47
1 INTRODUCTION
The maritime activities include shipping, inland
waterways, ports, ferry passenger services, supporting
activities such as maritime logistics, and all tourism-
related aquaculture and naval-based operations. No
specific data on women employed in the aquatic
transport industry in Bulgaria is available until 2024,
emphasizing the significant gap. The lack of detailed
and current information about women's representation
and participation in the sector serves as a barrier to
understanding the real scope of gender disparities and
areas in need of intervention. The design of focused
policies that would remove impediments women face
in the sector of maritime-based activities is practically
impossible without the relevant statistics. The lack of
data, and the non-existence of specific institutions for
this purpose, hinders the definition of measures that
are necessary to push for measures that promote
gender equality, diversity and the improvement of the
position of women in the labor market, and their
professional progress in the sector.
The aim of this study is to assess the necessity of
forming a national body to monitor the participation of
women in the seafaring industry and the increase of
women employment level in this branch of the
maritime industry in Bulgaria.
Methodology: The study combines an in-depth
review of the existing national institutions related to
gender equality in the maritime industry and primary
data obtained from a survey of women engaged in
water-based transportation in Bulgaria and studying
maritime specialties at the Nikola Vaptsarov Naval
The Necessity of Establishing a National Organization
to Monitor and Enhance Women's Employability
in the Water Transportation Sector
A. Karadencheva
1
, C. Atanasova
1
& G. de Melo Rodríguez
2
1
Nikola Vaptsarov Naval Academy, Varna, Bulgaria
2
Technical University of Catalonia, Catalonia, Barcelona, Spain
ABSTRACT: The maritime transport industry is one of the most critical tradeways worldwide and has
traditionally been a male stronghold, even as more and more women are admitted. Just as in many countries,
including Bulgaria, the share of women in the maritime industry is always considerably less than that of men,
exacerbated by the absence of any institutional framework specifically oriented toward gender issues in this
sector. The article discusses the reasons for the need to create a public agency in Bulgaria that is concerned with
monitoring women’s participation in the maritime transport sector. The study examines the challenges that
women face in this field, such as discrimination, prejudices, and lack of institutional support. The study combines
a holistic approach toward national bodies for gender equality in the maritime sector with empirical and
qualitative analyses of the responses of 136 women actively engaged in water-based transportation in Bulgaria,
including professionals and students from the maritime departments at the Nikola Vaptsarov Naval Academy.
The findings from this study provide valuable insights into the potential role of such a national body in addressing
the outlined issues and enhancing proposals for improving women’s representation, employment, and career
prospects in the maritime transport sector.
http://www.transnav.eu
the International Journal
on Marine Navigation
and Safety of Sea Transportation
Volume 19
Number 1
March 2025
DOI: 10.12716/1001.19.01.06
48
Academy. The survey sought more information from
the women regarding the challenges they face due to
gender dynamics in the sector and what support
systems they think are needed to enhance their
participation in the industry and realize their careers.
The results of this study provide valuable insights
into the possible role of a national organization in
addressing these issues and recommendations for
improving women's representation, employability,
and career advancement within the water
transportation sector, leading to a more balanced and
dynamic industry.
2 INSTITUTIONAL GAPS AND THE NEED FOR
SECTOR-SPECIFIC GENDER EQUALITY IN
BULGARIA'S MARITIME TRANSPORT
INDUSTRY
Bulgaria improved in the broader aspect of gender
equality according to the Gender Equality Index, with
a score increase of 6.3 points by 2023 from 2019 (EUGE
2023). Still, as of 2019, it was below the EU-27 average
in most dimensions, including economic participation
and opportunity [28]. Low levels prevail worldwide
concerning women's participation in the transport
sector; they only account for 12% of the workers in
transportation and storage subsectors [27]. The
International Maritime Organization and the Women's
International Shipping & Trading Association are
surveying for the first time internationally to ascertain
the baseline data of the number and status of women
in the maritime and ocean sectors, respectively. The
survey is anticipated to capture a wealth of
information regarding the role of women in the
maritime industry [11]. According to the European
Institute for Gender Equality [7]) the percentage of
women workers within the extended transport
category, including maritime, is around 19%.
