Index
2022; Emerald Publishing Limited; Linguagem: Inglês
10.1108/s2044-994120220000016023
ISSN2044-995X
Tópico(s)Sex work and related issues
ResumoCitation (2022), "Index", Wright, T., Budd, L. and Ison, S. (Ed.) Women, Work and Transport (Transport and Sustainability, Vol. 16), Emerald Publishing Limited, Bingley, pp. 357-370. https://doi.org/10.1108/S2044-994120220000016023 Publisher: Emerald Publishing Limited Copyright © 2022 Tessa Wright, Lucy Budd and Stephen Ison INDEX Note: Page numbers followed by “n” indicate notes. Ab initio pilots, 158 AccelerateHer programme, 62 Active travel, 4 Actors civil society organizations, 46 collaboration between stakeholders, 46–47 government, 44 operators and employers, 44 role in eliminating gender-based violence and sexual harassment in transport, 43 trade unions, 44–46 Addis Ababa Action Agenda (AAAA), 282 Additive approach, 144–145, 147 Advanced fire-fighting certificate, 245n19 Aerospace industry, women in, 174–175 Aesthetic femininity, 5, 107–110 aesthetic femininity as enterprise, 112–114 aesthetic femininity as self-flexibility, 114–116 practices in rail, 112 Africa female-only ride-hailing services in, 60 gender mainstreaming in, 57 gender-based violence in, 46–47 independent businesses in, 59 male domination of transport infrastructure sector across, 62 road transport in, 3 women in Africa’s road transport sector, 65–67 African-American women, 142 Age, 146–147 Air Operator’s Certificate (AOC), 328 air Transport, cyclical demand for, 7, 327 Airbus, 170 Airline Transport Pilot Licence (ATPL), 161 Airport executive team, 195 gender composition of UK Airport Executive Teams, 196–199 All-encompassing approach, 315 All-Party Parliamentary Group (AAPG), 14 Alta mentoring scheme, 6, 170, 175 Amazon, 326 Amended Sexual Offences Act, 46 Anglo-American media culture, 108 ‘Anti-categorical’ methodological approach, 144 Appearance, 106, 111–115, 117 Artificial Intelligence, 280 Attitudes, 308 Automation, 349 and changing skills, 81–82 Aviation, 190 aviation in VUCA environment, 216 resilience for women in aviation, 217–218 resilience in, 214 women in, 5–6, 174–175 workplace adversity for women in, 215–216 workplace adversity in, 215 Aviation leadership access to role models, mentors and networks, 199–200 effective talent management planning, 200–201 entry barriers for women in male-dominated industries, 193–195 female leaders in aviation, 195–196 gender composition of UK Airport Executive Teams, 196–199 gender stereotypes, 191–192 glass ceiling theory, 192–193 masculine culture in aviation, 190–191 theoretical underpinning, 191 women culture in, 190 Avoidance (of trade unions), 328 Backlash by men, 132–133 Baltic and International Maritime Council (BIMCO), 236 Barriers to female participation, 12 to gender equality in maritime sector, 235–242 institutional, 235, 320 of mentoring, 171–172 social, 320 for women in transport sector, 340–352 Behaviour change, 33 Beijing Declaration, 282 Benefits of mentoring, 171 Beta career priorities, 133–134 Bias, 192, 341 Bicycles, 91, 93–94 deliveries, 88–89 Bike messengers, 89–90 Body self-care, 108 Bogus self-employment, 80 Bolt (ride-hailing services), 59 Boundary-work theory, 250, 253 British legal system, 140 Buffering, 75–76 Bullying, 140, 146–147 intersectional bullying and harassment, 142–143 logistic regression of subject to, 154 in rail sector, 141–142 Bus drivers, 61 Bus rapid transit (BRT), 13, 61, 349 Business logistics, 75 C-suite aviation leadership roles, 158 Campaign, 319 Care body self-care, 108 mobility of care, 3, 94–96 unpaid work of care, 93–96 Career breaks, 315 Career commitment, 134 Career counseling, 275 Career decidedness, 266 Career opportunities, 308 Career self-efficacy, 266 Career self-reflection, 273 Career-decision approach, 266 gender gap, 273–275 maritime careers, 266–268 in maritime industry, 268 occupational exploration and context, 270–273 self-reflection and context, 269–270 Careers education, 275 Cargo handling, 231–232, 290, 292, 295 