# Report: Women in Construction and Maritime Industries - Breaking Barriers and Building Careers

## Introduction

Women are increasingly becoming crane operators and taking on leadership roles in construction and maritime industries, challenging historically male-dominated fields.

This report examines the contemporary experiences of women in these sectors, highlighting inspiring case studies and analyzing the shift toward greater gender equality and diversity.

## Current State of Gender Diversity in Construction and Maritime Industries

### Statistical Overview
According to occupational statistics, significant gender disparities still exist in technical fields:
- 88.

6% of craft and craft-related professions are male
- 86.

8% of machinery operation and maintenance roles are held by men
- 79.

3% of agriculture, forestry, and fishing specialists are male

However, recent developments indicate positive momentum toward change.

### Industry Recognition and Initiatives
The maritime industry has taken significant steps toward gender inclusion:
- The International Maritime Organization (IMO) launched the International Day for Women in Maritime on May 1

# Report: Women in Construction and Maritime Industries - Breaking Barriers and Building Careers

## Introduction

Women are increasingly becoming crane operators and taking on leadership roles in construction and maritime industries, challenging historically male-dominated fields.

Title:

Content: The two institutions will promote gender equality in the areas of education, training and research in the maritime sector
Dubai, United Arab Emirates: The Arab Academy for Science, Technology and Maritime Transport (AASTMT) and the Arab Women in Maritime Association (AWIMA) signed a Memorandum of Understanding (MoU) at the International Maritime Organization (IMO) headquarters in London to explore opportunities for women ’ s participation in academia to support and strengthen the regional maritime sector.
The agreement is in line with the efforts of the International Maritime Organization (IMO) to achieve gender equality in the maritime sector globally, and the fifth goal of the United Nations Sustainable Development Goals on gender equality.
The MoU was signed by H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure, President of the Arab Women Association in the Maritime Sector, and H.E. Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport.
Promotion of gender equality
Through this partnership, the two institutions will advocate and encourage other IMO member states to actively support the development of the Arab Women in Maritime Association, and call on states to work in an integrated manner with national bodies responsible for gender equality, to ensure reporting on compliance with the SDGs.
It will also encourage the participation of women at all levels related to education, training and research in the maritime sector, in addition to supporting national mechanisms for the employment of women in accordance with the Sustainable Development Goals, the Convention on the Elimination of All Forms of Discrimination against Women and any future goals set by the United Nations within the framework of the 2030 Agenda for Sustainable Development.
H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure and President of the Arab Women in Maritime Association, said: “The maritime sector has witnessed gradual transformations over the past years in terms of the inclusion of women in the workforce.
IMO has been a key driving force behind this change, with its commitment to addressing the gender imbalance in the maritime sector through an integrated institutional framework.
In addition to the efforts of governments, we all have to shoulder our responsibilities, whether it ’ s policy makers, business owners, ship operators, stakeholders or even specialists.
Our collaboration with the Arab Academy for Science, Technology and Maritime Transport (AASTMT) is part of our ongoing efforts to make the maritime sector an inclusive and inclusive one. AASTMT has a long history of training ambitious female maritime professionals and has always inspired them. ”
Encouraging the participation of Arab women
For his part, Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport, said: “We are honored to cooperate with the Association of Arab Women in the Maritime Sector to promote national and regional recognition of the active contributions of Arab women in the development of the maritime economy.
When the IMO Gender Diversity Programme was first launched in 1988, only a few maritime training institutes accepted female students into classes.
Since then, the capacity-building and diversity programme at IMO has helped to develop an institutional framework for integrating gender equality into IMO policies and procedures.
Today, along with the Arab Academy for Science, Technology and Maritime Transport, there are many institutions that are keen to attract male and female talent, and this is the first step to making the maritime sector free of gender bias.
Next comes the importance of spreading awareness about the unlimited opportunities available to women and taking responsibility at the individual level to avoid any discrimination on the basis of sex. ”
In addition, the two institutions will encourage the maritime sector and all its stakeholders to establish and strengthen gender-neutral operational frameworks that concretely support women ’ s opportunities in terms of employment, employment, career advancement, employability and advancement to the highest levels in line with their experience and qualifications. the maritime sector and its activities.
# Government Data
- Done.

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Content: Careers

Female transit trucker on navigating gender hurdles

Industries traditionally dominated by men are making meaningful efforts to attract more women to their workforces. But just how do they get the balance right?

It’s a concern Irene Naliaka, now in her tenth year as a professional driver working with Sahara Motors, wrestles with.

They transport imported vehicles from the Mombasa Port to Kampala, Uganda.

Her interest in driving led her to seek a job in the field.

"I was desperate for a job and I had to question myself as to what I could do comfortably. I had tried my hand on a lot of things, but then driving earned it."

Women can assume roles in male-dominated areas. But the reality of being a woman only hit Ms Naliaka when she started working.

"Driving for me is a hobby, so it never seemed strange when I took up the work offer. However, I was the only woman on the team but they made it easy for me to blend in."

Ms Naliaka says she has become better at the work with time.

"I am looking forward to driving even harder machines, such as the top loader operators,'' she says.

Her first trip was not easy. ''It was a decision that I had made and I knew that I wanted to drive, but I was not ready for it to be honest. I remember when one of my sisters asked me if I was normal and that I should look for a different job,'' she says.

Read: The future of women at work

As a mother of four with a nine-month-old baby, it was hard for her.

