# Women in Construction: Breaking Barriers as Crane Operators and Heavy Machinery Professionals

## Executive Summary

This report examines the evolving landscape for women in construction and maritime industries, with a special focus on crane operators and heavy machinery professionals.

As a female high school student interested in pursuing a rewarding career in construction, you'll find valuable insights about how gender barriers are being dismantled and how women are excelling in these traditionally male-dominated fields.

The report highlights inspiring success stories, discusses ongoing challenges, and outlines the supportive frameworks being established to ensure greater gender equality and diversity in these sectors.

## Introduction

The construction and maritime industries have historically been male-dominated domains, with women representing only a small fraction of the workforce.

However, recent years have witnessed a significant shift as more women enter these fields, challenging stereotypes and demonstrating exceptional skill in operating heavy machinery, including cranes.

This transformation is not merely about numbers—it represents a fundamental change in workplace culture, policies, and societal perceptions about women's capabilities in technical and physically demanding roles.

## Breaking Down Traditional Gender Barriers

### Historical Context

For decades, women faced numerous barriers when attempting to enter construction and maritime fields.

These included:

- **Physical stereotypes**: The misconception that women lack the physical strength required for construction work
- **Cultural biases**: Deep-rooted beliefs that certain jobs were "men's work"
- **Limited access to training**: Few opportunities for women to gain the necessary skills and certifications
- **Workplace culture**: Often hostile environments with inadequate facilities for women
- **Legal restrictions**: In some countries, laws actually prohibited women from certain types of work

### Rece

# Women in Construction: Breaking Barriers as Crane Operators and Heavy Machinery Professionals

## Executive Summary

This report examines the evolving landscape for women in construction and maritime industries, with a special focus on crane operators and heavy machinery professionals.

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?

As a female high school student interested in pursuing a rewarding career in construction, you'll find valuable insights about how gender barriers are being dismantled and how women are excelling in these traditionally male-dominated fields.

Title:

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

Title:

Content: ...
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Mohammed bin Salman and the empowerment of women.
Sultan Abdul Aziz Al-Anqari
Posted in: Last Updated:
In the past, I conducted a comprehensive “field research ” with some colleagues at the Crime Prevention Research Center at the Ministry of Interior on the“ crimes of expatriate workers ”, which was published exclusively by Al-Riyadh newspaper on its official website.
I did this field survey research to include all inmates, expatriates, in prisons in the Kingdom ’ s 13 administrative regions, with a total sample of (4682 people), we took the “full sample ” in prisons at the time, used in that descriptive approach, which is commensurate with this type of research, and we found that (91% of the perpetrators) « illiterate », and their professions are not needed by society.
Those professions, which are not needed by society, are occupied by more than 8 million expatriates, created for us "disguised unemployment", and the most dangerous is the threat to our national security, because the fingerprint and electronic passport system was not applied at the time, which created a serious security loophole.
We have tried to do it, and we have done it, and it is God ’ s will.
These occupations, which are occupied by expatriate workers who are not needed by our society, and which have caused the trading of visas and the taking of monthly lump sums, have created for us the "cover-up", gangs and organized crime, which we suffer from until now.
With this introduction, we begin our weekly article to focus and explain how a seasoned leader and leader, Mohammed bin Salman, with his ambitious national vision 2030, and this “dazzling ” national transformation, has“ empowered women. ”
Mohammed bin Salman came to see with our own eyes how a creative leader (his mental age exceeds his age), with his intelligence, wisdom and wisdom, was able to empower women in all professions in order to live a qualitative leap in our country, and a comprehensive modernization of state bodies and institutions in the public and private sectors, and about "women", which is half of society, and half of men. From the “unemployed person ” who has only one profession“ teaching as a teacher only ”, and from the many saturation of this educational sector became to start their work - if they find a vacancy - in villages and desertion, she goes out of her home with the dawn prayer and does not know whether to return to her family, or to see her children at home again or not?! Far from improvisation, with the help of advisers, experts and officials “loyal patriots ”,“ technocrats ”, that is, holders of a high scientific qualification coupled with experience, combining “theory ” and“ practice ” to help him in the implementation of his ambitious plan “Vision of the Kingdom ”, and succeeded in a few years, through which he modernized the state institutions sagging and saturated with functions.
No one ever imagines that in very few years, we see women working side by side with their male brothers, and in leadership positions, to be seen at the forefront in passports, in the Kingdom ’ s land, sea and air ports, in the Saudi Post as employees, as branch managers, in banks, ministries, in hospitals and advanced medical centers, in technology and telecommunications companies, in the security and military services, the Ministry of Justice, and even in the presidency of the Two Holy Mosques. leadership, in “big markets ” and in commercial complexes.
The saying of the “Ikhwanjia ”, the owners of the deviant and rotten thought, which says that the woman belongs to the house, has ended forever and irrevocably.
Saudi women have been able, with the support of the wise leadership, to work efficiently, and even perform job tasks performed by expatriates, the majority of whom are « illiterate » not needed by society, but some of them are trained with us on the latest devices to be picked up by European countries, after they have learned in our society and gained experiences not dreamed of in their countries. The country is better than them!
By empowering women, we have rid ourselves of hundreds of thousands of drivers, educated on our streets and causing catastrophic accidents, who in their own countries do not have a bicycle.
By empowering women, we have rid ourselves of expatriates who sell, cheat, steal, become criminal hotbeds and scam gangs.
We conclude by saying: Thank you, creative Mohammed bin Salman.
Moving from the city.
Disclaimer: All published articles represent the opinion of their authors only.

