Women’s participation as crane operators and in other heavy machinery roles within the construction and maritime industries is increasing, reflecting a significant shift toward greater gender equality and diversity.

Historically, these sectors have been male-dominated, with women comprising only a small fraction of the workforce.

For example, in British Columbia, women accounted for just 6% of tradespeople in construction in 2022, a figure unchanged from the previous year, underscoring persistent underrepresentation and the need for targeted interventions .

In Ontario, only one in ten construction workers are women, and similar disparities exist globally, particularly in regions where cultural and institutional barriers are more pronounced .

**Traditional Gender Barriers and Their Breakdown** The construction industry has long been characterized by entrenched gender stereotypes, with roles such as crane operation perceived as unsuitable for women due to physical demands and cultural biases.

Terminology like “foreman” and the perception of construction as a “man’s playground” have reinforced male dominance and contributed to skepticism about women’s competence in these roles .

Women have often faced doubts from clients and colleagues, a lack of female role models, and limited mentorship opportunities, making it difficult to envision and pursue careers in heavy machinery operation .

However, these barriers are being systematically dismantled through a combination of regulatory reforms, targeted recruitment, and cultural shifts.

Regulatory bodies such as WorkSafeBC and the Ontario government have mandated improvements in workplace facilities, including the provision of properly fitting personal protective equipment (PPE) and accessible toilets for women, addressing longstanding issues of safety and comfort .

These changes not only enhance the physical work environment but also signal a broader commitment to inclusivity.

**Role Models and Success Stories** The visibility of women excelling in crane operation and related fields is a powerful catalyst for change.

Historical examples, such as Kathleen Roberts working as a crane driver during World War II, highlight a legacy of female contribution that is often overlooked .

Contemporary role models like Jewel Everett, the first female lineworker at LUS Fiber, and Patricia Henderson, Superintendent of Street Maintenance in Detroit, demonstrate that women can thrive in technical, male-dominated roles and actively encourage others to follow suit .

Tata Steel’s employment of female Stacker-cum Reclaimer (SCR) operators at its Meramandali unit is another milestone, with company leadership describing it as a monumental step toward gender balance in heavy machinery operation .

These success stories challenge stereotypes, inspire new entrants, and provide tangible evidence that women can excel in crane operation and other heavy machinery roles.

The presence of female mentors and leaders also helps to build confidence and foster a sense of belonging among women entering the industry .

**Mentorship, Training, and Support Networks** Mentorship programs are critical in supporting women’s entry and advancement in crane operation.

Structured initiatives such as the British Columbia Construction Association’s mentorship program and the City of Rochester’s award-winning diversity program connect women with experienced professionals, offering career guidance, skill development, and long-term support .

Programs like West Virginia Women Work and Women Accessing Non-Traditional Trades (WANTT) provide pre-apprenticeship training, hands-on experience, and certifications in essential skills such as tool use, blueprint reading, and OSHA safety, preparing women for the technical demands of construction roles .

Mentorship extends beyond technical training to include confidence-building, networking, and community support.

Female mentors offer unique insights into navigating gender-specific challenges, and peer support groups such as the Professional Women in Building (PWB) foster empowerment and a sense of community .

These networks are vital for overcoming isolation, sharing experiences, and providing encouragement, especially for women who may be the only female on a job site .

**Impact of Diversity and Inclusion Initiatives** Diversity initiatives have been pivotal in increasing female participation in crane operation and construction more broadly.

Corporate and governmental programs, such as the federal funding allocated to Illinois under the Bipartisan Infrastructure Bill, support workforce equity by guiding companies and unions to create inclusive environments and provide training opportunities for women .

Community-driven efforts like Construction Inclusion Week unite industry stakeholders to advocate for diversity, equity, and inclusion, signaling a collective readiness to embrace change .

Companies like Suffolk Construction and Vistry Western have implemented targeted recruitment, unconscious bias training, and partnerships with organizations such as “Women into Construction” to promote gender diversity .

Suffolk Construction reports that over 30% of their South Florida team is female, demonstrating the effectiveness of these initiatives in shifting workplace demographics .

Achieving gender parity at the director level, as seen at Vistry Western, further influences workplace culture and encourages more women to pursue leadership roles .

**Workplace Culture and Family-Friendly Policies** A supportive and inclusive workplace culture is essential for women’s success in crane operation.

Companies that provide appropriate facilities, flexible work arrangements, and family-friendly policies are more attractive to female employees .

For example, regulatory changes in Ontario require construction sites to offer private toilets and properly fitting PPE for women, addressing practical barriers to participation .

Flexible work arrangements and support for working mothers, such as childcare and menopause-friendly policies, enhance job satisfaction and retention among female employees .

Cultural transformation within organizations is also driven by leadership commitment to diversity and inclusion.

Companies like Vedanta Aluminium actively recruit women and LGBTQIA+ professionals, emphasizing inclusivity and belonging as key to unleashing employee potential .

Reciprocal mentoring programs, where leaders learn from diverse team members, foster a culture of inclusion and support that helps retain women in the workforce .

**Technological Advancements and Future Trends** Technological innovations, such as remote-controlled cranes, are reducing the physical demands traditionally associated with crane operation, making these roles more accessible to women .

Training programs are increasingly incorporating these advancements, and organizations like BuildForce Canada are recruiting women and other underrepresented groups to meet projected labor shortages, with a need for 52,600 additional workers in British Columbia’s construction industry by 2032 .

There has been a remarkable 20-fold increase in female apprenticeship enrollment in manufacturing and services over the past five years, signaling a significant shift toward gender inclusivity .

The ongoing efforts to recruit and train women in heavy machinery roles are expected to continue, reshaping the workforce landscape and fostering a more inclusive environment for future generations .

**Economic and Industry Benefits** Increasing female participation in crane operation and construction delivers substantial economic and industry benefits.

Achieving gender parity could add $20 billion to $40 billion in GDP for New Zealand by 2030, according to a Champions for Change report, emphasizing the economic value of targeted interventions such as childcare support and education programs for women in high-growth sectors .

Research shows that companies embracing diversity and inclusion tend to outperform their peers, with improved productivity, innovation, and business outcomes .

**Long-Term Career Trajectories and Advancement** Women entering crane operation and construction are finding opportunities for advancement and long-term career growth.

The industry’s evolution from a focus on physical labor to incorporating management and technical skills broadens its appeal and creates pathways for women to move into leadership positions .

With many experienced professionals retiring, there is a growing demand for skilled workers, presenting significant opportunities for women if inclusivity initiatives continue .

**Conclusion** The shift toward greater gender equality and diversity in crane operation and the broader construction and maritime industries is driven by a multifaceted approach: regulatory reforms, targeted recruitment and training, mentorship and peer support, inclusive workplace cultures, technological advancements, and family-friendly policies.

These efforts collectively dismantle traditional gender barriers, empower women to excel in heavy machinery roles, and deliver significant economic and cultural benefits to the industry.

By continuing to invest in these strategies, companies can create a more attractive, welcoming, and equitable environment for women crane operators and construction workers [2f37

Women’s participation as crane operators and in other heavy machinery roles within the construction and maritime industries is increasing, reflecting a significant shift toward greater gender equality and diversity.

Women’s participation as crane operators and in other heavy machinery roles within the construction and maritime industries is increasing, reflecting a significant shift toward greater gender equality and diversity.

Women’s participation as crane operators and in other heavy machinery roles within the construction and maritime industries is increasing, reflecting a significant shift toward greater gender equality and diversity.

Historically, these sectors have been male-dominated, with women comprising only a small fraction of the workforce.

Historically, these sectors have been male-dominated, with women comprising only a small fraction of the workforce.

Historically, these sectors have been male-dominated, with women comprising only a small fraction of the workforce.

For example, in British Columbia, women accounted for just 6% of tradespeople in construction in 2022, a figure unchanged from the previous year, underscoring persistent underrepresentation and the need for targeted interventions .

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I’m a female builder – people are always shocked when I turn up on site, especially when I have my lashes and nails done

WHEN they first meet her, people are often surprised by construction worker Georgia Harper's choice of career.

Come rain or shine, the 22-year-old can be found on muddy building sites four days a week, working in a still predominantly male-dominated environment.

For Georgia though - who works as a trainee site engineer for Caddick Construction - it's the best job in the world, and all she's ever wanted to do.

Now, she's determined to break down old, outdated stereotypes that come with the building industry, and inspire more women to pursue a career in construction.

However she does admit people are still often quite surprised when she tells them what she does, and when she turns up to sites.

She says: "People always ask 'Why would you want to do that? It's dirty and cold'.

"I like to have my nails and eyelashes done from time to time, so when people meet me, ‘a woman in construction’, it's not always what they expect.

"I always have a laugh on site when anybody asks for the engineer and I turn up, as they’re usually quite surprised!"

'It's in my blood'

Even as a child, Georgia knew she wanted to go into the building industry.

She says: "When I was a young girl at primary school, I would often ask my dad if I could go to work with him delivering materials to building sites.

"It was here really that my early passions for construction were set alight.

"I loved to see all the different jobs going on around me, bringing such a huge build to life.

"I’d just think to myself, “this is amazing!”

"It’s also worth mentioning that my grandfather was a building surveyor, so it’s definitely in my blood!

"I’ve always wanted to be a site manager so becoming an apprentice engineer on site was the perfect foot in the door; I was getting some real hands-on experience."

'I'm on site four days a week'

Georgia's passion for construction carried through after she left school, and she pursued it professionally.

She says: "After college, I was encouraged into a university course, in urban studies and planning that didn’t quite suit my learning style.

"I soon left the course to pursue a more hands-on route into the industry and found the perfect apprenticeship with Caddick.

"Now, I’m on construction sites four days a week, with just one day at a desk at college.

"Caddick has given me so many training opportunities in the short time I’ve been with them and I’ve already got a lot of courses under my belt from first aid to fire marshalling.

"Before I secured my apprenticeship, I did get in touch with my local planning department and a local architecture firm where I was able to do some work experience, which was brilliant."

'I want to inspire other women'

Now, Georgia couldn't imagine doing anything else.

She says: "I love what I do so much and I just can’t believe that I’ve found myself in this industry.

"A lot of what I do is groundwork for big building projects, so it’s really rewarding to know that none of the final build would be possible without those foundations.

"I’m so proud everyday to do what I do, especially in a male dominated environment.

"Inspiring other women to get into it is definitely something I love doing.

"One thing I hadn’t anticipated when taking up a trade, was the diversity of each working day and the amount of amazing people you meet.

"We have new tradespeople on site everyday so you’re constantly interacting with a whole range of new people."

'There are drawbacks'

However, Georgia admits it can be challenging at times working in such a male-dominated environment.

She says: "Being a young woman in construction doesn’t come without its drawbacks.

"There aren’t always older female role models on site and not having somebody to relate to can be challenging.

"That’s why it’s really important to me to help drive change regarding the industry’s demographic.

"It can also be very arduous in the winter when it’s dark and cold, but in summer when the sun’s out, it’s the best job in the world!

"I love the guys that I work with, we have a great team on site, but I would love for more and more women to step into site roles in construction.

"You often find that women in the industry lean towards office-based roles, whether that’s design and architecture or administration but women are perfect for this job.

"With my work at Caddick, I’ve been invited into schools and colleges to speak to the students about what it is we do.

"When I was studying, I was one of three girls on my course.

"Now, there’s more of a 50/50 split in those classrooms, and it’s so great to see the next wave of women in construction coming through."

Climbing the career ladder

For career-focused Georgia, the only way is up from here.

She says: "Having an apprenticeship definitely has a positive impact on your financial prospects.

"Because I've got real life experience that my university counterparts don’t necessarily have, it just gives you an extra step up from entry level.

"From my role now as trainee site engineer there are loads of progression routes and the money definitely grows as you climb that ladder."

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In Ontario, only one in ten construction workers are women, and similar disparities exist globally, particularly in regions where cultural and institutional barriers are more pronounced .

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Content: Female Mentors: Mary Ann Donaghy Leading the Next Gen to the C-Suite
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Female Mentors: Mary Ann Donaghy Leading the Next Gen to the C-Suite

Name: Mary Ann Donaghy

Title: Chief Marketing and Customer Experience Officer

Company: Zips Cleaners

Years in Franchising: 1.5

Number of units: 70

Can you describe the role mentoring has played in your career? First, I would say that I think everyone should have a mentor starting early in their career. I never had one single mentor that I could reach out to. I wish I had. However, I have had some excellent bosses and role models that I admire who have helped me continue to grow and improve professionally. In addition, I have nurtured relationships with women over the years who have been very successful while also juggling motherhood, and they have been inspirations to me.

Why is mentoring important for female franchise leaders? Female mentors in particular are important for women to see that other women can rise to the top. Women must support other women and help them refine their skills in their professional areas and also as leaders. Women’s work styles are very different from men’s work styles. We must embrace and appreciate those differences. We don’t have to be like men to be successful. But we need to focus on what’s important to make the business successful. That’s all that matters. And generally, women have approaches that are different than men, which provides a balance and broader perspective.

