Rationale

Along with the promotion of women in any area of employment is the sensitivity of the maritime industry with the needs of women.

It is with this concept, that the study was developed to address women’s concerns in the various sectors of the maritime industry.

Research Objectives

1.       To establish the demographic characteristics of women executive according to the sector they belong to in the maritime industry.

2.       To determine the reasons that influence their career choices.

3.       To determine the personal attributes that helped them succeed professionally in the maritime industry, their career aspirations work expectations and work commitments.

4.       To determine the problems encountered by professional woman in a male-dominated work environment.

Methodology

A pre-survey was developed and sent to private and public agencies in the maritime industry to determine population data of women holding top management position.  The list was taken from the Philippine Maritime Directory 2000 of NMP.  Based on the results of the pre-survey, there are only few women holding top management positions in the different sectors of the maritime industry, hence, purposive sampling was used in the selection of respondents instead of proportionate stratified sampling.  Data gathering was conduced through sending of questionnaires to identified women executives of each sector by fax, e-mail or post office mail.  Retrieval of completed questionnaire was done also through any of the three means of communication mentioned.

Findings

Among the most considered by women shore-based sector of the industry as an area for employment and career development are the manning/ shipping companies, schools/ training centers and maritime-related agencies.

Based on the findings of the study, women executives in the maritime industry in the Philippines are at their prime age, between the ages of 36 ad 55 years old, highly educated (69% have taken post graduate degrees), many (36%) occupy management position in Operations, and Administration and Finance (32%), and 31% are occupying top senior management position.  Majority of he women executives balance career and family obligations:  64% married and 74% have children.  Majority (53%) of the respondents have been in the maritime industry for more than 16 years.  Employment records shows that they are highly mobile (77%) hence many (57%) are still new or less than 5 years in current employment.  Most women (47%) rose from the ranks but the highest position earned is one or two levels away from top senior management position.  There were also some (18%) who were promoted through lateral entry.  Criteria used in qualifying for a position in this sector are their knowledge, skills in management and previous experience and exposure in the industry.

Given the above profile, the women executives in the shore-based sector of the Philippine maritime industry show similar characteristics with those in other corporate leadership.

Usually, the common reason in applying for work is the opportunity offered by the job regardless of area for employment (16 or 22%) and the influences of family members who are with the industry – seaman husband, brother and relatives for both respondents from Manning/ Shipping Companies and Maritime Schools/ Training Centers (11 or 15%).

The maritime industry, a sector typical for males, requires workers to be highly competitive, flexible, goal and output-oriented, hard worker, has the initiative and can withstand the demand and pressures of the job.  Women who intend to join the workplace must meet the identified conditions or the required traits necessary to develop a career in this sector.  As exhibited by the respondents in Manning/ Shipping Companies, women who survive in this sector must possess traits of an entrepreneurial manager – show high need for achievement, risk-taker, tolerance of ambiguity and in solving problems, aggressive, innovative and business oriented.  Likewise, traits commonly displayed by the respondents from Maritime Schools/ Training Centers and Government-related Agencies are conscientious and service-oriented.

Job functions of the three sectors are similar in nature except that it differs in the cope of work and responsibilities due to the nature of the workplace.

Respondents considered themselves efficient and effective in the area of management.  However, with the demand of international standards in the maritime industry, the skill gap that needs to be addressed is their technical deficiency.  Although they tried to address the problem by attending related trainings and seminars still this can’t be accounted for as an effective performance in the technical aspect.  Many respondents considered that they are not equipped to handle technical aspect because of their academic preparation or lack of maritime education.

The career aspirations of the respondents are focused in providing their self-worth in the maritime industry vis a vis their expectation of their contribution in the development and enhancement of the maritime manpower (seafarers) and the maritime industry, in general be acknowledge.

The problems encountered by the respondents in the workplace revolve around gender issues particularly stereotyping of roles and male misconceptions on women’s capability to do work.  These problems are traditional in nature and are culture bound that pull down the career growth of women.  The notion of most male that women must take greater share in domestic responsibility conflicts with the current trend of enhancing women’s potential to contribute to national development.  However, with these many gender issues challenges the women to further strive hard and compete with males in areas of employment of higher responsibility.

Recommendations

Based on the findings of the study, the following recommendations are proposed.  These were grouped into sectors of the maritime industry.

Manning/ Shipping Sector

⇛       Along the line of women development in the maritime sector, women with potentials and excel in position of leadership must be encouraged and given the opportunity to strengthen their qualifications for upward mobility.  Programs should be developed that will help them move along, giving high visibility assignment and offering them opportunities for line management to prove their capability.

⇛       While there have been changes in the employment policies in the workplace, promotion of gender equality remains to be slow.  In order to encourage more women to advance their career and aspire for a higher position, problems/ gaps in the workplace should be addressed and minimized if not totally eliminated.  Problems on stereotyping, discrimination and male misconceptions on women’s capability in handling high responsibility job should be given attention and focus.  This can be done through promotion of Gender and Development programs and gender mainstreaming.  Gender mainstreaming can be one method of overcoming institutional biases.

⇛       Top managers particularly male executives should be encouraged to attend Gender and Development trainings and participate in related activities for greater awareness on women’s rights and privileges.  Men must be integrated fully in discussions regarding gender mainstreaming and encouraged to discuss the role of men as advocates for gender equality and advancement of women.

⇛       Reexamination also of skills gap would likewise answer the management deficiency of women particularly in the technical aspects of the industry.  They should be encouraged to attend and participate in technical trainings and conferences particularly on maritime trends and international requirements and standards.  With these gestures they can be as competent as other male executives.  Conditions set in gaining top management position especially to women who are not the owner of the agency must be dismantled and provide a chance to women of high qualification and potential to assume high responsibility position.

Schools and Training Centers

⇛       In response to the Res. 14 of the 1995 Amendment of the STCW Convention, schools and training centers opened their doors to women.  The breakthroughs of women in maritime education will enhance their knowledge and prepare them to handle technical position in the industry in the future.  Relative to this, greater participation of women in this sector should be encouraged to complement the talent pool of women holding position in shore based employment.

⇛       In addition, since employment of women in the maritime sector is encouraged particularly in shore-based employment, the women must also be developed along the fields of maritime law, economics, research, insurance, shipping business, supervision and administration, and other sectors of the industry where women may excel.

Maritime-related Government Agencies

⇛       The Commission on Higher Education (CHED), being responsible for human resource development may initiate policy changes and undertake Gender and Development thus integrating gender concerns in the curricular program.

⇛       Since stereotyping and male misconceptions of women’s capability exist in the maritime industry, policy makers should pursue the implementation of the existing policies designed to promote equality in employment opportunities and in the elimination of any gender and sex discrimination among the workers.

⇛       There are major laws and Presidential directives in support of women’s welfare and rights, and also programs on Gender and Development which must be implemented and observed in any organization.