"On my first assignment, I turned up with my baby, I had my son's bag and my bag. My employer thought it was a joke that I was travelling with a little baby, but then I didn't have anyone to look after him and I needed to get the job done," she says

Ms Naliaka's first trip to Kampala took more than 24 hours, whereas drivers are expected to reach Kampala in 16 hours. Many working mothers struggle with the challenges of getting ahead in their careers and the guilt of not being home all the time.

How will I manage to be part of my children's life? Will my absence be worth it? How will I explain to them that I have to be away? These were the questions that stalked Ms Naliaka.

She talks of restraining her duties as a mother and trying to find balance. Mostly, Ms Naliaka would be on the road for four days and get three days to be home and vice versa if the cycle changed.

Before her travel, she says, "I have to make sure I sleep well because our highways can be very terrible. I wake up as early as 5 am so that I talk to my little boys and see them off for school by 6 am."

"I then prepare and leave the house at 8 am because I need to be at the car pickup point by 10 am to manage the clearance process and be ready to leave at around 3 pm. We leave Mombasa in a convoy, which means we have to journey as a team to Kampala,’’ she adds

According to Ms Naliaka, the power of choosing to be a working mom cannot be underestimated. She has to deal with being a fatigued parent though it gets better with time.

How did she find her voice?

"At the beginning of 2013, my husband was involved in a serious car accident, he lost two spinal discs, the L5 and thorax 7 and that left him immobilised. Two years after the accident, I had to find something to do as his medication took most of my savings. So I had to put food on the table and make sure he got his medication. My husband had his reservations at first, but these were his words, 'I know you are a strong woman, you can do it, but this is too hard'," Ms Naliaka says.

She continues, " It was not easy, we had fights in between because of the long absence, but in the end, it worked after he saw that I could do it. At the moment he is slowly regaining his mobility."

Her husband is a maths teacher.

Does she have moments when she feels like she should take a seat back from the industry?

"Yes. When I started, the migration process was a thorn in the flesh situation. I used to waste hours to be cleared and that interfered with my travel back home. But I came to make terms with the slow clearance," she says.

It also meant pacing herself because work and mothering need to be done.

Irene Naliaka poses for a photo on March 04, 2024 at Nation Centre building in Nairobi. PHOTO | BILLY OGADA | NMG

Challenges

"The roads are never the same, the weather keeps changing every time," she says.

"In the Rift Valley, we sometimes get hailstorms just out of nowhere. That's when professionalism comes in, you slow down, use the lights to indicate because you've got to manage your space, use the heater to heat the car and the windscreen to clear the precipitation. There was a time when I couldn't do it because it was too intense, so I'd just pulled over to the roadside and wait for the storm to clear,’’ she adds.

She has also encountered her fair share of ruthless truck drivers.

''Women are naturally wired to be soft, in some cases, you might be driving and enjoying your moment and a truck honks carelessly and it might frighten you to lose track.''

Ms Naliaka also recounts how unfair the male-dominated industry might be for women.

"Men feel we are fighting for their position. From my experience and the type of work I do, men don't want women on the roads. There was a time when a boss told a short lady that she could not drive, but there are short men on the job too," she points out.

Read: What women leaders sacrifice to 'have it all'

As women continue to break through the glass ceiling and navigate their way in the workplace, Ms Naliaka is proud to have had only one accident in 10 years.

"You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through. If it's a 'no, stand firm, if you can't manage it, just speak up. It's always good to ask," she says.

[email protected]

Title:

Content: Pausing To Reflect Around IMO's International Day For Women In Maritime

Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term...
UK Transport
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Four years ago, I was walking with my daughter in the pram during lockdown and thinking about ways in which to stay connected with people in the short term, but also to create something that can have a future. I wanted this initiative to have a focus and a cause, and so our Women in Maritime Network was born. Over the past few years we have brought together clients and contacts from our offices around the world, with a joint aim to progress and support those already in the industry as well as to inspire the next generation. The network has been on real a journey - from virtual webinars and workshops to in-person networking events and thought provoking panel discussions.

In 2022, the IMO launched the International Day for Women in Maritime to take place annually on 18 May to celebrate the women in the industry but also to encourage the industry as a whole to look at itself and at how it can improve its diversity and inclusivity. Shortly after the launch, we had a thought provoking discussion with Lena Gothberg, the producer of the Shipping Podcast, who highlighted the changes that needed to be made and that it was everyone's responsibility to make a change whether it is through marketing, recruitment policies, flexibility for families or commercial incentives.

While I was hopeful, I wasn't convinced the message was being heard.

2024 has changed that.

As this year progresses I am hearing more and more inspiring stories - it is exciting. From small changes, such as a male manager including the more junior woman's name alongside his on documents. This showed that not only was she was involved in the content of that document but that he considers her on an equal footing – simple yet powerful. I saw institutional changes too, including more and more newly created women's networks in organisations that have been historically conservative. I was moved by the hurdles that these women had to jump in order to get the network approved. The sheer grit and determination required to drive change for the women who are following them was evident.

More than ever we are seeing gender diversity linked targets being a priority across multiple deals. Last year the London office advised ABN AMRO on the US$200m sustainability and gender diversity linked loan to Navigator Gas and our Athens team advised Citi and BNP Paribas on the $2.8bn sustainability- and gender diversity-linked facility to GasLog Ltd. But its not just us, we're seeing this trend across the shipping market as a whole, coming together for actionable change to collectively to address the environmental impact of the industry through regulation, technology and financial incentives – in particular incentivising gender diversity in shipping loan agreements. This is a trend that we expect to continue throughout 2024 and beyond.

