Final Thesis For Print

SEXUAL HARASSMENT EXPERIENCES AND CAREER DEVELOPMENT OF FILIPINO WOMEN
SEAFARERS
SEXUAL HARASSMENT EXPERIENCES AND CAREER DEVELOPMENT OF

FILIPINO WOMEN SEAFARERS
-----------------------------------------
A Research Paper Submitted
in Partial Fulfillment
of the Requirements for the Degree of
Bachelor of Science in Marine Transportation
-------------------------------------------
By
Miel Luigi S. Pascua
Marc Victor DJ. Sable
Joseph Dave Rhil Saligumba
Johnalie Kayle D. Telmo
APRIL 2019
i
SEXUAL HARASSMENT EXPERIENCES AND CAREER DEVELOPMENT OF FILIPINO
WOMEN SEAFARERS
Abstract
This research aimed to know the common sexual harassment related cases that
were experienced by selected women seafarers on board their vessels and how these
cases influenced their decisions to continue their career. This study also found out what
services have been extended to Filipino women seafarers. Specifically, this research
found out how Sexual harassment cases affected the career development of Filipino
Women Seafarers. The researchers answered the following questions: What are the
common sexual harassment related cases that were experienced by selected women
seafarers on board their vessels?; What are their responses after they experience sexual
harassment “Initial and immediate reaction; deliberate action” ?; What is the reason for
responding that way they did, for “Initial and immediate reaction; deliberate action” ?;
How did those cases affect their decision on pursuing their career as seafarers?; What
services were offered to these Filipino women seafarers?; What other services may be
offered to address such issues/ concerns? The respondents of the study for the interview
are the women seafarers of the Philippine maritime industry which include licensed
officers and some 1cl midshipwomen of Maritime Academy of Asia and the Pacific.
The ages of the participants, as well as their courses/department, were not considered as
a factor in this study. The researchers determined the common sexual harassment
happened onboard. Also, found out how the respondents reacted initially, immediately
and deliberately. And, why did the respondents react that way. The researchers
associated on how those cases affected their decision on pursuing their career as
seafarers.
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WOMEN SEAFARERS
Acknowledgment
The researchers are grateful to the Lord our God for the good health and wellbeing of
the researchers that were necessary for the completion of this research paper.
The researchers wish to express their sincere gratitude to the Maritime Academy of Asia
and the Pacific (MAAP), for providing the necessary facilities, equipment, tools and
reference materials for the research.
To VADM Eduardo Ma R. Santos, AFP (RET.), President of MAAP, to Capt. Daniel S.
Torres JR., the Dean of Academics and to Dr. Leogenes L. Lee, PhD., AVP for
academics, for the continuous support and encouragement to the midshipmen’s research
writing program.
The researchers are also grateful to Ms. Caroline W. Dacwag for being the instructor of
the researchers for their final year in MAAP. The researchers are extremely grateful and
indebted to the instructors for sharing their knowledge, and guidance throughout the
semester.
The researchers would also like to express their sincere gratitude to their adviser Ms.
Mary Jane B. Abadicio, RGC as well as all the instructors, Academic Research Unit
personnel, faculty and staff of MAAP for their help and support. Without the help and
support of these people, this research paper would not have been possible.
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WOMEN SEAFARERS
DECLARATION OF INTELLECTUAL HONESTY
This study entitled Sexual Harassment Experiences and Career Development of Filipino
Women Seafarers is original and has not been submitted for any other course to any
other academic institution. We declare that no part in this report has been copied from
sources without appropriate citation or acknowledgment.
_______________________________ _______________________________
Pascua, Miel Luigi S. Sable, Marc Victor DJ.
_______________________________ _______________________________
Saligumba, Joseph Dave Rhil Telmo, Johnalie Kayle D.
Date Signed:
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WOMEN SEAFARERS
ADVISER’S ACCEPTANCE FORM
Date: _________________________
I, Ms. Abadicio, Mary Jane B. of the Guidance and Counseling Department of the
Maritime Academy of Asia and the Pacific (MAAP), have accepted to be the ADVISER
for the research proposal of Midn 1cl Pascua, Miel Luigi S., Midn 1cl Sable, Marc Victor
DJ., Midn 1cl Saligumba, Joseph Dave Rhil., and Midwn 1cl Telmo, Johnalie Kayle D.,
entitled: Sexual Harassment Experiences and Career Development of Filipino
Women Seafarers
Having known of the responsibilities assigned to this function, I shall contribute my
expertise for the completion of the above research.
Signed:
________________________________
Ms. Abadicio, Mary Jane, RGC
Adviser
Noted:
________________________________
Mrs. Ma. Celeste A. Orbe
Academics Research Unit Coordinator
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WOMEN SEAFARERS
APPROVAL SHEET
After having been presented is hereby approved by the Committee on Oral Examination
with a grade of __________.
_______________________________ _______________________________
2/M Gideon H. Varon 2/M Hannibal S. Navarra
Member Member
________________________________
2/M Jolan Dave L. Sumbanon
Chairperson
After having been recommended and approved is hereby accepted by the College of
Marine Transportation, Maritime Academy of Asia and the Pacific.
LEOGENES L. LEE, Ph.D. CAPT. JANUARIO LANSANG

