Elevating Women’s Voices Within a Historically Male-Dominated Industry: A Traveling Exhibit Learning from the Past, Celebrating Progress in the Present, and Paving a Way for the Future

Purpose: The research aims to analyze the situation of women in maritime industry in Poland over the years, focusing on employment trends and the participation of women in maritime- related academic programs. Additionally, the research will explore the challenges women face and propose potential solutions to overcome these barriers to improve gender equality. Design/methodology/approach: To achieve the study's objectives, bibliometric analysis and systematic literature review were conducted to examine previous research on gender inequality in the maritime industry. Additionally, a statistical analysis was performed to identify the share of women in the maritime industry and in maritime-related academic programs in Poland. Findings: The study reveals an increasing trend in the participation of women in Poland's maritime industry, both in education and employment. The paper provides insights into the challenges and strategies for achieving gender equality in the maritime industry. The obstacles women face in the male dominated industry should be addressed not only at the governmental level but also at the organizational level, with required engagement of both authorities and business leaders. Research limitations/implications: The conducted analysis is restricted only to female employment in one country within a specified industry. A comparative study of women’s position in male-dominated industry across different European countries would allow for an expanded context of gender inequality, especially its roots, efforts to combat gender stereotypes, and changes in corporate culture. Practical implications: Practical steps include implementing comprehensive gender equity policies, enhancing educational programs to include gender sensitivity, and creating mentoring and networking opportunities for women. By adopting best practices from other countries and focusing on both governmental and organizational levels, a more inclusive and equitable workplace can be created. Originality/value: This paper offers new insights into the trends and challenges faced by women in this male-dominated sector. Additionally, this study contributes to the broader literature on achieving gender equality and diversity in workplaces by compiling practical initiatives undertaken not only in the maritime industry but also in other male-dominated industries. Keywords: gender inequality, gender stereotypes, male-dominated industry, maritime industry. Category of the paper: Research paper, Literature review.

Alcohol use among workers in male-dominated industries: A systematic review of risk factors

Background: This case study explores Letizia Ruiz Fonseca's groundbreaking journey, highlighting her firsthand experiences as she navigated a male-dominated aviation industry. Through her detailed accounts, it examines the challenges, triumphs, and resilience that shaped her career. Objectives: To analyse the pioneering achievements of Letizia Ruiz Fonseca, Paraguay’s first female pilot to earn international licenses and captain a commercial airline, as a case study in gender barriers within aviation. Learning Outcomes: Learners will critically examine ethics, leadership, and gender equity issues in South America. They will discuss the systematic challenges faced by women in male-dominated industries and explore strategies for fostering inclusivity and equity in professional environments. Use: Having a better understanding of gender norms. Teaching Notes: Suggested class format, structured discussion questions, guided reflection questions, interviews with Letizia Ruiz Fonseca, and case-based ethical dilemmas and leadership analysis.

PurposeRisky alcohol use can reduce productivity at work and impact employees’ mental health and wellbeing. Several risk factors converge in male-dominated industries, which can increase risky drinking and deteriorate mental health. This paper aims to explore the prevalence of risky drinking and psychological distress in a male-dominated industry compared with that in the general population.Design/methodology/approachData were collected from four manufacturing sites in Australia. In total, 450 workers were invited to participate in a survey that measured drinking behaviours using AUDIT-C and psychological distress using the K10, along with demographics including age, gender, job role and ethnicity. The observed outcome measures were compared with general population data available through publicly available data sets.FindingsSurveys were returned by 341 employees, of which 319 completed AUDIT-C. AUDIT-C and K10 scores were significantly correlated (R = 0.31, p < 0.0001). Hazardous drinking was more prevalent among workers than in Australian general population (66.1% vs 23.6%). Binge drinking was greater among workers than in the general population (25.4% vs 26.5%). The difference was higher among female workers than among male workers (35.1% vs 10.8%).Originality/valueThe findings of this study show a significantly greater risk of alcohol-related harm among workers in male-dominated industries compared with that in the general population. This risk is more pronounced among women, who also experienced greater rates of moderate and high psychological distress compared with those experienced by the general population. A fitness-for-work approach is proposed to minimise alcohol-related harm among workers in male-dominated industries. Moreover, male-dominated industries are proposed to consider the interconnectivity of other workplace health and safety factors.

As an entrepreneur, male-dominated industry also plays a role in shaping women entrepreneurs’ understanding of glass ceiling. Respondent 08’s business was in technology and she sees that men are less likely to take her seriously. Owning a business in the coffee industry, where it is often perceived as a masculine hobby, Respondent 04 entrepreneur experienced different types of barriers compared to her man counterparts. She said that building trust as a woman business owner in a male dominated industry is harder. Also, she also finds dealing with many stakeholders, such as farmers or merchants who is more likely to be men more difficult, therefore she sees these barriers as her glass ceiling in expanding her business. After analysing the data from the interviews, glass ceiling does have an impact on women entrepreneur, specifically on how they carry themselves and how they manage their business. Their glass ceiling exposure is proven to have affected how they see themselves, as woman and entrepreneur, how they create policies and make decision for their business.

