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1、OFWG 06 2021APROMOTING WOMENS ROLE IN OCEAN SCIENCE TOWARDSSUSTAINABLE AND INCLUSIVE OCEAN GOVERNANCEAPEC Women inOcean ScienceReport APEC Ocean and Fisheries Working GroupC O N T E N TB A C K G R O U N D0 1S T A T I S T I C S A N DI N T E R V I E W S0 3A P E C W O M E N I NO C E A N S C I E N C ER

2、E S E A R C H0 2R E S U L T S F R O MT H E W O R K S H O P1 8R E S U L T S O F T H EF I E L D T R I P2 5C O N C L U S I O N S A N DR E C O M M E N D A T I O N S2 7Produced byMs.Wei-An WUMr.Po-Yen LEEDr.Jason KAOMr.Shang-Ping WUTaiwan Institute of EconomicResearch7F.,No.16-8,Dehui St.,Zhongshan Dist.

3、,Taipei City104230Chinese TaipeiTel:(886)2 2586 5000On behalf ofOcean Affairs Council(Chinese Taipei)4F,No.25,Chenggong 2ndRd.,Qianzhen Dist.,Kaohsiung City 806614Chinese TaipeiTel:(886)7 3381 810ForAsia-Pacific EconomicCooperation Secretariat35 Heng Mui Keng TerraceSingapore 119616Tel:(65)68919 600

4、Fax:(65)68919 690Email:infoapec.orgWebsite:www.apec.orgR E S E A R C HD I S C U S S I O N1 6 2023 APEC SecretariatAPEC#223-OF-01.4DISCLAIMERIn this APEC Women in Ocean Science Report,the terms National or Taiwan are usedsolely to identify the official names of public or private sector organizations,

5、institutions,or companies,and not to refer to the member economy itself.Its important to note thatthe use of these terms does not imply or reflect the political status of any APEC economy.Therefore,the names of public or private institutions mentioned in this report should notbe interpreted as endor

6、sing any specific political viewpoint.ABBREVIATIONSA P E C W O M E N I N O C E A N S C I E N C E R E P O R T APECBRINGMUIMARPEMONRENSYSUNTUOACOECDOFWGSOICUNUNDPUNESCOAsia Pacific Economic CooperationBadan Riset dan Inovasi Nasional/NationalResearch and Innovation Agency(Indonesia)George Mason Univer

7、sity(The United States)Instituto del Mar del Per/Peruvian MarineResearch Institute(Peru)Ministry of Natural Resources and Environment(Viet Nam)National Sun Yat-sen University(Chinese Taipei)National Taiwan University(Chinese Taipei)Ocean Affairs Council(Chinese Taipei)Organisation for Economic Coope

8、ration andDevelopmentOcean and Fisheries Working GroupShip and Ocean Industries R&D Center (Chinese Taipei)United NationsUnited Nations Development ProgrammeUnited Nations Educational,Scientific,andCultural OrganizationB A C K G R O U N DWith the notions of Decade of Ocean Science for Sustainable De

9、velopmentand Sustainable Development Goals declared by the United Nations,aconsensus is emerging that oceans should be managed sustainably based onthe best available science.The role that ocean science plays in the blueeconomy has yet to be fully proven but is undoubtedly significant;however,it isun

10、deniable that discoveries in ocean science affect nearly all sectors of theeconomy,and drive its growth with what prosperity depends upon.As the international communitys commitment to valuing womenscontributions has resulted in growing participation in ocean science,glassceilings remain,preventing w

11、omen from proactively engaging in the field.According to the UNESCO Global Ocean Science Report in 2020,women arestill under-represented and only account for 39%of researchers in oceanscience,particularly in the highly technical categories.The situation has directlylimited female participation in th

12、e application of technological innovation inthe field of entrepreneurship and economic development.Around 38%of Smalland Medium-sized Enterprises in the APEC region are owned by women,and in40%of APEC economies,early-stage entrepreneurial activities conducted byfemales account for half or less than