AVP for Academics Acting Dean of Academics
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WOMEN SEAFARERS
Table of Contents
Title Page i
Abstract ii
Acknowledgment iii
Declaration of Intellectual Honesty iv
Adviser’s Acceptance Form v
Approval Sheet vi
Table of Contents vii
Chapter 1: INTRODUCTION WITH REVIEW
OF RELATED LITERATURE
Background of the Study 1
Theoretical Framework 3
Statement of the Problem 4
The Significance of the Study 5
Scope and Limitations 6
Literature Review 7
Chapter 2: METHODOLOGY
Research Design 14
Participants/Population of the Study 14
Locale of the Study 15
Data Gathering Tools/Materials and Equipment 17
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WOMEN SEAFARERS
Data Gathering Procedure 17
Data Analysis or Treatment of Data 17
Chapter 3: RESULTS AND DISCUSSIONS 19
Chapter 4: SUMMARY, CONCLUSIONS,
AND RECOMMENDATIONS 41
Summary 41
Conclusion 43
Recommendation 45
References 55
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SEXUAL HARASSMENT EXPERIENCES AND CAREER DEVELOPMENT OF FILIPINO WOMEN SEAFARERS
Chapter 1
INTRODUCTION WITH REVIEW OF RELATED LITERATURE
Background of the Study
As every business has its own set of challenges, so does maritime business. Being an
overwhelmingly male-dominated business over the years, it shows some specific and
complicated challenges, particularly for Filipino women seafarers.
One common challenge for a Filipino woman seafarer is sexual harassment on board.
Sexual harassment is defined as a behavior characterized by the making of unwelcome and
inappropriate sexual remarks or physical advances in a workplace or other professional or
social situation (Merriam, 2018).
Intimidation and harassment are both problems for men and women seafarers. Such
unacceptable behavior may come from colleagues or managers and are known causes of ill
health. While these are problems for many employees, they can be a problem if one works at
sea especially for women, where they are isolated from their family and friends and other
sources of assistance. (International Trade Federation, 2019)
According to one article from The Women International Shipping/ Trading Association
UK with the title "Where are all the women seafarers?" there are other reasons that might be
keeping women off the deck. They said that unwanted repeated sex-related comments, requests,
bullying, etc. have long been an issue that demands immediate attention, while the cruise ship
sector has strict policies that have helped to reduce the number of unwanted repeated sex-
related comments, requests, bullying or events. it seems to have given the issue less attention.
In her book "Sweatships: What It's Really Like to Work On Board Cruise Ships", Mather
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(2002) wrote that the number of unwanted repeated sex-related comments, requests, bullying,
etc. cases could be even higher than they are as women are afraid to report such events for fear
of dismissal. Motherhood benefits are another concern as women who get pregnant without the
same benefits that are usually expected may face immediate firing. Still, even though there is
the existence of all the roadblocks that women face to join the sea-traveling world, there are
some groups that are trying to bridge the gap. The International Maritime Organization has
announced plans to launch a worldwide plan for women in Korea in April 2019, while also
planning to release a film that hopes to encourage more women to enter the maritime area. Yale
Global Online (2017) notes the progress women have had over the last few years when it comes
to training: "By 2001, the total number of female students at the World Maritime University
(WMU) had risen to 21 percent of the total university population compared to 8 percent in
1995." There is also growing support for women to climb the shipping part/area ladder in
organizations like the Women's International Shipping & Trading Association (2016), which
offers (school) courses, workshops and more to help women develop a strong presence in this
area.
This research will highlight some of the challenges that every Filipino female seafarer
may encounter onboard ships especially sexual harassment and its effect on their career
development.
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Theoretical/Conceptual Framework
INDEPENDENT DEPENDENT
VARIABLE VARIABLE
PRE-IDENTIFIED SEXUAL
• Identification of the
HARASSMENT
Interview with common sexual
EXPERIENCES ONBOARD
Guideline harassments faced by
OF FILIPINO WOMEN
filipina seafarers
SEAFARERS
• Effects of sexual harassment
a. Incessant or repetitious in career development of
telling of sexual or dirty filipino women seafarer
anecdotes or jokes • Identification of the needed
b.Repeated, sexually services dedicated for the
oriented behavior such as welfare of women seafarers
touching, rubbing, or
groping
c. Showing videos,
cartoons, images, icons,
pictures, and even dolls or
statues with a sexual
undertone or of a sexual
nature
d. Anonymous call in the
cabin, writing emails,
memos, or other
correspondence that
includes sexual innuendos
or other material
Conceptual framework model
The researchers pre-identified some common sexual harassment experience that may
happen on board and used the interview guide to fully identify common sexual harassment that
happens on board. The interview also answered the statement of the problem; effects of sexual
harassment in the career development of Filipino women seafarers and identification of the
services dedicated to the welfare of women.
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Statement of the Problem
The general problem of the study is to know the common sexual harassment related cases
that were experienced by selected women seafarers on board their vessels and how these cases
influenced their decisions to continue their career. This study also found out what services have
been extended to Filipino women seafarers.
1) What are the common sexual harassment related cases that were experienced by
selected women seafarers on board their vessels?
2) What are their responses after they experience sexual harassment:
a. The initial and immediate reaction
b. Deliberate Action
3) What is the reason for responding the way they did, for:
4) How did those cases affect their decision on pursuing their career as seafarers?
5) What services were offered to these Filipino women seafarers?
6) What other services may be offered to address such issues/ concerns?
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The Significance of the Study
The results of the study will be of great benefit to the following:
Aspiring Filipino Women Seafarers. The result of this study will serve as a reference for
aspiring women seafarers, as a guide on what to expect upon joining their respective vessel.
The result will also help them get ready for some possible sexual harassment attempts on board.
This study will help Filipino women seafarers initiate collaboration among their crewmates
and shipping company to stop and prevent having a culture of disrespect on board their ships.
The outcome of this study will also provide a list of services that woman seafarers can avail in
events that they experience sexual harassment while on board a vessel.
Maritime Industry Authority of the Philippines (MARINA). The results of this study will
help the Philippine Government evaluate the quality of protection they are providing for
Filipino women seafarers. This serves as a guide for possible additional laws and bills that may
be enacted in order to further protect the welfare of Filipino women seafarers. This will also
provide a proof for the need to establish stronger and reachable services to help women
seafarers who will be experiencing any sexual harassment.
Shipping Companies. This study will provide information to shipping companies if their
company policy regarding sexual harassment is properly implemented. This will serve as a
guide for additional policy for women seafarers that shipping companies can provide in order
to give them support in case they experience sexual harassment.
Non-government organizations. This study will provide a guide for Non-government
organizations to further improve their active role as support groups and counselors for Filipino
women seafarers who will be experiencing sexual harassment on board.
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Future Researchers. The result of this study can be used by researchers in the future, in case
that they will need some documents that will support their research which is dealing about
sexual harassment, career development on board, and women seafarers
Scope and Limitation
This study was conducted thru an interview with Filipino women seafarers on board
and on vacation. Also, it includes some MAAP 1cl Midshipwomen who already have
experienced working onboard. The researchers used all available means such as internet, mail,
and e-mail and, even video interaction to communicate to those Filipino women seafarers on
board.
This research is limited to MAAP midshipwomen who have experienced working
onboard. The researchers will not include the specific experience encountered by the said
midshipwomen and will not indicate the names of the Filipino women seafarer interviewed on
board and on vacation for the research. This act will serve as the personal privacy of the Filipino
women seafarers and MAAP Midshipwomen. Only general sexual harassment cases will be
revealed. Consent forms will also be given to the participants to the research.
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Literature Review
According to an article of Tangi (2018), Filipinos accounts for one-quarter of the
world's 1.6 million seafaring population. However, only about two percent of the more than
400,000 seafarers deployed in the Philippines each year. About 90% of these women seafarers
are in the domestic and service sectors. As a result, Filipino seafaring women are among the
lowest paid in the seafaring industry and they are also among the most exposed to redundancy.
After the enactment of the Women in Development and Nation Building Act in the 1990s,
maritime schools began to open to women who wanted to become maritime officers.
A write-up by Belcher last 2003 states that once only figureheads on the world's ocean-
going ships, the entrance of women into the seafaring trade is a small, but growing
phenomenon. Yet as women work their way onto the world's great ships, salt and the sea are
only part of the challenges they face. As a new landmark ILO study points out, discrimination,
sexual harassment and deep skepticism over their strengths and capabilities can be equally
challenging. The interest in training and recruiting women seafarers which has been growing
since the late 1990s is largely connected to the perceived shortages of officers in the Merchant
Marine.
As stated by the International Chamber of Shipping (2016), in the past two decades,
both ILO and IMO have been working together to improve women ‘s integration in this male-
dominated industry. Such moves include information campaigns on seafaring and providing
more scholarships in maritime schools for women. However, these efforts by international
agencies and non-governmental organizations have not been enough to drastically increase
women's participation in the seafaring sector.
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The few women sea officers who dared to break the glass ceiling were often met with
discrimination, sexual harassment, and bullying by their male colleagues. The World Maritime
University (WMU) and the IMO launched a project in 2016 to develop “A Global Strategy for
Women Seafarers” in the hope of encouraging more women to join the seafaring industry.
Women have been encouraged to fill the shortfall in sea officers. Such a call comes as the
Baltic and International Maritime Council (BIMCO) and the International Chamber of
Shipping (ICS) released their Manpower Report for 2015. The report said the shortage of sea
officers for 2015 was 16,500. The situation is expected to worsen in the coming decade with a
projected shortfall of 92,000 in 2020 and 147,000 in 2025.
Women represent only 1-2 percent of the world's 1.25 million seafarers. However, in
the cruise line sector, they represent 17-18% of the workforce. Ninety-four percent of women
are employed on passenger ships (with 68% on ferries and 26% on cruise ships) and 6% are
employed on cargo vessels (i.e., container ships, oil tankers, etc.). As for jobs, there are women
shipmasters and chief engineers, as well as other officers. However, generally, women are
working as hotel staff on passenger ships. Of this latter group, 51.2% of women at sea come
from OECD countries, 23.6% from Eastern Europe, 9.8% from Latin America and Africa,
13.7% from the Far East, and 1.7% from South Asia and the Middle East. Women seafarers
are considered by IMO as an under-utilized and underdeveloped resource which could
contribute to the problem of crew shortage, provided that changes in attitude towards
employing women as seafarers will be promoted (Tansey, 2010).
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The small percentage of the women seafarers compared to the corresponding one of
their male colleagues makes clear that access to employment onboard is not an easy task,
especially regarding the ship officer rank. The difficulty to get a job onboard varies between
countries, but the existence of barriers is a fact. Very often it is reported that women cadets or
women seafarers face difficulties when applying for a job or are discriminated against because
of their gender at the selection stage. Actions from all stakeholders are needed to face this
situation. After all, the performance of an industry or the firms of which it consists of evidence
of their approach of the notion of Corporate Social Responsibility (Theotokas, 2011).
The Philippines is one of the top suppliers of the world’s 1.6 million seafarers.
However, women account for only two to three percent of sea-based workers deployed every
year. Ninety percent of these women seafarers are in the hotel and services sector, while less
than 10 percent are officers and ratings (Tangi 2012). Some of these women on board cruise
liners received a basic salary of US$50 and relied heavily on tips from passengers and
commissions to boost their incomes. Like many women seafarers in various parts of the world,
Filipino women seafarers were also met with discrimination, sexual harassment, and bullying
by their male colleagues (Tangi 2012).
Sexual harassment is one of the phenomena very often reported in workplaces,
especially in male-dominated ones. Ships are case book examples of male-dominated
workplaces and sexual harassment is frequently experienced by women seafarers there, as
relevant studies suggest (Blecher, 2003; Thomas, 2006). According to these studies, female
seafarers' experiences ranged from sexist comments and behavior and unsolicited verbal
advances to physical assault and they all were commonplace onboard cargo ships. These
experiences are also linked to the conditions of “residential occupation” and rigid hierarchical
environment which are characteristic of the ships. (Thomas, 2006)

