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

## Executive Summary

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

This report examines the current landscape of gender diversity in these sectors and provides actionable recommendations for creating more inclusive workplaces that attract and retain female talent.

## Current State of Gender Diversity

### Industry Statistics
According to recent occupational data, significant gender disparities persist in construction-related fields:
- Craft and craft-related professions: 88.

6% male
- Operation and maintenance of machinery: 86.

8% male
- Agriculture, forestry, and fishing specialists: 79.

3% male

These statistics highlight the substantial opportunity for growth in female representation within these sectors.

## Breaking Down Traditional Barriers

### Changing Industry Mindset
The construction industry is actively working to address inclusion through initiatives like Construction Inclusion Week, which enters its fourth year in 2024

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

## Executive Summary

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

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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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Content: Women ’ s participation in the labour force and economic feasibility (1 of 2)
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While gender equality and fair treatment of women and girls is an ethical imperative, global data analysis, evidence and experience show that engaging women also promotes economic growth and stability, particularly in times of financial challenges.
Since 1970, the World Bank ’ s Women, Business and the Law series has tracked law reforms and gender equality.
Massive evidence has emerged linking gender equality and economic security.
Over the past 50 years, countries have adopted more than 2,000 legal reforms across all measured categories of equality, including women ’ s mobility, marital rights, the work environment, the right to own assets and start a business, and equal pay and pensions.
However, the rate of reforms has slowed over the past 15 years.
2022 marked a historic decline relative to the number of legal reforms worldwide.
Today, only 14 of 190 countries (all high-income countries) offer the same legal rights to women.
In other words, 176 countries deny equal economic opportunities to 2.4 billion women.
At today ’ s pace, it will take women at least another 50 years to reach equality with men around the world.
Girls today will reach retirement age before gender parity is achieved globally and entire generations of talent, productivity, innovation and opportunity will be squandered by the harm done to women, families, communities and nations.
In the Middle East and North Africa (MENA) region today, less than one in four women of working age are employed.
The labor market participation rate is the lowest in the world.
Lack of access to education, job training, assets, capital, adequate nutrition and health care, as well as child marriage, violence against women and discrimination in the workplace, are impediments to progress.
It should be noted here that the road to women's participation in the labor force is a multidimensional challenge.
They need to be imposed by governments, enforced by courts, embraced by corporations, promoted by banks and investors, and supported by society.
It also requires a comprehensive approach as follows:
First, government policies and laws are required to facilitate women ’ s participation in the economy.
There is a need for laws allowing women to own and own assets in order to start, own and operate businesses, and a requirement of non-discrimination in employment, promotion and career opportunities in the workplace.
Second, there is a need for courts and regulatory bodies with the capacity and commitment to fully, fairly, consistently and ethically apply and enforce those laws, including addressing complaints of discrimination and imposing sanctions on violators.
It follows.
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CONSTRUCTION INCLUSION WEEK 2024: AMPLIFYING BELONGING IN THE BUILT ENVIRONMENT

We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”
— Ray Sedey, Chair of Construction Inclusion Week 2024
UNITED STATES, April 18, 2024 /EINPresswire.com/ -- As Construction Inclusion Week enters its fourth year, the organization proudly announces that registration and sponsorship opportunities for the 2024 effort, scheduled for October 14-18, are open. Construction Inclusion Week aims to unite the construction industry to advocate, amplify, and celebrate diversity, equity, and inclusion (DEI).

Last year, Construction Inclusion Week saw more than 5,000 active registrations and engagements in the effort, demonstrating the industry’s readiness to embrace change and foster a more inclusive environment. Construction Inclusion Week 2024 seeks to build upon the momentum built over the past three years to offer an industry-wide platform to celebrate unity, belonging, and inclusion. The initiative aims to cultivate a construction industry that celebrates diverse perspectives and skills and makes equitable opportunities available for all.

Construction Inclusion Week was launched in 2020 to harnesses the collective energy throughout all facets of the construction industry, including general contractors, specialty contractors, subcontractors, suppliers, architects, engineers, owners, technology firms, and other service providers to advocate, amplify, and celebrate the diversity within our industry. Construction Inclusion Week provides a focused opportunity to showcase industry strides related to DEI and offers educational resources to drive continued improvement, not only for one week but 24/7/365.

