Women have historically been underrepresented in construction and crane operation, with industry language and culture reflecting deep-rooted male dominance; terms like "foreman" are common, while "forewoman" is rarely used, illustrating the exclusion of women from central roles .

However, a significant shift is underway as more women enter construction and maritime sectors, challenging stereotypes and demonstrating their capabilities in heavy machinery operation .

Role models such as Georgia Harper, a trainee site engineer, and Jewel Everett, the first woman lineworker at LUS Fiber, exemplify this change by breaking down stereotypes and inspiring others through their achievements and advocacy .

Technological advancements are making crane operation more accessible; for example, remote-controlled cranes developed by Skyline Cranes and Technology reduce physical demands and safety risks, potentially attracting more women by making the work environment less intimidating and more flexible .

Educational and vocational training programs tailored for women further support their entry and success in these fields .

Organizational policies play a crucial role in breaking down barriers.

Companies like Vistry Western have achieved 34% female representation by joining initiatives such as 'Women into Construction,' improving maternity leave, providing menopause support, and offering unconscious bias training to ensure fair recruitment .

Flexible work arrangements and supportive environments, including access to childcare, are also critical for attracting and retaining women .

Despite progress, women still face barriers such as gender stereotypes, physical demands, and lack of mentorship .

Addressing these requires targeted recruitment, visible female role models, and inclusive workplace cultures.

Recognition campaigns, such as the Women of Steel initiative, and leadership programs like those

Women have historically been underrepresented in construction and crane operation, with industry language and culture reflecting deep-rooted male dominance; terms like "foreman" are common, while "forewoman" is rarely used, illustrating the exclusion of women from central roles .

Title:

Content: Mitchell Technical College's Stacy Two Eagle celebrates graduation from diesel program

May 10—MITCHELL — There was a time not that long ago when Stacy Two Eagle was feeling overwhelmed.

As a single mother of four enrolled in the diesel program at Mitchell Technical College, she was facing pressure from all sides. With children ranging in age from 16 years old to 7 years old in the Mitchell School District and a challenging school program at Mitchell Tech to navigate herself, she wasn't sure if she could hold on and complete her studies.

"I know once or twice in the beginning of the second year I was talking to my oldest son. What if we just pack up and go back? Because this is hard," Two Eagle told the Mitchell Republic in a recent interview. "Figuring out money (was difficult). Figuring out school clothes. Figuring out whatever. I did one year, it will be OK."

The doubt was real, but it was then gone in a flash.

"We were both sitting there, and it was, 'No, we're going to finish.' Because there's always going to be something in your way. You just have to be determined and know what you want and figure out how to get it," Two Eagle said.

Two Eagle was determined, and she knew what she wanted. She had come from Two Strike, South Dakota, on the Rosebud Indian Reservation to obtain a degree in diesel technology, hopefully leading to a new career and a bigger and better world for her and her kids.

She completed that task Friday when she crossed the stage at the Corn Palace to receive her associates degree.

It was a big moment for Two Eagle, who had attended Black Hills State University out of high school, where she studied subjects like chemistry and early childhood education. But like many freshmen, she lacked focus and jumped from one discipline to another looking for a good fit. She changed her major several times, but never finished school.

At age 24 she had her first child and her life was changed forever. Following a divorce, she continued to raise her four kids and support them. Eventually, she found herself working with a construction crew, where she learned how to operate heavy machinery like loaders and scrapers. It was after she had gained some proficiency on the equipment that she decided to return to the academic world.

She learned about the diesel technology program at Mitchell Tech through research on the internet. It sounded intriguing, and the program boasted a 100% employment placement rate for students following graduation.

"I started wanting to know more about the equipment and what makes it run and how I could learn more," Two Eagle said. "I just started searching for places that had a diesel program, and Mitchell Tech was the one that came up. And then I was looking at the employability after school, and that's what intrigued me."

