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Turning the Tides A glimpse of the she farers reality Summary of the NTC 2023 International Women s Day Panel Discussion and Policy Making

Introduction Around the world International Women s Day has been marked with various activities centered on educating the public about gender equity highlighting women s achievements and more continuous efforts to bring about positive change for women What started as a gradual clamor during the time of the industrial revolution is now an annual celebration of strength and collaboration of different genders from all walks of life Through the efforts of those who started women are now much more confident accomplished and driven to take on things that were formerly denied to them like having an education casting a vote going for their chosen profession owning a property and working outside the home These hurdles in achieving the thriving possibilities of humanity are eroding as we continue to make way for this day It is also quite apparent that there is a shift taking place in the approach to recruitment for certain careers nowadays The once male dominated seafaring industry is currently paving the way for women to explore and experience the 1

world while at sea This has been going about in recent years steadily progressing as shipping companies increase their intake of female crew and staff One of the supporters of the campaigns for International Women s Day is the Norwegian Training Center NTC of the Norwegian Maritime Foundation of the Philippines For two consecutive years now under the leadership of the current Managing Director Capt Jo Even Tomren NTC has held special events every 8th of March to stand with the same mission for female seafarers Additionally through the initiatives taken by the Norwegian Shipowners Association NSA Cadet Program the maritime industry has been experiencing a surge of aspiring females committed to work onboard The present number continues to rise each year as part of the requirements by NSA customers With this and as the result of the successful symposium organized by NTC we humbly share the summary of the activities from March 8 2023 on the panel discussion and policy making activity participated by NTC stakeholders and NSA cadets We hope you find this significant and relevant in today s state of affairs of maritime labor 2

A message from NTC s Managing Director Your presence today means a lot not only to us at NTC but to all the female seafarers and maritime professionals everywhere Seafaring has no gender it s all about the smartest brains and talented people The maritime industry has slowly come around realizing this and recruitment of more women over the last years has been a focus area for many shipping companies What we have might failed to realize in our pursuit to attract more women is the recognition of the fact that the environment on board design the daily life has been made to cater men It goes from the actual ergonomic designs the personal protective equipment the work tools the medical facilities and supplies insurance policies and so on and all the way to the dock and port facilities And yet our vessel is always addressed as she out of respect and out of tradition It is time to work this from the opposite end Today right here you are all on board And we will look into the future standing side by side as a team The name of the vessel you are sailing on board today is MV Equity And she is in your capable hands and she is ready to undergo changes imposed by you The campaign of this International Women s Day is embrace equity which is fitting for today s activity 3

As a group from various parts of the maritime sector we will address health career and shipboard environment concerns being faced by women on board Let me be clear a life at sea means sacrifices It is a tough life regardless of gender But the sacrifices should not be related to gender It is also a life that will bring huge variety of great experiences opportunities and potential for growth So let s work on removing the differences making the seafaring careers attractive for talents not gender A safe inclusive and equal workplace The policies we are going to work on or passing on today may very well be the entrance point to a maritime career for a talented woman in the near future We can make it happen Captain Jo Even Tomren 4

A message from the Norwegian Ambassador to the Philippines It is a pleasure for me to celebrate this important day with all of you It is a great honor for me to be here today to kick off this symposium with a few remarks on the topic that is so important and so close to the heart of Norway and the Norwegian government The Philippines and Norway have a long history of cooperation And the maritime sector forms the foundation of these strong bilateral ties Today Norwegian shipping companies employ about 25 000 Filipino seafarers on board ships and these are dedicated hard working and professional seafarers She farers make up 11 of the workforce aboard Norwegian ships but the global average is even lower which is only 1 2 That is not good enough Why is this a problem The research and evidence are clear empowering women and increasing gender diversity within a company leads to better business and economic outcomes through increased profitability productivity and company effectiveness Norway along with other Scandinavian countries like 5