Moreover, the European Transport Workers'
Federation [8] is committed to increasing the
participation of women in the port and inland
navigation sector and enhancing working conditions.
This data suggests that some of the existing
Bulgarian institutions track women's employment at
the national level and have mechanisms through which
these levels are discussed and addressed. However,
none is focused on the water-based transport sector [1].
While the Ministry of Labour and Social Policy [14] is
very instrumental in ensuring that there is a gender
perspective in the labor market in different areas,
including water transport, the challenges provided are
general and do not highlight the specific problems that
women encounter concerning labor in the water-based
sector. Similarly, the National Statistical Institute [18]
collects data on the general employment trends by
branches; it does not present special information about
the water transportation branch that would restrict the
more specific understanding of women's participation.
Also, the Commission for Protection against
Discrimination plays a central role in the action plan.
Its scope is related to all the fields and does not
concentrate specifically on the gender disparities in
water-based employment. The Maritime
Administration Executive Agency [9], concerning the
exercise of its powers on maritime affairs, pays special
attention to issues of maritime safety and pollution
from a gender perspective. Industrial Capital
Association-Bulgaria [4] is the organization that
initiated the campaign to encourage women's
involvement in different sectors. Still, it does not
include specific actions in aquatic transport and creates
a general momentum. Immediate positive effects on
equal opportunities in the aquatic industry will be felt
by some EU projects for women in the maritime
sectors, including Bulgaria in WINBLUE, WIN-BIG,
and SHE4SEA. For instance, under an analysis of
female interest in maritime education, the Naval
Academy "N. Y. Vaptsarov" will propose specific
measures to motivate more girls to choose this type of
education and develop a maritime career [2, 6].
These institutions and projects have immense value
for gender mainstreaming and promoting women in
the labor market but do not ensure the specialized
focus for mitigating the challenges and specific barriers
to women in Bulgaria's water transportation sector
[10]. The absence of such institutions focusing on
improving women's employment, employability, and
advancement in water-related professions does not
allow an integrated approach to address gender
inequality. Therefore, there is a need for an institution
or organization specifically focused on monitoring and
addressing gender disparities in the maritime
transport sector to offer a more targeted and practical
approach to enhancing women's participation and
advancement in this critical industry.
3 SURVEY INSIGHTS INTO GENDER-BASED
CHALLENGES AND SUPPORT SYSTEMS FOR
WOMEN IN BULGARIA’S MARITIME SECTOR
To advance the research and deepen the knowledge on
this topic, our study reports the results of a survey
responded to by 136 women who are presently
involved in the maritime profession in Bulgaria. It
covers the students and specialists at the Nikola
Vaptsarov Naval Academy [15,17]. As per the
respondents, who comprised 64% females and 34%
males, their educational status reflected 47% pursuing
studies at the university level, 34% having a bachelor's
degree, and 19% holding a master's or higher degree.
This data is believed to be sufficiently informative
regarding the challenges of women, their views on the
gender factor within the industry, and what support
measures are necessary to enhance the involvement
and careers of women in the maritime sector.
The first question (Figure 1) aims to identify and
frame the main challenges and stereotypes facing
women in the water-based industry:
Figure 1. Proportional breakdown of responses to the
question "What are the biggest challenges and stereotypes
that women face in the water-based industry?"