She would return to school as a non-traditional student, defined as students over the age of 21. According to Mitchell Tech, 12% of 922 students classified under on-campus enrollment are non-traditional.

It was a new opportunity for Two Eagle, who admits she was nervous about the challenges ahead but soon jumped on board.

Two Eagle enrolled at Mitchell Tech in 2022, and for a time during her first year she was unable to find a good housing option. So she left her kids in the care of family members back home and lived out of a hotel in Mitchell during the week. When the week was over, she headed back to Two Strike where she would reunite with her children for a couple of days before returning to Mitchell the next week to continue her studies.

She multitasked to keep up, combining tasks like studying with watching her son's football games.

Eventually she found a housing option in Mitchell that would allow her and her kids to be together under one roof. The kids — sons Morrigan, Gideon and Milo and daughter Grace, now ages 16, 13, 11 and 7, respectively — were enrolled in the Mitchell School District, and Two Eagle continued with her studies at Mitchell Tech. Their situation was improving, even if it was still a big life change for everybody.

"I was driving back and forth for a while until I found a place. So it was hard. Very hard in the beginning," Two Eagle said. "And it was hard because we were used to wide open spaces and were used to family being right over the hill, so it's different. It's an adjustment."

Despite the differences, Mitchell afforded opportunities they wouldn't have had back home. There were expanded opportunities for the kids in the school district, and far less hours spent on the road driving back and forth.

As the kids dived in and embraced their new school district, Two Eagle did likewise with her work at Mitchell Tech. While a keen study of subjects, the diesel program provided plenty of challenges for her, though she credits instructors like Joel Rassel and the hands-on learning nature of the program itself with helping her stay the course.

The courses were engaging, and in some cases fun. When students were allowed to bring in personal repair projects during her second year, she brought in her dad's old 1996 Ford diesel pickup to see if she could get it running again. It had performed recent duty back home as a "lawn ornament," according to Two Eagle.

After diagnosing the problem, a part was ordered and installed by Two Eagle. The truck has since roared back to life, and her dad, who has overcome medical challenges recently, was expected to see it running when he arrived in Mitchell to attend Two Eagle's graduation Friday. Other family members have asked for video of the truck starting up through their online group chat.

Two Eagle was used to working in a male-dominated field from her experience as a heavy equipment operator, but it was important to show her kids that she could perform just as well as the men in an academic setting, as well. She found support in the program despite being a woman and a little older than the traditional students, most of whom were just out of high school.

"I felt like I had to show my daughter how it can be done, because I'm entering a mainly male field. That's (also) how it was when I was operating heavy equipment," Two Eagle said. "Even as an operator, you face some pushback from the men because they don't think you can do everything that they can. I had to show my daughter that women can do anything men can do."

As her second year at Mitchell Tech inched closer to conclusion, she began to see the light at the end of the tunnel. Her goal was in reach, and after several attempts that came up short in the past, graduation was suddenly right around the corner.

It was a big moment for her. She was proud to finish the program for herself, but even more so for her children. A better job means better pay and better opportunities for her kids, and showing her daughter that a woman could succeed in a field traditionally dominated by men was important as well.

Her emotions bubble to the surface thinking about their journey — the drives and long nights, the studying, the time management, the tests and family health issues all added to a weight on her shoulders. The budding diesel mechanic even had to deal with personal vehicle breakdowns. Her kids had sacrificed for Two Eagle's goals, as well, uprooting to a new town hours away from their friends and family and navigating the halls of a new school system.

But they all made it work, Two Eagle said, and that made her graduation as much a celebration of them as it is of her.

"I wasn't going to uproot my kids and take them away from their grandparents for nothing. We have to finish. I'm taking them all out of school (Friday) so they can help me get ready (for graduation). This is their degree more than it's mine," Two Eagle said, her voice cracking.

With graduation complete, Two Eagle has options she did not have before. Diesel mechanics are in demand across the country, which gives her a chance to find work practically anywhere.