Title:

Content: News
INDIA
2 hours ago

Empowering Women to Embrace and Excel in Leadership Roles

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

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

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

Unsplash/Representational Image

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

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

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

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

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

Unsplash/Representational Image

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

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

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

Unsplash/Representational Image

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

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

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

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

Unsplash/Representational Image

Everyone wins with more women in leadership

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

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

The author is Office Managing Principal (OMP), ZS

Title:

Content: 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: Leighton looks to revolutionize construction to promote a diverse and inclusive work environment
Contract 14: 00 2022 / 07 / 05
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When it comes to the construction industry, many people will immediately think of a group of "real men of workers" who work day and night on the ground sweating like rain, forming a gender stereotype.
Leighton Asia (Leighton), which has been based in Hong Kong for more than 46 years, hopes to transform the male dominated image of the construction industry and create a diverse and inclusive working environment to inspire creativity and enhance team performance.
Leighton is an international construction company with parent company CIMIC Group based in Australia and team members from different countries.
Diversity and inclusion are the core values of the Group, regardless of the gender, age, race, cultural background, marital status or family status of employees, so that each employee can play their role in a diverse, equal and respectful work environment.
Creating a Family-Friendly Work Environment
As the times change, more and more women choose to enter the construction industry, Leighton has been continuously optimizing the working environment and policies to meet the development and needs of employees.
Among them, Leighton is a pioneer in the industry, providing employees with paid maternity leave and paternity leave that exceed the statutory requirements, and with flexible work policies, allowing employees to pursue their careers while taking care of their families.
Attracting female professionals to join the industry
Leighton also established the WOICE (Women in Construction and Engineering) network to enhance the care and support of employees, provide more training and further training opportunities, and work with different organizations to share the career development of women in the industry and attract women to join the construction industry.
WOICE covers all employees and enhances employee care and support.
Leighton currently employs about 20% of its workforce in Hong Kong.
Through recruitment and promotion, the company aims to achieve equal gender representation of interns and trainee engineers in the future, and to increase the proportion of female executives to more than 20%.
Leighton actively leads the industry in promoting a diverse and inclusive working environment to attract more women to join the construction industry.
Building an inclusive and diverse working environment is just one part of Leighton ’ s corporate social responsibility, and we will continue to work on different indicators to achieve sustainable development and bring more benefits to the community.
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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?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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?

