279
1 INTRODUCTION
There have been made increasing efforts to gain an
awarenessofhumanelementissues.Andalso,efforts
were made to gain awareness on gender issues in
shipping and on the increasing role of women
seafarers.
Undoubtedly,acompetitivemaritimecompanyis
theone thatclearlystates themission
ofreflecting a
serious commitment to provide qualitativetransport
activities and has the ability to adjust rapidly to
client’s needs and opportunities providing
competitive navigation. Yet, a competitive maritime
company should also have the ability to resonate to
globalsocietalnecessitiesinthemaritimesector.
Many maritime companies are concerned
in
developing‐and communicating more or less loud,
responsiblecampaignstowardssocietalneedsoutside
theircompanies.Forexample,theywouldcommitto
urgent medical cases; would offer sponsorships for
educational institutions, conferences, forums and
fairs;wouldplanttreesorsupportthedisadvantaged.
Such actions are very fine and much needed in
the
society.Butsometimespeopleneedinghelpmightbe
closer than expected. Namely, can be the case of a
maritime companies own employees: seafarers and
crews that bring back direct return to the company.
Seafarersareaffectedbyseverallabourissuesandone
ofsuchissuesisincludedunderthe
largeumbrellaof
gender stereotypes. Maritime companies would
probably need to start social responsible campaigns
Women Leaders in Shipping as Role Models for Women
Seafarers
C.Dragomir
ConstantaMaritimeUniversity,Constanta,Romania
A.M.Baylon
M
aritimeAcademyofAsiaandthePacific,Bataan,Philippines
N.T.Azirh
RegionalMaritimeUniversity,Accra,Ghana
A.Leon
UniversitatPolitecnicadeCatalunya,FacultatdeNàuticadeBarcelona,Spain
ABSTRACT:ThisarticlepresentsapartofthequalitativeresearchresultsfromtheGECAMETinternational
academic study on gender issues in shipping. One of the aims of GECAMET research represent the
understandingofhumanfactorsconsideringgenderequalityandculturalawareness
issuesmetintheshipping
industry.
In this paper are published qualitative results obtained through 47 structured online interviews of women
seafarersmadeintheperiod201‐2018.Thetargetgroupofrespondentswasformedbywomenleadersinthe
shippingsectorwhicharecurrentseafarerswithcareersonboard
ship.Otherdatacollectedinvolvedleaders
definedasex‐seafarersworkinginmanagerialpositionsworkingonshore.
Resultsoftheinterviewsprovideagreatsourceofinspirationalleadership.Dataobtainedisusefulforwomen
seafarersthatneedmodelsandmotivationalaidinordertojoinmaritimeeducationandmaritimeca‐reers,
and
tosurpassanyeventualchallenges.Dataisalsouseful forshippingorganizationsandMETinordertoimprove
equalandeffectiveaccessofwomentoseafarercareersonboardship.
TheresearchwaspossiblewiththesupportoftheInternationalAssociationofMaritimeUniversities(IAMU)
andtheNipponFoundation
inJapan.
http://www.transnav.eu
the International Journal
on Marine Navigation
and Safety of Sea Transportation
Volume 12
Number 2
June 2018
DOI:10.12716/1001.12.02.07
280
firstwith theirown employees,byremovinggender
barriers at women seafarer employment and glass
ceilingbarriersafteremploymentoffemale.
Maritime companies showing commitment to
genderequalityinshippingaresimplybenchmarked.
Gendering shipping is a new emerging trend of
benchmark in the maritime sector, based on visible
good
examples of social responsible attitude on
solving the gender issues within the industry. The
conceptofgendering shippingdefinescompanieswho
communicate actively the voluntary implementation
ofgenderpoliciesintheirorganizationalculture.The
implementation of gender policies occur before
regulations on the topic mightshift the volluntary
approach in one
more or less recommended or
mandatoryapproach.Genderingshippingrepresentsa
supportive response of the seafaring industry, long
expected, to the empowering necessities of female
seafarers’ communities from the world shipping
sector.
This article presents one of the outcomes of
“Gender Equality and Cultural Awareness in
Maritime Education and Training” (GECAMET)
trans‐national project funded between 2017‐2018 by
theInternationalAssociationofMaritimeUniversities
(IAMU)andtheNipponFoundation.