13、their male counterparts.This project,the APEC OFWG 06 2021A Promoting Womens Role in OceanScience towards Sustainable and Inclusive Ocean Governance,intends toidentify the barriers which prevent the increase in the number of women inocean science and related industries and to recommend incentives an

14、d bestpractices that have been developed in this area to promote the attraction,retention,and development of women in these sectors.Research and aWorkshop exploring the status and benefits of womens participation in oceanscience and industries in the APEC region have been conducted,and theResearch r

15、esults were presented at the Workshop and in this Report,serving asone of the major references for APEC members towards a more inclusive andequal APEC region for the entire gender spectrum.P A G E 0 1A P E C W O M E N I N O C E A N S C I E N C E R E P O R T APEC WOMENIN OCEANSCIENCERESEARCHIn recent

16、 years,there has been agrowing recognition of womensrights and the importance of genderequality.Despite this progress,it isclear that womens full potentialand contributions continue to beundervalued.According to UNWomen,the gender gap results in a15%loss of GDP for the OECD.In particular,the under-r

17、epresentation of women in thefield of ocean science must beaddressed.P A G E 0 2and aligned with the United NationsSustainable Development Goals,thisresearch,including thequestionnaire and interviews,aimsto disclose gender differences andperceptions of womens careers inocean science,and ultimatelyco

18、mbine Workshop conclusions topropose feasible solutions and policyrecommendations.Open.Connect.Balance.In line with the APEC 2022 themeand echoing the 2023 themeCreating a Resilient andSustainable Future for AllA P E C W O M E N I N O C E A N S C I E N C E R E P O R T STATISTICSA questionnaire was d

19、istributed worldwideto ocean science experts,and a total of 132responses were received,with the majorityof responses originating from the APECregion.Of the respondents,over 93%werefemale,the majority of whom areaged between 25 to 54 years old,with more than three-quarters ofthem having children.The

20、vast majority of respondentshold some certificates of tertiaryqualification.The respondent base is comprisedof a large group of adult womenwho are likely to have workingexperience and childcareresponsibilities,providing valuableinsights into the career situations ofwomen in APEC.P A G E 0 3A P E C W

21、 O M E N I N O C E A N S C I E N C E R E P O R T FEMALERESPONDENTSBETWEEN 25 AND54 YEARS OLDHAVE CHILDREN39%of organizations havesignificantly fewer femaleemployees than maleemployees.72%of respondents reported womenfacing more barriers to careerprogression in the field of oceanscience than men.P A

22、G E 0 4A P E C W O M E N I N O C E A N S C I E N C E R E P O R T P A G E 0 5TYPES OF BARRIERSIn these situations,the femalerespondents also identified negativefactors impacting their careerdevelopment.Female respondentsidentified family demands andlimited training or mentoring ashaving the most nega

23、tive impacts ontheir career development in oceanscience.Adverse impacts from childcare andfamily demands include taking timeoff to raise children,workinterruptions,difficulty balancingwork and childcare,being unable totravel for business,and oppositionfrom family to working in specificroles or havin

24、g front-line work.Due to women beingunderrepresented in the field ofocean science,their training andmentoring needs are oftenoverlooked,making it more difficultfor women to succeed in the fieldthan for men.This perpetuates acycle in which women are less likelyto remain in the field,furthercontributi

25、ng to their under-representation.Additionally,a lack of job sharingopportunities and inherent genderbias were identified as the secondand third negative factors affectingcareer advancement for women inthis field.A P E C W O M E N I N O C E A N S C I E N C E R E P O R T P A G E 0 6A P E C W O M E N I

26、 N O C E A N S C I E N C E R E P O R T of respondents felt thatorganizations do not takesuch complaints seriously andaddress them effectively.45%of respondents believed thatreporting non-inclusivebehavior would harm theircareers.44%NON-INCLUSIVESITUATIONThe situation for inclusivity inocean science

27、may be challenging,as discrimination still occurs,withover half(27.3%having observed itand 25%having experienced it)ofrespondents reporting relatedsituations.This reflects a lack of trust in the organizations andhighlights the need for the field of ocean science toimprove inclusivity and efforts.INT

