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Breaking Barriers: 15 Cruise Ship Jobs For Women

I never thought that a career on a cruise ship would be possible for me as a woman, but times have changed. The cruise industry has come a long way in terms of gender equality, with women now making up 20% of the mariners on board.

As someone who has always had a sense of adventure and a longing for freedom, I find the idea of working on a cruise ship incredibly enticing.

There are many different types of jobs available on board, ranging from hotel roles to marine positions. However, there are still challenges that women face, such as difficulty starting relationships or families due to contract obligations.

Despite these obstacles, there are plenty of opportunities for women to break barriers and pursue their desired career paths on cruise ships. In this article, I will highlight 15 of the best cruise ship jobs for women, exploring the gender history of the industry, the various types of job roles available, and tips for pursuing your career goals.

Let’s dive in and discover the freedom that awaits us on the high seas.

• Women make up 20% of mariners on cruise ships, and the industry has made strides in promoting gender diversity and equal opportunities.
• Many different types of jobs are available on board, with popular positions including Guest Services Representative, Performer, and Chef.
• Women have worked their way up to top positions such as cruise directors and hotel managers, but face challenges in starting relationships or families due to contract obligations.
• Achieving career goals requires careful planning, networking, and staying focused, and open communication with employers is important before committing to a contract.

Cruise Industry Gender History

I find it fascinating that while women were historically excluded from working at sea, now around 20% of mariners on cruise ships are women, showing how far we’ve come in breaking gender barriers in the cruise industry.

Women have faced many challenges in the maritime industry, including discrimination and a lack of job opportunities. However, the cruise industry has made great strides in promoting gender diversity and providing equal opportunities for women to work in all types of jobs on board cruise ships.

It’s inspiring to see female captains leading cruise ships and female entertainers performing on board. In fact, most people who look after children on board cruise ships are female. Some job roles, such as lifeguard, are even advertised as exclusively for women.

Although there is still progress to be made, the cruise industry is a shining example of how gender diversity can bring about positive change and create a more inclusive workplace.

Types of Job Roles

Most job roles on board cruise ships are classified as hotel, with only a small percentage classified as marine. This means that the majority of job opportunities on cruise ships are in areas such as guest services, entertainment, and hospitality, with positions like Guest Services Representative, Performer, Shore Excursions Manager, Waitress, Chef, Beautician, Shop Assistant, and Security Guard being some of the most popular.

These jobs require a range of skills, from customer service and communication to culinary training and technical expertise. However, just because these positions make up the bulk of jobs on board cruise ships doesn’t mean there aren’t opportunities for career advancement.

Many women have worked their way up the ranks to become cruise directors, hotel managers, and even captains. And with more and more cruise lines recognizing the importance of diversity and inclusion in their hiring practices, there’s never been a better time for women to pursue a career in the cruise industry.

Challenges for Women

Navigating the demands of a career on board can be especially challenging for those who prioritize family, as long contracts and limited time on land can make it difficult to balance work and personal life. As a woman working on a cruise ship, I understand the unique challenges that come with this lifestyle. While there are equal opportunities for women in the industry, it’s important to acknowledge that our gender can impact our ability to have a family and a fulfilling career at the same time.

One of the biggest challenges for women in the cruise industry is the length of contracts. Most contracts are around 6 to 8 months long, and it can be difficult to maintain relationships and family ties while being away for such an extended period. Additionally, the limited time on land can make it challenging to maintain hobbies and other personal interests. However, some cruise lines are starting to offer more flexible contracts, which can help make it easier for women to balance their work and personal lives. Overall, it’s important to have open communication with your employer and understand the demands of the job before committing to a contract.

Pursuing Your Career Goals

Achieving my career goals while working on board a cruise ship requires careful planning and a willingness to adapt to the unique challenges of this industry.

As a woman, I know that breaking barriers and overcoming stereotypes is a key part of pursuing my dreams. But it’s not just about proving myself to others – it’s also about balancing my work life with my personal life, and building the skills and connections I need to succeed.

One important aspect of pursuing my career goals on a cruise ship is networking for success. This means getting to know people in the industry, learning from their experiences, and building relationships that can help me advance in my career. It also means taking advantage of opportunities to build my skills and knowledge, whether through training programs or on-the-job experience.