Far too often, I’ve found women not supporting other women, unfortunately. I’ve witnessed railroading, jealousy, resentment, and frankly, cattiness that is unprofessional, unhealthy, and damaging to the company and its culture. I could write a book about it! Every female in the business world I know has experienced it, which reinforces that we need to support each other and mentor each other, not tear each other down. I take that very seriously as I manage younger women.

What are the key elements of a good mentoring relationship? Ask thoughtful questions. Listen to the answers. Be honest. Be supportive. Sometimes, a little tough love is necessary. The key is to provide perspective, so the mentee has the bigger-picture view of their role in an organization to put the issues they might have into context. The mentee needs to know they can trust you and that you have their back.

What are the benefits of mentoring programs for female leaders looking to advance their careers? Perspective, honesty, guidance, and strategy. Without a mentor, I didn’t have anyone to provide a long-term view, so I made some decisions and career moves without looking at the larger picture. More seasoned executives have the benefit of experience from their careers and from watching the careers of others. You don’t have that perspective when you’re younger.

How is a mentor different than a coach? A coach’s job is to push you to win. A mentor’s job is to help you be as successful as you want to be and make decisions that will help you achieve your goals. Those goals are different for different people. Some want to rise to the C-suite. Some want to change careers or shift to another function. Others want to figure out how to have more work-life balance.

What role did mentoring play in your path to the C-suite? I had a boss at AOL who later hired me at the University of Maryland Global Campus. He made me appreciate the value I provided and helped me to see how I was different. He provided me with the support and guidance to know I had earned a C-level position. I had the confidence to know I had earned it.

How did mentoring help you in other business relationships? It helped me to focus on creating a win-win and approach everything from the perspective of what’s good for the company.

In what ways has mentoring helped you build confidence in your decision-making? It helped me to understand my value and that I was especially good at seeing the big picture and making data-driven decisions while tapping into common sense and intuition.

In what ways has mentoring helped you set goals and achieve objectives? It gave me role models to aspire to emulate.

What were the three most important things you learned from mentoring? Confidence, perspective, and the importance of developing positive relationships.

How can mentoring help the next generation of women on their path to the C-suite? Women need to help other women, and young women have every opportunity to achieve their career goals. Things have changed a lot since I started my career. Women have nothing stopping them from their goals except themselves.

What advice do you have for female executives considering mentoring? Just do it! Women need other women.

Published: April 1st, 2024

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Training Program Helps Women Take Advantage Of Construction Boom

Carpenter apprentice Brook Moyle always knew she wanted to make things.

“I love working with my hands,” Moyle said. “I like creating something. I like seeing my efforts build something.”

Moyle is a motivated person. She rode an electric bike from Fairmont to Elkins to make sure she made it to the first day of her apprenticeship. But Moyle said she didn’t think she had a chance at being a carpenter, or, at best, her dream was on the backburner while she worked other jobs in telemarketing and McDonalds. That is until she found West Virginia Women Work.

“They go through specific training courses, they go through almost all the trades, and then you get to kind of at least have the skills to pick something,” Moyle said. “If you do graduate from the program, you are kind of like put above the stock for anyone who did not, and tried to get into a union or a job or anything, because they have the connections to make that happen.”

Founded in 2000, West Virginia Women Work helps women explore, train, and secure employment in nontraditional occupations, especially the skilled trades.

“Especially in West Virginia, a four year degree isn't for everybody," said Carol Phillips, executive director of the program. "And just learning about, especially for women, the skilled trades, which maybe they didn't learn about in school or at home just due to gender roles,” she said. “Teaching people that you can come through this pre-apprenticeship program, you can join union apprenticeships, private apprenticeships, enter directly into skilled trades positions and make, you know, twice what you might make as a nursing assistant or even a school teacher. Just letting women know that there's opportunity.”

Earlier this month, Gov. Jim Justice announced $500 million for improvements to bridges across West Virginia. There are also several newly announced major construction projects, like the Nucor plant, that will need workers to make them a reality. For Phillips, the trained people from West Virginia Women Work are an obvious choice.

“We work with companies, unions, and groups on their equity planning,” she said. “If you're going to need 500 workers for something in the next six months, where are you going to get those from? We want those to come from West Virginia. If you're saying the workers aren't here, maybe you need to look at a more diverse group of workers.”

West Virginia Women Work prepares women for those roles through the Step Up for Women Construction Program, a tuition-free employment-based skilled trade training program designed to prepare adult women for entry-level positions in the construction industry and registered apprenticeships.

Nichole Stephenson is the Charleston program coordinator for Step Up for Women Construction training. Before going through the program herself, Stephenson was in healthcare for 10 years, but wasn’t happy. Despite being exposed to the trades her entire life, she never considered it an option.

“All of the men in my family are tradesmen, every single one,” she said. “I held the flashlight for every man in my family. My dad always said, ‘I work this hard, so you don't have to.’ What he didn't realize, and I don't think I realized at the time is, I loved it, I loved it.”

Choice is an important aspect of the program for Stephenson. Program students cycle through training in carpentry, electrical, plumbing and welding so that they can figure out what trade works best for them.

“This is a non-judgmental zone. So if you can’t hold a hammer, we teach you the proper way to do it. You don't walk onto a job site and, ‘She doesn't know what she's doing,’” Stephenson said. “What we do as coordinators is really work with students and watch them and see where their gifts are, and you know what they really tend to do well, and they find enjoyment in. It's not, ‘Well, I'm an electrician, because my dad was an electrician.’ It's choices, we show them so many things.”

Building confidence is baked into the program. Students are also coached on what Stephenson calls “soft skills,” things like interviewing and budgeting for delays in the weather-dependent construction industry.

Lakeisha Hines is the Morgantown program coordinator for Step Up for Women Construction. Like Stephenson, she also went through the program while seeking out a more promising professional future.

“We want to get the safety with OSHA 10 out of the way first, so we make sure that they are safety conscious, because that's the most important thing when you're working in construction,” Hines said. “Then we kind of sprinkle in some of the soft skills along with the handling portions of the program.”

Students also get a chance to visit project sites and speak to program graduates. Hines said it helps students see the future they’re working towards past the 12 weeks of training.

“I think it's empowering to them to see where somebody started, and a lot of those people have the same stories,” Hines said. “It starts with them actually applying and knowing that they can do the work, too. I think our program starts to get their self-confidence up, lets them know that they can do it. And these women tell their daughters that they can do it. And it's just like a trickle down effect.”

The next program in Charleston and Morgantown starts Feb. 27 and is currently accepting applications.

North Central/Morgantown Reporter, cschulz@wvpublic.org, 304-284-1497, @SchulzReports

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**Traditional Gender Barriers and Their Breakdown** The construction industry has long been characterized by entrenched gender stereotypes, with roles such as crane operation perceived as unsuitable for women due to physical demands and cultural biases.

**Traditional Gender Barriers and Their Breakdown** The construction industry has long been characterized by entrenched gender stereotypes, with roles such as crane operation perceived as unsuitable for women due to physical demands and cultural biases.

**Traditional Gender Barriers and Their Breakdown** The construction industry has long been characterized by entrenched gender stereotypes, with roles such as crane operation perceived as unsuitable for women due to physical demands and cultural biases.

Terminology like “foreman” and the perception of construction as a “man’s playground” have reinforced male dominance and contributed to skepticism about women’s competence in these roles .

Title:

Content:
Female Apprenticeship Enrollment Soars By 20X, Transforming Manufacturing & Services Sectors, Propelling Diversity Forward

(MENAFN- ForPressRelease) 22, March, 2024, Bangalore: TeamLease Degree Apprenticeship unveils data showcasing a surge in female apprenticeship across the Manufacturing & Services sectors. This significant milestone marks a monumental shift towards gender inclusivity. Over the past 5 years, our data sources reveal a remarkable 20X increase in the enrollment of female apprentices within these sectors. This upward trend signifies a transformative journey towards empowering women and fostering gender diversity in the workforce.

This surge in female apprenticeship enrollment not only reflects the growing momentum towards gender equality but also signifies a paradigm shift in the roles women are undertaking. From traditional male-dominated manufacturing shop floor roles to Future of Work profiles involving AI, ML, and Data sciences, women apprentices are being deployed to catapult organisational productivity and foster a positive work culture.

The Government of India\'s vision in making Nari Shakti an equal and integral part of India\'s development journey is evident in the NEP 2020 and National Skill Development Policy. Apprenticeships and work-based learning programs have emerged as critical pathways for women\'s empowerment, aligning with these visionary policies.

To further enhance participation and support women in their apprenticeship journeys, initiatives such as increased seats exclusively for females, more female trainers, flexible training schedules, digital platforms for connecting skilled women with employers, and community outreach programs are being implemented.

According to the data:

â- In the Manufacturing sector, TeamLease Degree Apprenticeship has witnessed a remarkable 5X increase in demand for female apprentices in the past 8-10 months.

â- Within the Services sector, female apprenticeship participation has surged by 33% year over year in the last two years, especially among GCC, BFSI, and Retail and logistics industries. It is expected to witness a 70% year over year increase in the next three years, indicating a growing recognition of the importance of gender diversity in fostering innovation and creativity.

AR Ramesh, CEO of TeamLease Degree Apprenticeship, underscores the significance of fostering female participation in apprenticeships, stating, \"While women now constitute 21% of apprentices, there\'s still room for growth. Higher degree-embedded programs, like Degree Apprenticeships, can accelerate women participation, especially from rural and socio-economic backgrounds. Organisations must create a pipeline of women\'s talent via entry-level hiring combined with learning to address DE&I goals. With the recent PLFS Report indicating that women participation reached an all-time high of 37% in 2022-23, the active participation of women in non-farm labour could boost India\'s economy by 9-10% annually.\"

\"Driven by a remarkable 5X increase in demand for female apprentices over the last 8-10 months, we anticipate the representation of women apprentices to reach 40% by year-end. This surge underscores the industry\'s commitment to inclusive work environments, propelled by efforts across emerging segments like EV, Electronics, and Technology Products and traditional sectors such as Auto, Auto Components, and Engineering. Moreover, while gender-specific budget allocations are missing from several schemes, the training programs in place have unique initiatives geared towards women and incentives designed to stimulate their involvement in the skill ecosystem. Additionally, the budget for women\'s training through the National Skill Training Institutes has substantially increased from around 64 cores in 2022â€“2023 to approximately 68 crores in 2023-24, highlighting skill development growth. Notably about 70% of women under apprenticeships in manufacturing are from rural and semi-urban areas. The Government of India\'s Skill India Mission, including the Ministry of Skill Development and Entrepreneurship\'s Vocational Training Program for women, plays a pivotal role in facilitating this transition. - Sumit Kumar, Chief Strategy Officer, TeamLease Degree Apprenticeship.

Dhriti Prasanna Mahanta, Vice President and Business Head of TeamLease Degree Apprenticeship highlights, \"In recent decades, IT & Retail have been significant employers for women, with females constituting nearly 36% & 35% of the workforce respectively. GCC, BFSI, and Retail & Logistics industries have witnessed a 33% YOY surge in female apprenticeship hiring and are expected to witness a 70% YOY increase in the next 3 years. However, sectors such as Tourism & Hospitality, Logistics and Telecom are projected to face significant skill gaps in the next three yearsâ€”24 million, 10 million and 5.3 million respectively. Formalisation and skill development through higher education embedded work-based programs will be crucial to bridging this gap and meeting productivity expectations, given the current unsustainable gender participation ratio.\"

About TeamLease Degree Apprenticeship:

TeamLease Degree Apprenticeship is India\'s first and largest Degree Apprenticeship programme offered through a public-private partnership with the TeamLease Skills University (TLSU), Ministry of Education, Ministry of Skill Development and Entrepreneurship, CII and NSDC. The company has hired about 700,000 apprentices with more than 1000 employers. About 98% of these apprentices have transitioned into formal employment, and almost 40% have been employed in the same organisation. Through its Degree Apprenticeship Program, TeamLease focuses on enhancing the employability quotient of the youth of our country and bridging the skill deficit. TeamLease Skills University (TLSU) is India\'s first vocational skills university and India\'s first NAAC certified University that offers employment-oriented multi-level programs.

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

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

Women have often faced doubts from clients and colleagues, a lack of female role models, and limited mentorship opportunities, making it difficult to envision and pursue careers in heavy machinery operation .

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Content: OPINION

South Florida's builders want you

Stephen Chang
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Fact: More than 30 million Americans quit their jobs this year and a record high of 4.4 million people left their employer in September, according to the latest jobs report. The ‘Great Resignation’ is showing no signs of slowing.

Fact: Florida will receive approximately $19 billion from the Infrastructure Investment and Jobs Act, according to the White House.

As South Florida's economy steadily recovers from the pandemic, federal funding for new local projects can provide a much-needed boost to the construction industry, drive growth for the region and create lasting job opportunities for millions of middle- and working-class Floridians.