To the extent that it can be construed as harassment, bullying within the workplace is illegal (Gov.uk, 2013). Despite this, evidence suggests that the phenomenon remains widespread, and often proliferates in obscure and ambiguous ways (Miner and Eischeid, 2012). The Advisory, Conciliation and Arbitration Service (Acas) (2013) define bullying as “unwanted behaviour that makes someone feel intimidated, degraded, humiliated or offended”, with examples ranging from “spreading malicious rumours, or insulting someone, to exclusion or victimisation”. We present a subject that has received limited attention within the literature: bullying between women. In fact, this paper focuses on workplace bullying inflicted on women, by women, but in a male-dominated environment. It is against this background that we identify and explore the phenomenon at British Construction (a pseudonym) (BC). The following empirical data reflects the experiences described in the diary of a woman at BC (Tina, one of the authors of this paper). While such experience certainly includes the barriers to recruitment encountered, the emphasis here is on the specific challenges women encounter once working within the&nbsp;male-dominated industry.&nbsp; In fact, Tina was an employee at the company for 15 years and subsequently resigned following sustained bullying by a female colleague together with an employer that would not acknowledge its seriousness, or apply its policies to protect her in the absence of statutory law. On one level the story told in this paper will be one familiar to many of us: daily frustrations at work, resentment and self-doubt. Indeed, most of us accept such occurrences as inevitable. But on another level, the story reveals a dysfunctional behaviour which scholars working in the field of work and organization can actively help ameliorate. The narrative focuses on the phenomenon of bullying between women, and the cultural and leadership&nbsp;mechanisms through&nbsp;which&nbsp;male-dominated workforces apparently facilitate it. By way of analysis, this research uses the framework developed by MacIntosh et al. (2010). The framework suggests women typically experience workplace bullying through a four stage process. The four stages are defined as Being Conciliatory, Reconsidering, Reducing Interference and Redeveloping Balance. Such bullying is here conceptualised as part of what has become known in recent decades as the “Queen Bee Syndrome” (Staines et al., 1973). It is seen to have a detrimental effect not only on those involved directly, but on the broader relations between employee and employer. Whereas the vast majority of existing studies on workplace bullying rely on survey or other quantitative data, we here impart a first-hand experience by means of retrospective autoethnography (sometimes referred to as “autoethnography a posteriori”; see for example Boncori 2013: xvii). We go on to argue that, unaddressed, there are far-reaching implications for organisations, particularly in male-dominated industries. Organisations can mitigate&nbsp;this&nbsp;phenomenon by raising awareness, providing training, establishing and maintaining robust workplace policies, and – perhaps most pertinently - by actively championing gender balance in hitherto male-dominated industries. Additionally, in reflecting on the findings generated we speculate that although the Queen Bee Syndrome implies superficially that women are their own worst enemies (see, for example, findings reported by Rindfleish, 2000), we argue that this phenomenon is deeply entrenched in behavioural norms, the parameters for which have been defined by societal forces more generally. Finally, we delineate recommendations&nbsp; to&nbsp; expand&nbsp; research&nbsp; in&nbsp; this area to encompass the experiences of other women, in other industries.

Getting more women into male-dominated industries has become the nucleus of public debate in many industrialized countries. However, it is still not clear how growing female representation impacts the individual performance of workers in these sectors. The research setting of this study is the Norwegian oil industry as a typically male-dominated sector. Using a fixed-effects regression model, the present paper investigates two different constellations: 1) how growing female representation impacts the individual performance of workers at the same hierarchical level (within-ranks); 2) how growing female representation at the next highest rank impacts the performance of subordinated workers (downward-flowing). Consistent with prevailing theory, the within-ranks analysis reveals that the performance of men in relation to a higher share of female peers follows a cubic pattern. This shows that men’s performance is the highest in gender-balanced teams. For women, this relationship cannot be confirmed. In terms of downward-flowing effects, female supervisors in this particular industry are estimated to have a negative effect on the performance of both, men and women. This result on negative downward-flowing effects requires a deeper analysis on the corporate cultural background.

A Women Workplace Culture Questionnaire (WWQ) was developed based on results from a grounded theory study. Respondents were asked: (1) to compare women's general status at work with that of men and (2) to describe their specific experiences in this regard. Answers from 104 White women working in a male-dominated industry were intercorrelated and subjected to principal component analyses, as well as a to varimax rotation. A five-factor solution that explained 56.5% of the total variance was supported by a graphic scree-test. Three factors with coefficient alpha >.70 were identified that concerned areas of perceived burdens on me (the individual woman), perceived burdens on women, and sexual harassment. A fourth factor, social support, also showed modest reliability. Factors I, II, and IV correlated significantly with ill health, distress, and job satisfaction.