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According to BIMCO and International Shipping Federation ISF (2010) study of the
worldwide supply and demand for seafarers, the current worldwide demand for seafarers is
637,000 officers and 747,000 ratings that represent an overall shortage of officers of about 2%.
Shortages are more acute in specialized sectors such as tankers and offshore support vessels
and there is an underlying concern about the current and future availability of senior officers.
Unless measures are taken to ensure continued rapid growth in qualified seafarer numbers,
especially for officers, existing shortages are likely to intensify over the next decade. Women
employment as seafarer can resolve such problems.
Several maritime unions have enacted policies that protect against sexual harassment,
including the International Transport Workers’ Federation (ITF), an independent international
trade organization comprised of roughly 700 unions, and representing over 4.5 million
transport workers from around 150 countries. The ITF is calling on maritime employers, the
International Labour Organization (ILO), a UN specialized agency that promotes social justice
and internationally recognized human and labor rights, as well as other trade unions to prioritize
safety at the maritime workplace and help reduce discrimination and harassment for women
seafarers. The ITF has outlined some of the main issues faced by victims of discrimination and
is working on obtaining the support of industry leaders and ship owners around the world.
One of the largest problems facing women seafarers is sexual harassment. Although
sexual harassment is a problem that both women and men can face, most victims are women,
while the majority of offenders are male. Some incidents can be relatively mild, such as facing
general lewd comments or jokes, but there are times in which the harassment is pervasive and
severe, often leading to cruise ship rape and sexual assault incidents.
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Maritime trade unions are working to reduce the incidence of discrimination and
harassment in the maritime industry and raise the number of women in the workforce. Their
efforts have helped women confront discrimination and harassment and become recognized as
valuable members of a ship’s crew. However, while the number of women employed in
maritime positions has gone up to about 23,000 worldwide, the battle for equal treatment in the
industry is far from over. (Lipcon, Marguiles, Alsina&Winkleman, P.A, 2013).
According to International Labor Organization Online (2017) Women seafarers - a
determined minority in the world's waterborne transportation fleet - frequently face
inordinately tough working conditions including discrimination and sexual harassment as the
maritime sector adjusts to the reality of women working alongside men, according to a new
study just published by the International Labour Office (ILO) . According to the new study,
“the potential of women seafarers has, in general, attracted remarkably little attention from
commentators and policy-makers". It says women represent between 1 and 2 percent of the
world's 1.25 million seafarers serving on some 87,000 ships.
Sexual harassment is a reality for many women at sea. This can range from persistent
verbal harassment and inappropriate comments to physical assault. However, cruise-sector
companies which have established high-profile sexual harassment policies seemed to have been
able to reduce the number of incidents of harassment and to encourage women to seek company
support in such situations. There seems to be less attention to these matters in the cargo sector.
As concerns other issues, such as maternity benefits and availability of certain products
required by women, it seems we have a way to go. (DCOMM, 2003).
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Over 18 percent of women seafarers globally have decried sexual harassment by men
on-board, according to a 2015 survey jointly carried out by the Women's International Shipping
and Trading Association, the International Maritime Health Association, the International
Seafarers Welfare and Assistance Network, the International Workers' Federation and the
Seafarers Hospital Society.
Maritime law in the United States protects all seafarers against discrimination and
sexual harassment, but these rights are often violated. Moreover, there are countries that offer
no such protection against women and sexual assault incidents, leading them to suffer in
silence, never obtaining the compensation they deserve. (Lipcon, Marguiles, Alsina &
Winkleman, 2013)
Women working in a predominantly male, and often hostile, environment have to confront
discrimination, sexual harassment, bullying and violence in their workplace on board ship.
According to the International Transport Workers' Federation, often, women seafarers work
mainly in the cruise and ferries sector for flags of convenience vessels and these are among the
worst paid and least protected of jobs at sea.
In the opinion of Magramo and Eler, women seafarer must be physically, emotionally and
spiritually tough in order to overcome all kinds of obstacles and challenges that may come in
this male-dominated profession (Magramo & Eler, 2012).
Problems like hostility from the male crew and reluctance to accept women seafarers
for employment, incidences of sexual harassment ranging from verbal sexualized comments to
physical assault need to be effectively addressed by companies in order to ensure the continued
retention of existing women seafarers and the recruitment of women seafarers in the future
(Dragomir, 2012).
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No fewer than 18 percent of women seafarers globally decried sexual harassment,
stress, anxiety, and headaches on board ships. This was contained in “Women Seafarers’ Health
and Welfare Survey” conducted from 2014 to 2015, a copy of which was made available to the
News Agency of Nigeria on Sunday in Lagos. The President, Women’s International Shipping
and Trading Association in Nigeria, Mary Hamman, made the survey available. NAN reports
that the survey is a collaborative study of the International Maritime Health Association and
the International Seafarers Welfare and Assistance Network. The International Workers’
Federation and Seafarers Hospital Society also participated in the survey. According to the
survey, 595 responses were received from women seafarers from a range of nationalities, ages,
and positions on board ships. It said: "The survey said that joint/back pain, stress/depression,
anxiety, and headache, seem to be the most common symptoms reported by women seafarers
and that 55 percent felt that they are related their work. “Forty-eight percent stated that they
have problems with seeking medical care and offer suggestions to improve this. "Significantly,
37 percent of women seafarers also stated that they did not have access to sanitary bins within
the toilet, while 18 percent say that sexual harassment is an issue. (Adebowale, 2016)
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Chapter 2
METHODOLOGY
This chapter presents the research method used, the respondents, research tool,
administration of research tool, and the procedure of analysis.
Research Design
This research used a qualitative and descriptive form of research design. Qualitative
researchers use their own eyes, ears, and intelligence to collect in-depth perceptions and
descriptions of specific populations, locations, and events. The findings of the research are
collected using in-depth interview and oral history
Qualitative study as defined by Crossman (2019) is a type of social science research
that collects and works with non-numerical data and that seeks to interpret meaning from these
data that help us understand social life through the study of targeted populations or places.
The study design is qualitative and descriptive. It aims to inform, describe and collect
data through interviews on the struggles of Filipino women seafarers so that awareness is raised
to help them prepare for the nature of their careers and to help employers, owners, and relevant
organizations and authorities improve and act to mitigate them.
Participants/Population of the Study
The respondents of the study are the women seafarers of the Philippine maritime
industry which include licensed officers and some MAAP 1cl midshipwomen. The ages of the
participants, as well as their courses/department, were not considered as a factor in this study.
To hide the identity of the respondents, they are named as Respondent A, B, C, D and F.
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The Respondents:
Respondent A is 2nd officer and at the same time a dynamic positioning officer in an
Offshore company and still active on sailing presently. She is also working as (HSEQ) Health
safety. environment and quality assistant on shore. She started her seafaring career way back
2008.
Respondent B is a 21-years old deck cadet with three months of sea service.
Respondent C is a 27-years old 2nd officer which is mainly in charge of the navigation of
the ship. She was with Danish, polish and Filipino crew onboard. She is currently serving 5
years in her Shipping company.
Respondent D is a 23-years old 4th Engineer onboard a chemical oil tanker together mostly
with nationalities of Indians, Filipino and Danish crew. She has been working for a shipping
company since cadetship, from 2015 to present.
Respondent E is a 23-year-old Junior Deck officer, a person who keeps a navigational watch
and Port watches and is in-charge of the safety equipment onboard with a senior Officers, she
has currently been serving her company since 2015 to present
Respondent F is an alumnus of Maritime Academy of Asia and The Pacific Class 2011 with
the degree of BS Marine Engineering. She is sailing from 2009 until present. She also has
sailed together with different nationalities. (Swedish, Danish, Finnish, Mexican, Ukrainian,
Russian, Bangladesh, Indian, Pakistani, Malaysian, Latvian, Bulgarian and Romanian)
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Locale of the Study
The study will be conducted in the Philippines and within the confines of Maritime
Academy of Asia and the Pacific (MAAP) within the period of 2018-2019. Available means
such as internet, mail, and e-mail and, even video interaction will be utilized by the researchers
to communicate to those Filipino women seafarers on board for the purpose of this study.
Data Gathering Tools/ Materials and Equipment
Questions were asked to the respondents as an interview, either in person or online, to
know the sexual harassment they experienced on board. If the respondents agree, the
respondents will respond to the questions asked by the researchers, and detail what are the
actions the respondents made. If the respondent permits, the researchers will voice record the
interview to have a proof and data gathering compilation.
Interview Guide
The following are the core questions that was asked by the researchers and lets the
respondent elaborate her answer:
1. Can you please tell me your name and age and a little bit of background on how you
became a seafarer? Give us a short description of your profession. (position onboard,
job description, the nationality of crewmates, how long have you work for the
company.)
2. How would you describe the workplace environment in your department onboard the
ship? Is the atmosphere relax or easy going? Has anything happened lately that
disrupted the ship or departments harmony?
3. Please share with us your own experience of sexual harassment onboard, specifically:
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a. What happened?
b. When did it happen?
c. Where did it happen?
d. What preceded the incident?
e. What did the harasser do or say?
f. What response did you make when the incident(s) occurred?
g. What happened in addition to or since the incident?
h. Who may have seen or heard the incident?
i. With whom you discussed the incident?
4. After the said harassment, how did it affect you?
a. What is your feeling after you experienced the harassment?
b. What did you do? Why did you do it?
5. Are there people that you have talked about it or asked for help onboard your vessel?
Did you file a formal report?
a. If yes, what are the responses that the master or shipping company has provided?
b. If no, what are the reasons that affected your decision?
6. How your decision to pursue your career as a seafarer was affected by these
experiences?
7. What government and non-government resources or support would you find useful for
promoting new policies to address preventing sexual harassment on board ships? Are
these adequate? If not:
a. What do you think needs to be done from a policy perspective to improve the
response to violence against Filipino women seafarers?
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b. What resources or support would you find useful for effectively implementing
existing policies on gender-based violence?
Data Gathering Procedure
The study was conducted during vacant periods of the respondent. The following steps
made by the researchers to gather data needed in the study are; the researchers prepared a
question for an interview. In-depth interviews: Researchers conducted in-depth interviews by
speaking with participants in a one-on-one setting. The researchers also approached the
interview with a predetermined list of questions or topics for discussion but allow the
conversation to evolve based on how the participant responds. The researcher has identified
certain topics of interest but does not have a formal guide for the conversation but allows the
participant to guide it. The researchers conducted the interview in a confined room for the
confidentiality of the respondent. The respondent was notified about the study and ensured of
its confidentiality. If the respondent permits, the researchers will voice record the interview to
have a proof and data gathering compilation. The researchers ensured the respondents that the
data gathered will be only used for the study and remain confidential.
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Data Analysis or Treatment of Data
The deductive approach was used by the researchers to qualitative data analysis. It
involved analyzing data based on a structure predetermined by the researcher. The researchers
used the questions in the statement of the problem and an additional question as a guide for
grouping and analyzing the data.
The data and information gathered from the interview will be collated and identified
the common sexual harassment happened on board for Filipino seafarer women. The
researchers will use In-Vivo coding that is using the language of the respondents to code. After
coding the data, the researchers can then begin to build on the themes or patterns to gain deeper
insight into the meaning of the data. The researchers stated the findings and research outcomes
based on the objective of the research.
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Chapter 3
RESULTS AND DISCUSSIONS
This chapter presents the findings gathered from the interview with the participants of the
study. As recalled, this study aims to point out the sexual harassment experiences and career
development of Filipino women seafarers. The general problem of the study is to know the
common sexual harassment related cases that were experienced by selected women seafarers
on board their vessels and how these cases influenced their decisions to continue their career.
This study also found out what services have been extended to Filipino women seafarers.
1. What are the common sexual harassment related cases that were experienced by selected
women seafarers on board their vessels?
Based on the data gathered, we classified the common sexual harassment cases into three
types namely:
A. Gender harassment (e.g. behaviors that communicate that women do not
belong or do not deserve respect or the non - sexual act of harassing or repeatedly
disturbing or otherwise persecuting an individual on account of their gender)
Respondent A experienced verbal harassment when she was a cadet. A bet that was going
on her saying that:
“This woman will not last 3 months she will get pregnant so that statements that are coming
or the betting that was happening even before I arrived on this ship”.
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It did not happen because she did not have any relationship on board.
This way of pursuing her did not take effect to Respondent A. In another instance again
Messman called to her cabin and asked for a massage. Respondent A, called her 3rd officer to
confirm the caller’s identity thru his voice and the 3rd officer confirmed that it was the
Messman.
The Messman was pretending to be their female engine cadet who happened to be her
batchmate. He kept trying to open her cabin door and would call her several times to get her
attention in where the Respondent E is not able to sleep.
“When I could no longer stand it, I came out of my cabin and went straight to him. I was
already really mad so I shouted at him. When he tried to touch me, I was able to pick up a
small foldable chair and used it against him.”
Another incident happened to Respondent F wherein his Bulgarian 2nd engineer masturbated
in front of her during relieving. She was writing in the logbook when she heard a strange noise.
“When I turned I saw him masturbating so I ran upstairs to the Chief Engineer.”
Instead of reprimanding the 2nd engineer, Russian chief engineer told her that:
“They just see a woman when they look at me, so I just suck it up”
Discussion:
Gender harassment experienced by the respondents is classified by verbal harassment,
intimidating actuation towards women and repeatedly disturbing the victim. Verbal harassment
is where the respondents experience cat-calling and betting. Verbal harassment is the simplest
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or common type of harassment. However, it is where all the harassment starts. Repeated
disturbance is where the accused is doing disturbing things in where the victim cannot focus
on what she is doing because of this.
B. Unwanted sexual attention: (unwelcome verbal or physical sexual advances,
which can include sexual assault)
Respondent A had an experience wherein her Messman was together with her in the elevator
and instead of going down on ‘C' deck Messman went all the way on the bridge just to be with
Respondent A and he touched her hair in the elevator.
"I was shaking, and I was crying because I felt violated already with that because
harassment is harassment no matter how small it is sexual harassment".
Respondent A present position as an officer and strong personality became a barrier to avoid
this circumstance to happen again. But during her cadetship years, there were a lot of her
crewmates who took advantage of her
Respondent B was the youngest crew on board and it was her first vessel assignment. His
chief mate, being his direct supervisor or training officer took this advantage against her.
"The harasser touched me every, in every part of my body, and asked me... Asked me to watch
porn, and he put porn on my phone. Then, we're watching, actually his watching porn in front
of me. And, the thing is his also offering me money.”
Respondent C’s case was collusion. Almost all Filipino crew were aware that what the
Messman had been doing was unacceptable She found this out after 3 months until the
Messman admitted what he has been doing and accused other crew members as well.
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“Messman and other crew member entered my cabin without notice, rummaging my
personal belongings; invaded my personal space and privacy. Spread rumors like having
a romantic relationship etc."
Respondent D was harassed by her Messman. The Messman was just one month on
board and he was already telling Respondent D that he loved her. He prepared food for her, but
Respondent D did not accept it and gave it to her co-crews. It came to the point that he calls
her at 2300H until 0100H in the messaging app called “messenger”.
“If I will not answer in the messenger he will call me in my cabin and then he will continuously
ring my telephone until I accept the call.”
Another incident happened wherein the Messman opened the cabin door of a
respondent by using a master key
"I'm not dressed properly when I'm in the cabin I am usually wearing comfortable
clothes. But so ahh but that time he managed to open my cabin and I was shocked and
surprised, and I ask him why he opened without knocking so I just told him to go out and I did
not report anything."
This circumstance became a lesson to Respondent D. Even though she is treating her
colleagues properly they could still manage to harass her
Unwanted sexual attention includes unwelcome intimidating actuation or words from
the accuse to the victim. The accuse is taking advantage of the physical and sexual advances
of him from the victim. Due to the low-ranking position of the victim, the accused is taking