28、ERVIEWSThe situations mentioned abovefrom the questionnaire were alsoconfirmed in the interviews.Ocean stakeholders play a crucialrole in the ocean sciencecommunity,as they contribute tothe creation,sharing,andapplication of ocean knowledge.Therefore,their experience andsuggestions will be very help

29、ful inunderstanding gender issues in thefield of ocean science.Six semi-structured expertinterviews were conducted.The interviewees are from Indonesia,Peru,Chinese Taipei and the UnitedStates,and have held influentialpositions in the fields of science,business,management,policy,andresearch within oc

30、ean science.P A G E 0 7A P E C W O M E N I N O C E A N S C I E N C E R E P O R T CHINESETAIPEIDespite improvements in genderequity in Chinese Taipei,prejudiceand gender stereotypes persist inthe field of ocean science.Forexample,women may facediscrimination or assumptionsabout their abilities based

31、ontheir gender.Women who are mothers in oceanscience also face additionalgender-based difficulties.P A G E 0 8A P E C W O M E N I N O C E A N S C I E N C E R E P O R T This bias can be so pervasive thatfemale researchers andpractitioners must work harderthan their male counterparts toachieve the sam

32、e level of success,whether that level is measured inresearch output,positions,funding,or other factors.When men saw that I am awoman and a mother,theywould often be confusedabout my role.Despite beinga doctor of engineering likethey are,women are oftenlabeled as responsible fortaking care of childre

33、n.Dr.Wen-Ling Hong,Deputy Minister,OAC In ocean scienceand other fieldswith large gendergaps,women oftenface preconceiveddistrust,eventhough its not apersonal problem.Dr.Shiau-Yun Lu,Associate Professor,NSYSU environments and equipment suchas breastfeeding rooms andnursery rooms.These factorscontrib

34、ute to why families orwomen themselves may notsupport or feel comfortablepursuing a career in ocean science,resulting in a lower number offemale participants in the field.Otherdifficultiessuch as theinconvenienceof caring forchildren whileworking,aswell as a lackof supportivechildcareP A G E 0 9A P

35、E C W O M E N I N O C E A N S C I E N C E R E P O R T However,there are more and morewomen majoring in ocean science,in this case,women shouldparticipate in more than one-third ofthe organizations or committees.Ofcourse,mens representation shouldnot be lower than one-third either;more balanced repre

36、sentation wouldlead to more normal interactionsand discussions on policies.Organizations should expandsupport to include both men andwomen and work towardsbreaking down societal mistrustof female researchers in order tocreate more equal opportunitiesand fair treatment.We should also assign a largern

37、umber of important positions towomen,accustoming morepeople to working with womenand having female supervisors,and providing gender equalityeducation and training withinorganizations.This can helpexecutives to become more awareof gender biases and promote theparticipation and value of womenin the fi

38、eld.With the efforts of policy andactions,the alternation ofgenerations will graduallyequalize the genders and create amore inclusive environment.I rely on my cross-field expertise,communication skills,and most importantly,empathy,to demonstrate mysuitability for my management position.Ms.Iven Lo,He

39、ad of the Yacht&Marine Department,SOIC Despite an increasing number ofwomen pursuing ocean sciencestudies and careers,the under-representation of women in thefield persists.P A G E 1 0INDONESIAThere are many talented womenworking in ocean science inIndonesia.In recent years,theBRIN established a new

40、 nationalmarine research laboratory,andalmost all of the technical andadvisory teams during theconstruction period werecomprised of women.The newbuilding is designed to beinclusive and user-friendly,withvarious facilities including adedicated section for women.A P E C W O M E N I N O C E A N S C I E

41、 N C E R E P O R T When we had to selectthe new directors,Irealized that there wereno women candidates onthe list.Thatsconcerning.Dr.Intan Suci Nurhati,Head of ResearchCenter for Deep Sea,BRIN In response to the under-representation of women in seniormanagement positions,theSrikandi Bahari projectco

