Problems Encountered by Women Seafarers On Board Ships as Perceived

by MAAP Midshipwomen: Its Implications to MET Innovations

Ms Ethel R. Capellan, M.A.T.

(Faculty, Academics Department / Librarian and Team Leader –ASEAN-EU
Project on Research Led Seminar – Workshop on Women Seafarers)

Maritime Academy of Asia and the Pacific (MAAP) -Kamaya Point

Associated Marine Officers’ and Seamens’ Union of the Philippines
Barnagay Alas- asin, Mariveles Bataan, Philippines
e-mail address: ercapellan@maap.edu.ph

ABSTRACT

This paper presents the preliminary results of the study undertaken in order to address
some issues and problems of women seafarers on board ships. This is therefore intended
to discuss the most common problems encountered by women seafarers on board ships
and the solutions to lessen or totally solve the problems mentioned. There were fourteen
(14) respondents who are all midshipwomen of the Maritime Academy of Asia and the
Pacific who painstakingly shared their wisdom in order to improve the women seafarers'
status, lifestyles and have more courage to face whatever challenges lie ahead of them.
These women cadets are automatically members of the local group of Women Seafarers in
the Academy. The insights of some maritime instructors and department heads were also
noted which the readers interested on women seafarers could ponder upon. The result of
the studies would also provide some insights that could be utilized for MET innovations.
Recommendations are also advanced which are believed to contribute on the innovations
of MET to possibly address the perceived problems and prevent them on board ships by
women seafarers.

Key words: Women seafaring profession, woman cadets, MET innovations

INTRODUCTION

The Maritime Academy of Asia and the Pacific-Kamaya Point aims of

becoming a center of Academic Excellence in the Asia Pacific Region and beyond.
One of the primary concerns of its President, VAdm. Eduardo Ma. R. Santos, AFP
(Ret), is to embark on maritime researches and linkages as well as networking with
other international and local organizations that will be essential in the fulfillment
of MAAP's vision to attain the academic excellence in MET. According to MAAP
President, “ It is through researches and building linkages that we can be
equipped with pertinent information and knowledge about development in
maritime education and in the maritime industry as well.” (MAAP Research
Agenda/ Program 2002-2011, p. 2)

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 In year 2003, the International Labour Office (ILO) in collaboration with
the Seafarers International Research Centre (SIRC) came up with a publications
2003 entitled “ Women Seafarers: Global Employment Policies and Practices”.
Commissioned by the ILO, this book was drawn on the extensive researches done
by the SIRC team. The SIRC team namely: namely H. Sampson, J, Veiga, M.
Thomas, M. Zhao and P. Belcher are the contributing authors. The book focuses on
contemporary women seafarers at a global level. It addresses a host of issues that
surrounds the working conditions and welfare of women, from both developed and
developing countries, employed aboard the world’s merchant and passenger ships.
The book also presents women participation levels in the industry, and examines
policies concerning their recruitment, training, maternity and employment rights,
and other aspects of works and life at sea. It also offers first-hand accounts from
women seafarers describing how they have dealt with discrimination, sexual
harassment, paternal disapproval and array of other difficulties.

The ASEAN-EU University Network Programme (AUNP) project that

embarked upon a research-led seminar workshop on Women Seafarers is a relevant
activity that came into reality. As a result, MAAP keeps on working and
networking with the Seafarers International Research Centre (SIRC) and other
project partners for Global Research and Networking on issues affecting the
working conditions of Women Seafarers.

The first step was the Research led workshop on Women Seafarers, which
was facilitated by the SIRC Director, Dr. Helen Sampson and Research Associate
Dr. Jaime Veiga. The Maritime Academy of Asia and the Pacific in Mariveles
Bataan hosted this activity on June 1-4, 2004. Representatives from University
Polytechnic of Catalunya (UPC), Spain, Singapore Maritime Academy (SMA),
Philippine Merchant Marine Academy (PMMA) -Zambales and the Maritime
Academy of Asia and the Pacific-Kamaya Point (MAAP) –Bataan, Philippines
have merged and participated actively on this timely activity that dealt with the
issues that relate to women seafaring profession. This activity was actively
participated by five (5) selected professionals from MAAP – the Team on Women
Seafarers or WS team namely: Ms. Ethel Capellan, Ms Janice Wakat, Ms. Susan
Murillo, 2/M Zandro Nieto and 3/M Jasmin Labarda. The activity has addressed
one of the research areas that the SIRC has undertaken important and
groundbreaking work that has the potential to inform curriculum development and
over-all maritime strategy. MAAP also shared one slot to John B. Lacson, Iloilo
City, so as to provide a co-maritime school the opportunity of global research
networking and therefore strengthen maritime research network in the country.