Denmark therefore continues to promote gender equality around the world including at sea It s not only the right thing to do it s also good for business Or as I ve deemed the term shefarers to the industry We need measures that reduce structural cultural and even practical barriers to maritime gender equality I m therefore glad that the Norwegian Maritime Authority and the Norwegian Shipowners Association are committed to working towards closing the gender gap by up to 40 in leading positions by 2030 Following the initiative of the Women s International Shipping and Training Association WISTA in Norway the Norwegian Maritime Authority and the Norwegian Shipowners Association signed the 40 by 30 pledge for more gender diverse workforce in the industry And I think using more gender neutral terms such as seafarer instead of seamen and motorman is an acknowledged step towards this transition That s why I would like to salute the Norwegian Training Center for providing a platform here today where these topics will be tackled and discussed Before I end my speech let me also mention that this year marks the 75 years of bilateral diplomatic relations between the Philippines and Norway Our countries are geographically far apart but we have developed very strong ties over the last 3 4 of a century With that foundation I m very much looking forward to the next 75 years and many more Filipino she farers aboard Norwegian ships With those words let s get this symposium started Thank you so much Ambassador Christian Halaas Lyster 6

A message from the Danish Ambassador to the Philippines It s wonderful to be here at the Norwegian Training Center on this important day and occasion I m very happy to see my colleague Ambassador Lyster and certainly all of you ladies and gentlemen out there If the gender balance was as good in the shipping industry as it is in this room we would be in a much better place already I will talk a little about what the outlook is for female seafarers in the shipping industry and why it s important as well as why it s specifically important for the Philippines As we ve already heard there are not a lot of female seafarers and this is not just a problem that the shipping industry is facing gender imbalances We have a lot of sectors out there with gender imbalances who are looking to attract more females into their industry And why is that Well it s very simple The oil industry the energy industry the shipping industry are all looking to get more females on board because they want talent 7

Talent is the most important ingredient to your success as a company as an institution and in life Why is it especially important for Filipinos when it comes to the gender equality issue That is because in the Philippines you have a tradition that is very important a tradition in which females can work outside the home Not all countries are like that And not only can they work out of home but they can also work even abroad So this is a significant reason why the Philippines is especially important when it comes to developing gender equality within the shipping industry because there is a bigger chance that Filipino women will see themselves as able and willing to work not just outside the home but also abroad and offshore Let me just share with you a story about my wife She s very angry at international hotel chains because every time we go into a hotel together they are designed for men Then she starts complaining about everything Things should be different in the hotel room And there s some truth to that we do have a tendency to have spaces that have been applied to a certain gender But here we re talking about ships being made for males and small things do make a big difference Certainly the shipping industry needs to look at what they can do to try to even out the pay gap There s also the question about sexual harassment at the workplace and this is for real And I ve worked with this professionally in the past 8

When I was in Afghanistan a country where we were also trying to mobilize women into the workforce sexual harassment and intimidation was a big issue Because in Afghanistan there is no cultural tradition for having females in the workforce So that led to a lot of challenges there Silence is not going to solve the issue We need to work on together because it is about cultural change There is no space at all for any tolerance when it comes to sexual harassment and intimidation So what can we do Well I do think that shipowners and government can turn the tide together It is very important that there is leadership from the top when it comes to these issues Government alone cannot solve the problem Commitment from various levels of government and the private sectors need to step up and create an inclusive environment for women And of course the shipowners have a big role to play here But I also do think there are other very significant players You Me and Us Because people are the drivers of change At the end of the day each and every one of us can play a huge role in how we approach gender equality issues across the board And as I said before breaking the silence is an important part Let us be active and proactive in addressing the issues we have in the industry Your voice is important just as I ve had a chance to 9

speak with you today Maybe I m speaking a little long already so I will end my talk here But let us speak up It is the way forward and the industry does need all of you women who are out there to be part of what is a global success story and a success story for the Philippines Thank you very much Ambassador Franz Michael Skjold Mellbin 10

