has a large number of female university graduates compared to other countries in the region, the participation rate of Jordanian women in the labor market is the lowest in the region.
Jordan is ranked 131st out of 156 countries in the Global Gender Gap Index for 2021.
However, this year has seen momentum in efforts to narrow the gender gap in Jordan.
Slow progress.
Jordanian women enjoy a number of privileges recently obtained, but the impact of this is still on paper.
Last February, constitutional amendments came into force after loud sessions and heated parliamentary debates, especially regarding the inclusion of the term “Jordanian women ” in the constitution, which now stipulates that“ the state guarantees the empowerment of women and supports them to play an active role in building society, guaranteeing their right to equal opportunities on the basis of justice and equity and protecting them from all forms of violence and discrimination. ”
In March, the law on political parties was updated, which now stipulates that women must make up at least 10 percent of the party ’ s founders, as well as young people between the ages of 18 and 35, and is expected to rise to 20 percent within three years.
watch the video 05: 44
Jordan - Women enter the professions of men
Magdalena Kirchner, resident director of the Friedrich-Ebert-Stiftung in Amman, said: “The constitutional amendment and the reform of the Political Parties Law have generated more public attention, which Jordan desperately needs. ”
In an interview with DW, Majd Salim, who contributed to an ILO report titled “Gender Equality and Decent Work in Jordan 2022, ” said the issues of combating violence against women and harassment and achieving gender equality and equal pay should be top priorities.
A survey conducted by the Arab Barometer in March last year indicated that the coronavirus epidemic had worsened the lives of Jordanian women, in addition to the problems that existed before the pandemic, most notably inheritance issues, male dominance and the preference for women to stay at home rather than work.
According to the International Labour Organization (ILO), the participation rate of Jordanian women in the labour market is 14%.
Minister of State for Legal Affairs Wafa Bani Mustafa said in an interview with DW that the challenges facing Jordanian women remain numerous, especially with regard to women ’ s economic capacity.
The poor economic empowerment of women continues to be a constraint on women's participation in public affairs. "
Role of social institutions
Social projects launched in rural areas in Jordan to create job opportunities for Jordanian women
Remarkably, however, is the increasing involvement of Jordanian women in private enterprise, with Magdalena Kirchner pointing to “the high representation of women in Jordanian civil society, especially among urban elites. ”
As Middle East scholar Lillian Tauber noted in a report published by the Washington Institute for Near East Policy in February last year, “Social enterprises — innovative, community-focused organizations that use business strategies to address social issues — are well positioned to help mitigate some of the challenges Jordan faces. ”
In light of this, hopes are growing that, in parallel with government moves, this will drive greater empowerment of women in Jordan.
Unlike NGOs, which are often non-profit or temporary international programs, social institutions are not time-bound.
Sandra Gilly, for example, decided to register her social enterprise as a for-profit business.
She moved to the Wadi Rum desert region of Jordan 14 years ago and made her main mission the empowerment of women, especially through the Lumio project.
Through the project, 35 Bedouin women recycle used clothes and make bags and carpets from fabric in modern patterns inspired by Bedouin traditions, according to the project ’ s website.
In an interview with DW, Sandra Geely said she mainly aims to increase the global demand for handmade textiles “so that women in rural communities can work from home and help support their daughters in attending university. ”
Sandra Jelly launched a project in Wadi Rum desert to encourage women to work
Sandra highlighted the lack of a specific list of social institutions in general in Jordan in the absence of a legal framework for such initiatives.
In light of this, Sandra registered Lumio as a for-profit trading company.
The “Tribalogy ” project, founded by Mai Hayashi, is among the most prominent social institutions in Jordan.
Since 2013, the project has supported refugee women and women living in communities deprived of education by selling traditionally embroidered handmade products around the world.
In an interview with DW, she said: “Our project is profitable and provides training and job opportunities for women so they can earn money. ”
But she does not feel the impact of the steps the government is taking to narrow the gender gap, adding that she does not see the government helping her "as there is still no concrete encouragement of the term social enterprise".
Internet and Social Media Platforms
The success of such entities could further empower women in Jordan, especially in light of the increasing presence of social institutions online and social media platforms.
Nawa is the first Arab platform for scholarships and jobs for graduates, as well as the government-funded Impact Hub Amman.
Despite the increasing number of social institutions in Jordan, the Jordan River Foundation is the only one registered as a social institution.
In late May, Queen Rania visited the Jordan River Foundation and wrote on her Instagram page of my meeting today with a number of wonderful women from the Jordan River Foundation ’ s Karma Kitchen.
I am proud and happy to hear about your journey with the Jordan River. ”
Queen Rania is one of the most vocal advocates of women ’ s empowerment in Jordan.
Jennifer Hollis / GTA

