Gender Sensitivity Training for Seafarers PDF

File No. 20/1/2020-O/o TRG - DGS Date 05.07.2022 Draft Order DGS Order No. XX of 2022 Sub.-Gender Sensitization Training for candidates undergoing Pre-Sea and Post-Sea Competency courses. 1. Whereas, Resolution 14 (Promotion of participation of women in the maritime industry) of STCW 1995, Invited Governments: i. to give special consideration to securing equal access by men and women in all sectors of the maritime industry. ii. to highlight the role of women in the seafaring profession and to promote their greater participation in maritime training and at all levels in the maritime industry. 2. Whereas, Maritime Labour Convention (MLC) 2006 passed Resolution No. II concerning the promotion of opportunities for women seafarers to promote equality of opportunity for women and men; Invited the Governing Body to give due priority in the use resources to examining measurers which can further promote career opportunities and appropriate working and living conditions for women seafarers. 3. Whereas Resolution 14 (Promotion of participation of women in the maritime industry) of STCW 2010, reiterated the earlier Resolution of STCW 1995, further invited Governments and the industry: i. to endeavor considering ways to identify and overcome, at international level, the existing constraints, such as the lack of facilities for women on board training vessels, so that women can participate fully and without hindrance in seafaring activities in order to facilitate effectively the achievement of Millennium Development Goals (MDG)3 (Promote gender equality and empower women); ii. to support the provision of on-the-job-training opportunities so that women may acquire the appropriate level of practical experience required to enhance professional maritime skills. 4. Whereas, this Directorate, after reviewing the mandates by MLC (2006) and Resolutions in STCW Convention, had issued Merchant Shipping Notice No. 07 of 2019, which laid down guidelines that outline rights of women seafarers. This was an attempt to promote the number of women in the Page 1 of 9 industry, safeguard and promote their rights, ensure their well-being, and encourage their career growth in the industry. Title 1 of this notice eliminated discrimination at the recruitment and placement level, including wages and promotion opportunities and addressed issues such as the maternity leave and alternate / re-employment for female seafarers as well as their Sanitary needs and medicines required. Title 2 of the Notice covers the broad topic of sexual harassment and fair resolution of complaints. Title 3 established guidelines for gender sensitization onboard, pre-joining training to prevent sexual harassment which outlines concepts including appropriate language, appropriate clothing, ban on pornography and similar literature, etc. 5. Whereas, in view of the continued complaints of improper behaviour arising out of lack of Gender Sensitization training, and in order to formalize the earlier guidelines, it has now been decided to introduce Gender Sensitization Training as mandatory part of our pre-sea and post-sea training courses for all seafarers, as follows: Type of Training Courses Duration Pre-Sea training Courses for officer cadets, i.e. Diploma and B.Sc. in Nautical Science, B.E. / B. Tech Marine Engineering, Marine Engineering training for GMEs and 12 Hours DMEs, ETOs, etc. Pre-Sea training Courses for General Purpose or Saloon Ratings, Orientation Course for Diploma / Degree holders 12 Hours in Catering, etc. Post-Sea Certificate of Competency Courses for COC as Deck or Engineer Officers or Revalidation Course for 6 Hours Engineer Officers 6.This training can be imparted in Modules during the course of Pre-Sea Training or during the Certificate of Competency Courses / Revalidation Course for Engineers. On successful completion of this training course, the passing out course certificate shall be endorsed as follows: “The candidate has also successfully completed gender sensitization training during this course”. 7.Whereas, the modalities for introduction of gender sensitization training for other seafarers, who do not attend the courses list in Para 5, are being worked out and will be issued separately in due course of time. Page 2 of 9 8. The Modules for the Course Outline are listed below: Module Subject Area Module 1 Introduction to Gender Sensitization 1.1 Historical Perspective 1.2 Early Medieval Period 1.3 The Dawn of the 20th Century – A New Beginning 1.4 Women in Maritime History 1.5 Women in Indian Maritime 1.6 Recent Statistics 1.7 The Way Forward 1.8 Importance of Gender Sensitization 1.9 Benefits of a Gender-Sensitive Workplace 1.10 Difference between Gender Sensitivity and Non- Gender Sensitivity in a Workplace Module 2 Gender and Sex 2.1 Gender Stereotypes 2.2 Gender 2.3 How Gender Differences Develop 2.4 Why is it Important to Understand the Differences between Gender and Sex? 2.5 Why is Understanding this Distinction in Shipping Important? Page 3 of 9 Module 3 Gender Roles 3.1 Gender Stereotypes 3.2 Exercises – Biases of Participants 3.3 Times then vs Times now 3.4 How Gender Roles and Gender Stereotypes lead to Discrimination 3.5 How Gender Roles Affect Us 3.6 How Times are Changing 3.7 Looking at the Person beyond Established Gender Roles 3.8 Learnings and Insights Module 4 Discrimination and Safety of Women Seafarers 4.1 Introduction 4.2 What Do Statistics Tell Us? 4.3 What is Gender Discrimination? 4.4 Types of Gender Discrimination 4.5 How Does Gender Inequality Affect Women? 4.6 How do Women Deal with Discrimination and Adapt in the Workplace? 4.7 Ways To Encourage Women to Be a Part Of Maritime 4.8 Safety Concerns of Women Seafarers Page 4 of 9 4.9 How can this issue be dealt with? 4.10 Organizations/Institutions Working for the Cause 4.11 Laws against Harassment in Maritime 4.12 The Way Forward Module 5 Gender Harassment 5.1 Types of Harassment 5.2 Power Dynamics and Harassment 5.3 Gender Harassment in the Maritime Industry 5.4 Consequences of Harassment 5.5 What Could be Done by Victims? 5.6 Indian Laws against Psychological Harassment 5.7 What Kind of Change is Necessary to Promote a Culture of Gender Equality On board? Module 6 Digital Media: A Boon and Bane for Women at Sea 6.1 The Boons and Banes of Internet and Digital Media 6.2 Potential Threat of Cyber Crimes against Women Seafarers 6.3 Prevention is Key 6.4 Dos and Don’ts for Male Seafarers 6.5 Dos and Don’ts for Women Seafarers Page 5 of 9 Module 7 Legal Factors in Gender-Related Issues On board 7.1 Introduction 7.2 Global Recognition of Women Seafarers’ Rights and Regulations for the Same 7.3 United Nations for Seafarers 7.4 Maritime Labour Convention (2006) 7.5 Indian Regulations for Women Seafarers 7.6 Indian Constitution and Gender Sensitivity 7.7 Vishaka Guidelines 7.8 Kudumbashree 7.9 The DG SHIPPING GUIDELINES Notice No. 07 of 2019 7.10 Redressal of Complaints Module 8 Physical and Mental Health in Women Seafarers 8.1 Physical Health 8.2 Premenstrual Syndrome (PMS) 8.3 Premenstrual Dysphoric Disorder (PMDD) 8.4 Menopause 8.5 Symptoms of Menopause 8.6 Physical Activity and Women 8.7 Benefits of Physical Activity Page 6 of 9 8.8 Reasons for Physical Inactivity in Women 8.9 Appropriate Physical Activity for Women 8.10 Barriers and Tips for Women to Overcome those Barriers to Exercise 8.11 Research article 8.12 Effects of Gender Discrimination on Physical Health 8.13 Physical Health in Women Seafarers 8.14 Health Challenges Related to Work 8.15 Psychological Issues in Women Seafarers 8.16 Women’s Mental Health: Some Facts Module 9 Challenges Faced by Women Ratings On board 9.1 Work Stereotypes 9.2 Socio-Cultural Background of Ratings 9.3 Vocational Training Required for Ratings 9.4 Accommodation of Ratings 9.5 The Way Forward 9.6 Importance of Finding Solutions to the Problems of Female Ratings Module 10 Education Among Seafarers 10.1 Current Scenario in the Seafaring Community 10.2 Role of Family 10.3 Area of Improvement Page 7 of 9 10.4 Efforts Taken Module 11 Gender-Sensitive Communication 11.1 Using Gender-Sensitive Language 11.2 Body Language/ Communication at Sea 11.3 Facial Expressions and Eye Contact 11.4 Body Movements and Gestures 11.5 Personal Distances 11.6 Touch 11.7 Understanding Body Language 11.8 Understanding Differences in Communication across Cultures 11.9 Do's and Don'ts while communicating with women from different nationalities 11.10 What to do When Faced with an Uncomfortable Situation? 11.11 Things to Keep in Mind while Communicating with the Other Gender Module 12 Occupational Sexism 12.1 Male-Domination and Sexism 12.2 Society and Sexism 12.3 Occupational Sexism in India 12.4 Occupational Sexism in Maritime Industry 12.5 What The Industry Can Do Page 8 of 9 12.6 What Male Seafarers Can Do 12.7 What Women Seafarers Can Do Case Studies Bio sketches 9. A detailed Instructor’s Manual has been prepared in consultation with the Experts in this field as a Guideline and is enclosed herewith, which may be used by training institutes for preparation of training material, presentations or exercises. (Amitabh Kumar) Director General of Shipping & Additional Secretary to the Govt. of India. Page 9 of 9 DRAFT GENDER SENSITIZATION PREFACE Gender sensitivity is a concept that aims to remove the barriers created by discrimination and gender prejudice. Creating a gender-sensitive setting fosters mutual understanding among people of all genders. A talent pool of women and men that is not constrained on gender lines will pave the way for more people of the opposite gender to start venturing into the hitherto male-dominated bastions. The purpose of this course is to help break down these walls and invisible defenses so that all genders can co-exist and work professionally to deliver in their roles. This is not about taking sides, this is about addressing gender preconceptions that are accurate, while consciously avoiding stereotypes and orthodox generalizations. The approach is about a well thought-out acceptance, open- mindedness, and the maturity to embrace change. This will ensure and provide both sexes with the widest possible freedom/choice of life and academic/vocational alternatives. A committed workforce helps reduce sexism and the resulting obstacles to individual and economic growth. Sensitizing the workforce to the other sexes’ situation vis-à-vis sexist stereotyping, discrimination and violence is a step to ensure that men and women recognize their duties and responsibilities to achieve fair outcomes. As the world around us changes rapidly, we need to take steps to play a positive part. This course will focus on addressing key concerns and bring about thought and conversation on aspects that will be critical to gender sensitization in the maritime industry. Less than 1.28% of seafarers are women (as perBIMCO/ICS 2021 Seafarer Workforce Report)and much can be done to increase this percentage to a healthier balance. In India, we are still evolving and currently women seafarers represent only 0.7% of active Indian seafarers. We are extremely grateful to the Senior Women Seafarers who wholeheartedly participated in the preparation of this Manual and gave their most valuable inputs, difficulties faced and experiences of women seafarers and insights into the remedial measures which need to be taken to encourage women to take up this profession. Module Subject Area Module 1 Introduction to Gender Sensitization 1.1 Historical Perspective 1.2 Early Medieval Period 1.3 The Dawn of the 20th Century – A New Beginning 1.4 Women in Maritime History 1.5 Women in Indian Maritime 1.6 Recent Statistics 1.7 The Way Forward 1.8 Importance of Gender Sensitization 1.9 Benefits of a Gender‐Sensitive Workplace 1.10 Difference between Gender Sensitivity and Non‐ Gender Sensitivity in a Workplace Module 2 Gender and Sex 2.1 Gender Stereotypes 2.2 Gender 2.3 How Gender Differences Develop 2.4 Why is it Important to Understand the Differences between Gender and Sex? 2.5 Why is Understanding this Distinction in Shipping Important? Module 3 Gender Roles 3.1 Gender Stereotypes 3.2 Exercises – Biases of Participants 3.3 Times then vs Times now 3.4 How Gender Roles and Gender Stereotypes lead to Discrimination 3.5 How Gender Roles Affect Us 3.6 How Times are Changing 3.7 Looking at the Person beyond Established Gender Roles 3.8 Learnings and Insights Module 4 Discrimination and Safety of Women Seafarers 4.1 Introduction 4.2 What Do Statistics Tell Us? 4.3 What is Gender Discrimination? 