# Women in Construction: Breaking Barriers as Crane Operators

## Executive Summary

This report examines the growing presence of women in construction and heavy machinery operation, with a special focus on crane operators.

Despite historically being male-dominated fields, women are increasingly entering these professions, breaking down gender barriers and proving their capabilities.

While challenges remain, including pay disparities and limited networking opportunities, success stories from around the world demonstrate that women can excel in these roles.

This report explores the current landscape, persistent challenges, and inspiring examples of women who have forged successful careers as crane operators and in similar positions.

## Current Landscape of Women in Construction

The construction industry remains predominantly male, but women are making inroads.

According to recent data, men comprise approximately 84% of the workforce in major companies, with some firms reporting over 90% male employees.

However, this is slowly changing as companies recognize the value of diversity and women actively pursue careers in construction.

In heavy machinery operation specifically, women are beginning to enter roles that were previously considered exclusively male.

For example, at Tata Steel Meramandali in India, four women have recently taken on positions as Stacker-cum-Reclaimer (SCR) operators in the raw material handling system.

Additionally, a woman has been assigned as a Hyva operator, marking the first time female employees have held these positions at the company's Meramandali unit.

These women, who hold Diplomas in Mechanical Engineering, underwent safety induction and on-the-job training before taking on these challenging roles.

Their recruitment represents a significant step toward gender equality in an industry where such positions were traditionally reserved for men.

## Breaking Down Traditional Gender Barriers

### Changing Perceptions

Historically, the construction industry has been dominated by what some describe as "male energy," with women feeling pressured to adapt and exhibit traditionally masculine traits to succeed.

However, this narrative is changing.

As one industry leader noted, "We had to be like the men if we wanted to do business with them and get a seat at the table.

" Now, women are increasingly able to bring their authentic selves to the workplace, "raising the female energy above" discrimination.

### Education and Training

Educational qualifications and specialized training are helping women enter these fields.

The female SCR operators at Tata Steel, for instance, came with Diplomas in Mechanical Engineering and received additional safety induction and on-the-job training.

This combination of formal education and practical preparation equips women with the necessary skills to operate heavy machinery safely and effectively.

### Company Initiatives

Some companies are actively working to increase gender diversity.

In the maritime sector, the United Arab Emirates has emerged as a leader in supporting women through training and development programs.

These initiatives provide women with the skills and confidence needed to succeed in traditionally male-dominated environments.

## Challenges Women Face in Construction

### Workplace Discrimination

Despite progress, women in construction still face significant challenges.

As Ms.

Naliaka, a woman working in a male-dominated industry, shared, "Men feel we are fighting for their position.

" She recounted an instance where a boss told a short woman she could not drive, despite there being short men in similar positions.

### Networking Limitations

Networking opportunities remain limited for women in construction.

Many professional networks in the industry are male-only, preventing women from connecting with influential people who could help advance their careers.

This isolation can make it more difficult for women to access opportunities and resources.

### Lack of Role Models

The limited number of women in leadership positions means fewer role models for those entering the field.

As one report noted, "The lack of female representation in leadership roles means that there are limited role models for women to look up to in their careers.

" This absence can make it challenging for women to envision themselves in senior positions and may discourage ambitious career paths.

### Pay Disparities

Gender pay gaps persist in the construction industry.

Among companies disclosing relevant data, male employees' median remuneration averages 19% higher than that of female counterparts.

This disparity is often attributed to the larger proportion of women in junior roles, but it can discourage women from entering or remaining in the field.

## Success Stories and Case Studies

### Tata Steel's Female Operators

The four women working as SCR operators at Tata Steel Meramandali represent an inspiring success story.

These women have broken into a field previously considered exclusively male, operating complex machinery for stacking and reclaiming operations.

Their success demonstrates that with proper training and qualifications, women can excel in these technically demanding roles.

### Ms.

Naliaka's Experience

Ms.

Naliaka has built a successful career in a male-dominated industry, boasting an impressive safety record with only one accident in ten years.

Her advice to other women entering the field is powerful: "You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through.

If it's a 'no,' stand firm, if you can't manage it, just speak up.

It's always good to ask.

"

### Women in the Maritime Sector

In the maritime industry, women are also making strides.

One woman shared her experience as one of only four women in a company of 40-50 employees, emphasizing that women in this sector "must be courageous, trust themselves, and show their capabilities.

" The maritime sector in the UAE is recognized as particularly supportive of women, offering excellent training and development programs.

## Pathways to Success for Aspiring Female Crane Operators

### Education and Training

For high school students interested in becoming crane operators, pursuing technical education is crucial.

A Diploma in Mechanical Engineering, like the female SCR operators at Tata Steel obtained, provides a strong foundation.

Additionally, specialized safety training and equipment-specific certifications are essential.

### Developing Key Skills and Attributes

Successful women in construction emphasize the importance of confidence, assertiveness, and technical competence.

As one industry professional advised, women in male-dominated fields need to "be courageous, trust themselves, and show their capabilities.

" Developing strong communication skills and the ability to advocate for oneself is also vital.

### Finding Mentorship and Support

Given the limited number of women in leadership positions, finding mentors can be challenging but is incredibly valuable.

Seeking out both male and female mentors who can provide guidance, support, and advocacy can help navigate the challenges of working in a male-dominated environment.

### Building Networks

While traditional networking opportunities may be limited, women can create their own support systems.

Joining industry associations focused on women in construction, participating in online communities, and attending industry events can help build valuable connections.

## The Future of Women in Construction

The construction industry is gradually recognizing the value of gender diversity.

As more women enter fields like crane operation and prove their capabilities, perceptions are slowly changing.

The success of women in these roles is creating a positive feedback loop, inspiring more women to consider careers in construction and heavy machinery operation.

Industry initiatives focused on increasing gender diversity, combined with changing societal attitudes, suggest a promising future for women in construction.

However, achieving true equality will require continued effort to address pay disparities, increase representation in leadership, and create more inclusive workplace cultures.

## Conclusion

Women are increasingly becoming crane operators and entering other roles in the construction industry, challenging a historically male-dominated field.

While significant barriers remain, including discrimination, limited networking opportunities, and pay disparities, success stories demonstrate that women can excel in these roles with proper training, support, and determination.

For female high school students interested in pursuing careers as crane operators, the path may be challenging but is increasingly viable.

By obtaining the necessary education and training, developing confidence and assertiveness, and seeking support networks, women can build rewarding and well-paying careers in construction.

As more women enter and succeed in these fields, they continue to break down barriers, creating greater gender equality and diversity in the construction industry.

# Women in Construction: Breaking Barriers as Crane Operators

## Executive Summary

This report examines the growing presence of women in construction and heavy machinery operation, with a special focus on crane operators.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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?

Despite historically being male-dominated fields, women are increasingly entering these professions, breaking down gender barriers and proving their capabilities.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

Title:

Content: News
INDIA
2 hours ago

Empowering Women to Embrace and Excel in Leadership Roles

Apoorva Aggarwal
Updated on Apr 13, 2023, 16:18 IST- 5 min read

How often do you come across a woman leader who is taking the reins and leading a company or organization to success? Despite the progress made in gender equality, women are still underrepresented in leadership positions and need to be empowered to take on these roles. The Seventh Edition of Avtar & Seramount Best Companies for Women in India (BCWI) report highlights the bottleneck in the women talent pipeline; with only 26% of women in managerial roles in 2022, further decreasing to 18% at the senior managerial level and a mere 17% at the corporate executive level.

Although there has been a marginal increase from 33% to 38% in the representation of women at entry levels, more needs to be done to create equal opportunities for women in leadership roles. It is not just about hiring more women; instead, organizations should strive to create an environment where women feel included, valued, and fully integrated into the culture.

Unsplash/Representational Image

Women leaders possess a distinctive combination of innate traits, including empathy, open-mindedness, and compassion, which allow them to bring a unique perspective to the table and lead with a human-centred approach. By fostering a diverse group of viewpoints, businesses can generate ideas that reflect the needs of a broad range of customers. This ultimately leads to more successful, innovative, and profitable outcomes.

So, what stops women from reaching their full potential in the workplace?

Studies suggest that factors such as gender bias, lack of representation in leadership positions, and work-life balance challenges can all play a role.

Impeding their professional advancement, one of the most prevalent barriers is the pervasive issue of gender bias that leads to women being overlooked and undervalued, resulting in their voices often being unheard.

Another significant barrier for women is the lack of flexibility in the workplace. Women face a challenge balancing work and family responsibilities in the workplace, which can lead to them having to choose between advancing their careers and taking care of their families. If the demands of their job interfere with their personal lives, they may leave the organization, resulting in the loss of valuable talent.

Unsplash/Representational Image

The few networking opportunities available to women poses yet another challenge. Networking is essential for career advancement, but women frequently have trouble connecting with established networks. As is often observed, network groups are often male-only, which prevents them from networking with powerful people in their industry.

Finally, the lack of female representation in leadership roles means that there are limited role models for women to look up to in their careers. This can make it challenging for women to envision themselves in senior positions and may discourage them from pursuing ambitious career paths. This can make it difficult for women to navigate their careers and get access to the resources they need to succeed. This is frequently accompanied by a delay in having someone senior in the organisation proactively guide them at the grassroots level.

Here's how organizations can take gradual yet effective steps towards achieving greater representation of women in leadership positions

Unsplash/Representational Image

Achieving gender diversity in leadership is not just a matter of ticking boxes or meeting quotas. It requires a fundamental shift in organizational culture and mindset towards valuing and promoting diversity and inclusion.

Developing a culture that motivates and supports women's leadership aspirations is imperative. Men and women alike must take the initiative in creating opportunities for women to lead, acknowledging, and honouring women's accomplishments, and ensuring that women have equal access to resources and opportunities as their male counterparts. Additionally, it is essential to foster a culture where women feel confident and empowered to say no.

To promote gender diversity in leadership positions, companies can adopt a proactive approach by implementing tailored leadership development programs for women. These initiatives can offer coaching and mentoring opportunities that empower women to enhance their skills and confidence, enabling them to excel in leadership roles. In addition, senior leaders within the organization can serve as mentors and advocates for women's leadership, providing valuable guidance, support, and acting as inspiring role models to encourage other women to pursue similar paths. To ensure equitable representation of women in leadership, it is essential to identify and champion their talents from an early stage in their careers.

Lastly, networking events and programs can be powerful tools for women to build relationships, share knowledge and experience, and expand their professional networks. These can lead to potential job opportunities, as well as provide opportunities to learn valuable skills such as self-promotion, negotiation, and assertiveness.

Unsplash/Representational Image

Everyone wins with more women in leadership

The positive impact of diversity on a company's financial performance has been well-documented, as highlighted by a McKinsey report titled "Diversity Wins: How Inclusion Matters". It found that companies with a higher representation of women on their executive teams - ranking in the top quartile for gender diversity - were 25% more likely to surpass profitability expectations when compared to those in the bottom quartile.

Creating a world where women can fully embrace leadership roles requires a joint effort from organizations and women. Companies can play their part by addressing the barriers that prevent women from achieving their full potential while women work on removing their self-limiting beliefs and advocating for themselves. It is only through collaboration and support that we can achieve gender equality in leadership positions.

The author is Office Managing Principal (OMP), ZS

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

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

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

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

Meet Dianne

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

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

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

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

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

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

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

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

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

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

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

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

Now, let’s meet Ching

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

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

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

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

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

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

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

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

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

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

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WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

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Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

Title:

Content: Business

Vedanta Aluminium: painting the manufacturing shopfloor rainbow

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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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While challenges remain, including pay disparities and limited networking opportunities, success stories from around the world demonstrate that women can excel in these roles.

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Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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Content: Countdown to Expo 2020 Dubai
Sharjah Department of Economic Development (SEDD) reviews the experiences of female entrepreneurs
The Department of Economic Development in Sharjah (DED), in collaboration with the Sharjah Businesswomen Council (SBWC), hosted a seminar entitled “Women are Ambition and Shining for the Fifties ” on Emirati Women ’ s Experience in Work and Creativity, as part of a number of initiatives implemented in support of the National Strategy for Women Empowerment and Entrepreneurship.
The session showcased the experiences of one of the successful entrepreneurship projects in the emirate with the aim of enhancing the spirit of entrepreneurship and inspiring the next generation of businesswomen to talk about the story of the launch of the project, the challenges faced, the experiences gained and the ways of sustainability of the project in the future.
Sultan Abdullah bin Hadda Al Suwaidi, Chairman of the Department of Economic Development in Sharjah, said that the UAE Women ’ s Day is an important national occasion to express the achievements of the UAE daughter and appreciate her pivotal and vital role in the renaissance of the nation.
He pointed out that the celebrations of this day come this year despite the challenges and circumstances faced by the world, but the UAE has returned to the world to turn these circumstances and challenges into opportunities for creativity and progress, which the country has achieved, with great achievements in the field of sustainable development and looking forward to the future.
For his part, Abdul Aziz Omar Al Midfa, Deputy Director of Government Communication Department at the Department of Economic Development in Sharjah, said: “Today we celebrate Emirati Women ’ s Day, which falls on 28-8 of every year, a day that has a special place in the life of every Emirati woman because it translates the support of the wise leadership for women and their role in the sustainable development process in the country. ”
He added that the Department, in cooperation with the Sharjah Businesswomen Council, organized a discussion session entitled "Women Ambition and Shining for Fifty". The session showcased the experiences of one of the successful businesswomen projects in the emirate in order to enhance the spirit of entrepreneurship and inspire the next generation of businesswomen to talk about the story of launching the project, challenges faced, experiences gained and ways to sustain the project in the future.
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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.