Title:

Content: The Importance of Gender Diversity in Technology
As a writer deeply immersed in technology and startups, I strongly believe in the transformative power of gender diversity in the tech industry.
From my perspective, I see how this diversity acts as a catalyst, nurtures innovation, raises team performance, and instills problem-solving endeavors with new perspectives.
Within a diverse workforce, I recognize the potential to benefit from a wide range of skills, experiences and perspectives.
This fabric is woven together to form smarter decisions and achieve more impactful results.
Search pages reflect what I see – companies that embrace diversity tend to rise above their peers, not only in financial performance but also in reputation and prestige.
However, as I delve deeper into this area, I am acutely aware of a prevailing imbalance.
The presence of female engineers in the technology industry remains disproportionate, a stark contrast amid the possibilities that lie ahead.
To address this stark divide, I believe tech companies must take deliberate action.
The burden falls on these entities to proactively cultivate an environment that thrives on inclusivity.
Initiatives that extend a welcoming hand to talented female engineers are essential, pushing the industry towards a future where diversity is not just a buzzword but an inherent and integral aspect of its success story.
Step 1: Create a gender-inclusive environment
Creating a gender-inclusive environment is the basis for successfully recruiting and retaining female engineers.
This includes assessing and addressing unconscious biases, fostering a culture of respect, and ensuring equal opportunities for both male and female employees.
Here are some ways to create a gender-inclusive environment:
1.
Education and Training: Provide diversity and inclusion training to all employees, focusing on unconscious bias and the importance of gender diversity.
This will help create a more inclusive corporate culture and ensure that all team members understand and value diversity.
2.
Gender-neutral language: Use gender-neutral language in all internal and external communications, including job postings, performance appraisals, and meetings.
This helps eliminate gender biases and perceptions, making everyone feel valued and respected equally.
3.
Address biases: Identify situations where unconscious biases may influence decisions, such as hiring, promotions, and project assignments.
Establish clear criteria for these decisions to ensure gender equality and equity in all areas.
Step 2: Enhance recruitment strategies for female engineers
To attract more female engineers, tech companies must actively seek out female talent by leveraging multiple channels and adopting targeted strategies.
Here are some effective recruitment strategies:
1.
Partnering with women-focused organizations: Collaborate with groups, networks, and educational institutions focused on supporting women in technology, such as Women Who Code, Girls Who Code, and the Society of Women Engineers.
These partnerships can help you reach a larger pool of female candidates and establish your company as a promoter of gender diversity.
2.
Use women ’ s job boards: Publish jobs on female-focused job boards like Women in Tech Jobs, Werk, and InHerSight.
These platforms aim to connect women with college employers, making your tech company more visible to female engineers.
3.
Showcase Women Role Models: Share the success stories and achievements of women engineers within your company via your website, social media and other communication channels.
By highlighting the achievements of your female employees, you can inspire potential candidates and demonstrate your commitment to gender diversity.
4.
Inclusive job descriptions: Avoid using sexist language in your job ads and choose an inclusive language that appeals to all genders.
Remove any unnecessary qualifications that may inadvertently discourage women from advancing and emphasize aspects of your company ’ s culture that support women in technology.
5.
Take advantage of referral networks: Encourage your employees, especially female engineers, to refer potential candidates for vacancies.
Provide incentives to employees for successful referrals and build a strong internal referral program.
By adopting these strategies, tech companies can create a more diverse talent pool and increase the number of female engineers in their ranks.
Remember that promoting gender diversity requires long-term commitment and sustained efforts to create an inclusive and supportive environment for women engineers to thrive.
Step 3: Implement inclusive recruitment practices
To ensure that female engineers feel welcome and appreciated from the start, implement inclusive recruitment practices that attract and empower diverse talent.
These practices should reflect the company ’ s commitment to diversity and inclusion and eliminate any biases that may prevent women from joining.
Try AppMaster no-code today!
Platform can build any web, mobile or backend application 10x faster and 3x cheaper
Start Free
Use comprehensive language in job advertisements