4.4 Types of Gender Discrimination 4.5 How Does Gender Inequality Affect Women? 4.6 How do Women Deal with Discrimination and Adapt in the Workplace? 4.7 Ways To Encourage Women to Be a Part Of Maritime 4.8 Safety Concerns of Women Seafarers 4.9 How can this issue be dealt with? 4.10 Organizations/Institutions Working for the Cause 4.11 Laws against Harassment in Maritime 4.12 The Way Forward Module 5 Gender Harassment 5.1 Types of Harassment 5.2 Power Dynamics and Harassment 5.3 Gender Harassment in the Maritime Industry 5.4 Consequences of Harassment 5.5 What Could be Done by Victims? 5.6 Indian Laws against Psychological Harassment 5.7 What Kind of Change is Necessary to Promote a Culture of Gender Equality On board? Module 6 Digital Media: A Boon and Bane for Women at Sea 6.1 The Boons and Banes of Internet and Digital Media 6.2 Potential Threat of Cyber Crimes against Women Seafarers 6.3 Prevention is Key 6.4 Dos and Don’ts for Male Seafarers 6.5 Dos and Don’ts for Women Seafarers Module 7 Legal Factors in Gender‐Related Issues On board 7.1 Introduction Global Recognition of Women Seafarers’ Rights and 7.2 Regulations for the Same United Nations for Seafarers 7.3 Maritime Labour Convention (2006) 7.4 Indian Regulations for Women Seafarers 7.5 Indian Constitution and Gender Sensitivity 7.6 Vishaka Guidelines 7.7 Kudumbashree 7.8 The DG SHIPPING GUIDELINES Notice No. 07 of 2019 7.9 Redressal of Complaints 7.10 Module 8 Physical and Mental Health in Women Seafarers 8.1 Physical Health 8.2 Premenstrual Syndrome (PMS) 8.3 Premenstrual Dysphoric Disorder (PMDD) 8.4 Menopause 8.5 Symptoms of Menopause 8.6 Physical Activity and Women 8.7 Benefits of Physical Activity 8.8 Reasons for Physical Inactivity in Women 8.9 Appropriate Physical Activity for Women 8.10 Barriers and Tips for Women to Overcome those Barriers to Exercise 8.11 Research article 8.12 Effects of Gender Discrimination on Physical Health 8.13 Physical Health in Women Seafarers 8.14 Health Challenges Related to Work 8.15 Psychological Issues in Women Seafarers 8.16 Women’s Mental Health: Some Facts Module 9 Challenges Faced by Women Ratings On board 9.1 Work Stereotypes 9.2 Socio‐Cultural Background of Ratings 9.3 Vocational Training Required for Ratings 9.4 Accommodation of Ratings 9.5 The Way Forward 9.6 Importance of Finding Solutions to the Problems of Female Ratings Module 10 Education Among Seafarers 10.1 Current Scenario in the Seafaring Community 10.2 Role of Family 10.3 Area of Improvement 10.4 Efforts Taken Module 11 Gender‐Sensitive Communication 11.1 Using Gender‐Sensitive Language 11.2 Body Language/ Communication at Sea 11.3 Facial Expressions and Eye Contact 11.4 Body Movements and Gestures 11.5 Personal Distances 11.6 Touch 11.7 Understanding Body Language 11.8 Understanding Differences in Communication across Cultures 11.9 Do's and Don'ts while communicating with women from different nationalities 11.10 What to do When Faced with an Uncomfortable Situation? 11.11 Things to Keep in Mind while Communicating with the Other Gender Module 12 Occupational Sexism 12.1 Male‐Domination and Sexism 12.2 Society and Sexism 12.3 Occupational Sexism in India 12.4 Occupational Sexism in Maritime Industry 12.5 What The Industry Can Do 12.6 What Male Seafarers Can Do 12.7 What Women Seafarers Can Do Case Studies Bio sketches Module 1 Introduction to Gender Sensitization Gender sensitivity is referred to as the process through which peoples’ sensitivity and insight is developed into the state of the other sex. It involves being perceptive and open towards the roles and feelings of the opposite gender.Gender relations are evident in all institutions, and gender sensitivity is most visible in identifying privilege as well as the discrimination based on gender. It is all about dispelling false beliefs and misconceptions, as well as understanding how to engage with people of the opposite gender. Many schools and universities are not co-educational, and students wind up engaging with individuals solely of their own gender. This occurs throughout their early years, resulting in a distorted behavioural pattern in both men and women. The two sexes do not engage with one another until they reach higher schooling. And such interactions are often involuntary and formal. This assertion can be easily verified; in most settings, if you look around theclassroom, where male and female students sit in distinct and clearly defined groupings. Unfortunately, such seclusion reinforces gender stereotypes. Gender stereotyping is many a times amplified by movies wherein, the hero is often engaging in very disagreeable and condemnable behaviour, such as taunting, stalking, or bothering the heroine, or all three. In any human civilization, social differences are likely to be present. Gender differences is one of the primary examples. 1.1 Historical Perspective From the historical phase to the contemporary times, a strange dichotomy has always existed over the status of women. While our scriptures and religious texts have always respected and bestowed the status of Goddess on women, their real-life status and treatment in society was in sharp contrast, especially in the bygone era. Women till today are still fighting uphill battles for equality and to break out of the restraint of norms imposed on them by a male-dominated society. Patriarchy in the family structure meant that the father/brother/son/uncle made all the important economic and household decisions, whereas the birth of a female child was not welcomed. Sinceperpetuity of lineage was assigned to the male offspring, the status of women in families and societies remained lower. To add to that, girls were married off early, which affected their educational prospects and aspirations of being financially independent. Emphasis on chastity actively discouraged divorce, widow remarriage and encouraged the heinous practice of Sati. 2. Early Medieval Period In Medieval India, women were continued to be considered inferior. Exceptions like Chand Bibi, Tarabai, Ahilyabai Holkar, Jijabai and Rani Lakshmibai, among many others, stood a testament to the fact that given the opportunity, women would rise to the challenge, ride alongside their male counterparts and play a decisive role against foreign invaders and in the Indian Independence struggle. Women reformers such as Pandita Ramabai, who championed the cause of women’s education, and Rukhmabai, who is known to have been the first female Indian doctor to have practiced during the colonial times, exposed the prejudices of their contemporary male reformers. In spite of these dark times, several Indian women continued their fight for emancipation, right to education, right to vocation and financial independence, and demanded equal rights. They also rebelled against orthodoxy and archaic customs and traditions like sati, child marriage and jauhar. 3. The Dawn of the 20th Century – A New Beginning The 20th century saw enlightened men and women like Sarojini Naidu and Raja Ram Mohan Roy, among others, working together to bring about changes in the new century, which involved voting rights and breaking down the rigid barriers imposed by patriarchy. The goal was to ensurethat women got a representation in the Parliament so that they could play a role in deciding the administrativeand polity of the country, also rights regarding abortion, higher studies and pursuing education and career interests overseas. There were women like Dr Anandibai Joshi, who was India’s first female doctor to study western medicine, Lalitha being India’s first female engineer, and Savitribai Phule, who started the first school for girls in India and also played a primary role in women’s education by setting examples which are followed till date. The 21st century has witnessed giant steps in the way women are represented and recognized in society, with clear guidelines on the rights to education, financial independence, abortion, marriage, re-marriage, divorce, access to parental property among others. However, on the flipside, violence against women in various forms and the continuance of abhorrent practices like foeticide and child marriage thrive in a country that is making its mark on the global stage. Discrimination at home, at work, and in society continues in insidious forms like the glass ceiling at work and the perpetuity and reinforcement of male domination at all levels. India has seen a tidal shift in the manner in which women have made giant strides in every known field. While statistics maintain that one-third of India’s workforce comprises women, they are now represented in every sphere of life, be it politics, aerospace, mass media, information technology or business entrepreneurship. The directory of successful Indian women in all spheres of education, society, politics and society, in general, is dotted with illustrious names who are now proving themselves surpassing men in their chosen fields. In the Indian political arena, Mamata Banerjee, Nirmala Sitharaman, Sushma Swaraj, Mayawati, Pratibha Patil and Indira Gandhi come to one’s mind. In mass media, Barkha Dutt, Navika Kumar and Sonia Singh among others are torchbearers in the field of journalism and news reporting. Jhumpa Lahiri, Arundhati Roy have won accolades for their literary masterpieces. Kiran Shaw, Falguni Nayar and Indra Nooyi are creating history in the field of business and entrepreneurship. Sunita Williams and the late Kalpana Chawla have travelled into space in an exploratory attempt to better understand the mysteries of the universe. These names are just a drop in the ocean among this vast diaspora of women who have fought and struggled to be treated as equals and this by no means undermines the efforts of homemakers and daily wage earners who make a living for themselves and their families honorably through sheer hard work. 1.4 Women in Maritime History Factually, women have faced barriers for entering into the maritime industry, to work as equals along with their masculine counterparts and have had to overcome several barriers before the sector opened up. Seafaring careers were a blind end for women, and they often resorted to disguise and fictitious identities so as to take up jobs. The only available route for them to join maritime services was via marriage or by being born as captain’s daughter. However, history also records several instances on board ships when women stepped up and took charge of the vessel with the most recognizable name being that of Ms Caroline Mayhew who used her considerable experience to save the lives of her crew. On sailing ships in Great Britain, the Captain could hire his wife as the stewardess whose job description