I recently finished a nine month secondment at UKEF where I watched some truly stand out women making an impact - not only in the executive committee, but in managerial roles throughout the department. UKEF have since vowed to increase SME support fivefold, with a focus on SMEs that are underserved, such as ethnic minority and women-led businesses. What a fantastic example to set.

Spring 2024 has also seen the Flexible Working Act passed into law so that employees are now able to request flexible working arrangements from day one of their employment, instead of having to wait 26 weeks. This is music to the ears of many carers who need to be able to work flexibly to make the puzzle of working life fit together.

Just this week I was at an event to celebrate the Women in the Maritime industry, with excellent discussions and enthusiasm for the changes to come. Despite all this positive momentum, there is an alarming amount of work still to do - from educating the younger generations on the variety of career options, to finding ways to retain and promote senior female talent in organisations, there are a number of tangible things than can be done to help progress gender equality in the industry.

Is it too soon to say that tides are turning (pun intended)?

Yes, but to have so much good news and being only May gives me hope for what is to come.

No pressure June to December, but there is a lot to live up to.

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

Pausing To Reflect Around IMO's International Day For Women In Maritime

UK Transport

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

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

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

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

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

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

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

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

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

This report examines the contemporary experiences of women in these sectors, highlighting inspiring case studies and analyzing the shift toward greater gender equality and diversity.

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: Lieutenant-General M.H.L. (Lise) Bourgon, CMM, MSC, CD, Acting Commander, Military Personnel Command – Supplied Photo

Team,

I am honoured to be your Defence Champion for Women for a second year in a row. As today marks International Women’s Day, I look forward to celebrating what we have accomplished so far and having meaningful discussions about where we still need to go as an organization. Together we can create an environment where all our best ideas flourish.

This year’s Defence Team theme, “Inspire Inclusion,” is an important one. How do we inspire? For me, it means first examining barriers that prevent us from achieving a fully inclusive work environment. To do this, it’s important we seek out diverse perspectives, all while listening, empathizing, and collaborating. Having these important conversations, at all levels, is key to achieving a work environment that is effective and engages everyone on the Defence Team.

This year, I’m delighted to once again be hosting a virtual / in person discussion panel alongside other women and gender-diverse Defence Team members, of a range of ranks and trades. I expect a lively conversation, celebrating the positive impacts of inclusive initiatives that have rolled out over the past year. I hope you will join me, and that afterwards, you will feel inspired to push for greater inclusion, for yourself and others. If you’re not able to attend in person, a video link will be made available during the next few days.

As many of you know, Canada is a world leader in both the proportion of women and gender-diverse individuals in its military and the areas in which we can serve. Women’s involvement in the Canadian military has long been an important part of our identity. Today, women and gender-diverse individuals serve with distinction in all occupations within the Department of National Defence, as civilians and as Canadian Armed Forces members, including on combat operations. Inclusion is a Canadian value and one we take seriously.

Pushing against the challenges that face women and gender-diverse members of the Defence Team is not only the right thing to do, but it will make the Canadian Armed Forces a more effective fighting force. This International Women’s Day, I hope you feel inspired and supported, as we strive for a more equitable outcome for all, at home and abroad.

Lieutenant-General M.H.L. (Lise) Bourgon, CMM, MSC, CD
Acting Commander, Military Personnel Command

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Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

This month of March, the world celebrates International Women’s Month — a commemoration of women’s achievements and contributions, and most importantly, a recognition of the struggles faced by women due to societal pressure and standards.

In celebration of International Women’s Month, Dianne and Ching’s stories serve as inspiring testaments to the contributions of women in traditionally male-dominated industries

Being a company composed mostly of males, Visayan Electric turns the spotlight to two of its female engineers who challenge stereotypes and excel in what is traditionally considered a male-dominated field.

Meet Dianne

Engineer Dianne Obidas, a graduate of Bachelor of Science in Electrical Engineering, works as a Meter Shop Specialist at Visayan Electric. An outdoor enthusiast who hails from the City of Naga, Dianne’s job primarily entails making sure that all electrical meters released by the company are within standards.

WOMEN CAN, TOO. Engr. Dianne inspects electrical meters, making sure they adhere to Visayan Electric Standards before getting dispatched to customers.

Initially daunted by her status as the youngest and sole female in her department upon joining Visayan Electric in July 2022, she candidly admits to feeling apprehensive amidst the age gap.

“Pagstart nkos PMD pag July 2022, ako ray babaye sa department. Pag first, scared and intimidated kay there’s an age difference,” Dianne said.

She also added that one of her primary struggles being the only female in her department was that she had no one to talk to, especially when it comes to topics that only females like her could relate to.

“Kadtong ako pa ang only female, wala ko’y ma storya storyahan, unya wala kaayo’y duol sa akong edad sa department.”

However, through time, Dianne seamlessly integrated with her team, finding common ground and mutual respect among her colleagues.

“As time went by, na overcome ra. Dili lisod ika-jam ang taga Power Metering Department (PMD) kay ang mga legends musabay ra sab namo,” she added.

Although it might seem intimidating and harrowing to be in Dianne’s shoes when she started at Visayan Electric, she has never felt disadvantaged nor discriminated against.

“It was never a disadvantage but rather empowering nga what men do, women can, too.”

Inspired by the resilience of Disney’s Mulan, Dianne embodies strength and determination, advocating for gender-neutral opportunities in the workplace. Her journey exemplifies the notion that barriers can be overcome with courage and perseverance.

“Mulan is a character I Iook up to. Regardless of gender, if you have the capability to do the task or even go to war, nganong di man pwede, diba?”