shipping, 6, 250 Cargo bikes, 91 eCargobikes, 91, 95–96 Caring, 147 Case studies Islands, 25, 28 Japanese transport STEM careers, 239 sites, 26–27 White Paper case study findings, 313–317 Certificate of Competence (CoC), 231, 239 Certificate of fitness (COF), 245n19 Chief Financial Officers (CFO), 198 Chief Operating Officers, 198 Chief public relations officer (CPRO), 127 Civil aviation, 324 trade unions, 326–329 women in, 332–334 Civil society organizations, 43, 46 Clothing, 90, 94, 108, 111–112, 114, 116–117 Collaboration between stakeholders, 46–47 Commercial airline pilots, 5, 208 Commercial aviation sector, female in, 158 Community health care, 93 Community Health Workers (CHWs), 93 Confidence, 108, 112 Connor–Davidson Resilience Scale (CD-RISC), 218 Contractors, 64, 66, 111 Copenhagen Malmö Port (CMP), 233 Coping strategies, 213–214 Corporate support functions, 7 COVID-19 pandemic, 4, 8, 14, 30, 79 BRT in Nairobi, 61 impacts and potential for building more central space for women in Africa’s road transport sector, 65–67 impacts women, 350 Cultural barriers, 236–237 Cultural-endorsed leadership theory (CLT), 241 Cycling, 88 and paid employment, 88–93 and unpaid work of care, 93–96 Cyprus Public Transport, 27, 29–31 Dabbawalas, 90 Dangerous cargo endorsement certificate (DCE certificate), 245n19 Data collection, 111 Deliveroo, 80 Demand-side perspectives, 124 Department for Transport (DfT), 317 Digital collectivism, 76 Digitalisation, 296, 349 Disability, 146–147 Discrimination against women, 64 Discriminatory personnel policies, 124 Dissonance, 327 Diversity management, 124 Division of labour, 77, 92, 98, 251 ‘Doing’ gender, 106 Double-bind dilemma, 194–195 Drivers, 29 eBikes, 95–96 eCabs, 30–31 eCargo bike deliveries, 91, 95–96 Economic empowerment of women, 287 Education, 147, 289–290 Educational qualification, 147 Effective talent management planning, 200–201 Embodied femininity, 107 Employee resilience implications for supporting, 218 personal resources for, 210–211 in workplace, 209–210 Employee’s social competency, 210 Employers, 43 Employment, 287–288 barriers to, 17–19 Empowerment, 5, 46, 106–107, 110, 112, 116, 118, 130, 135, 182, 297 Engineers, 56, 62, 160, 174, 215, 231, 236, 267, 347 Enterprise, aesthetic femininity as, 112–114 Entry barriers for women in male-dominated industries, 193–195 Equal Rights Advocates, 191 Equality, 140 Equality Act, 143 Ethnicity, 146–147 Ethnography, 254 European Economic and Social Committee, 340 European Sea Ports Organization (ESPO), 284 Evidence and Data for Gender Equality (EDGE), 283 Exclusion, 40, 66, 81, 83, 136, 191, 236, 251, 258–259 Executive Team, 198 Experiences, 308 External violence, 141 Facebook, 76 FaceTime, 76 ‘Family-friendly’ policies, 79 Federal Aviation Administration, 214 Female Advocates in Rail programme (FAIR programme), 316 Female Drivers Campaign, 61 Female employment in transport, 30 Female leaders in aviation, 195–196 Female mentorship, 200 Female-dominated occupations, 125 Female-only ride-hailing services, 60 Femininity, 107–108 Feminised jobs, 77 Feminised work, 82 Feminism, 77 Feminist civil society groups, 46 Feminist economic geography (FEG), 77 Feminist relational mentoring framework, 170 First World Wars, 12 ‘Flags of Convenience and Crews of Convenience’ approach, 328 Flexibilisation, 80 of (paid) working life, 79 Flexibility, 79, 109 Flexible working policies, 318 ‘Flexible’ work, 79 Flight Schools (FS), 160–161 Flight training, 165, 167, 201 Flone Initiative, 46 Focus group demographics, 176 Food delivery platform, 80 Food delivery riders, 88–90, 344 Foreign Direct Investment (FDI), 126 Formal jobs, 1 Formal mentoring, 172 Fragility, 76 Freight scholarship, 72 travel, 4 workers, 72 workforce, 74–75 Freight work, 79–80 futures of, 82–83 gender implications of key trends in, 77–82 nature of, 75–77 Friendships/interactions between cadets, 163–165 Future of work, 347–348 Future transport skills, 31–33 Gate Gourmet dispute, 331 Gender, 146–147 addressing issue of, 27–31 