Thematic Analysis of the Panel Discussion In celebration of International Women s Day the Norwegian Training Center NTC hosted a program to address the needs and issues of our women seafarers across the board With this NTC has identified three 3 key concerns to be tackled during the panel discussion 1 Reproductive Health of Women on Board 2 Work Arrangements and Socialization of Women on Board and 3 Access to Facilities and Provision and Supply of Women on Board With this NTC has invited experts in the maritime industry of their specific field to tackle and discuss with all the participants the concerns and give their recommendations for the decision makers and the current and future women seafarers Panelists are Capt Rosemelyn Boongaling an active seafarer for more than two decades and works for Wilhemsen Ahrenkiel Capt Rodcyn Yumang Head of Nautical and Research Development at Norwegian Training Center Engr Grace Gareza HSEQ Coordinator at Altera and 2nd Engineer at MaerskLine Ms Hyacinth Sharma Competence Administrator at Odfjell and Dr Christian Angelo Lubaton Medical Director at the Nordic Medical Center The Panel discussion was moderated by Ms Arla Fontamillas Reproductive Health of Women on Board The reproductive health of women seafarers refers to the specific considerations and challenges related to women s reproductive wellbeing while working at sea or on ships Here are some key aspects to consider that are pointed out during the panel discussion 11

Menstruation Similar to women in other professions women seafarers may experience menstrual changes while at sea Access to sanitary products and proper hygiene facilities is essential to manage menstrual health Contraception Women seafarers like any sexually active individuals need access to reliable contraception methods to prevent unintended pregnancies It is important for shipping companies to provide appropriate information resources and support regarding contraception options Pregnancy Pregnancy at sea poses unique challenges and risks Pregnant women may face limited access to proper prenatal care potential exposure to hazards and limited medical facilities Depending on the shipping company s policy pregnant women may be required to disembark or limit their duties to ensure the well being of both the mother and the unborn child Sexual and Reproductive healthcare Adequate access to sexual and reproductive healthcare services including gynecological examinations screenings and treatment of reproductive health conditions is crucial for women seafarers Shipping companies should prioritize providing necessary medical resources and support both on board and during port visits Mental health support The seafaring lifestyle can be demanding and isolating which can have an impact on mental health It is essential to provide psychological support and resources for women seafarers including addressing any specific concerns related to reproductive health and offering access to counseling or mental health services 12

Thematic Analysis Family planning and work life balance Balancing family planning decisions and work responsibilities can be challenging for women seafarers especially if they have caregiving responsibilities or desire to start a family Supporting policies and practices that promote work life balance maternity leave and access to childcare can contribute to the reproductive wellbeing of women seafarers Occupational hazards Some job related hazards on ships may have implications for reproductive health Exposure to certain chemicals heavy lifting long working hours and irregular sleep patterns can potentially impact fertility and pregnancy outcomes Implementing effective safety measures and providing appropriate protective equipment can help mitigate the risks It is important for shipping companies and relevant authorities to recognize the unique reproductive health needs of women seafarers and ensure that appropriate policies resources and support systems are in place to promote their well being Ship environment Work Arrangements and Socialization of Women on Board The work arrangements and socialization of women on board a ship can vary depending on the type of vessel the company policies and the specific cultural norms within the maritime industry While women have traditionally been underrepresented in the maritime sector there has been an increasing push for gender equality and inclusivity in recent years Here are some key aspects to consider that are talked on during the panel discussion 13

Thematic Analysis Job Roles Women can work in various roles onboard ships including deck officers engineers navigators technicians stewards and catering staff among others There are also women serving as captains and senior officers on certain vessels However some roles particularly those involving physically demanding tasks may still be predominantly held by men Accommodations Ships typically have separate living quarters for male and female crew members Cabins or designated spaces are assigned based on gender ensuring privacy and comfort The size and amenities of the accommodations may vary depending on the type and size of the vessel Facilities Ships are equipped with facilities such as mess halls recreational areas gyms and sometimes swimming pools which can be used by all crew members These spaces provide opportunities for social interaction and relaxation during leisure time Work Environment The work environment on board a ship can be demanding and requires adherence to strict safety protocols Women are expected to comply with the same standards as their male counterparts and follow procedures and regulations pertaining to their job roles Socialization Socialization opportunities for women on board can vary depending on the ship s size duration of the voyage and cultural factors Many shipping companies promote a respectful and inclusive environment that encourages crew members to interact and engage in social activities during their 14