included serving meals, cleaning the cabins and quarters and maintaining financial records. Economic needs and the awareness to break the shackles of stereotypes gained momentum during the 19th century. Ms Mary Patten (wife of Capt. Joshua Patten) was the earliest recorded mariner who had undertaken several seafaring voyages during which her husband taught her how to steer and navigate. Wars, especially the World War I and II, resulted in opening up employment opportunities for women as never before. This was driven by sheer economic necessity as the menfolk were already engaged on the war front. What is remarkable is that during the war, women earned as much as 40% higher wages by being engaged in industrial production vis-à-vis women who were employed as teachers, nurses, waitresses, etc. The high point was in the mid-1943, wherein the boom in shipbuilding trade ensured that almost 65% of workers engaged in shipyards were women though not in leadership positions. This created a fear in the minds of men that they would lose control over their families if women continued to be financially and socially independent. The experience in the shipyard work gave women the much-needed sense of confidence and security, and several of them realized they would never feel helpless again. Post-war, women were continued to be hired as welders and demand reached such dizzying heights that they started working in production jobs too, performing competently and often better than men in similar positions. Times have changed tremendously and women seafarers are now creating history by working on the world’s greatest ships. Some of the women who have made their name in history include:  Grace O’ Malley - O' Malley, who was born in Ireland about 1530, took over sailing when her father died and went on to become one of the most powerful commanders and fighters who managed to safeguard the west Ireland region from the mounting danger of the English monarchy. Taking on the character of a sailor, she set out not only to do what she loved but also to prove to the world that she was just as capable as any of her male colleagues when it came to sea life.  Krystyna Chojnowska- Liskiewicz - On 21 April 1978, world history was irrevocably altered for the better. A young lady sailor landed her ship, the 'Mazurek,' a Conrad made in Poland, after becoming the world's first female sailor to round the globe solo. Krystyna Chojnowska- Liskiewicz finished her journey in 401 days without stopping. Her journey was exciting, and while the route was challenging, the end result was sweeter than the entire ordeal.  Naomi James - While Krystyna Chojnowska-Liskiewicz remains the first female sailor to round the globe solo, Naomi James is remembered as the first woman to sail alone around the world through Cape Horn. On September 9, 1977, the young ‘sea-fearing’ but the determined lady went off to explore the waters of the world’s seas and returned on June 8, 1978. This young lady sailor completed a round of the Earth in 272 days, breaking Sir Francs Chichester’s previous record by two days. 1.5 Women in Indian Maritime Prior to 1988, there was a limited opportunity for female sailors to create a name for themselves in the maritime sector. When the International Maritime Organization (IMO) launched a global initiative for the Integration of Women in the Maritime Sector, it was the first constructive move toward embracing them as an integral member of the community. This was a bold choice that opened many doors and provided several chances for women in the marine industry. In 1991, the doors to women to enter into seafaring profession were opened by the Government of India. Since then, the number of women seafarers has been growing consistently and at present (2021), there are about 1,600 active women seafarers. These include 186 certificated officers, 96 officer trainees and about 1,318 ratings. Women seafarers have risen to all ranks right up to the Captain of the ship, Chief Engineer, Electro-technical Officer, Ship’s Medical Officer, Chief Cook and Chief Steward, etc. Senior women seafarers have also been chosen for roles like Technical Superintendents, Operations Superintendents, Marine Pilots, Quality Assurance Executives and Sr. Surveyors. A number of innovative institutes from across the world began providing graduate and postgraduate courses for female seafarers, demonstrating their dedication to women's empowerment in the maritime profession. The World Maritime University in Sweden began with 4 female student graduates in 1985 and has since grown to 79, demonstrating constant growth in the number of female graduates over the years! 6. Recent Statistics According to the Baltic and International Maritime Council/International Chamber of Shipping (BIMCO/ICS) 2021 Seafarer Workforce Report, women now make up just 1.28% of the worldwide seafarer workforce. This indicates a favorable trend in gender balance, with the study projecting 24,059 women serving as seafarers, a 45.8% increase over the 2015 estimate. 7. The way forward Even though women are a substantial representation inworkforce and various vocations, they are still clearly outnumbered in sheer numbers, viz. manpower requirements. Simply put, in most professions, manpower distribution is heavily skewed in favor of men. Given this fact, gender sensitivity and the role of verbal and non-verbal communication assumes dramatic significance to ensure a congenial workplace atmosphere and culture. Nowhere is this more imperative than in the Merchant Navy/Shipping/Sailing lines wherein the presence of women in the workforce is very small. It is very natural for the opposite gender to harbor some apprehensions/reservations which need to be sensitively addressed so as to create a sense of ease, equality and inclusivity. Back in 2019, the theme for World Maritime Day was ‘Empowering Women in the Maritime Industry’, which is a step in the right direction and is proof of the fact that the industry is looking at women as a viable, long-term force which can be trained to work and deliver in various roles in the industry. Furthermore, the reasons why women are underrepresented in the industry are enumerated as below: 1) Inadequate support: Women are generally not encouraged by both, family as well as society to take up seafaring jobs as it is perceived to be a traditional vocation chosen by men. Our education system and upbringing reinforce gender stereotypes, especially vocational/educational choices. Limited family support further limits the opportunity, coupled with the fact that the shipping sector itself does not extend the necessary support to get women interested in large numbers. 2) Barriers in recruitment:In recruitment,we see invisible walls where women wishing to opt for shipping as a career are often not given adequate work support. The male domination in this field leaves women thinking that their chance of career advancements could be severely limited. Performance pressure, coupled with glass ceilings, might limit their aspirations to move up the ladder. This leads to a whole population of aspiring women to back out and seek career prospects in other industries. While gender gap is narrowing over the years, much work still needs to be done to set right these perceptions. 3) Job security: Most of the jobs, especially in the private shipping companies, are contractual in nature, and retirement benefits and superannuation are often unheard of. This leads to fears of job security, a confirmed source of income and retiral benefits. Women tend to be more leaning towards stability over uncertainty. As a result, they may hesitate to join the industry. Ensuring equality in employment and financial stability might help overcome these challenges and ensure that a large workforce of women seek active participation. 4) Limited Awareness/information in public domain: Career options in the shipping/maritime industry are not very well-known to young aspiring women as a choice of vocation. Support groups for women by shipping companies can provide women with the necessary mentoring and sponsorship as a step towards prepping for this career. This will ensure that more women are aware, informed and thus free to opt for it as a career choice. Much work needs to be done in this area as awareness creates an interest and with the right kind of mentoring and training, women can acquire the required skill sets to take on jobs which are traditionally perceived as male-dominated. Schools, universities and academic institutions need to provide guidance and create awareness of career prospects in this area. Career magazines and online career portals should be used as a medium to communicate with this potential female workforce. 5) Cultural deterrents: Women are traditionally brought up being reminded about finding the right kind of balance between work and family. Long durations at sea surrounded by men severely limits any role that they might have to play in society/family, making it an unattractive proposition. There is the additional pressure that women are expected to bring up children single-handedly and also the fact that a potential suitor may not want a wife who spends several months at sea. There is a large population of skilled, educated women that remains severely under- utilized on account of these barriers. 6) Historically male-dominated:This is an industry that demands long hours of toil, hard work, elbow grease, and is perceived as meant for the male population. The fact that women are heavily outnumbered in this industry could perpetuate the fear of harassment, verbal abuse, violence and extremely low level of support from coworkers. The absence of female role models is also a limiting factor. An increasing number of women now aspiring for career options in shipping could help bridge this gap. Women must also be assured that though they will be primarily surrounded by a male workforce, most maritime institutions and shipping corporates have framed strict rules and policies to protect the rights and identities of their female workforce. The policies and procedures to handle complaint and harassment must also be clearly outlined and shared to ensure and assure women that they will be treated as equals and that their concerns will be addressed adequately. 1.8 Importance of Gender Sensitization This training is necessary for adopting multiple points of view into our daily life. Participants in this course learn about the different viewpoints of other genders and build a more well-rounded understanding of the human experience, which in turn helps everyone. The major goal of gender sensitivity training is to spread awareness about the needs and concerns of genders into the forefront and bring about more productive conduct. It benefits an individual by giving them insight into their conduct and assisting them in developing emotional and behavioural concerns. Gender sensitization is vital as representation matters. The representation of a person or a group not only promotes equality but also gives the previously disadvantaged population a sense of belonging. Organizations/individuals require the correct balance of talent that is not gender-constrained in order to have a healthy performance-oriented culture. Every individual at a workplace wants to learn and grow, and an insensitive environment not only makes that difficult but also makes it unfriendly. Gender sensitization is critical because it makes employees feel respected and cared for in the workplace. Inequality and prejudice have become the norm in settings that do not prioritize gender sensitization. The normalization of this type of culture results in increased turnover, absenteeism, and other issues. 