balance, 4 composition of UK Airport Executive Teams, 196–199 discrimination, 191 inconsistencies between job and gender roles, 125 issues in transport, 308 mainstreaming approach, 235 and occupational stress, 213–214 organisational culture model, 125 perceptions and experiences working in transport, 307–308 representation, 316 roles in Indian railways, 129–130 segregation, 13 specific mentoring, 172–173 stereotypes, 2, 191–192 Gender (im)balance gendered institution and profit-oriented maritime business, 234–235 in maritime sector, 231 women in shore-based maritime industries, 233–234 women seafarers, 231–232 women workers in ports and shipyards, 232–233 Gender diversity case study sites, 26–27, 28 future transport skills, 31–33 transport and workforce in Island states, 25–26 women in transport workforce, 24–25 work in transport, 27–31 working conditions, 24–25 Gender equality, 280 aspects affecting gender dimension in maritime shipping and ports, 286–289 barriers to gender equality in maritime sector, 235–242 education, 289–290 gender (in)equality and efforts at closing gap, 281–284 in global economy, 340 literature review, 284–286 literature review and context, 281 for ports, 282–283 tracking, measuring, and reporting on gender equality in ports, 290–297 in transport, 350–352 Gender Equality Officer, 341 Gender gap, 273–275 Gender imbalance, 158, 218, 266 Gender implications of key trends in freight work, 77–82 Gender inequities, 79 Gender realities implications, 134–135 Indian railways, 126–127 male-dominated occupations, 124–125 research methodology, 127–129 women experiences in Indian railways, 129–134 Gender-based bullying, 142 Gender-based occupational segregation (GBOS), 340, 347–348 Gender-based violence, 4, 8, 38, 39–41 actors role in eliminating gender-based violence in transport, 43–47 men in preventing, 46–47 Gender-blind approach, 342 to sanitation, 340 Gender-responsive economic stimulus, 350 Gender-responsive stimulus packages, 351–352 Gender-role socialization, 124–125 Gendered mobility, 79 Gendered nature of jobs, 4 Gendered organization, 133 Gendered workplace interactions, 250 Gendering of mobility, 88 Gig economy, 72, 90 Gig work, 79 Glass ceiling theory, 192–193 Global financial crisis, 74, 76 Global Maritime Distress and Safety System (GMDSS), 245n19 Global North, 2 Global South, 2, 79 Global union federations (GUFs), 340 Globalisation masculinities, 79 Government, 43, 44 Government role and transport sector gender perceptions and experiences working in transport, 307–308 policy implications and recommendations, 317–319 previous research into women in transport, 306–307 White Paper case study findings, 313–317 White Paper survey findings, 308–313 White Paper survey methodology, 308 women employed in transport sector, 306 Grab, 80 Gran Canaria, 3–4, 25–27 Green jobs in transport, 31–32 Green shipping, 6, 244 Green skills, 4, 31 Greener system, 317 Gross domestic product (GDP), 282 Guaguas, 27 Gumboots, 93–94 Harassment, 140, 340 ILO Convention 190 on Violence and Harassment in World of Work, 47–48 intersectional bullying and harassment, 142–143 in rail sector, 141–142 in workplace, 343–345 Harvard Business Review, 91 Health, Safety, Environment, and Quality regulations (HSEQ regulations), 285 Hetero-normative sexuality, 240 HGV drivers, 62, 74 Higher quality bus services, 13 Horários do Funchal, 27 Human resource management practices, 124 Identity management, 236, 253 ILO Convention 190, 345–346 (Im)mobile freight work and workplaces, 78–79 Inclusion, 64, 311 charter, 318 of gender equality, 330 gendered patterns of, 83 of men in preventing gender-based violence, 46–47 of women, 351 Indian railways backlash by men, 132–133 beta career priorities, 133–134 gender realities in, 126–127 gender roles, 129–130 lack of role model and mentors, 132 limited empowerment, 130 occupational segregation, 130–131 queen bee behavior, 133 restricted informal networks, 134 women experiences in, 129 working conditions, 131 Individual resilience, 