this advantage in where he uses his ranks and capabilities towards the victim. However,
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because of the strong personality of some of our respondent and their knowledge of the
situation this became a barrier that protects them from the harasser.
C. Sexual Coercion: (when favorable professional or educational treatment is
conditioned on sexual activity and a continuum of tactics to elicit sexual
activity from unwilling partners ranging from non-forceful verbal tactics to
physical force, with taking advantage of women sometimes by using liquor or
drugs)
Respondent A was coerced by her Messman. It all started in calling her every wee hour of the
night, asking for a massage and he wants Respondent A to go to his cabin.
“I did not have any idea in the beginning that it was him I had I had some clue somehow but I
wanted It to be confirmed and after few days I noticed I get special treatment in the food I get
desserts really special but I did not eat them but did not eat them I eat them with the crew, in
fact, I took photos of you know old thing he made me special food then he made for me he made
me a carrot shake or a fruit basket a very beautiful angle like pechay things like that he makes
a lot of good things really the steak I credit him for that but I’m the only one receiving that and
I think this is a sign that he wants to take advantage of me.”
After the unwanted physical attention received by Respondent B, she was offered money by his
chief mate for sex when they are on the bridge doing bridge watch,
“Then, we’re watching, actually his watching porn in front of me. And, the thing is his also
offering me money to have sex with him.”
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Respondent E went on the officer's recreation room at that time to send an email. She
saw her Messman who was drinking session of hard liquor with the 2nd officer but unfortunately
Messman was left alone there with her. The Messman started talking and Respondent E
answered him:
“Kuya, wag mo ako kulitin kasi pagod ako. Gutom. Puyat.”
The Messman kept on talking and talking which literally pissed off the Respondent E.
She decided to go inside her cabin to avoid the Messman. After a few minutes, Messman tried
to open her cabin door but he can't since it was locked from the inside.
"What he did startle me, so I stood up from my bed and waited until he stopped. When I
sat on my couch, I heard my cabin phone rang. I answered it and it was he who was calling
me. He was inviting me to drink with him in the Crew Recreation Room. I rejected his invitation
and hang up. After a few minutes, I could hear him again along the hallway outside my cabin.
Then he called me again."
Respondent F also experienced this. On the same vessel with Bulgarian 2nd engineer.
Russian chief officer was always drunk onboard he always pulls Respondent F every time he
sees her.
“He forces me to stay very close to him. He forces me to dance with him. I always escape from
him.”
She didn't report to the same Russian chief engineer. She reported to the captain, and
he tells that Respondent A should not make a report to the office since alcohol is not allowed
onboard.
“He didn’t want any investigation, so they restricted me to use the phone.”
They don’t have internet onboard, so she doesn’t have a way to communicate for help.
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"This treatment became worst thru time. The Chief Officer started entering my cabin, throwing
bottles at me, destroying my properties when he couldn't catch me. It came to the point that he
threatened to kill me if I don't obey what he says. He even treats motorman very bad because
the motorman always helps me escape when he comes after me. He is making a conclusion that
we are having an affair that is why I don't want to get involved with him."
Four out of Six of our respondents admitted that they were harassed by their Messman.
At first, they will try to pursue the victim by giving special food, special preparation, and
special treatment. All our respondents where in their cadetship years when they were harassed.
As their position ranked up the probability of getting harassed were minimized. Together with
the strong personality and knowledge in self-defense and combat skills some of our respondents
were able to defend and protect themselves from the harasser.
2. What are their responses after they experience sexual harassment:
The respondents at first tried to keep it to themselves. They did not tell anybody the
first time they experienced sexual harassment.
Respondent A talk to his 3rd officer and the 2nd officer who are her trusted friends and
confided them what happened while crying. But she did not tell the captain for the first place
to avoid getting trouble.
Respondent B told her colleagues what happened, and they advised her to gather
evidence for what happened. Right after that, she took a record of everything to happen on the
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following day. After the incident, she feels weird, depressed and lost her appetite. She wants
to avoid the harasser by trying not to roam around the ship and don't go out to her cabin.
Respondent C made a written report and sent to her manning agency.
“Since All Filipino crew was well aware of what the Messman has been doing
unacceptable things in my cabin 3 months already before I knew it.”
Respondent D was shocked and surprised. The Messman opened her cabin door
without knocking. Respondent D just told him to go out and I did not report anything.
“I was shocked and surprised, and I ask him why did he open without knocking so I just
told him to go out and I did not report anything.”
Respondent E took physical action to that scenario.
“When I could no longer stand it, I came out of my cabin and went straight to him. I was
already really mad, so I shouted at him. When he tried to touch me, I was able to pick up a
small foldable chair and used it against him. My mind already went blank at that time because
of my anger. I beat him until he fell on the floor. I punched his face several times and kicked
his body. Engine trainee came and stopped me. I ran to my cabin and cried because I couldn't
believe what I did to him.”
Respondent F fought back after the incident with AB. She reported it to her officers,
but they suppress the incident.
“I reported this incident to my electrician and 2nd engineer, but they told me not to report to
the Captain. Electrician and AB was related, and he told me that that this AB has children so
he will be the one to talk to him to stop assaulting me. The AB didn’t bother me after that
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because I told the electrician that if he does something or even talk to me I will report to the
Captain”
Another incident happened to Respondent F with her bosun. She had a physical
confrontation with the bosun because she couldn’t take it anymore.
“The captain saw us fighting on deck and called us on the bridge to explain what happened. I
told the Captain everything and bosun was sent home the next port.”
The same incident happens again with Respondent F and his Filipino 1st engineer. She
told her 2nd engineer which is Swedish about the incident. She usually calls him over the phone
every time the 1st engineer is outside her cabin. The 1st engineer always back out every time
the 2nd engineer come.
“I didn’t report to the Captain or the Chief Engineer at that time because both officers are
drinking buddies with 1st engineer.”
By the time she became an officer, she was with the same Filipino 1st Engineer. During the
farewell party incident, it results to a fight.
There is a social media incident that happened to Respondent F and his 3rd officer. Since she
can’t regularly check her social media accounts that time. She was called by the office
regarding this matter because the 3rd officer’s wife saw this post.
“I was shocked and told the office that it is not true. The 2nd officer and chief cook testified
because I was always with them when I was onboard.”
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After the incident with Respondent F and her Filipino 2nd engineer. In where she was invited
to watch 2nd engineer’s sex video. She avoided him after that.
After seeing the 2nd engineer, Respondent F ran upstairs to the chief engineer. Instead
of reprimanding the 2nd engineer of the incident.
“The Russian Chief Engineer just told me to accept the fact that things like that will always
happen because men don’t see me as an engineer. They just see a woman when they look at
me, so I just suck it up. So, the next day I reported to the Captain, he said he will make a report
about this matter and I should go back to work.
Most of the respondent’s initial action was to tell the incident to their trusted friends
and colleagues on board. They also tell the incident to their direct junior officer because they
do not want the issue to cause trouble to the ship's harmony and they also think what the
consequences are for the accused if they will tell this to their Captain or Chief Engineer. Despite
the incident that happened to them, they still think of the future situation of the accused and
what will happen to their family if they were repatriated By telling the incident to their
colleagues they are trying if the problem can be solved within the group before raising it to
higher authorities.
Most of the respondent tends not to immediately report the incident. First, they notified
the incident to their colleagues, friends, and close officers. They did this because they does not
want to ruin the ships harmony and they don't want the harasser to be removed from the job
after being reported which is why they try to hide the incident and try to fix it internally. They
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don't want to report to their Master or Chief Engineer immediately because they know the
harasser could be repatriated immediately. Most of the respondent thinks what the effect on the
harmony of the ships could be, the job of the harasser and their image on the other crew before
they make a report. However, the case of respondent E was different from the other
respondents. Respondents E is the only 1 out of 6 respondents physically responding to the
harasser. Based on Respondent E's background, being a black belter in taekwondo. She has
managed to use her physical strength to the harasser, which leads to her advantage.
The respondents vary in their answers. At first, they were hesitant to tell the master that
they are experiencing sexual harassment
Respondent A reported to the office and the officer brought up the issue to the master.
The captain talked to all the crew telling that he has zero tolerance for bullying or harassment
so if he hears any more complaints from Respondent A he will send them home immediately.
"The master and the shipping has a really good response to that they warned they did
not fire him out the Messman because I said don't fire him out somehow I feel sorry for him
for doing that but I was still compassionate despite what happened because I don't want him
to lose his job he is the breadwinner in the family so I said we will give him a chance but he
only has one has to prove that he will ever bother me again so he left me alone and a left me
at peace."
Respondent B gather the evidence and reported it to the Master. Unfortunately, the
Master did not believe her. After that, Respondent B decided to report the incident to her school
and good thing the school took action of the incident. Respondent B was asked to disembark
and asked to undergo psychological therapy and change to another vessel.
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"I discussed the incident mainly to our captain since he did not believe. I discussed it
too, to our school, to the school president, and some of the female seafarers."
Respondent C reported the incident and the Master had a meeting with all the
crewmembers regarding the incident. The shipping company will not allow Respondent C and
the Messman to work again on the same vessel.
"Shipping company will not allow me and the Messman to work again on the same vessel."
Respondent D informed the crew members. She asked the help of motorman, 3rd
engineer and 2nd engineer so that they will be aware of what the Messman is doing. She did not
inform her chief engineer because her senior already took precautionary measures in were they
installed special locks for her cabin door so that the Messman could not open the cabin while
she is asleep.
“I started avoiding him I only went cabin, engine room, ECR and not mingling anymore with
the other crew.”
Respondent E didn’t report him and all Filipinos decided to keep the incident as a secret.
She didn’t report him to the management level either because she also got scared. However,
she retaliated and punches the Messman Face. Messman’s face got swollen and thought it could
also be a reason for Respondent E to go home. Respondent E and the Messman never talked
until she signed off.
“Well, I didn’t report him because I was able to manage it on my own and I believe
everyone deserves a second chance. That’s what I gave him. We don’t get to experience the
same things though.”
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After thinking of the incident some of the Respondents reported the harasser to their Master
and company. The Master took over the incident and has a positive response to the matter,
where they do not tolerate the incident. Except for the Master of Respondent B, he didn't
believe the accusation by the victim even though there is already evidence. Good thing the
school president of Respondent B has a positive response to the matter and repatriated her
immediately. After the incident, all the victims try to avoid the harasser as much as possible to
avoid these circumstances to happen. After the response of the Master, the incident didn't
happen anymore.
3) What is the reason for responding that way they did, for:
a. Initial and immediate reaction:
According to the respondent's answers, the following reasons for responding that way
they did is because of fear and feeling of being violated already. They are at the state of shock,
upset and scared.
Intimidation and harassment are both problems for men and women seafarers. Such
unacceptable behavior may come from colleagues or managers and are known causes of ill
health. While these are problems for many employees, they can be a problem if one works at
sea especially for women, where they are isolated from their family and friends and other
sources of assistance (ITF, 2019).
Respondent A decided to call his 3rd officer because, 3rd officer’s cabin was just beside of her
cabin. So, instead of running outside just to call the 3rd officer he just knocked and asked for
help. The respondent decided to do it to confirm her suspect.
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“One day, ahhhh he called me in the afternoon when I was cleaning my cabin, and he
asked me to go to his cabin and give him a massage. I just put the phone down, and I called my
3rd officer and, who was in the other room or in the other cabin next to me. I knocked on his
wall and I asked him ahhhh to come to my cabin cause and as soon as I knocked; And he called
Sir Long, can you come here can you please come here; And ahh just try to listen with this
voice just to confirm that we have the same suspect who is calling who is bothering me in the
middle of the night. So, he went there and true enough, I wasn’t wrong he called back and he
called back the guy, and I let the third officer answer the phone and said yes it’s confirmed it
is the guy, it is the Messman.”, Respondent A.
Respondent A felt harassed, she was really scared and nothing she can do to stop the
harasser. Because, only two of them was inside the elevator during that time. And, the harasser
might hit him once she acted violently. While telling the story, it looks like all the events of
respondent A flashed back from the day it happened. She shows how she was scared and really
want to hit the harasser during that time. But, wasn’t able to do because she thought the harasser
was strong enough to hold her.
“We were together in the elevator and instead of going down on “C” deck he went all
the way on the bridge just to be with me. And, he touched my hair in the elevator while we
where I was shaking and I was crying. Because, I felt violated already with that because
harassment is harassment no matter how small it is sexual harassment", Respondent A.
Respondent B decided to stay inside her cabin, not taking her meals and any other activities
just to prevent an encounter with the harasser while onboard. She showed during the interview,
how she doesn’t want to see any part of the body and even the shadow of the harasser.
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“Because I want to avoid him, and roaming around the ship will make us cross each
other, so to avoid him I don’t go out in my cabin”, Respondent B.
Due to the good harmony onboard the respondent C’s vessel, she immediately talks to her
Master and reported the incident. During the interview it looks like she was powerful, she has
the ability to speak up against those kinds of actions.
“Felt unsafe and disrespected. Reported it, it was unacceptable.”, Respondent C.
At the interview, respondent D showed how she acted when she saw the harasser was already
inside her cabin. She was shock during that time, she wasn’t able to make a full action. So, she
just asked the person why he entered her cabin. And, just asked to leave from her cabin.
“But so aahhh but that time he managed to open my cabin and I was shocked and
surprised and I ask him why did he open without knocking so I just told him to go out and I did
not report anything.”, Respondent D.
Respondent E acted violently because she can’t withhold the actions of the harasser. She beat
the harasser really bad. Luckily someone saw her and prevented her on what she was doing to
the harasser. She felt the guilt on what she has done.
“When I could no longer stand it, I came out of my cabin and went straight to him. I
was already really mad, so I shouted at him. When he tried to touch me, I was able to pick up
a small foldable chair and used it against him. My mind already went blank at that time because
of my anger. I beat him until he fell on the floor. I punched his face several times and kicked
his body. Engine trainee came and stopped me. I ran to my cabin and cried because I couldn't
believe what I did to him.”, Respondent E.
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Since respondent F was locked inside the laundry room together with the harasser, she fought
back. But, she felt trauma out of her experience.
"I was locked inside the laundry room by an AB, a Filipino, he is forcing me to have
sex with him. I fought back, it was a really traumatic experience.", Respondent F.
Respondent F confronted the harasser, because the harasser complements her sexually and
couldn’t take of what the harasser always says.
“I had a physical confrontation with the bosun one day when I couldn’t take it
anymore.”, Respondent F.
Respondent F was able to find an ally, so she always call the person every time the harasser
was doing something inappropriate.
“I told my 2nd engineer about this. I usually call him over the phone every time the 1st
engineer is outside my cabin. My 2nd engineer is Swedish, so the 1st engineer always back out
every time he would come.”, Respondent F.
As per the respondent’s answers, they thoroughly thought what best way to do. The
respondents asked opinions from their trustworthy crewmates onboard. Because the
respondents don’t want to disturb the good harmony onboard since before when they came
onboard. The respondents followed the grievance machinery set by the company. And, also
followed the advice of the trustworthy crewmates, shipping company, and shore-based officers.
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According to an article, Sexual harassment cases are one of the most difficult things
that employees may deal with at their place of work. It is common for the victims of sexual
harassment to feel powerless and unable to do anything to change their situation for the better.
The witnesses of sexual harassment may feel caught between a rock and a hard place, feeling
empathetic towards the victim and yet afraid that if they speak up, they will be putting
themselves or their jobs at risk. It is a tough situation for anyone, and yet there are steps you
can take to empower yourself and others to take a stand and deal with sexual harassment in a
healthy, safe and productive manner. The laws, rules, and regulations that surround sexual
discrimination and harassment are put in place to protect employees from the devastating
effects of sexual harassment at many levels. (Mighty Recruiter, 2019)
Respondent A have a trusted crewmate, so she talked to them and told what happened.
"I talked with my third officer and the second officer who are my friends my trusted friends
and I confided I told them what happened, and I was crying, and I told them I don’t want to