Thematic Analysis free time This may include organized events movie nights sports activities or shared meals Training and Awareness Companies may provide gender sensitivity training and awareness programs to promote a more inclusive and supportive environment on board This training can help foster respect prevent harassment or discrimination and create a positive workplace culture It s important to note that the experiences of women working on board a ship can differ significantly depending on individual companies cultural norms and regional regulations Efforts are being made within the industry to improve gender equality enhance working conditions and promote diversity at sea Access to Facilities and Provision and Supply of Women on Board Improving access to facilities for women seafarers has been a focus in recent years to ensure gender equality and promote inclusivity in the maritime industry Here are some key aspects related to access to facilities for women seafarers pondered on during the panel discussion Accommodation Shipowners and operators are increasingly working towards providing separate accommodation facilities for women on board vessels These accommodations are designed to ensure privacy safety and comfort for women seafarers Washrooms and Sanitary Facilities Ships are being equipped with gender specific washrooms and sanitary facilities to meet the needs of women seafarers This includes separate shower facilities toilets and changing areas 15

Thematic Analysis Common Areas Efforts are being made to create designated common areas where women seafarer scan relax socialize and engage in recreational activities while on board These spaces are important for promoting a sense of community and wellbeing Personal Protective Equipment PPE Ensuring the availability of appropriately sized PPE including safety gear and uniforms is crucial for women seafarers Shipowners and employers are increasingly mindful of providing PPE that fits properly and meets the specific requirements of women seafarers Training and Awareness Education and training programs are being implemented to raise awareness among crew members about the unique needs and challenges faced by women seafarers This includes training on gender sensitivity sexual harassment prevention and promoting a respectful work environment Provision and Supply of Women Seafarers Increasing the participation of women in the seafaring profession is a priority for the industry Efforts are being made to encourage and support women who wish to pursue careers as seafarers Here are some aspects related to the provision and supply of women seafarers Recruitment and Promotion Shipping companies and maritime organizations are actively promoting career opportunities for women in seafaring roles They are focusing on attracting women to the profession through targeted recruitment campaigns scholarships and mentorship programs 16

Thematic Analysis Training and Education Efforts are being made to provide equal opportunities for women to access training and education in maritime institutions Scholarships grants and specific programs aimed at women seafarers are being introduced to support their professional development Support Networks Establishing support networks and communities for women seafarers is crucial These networks provide a platform for sharing experiences offering guidance and addressing the specific challenges faced by women in the industry Career Progression Initiatives are being undertaken to ensure equal opportunities for career progression for women seafarers This includes mentorship programs leadership training and policies that promote gender diversity at all levels of the maritime industry Addressing Gender Bias and Discrimination Efforts are being made to eliminate gender bias and discrimination in the maritime sector Companies are implementing policies and procedures to address issues such as sexual harassment and unequal treatment fostering a more inclusive and supportive work environment It s important to note that while progress has been made in these areas there is still work to be done to achieve full gender equality in the maritime industry Continued efforts and collaboration among stakeholders are essential to further enhance the access to facilities and provision and supply of women seafarers 17

Thematic Analysis of the Policy Making Output Two learning sessions on women s empowerment in the maritime industry were conducted for female cadets of the NSA of the cadet program in Davao on September 3 4 2022 and Cebu on September 14 15 2022 During the learning sessions the female cadets were introduced to the basic concepts of gender women s human rights gender mainstreaming in maritime security operations sexual harassment and safe spaces and psychological first aid The curriculum included numerous workshops and feedback sessions where cadets could discuss their top worries about being women in the marine industry For fourth year students who had recently ended their seafaring experience a feedback session was also held The following themes emerge from these discussions as the most important ones for female seafarers 1 access to reproductive health 2 providing women with resources and facilities and 3 ensuring safe spaces and pathways These themes served as the framework for the policy making workshop in which cadets and clients were divided into distinct groups to develop policy suggestions that cater to the particular needs and concerns of female seafarers The Policy Making Workshop In celebration of International Women s Day IWD 2023 NTC organized a symposium to tackle various issues of female seafarers Specifically the IWD 2023 symposium held a panel discussion between a dynamic set of speakers on life onboard for female seafarers and the challenges they face This was followed by the 18