209–210 Individualism, 109 Industrial relations, 16, 326, 329 Industry culture, 14, 309 Industry initiatives, 7, 284 Inequality, 144 Informal jobs, 1 Informal mentoring, 172 Informal workers associations, 349 Informed career-decision framework, 273 Inter-categorical approach, 144 Internal violence, 141 International Association of Maritime Universities (IAMU), 244n2 International Association of Ports and harbours (IAPH), 284 International Association of Public Transport, 348 International Aviation Women’s Association (IAWA), 195 International Chamber of Shipping (ICS), 236, 282 International Convention on Standards of Training, Certification and Watchkeeping for Seafarers (STCW), 231, 266 International Energy Agency (IEA), 243 International Federation of Air Traffic Controllers’ Associations (IFATCA), 327 International Human Rights, 280 International Labour Conference, 47 ILO Convention 190 on Violence and Harassment in World of Work, 47–48 International Labour Organization (ILO), 2, 38, 39, 282 International Maritime Law Institute in Malta (IMLI), 284 International Maritime Organisation (IMO), 230, 271, 284 International Research and Training Institute for Advancement of Women (INSTRAW), 282 International solidarity, 329 International Transport Forum (IFT), 317 International Transport Workers Federation (ITF), 7–8, 43, 46, 82, 273–275, 284, 340–341, 348 International Women’s Day, 170 Intersectional analysis, 141 bullying and harassment in British rail sector, 149–150 bullying and harassment in rail sector, 141–142 data and methods, 145–146 dependent variable, 146–147 intersectional bullying and harassment, 142–143 intersectionality and law, 143–144 logistic regression of subject to bullying, 154 multiplicative approach, 147–149 quantitative analysis of intersectional research data, 144–145 results, 147 unitary or ‘additive’ approach, 147 Intersectionality, 140, 142, 143 and law, 143–144 Intimate partners sexual violence, 38 Intra-categorical approach, 144 Iron Women heavy-duty truck driving school, 62 Island transport and workforce in Island states, 25–26 workforce description from transport operators in four case study islands, 28 Job, 89–90 inconsistencies between job and gender roles, 125 Journey to work, 96–97 ‘Just-in-time’ production, 75–76 JustEat, 80 KekeNAPEP, 60 Kenya CHWs in, 94 ride-hailing services in, 59 sexual harassment, 42 transport work in, 3 women transport workers in, 64 women’s direct employment in transport services in, 58 Kenyan Rural Roads Authority (KeRRa), 64 Knowledge exchange project, 170 KopTaCo Coaches, 27, 29 Labour costs, 327 importing economy, 25 labour-based construction, 64 market, 74 supply, 124 Labour force skills, 31–32 LadyBug (Nairobi’s female-only service), 60–61 Law, intersectionality and, 143–144 Leadership barriers, 241–242 Likert scale, 308 LinkedIn, 76 Little Blue Private Jets Limited, 170 Logistic regression of subject to bullying, 154 Logistics, 75 travel, 4 work, 79, 82–83 ‘Loving Variety’ campaign, 316 Lyft, 80 Machine learning, 280 ‘Macho’ culture, 5 Machoism, 80 Madeira, 3–4, 25–26, 30 Male automobility impact on women’s place in transport sector, 56–57 Male-dominated occupations, 124–125, 208–209 entry barriers for women in, 193–195 within Indian Railways, 126 Male-dominated professions, women in, 159–160 Male-dominated workplace, 110, 158 Malta Public Transport, 27, 29, 31 Management responsibility, 147 Managing Directors, 198 ‘Manpower report’, 236 Marginalising interactions, 262 Marine engineers, 236 Maritime and Port Authority of Singapore (MPA), 233 Maritime careers, 266–268 women in, 7–8 Maritime education and training (MET), 238 Maritime industry, career decision in, 268–273 Maritime Industry Authority (MARINA), 245n10 Maritime market, 276 Maritime sector, 230 barriers to gaining employment, 239–240 barriers to gender equality in maritime sector, 235 challenges and opportunities, 242–243 cultural barriers, 236–237 gender (im)balance in, 231–235 leadership barriers, 241–242 legal and policy