Now, let’s meet Ching

Unlike Dianne, Engineer Archie May Lerio, or Ching to her colleagues, is not new to being surrounded by men. Raised among five brothers, Ching found familiarity and comfort in this dynamic, seamlessly integrating into her role within Visayan Electric’s Distribution Services Department (DSD).

EQUALS. Engr. Ching participates in Visayan Electric’s Basic Lineman’s Training along with other linemen and engineers.

“Actually being the only female in a group is not new to me since I grew up with five brothers and, in my classes in college, I was the only one wearing skirts. My teammates in the DSD are very supportive and I never felt left out,” she said.

Ching provides technical assistance to her department, addressing issues and concerns regarding line construction and maintenance. For her, working at Visayan Electric is a realization of a lifelong dream, a sentiment echoed by many aspiring electrical engineers in Cebu.

“I chose to work in Visayan Electric because it’s every electrical engineering student’s dream company, especially if you live in Cebu,” she said.

Although being surrounded by men on a daily basis, Ching never once felt discriminated against in her workplace. She is grateful that Visayan Electric does not discriminate when it comes to assigning tasks. She has been able to work both inside the office and on the field. The only struggle she experiences, she said, is where to pee during field work, which all women definitely can relate to.

“All of them are supportive and they don’t hesitate to share and help… I was given equal opportunities with all my male teammates,” she shared.

Ching’s unwavering resolve stems from her belief in the irrelevance of gender distinctions in professional settings. As an engineer, Ching asserts her identity based on competence and skill, transcending gender stereotypes with every accomplishment.

“If you want it, take it. Show up as you are! We bring something to the table. Don’t think you are a female engineer, you’re an Engineer.”

In celebration of International Women’s Month, Dianne and Ching’s stories serve as inspiring testaments to the contributions of women in traditionally male-dominated industries, underscoring the importance of inclusivity and equal opportunity for all.

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Content: Companies that deliver on what women want will win the war for talent

Women's Choice Award Best Companies to Work for Women, Diversity & Millennials Seal

Women’s Choice Award® shares the changing needs of female employees and and recognizes the Best Companies to Work

We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”
— Delia Passi, CEO and Founder of the Women’s Choice Award
FORT LAUDERDALE, FLORIDA, USA, September 23, 2022 /EINPresswire.com/ -- Meeting the needs of women in the workforce is smart business considering nearly 55% of the workforce is women.

While there is still a large gap to create equality and diversity in the workforce, associations such as the American Business Women’s Association which advocates for women and the Women’s Choice Award which recognizes companies that meet the preferences of working women regardless of race, age and family status, help simplify the job search for women.

Research by WomenCertified Inc. concluded that overall benefit packages improved greatly after the pandemic. In fact, many of the general benefits including HSA health plans, financial retirement offerings, ESGs, tuition reimbursement and career development programs were all improving over the last several years, with those benefits being offered by over 90% of the top Fortune 300 companies. However, benefits that would be attractive to women were still lacking, with subsidized child care only offered by 56% of Fortune 300 companies. Additionally, while wellness was included in the #1 spot, only 59% of Fortune 300 companies offered gym reimbursement, and 63% offered lactation rooms. Maternity benefits ranged widely even among the Fortune 300, and fertility assistance benefits were only offered by a meager 15% of these companies. U.S. companies have a long way to go to match up with other developed nations when it comes to focusing on women’s benefits, but things are improving. If corporations want women to bring their full force of the working efforts back, then more will still need to be done. In the meantime, those corporations that rise to the top in terms of benefit packages will be well advised to ensure visibility and transparency in their offerings to attract and retain top talent.

“Validation by others and corporate transparency are key factors when choosing the best company to work for, and finally there is a trusted award that does the homework for her and recognizes those companies that deliver on their commitment to empower women and value what matters most to their employees,” said Delia Passi, CEO and Founder of the Women’s Choice Award and former publisher of Working Mother and Working Woman magazines. “We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”

The objective of the Women’s Choice Award Best Companies to Work for Women, Diversity & Millennials is to identify companies that best 1) meet the general needs of all working women especially those that placed high on her list such as offering work-life balance and well-being, 2) help women of multicultural backgrounds to navigate the workplace by dismantling systematic barriers and closing race-based gaps, and 3) help millennial women grow professionally and advance their careers while also catering to their active lifestyle. To view the ‘Best Companies to Work For’ methodology details, visit https://womenschoiceaward.com/best-companies-to-work-for-methodology.

It’s important to note that the recent health pandemic created significant and enduring changes in the employment market and work/life balance and significant societal movements toward equality and racial justice. While recruiting and retention of employees continues to be challenging across most industries, those companies that strive to stay on top of what employees want and communicate those efforts will continue to attract top talent. A recent Gallup study found that “organizations must communicate a specific and dynamic value proposition to attract female talent [post pandemic]”. The study found that the number one factor for women when considering a new job was greater work-life balance including well-being benefits. Additionally, 52% of women are looking for an organization that is diverse and inclusive, a 23-point spread over those needs from men. A company’s transparency for their Diversity and Inclusion programs is significant for women, as it is an early means to determine their potential future growth at any given organization.

The following companies have partnered with the Women’s Choice Award to empower women in the workplace.
- Eastman
- Honeywell International
- International Paper
- KMK Consulting Inc.

To view the full list of awarded companies, please visit https://womenschoiceaward.com/best-companies.