In the GECAMET research team have jointly
contributed 10 researchers from maritime education
andtraininginstitutionsofAustralia,Canada,Ghana,
Norway, Philippines, Romania, South Korea, Spain
andVietnam.Theyhaveproposed
concretemeasures
ofgood practice for motivating women to join the
shippingsector,andinsuchregardtheresearchteam
have used their diverse and complementary
experience in assessment of shipping companies,
professional expertise regarding multicultural
(mixed)businessworkenvironmentinbothonshore
and off shore business, experience in intercultural
coaching, training and consultancy, organizational
anthropology, study of the cultural differences and
scientificexpertiseonperformanceandmulticultural
vessels.
TheoverallresearchobjectivesinGECAMETwere
toimprovetheunderstandingofhumanfactorsinthe
maritime sector, considering gender equality and
cultural awareness issues; to evaluate the economic
efficiency of
shipping companies with mixed crews;
to evaluate the effects of external requirements on
shipmanagementpoliciesregardingmodernhuman
resource management, gender equality and cultural
awareness and to evaluateholistically the role of
maritime education and traininginthe complex
relation human factors‐ shippingbusiness
environment–shipmanagementpolicies.
GECAMET
research undergone several topics
concerning management of human resources in
maritime sector, gender equality and cultural
awareness.Inthispaperarepresentedtheresultsof
the interviews made strictly on the topic Women
LeadersinshippingasRoleModelsforotherseafarers.
2 LITERATUREREVIEW
Literature on women seafarers is
scarce. Notable
input was provided by M. Zhao who was the main
researcherintheILO/SIRCstudyonseafarerwomen
commissioned by ILO in 2003. A more recent study
onthetopicwasdeliveredbyK.Pikeetal(2016)on
Gender Empowerment and Multi‐cultural Crew
(GEM).
Several dissertation master
programthesis on
this topic were conducted within World Maritime
UniversitybyH.Aggrey(2000),Jo, S.‐H. (2010) and
N.T.Azirh(2014).
Other papers were written on issues of seafarer
women of specific nationalities and on women
lecturersinshipping.
3 RESEARCHMETHODSANDMETHODOLOGY
This article presents an
overview perspective on the
maritime sector considering the gender aspect. The
objectiveoftheGECAMETstudywastoidentifybest
practices that can be recommended by Maritime
Education and Training (MET) and shipping
institutions in order to improve the situation of
womenaccesstoaseafarercareer.
The main research questions
were the following:
What MET and shipping institutions should do in
ordertoempower women in shipping?What MET
and shipping institutions should do in order to
develop women leadership skills? How can the
shared experiences of women leaders help develop
leadershipskillsofotherwomeninshipping?
The main
purpose of the study was to identify
womeninthemaritimeindustrythatarerolemodels
for other seafarers, to collect advices from such
modelsandtosharethembymakingthempublic,in
order to empower more seafarer women. Another
purposeofthestudyistoencouragemenandwomen
awarenessgenderequalityinshipping
The definition of women leaders in shipping,
considered primarily and applicable to the study
presented below within this paper,was the
following: a womanhaving seafaring experience,
regardless time/rank/sector at sea, (though is
preferable to find women seafarers with minimum
work experience of 1 month
by sea and current or
past position of officer on board ship), having
managerial positions in the maritime industry
(currently or in the past), working onshore or
offshore,nomatterthecountrysheisworkingnow.
The research methodology consisted in a mix of
methodsused,namely:
1 3 brainstorming working
sessions with academia
researchershavingdiverseexperienceonshipping
issuesand
2 1 focus group held on 12 April 2017 at
headquarters of a Romanian Maritime Education
and Training institution with 34 stakeholders of
the maritime business, including an IMO
Ambassador, an ITF representative, several
owners of shipping and crewing
companies,
female seafarers and Maritime Education and
281
Training teaching staff. The focus group has
followed the Focus Group Guide issued by the
Research Directorate‐Defense Equal Opportunity
ManagementInstitute(2015).
3 interviewswithseafarerswhichcanbeconsidered
role models for other seafarer women, out of
which,withinthispaper,arepresented47replies.
Otherresearchtarget
groupswerealsosurveyed.
Beside interviews, secondary research methods
used in our study were comprehensive literature
reviewongenderinshippingandobservationsmade
inthemaritimeindustryandMETinstitutions.