Sponsorship Opportunities for 2024: In 2024, Construction Inclusion Week provides opportunities for firms to demonstrate their commitment to belonging and inclusion in the construction industry through sponsorships:

· Ambassador Sponsorship ($5,000): Offers high-level recognition across collateral materials .
· Supporter Sponsorship ($1,500): Provides visibility across campaign materials.

Free Registration and Educational Content: Participation in Construction Inclusion Week remains free, with firms and individuals receiving access to valuable tools and curriculum content. The 2024 pre-planning guide is available , including access to resources such as the DEI maturity model, planning calendar, and swag store. Full curriculum content will be available over the summer, focusing on daily themes such as Commitment & Accountability, Belonging, Supplier Diversity, Workplace Culture, and Community Engagement.

Join the Movement: “The momentum we’ve built over the past three years is remarkable, but there is still much more work to do,” says Ray Sedey, Chair of Construction Inclusion Week 2024 and Chairman and CEO of McCarthy Building Companies. Inc. “As we enter our fourth year, the need for collective action and continued commitment to integrating DEI in the industry is more critical than ever. We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”

How to Participate: For registration details and to explore sponsorship opportunities, please visit www.constructioninclusionweek.com.

###

About Construction Inclusion Week: Construction Inclusion Week, a 501c(6) entity, is organized by leading construction firms, including McCarthy Building Companies, Inc., Turner Construction Company, Clark Construction Group, Smoot DC, Gilbane Building Company, DPR Construction, and Mortenson. Construction Inclusion Week is a designed to highlight the importance of diversity, equity, and inclusion within the construction industry. It serves as a call to action for all industry stakeholders to reflect on progress, embrace diversity, and take steps toward a more inclusive future.

Asheya Warren
PRAXIS
+1 972-755-5330
awarren@praxis-psm.com

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

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

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

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 the current landscape of gender diversity in these sectors and provides actionable recommendations for creating more inclusive workplaces that attract and retain female talent.

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Is a lack of diversity holding back the fashion industry?

The top jobs in the British fashion industry are still overwhelmingly held by white men, according to a new report. While that might feel like old news, the business case for making workforces better reflect society is perhaps less regularly made.

The inaugural Fashion Diversity, Equality and Inclusion (DEI) report, released today, finds that only 9% of executive and 11% of so-called power roles, which include chief executive, chief financial officer, chair and creative director positions, are held by people of colour. 39% of executive teams and 24% of power posts are occupied by women.

Related: Male, pale and out of step: why fashion houses have such a problem with diversity

Across industries, a diverse workforce, it points out, “improves decision-making up to 87% of the time – the result of expanded perspectives”, which, in turn, “feeds through to the bottom line”. It finds that diverse businesses are 39% more likely to outperform financially, while improving DEI is important for companies looking to attract talent, with “39% of global job seekers [having] turned down or decided not to pursue jobs because of a perceived lack of inclusion.”

Alongside this, consumers are increasingly choosing to leverage their spending power with companies that they perceive as reflecting their values, with about 50% of millennials saying “it is important or very important to choose brands that have a gender equity stance”.

“The whole point now is to reposition DEI as a business imperative and a lever for profitability and financial success,” says Jamie Gill, founder of the Outsiders Perspective, a not-for-profit incubation platform for people of colour in fashion that co-authored the report. In the current turbulent economic climate, he argues, DEI should not be sidelined. “Having the right people around the table, having those fresh perspectives from all different walks of life is really what we need to look at,” he says.

The report, which is also the work of the British Fashion Council, the (Fashion) Minority Report and McKinsey & Company, lands at a time when diversity in the industry has been under renewed scrutiny, after the announcement of Seán McGirr to replace Sarah Burton as creative director at Alexander McQueen in October. While noone was questioning his talent, but his appointment means all the creative director positions at Kering, the luxury conglomerate that owns McQueen, are held by white men. It also follows a Paris men’s fashion week at which some of the buzziest, most interesting shows were the work of designers Martine Rose and Grace Wales Bonner, both women of colour.