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Content: I learned about their achievements during a field visit.
Supervises the follow-up of the main initiatives programme implemented in cooperation with UN Women
South Africa: During a recent field visit to South Africa, Namaa reviewed both the achievements and challenges of the “Stimulating Equal Opportunities for Women Entrepreneurs ” program, which was launched by the Foundation in partnership with UN Women in 2018 to remove barriers to equal opportunities and women ’ s economic empowerment, which resulted in the empowerment of 16,000 women entrepreneurs in the country.
During the five-day visit, NAMA participated in a series of seminars, panel discussions, meetings, and field visits with stakeholders, local partners, and program beneficiaries, identifying areas to be developed and new opportunities to expand its role in empowering women entrepreneurs around the world.
The Major Initiatives Programme in South Africa focuses on building and supporting the capacity of women-owned companies and providing them with the opportunity to benefit from public and private sector supply contracts, particularly in non-traditional sectors, by catalysing government and institutional sector commitment to women.
The program seeks to build a support system for SMEs, facilitate their access to supply markets and sources of financial financing, and at the same time discuss supply and demand constraints for buyers and entrepreneurs.
Her Excellency Reem Bin Karam, Director of NAMA for the Advancement of Women and Head of the Visiting Delegation, addressed ways to develop the work environment to empower women entrepreneurs in various sectors, highlighting NAMA ’ s flagship initiatives program in South Africa to identify best practices and lessons learned.
The event was attended by HE Mohesh Saeed Al Hamli, UAE Ambassador to South Africa, and Fatima Yousef Al Suwaidi, First Secretary of the Embassy, during meetings with a range of stakeholders, including representatives of UN Women, South African government officials, representatives of the private sector, signatories of the Women ’ s Empowerment Principles, representatives of women ’ s organizations, local NGOs and training institutes.
Building a just future
H.E. Reem Bin Karam said: “We are committed to promoting equal opportunities and empowering women entrepreneurs by providing market opportunities to women-owned businesses around the world, because providing equal opportunities helps women entrepreneurs grow into leaders, innovators and change-makers. ”
“Our strategic collaboration with UN Women, in line with the vision of His Highness the Ruler of Sharjah ’ s wife, Her Highness Sheikha Jawaher bint Mohammed Al Qasimi, President of NAMA, aims to transform the business landscape and reduce inequalities in South Africa by promoting women ’ s economic empowerment. With the support of our partners, NAMA continues to realize its vision of advancing women and building a just future for them around the world. ”
Alita Miller, South African representative for UN Women, said: “The strong partnership between UN Women, NAMA, the Government and people of South Africa has produced tangible positive results for all women in South Africa.
“One of the factors that contributed to the success of the program is working at all levels to overcome structural and organizational barriers within two main strategies: facilitating women ’ s access to supply opportunities from the public and private sectors by providing a supportive environment, and continuing support to build the capacity of companies.
South Africa embodies the power of women ’ s participation in the economy, while NAMA plays a pivotal role in supporting a range of successful initiatives. ”
Supporting 16,000 women in South Africa
Since its launch in South Africa, Key Initiatives programs have strengthened the capacity of more than 16,000 women-owned companies to participate in global supply chains, with 6,452 women entrepreneurs benefiting from skills and capacity development programs, enhancing their participation in supply processes and improving access to business, income and growth opportunities.
Through the advancement of Women Entrepreneurs Purchasing Technology, an innovative online shopping platform, the program has enabled women-owned businesses operating in the energy, transportation, agriculture and public entrepreneurship sectors to improve their market access. With x7 models, LMS helped women entrepreneurs assess self-training during the Corona crisis, and 1,264 women entrepreneurs participated in the system out of 3,639.
UN Women ’ s efforts have boosted results with the announcement by the President of South Africa that 40% of government supply projects will be allocated to women-owned companies, and government agencies including the Department of Mineral Resources and Energy and the Department of Women, Youth and the Disabled have started spending on procurement and supply on women-owned companies in the women ’ s health value chain.
In line with the program ’ s objectives, in 2019 the Municipality of Amathul revised its supply chain policies, set specific targets for women-owned companies, increased its supply spending from 4% to 38%, and the UN worked with the Municipality and GIZ to develop a database of 300 women-owned companies within the region to identify their participation in supply chains.
# Company Data
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Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

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?

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?

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?

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?

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?

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?

This report explores the current landscape, persistent challenges, and inspiring examples of women who have forged successful careers as crane operators and in similar positions.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

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

## Current Landscape of Women in Construction

The construction industry remains predominantly male, but women are making inroads.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

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

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

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

Meet Dianne

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

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

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

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

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

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

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

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

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

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

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

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

Now, let’s meet Ching

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

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

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

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

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

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

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

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

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

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

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Latest Stories
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Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

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?

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?

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?

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?

According to recent data, men comprise approximately 84% of the workforce in major companies, with some firms reporting over 90% male employees.

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

However, this is slowly changing as companies recognize the value of diversity and women actively pursue careers in construction.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

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?

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

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

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

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

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

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

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

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

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

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

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

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

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

In heavy machinery operation specifically, women are beginning to enter roles that were previously considered exclusively male.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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?

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?

For example, at Tata Steel Meramandali in India, four women have recently taken on positions as Stacker-cum-Reclaimer (SCR) operators in the raw material handling system.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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?

promote women to higher roles
active recruitment of women

Additionally, a woman has been assigned as a Hyva operator, marking the first time female employees have held these positions at the company's Meramandali unit.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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?

promote women to higher roles
active recruitment of women

These women, who hold Diplomas in Mechanical Engineering, underwent safety induction and on-the-job training before taking on these challenging roles.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

vocational training
educational programs

Their recruitment represents a significant step toward gender equality in an industry where such positions were traditionally reserved for men.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

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?

promote women to higher roles
active recruitment of women

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

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

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

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

promote women to higher roles
active recruitment of women

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

## Breaking Down Traditional Gender Barriers

### Changing Perceptions

Historically, the construction industry has been dominated by what some describe as "male energy," with women feeling pressured to adapt and exhibit traditionally masculine traits to succeed.

Title:

Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

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

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

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

Meet Dianne

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

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

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

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

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

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

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

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

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

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

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

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

Now, let’s meet Ching

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

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

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

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

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

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

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

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

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

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

Related Stories

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Latest Stories
Most Read

Title:

Content: Latest Stories Op - eds

WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

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Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

What challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

What challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

What challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

What challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

What challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

What challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

However, this narrative is changing.

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?

As one industry leader noted, "We had to be like the men if we wanted to do business with them and get a seat at the table.

Title:

Content: Latest Stories Op - eds

WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

Related posts

Is Washington Sending a Signal of Renewed Commitment to the Western Balkans?

Editor

Ukraine’s ultra-right increasingly visible as election nears

Editor

Carreno Busta beats Almagro to reach Estoril semifinals

Editor

This website uses cookies to improve your experience. We'll assume you're ok with this, but you can opt-out if you wish. Accept Read More

Privacy & Cookies Policy
%d bloggers like this:

What challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

" Now, women are increasingly able to bring their authentic selves to the workplace, "raising the female energy above" discrimination.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Latest Stories Op - eds

WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

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Content: How often were you made to feel less than beautiful? Watch the full video here!

Hey Society, I Have A Question For You — Can’t A Woman Be A Good Mother And Excel In Career?

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization.

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization.

Choosing between a career and motherhood is a decision that no woman should have to make. Yet almost every working woman, or anybody who aspires to be one, must deal with this at some point in their life. And, when the time comes, should a woman choose motherhood above her career?

Well, if a woman opts to focus on her career instead of motherhood, is it right for society to call her self-centered and egoistic? Instead, the right question that needs to be asked is why should a woman have to choose between the two at all?

What is this double standards, why can’t a woman be a good mother and excel in career. By ‘giving them permission’ to work outside, women are made to feel as though men are doing them a great favour. But let me tell you something. Since this permission to work comes with its own set of laws, regulations, and requirements.

It is an expected norm that parenting makes no difference to the careers of men. Then why does it make huge difference that for women alone? Equality is not just creating equal opportunities for everyone, but also creating a level field for both sexes to foster and encourage these opportunities.

Stop judging women on their lives

Women are constantly asked about their plans for their future when would they like to settle down? Number of kids that they would like to have and if so when? Marriage and children are part of a woman’s private life, right? Is it correct to ask for such details in the first place? These questions should not even be criteria for judging a person’s professional capabilities.

On the other hand, a man, though career-oriented, can come home late from work and play with his children without lending a helping hand to his spouse. A man can afford to play the role of an absentee parent and choose not to have children. Is the reverse true?

Demeaning a woman for not wanting to embrace motherhood. In popular culture, highly successful women are often depicted as people who prefer to remain childless. They are projected as well dressed in formal wear at all times, heartless and inconsiderate.

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In our society, the motherhood that is hailed and accepted is that of the conventional type, wherein a woman biologically conceives a child, and that too at an age which is deemed proper by the society at large. Because of this attitude single moms or those who opt for adoption or late motherhood have to face a lot of stigmas, which add pressure to their already stressed-out lives.

Why is motherhood viewed as a workplace inconvenience?

A young mother may need emergency leaves while taking care of her young child and it may be even on a crucial workday. But it is rather unfair to use these as yardsticks to pass judgment on a working woman’s commitment to work and family.

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization. Research shows that children of working moms turn out to be high achievers and happy adults as compared to non-working women. Despite this working women face endless scrutiny when the topic of parenting arises.

Motherhood versus career is a dilemma and imbroglio that several working women have to face. This perspective has to change as it is not only incorrect but unjust as well, which unnecessarily complicates the lives of several working moms.

Picture Credits: Pixabay

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

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

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?

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?

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?

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?

### Education and Training

Educational qualifications and specialized training are helping women enter these fields.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

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

vocational training
educational programs

The female SCR operators at Tata Steel, for instance, came with Diplomas in Mechanical Engineering and received additional safety induction and on-the-job training.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

This combination of formal education and practical preparation equips women with the necessary skills to operate heavy machinery safely and effectively.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

vocational training
educational programs

### Company Initiatives

Some companies are actively working to increase gender diversity.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

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

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

promote women to higher roles
active recruitment of women

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

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

promote women to higher roles
active recruitment of women

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

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

promote women to higher roles
active recruitment of women

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

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

promote women to higher roles
active recruitment of women

In the maritime sector, the United Arab Emirates has emerged as a leader in supporting women through training and development programs.

