How to Cope with Second-Generation Gender Bias in Male-Dominated Occupations

Abstract

It is often discussed that if a person works in a job dominated by the opposite gender, gender-related challenges are likely to arise. For example, women tend to experience difficulties in male-dominated occupations, because they have to cope with the bias set for them because of their gender. It may be less difficult to eliminate bias the women directly face, but additional action must be taken to cope with the so-called second-generation gender bias, which means, unlike intentional and obvious (first-generation) gender bias, invisible customs and practices in an organization that look neutral, but appear to hold women back and prevent them from reaching their full potential. On the other hand, rising to top positions is hard in male-dominated sectors, because of not only the bias in question, but also the glass ceiling that is always there for them. In this study, the hardships women are likely to meet in male-dominated occupations are taken into consideration with an emphasis on the maritime sector and a model to overcome second-generation gender bias and break the glass ceiling that is preventing women from rising to top positions, is suggested. The model, which is a combination of mentoring and participative leadership, is outlined after examining the steps taken to promote the roles of women in the maritime sector.