1.9 Benefits of a Gender-Sensitive Workplace 1. Decreased Gender Bias:A decreased gender bias is the first step towards dismantling male-dominated orthodoxy and prejudices and provides for a level playing field based on equality, knowledge and merit. For too long, women have borne the short end of the stick, be it household, society, education, or the workplace. It often tends to create divisions and bifurcations based on gender. This is unhealthy as it perpetuates and strengthens age-old biases and attitudes. The world is changing quite rapidly and every industry/vocation needs to keep pace with the rapid evolution and ever-dynamic demands of the environment. Women are a huge talent pool of qualified, skilled and knowledgeable professionals who are able to step into roles formerly coveted and meant only for men folk. 2. Creates a diverse environment:The inclusion of women blends well with the culture of diversity and inclusivity, which are buzzwords in today’s dynamic work environment. Advancements in technology have ensured that the world and distances have shrunk, making it possible to do things faster and more intelligently. The fact that a formerly overlooked workforce is available to manage this diversity is surely an opportunity for organizations. 3. Increased productivity and motivation for both genders: An equitable job distribution for both sexes provides the much-needed boost, as it motivates the workforce to put their best foot forward and apply the knowledge and skills they have imbibed into increasing productivity, which is very important for the economic well-being of industries and nations. 4. Healthy competition: Clearly defined roles and targets for both men and women based purely on merit and skills provides women with the much- needed level playing field so as to compete positively with their male counterparts in trying to achieve and exceed organizational goals. This sense of healthy competition provides for a positive work culture and a sense of belonging and ownership with the parent organization and a feeling of kinship with their co-workers. 5. Brings in a new perspective: Women and men are known to think differently, and this combined pool thinking out of the box ensures that the organization is never short of ideas in fields of innovation, achieving targets, research, keeping costs under control and adapting to a diverse and often and challenging environment. 6. Different set of skills and knowledge that paves way for creativity:An untapped reserve of skills and knowledge that women bring to the table paves the way for thinking creatively and arriving at cost-effective and time-bound solutions to align with organizational targets and goals. 1.10 Difference between gender sensitivity and non-gender sensitivity in a workplace 1. Access company’s resources and strive for similar opportunities:A gender- sensitive workplace duly recognizes and rewards skills and knowledge- based purely on individual merit rather than influenced by gender considerations. Such organizations are quick to ensure that the male and female workforce have equal access to resources and opportunities to grow in the workplace and this helps break through glass ceilings, which are so detrimental to the emotional well-being of the workforce. Opportunities to take up newer assignments and issues like promotions, incentives and increments will ensure that both men and women compete healthily in achieving and delivering against targets. This in turn fosters a positive work culture and helps create sense of equality. 2. A gender-sensitive workplace will have reduced rates of harassment: By creating diverse and inclusive work environments, workplaces will also ensure that systems are put in place to handle and address issues related to harassment of women in various forms. Having a manual wherein the interactions and penalties in the event of harassment come to light once put in place will act as a deterrent and actively discourage the need to treat women differently. Coaching, counselling, workshops and training sessions need to be conducted quarterly, half yearly or yearly. 3. A gender-sensitive workplace leads to healthy competition and team building:An organization that works together fosters a sense of healthy kinship and competition which is very important for any team building activity. The world today demands a quick response to the needs of the environment and a motivated team is always better equipped than an individual person. Module 2 Gender and Sex The terms gender and sex are often confused to mean the same thing. The two are freely used interchangeably and often erroneously. This creates tremendous confusion amidst general ignorance about the difference between the two and it is unpleasant when individuals have to bear the brunt of the ignorance of people who don’t understand the difference between the two terms. This resultant confusion also fosters age-old stereotypes which are often detrimental for the female gender. The purpose of this module is to clearly explain the difference between the two,for everyone to gain clarity and be on the same page. 2.1 Sex Sex has multiple meanings. Sex refers to the biological aspects of a person notably defined by their anatomy, which is a complex by-product of chromosomes, hormones and their interaction. Sex is typically male or female and something that one is born with. In its simplest form, it refers to the difference between men and women and includes differences in physical, mental, genetic and psychological make- up.Males have one X chromosome and one Y chromosome, whereas females have two X chromosomes. Other biological distinctions stem from this fundamental genetic difference. The first to appear are the genitals that boys and girls develop in the womb and that the doctor and parents look for when a baby is born. The genitalia are referred to as primary sex characteristics, whereas the other changes that emerge throughout puberty are referred to as secondary sex characteristics, which are caused by hormonal variances between the sexes. Testosterone in boys causes them to develop deeper voices, more body hair, and greater muscles. As nature prepares girls for adulthood, they grow breasts, broader hips, and begin menstruation. For better or worse, many people's perceptions of what it means to be female or male are influenced by these fundamental biological disparities between the sexes, as noted in later content. 2.2 Gender Gender, on the other hand, is a social construct that is related to behaviours/ attitudes based on labels of masculinity and femininity. While one may be born a man or woman, the process of conforming to a particular role is learnt through the process of education and observing others around. This involves teaching what constitutes appropriate behaviour, temperament, interpersonal interaction and often what they wear and think. The concept of gender traditionally comprises relational, historical, institutional, contextual and hierarchical aspects. Males and females are traditionally taught appropriate norms, boundaries and behaviours, and especially about how they are expected to interact within households and workplaces. Hence, gender is a sociological term, whereas sex is a biological concept. It refers to the social and cultural distinctions that a society makes depending on a person's (biological) sex. Similarly, the term gender roles relate to a society's expectations of people's conduct and attitudes based on whether they are females or males. How we think and conduct as males and females is not predetermined by nature, but rather by how society expects us to think and behave depending on our gender. This is a learned behaviour that is rigorously inculcated during our growing up years and helps in defining our gender identities and roles. This, in turn, helps one conform to their roles and deliver against expectations and responsibilities. This indoctrination also, unfortunately, creates compartments in one’s minds and fosters a divide between the sexes. The process of continuous education needs to be based on adaptability to an ever-evolving society and a fast- changing world. This is the key to ensuring that stereotypes are nipped in the bud and that rigid narrow views don’t restrict issues like equality and equitable access to means and resources. A lack of clarity between what constitutes sex and gender fosters a grey area of ignorance and beliefs that often works against the female gender. It manifests itself in several forms and impacts educational and financial independence opportunities. Lack of clarity and an ignorant mindset also engenders social evils like female foeticide, honour killing and dowry deaths. Some examples of sex characteristics include:  Women undergo menstrual cycle at puberty  Males have testicles  Women have breasts that are capable of lactation  Men have bigger, broader and heavier bones Some examples of gender characteristics include:  Women in most countries earn lesser than male counterparts  Women do majority of the household work  Male to female sex ratios are skewed in favour of men Exercise Many people confuse the terms ‘sex’ and ‘gender’ or aren’t sure what they exactly mean. This tool is designed to help us teach a simple, common understanding of the two terms. Without going into the truth or falseness of the statements below, indicate next to each one whether it is about sex or gender. Place a tick in either of the boxes. Sr. Statement Gender? Sex? No. 1 Women earn less money than men do. 2 Men make good doctors; women make good nurses. 3 Men can't cook. 4 Women have larger breasts than men. 5 A husband cannot follow his wife on a posting. 6 Girls drop out of school more than boys do. 7 In most African traditions, women do not own land. 8 A man is the head of the household. 9 It is not the job of the father to change nappies. 10 Men don’t cry. 11 Girls dress in pink, boys dress in blue. 12 A wife cannot initiate sex with her husband. 13 Women menstruate, men don’t. 14 There are more male leaders than female leaders. 15 A girl cannot propose marriage to a boy. 16 Women cannot be religious leaders. 17 Women are natural child care providers. 18 There are more male miners than female miners. 19 A man cannot get pregnant. 20 The man is the breadwinner. 3. How Gender Differences Develop We have looked at the distinction between sex and gender. We need to understand that although we may have been assigned sexes at birth, gender differences start early on, beginning with infancy and continuing right into ripe old age.  Infancy The first thing people want to know about a baby is its sex.Many hospital nurseries distribute pink hats for girls and blue caps for boys during delivery or provide some other visible indication of the baby's sex. In India and other countries, there are means of letting neighbours and society know about the sex of the new arrival. Toys at this stage include buses, trains and aeroplanes; dolls and stuffed toys for girls. As the child grows out of infancy, having toy guns, football and cricket sets at home further lets others know about a male offspring. If gender was determined by sex, one could expect the world to sit back and watch the child grow into a male or female. In reality, sex determination lays the foundation for a lifelong process of gendering, as the kid grows into and learns to be male or female. Even when children are clothed, names and clothing are just a minor fraction of the symbolic resources utilised to establish a constant continuing gender attribution. The fact that we may discuss a child's development as a girl or a boy suggests that initial sex attribution is more than a physical observation. Male and female children are understood and interacted with differently from infancy.  