For the moment, however, she wants to celebrate the achievement with her friends and family.

Following graduation on Friday, Two Eagle and family were expected to head home and reconnect with friends and loved ones. A bonfire is planned, great for roasting hot dogs and smores. The four kids still have a week left of school left in Mitchell, so they'll come back to wrap up the school year, but after that Two Eagle will ponder her choices. It will even make for a memorable Mother's Day, which is Sunday, May 12.

She doesn't rule out an eventual return to Mitchell. The family has grown fond of the community over the last two years, treating it as somewhat of a home away from home. And the Mitchell Tech campus could even host another member of the family in the future, with her oldest son interested in welding.

Knowing the support she received there and the affordability of the program compared to some of her past educational ventures, she has experienced firsthand the benefits of studying there.

"I told him, if you come back you won't feel homesick. It will feel familiar to you and you'll be able to finish. I think that's what gets a lot of kids when they first get to school. They get homesick and miss their family, but at least here they'll have some memories," Two Eagle said.

But those are decisions for down the road. For now, the goal is to celebrate and relish the doors that have been opened to her and her future. Through all the long nights of driving and studying, balancing the schedules of an entire household of people going to school all the while dealing with unexpected challenges that life can throw, she finally did it.

She finished.

"I can't even verbalize how excited I am. I honestly thought I would give up at some point because of how hard it was. There were so many struggles," Two Eagle said. "(But) there's always going to be something in your way, so the only thing you can do is to do it."

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

However, a significant shift is underway as more women enter construction and maritime sectors, challenging stereotypes and demonstrating their capabilities in heavy machinery operation .

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

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

Role models such as Georgia Harper, a trainee site engineer, and Jewel Everett, the first woman lineworker at LUS Fiber, exemplify this change by breaking down stereotypes and inspiring others through their achievements and advocacy .

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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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.

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

Technological advancements are making crane operation more accessible; for example, remote-controlled cranes developed by Skyline Cranes and Technology reduce physical demands and safety risks, potentially attracting more women by making the work environment less intimidating and more flexible .

Title:

Content: Back To Work: The Challenges Faced By Women & Creating Opportunities

by | June 8, 2022, 17:11 IST

Image: Shutterstock

Workplaces and work-culture has evolved and changed drastically in the last few years. The Pandemic especially has shown the world several new ways to work. Work is no more just a means of survival, it has become a means of independence, creativity and freedom. And with this evolution of the work-culture we also see more and more women stepping up. So, what does this post-pandemic, new era work-culture mean for women? shares Nishita Lalvani, senior manager for Indeed India and SEA.

Nishita Lalvani

What Has Been The Impact Of Covid On Women In The Workforce?
The pandemic has had a wide-ranging impact on work, labour trends and hiring. We recently conducted a study on ‘Women rejoining work post-Covid-19’, to understand the impact of the pandemic on women workforce. The findings suggested that the pandemic has enabled more favourable conditions for women to re-enter the workforce. The primary reason for this is the rise in remote/hybrid work and companies being open to flexible hours.

Only 10% of women seem to favour working from office. Majority of women lean towards work-from-home arrangements or hybrid mode of work. Employers too seem to take on the same path. Employers acknowledge the benefits of such work-from-home or hybrid work arrangements. Around 75 % employers believe that remote/hybrid work models are conducive for women in India. While initially many women did have to quit work during restrictions due to the pandemic, the subsequent flexibility and option of hybrid work proves promising to bring more women back to work.

Are We Seeing A Majority Of Women Wanting To Return To Work Post A Break, Maternity Leave Etc?
We are definitely seeing more women wanting to return to work post a break. Taking a professional break for women usually entails taking time off for maternity leave or stepping away from work to care for children. More than half the women we surveyed are rejoining the workforce. These include the women who quit their jobs before and during Covid. While maximum women in the Automobile sector were willing to rejoin work, Manufacturing, and Construction and Real Estate also saw women returning.