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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Content: Countdown to Expo 2020 Dubai
Sharjah Department of Economic Development (SEDD) reviews the experiences of female entrepreneurs
The Department of Economic Development in Sharjah (DED), in collaboration with the Sharjah Businesswomen Council (SBWC), hosted a seminar entitled “Women are Ambition and Shining for the Fifties ” on Emirati Women ’ s Experience in Work and Creativity, as part of a number of initiatives implemented in support of the National Strategy for Women Empowerment and Entrepreneurship.
The session showcased the experiences of one of the successful entrepreneurship projects in the emirate with the aim of enhancing the spirit of entrepreneurship and inspiring the next generation of businesswomen to talk about the story of the launch of the project, the challenges faced, the experiences gained and the ways of sustainability of the project in the future.
Sultan Abdullah bin Hadda Al Suwaidi, Chairman of the Department of Economic Development in Sharjah, said that the UAE Women ’ s Day is an important national occasion to express the achievements of the UAE daughter and appreciate her pivotal and vital role in the renaissance of the nation.
He pointed out that the celebrations of this day come this year despite the challenges and circumstances faced by the world, but the UAE has returned to the world to turn these circumstances and challenges into opportunities for creativity and progress, which the country has achieved, with great achievements in the field of sustainable development and looking forward to the future.
For his part, Abdul Aziz Omar Al Midfa, Deputy Director of Government Communication Department at the Department of Economic Development in Sharjah, said: “Today we celebrate Emirati Women ’ s Day, which falls on 28-8 of every year, a day that has a special place in the life of every Emirati woman because it translates the support of the wise leadership for women and their role in the sustainable development process in the country. ”
He added that the Department, in cooperation with the Sharjah Businesswomen Council, organized a discussion session entitled "Women Ambition and Shining for Fifty". The session showcased the experiences of one of the successful businesswomen projects in the emirate in order to enhance the spirit of entrepreneurship and inspire the next generation of businesswomen to talk about the story of launching the project, challenges faced, experiences gained and ways to sustain the project in the future.
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Content: I learned about their achievements during a field visit.
Supervises the follow-up of the main initiatives programme implemented in cooperation with UN Women
South Africa: During a recent field visit to South Africa, Namaa reviewed both the achievements and challenges of the “Stimulating Equal Opportunities for Women Entrepreneurs ” program, which was launched by the Foundation in partnership with UN Women in 2018 to remove barriers to equal opportunities and women ’ s economic empowerment, which resulted in the empowerment of 16,000 women entrepreneurs in the country.
During the five-day visit, NAMA participated in a series of seminars, panel discussions, meetings, and field visits with stakeholders, local partners, and program beneficiaries, identifying areas to be developed and new opportunities to expand its role in empowering women entrepreneurs around the world.
The Major Initiatives Programme in South Africa focuses on building and supporting the capacity of women-owned companies and providing them with the opportunity to benefit from public and private sector supply contracts, particularly in non-traditional sectors, by catalysing government and institutional sector commitment to women.
The program seeks to build a support system for SMEs, facilitate their access to supply markets and sources of financial financing, and at the same time discuss supply and demand constraints for buyers and entrepreneurs.
Her Excellency Reem Bin Karam, Director of NAMA for the Advancement of Women and Head of the Visiting Delegation, addressed ways to develop the work environment to empower women entrepreneurs in various sectors, highlighting NAMA ’ s flagship initiatives program in South Africa to identify best practices and lessons learned.
The event was attended by HE Mohesh Saeed Al Hamli, UAE Ambassador to South Africa, and Fatima Yousef Al Suwaidi, First Secretary of the Embassy, during meetings with a range of stakeholders, including representatives of UN Women, South African government officials, representatives of the private sector, signatories of the Women ’ s Empowerment Principles, representatives of women ’ s organizations, local NGOs and training institutes.
Building a just future
H.E. Reem Bin Karam said: “We are committed to promoting equal opportunities and empowering women entrepreneurs by providing market opportunities to women-owned businesses around the world, because providing equal opportunities helps women entrepreneurs grow into leaders, innovators and change-makers. ”
“Our strategic collaboration with UN Women, in line with the vision of His Highness the Ruler of Sharjah ’ s wife, Her Highness Sheikha Jawaher bint Mohammed Al Qasimi, President of NAMA, aims to transform the business landscape and reduce inequalities in South Africa by promoting women ’ s economic empowerment. With the support of our partners, NAMA continues to realize its vision of advancing women and building a just future for them around the world. ”
Alita Miller, South African representative for UN Women, said: “The strong partnership between UN Women, NAMA, the Government and people of South Africa has produced tangible positive results for all women in South Africa.
“One of the factors that contributed to the success of the program is working at all levels to overcome structural and organizational barriers within two main strategies: facilitating women ’ s access to supply opportunities from the public and private sectors by providing a supportive environment, and continuing support to build the capacity of companies.
South Africa embodies the power of women ’ s participation in the economy, while NAMA plays a pivotal role in supporting a range of successful initiatives. ”
Supporting 16,000 women in South Africa
Since its launch in South Africa, Key Initiatives programs have strengthened the capacity of more than 16,000 women-owned companies to participate in global supply chains, with 6,452 women entrepreneurs benefiting from skills and capacity development programs, enhancing their participation in supply processes and improving access to business, income and growth opportunities.
Through the advancement of Women Entrepreneurs Purchasing Technology, an innovative online shopping platform, the program has enabled women-owned businesses operating in the energy, transportation, agriculture and public entrepreneurship sectors to improve their market access. With x7 models, LMS helped women entrepreneurs assess self-training during the Corona crisis, and 1,264 women entrepreneurs participated in the system out of 3,639.
UN Women ’ s efforts have boosted results with the announcement by the President of South Africa that 40% of government supply projects will be allocated to women-owned companies, and government agencies including the Department of Mineral Resources and Energy and the Department of Women, Youth and the Disabled have started spending on procurement and supply on women-owned companies in the women ’ s health value chain.
In line with the program ’ s objectives, in 2019 the Municipality of Amathul revised its supply chain policies, set specific targets for women-owned companies, increased its supply spending from 4% to 38%, and the UN worked with the Municipality and GIZ to develop a database of 300 women-owned companies within the region to identify their participation in supply chains.
# Company Data
- Done.

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

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

vocational training
educational programs
inclusive policies

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

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

vocational training
educational programs
inclusive policies

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

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

vocational training
educational programs
inclusive policies

These initiatives provide women with the skills and confidence needed to succeed in traditionally male-dominated environments.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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Title:

Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

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

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

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

Meet Dianne

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

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

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

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

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

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

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

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

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

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

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

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

Now, let’s meet Ching

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

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

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

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

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

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

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

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

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

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

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Content: Latest Stories Op - eds

WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

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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.”

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

mentorship opportunities
vocational training
educational programs

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

mentorship opportunities
vocational training
educational programs

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

mentorship opportunities
vocational training
educational programs

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

mentorship opportunities
vocational training
educational programs

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

mentorship opportunities
vocational training
educational programs

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

mentorship opportunities
vocational training
educational programs

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

mentorship opportunities
vocational training
educational programs

## Challenges Women Face in Construction

### Workplace Discrimination

Despite progress, women in construction still face significant challenges.

Title:

Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

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

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

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

Meet Dianne

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

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

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

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

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

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

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

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

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

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

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

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

Now, let’s meet Ching

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

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

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

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

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

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

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

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

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

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

Related Stories

AboitizPower Distribution Utilities, Visayan Electric inks industry partnership with USJ-R

Pedaling Towards Progress: Tejero NHS receives 17 bicycles through Visayan Electric’s Tindak Sa Kaugmaon project

Latest Stories
Most Read

Title:

Content: Latest Stories Op - eds

WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

Related posts

Is Washington Sending a Signal of Renewed Commitment to the Western Balkans?

Editor

Ukraine’s ultra-right increasingly visible as election nears

Editor

Carreno Busta beats Almagro to reach Estoril semifinals

Editor

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Content: How often were you made to feel less than beautiful? Watch the full video here!

Hey Society, I Have A Question For You — Can’t A Woman Be A Good Mother And Excel In Career?

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization.

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization.

Choosing between a career and motherhood is a decision that no woman should have to make. Yet almost every working woman, or anybody who aspires to be one, must deal with this at some point in their life. And, when the time comes, should a woman choose motherhood above her career?

Well, if a woman opts to focus on her career instead of motherhood, is it right for society to call her self-centered and egoistic? Instead, the right question that needs to be asked is why should a woman have to choose between the two at all?

What is this double standards, why can’t a woman be a good mother and excel in career. By ‘giving them permission’ to work outside, women are made to feel as though men are doing them a great favour. But let me tell you something. Since this permission to work comes with its own set of laws, regulations, and requirements.

It is an expected norm that parenting makes no difference to the careers of men. Then why does it make huge difference that for women alone? Equality is not just creating equal opportunities for everyone, but also creating a level field for both sexes to foster and encourage these opportunities.

Stop judging women on their lives

Women are constantly asked about their plans for their future when would they like to settle down? Number of kids that they would like to have and if so when? Marriage and children are part of a woman’s private life, right? Is it correct to ask for such details in the first place? These questions should not even be criteria for judging a person’s professional capabilities.

On the other hand, a man, though career-oriented, can come home late from work and play with his children without lending a helping hand to his spouse. A man can afford to play the role of an absentee parent and choose not to have children. Is the reverse true?

Demeaning a woman for not wanting to embrace motherhood. In popular culture, highly successful women are often depicted as people who prefer to remain childless. They are projected as well dressed in formal wear at all times, heartless and inconsiderate.

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In our society, the motherhood that is hailed and accepted is that of the conventional type, wherein a woman biologically conceives a child, and that too at an age which is deemed proper by the society at large. Because of this attitude single moms or those who opt for adoption or late motherhood have to face a lot of stigmas, which add pressure to their already stressed-out lives.

Why is motherhood viewed as a workplace inconvenience?

A young mother may need emergency leaves while taking care of her young child and it may be even on a crucial workday. But it is rather unfair to use these as yardsticks to pass judgment on a working woman’s commitment to work and family.

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization. Research shows that children of working moms turn out to be high achievers and happy adults as compared to non-working women. Despite this working women face endless scrutiny when the topic of parenting arises.

Motherhood versus career is a dilemma and imbroglio that several working women have to face. This perspective has to change as it is not only incorrect but unjust as well, which unnecessarily complicates the lives of several working moms.

Picture Credits: Pixabay

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

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

What challenges do women in the construction and maritime  industries face?

sexual and workplace harrassment
attitudinal biases at work
having to work harder to prove oneself

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 challenges do women in the construction and maritime  industries face?

sexual and workplace harrassment
attitudinal biases at work
having to work harder to prove oneself

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 challenges do women in the construction and maritime  industries face?

sexual and workplace harrassment
attitudinal biases at work
having to work harder to prove oneself

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 challenges do women in the construction and maritime  industries face?

sexual and workplace harrassment
attitudinal biases at work
having to work harder to prove oneself

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 challenges do women in the construction and maritime  industries face?

sexual and workplace harrassment
attitudinal biases at work
having to work harder to prove oneself

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 challenges do women in the construction and maritime  industries face?

sexual and workplace harrassment
attitudinal biases at work
having to work harder to prove oneself

As Ms.

Naliaka, a woman working in a male-dominated industry, shared, "Men feel we are fighting for their position.

Title:

Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

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

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

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

Meet Dianne

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

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

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

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

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

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

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

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

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

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

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

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

Now, let’s meet Ching

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

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

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

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

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

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

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

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

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

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

Related Stories

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Latest Stories
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Title:

Content: Latest Stories Op - eds

WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

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Content: How often were you made to feel less than beautiful? Watch the full video here!

Hey Society, I Have A Question For You — Can’t A Woman Be A Good Mother And Excel In Career?

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization.

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization.

Choosing between a career and motherhood is a decision that no woman should have to make. Yet almost every working woman, or anybody who aspires to be one, must deal with this at some point in their life. And, when the time comes, should a woman choose motherhood above her career?

Well, if a woman opts to focus on her career instead of motherhood, is it right for society to call her self-centered and egoistic? Instead, the right question that needs to be asked is why should a woman have to choose between the two at all?

What is this double standards, why can’t a woman be a good mother and excel in career. By ‘giving them permission’ to work outside, women are made to feel as though men are doing them a great favour. But let me tell you something. Since this permission to work comes with its own set of laws, regulations, and requirements.

It is an expected norm that parenting makes no difference to the careers of men. Then why does it make huge difference that for women alone? Equality is not just creating equal opportunities for everyone, but also creating a level field for both sexes to foster and encourage these opportunities.

Stop judging women on their lives

Women are constantly asked about their plans for their future when would they like to settle down? Number of kids that they would like to have and if so when? Marriage and children are part of a woman’s private life, right? Is it correct to ask for such details in the first place? These questions should not even be criteria for judging a person’s professional capabilities.

On the other hand, a man, though career-oriented, can come home late from work and play with his children without lending a helping hand to his spouse. A man can afford to play the role of an absentee parent and choose not to have children. Is the reverse true?

Demeaning a woman for not wanting to embrace motherhood. In popular culture, highly successful women are often depicted as people who prefer to remain childless. They are projected as well dressed in formal wear at all times, heartless and inconsiderate.

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In our society, the motherhood that is hailed and accepted is that of the conventional type, wherein a woman biologically conceives a child, and that too at an age which is deemed proper by the society at large. Because of this attitude single moms or those who opt for adoption or late motherhood have to face a lot of stigmas, which add pressure to their already stressed-out lives.

Why is motherhood viewed as a workplace inconvenience?

A young mother may need emergency leaves while taking care of her young child and it may be even on a crucial workday. But it is rather unfair to use these as yardsticks to pass judgment on a working woman’s commitment to work and family.

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization. Research shows that children of working moms turn out to be high achievers and happy adults as compared to non-working women. Despite this working women face endless scrutiny when the topic of parenting arises.

Motherhood versus career is a dilemma and imbroglio that several working women have to face. This perspective has to change as it is not only incorrect but unjust as well, which unnecessarily complicates the lives of several working moms.

Picture Credits: Pixabay

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Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

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What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

" She recounted an instance where a boss told a short woman she could not drive, despite there being short men in similar positions.

What challenges do women in the construction and maritime  industries face?

### Networking Limitations

Networking opportunities remain limited for women in construction.

Title:

Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

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

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

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

Meet Dianne

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

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

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

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

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

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

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

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

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

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

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

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

Now, let’s meet Ching

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

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

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

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

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

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

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

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

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

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

Related Stories

AboitizPower Distribution Utilities, Visayan Electric inks industry partnership with USJ-R

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Latest Stories
Most Read

Many professional networks in the industry are male-only, preventing women from connecting with influential people who could help advance their careers.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

This isolation can make it more difficult for women to access opportunities and resources.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

Title:

Content: How often were you made to feel less than beautiful? Watch the full video here!

