# Report: Women in Construction - Breaking Barriers and Building Inclusive Workplaces

## Executive Summary

This report examines the growing presence of women in construction and maritime industries, particularly as crane operators, and provides actionable strategies for creating a more inclusive workplace.

As the construction industry evolves, companies that successfully attract and retain female talent will gain significant competitive advantages.

This report outlines traditional barriers women have faced, shares success stories of women excelling in these roles, and provides concrete recommendations for fostering an environment where women can thrive as crane operators and other construction professionals.

## 1.

Introduction: The Shift Toward Gender Equality in Construction and Maritime Industries

The construction and maritime industries have historically been male-dominated domains, but we are witnessing a significant shift toward greater gender equality and diversity.

Women are increasingly entering these fields, challenging traditional norms and demonstrating exceptional capabilities in operating heavy machinery, including cranes.

This transformation is not just about social progress—it's about recognizing that diverse teams bring different perspectives, problem-solving approaches, and skills that enhance overall workplace performance and innovation.

As one industry expert noted, "We will only achieve gender equality if we have equal incentives, resources, and opportunities.

" Today's job seekers prioritize companies that value diversity and inclusion, and customers increasingly make purchasing decisions based on a company's culture and ethos.

For construction companies looking to attract top talent and remain competitive, creating an inclusive environment for women is no longer optional—it's essential.

## 2.

Breaking Down Traditional Gender Barriers

### 2.

1 Historical Challenges

Women entering construction and maritime fields have historically faced numerous barriers:

- **Preconceived notions about physical capabilities**: As one female operator noted, "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.

"
- **Resistance from male colleagues**: "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.

"
- **Lack of representation: Many women find themselves as the only female in their workplace, as one maritime professional described being "one of only four women in a company of 40-50 employees.

"

### 2.

2 Progress in Overcoming Barriers

Despite these challenges, women are successfully breaking down barriers through:

- **Demonstrating competence**: Women are proving their capabilities through exceptional performance.

One female crane operator proudly reported having "only one accident in 10 years.

"
- **Building trust through reliability**: "When you work hard, you win the trust of a client," noted one woman who entered construction and built a successful career through referrals.

- **Gaining respect from peers**: Elena Badaeva, who has been the only female crane operator in her region for many years, earned such respect that her male colleagues affectionately call her "Our Lena, Lenochka.

"

## 3.

Success Stories of Women in Male-Dominated Roles

### 3.

1 Crane Operators and Construction Professionals

- **Elena Badaeva**: For many years, Elena has been the only female crane operator in Shumerlya.

Her colleagues' respect is evident in their affectionate nickname for her, and she was entrusted with the significant task of laying the final slab of the fifth floor of a new building—a milestone event for the construction team.

- **Ms.

Naliaka**: Despite facing skepticism in the male-dominated industry, she has maintained an excellent safety record with only one accident in ten years.

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

"

- **Construction Contractor**: One woman who successfully entered the construction industry noted, "Women are the most trustworthy contractors nowadays.

We are equally good at the task.

" She has built a thriving business while juggling multiple professional responsibilities.

### 3.

2 Maritime Industry Leaders

The maritime industry has also seen remarkable progress in gender diversity:

- **UAE Maritime Professionals**: The United Arab Emirates has emerged as a leader in supporting women in the maritime sector through training and development programs.

As one professional noted, "The UAE is a great destination that allows women to work and flourish, and it is one of the leading countries in supporting women in the maritime sector.

"

- **Women in Maritime**: Women in this sector are finding opportunities to challenge themselves and prove their capabilities.

"This sector gives us a perfect opportunity to challenge ourselves and prove our ability to succeed in a largely male-dominated sector," noted one maritime professional.

## 4.

Strategies for Creating an Inclusive Environment

### 4.

1 Cultural Transformation

Creating an inclusive workplace requires intentional efforts to transform company culture:

- **Education and Training**: Implement diversity and inclusion training for all employees, focusing on unconscious bias and the importance of gender diversity.

This helps create a more inclusive company culture and ensures all team members understand and value diversity.

- **Gender-Neutral Communication**: Use gender-neutral language in all internal and external communications, including job advertisements, performance evaluations, and meetings.

This helps eliminate gender biases and perceptions, making everyone feel equally valued and respected.

- **Addressing Biases**: Identify situations where unconscious biases might affect decisions, such as hiring, promotions, and project assignments.

Establish clear criteria for these decisions to ensure gender equality and fairness in all areas.

### 4.

2 Creating Supportive Environments

- **Mentorship Programs**: As one industry expert noted, "It is our responsibility to mentor and train the next generation entering the workforce to ensure they understand that their power is based on their ability, skills, and ideas rather than their gender and old-fashioned stereotypes.

"

- **Employee Resource Groups**: Establish groups that provide support, networking opportunities, and a collective voice for women in the company.

- **Recognition and Celebration**: Recognize and celebrate the differences in how women experience the world and workplace, as these differences bring diversity and dynamism to the workplace.

## 5.

Recruitment and Retention Practices

### 5.

1 Inclusive Hiring

- **Inclusive Job Advertisements**: Use inclusive language in job postings, avoiding terms or unnecessary qualifications that might deter potential candidates.

Focus on skills and experiences that accurately reflect job requirements.

- **Highlighting Diversity Commitment**: Clearly communicate the company's commitment to diversity and inclusion in recruitment materials.

- **Diverse Hiring Panels**: Ensure diverse representation in interview panels to demonstrate the company's commitment to diversity and reduce potential biases in the hiring process.

### 5.

2 Retention Strategies

- **Equal Opportunities**: Ensure women are given equal opportunities with their male counterparts.

As one successful woman noted, "I was given equal opportunities with all my male teammates.

"

- **Supportive Work Environment**: Create an environment where women feel supported by their colleagues.

"All of them are supportive and they don't hesitate to share and help," shared one woman about her positive experience.

- **Career Development**: Provide clear pathways for advancement and professional development opportunities for all employees, regardless of gender.

## 6.

Benefits of Gender Diversity in Construction

### 6.

1 Business Performance

- **Enhanced Innovation**: Diverse teams bring different perspectives and approaches to problem-solving, leading to more innovative solutions.

- **Improved Safety**: Some evidence suggests that gender-diverse teams may have better safety outcomes, as exemplified by the female operator with only one accident in ten years.

- **Talent Attraction**: Companies known for their inclusive culture attract top talent from a broader pool.

"More job searchers are prioritizing jobs at companies that value diversity and inclusion.

"

### 6.

2 Reputation and Client Relationships

- **Enhanced Reputation**: Companies that demonstrate commitment to gender equality build stronger reputations in the industry and community.

- **Client Trust**: Women in construction have proven their ability to build trust with clients.

"Women are the most trustworthy contractors nowadays.

We are equally good at the task.

"

- **Market Advantage: "Customers are now making purchasing decisions based on a company's culture and ethos.

"

## 7.

Recommendations for the Company

Based on the analysis of successful practices and experiences of women in construction and maritime industries, we recommend the following actions:

### 7.

1 Short-term Actions

1.

**Conduct a Diversity Audit**: Assess current gender representation in all roles, particularly in crane operation and other heavy machinery positions.

**Review Job Descriptions**: Ensure all job postings use inclusive language and focus on essential skills rather than gendered assumptions.

**Implement Unconscious Bias Training**: Provide training for all employees, especially those involved in hiring and supervision.

**Establish Mentorship Programs**: Pair experienced female operators with new hires to provide guidance and support.

### 7.

2 Medium-term Actions

1.

**Develop Targeted Recruitment Strategies**: Actively recruit women for crane operator positions through partnerships with technical schools, women's organizations, and industry associations.

**Create Employee Resource Group

# Report: Women in Construction - Breaking Barriers and Building Inclusive Workplaces

## Executive Summary

This report examines the growing presence of women in construction and maritime industries, particularly as crane operators, and provides actionable strategies for creating a more inclusive workplace.

Title:

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

Title:

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

Title:

Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

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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: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

Title:

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

Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

As the construction industry evolves, companies that successfully attract and retain female talent will gain significant competitive advantages.

Title:

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

Title:

Content: Skip to content

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

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

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

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

Gender Differences in Occupations

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

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

Women more likely to have a professional qualification than men

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

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

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

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Putin receives Modi for tea

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

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Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

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Content: iAfrica

Be Smart About South Africa

The Future Of Work: Gender Equality In The Work Place

Aisha Pandor, CEO of SweepSouth

Gender equality in the workplace has made strides in recent years, but there is still a long way to go before we achieve full equality and inclusion and we must continue to discuss it.

According to the World Bank’s Women, Business, and the Law 2022 Report, 95 countries do not guarantee equal pay for equal work. The WBL Index improved the most in Sub-Saharan Africa, the Middle East, and North Africa in 2021, although they still lag behind the rest of the world.

And even among women in positions of power, many feel forced to apologise for juggling a family life. According to a McKinsey report, there is a gap in the burnout between women and men which almost doubled in 2021.

We will only achieve gender equality if we have equal incentives, resources, and opportunities. Not only are more job searchers prioritising jobs at companies that value diversity and inclusion, but customers are now making purchasing decisions based on a company’s culture and ethos.

In this article, we speak with industry experts and ask them to share their thoughts on workplace equality and inclusion.

Create environments where women can thrive

In 2022, we shouldn’t have to be having conversations about gender in the workplace. But the fact is that there are differences in the way women experience the world and the workplace which impact how we lead, interact with others, and how we handle challenges. These differences should be recognised and celebrated because they bring diversity and dynamism to the workplace.

“I am particularly passionate about creating environments in which women can thrive. This means creating an organisational culture that supports women in reaching their full potential and encouraging, growing, developing and nurturing them along every step of the way,” says Anine de Wet, Client Service Director, Hoorah Digital

De Wet feels strongly that women need to do a better job of supporting other women in the workplace.