Out of the three primary research methods
enlisted above, the main research method used was
theindepthsemi‐
structuredinterview.
Research based on interviews had the following
methodology:
1 During the brainstorming sessions within the
workingmeetingsheldwithGECAMETmembers
in May 2017 and during the focus group were
collectedsufficientinformationtodesignthedraft
of the interview plan. An insightful input was
brought by an individual
researcher with
significant experience in studying seafarers
women, Ms. Minghua Zhao, who has shared an
interviewschedulepreparedforwomenseafarers
and used in her study commissioned in 2003 by
ILOandSIRC.
2 Wehaveestablishedseveraltargetgroupscriteria
to identify the profile of women leaders: woman
seafarers
with ongoing sea service and women
who had seafaring experience, regardless
time/rank/sector at sea, (though preferable with
minimumworkexperienceof1monthbysea and
currentorpastpositionofofficer onboardship),
having managerial positions in the maritime
industry (currently or in the past), working
onshoreoroffshore,
nomatterthecountryshe is
workingnow.
The interview was structured in two parts:
demographic information and core questions,
containingdiversequestionsrelatedtoexperience
on board, motivation, challenges, support and
expectative.
The demographic information part of the
interviewedpersonrequireddetailsonnationality,
age and current status: seafarer
or ex‐seafarer
currentlyworkingonshore.
Thecoreparthadthefollowing19questions:
1 Whydidyoujoinamaritimeuniversityanda
maritimecarrier?
2 Howlonghaveyoubeenonthesea?
3 What is/was your actual/ previous rank
(positionoccupied)onboardship?
4 What is/was
your actual/ previous rank
(positionoccupied)onshore?(ifisthecase)
5 Whatwasyourcareerprocess?
6 Why you decided to leave seafaring? In what
circumstances?
7 How you managed to remaininthe seafaring
industryafterquittingseafaring?
8 Whatchallengesdoyouseetoday?
9 What
adviceswouldyougivetomydaughter
whowantstobeaseafarer/modelleaderlike
you?
10 Whatchallengesdoyouseetodayforsomeone
thatwouldliketohavethesameseafaringjob
asyou?
11 Who provided your opportunity of
employment?
12 Did you receive any company
supportduring
youremploymentaswomanseafarer?
13 Whatchallengesdidyoumeetalongyourway?
14 Werethetasksonboarddifficult?
15 Describethetypeoftherelationshipsonboard?
16 Did your seafaring experience enhance your
skills?
17 Ifyouweredoingagainthesamejobon
board
ship,whatwouldyouchange?
18 What do you think your career will be in 5
yearsfromnow?
19 In order to improve the situation of women
seafarers,whatareyoursuggestionsfor:
Policymakers/governmentrepresentatives?
Shippingcompanies?
MET
Otherwomenseafarers?
Men
seafarers?
Cadets?
3 A second stage of research was pilot testing the
interview plan with several selected ladies
employedby the maritime industry. A number
ofeightinvitedpersonswereaskedtosharetheir
opinionsonthedraftoftheinterviewplan.
They had suggested reducing from 19 core
questions added to the demographic part, to a
shorterinterviewplanofmaximum10 questions,
includingdemographics.
4 After the pilot testing ended, we have
reconsidered the interview questions and the
interview plan. We have formulated new
questions focusing on action and solutions to
address the issues of women seafarers and
we
have removed redundant questions that were
intended only to discover women career issues
withoutfocusingonanysolutions.
5 The interviews were submitted by email.
Invitationstoparticipateatthestudyweresentby
email and through social communication
platforms(Facebook,LinkedIn,Whatsapp)andin
person. At this study
have participated 47 valid
participants.
4 RESULTS
Following are the results obtained within the
GECAMET study targeting seafaring women with
currentexperienceonboardvessel.
Duringthepilottest,severalreplies werereceived,
andbelowisanexampleofit:
A number of 47 valid replies were received and
are enlisted
in Table 1, with no alienation over the
spelling and no other addition or comment from
behalfoftheresearchers.
The interview included demographic questions.
Themostimportantquestionoftheinterviewrelated
tothewomenleadersinshippingtopic,was:
What advice would you give to females who want
to
pursueacareerinseafaringonboardship?