School Schools, as initial venues of socialisation, are critical institutions in the creation of gender. Elementary schools used to be known for segregating girls and boys, lining them up separately to walk throughout the school, putting them against one other in contests, and separating them for physical education. Schools have lately begun to enforce gender equity, including prohibiting single-sex sports on the playground, attempting to minimise gender differences in the classroom, and highlighting gender-discriminatory behaviour on the part of pupils.  Peers Gender socialisation is also encouraged by peer factors. When youngsters reach school age, they begin to play gender-specific games. Boys prefer sports and other competitive team games with rigid rules and a large number of roles, whereas girls choose smaller, cooperative activities with fewer and more flexible rules, such as hopscotch and jumping rope. Despite the fact that girls are far more interested in sports now than a generation earlier, gender disparities in their play as children persist and reinforce gender norms. For example, these disparities increase boys’ rivalry while encouraging girls’ collaboration and trust. Boys who aren't competitive, risk being labelled as ‘sissy’ or other derogatory terms by their peers.  Family and Domestic roles Feeding, cleaning, and clothing others, as well as the other activities involved in day-to-day domestic upkeep, are primarily associated with women. An entire section of work and roles are typically dedicated towards the need of others, and are expected to be fulfilled by women. Men, on the other hand, are commonly seen in roles such as taking care of repairs, being the breadwinner of the house, or taking care of the yard activities that may be arranged ahead of time to fit in with the rest of one’s activities. This disparity in time demands makes it more difficult for women to commit to the same level of involvement in the marketplace as males.  Culture and Society Our society and culture dictate a lot of restrictions and set of guidelines for girls to follow. These include specifics of a very personal nature, like appropriate clothing, behaviour in public and interaction with the opposite sex. These dictates also frown upon cohabitation and friendship between boys and girls, and perpetuates age-old myths about puberty, menstruation, sexual awareness and man/woman relationships. In smaller towns and villages, these dictates often decide educational and vocational prospects for girls and often unjustly lay down ground rules for early marriage, citing our scriptures and cultural bearings.  Mass Media For decades together, especially in the seventies and eighties, women were objectified as decorative objects with no substantial roles. Men were shown as the architects of society, family and the nation in general, who fought wars and upheld the honour or dignity of society, womenfolk and the nation. A clear demarcation was made between heroines and vamps. Heroines, typically dressed in sarees,were depicted as coy, whereas the vamps were shown scantily dressed in western outfits and drinking freely with the villains. The advertisement industry too has shed patriarchal mindsets when earlier ads clearly showed women engaged in household duties while menfolk lounged around. Ads promoting stereotypes about fairness being equated with good looks and marriage prospects were also present. Likewise, ads also are targeting menfolk and the need for them to provide for their families, and be muscular and strong. Women-centric films and women of substance made an appearance much later in the last 90s and early 2000s, wherein substantial roles and scripts were written keeping womenfolk in mind. 4.Why is it important to understand the differences between gender and sex? It is important to differentiate and understand gender and sex separately, as, in a given setting, gender determines what is expected, allowed, and valued in a woman or man. In most communities, women and men are assigned different responsibilities, engage in different activities, have different access to and control over resources, and have different decision-making chances. Analysing and understanding the very clear demarcation between sex and gender is very important, so as to ensure clear understanding of these very different concepts and avoiding any kind of generalization and stereotyping, which will only seek to promote the existing confusion. Sex is a biological phenomenon whereas gender is a socio-cultural construct. One’s sex at birth – male or female – invariably determines what roles/responsibilities/attitudes/ behaviour/access to resources are assigned to them.Issues like equal rights, equal opportunity, right of self-determination, right to financial independence, among others, get compromised. Having a clarity on these basic constructs only will pave the way for a better understanding that the old thinking can develop into a more progressive, more inclusive outlook based on mutual deference. 5. Why is understanding this distinction in Shipping important? According to the International Transport Workers Federation (ITF), women hold only 1.28% of all maritime employment worldwide. Digging a bit deeper into those figures, we see that a whopping 80% of these women work on passenger ferries or cruise ships. In India too, out of 1,600 women seafarers, 1,267, i.e., 79% of women are working on passenger ships/cruise liners. Clearly, the presence of women aboard cargo ships, oil tankers, and large load carriers is minimal. But why shouldn't they? Is there a widespread belief that women cannot work on these sorts of vessels? Conversations peppered with insensitive remarks about the suitability of women to areas like shipping, where women are hugely outnumbered, creates a sense of alienation and isolation. This impacts a healthy work environment and works against the principles of equal opportunity, inclusivity and diversity. Understanding this distinction is further important so as to not deny opportunities based on a person’s sex, and rather encourage skills and abilities based on the individual. When part of a team, it can help to look at a person objectively in terms of the responsibilities that she has been assigned, rather than taking a narrow view of her being just a woman. This is all the more necessary in traditionally male-dominated careers like shipping, armed forces and possibly factories. Businesses and industries need men and women to work cohesively towards agreed organisational goals and targets as well-oiled teams. If unchecked, stereotypes against women could lead to large scale attrition and possible litigation which is wholly undesirable. In these times, businesses, including shipping, are throwing open doors to get women onboard to work alongside their male counterparts. This module intends to set a tone for the upcoming chapters. Understanding the basic difference between sex and gender and the finer points therein can help aid better learning and clarity, and approach the coming chapters with a fresh outlook. Module 3 Gender Roles A gender role is a social role that encompasses a set of actions and attitudes that are typically accepted, appropriate, or desirable for a person based on their gender. Although there are exceptions, gender roles are usually based on concepts of masculinity and femininity. The specifics of these gender-based expectations may differ significantly between cultures, while other qualities may be shared across them all. Gender roles and stereotypes are deeply ingrained in our collective psyche and this is prevalent across boundaries and cultures. Even in the stone-age times, man by virtue of his superior physical strength assumed the role of hunter, gatherer and forager, while women tended to the children and managing homehearth. Much has changed since those days, but society and mindsets are still steeped in orthodox thinking and strongly resisting any change in status quo. While the developed nations have overcome these barriers through open debate, discussion and legislation, the developing, underdeveloped and poor countries are still grappling with gender issues. One’s sex at birth decides access to opportunity, resources, means and the freedom of choice and independence. Women often end up with the short end of the stick, having to give in to the dictates of society, patriarchal thinking and rigid mindsets. Boys are often considered to be the carriers of the family name and thus have unlimited access to means and resources, often at the expense of their sisters and women folk in the family. Poor nutrition, lack of access to education, clear lack of respect at home and in society leaves them with poor self-image and low self-esteem. They are often considered a burden, married off early and saddled subsequently with an army of children and a never-ending vicious cycle of household duties. Female mortality is significantly higher in developing and poor nations which is clearly a direct result of unaddressed and unresolved gender issues. Even in developing and some advanced countries, women face an uphill battle almost every day having to fight for equitable opportunities and resources. Attempts to stonewall women’s aspirations takes up insidious forms like harassment at work, glass ceiling and appropriating jobs/skills as requiring traditional male handling and manpower. Gender roles are based on the many expectations that individuals, communities, and societies have of individuals depending on their sex, as well as the values and beliefs that each civilization has regarding gender. They are the result of interactions between people and their surroundings, and they provide indications to people about what kind of behaviour is considered proper for which sex. Appropriate gender roles are determined by a society’s attitudes toward gender differences. Gender roles can be linked to male and female expectations in areas other than home, such as work. Men and women are frequently expected to complete various jobs and play distinct responsibilities in the workplace based on their gender. Furthermore, because many firms still have a traditional view of gender roles, the jobs that women and men have within corporations are frequently segregated by sex. Men are more likely to be expected to work as managers and executives, whereas women are more likely to be expected to work as secretaries. Men are also thought to be more ambitious and task-oriented at work, whereas women are thought to be more engaged in and concerned about their work connections. Likewise, gender roles are occasionally constructed on the basisof gender stereotypes. Gender stereotypes are depictions of males and females, as well as their differences. Individual opinions of proper gender roles are frequently based on gender stereotypes. Gender roles established in childhood are usually maintained throughout adulthood. People have certain preconceptions about decision-making, childrearing, financial duties, and so on at home. At work, people also have presumptions about power, the division of labour, and organisational structures. None of this implies that gender roles are good or harmful in and of themselves; they just exist. Gender roles are a fact of life for practically everyone. 