49
The most commonly perceived challenge for the
respondents (91%) was gender discrimination in
recruitment. This finding indicates that, despite
progress in gender equity, numerous women still lack
employment opportunities in the water sector. The
high weight placed on this issue underlines that one-
tracked gender stereotypes and judgments are present
in recruitment and that they are potentially preventing
women's opportunities within the sector. The second
biggest obstacle (consistently identified by 86% of
respondents) is suspicion of women's expertise and
ability. This is a stereotype of women being unskilled
or incapable of doing the necessary jobs in the water-
based industry in comparison with men. This
stereotype prevents women from attaining senior-level
or specialized roles and skill development
opportunities. The major challenge women encounter
in the water-based sector is professional realization in
roles that demand long absences from home. Because
76% of the respondents raised this as a concern, it
implies that most women do not want or cannot take
up the challenge of assuming roles that will require
them to be away from their families and personal lives
because of other social expectations around caregiving
and family responsibilities. This challenge could also
have an impact on women’s career advancement
especially in maritime shipping where long voyages or
tours on offshore vessels are the norm. Furthermore,
68% of the respondents believe that "Jobs in the water
are men's jobs, ". This is another stereotype. These
beliefs help to project that gender-based stereotype
into many fields which seriously discourages thinking
about or even pursuing careers by females while
promoting tendency of the job sector to become
exclusive. These biases cement the belief that women
are unequipped for such positions, thereby more
distinctly outlining gender disparities within the
industry. Likewise, 68% of the people indicated the
stereotype of women's lack of physical strength in
some roles in the water-based industry. This typical
gender stereotype is rooted in traditional assumptions
about physical abilities. While specific work roles
might be based on physical strength, such stereotypes
do not recognize the variety of women's skills and
competencies in this sector, limiting their professional
options. Half of the respondents (54%) highlighted the
significant challenge of unequal pay prevailing in the
sector. There has long been a gender pay gap in most
sectors, and the water sector is no better placed. Within
the sector, women may be paid less than men for the
same or similar work, thus deepening inequality. This
sort of issue would also lower the morale of women
working in that sector and decrease job satisfaction,
therefore attracting women to stay away from building
careers in that sector. The role of women is also seen as
a challenge from society's perception, as indicated by
45% of the respondents. This implies that there is a
heavier burden placed by general cultural and social
expectations on women, with family and care centre in
by a factor over and above men. Social and cultural
expectations that women conform to historical gender
norms can also influence a woman’s career choice and
progression in the water-borne sector.
Leading a team of male employees is considered
challenging by 54% of the respondents. Female leaders
may have more challenges establishing relationships
with their male colleagues to earn respect,
acceptability, and trust. Gender biases and stereotypes
related to leadership can harm the leadership skills of
women and create attitudinal working conditions
against those where women are considered less
effective or incompetent leaders in organizations,
particularly in the male-dominated water-based sector.
The survey results reveal complex challenges and
stereotypes women face in the maritime sector, ranging
from recruitment bias to leadership barriers. The most
common issues include gender discrimination, doubts
about the professional skills of women, and social
pressures relating to caregiving roles, which could
significantly impact the full participation of women in
the sector. These challenges are reinforced by the fact
that certain jobs are intrinsically male-dominated and,
further, by the stereotype regarding female strength or,
rather, the perception of female weakness in those
roles. Addressing these issues will require
comprehensive efforts from industry stakeholders and
policymakers to create a more inclusive, equitable, and
supportive environment for women in the water-based
transport industry.
To gain deeper insights into the resources women
utilize for support and guidance, the study presents the
following question (Figure 2):
Figure 2. Percentage distribution of responses to the question
"If you are a woman experiencing discrimination, prejudice,
or gender-related issues in the workplace, whom do you turn
to for support? / If you are a man witnessing such situations
affecting a female colleague within your team, whom do you
approach for support?"
The findings relating to this question add to our
understanding of the support sources to which women
at work will go in the event of experiences of gender-
related problems or discrimination and potential
obstacles to seeking support. The fact that such a high
percentage of respondents (72%) also rely on informal
support channels such as friends, mentors, and
psychologists could indicate that women are most
comfortable seeking personal, confidential support for
both emotional and professional support. This
observation confirms the lack of a specific formal
institution or support system dedicated explicitly to
addressing gender-related issues in the workplace. In
the lack of such institutional arrangements, the
respondents may have to fall back on their immediate
social contacts, which, though well-meaning, may not
be able to provide the necessary professional or legal
recourse that can more effectively emanate from
institutionalized organizational channels. The findings
also highlight the value (particularly by women) of
solidarity in facing common gender-related challenges.