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
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Kathi Waldhof or Julia Ragland
WomenCertified Inc.
+1 954-922-0846 x2
email us here
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Content: The Importance of Gender Diversity in Technology
As a writer deeply immersed in technology and startups, I strongly believe in the transformative power of gender diversity in the tech industry.
From my perspective, I see how this diversity acts as a catalyst, nurtures innovation, raises team performance, and instills problem-solving endeavors with new perspectives.
Within a diverse workforce, I recognize the potential to benefit from a wide range of skills, experiences and perspectives.
This fabric is woven together to form smarter decisions and achieve more impactful results.
Search pages reflect what I see – companies that embrace diversity tend to rise above their peers, not only in financial performance but also in reputation and prestige.
However, as I delve deeper into this area, I am acutely aware of a prevailing imbalance.
The presence of female engineers in the technology industry remains disproportionate, a stark contrast amid the possibilities that lie ahead.
To address this stark divide, I believe tech companies must take deliberate action.
The burden falls on these entities to proactively cultivate an environment that thrives on inclusivity.
Initiatives that extend a welcoming hand to talented female engineers are essential, pushing the industry towards a future where diversity is not just a buzzword but an inherent and integral aspect of its success story.
Step 1: Create a gender-inclusive environment
Creating a gender-inclusive environment is the basis for successfully recruiting and retaining female engineers.
This includes assessing and addressing unconscious biases, fostering a culture of respect, and ensuring equal opportunities for both male and female employees.
Here are some ways to create a gender-inclusive environment:
1.
Education and Training: Provide diversity and inclusion training to all employees, focusing on unconscious bias and the importance of gender diversity.
This will help create a more inclusive corporate culture and ensure that all team members understand and value diversity.
2.
Gender-neutral language: Use gender-neutral language in all internal and external communications, including job postings, performance appraisals, and meetings.
This helps eliminate gender biases and perceptions, making everyone feel valued and respected equally.
3.
Address biases: Identify situations where unconscious biases may influence decisions, such as hiring, promotions, and project assignments.
Establish clear criteria for these decisions to ensure gender equality and equity in all areas.
Step 2: Enhance recruitment strategies for female engineers
To attract more female engineers, tech companies must actively seek out female talent by leveraging multiple channels and adopting targeted strategies.
Here are some effective recruitment strategies:
1.
Partnering with women-focused organizations: Collaborate with groups, networks, and educational institutions focused on supporting women in technology, such as Women Who Code, Girls Who Code, and the Society of Women Engineers.
These partnerships can help you reach a larger pool of female candidates and establish your company as a promoter of gender diversity.
2.
Use women ’ s job boards: Publish jobs on female-focused job boards like Women in Tech Jobs, Werk, and InHerSight.
These platforms aim to connect women with college employers, making your tech company more visible to female engineers.
3.
Showcase Women Role Models: Share the success stories and achievements of women engineers within your company via your website, social media and other communication channels.
By highlighting the achievements of your female employees, you can inspire potential candidates and demonstrate your commitment to gender diversity.
4.
Inclusive job descriptions: Avoid using sexist language in your job ads and choose an inclusive language that appeals to all genders.
Remove any unnecessary qualifications that may inadvertently discourage women from advancing and emphasize aspects of your company ’ s culture that support women in technology.
5.
Take advantage of referral networks: Encourage your employees, especially female engineers, to refer potential candidates for vacancies.
Provide incentives to employees for successful referrals and build a strong internal referral program.
By adopting these strategies, tech companies can create a more diverse talent pool and increase the number of female engineers in their ranks.
Remember that promoting gender diversity requires long-term commitment and sustained efforts to create an inclusive and supportive environment for women engineers to thrive.
Step 3: Implement inclusive recruitment practices
To ensure that female engineers feel welcome and appreciated from the start, implement inclusive recruitment practices that attract and empower diverse talent.
These practices should reflect the company ’ s commitment to diversity and inclusion and eliminate any biases that may prevent women from joining.
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Use comprehensive language in job advertisements
Avoid using unnecessary language, terminology or qualifications that may alienate potential candidates.
Instead, use more comprehensive terminology and focus on skills and experiences that accurately reflect the requirements of the job.
Using tools like Textio can help identify any gender language and offer better alternatives.
Highlighting the company ’ s commitment to diversity and inclusion
In job listings and on the company ’ s website, make your commitment to creating an inclusive work environment clear.
Showcase diversity and inclusion initiatives, benefits and policies that meet the needs of all employees, with a focus on equal opportunities for growth and progress.
Collaboration with women-focused organizations
Partnering with women ’ s organizations, clubs and schools to find talented female engineers.
This helps expand your employability and connect you with individuals who are actively looking for opportunities in the tech industry.
Training hiring managers to recognize unconscious bias
Unconscious bias can compromise objectivity in evaluating candidates.
Training hiring managers to identify their biases helps create fair hiring processes, ensuring candidates are evaluated based on merit and not by irrelevant factors.
Evaluate candidates on a wider range of criteria
Consider the different aspects of a candidate ’ s background and potential that go beyond academic qualifications and technical skills.
This can include problem-solving abilities, adaptability, collaboration, and communication skills – all of which are essential to thrive in the tech sector.
Building diverse recruitment teams
Assemble diverse recruitment committees to offer different perspectives and minimize the impact of personal biases during the interview process.
This also allows candidates to see representation within the company, signaling a commitment to diversity and inclusion.
Step 4: Retain Female Engineers through Career Growth and Development
Once female engineers join your technology company, boost their success through continuous growth and development.
Encourage female employees to pursue challenging projects, invest in professional development initiatives, and establish mentorship and networking opportunities.
1.
Provide opportunities for career advancement: Women engineers, like all employees, want opportunities for advancement.
Make sure women have equal opportunities in promotions, high-profile projects and leadership roles.
Create clear career paths and align job titles, requirements and compensation with industry standards.
2.