However, with growing demand for new development outpacing the number of professionals joining the workforce, our region must increase the construction labor pool to reap these benefits and provide the necessary housing and social infrastructure for the growing population.

Yet, convincing a new generation of workers to pursue a career in construction has not been easy. Construction is often overlooked as an option for individuals who earned degrees in business management, liberal arts and organizational behavior, and even in many cases degrees in construction management and engineering. But the reality is more college graduates should give a second look to careers in construction because of the potential for growth and exposure to different skill sets. No longer an industry of just hard hats and cranes, construction has transformed from blue collar to white collar. Construction today is an industry of innovation and technology.

Pixels, virtual models, AI and data are as critical cement, steel and bricks. The construction industry of today presents many career options for tech-savvy individuals who enjoy working on teams, solving sophisticated challenges, and creating something tangible that can literally transform a city skyline.

While still considered by many to be male-dominated, the construction industry is also more attractive to women than ever before. There are opportunities for women who enjoy managing people, serving clients or building things. For example, at Suffolk Construction, more than 30% of our South Florida team is female, and the project team that managed construction of the iconic guitar-shaped Seminole Hard Rock Hollywood Hotel was a women-led team and the trade partners hired for the project represented more than 23 nations.

The pandemic inspired many professionals to leave their jobs in search of more meaningful careers where they can make an impact and feel valued. Careers in construction can provide these professionals a sense of purpose and an opportunity to be a part of something greater than themselves. To be a part of a team that builds something tangible that will last for generations.

The year 2022 is expected to be an historic year of growth for South Florida. The migration of people to Florida from cities throughout the United States will greatly increase the demand for housing, which will also increases the demand for schools, hospitals, municipal buildings, retail, offices and entertainment centers. The future has never been brighter for the construction industry.Individuals interested in building an exciting and sustainable career should give building construction a closer look.

Stephen Chang is chief operating officer in West Palm Beach for Suffolk Construction Co.

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Title:

Content: Short-term contractions in British Columbia’s construction sector are short lived, with the residential sector poised to drive growth to 2032

OTTAWA, Ontario, April 28, 2023 (GLOBE NEWSWIRE) — British Columbia’s construction sector enjoyed another strong year of growth in 2022, with investment levels in both the residential and non-residential sectors rising to peaks. The former was sustained by high levels of real-estate demand, while the latter was supported by a series of ongoing engineering-construction projects and strong investments in hospitals and health care facilities.

Construction demands are expected to contract in the near term, with elevated interest rates curbing residential demand and work concluding on key major non-residential projects.

BuildForce Canada released its 2023–2032 Construction and Maintenance Looking Forward report for British Columbia today. It finds that after recording strong gains in 2021 and 2022, employment is poised to contract in the short term due to a modest decline in residential construction related to rising interest rates and the wind down of work on several major projects in the province. A series of increases follow through the remainder of the forecast period, mostly in the residential sector, with total employment reaching more than 4% above 2022 levels by 2032. These numbers are based on existing known demands and do not take into account the federal government’s goal to double the number of new homes built across Canada over the next 10 years, nor the anticipated increase in demand for construction services related to the retrofit of existing residential, industrial, commercial, and institutional buildings to accommodate the electrification of the economy.

“British Columbia has been one of the busiest construction markets in Canada for several years, with many major non-residential projects stacked on top of a booming residential sector,” says Bill Ferreira, Executive Director of BuildForce Canada. “Although both will likely experience modest declines in activity in the short term, higher levels of migration into the province will boost residential construction activity across the medium and long terms, while activity in the non-residential sector will fluctuate with the ebb and flow of work on several major projects.”

A full analysis of British Columbia’s construction sector requires detailed looks at not only the provincial market as a whole, but also at the two key provincial sub-markets: the Lower Mainland and Vancouver Island. Both have their own unique market conditions.

The Lower Mainland construction market, which includes Greater Vancouver, Fraser Valley, Sunshine Coast, Squamish, and Lillooet, accounts for approximately 60% of the province’s construction employment. Regional activity strengthened again in 2022, led by peak levels of investment in both the residential and non-residential sectors.

Total construction employment in the Lower Mainland construction market is expected to contract through to 2026, as losses in the residential sector offset gains in the non-residential sector. Thereafter, it rises to the end of the forecast period, increasing by 3% to 2032, with employment in the non-residential sector accounting for all of the increase. Residential employment is mostly unchanged.

The Vancouver Island construction market, which includes the Capital Region, Cowichan Valley, Nanaimo, Alberni-Clayoquot, Strathcona, Comox Valley, Powell River, Mount Waddington, and Central Coast, also experienced growth in 2022. Activity was supported by a modest increase in residential investment and stronger growth in the non-residential sector. Construction employment is expected to contract by just over 3% across the forecast period, as residential employment declines by nearly 4% from its 2022 peak, and non-residential employment is virtually unchanged.

BuildForce Canada projects that British Columbia’s construction industry will need to recruit 52,600 additional workers over the forecast period to keep pace with expansion and replacement demands. More than 38,000 of those workers – or 20% of the 2022 construction labour force – are expected to retire during this period. Although the addition of almost 34,000 workers under the age of 30 from local recruitment efforts will help to offset these retirements, the labour force faces a near-term need for large numbers of experienced skilled workers. By 2032, the industry could face a deficit of 18,700 workers unless anticipated recruitment is increased.

The development of skilled tradespersons in the construction industry takes years, and often requires participation in a provincial apprenticeship program. New registrations in British Columbia’s 25 largest construction trade programs have fluctuated in recent years, despite an overall increase of 14% in employment between 2013 and 2019.

Based on projected new registrations and completion trends, several trades may be at risk of undersupplying the number of new journeypersons required by 2032. Trades within this group include Boilermaker, Bricklayer, Carpenter, Gas Fitter, Glazier, Heavy Equipment Operator, Industrial Instrumentation Technician, Industrial Mechanic, Insulator, Lather, Mobile Crane Operator, Painter and Decorator, Powerline Technician, Roofer, and Welder.

The construction industry remains focused on building a more diverse and inclusive labour force. To that end, efforts are ongoing to enhance the recruitment of individuals from groups traditionally under-represented in the province’s construction labour force, such as women, Indigenous People, and newcomers to Canada.

In 2022, there were approximately 33,500 women employed in British Columbia’s construction industry – a contraction of about 5% from 2021 levels. Of them, 31% worked directly in on-site construction. As a share of the total, women represented just 6% of the 182,100 tradespeople employed in the industry in 2022. That figure is unchanged from 2021.

The Indigenous population is another under-represented group that presents recruitment opportunities for British Columbia’s construction industry. In 2021, Indigenous workers accounted for 6.2% of the province’s construction labour force, which is a slight increase from 2016. It is also notably higher than the share of Indigenous People represented in the overall labour force. As the Indigenous population is the fastest growing in Canada and Indigenous workers seem predisposed to the pursuit of careers within the sector, there may be scope to further increase the recruitment of Indigenous People into the province’s construction industry.

The construction industry is also committed to the recruitment of newcomers to Canada. Historically, newcomers and more established immigrants have accounted for about one quarter of British Columbia’s construction workforce. With the province expected to welcome an average of just under 80,000 newcomers every year through 2032, based on historical settlement trends, the immigrant population will be a key potential source of labour force growth for the construction sector.

Increasing the participation rate of women, Indigenous People, and new Canadians could help British Columbia’s construction industry address its future labour force needs.

BuildForce Canada is a national industry-led organization that represents all sectors of Canada’s construction industry. Its mandate is to support the labour market development needs of the construction and maintenance industry. As part of these activities, BuildForce works with key industry stakeholders, including contractors, proponents of construction, labour providers, governments, and training providers to identify both demand and supply trends that will impact labour force capacity in the sector, and supports the career searches of job seekers wanting to work in the industry. BuildForce also leads programs and initiatives that support workforce upskilling, workforce productivity improvements, improvements to training modalities, human resource tools to support the adoption of industry best practices, as well as other value-added initiatives focused on supporting the industry’s labour force development needs. Visit www.buildforce.ca.

For further information, contact Bill Ferreira, Executive Director, BuildForce Canada, at [email protected] or 613-569-5552 ext. 2220.

This report was produced with the support and input of a variety of provincial construction and maintenance industry stakeholders. For local industry reaction to this latest BuildForce Canada report, please contact:

Chris Atchison
President
British Columbia Construction Association
(250) 818-9671

Kim Barbero
CEO
Mechanical Contractors Association of British Columbia
604-205-5058

Paul de Jong
President
Progressive Contractors Association of Canada
403-620-3781

Kelly Scott
President
BC Road Builders and Heavy Construction Association
604-436-0220

Rob Viccars
Communications & Marketing
Canadian Homebuilder’s Association of British Columbia
604-432-7112 ext. 301

Funded by the Government of Canada’s Sectoral Workforce Solutions Program.

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However, these barriers are being systematically dismantled through a combination of regulatory reforms, targeted recruitment, and cultural shifts.

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However, these barriers are being systematically dismantled through a combination of regulatory reforms, targeted recruitment, and cultural shifts.

Regulatory bodies such as WorkSafeBC and the Ontario government have mandated improvements in workplace facilities, including the provision of properly fitting personal protective equipment (PPE) and accessible toilets for women, addressing longstanding issues of safety and comfort .

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Content: 3 women helping build tallest residential building on Florida's West Coast: 'I want my name on that'

A tall building under construction in Downtown St. Petersburg is a point of pride for one woman under a hardhat.

"Because it's going to be the tallest [residential] building on the West Coast of Florida and I want my name on that," said Daniela Farias, a recent USF Civil Engineering graduate.

Farias, Sofia Menacho, and Sydney Rocha are among the relatively few women in a field long dominated by men. According to one industry group, only 10 percent of construction industry workers are female.

"I think they may be a little bit discouraged to join this field because of the low numbers.," explained Rocha, a recent architecture graduate.

Daniela Farias and Sydney Rocha work in the construction industry.

All three women are working to help build The Residences at 400 Central. Eventually, the building will rise 46 stories.

READ: New high rise apartment building coming soon to downtown Tampa

Suffolk Construction is in charge of the project, overseeing many subcontractors working in different trades.

"I work with the concrete subcontractors putting in all the steel and the rebar and also the mechanical and electrical and plumbing trees," said Farias.

All three women are in Suffolk's Career Start program. The goal is to diversify the workforce.

"People from different backgrounds, different cultures, different educations, they all bring a wealth of knowledge and experiences that diversify who we are and make us better as a company," said Chris Lewis, Suffolk's Project Executive.

Getting more women in hardhats depends on more girls taking more math, science, and technology courses in school.

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"If a young girl has a role model to look up to, if they see that it's more common, then I think more women would be encouraged to be in the field," shared Farias.

Some say women could be especially valuable because they are better with details, organizing, and design. Whether that's true or not, the thrill of the build seems to cut across the genders.

"I started here in July, and we were on the second floor," said Menacho. "Now we're on the 24th floor. It's amazing."

With a labor shortage in the industry, Suffolk and other companies are looking to fill jobs that were once virtually "men only" with qualified women. As new buildings rise, old barriers could be coming down.

"I think I never had that in my head that I can't do something," said Farias.

Efforts to recruit women may signal a changing mindset in the new buildings that are changing our skyline.

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

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

How has the 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?

These changes not only enhance the physical work environment but also signal a broader commitment to inclusivity.

These changes not only enhance the physical work environment but also signal a broader commitment to inclusivity.

**Role Models and Success Stories** The visibility of women excelling in crane operation and related fields is a powerful catalyst for change.

**Role Models and Success Stories** The visibility of women excelling in crane operation and related fields is a powerful catalyst for change.

Historical examples, such as Kathleen Roberts working as a crane driver during World War II, highlight a legacy of female contribution that is often overlooked .

Title:

Content: Construction News

Tue March 29 2022

Construction firms advised to adopt menopause policies

9 hours Employment lawyers are advising construction companies to add menopause issues to their health & safety policies.

A survey of 92 human resources (HR) managers in the construction industry found that most had no policies relating to menopause.

According to law firm Irwin Mitchell, which commissioned the YouGov survey, this leaves them not just at risk of losing experience employees but also exposed to legal action.

The survey found that only 28% of construction employers consider menopausal symptoms during the performance reviews of female staff. This is despite it being widely accepted that the effects of the menopause – joint pain, hot flushes, memory loss, fatigue and anxiety – can be debilitating for a woman’s physical and psychological wellbeing, lead to periods of absence or even resignations. The survey also found that 61% of organisations in the sector that were surveyed do not have a menopause policy.

According to Irwin Mitchell, this lack of action is forcing women out of their careers and could result in businesses facing discrimination claims.

Jenny Arrowsmith, an employment law partner at Irwin Mitchell, said: “These are disappointing results and when you consider that menopause is an issue which affects the fastest-growing demographic in the UK, namely women aged 50-64, it’s clear businesses must do more.