42、llaborated with social scientiststo conduct interviews with a groupof female ocean scientists,including managers and thosefocused on pure science,to gain adeeper understanding of the issue.This project discovered that manywomen are hesitant to pursuehigh-level executive positionsbecause they often h

43、ave to balancemultiple responsibilities,such asfamily and work,which can bechallenging to juggle.P A G E 1 1A P E C W O M E N I N O C E A N S C I E N C E R E P O R T When people(women)facedifficulties,we can take theinitiative to effect change.Oneway we can do this is byidentifying our own privilege

44、sand utilizing them to make adifference.For instance,despite beingpetite and finding underwaterwork to be physicallydemanding,Dr.Nurhati begandelegating tasks and identifyinghighly skilled technicalpersonnel in her field.Similarly,when she observed the lowrepresentation of women indirectorial roles

45、at the oceanresearch institutes,she initiatedthe Srikandi Bahari project toaddress this issue.Regarding the workplace,thework-from-anywhere policy isparticularly advantageous foremployees,especially mothers,who can balance theirresponsibilities at home andwork through digital attendance.We can ident

46、ify our own privileges and utilize them tomake a difference.Dr.Intan Suci Nurhati,Head of ResearchCenter for Deep Sea,BRIN In the past,government agencymeetings were usually held in out-of-town hotels,which was inconvenientfor female colleagues.Dr.Nurhatiwas impressed to see her femalecolleagues opt

47、ing to commute backhome and return the next day formulti-day meetings.However,sincethe organization has improved itsmeeting spaces,small meetings cannow be held at any time within theorganization,eliminating the needfor long commutes.P A G E 1 2PERUA P E C W O M E N I N O C E A N S C I E N C E R E P

48、 O R T Female researchers in Peru stillface challenges balancing workand family.For instance,as both a femalescientist and a mother,Dr.SaraPurca Cuicapusa had to allocatepart of her research time for herfamily,and when she needed totravel for work,she had to rely onher mother to care for herchildren

49、.I noticed that some ofmy colleagues chose notto have children in orderto fully concentrate ontheir research.Dr.Sara Purca Cuicapusa,Researcher,IMARPEDespite these challenges,Dr.Cuicapusa noted that the currentenvironment for women in theworkplace in Peru has improved.There are now nurseries anddayc

50、are facilities available withinthe organization.Additionally,with flexible workingarrangements now available,researchers who have childrencan choose a work location thatbest suits their family needs.This shows that femaleresearchers may face a dilemmawhere they have to balance familyparticipation an

51、d workeffectiveness.P A G E 1 3A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Additionally,Dr.Cuicapusa feltthat the field of ocean scienceshould attract more studentsand encourage theirinvolvement.To further this goal,she decidedto organize annual childrensworkshops after winning TheLore

52、al National Prize-UNESCO-CONCYTEC for Women inScience 2017.Through theseworkshops,she guides andinspires these mini scientists byproviding them with a deeperunderstanding of her work.She not only wanted to attractmore students to the field ofocean science but also believedthat the field needs a high

53、errepresentation of female scientiststo bring in diverse perspectives.It is essential to have a well-structured mentorship programfor women,with local womenserving as mentors in differentareas of Peru.In this way,they cantruly understand the needs ofnewly-joined women in the fieldof ocean science an

54、d provide thenecessary support and guidance.THE UNITEDSTATESDr.Jennifer L.Salerno shared aninteresting observation that in theUnited States,ocean science hasbecome a female-dominatedfield.However,when it comes to higherpositions such as professorships orlaboratory leaders,the situation isquite diffe

55、rent,with few womenoccupying these leadership roles.Furthermore,women oftenperform the majority of childrearing and family care work.P A G E 1 4A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Unfortunately,there isincome disparity in ourfield where women arenot paid as much as menfor the s

56、ame positions.Dr.Jennifer L.Salerno,Assistant Professor,GMUThis highlights that women inocean science face variousdisadvantages,as the field oftenrequires fieldwork,theircapabilities are still biased against,and non-inclusive behaviors persist.I think about howwomen dealing withbeing mothers andwork