Hey Society, I Have A Question For You — Can’t A Woman Be A Good Mother And Excel In Career?

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization.

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization.

Choosing between a career and motherhood is a decision that no woman should have to make. Yet almost every working woman, or anybody who aspires to be one, must deal with this at some point in their life. And, when the time comes, should a woman choose motherhood above her career?

Well, if a woman opts to focus on her career instead of motherhood, is it right for society to call her self-centered and egoistic? Instead, the right question that needs to be asked is why should a woman have to choose between the two at all?

What is this double standards, why can’t a woman be a good mother and excel in career. By ‘giving them permission’ to work outside, women are made to feel as though men are doing them a great favour. But let me tell you something. Since this permission to work comes with its own set of laws, regulations, and requirements.

It is an expected norm that parenting makes no difference to the careers of men. Then why does it make huge difference that for women alone? Equality is not just creating equal opportunities for everyone, but also creating a level field for both sexes to foster and encourage these opportunities.

Stop judging women on their lives

Women are constantly asked about their plans for their future when would they like to settle down? Number of kids that they would like to have and if so when? Marriage and children are part of a woman’s private life, right? Is it correct to ask for such details in the first place? These questions should not even be criteria for judging a person’s professional capabilities.

On the other hand, a man, though career-oriented, can come home late from work and play with his children without lending a helping hand to his spouse. A man can afford to play the role of an absentee parent and choose not to have children. Is the reverse true?

Demeaning a woman for not wanting to embrace motherhood. In popular culture, highly successful women are often depicted as people who prefer to remain childless. They are projected as well dressed in formal wear at all times, heartless and inconsiderate.

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In our society, the motherhood that is hailed and accepted is that of the conventional type, wherein a woman biologically conceives a child, and that too at an age which is deemed proper by the society at large. Because of this attitude single moms or those who opt for adoption or late motherhood have to face a lot of stigmas, which add pressure to their already stressed-out lives.

Why is motherhood viewed as a workplace inconvenience?

A young mother may need emergency leaves while taking care of her young child and it may be even on a crucial workday. But it is rather unfair to use these as yardsticks to pass judgment on a working woman’s commitment to work and family.

Organizations need to develop policies that are women-friendly if they do not want to lose out on the talented women who are assets to the organization. Research shows that children of working moms turn out to be high achievers and happy adults as compared to non-working women. Despite this working women face endless scrutiny when the topic of parenting arises.

Motherhood versus career is a dilemma and imbroglio that several working women have to face. This perspective has to change as it is not only incorrect but unjust as well, which unnecessarily complicates the lives of several working moms.

Picture Credits: Pixabay

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Title:

Content: I learned about their achievements during a field visit.
Supervises the follow-up of the main initiatives programme implemented in cooperation with UN Women
South Africa: During a recent field visit to South Africa, Namaa reviewed both the achievements and challenges of the “Stimulating Equal Opportunities for Women Entrepreneurs ” program, which was launched by the Foundation in partnership with UN Women in 2018 to remove barriers to equal opportunities and women ’ s economic empowerment, which resulted in the empowerment of 16,000 women entrepreneurs in the country.
During the five-day visit, NAMA participated in a series of seminars, panel discussions, meetings, and field visits with stakeholders, local partners, and program beneficiaries, identifying areas to be developed and new opportunities to expand its role in empowering women entrepreneurs around the world.
The Major Initiatives Programme in South Africa focuses on building and supporting the capacity of women-owned companies and providing them with the opportunity to benefit from public and private sector supply contracts, particularly in non-traditional sectors, by catalysing government and institutional sector commitment to women.
The program seeks to build a support system for SMEs, facilitate their access to supply markets and sources of financial financing, and at the same time discuss supply and demand constraints for buyers and entrepreneurs.
Her Excellency Reem Bin Karam, Director of NAMA for the Advancement of Women and Head of the Visiting Delegation, addressed ways to develop the work environment to empower women entrepreneurs in various sectors, highlighting NAMA ’ s flagship initiatives program in South Africa to identify best practices and lessons learned.
The event was attended by HE Mohesh Saeed Al Hamli, UAE Ambassador to South Africa, and Fatima Yousef Al Suwaidi, First Secretary of the Embassy, during meetings with a range of stakeholders, including representatives of UN Women, South African government officials, representatives of the private sector, signatories of the Women ’ s Empowerment Principles, representatives of women ’ s organizations, local NGOs and training institutes.
Building a just future
H.E. Reem Bin Karam said: “We are committed to promoting equal opportunities and empowering women entrepreneurs by providing market opportunities to women-owned businesses around the world, because providing equal opportunities helps women entrepreneurs grow into leaders, innovators and change-makers. ”
“Our strategic collaboration with UN Women, in line with the vision of His Highness the Ruler of Sharjah ’ s wife, Her Highness Sheikha Jawaher bint Mohammed Al Qasimi, President of NAMA, aims to transform the business landscape and reduce inequalities in South Africa by promoting women ’ s economic empowerment. With the support of our partners, NAMA continues to realize its vision of advancing women and building a just future for them around the world. ”
Alita Miller, South African representative for UN Women, said: “The strong partnership between UN Women, NAMA, the Government and people of South Africa has produced tangible positive results for all women in South Africa.
“One of the factors that contributed to the success of the program is working at all levels to overcome structural and organizational barriers within two main strategies: facilitating women ’ s access to supply opportunities from the public and private sectors by providing a supportive environment, and continuing support to build the capacity of companies.
South Africa embodies the power of women ’ s participation in the economy, while NAMA plays a pivotal role in supporting a range of successful initiatives. ”
Supporting 16,000 women in South Africa
Since its launch in South Africa, Key Initiatives programs have strengthened the capacity of more than 16,000 women-owned companies to participate in global supply chains, with 6,452 women entrepreneurs benefiting from skills and capacity development programs, enhancing their participation in supply processes and improving access to business, income and growth opportunities.
Through the advancement of Women Entrepreneurs Purchasing Technology, an innovative online shopping platform, the program has enabled women-owned businesses operating in the energy, transportation, agriculture and public entrepreneurship sectors to improve their market access. With x7 models, LMS helped women entrepreneurs assess self-training during the Corona crisis, and 1,264 women entrepreneurs participated in the system out of 3,639.
UN Women ’ s efforts have boosted results with the announcement by the President of South Africa that 40% of government supply projects will be allocated to women-owned companies, and government agencies including the Department of Mineral Resources and Energy and the Department of Women, Youth and the Disabled have started spending on procurement and supply on women-owned companies in the women ’ s health value chain.
In line with the program ’ s objectives, in 2019 the Municipality of Amathul revised its supply chain policies, set specific targets for women-owned companies, increased its supply spending from 4% to 38%, and the UN worked with the Municipality and GIZ to develop a database of 300 women-owned companies within the region to identify their participation in supply chains.
# Company Data
- Done.

### Lack of Role Models

The limited number of women in leadership positions means fewer role models for those entering the field.

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

As one report noted, "The lack of female representation in leadership roles means that there are limited role models for women to look up to in their careers.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

" This absence can make it challenging for women to envision themselves in senior positions and may discourage ambitious career paths.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Countdown to Expo 2020 Dubai
Sharjah Department of Economic Development (SEDD) reviews the experiences of female entrepreneurs
The Department of Economic Development in Sharjah (DED), in collaboration with the Sharjah Businesswomen Council (SBWC), hosted a seminar entitled “Women are Ambition and Shining for the Fifties ” on Emirati Women ’ s Experience in Work and Creativity, as part of a number of initiatives implemented in support of the National Strategy for Women Empowerment and Entrepreneurship.
The session showcased the experiences of one of the successful entrepreneurship projects in the emirate with the aim of enhancing the spirit of entrepreneurship and inspiring the next generation of businesswomen to talk about the story of the launch of the project, the challenges faced, the experiences gained and the ways of sustainability of the project in the future.
Sultan Abdullah bin Hadda Al Suwaidi, Chairman of the Department of Economic Development in Sharjah, said that the UAE Women ’ s Day is an important national occasion to express the achievements of the UAE daughter and appreciate her pivotal and vital role in the renaissance of the nation.
He pointed out that the celebrations of this day come this year despite the challenges and circumstances faced by the world, but the UAE has returned to the world to turn these circumstances and challenges into opportunities for creativity and progress, which the country has achieved, with great achievements in the field of sustainable development and looking forward to the future.
For his part, Abdul Aziz Omar Al Midfa, Deputy Director of Government Communication Department at the Department of Economic Development in Sharjah, said: “Today we celebrate Emirati Women ’ s Day, which falls on 28-8 of every year, a day that has a special place in the life of every Emirati woman because it translates the support of the wise leadership for women and their role in the sustainable development process in the country. ”
He added that the Department, in cooperation with the Sharjah Businesswomen Council, organized a discussion session entitled "Women Ambition and Shining for Fifty". The session showcased the experiences of one of the successful businesswomen projects in the emirate in order to enhance the spirit of entrepreneurship and inspire the next generation of businesswomen to talk about the story of launching the project, challenges faced, experiences gained and ways to sustain the project in the future.
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Title:

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

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

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

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

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

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

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

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

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

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

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

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

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

### Pay Disparities

Gender pay gaps persist in the construction industry.

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

Among companies disclosing relevant data, male employees' median remuneration averages 19% higher than that of female counterparts.

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

This disparity is often attributed to the larger proportion of women in junior roles, but it can discourage women from entering or remaining in the field.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

## Success Stories and Case Studies

### Tata Steel's Female Operators

The four women working as SCR operators at Tata Steel Meramandali represent an inspiring success story.

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

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

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

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

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

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

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

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

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

These women have broken into a field previously considered exclusively male, operating complex machinery for stacking and reclaiming operations.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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?

Their success demonstrates that with proper training and qualifications, women can excel in these technically demanding roles.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

### Ms.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

Naliaka's Experience

Ms.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

Naliaka has built a successful career in a male-dominated industry, boasting an impressive safety record with only one accident in ten years.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

Her advice to other women entering the field is powerful: "You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

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

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

If it's a 'no,' stand firm, if you can't manage it, just speak up.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

It's always good to ask.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

"

### Women in the Maritime Sector

In the maritime industry, women are also making strides.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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How has the gender balance in the construction and maritime industries changed over recent decades?

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

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

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

One woman shared her experience as one of only four women in a company of 40-50 employees, emphasizing that women in this sector "must be courageous, trust themselves, and show their capabilities.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
Print Email

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

" The maritime sector in the UAE is recognized as particularly supportive of women, offering excellent training and development programs.

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
Print Email

Title:

Content: Countdown to Expo 2020 Dubai
Sharjah Department of Economic Development (SEDD) reviews the experiences of female entrepreneurs
The Department of Economic Development in Sharjah (DED), in collaboration with the Sharjah Businesswomen Council (SBWC), hosted a seminar entitled “Women are Ambition and Shining for the Fifties ” on Emirati Women ’ s Experience in Work and Creativity, as part of a number of initiatives implemented in support of the National Strategy for Women Empowerment and Entrepreneurship.
The session showcased the experiences of one of the successful entrepreneurship projects in the emirate with the aim of enhancing the spirit of entrepreneurship and inspiring the next generation of businesswomen to talk about the story of the launch of the project, the challenges faced, the experiences gained and the ways of sustainability of the project in the future.
Sultan Abdullah bin Hadda Al Suwaidi, Chairman of the Department of Economic Development in Sharjah, said that the UAE Women ’ s Day is an important national occasion to express the achievements of the UAE daughter and appreciate her pivotal and vital role in the renaissance of the nation.
He pointed out that the celebrations of this day come this year despite the challenges and circumstances faced by the world, but the UAE has returned to the world to turn these circumstances and challenges into opportunities for creativity and progress, which the country has achieved, with great achievements in the field of sustainable development and looking forward to the future.
For his part, Abdul Aziz Omar Al Midfa, Deputy Director of Government Communication Department at the Department of Economic Development in Sharjah, said: “Today we celebrate Emirati Women ’ s Day, which falls on 28-8 of every year, a day that has a special place in the life of every Emirati woman because it translates the support of the wise leadership for women and their role in the sustainable development process in the country. ”
He added that the Department, in cooperation with the Sharjah Businesswomen Council, organized a discussion session entitled "Women Ambition and Shining for Fifty". The session showcased the experiences of one of the successful businesswomen projects in the emirate in order to enhance the spirit of entrepreneurship and inspire the next generation of businesswomen to talk about the story of launching the project, challenges faced, experiences gained and ways to sustain the project in the future.
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Title:

Content: I learned about their achievements during a field visit.
Supervises the follow-up of the main initiatives programme implemented in cooperation with UN Women
South Africa: During a recent field visit to South Africa, Namaa reviewed both the achievements and challenges of the “Stimulating Equal Opportunities for Women Entrepreneurs ” program, which was launched by the Foundation in partnership with UN Women in 2018 to remove barriers to equal opportunities and women ’ s economic empowerment, which resulted in the empowerment of 16,000 women entrepreneurs in the country.
During the five-day visit, NAMA participated in a series of seminars, panel discussions, meetings, and field visits with stakeholders, local partners, and program beneficiaries, identifying areas to be developed and new opportunities to expand its role in empowering women entrepreneurs around the world.
The Major Initiatives Programme in South Africa focuses on building and supporting the capacity of women-owned companies and providing them with the opportunity to benefit from public and private sector supply contracts, particularly in non-traditional sectors, by catalysing government and institutional sector commitment to women.
The program seeks to build a support system for SMEs, facilitate their access to supply markets and sources of financial financing, and at the same time discuss supply and demand constraints for buyers and entrepreneurs.
Her Excellency Reem Bin Karam, Director of NAMA for the Advancement of Women and Head of the Visiting Delegation, addressed ways to develop the work environment to empower women entrepreneurs in various sectors, highlighting NAMA ’ s flagship initiatives program in South Africa to identify best practices and lessons learned.
The event was attended by HE Mohesh Saeed Al Hamli, UAE Ambassador to South Africa, and Fatima Yousef Al Suwaidi, First Secretary of the Embassy, during meetings with a range of stakeholders, including representatives of UN Women, South African government officials, representatives of the private sector, signatories of the Women ’ s Empowerment Principles, representatives of women ’ s organizations, local NGOs and training institutes.
Building a just future
H.E. Reem Bin Karam said: “We are committed to promoting equal opportunities and empowering women entrepreneurs by providing market opportunities to women-owned businesses around the world, because providing equal opportunities helps women entrepreneurs grow into leaders, innovators and change-makers. ”
“Our strategic collaboration with UN Women, in line with the vision of His Highness the Ruler of Sharjah ’ s wife, Her Highness Sheikha Jawaher bint Mohammed Al Qasimi, President of NAMA, aims to transform the business landscape and reduce inequalities in South Africa by promoting women ’ s economic empowerment. With the support of our partners, NAMA continues to realize its vision of advancing women and building a just future for them around the world. ”
Alita Miller, South African representative for UN Women, said: “The strong partnership between UN Women, NAMA, the Government and people of South Africa has produced tangible positive results for all women in South Africa.
“One of the factors that contributed to the success of the program is working at all levels to overcome structural and organizational barriers within two main strategies: facilitating women ’ s access to supply opportunities from the public and private sectors by providing a supportive environment, and continuing support to build the capacity of companies.
South Africa embodies the power of women ’ s participation in the economy, while NAMA plays a pivotal role in supporting a range of successful initiatives. ”
Supporting 16,000 women in South Africa
Since its launch in South Africa, Key Initiatives programs have strengthened the capacity of more than 16,000 women-owned companies to participate in global supply chains, with 6,452 women entrepreneurs benefiting from skills and capacity development programs, enhancing their participation in supply processes and improving access to business, income and growth opportunities.
Through the advancement of Women Entrepreneurs Purchasing Technology, an innovative online shopping platform, the program has enabled women-owned businesses operating in the energy, transportation, agriculture and public entrepreneurship sectors to improve their market access. With x7 models, LMS helped women entrepreneurs assess self-training during the Corona crisis, and 1,264 women entrepreneurs participated in the system out of 3,639.
UN Women ’ s efforts have boosted results with the announcement by the President of South Africa that 40% of government supply projects will be allocated to women-owned companies, and government agencies including the Department of Mineral Resources and Energy and the Department of Women, Youth and the Disabled have started spending on procurement and supply on women-owned companies in the women ’ s health value chain.
In line with the program ’ s objectives, in 2019 the Municipality of Amathul revised its supply chain policies, set specific targets for women-owned companies, increased its supply spending from 4% to 38%, and the UN worked with the Municipality and GIZ to develop a database of 300 women-owned companies within the region to identify their participation in supply chains.
# Company Data
- Done.

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

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

vocational training
educational programs
inclusive policies

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

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

vocational training
educational programs
inclusive policies

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

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

vocational training
educational programs
inclusive policies

## Pathways to Success for Aspiring Female Crane Operators

### Education and Training

For high school students interested in becoming crane operators, pursuing technical education is crucial.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

A Diploma in Mechanical Engineering, like the female SCR operators at Tata Steel obtained, provides a strong foundation.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

Additionally, specialized safety training and equipment-specific certifications are essential.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

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

What are unions, professional organizations and non-profits doing to promote and aid women in construction or maritime industries?

### Developing Key Skills and Attributes

Successful women in construction emphasize the importance of confidence, assertiveness, and technical competence.

As one industry professional advised, women in male-dominated fields need to "be courageous, trust themselves, and show their capabilities.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

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

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

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

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

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

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

Read: The future of women at work

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

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

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

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

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

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

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

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

How did she find her voice?

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

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

Her husband is a maths teacher.

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

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

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

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

Challenges

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

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

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

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

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

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

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

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

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

[email protected]

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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Title:

Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

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

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

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

Meet Dianne

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

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

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

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

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

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

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

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

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

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

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

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

Now, let’s meet Ching

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

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

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

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

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

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

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

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

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

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

Related Stories

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Pedaling Towards Progress: Tejero NHS receives 17 bicycles through Visayan Electric’s Tindak Sa Kaugmaon project

Latest Stories
Most Read

Title:

Content: Latest Stories Op - eds

WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

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What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

What challenges do women in the construction and maritime  industries face?

" Developing strong communication skills and the ability to advocate for oneself is also vital.

Title:

Content: Countdown to Expo 2020 Dubai
Sharjah Department of Economic Development (SEDD) reviews the experiences of female entrepreneurs
The Department of Economic Development in Sharjah (DED), in collaboration with the Sharjah Businesswomen Council (SBWC), hosted a seminar entitled “Women are Ambition and Shining for the Fifties ” on Emirati Women ’ s Experience in Work and Creativity, as part of a number of initiatives implemented in support of the National Strategy for Women Empowerment and Entrepreneurship.
The session showcased the experiences of one of the successful entrepreneurship projects in the emirate with the aim of enhancing the spirit of entrepreneurship and inspiring the next generation of businesswomen to talk about the story of the launch of the project, the challenges faced, the experiences gained and the ways of sustainability of the project in the future.
Sultan Abdullah bin Hadda Al Suwaidi, Chairman of the Department of Economic Development in Sharjah, said that the UAE Women ’ s Day is an important national occasion to express the achievements of the UAE daughter and appreciate her pivotal and vital role in the renaissance of the nation.
He pointed out that the celebrations of this day come this year despite the challenges and circumstances faced by the world, but the UAE has returned to the world to turn these circumstances and challenges into opportunities for creativity and progress, which the country has achieved, with great achievements in the field of sustainable development and looking forward to the future.
For his part, Abdul Aziz Omar Al Midfa, Deputy Director of Government Communication Department at the Department of Economic Development in Sharjah, said: “Today we celebrate Emirati Women ’ s Day, which falls on 28-8 of every year, a day that has a special place in the life of every Emirati woman because it translates the support of the wise leadership for women and their role in the sustainable development process in the country. ”
He added that the Department, in cooperation with the Sharjah Businesswomen Council, organized a discussion session entitled "Women Ambition and Shining for Fifty". The session showcased the experiences of one of the successful businesswomen projects in the emirate in order to enhance the spirit of entrepreneurship and inspire the next generation of businesswomen to talk about the story of launching the project, challenges faced, experiences gained and ways to sustain the project in the future.
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What challenges do women in the construction and maritime  industries face?

### Finding Mentorship and Support

Given the limited number of women in leadership positions, finding mentors can be challenging but is incredibly valuable.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

Seeking out both male and female mentors who can provide guidance, support, and advocacy can help navigate the challenges of working in a male-dominated environment.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

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

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

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

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

"I was desperate for a job and I had to question myself as to what I could do comfortably. I had tried my hand on a lot of things, but then driving earned it."

Women can assume roles in male-dominated areas. But the reality of being a woman only hit Ms Naliaka when she started working.

"Driving for me is a hobby, so it never seemed strange when I took up the work offer. However, I was the only woman on the team but they made it easy for me to blend in."

Ms Naliaka says she has become better at the work with time.

"I am looking forward to driving even harder machines, such as the top loader operators,'' she says.

Her first trip was not easy. ''It was a decision that I had made and I knew that I wanted to drive, but I was not ready for it to be honest. I remember when one of my sisters asked me if I was normal and that I should look for a different job,'' she says.

Read: The future of women at work

As a mother of four with a nine-month-old baby, it was hard for her.

"On my first assignment, I turned up with my baby, I had my son's bag and my bag. My employer thought it was a joke that I was travelling with a little baby, but then I didn't have anyone to look after him and I needed to get the job done," she says

Ms Naliaka's first trip to Kampala took more than 24 hours, whereas drivers are expected to reach Kampala in 16 hours. Many working mothers struggle with the challenges of getting ahead in their careers and the guilt of not being home all the time.

How will I manage to be part of my children's life? Will my absence be worth it? How will I explain to them that I have to be away? These were the questions that stalked Ms Naliaka.

She talks of restraining her duties as a mother and trying to find balance. Mostly, Ms Naliaka would be on the road for four days and get three days to be home and vice versa if the cycle changed.

Before her travel, she says, "I have to make sure I sleep well because our highways can be very terrible. I wake up as early as 5 am so that I talk to my little boys and see them off for school by 6 am."

"I then prepare and leave the house at 8 am because I need to be at the car pickup point by 10 am to manage the clearance process and be ready to leave at around 3 pm. We leave Mombasa in a convoy, which means we have to journey as a team to Kampala,’’ she adds

According to Ms Naliaka, the power of choosing to be a working mom cannot be underestimated. She has to deal with being a fatigued parent though it gets better with time.

How did she find her voice?

"At the beginning of 2013, my husband was involved in a serious car accident, he lost two spinal discs, the L5 and thorax 7 and that left him immobilised. Two years after the accident, I had to find something to do as his medication took most of my savings. So I had to put food on the table and make sure he got his medication. My husband had his reservations at first, but these were his words, 'I know you are a strong woman, you can do it, but this is too hard'," Ms Naliaka says.

She continues, " It was not easy, we had fights in between because of the long absence, but in the end, it worked after he saw that I could do it. At the moment he is slowly regaining his mobility."

Her husband is a maths teacher.

Does she have moments when she feels like she should take a seat back from the industry?

"Yes. When I started, the migration process was a thorn in the flesh situation. I used to waste hours to be cleared and that interfered with my travel back home. But I came to make terms with the slow clearance," she says.

It also meant pacing herself because work and mothering need to be done.

Irene Naliaka poses for a photo on March 04, 2024 at Nation Centre building in Nairobi. PHOTO | BILLY OGADA | NMG

Challenges

"The roads are never the same, the weather keeps changing every time," she says.

"In the Rift Valley, we sometimes get hailstorms just out of nowhere. That's when professionalism comes in, you slow down, use the lights to indicate because you've got to manage your space, use the heater to heat the car and the windscreen to clear the precipitation. There was a time when I couldn't do it because it was too intense, so I'd just pulled over to the roadside and wait for the storm to clear,’’ she adds.

She has also encountered her fair share of ruthless truck drivers.

''Women are naturally wired to be soft, in some cases, you might be driving and enjoying your moment and a truck honks carelessly and it might frighten you to lose track.''

Ms Naliaka also recounts how unfair the male-dominated industry might be for women.

"Men feel we are fighting for their position. From my experience and the type of work I do, men don't want women on the roads. There was a time when a boss told a short lady that she could not drive, but there are short men on the job too," she points out.

Read: What women leaders sacrifice to 'have it all'

As women continue to break through the glass ceiling and navigate their way in the workplace, Ms Naliaka is proud to have had only one accident in 10 years.

"You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through. If it's a 'no, stand firm, if you can't manage it, just speak up. It's always good to ask," she says.

[email protected]

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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Title:

Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

This month of March, the world celebrates International Women’s Month — a commemoration of women’s achievements and contributions, and most importantly, a recognition of the struggles faced by women due to societal pressure and standards.

In celebration of International Women’s Month, Dianne and Ching’s stories serve as inspiring testaments to the contributions of women in traditionally male-dominated industries

Being a company composed mostly of males, Visayan Electric turns the spotlight to two of its female engineers who challenge stereotypes and excel in what is traditionally considered a male-dominated field.

Meet Dianne

Engineer Dianne Obidas, a graduate of Bachelor of Science in Electrical Engineering, works as a Meter Shop Specialist at Visayan Electric. An outdoor enthusiast who hails from the City of Naga, Dianne’s job primarily entails making sure that all electrical meters released by the company are within standards.

WOMEN CAN, TOO. Engr. Dianne inspects electrical meters, making sure they adhere to Visayan Electric Standards before getting dispatched to customers.

Initially daunted by her status as the youngest and sole female in her department upon joining Visayan Electric in July 2022, she candidly admits to feeling apprehensive amidst the age gap.