A large majority of the participants (67%) equally
prefer seeking help from their direct supervisors or
managers. Though this is not what most would
typically do, it suggests that employees may not feel
very comfortable approaching an authority figure,
dully conscious of the power dynamic, or for want of
building adequate trust or even for fear of possible
50
retribution. This speaks to the fact that there is a greater
need for strong organizational support and specific
policies that encourage employees to report
discrimination without the fear of reprisal.
A large proportion of the respondents, 61%, have
had no personal experience of gender-related problems
or discrimination at work. This may be taken as a
positive sign. On the other hand, such incidents are
woefully underreported since the respondents do not
feel the gravity of the situation warrants recognition or
any other reason. Secondly, the outcome may also be
swayed because the survey included male
respondents, who might not have faced or noticed such
gender-based challenges in their professional settings.
The results also relate to a general trend in society to
underestimate subtle gender issues, particularly in
sectors where men are the primary workforce.
Upwards of 42% of the respondents have fears of job
loss, which solidifies the systemic magnitude of the
fear that a large population has regarding reporting
any form of discrimination or gender-based issues.
This argues for more job protection on an institutional
basis so that employees have a shield when speaking
up on such matters. A low percentage, 37%, turn to the
formal institutions. This shows they do not trust or
know much about the help system. It also shows a
possible gap in knowledge about the laws or groups set
up to help fight discrimination. This, in turn, stops
women from seeking legal help when they face gender
problems.
Results demonstrate a combination of informal and
formal support systems, with respondents articulating
that women mainly depend on informal aspects
expressed by personal networks and mentors. The high
fear of retaliation (42%) and low uptake of the facilities
(37%) indicates that though informal support is
necessary, there must be greater institutionalization
with an expedited reporting channel, legal protection,
and awareness education on the available resources.
This finding underscores the importance of creating
organizational and national structures that are trusted
and accessible to individuals who face discrimination
in the workplace.
4 SURVEY-BASED SUPPORT FOR A GENDER
EQUALITY BODY IN BULGARIA’S WATER
TRANSPORT SECTOR
This part of the study aims to reveal the views of the
respondents concerning the need to establish a national
institution for monitoring and improving the status
and participation of Bulgarian women in the maritime
sector. To confirm this, respondents were requested if
they think the organization is necessary for the interest
of combating gender discrimination and improving
job opportunities in the field (Figure 3). In this topic we
explore their responses and discuss what is valued in
terms of the need for institutional support and the
priorities for such a body in terms of priority and
priorities of concern, which include career
development, educational partnership and addressing
inequality in the workplace.
Figure 3. Distribution of responses by percentage to the
question, "Do you believe it is essential to establish a national
institution in Bulgaria to monitor women's participation in
the maritime industry, tackle discrimination, and enhance
their employability?"
A majority of 64 % of the respondents believe that
there is a need for a national body in Bulgaria that
focuses on the participation of women in the maritime
sector to deal with issues of discrimination and
increase employability. And that, quite simply, is
evidence of the dire need this institutionalized
capability has to work and see equality eliminate
within the industry. Just under a third of the recipients,
31 percent, answered “Maybe” - meaning that the
recipients have become sold on the idea but are not
sure if it really would work in this way. It could also
indicate a requirement for further information
regarding the benefits and structure of such an
organization. A small minority, 6%, who said "No"
believe such an institution is unnecessary. This could
mean the existing frameworks are undesirable or lack
awareness of women's challenges in the maritime
industry. However, this minority reaction makes clear
we need more advocacy and education. Respondents
are positive to the creation of an organisation for
gender issues to cover maritime notice and a high
proportion of respondents would be prepared to
further consider this matter.