“It’s about time that menopause is openly discussed as a health and work issue and for employers to demonstrate that they take it seriously. Establishing a menopause policy is a simple and valuable starting point.

“Not only does a menopause policy help to promote positive change within an organisation, it sets a framework for evidencing how the organisation will approach conversations about the menopause, what support affected employees can expect to receive and where they can access additional help. In doing so, it reduces the risk of costly disputes.

“There has been a significant rise in the number of employment tribunals where menopause is mentioned over the last two to three years and as awareness of this issue grows, we expect to see complaints increase further. Our survey demonstrates that there is a considerable amount of work still to do.

“Organisations that have woken up to the issue and are aware of the challenges that women face when going through the menopause are in a much stronger place to attract and retain colleagues  who are often at the peak of their experience and have many more productive years ahead of them.”

Got a story? Email news@theconstructionindex.co.uk

Click here to view more construction news »

Contemporary role models like Jewel Everett, the first female lineworker at LUS Fiber, and Patricia Henderson, Superintendent of Street Maintenance in Detroit, demonstrate that women can thrive in technical, male-dominated roles and actively encourage others to follow suit .

Title:

Content: Woman of Steel Kathleen Roberts, 100, reflects on how many of Sheffield's female workers of WWII are left

Kathleen Roberts, who sparked The Star’s Women of Steel campaign which led to official government recognition and the Barkers Pool statue, turns 100 years old today.

Tuesday, 4th January 2022, 5:03 pm

It has been 82 years since Kathleen and the women of her city were called up to take Sheffield’s steelworks industry by the horns while the men in their lives fought overseas in World War Two. She was 18 at the time.

But when the soldiers came home, the women were thanklessly given their notice and encouraged not to speak of it again.

It was only in 2016 when they were given their due credit, after Kathleen and her friends Kit, Ruby and Dorothy spearheaded a campaign to unveil the Women of Steel statue outside City Hall in Barker’s Pool that stands today.

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'Our story's in good hands now,' says 'Woman of Steel' - ten years on

Now, on her 100th birthday, Kathleen wonders how many of the women who worked the presses with her 80 years ago are still around.

“They would have to be around my age, and I’m turning 100,” Kathleen said.

"What’s funny to me is, when I left when the war finished I never ever met a single soul who had worked there all through the war – I never saw anyone ever again.

“We had been working there together for four years and some of us became quite good friends. I remember I was good friends with a woman named Ruth Williams, the crane driver, who lived in Darnell –and we never saw each other ever again.”

They worked in conditions unheard of today. Past the bluster of ‘doing your part’ and getting stuck in, the Women of Steel simply faced 72 hours a week of work in deafeningly loud factories, exposed to the elements and paid less than the men doing the same jobs, all whilst raising their children during the Sheffield Blitz.

As one stand out detail, the air raid shelters were full over frighteningly huge rats, so if a raid began, the women put on “useless” tin helmets and kept working.

With something of a shrug, Kathleen – who herself worked at Brown Baileys Steel cutlery factory – honestly compared the conditions to slave labour. But she insists the women all had each other. They had a laugh on shift all the same, and they did what needed to be done.

"If I had my time over again I would go into engineering,” Kathleen said. “I got a taste for taking machines to pieces and finding what was wrong and putting them back together.

“But it didn’t come up because the men who survived the war wanted their jobs back.”

Instead, Kathleen went on to take a job at Pauldens department store, where Debenhams now stands on the Moor. Her and her husband Joe – a D-Day veteran, who incidentally married Kathleen during his 48 hours of leave before he was sent back to fight in the Middle East in 1941 – had two daughters together, and today she has three grandchildren and five great-grandchildren.

Joe sadly died in 2008. A year later, Kathleen and her journey with the other Women of Steel would touch the hearts of countless people.

It began with a call to The Star’s now-editor Nancy Fielder after Kathleen saw a television programme about the Women’s Land Army being invited to Buckingham Palace by the Queen.

"I started to feel frustrated that everybody else had been recognised for their contribution during the war, but nobody had ever mentioned the women of this city, who'd left their families at home to take over jobs in steelworks across the city when war broke out,” Kathleen said.

“A few days later, Nancy called me back to tell me the story had brought in calls and letters from all over the world, and that so many people felt the way I did; I couldn't believe it."

It led to Kathleen meeting her three new partners in crime – Kitty Sollitt, Ruby Gascoigne, and Dorothy Slingsby – who together would fight to see the Women of Steel recognised at last.

It culminated with the unveiling of the iconic statue in Barker’s Pool in 2016 after a £160,000 fundraising effort by the four ladies.

"We went on rather a long journey to get the money to pay for it,” said Kathleen. “It took us quite a few years. I remember them very well – they were good years.”

It was an effort that will immortalise the four friends, and is marked by The Star’s own Women of Steel awards each year.

But in the years since, Kathleen has had to say goodbye to Kit, Ruby and Dot each in turn. She now reflects on being 100 years old – grateful, but unsure how it worked out this way.

"It’s an honour to get to 100 but it’s also a bit of a struggle,” Kathleen said. “I’m quite surprised to have got to this age.

"I’ve just lived a normal life. I’ve done a lot with the Women of Steel and I do miss the other three ladies. But life just goes on.”

Kathleen hasn’t displayed her card from the Queen at her home in White Willows assisted living in Jordanthorpe. What is up, though, is a charming greeting card featuring the Women of Steel statue, a photo of her and the other three ladies, and dozens of pictures of her family.

But Kathleen says: “I would say I’m more lonely now that I’ve ever been.

"Covid has led to people themselves keeping to themselves. I’ve not seen my grandchildren over the holidays – and you know, I’ve decided to tell everybody not to come for my birthday. If I’m still here when Covid-19 is gone we’ll meet then. I don’t want them to get together now and catch something.

"Life goes on I suppose.”

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

Tata Steel’s employment of female Stacker-cum Reclaimer (SCR) operators at its Meramandali unit is another milestone, with company leadership describing it as a monumental step toward gender balance in heavy machinery operation .

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Content: Video | Agriculture | Confidence | Economy | Energy | Employment | Finance | Media | Property | RBNZ | Science | SOEs | Tax | Technology | Telecoms | Tourism | Transport | Search

New Report Reveals Gender Diversity Is The Answer To New Zealand’s Talent Crisis

Champions for Change’s annual Diversity, Equity and Inclusion Impact Report (2022) has estimated that if we collectively and urgently take bold steps to achieve workforce gender parity by 2030 (defined as 50% female participation in the workforce) an additional $20bn-$40bn* of GDP could be generated for the Aotearoa, New Zealand economy and in parallel, help to address the current talent shortage facing New Zealand business.

Statistics New Zealand data 2022 data shows women make up 47% of Aotearoa’s workforce, but Champions for Change believe an intentional focus on the right interventions to enable women to participate equally across our workforce the 50% target could feasibly be reached within the next eight years.

Key interventions include, addressing unpaid child-care, including better recognition of unpaid work, reducing the amount of unpaid work, and rebalancing it between men and women.

While Covid has made the working world far more flexible which is a positive for the increased participation of women, higher-growth, higher-paid sectors, such as construction, trades apprentices, and digital and technology sectors are still underrepresented by women. Opening up pathways and breaking down barriers for women via targeted education and apprenticeship programmes will be critical in driving higher participation rates by women in these growth industries. Interventions to address attitudinal biases continue to be of the utmost importance.

Champions for Change have themselves taken significant action and made further progress this year. The report announces that Champions for Change organisations have committed to reporting their gender pay gaps publicly*. The collective is also driving change through parental leave policies with a number of Champion organisations making the step to re-engineer their parental leave policies to make them gender neutral – thereby breaking down financial barriers for men to take parental leave and freeing up women to re-enter the workforce.

The report once again shows the shifts of intentional Diversity, Equity & Inclusion policies through the Champions’ ongoing commitment to a 40-40-20 benchmark policy. Through this commitment, Champions reported in its 2022 report at least 40% representation for women across 4 out of 5 management levels with a 6% lift in women represented at General Manager level this year.

The Champions companies continue to outperform the broader NZX50 benchmark, with 26% of Champions for Change organisations reporting female CEOS compared to 14% of the NZX50 companies and Champion organisations reporting an average of 37% female representation on boards, compared to 33% of NZX50 boards and 31% on S&P 100 boards.

To further advance their progress, Champions for Change are collaborating at scale to develop evidence-based initiatives across four workstreams designed to break down historical participation and power gaps within their workplaces. These are; Increasing Gender Diversity, Increasing Māori and Ethnic Diversity, Leading Inclusive Cultures and Influencing the Outside World.

Justine Smyth Co-Chair of Champions for Change says:

“It is positive to see the progress we are making in improving gender representation, which speaks to the benefits of bringing the business community together behind a common goal. But we still have a lot of hard work to do to change the gender pay gap that persists in Aotearoa, across all sectors and all levels of work.

“Having Champions of Change organisations committing to publishing their gender pay gap is an important first step, as what gets measured gets done. It doesn’t make the solutions any easier, and many businesses are grappling with industry-wide challenges built up over many decades. But shining the light on an issue keeps focus on it, and as leaders we shouldn’t shy away from what is hard, but rather be willing to share where we are on the journey, and the action we are taking to create change over time.”

Matt Prichard, Co-Chair of Champions for Change added: “In the five years since our inception, it is clear that Champions have become a force for positive change.

“Today we have more leaders, organisations and industries than ever signed up to the Champions for Change collective – creating greater scale, influence, action and collaboration than ever before. This year’s report argues that if more organisations prioritise gender equity it will unlock significant economic growth for us all. We would love all New Zealand businesses to join us.”

The report contains case studies from NZTE, Fisher & Paykel Appliances, Spark and Sky.

The Champions for Change Diversity and Inclusion report can be found in full at www.globalwomen.org.nz.

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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?

appoint women to traditionally male roles

commit to gender equality in hiring practices

These success stories challenge stereotypes, inspire new entrants, and provide tangible evidence that women can excel in crane operation and other heavy machinery roles.

These success stories challenge stereotypes, inspire new entrants, and provide tangible evidence that women can excel in crane operation and other heavy machinery roles.

The presence of female mentors and leaders also helps to build confidence and foster a sense of belonging among women entering the industry .

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

promote women
create leadership programs for women
support networks

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?

promote women
create leadership programs for women
support networks

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

**Mentorship, Training, and Support Networks** Mentorship programs are critical in supporting women’s entry and advancement in crane operation.

**Mentorship, Training, and Support Networks** Mentorship programs are critical in supporting women’s entry and advancement in crane operation.

**Mentorship, Training, and Support Networks** Mentorship programs are critical in supporting women’s entry and advancement in crane operation.

Structured initiatives such as the British Columbia Construction Association’s mentorship program and the City of Rochester’s award-winning diversity program connect women with experienced professionals, offering career guidance, skill development, and long-term support .

Title:

Content: ILLINOIS (WCIA) — The federal government is giving Illinois more than $1 million to help get more women into construction jobs.

Officials said it’s a much-needed investment to increase equity in the industry. Nationally, women make up about 4% of the skilled trades within construction jobs, and only 5% of building trade apprentices in Illinois. They want to see those numbers grow.

The grant money is part of the more than $1 trillion federal Bipartisan Infrastructure Bill signed by President Biden. It is going to the Illinois Department of Labor and the Chicago Women in Trades organization. It will allow them to guide construction companies, unions and other groups on putting together programs that put workforce equity in infrastructure projects.

Governor Pritzker said the federal dollars will help break down barriers for women who have been historically left out of construction industry opportunities.

“Illinois is a national leader in building pathways for women into infrastructure, and construction careers,” Pritzker said. “The status quo doesn’t reflect the tremendous talent that exists in all of our communities, and particularly among women, and we can’t build back better and build back stronger unless we move everyone ahead.”

The state has already made investments to create better opportunities for women and people of color to enter these jobs through Rebuild Illinois and the Climate and Equitable Jobs Act. Tradeswomen’s organizations will be leading the effort to create plans aimed at increasing women’s inclusion in construction and infrastructure jobs.

Title:

Content: Business

Vedanta Aluminium: painting the manufacturing shopfloor rainbow

X

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

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

Change is good

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

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

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

Unleashing the power of people

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

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

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

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

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

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

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

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

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

Pride in diversity

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

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

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

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

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

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

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

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

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

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

Shaping an inclusive tomorrow

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

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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?

educational programs
inclusive policies
mentorship opportunities
vocational training

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

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?

educational programs
inclusive policies
mentorship opportunities
vocational training

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

Programs like West Virginia Women Work and Women Accessing Non-Traditional Trades (WANTT) provide pre-apprenticeship training, hands-on experience, and certifications in essential skills such as tool use, blueprint reading, and OSHA safety, preparing women for the technical demands of construction roles .