We’ve been saying there’s a need for humanity and that hasn’t landed

Jamie Gill

The need for greater diversity and inclusion runs deeper than good commercial sense, but, says Gill, “we haven’t moved the needle in the last three and half years, since the conversation was brought to the world stage … We’ve been saying there’s a need for humanity and that hasn’t landed.”

Also revealed in the report is the dissonance of beliefs around diversity and inclusion in the industry. In illuminating but perhaps unsurprising figures, 86% of white men in the industry believe it to be diverse, while only 46% of women of colour believe the same to be true.

The report highlights that fashion has made some progress in what it calls “outward-looking” contexts, meaning areas such as catwalk representation, but that is less true when it comes to boardrooms and workplaces.

“We really want to highlight and, to a certain extent, celebrate that as a collective the fashion industry has been integral in changing our marketing. Our external space has become very diverse, very representative – catwalks, ad campaigns, events are very inclusive and representative, which is fantastic and shows, in a short space of time, how quickly we were able to accelerate that change when we focused on it.” Now, he says, “We need to look internally because there’s such a disconnect with the workforce and moving it forward.”

Related: Fashion industry biased towards white men, report shows

To shift the dial, the report stresses the importance of leadership, with the need for company heads to set out diversity ambitions – the research indicates that commitment to action at board level is most likely to deliver change.

Gaping holes in data also need to be filled. “We, as an industry, are not collecting our data,” says Gill. There is, according to the report, a particular lack of data on LGBTQIA+, neurodiversity, socioeconomic background, size, age, religion and gender. Gill sees this report as a call to action “to gather that data around all underrepresented groups”.

“Fashion is a leader. We’re an industry that leads on everything and right now we’re not leading on this,” says Gill.

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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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WomenCertified Inc.
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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.”

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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.

Title:

Content: Enough With the False Assurances About Women in the Workplace

***

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McKinsey & Company and LeanIn.org released their annual report, Women in the Workplace, in late September. The report’s summary opens: “A year and a half into the COVID-19 pandemic, women have made important gains in representation, and especially in senior leadership.”

Important gains. This idea repeats throughout the report even as it goes on to paint a dire and disturbing picture: Women earn promotions to managerial roles at far lower rates than men. Women of color lose ground at every step on the corporate ladder. Between entry-level positions and the C-suite, representation of women of color drops off by more than 75%.

Page after page of findings confirm the grim reality we already know. And yet, the top-line takeaway is about progress.

This insistence on a rose-colored glasses approach is pervasive. Just a few months ago, headlines touted 2021 as a banner year for women’s leadership in corporate America, citing milestone appointments of female CEOs. But a closer look at the numbers reveals an unsettling breakdown: a mere 8% of all Fortune 500 companies are led by women. Is this a record achievement we should be shouting from the rooftops in 2021? Is the bar that low?

“We are making strides,” the world says. “Look at all this progress!”

The truth is, the data tells us that putting a woman or person of color in a high-profile position rarely has the trickle-down effect people would like us to believe it does. Rather, it creates an illusion of inclusion—and it allows decision-makers to tick off a “diversity and inclusion” box and move on.

But the illusion is easier to accept than the truth, isn’t it? It’s easier to latch on to the optimistic headline, the upbeat sound bite, the suggestion that all will soon be well than it is to call out the problem. Because calling out the problem makes people uncomfortable.

As I write in my new book, Awakening: Ladies, Leadership, and the Lies We’ve Been Told, we don’t teach women to make people uncomfortable. We groom women to smile and accept these breadcrumbs and the spun stories of progress. We prefer people who shut up and keep their heads down.

How can we correct an injustice we can’t even talk about?

The Women in the Workplace report highlights specific strategies organizations can employ to move toward true equity. But how can we get to the solutions when we are unwilling to read past the headlines, when we remain so unwilling to get uncomfortable—to acknowledge the problem in an open and honest way?

The system’s not going to fix itself, and the people in charge of the system don’t want to talk about it.

It’s past time to call out the problem, to reject the simple sound bites and feel-good conclusions that brush past the deeply distressing realities of the systemic oppression of women in the workplace.

Does that idea make you uncomfortable? It should.

Share your comments below. Please read our commenting guidelines before posting. If you have a concern about a comment, report it here.

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

## Current State of Gender Diversity

### Industry Statistics
According to recent occupational data, significant gender disparities persist in construction-related fields:
- Craft and craft-related professions: 88.