To provide some insight on how the participants
themselves perceived the concept of such a possible
organization, as well as its main objectives, the
question: "What should be the primary priorities of a
national organization aimed at enhancing women's
participation, professional development, and ensuring
discrimination-free security in the water transportation
sector?" (Figure 4):
Figure 4. Breakdown of responses by percentage for the
question "What should be the primary priorities of a national
organization to enhance women's participation, professional
development, and ensure discrimination-free security in the
water transportation sector?"
The survey results underscore the main priorities of
a potential organization that would advance and
increase female participation in the maritime sector.
The priority was Enhancing Employability and Career
Development for women, plus 93% of the respondents;
therefore, this idea was already being formed
vigorously. This indicates a clear perception of the
51
urgent need for support systems to enhance women's
prospects, skills, and total participation in the
leadership and technical arms of the sector.
Partnership with Educational Institutions ranked
second at 89%, indicating that the respondents highly
value strong links between the organization and
educational institutions. This should raise the curricula
on gender sensitivity and other related matters to foster
an encompassing learning environment. The urgency
of any organization responding to gender-based
challenges can effectively be encapsulated in the title
Identifying and Addressing Gender Discrimination in
the Maritime Sector. It is the formal realization of the
fact that women in the wаtеr-based іnduѕtrу continue
to face barriers existing due to stereotypes, prejudice,
and unequal opportunity. Therefore, an effective
organization shall provide advocacy, support, and
policies for reducing discrimination and ensuring an
equitable work environment. Monitoring and
Collecting Data on Gender Inequalities in the Water
Transportation Sector (72%) reflects an approach that
is not as strongly prioritized as the other tasks.
However, it places an implicit mandate on collecting
data to monitor the intervention's progress and the
areas where further action is needed. Setting up sound
systems for data collection would place the
organization at a better vantage point to appreciate the
magnitude and nature of the gender gap with specific
ways to target improvement. Popularizing the
Maritime Profession Among Women (64%) emerges as
a somewhat lower priority, yet still significant. The
result suggests that while there is a recognition of the
need to increase female participation in the aquatic
sector, respondents see this as a secondary objective to
addressing immediate issues like discrimination,
career development, and educational partnerships.
The data suggests that respondents strongly believe
the organization should empower women
professionally and academically while addressing
existing discrimination. There is clear support for an
initiative that collaborates with educational
institutions and systematically tracks gender
inequality in the sector. However, the need to
popularize the profession among women is seen as a
relatively lesser priority than more immediate
challenges like employability and gender equality.
Results analysis proves the need for setting up an
organization responsible for monitoring and
improving female participation and employability in
the water-based transport sector in Bulgaria. This is to
actively combat discrimination and increase
representation while enhancing career development
within the industry.
5 INSTITUTIONAL DESIGN AND STRATEGIC
PLACEMENT OF A GENDER EQUALITY
ORGANIZATION IN BULGARIA’S MARITIME
SECTOR
This chapter outlines the key considerations for the
establishment and placement of a national
organization that would promote women’s
participation in the maritime sector. It is to be located
based on practical factors, such as proximity to the
maritime and educational institutions, access to
government bodies, visibility, and nationwide
accessibility, ensuring the organization’s effectiveness
and impact:
Strategic Location for Maximum Impact
The organization's location is essential in ensuring
its effectiveness, accessibility, and potential to
achieve its objectives. It should be strategically
placed to optimize its outreach to the central
maritime institutions, industry stakeholders, and
government bodies. This should also ensure broad
participation from females in the sector across
Bulgaria.
Proximity to Key Maritime Institutions
One of the primary criteria for determining the
organization's location is its proximity to major
maritime hubs such as ports, naval academies, and
related government institutions [23, 29]. Therefore,
this organization should be located within or
around cities with significant maritime
infrastructure and a good working relationship
with the industry leaders and all other stakeholders,
including the port administration. Having a
considerable port and maritime infrastructure,
Varna, and for that reason, Burgas, another major
port city, is suitable for hosting the organization
because these cities will make the maritime sector
directly accessible for them in terms of interaction
available with the policymakers and academics.