“A big part of this support is making room for women, and mothers in particular, to manage motherhood along with their professional obligations. In its simplest form this means flexible working hours, and judging a woman’s competence on her output, and not the number of hours she is in office” De Wet says.

Next-generation mentorship

It is essential for us as women in the workplace, regardless of our profession or industry, to  embrace diversity and ensure that women are given a platform to have their voices and ideas heard.

“One of the best parts about working in digital is that we are invariably “living in the future” every day. We are changing the way people connect, bank, and shop. It is our responsibility to mentor and train the next generation entering the workforce to ensure they understand the value of education and empowerment and that their power is based on their ability, skills and ideas rather than their gender and old fashioned stereotypes,” explains Dori-Jo Bonner, Strategist at Striata Africa

Create a space that embraces inclusion and diversity

Women and girls represent 50% of the world’s population, according to the United Nations. This represents at least half of the world’s potential yet a 2019 World Economic Forum Gender Gap report found that, despite this, it will take at least another 99.5 years to reach gender parity. And this number has only increased due to the COVID-19 pandemic.

“COVID-19 exacerbated gender disparity, especially for women in underdeveloped or developing markets,” says Sandra Kneubuhler, Country Director of Sales and District Director, South Africa for Radisson Hotel Group. “So just as we’ve had to adjust to work from home, hybrid working and more, we need to adapt our gender equality goals and the conversations around gender parity.”

This means giving all genders a platform and encouraging ambition, positivity and work-life balance. “So often, the view is that men are ambitious while women are too bold or out of line,” says Kneubuhler. “But in an ideal world, we would be viewing everyone with the same lens. My advice to women in the workplace is to embrace your ambition and be bold without forsaking your compassion and kindness.

“It’s this – the need to respect individual differences, life experiences and diverse world views – that drive a company’s success and at Radisson, we’ve embedded it into our human resources policies and even our guest experiences.”

Tech as an enabler to close the gender pay gap

Technology has long been lauded for its ability to help close the gender pay gap and to provide employment to people – and women – who previously would have struggled in this regard. Apps such as Airbnb and SweepSouth, for example, have been catalysts for change when it comes to creating income opportunities for women.

A report released by Airbnb last year noted that the Airbnb platform is lowering barriers to entry and welcoming new Hosts onto the platform by empowering groups typically excluded from the benefits of tourism, like those living in rural and township communities. And it is greatly benefiting women as female hosts make up more than half of the Airbnb host community.

On-demand home services app, SweepSouth, is also leading the charge in this regard. CEO and Co-founder Aisha Pandor notes that those finding work through their platform can take advantage of 100% of the opportunities that they are exposed to.

“When you’re dependent on finding work opportunities through what the people around you have knowledge of, it becomes extremely difficult to have access to opportunities that could improve your employment situation,” says Pandor. “Technology is one of the most powerful enablers of connectivity and through our platform we wanted to leverage that potential to ensure that domestic workers are able to connect with as many employment opportunities in the most convenient way possible.”

The platform allows domestic workers, who are predominantly women, to earn higher than market rates while giving them the power to choose who they take work from, where, and at times that suit them – an opportunity that puts control back into the hands of a group that is often exploited and underpaid.

Foster a culture where all opinions matter

A fascinating exercise which really underscores the gender gap is to ask your friends which of them has Imposter Syndrome. “It’s far more common than you think, but nine times out of ten it’s women who experience it rather than men. The fact that women still don’t feel like they’re worthy, in positions they’ve either worked hard to get or in businesses they’ve created from the ground up, is shocking. There is still so much work to be done, but there is one very simple way to shift the narrative and empower women: make sure they’re in the room and that their ideas are heard,” explains Hayley van der Woude, Managing Director at Irvine Partners, a 100% women-owned and women-led business.

In addition, it’s crucial for businesses to foster a culture where all opinions matter. “ It sounds obvious but it is surprising how subtle undermining someone can be,” says van der Woude. “ Leaders need to take active steps to ensure their whole team is on board with hearing people out and then taking their ideas forward or sharing constructive feedback. This empowers anyone in the team — men, women, young, old — to put forward innovative ideas at any time. In this vein, we ensure that our performance evaluations are two-way sessions focusing on growth of the individual but also hearing from them what the company could do better. Often, our best projects, programmes or ways of working stem from these sessions and it helps us retain our edge.”

The future of work

The future of work must be inclusive for all, and businesses need to prioritise diversity and equality to eliminate institutional bias. Those that do will undoubtedly be in a stronger position to succeed.

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

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

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

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

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

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

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

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

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

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

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

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
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WomenCertified Inc.
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Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

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

commit to gender equality in hiring practices

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

commit to gender equality in hiring practices

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

commit to gender equality in hiring practices

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

commit to gender equality in hiring practices

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

commit to gender equality in hiring practices

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

commit to gender equality in hiring practices

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

commit to gender equality in hiring practices

This report outlines traditional barriers women have faced, shares success stories of women excelling in these roles, and provides concrete recommendations for fostering an environment where women can thrive as crane operators and other construction professionals.

Title:

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

Title:

Content: 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: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

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

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

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

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

## 1.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

Introduction: The Shift Toward Gender Equality in Construction and Maritime Industries

The construction and maritime industries have historically been male-dominated domains, but we are witnessing a significant shift toward greater gender equality and diversity.

Title:

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

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:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

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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
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Content: Celebrations Women's Month Feature

I am Woman, I am an Engineer

- March 01, 2024

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

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

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

Meet Dianne

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

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

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

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

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

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

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

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

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

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

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

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

Now, let’s meet Ching

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

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

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

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

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

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

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

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

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

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

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: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

Title:

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

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

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

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

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

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

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

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

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

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

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

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
###

Kathi Waldhof or Julia Ragland
WomenCertified Inc.
+1 954-922-0846 x2
email us here
Visit us on social media:
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Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

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

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

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

commit to gender equality in hiring practices

Women are increasingly entering these fields, challenging traditional norms and demonstrating exceptional capabilities in operating heavy machinery, including cranes.

Title:

Content: Skip to content

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

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

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

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

Gender Differences in Occupations

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

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

Women more likely to have a professional qualification than men

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

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

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

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Putin receives Modi for tea

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

Members Public

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

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 transformation is not just about social progress—it's about recognizing that diverse teams bring different perspectives, problem-solving approaches, and skills that enhance overall workplace performance and innovation.

As one industry expert noted, "We will only achieve gender equality if we have equal incentives, resources, and opportunities.

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

" Today's job seekers prioritize companies that value diversity and inclusion, and customers increasingly make purchasing decisions based on a company's culture and ethos.

Title:

Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

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For construction companies looking to attract top talent and remain competitive, creating an inclusive environment for women is no longer optional—it's essential.

Title:

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

Title:

Content: Skip to content

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

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

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

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

Gender Differences in Occupations

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

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

Women more likely to have a professional qualification than men

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

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

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

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Putin receives Modi for tea

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

Members Public

Title:

Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

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Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

Title:

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

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

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

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

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

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

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

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

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

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

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

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
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WomenCertified Inc.
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Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

## 2.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

Breaking Down Traditional Gender Barriers

### 2.

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: 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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Most Read

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

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

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

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

appoint women to traditionally male roles

1 Historical Challenges

Women entering construction and maritime fields have historically faced numerous barriers:

- **Preconceived notions about physical capabilities**: As one female operator noted, "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.

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
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

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?

"
- **Resistance from male colleagues**: "Men feel we are fighting for their position.

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 challenges do women in the construction and maritime  industries face?

From my experience and the type of work I do, men don't want women on the roads.

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: Skip to content

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

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

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

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

Gender Differences in Occupations

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

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

Women more likely to have a professional qualification than men

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

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

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

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Putin receives Modi for tea

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

Members Public

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

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

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- **Lack of representation: Many women find themselves as the only female in their workplace, as one maritime professional described being "one of only four women in a company of 40-50 employees.

Title:

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

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: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

"

### 2.

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

2 Progress in Overcoming Barriers

Despite these challenges, women are successfully breaking down barriers through:

- **Demonstrating competence**: Women are proving their capabilities through exceptional performance.

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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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?

One female crane operator proudly reported having "only one accident in 10 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]

"
- **Building trust through reliability**: "When you work hard, you win the trust of a client," noted one woman who entered construction and built a successful career through referrals.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

- **Gaining respect from peers**: Elena Badaeva, who has been the only female crane operator in her region for many years, earned such respect that her male colleagues affectionately call her "Our Lena, Lenochka.

Title:

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

Title:

Content: Skip to content

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

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

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

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

Gender Differences in Occupations

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

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

Women more likely to have a professional qualification than men

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

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

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

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

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

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Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

Success Stories of Women in Male-Dominated Roles

### 3.

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.

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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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Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

1 Crane Operators and Construction Professionals

- **Elena Badaeva**: For many years, Elena has been the only female crane operator in Shumerlya.

Title:

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

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Content: Skip to content

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

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

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

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

Gender Differences in Occupations

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

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

Women more likely to have a professional qualification than men

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

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

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

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Putin receives Modi for tea

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

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Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

Her colleagues' respect is evident in their affectionate nickname for her, and she was entrusted with the significant task of laying the final slab of the fifth floor of a new building—a milestone event for the construction team.

Title:

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

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

appoint women to traditionally male roles

- **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**: Despite facing skepticism in the male-dominated industry, she has maintained an excellent 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]

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

Her advice to other women: "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]

"

- **Construction Contractor**: One woman who successfully entered the construction industry noted, "Women are the most trustworthy contractors nowadays.

Title:

Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

MENAFN31012024007365015876ID1107793140

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Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

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

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

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

We are equally good at the task.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

" She has built a thriving business while juggling multiple professional responsibilities.

Title:

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

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

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

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

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

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

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

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

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

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

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

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

What kind of contractual work do you do?

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

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

What were you doing before you started lecturing?

