Source: ITF
The transport industry is strongly segregated: mobile occupations (except for those within the aviation industry), technical jobs involving heavy physical workloads have traditionally been occupied by men. Women have historically occupied service-related and administrative positions.
Satu Silta, a colleague from the Finnish Seamen’s Union recently spoke to the ETF on her views of maritime women in the labor market.
Today, in the Maritime sector there are too few educated European seafarers. This is because the sector is not attractive to young people, and the education systems do little to encourage an interest in maritime jobs. It is unfortunate that many women are unaware of the various possibilities offered by the industry, believing instead that there is no place for a woman in the male-dominated sector. However, more than 40 % of seafarers are women, with many of them working on cruise vessels. In all Nordic countries, there is not a wage gap between men and women, and working conditions are constantly improving.
It is crucial that ETF and ECSA (European Community Shipowners' Association) work together to both promote and improve the image of the industry in its entirety. Social Dialogue should also be established at national level in order to address common problems and to find solutions. In other words, we should do our utmost to work together. When it is necessary we need to show the employers that we are strong, and that we are ready to act if we are called upon.
As regards the situation of women, the ETF must cooperate with the European Trade Union Confederation to create an effective action plan for the sector. During a crisis, women are always the first to suffer, as they are now. Within the maritime sector, we female trade unionists must fight for permanent contracts, especially in times of hardship when we suddenly become expendable, and temporary contracts are all the rage.
The main question is how to encourage women seafarers to actively participate in the trade union movement. Although many women work in the sector, few of them are actually active in the decision-making process. This is mainly due to the shift system, which is not exactly “human friendly.” As trade unionists, we try to reduce the length of the rotation system in order to have, for instance, one week of work and then one week off.
Satu Silta, a colleague from the Finnish Seamen’s Union recently spoke to the ETF on her views of maritime women in the labor market.
Today, in the Maritime sector there are too few educated European seafarers. This is because the sector is not attractive to young people, and the education systems do little to encourage an interest in maritime jobs. It is unfortunate that many women are unaware of the various possibilities offered by the industry, believing instead that there is no place for a woman in the male-dominated sector. However, more than 40 % of seafarers are women, with many of them working on cruise vessels. In all Nordic countries, there is not a wage gap between men and women, and working conditions are constantly improving.
It is crucial that ETF and ECSA (European Community Shipowners' Association) work together to both promote and improve the image of the industry in its entirety. Social Dialogue should also be established at national level in order to address common problems and to find solutions. In other words, we should do our utmost to work together. When it is necessary we need to show the employers that we are strong, and that we are ready to act if we are called upon.
As regards the situation of women, the ETF must cooperate with the European Trade Union Confederation to create an effective action plan for the sector. During a crisis, women are always the first to suffer, as they are now. Within the maritime sector, we female trade unionists must fight for permanent contracts, especially in times of hardship when we suddenly become expendable, and temporary contracts are all the rage.
The main question is how to encourage women seafarers to actively participate in the trade union movement. Although many women work in the sector, few of them are actually active in the decision-making process. This is mainly due to the shift system, which is not exactly “human friendly.” As trade unionists, we try to reduce the length of the rotation system in order to have, for instance, one week of work and then one week off.
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