Following this activity was an Echo Seminar and workshop, which was
attended by 25 faculty, staff, 14 midshipwomen and Department Heads. Based on
SIRC's research that was disseminated during the echo-seminar, the participants
were also able to come up with their own perceptions and solutions to problems
and issues concerning women seafarers. MAAP has also established its local
group of women. With the support and cooperation of women cadets from all class

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levels, a midshipwoman heads this. This group has willingly participated to
improve the conditions and welfare of women on board the world's merchant
ships. In Dr. Baylon’s speech during the echo-seminar and workshop on July 14,
2004, she emphasized, to wit "being involved in the ASEAN-EU Project- research-
led seminar workshop on Women Seafarers is crucial to the Academy's effort to
create and cultivate research culture in MAAP and promote research network
outside MAAP, in line with the MAAP President call for improving MET and
maritime research networking.”

For the past five (5) years, the Academy accepted only four (4) to six (6)
midshipwomen per year. Although there were many applicants coming from the
different parts of the country, this minimal number of midshipwomen remarkably
has surpassed the rigid screening process of the Academy. Two (2) classes have
already been graduated. All the four female graduates of the first batch have
impressively landed a job at sea. The three batches in the Academy with fourteen
(14) midshipwomen, are currently taking up either the Marine Transportation or
Marine Engineering Course.

Women are simply not present in the numbers we would expect in the
Seafaring profession. The broad demographics of female seafarers throughout the
country disturbingly, far fewer women than we could expect given their
prominence throughout the system and their importance as seafarers. These data,
coupled with the participants' perceptions about women seafarers and the problems
they have encountered, their beliefs, experiences in the seafaring industry can
serve as a road map for navigating women challenges based on the well-considered
recommendations, tried and true practices and numerous tips for success from the
contributors of the study.

Objectives
The research presented here was drawn from the recently concluded echo
seminar – workshop on Women Seafarers conducted by the WS team in the
Academy. The workshop focused on the personal viewpoints of the MAAP
Midshipwomen about women seafarers’ working at sea. Emphasis was on the
problems they had encountered or might encounter. Possible solutions to the
problems were also tackled, as this is considered vital in finding out its implication
in the seafaring careSer of women. Specifically, this paper intends to provide
answers to the following questions:

1. What are the most common perceptions about women seafarers and
what are the effects in their career?
2. What are the problems the women cadets have encountered or what
problems the women seafarers might encounter at sea and how are these
problems be solved and will be solved?
3. What are the implications of these problems mentioned in the seafaring
career of women on board ships?
METHODOLOGY

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 This research utilized descriptive type of research using the following
methods of data collection: observation, questionnaire survey of fourteen (14)
midshipwomen in MAAP, interviews and documentary analysis. The women
cadets’ respondents were from the Class of 2005, 2007 and 2008.

FINDINGS

The Paradox of Gender

Males and females obviously do differ biologically. Their genetic make-ups
are not the same, anatomical differences are apparent, and their hormones do
perform different functions. In Neubecks book on Sociology, he mentioned that
men have used the ideology expressed in biology is destiny to create and maintain
systems of sex inequality in which they dominate. The biology-is-destiny ideology
still hovers over women, influencing male-female relationships and the trajectory
of both sexes' biographies.

According to this ideology, biological differences between the sexes require

that there be a sexual division of labor, in which men and women take on
responsibility for the tasks that each sex is most capable of performing. Hence,
because women bear children, female biology dictates that they are most fit for
child rearing and care taking roles in the home. The home is said to be best place
for those whom nature has decreed the "weaker sex." It is a haven from the rough,
competitive world of work and politics in which only men, biologically the
"stronger sex," are able to excel. It is the men's role to provide for their
dependents: women and children.

Gender can be defined as a social construct built of traditions, language and

symbols that can create deep affiliation and deep division among people. Gender
is but one aspect of the ubiquitous issue of diversity. It co-exists with race, social
class, ethnicity, family of origin, profession and education, to name just a few of an
individual's defining characteristics. Each one forms uniquely in every human
being. (Walker: 1999).