282
To this question were received 47 replies out of
which only 47 had with effective answers, as listed
below in Table 1. A second column indicated the
nationalityoftherespondentwasadded.
Table1.Repliesofwomenseafarerstargetgroup
__________________________________________________________________________________________________
Questions Whatisyour Whatadvicewouldyougive tofemaleswhowanttopursueacareerinseafaringonboardship?
nationality?
__________________________________________________________________________________________________
Nr.crt.Replies
__________________________________________________________________________________________________
1Filipino Youmusthavethecourageandstronghearttofollowyourdreamsinlife.
2Belgian Fightforwhatyoulove...
3Filipino SeafaringisaverychallengingJob.Foryoutoprevail,youmustknowyourrightsandmustknow
therightpeoplewhocanhelpyou
whenthingsgowrong.Respectcanʹtbeboughtnoritcanbe
forcedonpeople.Youhavetoearnit.Youcanstartbyrespectingyourself.
4Filipino Staystrongandbepositiveallthetime.Donʹtletmenintimidateyoubecausetheyaremen.Work
withthem
andshowyourworthaspartoftheteam
5Filipino Neverletyourgenderbeahindrancetoyourcareer.Bededicatedtoyourworkandprovethat
femalecanalsocontributetothedevelopmentofmaritimeindustrysothatmorecomanieswill
hireandacceptfemalesseafarers
toworkonboard..
6Romanian None
7Filipino Beyourselfandbebrave.Dontbeafraidtoopenupwhenyouarebeingsexuallyharassed.Know
yourrights.Fightforyourrights.Betoughonboarsanddontletotherpeopleshatteryourdreams.
8Swiss/ Haveanaccomplished
shorecareerandsomefinancesbehindyoufirstbefore thinkingofgoingto
Australian sea.Iwenttoseaafteranursingcareerof15years‐attheageof36.NowqualifiedasMaster
MarinerForeign‐goingandcurrentlysailingasChiefOfficer,worldwide.Ihavestillfinancial
depthof50ʹ000.‐frommystudytimeasIwasaself‐fundedstudentwithoutsponsorshipor
scholarshipallthewaytoMaster.
9Australian/ Lifeatseacanofferyouaphysicalandmentalchallenge.Itisacareerchoicethatcanopenmany
British opportunities.Donʹt
beafraidtobetheonlywomaninamaledominatedenvironment.Createthe
changeyouwanttoseeintheworld.
10Australian ‐
11Australia Itcanbeanamazingexperienceifyougetasupportiveandgoodcrew,ifyouwanttohavea
familyyoucan
onlydoitwhenyouareyoung,orwhenkidshavegrownup
12Australian Standstrong&workhardethically.Someonewillnoticeyouandwordwillspread.
13Australian ‐
14British‐
15Australian Beflexible,workhard,actandtreatyourselfasanequaltoencourageotherstosee
itthatway.
16Polish Beverystrong,nevergiveup,believeinyourselfandneverletanyonetellyouthatit’snotaplace
foryou.Womenarestrong,confidentandsmartanditcanbeeasilyadaptedinaseafaring.
17British‐
18Australian Youhaveeveryright
topursueyourdream.Don’tbedisheartenedbyotherpeople’sexperiences,
don’tsetyourselfasidefromyourmalecolleagues,getinthere,lifttheheavythingsandothe
dirtyjobs.letyourattitudeandyourworkspeakforthemselves,youwillencounterpeoplewho
arethreatenedby
you,Killthemwithkindness!Don’tletthesocietalpressuresofmarriageand
childrengetinthewayofwhatyouwantandmostimportantly,WEARSUNSCREEN
19British‐
20Romanian Yourknowledgeisessential!Donotletthemandecidewhatyoushoulddo!Sinceyouworkand
learnyoucanhandleeverything!
21Dutch‐
22USAIknowthingsareslowlychangingforthe better.Unfortunately,wearestillwayofffromseeing
trueequalityinthisindustry.Unlessaluckystarislookingdownonyouwiththeraredecent
captain..........RUN!!!!!Runawayfast!!!Men
stillbelievewearenothingbutadiseaseonthewater
unlesswearetheretoservicethem.Especially,ifyouarepretty.Thenyouarereallyscrewed!Sad,
buttrue.....