The report highlights inspiring success stories, discusses ongoing challenges, and outlines the supportive frameworks being established to ensure greater gender equality and diversity in these sectors.

Title:

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

Team,

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

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

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

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

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

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

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Content: - A plus A.
"Oakaz" (grandmother)
SABIC is one of the leading companies in the field of enhancing human resources and qualifying them with the renewable capabilities of the labor market. The empowerment of women is at the heart of this concern, which has succeeded over the past years in promoting female competencies to greater levels of participation in multiple jobs in all sectors that contribute to the advancement of development. employment to 30% by 2030.
SABIC ’ s work experience has been a key driver in achieving this goal, whether it be initiatives that develop women ’ s talents and skills throughout their careers, or specialized programs in employment, education and training, such as the Science, Technology, Engineering and Production (STEM) initiative, which has increased women ’ s participation in leadership positions in manufacturing, SABIC ’ s scholarship program for high school graduates, and SABIC ’ s experience in establishing the SABET Women Employees Association. The initiative aims to enrich the dialogue between female employees in different workplaces in order to improve their performance, highlight their success stories to benefit from and link them to current and future work trends.
SABIC ’ s approach to supporting women ’ s empowerment was characterized by a diversity of paths to ensure the inclusion of a wider range of female employees in different specialties, and by the strategic vision of cooperating with various sectors to organize training and employment events in partnership with Saudi Chambers, universities and employers. Transfer of knowledge.
This integrated approach has been instrumental in creating tangible results, most notably the success of the national initiative (SABIC) in creating more than 8,000 jobs in the private sector and facilitating the employment of women in the industrial sectors through cooperation with bodies such as the Higher Institute of Rubber Industries and the Federation of Saudi Chambers.
The initiative also succeeded in graduating 30 female employees from the private sector through job qualification and on-the-job training within SABIC over a period of about 7 months. This initiative is a qualitative program provided by SABIC continuously, in order to contribute to the empowerment of Saudi women and support private sector companies to achieve the Kingdom ’ s Vision 2030.
SABIC ’ s pioneering experience has been a model of leadership in the field of human resources building, the results of which have been witnessed over the past decades by a group of national leaders who have served the Kingdom in several sectors. This experience will also contribute to the success of women ’ s empowerment efforts, not only in terms of increasing their participation and opportunities, but also in terms of having high skills that enable them to assume various roles. To ensure that it is a maker of value and real addition in any location where it works, and contribute a large role in the production of opportunities for others, and able to keep pace with the competitive reality in the future of the labor market deservedly and ably.

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
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Title:

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

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

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

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

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

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

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

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

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

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

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

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

Title:

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

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

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

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

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

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

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

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

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

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

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

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

## Introduction

The construction and maritime industries have historically been male-dominated domains, with women representing only a small fraction of the workforce.

However, recent years have witnessed a significant shift as more women enter these fields, challenging stereotypes and demonstrating exceptional skill in operating heavy machinery, including cranes.

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

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

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

This transformation is not merely about numbers—it represents a fundamental change in workplace culture, policies, and societal perceptions about women's capabilities in technical and physically demanding roles.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

## Breaking Down Traditional Gender Barriers

### Historical Context

For decades, women faced numerous barriers when attempting to enter construction and maritime fields.

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

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

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

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

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

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

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

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

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

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

These included:

- **Physical stereotypes**: The misconception that women lack the physical strength required for construction work
- **Cultural biases**: Deep-rooted beliefs that certain jobs were "men's work"
- **Limited access to training**: Few opportunities for women to gain the necessary skills and certifications
- **Workplace culture**: Often hostile environments with inadequate facilities for women
- **Legal restrictions**: In some countries, laws actually prohibited women from certain types of work

### Rece

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

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

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

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

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

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

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

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

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

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