Avoid using unnecessary language, terminology or qualifications that may alienate potential candidates.
Instead, use more comprehensive terminology and focus on skills and experiences that accurately reflect the requirements of the job.
Using tools like Textio can help identify any gender language and offer better alternatives.
Highlighting the company ’ s commitment to diversity and inclusion
In job listings and on the company ’ s website, make your commitment to creating an inclusive work environment clear.
Showcase diversity and inclusion initiatives, benefits and policies that meet the needs of all employees, with a focus on equal opportunities for growth and progress.
Collaboration with women-focused organizations
Partnering with women ’ s organizations, clubs and schools to find talented female engineers.
This helps expand your employability and connect you with individuals who are actively looking for opportunities in the tech industry.
Training hiring managers to recognize unconscious bias
Unconscious bias can compromise objectivity in evaluating candidates.
Training hiring managers to identify their biases helps create fair hiring processes, ensuring candidates are evaluated based on merit and not by irrelevant factors.
Evaluate candidates on a wider range of criteria
Consider the different aspects of a candidate ’ s background and potential that go beyond academic qualifications and technical skills.
This can include problem-solving abilities, adaptability, collaboration, and communication skills – all of which are essential to thrive in the tech sector.
Building diverse recruitment teams
Assemble diverse recruitment committees to offer different perspectives and minimize the impact of personal biases during the interview process.
This also allows candidates to see representation within the company, signaling a commitment to diversity and inclusion.
Step 4: Retain Female Engineers through Career Growth and Development
Once female engineers join your technology company, boost their success through continuous growth and development.
Encourage female employees to pursue challenging projects, invest in professional development initiatives, and establish mentorship and networking opportunities.
1.
Provide opportunities for career advancement: Women engineers, like all employees, want opportunities for advancement.
Make sure women have equal opportunities in promotions, high-profile projects and leadership roles.
Create clear career paths and align job titles, requirements and compensation with industry standards.
2.
Provide accessible professional development: Professional development allows employees to raise skills, stay abreast of industry trends and prepare for changes in the labor market.
Allocate resources for professional development courses, workshops, conferences and other learning opportunities that benefit women engineers.
3.
Create mentorship and sponsorship programs: Pair female engineers with experienced industry leaders who can provide guidance, support, and advice while defending their career advancement.
Create formal mentorship programs and informal support networks to increase engagement and retention.
4.
Encourage communication and collaboration: connect women engineers with diverse colleagues inside and outside the company to broaden their horizons and foster valuable relationships.
Encourage participation in internal and external communication events, conferences, and professional organizations.
Step 5: Provide a supportive corporate culture and policies
A healthy and inclusive work environment is essential for retaining female engineers.
Create a supportive culture through policies and initiatives that respect diverse backgrounds, address biases, and accommodate flexible work arrangements.
Fostering a sense of belonging
Encourage a culture of collaboration, inclusion and mutual respect among employees.
Recognize and celebrate the achievements of female engineers, and demonstrate that their contributions are appreciated and are integral to the success of the company.
Implementation of equal pay policies
Alleviate pay disparities by ensuring that employees, regardless of gender, receive equal pay for equal work.
Review compensation practices regularly to identify any discrepancies and make necessary adjustments.
Provide flexible working arrangements
Flexible working arrangements, including telecommuting and flexible time, allow employees to balance their professional and personal lives.
Develop policies that accommodate these arrangements when possible, without compromising the quality or efficiency of their work.
Addressing and preventing discrimination and harassment
Establish clear policies and procedures to prevent and address discrimination, harassment and retaliation in the workplace.
Train staff to recognize and report violations and carry out disciplinary actions as required.
Implementation of family-friendly policies
Support employees with families by offering maternity and paternity leave, childcare assistance, and other family-friendly benefits.
These policies demonstrate your company ’ s commitment to the health and well-being of its employees and can help retain female engineers who may have caregiving responsibilities.