“Pagstart nkos PMD pag July 2022, ako ray babaye sa department. Pag first, scared and intimidated kay there’s an age difference,” Dianne said.

She also added that one of her primary struggles being the only female in her department was that she had no one to talk to, especially when it comes to topics that only females like her could relate to.

“Kadtong ako pa ang only female, wala ko’y ma storya storyahan, unya wala kaayo’y duol sa akong edad sa department.”

However, through time, Dianne seamlessly integrated with her team, finding common ground and mutual respect among her colleagues.

“As time went by, na overcome ra. Dili lisod ika-jam ang taga Power Metering Department (PMD) kay ang mga legends musabay ra sab namo,” she added.

Although it might seem intimidating and harrowing to be in Dianne’s shoes when she started at Visayan Electric, she has never felt disadvantaged nor discriminated against.

“It was never a disadvantage but rather empowering nga what men do, women can, too.”

Inspired by the resilience of Disney’s Mulan, Dianne embodies strength and determination, advocating for gender-neutral opportunities in the workplace. Her journey exemplifies the notion that barriers can be overcome with courage and perseverance.

“Mulan is a character I Iook up to. Regardless of gender, if you have the capability to do the task or even go to war, nganong di man pwede, diba?”

Now, let’s meet Ching

Unlike Dianne, Engineer Archie May Lerio, or Ching to her colleagues, is not new to being surrounded by men. Raised among five brothers, Ching found familiarity and comfort in this dynamic, seamlessly integrating into her role within Visayan Electric’s Distribution Services Department (DSD).

EQUALS. Engr. Ching participates in Visayan Electric’s Basic Lineman’s Training along with other linemen and engineers.

“Actually being the only female in a group is not new to me since I grew up with five brothers and, in my classes in college, I was the only one wearing skirts. My teammates in the DSD are very supportive and I never felt left out,” she said.

Ching provides technical assistance to her department, addressing issues and concerns regarding line construction and maintenance. For her, working at Visayan Electric is a realization of a lifelong dream, a sentiment echoed by many aspiring electrical engineers in Cebu.

“I chose to work in Visayan Electric because it’s every electrical engineering student’s dream company, especially if you live in Cebu,” she said.

Although being surrounded by men on a daily basis, Ching never once felt discriminated against in her workplace. She is grateful that Visayan Electric does not discriminate when it comes to assigning tasks. She has been able to work both inside the office and on the field. The only struggle she experiences, she said, is where to pee during field work, which all women definitely can relate to.

“All of them are supportive and they don’t hesitate to share and help… I was given equal opportunities with all my male teammates,” she shared.

Ching’s unwavering resolve stems from her belief in the irrelevance of gender distinctions in professional settings. As an engineer, Ching asserts her identity based on competence and skill, transcending gender stereotypes with every accomplishment.

“If you want it, take it. Show up as you are! We bring something to the table. Don’t think you are a female engineer, you’re an Engineer.”

In celebration of International Women’s Month, Dianne and Ching’s stories serve as inspiring testaments to the contributions of women in traditionally male-dominated industries, underscoring the importance of inclusivity and equal opportunity for all.

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Title:

Content: Latest Stories Op - eds

WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

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Title:

Content: More than half (56%) of women in tech have seen levels of gender equality improve in their organisation over the past two years, with a further 70% agreeing that their skills and experience were considered ahead of gender when applying for their first role in IT or tech.

This progression in such a short space of time represents a positive step towards sector inclusivity.

But the findings from Kaspersky’s global Women in Tech report, Where are we now? Understanding the evolution of women in technology, also highlight that there is still room for improvement.

The idea of gender equality represents more than just physical bodies through doors. It is also the notion of perceptions, feelings, stereotypes and opportunity.

To this end, a positive sign of progression comes from more than two-thirds of women (69%) now feeling confident that their opinions are respected from the very first day in a tech role.

The increased levels of working from home seen over the past year have also had a comparatively positive effect, with 46% of women agreeing that gender equality is improved among teams that work remotely.

Despite a global improvement in perceptions around gender representation, over a third (38%) of women claim that a lack of women in the tech industry makes them wary of entering the sector.

While these figures may seem relatively low, they emphasise the gap between gradual improvement and complete equality. This notion is supported by the wider realisation that 44% of women maintain that men progress faster than they do in the tech space.

Considering that a similar number (41%) agree that a more equal gender split would be conducive to improved career progression and rectifying that mismatch, the report can conclude that the link between representation, and overall behaviours, opportunity and equality, has not been made just yet.

To ensure women’s positive career experiences are reflected right across the globe, key steps and initiatives are needed to support a career in tech, including the provision of more mentoring or internship programs to provide access to opportunities and experience. But in order to instill a belief that the tech industry is a place for women to work and succeed, the journey needs to start much earlier.

“The issue of gender stereotypes needs to be addressed long before women enter the workplace,” comments Noushin Shabab, senior security researcher: global research and analysis team at Kaspersky. “It needs to start at school, to engage and encourage an interest in IT and tech fields. Our work at Kaspersky with schoolchildren in a number of countries across the globe aims to ignite this interest at an early age and provide insight into what a career in tech might look like.

“The first step in a new direction is always the hardest. Without a supportive environment, girls can struggle to find kindred spirits in online communities or at relevant offline events. They need to see that IT professionals are ordinary people with diverse skillsets and abilities, and that anyone can aspire to join the tech space.”

What are governments doing to promote and aid women in construction or maritime industries?

What are governments doing to promote and aid women in construction or maritime industries?

What are governments doing to promote and aid women in construction or maritime industries?

What are governments doing to promote and aid women in construction or maritime industries?

What are governments doing to promote and aid women in construction or maritime industries?

What are governments doing to promote and aid women in construction or maritime industries?

What are governments doing to promote and aid women in construction or maritime industries?

### Building Networks

While traditional networking opportunities may be limited, women can create their own support systems.

What are construction and maritime companies doing to promote and aid women in the field?

Joining industry associations focused on women in construction, participating in online communities, and attending industry events can help build valuable connections.

What are construction and maritime companies doing to promote and aid women in the field?

## The Future of Women in Construction

The construction industry is gradually recognizing the value of gender diversity.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: I learned about their achievements during a field visit.
Supervises the follow-up of the main initiatives programme implemented in cooperation with UN Women
South Africa: During a recent field visit to South Africa, Namaa reviewed both the achievements and challenges of the “Stimulating Equal Opportunities for Women Entrepreneurs ” program, which was launched by the Foundation in partnership with UN Women in 2018 to remove barriers to equal opportunities and women ’ s economic empowerment, which resulted in the empowerment of 16,000 women entrepreneurs in the country.
During the five-day visit, NAMA participated in a series of seminars, panel discussions, meetings, and field visits with stakeholders, local partners, and program beneficiaries, identifying areas to be developed and new opportunities to expand its role in empowering women entrepreneurs around the world.
The Major Initiatives Programme in South Africa focuses on building and supporting the capacity of women-owned companies and providing them with the opportunity to benefit from public and private sector supply contracts, particularly in non-traditional sectors, by catalysing government and institutional sector commitment to women.
The program seeks to build a support system for SMEs, facilitate their access to supply markets and sources of financial financing, and at the same time discuss supply and demand constraints for buyers and entrepreneurs.
Her Excellency Reem Bin Karam, Director of NAMA for the Advancement of Women and Head of the Visiting Delegation, addressed ways to develop the work environment to empower women entrepreneurs in various sectors, highlighting NAMA ’ s flagship initiatives program in South Africa to identify best practices and lessons learned.
The event was attended by HE Mohesh Saeed Al Hamli, UAE Ambassador to South Africa, and Fatima Yousef Al Suwaidi, First Secretary of the Embassy, during meetings with a range of stakeholders, including representatives of UN Women, South African government officials, representatives of the private sector, signatories of the Women ’ s Empowerment Principles, representatives of women ’ s organizations, local NGOs and training institutes.
Building a just future
H.E. Reem Bin Karam said: “We are committed to promoting equal opportunities and empowering women entrepreneurs by providing market opportunities to women-owned businesses around the world, because providing equal opportunities helps women entrepreneurs grow into leaders, innovators and change-makers. ”
“Our strategic collaboration with UN Women, in line with the vision of His Highness the Ruler of Sharjah ’ s wife, Her Highness Sheikha Jawaher bint Mohammed Al Qasimi, President of NAMA, aims to transform the business landscape and reduce inequalities in South Africa by promoting women ’ s economic empowerment. With the support of our partners, NAMA continues to realize its vision of advancing women and building a just future for them around the world. ”
Alita Miller, South African representative for UN Women, said: “The strong partnership between UN Women, NAMA, the Government and people of South Africa has produced tangible positive results for all women in South Africa.
“One of the factors that contributed to the success of the program is working at all levels to overcome structural and organizational barriers within two main strategies: facilitating women ’ s access to supply opportunities from the public and private sectors by providing a supportive environment, and continuing support to build the capacity of companies.
South Africa embodies the power of women ’ s participation in the economy, while NAMA plays a pivotal role in supporting a range of successful initiatives. ”
Supporting 16,000 women in South Africa
Since its launch in South Africa, Key Initiatives programs have strengthened the capacity of more than 16,000 women-owned companies to participate in global supply chains, with 6,452 women entrepreneurs benefiting from skills and capacity development programs, enhancing their participation in supply processes and improving access to business, income and growth opportunities.
Through the advancement of Women Entrepreneurs Purchasing Technology, an innovative online shopping platform, the program has enabled women-owned businesses operating in the energy, transportation, agriculture and public entrepreneurship sectors to improve their market access. With x7 models, LMS helped women entrepreneurs assess self-training during the Corona crisis, and 1,264 women entrepreneurs participated in the system out of 3,639.
UN Women ’ s efforts have boosted results with the announcement by the President of South Africa that 40% of government supply projects will be allocated to women-owned companies, and government agencies including the Department of Mineral Resources and Energy and the Department of Women, Youth and the Disabled have started spending on procurement and supply on women-owned companies in the women ’ s health value chain.
In line with the program ’ s objectives, in 2019 the Municipality of Amathul revised its supply chain policies, set specific targets for women-owned companies, increased its supply spending from 4% to 38%, and the UN worked with the Municipality and GIZ to develop a database of 300 women-owned companies within the region to identify their participation in supply chains.
# Company Data
- Done.

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

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?

promote women to higher roles
active recruitment of women

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?

promote women to higher roles
active recruitment of women

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?

promote women to higher roles
active recruitment of women

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?

promote women to higher roles
active recruitment of women

As more women enter fields like crane operation and prove their capabilities, perceptions are slowly changing.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

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 challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

Why are construction and maritime industries more popular with women nowadays?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What challenges do women in the construction and maritime  industries face?

attitudinal biases at work
having to work harder to prove oneself

Why are construction and maritime industries more popular with women nowadays?

The success of women in these roles is creating a positive feedback loop, inspiring more women to consider careers in construction and heavy machinery operation.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: More than half (56%) of women in tech have seen levels of gender equality improve in their organisation over the past two years, with a further 70% agreeing that their skills and experience were considered ahead of gender when applying for their first role in IT or tech.

This progression in such a short space of time represents a positive step towards sector inclusivity.

But the findings from Kaspersky’s global Women in Tech report, Where are we now? Understanding the evolution of women in technology, also highlight that there is still room for improvement.

The idea of gender equality represents more than just physical bodies through doors. It is also the notion of perceptions, feelings, stereotypes and opportunity.

To this end, a positive sign of progression comes from more than two-thirds of women (69%) now feeling confident that their opinions are respected from the very first day in a tech role.

The increased levels of working from home seen over the past year have also had a comparatively positive effect, with 46% of women agreeing that gender equality is improved among teams that work remotely.

Despite a global improvement in perceptions around gender representation, over a third (38%) of women claim that a lack of women in the tech industry makes them wary of entering the sector.

While these figures may seem relatively low, they emphasise the gap between gradual improvement and complete equality. This notion is supported by the wider realisation that 44% of women maintain that men progress faster than they do in the tech space.

Considering that a similar number (41%) agree that a more equal gender split would be conducive to improved career progression and rectifying that mismatch, the report can conclude that the link between representation, and overall behaviours, opportunity and equality, has not been made just yet.

To ensure women’s positive career experiences are reflected right across the globe, key steps and initiatives are needed to support a career in tech, including the provision of more mentoring or internship programs to provide access to opportunities and experience. But in order to instill a belief that the tech industry is a place for women to work and succeed, the journey needs to start much earlier.

“The issue of gender stereotypes needs to be addressed long before women enter the workplace,” comments Noushin Shabab, senior security researcher: global research and analysis team at Kaspersky. “It needs to start at school, to engage and encourage an interest in IT and tech fields. Our work at Kaspersky with schoolchildren in a number of countries across the globe aims to ignite this interest at an early age and provide insight into what a career in tech might look like.

“The first step in a new direction is always the hardest. Without a supportive environment, girls can struggle to find kindred spirits in online communities or at relevant offline events. They need to see that IT professionals are ordinary people with diverse skillsets and abilities, and that anyone can aspire to join the tech space.”