57、ing in ocean scienceare things people wouldhave not really talkedabout at all.Dr.Jennifer L.Salerno,Assistant Professor,GMUHence,Dr.Salerno not only sharedher specialization with herstudents but also aimed to helpthem understand her life as aworking mother.She wantedfemale students to see that it is

58、feasible to balance professionaland family life while encouragingmale students to learn how theycan better support their partners.Moreover,there were few femalerole models who were married andhad children in the field.Therefore,she hopes to be a person whomfemale students can approach withconfidence

59、 and discuss anyobstacles that they may encounter.P A G E 1 5A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Fortunately,society has becomemore inclusive,particularly in theUnited States.Governments and organizationsnow provide a variety of formaland informal support measures,including pro

60、fessionaldevelopment training,mentoringprograms,and group networks.For instance,at Dr.Salernosuniversity,there is a womensscience lunch series that discussesissues specific to women andhosts events on topics such asresum building.Further,there have been changesin the education system,withmore instit

61、utions providingstudents with earlier exposure toresearch opportunities andallowing students to enter thefield of ocean science directly.This allows women to engage inresearch early on and gain abetter understanding of the field.Also,peer-to-peer mentoringprograms have been established,connecting fe

62、male scientists ofthe same age through platformsand allowing them to rely on eachother and navigate challengestogether.These initiatives havebecome a way to increase therepresentation of women in oceanscience.In terms of encouraging representation,it starts youngtoo,because a lot of young girls drop

63、 out of science andmath early on.I think thats changing.Dr.Jennifer L.Salerno,Assistant Professor,GMURESEARCH DISCUSSIONThis research,based on a surveyand interviews,highlights thesituation of women in the field ofocean science,including factorsthat influence their engagementand progress at work,the

64、irperceptions of careeradvancement,and their careeraspirations.The study involved bothquantitative and qualitativeanalysis of survey data,andseveral key findings derived fromthe analysis will be discussed.Women face more barriersthan men as a minority inocean science.The barriers can stem from facto

65、rssuch as motherhood,familyresponsibilities,societal prejudice,limited mentorship,and lack ofopportunities.Further explorationof these influencing factors willhelp in finding ways to enhancewomens participation in oceanscience.2Women tend to delay theircareer development due topregnancy or familyres

66、ponsibilities.Taking time off for pregnancy andchildcare,work interruptions,andsocietal expectations for women toprioritize childcare hinderwomens participation in oceanscience and contribute to theirunderrepresentation in the field.3Women are under-representedin the field of ocean science.The under

67、-representation not onlyleads to a lack of understandingof womens situations by men inthe field,but also makes it harderfor women to find peers andmentors,creating a barrier forwomen entering the field ofocean science.1P A G E 1 6A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Promoting wo

68、mensparticipation in ocean scienceshould address more than theaforementioned barriers.Stimulating students interest inocean science can draw morewomen to the field.Simultaneously eliminatingbarriers and retaining morewomen in the field will establish apositive cycle and achieve genderequality in oce

69、an science.6A non-inclusive culture withinocean science is also a factorthat keeps women away.Questionnaire responses andinterviewee feedback confirmedprejudice/stereotypes in oceanscience,including the belief thatwomen should prioritizechildcare,the lack oftrust/recognition for women asleaders,glas

70、s ceiling restrictions,and a lack of support for womenin all roles.5P A G E 1 7A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Limited training/mentoringand job-sharing opportunitiesare also barriers to womenscareer advancement.Underrepresented women inocean science face overlookedtraining

71、/mentoring needs,makingit harder for them to succeedwhen compared to men.Thiscycle perpetuates fewer womenentering/remaining in the field,further contributing to theirunderrepresentation.4This research on APEC womensparticipation in ocean science hasidentified several areas forimprovement in the fut