tell the captain because I don’t want to cause trouble so yes that the story”, Respondent A.
She doesn’t want to break the good working harmony onboard, so she doesn’t want to tell it to
the master. Because, she doesn’t want the captain to thought that since she arrived onboard,
she destroyed the good working relationship of the vessel and a trouble maker.
"It was a very, it was a very difficult decision to take in the beginning to tell the captain,
the captain. Because I did not want to disrupt the ahh the very good harmony on board because
we have a very good relationship with the Filipinos. I was hesitant in the beginning to tell the
captain because I did not want him to think that since that I arrived I disrupted the harmony
and became a trouble maker, so it took a while", Respondent A.
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She spoke up and told it to the office. Then, the office contacted the master to take appropriate
action. So, the master gathered the crew and discussed the issue.
"I spoke, I brought this up to the office, the officer contacted the master and the captain
talked to all the crew, he said, he has zero tolerance for this bullying harassment so if he hears
any more complaints from me he will send them home immediately so that how I overcome
that.", Respondent A.
Respondent B asked helped from her fellow crewmates. And, was told to gather evidence of
the said event. But, when she reported, the captain didn’t believed. Instead of convincing the
master, she reported to her school. When the school received the report they are the one who
took immediate action.
“Ok so, after that, after I gathered the evidence, I reported that to the captain, but the
captain did not believe me, and so, I, I Reported to our school and then school take the
immediate action and then right now they asked me to disembark the vessel to change to
another vessel, that’s it.”, Respondent B.
Respondent C decided to report the said event, because she felt unsafe and disrespected.
“Felt unsafe and disrespected, reported it, it was unacceptable.”, Respondent C.
Respondent D immediately informed her crewmates. She asked help to put additional security
inside her cabin to prevent the event to happen again.
“Aah since the incident I actually informed my crew members, I ask for my motormen
help that I informed that so that they are aware that the Messman is doing such thing. I
informed the 3rd engineer, 2nd engineer, I almost informed everybody. Then, I started avoiding
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him I only went cabin, engine room, ECR and not mingling anymore with the other crew.”,
Respondent D.
Respondent E asked an advice with the fellow Filipino crew, and their decision was to keep
the incident hidden. She decided not to report the incident because she beaten up the harasser
and might also to be sent home, also she got scared of what she have done.
“I didn’t report him and all Filipinos decided to keep the incident as a secret. I didn’t
report him to the management level because I also got scared. His face got swollen and I
thought it could also be a reason for me to go home.”, Respondent E.
She managed to protect herself, and gave the harasser a second chance.
“Well, I didn’t report him because I was able to manage it on my own and I believe
everyone deserves a second chance. That’s what I gave him. We don’t get to experience the
same things though.”, Respondent E.
Respondent F reported the said incident to her 2nd engineer, but her 2nd engineer advised her
not to discuss it to the master. Because, 2nd engineer and the harasser are related. Also, the
second engineer somewhat making her guilty because the harasser have a family. She talked to
the 2nd engineer that if the harasser did it again she will continue the report. Since then the
harasser didn’t bother her at all.
“I reported this incident to my electrician and 2nd engineer, but they told me not to report to
the Captain. Electrician and AB was related and he told me that that this AB has children so
he will be the one to talk to him to stop assaulting me. The AB didn’t bother me after that
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because I told the electrician that if he does something or even talk to me I will report to the
Captain.”, Respondent F.
Respondent F confront the harasser on deck, then the master saw the incident. They were called
at the bridge. So then, the respondent didn’t passed away the chance to discuss it with the
captain. Then, the Master immediately made an appropriate action.
“The captain saw us fighting on deck and called us on the bridge to explain what happened. I
told the Captain everything and bosun was sent home the next port.”, Respondent F.
She didn’t discussed the incident to her superior officers due to the harasser and the superior
officers were buddies.
“I didn’t report to the Captain or the Chief Engineer at that time because both officers are
drinking buddies with 1st engineer.”, Respondent F.
The respondent’s decision on pursuing their career as seafarers is still to pursue their dream
and career. The respondents’ experience did not affect their decision and some of them became
a stronger, braver person. Because the respondents felt that they have the voice if ever
something went wrong. Also, some respondents show a strong personality, there’s no reason
to back out of their career just because of what they experienced. The respondents’ experience
is just part of their career. It didn’t bother some of them, because it’s part of an unlucky
experience. And, a part of learning on how they will handle those experiences and persons if
they are on board.
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One respondent stopped sailing for a while due to the trauma she experienced and for two
month she excluded herself to her friends and family but because of financial restrictions, she
decided to go back to seafaring.
Respondent A proved to herself that she have a voice, she felt braver. That she have the power
to speak up if something or someone threaten her. She needs to protect herself while onboard
to those situations.
“Ok after the harassment, I felt braver I think I felt braver. Yes! Because it’s during that
time that I proved that I have a voice. That if I feel that my safety is jeopardized if I am morally
harassed or whatever. I have a voice so it made me really stronger. Uhmmm, Yeah! I think
that’s it what did I do and why did I do it., I just feel like I needed to be strong for myself I’m
the only women onboard and you only have yourself there is no internet on those time way
back 2009 we only had a common email but we did not have an internet yeah.” Respondent A.
She still pursued her seafaring career even if she experience those kind of harassment. Due to
her strong personality at easily to cope up. She knew that someone is at her back to support and
protect her.
“Ahhhh! Well, I'm still here I'm still actively sailing. So, it did not really affect me it did
not ahhm tamed me. Because again maybe it's because I am an I have a really strong
personality and easier for me to uhmmm cope up. Because, I have friends, I have a family, I
have a really good crew on board who are 100% very supportive of my career, Yes!”,
Respondent A.
Respondent B’s seafaring career was not her choice. But, she still pursue her seafaring career.
She show enthusiasm to pursue and continue the seafaring life.
40
SEAFARERS
"Ahh… it was not, my decision for seafaring still continues seafaring. However it did not,
for me, it did not affect my career oh no, it did not affect my decision to pursue a seafaring
career, yes! That's it", Respondent B.
Respondent C’s point of view was, she just need to be stronger and her experience was nothing
compared to other female seafarers. She indicate strong personality that even though she
experience those harassments, she thought of other female seafarers have more bad experienced
onboard that surpassed the event. So, she also must surpass her experience.
“This kind of experience is nothing compared to what other experiences of female
seafarers I know. It didn't affect me to stop seafaring. I just needed to be stronger.”,
Respondent C.
Respondent D thought that those kind of experience was just part of her life. And, that kind of
experience will not change her perspective to her career and future.
“I will still pursue my decision because I believe that it's all a game aah it all part of a
game.”, Respondent D.
Respondent E shows very strong personality against those kind of experiences. She act
accordingly for her safety. After of what she have done she felt scared, but it really didn’t
bother her decision to purse on what she already started for her career. She indicated that not
men are good enough to respect women, so women must expect those kind of experience.
Hence, women must know how to protect themselves and to handle those kind of events in
their lives. She shows the toughness and courage to continue her seafaring career for her future
and own good.
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SEAFARERS
"It didn't affect me that much. Well, I got scared because I did something terrible
to that person as self-defense but the fact that he tried to harass me didn’t bother me that much.
Women should expect it to happen to them once they go onboard. Not all men are good enough
to respect women. It’s an incurable illness in our society. Women are lucky if they don’t get
the chance to sail with perverts and jerks. All women should know how to avoid harassment
from happening to them and if it happens, they should also know how to protect themselves.
Report it if you have to. Well, I didn’t report him because I was able to manage it on my own
and I believe everyone deserves a second chance. That’s what I gave him. We don’t get to
experience the same things though. If you’re a woman in a male-dominated profession, you
should be tough to handle this kind of situation.”, Respondent E.
She indicated that it’s part of learning. And, those event won’t define on who she will be on
her own future life.
“Life at sea is not all about harassments alone. It is way more than that. I learned
from it but it doesn’t stop me from pursuing this career. My past experiences don’t sum up who
I am and definitely, it doesn’t define my future.”, Respondent E.
Respondent F at first stopped on seafaring. She was so disappointed on what she experience.
Because, she didn’t expect that she will experience those harassments. She was afraid on going
onboard a vessel again, she was filled with her anger and fear on those events. But, she was
forced to go onboard again due to financial problem. She promised to herself that if she
experienced any kind of harassment again she will totally stop her seafaring career. Luckily,
she was able to handle it and regain her confidence through the care and support given by her
love ones.
“Briefly I believed that seafaring is only for men. Maybe I got very disappointed
at that moment because my career is very important to me and it was just gone. Suddenly
42
SEAFARERS
I was afraid to go at sea my heart was filled with anger and fear. Mostly anger. I went back to
the sea not by choice. I needed to earn money again. I told myself that if I think I couldn’t
handle it after that contract I would stop going at sea for good and just find another job.
Luckily, I regained my confidence in my family's support. This is my 2nd contract after the
incident.”. Respondent F.
Based on the answers provided by the respondents, the services offered to them varies. The
results show that the shipping companies deal with sexual harassment on board reactively. The
respondents at general try at first to contain the problem to themselves. 2 out of 6 respondents
shows that they are hesitant to report to the master of the ship and instead went to report directly
to the shipping company. The solutions being offered to the respondents includes reprimand
by the master to the harasser, saying that the harasser will face disembarkation the moment
another incident happens again. Psychological therapy was also offered to them upon
disembarkation. Another is that the respondents are asked to disembark the vessel and change
ship. Based on the data gathered, some captains were not aware that sexual harassment is
happening to their female crew onboard until a report from the company was sent to the ship.
It should also be noted that based on the interview, one captain is biased to the respondent and
did not believe that harassment was being done to her. External services were also offered to
one respondent wherein the school wherein the respondent studies intervened to help. The
school contacted the shipping company and asked the respondent to disembark the ship.
“Yes I filed a formal report to the captain and yes to the company” Respondent A
43
SEAFARERS
“The master first did not do something about the case but, since the company was notified
about what happened. They’re the one who asked me to disembark and change to another
vessel. And, they asked me to undergo psychological therapy” Respondent B
“Ok so, after that, after I gathered the evidence, I reported that to the captain,
but the captain did not believe me, and so, I, I Reported to our school and then school take the
immediate action and then right now they asked me to disembark the vessel to change to
another vessel, that’s it. “Respondent B
“Yes. Master had a meeting with all the crewmembers regarding the incident. The shipping
company will not allow me and the Messman to work again on the same vessel." Respondent
“I did not file a formal report does I reported to my senior since a before deploying in the ship
we are brief what to do when such things happen. I did report according to the chain of
command which I report first to my superior which is the 3rd eng. Then if the 3rd eng. will not
take action. At to 2nd engineer and if he does not take action also to chief engineer and so and
so.” Respondent D
“Engine trainee told Oiler and Jesusa about it so both of them went to my cabin to check me.
I told them the whole story. The following day, Messman asked for an apology. I didn't report
him and all Filipinos decided to keep the incident as a secret. I didn’t report him to the
management level because I also got scared. His face got swollen and I thought it could also
be a reason for me to go home. We never talked until I signed off” Respondent E
“I ran upstairs to the Chief Engineer. Instead of reprimanding the 1st engineer, the Russian
Chief Engineer just told me to accept the fact that things like that will always happen because
44
SEAFARERS
men don’t see me as an engineer. They just see a woman when they look at me, so I just suck it
up. So, the next day I reported to the Captain, he said he will make a report about this matter
and I should go back to work.” Respondent F
6) What other services may be offered to address such issues/ concerns?
Based on the answers given by the respondent, the services that may be helpful for them
includes strengthening the implementation of existing law regarding sexual harassment on
board. Based on the research, the respondents say that it is important to ensure that shipping
companies have a clearly written policy statement on the elimination of harassment including
contact information to enable seafarers to report any related incidents. Safety Management of
every shipping company should have a specific chapter regarding how they handle sexual
harassment report on vessels. In case of a sexual harassment incident onboard, the Master or
Chief Engineer must be approachable and neutral but based on the interview, it may happen
that the abusers may be the Master of Chief Engineer, in this case, there must be an independent
person who can be approached, for example, the company personnel officer or the crew
representative onboard. One strong response that may hinder men seafarers from harassing
women is the “No Second Chance” policy for sexual harassment. Guilty seafarers that commit
sexual harassment on board must have their Seaman’s Identification and Record Book revoke
to not allow them to sail again.
Based on the research the all the respondent said that the Maritime Industry Authority of
the Philippines should provide more protection to Filipino women seafarers in preventing
sexual harassment cases on board together with AMOSUP and the ITF.
45
SEAFARERS
“The policies are their laws are there ILO is existing, but it needs hmm proper implementation
you know they should mandate companies to be more stringent with their policies against
bullying and sexual harassment" Respondent A
“Government resource, of course, MARINA and POEA, but non-government here AMOSUP
and ITF” Respondent B
“Include sexual harassment in PDOS or better yet, in their policy with the company MS.”
Respondent C
“I believe that this government and the ship owners will truly be helpful to us. Because they
are the ones in power because they are the one implementing most of the shipping company
like my shipping company has a instill in the SMS wherein sexual harassment and
cyberbullying" Respondent D
“MARINA. POEA. YOURSELF. I believe these agencies can do something about it. I included
YOURSELF because I believe you can also prevent these things from happening. It is how you
carry yourself onboard. Don’t get too attached to any of your crewmates so that they
would never think of any motive to harass you. Instead, do something to turn them off. Be
brave, bold, and strong. Show them that you are not an easy woman.” Respondent E
"There should be very strict punishment for these abusers.no one deserves second chances
when they have done something by choice. Because those abused women will live the rest of
their lives with those traumatic memories they've inflicted. The problem nowadays is that if you
get abused you feel helpless. The people around you will try to make you narrate every detail
of your story again and again. The company will try to protect its own. Yes, they will "fire" the
46
SEAFARERS
abusers, so it would sound like they did something, but those guys will just apply to another
company and find another victim. I think the company should be responsible to ban these
abusers to use their license again and go to sea. After all, they know what happened. They have
all the information they need. The big question is are they willing to invest to protect female
seafarer? I am not being pessimistic but reality hits hard." Respondent F
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SEAFARERS
Chapter 4
SUMMARY, CONCLUSION, AND RECOMMENDATION
The aim of this research is to find out how Sexual harassment cases affect the career
development of Filipino Women Seafarers. Preventing and addressing sexual harassment of
women on board ships effectively is a major challenge, but the researchers are positive that
institutions of the Philippine government can meet this challenge together with the various
shipping companies in the world if they demonstrate the willingness to do so. This is because
research shows what appears to work to prevent sexual harassment and why it works A system-
wide change in culture and climate aboard ships and shipping companies in our nation can stop
the pattern of harassing behavior from impacting the next generation of women entering the
maritime industry.
The researchers offer the following compilation of the findings, conclusions, and
recommendations of the report in this spirit of positivity.
Summary
1) What are the common sexual harassment related cases that were experienced by
selected women seafarers on board their vessels?
- The common sexual harassment related cases that were experienced by the
respondents while they were onboard were inappropriate sexual comments and
behaviors, including assault and other sexual physical advances, which were done
by their officer, rating, and Mess man. This can be classified in to three types
namely Gender Harassment, Unwanted Sexual Attention, and Sexual Coercion.
48
SEAFARERS
2) What are their responses after they experience sexual harassment:
- The initial responses of the respondents include direct and immediate rejection and
confrontation, physically hurting the harasser, crying, and keeping silent for some
period of time.
- The deliberate responses of the respondents include talking to fellow crew members
and asking for advice, gathering pieces of evidence, reporting their experienced
harassment and keeping silent while letting the issue pass.
3) What are the reasons for responding that way they did, for:
-The reasons behind the reactions of the respondents include fear, shock, and
feeling of being violated by the said harassment.
- The reasons behind the respondents' deliberate actions include not wanting to disrupt
the good harmony onboard, taking the advice from their fellow crew members, being
able to manage the issue on their own, and feeling too scared that the harassment may
happen again.
- After experiencing the specific harassment that they faced, all of the respondents
decided to continue pursuing their career with a stronger personality.