Thematic Analysis policy making workshop which aimed to design policies that can address identified key challenges of female seafarers onboard and identify suitable requirements in implementing the suggested policies The symposium was conducted last March 08 2023 in Marriott Hotel Para aque The event was attended by over a hundred NTC clients partners cadets and shipping executives The policy making workshop provided a safe space for the seafarers to validate the issues raised from the women s empowerment learning sessions as well as to discuss their maritime experiences and difficulties while providing policy alternatives to deal with those problems While clients reviewed their existing policies and expressed their willingness to update their policies in order to ensure that female seafarers are given equal opportunities fair treatment and a safe working environment The workshop generated five key thematic areas that the NSA cadet program NTC clients and shipping executives should take into account to promote fair just and equitable access for female seafarers Context Rationale The maritime industry plays a crucial role in global trade and transportation and contributes significantly to economic growth and development However it has historically been male dominated with limited representation and opportunities for women Based on the International Chamber of Shipping ICS Seafarer Workforce Report 2021 there are approximately 1 892 720 seafarers globally 857 540 are officers and 1 035 180 are ratings The Philippines the Russian Federation Indonesia China and India compose most of the seafaring crew globally 19

Thematic Analysis Between 2015 and 2021 there was a 0 32 increase in International Convention on Standards of Training Certification and Watchkeeping for Seafarers STCW certified female seafarers bringing the global total from 0 96 to 1 28 respectively In 2021 it was estimated that there were only 24 059 female seafarers aboard merchant ships Globally there are only about 7 289 female officers An industry analysis reveals that passenger ferries and the cruise industry hold the most female officers and ratings Based on the 2022 Maritime Industry Authority MARINA Annual Statistical Report women comprise only 14 or 11 239 of the total local seafaring workforce They are also a minority across almost every category of operations and category of employment except for administrative positions More and more women are joining the seafaring industry however most are still being employed in traditionally feminine positions and sectors such as administrative support services and hospitality To address such imbalance and promote inclusivity there is a need for gender responsive policies within the maritime industry that will aim to ensure equal rights and opportunities for individuals The policies should be anchored within the principles of equality and inclusivity that values diversity and recognizes the contributions of women This likewise is aligned with the principles of social justice as well as the industry s overall effectiveness and competitiveness To address such imbalance and promote inclusivity there is a need for gender responsive policies within the maritime industry that will aim to ensure equal rights and opportunities for individuals The policies should be anchored within the principles of equality and 20

Thematic Analysis inclusivity that values diversity and recognizes the contributions of women This likewise is aligned with the principles of social justice as well as the industry s overall effectiveness and competitiveness Promotion of gender diversity in the maritime workforce can expand the human resource pool available Women bring in new skills perspectives and experiences that maritime companies can benefit from such as increased innovation problem solving capacities and adaptability which foster a culture of excellence It is also crucial to note that gender responsive policies can help address skills gaps in the maritime sector By providing equal access to training education and career development opportunities these policies empower women to pursue maritime careers and bridge the existing gender disparities Encouraging women to be part of the industry is one thing it is also important that gender responsive policies prioritize the safety and wellbeing of all maritime workers As such there is a need to recognize and address the specific challenges faced by women in a predominantly male environment such as but not limited to issues related to harassment discrimination and inadequate supplies and facilities In a more global and larger context gender responsive policies are aligned with the UN Sustainable Development Goals SDGs By integrating gender equality principles into policies and practices maritime organizations can contribute to SDG 5 which aims to achieve gender equality and empower all women and girls towards a more sustainable and equitable future In line with NTC s unwavering commitment to fostering gender equality diversity and inclusion in the maritime industry it actively sought to understand and address the issues and concerns raised by 21

Thematic Analysis female seafarers and their clients Recognizing the importance of promoting gender equality and inclusivity in the workplace these stakeholders have jointly put forth a comprehensive set of proposed gender responsive policies that reflect their dedication to addressing gender inequalities Proposed Gender Responsive Policies The following policy recommendations were designed to ensure that female seafarers are given equal opportunities fair treatment and a safe working environment Increase female representation by implementing strategies to attract and hire female candidates at all levels of the maritime industry from entry level positions to leadership roles In the international community the concept of the 30 critical mass pertains to the principle that having a minimum representation of 30 women in decision making positions is necessary to bring about meaningful change and promote gender equality It likewise recognizes that achieving a critical mass of women in leadership roles is crucial for challenging existing gender biases addressing inequalities and fostering inclusive decision making processes Regardless of the targeted number shipping companies partners and clients should be able to work on increasing the number of their female seafarers through various strategies and approaches Targeted recruitment such as advertising job vacancies on platforms and networks that target female candidates 22