72、ure andwill use the opportunity of theworkshop to conduct constructivedialogue and exchanges withAPEC economies.The workshop will use expertsexperiences and perspectives toidentify practical measures,mechanisms,and policies forimplementing womensparticipation in ocean scienceand governance in APEC.R

73、ESEARCH DISCUSSIONRESULTSFROM THEWORKSHOPThe Workshop on PromotingWomens Role in Ocean Sciencetowards Sustainable andInclusive Ocean Governance wasfruitfully completed on March 16-17,2023 at Kaohsiung SoftwareTechnology Park(Chinese Taipei).There were a total of 90 on-siteattendees,while 204 partici

74、pantsand 13 representatives from APECmember economies joined usonline.The workshop featured two keynotespeeches by global and regionalexperts with extensive experience,aswell as two panel discussions whererepresentatives from Chile,Indonesia,Peru,the Philippines,Chinese Taipei,the United States,and

75、Viet Namshared their experiences anddiscussed policies and innovativestrategies for promoting womensparticipation in ocean science.On the second day,participantsvisited Dragon Survey Companysvessels and heard from a female crewmember about her experience,followed by a cultural yacht tour tolearn abo

76、ut the history of KaohsiungPort and the marine industry.A P E C W O M E N I N O C E A N S C I E N C E R E P O R T P A G E 1 8P A G E 1 9A P E C W O M E N I N O C E A N S C I E N C E R E P O R T KEYNOTE SPEECH 1The Big Picture of a Women-Led Field of OceanScienceMs.Chloe NunnMember of the Marine Envi

77、ronment Team,NIRAS,and Former Science and OperationsOfficer of UN Ocean Decade,IOC-UNESCO(United Kingdom)The United Nations is promoting aplan for gender equality in oceanscience,in which Ms.Chloe Nunnhas also been involved.For example,the Society for Women in MarineScience discusses womensparticipa

78、tion and governance inocean science.Through the workshop presentation,she hopes to get everyone tounderstand the organizations effortsin promoting womens participationin ocean science.Especially forwomen who are engaged in oceanscience while also balancing familyresponsibilities,women in oceanscienc

79、e are not just conductingresearch in an ivory tower but alsoneeding to engage with thecommunity to make ocean sciencemore inclusive and attractive.Actually,when studies address theproblems we face,women are oftenthe driving force behind the societaltransformation,making it moreconsiderate and compas

80、sionate.Therefore,we need to start at the levelof the system to enable women toparticipate more fairly in the marinefield.Ms.Chloe Nunn said she was veryfortunate to work in a female-ledorganization,where her supervisor isalso a woman.However,there arerelatively few female supervisors ingovernmental

81、 ocean scienceorganizations.She hopes that there willbe more opportunities for collaborationin the future so that women can haveincreased opportunities to enter thefield of ocean science.P A G E 2 0A P E C W O M E N I N O C E A N S C I E N C E R E P O R T KEYNOTE SPEECH 2Best Practices in a Women-Le

82、d Ocean Science FieldDr.Wen-Ling HongDeputy Minister of OAC(Chinese Taipei)Chinese Taipei ranks seventh globallyin equal rights according to the UNDPGender Inequality Index in 2021.Despite being among the leadingeconomies in the Asia-Pacific region,there is still room for improvement.Dr.Wen-Ling Hon

83、g stresses the threeRs:Recruit,Retain,and Recognize,topromote womens leadership,commonly referred to as womensempowerment.As an editor of Taiwan Women e Press,she aims to break professional fieldgender biases by sharing womensdaily job roles.She suggests that career and personallife should be fully

84、integrated so as toenhance womens participation inocean science,and shared severalexamples,such as TurtleSpot Taiwan,FISH BAR,and Sea Women of Taiwan.Following the framework promoted inAPEC,gender equality can lead tomore advanced science,includingthrough publishing GenderedInnovation in different l

85、anguages tore-examine research with a focus onnumbers,institutes,and knowledge.This can help women participatemore fully in the marine sector.P A G E 2 1A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Policy Promotion of Women in Ocean SciencePANEL DISCUSSION 1Dr.Chia-Ying KoAssociate Prof