Provide accessible professional development: Professional development allows employees to raise skills, stay abreast of industry trends and prepare for changes in the labor market.
Allocate resources for professional development courses, workshops, conferences and other learning opportunities that benefit women engineers.
3.
Create mentorship and sponsorship programs: Pair female engineers with experienced industry leaders who can provide guidance, support, and advice while defending their career advancement.
Create formal mentorship programs and informal support networks to increase engagement and retention.
4.
Encourage communication and collaboration: connect women engineers with diverse colleagues inside and outside the company to broaden their horizons and foster valuable relationships.
Encourage participation in internal and external communication events, conferences, and professional organizations.
Step 5: Provide a supportive corporate culture and policies
A healthy and inclusive work environment is essential for retaining female engineers.
Create a supportive culture through policies and initiatives that respect diverse backgrounds, address biases, and accommodate flexible work arrangements.
Fostering a sense of belonging
Encourage a culture of collaboration, inclusion and mutual respect among employees.
Recognize and celebrate the achievements of female engineers, and demonstrate that their contributions are appreciated and are integral to the success of the company.
Implementation of equal pay policies
Alleviate pay disparities by ensuring that employees, regardless of gender, receive equal pay for equal work.
Review compensation practices regularly to identify any discrepancies and make necessary adjustments.
Provide flexible working arrangements
Flexible working arrangements, including telecommuting and flexible time, allow employees to balance their professional and personal lives.
Develop policies that accommodate these arrangements when possible, without compromising the quality or efficiency of their work.
Addressing and preventing discrimination and harassment
Establish clear policies and procedures to prevent and address discrimination, harassment and retaliation in the workplace.
Train staff to recognize and report violations and carry out disciplinary actions as required.
Implementation of family-friendly policies
Support employees with families by offering maternity and paternity leave, childcare assistance, and other family-friendly benefits.
These policies demonstrate your company ’ s commitment to the health and well-being of its employees and can help retain female engineers who may have caregiving responsibilities.
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Technology companies can successfully attract, hire and retain female engineers by fostering an inclusive environment, implementing fair hiring practices, promoting career growth, and developing supportive policies.
This commitment to diversity and inclusion contributes to improving the work culture, driving innovation and strengthening business performance.
Step 6: Encourage Change and Accountability in Leadership
The company ’ s commitment to gender diversity starts at the top.
It is crucial for leadership not only to advocate for change, but also to set an example.
Here are some ways to encourage change and enhance accountability in leadership:
1.
Set clear goals for diversity and inclusion: Setting specific and measurable goals for hiring and retaining female engineers will help keep leadership accountable.
Monitor progress regularly and report diversity metrics to ensure transparency.
2.
Promote diversity in leadership positions: Promote women to leadership positions, as this will help create an inclusive culture and inspire other female employees to work for leadership positions.
3.
Leadership training: Provide diversity and inclusion training to all leaders, ensuring they understand the importance of creating an inclusive work environment and their role in promoting gender diversity.
4.
Create a diversity committee: Create a committee responsible for promoting and overseeing gender diversity initiatives throughout the company.
This committee should include members from different levels, departments and engineers to ensure diversity of views.
5.
Holding Leaders Accountable: Linking Leadership Performance Assessments to Diversity and Inclusion Outcomes.
This will encourage leaders to prioritize gender diversity efforts.
Key Benefits of Gender Diversity in Tech Companies
Gender diversity is not only a moral imperative but also a commercial advantage.
Here are some of the key benefits of having a diverse workforce, including a higher percentage of female engineers:
• Increased innovation and creativity: Diverse teams offer different perspectives and ideas, resulting in more innovative solutions and better problem-solving capabilities.
Making better decisions: Diverse gender teams have shown that they make more accurate and informed decisions, which can boost a company ’ s performance and success in the market.
• Improving financial performance: Multiple studies have shown a positive correlation between gender diversity and the financial performance of the organization.
Companies with diverse leadership teams are likely to outperform their competitors.
• Stronger reputation and stronger talent attractiveness: A company committed to diversity and inclusion is more likely to attract and retain the best talent, improving its competitiveness in the industry.
• Enhance team collaboration: A gender-balanced team promotes a more inclusive and collaborative environment, resulting in improved communication and team dynamics.
Customer Appeal: Today ’ s customers are increasingly seeking to work with diverse and inclusive businesses, making gender diversity a factor that positively impacts business relationships.
Success stories from technology industry leaders
Many technology industry leaders have proven that creating an inclusive culture while hiring and retaining engineers is possible.
Here are some success stories:
1.
IBM: IBM has been recognized for its efforts in promoting diversity and gender equality.
The company has established the Women in Technology Council and offers flexible working arrangements and various programs to help women develop leadership and technical skills.
2.
Intuit: Intuit has actively embraced diversity and inclusion initiatives in the workplace.
The company offers mentoring, care and skills development programs to female engineers, ensuring their professional growth and success.
3.
AppMaster Inc.: AppMaster, creator of a no-code platform, promotes an inclusive work environment and actively supports the career growth of female employees by encouraging gender diversity in the workplace.
By committing to eliminating unconscious bias in hiring practices and providing opportunities for female engineers, AppMaster sets an example for other technology companies.
4.
Microsoft: Microsoft has implemented various initiatives to attract and retain female engineers, including mentorship programs, leadership training, and investments in organizations that support women in technology.
5.
Google: Google actively promotes gender diversity through numerous partnerships, targeted recruitment efforts, and employee resource groups.
The company has introduced initiatives to create a supportive and inclusive culture for all.
“Women shouldn ’ t be afraid to pitch themselves, ” said businesswoman Sarah Wood, lighting the torch of empowerment and serving as a beacon of guidance on the journey towards gender diversity in the tech industry.
These success stories stand as evidence of the profound impact that can be achieved by fostering an inclusive environment and implementing strategies that align with this spirit.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