3.1 Gender Stereotypes A stereotype is a widely accepted judgement or bias about a person or group. Gender stereotypes can lead to uneven and unfair treatment based on a person’s gender. Some commonly seen gender stereotypes are: - Personality qualities: Women are frequently assumed to be accommodating and emotional, whereas men are typically expected to be self-assured and assertive. -Domestic behaviours: For example, some people expect women to care for the children, cook, and clean the house, while men handle the finances, work on the car, and fix the house. -Occupations: Some people assume that teachers and nurses are female, while pilots, doctors, and engineers are male. -Appearance: Women are expected to be slim and graceful, whereas men are expected to be tall and muscular. -Grooming: Men and women are also required to dress and groom in stereotypically gendered ways; for instance, men in jeans and short hairstyles, women in skirts, dresses and make-up. Exaggerated or incorrect generalisations about the nature of males and females are common in gender stereotypes. One widespread gender stereotype about men is that they are cold and unfeeling. Females, on the other hand, are frequently portrayed as illogical or emotionally weak. Feminist movements, for example, continue to attempt to deconstruct gender stereotypes and propose alternative perspectives of gender roles that emphasise equality between men and women. Women traditionally constitute one-third of the workforce and the development is encouraging; old barriers are slowly falling by the wayside. Women are being increasingly sought out for their skills in deciding the nations polity as also in aerospace, design, instrumentation, IT, etc. Business verticals and vocations now actively pursue women and are giving them equal opportunities, training and a level-playing field to compete in and prove their mettle. A lot has changed, a lot still remains to be changed, but the movement on the ground is palpable and encourages the arrival of better times for women. 2. Exercises – Biases of Participants Please fill up the blanks. Only one-word answers are required. Write the first word that comes to your mind. There are no right or wrong answers. There is no time limit, but please work fast. 1. The nurse looked very. The patient liked. 2. A gold chain was found missing. The servant did not turn up the next day. Could be the thief? 3. The pilot landed the damaged aircraft safely. All the passengers congratulated. 4. A disciplined soldier will do what is told. 5. The thief in police custody tried to run away, but the Inspector caught. 6. The Inspector was quick in reaction. 7. ‘It is a tough job’ feels the constable. I agree with. 8. A good teacher will not lose patience, with children fast. 9. A cook may become old, but not cooking. 10.A good doctor will advise patients correctly. 3. Times then vs Times now India has always been an agrarian economy heavily dependent on agriculture for sustenance. Pre- and post-independence was all about farming for subsistence, which meant that the labour was primarily menfolk as women were engaged in nurturing and managing homes. This was also the time when India was undergoing tremendous economic upheaval which was further compounded by British occupations. Economic growth was virtually stagnant and most of the people fell into the below-poverty line and lower-middle-class categories. A very few rich people formed part of the Indian society. After independence, India was grappling with a clear direction of how to take the country forward. Education wasn’t as rampant or considered necessary as it is today, and ignorance was high. Lack of healthcare facilities were prevalent, with a limited access to basic health and well-being. Increasing childbirth in poor due to the ignorance about using protection and the need to have smaller families led to a surge in a population which was already struggling with limited resources. Poor nutrition affected the growth and increased mortality rates in children, leading to increased mortality rates in women. Women had to naturally stay at home and be involved in childcare. Early in the seventies, the government announced family planning measures, restricting the number of children per family to two or three. Greater emphasis on smaller families, better education and nutrition was actively promoted by the government through their five-year plans. As disposable incomes and economic prosperity rose, funds were pumped by the government into primary and secondary healthcare and education. Better learning and health ensured that healthy and skilled individuals were available in the job market. A healthier and learned population sought to fight and eliminate barriers of mindsets and do away with stereotyping of women, especially about gender roles. This allowed women to pursue education and vocations of their choice.With changing times, it has now become almost necessary that both wifehusband work, and bring income to the families. Men and women now live separate lives, work, learn, explore, and grow without relying on anybody else. Gender norms are outdated and irrelevant in today’s world. The emphasis now is on fostering gender equality. 4. How Gender Roles and Gender Stereotypes lead to Discrimination Gender stereotypes have a significant influence on every individual who experiences them and decides to combat them. The pre-existing roles that civilizations have established for men and women allow men to act in whatever way they desire with women. In the Indian set-up, we see a lot of general important institutions that constitute different set-ups. Since earlier times, men have been considered the bread- winners and all the family members depend on him for survival. This also includes economic power and being the head of the household. It indicates his total authority and making all decisions for the family. A male-dominant community was a prevailing factor in the community too. Establishing dominance and treating wife as one’s personal property meant that any kind violence or wrongdoing was overlooked and condoned. Even in terms of vocation and marketplace, males are seen as bread earners and women are seen as supplementary earners. Women were assigned monotonous and routine jobs or any household jobs. People from various social backgrounds are disproportionately influenced by these misconceptions. For example, young girls from low-income homes are married off at an early age because their parents are unable to care for them. Their opinions are never sought; instead, if they refuse to marry, their fathers/brothers severely assault them. Another significant influence is that women/girls are considered personal property that may be exploited whenever men choose to, such as forcing sexual interactions without consent. Such preconceptions also contribute to heinous behaviours such as domestic abuse, suicide, genital mutilation, honour killing, acid assaults on women, and so forth. Gender stereotypes affect males in a variety of ways. Many boys/men are pushed to choose education or occupations based on their parents’ preferences. Men who lack muscle mass and have a slender body shape are not deemed visually appealing. 5. How Gender Roles Affect Us - The assumption that we all fit into our assigned gender roles Stereotyping of how we should behave as per our sex led to many assumptions and notions about the right fit for a particular sex. Men were considered to be tough and naturally assumed roles of hunters, providers and protectors of family and society purely because they had innate physical strength. On the other hand, women were looked upon to be nurturers and hence all the softer attributes were assigned to them. Thus, women were seen in roles of raising children, caring for family and providing emotional gratification. - Those who don’t conform have something ‘wrong’ with them These widespread stereotypes defied borders and boundaries. Unfortunately, it gave society the power to take issue with those who did not conform to their sex. For example, a boy who was seen playing with dolls or engaging in needlework was considered a misfit in society. Likewise, if a girl took up competitive sports and wanted to study further or drive a car, she was frowned upon by society as she did not conform to its laid down rules. Such behaviour that did not conform to societal dictates was considered wrong and there was social stigma attached to it. Unfortunately, the remnants of the stigma sometimes come to the surface even today, and the stigma, in turn, manifests itself in the form of bullying at school, discrimination at the workplace and ridicule in society. - Gender roles are ‘natural’ Another generalization that plagued society a few decades ago and still is prevalent in some forms is that gender roles are a gift of nature based on one’s biological sex and hence comes naturally to a man or a woman. This led to issues in society when a man or a woman refused to conform to the natural role and tried to do something different. Thus, a woman who refused to get married or have children because she wanted to pursue studies or a profession was frowned upon. Till today, men who choose to move away from conformity and take up professions such as hairstyling and makeup, for instance, are again looked down upon by society and considered ‘odd’. - Certain things are ‘boys’issues’ and others are ‘girls’ issues’. Blindly following and laying down rules of conformity has created walls in people’s mindsets about roles, responsibilities, temperaments, attitudes and expectations from genders. Thus, very early on boys and girls are conditioned to obey and follow rules and guidelines as dictated by society. Thus, boys are expected to be tough and unemotional. They have preferential access to resources, and certain things like crying in public or expressing their emotions freely are considered taboo for them. For example, upon being hurt emotionally or physically when a young boy cries, he is shamed for it and often reminded that boys do not cry. Girls, on the other hand, are expected to be soft and expressive. They are meant to be seen and not heard and the restrictions placed upon them in respect of behaviour, speech, gait, dress code, duty, posture become tougher as they move from infancy to puberty and into adulthood. - Gender roles affect the way family life is built and maintained. Gender roles based upon the dictates of society soon intrude family life too. Thus, an educated woman is expected to give up working or pursue higher education once she is married. This is further complicated when she bears children and is expected to put a lid on her career aspirations, manage household work and be a homemaker. By the traditional roles provided, men, on the other hand, are expected to work and come home to a house which is taken care of. They are not expected to participate in active household duties. 