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

Abstract

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