Title:

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

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

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

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

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

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

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

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

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

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% male
- Operation and maintenance of machinery: 86.

8% male
- Agriculture, forestry, and fishing specialists: 79.

3% male

These statistics highlight the substantial opportunity for growth in female representation within these sectors.

## Breaking Down Traditional Barriers

### Changing Industry Mindset
The construction industry is actively working to address inclusion through initiatives like Construction Inclusion Week, which enters its fourth year in 2024

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?


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

## Executive Summary

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

This report examines the shift toward greater gender equality and provides actionable recommendations for making your company more attractive and welcoming to women construction workers.

## Breaking Down Traditional Gender Barriers

### Industry Recognition and Collective Action

The construction industry is actively working to address gender inequality through organized initiatives.

Construction Inclusion Week 2024, now in its fourth year, represents a significant industry-wide commitment to diversity, equity, and inclusion (DEI).

As Ray Sedey, Chair of Construction Inclusion Week and CEO of McCarthy Building Companies, notes, "The momentum we've built over the past three years is remarkable, but there is still much more work to do.

" This initiative demonstrates that industry leaders recognize the need for systematic change and are taking concrete steps to create more inclusive environments.

### Real

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

## Executive Summary

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

Title:

Content: Women ’ s participation in the labour force and economic feasibility (1 of 2)
|
While gender equality and fair treatment of women and girls is an ethical imperative, global data analysis, evidence and experience show that engaging women also promotes economic growth and stability, particularly in times of financial challenges.
Since 1970, the World Bank ’ s Women, Business and the Law series has tracked law reforms and gender equality.
Massive evidence has emerged linking gender equality and economic security.
Over the past 50 years, countries have adopted more than 2,000 legal reforms across all measured categories of equality, including women ’ s mobility, marital rights, the work environment, the right to own assets and start a business, and equal pay and pensions.
However, the rate of reforms has slowed over the past 15 years.
2022 marked a historic decline relative to the number of legal reforms worldwide.
Today, only 14 of 190 countries (all high-income countries) offer the same legal rights to women.
In other words, 176 countries deny equal economic opportunities to 2.4 billion women.
At today ’ s pace, it will take women at least another 50 years to reach equality with men around the world.
Girls today will reach retirement age before gender parity is achieved globally and entire generations of talent, productivity, innovation and opportunity will be squandered by the harm done to women, families, communities and nations.
In the Middle East and North Africa (MENA) region today, less than one in four women of working age are employed.
The labor market participation rate is the lowest in the world.
Lack of access to education, job training, assets, capital, adequate nutrition and health care, as well as child marriage, violence against women and discrimination in the workplace, are impediments to progress.
It should be noted here that the road to women's participation in the labor force is a multidimensional challenge.
They need to be imposed by governments, enforced by courts, embraced by corporations, promoted by banks and investors, and supported by society.
It also requires a comprehensive approach as follows:
First, government policies and laws are required to facilitate women ’ s participation in the economy.
There is a need for laws allowing women to own and own assets in order to start, own and operate businesses, and a requirement of non-discrimination in employment, promotion and career opportunities in the workplace.
Second, there is a need for courts and regulatory bodies with the capacity and commitment to fully, fairly, consistently and ethically apply and enforce those laws, including addressing complaints of discrimination and imposing sanctions on violators.
It follows.
Publish it.

Title:

Content: There were 1,669 press releases posted in the last 24 hours and 401,839 in the last 365 days.

CONSTRUCTION INCLUSION WEEK 2024: AMPLIFYING BELONGING IN THE BUILT ENVIRONMENT

We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”
— Ray Sedey, Chair of Construction Inclusion Week 2024
UNITED STATES, April 18, 2024 /EINPresswire.com/ -- As Construction Inclusion Week enters its fourth year, the organization proudly announces that registration and sponsorship opportunities for the 2024 effort, scheduled for October 14-18, are open. Construction Inclusion Week aims to unite the construction industry to advocate, amplify, and celebrate diversity, equity, and inclusion (DEI).