barriers, 237–238 retention barriers, 240–241 training barriers, 238–239 women employees in, 230 women in, 6–8 Maritime shipping, 250, 280 aspects affecting gender dimension in maritime shipping and ports, 286–289 Maritime Shipping and Port Gender Equality and Diversity Index, 297–299 Maritime transport, 2, 238, 244, 266, 280–284, 299 ‘Maritime workforce report’, 236 Marketing advertisements, 78 Masculine cultural values, 241 Masculine culture, 158 in aviation, 190–191 Masculine leadership, 241 Masculinity, 77, 110 Matatu Workers Union (MWU), 45 Material management, 75 Mentoring barriers to, 171–172 benefits of, 171 gender specific mentoring, 172–173 programmes, 5–6 relational, 173–174 types of, 172 wish list, 183 Mentors, 132, 199–200 Mentorship, 199 lack of, 193 Metastereotype, 208 #MeToo movement, 38 Micromobility, 80 Millennium Development Goals (MDGs), 282 Ministry of Land, Infrastructure, Transport and Tourism (MLIT), 245n4 Minority status coping with, 165–166 experience, 161–162 Misogyny, 256, 259, 262 Mobile phone applications, 76 Mobile work, 80, 83 Mobilities approach, 77 Mobility 2. 0 concept, 33 Mobility as a Service (MaaS), 31, 32 Mobility management, 33 Mobility of care, 3, 88, 94–96 Mother Truckers, 73 freight scholarship, 72 freight workforce, 74–75 futures of freight and logistics work, 82–83 gender implications of key trends in freight work, 77–82 nature of freight work, 75–77 Motorcycle taxi sector, 60 Multi-crew Pilot Licence (MPL), 161 Multinational companies (MNCs), 326 Multiplicative analysis tests, 145, 147–149 #MyDressMyChoice, 44 National Poverty Eradication Programme, 60 Negative mentoring experiences, 171–172 Neo-classical human capital theories, 124 Neoliberalism, 106, 107–110 Networking skills, 134 Networks, 199–200 Next-gen technologies, 280 ‘Nominated women’, 64 Non-governmental organisations (NGOs), 130 Non-partner sexual violence, 38 Non-standard workers, 323 Norwegian Air International (NAI), 328 Nurture, 193 Occupational content, 270–272 context, 272, 274–275 identity, 253, 255–257, 261–262 segregation, 130–131 stressors and resilience, 212–214 Occupational culture gendered, 254 and identities, 251 masculine, 251, 262 of seafaring, 236 in shipping, 257 Occupational exploration, 268, 270–273 Occupational gender segregation, 182–183 Occupational Health and Safety Committee (OHS), 16 Occupational identity, 253 Occupational safety and health (OSH), 233 ‘On-demand’ models of work, 80 ‘One-size-fits-men’ approach, 342 Operators and employers, 44 Opportunity structure, 124 Optimism, 210 Organisation culture, 193–194 Organisation for Economic Co-operation and Development (OCED), 317 Organisational culture, 125 Organisational gender diversity-related policies, 124 Organisational support, 171, 208, 216, 241 Organisational violence, 141 Outsourcing process, 331 ‘Owner operator’ models, 72 Paid employment collecting, 92–93 delivering, 88–91 walking, cycling and, 88 (Paid) working life, 79 Pandemic affect women working in public transport, 19 Parson’s framework, 269 Perceptions of women in transport, 319 Perceptions–differences between genders, 307–308 Perishability, 327 Personal resources for employees’ resilience, 210–211 Philippine Port Authority (PPA), 233 Physical distribution management, 75 Physical fitness, 89 Physical violence, 38 Pilot training, 5, 158 Pilots, 208 Policy to increase women participation in public transport, 12 recommendations, 306, 307, 317–319 Port Management Programme (PMP), 281 Port Performance Scorecard (PPS), 281, 290–294 Port sector, 7 gender equality in, 281 IAPH Women’s Forum in, 284 women participation in, 289, 291 Port-based jobs, 231 Porterage work, 58 Ports aspects affecting gender dimension in maritime shipping and ports, 286–289 gender equality in, 290–297 Positive psychology, 209 Post First World War, 12 Post-Brexit immigration policies, 74 Postfeminism, 106, 107–110 Postfeminist aesthetic femininity aesthetic femininity as self-confidence, 116–117 aesthetic femininity as self-flexibility, 