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

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

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

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

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

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

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

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

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

What is your biggest fear?

I fear heights

What do your days look like?

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

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

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

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

What drives you?

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

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

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

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

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

You are aspiring to become the Kakamega woman representative?

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

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

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

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

### 3.

2 Maritime Industry Leaders

The maritime industry has also seen remarkable progress in gender diversity:

- **UAE Maritime Professionals**: The United Arab Emirates has emerged as a leader in supporting women in the maritime sector through training and development programs.

Title:

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

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

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?

create training and apprenticeship programs

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

create training and apprenticeship programs

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

vocational training
educational programs
inclusive policies

As one professional noted, "The UAE is a great destination that allows women to work and flourish, and it is one of the leading countries in supporting women in the maritime sector.

Title:

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

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

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?

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

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

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

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

"

- **Women in Maritime**: Women in this sector are finding opportunities to challenge themselves and prove their capabilities.

Title:

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

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?

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?

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?

"This sector gives us a perfect opportunity to challenge ourselves and prove our ability to succeed in a largely male-dominated sector," noted one maritime professional.

Title:

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

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: Skip to content

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

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

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

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

Gender Differences in Occupations

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

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

Women more likely to have a professional qualification than men

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

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

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

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Putin receives Modi for tea

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

Members Public

Title:

Content: 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: 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

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## 4.

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

Strategies for Creating an Inclusive Environment

### 4.

1 Cultural Transformation

Creating an inclusive workplace requires intentional efforts to transform company culture:

- **Education and Training**: Implement diversity and inclusion training for all employees, focusing on unconscious bias and the importance of gender diversity.

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

create training and apprenticeship programs

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

create training and apprenticeship programs

This helps create a more inclusive company culture and ensures all team members understand and value diversity.

- **Gender-Neutral Communication**: Use gender-neutral language in all internal and external communications, including job advertisements, performance evaluations, and meetings.

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

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

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

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

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

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

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

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

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

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

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

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
###

Kathi Waldhof or Julia Ragland
WomenCertified Inc.
+1 954-922-0846 x2
email us here
Visit us on social media:
Facebook
Twitter
LinkedIn
Other

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

This helps eliminate gender biases and perceptions, making everyone feel equally valued and respected.

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

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

commit to gender equality in hiring practices

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

- **Addressing Biases**: Identify situations where unconscious biases might affect decisions, such as hiring, promotions, and project assignments.

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

Establish clear criteria for these decisions to ensure gender equality and fairness in all areas.

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

commit to gender equality in hiring practices

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

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

commit to gender equality in hiring practices

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

### 4.

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

2 Creating Supportive Environments

- **Mentorship Programs**: As one industry expert noted, "It is our responsibility to mentor and train the next generation entering the workforce to ensure they understand that their power is based on their ability, skills, and ideas rather than their gender and old-fashioned stereotypes.

Title:

Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

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

create training and apprenticeship programs

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

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

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

create training and apprenticeship programs

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

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

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

create training and apprenticeship programs

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

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

"

- **Employee Resource Groups**: Establish groups that provide support, networking opportunities, and a collective voice for women in the company.

Title:

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

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

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

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

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

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

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

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

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

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

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

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
###

Kathi Waldhof or Julia Ragland
WomenCertified Inc.
+1 954-922-0846 x2
email us here
Visit us on social media:
Facebook
Twitter
LinkedIn
Other

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

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

- **Recognition and Celebration**: Recognize and celebrate the differences in how women experience the world and workplace, as these differences bring diversity and dynamism to the workplace.

Title:

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

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: Skip to content

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

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

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

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

Gender Differences in Occupations

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

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

Women more likely to have a professional qualification than men

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

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

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

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Putin receives Modi for tea

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

Members Public

Title:

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

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

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

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

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

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

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

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

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

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

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

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
###

Kathi Waldhof or Julia Ragland
WomenCertified Inc.
+1 954-922-0846 x2
email us here
Visit us on social media:
Facebook
Twitter
LinkedIn
Other

Title:

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

***

Thrive Global invites voices from many spheres to share their perspectives on our Community platform. Community stories are not commissioned by our editorial team, and opinions expressed by Community contributors do not reflect the opinions of Thrive Global or its employees. More information on our Community guidelines is available here.

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

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

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

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

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

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

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

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

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

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

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

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

Does that idea make you uncomfortable? It should.

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

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## 5.

Title:

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

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

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

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

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

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

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

Recruitment and Retention Practices

### 5.

Title:

Content: Wednesday, February 28, 2024

GAO: Coast Guard Should Address Workforce Recruitment and Retention Challenges

Maritime Activity Reports, Inc.

February 27, 2024

  • Chief Warrant Officer Aaron Studie climbs a Jacob's ladder to perform a vessel inspection. Marine inspectors board boats in dry dock, moored at a pier, anchored and in rare occasions while underway. (U.S. Coast Guard photo by Petty Officer 3rd Class Darryl W. Bradshaw)
  • About the Author: Heather MacLeod is a Director in GAO’s Homeland Security and Justice team. She oversees Coast Guard and maritime security issues, including Coast Guard workforce and strategic planning efforts, and maritime port and supply chain/cargo security.

The Coast Guard has struggled for years to recruit and retain a sufficient workforce. The U.S. Government Accountability Office (GAO), the non-partisan, fact-based arm of the Congress, has published multiple reports related to the Coast Guard’s workforce including recruitment and retention challenges.

Three of these reports published in 2022 and 2023 have resulted in 17 GAO recommendations to address these issues, but as of today, 16 remain open and need to be addressed. Implementing these recommendations is key to the Coast Guard’s ability to recruit and retain the personnel necessary to conduct its diverse array of mission requirements.

The Coast Guard — a multi-mission military service employing more than 55,000 personnel — has reported that it is about 3,500 enlisted members short and has missed its recruiting targets for the past five fiscal years. Some of the Coast Guard’s recruitment and retention issues fall within critical areas of expertise such as its cyberspace and marine inspections workforces. Competition with higher paying jobs in the private sector, limited opportunities for promotion, and long work hours have made it challenging for the Coast Guard to recruit and retain these personnel.

Cyberspace Workforce. In 2015 the Coast Guard established cyberspace as an operational domain to help protect the marine transportation system from threats that could be delivered through the internet, telecommunications networks, and computer systems. GAO’s September 2022 review found that the Coast Guard had determined that nine percent, or 412 of its 4,507 funded cyberspace workforce positions, were vacant.
GAO’s review also found that the service had not followed its own guidance that calls for it to assess and determine necessary staffing levels and skills to meet mission needs. For example, as of February 2022, the Coast Guard had not used its workforce determination process to assess 55 percent of its cyberspace workforce positions. Until such analysis is completed, the Coast Guard will not fully understand the resources it requires, including those to protect its information systems and data from threats.

GAO made six recommendations aimed at improving the Coast Guard’s workforce planning process for cybersecurity personnel, including assessing it needs, collecting data, and developing a strategy and metrics that could better inform its efforts to recruit these personnel.

Marine Inspectors. The Coast Guard has faced long-standing challenges maintaining an adequate staff of experienced marine inspectors who board vessels to determine whether they meet safety, security, and environmental requirements. A January 2022 GAO report found that the Coast Guard’s marine inspection program has had similar recruitment and retention challenges over the past decade—showing a shortage of more than a thousand marine inspectors.

GAO also determined that the Coast Guard had collected and analyzed limited data to forecast future workforce and industry trends that could affect the supply and demand for marine inspectors. For example, the Coast Guard collected industry data to forecast workforce needs for certain vessel types (cruise ships) but not others (freight vessels). The Coast Guard also did not regularly collect and analyze other data, such as future potential retirements of Coast Guard personnel that could affect its supply of marine inspectors.

GAO concluded that collecting additional data to forecast future trends in the maritime industry and its marine inspection workforce would enhance the Coast Guard’s ability to identify its potential future workforce needs. GAO made five recommendations to strengthen the Coast Guard’s workforce planning efforts, including that the service collect additional data to forecast future industry and workforce trends.

Quality of Life challenges. Challenges related to quality of life factors also affects the Coast Guard’s ability to retain personnel. For example, in April 2023 GAO found that Coast Guard personnel stationed in remote areas may experience challenges accessing medical care. Specifically, 17 of 43 Coast Guard clinics were located in medically underserved areas, which indicate a shortage of primary care services. An additional 11 of 43 were located in areas with a shortage of at least one type of health provider—including primary care, mental health, or dental.
Coast Guard health officials and officials from selected clinics also reported facing persistent staffing challenges, including recruiting and retaining public health service providers who typically serve as the medical and dental providers in Coast Guard clinics. GAO found that the Coast Guard had taken steps to mitigate this challenge, such as initiating its own Health Service Officer Program, but it had not examined reasons for public health service recruitment and retention challenges.

GAO made six recommendations that the Coast Guard, among other things, obtain, share, and monitor several types of data including information on heath care access and the reasons for medical provider recruitment and retention challenges. Doing so would help the Coast Guard determine what, if any, actions it can take to address these challenges and help better ensure its clinics have sufficient staff to meet its medical mission. Challenges related to housing, child care, and education also affects the Coast Guard’s ability to retain personnel. GAO has reported on issues with the appropriateness of the housing allowance for military personnel and has also found that the rising cost of child care nationwide was among the most formidable challenges Coast Guard families face. Additionally, military families frequently cited education issues for their children as a drawback to military service.

GAO has additional ongoing studies reviewing Coast Guard recruitment and retention efforts and other factors that may affect this. Currently, reports on these types of issues are expected to be released in 2024 and 2025.

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1 Inclusive Hiring

- **Inclusive Job Advertisements**: Use inclusive language in job postings, avoiding terms or unnecessary qualifications that might deter potential candidates.

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

Focus on skills and experiences that accurately reflect job requirements.