## Current State of Gender Diversity in Construction and Maritime Industries

### Statistical Overview
According to occupational statistics, significant gender disparities still exist in technical fields:
- 88.

Title:

Content: Skip to content

Men in Hesse are twice as likely to be managers as women

There are also clear gender differences in the types of occupations practiced. The skilled trades in particular remain male-dominated.

Labor market - Men in Hesse are twice as likely to be managers as women

In Hessen, men hold double the number of leadership positions than women. According to the Statistical Office in Wiesbaden, referring to the nationwide Census Survey 2022, there were approximately 3.0 million gainfully employed persons as of May 15, 2022. Of the roughly 1.6 million male gainfully employed persons, 6.5% (104,100 persons) held leadership positions. The proportion of women in leadership positions among the 1.4 million female gainfully employed persons was 3.2% (45,800 persons).

Gender Differences in Occupations

According to statistics, there are significant differences between men and women in the types of jobs they hold: In the crafts or craft-related professions, 88.6% of the employees were male. The operation and maintenance of machinery and montage professions were also predominantly male (86.8%). In addition, 79.3% of the specialists in the agriculture and forestry sector and fishing were male.

On the other hand, the proportion of women was higher among clerical workers and commercial employees, with 63.8% according to the Office as of May 15, 2022. Female employees were also overrepresented in service sector jobs with a share of 61.5%. In professions that require a technician or technician diploma or an equivalent non-technical diploma, the proportion of women was 52.7%, which was slightly higher than that of men (47.3%). According to the statement, this included vocational school diplomas, including master and technician training, as well as diplomas from health and social care schools.

Women more likely to have a professional qualification than men

According to the data, three quarters (75.7%) of the gainfully employed persons in Hessen held a professional qualification in May 2022. The proportion of female gainfully employed persons with such a qualification was slightly higher than that of male gainfully employed persons (77.0% versus 74.5%).

The Census, which is a population census, is used by statisticians approximately every ten years to determine how many people live in Germany, where they live, and what they do for a living.

  1. Despite holding more professional qualifications than men in Hesse, women continue to have fewer leadership positions, with only 3.2% of female gainfully employed individuals holding management positions compared to 6.5% of men.
  2. The State Office in Wiesbaden revealed that in the labor market of Hesse, there were significantly more men in leadership positions than women, a trend that was also reflected in the nationwide Census Survey 2022 statistics.
  3. Hesse, being one of the German states, has a notable gender disparity in leadership positions, as indicated by the Statistical Office in Wiesbaden, with men occupying double the number of management positions than women as of May 15, 2022.
  4. The gender imbalance in management positions, with men holding twice as many leadership roles as women, was a trend observed in Hesse, as reported by the Statistical Office in Wiesbaden based on the 2022 Census Survey data.

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Putin receives Modi for tea

Putin wants to play the perfect host for India's head of government and invites him to his residence for a chai. The missile terror in Ukraine should probably be ignored.

Members Public

Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

6% of craft and craft-related professions are male
- 86.

8% of machinery operation and maintenance roles are held by men
- 79.