Characteristics of Women Cadets in MAAP

In MAAP, the Academy's Board of Admissions strictly adheres to its policy
of getting at least four to six (4-6) midshipwomen in a year. Apparently among
these strong willed and determined women cadets, none of them quitted because
they could hardly cope with the training or in the academic performances. They do
survive because they really want to become seafarers and leaders in the maritime
profession.

There are now (14) midshipwomen present in the Academy and this
excludes those working on board ships. Almost all of them have common reasons
why they chose the maritime profession. Some of these reasons are: they love to
travel, seafaring is a unique profession, it has high demand in terms of salaries, for

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practicality sake and most importantly, these women cadets want to improve their
family's lifestyle.

Moreover, these midshipwomen have positive attitude towards women

working at sea that made them inspired to enter into this profession. Some say that
women seafarers are respected in our society. They are very impressive individuals
and this is the reason why they are not afraid to cross the so-called "male
dominated profession." Many of them believed that women seafarers have strong
determination and faith in what they do and believe. They are proud of being a
woman and they can be a source of inspiration to younger generations of women.
They would eventually emulate these braveness and strength that they show to the
women cadets. The midshipwomen of MAAP would like to be physically,
emotionally and spiritually be prepared when working on board the vessel. They
also believe that men and women seafarers must be equal in terms of benefits,
privileges, treatment and others. In short, these women seafarers are admirable
because they can surpass all the challenges that would eventually strike their way.

Perceptions about women seafarers

In the echo-seminar, which was held on July 14, 2004 in the Maritime
Academy of Asia and the Pacific, the participants and speakers discussed many
good things about women. The first was their positive outlook about women and
these are:
 Adventurous by nature - They love travel thus being in the maritime
world is an avenue of fulfilling one of their dreams.
 Love for challenges - As actually observed in MAAP, neither one of
the women cadets resigns due to any problem in academics and
training. They really love challenges and could prove that what men
can do they can also do. Women are trying their best to prove their
worth not only in the Academy but also in their shipboard trainings
and landing a job.
 Flexible - Easily adjust to new environment - They can deal or
mingle with males and to other people of different nationalities as
well.
 Hardworking - In most researches about women's in the workplace,
they tend to be more focused on their job and they usually give their
best and even beyond what are expected of them.

On the other hand, there were also negative perceptions that serve as eye
openers and which can be corrected. Some of these negative outlooks about
women are:
 Source of trouble. - The officers’ wives misinterpreted many women
seafarers because the latter tend to forget their etiquette at sea. Some
are involved in extra marital affairs thus this creates a big problem.
 Lighter work in the ship - Obviously, women are weaker (physically)
than men thus, males tend to offer their help with women seafarers

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 when given a task. More often than not, women are given lighter job
to do than men.
 Prone to harassment - Working at sea could be very difficult among
men and women. So when a man sees a woman at sea sometimes
harassment can be inevitable. Men on board may take advantage and
underestimate them.

The above negative perceptions can all be changed to better perceptions if

women seafarers will really have to be strong enough to face these challenges that
come their way.

Subject Area Chair of Social Sciences, English and PE of the Academics

Department Dr. De La Rosa, pointed out in the seminar that in one of the
researches he read, " men are strong on the upper level of their bodies but their
lower bodies signify their weaknesses. Therefore, women themselves can
overcome women’s weaknesses by being firm and resilient with their attitudes and
behaviors towards work and working with males on board ships.

DST Director Engr. Mendoza of MAAP believed that "seafaring industry is

intended for men and they even call this as a 'man's world' so he emphasized that
women must do something in order to eradicate these negative perceptions about
them. He also added that those men who underestimate them by lending their hand
must not be entertained. Women should affirm that they can do the job even
without the help of these men and that they should do it in their own capacity.