What are construction and maritime companies doing to promote and aid women in the field?

- **Highlighting Diversity Commitment**: Clearly communicate the company's commitment to diversity and inclusion in recruitment materials.

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

- **Diverse Hiring Panels**: Ensure diverse representation in interview panels to demonstrate the company's commitment to diversity and reduce potential biases in the hiring process.

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

### 5.

Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

2 Retention Strategies

- **Equal Opportunities**: Ensure women are given equal opportunities with their male counterparts.

Title:

Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

MENAFN31012024007365015876ID1107793140

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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

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: Enough With the False Assurances About Women in the Workplace

***

Thrive Global invites voices from many spheres to share their perspectives on our Community platform. Community stories are not commissioned by our editorial team, and opinions expressed by Community contributors do not reflect the opinions of Thrive Global or its employees. More information on our Community guidelines is available here.

McKinsey & Company and LeanIn.org released their annual report, Women in the Workplace, in late September. The report’s summary opens: “A year and a half into the COVID-19 pandemic, women have made important gains in representation, and especially in senior leadership.”

Important gains. This idea repeats throughout the report even as it goes on to paint a dire and disturbing picture: Women earn promotions to managerial roles at far lower rates than men. Women of color lose ground at every step on the corporate ladder. Between entry-level positions and the C-suite, representation of women of color drops off by more than 75%.

Page after page of findings confirm the grim reality we already know. And yet, the top-line takeaway is about progress.

This insistence on a rose-colored glasses approach is pervasive. Just a few months ago, headlines touted 2021 as a banner year for women’s leadership in corporate America, citing milestone appointments of female CEOs. But a closer look at the numbers reveals an unsettling breakdown: a mere 8% of all Fortune 500 companies are led by women. Is this a record achievement we should be shouting from the rooftops in 2021? Is the bar that low?

“We are making strides,” the world says. “Look at all this progress!”

The truth is, the data tells us that putting a woman or person of color in a high-profile position rarely has the trickle-down effect people would like us to believe it does. Rather, it creates an illusion of inclusion—and it allows decision-makers to tick off a “diversity and inclusion” box and move on.

But the illusion is easier to accept than the truth, isn’t it? It’s easier to latch on to the optimistic headline, the upbeat sound bite, the suggestion that all will soon be well than it is to call out the problem. Because calling out the problem makes people uncomfortable.

As I write in my new book, Awakening: Ladies, Leadership, and the Lies We’ve Been Told, we don’t teach women to make people uncomfortable. We groom women to smile and accept these breadcrumbs and the spun stories of progress. We prefer people who shut up and keep their heads down.

How can we correct an injustice we can’t even talk about?

The Women in the Workplace report highlights specific strategies organizations can employ to move toward true equity. But how can we get to the solutions when we are unwilling to read past the headlines, when we remain so unwilling to get uncomfortable—to acknowledge the problem in an open and honest way?

The system’s not going to fix itself, and the people in charge of the system don’t want to talk about it.

It’s past time to call out the problem, to reject the simple sound bites and feel-good conclusions that brush past the deeply distressing realities of the systemic oppression of women in the workplace.

Does that idea make you uncomfortable? It should.

Share your comments below. Please read our commenting guidelines before posting. If you have a concern about a comment, report it here.

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What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

As one successful woman noted, "I was given equal opportunities with all my male teammates.

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

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

"

- **Supportive Work Environment**: Create an environment where women feel supported by their colleagues.

What are construction and maritime companies doing to promote and aid women in the field?

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

What are governments doing to promote and aid women in construction or maritime industries?

"All of them are supportive and they don't hesitate to share and help," shared one woman about her positive experience.

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

What are construction and maritime companies doing to promote and aid women in the field?

- **Career Development**: Provide clear pathways for advancement and professional development opportunities for all employees, regardless of gender.

Title:

Content: The two institutions will promote gender equality in the areas of education, training and research in the maritime sector
Dubai, United Arab Emirates: The Arab Academy for Science, Technology and Maritime Transport (AASTMT) and the Arab Women in Maritime Association (AWIMA) signed a Memorandum of Understanding (MoU) at the International Maritime Organization (IMO) headquarters in London to explore opportunities for women ’ s participation in academia to support and strengthen the regional maritime sector.
The agreement is in line with the efforts of the International Maritime Organization (IMO) to achieve gender equality in the maritime sector globally, and the fifth goal of the United Nations Sustainable Development Goals on gender equality.
The MoU was signed by H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure, President of the Arab Women Association in the Maritime Sector, and H.E. Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport.
Promotion of gender equality
Through this partnership, the two institutions will advocate and encourage other IMO member states to actively support the development of the Arab Women in Maritime Association, and call on states to work in an integrated manner with national bodies responsible for gender equality, to ensure reporting on compliance with the SDGs.
It will also encourage the participation of women at all levels related to education, training and research in the maritime sector, in addition to supporting national mechanisms for the employment of women in accordance with the Sustainable Development Goals, the Convention on the Elimination of All Forms of Discrimination against Women and any future goals set by the United Nations within the framework of the 2030 Agenda for Sustainable Development.
H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure and President of the Arab Women in Maritime Association, said: “The maritime sector has witnessed gradual transformations over the past years in terms of the inclusion of women in the workforce.
IMO has been a key driving force behind this change, with its commitment to addressing the gender imbalance in the maritime sector through an integrated institutional framework.
In addition to the efforts of governments, we all have to shoulder our responsibilities, whether it ’ s policy makers, business owners, ship operators, stakeholders or even specialists.
Our collaboration with the Arab Academy for Science, Technology and Maritime Transport (AASTMT) is part of our ongoing efforts to make the maritime sector an inclusive and inclusive one. AASTMT has a long history of training ambitious female maritime professionals and has always inspired them. ”
Encouraging the participation of Arab women
For his part, Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport, said: “We are honored to cooperate with the Association of Arab Women in the Maritime Sector to promote national and regional recognition of the active contributions of Arab women in the development of the maritime economy.
When the IMO Gender Diversity Programme was first launched in 1988, only a few maritime training institutes accepted female students into classes.
Since then, the capacity-building and diversity programme at IMO has helped to develop an institutional framework for integrating gender equality into IMO policies and procedures.
Today, along with the Arab Academy for Science, Technology and Maritime Transport, there are many institutions that are keen to attract male and female talent, and this is the first step to making the maritime sector free of gender bias.
Next comes the importance of spreading awareness about the unlimited opportunities available to women and taking responsibility at the individual level to avoid any discrimination on the basis of sex. ”
In addition, the two institutions will encourage the maritime sector and all its stakeholders to establish and strengthen gender-neutral operational frameworks that concretely support women ’ s opportunities in terms of employment, employment, career advancement, employability and advancement to the highest levels in line with their experience and qualifications. the maritime sector and its activities.
# Government Data
- Done.

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: 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: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

What are governments doing to promote and aid women in construction or maritime industries?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

Why are construction and maritime industries more popular with women nowadays?

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

What are governments doing to promote and aid women in construction or maritime industries?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

Why are construction and maritime industries more popular with women nowadays?

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

What are governments doing to promote and aid women in construction or maritime industries?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

Why are construction and maritime industries more popular with women nowadays?

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

What are governments doing to promote and aid women in construction or maritime industries?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

Why are construction and maritime industries more popular with women nowadays?

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

What are governments doing to promote and aid women in construction or maritime industries?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

Why are construction and maritime industries more popular with women nowadays?

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

What are governments doing to promote and aid women in construction or maritime industries?

What positive experiences are highlighted in the personal stories of successful women in construction and maritime industries, especially of female crane operators?

Why are construction and maritime industries more popular with women nowadays?

## 6.

Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

Benefits of Gender Diversity in Construction

### 6.

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: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

1 Business Performance

- **Enhanced Innovation**: Diverse teams bring different perspectives and approaches to problem-solving, leading to more innovative solutions.

- **Improved Safety**: Some evidence suggests that gender-diverse teams may have better safety outcomes, as exemplified by the female operator 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]

- **Talent Attraction**: Companies known for their inclusive culture attract top talent from a broader pool.

Title:

Content: Companies that deliver on what women want will win the war for talent

Women's Choice Award Best Companies to Work for Women, Diversity & Millennials Seal

Women’s Choice Award® shares the changing needs of female employees and and recognizes the Best Companies to Work

We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”
— Delia Passi, CEO and Founder of the Women’s Choice Award
FORT LAUDERDALE, FLORIDA, USA, September 23, 2022 /EINPresswire.com/ -- Meeting the needs of women in the workforce is smart business considering nearly 55% of the workforce is women.

While there is still a large gap to create equality and diversity in the workforce, associations such as the American Business Women’s Association which advocates for women and the Women’s Choice Award which recognizes companies that meet the preferences of working women regardless of race, age and family status, help simplify the job search for women.

Research by WomenCertified Inc. concluded that overall benefit packages improved greatly after the pandemic. In fact, many of the general benefits including HSA health plans, financial retirement offerings, ESGs, tuition reimbursement and career development programs were all improving over the last several years, with those benefits being offered by over 90% of the top Fortune 300 companies. However, benefits that would be attractive to women were still lacking, with subsidized child care only offered by 56% of Fortune 300 companies. Additionally, while wellness was included in the #1 spot, only 59% of Fortune 300 companies offered gym reimbursement, and 63% offered lactation rooms. Maternity benefits ranged widely even among the Fortune 300, and fertility assistance benefits were only offered by a meager 15% of these companies. U.S. companies have a long way to go to match up with other developed nations when it comes to focusing on women’s benefits, but things are improving. If corporations want women to bring their full force of the working efforts back, then more will still need to be done. In the meantime, those corporations that rise to the top in terms of benefit packages will be well advised to ensure visibility and transparency in their offerings to attract and retain top talent.