86、essor of Instituteof Fisheries Science,NTU(Chinese Taipei)Chinese Taipei reviews policies every fouryears based on the Convention on theElimination of all Forms of DiscriminationAgainst Women implemented by theUnited Nations in 1982.It ranks among thetop ten gender-equal economies,yetwomen are under

87、represented in highereducation systems and teaching positions.Although there has been an increase infemale graduates and outstanding femaleawardees,there has been no correspondingincrease in professional careers.Thus,continued examination of legal norms andsystems is essential to ensure fairness and

88、to promote womens advancement.After the Philippines gained independence in1957,a womens committee was established topromote gender equality through policy reviews.Although high-level positions in the Philippinesare relatively balanced between men andwomen,sexual harassment of women stilloccurs,and l

89、aws and regulations need to bereviewed to raise awareness.Female scientists also face discrimination inspeaking opportunities,and women often leavethe workforce after starting families.To supportwomen,the government has allocated 5%of thebudget for gender equality initiatives such asnurseries and br

90、eastfeeding rooms.Dr.Davidslab has an equal gender balance,and sheadvocates for the inclusion of the LGBTcommunity in future policies to create a moreequitable society.Dr.Laura T.DavidDirector of the University of thePhilippines Marine Science Institute(The Philippines)P A G E 2 2A P E C W O M E N I

91、 N O C E A N S C I E N C E R E P O R T Dr.Sara Purca CuicapusaResearcher of IMARPE (Peru)In Peru,there are fewer femalegraduates compared to males andthe gender gap in doctoral degrees iseven wider.Womens participation inengineering and research is alsosignificantly lower.To address this,the governm

92、ent hascreated a roadmap to increasewomens participation in science andpromoted womens right to aneducation through scholarships.Additionally,the regulations forresearchers have been amended toprovide maternity and post-natalparental leave,eliminating thisdisadvantageous issue for women inthe workpl

93、ace.Ms.Susana GiglioUndersecretary of Fisheries andAquaculture,Aquaculture Division(Chile)In Chile,statistics are necessary for thedevelopment of policy responses that addressgender inequality.Women areunderrepresented in high-level positions andperceive themselves as inferior to men.Thegovernment a

94、ims to promote womensparticipation in various organizations andeliminate unequal treatment.In the aquaculture industry,women are oftenlimited to specific roles.As a result,theGender Equality in Fisheries and AquacultureLaw was introduced to close the gap betweenmen and women.Additionally,thegovernme

95、nt seeks to ensure that women canparticipate in policy formulation fairly byproviding guaranteed positions for them onvarious committees,not just those involved inoperations.P A G E 2 3A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Case Studies and Innovative Strategies forWomens Particip

96、ationPANEL DISCUSSION 2Ms.Iven LoHead of Yacht&Marine Department,SOIC(Chinese Taipei)Ms.Iven Lo,with her architecturalbackground,serves as a bridgebetween the fields of architecture andocean science,bringing advancementto the yachting industry of ChineseTaipei.Chinese Taipei is the 4th leadingyacht

97、manufacturer in the world,butits output value has stagnated due todeclining birth rates and laborshortages,hindering improvements inthe manufacturing environment.Urgent measures are necessary toattract young people to theshipbuilding industry.We all agree that increasing womensparticipation is benef

98、icial to promotingwomens contributions,so Indonesiapromotes womens participation inocean science through the policies ofthe BRIN.At Dr.Intan Suci Nurhatis researchcenter,women focus on research,notadministrative tasks.This strategy allowswomen to improve their contributions toscientific research.In

99、Indonesia,womenare encouraged to prioritize researchquality over quantity,and are givenflexibility to choose their promotiontimeline to accommodate familyresponsibilities.This approach promoteswomens participation in ocean science.Dr.Intan Suci NurhatiHead of Research Center for Deep Sea,BRIN(Indone