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Content: On March 29, 2023, the province published Regulation 61/23 amending Regulation 213/91: Construction Projects under the Occupational Health & Safety Act (Regulation). The amendments will come into force on July 1, 2023.

On March 15, 2023, Ontario first announced it would propose regulatory amendments to ensure that women have safe and equitable access on construction sites. The announcement noted that while there are currently nearly 600,000 construction workers in Ontario, only one in 10 are women. The government aims to increase the participation of women in the construction workforce by making construction sites more accessible to them.

The Regulation will be amended by requiring, among other things, that:

  • toilet facilities be kept in good repair at all times;
  • where the minimum number of toilets required at a project is five or more, at least one toilet facility be for the use of female workers only, where reasonable in the circumstances;
  • if a toilet facility is intended for use by males only or females only, it must have a sign indicating that;
  • if a toilet facility is intended for use by female workers, it must have a disposal receptacle for sanitary napkins;
  • each toilet facility be private and, if a single-toilet facility, completely enclosed; in addition, toilet facilities must have an adequate supply of toilet paper, a means of cleaning hands and an alcohol-based hand sanitizer containing a minimum of 60% alcohol where it is not reasonably possible to have a wash basin with running water, and a self-closing door that can be locked from the inside; and
  • access to properly-fitting personal protective clothing and equipment (e.g., uniforms, boots and safety harnesses), with regard to all relevant factors including body types.

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

Title:

Content: Women severely underrepresented in construction, but that’s changing

What you need to know:

  • In nearly every construction site I encounter, the workforce is overwhelmingly male.
  • The term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

Across the country, construction sites are a hive of activity, with the government’s ambitious affordable housing project leading the charge. Whenever I pass through these bustling sites, I can’t help but notice the workers clad in overalls, their faces dusted with cement powder as they push wheelbarrows brimming with mortar. Amidst this flurry of activity, one figure stands out – the foreman, barking instructions and overseeing the skilled artisans, or fundis, as they are commonly known.

Interestingly, in nearly every construction site I encounter, the workforce is overwhelmingly male. Rarely do I spot a woman among the fundis, save for the occasional food vendor. Historically, the construction industry has been a predominantly male bastion, a fact reflected in the terminology we use – the term ‘foreman’ is deeply ingrained in our collective lexicon, while phrases like ‘forewoman’ or the more inclusive ‘foreperson’ remain relatively uncommon.

While the underrepresentation of women in this field is a global issue, the challenges faced by women in this industry are particularly pronounced in Africa. This gender imbalance reflects a deeper, systemic issue within the construction sector. For too long, this industry has been perceived as a ‘man’s playground’, with women often relegated to peripheral roles or excluded entirely. The reasons for this disparity are multifaceted, ranging from societal norms and gender stereotypes, to a lack of equal opportunities and support systems for women seeking careers in this field.

Limited access to education and training opportunities, particularly in Stem fields, hinders women’s preparedness for technical roles. Furthermore, societal expectations and domestic responsibilities frequently clash with the demanding nature of construction work, making it difficult for women to balance their professional and personal lives. This gender imbalance not only perpetuates inequality but also deprives the industry of the valuable contributions and perspectives that women can bring to the table. However, times are changing, and more women are breaking into the industry, driven by their passion, determination, and desire to contribute to community development. Despite obstacles such as teenage pregnancies, early marriages, and societal pressures, many carved out their place in this male-dominated field.

Their stories are a testament to the power of perseverance and an unwavering commitment to pursuing their dreams. From the high school dropout who found her calling on a construction site, to the young mother who juggled parenting responsibilities while mastering the art of bricklaying, these women have shattered stereotypes and proved that no challenge is too great when met with an indomitable spirit. Through their journeys, they have not only acquired valuable skills and experience but have also become beacons of inspiration for others.

This week, we celebrate these trailblazers, exploring their unique paths and the lessons they have learned along the way. Their stories offer a candid glimpse into the challenges and triumphs that have shaped their lives, from navigating male-dominated workplaces to balancing family responsibilities with demanding careers. As we strive to create a more inclusive and equitable society, it is imperative that we challenge the deeply ingrained biases and stereotypes that have traditionally kept women on the sidelines of the construction industry.

The government can play a pivotal role by implementing initiatives that support and empower women in this field, including investing in educational programmes, vocational training, mentorship opportunities, and inclusive policies that promote gender equality and non-discrimination. This way, we can empower a new generation of women to take their rightful place alongside their male counterparts, ushering in an era of diversity and excellence in this vital sector.

Empowering women in the construction industry can have far-reaching benefits, contributing to the overall advancement of gender equality and sustainable development in the country.

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?

educational programs
vocational training

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?

educational programs
vocational training

Mentorship extends beyond technical training to include confidence-building, networking, and community support.

Mentorship extends beyond technical training to include confidence-building, networking, and community support.

Female mentors offer unique insights into navigating gender-specific challenges, and peer support groups such as the Professional Women in Building (PWB) foster empowerment and a sense of community .

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Content: LUS Fiber hires first woman lineworker, a graduate of the SLCC Power Lineman program

Ashley White
Lafayette Daily Advertiser
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When Lafayette residents look up at the bucket of an LUS Fiber truck they could see Jewel Everett — the company's first woman lineworker.

Everett has been shadowing other workers, learning everything to do with the fiber optic business.

She enrolled in South Louisiana Community College's Power Lineman program and, after getting outfitted with clothing and equipment small enough to fit her, jumped right into working at LUS Fiber.

"I really wanted to go to school for that specific program because it gave me opportunities to either go for electric (line work) or anything that requires bucket trucks or climbing poles," Everett said.

Everett, who enjoys being in the bucket making repairs, said the most challenging part has been lifting and balancing the larger equipment, like the ladders that are more than 20 feet long. But when she conquers those challenges - like the time she had to hang a cross tie during school - it makes the job worth it.

"I’ve always liked doing hard work, and doing hard work comes with making good money and also helping people in a big way," Everett said.

At LUS Fiber, she'll install fiber lines on overhead poles, splice fiber cable, climb poles or use ladders to access fiber infrastructure, and install advanced network gear at locations across Lafayette and Acadiana.

The 25-week program at SLCC includes training students to receive their CDL license, learning first aid, receiving training specific to being a lineworker, learning to work buckets and how to climb utility poles.

"That was one of the good things about having her go to the SLCC program. It’s allowing them to learn the basics and then quickly jump to their next role," said Ryan Meche, director of LUS Fiber. "Once we found clothes that fit her and got her rigged out, she was literally the next day climbing the poles getting work done."

The program was created after Charlotte LeLeux, director of transportation, distribution, and logistics, was approached by utility companies about the dwindling workforce and a need for lineworkers.

The program's first cohort graduated in January 2020. All 16 people had jobs lined up before their graduation day.

Everett was the program's first woman graduate, an honor for SLCC, LeLeux said. LeLeux, who received her CDL license more than 20 years ago, knew some of the obstacles women can face in fields of work traditionally dominated by men.

"When Jewel came in, we had that conversation. I said, 'When you face obstacles and somebody’s pushing back, you don’t think twice. You push back because you’re just as capable,' LeLeux said. "She’s definitely been a pioneer and paving the way for the young ladies that come behind her."

But Everett didn't look at it as a trailblazing opportunity but a way to do something she's interested in.

“You just have to do it, honestly," she said. "And you can’t be scared to do it."

Meche said he's glad Everett chose to work at LUS Fiber after graduation."We're really excited to have someone like Jewel join the workforce with a fresh perspective and highly motivated," Meche said. "We think this is going to be a huge asset and be pivotal to our success and some of these expansion efforts that we're going through."

Contact Ashley White at adwhite@theadvertiser.com or on Twitter at @AshleyyDi.

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Content: By British Columbia Construction Association

B.C. Construction Association launches new mentorship program

Canadian Contractor labour shortage masonry mentorship program tradespeople

Encouraging Canadians to explore career opportunities and develop connections with employers in the skilled trades is a key priority for Canada’s Skilled Trades Awareness and Readiness (STAR) Program. Receiving training and connecting with experienced tradespeople and industry leaders for guidance can be a valuable a benefit to workers who are considering a career in the construction industry. To help deliver these important services, the Ministry of Employment and Social Development Canada will provide $3.6 million to the British Columbia Construction Association (BCCA).

To reduce skilled workforce shortages, the Building Builders program will connect under and un-employed workers, labourers and unregistered apprentices working in BC’s construction industry with established credentialed tradespeople, executives, and industry leaders who have been working in construction in B.C. for a minimum of ten years. These mentorships will provide career guidance for workers and a talent acquisition opportunity for employers who are seeking new workers during the ongoing labour shortage.

The program objectives are to:

  • attract non-traditional workers to the industry
  • retain existing workers who are not yet on a solid career path and potentially not supported in apprenticeship by their current employer
  • lower the average age of apprenticeship initiation (currently 27)
  • improve apprenticeship registration and completion rates
  • Place mentees in employment with mentor companies

“Mentorship is a tradition in the construction industry, where apprentices learn their craft under the experienced guidance of an accredited journeyperson,” says Chris Atchison, president of the BCCA. “Building Builders amplifies the role of mentorship well beyond the apprentice/journey relationship, giving job seekers and those workers who are under employed in their current construction job a way to connect to employers and mentors who might otherwise be out of reach.”

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There is currently no established mentorship program for B.C.’s construction industry. Mentees will receive one-to-one coaching, job leads, and work experience. Program staff will provide connection, support, opportunities, and guidance for both the mentor and the mentee throughout the program.

In BC there are 27,630 anticipated job openings in construction by 2027 due to expansion and retirement; many of those jobs need to be filled from outside the industry by new entrants without established connections, and through much better retention of current workers. Building Builders seeks to establish a greater sense of community that will result in more institutionalized support for newcomers to the industry.

The Building Builders program will open to applications from mentors and mentees in August 2022. The program is funded to run for approximately two years and will seek to support 300 mentees through a 12-month mentorship period. Mentees will receive Site Ready safety training, and mentees and mentor companies will receive culture training through the Builders Code.

For further information on the STAR program visit https://www.canada.ca/en/employment-social-development/news/2020/02/skilled-trades-awareness-and-readiness-program.html

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

promote women
professional development
support networks

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

promote women
professional development
support networks

These networks are vital for overcoming isolation, sharing experiences, and providing encouragement, especially for women who may be the only female on a job site .

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?

**Impact of Diversity and Inclusion Initiatives** Diversity initiatives have been pivotal in increasing female participation in crane operation and construction more broadly.

**Impact of Diversity and Inclusion Initiatives** Diversity initiatives have been pivotal in increasing female participation in crane operation and construction more broadly.

**Impact of Diversity and Inclusion Initiatives** Diversity initiatives have been pivotal in increasing female participation in crane operation and construction more broadly.

Corporate and governmental programs, such as the federal funding allocated to Illinois under the Bipartisan Infrastructure Bill, support workforce equity by guiding companies and unions to create inclusive environments and provide training opportunities for women .

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Content: The current tagline being used by Australian Contractors Association (ACA), is “Disrupt or Die”.

This is based on a report produced by BIS Oxford Economics (now Oxford Economics Australia), that continue to show the performance in the industry is lower than it was in 1990, or an average growth of -.1 % year on year since then.  It is an industry that is “stuck in the past” and that the industry has failed to innovate according to Disrupt or Die report.

The report highlights that the diversity continues to be low and the percentage of women in the industry is at 12%.  Additionally, men’s suicide rate continues to be high (6 times more likely to die by suicide than an incident).  Also, according to Workplace Gender Equality Agency the pay disparity between men and women is 13.3%, and much higher at more senior levels.

The culture of the industry is clearly not serving anyone.  We are all losing.

Research shows that a fundamental ingredient for a healthy culture is inclusion.  However, to create an inclusive culture in construction obviously won’t happen overnight, as it takes time and considerable effort to drive human behavioural change.   That said, we must start somewhere.  Anywhere!  But the key is to start now.  Thus, the strong current industry sentiment – Disrupt or Die.

Extensive research has shown that from an organisational perspective, companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.  At a time of economic struggle this may mean the difference between keeping the business open…or not.  Disrupt or Die.

From a purely economic point of view, improvements to the industry’s productivity performance could save Australia $47 BILLION annually.

We MUST change the culture.  Disrupt!!!

Inclusive Culture

How to disrupt and create a more inclusive culture?

Firstly, there are many different definitions for “inclusive culture” but for simplistic sake for this article, an inclusive workplace culture is one that is supportive of and respectful towards all employees of all backgrounds.

Further, this means a culture which every colleague feels a sense of belonging and connection.  Where people are valued for who they authentically are, and for their unique contribution and the difference they make.  They are listened to.  Seen.  Heard.  And their views are acted on.  Additionally, where people are treated with the same level of respect through the language and behaviours not just through a company policy or values statement.

“inclusion is intentional.  It is about identifying and removing barriers so that everyone can participate to the best of their ability.”