“Validation by others and corporate transparency are key factors when choosing the best company to work for, and finally there is a trusted award that does the homework for her and recognizes those companies that deliver on their commitment to empower women and value what matters most to their employees,” said Delia Passi, CEO and Founder of the Women’s Choice Award and former publisher of Working Mother and Working Woman magazines. “We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”

The objective of the Women’s Choice Award Best Companies to Work for Women, Diversity & Millennials is to identify companies that best 1) meet the general needs of all working women especially those that placed high on her list such as offering work-life balance and well-being, 2) help women of multicultural backgrounds to navigate the workplace by dismantling systematic barriers and closing race-based gaps, and 3) help millennial women grow professionally and advance their careers while also catering to their active lifestyle. To view the ‘Best Companies to Work For’ methodology details, visit https://womenschoiceaward.com/best-companies-to-work-for-methodology.

It’s important to note that the recent health pandemic created significant and enduring changes in the employment market and work/life balance and significant societal movements toward equality and racial justice. While recruiting and retention of employees continues to be challenging across most industries, those companies that strive to stay on top of what employees want and communicate those efforts will continue to attract top talent. A recent Gallup study found that “organizations must communicate a specific and dynamic value proposition to attract female talent [post pandemic]”. The study found that the number one factor for women when considering a new job was greater work-life balance including well-being benefits. Additionally, 52% of women are looking for an organization that is diverse and inclusive, a 23-point spread over those needs from men. A company’s transparency for their Diversity and Inclusion programs is significant for women, as it is an early means to determine their potential future growth at any given organization.

The following companies have partnered with the Women’s Choice Award to empower women in the workplace.
- Eastman
- Honeywell International
- International Paper
- KMK Consulting Inc.

To view the full list of awarded companies, please visit https://womenschoiceaward.com/best-companies.

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
###

Kathi Waldhof or Julia Ragland
WomenCertified Inc.
+1 954-922-0846 x2
email us here
Visit us on social media:
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Other

"More job searchers are prioritizing jobs at companies that value diversity and inclusion.

Title:

Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

MENAFN31012024007365015876ID1107793140

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"

### 6.

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

2 Reputation and Client Relationships

- **Enhanced Reputation**: Companies that demonstrate commitment to gender equality build stronger reputations in the industry and community.

Title:

Content: The two institutions will promote gender equality in the areas of education, training and research in the maritime sector
Dubai, United Arab Emirates: The Arab Academy for Science, Technology and Maritime Transport (AASTMT) and the Arab Women in Maritime Association (AWIMA) signed a Memorandum of Understanding (MoU) at the International Maritime Organization (IMO) headquarters in London to explore opportunities for women ’ s participation in academia to support and strengthen the regional maritime sector.
The agreement is in line with the efforts of the International Maritime Organization (IMO) to achieve gender equality in the maritime sector globally, and the fifth goal of the United Nations Sustainable Development Goals on gender equality.
The MoU was signed by H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure, President of the Arab Women Association in the Maritime Sector, and H.E. Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport.
Promotion of gender equality
Through this partnership, the two institutions will advocate and encourage other IMO member states to actively support the development of the Arab Women in Maritime Association, and call on states to work in an integrated manner with national bodies responsible for gender equality, to ensure reporting on compliance with the SDGs.
It will also encourage the participation of women at all levels related to education, training and research in the maritime sector, in addition to supporting national mechanisms for the employment of women in accordance with the Sustainable Development Goals, the Convention on the Elimination of All Forms of Discrimination against Women and any future goals set by the United Nations within the framework of the 2030 Agenda for Sustainable Development.
H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure and President of the Arab Women in Maritime Association, said: “The maritime sector has witnessed gradual transformations over the past years in terms of the inclusion of women in the workforce.
IMO has been a key driving force behind this change, with its commitment to addressing the gender imbalance in the maritime sector through an integrated institutional framework.
In addition to the efforts of governments, we all have to shoulder our responsibilities, whether it ’ s policy makers, business owners, ship operators, stakeholders or even specialists.
Our collaboration with the Arab Academy for Science, Technology and Maritime Transport (AASTMT) is part of our ongoing efforts to make the maritime sector an inclusive and inclusive one. AASTMT has a long history of training ambitious female maritime professionals and has always inspired them. ”
Encouraging the participation of Arab women
For his part, Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport, said: “We are honored to cooperate with the Association of Arab Women in the Maritime Sector to promote national and regional recognition of the active contributions of Arab women in the development of the maritime economy.
When the IMO Gender Diversity Programme was first launched in 1988, only a few maritime training institutes accepted female students into classes.
Since then, the capacity-building and diversity programme at IMO has helped to develop an institutional framework for integrating gender equality into IMO policies and procedures.
Today, along with the Arab Academy for Science, Technology and Maritime Transport, there are many institutions that are keen to attract male and female talent, and this is the first step to making the maritime sector free of gender bias.
Next comes the importance of spreading awareness about the unlimited opportunities available to women and taking responsibility at the individual level to avoid any discrimination on the basis of sex. ”
In addition, the two institutions will encourage the maritime sector and all its stakeholders to establish and strengthen gender-neutral operational frameworks that concretely support women ’ s opportunities in terms of employment, employment, career advancement, employability and advancement to the highest levels in line with their experience and qualifications. the maritime sector and its activities.
# Government Data
- Done.

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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What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

- **Client Trust**: Women in construction have proven their ability to build trust with clients.

Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

"Women are the most trustworthy contractors nowadays.

Title:

Content: Skip to content

Men in Hesse are twice as likely to be managers as women

There are also clear gender differences in the types of occupations practiced. The skilled trades in particular remain male-dominated.

Labor market - Men in Hesse are twice as likely to be managers as women

In Hessen, men hold double the number of leadership positions than women. According to the Statistical Office in Wiesbaden, referring to the nationwide Census Survey 2022, there were approximately 3.0 million gainfully employed persons as of May 15, 2022. Of the roughly 1.6 million male gainfully employed persons, 6.5% (104,100 persons) held leadership positions. The proportion of women in leadership positions among the 1.4 million female gainfully employed persons was 3.2% (45,800 persons).

Gender Differences in Occupations

According to statistics, there are significant differences between men and women in the types of jobs they hold: In the crafts or craft-related professions, 88.6% of the employees were male. The operation and maintenance of machinery and montage professions were also predominantly male (86.8%). In addition, 79.3% of the specialists in the agriculture and forestry sector and fishing were male.

On the other hand, the proportion of women was higher among clerical workers and commercial employees, with 63.8% according to the Office as of May 15, 2022. Female employees were also overrepresented in service sector jobs with a share of 61.5%. In professions that require a technician or technician diploma or an equivalent non-technical diploma, the proportion of women was 52.7%, which was slightly higher than that of men (47.3%). According to the statement, this included vocational school diplomas, including master and technician training, as well as diplomas from health and social care schools.

Women more likely to have a professional qualification than men

According to the data, three quarters (75.7%) of the gainfully employed persons in Hessen held a professional qualification in May 2022. The proportion of female gainfully employed persons with such a qualification was slightly higher than that of male gainfully employed persons (77.0% versus 74.5%).

The Census, which is a population census, is used by statisticians approximately every ten years to determine how many people live in Germany, where they live, and what they do for a living.

  1. Despite holding more professional qualifications than men in Hesse, women continue to have fewer leadership positions, with only 3.2% of female gainfully employed individuals holding management positions compared to 6.5% of men.
  2. The State Office in Wiesbaden revealed that in the labor market of Hesse, there were significantly more men in leadership positions than women, a trend that was also reflected in the nationwide Census Survey 2022 statistics.
  3. Hesse, being one of the German states, has a notable gender disparity in leadership positions, as indicated by the Statistical Office in Wiesbaden, with men occupying double the number of management positions than women as of May 15, 2022.
  4. The gender imbalance in management positions, with men holding twice as many leadership roles as women, was a trend observed in Hesse, as reported by the Statistical Office in Wiesbaden based on the 2022 Census Survey data.

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Putin receives Modi for tea

Putin wants to play the perfect host for India's head of government and invites him to his residence for a chai. The missile terror in Ukraine should probably be ignored.

Members Public

Title:

Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

MENAFN31012024007365015876ID1107793140

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Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

We are equally good at the task.

Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

"

- **Market Advantage: "Customers are now making purchasing decisions based on a company's culture and ethos.

"

## 7.

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

Recommendations for the Company

Based on the analysis of successful practices and experiences of women in construction and maritime industries, we recommend the following actions:

### 7.

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: Companies that deliver on what women want will win the war for talent

Women's Choice Award Best Companies to Work for Women, Diversity & Millennials Seal

Women’s Choice Award® shares the changing needs of female employees and and recognizes the Best Companies to Work

We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”
— Delia Passi, CEO and Founder of the Women’s Choice Award
FORT LAUDERDALE, FLORIDA, USA, September 23, 2022 /EINPresswire.com/ -- Meeting the needs of women in the workforce is smart business considering nearly 55% of the workforce is women.

While there is still a large gap to create equality and diversity in the workforce, associations such as the American Business Women’s Association which advocates for women and the Women’s Choice Award which recognizes companies that meet the preferences of working women regardless of race, age and family status, help simplify the job search for women.

Research by WomenCertified Inc. concluded that overall benefit packages improved greatly after the pandemic. In fact, many of the general benefits including HSA health plans, financial retirement offerings, ESGs, tuition reimbursement and career development programs were all improving over the last several years, with those benefits being offered by over 90% of the top Fortune 300 companies. However, benefits that would be attractive to women were still lacking, with subsidized child care only offered by 56% of Fortune 300 companies. Additionally, while wellness was included in the #1 spot, only 59% of Fortune 300 companies offered gym reimbursement, and 63% offered lactation rooms. Maternity benefits ranged widely even among the Fortune 300, and fertility assistance benefits were only offered by a meager 15% of these companies. U.S. companies have a long way to go to match up with other developed nations when it comes to focusing on women’s benefits, but things are improving. If corporations want women to bring their full force of the working efforts back, then more will still need to be done. In the meantime, those corporations that rise to the top in terms of benefit packages will be well advised to ensure visibility and transparency in their offerings to attract and retain top talent.