Ultimately, by staying focused, flexible, and committed, I believe that I can achieve my career goals on a cruise ship and continue breaking barriers for women in this industry.

What steps are cruise lines taking to attract and retain more women in marine roles?

As a woman in the marine industry, I’ve noticed a shift towards diversity initiatives and recruitment strategies by cruise lines. Many are actively seeking to attract and retain more women in marine roles, offering training programs and mentorship opportunities to help break down barriers.

Are there any job roles on cruise ships that are exclusively for men?

I found that some cruise ship companies still have men-only roles, but gender diversity initiatives are increasing. These roles include engineers, security guards, and some marine officers. It’s important to keep pushing for equality in all industries.

How do cruise ship contracts impact the work-life balance for women employees?

Cruise ship contracts often make it difficult for women to balance work and personal life. Flexible schedules and parental leave are not common, making it challenging for women to start families or maintain relationships while working onboard.

What qualifications and experience are required for women to become captains on cruise ships?

To become a captain on a cruise ship, I need to undergo at least 20 years of training and obtain a Master Mariner Certificate. Despite gender barriers, women are increasingly breaking into this male-dominated field.

What resources are available to women looking to break into the cruise industry and pursue their career goals?

As a woman pursuing a career on a cruise ship, I can take advantage of mentorship programs and diversity initiatives offered by many companies. These resources provide support and opportunities to break into the industry and achieve my career goals.

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Opportunities for Women in the Cruise Industry

Traditionally a male-dominated industry, the cruise ship world is gradually changing to attract a more gender-diverse workforce.

While the sector has come a long way from the earliest voyages (when nautical folklore believed that having women on ships could bring bad luck by distracting the crew and angering the sea gods into stirring up stormy weather!) the profession is still very male dominated with an estimated 2% of seafarers worldwide being women (and very few in the more technical roles), with between 18 and 20% in the cruise ship industry .

A cruise ship is essentially a workplace at sea with hundreds or thousands of crew onboard. Gender diversity is as critical to a ship as it is to any other business on dry land - it encourages teamwork and creativity, and brings with it a range of skills and perspectives for better, more informed, and even faster decision making.

A huge untapped resource for cruise lines is the recruitment of women and there is a need to create more role models within the industry who will inspire new generations of young professionals to join.

More Female Captains

For the first time in the cruise industry, more women are starting to take the helm. Depending on the cruise line, between 5 to 22% of cruise ship officers are women which is an improving statistic.

The first woman appointed captain of a cruise ship was Karin Stahre-Janson of Sweden, who took command of  Royal Caribbean ’s  Monarch of the Seas  in 2007.

Other lines that have added their first female captains include: Cunard ( Inger Klein Thorhauge ), P&O Cruises ( Sarah Breton ),  Windstar Cruises ( Belinda Bennett , the industry’s first black female captain), Sea Cloud Cruises ( Kathryn Whittaker ), AIDA Cruises ( Nicole Langosch ), and  Silversea  ( Margrith Ettlin ). Luxury line  Regent Seven Seas Cruises  announced that its newest ship, the  Seven Seas Splendor , set to debut in 2020, will be the first brand new cruise ship to have a woman, Serena Melani , as its first master (the captain’s captain and the ultimate authority onboard).

Celebrity Cruises now leads the industry, with women accounting for 22% of its bridge teams. The Celebrity fleet of 13 ships counts two female masters - McCue on the  Celebrity Equinox , and Nathaly Albán on the  Celebrity Xploration - and two female staff captains, Wendy Williams and Maria Gotor , as well as many more at other officer levels.

The numbers of women on cruise ship bridges is only expected to grow and a Women Offshore organisation has been created to foster and support female interest in maritime professions – its mission is to offer ‘virtual mentorships’ which are a free resource for any woman within the maritime industry.

New Initiatives

New cruise line  Virgin Voyages  is actively recruiting women to the bridge of their first ship,  Scarlet Lady , due to begin sailing in 2020. Virgin recently announced that its recruitment drive for the ‘Scarlet Squad’ will focus on recruiting female shipboard staff, particularly in roles which currently have few female personnel, such as marine, technical and hotel management positions. They aim to create an onboard environment that is fair, inclusive and where everyone has the opportunity to reach their full potential.