114–116 data analysis, 111–112 data collection, 111 methods, 111 practices of aesthetic femininity in rail, 112–114 rail as context for exploring aesthetic femininity, 110–111 Postfeminist entanglement, 118 Potential workers, 75 Power relations, 75, 77, 150, 347 Precarisation, 329 Precarity, 114, 345 Private-ownership, 233 Process of comparing self and environment, 268 Professional identities, 5, 159, 166, 253 Professional identity formation, 159 Profit-oriented maritime business, gendered institution and, 234–235 Psychological barriers, 208 Public transport, 3 actors role in eliminating gender-based violence and sexual harassment in transport, 43–47 background to interviewees, 16–17 barriers to employing women in public transport, 19–20 barriers to employment, 17–19 contextual background to women working in, 12–15 gender-based violence and sexual harassment, 39–41 ILO Convention 190 on violence and harassment in world of work, 47–48 men and women treated equally, 19 nature of transport industry, 15–16 pandemic affect women working in, 19 public transport Vignettes, 16 sexual harassment, 38–39 sexual harassment in male-dominated work, 41–42 sexual harassment on public transport, 42–43 technology, 20–21 women travelling on, 12 Public–private partnerships (PPPs), 233 Quality of work, 81 Quantitative analysis of intersectional research data, 144–145 Queen bee behavior, 133 Rail as context for exploring aesthetic femininity, 110–111 Rail industry barrier for women’s success in, 118 gender strategies for career progression in, 111 women transport workers within, 307 Rail sector bullying and harassment in, 141–142 women in, 5 Rapid Integrated Assessment (RIA), 243 ‘Real wages’, 324–325 Recruitment practices, 318 Regional Maritime University (RMU), 238 Relational mentoring, 171, 173–174 addressing barriers, 182 aviation and aerospace industry, 174–175 background literature and theoretical framework, 171–173 barriers to mentoring, 181–182 benefits and barriers of mentoring, 178–181 feminist relational mentoring framework, 170 findings 178–182 method, 175–178 Remote Control Centers (RCC), 82 Resilience, 209–210 in aviation, 214–218 occupational stressors and, 212–214 for women in aviation, 217–218 Restricted informal networks, 134 Retail, Wholesale and Department Store Union (RWDSU), 325 Retainment practices, 318 Retention barriers, 240–241 Retrievable picking, 93 Revitalisation (of trade unions), 330, 333 Ride-hailing services, 59 Risk-taking, 89 Road construction, women workers experiences in, 62–65 Road transport, 4–5 Road transport services, 57–58 Role model, 132, 199–200 Royal Aeronautical Society (RAeS), 170 Royal Air Force, 170 ‘Safe Ride’ campaign, 47 Safety, personal, 344 Sanitation, 93 access to, 350 gender-blind approaches to, 340 human right to, 343 provision of, 342 urban sanitation system, 98 Savings and Credit Cooperatives Societies (SACCOs), 44–45 Science, Technology, Engineering and Mathematics fields (STEM fields), 235–236 Sea-based jobs, 231–232 Seafarers, 245n19, 266 Seafaring jobs, 236 Seaports, 232 Second World Wars, 12 Self-branding, 109 Self-confidence, 108, 194 Self-employment, 80 Self-flexibility, 109 Self-promoted as commodity, 109 Self-reflection, 268 Self-reflection and context, 269–270 Senior leadership, women in, 190 Service related violence, 141 Sexual harassment, 14, 38–39, 39–41 actors role in eliminating sexual harassment in transport, 43–47 in male-dominated work, 41–42 on public transport, 42–43 Sexual Offences Act of 2006, 44 Sexual violence, 44 Shanghai Maritime University (SMU), 238 Shared mobility services, 31 Shift working, 18 Shipping industry, 13, 251, 270 autonomous, 242 benefits of working in, 274 integration of women, 252 Shore-based jobs, 231 Shore-based maritime jobs, 233 women in shore-based maritime industries, 233–234 Shore-based maritime jobs, 241 Skills academic, 31 future transport, 31–33 generic, 31 green, 4, 31 labour force, 31–32 networking, 134 technical, 89 technology-specific, 31 Small Medium and