Last year, Construction Inclusion Week saw more than 5,000 active registrations and engagements in the effort, demonstrating the industry’s readiness to embrace change and foster a more inclusive environment. Construction Inclusion Week 2024 seeks to build upon the momentum built over the past three years to offer an industry-wide platform to celebrate unity, belonging, and inclusion. The initiative aims to cultivate a construction industry that celebrates diverse perspectives and skills and makes equitable opportunities available for all.

Construction Inclusion Week was launched in 2020 to harnesses the collective energy throughout all facets of the construction industry, including general contractors, specialty contractors, subcontractors, suppliers, architects, engineers, owners, technology firms, and other service providers to advocate, amplify, and celebrate the diversity within our industry. Construction Inclusion Week provides a focused opportunity to showcase industry strides related to DEI and offers educational resources to drive continued improvement, not only for one week but 24/7/365.

Sponsorship Opportunities for 2024: In 2024, Construction Inclusion Week provides opportunities for firms to demonstrate their commitment to belonging and inclusion in the construction industry through sponsorships:

· Ambassador Sponsorship ($5,000): Offers high-level recognition across collateral materials .
· Supporter Sponsorship ($1,500): Provides visibility across campaign materials.

Free Registration and Educational Content: Participation in Construction Inclusion Week remains free, with firms and individuals receiving access to valuable tools and curriculum content. The 2024 pre-planning guide is available , including access to resources such as the DEI maturity model, planning calendar, and swag store. Full curriculum content will be available over the summer, focusing on daily themes such as Commitment & Accountability, Belonging, Supplier Diversity, Workplace Culture, and Community Engagement.

Join the Movement: “The momentum we’ve built over the past three years is remarkable, but there is still much more work to do,” says Ray Sedey, Chair of Construction Inclusion Week 2024 and Chairman and CEO of McCarthy Building Companies. Inc. “As we enter our fourth year, the need for collective action and continued commitment to integrating DEI in the industry is more critical than ever. We invite the entire construction community to join us in this important awareness initiative by registering to participate or becoming a sponsor.”

How to Participate: For registration details and to explore sponsorship opportunities, please visit www.constructioninclusionweek.com.

###

About Construction Inclusion Week: Construction Inclusion Week, a 501c(6) entity, is organized by leading construction firms, including McCarthy Building Companies, Inc., Turner Construction Company, Clark Construction Group, Smoot DC, Gilbane Building Company, DPR Construction, and Mortenson. Construction Inclusion Week is a designed to highlight the importance of diversity, equity, and inclusion within the construction industry. It serves as a call to action for all industry stakeholders to reflect on progress, embrace diversity, and take steps toward a more inclusive future.

Asheya Warren
PRAXIS
+1 972-755-5330
awarren@praxis-psm.com

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

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

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

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 the shift toward greater gender equality and provides actionable recommendations for making your company more attractive and welcoming to women construction workers.

Title:

Content: Nearly 200 kids come out to skilled trades showcase at Wilmington YMC

WILMINGTON, NC (WWAY) – With the housing market booming, the availability and cost of workers is on the rise.

A shortage of workers will result in higher housing costs, increased home prices and the inability to complete projects, according to the National Association of Home Builders.

The Wilmington-Cape Fear Home Builder’s Association, Professional Women Building Council and YMCA of Southeast North Carolina hosted their first summer skilled trades showcase in Wilmington.

The event was all in an effort to introduce kids to a lucrative career path without the need of a college degree.

General contractor and engineer Kate Eames hopes to encourage more girls to follow in her career path.

“We only have about 10 percent of women in the industry and they are mainly in administrative roles,” she said. “So, it’s a very low percentage that’s in the field on job sites doing that line of work.

“I’m excited to see other women that are doing this so that they have that representation.”

Early 200 kids came out for Thursday’s showcase, which featured builders, electricians, plumbers, exterminators and roofers.

More information on events at the YMCA  of Southeast North Carolina can be found here.

Categories: Local, New Hanover, News

Title:

Content: Advertisement

Is a lack of diversity holding back the fashion industry?

The top jobs in the British fashion industry are still overwhelmingly held by white men, according to a new report. While that might feel like old news, the business case for making workforces better reflect society is perhaps less regularly made.

The inaugural Fashion Diversity, Equality and Inclusion (DEI) report, released today, finds that only 9% of executive and 11% of so-called power roles, which include chief executive, chief financial officer, chair and creative director positions, are held by people of colour. 39% of executive teams and 24% of power posts are occupied by women.