Image: Shutterstock

What Are The Challenges That Stand In The Way Of Women Returning To Work – Family Responsibilities, Pressure?
There are several factors that are deterrents for women who wish to rejoin work. Women face a battle on two fronts – managing work at home and combating gender bias at work. Female employees often have to quit their jobs to take care of family responsibilities including childcare. Health concerns and maternity leave are the other reasons. Additionally, women continue to face non-inclusive behaviors at work. Overworking or working night shifts have significantly increased their workload. Many also say that they face regressive attitudes from employers. Not being considered for promotions and not being given challenging work has set women back too.

A significant proportion of employers agree with the view that female employees quit their organizations over the last two years because of family responsibilities. Many admit that that lack of recognition by the management was a significant factor in causing women to quit, and there are few who believe health concerns were the reason.

Image: Shutterstock

What Are Some Initiatives Or Programs That Employers Can Undertake To Get More Women Back?
Our report shows that women who are returning to the workplace expect organizations to facilitate their transitions to work following rejoining. 42% of those who we surveyed would want their organization to have up-skilling/ reskilling programs, and 30% would like re-entry programs. Moreover, they would like facilities for flexible/remote working to ease into work. On their part, employers are beginning to understand the barriers to re-entry and are promoting suitable programs meant to ease the transition for women. Employers are focused on providing returning women with manageable workloads and adequate facilities for flexible/ remote working. While 19% of the employers we surveyed also have up-skilling/ reskilling programs to equip women with the necessary competency, only 4% provide re-entry programs. This is an area organization can focus on to enable a smooth transition for women employees.

How Can Employers Combat These Challenges To Create A Culture Of Acceptance Of Women Returning To Work?
One of the ways in which employers can do this is by introducing flexibility in working hours or work location. The pandemic has proven the need for organizations to move toward a culture that accommodates the personal lives of employees, essential in enabling more women to work again.

Similarly, it is important for organizations to weed out biases at every level. Sometimes the leadership sets lofty goals, but managers may reject candidates based on gaps in their resumes. Hence, standardized protocols, sensitization sessions and programs are key in ensuring that not only are women returning after breaks are hired but are met with acceptance at the workplace.

Also Read: Unconventional Career Choices For Those Looking For Ideas
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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?

Educational and vocational training programs tailored for women further support their entry and success in these fields .

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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?

create training and apprenticeship programs

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

educational programs
inclusive policies
vocational training

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

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

educational programs
inclusive policies
vocational training

Organizational policies play a crucial role in breaking down barriers.

Companies like Vistry Western have achieved 34% female representation by joining initiatives such as 'Women into Construction,' improving maternity leave, providing menopause support, and offering unconscious bias training to ensure fair recruitment .

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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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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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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?

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commit to gender equality in hiring practices

Flexible work arrangements and supportive environments, including access to childcare, are also critical for attracting and retaining women .

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How Construction Leaders Can Build A Better Future

Josh Thompson is the founder and leader of Thompson Exterior Services, a construction and building maintenance company.

When used for the greater good, construction has the power to build communities, perpetuate lifelong careers and help those in need. It is evident if you look around that as the world evolves, construction is evolving right alongside it. Construction today is so much different from the industry I entered almost a decade ago. Some of these changes have affected the way things are done in both a positive and negative manner; however, there have been some exceptional changes that have changed the industry for the better. There are a few different zones where I think these innovative changes can best be seen: green construction, increased diversity and community building.

As entrepreneurs and global citizens, it is our responsibility to assure that we are doing the best we can to give back to the environment and our communities. Finding ways where our work can minimize issues like climate change and inclusivity while simultaneously bringing people together will help make the world a better place for future generations.

Green Construction

While people have probably heard about solar panels, there are a ton of new green construction technologies entering the field. From green insulation to electrochromic smart glass to cool roofs, the way we do construction is changing. These technologies are creating ways to build structures without lessening harm to the environment. Many of these technologies not only benefit the environment but also directly benefit people. For example, standard fiberglass insulation contains components that can be harmful to human health; green insulation, on the other hand, is not only made from recycled materials but takes away hazards to our health. Construction companies and their leaders should look into the use of green technology in construction since it can help lead to a more sustainable construction industry.