“Validation by others and corporate transparency are key factors when choosing the best company to work for, and finally there is a trusted award that does the homework for her and recognizes those companies that deliver on their commitment to empower women and value what matters most to their employees,” said Delia Passi, CEO and Founder of the Women’s Choice Award and former publisher of Working Mother and Working Woman magazines. “We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”

The objective of the Women’s Choice Award Best Companies to Work for Women, Diversity & Millennials is to identify companies that best 1) meet the general needs of all working women especially those that placed high on her list such as offering work-life balance and well-being, 2) help women of multicultural backgrounds to navigate the workplace by dismantling systematic barriers and closing race-based gaps, and 3) help millennial women grow professionally and advance their careers while also catering to their active lifestyle. To view the ‘Best Companies to Work For’ methodology details, visit https://womenschoiceaward.com/best-companies-to-work-for-methodology.

It’s important to note that the recent health pandemic created significant and enduring changes in the employment market and work/life balance and significant societal movements toward equality and racial justice. While recruiting and retention of employees continues to be challenging across most industries, those companies that strive to stay on top of what employees want and communicate those efforts will continue to attract top talent. A recent Gallup study found that “organizations must communicate a specific and dynamic value proposition to attract female talent [post pandemic]”. The study found that the number one factor for women when considering a new job was greater work-life balance including well-being benefits. Additionally, 52% of women are looking for an organization that is diverse and inclusive, a 23-point spread over those needs from men. A company’s transparency for their Diversity and Inclusion programs is significant for women, as it is an early means to determine their potential future growth at any given organization.

The following companies have partnered with the Women’s Choice Award to empower women in the workplace.
- Eastman
- Honeywell International
- International Paper
- KMK Consulting Inc.

To view the full list of awarded companies, please visit https://womenschoiceaward.com/best-companies.

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
###

Kathi Waldhof or Julia Ragland
WomenCertified Inc.
+1 954-922-0846 x2
email us here
Visit us on social media:
Facebook
Twitter
LinkedIn
Other

Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

1 Short-term Actions

1.

Title:

Content: Companies that deliver on what women want will win the war for talent

Women's Choice Award Best Companies to Work for Women, Diversity & Millennials Seal

Women’s Choice Award® shares the changing needs of female employees and and recognizes the Best Companies to Work

We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”
— Delia Passi, CEO and Founder of the Women’s Choice Award
FORT LAUDERDALE, FLORIDA, USA, September 23, 2022 /EINPresswire.com/ -- Meeting the needs of women in the workforce is smart business considering nearly 55% of the workforce is women.

While there is still a large gap to create equality and diversity in the workforce, associations such as the American Business Women’s Association which advocates for women and the Women’s Choice Award which recognizes companies that meet the preferences of working women regardless of race, age and family status, help simplify the job search for women.

Research by WomenCertified Inc. concluded that overall benefit packages improved greatly after the pandemic. In fact, many of the general benefits including HSA health plans, financial retirement offerings, ESGs, tuition reimbursement and career development programs were all improving over the last several years, with those benefits being offered by over 90% of the top Fortune 300 companies. However, benefits that would be attractive to women were still lacking, with subsidized child care only offered by 56% of Fortune 300 companies. Additionally, while wellness was included in the #1 spot, only 59% of Fortune 300 companies offered gym reimbursement, and 63% offered lactation rooms. Maternity benefits ranged widely even among the Fortune 300, and fertility assistance benefits were only offered by a meager 15% of these companies. U.S. companies have a long way to go to match up with other developed nations when it comes to focusing on women’s benefits, but things are improving. If corporations want women to bring their full force of the working efforts back, then more will still need to be done. In the meantime, those corporations that rise to the top in terms of benefit packages will be well advised to ensure visibility and transparency in their offerings to attract and retain top talent.

“Validation by others and corporate transparency are key factors when choosing the best company to work for, and finally there is a trusted award that does the homework for her and recognizes those companies that deliver on their commitment to empower women and value what matters most to their employees,” said Delia Passi, CEO and Founder of the Women’s Choice Award and former publisher of Working Mother and Working Woman magazines. “We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”

The objective of the Women’s Choice Award Best Companies to Work for Women, Diversity & Millennials is to identify companies that best 1) meet the general needs of all working women especially those that placed high on her list such as offering work-life balance and well-being, 2) help women of multicultural backgrounds to navigate the workplace by dismantling systematic barriers and closing race-based gaps, and 3) help millennial women grow professionally and advance their careers while also catering to their active lifestyle. To view the ‘Best Companies to Work For’ methodology details, visit https://womenschoiceaward.com/best-companies-to-work-for-methodology.

It’s important to note that the recent health pandemic created significant and enduring changes in the employment market and work/life balance and significant societal movements toward equality and racial justice. While recruiting and retention of employees continues to be challenging across most industries, those companies that strive to stay on top of what employees want and communicate those efforts will continue to attract top talent. A recent Gallup study found that “organizations must communicate a specific and dynamic value proposition to attract female talent [post pandemic]”. The study found that the number one factor for women when considering a new job was greater work-life balance including well-being benefits. Additionally, 52% of women are looking for an organization that is diverse and inclusive, a 23-point spread over those needs from men. A company’s transparency for their Diversity and Inclusion programs is significant for women, as it is an early means to determine their potential future growth at any given organization.

The following companies have partnered with the Women’s Choice Award to empower women in the workplace.
- Eastman
- Honeywell International
- International Paper
- KMK Consulting Inc.

To view the full list of awarded companies, please visit https://womenschoiceaward.com/best-companies.

ABOUT WomenCertified Inc®
WomenCertified, a leading research company, identifies the brands, products and services that are most recommended and trusted by women. Its methodology was created based on research conducted in partnership with the Wharton School of the University of Pennsylvania. As the leading advocate for female consumers, WomenCertified Inc., home of the Women’s Choice Award, created the first national award based on the ratings and preferences of women. Visit the official website at www.WomensChoiceAward.com to learn more.
###

Kathi Waldhof or Julia Ragland
WomenCertified Inc.
+1 954-922-0846 x2
email us here
Visit us on social media:
Facebook
Twitter
LinkedIn
Other

**Conduct a Diversity Audit**: Assess current gender representation in all roles, particularly in crane operation and other heavy machinery positions.

Title:

Content: Skip to content

Men in Hesse are twice as likely to be managers as women

There are also clear gender differences in the types of occupations practiced. The skilled trades in particular remain male-dominated.

Labor market - Men in Hesse are twice as likely to be managers as women

In Hessen, men hold double the number of leadership positions than women. According to the Statistical Office in Wiesbaden, referring to the nationwide Census Survey 2022, there were approximately 3.0 million gainfully employed persons as of May 15, 2022. Of the roughly 1.6 million male gainfully employed persons, 6.5% (104,100 persons) held leadership positions. The proportion of women in leadership positions among the 1.4 million female gainfully employed persons was 3.2% (45,800 persons).

Gender Differences in Occupations

According to statistics, there are significant differences between men and women in the types of jobs they hold: In the crafts or craft-related professions, 88.6% of the employees were male. The operation and maintenance of machinery and montage professions were also predominantly male (86.8%). In addition, 79.3% of the specialists in the agriculture and forestry sector and fishing were male.

On the other hand, the proportion of women was higher among clerical workers and commercial employees, with 63.8% according to the Office as of May 15, 2022. Female employees were also overrepresented in service sector jobs with a share of 61.5%. In professions that require a technician or technician diploma or an equivalent non-technical diploma, the proportion of women was 52.7%, which was slightly higher than that of men (47.3%). According to the statement, this included vocational school diplomas, including master and technician training, as well as diplomas from health and social care schools.

Women more likely to have a professional qualification than men

According to the data, three quarters (75.7%) of the gainfully employed persons in Hessen held a professional qualification in May 2022. The proportion of female gainfully employed persons with such a qualification was slightly higher than that of male gainfully employed persons (77.0% versus 74.5%).

The Census, which is a population census, is used by statisticians approximately every ten years to determine how many people live in Germany, where they live, and what they do for a living.

  1. Despite holding more professional qualifications than men in Hesse, women continue to have fewer leadership positions, with only 3.2% of female gainfully employed individuals holding management positions compared to 6.5% of men.
  2. The State Office in Wiesbaden revealed that in the labor market of Hesse, there were significantly more men in leadership positions than women, a trend that was also reflected in the nationwide Census Survey 2022 statistics.
  3. Hesse, being one of the German states, has a notable gender disparity in leadership positions, as indicated by the Statistical Office in Wiesbaden, with men occupying double the number of management positions than women as of May 15, 2022.
  4. The gender imbalance in management positions, with men holding twice as many leadership roles as women, was a trend observed in Hesse, as reported by the Statistical Office in Wiesbaden based on the 2022 Census Survey data.

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Putin receives Modi for tea

Putin wants to play the perfect host for India's head of government and invites him to his residence for a chai. The missile terror in Ukraine should probably be ignored.

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Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

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Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

**Review Job Descriptions**: Ensure all job postings use inclusive language and focus on essential skills rather than gendered assumptions.

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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Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

**Implement Unconscious Bias Training**: Provide training for all employees, especially those involved in hiring and supervision.

Title:

Content: Skip to content

Men in Hesse are twice as likely to be managers as women

There are also clear gender differences in the types of occupations practiced. The skilled trades in particular remain male-dominated.