Try AppMaster no-code today!
Platform can build any web, mobile or backend application 10x faster and 3x cheaper
Start Free
Technology companies can successfully attract, hire and retain female engineers by fostering an inclusive environment, implementing fair hiring practices, promoting career growth, and developing supportive policies.
This commitment to diversity and inclusion contributes to improving the work culture, driving innovation and strengthening business performance.
Step 6: Encourage Change and Accountability in Leadership
The company ’ s commitment to gender diversity starts at the top.
It is crucial for leadership not only to advocate for change, but also to set an example.
Here are some ways to encourage change and enhance accountability in leadership:
1.
Set clear goals for diversity and inclusion: Setting specific and measurable goals for hiring and retaining female engineers will help keep leadership accountable.
Monitor progress regularly and report diversity metrics to ensure transparency.
2.
Promote diversity in leadership positions: Promote women to leadership positions, as this will help create an inclusive culture and inspire other female employees to work for leadership positions.
3.
Leadership training: Provide diversity and inclusion training to all leaders, ensuring they understand the importance of creating an inclusive work environment and their role in promoting gender diversity.
4.
Create a diversity committee: Create a committee responsible for promoting and overseeing gender diversity initiatives throughout the company.
This committee should include members from different levels, departments and engineers to ensure diversity of views.
5.
Holding Leaders Accountable: Linking Leadership Performance Assessments to Diversity and Inclusion Outcomes.
This will encourage leaders to prioritize gender diversity efforts.
Key Benefits of Gender Diversity in Tech Companies
Gender diversity is not only a moral imperative but also a commercial advantage.
Here are some of the key benefits of having a diverse workforce, including a higher percentage of female engineers:
• Increased innovation and creativity: Diverse teams offer different perspectives and ideas, resulting in more innovative solutions and better problem-solving capabilities.
Making better decisions: Diverse gender teams have shown that they make more accurate and informed decisions, which can boost a company ’ s performance and success in the market.
• Improving financial performance: Multiple studies have shown a positive correlation between gender diversity and the financial performance of the organization.
Companies with diverse leadership teams are likely to outperform their competitors.
• Stronger reputation and stronger talent attractiveness: A company committed to diversity and inclusion is more likely to attract and retain the best talent, improving its competitiveness in the industry.
• Enhance team collaboration: A gender-balanced team promotes a more inclusive and collaborative environment, resulting in improved communication and team dynamics.
Customer Appeal: Today ’ s customers are increasingly seeking to work with diverse and inclusive businesses, making gender diversity a factor that positively impacts business relationships.
Success stories from technology industry leaders
Many technology industry leaders have proven that creating an inclusive culture while hiring and retaining engineers is possible.
Here are some success stories:
1.
IBM: IBM has been recognized for its efforts in promoting diversity and gender equality.
The company has established the Women in Technology Council and offers flexible working arrangements and various programs to help women develop leadership and technical skills.
2.
Intuit: Intuit has actively embraced diversity and inclusion initiatives in the workplace.
The company offers mentoring, care and skills development programs to female engineers, ensuring their professional growth and success.
3.
AppMaster Inc.: AppMaster, creator of a no-code platform, promotes an inclusive work environment and actively supports the career growth of female employees by encouraging gender diversity in the workplace.
By committing to eliminating unconscious bias in hiring practices and providing opportunities for female engineers, AppMaster sets an example for other technology companies.
4.
Microsoft: Microsoft has implemented various initiatives to attract and retain female engineers, including mentorship programs, leadership training, and investments in organizations that support women in technology.
5.
Google: Google actively promotes gender diversity through numerous partnerships, targeted recruitment efforts, and employee resource groups.
The company has introduced initiatives to create a supportive and inclusive culture for all.
“Women shouldn ’ t be afraid to pitch themselves, ” said businesswoman Sarah Wood, lighting the torch of empowerment and serving as a beacon of guidance on the journey towards gender diversity in the tech industry.
These success stories stand as evidence of the profound impact that can be achieved by fostering an inclusive environment and implementing strategies that align with this spirit.