23British Tobeinamanʹs worldyoumusthaveagoodsenseofhumour.Donʹ
tletanyonemakeyoufeel
asifyouarelesserthanthem.Therearemanymanymenouttherewhoaresupportiveoffemales
inthemarineindustry,itʹsnotallnegative.
24German‐
25French‐
26UKDevelopathickskin
27British Youhavetobebetter,
fasterandstrongerthantheboystobeconsideredinthisIndustry
28Tunisienne ‐
29Filipino Focusonyourcareerandbestrongmentally,emotionallyandphysically.
30Filipino Bestrong,alwayspreparefortheguystoharassyousobetterlearnselfdefenseandyoumust
havean
ideawhattodoIncaseofharassment
31Filipino‐
32Filipino Seafaringisawayoflife.Ifyouwanttopursueit,besurethatyourreasonsarevaluableenough
toempoweryourmaritimeplans.Bepreparedandequippedwithproperknowledge,skillsand
attitude.Enjoytheprocess
ofmaritimejourneyitselfbecauseitbringsenlightenmentand
fulfillmentwitheverysteptowardsembracingtheexperiencesyouaresubjectedinto.Bea
passionatereaderandloveyourchosencareer.Celebrateyourachievements.Challengeyourself
anddoit.Butalwaysbalanceyourlifeandneverstopdoingwhatfulfills
youbecausehowever
smallyourpartis,youalwayscontributetoagreaterpurposeandabiggerroleofmaritime
family.Aboveall,alwaysseekGodʹswillfirst.Godbless!
33Romanian ‐
283
34Filipino Hangon.PursueyourgoalsandtrustGodandtherestwillfollow.
35Filipino Asmypreviouscaptainstoldme,ʹʹyouhavetogrowhaironyourchestʹʹmeaningIshouldbe
strongerphysicallyandemotionally.Therewillalwaysbesexualdiscriminationonboarandalot
ofphysicalwork;youdonʹthavetodoitonyourownallthetime.Itisokaytoaskforhelpbutas
longasyoucandoitonyourown,doit. Aimforthehighestpeak.
36USA‐
37Romanian Goahead
38Romanian Don’t
letanyonemakeyoufeelunworthyjustbecauseyouareafemale.
39Romanian Fightforyourdreamandletpeopleknowhowstrongyoucanbe!
40Romanian ‐
41Romanian Todoitandtobeverystrong
42USAYouhavetowork150%hardertobeconsidered
halfasgoodastheguys.But,itisgettingalittle
better.Ihavebeenluckyenoughtobeinaunionandonthesameshipforthepast7yearsandin
the16yearsthatIhavebeensailingIhavenoticedthingsgettingbetter.It
maybebecauseIam
olderandmorelikelytosaysomethingaboutinappropriatecommentsthanIwaswhenIwasa22
yearoldfreshoutofschool.Itmayjustbethattheoldermoresexistguysareretiring.Whoknows
whatitis,butthereis
stillalotofroomforimprovement.
43German‐
44HongkongeseProvideleaveorenoughresttimewhenfemaleseafarerissufferingfrommonthlyperiodpain,or
pregnant.
45American Knowyourjob,doyourjob,takecareofyourpeople.Documenteverything.Bebetterthan
everyoneelse.Be
yourself.Jointheunion.Speakupforyourselfonbehalfofotherwomen.Be
toughanddonʹttakeitpersonally.Haveastrongsupportnetworkandidentityawayfromthe
ship.Haveotherjobandcareeroptions.Joinanetworkoffemaleseafarers(likeWISTA!)andseek
out
bothfemaleandmalementors.Askearlyandoften,donʹtassumeyoucandoitallyourself.
Knowthatmostdiscriminationandharassmentwilloccuroutsidethelinesofbeingabletoreport
it‐andthatifyoudo,itʹsaveryantagonisticprocessthatwillpiteveryone
againsteachotherand
leadtolittlepositiveresolution.Besttobefierceandtrytofendoffproblemsbeforetheyarise.
Finally,cultivateallies.Youwillabsolutelyneedthesupportofmen,particularlywhitemen,to
getaheadinamale‐dominatedindustry.
46USA Iwouldtell
hertocheckoutandbecomeamemberofWomenOffshore.org.She’llfindrolemodels
andresourcesforhercareeronthewater.
47USYouhavetoLIKEtheworkondeck,intheengineroomorgalley.