To create a workplace culture where individuals feel safe to be their authentic selves, a level of psychological safety must be created.  This means creating a space where people feel safe to speak up, are not shut down when expressing ideas, and are supported to show up authentically.  This takes time and effort and will not happen on its own.

Language and Behaviours

Two key ingredients to building an inclusive culture are our language and behaviours.

Behaviours

Data has shown that three key leadership behaviours can help drive inclusion include:

  • Openness – open to understand others that are different to them, which helps create a safe environment for people to speak up.
  • Curiosity – being openly curious about learning more from and about your teammates, and proactively seek out different perspectives to your own.
  • Humility – appreciating other people’s strengths and giving credit where it’s due.

It is vital to try to understand from the other persons perspective (perspective taking).  The only way to do that is to ask them …do not assume you know, because you don’t.  Only each of us understand our own perspective based on our experiences, culture, and upbringing.

Perspective taking example:  Ask someone, “I would be interested to know how that made you feel when (example of when a team member experienced something that was not inclusive), to help me understand how to change my own language and behaviours.  Lean in to understand and then evaluate if something needs to be changed.

Language

We have all grown up in different households and cultures and use different words to express ourselves, which makes it challenging to know or understand if you used language that was offensive to others.  Err on the side that your language could be offensive to others.  Lean in to understand when someone highlights this.

Here are a couple of examples from this week that are simple but could be easily missed if  you don’t look at it from a different perspective, or if the person/s offended don’t feel safe to speak up.

Perspective taking example:

(posted on LinkedIn)

Post:  “FFS…really?!”

Using language that makes people feel included is fundamental.  When purchasing items in your supply chain – think before you buy!  Is it inclusive?  If not – ask that they supply products that are.  Just by asking the question and then disrupting the thought process is the start of the journey.  Ask the team to identify things in your supply chain that are not inclusive to help the perspective taking.  Disrupt.

Another example:

(Email received)

“The kitchen guy just came to do some final measurements.  Walked past one of our painters on the way in.  Says to the husband, “so you hired the painters”.  The husband looks at him confused and he says, “young good-looking female” (followed with a wink and a nod).  Wife was now very angry.  The husband doesn’t want to rock the boat with the builder so stays quiet, which further infuriates the wife. She too stays quiet as her husband doesn’t like conflict so in respect to him, said nothing.  However, after the builder leaves, the husband and wife are at odds of how to handle the situation, which has now impacted their wellbeing (are angry) and their relationship (who should have spoken up).  They are now unsure if they want that builder in their house at all.  The supply chain is hot so should they now look for someone more respectful?  Or do they address the language used with the builder?

It’s challenging when the wrong language and behaviours are used in how to address the situation.  We need to include in our culture how to address such situations in a safe and inclusive way.  Perhaps in this case, just getting curious and asking the builder in a non-defensive way, “we’re curious to understand if you know how offensive that language and behaviour is that you just used?”.  Given that the construction industry culture lives in the past, he might have never been told!  Help him!  Disrupt!

Many times, we don’t want to call out the behaviour or language because we don’t want to be seen as going against our mates. If we call it out, we often believe we will, or do get ostracised as for calling out for changes.  All of this impacts the performance of everyone involved.

To disrupt the culture is challenging but by no means insurmountable.  Yes, it takes time and effort, but is in our control to change it!  It takes perspective taking from others and building a safe place to speak up.  The upsides to disrupting and building a culture that is more inclusive is one that outperforms, creates a space for us to be more authentic, more respectful, and is more attractive to work in for everyone.

Be a disrupter!

Lean into creating a safer and more inclusive culture.

The industry needs us all to help build a better future.

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?

create training and apprenticeship programs

commit to gender equality in hiring practices

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

educational programs
inclusive policies
vocational training

Community-driven efforts like Construction Inclusion Week unite industry stakeholders to advocate for diversity, equity, and inclusion, signaling a collective readiness to embrace change .

Title:

Content: Advertisment

Australia's Childcare Catch-22: Calls to Scrap Activity Test for Subsidies in Budget

Australian families face a complex childcare system, with proposed reforms aiming to enhance economic equality and women's workforce participation.

Geeta Pillai
New Update

Many Australian families are navigating a complex childcare system that requires a parent to be employed or studying to qualify for subsidised care, putting significant financial strain on households and impacting mothers' ability to return to work. Bree Turner, a mother of three, encapsulates the struggle faced by many, finding the cost of childcare prohibitive despite the desire to contribute to the workforce. The government's Women’s Economic Equality Taskforce has recommended scrapping the activity test for childcare subsidies, a move supported by key industry figures and organisations.

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Understanding the Dilemma

Under the current system, families' eligibility for childcare subsidies is determined by an activity test based on the parents' employment status, creating a barrier for those seeking to enter the workforce. This situation is further complicated by income estimates and potential repayments, making it financially unviable for some parents to work. Despite these challenges, the social and economic benefits of employment drive the desire among many parents to rejoin the workforce.

Proposed Reforms and Support

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The Women’s Economic Equality Taskforce has called for the abolition of the activity test, arguing that it hinders economic participation and gender equality. Sam Mostyn, chair of the taskforce, and Georgie Dent, CEO of The Parenthood, highlight the significant impact such reforms could have on the economy and on providing universal access to quality early childhood education and care. Independent MP Zoe Daniel and former Chief Executive Women president Sue Morphet also advocate for reforms aimed at increasing women's workforce participation and providing children with the best start in life.

Looking Ahead

The debate over the activity test and the broader issue of childcare affordability and accessibility underscores the need for comprehensive policy reforms. With the upcoming budget, there is a growing call for the government to address these barriers to workforce participation, particularly for women. The potential long-term benefits of such reforms include not only enhanced economic growth and gender equality but also improved outcomes for children's development.

As discussions continue, the focus remains on finding sustainable solutions that support families, promote gender equality, and contribute to the nation's economic well-being. The potential removal of the activity test could mark a significant step towards achieving these goals, with a positive impact on countless Australian families.

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

Companies like Suffolk Construction and Vistry Western have implemented targeted recruitment, unconscious bias training, and partnerships with organizations such as “Women into Construction” to promote gender diversity .

Title:

Content: Four Ways to Uplift Women in Male-Dominated Industries

I know what it’s like to be the only woman in the room, having spent hours, days, weeks and months in digital forensics classrooms and business conference rooms with few, if any, women alongside me.

At the same time, I also know what it’s like to achieve amazing things in collaboration with diverse teams who are working side by side. Each person at the table, male, female, non-binary, has valuable perspectives and viewpoints that can bridge gaps and solve tough problems.

Unfortunately, less than 5% of the Global 500 are run by female CEOs. While companies around the world are working hard to improve their diversity, inclusion and belonging, we have ongoing to do. Women are still hitting glass ceilings in the workplace, which reflects a cascade of missed opportunities for their own growth as well as the growth of the organisations where they work. There are countless benefits to female leadership and diverse teams, and numerous studies have reported that diverse teams are more innovative and significantly outperform less inclusive competitors.

Simply put, there’s no downside to modernising our workplaces so that they are inclusive and offer a work-life integration that works for people of all walks of life. Throughout my career, I’ve seen a lot of what works and what doesn’t in traditionally male-dominated industries. Like many women, I’ve also seen the unexpected challenges and changes that have resulted from the pandemic. Businesses are still finding new ways of working and new approaches to supporting flexibility in the workplace. These changes are helping women, yes, but the benefits extend to everyone.

What’s particularly exciting is the possibility of linking new ways of working, and what we’ve learned over the last year, with business and diversity objectives. There are several specific ways to do this. These include:

1: Address and break down stigmas

It’s essential to have an open, safe environment to talk about challenging issues, ensure people feel included and establish a culture wherein junior-level employees — especially women — are encouraged to speak up. Open and respectful discussion about hard topics, in addition to education about unconscious bias, will help eliminate stigmas tied to certain groups and lifestyles. For example, women have long grappled with the tension between having a career and having children. Mothers can and do have vibrant careers, but workplaces often lack the supports that help women effectively transition back into their roles after maternity leave. Even when women are supported in this way, many feel that their status as a mother will cause them to be overlooked for promotions or high priority work assignments. Organisations can do better on this front. Likewise, business leaders must also consider additional biases women face in the workplace, so that all women, not only mothers, can grow their careers at the same pace as their male counterparts.

2: Encourage healthy boundaries

Alongside breaking down stigmas, leaders must recognise that traditional views about work-life balance have become outdated. It’s clear that flexibility and work-life integration are not barriers to company success and productivity. In fact, it’s quite the opposite. As a new mother, I’ve battled with the guilt that comes with trying to satisfy every need. This feeling that that something, work or family, is continually under-prioritised is familiar to many women. I do believe there is a way for women to feel empowered at work, not hindered by it. Every employee has different needs and should therefore have the right to set the boundaries that will help them be successful in their professional and personal lives. Leaders must establish a culture that encourages employees to have a life outside of work, whether that is hobbies, exercise, family time or other forms of self care.

3: Reciprocal mentoring

Leaders should be collaborative and support their people. When employees have encouragement in the right direction, they are far more likely to engage in their jobs and stay with their employers for the long-haul. Reciprocal mentoring—wherein managers and executives listen to colleagues from a diverse set of backgrounds to hear their perspectives on what’s working and what’s not—is one practical way of creating a culture of support and inclusion. Through reciprocal mentoring, employees have the opportunity to shape how their leaders lead and the types of policies and programmes that are put in place across the organisation.

4: Acknowledge and support new mental health needs

Supporting mental health has always been an important responsibility for employers, but it’s taken on a new sense of urgency this past year. Employees are now grappling with the loss of their social and work connections and an unprecedented (and stressful) intersection of working and family life. These circumstances have taken a universal toll on well-being, and in many households, the heaviest burden has fallen on women.

We know there is no benefit to everyone being the same. People across all identities, from all racial and ethnic backgrounds, from all lifestyles, have unique, inherent strengths to offer. When all diverse perspectives are welcomed to the table, progress and innovation can happen. Leaders have a collective responsibility and opportunity to continue advancing this kind of positive change. When we do this boldly, alongside the execution of pragmatic programmes that ensure progress, we’ll have a real shot at creating workplaces that are more flexible, open and fit for the needs of the future.

By Laura Hayter,  FTI Consulting

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Title:

Content: Robot machinery the next generation of construction

i24NEWS

2 min read

'We are cutting production times and shortening projects. These are the main issues for contractors'

Robotic construction sites - an Israeli company is looking to fuse robotics software with the heavy industry and construction markets to combat a declining construction workforce.

Construction company Skyline Cranes and Technology, based in Herzilya of central Israel, is developing a remote-controlled crane that allows one to operate from the comfort of an office.

“You can see the wind speed, and with that, I know where the crane arm is and will be,” crane operator Omer told i24NEWS.

Co-founder and CEO of Skyline Cranes, Aviv Carmel, said the new crane can be operated offsite, from another city or even country.

“We are cutting production times and shortening projects. These are the main issues for contractors and developers, and even the end-user,” Carmel said.

Construction is a dangerous job with inevitable accidents, partly due to the limits of human ability.

“If I am 200 feet up, my eyes can’t zoom in and see who is working below. I need to rely on my radio,” Omer explained.

In Israel, roughly 40 people die each year at construction sites, while 5,300 die in the United States.

The new machinery not only addresses the dangers of the industry, but also the problem of a decline in high-scale construction workers in developed nations.

According to the Associated General Contractors of America, the construction labor force in the US is decreasing at seven percent each year.

“We are combining the high-tech solution with crane machinery, and we are bringing a new generation of operators,” Carmel told i24NEWS.

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?

create training and apprenticeship programs

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?

create training and apprenticeship programs

commit to gender equality in hiring practices

Suffolk Construction reports that over 30% of their South Florida team is female, demonstrating the effectiveness of these initiatives in shifting workplace demographics .

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WKN: 885427 | ISIN: CA29250N1050 | Ticker-Symbol: EN3
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12.03.24
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Enbridge: A Choice for Women Who 'WANTT' a Non-Traditional Career

In Oklahoma, fledgling non-profit helps women enter the construction industry through pre-apprenticeships

NORTHAMPTON, MA / ACCESSWIRE / March 12, 2024 / While catching up over coffee, friends Laura Stauffer, a petroleum engineer, and Margot Heyne-Bell, a retired electrician, wondered what they could do to encourage women in Oklahoma to pursue construction trades.

Both had heard stories of women working minimum-wage jobs, struggling to support their families. They also knew the state has low rates of women working in construction. How could they show women all the opportunities a career in a non-traditional trade could provide?

As they sipped their beverages, Heyne-Bell reflected that she got her start 37 years ago through a pre-apprenticeship program, ANEW, based in Seattle.

The pair had their answer: they could launch a program just like the one Heyne-Bell attended decades earlier.

Within months of their 2021 meeting, Stauffer and Heyne-Bell founded Women Accessing Non-Traditional Trades (WANTT), a non-profit organization that delivers a pre-apprenticeship program to help prepare women for a career in the construction industry.