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

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 positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

Industry initiatives focused on increasing gender diversity, combined with changing societal attitudes, suggest a promising future for women in construction.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Countdown to Expo 2020 Dubai
Sharjah Department of Economic Development (SEDD) reviews the experiences of female entrepreneurs
The Department of Economic Development in Sharjah (DED), in collaboration with the Sharjah Businesswomen Council (SBWC), hosted a seminar entitled “Women are Ambition and Shining for the Fifties ” on Emirati Women ’ s Experience in Work and Creativity, as part of a number of initiatives implemented in support of the National Strategy for Women Empowerment and Entrepreneurship.
The session showcased the experiences of one of the successful entrepreneurship projects in the emirate with the aim of enhancing the spirit of entrepreneurship and inspiring the next generation of businesswomen to talk about the story of the launch of the project, the challenges faced, the experiences gained and the ways of sustainability of the project in the future.
Sultan Abdullah bin Hadda Al Suwaidi, Chairman of the Department of Economic Development in Sharjah, said that the UAE Women ’ s Day is an important national occasion to express the achievements of the UAE daughter and appreciate her pivotal and vital role in the renaissance of the nation.
He pointed out that the celebrations of this day come this year despite the challenges and circumstances faced by the world, but the UAE has returned to the world to turn these circumstances and challenges into opportunities for creativity and progress, which the country has achieved, with great achievements in the field of sustainable development and looking forward to the future.
For his part, Abdul Aziz Omar Al Midfa, Deputy Director of Government Communication Department at the Department of Economic Development in Sharjah, said: “Today we celebrate Emirati Women ’ s Day, which falls on 28-8 of every year, a day that has a special place in the life of every Emirati woman because it translates the support of the wise leadership for women and their role in the sustainable development process in the country. ”
He added that the Department, in cooperation with the Sharjah Businesswomen Council, organized a discussion session entitled "Women Ambition and Shining for Fifty". The session showcased the experiences of one of the successful businesswomen projects in the emirate in order to enhance the spirit of entrepreneurship and inspire the next generation of businesswomen to talk about the story of launching the project, challenges faced, experiences gained and ways to sustain the project in the future.
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Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

Why are construction and maritime industries more popular with women nowadays?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

Why are construction and maritime industries more popular with women nowadays?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

Why are construction and maritime industries more popular with women nowadays?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

Why are construction and maritime industries more popular with women nowadays?

How has the gender balance in the construction and maritime industries changed over recent decades?

How has the level of discrimination for female employees in the construction industry changed over recent decades?

Why are construction and maritime industries more popular with women nowadays?

However, achieving true equality will require continued effort to address pay disparities, increase representation in leadership, and create more inclusive workplace cultures.

Title:

Content: Latest Stories Op - eds

WICCI platform builds bridges for businesswomen to connect and succeed in business

We are WICCI Norway Business council with 11 council members. All 11 council members have businesses in different industries like traveling, health and wellness, health and wealth, coaching, waste management projects, finance, and content marketing.

Reason for empowering our council with various businesses was to be able to serve more women and generate more opportunities for collaboration. All of the council members are based in Norway and have some kind of connection to India. Some have Indian roots and the once with Norwegian ethnicity have some sort of connections in and with India.

According to the 2020 Global Gender Gap Index Rating Report, Norway is ranked second in the gender parity chart. It is a privilege to be born and work in such a country where there is an acceptance that men and women are not the same but have the same rights to choose and to have same opportunities.

It is all well and good that there are laws and regulations but there are still many challenges, and we still have a way to go for 100% equality. All of my council members has at some point, or another felt inferior to businessman or experience gender discrimination. We all experienced it or been witness to it. It is how we deal with the situation and have raised the female energy above it, that has been what has brought the change in this field.

Any business industry has been dominated by the male energy and until late 2000 women has been adapting and brought forward their male energy. Because that is what we were taught. We had to be like the men if we wanted to do business with them and get a seat at the table.

My council members are strong in their female energies and highly successful businesswomen how now are setting examples everyday as how to make it in a male dominated industry. Because a male dominated industry needs the female touch. Women score higher than men in emotional intelligence, and EQ is in very high demand right now. Because a balance between economy, and emotional intelligence is essential for building strong, enduring network.

Being a very small council (due to a small country), we have been collaborating very closely with WICCI Sweden. Together we have organized webinars “The Power of Collaboration” in August 2021, where we were able to connect with many WICCI State Presidents and WICCI council Presidents from India and some from Europe. From November 2021 until end of May 2022 we have planned more subject oriented webinars for our council members to showcase their projects that creates more collaborating opportunities.

WICCI platform has given WICCI Norway council members the opportunity to connect with Shikha Kothari, WICCI Gujarat state President of, with whom we have had various webinars and workshops. Her council members have had free happiness workshops for the Indian diaspora. WICCI Norway’s council members have had branding workshop for Holistic Health and Wellness Council. These workshops have connected women across the world and created close bonds. These bonds have now generated business and in true from empowered each other. In my opinion we have achieved to empower women to stay in strong female energy and do business successfully. In the end of March 2022 we are collaborating for a physical event in Ahmedabad.

WICCI Norway’s council members in Health and Wellness are generating business and organizing physical event in beginning of April 2022 with the collaboration of Archena Agarwal. State Vice President, West Bengal Sports and Recreation Council and Anshu Taravath State President, Haryana Sports and Recreation Council in Delhi.

With both physical events in India our intention is to generate more business for all the women involved. But the biggest achievement will be to promote these women, their strength, abilities, services, and brand them in such a way that more business opportunities present by themselves. If I had been presented with the opportunity to be part of the WICCI platform I would not have been able to connect with so many amazing women and engage in communities  and collaborate with a variety of institutions.  Our focus has been to give platform to mainstream women’s voices and uphold women’s interest, voice and visibility at multiple levels by hold programs, webinars, conferences, and especially around structure businesses, drive sales, improve branding, and enable B2B collaborations, health and wellness waste management and others.

By Richa Chandra, Founder Indian Rhythms and Richa Coaching; President of WICCI Norway

Twitter: @richadans

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Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

What are governments doing to promote and aid women in construction or maritime industries?

What are governments doing to promote and aid women in construction or maritime industries?

## Conclusion

Women are increasingly becoming crane operators and entering other roles in the construction industry, challenging a historically male-dominated field.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

Title:

Content: Follow Us:

Woman breaks gender barrier to operate Hyva

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

Statesman News Service | Bhubaneswar |

Breaking the gender barrier, four women employees are on the strenuous job as Stacker-cum Reclaimer (SCR) raw material handling system (RMHS) at the Tata Steel Meramandali (TSM) in Dhenkanal district of Odisha.

Besides, a woman has been assigned the job for Hyva operator. It is for the first time that female employees will shoulder the responsibilities as SCR operators in Tata steel’s Meramandali unit, the company said in a statement.

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

 “We are extremely pleased to have you in our team as this marks a monumental milestone on gender balance among the workforce in the plant. While accelerating our commitment to building a diverse and inclusive workplace, this measure will also encourage more girls to look for such jobs”, Pandey said.

 “As a responsible corporate, we not only strongly believe in the diversity of our human capital but also guide our vendor partners to imbibe our beliefs and contribute to it. This is directed to reimagining how a job gets done, reshaping the team and empowering employees wherever they work”, Basak said while speaking on the occasion.

Breaking the barrier, the female SCR operators with Diploma in Mechanical Engineering underwent safety induction and on the job training, prior to their on boarding for stacking and reclaiming operation, considered mostly as a male-only job, the statement added.

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

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?

promote women to higher roles
active recruitment of women

Why are construction and maritime industries more popular with women nowadays?

changing social norms
variety of opportunities available

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?

promote women to higher roles
active recruitment of women

Why are construction and maritime industries more popular with women nowadays?

changing social norms
variety of opportunities available

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?

promote women to higher roles
active recruitment of women

Why are construction and maritime industries more popular with women nowadays?

changing social norms
variety of opportunities available

While significant barriers remain, including discrimination, limited networking opportunities, and pay disparities, success stories demonstrate that women can excel in these roles with proper training, support, and determination.

Title:

Content: Middle East Yacht Conference Discusses Women ’ s Empowerment, Sustainability and Cryptocurrencies
T + T - normal size
The Middle East Yacht Congress, with its live panel discussions, provided a platform that brought together marine lifestyle stakeholders with speakers from the region and around the world.
The conference was held on the sidelines of the Dubai International Boat Show, which runs until March 13.
The conference brought together over 100 leading maritime industry leaders at The St. Regis Dubai, The Palm to discuss a range of topics, including women ’ s empowerment in the boating industry, sustainability, cryptocurrencies, yacht design, and the impact of the global pandemic crisis on the maritime sector.
The conference began with a keynote speech by Sahar Al Rasti, the first Emirati naval captain, followed by a panel discussion on women ’ s empowerment in the sector.
The panel discussion was moderated by Abeer Al Shaali, Acting CEO of Gulf Craft, along with Claire Frander Secard, CEO and Founder of Enviromental Training for Yacht Crew, Chloe Zayed, CEO of HiNova, and Dasha Moranova, CEO of Dasha Moranova Designs. The five participants discussed topics ranging from gender equality in the industry and its development, to the importance of self-confidence and support. What a man gives to a woman.
Al Rasti said: “The UAE is a great destination for women to work and thrive and is one of the leading countries in supporting women in the maritime sector by providing the best training and development programs to help them achieve growth.
Women in the maritime sector are flexible, they can take the initiative to tackle all the challenges, but we need more awareness as women in this sector.
This sector offers us the perfect opportunity to challenge ourselves and prove that we can succeed in a sector that is largely dominated by men, and we can work with them to move the sector forward.
Moranova recounted her personal experience as one of only four women in a company of 40-50 employees: “Women in this sector must be brave, confident, and show their potential. ”
Sustainability
Sustainability is one of the key themes at this year ’ s Dubai International Boat Show, with many plans to launch eco-friendly projects.
As supporters, Luis Marinho Falcao, Head of Sustainable Growth at Faro Botts, and Francis Lapp, CEO of San Reef Yachts, joined forces to discuss the future of the yachting industry and how innovation can drive change.
“We can ’ t predict the future in terms of sustainable energy solutions, whether based on electricity, hydrogen or whatever the next generation of young inventors think, but we have to keep going in that direction and explore what it holds for us.
Our Faro 5 Solar Collection represents the first fully sustainable solution for autonomous boats, and we are excited to showcase it at the Dubai International Boat Show.
Cryptocurrencies
Cryptocurrencies, the topic that captured the world ’ s attention, were also high on the agenda, with Saqr Erekat, co-founder of Crypto Oasis Centio, providing a snapshot of how blockchain technology can make a difference in the maritime sector.
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Title:

Content: Countdown to Expo 2020 Dubai
Sharjah Department of Economic Development (SEDD) reviews the experiences of female entrepreneurs
The Department of Economic Development in Sharjah (DED), in collaboration with the Sharjah Businesswomen Council (SBWC), hosted a seminar entitled “Women are Ambition and Shining for the Fifties ” on Emirati Women ’ s Experience in Work and Creativity, as part of a number of initiatives implemented in support of the National Strategy for Women Empowerment and Entrepreneurship.
The session showcased the experiences of one of the successful entrepreneurship projects in the emirate with the aim of enhancing the spirit of entrepreneurship and inspiring the next generation of businesswomen to talk about the story of the launch of the project, the challenges faced, the experiences gained and the ways of sustainability of the project in the future.
Sultan Abdullah bin Hadda Al Suwaidi, Chairman of the Department of Economic Development in Sharjah, said that the UAE Women ’ s Day is an important national occasion to express the achievements of the UAE daughter and appreciate her pivotal and vital role in the renaissance of the nation.
He pointed out that the celebrations of this day come this year despite the challenges and circumstances faced by the world, but the UAE has returned to the world to turn these circumstances and challenges into opportunities for creativity and progress, which the country has achieved, with great achievements in the field of sustainable development and looking forward to the future.
For his part, Abdul Aziz Omar Al Midfa, Deputy Director of Government Communication Department at the Department of Economic Development in Sharjah, said: “Today we celebrate Emirati Women ’ s Day, which falls on 28-8 of every year, a day that has a special place in the life of every Emirati woman because it translates the support of the wise leadership for women and their role in the sustainable development process in the country. ”
He added that the Department, in cooperation with the Sharjah Businesswomen Council, organized a discussion session entitled "Women Ambition and Shining for Fifty". The session showcased the experiences of one of the successful businesswomen projects in the emirate in order to enhance the spirit of entrepreneurship and inspire the next generation of businesswomen to talk about the story of launching the project, challenges faced, experiences gained and ways to sustain the project in the future.
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Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

How has the gender balance in the construction and maritime industries changed over recent decades?

What challenges do women in the construction and maritime  industries face?

How has the gender balance in the construction and maritime industries changed over recent decades?

