World-renowned feminist, journalist and activist, Gloria Steinem, once remarked: “The story of women’s struggle for equality belongs to no single feminist nor to any one organisation but to the collective efforts of all who care about human rights”.

Steinem’s sentiments resonate well with Mary Muthonia Ngure, a senior secretary at Afristar’s Signalling Department at Port Reitz Station.

At Afristar, Mary’s responsibilities include acting as a liaison between the Chinese expatriates and the local engineers and technicians, and between different departments to ensure that translation needs are identified and addressed promptly. She also prepares reports on translation activities, including progress updates and any issues encountered during the translation process.

Her job description also entails converting written documents related to railway operations and safety protocols, and customer communications from Chinese to English while maintaining the original meaning and tone.

Mary also reviews translations for accuracy, ensuring that all terminology used is appropriate for the railway context and that the translated material meets quality standards.

This means that Mary works closely with engineers, technicians and other staff to understand context and nuances in translation needs, ensuring that all translated materials are relevant and useful. She also evaluates staff performance, providing feedback and recommendations for improvements or further training as necessary.

To perform these tasks effectively, Mary had to undergo training in railway operations, including technical manuals, safety documents and engineering concepts. Also covered was training on regulatory compliance to ensure translations meet legal and operational standards.

The training also covers the basics of railway engineering, track layouts and signalling systems, not forgetting comprehensive training on railway safety standards, risk assessment, and mitigation strategies.

“Gaining recognition and useful feedback from my bosses and colleagues for translations enhances my job satisfaction. I often find fulfilment in knowing that I have produced accurate, well-received work, and have contributed significantly to my organisation”, she avers, adding that the opportunities to learn new skills and tackle diverse subject matters have also contributed to job satisfaction.

Unconscious bias

The intellectual challenge involved in learning a new language also brings about some sense of accomplishment and some level of satisfaction, she adds.

Still, women working as translators and supervisors in male-dominated fields face unique challenges, such as an unconscious bias that questions their capabilities or imposes stricter expectations compared to male counterparts.

“I have also experienced some form of difficulty integrating into a male-dominated field, limiting opportunities for mentorship and networking”, she admits.

Mary views these challenges as opportunities for growth, rather than obstacles.

In her view, a positive mind-set helps individuals navigate difficulties with determination. By focusing on personal fulfilment, professional growth, and the impact of my work.

“I believe in continuous learning through seeking opportunities for professional development, such as training in new technologies or methodologies, which keep me engaged and motivated to improve my skills”.

Historically, the railway industry is a male-dominated field. Women make up only about 16 per cent of the workforce globally, with even fewer in technical and leadership roles.

Promoting diversity

Many women are concentrated in customer-facing or administrative positions, while roles such as train drivers, engineers, and senior managers are predominantly held by men. This imbalance is often attributed to gender stereotypes, lack of opportunities for career progression, and workplace cultures designed with men in mind.

Among Mary’s proposed solutions to correct this imbalance in the sector include fostering networking opportunities for women to share experiences. Her other proposed solutions include fostering inclusivity and diversity through the promotion of gender diversity in recruitment.

Mary roots for a supportive workplace culture that involves mentorship initiatives pairing women with experienced leaders to guide them through career challenges, besides conducting training programmes to address unconscious bias and promote an inclusive workplace culture.

She also encourages women to focus on self-development, building strong networks, challenging biases, and staying resilient.

“1 would promote gender diversity in recruitment by setting targets for female representation, establish clear goals for hiring women in technical and leadership roles, and eliminate gendered language that may discourage women from applying for technical or senior positions,” Mary says, adding that she would also partner with schools, universities, and STEM organisations to encourage young women to consider careers in railways and develop mentorship initiatives.

To facilitate technology adoption, Mary roots for enhanced safety protocols, including the use of predictive analytics to identify potential safety risks.

Mary roots for the provision of staff with training on new technical terms used in the railway sector and on technologies such as AI tools.

By focusing on these improvements, long term, she contends, the railway industry can achieve greater operational efficiency, safety, and customer satisfaction while fostering a more inclusive work environment.