The study explored the lived experiences of females in male-dominated industry. The objectives include identifying challenges and barriers faced by women, examining coping mechanisms used to navigate these environments, and understanding how educational background influences their ability to overcome challenges. The researchers employed a phenomenological approach, conducting semi-structured interviews with five participants from Antipolo and Marikina City, Philippines selected through purposive sampling. Data were analyzed thematically to uncover patterns and insights. The findings reveal significant barriers such as gender bias, limited career advancement opportunities, and workplace complexity. Participants highlighted coping mechanisms like resilience, professional development, and leveraging social support. The study emphasizes the role of education in fostering confidence and adaptability, which help women navigate male-dominated workplaces. The research concludes that systemic changes are needed to create inclusive environments. It recommends fostering diversity and equity in the workplace, highlighting the importance of mentorship and organizational support. These insights aim to empower women and encourage industries to address gender disparities, contributing to a more inclusive and equitable workforce.

The purpose of this study is to determine the effect of the women presence and their capabilities on the companies’ financial performance in company listed on the Indonesia Stock Exchange. This study splits the sample into two industry categories based on gender domination which are female and male-dominated industry. Using agency theory, resourced based theory and human capital theory, this study find that the presence of a women on board has a significant positive impact on the company’s financial performance as measured on market basis. In addition, their capability - such as education background in economics/business/finance and relevant work experience - have significant positive impact on the company’s accounting performance. These results are seen mainly in the entire sample group and the male-dominated sample group.

This study aims to evaluate within-individual changes over time in work-role quality and quality of life and the relationship of these qualities to self-reported health as experienced by women in a male-dominated industry. Forty-seven women completed a questionnaire at two different points in time. The results showed evidence of a relationship between work-role quality and quality of life and self-reported health. There was a connection between changes in environmental demands and changes in musculoskeletal symptoms and between changes in quality of life and changes in gastrointestinal symptoms, except for psychological distress. The difference in medical symptoms is hypothesized to be an effect of hormonal signals. Four strategically selected women, who indicated improved or impaired health, were interviewed about their working situations. A tentative theoretical model was set up for perceptions of health.

To the extent that it can be construed as harassment, bullying within the workplace is illegal (Gov.uk, 2013). Despite this, evidence suggests that the phenomenon remains widespread, and often proliferates in obscure and ambiguous ways (Miner and Eischeid, 2012). The Advisory, Conciliation and Arbitration Service (Acas) (2013) define bullying as “unwanted behaviour that makes someone feel intimidated, degraded, humiliated or offended”, with examples ranging from “spreading malicious rumours, or insulting someone, to exclusion or victimisation”. We present a subject that has received limited attention within the literature: bullying between women. In fact, this paper focuses on workplace bullying inflicted on women, by women, but in a male-dominated environment. It is against this background that we identify and explore the phenomenon at British Construction (a pseudonym) (BC). The following empirical data reflects the experiences described in the diary of a woman at BC (Tina, one of the authors of this paper). While such experience certainly includes the barriers to recruitment encountered, the emphasis here is on the specific challenges women encounter once working within the male-dominated industry. In fact, Tina was an employee at the company for 15 years and subsequently resigned following sustained bullying by a female colleague together with an employer that would not acknowledge its seriousness, or apply its policies to protect her in the absence of statutory law. On one level the story told in this paper will be one familiar to many of us: daily frustrations at work, resentment and self-doubt. Indeed, most of us accept such occurrences as inevitable. But on another level, the story reveals a dysfunctional behaviour which scholars working in the field of work and organization can actively help ameliorate. The narrative focuses on the phenomenon of bullying between women, and the cultural and leadership mechanisms through which male-dominated workforces apparently facilitate it. By way of analysis, this research uses the framework developed by MacIntosh et al. (2010). The framework suggests women typically experience workplace bullying through a four stage process. The four stages are defined as Being Conciliatory, Reconsidering, Reducing Interference and Redeveloping Balance. Such bullying is here conceptualised as part of what has become known in recent decades as the “Queen Bee Syndrome” (Staines et al., 1973). It is seen to have a detrimental effect not only on those involved directly, but on the broader relations between employee and employer. Whereas the vast majority of existing studies on workplace bullying rely on survey or other quantitative data, we here impart a first-hand experience by means of retrospective autoethnography (sometimes referred to as “autoethnography a posteriori”; see for example Boncori 2013: xvii). We go on to argue that, unaddressed, there are far-reaching implications for organisations, particularly in male-dominated industries. Organisations can mitigate this phenomenon by raising awareness, providing training, establishing and maintaining robust workplace policies, and – perhaps most pertinently - by actively championing gender balance in hitherto male-dominated industries. Additionally, in reflecting on the findings generated we speculate that although the Queen Bee Syndrome implies superficially that women are their own worst enemies (see, for example, findings reported by Rindfleish, 2000), we argue that this phenomenon is deeply entrenched in behavioural norms, the parameters for which have been defined by societal forces more generally. Finally, we delineate recommendations to expand research in this area to encompass the experiences of other women, in other industries.