3.6How Times are Changing Things are changing rapidly around us and there is a wave that is demolishing old archaic notions about roles related to men and women. Scores of women across borders are breadwinners today, some of them are actively involved in deciding the administrative polity of their nations and many of them are blazing new trails in the industry. For urban women, the service sector has become increasingly significant with its share in employment rising 35% in 1977 to 61% is 2018. These include professions such as teaching and nursing. Proportion of women working in agriculture fell from 89% in 1977 to 73% in 2018 due to increased mechanization and also better educational prospects for women. Women like Angela Merkel, Jacinda Ardern, Kamala Harris and our own Nirmala Seetharaman and Smriti Irani are managing cabinets that decide the administrative well-being of their countries. In industry, Indira Nooyi and Susan Wojcicki are at the top of the game. Entrepreneurs like Falguni Nayar and Vineeta Singh are blazing new trails in setting up and managing businesses from ground zero. The sports arena is filled with names of illustrious women who are besting and smashing records. Serena Williams, PV Sindhu and Elaine Thompson are blazing records on the court and off it too. These are all examples of women who have shattered or dared to challenge age-old ceilings and walls put up by a patriarchal society. Gender roles have no relevance in today’s society and it is imperative for both men and women to understand that. Women are steadily contributing to workplaces. Women are more likely than males to follow company policies. They are more prone to be emotionally responsive than males and to take precautions and assess risk before taking an important decision. They are likely to recognise the significance of a person's psychological well-being while offering a unique viewpoint on a certain task. Over the last 50 years, the number of women sailors recruited aboard merchant ships throughout the world has consistently increased. Having both men and women on teams allows a benefit from the many perspectives and methods that come from varied life experiences. A diversity of viewpoints may drive creativity and innovation, as well as assist companies in identifying and seizing new possibilities. It can also motivate companies to question gender preconceptions. Women in the marine industry eventually inspire additional women to enter the job, therefore closing the gender gap onboard. Empowering women helps to fuel vibrant economies throughout the world, encourages growth and development, and benefits everyone involved in the global marine community in the pursuit of safe, efficient, fair, and responsible shipping. The world, as we know it today, is very different from the world we witnessed a few decades ago. These changes are a step forward as they do away with old conformities and pave the way for inclusivity, diversity and equality in its truest sense. This movement is unstoppable and will only go ahead shattering and laying to rest old norms. 3.7 Looking at the person beyond established gender roles The changes around us necessitate that we look beyond gender and gender roles and instead look at the person objectively. Roles, designations, education courses, chores, assignments and tasks are no longer dictated by gender roles and there is increased fluidity in what people choose to do. There is a sense of self-determination and freedom to experiment and explore with one’s choices rather than go down the traditional path as was the norm. An increased sensitivity to these changes ensures an acceptance of the fact that times have changed and mindsets and thinking need to, too. Rigidity and closed mindsets are no longer relevant and the faster we manage to look beyond preconceptions about gender and gender roles, the earlier will be the process of assimilation and integration into the mainstream which is very essential for moving forward and progress. 3.8 Learnings and Insights Gender influences every part of our life. It defines gender roles and obligations. Gender roles have profound historical roots and are still prevalent today. Multiple institutions and entities have exhibited and strengthened it. Nonetheless, we have tried to understand how they impact us and play a role inour daily life and interactions. Let us look at building our insight and seeing how these roles manifest themselves in our individual lives and pave way for discussion. 1. Have you encountered gender stereotyping? 2. Have you observed gender roles being played out within your family or society? If yes, how? 3. Do you believe gender stereotyping is a real thing? Which industries are likely to have more gender stereotyping? Share your reasons why. 4. What steps would you advocate to counter gender stereotypes? 5. Are men and women truly equal or does the disparity still exist? Explain why. 6. What steps can the government undertake to create more opportunities for women? 7. What steps will you take to counter gender stereotypes at home? 8. What steps will you take to counter gender stereotypes at the workplace? Module 4 Discrimination and Safety of Women Seafarers1 1. Introduction Women Empowerment has been a major advancement of the 21st century. Given the worldwide growth, women have excelled in every area and are proving themselves to be much more than just caretakers and housewives. As the world is coming closer with the enhancement of technology, changes in society in terms of gender norms, equality and beliefs are seen. Seafaring has traditionally been one of the male-dominated occupations for a long time. The commonly used language within the industry can give one a glimpse into it. For instance, the word ‘seafarers’ is gender-neutral, but is often replaced by masculine forms, such as ‘seaman’. While the entry of women into seafaring has begun, it is a small yet growing phenomenon currently. 2. What Do Statistics Tell Us? A recent study (Sulpice, 2011) analysed the statistics of women seafarers in six European countries, viz., Bulgaria, Germany, Lithuania, Norway, Sweden and UK, and concluded that there has not been much improvement in increasing the number of female seafarers. A similar concern was addressed in the case of the US merchant marines (Brickman 2012). Though women have been a part of this industry since a very long period, their numbers continue to remain significantly lower. There are certain prejudices towards women seafarers that have been long held by this male-dominated occupation. Maritime trade unions have been working to reduce the incidence of discrimination in the maritime industry and raise the number of women in the workforce. Their efforts have helped women in the industry confront discrimination and find recognition for being valuable members of a ship’s crew. Though number of women employed in maritime positions has gone up to about 23,000 worldwide, it is still a long way to go. 1 https://www.researchgate.net/publication/343272471_The_gender_equality_in_maritime_industries_transnational_law_ perspectives/fulltext/5f20d139299bf1720d6dadcb/The‐gender‐equality‐in‐maritime‐industries‐transnational‐law‐ perspectives.pdf?origin=publication_detail The Maritime HR Association’s survey of shore-based maritime industry professionals in 2018 indicated the following: – Only 35% of the global Maritime HR Association workforce were female. –Over 76% of that female workforce work in administrative, junior or professional level roles. –Just over 10% women are on executive leadership teams, with female executives most likely to operate as chief financial officers (Gender diversity in maritime). Due to the United Nations Conference on Trade and Development (UNCTAD) Review of Maritime Transport for the period 2014–2018, women shared 22% of the port workforce overall, with 34% of management team, and 12% ofoperations team (Review of Maritime Transport, 2019, p. 76).Research in recent years has also highlighted some of the issues that women seafarers face when at work. Research studies have revealed that male seafarers do not have a proper understanding of the concept of gender and fail to appreciate that gender roles are merely social constructs. Thus, they hold several misconceptions about the capability of women to perform certain jobs. A few of the misconceptions that male seafarers have about women seafarers are as follows:  They should only be given special tasks.  They are not enthusiastic about their jobs or career-oriented and that the environment on board is very tough for women to handle.  They should work only as cooks.  They are usually very gentle and are not capable of doing many tasks that require strength.  There is no real need to integrate women into mainstream seafaring. They are suitable for shore jobs only.  They are often very emotional and thus weak.  They will leave their jobs to prioritize family.  They could pose as a distraction for male seafarers and thus be a safety risk. 4.3 What is Gender Discrimination? Gender discrimination is a form of unfair or unequal treatment that is meted out to a person based on their gender. Discriminatory acts based on gender may not always be perpetrated by men. People of all sexes may act as perpetrators of gender-based discrimination in organizations. The gender of the perpetrator does not change the fact that discrimination is unlawful. In the maritime industry, women have often struggled with discrimination both onshore or offshore. As the number of women seafarers holding maritime positions is low, discrimination is almost inevitable. Many countries have denied providing training for women for any of the seafaring positions, and many shipowners have also refused trained female seafarers positions on their ships. Gender discrimination in the workplace can often have consequential effects on a person’s physical, psychological and emotional health. It can be stressful to feel at a loss of control over how one is treated or viewed by others because of his/her gender, which can often affect one’s ability to perform job responsibilities fully. Although the maritime industry has embraced initiatives aimed at bridging the existing gender gap, the integration of women into the industry has been at a rather sluggish rate due to various barriers. Even though the initiatives already executed have led to an increase in the female workforce in the industry, there is still more room.Such practices not only limit the participation of women in the profession but also deny them an opportunity to utilize their skills and knowledge to benefit the industry. Economically, discrimination based on gender can have negative consequences (Sivakumar, 2008). 4.4 Types of Gender Discrimination One candiscriminated against based on their gender by being given unequal treatment. For instance, an employee could be treated differently or unjustly in terms of hiring, termination, salary and compensation, or restrictions on benefits or promotions, purely based on their gender. An insidious form of gender discrimination is sexual harassment, which involves any unsolicited behaviour (verbal or physical) of a sexual nature that interferes with work performance, affects a person’s employment, or creates a hostile work environment. Instances of sexual harassment in the workplace can range from inappropriate sexual jokes to the use of sexual slurs and non- consensual touching. This rather serious issue will be discussed in greater detail in our next chapter. Apart from the ones mentioned above, following are a few more ways in which an individual faces discrimination:  Get a promotion on account of gender; also known as the ‘glass ceiling’.  Getting paid lesser than an employee of the opposite gender working on the same job profile.  Being denied employee benefits or given less paid sick leave on account of gender.  Being written up for behaviour that does not result in disciplinary action when performed by an employee of another gender.  