Generally, perceptions of the fourteen (14) midshipwomen vis-a-vis the

effect of these perceptions in their study in the Academy in MAAP towards women
seafarers are summarized as follows:

Table 1: Perception VS the effect in the women seafaring career

PERCEPTIONS EFFECT IN THEIR CAREER
Women are important on board ships Serves as motivation to women cadets to go
on with this profession
Women on board ships are brave and Tends to be inspired to pursue their dreams
courageous
Women are prone to sexual harassment Challenges them because they would like to
show their dedication in their work as well
as prove that women seafarers today are
decent.
Women can compete with men fairly on Propels them to strive more and be
board ships encouraged to continue
Women seafarers are admirable Makes them tougher and stronger to pursue
their goal.
Women are underestimated Becomes eager to prove themselves as
MAAP graduates
Women seafarers are confident Becomes worth emulating by women
cadets

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 As shown in table 1, the Maritime Academy of Asia and the Pacific women
cadets are very positive in their outlook, as well as in facing the challenges that lie
ahead of them. They think that all of the above perceptions will serve as their
stepping-stones to succeed and as MAAP women cadets. They would like to prove
that they are different among other women cadets in the world. Every one of them
is encouraged to pursue their profession with pride, honor and dignity as they sail
along the maritime profession.

Problems encountered or might encounter by women seafarers on board ships

Seafaring as a profession for women can be a "Herculean task" but many
women in this new era think of the welfare of their families and relatives in order
to survive. Problems in the ship can be inevitable but they will be resolved as long
as willingness and dedication to seafaring career are evident. The MAAP
midshipwomen have mentioned various problems encountered or might encounter
by women seafarers on board ships as shown below.

Hard To Work
Discrimination
Harassment

Figure 1. Problems encountered by women seafarers on board the vessel

Figure 1 indicates the problems encountered by women seafarers on board

the vessel and possible problems that they would be encountering in the ship.
There were nineteen (19) responses on the question about problems of women
seafarers on board ships and according to the MAAP midshipwomen, there are
three (3) problems that are common in the ship and these include:

 Discrimination
 Harassment
 Hard to work

Prejudiced people who discriminate make detrimental distinctions of an

active sort. They undertake to exclude all members of the group in question from
certain types of employment, housing, political rights, educational or recreational
opportunities, churches or social rights. Segregation is an institutionalized form of
discrimination, enforced legally or by custom. (Hebding: 1992)

According to Hebding, discrimination is one of the five degrees of

negative action that call to our attention to the wide range of activities that may be

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caused by prejudice. Although discrimination involves action whereby members
of a particular group are accorded negative treatment on the basis of racial, ethnic
or religious background. But in this study, what is being discriminated is the
gender. Discrimination is in fact, a negative belief or attitude towards somebody
or something.

In the same manner, discrimination may be part of the behavior of people

who have strong prejudices. It may be the result of social or cultural expectations,
customs, or laws. For example, a foreign Chief Mate may not have any personal
animosity or prejudice against Filipino women seafarers but still may refuse to
work with them because he believes their presence may hurt them.

In this research work, discrimination plays the number one (1) problem of
women seafarers on board ships. It is rated as almost 53% based on the study
being conducted and as perceived by the women cadets of MAAP. Discrimination
which according to them is an actual response whereby members of the particular
group like women are accorded negative treatment by males on the basis of their
characteristics or combination of traits like sex or race. Aquino (1991) validated
that discrimination can be positive or negative. It is also a behavior that arbitrarily
gives or denies people privileges accorded to others by virtue of their group
membership.

In this study, harassment is ranked second which bears 42.11%. Basically,

harassment is between or among crew members or officers in the ship which is
inevitable but for those women who have strong determination and those who
know how to carry themselves would not be affected. Sexual harassment is also
rampant when there are only very few females on board ships and the males do not
have anyone to deal with except them.

Neubeck (1996) wrote in his book that gaining accurate knowledge of the
extent of sexual harassment is difficult. It is sensitive subject, difficult to define,
and subject to varying interpretations. They were being subjected to sexual
comments, jokes, gestures, or looks; being touched, grabbed, or pinched in a
sexual way; being intentionally brushed up against sexually; and being shown,
given or left sexual pictures, photographs, illustrations, messages, or notes.