What challenges do women in the construction and maritime  industries face?

How has the gender balance in the construction and maritime industries changed over recent decades?

What challenges do women in the construction and maritime  industries face?

How has the gender balance in the construction and maritime industries changed over recent decades?

What challenges do women in the construction and maritime  industries face?

How has the gender balance in the construction and maritime industries changed over recent decades?

What challenges do women in the construction and maritime  industries face?

For female high school students interested in pursuing careers as crane operators, the path may be challenging but is increasingly viable.

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Woman breaks gender barrier to operate Hyva

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

Statesman News Service | Bhubaneswar |

Breaking the gender barrier, four women employees are on the strenuous job as Stacker-cum Reclaimer (SCR) raw material handling system (RMHS) at the Tata Steel Meramandali (TSM) in Dhenkanal district of Odisha.

Besides, a woman has been assigned the job for Hyva operator. It is for the first time that female employees will shoulder the responsibilities as SCR operators in Tata steel’s Meramandali unit, the company said in a statement.

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

 “We are extremely pleased to have you in our team as this marks a monumental milestone on gender balance among the workforce in the plant. While accelerating our commitment to building a diverse and inclusive workplace, this measure will also encourage more girls to look for such jobs”, Pandey said.

 “As a responsible corporate, we not only strongly believe in the diversity of our human capital but also guide our vendor partners to imbibe our beliefs and contribute to it. This is directed to reimagining how a job gets done, reshaping the team and empowering employees wherever they work”, Basak said while speaking on the occasion.

Breaking the barrier, the female SCR operators with Diploma in Mechanical Engineering underwent safety induction and on the job training, prior to their on boarding for stacking and reclaiming operation, considered mostly as a male-only job, the statement added.

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 challenges do women in the construction and maritime  industries face?

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 challenges do women in the construction and maritime  industries face?

By obtaining the necessary education and training, developing confidence and assertiveness, and seeking support networks, women can build rewarding and well-paying careers in construction.

Title:

Content: Raksha Bandhan festival (August 30) signifies the empowerment of sisters who tie the rakhi (a cotton bracelet). Similarly, gender representation in the workplace involves empowering women to take on leadership roles, put their skills to use, and make significant contributions.

Across the globe, large public enterprises face mounting pressure to enhance gender representation in boardrooms, C-suite positions, and workforce roles. Research, from agencies including S&P Global, consistently highlights the correlation between gender diversity and sustained profitability and stock performance.

So, what’s the status of gender diversity in leading Indian companies like Reliance, ITC, Adani Group, and Tatas? A bl.portfolio analysis of India’s 50 largest firms (with a market capitalisation of at least ₹1-lakh crore) uncovers that two-thirds of these companies individually have fewer than 20 per cent women employees.

Unpacking Gender Disparities

On average, men comprise 84 per cent of the workforce in the top 50 companies (which constitute more than half of the nation’s stock market wealth and employ over two million and an additional 1 million workers). The most recent data, part of respective business responsibility and sustainability reports (BRSRs) of these companies, reveals that in 24 of these firms, over 90 per cent of employees are male. This includes various Adani Group entities (Enterprises, Power, Green, and Ports), Bajaj Finance, L&T, Tata Motors, RIL, Grasim, and HAL. Only 15 companies boast over 20 per cent women employees. Notable examples include Infosys, Avenue Supermarts, TCS, Tech Mahindra and ICICI Bank.

Slicing the numbers into board, senior management and worker levels shows that at the board level, the representation of women appears satisfactory for most of the top 50 companies. 41 of these firms have a minimum of 10 per cent female board members (rules mandate at least one woman director). Tech Mahindra and Hindustan Zinc stand out with over 40 per cent women on their boards. HDFC Life, UltraTech, HDFC Bank, HCL Technologies, and Asian Paints feature women comprising 30 per cent of their boards.

However, the skewed gender composition in corporate ranks finds its origins in the underrepresentation of women in senior management roles, a phenomenon often referred to as the “glass ceiling.” None of India’s top 50 firms see women occupying 20 per cent of senior/top management positions. Tata Motors leads the pack with 16 per cent, followed by Bharti Airtel (14.3 per cent), TCS (13.3 per cent), and Hindalco (11.5 per cent). However, Adani Ports, Maruti, NTPC, and JSW Steel have one to three per cent senior roles filled by women.

The gender diversity scenario among workers remains stark, with a ratio of 92:8 in favour of males in the largest public firms. Of the 28 companies that disclosed their figures on this front, 24 have less than 10 per cent female workers. Adani Power, Maruti Suzuki, L&T, Siemens, and JSW Steel, which focus on manufacturing, see males constituting 99-100 per cent of their workers. In contrast, Titan Company and Britannia emerge as trailblazers, employing about 40-50 per cent female workers, while ITC stands at 12 per cent.

Gender Pay Disparities

Globally, wage disparities between men and women endure across various sectors. This pay gap can discourage women from entering or remaining in certain roles, affecting their overall representation. Pay commonly aligns with experience and seniority, and if women predominantly hold junior positions, their overall earnings could be affected. Among 45 companies disclosing relevant data, male employees’ median remuneration averages 19 per cent higher than that of female counterparts in 36 enterprises. This gap may be due to a larger proportion of women in junior roles.

For example, Bajaj Auto’s median male remuneration stands at ₹22 lakh/year, surpassing median female remuneration by 57 per cent. This discrepancy could be attributed to male employees’ average experience of 15 years compared to 5 years for female employees. Companies like SBI have explicitly mentioned about gender-agnostic compensation philosophy in their BRSR. IT giant TCS also says remuneration remains consistent for men and women in full-time roles, sharing the same grade, position, location, and level of experience. Interestingly, companies like Pidilite, Tata Steel, and Bharti Airtel witness higher median remuneration for female employees compared to their male counterparts.

COMMENT NOW

As more women enter and succeed in these fields, they continue to break down barriers, creating greater gender equality and diversity in the construction industry.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

Industries traditionally dominated by men are making meaningful efforts to attract more women to their workforces. But just how do they get the balance right?

It’s a concern Irene Naliaka, now in her tenth year as a professional driver working with Sahara Motors, wrestles with.

They transport imported vehicles from the Mombasa Port to Kampala, Uganda.

Her interest in driving led her to seek a job in the field.

"I was desperate for a job and I had to question myself as to what I could do comfortably. I had tried my hand on a lot of things, but then driving earned it."

Women can assume roles in male-dominated areas. But the reality of being a woman only hit Ms Naliaka when she started working.

"Driving for me is a hobby, so it never seemed strange when I took up the work offer. However, I was the only woman on the team but they made it easy for me to blend in."

Ms Naliaka says she has become better at the work with time.

"I am looking forward to driving even harder machines, such as the top loader operators,'' she says.

Her first trip was not easy. ''It was a decision that I had made and I knew that I wanted to drive, but I was not ready for it to be honest. I remember when one of my sisters asked me if I was normal and that I should look for a different job,'' she says.

Read: The future of women at work

As a mother of four with a nine-month-old baby, it was hard for her.

"On my first assignment, I turned up with my baby, I had my son's bag and my bag. My employer thought it was a joke that I was travelling with a little baby, but then I didn't have anyone to look after him and I needed to get the job done," she says

Ms Naliaka's first trip to Kampala took more than 24 hours, whereas drivers are expected to reach Kampala in 16 hours. Many working mothers struggle with the challenges of getting ahead in their careers and the guilt of not being home all the time.

How will I manage to be part of my children's life? Will my absence be worth it? How will I explain to them that I have to be away? These were the questions that stalked Ms Naliaka.

She talks of restraining her duties as a mother and trying to find balance. Mostly, Ms Naliaka would be on the road for four days and get three days to be home and vice versa if the cycle changed.

Before her travel, she says, "I have to make sure I sleep well because our highways can be very terrible. I wake up as early as 5 am so that I talk to my little boys and see them off for school by 6 am."

"I then prepare and leave the house at 8 am because I need to be at the car pickup point by 10 am to manage the clearance process and be ready to leave at around 3 pm. We leave Mombasa in a convoy, which means we have to journey as a team to Kampala,’’ she adds

According to Ms Naliaka, the power of choosing to be a working mom cannot be underestimated. She has to deal with being a fatigued parent though it gets better with time.

How did she find her voice?

"At the beginning of 2013, my husband was involved in a serious car accident, he lost two spinal discs, the L5 and thorax 7 and that left him immobilised. Two years after the accident, I had to find something to do as his medication took most of my savings. So I had to put food on the table and make sure he got his medication. My husband had his reservations at first, but these were his words, 'I know you are a strong woman, you can do it, but this is too hard'," Ms Naliaka says.

She continues, " It was not easy, we had fights in between because of the long absence, but in the end, it worked after he saw that I could do it. At the moment he is slowly regaining his mobility."

Her husband is a maths teacher.

Does she have moments when she feels like she should take a seat back from the industry?

"Yes. When I started, the migration process was a thorn in the flesh situation. I used to waste hours to be cleared and that interfered with my travel back home. But I came to make terms with the slow clearance," she says.

It also meant pacing herself because work and mothering need to be done.

Irene Naliaka poses for a photo on March 04, 2024 at Nation Centre building in Nairobi. PHOTO | BILLY OGADA | NMG

Challenges

"The roads are never the same, the weather keeps changing every time," she says.

"In the Rift Valley, we sometimes get hailstorms just out of nowhere. That's when professionalism comes in, you slow down, use the lights to indicate because you've got to manage your space, use the heater to heat the car and the windscreen to clear the precipitation. There was a time when I couldn't do it because it was too intense, so I'd just pulled over to the roadside and wait for the storm to clear,’’ she adds.

She has also encountered her fair share of ruthless truck drivers.

''Women are naturally wired to be soft, in some cases, you might be driving and enjoying your moment and a truck honks carelessly and it might frighten you to lose track.''

Ms Naliaka also recounts how unfair the male-dominated industry might be for women.

"Men feel we are fighting for their position. From my experience and the type of work I do, men don't want women on the roads. There was a time when a boss told a short lady that she could not drive, but there are short men on the job too," she points out.

Read: What women leaders sacrifice to 'have it all'

As women continue to break through the glass ceiling and navigate their way in the workplace, Ms Naliaka is proud to have had only one accident in 10 years.

"You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through. If it's a 'no, stand firm, if you can't manage it, just speak up. It's always good to ask," she says.

[email protected]

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Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Egyptian women take an important step forward every day
Every day, Egyptian women take an important step forward and achieve a new victory on the road to equality between women and men in the field of work.
The newspaper pointed out in an editorial issued on Friday morning, under the title "A New Victory for Egyptian Women" - that a few days ago, the Attorney General, Counselor Hamada al-Sawy, assigned one of the women, Deputy Attorney General, Ms. Dalia Mahmoud, to represent the Public Prosecution before the Criminal Court, an unprecedented achievement in the history of the Egyptian justice and judiciary. It is a very important development that confirms that women are no less than men in the public sphere, and society recognizes this day by day.
The next few days will see the attorney general assign more women to present arguments before the criminal courts, so the involvement of female prosecutors in all judicial work, like their male colleagues, is a clear recognition of the competence and competence of women in this important and difficult work.
She said, the fact that the past few years have witnessed steps and procedures towards the participation of women in all posts, but the judiciary facility in particular has long been limited to men only as it is a tired field and requires its occupants to allocate more time than the rest of the other jobs, but now things have changed, and women become judges, ministers and ambassadors, and this represents an added value to society.

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Content: Follow Us:

Woman breaks gender barrier to operate Hyva

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

Statesman News Service | Bhubaneswar |

Breaking the gender barrier, four women employees are on the strenuous job as Stacker-cum Reclaimer (SCR) raw material handling system (RMHS) at the Tata Steel Meramandali (TSM) in Dhenkanal district of Odisha.

Besides, a woman has been assigned the job for Hyva operator. It is for the first time that female employees will shoulder the responsibilities as SCR operators in Tata steel’s Meramandali unit, the company said in a statement.

Subodh Pandey, Vice President, TSM, congratulated the new recruits and interacted with them along with other executives of TSM Sandeep Dhir, Chief, Human Resource Business Partner, Subrata Basak, Chief, Logistics Operation and Suvransu Sekhar Rout, Chief, RMHS & Raw Material Processing Plant, TSM.

 “We are extremely pleased to have you in our team as this marks a monumental milestone on gender balance among the workforce in the plant. While accelerating our commitment to building a diverse and inclusive workplace, this measure will also encourage more girls to look for such jobs”, Pandey said.

 “As a responsible corporate, we not only strongly believe in the diversity of our human capital but also guide our vendor partners to imbibe our beliefs and contribute to it. This is directed to reimagining how a job gets done, reshaping the team and empowering employees wherever they work”, Basak said while speaking on the occasion.

Breaking the barrier, the female SCR operators with Diploma in Mechanical Engineering underwent safety induction and on the job training, prior to their on boarding for stacking and reclaiming operation, considered mostly as a male-only job, the statement added.

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?

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?

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?

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?

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?