Increased Diversity

In 2021 87.9% of those in the construction industry identified as white. This statistic will likely change in the near future as the United States labor force becomes more diverse. Especially as labor shortages are seen across multiple industries, construction will have to look past their usual contingency to find more workers. I can say, both based on my personal experience and on research, that diversity can really benefit the industry. You can learn so much from those who work with you, and the varying backgrounds are especially helpful when you need to analyze an issue from a different perspective. Experiences build a person, and each one of my employees has an experience that differs from one another as well as my own.

A Boston Consulting Group (BCG) study found that diversity helps to increase innovation in a company. Diversity coupled with inclusivity, according to a Cloverpop study, can help improve team decisions by 60% and business decisions by 87%. With changes in the makeup of the United States population, construction will need to become more diverse to continue innovations and stay with the times.

There are a few ways that the construction industry and its leaders can continue on the path to increased diversity. The first step is to review company policies and make sure that they do not conflict with the goal of increased diversity. Once the company policies and procedures are in order, there are a few more steps that a company can take. One is to reduce language barriers. This includes offering training in a language that an employee is most comfortable and fluent in. It may also include incorporating more visuals in training to reduce the amount of English needed to understand concepts. Another step that construction leaders can take is to build partnerships with other minority-owned businesses.

Community Building

Construction is a building industry both literally and metaphorically. In construction, we build buildings, but we also build communities that involve much more than just concrete structures. When correctly implemented, there are many ways that construction can positively impact our community.

For example, new roads and frequently maintained buildings can help boost the economy of an area. New construction in an area can mean new jobs. Certain types of construction can also be extremely beneficial to a community and bring or revitalize vital buildings such as schools and hospitals. Construction thus has the potential to help many underserved communities. Leaders should work to ensure that when they take on a job, it is for the benefit of the community.

Although most of the outlined topics are specific to entrepreneurs within the construction industry, many other business owners can implement this three-step plan in order to positively impact their careers as well as the people around them. Always look for green options and alternatives when possible. Surround yourself and your team with diverse people with different backgrounds, and then lastly, remember to always build up the community around you.

Entrepreneurs help pave the way to the future, so it’s important to learn the fundamental tactics and best areas to focus your resources in order to build a better tomorrow.

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Content: InYourArea Community

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.

Get all the latest news, updates, things to do and more from your local InYourArea feed.

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 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?

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?

Despite progress, women still face barriers such as gender stereotypes, physical demands, and lack of mentorship .

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NAILING IT

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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Content: Breeding Innovation: How Broadband Can Help Diversify the Workforce

A broadband industry full of technicians from diverse backgrounds can become a future broadband industry with diverse leadership.

Closing the digital divide has never been more within our reach. Armed with a historic $65 billion in federal funding and over $86 billion in private investment since 2021, the broadband industry is driving toward the national goal of universal access and affordability by 2030. Once every corner of the country is connected to modern communication networks' economic, educational, medical, and social benefits, we could see a new renaissance of innovative thought and societal contribution. Imagine all the problems we could solve!

But first, the broadband industry needs more workers.

To meet the rising demand for installation and repair, the Brookings Institution expects companies will need to create and fill 12,000 new roles in addition to the 36,000 existing positions they will need to expand. While low unemployment rates and stagnant wages suggest a worker shortage, one study by the U.S. Bureau of Labor Statistics found major underrepresentation of women and people of color in the broadband industry: Only 4.5% of 155,000 telecommunications/radio equipment installers were women; 10.5% were Black.

What better opportunity to diversify the broadband workforce and pave the way for greater innovation, representation, and inclusive decision-making to create more solutions that positively impact more people?