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Content: Despite the gender equality of workers won a hundred years ago, masters of repairing washing machines, refrigerators, televisions and other dishwashers, we are used to seeing men.
But we found a unique girl in Chelyabinsk, who after university graduated from special courses and was engaged in a really favorite thing.
Maria Zapatkina squatting at the washing machine and carefully inspecting the powder receiver panel.
- You have a leak right here, a water raid on the panel.
“There were no leaks, everything is dry, ” the owner of the washing machine wonders.
- It was.
Here are the traces of the raid.
The leak will lead to rust, and then the water can leak to the floor.
This is a factory marriage "LG-shek".
After five years of operation, the powder collector hopper is deformed and the water that is sent to the compartment flows out.
It's not supposed to be like that.
I often see this problem, - the girl argues with knowledge of the matter.
Masha Zapatkina has been working as a master of washing machine repair for two years.
Knows the technique before the bolt and easily explains where the circulation hose passes under the body, how the water level sensors work and how the collector engine differs from the investor.
For two years, Masha went around more than a hundred apartments, reanimating old washing machines.
The owners, as a rule, meet the master with surprise: “The girl is a master of repair? Is it so?
Let's try it. "
Masha is not offended, she understands that there are very few girls in this area, and therefore distrust.
“Women always welcome me.
They are somehow calmer because I am a girl, ” says Masha.
Masha has loved mechanisms and techniques since childhood.
At the age of 12, she already disassembled and assembled a bicycle and climbed with a screwdriver under the body of the washing machine.
I dreamed in school to get to work lessons for boys, but girls were categorically not allowed.
I had to sew an apron with my classmates and - horror! - bake a charlotte.
“I never liked working class.
She often sat and played cards, which infuriated the teacher.
She gave me Cokes and kicked me out of school.
I knew my mom was a seamstress.
He will sew a blouse at home - I will bring it, they will give me an assessment, "Masha smiles.
Dad taught Masha how to nail.
According to her, he could install a toilet and build a bath.
His daughter helped him, brought tools, did a simple job.
Only here I communicated with him not so often: my father worked as a trucker, and then completely left the family.
Masha was seven years old.
After a while, some daddy ’ s duties went to her – to lubricate the hinges, adjust the doors on the kitchen set and sharpen the knives.
Until now, it is annoying when something in the house creaks, shakes or poorly screwed up, - you immediately want to fix it.
After school, Masha entered a psychologist at the ChGPU.
She defended her diploma in deviant behavior, managed to work in the drug treatment center and on the phone of the trust.
But I quickly realized it wasn ’ t her.
Found free courses on repair of household appliances with further employment.
Two weeks later, having dealt with the part, Masha has already gone on the first orders.
“When I came to the company, I was very worried.
But the director said, “It ’ s all right, we have girls who work better than guys! ”
I was the only girl on the course, but the girl Luba taught us, ” says Masha.
To call the master Masha takes a 12-kilogram backpack with tools.
Especially for us arranges unpacking: ratchet wrenches, adjustable wrenches, pliers, cable cutters, spline screwdrivers, multimeter.
At the bottom are forgotten hoses and old bearings.
With special awe, the girl pulls out of a small green box an electric screwdriver.
“With this little girl, I ’ m completely bored.
It's very comfortable.
When opening the machine, you have to unscrew 15 screws, and this tool helps a lot.
The electric screwdriver is light, not like a three-kilogram screwdriver.
I didn ’ t regret spending money on it for a second, ” says Masha.
Despite some caution on the part of customers, conflicts rarely occur.
A girl in rough pants, with large colored tattoos on her hands and an attentive look from under her glasses rarely argues.
I ’ m used to proving my case right.
Could it have been a psychology degree?
It also happened in Masha ’ s cover.
One day, a client said that he had nothing to pay — but he “could kill someone for her. ”
At nine o ’ clock I went on a call.
There's a man in the apartment, drunk.
Checking the machine.
Turns out the cuff came off.
I do everything quickly, please pay for the call.
He said, “I don ’ t have any money. ”
I suggest we make a deal sometime.
He thought and said, “I can ’ t give you money.
I can cut someone! ” and takes the knife in his hand.
Of course, I got out of there and never came back for the money.
Life is more expensive, ” Maria said.
Masha ’ s whole life now turns to work, even she chose a car taking into account the specifics: a washing machine can easily be placed in the trunk of an old Kalina Universal, if you need to take it to the garage.
So now, when Masha raised the trunk lid, I see a drum from the washing machine.
"Expenses.
If you do not need it, you can give it to scrap metal, ” she shrugs her shoulders.
For two years, Masha has completely immersed herself in work, even the thought of doing something else.
She has learned to establish dishwashers, cooking surfaces and is already eyeing other household appliances.

3% of agriculture, forestry, and fishing specialists are male

However, recent developments indicate positive momentum toward change.

### Industry Recognition and Initiatives
The maritime industry has taken significant steps toward gender inclusion:
- The International Maritime Organization (IMO) launched the International Day for Women in Maritime on May 1

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Content: 5th Edition of ‘The Rising Women in Maritime’ Promotes Empowering Women Leadership in Industry | SOUALIGA NEWSDAY

SINT MAARTEN (COLE BAY) - Inspiration transcends boundaries and sectors. And that is what a wide array, of mostly female, attendees experienced as they converged at the Motorworld showroom in Cole Bay on Sunday, March 17, 2024. The event was the fifth edition of ‘The Rising Women in Maritime’ hosted by Amb. Vital (Amanda Vital-Bedminister) of CHAI and her team.

Executed with excellence from start to finish, ‘The Rising Women in Maritime’ began with the usual kingly salutation by Semona E. Morton. And hit a high note with the event’s visionary, Amanda Vital-Bedminister presenting the second annual ‘The Rising Award’ to Alicia M. Liverpool-Jobity, a respected spiritual and social leader who embodies the theme for Women’s Her Story Month, “Inspire Inclusion” through her consistent pattern of selfless generosity in varied forms to the community.

The keynote address followed and was given by Commissioner Spanner-Schmidt of St. Eustatius. Her focus was ‘Empowering Women’s Leadership in the Maritime Industry’. A takeaway from her presentation was, “The time has come to look for the right person for the job instead of the right man for the job.”

Participants were treated to a Master Class by Lela Simmonds of Port St. Maarten. Ms. Simmonds through her presentation on ‘Enabling the Business Potential of Connectivity within the Cruise Industry’ highlighted that connectivity is always relevant, important, and adds value.

In keeping with the maritime theme, several female captains were notably present. Students representing the National Institute of Arts (NIA) entertained the audience with their uniquely thrilling performances interspersed throughout the day's activities.

The featured segment was a panel discussion by leading maritime stakeholders, Ms. Kyla van Heyningen; Ms. Ichel Moeslikan; and Ms. Rosina Romeo. The wealth of wisdom, shared experiences, and courageous vulnerability made for a rather interesting and inspirational segment.

‘Le Piano Noir’ and ‘Soualigan Slangs’—both female-led businesses, refreshed participants with snacks and educational and fun games.

The maritime industry, grossly underrated, had the spotlight for an entire afternoon as speaker after speaker shed light on the industry and shared their experiences.

The Rising event is now a staple in the roster to celebrate Women’s Her Story Month during March annually, on St. Maarten.

Source: https://www.soualiganewsday.com/index.php%3Foption%3Dcom_k2%26amp%3Bview%3Ditem%26amp%3Bid%3D54734%3A5th-edition-of-%E2%80%98the-rising-women-in-maritime%E2%80%99-promotes-empowering-women-leadership-in-industry%26amp%3BItemid%3D450

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

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

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

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

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

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

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

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