49
SEAFARERS
- After filing the said reports, the respondents received different responses and
services from different people and departments. Some of the shipping companies
took immediate action and made the harasser disembark the vessel as soon as
possible. The respondents were offered psychological help and support when they
arrived on land.
6) What other service may be offered to address such issues/ concerns?
- The services that may be helpful for them includes strengthening the
implementation of existing law regarding sexual harassment on board. The
respondents say that shipping companies have a clearly written policy statements
on the elimination of harassment especially on the safety management system
including contact information to enable women seafarers to contact pertinent
government agencies and other related government and non-government agencies.
Conclusion:
Based on the research the following are the conclusion made:
1. The common sexual harassment experiences on board consist of three types of
harassment behavior: (1) sexual harassment (verbal and nonverbal behaviors that
convey hostility, objectification, exclusion of women, (2) unwanted sexual attention
(inappropriate verbal or physical sexual advances that may include sexual assault); and
(3) sexual coercion.
2. Sexual harassment on board is not typically an isolated incident; rather, it is a series or
sequence and patterns of incidents and behaviors that sometimes escalate. Based on
50
SEAFARERS
the data gathered sexual harassment on the respondents consists of a series of events
that accumulated until such time that the respondent cannot tolerate it anymore and
reports. Due to this fact, we determined that the common initial reaction of Filipino
women seafarer that were harassed is to tolerate the harassment. Until such time that
they cannot tolerate it anymore, their common deliberate action was to report it to the
company. Due to this reason, we conclude that companies should have assigned specific
officer in charge for reporting sexual harassment of women seafarers on board.
Strengthening the communication and the assurance of confidentiality of the respondent
should be established in this reporting system because based on the research, the top
reason why women seafarers tolerate harassment is that the fear that they will disrupt
the ship’s harmony on board if they report.
3. Coworkers (on the same level, e.g. ratings) and peers commit sexual harassment more
often than superiors do. Based on the research, 4 out of 6 respondents were harassed on
board their ship by their respective Messman, who is also the same nationality as the
respondents. Due to this reason, the researchers determined that the reasons behind the
respondents' deliberate actions includes not wanting to disrupt the good harmony
onboard especially that the majority ship’s ratings are Filipinos. The respondent’s
common deliberate decision was to report harassment to the company as a last resort.
4. Based on the data gathered, Filipino Women seafarers continue to sail aboard ship even
though they experience sexual harassment. Having a strong personality greatly
contributes to the continuance of seafaring of Filipino women seafarer. The respondents
show a strong facial expression during the interview. The respondents did not cry but
some respondent shows wary laugh and smile. These expressions mean that they are
upset with what happened but still this does not discourage them enough to stop sailing.
51
SEAFARERS
Having a strong sense of personality before boarding a ship will greatly help women
seafarers cope up with potential sexual harassment cases they will experience in the
future.
5. Sexual harassment on board may be either direct (targeted at an individual) or ambient
(a general level of sexual harassment in an environment) and in both cases is harmful.
One respondent was isolated by the crew when she reported the incident to the master
since not only one crew member was harassing the respondent but a handful of them
tried to enter the respondent’s cabin. Due to this reason, the common services offered
to the Filipino women seafarer when they asked for help includes external actions from
the shipping company that only warn the harasser that they may face repatriation if they
continue the harassment. Based on the Respondent interview, the harasser continues to
sail and is still actively sailing after the incident. This may be the starting point for new
laws to be passed that may punish the harasser by revocation of Seafarer’s Identification
and record book in order to remove the culture of harassment on board.
6. The shipboard climate is, by far, the main determinant of sexual harassment, and
improving it can prevent people from harassing others sexually. A crew more likely to
engage in harassing behaviors is significantly less likely to do so in an environment that
does not support harassing behaviors and has strong, clear, transparent consequences
for these behaviors. There is a culture of Sexual objectification of women amongst men
seafarers. By gradually changing the mindset and not tolerating these thoughts aboard
ships. This will greatly help in preventing sexual harassment on board. Government
agencies and International Maritime Organization has a role in strengthening prevention
of sexual harassment aboard ships by amending or creating a new law specifically to
prevent sexual harassment on board ships.