Related: Male, pale and out of step: why fashion houses have such a problem with diversity

Across industries, a diverse workforce, it points out, “improves decision-making up to 87% of the time – the result of expanded perspectives”, which, in turn, “feeds through to the bottom line”. It finds that diverse businesses are 39% more likely to outperform financially, while improving DEI is important for companies looking to attract talent, with “39% of global job seekers [having] turned down or decided not to pursue jobs because of a perceived lack of inclusion.”

Alongside this, consumers are increasingly choosing to leverage their spending power with companies that they perceive as reflecting their values, with about 50% of millennials saying “it is important or very important to choose brands that have a gender equity stance”.

“The whole point now is to reposition DEI as a business imperative and a lever for profitability and financial success,” says Jamie Gill, founder of the Outsiders Perspective, a not-for-profit incubation platform for people of colour in fashion that co-authored the report. In the current turbulent economic climate, he argues, DEI should not be sidelined. “Having the right people around the table, having those fresh perspectives from all different walks of life is really what we need to look at,” he says.

The report, which is also the work of the British Fashion Council, the (Fashion) Minority Report and McKinsey & Company, lands at a time when diversity in the industry has been under renewed scrutiny, after the announcement of Seán McGirr to replace Sarah Burton as creative director at Alexander McQueen in October. While noone was questioning his talent, but his appointment means all the creative director positions at Kering, the luxury conglomerate that owns McQueen, are held by white men. It also follows a Paris men’s fashion week at which some of the buzziest, most interesting shows were the work of designers Martine Rose and Grace Wales Bonner, both women of colour.

We’ve been saying there’s a need for humanity and that hasn’t landed

Jamie Gill

The need for greater diversity and inclusion runs deeper than good commercial sense, but, says Gill, “we haven’t moved the needle in the last three and half years, since the conversation was brought to the world stage … We’ve been saying there’s a need for humanity and that hasn’t landed.”

Also revealed in the report is the dissonance of beliefs around diversity and inclusion in the industry. In illuminating but perhaps unsurprising figures, 86% of white men in the industry believe it to be diverse, while only 46% of women of colour believe the same to be true.

The report highlights that fashion has made some progress in what it calls “outward-looking” contexts, meaning areas such as catwalk representation, but that is less true when it comes to boardrooms and workplaces.

“We really want to highlight and, to a certain extent, celebrate that as a collective the fashion industry has been integral in changing our marketing. Our external space has become very diverse, very representative – catwalks, ad campaigns, events are very inclusive and representative, which is fantastic and shows, in a short space of time, how quickly we were able to accelerate that change when we focused on it.” Now, he says, “We need to look internally because there’s such a disconnect with the workforce and moving it forward.”

Related: Fashion industry biased towards white men, report shows

To shift the dial, the report stresses the importance of leadership, with the need for company heads to set out diversity ambitions – the research indicates that commitment to action at board level is most likely to deliver change.

Gaping holes in data also need to be filled. “We, as an industry, are not collecting our data,” says Gill. There is, according to the report, a particular lack of data on LGBTQIA+, neurodiversity, socioeconomic background, size, age, religion and gender. Gill sees this report as a call to action “to gather that data around all underrepresented groups”.

“Fashion is a leader. We’re an industry that leads on everything and right now we’re not leading on this,” says Gill.

Title:

Content: Business

Vedanta Aluminium: painting the manufacturing shopfloor rainbow

X

Every individual in an organisation brings with them diverse perspectives, work and life experiences, competencies, and a whole host of socio-cultural differences that add to the richness of workplace, in terms of skillsets and culture. The key to unleashing the potential of this diversity lies in inclusivity and belongingness. In other words, the benefits of diversity can be reaped by organizations that value these individual differences and strive to nurture a sense of belongingness within each individual for the team and company, so they align their strengths to pursue common goals.

India's largest aluminium producer, Vedanta Aluminium, is one such organization leading the way in making the manufacturing industry gender inclusive. Earlier this year, the company welcomed transgender professionals into the workforce – a significant stride in its mission of fostering diversity & inclusion. This puts the company among the handful of manufacturing companies in India and the world to have LGBTQIA+ employees in core operations.