Collaboration with Educational Institutions
The core priority of the organization is to foster
collaboration with educational institutions,
especially those related to maritime studies. The
results obtained from the survey proved that
collaboration with academic institutions is essential
for supporting the education and employment of
women in the field of aquatic transport. Since Varna
hosts the Nikola Vaptsarov Naval Academy, a
significant player in maritime education, it would
be advantageous for the organization to be placed
near this institution. This would enable the
organization to interact directly with students,
teachers, and researchers and create a dynamic
environment where they can work together to
improve gender equality within the sector.
Access to Governmental Bodies
To facilitate the process of gaining access to
governmental bodies, there is a need for close
coordination with the Ministry of Labour and Social
Policy, the National Statistical Institute, and the
Executive Agency Maritime Administration. This
can be achieved by establishing the office in Sofia,
Bulgaria, for better communication, policy
alignment, and closer advocacy efforts because
most of the government offices are based there, and
it is of paramount importance for regulatory
discussions, policymaking, and liaising with
national authorities. While located in a maritime
city, the organization's seat should be in Sofia. The
choice is based on the imperative need of a town
through which they can easily interact with the
various government offices to enhance the
organization's advocacy and lobbying activities.
Visibility and Advocacy
The Organization shall, through visibility,
demonstrate its efforts to sensitize and advocate for
gender issues in the water transport sector. To
maximize its impact, the organization should be
located in a city with a significant media presence,
such as Sofia. This will give the organization a
52
broader platform to share its message and advocate
for policy changes in a media-rich environment.
This will attract much-needed public support and
create awareness regarding the maritime profession
and among women.
Central Accessibility for All Women in the Sector
The association's office has to be in a central location
so that women from all parts of Bulgaria can easily
come to it, participate in the work and events, and
benefit from the help programs. A central office
makes travel and joining easy, ensuring the
organization is not limited to a particular area and
can help women in maritime and other water-based
transport jobs nationwide.
Based on these considerations, the ideal location for
the proposed organization should be in one of
Bulgaria's key port cities, such as Varna or Burgas.
These locations would also enable the direct
engagement of the maritime industry, access to leading
educational institutions, and engagement of all
industry stakeholders. The organization should also
retain a presence in Sofia to engage governmental
agencies and boost advocacy. This two-site model
would allow the organization to maximize reach and
impact on the gender infractions and challenges within
the water-based transport sector. Setting up the
organization in an optimum location will assist it in
closely and strategically supporting, monitoring, and
expanding the participation of women in the industry
and so continue to push for significant change in the
direction of gender equality for women in the water-
based transport industries and enhanced opportunities
for a career for women. By implementing such
measures, Bulgaria can move towards narrowing the
gender gap in its aquatic sector, leading to a more
equitable and diverse industry.
6 CONCLUSIONS
This study aimed to assess the need of setting a
national entity in Bulgaria to support and improve
women employability in the maritime transportation
domain. However, the study revealed a central
institutional blindness to gender inequality in this area,
despite wider national-level and EU-driven initiatives
to address gender equality.
Additionally, the findings from an assessment of
136 women enrolled in or active in the maritime
industry suggest that participants faced numerous
obstacles to become involved and succeed within the
industry, such as gender stereotypes, discriminatory
recruiting practices, unequal compensation, and
limited institutional support. The absence of
institutions addressing the particular challenges faced
by women working in waterborne transport which
adds to the severity of the problems described.
Respondents were also very supportive to the
establishment of a National Institution: Unambiguous
priorities were given to career development,
networking with educational institutions, addressing
discrimination and visibility. The report also provides
strategic recommendations to set up and locate the
body so that it is effective, accessible, and capable of
influencing policy.
In short, the study finds that an established
institution is a crucial step towards systemic shift,
mechanisms in a place with a focused, coordinated and
sustainable attention to women in maritime in
Bulgaria that will be part of a more equal and diverse
industry.
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