Proposed Gender Responsive Policies Non discrimination in the recruitment process such as establishing measures to ensure that female seafarers are not discriminated against during the recruitment process Mentorship and sponsorship programs such as establishing programs that connect aspiring female professionals with experienced leaders in the maritime industry Training and skill development such as offering training programs and workshops focused on developing leadership skills and competencies among women in the maritime sector Networking and visibility such as facilitating networking events conferences and platforms that showcase the achievements and expertise of women in the maritime industry Accessible and comprehensive reproductive health and wellbeing services and promote work life balance practices Various research has shown that open discussions around sexuality contraception healthy relationships and family planning are more likely to prevent unplanned pregnancies HIV and STIs among youth It is also more likely to prevent instances of gender based violence among men women and people with diverse identities Care work or the work of caring for others is also disproportionately carried by women leading to stress burnout and poor wellbeing Female seafarers often have to make an unnecessary choice between having children and pursuing their careers when they should be supported to have both The NSA cadet program will be able to support their cadets through the various strategies Inclusion of a seminar on Comprehensive Sexuality Education CSE in the curriculum This shall be safe space to learn and 23

Proposed Gender Responsive Policies discuss scientifically accurate information on human development anatomy and reproductive health contraception childbirth HIV and sexually transmitted infections STIs for all cadets regardless of their sex and gender It takes a positive approach at celebrating the natural biological differences between males and females with the goal of breaking stereotypes against female seafarers and transforming what it means to be female in a male dominated field Shipping companies partners and clients will be able to support their female seafarers through the various strategies Seafarers undergoing the Standards of Training Certification and Watchkeeping STCW training shall be required to take a supplementary seminar on Comprehensive Sexuality Education CSE This shall include scientifically accurate information on human development anatomy and reproductive health contraception childbirth HIV and sexually transmitted infections STIs for all seafarers regardless of their sex and gender Maternity leave benefits and post pregnancy reintegration programs such as flexible workloads and schedules onboard especially in the first four to eight weeks of return and check in meetings to see how new mothers are coping with their return to work Mental health helpline and or designated person to address mental health concerns such as a Viber WhatsApp Telegram number seafarers may always contact for mental health support Menstruation pardons seafarers suffering from dysmenorrhea endometriosis PCOS and other reproductive health concerns which affect their work performance may be allowed a reduced workload twice a month as necessary without risk of persecution or malingering 24

Proposed Gender Responsive Policies Provision of gender based violence prevention and response for effective response mechanism Gender based violence GBV refers to any harmful act perpetrated against anyone based on their gender which results in physical sexual psychological or economic harm It can manifest in various forms including but not limited to sexual harassment sexual assault verbal abuse bullying coercion or discrimination done in person or online GBV can occur in different settings in the maritime industry including onboard vessels port facilities among others GBV is not only a direct harm but undermines the rights dignity and personal safety of victims which can affect the overall wellbeing of the person and their ability to work Addressing GBV requires a comprehensive effort from the NSA cadet program and shipping companies partners and clients such as Adopt zero tolerance policies against GBV which clearly communicates the consequences of GBV perpetration including disciplinary actions and legal measures Implement confidential and accessible reporting mechanisms to enable victims and witnesses of GBV to report incidents without fear of retaliation Procedures should be in place to promptly and effectively respond to reports including conducting thorough investigations and providing support to survivors Designate a person specifically for harassment cases preferably a woman All seafarers onboard shall have access to an emergency contact person specifically for harassment through an emergency hotline or assistance desk for immediate action and support 25