100、sia)Ms.Nguyen Thanh ThaoActing Director of Department ofScience,Technology and InternationalCooperation,MONRE(Viet Nam)P A G E 2 4A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Dr.Jennifer L.SalernoAssistant Professor of Department ofEnvironmental Science and Policy,GMU(United States)In t

101、he US,bias,discrimination,andharassment are the main reasons for theunderrepresentation of women in the fieldof ocean science.For example,womenearn 17%less than men on average andface competence biases during hiring.Lack of training,flawed reportingmechanisms,and risks in fieldworkcontribute to sexu

102、al harassment.Despitewomen accounting for 50%of graduatestudents in ocean science,they still holdfewer senior positions.To improve womens participation,mentoring,professional development,family support,funding mechanisms,andwomens science groups can beestablished.Viet Nams 3,200-kilometer coastlined

103、emands significant efforts.In recentyears,the economys socio-economicdevelopment has undergone changes,necessitating the creation of more jobsfor women,especially in oceanconservation,which requires substantialinvestment.As Viet Nam shifts from agriculturetowards marine aquaculture,womensinvolvement

104、 becomes essential.Theeconomys wetlands are vital forenvironmental protection,but industrialdevelopment is causing their destruction.Hence,womens contributions towetland conservation and other relatedwork are necessary for the future.RESULTS OFTHE FIELD TRIP Kaohsiung,March 17,2023Chinese TaipeiP A

105、G E 2 5A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Female crew membersharing her workingexperience on maritimeresearch vesselsExchanging experiencies and viewsVisiting maritime research vessels P A G E 2 6A P E C W O M E N I N O C E A N S C I E N C E R E P O R T Introducing thedevelopm

106、ent ofKaohsiung PortThe goal of this project is to identify factors that hinder womensparticipation in ocean science and to identify ways to improve theirparticipation.Based on the research results and workshop discussions,thefollowing conclusions can be confirmed:CONCLUSIONSA P E C W O M E N I N O

107、C E A N S C I E N C E R E P O R T P A G E 2 71The underrepresentation of women in ocean science isthe most commonly cited impediment.There are manyreasons for this phenomenon,including a lack of careeradvancement opportunities,unfair wages and treatment,and a non-inclusive culture for women in the f

108、ield.2Apart from their professional roles,some women alsobear the responsibility of motherhood,which haspresented significant challenges.Maternal wall mayinterrupt their careers,delay research progress,and makeit challenging to take on administrative duties.3Measures proposed to increase womens repr

109、esentationin and reduce their family burden on ocean scienceinclude breaking gender bias by highlighting womensachievements,re-examining gender equality regulations,allocating budgets to supporting women,increasingfemale students interest in ocean science,promotingwomen to senior positions,providing

110、 flexible workingmethods,and establishing womens groups.Womens career development in the field of ocean science is often influenced byinstitutions,systems,culture,and social attitudes.Thus,government andorganizational initiatives should actively listen to and respond to womensvoices.More initiatives

111、 can be implemented to increase womens participationand advancement in the field.Based on the conclusions and taking these factorsinto consideration,the following recommendations are made:RECOMMENDATIONSA P E C W O M E N I N O C E A N S C I E N C E R E P O R T P A G E 2 8Efforts to promote womenscar

112、eers in ocean science shouldminimize barriers and maximizefacilitators to enhance their jobsatisfaction,career satisfaction,and reduce turnover.Minimize barriersand facilitatewomens careeradvancement1Showing that a career andfamily can coexist can not onlyhelp to retain female talent,butalso inspire

113、 more women topursue careers in the oceanscience.Offer supportfor women intheir role asmothers2Engaging men in diversity andinclusion efforts can break downgender-based prejudice andstereotypes,increase trust inwomen professionals,andimprove the visibility of womenscontributions in ocean science.Con

114、ductgender equalityeducation andtraining3By increasing awareness ofocean science and providingeducational opportunities,suchexperiences are capable offostering students interest inthe field,leading to increasedparticipation with higher femalestudent representation.Incorporateocean scienceexperiences ineducation4APEC Ocean and Fisheries Working GroupApril 2023