Change is good

Globally, the manufacturing industry has long been a man's world, with prevalent stereotypical notions of jobs being dull, rugged and low-skilled. For decades, regressive norms questioning women's role in manufacturing shopfloors had deterred them from actively considering a meaningful career in manufacturing. This is despite the fact that women have successfully made their mark across various industry sectors, from banking to defence. Now take the case of LGBTQIA+ professionals, the world is yet to begin imagining a place for them in the manufacturing industry.

Even though manufacturing companies have leapfrogged into the future with extensive deployment of new age technologies, digital solutions and automations, which have made job roles smart, interesting and automated, the status quo has not changed a lot. The result being, a low gender diversity ratio, which is even more acute in the metals and mining sector, with the ratio being in low single digits.

In a heartening trend of late, we are witnessing increase in diversity in the metals and mining industry, thanks to greater awareness about various job roles, better education and the great equaliser known as technology. Take the case of Vedanta Aluminium. To build a diverse workforce, Vedanta Aluminium has been working extensively towards attracting high-potential women and LGBTQIA+ professionals to join its ranks. While the company has a higher percentage of women in its workforce, compared to industry average, this year, it crossed a milestone when it hired the first transgender employees at its Chhattisgarh-based subsidiary, the Bharat Aluminium Company (BALCO). Four of the transgender employees are engaged as forklift operators at its Cast House, and three others in the Security function.

Unleashing the power of people

Vedanta Aluminium is not only India's largest producer of aluminium, but also one of the top global names in aluminium. Its products are market leaders the world-over, catering to core industries and sunrise sectors like electric mobility, aviation, construction, renewable energy, defence, aerospace, etc. across 30-40 countries. Most recently, Vedanta Aluminium was the first in India to produce low carbon 'green' aluminium, branded Restora, for climate-conscious customers looking to source responsibly. It is also the first company to supply Primary Foundry Alloy, Cylinderhead Alloy, High-Speed Billets, and many other special alloys for the first time in India, curbing the import-reliance of Indian industries. So, how does diversity and inclusion fit into this equation?

As Vedanta Aluminium's CEO, Mr. Rahul Sharma would say, "Diversity and inclusion are not just ingrained in our organisational culture, but it is how we do business. Our markets, customers and businesses are diverse and complex. To match that, we need to recruit people with diverse points of view, experiences, skills, backgrounds and education so that our business strategies are well-rounded to manage and grow our business. Within just one decade, Vedanta Aluminium became one of the world's top aluminium producers – a feat that would have been nigh impossible without the quality of our people and the rich diversity of thoughts, skills and ideas that they bring to the table. We take great pride and responsibility in being equal opportunity employers."

To address the prevalent gender gap and foster a culture of diversity & inclusion, in a sustainable manner, Vedanta Aluminium works on fundamental pillars of equitable workplace practices. These include:

• All job roles, no matter how non-traditional, are gender-agnostic and empowering.

• Employees are hired for their attitude, passion to learn and grow, and sound educational and technical qualifications.

• They are then provided with the best possible training from global experts, and professionally groomed by the leadership. In other words, they are set up to succeed.

• High potential talent is provided interventions such as classroom trainings, executive coaching, mentoring and put into accelerated developmental programmes.

• With world-class townships having ultra-modern amenities in the vicinity of the plants such as hospitals, schools, day-care centres, swimming pools, stadiums, gyms and advanced security systems, combined with industry leading people-practices, they are given an ecosystem designed to ensure they are supported at various life stages.

If that wasn't enough, Vedanta Aluminium is at a remarkable inflection point which allows for a lot of innovation, new ways of working – and a truly diverse and inclusive workplace that allows for unprecedented learning and a ringside view of global best practices. Since the company is constantly growing, developing new products and expanding its operations, its work-culture has the excitement of a start-up and the stability of a large global conglomerate, both at the same time!