Finally, the third problem is very hard to work in the ship most especially
in the presence of male community. This bears 5.26% in the study that was
conducted. Neubeck in his same book Sociology emphasized, "Women have to
live in fear of rejection by men.... Women's role as sex objects is not natural and
inevitable but an instrument of male domination. In the same manner, feminists
underscore the difference between sex and gender, pointing out that the roles
accorded women are largely of men's making. Women alone are capable of
bearing children, but men are as capable as women in playing a nurturant role.
They simply choose to allocate most of that task to women. Given the opportunity,
women can fulfill virtually any position in work and politics that is presently male-

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dominated. Similarly, men are eminently capable of doing 'women's work' in the
labor force. Finally, current social conditions make it clear that women can and
must be able to support themselves. Millions of women who are unmarried,
separated or divorced, widowed, with many children - are independent by
necessity or choice. The demands faced by these women for their own survival
and the earnings accorded to ‘women’s work’ cannot meet that of their children,
often.

Possible Solutions to solve the problems

Due to the top three (3) problems that have mentioned in this research work,
the MAAP midshipwomen believed that these problems could still be settled
and/or lessened by resolving into the following solutions:
 Women must engage in various activities in the ship - in order to
learn more about the men's environment and be accustomed to their
ways in the ship; they must also know how to interact with men's
environment as necessary.
 There must be a law about gender discrimination - if our country
could come up with a kind of a law that speaks about gender
discrimination most especially with women then, the problem would
be lessened
 Women must be aware/conscious in their manners in the ship - this is
necessary so as not to provoke men of any malicious act or intent.
 Women must prove their worth - women must seek special attention
aboard ship but rather they must prove their worth - which they can
accomplish what men can accomplish. Avoid being too emotional
and sensitive on things going around the ship.
 Women must have the right attitude - they must take their job
professionally and must continuously seek to improve their career.
 Women must know about their rights - women must show that they
are skilled and knowledgeable in upholding their rights against abuse
so that they will not be underestimated or belittled by male seafarers.
They must also actively and willingly participating in all seminars
and trainings with regards to women's rights, privileges and many
others as seafarers.

Furthermore, group of professionals during the Echo-seminar and workshop

in the Academy suggested and recommended the following solutions to the
numerous problems of women in the maritime field:
 Women must reverse their bad image
 They must get trust from the shipping company
 Women must plan their future ahead by not getting married without
achieving a higher position in the ship
 Women must be educated on various cultures of different
nationalities

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  Women must also consider the positive things a woman seafarer may
contribute
 Women seafarers must attend seminars and workshops about women
issues and concerns aboard ships. They can also be speakers to
various seminar or workshops regarding women issues
 Women etiquette at sea must be established so they can improve the
conduct of business
 Women should know how to face challenges in the ship and not be
put down by the mockery of male seafarers
 Coming up with the production of international newsletters regarding
success stories of women seafarers

Moreover, in an interview with a woman - the DRES Director, Dr. Baylon

(published at Kamaya Point Magazine, October 2004), she provided some relevant
opinions on two issues: women entering the maritime force and the asset of a
woman amidst the man’s world as in the seafaring profession. She also cited some
advises which could serve as solutions to address the problem of woman seafarers
in entering the maritime world and in knowing and utilizing their strengths to be
recognized amidst the man’s world.

On women entering the maritime force, Dr. Baylon said:

1. Women and men should not compete; rather they should complement one
another for the betterment of the organization, society and the maritime
world in general.
2. Women can be successful in both their personal and professional lives, if
they learn how to set priorities that reflect balanced life goals.
3. Women should accept realities that based on research, 95% of the top
decision makers in any organizations are men, hence women should take
the necessary steps to:
* Accept the fact that for better or worse, women are going to be operating
in a male culture where men make the rules.
* Learn the basic rules of the game, to understand the predominant
viewpoints of the males who are running the show.
4. Women should decide whether they like or do not like to be a part of the
maritime world and to deal with realities. If women don’t like the business
game, they have two choices
* Either they find something else to devote their energies or they play the
game until they have enough power to change some of the goals or rules
(keeping in mind that many who start out as radical reformers end up as
conservative supporters)
* If women do like the business game, they have probably found their
niche or place or if women are wavering or hesitant, they will have to
decide which view points they are willing to change and just how far they
are willing to go toward compromises.

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On asset of a woman amidst the man’s world as in the seafaring profession

Dr. Baylon also cited that in the maritime world, there is a need for woman to
develop some typically “male strengths or assets “to be recognized or promoted in
a man’s world but it is also important to retain the valuable female characteristics.
The key to success lies in using them appropriately according to her. She also
added that Women don’t have to be like a guy to get ahead in business, but have to
be adult women. Women need to be advocates for themselves by playing up their
strengths - like being nurturing, empathetic, supportive, accommodating, good
listeners and coaching workers - while also adding complementary behaviors.