Micro Enterprises (SMMEs), 63 Smart and green shipping, 6, 244 Smart shipping, 230, 242, 244 Social anthropology, 254 Social boundaries, 257–258 Social category, 144 Social dumping, 328 Social elements, 288–289 Social support, 211 Socialisation process, 134 Southern European islands, 25 Speed, 89 Sponsors, 193 Sponsorship, 193 Stakeholders, collaboration between, 46–47 State-ownership, 233 Stereotypes, 21, 125, 296 Stress, 215 Structural gendering of professions, 251 Sub-Saharan Africa, 63 Supply chains, 72–73, 79 Support network, 175 Supportive leadership, 211 Symbolic boundary-work, 257–258 Taxi drivers, 59 Technical skills, 89 Technologies development, 33 Technology, 20–21, 296 Third Country Nationals (TCNs), 29 Toolkit, 319 Tourism travel, 33 Trade unions, 2, 43, 44–46, 324–326, 349 and civil aviation, 326–329 function, 323–324 and gender equity in transport, 350–352 women and, 329–331 Trades Union Congress (TUC), 142 Traffic Marshal, 316 TrainForTrade (TfT), 281 TrainForTrade Port Management Programme, 7 Training barriers, 238–239 culture, 193–194 Tramping, 76 Transition, 31 Transnational business masculinity, 79 Transport, 72 toilet problem, 342–343 women in, 341–342 work in, 27–31 Transport and Salaried Staffs Association (TSSA), 140 Transport authorities, 4, 39, 42, 48 Transport hubs, 141 Transport industry, 15–16 Transport modes, 72 Transport operators, 43 Transport sector, 140 women in, 2 Transport unions, 340 Transport work, 3 Transport Workers’ Federation (ITF), 238 Transport workforce, 24 transport and workforce in Island states, 25–26 Travel information platforms, 31 Tricycle taxis, 60 Truck drivers, 82 Truck driving, 58–62 Trunking, 76 Uber (ride-hailing services), 59, 80 UK Airport Executive Teams gender composition of, 196–199 UN statistics division (UNSD), 283 UN Sustainable Development Goal 5 (SDG 5), 295–297 UN Sustainable Development Goals (SDGs), 243, 280, 282 UNCTAD Port Performance Scorecard and gender indicator, 290–294 Under-representation of women, 14, 170, 319 Unitary approach, 147 United Nations Conference for Trade and Development (UNCTAD), 7, 266, 280 United Nations Development Fund for Women (UNIFEM), 282 Universal Declaration of Human Rights, 280 Unpaid labour, 88, 92, 97–98, 347–348 Unpaid work of care journeys of community service, 93–94 mobility of care, 94–96 walking, cycling and, 93 US-born workforce, 76 Verbal abuse, 38, 41, 44 Violence, 14, 38, 140, 340 ILO Convention 190 on Violence and Harassment in World of Work, 47–48 on public transport, 141 in workplace, 343–345 Visibility, 82, 108–110, 166, 173 Vocational educational and training (VET), 239, 306 Volatile, Uncertain, Complex, and Ambiguous environment (VUCA environment), 212 aviation in, 216 Vulnerability, 57, 111, 150, 251 Walking, 88, 94 and paid employment, 88–93 and unpaid work of care, 93–96 War work and women, 12 Waste collection, 92–93, 98 Waste picking, 92–93 WhatsApp, 76 White Paper, 307–308 case study findings, 313–317 survey findings, 308–313 survey methodology, 308 Wider factors, 308 ‘Winter of Discontent’ strikes, 76 Women, 1–2 barriers to employing women in public transport, 19–20 bus drivers, 61 in civil aviation, 332–334 commercial truck drivers, 62 direct employment in transport services, 58–62 in employment, 24 empowerment, 130 entry barriers for women in male-dominated industries, 193–195 experience violence, 38 experiences in Indian railways, 129–134 leaders in UK rail, 5 in male-dominated professions, 159–160 participation in transport, 3 road transport, 4–5 sexual harassment and bullying for working, 142 in shore-based maritime industries, 233–234 and trade unions, 329–331 in transport, 14 in transport unions, 345 in transport workforce, 24–25 in transportation industry, 208 working in public transport, 12–15 working in public transport, 4 Women ab initio airline pilots challenges of pilot profession, 158–159 coping with minority status, 165–166 differential treatment, 162–163 effects of, 166–167 experience of minority status, 161–162 