__________________________________________________________________________________________________
Statistically,outoftheinitialnumberof47replies
obtainedfromwomenseafarers,15wereinvalidated
as containing no input to the question related to
advices,theywerestillconsideredasparticipatingto
the survey through providing other useful research
data.Atotalof 32replies werevalidfor
theabove
question, representing 68,085% of the total replies.
WithintheGECAMETstudy,repliesreceivedfrom
womenseafarersandpublishedinthisarticlewillbe
further compared to replies received fromother
target groups, namely: male seafarers, ex‐female
seafarerscurrentlyworkinginjobsonshoreandex‐
maleseafarersworking
onshore.
Femaleseafarersparticipantstothecurrentstudy
had the following ranks: most of them were deck
officers, more precisely 29 out of 47 (representing a
percentageof61%).Anumberof4respondentwere
ship captains (8,5%), out of which 2 were captains
on chemical tankers. The captains
were having the
following nationalities: Belgian, Australian/British,
British and Tunisian. At the study have also
participated7engineofficers(14,89%)whiletherest
oftherespondentswereratingsandcatering.
Respondents were aged between 22‐60, with
mediumaverage32,6yearsold.
Relatedtothesocialstatusoftherespondents,
32
outof47weresingleandnevermarried(68%ofthe
respondents), 7 were married (out of which only 2
were with children); one was unmarried with
children,4weredivorcedand3weredefacto.
Out of the 32 valid replies, all except one
represented motivational encouragements and
sources
ofinspirationforwomenseafarersinorderto
develop their career. Beside motivational quotes,
several useful indications were received for seafarer
women,astojoinanunion,tojoinWISTAnetworkor
WomenOffshore.orgtofindandcontactrolemodels
andresourcesfortheirseacareer.
WISTA (Women’s International Shipping &
Trading Association) is an international networking
organizationwhosemissionistoattractandsupport
women, at the management level, in the maritime,
trading and logistics sectors, while
WomenOffshore.org is an online organization and
resourcecentersupporting diverse workforceonthe
water.
5 CONCLUSIONS
In depth interviews are considered best practices
research
methodsrecommendedbytheresearchand
academic community for collecting qualitative
researchdata.Onlineinterviewsareeasilytoorganize
and flexible to participate but have the challenge of
incapacitytofollowupanswers.
InGECAMETstudyonwomenleaders,thetarget
group of respondents was formed by women
seafarerswith
currentseaservice.
At the end of our study we conclude that the
profile of woman leader analyzed in our study had
thefollowingaveragecharacteristics:hadtherankof
deck officer, had a global nationality coming from
diversepartsoftheglobe,hadamediumageaverage
of32,6years
old,aresingleandwerenevermarried
and are open to share motivational encouragements
andsourcesofinspirationforotherwomenseafarers.
284
Results of the interviews, as enlisted in Table 1,
provide a great source of inspirational leadership.
Data obtained are useful for MET personnel during
classesofmanagementofmaritimehumanresources.
Data can also be used by shipping organizations in
order to improve encouragement tools, equal and
effectiveaccessof
womentoseafarercareersonboard
ship.Alsotherepliescollectedcanbeusetoprovide
an effective gender policy implemented in the
shippingcompany.
METandshippinginstitutionsshouldcollaborate
in establishing actions of women empowerment as
conferences, training sessions and research
delivered by the academic. In order to
develop
womenleadershipskillstheMETcurriculumshould
includespecificcoursesonwomenleadership,gender
equality and cultural communication. The shared
experiences of women leaders help develop
leadershipskillsofotherwomeninshippingthrough
thepowerofexampleInvolvinginorganizationsthat
help connect women seafarers with other women in
managerialpositionsisanotherusefulwayofsharing
experience,knowledgeandusefuladvice.
The main purpose of the study was to identify
womeninthemaritimeindustrythatarerolemodels
for other seafarers, to collect advices from such
modelsandtosharesuchinputbymakingitpublic,
in
ordertoempowermoreseafarerwomen.Another
purposeofthestudyistoencouragemenandwomen
awarenessongenderequalityinshipping
ACKNOWLEDGEMENT
Thematerialsanddatainthispublicationhavebeen
obtained through the support of the International
AssociationofMaritimeUniversities(IAMU) andThe
NipponFoundationinJapan.
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