Pride in diversity

The company realised very early on that it is the mindset and behaviour it needed to tackle to promote diversity at the workplace, and so, it set about creating an environment of inclusion and respect. Rahul Sharma adds, "Our objective is to build a wholesome culture, that makes our employees and partners feel welcomed, encouraged and empowered to deliver to the best of their potential. A diverse workforce ensures more prolific ideation, a better mix of skills and robust decision-making which leads to better rounded solutions and makes for enriching experiences. LGBTQIA+ professionals have long been an untapped talent pool for the manufacturing industry. Hence, we are now casting our talent acquisition net wider and looking to attract competent and ambitious LGBTQIA+ people to our workforce, for we truly believe that merit has no gender."

To ease the transgender hires' transition from the fringes of society to smart manufacturing plants, and help them evolve from semi-skilled people into professionals, Vedanta Aluminium adopted a three-step process:

Identification: Vedanta Aluminium worked with local NGOs and the transgender community at Korba, Chhattisgarh, to conduct a skill mapping study and identify transgender people with minimum required skills for working in a manufacturing industry.

Training: Post selection of such candidates, the company is taking them through an extensive training program aimed at honing the required skillsets, including soft-skills and business knowledge.

Building an empathetic & inclusive environment: Parallelly, Vedanta BALCO is also conducting gender-sensitization sessions for its workforce, with respect to the social and psychological challenges of trans people, proper code of conduct and ways of working to build a cohesive and encouraging environment for all.

And what do Vedanta Aluminium's transgender employees have to say about their experiences so far?

"I feel great working at Vedanta BALCO. The company has provided us with all required amenities, including housing. Whenever I go out, whether it is to buy groceries or to go to the hospital, people treat me with respect and talk to me nicely. I hope other companies follow the example set by Vedanta Aluminium and give transgender people opportunities in their organizations." – Ayesha Kumar, Security Professional

"Vedanta BALCO has given us a great platform to prove what we are capable of. Since we started working here, the local public's respect and acceptance of us has visibly grown. This is extremely heartening for me as an individual and to our transgender community." – Aysa Vishwakarma, Forklift Operator

"It has been 4 months since I started working at Vedanta BALCO. The workplace environment here is very conducive. People do not look at us or treat us differently. I feel really proud and happy working here." – Madhu Manikpuri, Security Professional

"The company is playing a significant role in bringing people from transgender communities to the mainstream by providing them with employment opportunities. I am really happy to be working here." – Roopa Kurrey, Forklift Operator

Shaping an inclusive tomorrow

With diversity and inclusion ingrained in Vedanta Aluminium's work culture, Respect, Care and Trust form three critical pillars of its value system. Together, they allow the company to explore the myriad dimensions of diversity of its workforce, and through inclusivity, nurture the best in its people to create sustainable value for its customers, communities and the country. The way the global economic order is evolving creates prime conditions for India to establish itself strongly as the manufacturing and value-addition destination of the world, with all the right levers like abundant natural resources, a strategic geographic location, huge captive demand, immense social & cultural diversity, and a deep talent pool of young professionals. It is, therefore, high time for manufacturing companies to capitalize on these emerging opportunities by closing their talent gap with the right people, without gender being a bar. May our diversity be the differentiator in the new world order.

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

Barratt Developments apprentice speaks during Scottish Apprenticeship Week and ahead of International Women’s Day on Friday
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I'm Jessica St Clair Gunn, 27, originally from Norfolk, but I moved to Edinburgh in 2010, and two years ago I decided to take the plunge and apply for a place on this construction apprentice programme following an eight-year stint working in retail.

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

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

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

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

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

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

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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.

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

## Breaking Down Traditional Gender Barriers

### Industry Recognition and Collective Action

The construction industry is actively working to address gender inequality through organized initiatives.

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

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

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

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

Construction Inclusion Week 2024, now in its fourth year, represents a significant industry-wide commitment to diversity, equity, and inclusion (DEI).

As Ray Sedey, Chair of Construction Inclusion Week and CEO of McCarthy Building Companies, notes, "The momentum we've built over the past three years is remarkable, but there is still much more work to do.

" This initiative demonstrates that industry leaders recognize the need for systematic change and are taking concrete steps to create more inclusive environments.

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?

tie gender diversity targets into contracts and deals

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

tie gender diversity targets into contracts and deals

appoint women to traditionally male roles

commit to gender equality in hiring practices

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?

tie gender diversity targets into contracts and deals

appoint women to traditionally male roles

commit to gender equality in hiring practices

### Real