Labor market - Men in Hesse are twice as likely to be managers as women

In Hessen, men hold double the number of leadership positions than women. According to the Statistical Office in Wiesbaden, referring to the nationwide Census Survey 2022, there were approximately 3.0 million gainfully employed persons as of May 15, 2022. Of the roughly 1.6 million male gainfully employed persons, 6.5% (104,100 persons) held leadership positions. The proportion of women in leadership positions among the 1.4 million female gainfully employed persons was 3.2% (45,800 persons).

Gender Differences in Occupations

According to statistics, there are significant differences between men and women in the types of jobs they hold: In the crafts or craft-related professions, 88.6% of the employees were male. The operation and maintenance of machinery and montage professions were also predominantly male (86.8%). In addition, 79.3% of the specialists in the agriculture and forestry sector and fishing were male.

On the other hand, the proportion of women was higher among clerical workers and commercial employees, with 63.8% according to the Office as of May 15, 2022. Female employees were also overrepresented in service sector jobs with a share of 61.5%. In professions that require a technician or technician diploma or an equivalent non-technical diploma, the proportion of women was 52.7%, which was slightly higher than that of men (47.3%). According to the statement, this included vocational school diplomas, including master and technician training, as well as diplomas from health and social care schools.

Women more likely to have a professional qualification than men

According to the data, three quarters (75.7%) of the gainfully employed persons in Hessen held a professional qualification in May 2022. The proportion of female gainfully employed persons with such a qualification was slightly higher than that of male gainfully employed persons (77.0% versus 74.5%).

The Census, which is a population census, is used by statisticians approximately every ten years to determine how many people live in Germany, where they live, and what they do for a living.

  1. Despite holding more professional qualifications than men in Hesse, women continue to have fewer leadership positions, with only 3.2% of female gainfully employed individuals holding management positions compared to 6.5% of men.
  2. The State Office in Wiesbaden revealed that in the labor market of Hesse, there were significantly more men in leadership positions than women, a trend that was also reflected in the nationwide Census Survey 2022 statistics.
  3. Hesse, being one of the German states, has a notable gender disparity in leadership positions, as indicated by the Statistical Office in Wiesbaden, with men occupying double the number of management positions than women as of May 15, 2022.
  4. The gender imbalance in management positions, with men holding twice as many leadership roles as women, was a trend observed in Hesse, as reported by the Statistical Office in Wiesbaden based on the 2022 Census Survey data.

Read also:

Comments

Latest

Putin receives Modi for tea

Putin wants to play the perfect host for India's head of government and invites him to his residence for a chai. The missile terror in Ukraine should probably be ignored.

Members Public

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

create training and apprenticeship programs

What are governments doing to promote and aid women in construction or maritime industries?

Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

**Establish Mentorship Programs**: Pair experienced female operators with new hires to provide guidance and support.

What are construction and maritime companies doing to promote and aid women in the field?

professional development
promote women
create leadership programs for women
support networks

What are governments doing to promote and aid women in construction or maritime industries?

mentorship opportunities
inclusive policies

### 7.

Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

2 Medium-term Actions

1.

Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

**Develop Targeted Recruitment Strategies**: Actively recruit women for crane operator positions through partnerships with technical schools, women's organizations, and industry associations.

Title:

Content: The two institutions will promote gender equality in the areas of education, training and research in the maritime sector
Dubai, United Arab Emirates: The Arab Academy for Science, Technology and Maritime Transport (AASTMT) and the Arab Women in Maritime Association (AWIMA) signed a Memorandum of Understanding (MoU) at the International Maritime Organization (IMO) headquarters in London to explore opportunities for women ’ s participation in academia to support and strengthen the regional maritime sector.
The agreement is in line with the efforts of the International Maritime Organization (IMO) to achieve gender equality in the maritime sector globally, and the fifth goal of the United Nations Sustainable Development Goals on gender equality.
The MoU was signed by H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure, President of the Arab Women Association in the Maritime Sector, and H.E. Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport.
Promotion of gender equality
Through this partnership, the two institutions will advocate and encourage other IMO member states to actively support the development of the Arab Women in Maritime Association, and call on states to work in an integrated manner with national bodies responsible for gender equality, to ensure reporting on compliance with the SDGs.
It will also encourage the participation of women at all levels related to education, training and research in the maritime sector, in addition to supporting national mechanisms for the employment of women in accordance with the Sustainable Development Goals, the Convention on the Elimination of All Forms of Discrimination against Women and any future goals set by the United Nations within the framework of the 2030 Agenda for Sustainable Development.
H.E. Eng. Hessa Al Malik, Advisor to the Minister for Maritime Transport Affairs at the Ministry of Energy and Infrastructure and President of the Arab Women in Maritime Association, said: “The maritime sector has witnessed gradual transformations over the past years in terms of the inclusion of women in the workforce.
IMO has been a key driving force behind this change, with its commitment to addressing the gender imbalance in the maritime sector through an integrated institutional framework.
In addition to the efforts of governments, we all have to shoulder our responsibilities, whether it ’ s policy makers, business owners, ship operators, stakeholders or even specialists.
Our collaboration with the Arab Academy for Science, Technology and Maritime Transport (AASTMT) is part of our ongoing efforts to make the maritime sector an inclusive and inclusive one. AASTMT has a long history of training ambitious female maritime professionals and has always inspired them. ”
Encouraging the participation of Arab women
For his part, Prof. Dr. Ismail Abdel Ghaffar Ismail Faraj, President of the Arab Academy for Science, Technology and Maritime Transport, said: “We are honored to cooperate with the Association of Arab Women in the Maritime Sector to promote national and regional recognition of the active contributions of Arab women in the development of the maritime economy.
When the IMO Gender Diversity Programme was first launched in 1988, only a few maritime training institutes accepted female students into classes.
Since then, the capacity-building and diversity programme at IMO has helped to develop an institutional framework for integrating gender equality into IMO policies and procedures.
Today, along with the Arab Academy for Science, Technology and Maritime Transport, there are many institutions that are keen to attract male and female talent, and this is the first step to making the maritime sector free of gender bias.
Next comes the importance of spreading awareness about the unlimited opportunities available to women and taking responsibility at the individual level to avoid any discrimination on the basis of sex. ”
In addition, the two institutions will encourage the maritime sector and all its stakeholders to establish and strengthen gender-neutral operational frameworks that concretely support women ’ s opportunities in terms of employment, employment, career advancement, employability and advancement to the highest levels in line with their experience and qualifications. the maritime sector and its activities.
# Government Data
- Done.

Title:

Content: Skip to content

Men in Hesse are twice as likely to be managers as women

There are also clear gender differences in the types of occupations practiced. The skilled trades in particular remain male-dominated.

Labor market - Men in Hesse are twice as likely to be managers as women

In Hessen, men hold double the number of leadership positions than women. According to the Statistical Office in Wiesbaden, referring to the nationwide Census Survey 2022, there were approximately 3.0 million gainfully employed persons as of May 15, 2022. Of the roughly 1.6 million male gainfully employed persons, 6.5% (104,100 persons) held leadership positions. The proportion of women in leadership positions among the 1.4 million female gainfully employed persons was 3.2% (45,800 persons).

Gender Differences in Occupations

According to statistics, there are significant differences between men and women in the types of jobs they hold: In the crafts or craft-related professions, 88.6% of the employees were male. The operation and maintenance of machinery and montage professions were also predominantly male (86.8%). In addition, 79.3% of the specialists in the agriculture and forestry sector and fishing were male.

On the other hand, the proportion of women was higher among clerical workers and commercial employees, with 63.8% according to the Office as of May 15, 2022. Female employees were also overrepresented in service sector jobs with a share of 61.5%. In professions that require a technician or technician diploma or an equivalent non-technical diploma, the proportion of women was 52.7%, which was slightly higher than that of men (47.3%). According to the statement, this included vocational school diplomas, including master and technician training, as well as diplomas from health and social care schools.

Women more likely to have a professional qualification than men

According to the data, three quarters (75.7%) of the gainfully employed persons in Hessen held a professional qualification in May 2022. The proportion of female gainfully employed persons with such a qualification was slightly higher than that of male gainfully employed persons (77.0% versus 74.5%).

The Census, which is a population census, is used by statisticians approximately every ten years to determine how many people live in Germany, where they live, and what they do for a living.

  1. Despite holding more professional qualifications than men in Hesse, women continue to have fewer leadership positions, with only 3.2% of female gainfully employed individuals holding management positions compared to 6.5% of men.
  2. The State Office in Wiesbaden revealed that in the labor market of Hesse, there were significantly more men in leadership positions than women, a trend that was also reflected in the nationwide Census Survey 2022 statistics.
  3. Hesse, being one of the German states, has a notable gender disparity in leadership positions, as indicated by the Statistical Office in Wiesbaden, with men occupying double the number of management positions than women as of May 15, 2022.
  4. The gender imbalance in management positions, with men holding twice as many leadership roles as women, was a trend observed in Hesse, as reported by the Statistical Office in Wiesbaden based on the 2022 Census Survey data.

Read also:

Comments

Latest

Putin receives Modi for tea

Putin wants to play the perfect host for India's head of government and invites him to his residence for a chai. The missile terror in Ukraine should probably be ignored.