findings, 161 friendships/interactions between cadets, 163–165 method, 160–161 women in male-dominated professions, 159–160 Women in Aviation and Aerospace Charter (WiAAC), 317 Women leaders’ aesthetic femininity, 106 Women seafarer experiences construction of occupational identities, 252–253 method, 254–261 women seafarers in European countries, 250–251 Women Transport Workers, 341 Women travelling on public transport, 12 Women workers COVID-19 impacts and potential for building more central space for women in Africa’s road transport sector, 65–67 in formalising and automating transport sector, 348–350 in ports and shipyards, 232–233 prevailing cultures of male automobility impact on women’s place in transport sector, 56–57 road construction, 62–65 women’s direct employment in transport services, 58–62 Women workforce participation, 124 Women-led civil society groups, 46 Women-owned road contracting businesses, 63 Women’s International Shipping and Trading Association (WISTA), 268, 284 Women’s mobility, 78 Women’s progression, 190 Women’s representation, 124, 190, 199, 241 Women’s resilience employee resilience in workplace, 209–210 implications for supporting employee resilience, 218 occupational roles, 208–209 occupational stressors and resilience, 212–214 personal resources for employees’ resilience, 210–211 resilience in aviation, 214–218 workplace resources and demands, 211 Work category, 76 in transport, 27–31 walking, cycling and journey to, 96–97 Workforce, 140 Working conditions, 24–25, 131 Working lives walking, cycling and journey to work, 96–97 walking, cycling and paid employment, 88–93 walking, cycling and unpaid work of care, 93–96 Work–life balance, 134, 194 Workplace, 78, 109 (Im)mobile freight work and, 78–79 culture, 41, 159, 251, 262, 266, 273–274, 276, 347 employee resilience in, 209–210 environment, 209 resources and demands, 211 violence and harassment in, 343–345 Workplace adversity in aviation, 215 for women in aviation, 215–216 World Maritime Day, 230 World Maritime University (WMU), 284 Zambia Association for Women in Construction (ZAWIC), 63 Book Chapters Prelims Chapter 1: Introduction Public Transport Chapter 2: Women and Work in Public Transport: Historical and Contemporary Evidence Chapter 3: Current Trends in Gender, Work and Transport: An Island Perspective Chapter 4: Tackling Gender-based Violence and Sexual Harassment in the Public Transport Sector: The Role of Key Actors Road Transport, Active Travel and Logistics Chapter 5: Experiences of Women Workers in the African Road Transport Sector Chapter 6: MotherTruckers? The Gendered Work of Freight and Logistics Chapter 7: Walking, Cycling and Gendered Journeys of Working Lives Rail Transport Chapter 8: Women Leaders in Rail: A Postfeminist Aesthetic Femininity Chapter 9: Gender Realities in Indian Railways Chapter 10: Bullying and Harassment in the British Rail Sector: An Intersectional Analysis Air Transport Chapter 11: Negotiating Personal and Professional Identities in the Workplace: The Case of Women Ab Initio Airline Pilots Chapter 12: Relational Mentoring in the Aviation and Aerospace Industry: Meeting Women’s Needs Through the Alta Mentoring Scheme Chapter 13: Examining the Culture of Women in Aviation Leadership: A Case of UK Airports Chapter 14: Fostering Women’s Resilience in the Aviation Sector Maritime Transport Chapter 15: Gender and Work within the Maritime Sector Chapter 16: ‘If God Had Wanted You to Go to Sea …’ Experiences of Women Seafarers Chapter 17: Closing the Gender Gap in the Maritime Industry: A Career-decision Approach Chapter 18: Tracking Gender Equality in Ports Governance and Trade Unions Chapter 19: The Role of Government and the Transport Sector with Respect to Women Working in Transport Chapter 20: Trade Unions and Organising Women in Civil Aviation Chapter 21: ‘Not Like Other Women’: Understanding the Barriers for Women in the Transport Sector and the Role of Trade Unions Index
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