52
SEAFARERS
Recommendation:
1. Future Researcher may include different nationalities of women seafarers to figure out
the difference in the number occurrence between a woman of color and white women. This
is also needed to find out if women of color experience sexual harassment more than white
women.
2. International Maritime Organization together with the International Labor Organization
may strengthen the law regarding sexual harassment on board by providing new laws such
as "No Second Chance" Policy for offenders of sexual harassment. IMO may release a
memorandum wherein it is stipulated that member countries shall add in the grounds for
the Mandatory revocation of Seafarers Identification and Record Book the violation of
Sexual Harassment Laws of the flag state country when they harass their fellow women
crewmate. Shipping Companies shall also add this provision to the contract that will be
signed prior to joining the ship.
3. International Maritime Organization may also add a law that new ship that would be
built from January 2020 shall include a female cabin wherein the Cabin door from the
outside is being monitored by a CCTV camera. The cabin shall also have inside locks
wherein the female crew can restrict the access to his cabin especially if she is inside.
There is also an instance wherein the master key of the ship has been used to open the
cabin of Filipino Women seafarer. Due to this reason, there should also be a special lock
different from the master key that only the women seafarer and the master has the
possession. This is because there are circumstances that the master key is frequently
borrowed to open a provision store and other stores aboard the ship. All sexual harassment
53
SEAFARERS
experiences based on the interview includes unwilfully knocking and entering the
respondent cabin.
4. Associated Marine Officer Seamans Union of the Philippines and other Seafarers
welfare group and agency may offer free training of combat and self-defense for Filipino
Women Seafarer. Based on the research, one respondent successfully defended herself
against a sexual assault because she has a background in Taekwondo.
5. Every Shipping Company shall assign one Female Affairs Officer that will monitor the
situation of Female Seafarers in their company every month. There shall also be available
direct hotline that will be given to the female seafarers in case that they are being harassed
by the crew and the Master is not acting and tolerates the harassment. Two respondents
experience a Master and a Chief Engineer that tolerates the harassment even though the
respondents reported to them with pieces of evidence.
6. Improving the current culture and environment aboard ships requires addressing all
forms of sexual harassment, not just the most extreme cases like rape; it requires actions
beyond only giving the rules and regulation but also taking the harasser accountable for
his or her action ; supporting female seafarers when they come forward ; improving
transparency and accountability especially if the involved are management level officers;
disseminating the power structure between ship crews and trainees ; and revising
organizational systems and structures to value diversity, inclusion, and respect. Leaders at
every level within the maritime sector will be needed to initiate these changes and to
establish and maintain the culture and norms. However, to succeed in making these
changes, all members of our nation's maritime industry (MARINA, POEA, IMO, ITF and
partners from the shipping companies) need to assume responsibility for promoting a civil
and respectful environment for Filipino Women Seafarers.