Understand the Benefits and Spread the Word

The best first step to diversifying the broadband workforce is for leaders and hiring managers to understand why diversity and inclusion are in everyone's best interests. Diverse perspectives in a conversation lead to more innovative solutions for more problems that consider different groups of people. Diverse decision-making on a product or engineering team, for example, could result in the launch of new products or services that broaden a company's reach to more consumers. Inclusion also keeps workers on a team.

Diversity of thought in decision-making can be a competitive advantage, but according to McKinsey research, the winners reaping the most benefits from diversity and inclusion initiatives are the companies that push for bold action and systematic, business-led approaches. The best-ranked organizations in gender diversity at the executive level were four times more likely to earn greater profits than those at the bottom of that list. The worst-ranked organizations in gender and ethnic diversity were 27% more likely to earn fewer profits than all other groups.

When company leadership acknowledges and embraces the benefits of diversity, it becomes easier to spread that through the team. On my path to becoming a female CEO in a male-dominated industry, I started to pay much more attention to the inclusion of women. I kept track of their development and observed their distinct approaches to being women in a technical field. This awareness in leadership across more diverse groups can result in policies that recruit and retain a more diverse workforce and demonstrate leadership's willingness to drive diversity through action.

Ensuring Inclusion

Broadband companies should review their company policies and find opportunities for greater inclusion. Include employees from diverse backgrounds at all stages of recruitment and hiring and develop mechanisms to evaluate diversity in those processes. Look for language in the job description that might imply potential biases toward or against a certain group of people and adjust it to be more general.

Attend job fairs and conferences that focus on underrepresented communities. Partner with educational institutions or diversity-focused organizations to recruit from a broad range of communities and age groups. We have worked with several companies that recruit workers from among landscapers, carpenters, and other skilled craftspeople who work well with their hands and often make great broadband technicians.

Once we hire for diversity, then we need to demonstrate our commitment to providing a safe environment that supports and nourishes it. Establish spaces and platforms for conversation around diversity so employees can connect, share experiences, and shape a more inclusive workplace. Encourage employees to develop diversity initiatives or networking opportunities and bring them to the table to propose for implementation. Make diversity a part of the team effort and empower employees to bring their full, authentic selves to work.

Educate and Train

One eligible use of the $42.5 billion in the Broadband Equity, Access, Training and Deployment (BEAD) initiative is training and workforce development, making diversifying easier. Unlike other career paths that require years of expensive education, broadband jobs need people who know practical skills they can easily develop through hands-on training. We can draw employees from a much larger talent pool by creating a pathway to gain the skills and experience required for their role.

Make employees aware of training and career development opportunities and actively encourage workers from diverse groups to apply. At our company, we developed Clearfield College — a three-part program of self-learning, instructor-led courses, and hands-on work that team members can complete at their own pace. We ensure we have diverse trainers so everyone can see themselves represented. One of our best instructors is a woman. Having both her and myself as a face representing the company allows more women from diverse backgrounds to envision themselves rising to success in a male-dominated field.

Broadband companies can seek partnerships with public institutions, schools, colleges, and vocational programs. Offer internships, apprenticeships, and mentorship programs as alternative pathways to career development. I'm a member of the Fiber Broadband Association's Women in Fiber committee, which has a program that connects women new to the industry with mentors in fiber leadership. These connections provide valuable learning experiences to mentees and prepare them for potential leadership opportunities in the mentor's company.

At the end of the day, the ways we best go about diversifying the broadband workforce are no different from diversifying the workforce in general. The difference is the result. A broadband industry full of technicians from diverse backgrounds can become a future broadband industry with diverse leadership. The work we do now to embrace diversity as an advantage can encourage technological and communications advancements that solve more of the world's problems. Diversity in broadband is how we breed innovation.

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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?

Addressing these requires targeted recruitment, visible female role models, and inclusive workplace cultures.

Recognition campaigns, such as the Women of Steel initiative, and leadership programs like those