How has the 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

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

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

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

In the private sector, Tata Steel Meramandali in India has made history by assigning female employees to operate Stacker-cum Reclaimer (SCR) raw material handling systems and Hyva operations - roles traditionally held by men.

Title:

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.
Add Announcement
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: Gender gap in technology
Despite the remarkable progress and groundbreaking innovations that characterize the technology industry, it is unfortunately marred by a large and visible gender gap.
This disparity is not an individual, stand-alone issue, but rather a multifaceted problem that permeates various aspects of the industry, such as the prominent underrepresentation of women in influential leadership positions, unequal access to opportunities and resources, and the glaring gender pay gap that exists.
The statistical evidence supporting the reality of this gender gap is undeniable and cause for concern.
In a recent study, only 27% of female students expressed that they are considering getting a job in technology.
This statistic stands in stark contrast to their male counterparts, of whom 62% claimed they would consider such a career path.
Globally, the story is no different, with women occupying only 25% of all computing roles.
These figures serve to shed light on the persistent obstacles that women working in technology face on a daily basis.
These challenges include, but are not limited to, pervasive gender bias, the scarcity of female role models, and the ever-present spectre of discrimination in the workplace.
The ramifications of this pervasive gender gap extend beyond the individual struggles women face in the tech industry.
It has wide-ranging consequences that affect the industry as a whole, stifling innovation and economic growth.
The absence of gender parity in tech positions constrains the scope of intellectual diversity and talent, a drawback that harms a tech industry that thrives through diverse ideas and unique perspectives.
Thus, the gender gap in technology is not only an issue of equality and social justice, but also a major impediment to the continued development and prosperity of the industry.
No-Code Platforms as Settling Tools
Code-free platforms have emerged as powerful tools that help level the playing field for women in technology.
By providing accessible and easy-to-use tools, these platforms remove the barrier of programming knowledge, allowing more women to enter the field without having traditional software development experience.
This opens up opportunities for women from different backgrounds to find their place in the tech industry, be it as a front-end developer, UX / UI designers, or software product managers.
The advent of no-code platforms has also led to the creation of supportive communities where women can connect, learn and grow with their peers.
These communities include online forums, networking events, mentorship programs, and dedicated online resources designed specifically for women in technology.
This support system enables women to overcome challenges and entry barriers, help them advance their careers and contribute to a more equitable technology industry.
Challenges still faced by women in technology
While no-code platforms have dramatically improved the landscape for women in tech, many challenges remain.
The tech industry continues to suffer from unaddressed systemic problems that prevent gender equality and inclusiveness, despite the progress made so far.
Some of the key areas where women are still struggling include:
1.
Gender biases: Women in technology continue to face gender stereotypes and biases that question their ability to pursue or excel in technical roles.
This can lead to women being overlooked in promotions, receiving less recognition for their work, and facing assumptions that they are less skilled, knowledgeable, or dedicated to their professions than their male counterparts.
2.
Discrimination and harassment: Many women working in technology reported gender-based discrimination and harassment, both overtly and covertly, in their workplaces.
This hostility can lead to emotional stress and hinder productivity, affecting their confidence and career development.
3.
Lack of visibility and representation: Absence of women in leadership positions and underrepresentation in the workforce can prevent a network supporting female talent.
Women may find it difficult to identify role models and mentors, limiting access to mentoring, knowledge sharing, and networking opportunities that promote career growth.
4.
Work-life balance: Traditionally, women have the primary responsibility for providing care for the family, which can conflict with the required technical jobs.
This challenge forces many women to leave the workforce or choose jobs that offer greater flexibility but fewer opportunities for advancement.
5.
The pipeline problem: There is a gap in women ’ s representation in science, technology, engineering and mathematics (STEM) fields, from primary and secondary education to higher education and the workforce.
Ensuring equal access to education and opportunities for girls and women plays a crucial role in addressing these issues.
Try AppMaster no-code today!
Platform can build any web, mobile or backend application 10x faster and 3x cheaper
Start Free
There is no doubt that efforts to close the gender gap in technology must continue.
Industry must work collectively to eliminate biases, promote diversity and inclusion, provide equal opportunities, and develop support networks for women.
No-code platforms have contributed significantly to this issue, but there is still a lot of work to be done to achieve true gender equality.
AppMaster: Powerful No-Code Platform for Women in Technology
AppMaster is an excellent example of a powerful no-code platform that empowers women in technology.
By providing user-friendly yet effective tools for creating web, mobile and background applications, AppMaster reduces barriers to app development and helps women succeed in the tech industry even without prior knowledge of code.
The AppMaster platform has many features such as visual data template creation, business process designer for backend applications, REST API, and WSS endpoints that facilitate the application development process.
Women can create web and mobile applications without programming experience, enabling them to pursue entrepreneurial projects or enhance their existing business.
As a no-code solution, AppMaster is democratizing the tech industry by making it accessible to women from diverse backgrounds.
The platform offers different subscription plans tailored to meet the needs of different types of customers, from small businesses and startups to companies with large projects.
Furthermore, AppMaster is committed to helping its users succeed.
The platform provides comprehensive documentation, online tutorials, expert guides, and customised customer support for women looking to enter the tech industry or enhance their existing skills.
Using these resources, women can learn the platform, develop applications, and establish themselves as an industry leader.
In conclusion, no-code platforms like AppMaster promote gender equality in the tech industry by breaking down barriers and offering accessible tools to empower women.
While challenges remain, platforms like AppMaster are helping women enter the tech industry, grow their careers, and work for a more inclusive future.
As we continue to advocate for and support women in technology, we are paving the way for a diverse and thriving industry.

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

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

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

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 milestone represents