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SEAFARERS
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SEXUAL HARASSMENT EXPERIENCES AND CAREER DEVELOPMENT OF FILIPINO WOMEN

SEXUAL HARASSMENT EXPERIENCES AND CAREER DEVELOPMENT OF

A Research Paper Submitted

of the Requirements for the Degree of

Bachelor of Science in Marine Transportation

Miel Luigi S. Pascua

Marc Victor DJ. Sable

Joseph Dave Rhil Saligumba

Johnalie Kayle D. Telmo

reference materials for the research.

To VADM Eduardo Ma R. Santos, AFP (RET.), President of MAAP, to Capt. Daniel S.

DECLARATION OF INTELLECTUAL HONESTY

sources without appropriate citation or acknowledgment.

Pascua, Miel Luigi S. Sable, Marc Victor DJ.

Saligumba, Joseph Dave Rhil Telmo, Johnalie Kayle D.

ADVISER’S ACCEPTANCE FORM

Having known of the responsibilities assigned to this function, I shall contribute my

expertise for the completion of the above research.

with a grade of __________.

Marine Transportation, Maritime Academy of Asia and the Pacific.

LEOGENES L. LEE, Ph.D. CAPT. JANUARIO LANSANG

Declaration of Intellectual Honesty iv

Adviser’s Acceptance Form v

Table of Contents vii

Chapter 1: INTRODUCTION WITH REVIEW

Background of the Study 1

Statement of the Problem 4

The Significance of the Study 5

Scope and Limitations 6

Participants/Population of the Study 14

Locale of the Study 15

Data Gathering Tools/Materials and Equipment 17

Data Gathering Procedure 17

Data Analysis or Treatment of Data 17

Chapter 3: RESULTS AND DISCUSSIONS 19

Chapter 4: SUMMARY, CONCLUSIONS,

INTRODUCTION WITH REVIEW OF RELATED LITERATURE

Background of the Study

complicated challenges, particularly for Filipino women seafarers.

Sexual harassment is defined as a behavior characterized by the making of unwelcome and

inappropriate sexual remarks or physical advances in a workplace or other professional or

social situation (Merriam, 2018).

sources of assistance. (International Trade Federation, 2019)

Conceptual framework model

services dedicated to the welfare of women.

Statement of the Problem

been extended to Filipino women seafarers.

selected women seafarers on board their vessels?

2) What are their responses after they experience sexual harassment:

a. The initial and immediate reaction

a. The initial and immediate reaction

5) What services were offered to these Filipino women seafarers?

6) What other services may be offered to address such issues/ concerns?

The Significance of the Study

The results of the study will be of great benefit to the following:

events that they experience sexual harassment while on board a vessel.

seafarers who will be experiencing any sexual harassment.

to give them support in case they experience sexual harassment.

Non-government organizations. This study will provide a guide for Non-government

women seafarers who will be experiencing sexual harassment on board.

sexual harassment, career development on board, and women seafarers

Scope and Limitation

This research is limited to MAAP midshipwomen who have experienced working