We examined whether young men and women differ in the relation between porn use and sexual performance (sexual self-competence, sexual functioning, and partner-reported sexual satisfaction). We conducted a three-wave longitudinal study (spanning 2015-16-17) that involved a very large number of men and women in their early 20s (100 000 + French-speaking individuals; 4000 + heterosexual couples). The results revealed a twofold phenomenon. Among men, a higher frequency of porn use (wave 1) and increased porn use over time (waves 1-3) were associated with lower levels of sexual self-competence, impaired sexual functioning, and decreased partner-reported sexual satisfaction. In contrast, among women, higher and increasing frequencies of porn use were associated with higher levels of sexual self-competence, improved sexual functioning, and enhanced partner-reported sexual satisfaction (for some aspects). The findings reveal the irony that porn - a male-dominated industry that targets a male-dominated audience - is associated with the erosion of the quality of men's sex lives and the improvement of women's sex lives.

Women’s contributions to aviation have been long overlooked even if they have been involved in the sector since its initial days. Since the early period of flying, women have been active participants even opportunities in the industry did not come easily. Nevertheless, from its initial days, aviation appeared to be a male-dominated industry, where female employees have been objectified for a considerable time. During the last two decades of fight, determination and perseverance, the number of women involved in that industry has steadily increased and they can be found in nearly every aviation occupation today. Despite this quantitative increase and the amplified awareness of gender and race equality movements, today’s population of women in aviation is still underrepresented. The purpose of this research is to explore the lack of female representation in commercial aviation, in which women still do not benefit from the same professional opportunities as men and to provide a better understanding of this gap in the workforce in a variety of fields, also identifying which are the boundaries and trying to find possible approaches for greater inclusiveness. There are, in fact, several campaigns, started in the last few years, representing an initial step to make the aviation industry more gender balanced but it appears necessary to understand how to support these initiatives which, although voluntary, represents an important contribution in a sector where women are often left behind. Despite the importance of the topic, there is not enough research surrounding the minority women in aviation. Therefore, this research aims to bridge the existing gap in the literature and to raise awareness for gender equality in the industry. The research, carried out through a qualitative descriptive analysis, focused on the gender gap in aviation, aiming to investigate the gender distribution of aviation personnel, what factors affect female underrepresentation, what tools have already been put in place to increase female participation in the sector and which future strategies could be implemented. Summarizing the aim of the paper is to answer the following issues: In order to answer these questions, the phenomenon and its causes were observed, using data provided by the International Civil Aviation Organization and existing literature, then an interview of 50 women with different job positions in aviation organizations, was used in the form of an extended conversation. The findings of this explorative research showed that the female marginalization is caused by cultural factors and not by industry-related dynamics. The studying, contributing to the literature on gender studies, has some managerial implications which refer to what possible strategies could be helpful in fostering the greater integration of women in air transport.

Women in a male-dominated industry are plowing towards the mainstream, where women, in their own right, take part and play significant roles. However, for the most part, women have taken the backseat regarding socio-economic opportunities, as men predominantly hold positions in the agricultural labor force. This study focuses on the underrated agricultural laborers of Malaybalay, Bukidnon, Philippines. In particular, this paper accentuates the collective vulnerabilities of farmhand mothers and the power and gender relations in which they are involved. Literature has delved into farm women's diverse roles, barriers, and adaptive capacities. Still, some gaps can be observed in documenting the vulnerabilities intersecting the power and gender relations in which they were involved. To capture the stories of the 25 informants, qualitative narratives were chosen through snowball sampling from the collected KII and FGD. Findings revealed that farmhand mothers begin working at different farms at a young age; shaped by their habitus, they endure rigorous daily routines that extend from dawn until dusk, added to the motherly duties at home that perpetuate their collective vulnerabilities due to physical discomfort, heat exposure, financial strain, and environmental calamities they confront. Furthermore, the gender and power relations involved were: gendered division of labor at work and home, the gender pay gap, decision-making imbalances, and even harassment on the field; as a result, researchers recommend that farm owners must provide conducive workplaces where farmhands can have safety measures, receive work benefits and fair compensation. LGUs should assist and reinforce their policies on labor wages, discrimination, and harassment, and encourage women to work in male-dominated industries.