"We can open doors," Stauffer explains. "We can help them find the type of job they want-it could be an electrician, it could be a plumber, it could be an HVAC contractor, it could be a laborer. It depends what they have interest in."

What the organization does is create a path for women to upgrade their skills and education. They learn how to use hand and power tools and how to read a blueprint; they take classes on basic construction math; and earn certifications such as OSHA for occupational health and safety, and CPR first aid.

"We teach basic skills so that when they walk on a job site, they're comfortable being there," Stauffer adds.

To date, the eight-week program has welcomed two cohorts, and they're preparing for their third in 2024.

Although WANTT is in its infancy, Enbridge recognizes the organization is transforming the lives of women and their families, giving them opportunities they never thought possible.

WANTT's mission aligns with our workforce diversity goals, as well as our company's commitment to help empower individuals to reach their potential. To support WANTT's important work, we awarded the non-profit a $15,000 Fueling Futures grant in 2023. By helping women find stable careers in the trades and earn liveable wages, WANTT is enriching the whole community.

Beyond the classroom, WANTT hosts a job fair for students to meet potential employers and assist them with the next phase of their apprenticeship.

"We recruit, we train, and then we help them get a job," Stauffer notes.

Oklahoma is starting to see large numbers of workers aging out of construction, she explains.

"There's going to be jobs coming, and there's going to be a demand-why not fill them with women?"

View additional multimedia and more ESG storytelling from Enbridge on 3blmedia.com.

Contact Info:
Spokesperson: Enbridge
Website: https://www.3blmedia.com/profiles/enbridge
Email: info@3blmedia.com

SOURCE: Enbridge

View the original press release on accesswire.com

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Werbehinweise: Die Billigung des Basisprospekts durch die BaFin ist nicht als ihre Befürwortung der angebotenen Wertpapiere zu verstehen. Wir empfehlen Interessenten und potenziellen Anlegern den Basisprospekt und die Endgültigen Bedingungen zu lesen, bevor sie eine Anlageentscheidung treffen, um sich möglichst umfassend zu informieren, insbesondere über die potenziellen Risiken und Chancen des Wertpapiers. Sie sind im Begriff, ein Produkt zu erwerben, das nicht einfach ist und schwer zu verstehen sein kann.

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

Achieving gender parity at the director level, as seen at Vistry Western, further influences workplace culture and encourages more women to pursue leadership 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

commit to gender equality in hiring practices

**Workplace Culture and Family-Friendly Policies** A supportive and inclusive workplace culture is essential for women’s success in crane operation.

**Workplace Culture and Family-Friendly Policies** A supportive and inclusive workplace culture is essential for women’s success in crane operation.

Companies that provide appropriate facilities, flexible work arrangements, and family-friendly policies are more attractive to female employees .

Title:

Content: WorkSafeBC, the province’s workers’ compensation board, is reminding employers about a newly implemented guideline outlining requirements to ensure personal protective equipment (PPE) fits properly for all workers, regardless of their gender.

A press release by WorkSafe said that the new guideline looks to target the issue of ill fitting PPE, which can compromise worker safety, with the issue being particularly pronounced for women in traditionally male-dominated industries. They said women in construction, construction, mining, and firefighting have reported experiencing discomfort and reduced mobility, along with concerning safety issues, due to PPE that is designed primarily for men.

“We recognize that the differences in body shape and size between men and women can make it challenging to find PPE that fits properly,” said Suzana Prpic, senior manager of prevention field services at WorkSafeBC.

“We want to make sure that all workers are protected and comfortable while on the job, and that means ensuring that PPE is designed and fitted to accommodate a wide range of body types.”

The new guideline, a part of WorkSafeBC’s OHS Guidelines Part 8 since last November, outlines the requirements for the design, selection, and use of PPE that is appropriate for those on the job. The guideline includes specific guidance on how to measure and fit PPE to a wide range of body types.

Given the increasing number of women entering traditionally male-dominated industries in B.C., WorkSafeBC said the move to introduce the new guideline will ensure worker safety and address concerns. They noted that the guideline was based on recommendations from experts in the field, as well as feedback from workers and employers across the province.

“We are committed to promoting a safe and healthy work environment for all workers,” added Prpic, who noted that WorkSafeBC will continue to monitor the issue. “This new guideline is an important first step in achieving that goal, and we encourage all employers to review and implement it in their workplaces.”

Along with the new guideline, WorkSafeBC said it plans to launch a research competition this year around the gendered nature of work, with one of the subtopics of interest being inclusive PPE design, and barriers to employer uptake of options for women.

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

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

For example, regulatory changes in Ontario require construction sites to offer private toilets and properly fitting PPE for women, addressing practical barriers to participation .

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?

Flexible work arrangements and support for working mothers, such as childcare and menopause-friendly policies, enhance job satisfaction and retention among female employees .

Title:

Content: Advertisement

Professional Women in Building surprise single mom with makeover

Published: Sep. 17, 2021 at 5:58 PM CDT|Updated: 49 minutes ago

BISMARCK, N.D. (KFYR) - A group of about 40 women from Bismarck and Mandan, working in a traditionally male-dominated field, came together earlier this year to support each other.

The Bismarck-Mandan Professional Women in Building (PWB) just wrapped up celebrating Professional Women in Building Week in a big way.

“Surprisingly, there’s a lot of women out there that are making these companies work,” Vicki Moran, president of PWB, said about the group coming together.

All year, the group set out to celebrate their drive, commitment to give back and heart for their community by making a positive difference.

That giving spirit reached new levels this week when they unveiled a complete bedroom makeover for one lucky person.

“We had so many deserving people. But, Abby’s application came through, and she had told us she’s a single mom with two little boys,” said Hannah Haynes, a PWB member.

Abby Krebs is now a single mother to a three- and five-year-old after losing her husband in an ATV accident last April. Like so many other parents she needed some space to recharge.

“I spend a lot of time in my room. Pretty much, when my kids go to bed, I go in there and read and watch tv,” Abby said. “Or in the morning, they come in and snuggle on the bed.”

In just two weeks, and with support from over a dozen local companies, the women transformed Abby’s oasis. Lindsey Ashley and Nataly Anderson of Tobias Marman Construction offered project management and interior design expertise.

The project was made possible by Bismarck Heating & Air, Haider Glass Specialties, Big River Builders, The Painters Inc., Paramount Builders, Interiors by Design, Erica Thune Photography, Interior Finish & Remodel, River + Ranch Magazine, Dakota Community Bank & Trust, Organize with Lexi, Mattress Firm, Magi-Touch Carpet One and Precision Wood Finish.

“Coming together as a group, this master bedroom makeover is beyond my wildest dreams,” Moran said. “It’s not something any one of us could have done alone. But as a collaboration, it’s amazing what we’ve accomplished.”

In the end, their gift was much more than a new design, carpet, paint and décor. The team saw one woman who built a strong foundation for her family, then built her some room to rest easy.

“It’s more than I could have ever imagined,” Abby said of the final product.

You can find the Bismarck-Mandan Professional Women in Building on Facebook to learn more.

Copyright 2021 KFYR. All rights reserved.

Title:

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

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

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

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

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

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

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

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

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?

support and assistance from management
being able to combine work and family

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?

support and assistance from management
being able to combine work and family

Cultural transformation within organizations is also driven by leadership commitment to diversity and inclusion.

Cultural transformation within organizations is also driven by leadership commitment to diversity and inclusion.

Cultural transformation within organizations is also driven by leadership commitment to diversity and inclusion.

Companies like Vedanta Aluminium actively recruit women and LGBTQIA+ professionals, emphasizing inclusivity and belonging as key to unleashing employee potential .

Title:

Content: News

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Detroit woman holds high rank in construction industry, encourages other women to join

Posted at 8:52 AM, Sep 01, 2022
and last updated 2022-09-01 08:52:20-04

(WXYZ) — A Detroit woman who started out filling potholes in the city is now in a position of power becoming one of the only women in the country to be crowned Superintendent of Street Maintenance.

Patricia Henderson is a woman that is about her business.

She works, sometimes around the clock, helping to make sure Detroit streets are smooth. And now, she's encouraging other women in the area to see a future in construction.

“My job initially, was to fill potholes,” Henderson said.

Henderson started working for the city in 1998. She says she was often the only woman on the side of the road patching and pounding so gaining respect wasn’t easy.

“The men thought that I couldn’t do the job so they would purposely not do something and leave it for me to do," Henderson said.

But instead of caving, she took control.

“I’ll go right on ahead and do it. I'll pick up the jackhammer, the shovel, whatever was available. I went on and done the job without their help,” she said.

She quickly began to rise in the ranks, but she says the feeling is bittersweet knowing more women are not following the path she's cleared.

According to the U.S Bureau of Labor and Statistics, only 13% of payroll employees in construction are women. This number has remained stagnant since the 90s.

As of 2019, Detroit ranked 44th in the country when it came to female construction workers.

“You identify a problem and you come up with solutions to eliminate that problem," MDOT spokesperson Aaron Jenkins said.

Jenkins says MDOT has created an on-the-job training program aimed at recruiting women and other minorities to join construction crews.

Since the program began, enrollment has more than doubled. The program started off with 56 women in 2017 and has grown to 126 as of 2021.

"The recruiting is working,” Jenkins said.

Henderson says she has hired more women under her leadership including in her supervising staff and she wants to encourage others to take the chance.

"I would tell women, go for it. Who better than us to do it? We are just as strong. We are just as smart. We are just as dominant as the male. We can do it, I’m a witness. I've done it.”

If you'd like to learn more about MDOT's job training program, click here.

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

Reciprocal mentoring programs, where leaders learn from diverse team members, foster a culture of inclusion and support that helps retain women in the workforce .

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

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

**Technological Advancements and Future Trends** Technological innovations, such as remote-controlled cranes, are reducing the physical demands traditionally associated with crane operation, making these roles more accessible to women .

Title:

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

CONSTRUCTION INCLUSION WEEK 2024: AMPLIFYING BELONGING IN THE BUILT ENVIRONMENT

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

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

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

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

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

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

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

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

###

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

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

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

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

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

Training programs are increasingly incorporating these advancements, and organizations like BuildForce Canada are recruiting women and other underrepresented groups to meet projected labor shortages, with a need for 52,600 additional workers in British Columbia’s construction industry by 2032 .

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?

create training and apprenticeship programs

commit to gender equality in hiring practices

There has been a remarkable 20-fold increase in female apprenticeship enrollment in manufacturing and services over the past five years, signaling a significant shift toward gender inclusivity .

Title:

Content: Women Breaking Barriers in Waste Management

A quiet but significant revolution is underway in the gritty world of skip hire and waste management, where heavy machinery and hard hats have long been synonymous with the male workforce. Women are securing roles traditionally dominated by men, reshaping the landscape of the waste management industry.

Gender diversity in waste management industries like skip-hire has long been a challenge. Data has shed light on the underrepresentation of women in specialist roles and, industry surveys report that women constitute only 24% of the total waste management workforce in the US.

Historically, we can trace the reason for this gap back to several factors. One significant reason has been the physical nature of the work, often involving heavy lifting, manual labour, and the operation of machinery. These physical demands led to misconceptions that the field was better suited for men. Gender stereotypes have played a significant role, perpetuating the idea that women do not have the necessary skills or interest in waste management.

The United Nations Environment Program (UNEP) has invested extensively in research on the role of gender in waste management. They have deemed it critical to recognise the importance of promoting gender diversity in traditionally male-dominated fields such as skip hire, from gender diversity bringing a wealth of benefits such as providing diverse perspectives to addressing labour shortages that the industry faces.

However, the benefits of promoting gender diversity in the waste management sector aren’t exclusive to women; they extend to their employers as well. According to a recent report by FP Analytics, “Women as Levers of Change,”, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts. These include heightened competitiveness, increased profitability, and a stronger commitment to environmental responsibility.

Women Breaking Barriers in Waste Management

As attitudes shift towards viewing “waste as a resource”, and the industry pivots away from landfilling towards waste prevention and circular economy principles, more women are discovering the sector as an appealing career choice. From skip truck drivers navigating city streets with finesse to women managing recycling, waste management and skip-hire companies and advocating for diversity, their contributions are reshaping the industry’s future.

Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company (PMC) exemplifies a woman taking a leadership role in the waste management sector. PMC, a state-of-the-art processing plant situated in Delfzijl, the Netherlands, specialises in recycling hazardous steel scrap into premium raw material:

“The idea to recycle asbestos-contaminated steel was born 10 years ago.” Overcoming countless obstacles, including securing €70 million in funding and hiring 30 employees, PMC has finally reached fruition. “It was a long journey, with some saying it was impossible, but we stayed strong and built a solid business case.”

Another example of women leading the way in waste management is Maria Willshee, a founding Director of Willshees, a Midlands-based waste and recycling business. Recognised as a Top 200 UK women-powered business by global private bank J. P. Morgan, Willshee’s secured the 59th position in its annual UK Women-Powered Business Report.