Members Public

Title:

Content:
Are More Women Joining India's Workforce? A Govt Survey Seeks To Find Out

(MENAFN- Live Mint) "The ministries of labour and women and child development are conducting a joint survey on increasing women participation in the workforce Employees' Provident Fund Organisation, one of the world's largest social security agencies, has begun sending survey participation forms via text messages on mobile phones, WhatsApp and emails to also rate employers on their support for women participation in the workforce.“The employers' rating survey (is) to help us gauge the progress and efforts of employers based on specific facilities,” said a senior official with the WCD ministry.“This initiative is a step towards accountability and recognition of those who actively contribute to a more inclusive work environment.”As per the women and child development ministry, it had approached the labour ministry for taking up the initiative survey comprises an extensive questionnaire that requests information about an organization such as whether it has late-night transportation, childcare centres, and an internal complaints committee for handling prevention of sexual harassment (Posh) procedures addition, the survey asks whether women can work remotely or with flexible hours, and whether male and female employees receive equal pay for equal work EPFO has distributed the questionnaire to all of its about 300 million customers nationwide Periodic Labour Force Survey Report 2022-23 released by the ministry of statistics and programme implementation in October showed that female participation in the labour force had improved significantly by 4.2 percentage points to 37.0% in 2023.“This significant jump in the female labour force participation rate is an outcome of the decisive agenda set by the government for ensuring women's empowerment through policy initiatives aimed at their long-term socio-economic and political development,” the WCD ministry said in a statement initiatives have included girls' education, skill-development, entrepreneurship facilitation and safety in the workplace to the labour ministry, 2.8 million women registered with the EPFO in 2022-23, the highest so far.“The survey will be tabulated and housed in the ministry of labour and employment. Now data and feedback from female employees will be robust,” WCD minister Smriti Irani said at a 'Women in the Workforce for Viksit Bharat' event held on Tuesday minister added that the government has asked employers to provide registered road construction workers with paid maternity leave for up to two deliveries for 26 weeks added that employers must provide 12 weeks of paid maternity leave to mothers who have more than two children or who are adopting.

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Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

Title:

Content: Companies that deliver on what women want will win the war for talent

Women's Choice Award Best Companies to Work for Women, Diversity & Millennials Seal

Women’s Choice Award® shares the changing needs of female employees and and recognizes the Best Companies to Work

We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”
— Delia Passi, CEO and Founder of the Women’s Choice Award
FORT LAUDERDALE, FLORIDA, USA, September 23, 2022 /EINPresswire.com/ -- Meeting the needs of women in the workforce is smart business considering nearly 55% of the workforce is women.

While there is still a large gap to create equality and diversity in the workforce, associations such as the American Business Women’s Association which advocates for women and the Women’s Choice Award which recognizes companies that meet the preferences of working women regardless of race, age and family status, help simplify the job search for women.

Research by WomenCertified Inc. concluded that overall benefit packages improved greatly after the pandemic. In fact, many of the general benefits including HSA health plans, financial retirement offerings, ESGs, tuition reimbursement and career development programs were all improving over the last several years, with those benefits being offered by over 90% of the top Fortune 300 companies. However, benefits that would be attractive to women were still lacking, with subsidized child care only offered by 56% of Fortune 300 companies. Additionally, while wellness was included in the #1 spot, only 59% of Fortune 300 companies offered gym reimbursement, and 63% offered lactation rooms. Maternity benefits ranged widely even among the Fortune 300, and fertility assistance benefits were only offered by a meager 15% of these companies. U.S. companies have a long way to go to match up with other developed nations when it comes to focusing on women’s benefits, but things are improving. If corporations want women to bring their full force of the working efforts back, then more will still need to be done. In the meantime, those corporations that rise to the top in terms of benefit packages will be well advised to ensure visibility and transparency in their offerings to attract and retain top talent.

“Validation by others and corporate transparency are key factors when choosing the best company to work for, and finally there is a trusted award that does the homework for her and recognizes those companies that deliver on their commitment to empower women and value what matters most to their employees,” said Delia Passi, CEO and Founder of the Women’s Choice Award and former publisher of Working Mother and Working Woman magazines. “We recognize that gender discrepancies are very real in the workplace, and knowing we can help women to choose an organization that supports her values is core to our mission.”

The objective of the Women’s Choice Award Best Companies to Work for Women, Diversity & Millennials is to identify companies that best 1) meet the general needs of all working women especially those that placed high on her list such as offering work-life balance and well-being, 2) help women of multicultural backgrounds to navigate the workplace by dismantling systematic barriers and closing race-based gaps, and 3) help millennial women grow professionally and advance their careers while also catering to their active lifestyle. To view the ‘Best Companies to Work For’ methodology details, visit https://womenschoiceaward.com/best-companies-to-work-for-methodology.

It’s important to note that the recent health pandemic created significant and enduring changes in the employment market and work/life balance and significant societal movements toward equality and racial justice. While recruiting and retention of employees continues to be challenging across most industries, those companies that strive to stay on top of what employees want and communicate those efforts will continue to attract top talent. A recent Gallup study found that “organizations must communicate a specific and dynamic value proposition to attract female talent [post pandemic]”. The study found that the number one factor for women when considering a new job was greater work-life balance including well-being benefits. Additionally, 52% of women are looking for an organization that is diverse and inclusive, a 23-point spread over those needs from men. A company’s transparency for their Diversity and Inclusion programs is significant for women, as it is an early means to determine their potential future growth at any given organization.

The following companies have partnered with the Women’s Choice Award to empower women in the workplace.
- Eastman
- Honeywell International
- International Paper
- KMK Consulting Inc.

To view the full list of awarded companies, please visit https://womenschoiceaward.com/best-companies.

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What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

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Title:

Content: NEWS
9 / 13 / 2021 10: 03 PM
Rubric: Society
What professions are most often chosen in high school
Scientists of the Russian Academy of Education found out what affects the choice of engineering specialties and, in general, STEM professions (S - science, science, T - technology, technology, E - engineering, engineering, M - mathematics, mathematics).
Alas, only a third of girls in the future see themselves in these areas.
Interest in STEM disciplines at an early age in boys and girls differs slightly.
Therefore, we can assume that only the most resistant to the pressure of gender stereotypes girls retain interest in the choice of technological professions in high school, - says academician of RAO Sergey Malykh.
So what professions do girls choose more often?
According to RAO, the three leaders here are: an actress, a doctor, a designer.
In fourth place is the actual profession of a programmer, but an engineer, alas, at the very end of the list.
"Iron" is chosen by a little more than two percent of schoolgirls.
The boys in the first place are programmers.
Next are engineers and doctors.
But the fourth place - the profession of "actor".
In RAO note: special measures are needed to ensure that stereotypes cease to be an obstacle for girls on the way to a career in the technological sphere.
By the way, the Ministry of Labor allowed women from March 1, 2022 to work as aircraft mechanics and wing technicians.
And since the beginning of this year - boatswain and skippers on ships, train drivers and drivers of heavy goods.
Society Education

Title:

Content: Dr Agoi Faith Loice doubles up as a contractor and a lecturer at the Jomo Kenyatta University of Agriculture and Technology.

Dr Agoi is also venturing into politics with a bid for the Woman Rep position in Kakamega County on a KANU ticket.

She speaks to Life&Style magazine about juggling between teaching and contraction work.

You joined the contractors world when you were a lecturer. How has the journey been?

I joined the construction industry out of passion. As a woman, venturing into the male-dominated industry has been a tough journey.

Most clients trust men more than women. When a woman applies for a tender, the first thing clients ask is whether you have the money to do the job.

I remember one client asking me who would sponsor the contract, but I never gave up. Whenever I win a tender, I always ensure that I do my best to complete within the set time-frame and deliver a good job.

And trust you me; women are the most trustable contractors nowadays. We are equally good at the task. I have been juggling between lecturing and construction. My presence on the ground has also helped prepare me for my political journey.

What motivated you to venture into a space that is majorly dominated by men?

Most careers are dominated by men and we are not going to shy away from them because they are well-paying. When you work hard, you win the trust of a client.

One day I was approached by a friend who was in the construction industry asking me whether I could join her to do the work, but I wasn’t sure about wanting to try it out.

She approached me the second time and I decided to give it a try. I did the work so well and thereafter I could get a number of referrals. I have now been doing this for the last seven years.

What kind of contractual work do you do?

I love constructing residential houses. I get motivated when a client loves my work.

I also love my lecturing job as it offers a sense of fulfillment.

What were you doing before you started lecturing?

I started my career as a teacher. While at it, I sold timber and this is where I got motivation to become a contractor. People would buy timber form me and in the process ask for a contractor. I enrolled for a few courses in construction and since then I have never looked back.

You ran several projects aimed at helping young women. Tell us more

As a leader who mentors young lecturers, I have always held elderly people close to my heart. Whenever I have celebrations like my birthday, I always invite them to celebrate with me.

I am supporting close to 200 elderly women — I buy them foodstuff and household items.

I have bought 10 machines for the purification of water for 10 women groups. This has enabled them to have access to clean drinking water.

I also support young women in football by donating balls, uniforms and other necessities while also encouraging them to remain focused.

What challenges have you encountered in your line of duty and how have you overcome them?

The stereotype that construction is a man’s affair. For us outside the city, it’s quite hard to penetrate the market.

But once you complete a project on time, it’s a plus.

What is your biggest fear?

I fear heights

What do your days look like?

I normally have busy days now that I do construction work on top of lecturing.

I head to a site first thing in the morning and then schedule a meeting with a client. We do a site visit after which I meet my team for the day’s briefing.

When not at the site, I am in a lecture hall teaching human resources at Jomo Kenyatta University of Agriculture and Technology.

And as an aspirant in the upcoming elections, I meet with my campaign teams every evening to strategise.

What drives you?

The dreams and visions I have keep me going no matter the challenges I encounter.

If you were given a chance to mentor women, what would you tell them?

I would encourage women to never look at their situation. Rather, they should focus on their dreams. Always trust your dreams and believe in yourself before others can. And never allow anyone to look down on you.

When you are not getting down and dirty at a construction site, where would we find you?

I love travelling. I just love the wilderness. I also spend a lot of time on my fish farm and taking care of my animals.

You are aspiring to become the Kakamega woman representative?

It’s my wish that the people give me a chance to serve them in the next Parliament.

I am looking forward to a peaceful and prosperous county where all women and girls enjoy a high quality of life and a sense of belonging. I will promote their interest and advocate for equal opportunities while ensuring that Kakamega people meet their development aspirations.

I am also looking forward to constructing a gold refinery to help boost economic activity in the region.

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?

What are construction and maritime companies doing to promote and aid women in the field?