Proposed Gender Responsive Policies Establish partnerships with organizations and service providers to offer comprehensive support services to GBV survivors Seafarers who are victims of gender based violence and harassment shall have access to support and recovery services such as therapy counseling health and legal assistance Develop and deliver training programs on sexual harrassment GBV prevention and response for all maritime professionals Sea based and land based staff This includes recognizing harassment how to respond in instances of harassment psychological first aid and discreet procedures to follow in accordance with the Anti Sexual Harassment Policy by the Company Provision of inclusive shipboard facilities infrastructure and supplies management Infrastructure must reflect inclusion and continuous progress towards gender equality Failure to make gender considerations in infrastructure planning and design often lead to the exclusion of certain groups particularly women while disproportionately benefitting men This makes it harder for women to penetrate and stay in the seafaring labour force while increasing their vulnerability to gender based violence once they are aboard Female specific equipment materials and spaces such as female only changing rooms female specific PPEs menstrual hygiene products and private articles in the slop or bonded store Specific bins for menstrual hygiene product disposal include and normalize the process of sanitary disposal in the company safety management system SMS Inclusive first aid kits All first aid kits and medical supplies aboard ships shall include over the counter medication to address female reproductive aches such as aspirin and ibuprofen that reduce dysmenorrhea 26

Proposed Gender Responsive Policies Develop and adopt a gender responsive appraisal monitoring and evaluation Gender responsive appraisal monitoring and evaluation are necessary to measure the efficacy and impacts of gender policies and initiatives towards ensuring that they are addressing the needs and concerns of female seafarers The following are some basic steps that can guide shipping companies partners and clients in developing a gender responsive appraisal monitoring and evaluation mechanism Set goals and objectives There should be clear goals and objectives which are aligned with the broader gender equality objectives such as increasing women s representation addressing gender based violence promoting equal opportunities etc Develop gender indicators There should be specific indicators that will help assess the gender dimensions of various aspects within the maritime industry These indicators should cover areas such as recruitment and retention career advancement training and development work environment and safety among others Collect sex disaggregated data There is a need to ensure that data collection systems are designed to capture sexdisaggegated data This would mean collecting information separately for men and women to identify disparities and trends Build capacity of M E personnel Provide training and capacity building of employees particularly those involved in M E work on the importance of gender responsive appraisal monitoring and evaluation and enable them to effectively utilize the system Develop guidelines and tools It will also be useful to create guidelines and tools that provide practical guidance on how to conduct gender responsive appraisal monitoring and evaluation 27

Proposed Gender Responsive Policies These resources can include standardized methodologies templates and checklists to ensure consistency and reliability in the evaluation process Review compliance with existing policies Appraisal reports shall be updated to include compliance with policies that address female seafarers concerns such as those outlined in this policy proposal These policies would aim to address issues that may disproportionately affect female seafarers such as genderbased discrimination harassment and unequal opportunities for career advancement Prepare and update appraisal reports Appraisal reports would be updated to include an evaluation of how well the seafarer company is complying with policies that aim to address the concerns of female seafarers Conduct of regular monitoring and evaluation Regular monitoring and evaluation would be necessary to track progress towards addressing the concerns of female seafarers and ensure that their experiences are being taken into account in performance evaluations Conclusion Women s roles have tremendously changed and evolved as compared to the past century Starting with the biased rules they had to accept to avoid the scorn and judgment of the public up to enduring the hindrances of pursuing self betterment the women of today can act and move of their own volition and can provide for themselves and their families Yet the remarks from Ambassador Lyster of Norway and Ambassador Mellbin of Denmark together with the result of the panel discussion and policymaking activity confirm that in this 28

Conclusion present time we still have gaps that need to be addressed to fully announce that we are living with proper equity being regarded for all NTC believes that providing an avenue to discuss the concerns of women is vital in the relentless pursuit of achieving gender diversity and inclusion Furthermore creating an event that engages all parties such as stakeholders students and employees will enable shipping companies and agencies to look at their business and their impact on those concerned individuals Lastly the areas discussed during the policy making on 1 Female hiring and inclusion 2 Reproductive health and wellbeing 3 Genderbased violence prevention and response 4 Shipboard facilities infrastructure and supplies management and 5 Appraisal monitoring and evaluation emphasizes that there is much to be done by not only in the maritime industry but in other male dominated fields too With purpose and dedication the Norwegian Training Center together with the support of its Managing Director Deputy Director managers and employees will continue to promote more activities centered on the values and importance of women in this modern world 29

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