And recognised in last year’s list were sisters Heather Gould and Hilary Hart, principal owners of waste management specialist CSG. Based in Fareham, their four daughters also work as part of the business, while half of its eight directors are women.

Women like Nathalie van de Poel,  Maria Willshee, Heather Gould and Hilary Hart aren’t only contributing to recycling and waste management at the highest level; they are also making a difference at the community level. In 2018, the International Solid Waste Association (ISWA) embarked on a groundbreaking global survey targeting women working within the waste sector. For the first time, this unique endeavour asked women to classify their work using Ad Lansink’s waste hierarchy, often referred to as “Lansink’s Ladder.” The findings from 73 countries revealed that 51.6% of respondents were engaged in waste prevention, reuse/repair, and recycling. Highlighting the substantial role that women play as managers of household waste, their critical contributions form the backbone of responsible waste management and have a lasting impact on environmental sustainability and community well-being.

But how can we encourage more women into the industry as a whole? According to Skip Hire Glasgow specialist James David, fostering inclusivity in hiring practices is a good starting place.

Waste management and skip-hire companies can proactively embrace strategies to foster inclusivity in their hiring practices, by first recognising the importance of a diverse workforce. One such approach is reevaluating traditional hiring processes to be more inclusive. This includes rewriting job descriptions to emphasise skills and qualifications over gender or background, ensuring job postings reach a broader audience through diverse channels, and actively seeking out untapped talent pools. Skip hire companies that prioritise diversity not only bolster their internal culture but also project a positive image to the public and potential clients, positioning themselves as socially responsible and equality-driven businesses.

Partnerships with vocational schools and community organisations can play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in waste management and skip hire for example. And this fresh approach, says James David of JustHire, is precisely what the industry needs:

“Inclusivity in hiring practices is not just a moral imperative but also a strategic advantage that propels the skip hire industry forward. We should celebrate the women who are paving the way for a more inclusive, equitable, and diverse industry, for their inspiration and resilience. The further potential for women in waste management and skip hire is promising, and inclusive business practice and a heightened awareness of the positive impacts of gender equality on companies all present a win-win scenario.”

Companies that think creatively about investing in recruitment programs will ultimately benefit the most. By intentionally attracting a more diverse range of candidates, including more women, they can help transform the landscape of the waste management industry for the better.

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The ongoing efforts to recruit and train women in heavy machinery roles are expected to continue, reshaping the workforce landscape and fostering a more inclusive environment for future generations .

Title:

Content: The managing director of a Liverpool property developer has shared her message to girls hoping to get into the construction industry.

Joanne Waller, 43, heads Sourced Development Group, a property firm focusing on residential and commercial schemes with sites across Liverpool and Manchester.

Her love of the property industry started when she was studying conveyancing law at Hugh Baird College and Sourced now has 1,500 to 2,000 units in its Liverpool pipeline alone.

READ MORE: Thomas Cashman trial updates as jury told of moment mum realised Olivia Pratt-Korbel had been shot

Joanne told the ECHO she started moving into development after growing disillusioned with her career in conveyancing. She added: "Law is quite a hard industry to be in as a woman.

"It's hard to be recognised and seen. Most of the time, the only high level women are secretaries."

Joanne's transition was gradual, working on small projects. She added: "I think if I walked into it on day one right now, I'd run a mile. But because it was slow incline, going through property and small refurbishments and taking more things on, I think 'OK'.

"It wasn't intentional. It's like with any career, you kind of fall into it and it organically progresses. I know when I was first in college everyone was doing hairdressing or beauty and the opportunities just weren't there."

However, Joanne admits the industry in general can be a bit "jobs for boys". She told the ECHO: "I've been in countless meetings in board rooms and someone asks when I'm going to make a cup of tea

"More often that not it's just an educational thing. it tends to happen more with the older generation. The younger generation it's a lot easier and more inclusive."

What would Joanne say to young women exploring a career in property and construction? "Do it," she told the ECHO.

"There are definitely more women starting to trickle through into roles such as machine drivers and hoist operators. There are also more female architects and engineers."

She added that multi-tasking is also a skill "unique to women". She said: "They're juggling careers and childcare, it's just one more thing to worry about it."

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South west business builds a more equal foundation ahead of International Women's Day

Vistry Western now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm

By Danielle Hicks

EMBRACING EQUALITY: Female directors at Vistry Western

International Women’s Day on March 8, provides the perfect opportunity to highlight achievements and #EmbraceEquality - the theme for 2023 - and one business that’s celebrating change this year is Vistry Western.

In the last 12 months, the region - which builds Bovis and Linden properties in South Gloucestershire, Bristol, North Somerset, Somerset, Wiltshire, and Wales - now has an equal ratio of male and female directors, with a newly appointed female managing director at the helm. Emma Colin, 38, is responsible for 142 employees and is joined on the board by Rachael Humphreys, regional land director; Sarah Sperring, regional customer service director; and Sue Scholfield, regional sales and marketing director, who also won the national Housebuilder of the Year Star Award in 2021.

Emma said: “International Women’s Day is important as it enables us to take a step back to reflect on our successes and review how we can make improvements to ensure our place of work is inclusive and provides equal opportunities for all. I’m proud Vistry Western has an equal number of male and female directors.

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“Having a balanced board provides different perspectives; we’re constantly learning from each other and it’s wonderful to see these different approaches having a positive effect on the working environment. In this day and age, having a balanced workforce should be the norm but in construction that is not the case.

“34 per cent of all of our employees at Vistry are female, compared to the industry’s 15 per cent average, but there’s still a lot of work to do to ensure we attract and retain a more diverse workforce. I feel the responsibility to call out behaviour, showcase best practise and be open about any struggles, so we can help spread change.”

Vistry places a strong emphasis on addressing imbalance and has an active Diversity and Inclusion working group and committee, which promotes equality and represents minority groups throughout the business.

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Emma added: “It’s great to see change happening. On the last site visit we held for UWE Bristol, we were really encouraged to see two thirds of the building surveying students were female.

“I’m really excited about the future at Vistry and will continue to champion change by encouraging more women into the industry - it’s a brilliant, dynamic place to work. This year, the western region will deliver over 500 properties across a range of developments, including large dual-branded consortium sites, joint venture schemes, and our first development in Wales.”

Ways Vistry Group has implemented change:

  • Between 2021-2022, Vistry promoted 11 females into director posts across the business.
  • Supported the use of the agile working policy to enable hybrid working.
  • Joined the ‘Women into Construction’ organisation, which has helped recruit women into all roles in the business.
  • Run events hosted by the ‘Women’s Network’ to promote the profile of women in construction.
  • Delivered recruitment training, which included the topic of ‘unconscious bias’ to support fair and consistent recruitment practice.
  • Analysed data on progression and pay gaps, particularly in light of the impact of covid, and produced action plans.
  • The company’s maternity leave policy has been reviewed and improved and the menopause guide sets out the support available to employees.

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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?

appoint women to traditionally male roles

create training and apprenticeship programs

commit to gender equality in hiring practices

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

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

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

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

appoint women to traditionally male roles

create training and apprenticeship programs

commit to gender equality in hiring practices

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

**Economic and Industry Benefits** Increasing female participation in crane operation and construction delivers substantial economic and industry benefits.

**Economic and Industry Benefits** Increasing female participation in crane operation and construction delivers substantial economic and industry benefits.

**Economic and Industry Benefits** Increasing female participation in crane operation and construction delivers substantial economic and industry benefits.

Achieving gender parity could add $20 billion to $40 billion in GDP for New Zealand by 2030, according to a Champions for Change report, emphasizing the economic value of targeted interventions such as childcare support and education programs for women in high-growth sectors .

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Rochester wins a national award for innovative diversity program

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ROCHESTER, Minn. - The City of Rochester won a national award for its work on economic development for BIPOC women in the community - which stands for Black, Indigenous, and People of Color.

The National League of Cities gives four national awards each year, and this year Rochester won the Cultural Diversity Award for it's progress in establishing careers pathways for BIPOC women.

This award recognizes the city, co-designers, and community partners for their work in the diversity, equity, and inclusion spaces.

Tied in with the $1 million Bloomberg Grant the city won earlier in the year, the co-design approach the city is taking ensures that BIPOC women are apart of the decision making process from start to finish.

The grant money will be dispersed this spring and will go towards getting women trained in their field, finding daycare for children, and adapting work places so women feel comfortable and confident.

"Adapting work places so that their work places are places women like to work, as well as educating women in whichever of the many fields and careers there are in construction and built environment, letting them select and then trying to find cohorts of women so they can not be alone - that singleton - they're going to be working with other women on sites together," said Mayor Norton.

Mayor Kim Norton says getting BIPOC women in the door for jobs and careers is just the start.

"Not only do we want women in the workforce, we also want women to be able to consider starting their own businesses  - so it's also about entrepreneurship," said Mayor Norton. "Starting a business once you understand the construction industry and find your niche - to be able to say, 'I want to start a company and take it that step further.' So I think that will be the exciting part into the future. Once we start the ball rolling, to see businesses open up owned by the BIPOC women that we're going to start down this path."

The city has been working with BIPOC women over the last year to plan what the next steps are. Mayor Norton says in the upcoming months the planning will finally be turned into action.

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Research shows that companies embracing diversity and inclusion tend to outperform their peers, with improved productivity, innovation, and business outcomes .

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Content: Grants and funding, Manufacturing News, Queensland, Skills and training

Launching Women in Manufacturing Apprentice Awards 2024

The Queensland government is bolstering support for women in manufacturing through the launch of the Women in Manufacturing Apprentice Awards, announced during Manufacturing Month.

Nominations are now open for the Women in Manufacturing ‘Leading Apprentice Award’ and runner up – the ‘Highly Commended Apprentice Award’ for 2024 and recipients will be announced at the annual International Women’s Day Women in Manufacturing Breakfast next year.

The awards seek to celebrate Queensland’s leading female apprentices who demonstrate strong leadership capabilities in the workplace.

The winner will receive $10,000 and the runner-up, $5,000, with the prize money to support the winners with the cost of items such as tools, uniforms, education or career development courses.

The Leading Apprentice Award is sponsored by the Department of Regional Development, Manufacturing and Water, and the Highly Commended Apprentice Award is sponsored by Manufacturing Skills Queensland.

The Awards are seeking to promote the strength of women in manufacturing, but also help attract more women to this incredible industry.

Minister for Manufacturing, Glenn Butcher, said that diversity leads to resilience, lower turnover and better results and outcomes for businesses.

“It’s a win for everyone,” he said.

“We know our manufacturers are busy and need more workers. We want to grow the number of women in the manufacturing sector because we know that it is crucial to seeing more businesses grow and thrive,” Butcher said.

One manufacturer who is leading the way in increasing women in their workforce is steel supplier and manufacturer, BlueScope Steel.

General manager people Australian steel products, Rebecca Roberts, said that the company has seen a cultural transformation in their workplace.

“We have seen a cultural transformation in our workplaces where representation better reflects the communities in which we live, work and operate.

About 30 per cent of BlueScope’s manufacturing workforce is women, which they attribute to proactive employment diversity policies.

BlueScope is committed to maintaining a 40 per cent gender balanced Board and executive team and driving increased representation of women across all levels of the organisation.

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Woman breaks gender barrier to operate Hyva

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

Statesman News Service | Bhubaneswar |

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

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

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

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

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

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

**Long-Term Career Trajectories and Advancement** Women entering crane operation and construction are finding opportunities for advancement and long-term career growth.

**Long-Term Career Trajectories and Advancement** Women entering crane operation and construction are finding opportunities for advancement and long-term career growth.

**Long-Term Career Trajectories and Advancement** Women entering crane operation and construction are finding opportunities for advancement and long-term career growth.

The industry’s evolution from a focus on physical labor to incorporating management and technical skills broadens its appeal and creates pathways for women to move into leadership positions .

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

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

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

promote women
create leadership programs for women
professional development

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

With many experienced professionals retiring, there is a growing demand for skilled workers, presenting significant opportunities for women if inclusivity initiatives continue .

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

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

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

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

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

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

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

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

**Conclusion** The shift toward greater gender equality and diversity in crane operation and the broader construction and maritime industries is driven by a multifaceted approach: regulatory reforms, targeted recruitment and training, mentorship and peer support, inclusive workplace cultures, technological advancements, and family-friendly policies.

These efforts collectively dismantle traditional gender barriers, empower women to excel in heavy machinery roles, and deliver significant economic and cultural benefits to the industry.

These efforts collectively dismantle traditional gender barriers, empower women to excel in heavy machinery roles, and deliver significant economic and cultural benefits to the industry.

These efforts collectively dismantle traditional gender barriers, empower women to excel in heavy machinery roles, and deliver significant economic and cultural benefits to the industry.

By continuing to invest in these strategies, companies can create a more attractive, welcoming, and equitable environment for women crane operators and construction workers [2f37

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

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