Dr. Baylon opined that some of the typical assets or strengths of character
typical of women that men can emulate or develop further are the following female
aptitudes and inclinations:
1. to regard feeling as a basic and essential part of life, as guides to
authenticity and effectiveness for a fully functioning person, rather than as
impediments to achievement;
2. to accept the vulnerability and imperfections that are part of all persons;
3. to assert the right to work for self-fulfillment rather than only playing the
role of provider;
4. to learn how to fail at a task without feeling one has failed as a person;
5. to accept and express the need to be nurtured when feeling hurt, afraid ,
vulnerable, or helpless rather than hide these feelings behind a mask of
strength , rationality and invulnerability;
6. to touch and be close to both men and women , minimizing any inhibition
over the presence or absence of sexuality in such contact ;
7. to listen empathetically and actively without feeling responsible for solving
others’ problems; to share feelings as the most meaningful part of one’s
contact with others , accepting the risk and vulnerability that such sharing
implies;
8. to build support systems with other men , sharing competencies without
competition, feelings, needs and without dissembling; to personalize
experience , rather than assuming that the only valid approach to life and
interpersonal contact is objective;
9. to acknowledge the emotional , spontaneous and irrational as valid parts of
oneself to be explored and expressed as needed; and to nurture and
actively support other men and women in their efforts to change. This to her
opinion would be an asset amidst man’s world like the maritime.

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 IMPLICATIONS
(In the Seafaring Career of women on board ships and MET Innovations)

It is not that easy to become a female seafarer. For centuries males have
dominated the maritime industry. This implies that it would be very rare for
women to get into the maritime industry and be recognized. However, there are
still women facing the wave of resistance. Instead of being disappointed and
discouraged to pursue the seafaring career, they became more courageous,
determined and challenged to equal men if not surpass in the seafaring profession.
Obviously, maritime industry follows the rule of biology, that customarily or
traditionally, men are to dominate women. Neubeck (1996) stressed that men are
equipped to exercise power and function under demanding circumstances. Women
are best suited for supportive, care taking occupations and professions - those that
call upon the particular strengths nature has given women for duties in the home.

Apparently, the woman cadets of the Maritime Academy of Asia and the
Pacific believe that they can lead the way. This study implies that women
seafarers must bear the following qualities in order to survive: endurance,
patience, perseverance, sacrifice, and hardworking, being wise, competitive
and more importantly knowledgeable on their job. Aware of the problems and
struggles that women seafarers may encounter on board the vessels, these woman
cadets or cadettes need to be on alert when they finally be immersed in a man's
world.

Lest they will be encouraged or frustrated in penetrating the maritime field,

they must know that they are trying to break a thick barrier of whether to allow
women to equal men in maritime industry. What is important is that with this
study, the perceptions of the woman cadets on the probable problems they may
encounter on board the vessels were revealed and therefore when faced with
certain situational problems, they can do the necessary preventive and corrective
actions. At sea, they would be on their own and whatever problems they might
encounter, would depend entirely on their personal decisions and course of actions.

CONCLUSIONS

Due to the limitations and misconceptions presented in this paper that were
identified during the workshop, we cannot conclude that our MAAP women
seafarers will succeed in seeking equality in the maritime field. However, MAAP
anticipates the positive output or impact that these woman graduates will
undoubtedly make a mark in the seafaring business. This study disclosed that these
MAAP future women seafarers are unlikely to quit the maritime business despite
the hardships and struggles they had undergone in the Academy. They are highly
motivated to pursue their seafaring career amidst the identified problems they
might come across on board the vessels.

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 MAAP is certain that its projection on its highly selected woman cadets will
be realized and proven in due time.

RECOMMENDATIONS

In light of the conclusions made, the following recommendations for MET

innovations are advanced:

For the Maritime Schools

1. Promote women cadets to the sponsoring companies that they can do
what an ordinary seafarer could.
2. Monitor the development of women graduates of the Academy. This
may be taken cared of by the Alumni Office if there is one. If none, the
maritime schools should have to establish one
3. Support any activity of women seafarers on board the ship.
4. Procure a copy of the ILO- SIRC commissioned book on “Women
Seafarers: Global Employment Policies and Practices “ and have it
available in the library. The maritime schools with woman cadets must
ensure that all their woman cadets have read this very interesting and
comprehensive realities on board the vessel that women seafarers had
or may experience.
5. Encourage similar research such as this one, among woman cadets in
order to know the perceived problems on board the vessels of their
woman graduates so that their viewpoints on the possible solutions
may be discussed and that they may be guided by the school on how to
combat such difficulties.