Being subject to derogatory language or slurs on account of gender. In the maritime industry, gender discrimination in the aforementioned manner has a significant negative impact on the overall functioning. Some of the negative consequences of gender discrimination are as follows: (i)Women are under-employed and their productive capabilities are not fully utilized for improving the overall productivity of the maritime industry. (ii)Under-employment and discrimination are demoralizing for women seafarers which in turn has an adverse impact on the discipline and work productivity of women employees. (iii)Lack of sensitivity on the part of male colleagues and outright misbehaviour by a few male colleagues is making some women seafarers psychologically disturbed. This has also resulted in a change in general attitudes of women seafarers, some of whom have undergone the process of ‘defeminization’, that is an imitation of male standards of behaviour of a strong and an authoritative orientation. (iv)Women seafarers behave in a certain masculine way so as to not get unwelcomed attention and different treatment. 4.5 How does Gender inequality affect women? The way gender discrimination may affect an individual may vary based on the context of the situation they are in and their own way of responding to the situation when they are treated in a particular way. Not every woman may respond or cope similarly. These are only some of the possible outcomes of discrimination, and the experiences and suffering of women may differ. While instances of discrimination may lead to some developing more confidence and being assertive of their right to equal treatment, there might be a few who may be fearful of acting against injustice. 4.6 How do women deal with discrimination and adapt in the workplace? Women seafarers in the early stage of their careers tend to learn a need for negotiating their gender identities to fit into the male-dominated work environment. At each step, women seafarers have to keep proving their calibre despite being excellent at their work. They have to be cautious with their appearance, behaviour and overall conduct. Due to the gender gap, they are concerned about how they are regarded by their male colleagues. Masculine norms and values being dominant in the occupational culture of seafaring and the possibility of the signs of femininity being taken as a marker of difference at sea leads them to follow a certain strategy for negotiating their gender identities to fit into the male-dominated workplace. A study noted that women seafarers commonly felt uncomfortable when they were seen as ‘women’ rather than ‘people’ or ‘seafarers’ by their male colleagues on board ships. Out of the 36 women who participated in this study, 25 attempted to look less feminine in their appearance and/or behaviour (the obscurers of femininity). Some even went on to choose clothes that were not too revealing when they packed for their voyage. This was out of the concern that the clothes they feel comfortable in would be inappropriate in front of men who have been away from family and lovers for a long time and do not often see women on board their ships. Women might avoid packing sleeveless clothes or tight trousers as it may lead to some male crew to stare or even develop the desire to try to touch them. Women tend to use these strategies by obscuring their femininity to avoid being viewed as objects of desire and wanting to be accepted as colleagues. They have to often hide expressing their emotions and feelings, as such behaviour is considered feminine, unprofessional, looked down on, and can be problematic for them on the ship. While these strategies have helped women to enter this male-dominated profession, they may not always be sufficient to convince their male colleagues to accept them as part of the crew. Moreover, constructing a masculine identity just to find equality and acceptance on board ships can be challenging for women seafarers. Yet, in a bid to find a temporary escape from gender-related problems, some women resort to it consciously or subconsciously despite the challenges that they face in the way. As many as 21 out of 36 women in the aforementioned study reported to have utilized the strategy of creating a masculine type of identity. Women using the strategy tended to appreciate being ‘a man’ because they felt that their behaviour would be considered ‘appropriate’ on board if they acquired an identity that is characteristic of males. In that, they might adopt a masculine style of behaviour while at sea and copy the roughness and imbibe the way of speaking of their male colleagues. Indeed, such a newly created masculine identity seems to perfectly integrate into the occupational culture of seafaring, although challenging for women. Another type of strategy often found to be in use is the art of blending in. Out of 36 women in the study, 13 appeared to apply this strategy. Women seem to use this strategy to mask their true selves, including their femininity, tactically and elaborately, in front of their male colleagues to maintain their identities. They do so by not expressing their feelings openly and holding back from being their true selves. Being a woman often appears to be disadvantageous and problematic in the occupational culture of seafaring that tends to reflect masculine norms and values. However, the strategy supporting the concept of femininity in a subtle way may intentionally create an imaginative patriarchal relationship between women seafarers and their male colleagues by keeping a low profile. Such a strategy will only temporarily prevent conflicts at an intellectual and professional level. Research has found that many women seafarers on cargo ships experienced gender-related problems, including sexual harassment by their male colleagues, similar to observations made with respect to women in certain other sectors, such as firefighting, (Yoder and Aniakudo 1995, 1996), army (Pettersson et al. 2008), police force (Holdaway and Parker 1998) and navy (Newell et al. 1995). According to interviews with women seafarers, their gender-related problems were brought about by the working environment and occupational culture that accepted masculine norms and values. In order to fit into such a male-oriented culture on board ships, women seafarers learned by themselves and invented various identity management strategies. On the bright side, the atmosphere on some ships fosters the growth of women seafarers and is conducive to their working atmosphere, and the adaptation of women seafarers goes a long way in this aspect. 4.7 Ways to Encourage Women to be a Part of Maritime The issue of gender inequality needs to be addressed by companies and zero tolerance built for the same at all levels. Also required are new policies that ensure friendly practices for women and that are followed strictly by all members of the maritime industry. With the help of trade unions and independent organizations, this radical change can be extended in society. Such encouraging steps will not only increase the confidence of women but also allow them to contribute their best to the industry. The International Labour Organization (ILO) has recognized the need for bringing about changes for the betterment of seafarers which has consolidated many maritime labour conventions into a single and consolidated standard. Their aimis to adopt a standard that is widely – if not universally – accepted, and which will benefit all seafarers. At the national and company level, there should be increased emphasis on improving shipboard conditions. These should include several aspects like pay, accommodation, safety, longer leave periods, etc. 8. Safety Concerns of Women Seafarers Being at sea can often make a seafarer feel isolated and lonely. Each seafarer may, at some point, experience these feelings, and they might develop and be vulnerable to health concerns as well. A survey conducted in 2015 by the International Harbour Masters Association (IHMA), International Seafarers’ Welfare and Assistance Network (ISWAN), International Transport Workers’ Federation (ITF), and Seafarers Hospital Society, consisting of 595 female seafarers, identified joint/back pain and anxiety/stress/depression as the two biggest health challenges that half of the respondents faced. The ILO data also indicated that women seafarers face more other concerns, such as the risks associated with their sexual health, confidential access to a ship’s doctor, and a few opportunities to seek medical advice or treatment ashore. Following are the key safety, health, and social concerns women seafarers may encounter during their voyages or missions:  Access to Sanitary Products: In a data estimate by the ILO, 40 % of female seafarers don’t have access to sanitary products on board ships. It has been observed that some female seafarers have to pack their menstrual products in their own luggage throughout the contract period to ensure that they have enough of them available. Moreover, disposal of used items has been an issue too, as ship toilets are incapable of handling them. In such cases, women have to wait till they reach a port to dispose them off in bins maintained there, and that often comes at a cost. 9. How can this issue be dealt with? Access to female sanitary items and discreet disposal mechanisms needs to be availed onboard ships. The restrooms on board ships need to be equipped with sanitary disposal bags or bins too.  Maternity Constraints:Maternity is sometimes considered as a constraint while hiring women seafarers. 54 countries out of 88 provide maternity benefits as a part of their social security protection. Pregnancy testing is widespread for women seafarers before going onboard, mostly in the cruise sector, despite it violating the ILO’s Maternity Convention of 2000. According to the ILO’s findings, women seafarers may face disembarkation at their own expense as a response to pregnancy. They may be offered a transfer to shoreside posting. This phenomenon can be also a part of maternity harassment. 4.10 Organizations/Institutions working for the cause 1. The International Labour Organization (ILO):A United Nations specialized agency, the ILO promotes social justice and internationally recognized human and labour rights. It also promotes other trade unions to prioritize safety at maritime workplaces and helps in reducing discrimination and harassment for women seafarers. 2. The International Transport Workers’ Federation (ITF):The ITF is working on a few important issues faced by victims of discrimination. It is working on obtaining the support of industry leaders and shipowners around the world to address those issues. Among the issues the ITF is fighting for are:  Reducing gender stereotypes within the maritime industry  Provision of sanitary items on board vessels  The right of women seafarers to obtain confidential medical advice and contraceptives  Improvements to maternity benefits and rights policies  The development of sexual harassment policies and training against discrimination within the industry Anytime someone faces sexual harassment or any other form of discrimination in the maritime workforce, they have a right to turn to a seafarerlawyer for assistance in protecting their rights. Attorneys can defend both female and male seafarers alike, helping to put an end to the hostility faced at work. Even though the victims of discrimination may often feel embarrassed or afraid to come forward, doing nothing about the situation may only worsen matters. Working in a hostile environment can lead to prolonged mental anguish, anxiety, and an overall deteriorated health. 3. Department of Mental Health Support Services (MHSS): The MHSS organizes events which provide professional mental health sup

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