For the Shipping / Sponsoring Companies

1. Appreciate the competence of a person or look at who is the best person
for the job, not at the gender.
2. Deal with their male and female employees fairly
3. Consider the rights and privileges of women seafarers.

For the Commission on Higher Education (CHED) and other Government

Authorities Concerned
1. Provide equal support to both male and female seafarers for
employment opportunities, career advancement and with regard to legal
matters.
2. Ensure that female seafarers are well treated equally with male
seafarers.
3. Revise or amend some of the curriculum by putting emphasis on
women's concerns, rights and privileges in some subjects such as: (1)
Psychology; 2) Industrial Management and; (3) Personnel
Management.

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For the International Maritime Organizations and the other International
Bodies Concerned
1. Set specific guidelines with respect to the roles of women seafarers so
as to prevent biases and prejudices. This would ensure equality if not
better on the outputs that they can produce regardless of gender
differences.
2. Monitor the condition of women seafarers on board ships say quarterly
or annually in order to assess the performance and status of women
seafarers on board ships.

For the Woman Cadets and Woman Seafarers

1. Set priorities that reflect balanced life goals to be successful in both
personal and professional lives
2. Accept the fact that for better or worse, women are going to be operating in
a male culture where men make the rules and therefore they need to learn
and play the game by the man’s rules
3. Decide whether you really want to become a part of it all. If you do not
like the business game, you have two choices. Either you find something
else to devote your energies or you play the game until you have enough
power to change some of the goals or rules. It is important to deal with
realities.
4. Win, discover what it takes to be a woman in a man's world and succeed
through education, knowledge, experience and basic charm
5. Support yourselves by playing up your strengths - like being nurturing,
empathetic, supportive, accommodating, good listeners and coaching
workers - while also adding complementary behaviors.
6. Develop some typically “male strengths or assets “to be recognized or be
promoted, but retain the valuable female characteristics. Use both assets
appropriately and wisely. Bearing in mind that some strengths, which are
typically very feminine, could be asset amidst man’s world in the maritime
if these are utilized appropriately.
7. Can give birth which men biologically cannot and therefore, can do or
accomplish anything that a man can do if only a woman is interested,
committed and determined.

REFERENCES

Aquino, Gaudencio V. and Norma C. Miranda. (1991) Introduction to Psychology.

Manila: National Book Store. p. 427.

Hebding, Daniel E. (1992) Introduction to Sociology: a Text with Readings.

New York: McGraw-Hill. p.269

Neubeck, Kenneth J. and Davita Silfen Glasberg. (1996) Sociology: a Critical

Approach. New York: McGraw-Hill, p.421.

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Message taken from MAAP President from MAAP Research Agenda and Its
Mechanics of Implementation 2002-2011, published by the Department Research
and Extension Services.

An Interview with Dr. Angelica M. Baylon, “ Coffee Break “ MAAP Kamaya

Point Magazine, a student publication , 2004 p 15

A Report on the Echo-seminar and Workshop held in the Maritime Academy of Asia and
the Pacific. Kamaya Point Mariveles, Bataan. July 14,2004. Prepared by Ms.
Ethel R. Capellan, Ms. Janice K. Wakat and 2/M Zandro DV. Nieto.

A Speech of Dr. Angelica M. Baylon during the Echo-seminar and Workshop held
in the Maritime Academy of Asia and the Pacific. Kamaya Point, Mariveles,
Bataan. July 14,2004.

ACKNOWLEDGEMENT

Dr. Helen Sampson, SIRC Director and Dr. Jaime Veiga , Research Associate of
the Seafarers International Research Centre, Cardiff University, South Wales,
,United Kingdom, the AUNP project leaders.

Dr. Angelica M. Baylon, the Research and Extension Services Director of MAAP
and AUNP project Officer for MAAP and Vadm. Eduardo Ma. R. Santos, AFP
(Ret), MAAP President.

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