Disney Cruise Line has also launched a range of new initiatives to encourage, inspire and empower girls and young women to pursue a career in the cruise industry. The debut of ‘ Captain Minnie Mouse ’, new nautical youth programmes focusing on fun STEM (science, technology, engineering and maths) skills and activities, and sponsored scholarships at the LJM Martitime Academy are all designed to encourage more females to apply for work and to inspire the next generation of female leaders in the industry.

With 2019 set to be the biggest year to date for new cruise ships there's never been more opportunity for both men and women in the industry.

Women in the Cruise Industry: Thriving and Surviving

• March 18, 2021

There has never been a better time to be a professional woman in the cruise industry, but the situation is still a long way off from full gender equality. This was expressed by maritime leaders attending the “Choose to Challenge: Increasing Opportunities for Women in Cruise Tourism” webinar on March 9.

“There are five female CEOs and presidents of major cruise lines and more in the river space. That was not the case over 20 years ago when I entered the industry,” said Diana Block-Garcia, senior vice president of Revenue, Sales, and Itinerary at Virgin Voyages. “So, definitely at the very top, we’re seeing a big difference.”

The General Manager at Antigua Cruise Port, Dona Lisel Regis Prosper, who started in the industry around the same time, confirmed the change.

“One of the areas that were very intriguing to me (21 years ago) was marine piloting, bringing in that ship and what the marine pilots would do. So, I asked the chief pilot when I could go out and experience it, not become a pilot, but just experience it. And his answer was, ‘I don’t think that is for a woman, you would not be able to climb the Jacob’s Ladder’,” she recalled.

“I believe that 21 years later, women are not only climbing that Jacob’s Ladder, but they’re bringing in that vessel. They’re captains, they’re CEOs, they’re presidents,” she added.

Among some of the issues women in the cruise industry – and the travel industry in general – still face are the pay gap and lack of women applying for marine technician jobs.

“The shipyard and the ship itself are traditionally a very male environment,” said Block-Garcia when talking about the efforts Virgin Voyages does to promote inclusivity.

One of Virgin’s focuses is to encourage women to take on more onboard jobs while ensuring a safe environment for them.

Data from the UN’s World Tourism Organization, cited by the Director General at the Bahamas Ministry of Tourism and Aviation, Joy Jibrilu, states that the pay gap between men and women in the tourism industry is 14.7 percent – lower than the workplace average of 23 percent.

“Is there a pay disparity?” Jibrilu asked. “Certainly, in the Bahamas, there is at an executive level. And it’s amazing how people still try to rationalize it.”

Jibrilu added, however, that the pay gap is more to do with the fact that women fear asking for bigger salaries.

“A lot of that is down to the fact that we just don’t know how to ask for what we know we are worth… And as women, I think that’s something that we’ve got to mentor in the next generation. How do we get them to be very clear, very focused in asking for what they know they deserve? This has nothing to do with gender, but it has to do with our worth,” she concluded.

Lisel Regis Prosper agreed with Jibrilu and added that women at work often get carried away looking after others. “We get lost in taking care of everybody else around us, and we neglect ourselves. And there is a saying, ‘a tired mind and a tired body bring tired ideas’,” she said.

Discriminative behavior toward women in the cruise industry has been observed by Block-Garcia.

“I did find that as a woman, you sometimes had to ask for things a little bit more, that might not have come naturally to you. In the more recent years, I’d say the last 10 years, do I think I even was aware of it. But I think that becomes true as you move up in organizations,” she said.

The General Manager at Nassau Cruise Port, Mike Maura, said he witnessed situations where women were looked down upon. “I have witnessed examples in the past, and I hate to bring age into it, but where I have been dealing with more elderly men that have – I can’t pretend to know what would have caused them to evolve the way they did – but the way in which they would interact with women of authority, there was a problem in that,” Maura said.

“I don’t know whether it was some kind of insecurity. But women who had worked very, very hard, who had attained a senior level of authority just trying to do their job would run into a blockhead every once in a while, with an older male, the ‘this woman isn’t going to tell me what to do’ kind of thing,” he added.

Among solutions to gender inequality in the cruise industry, education and leading by example were listed by the experts.

“We have to focus on women in leadership. We have to mentor, and we have to promote,” said Executive Director, Antigua & Barbuda Hotels & Tourism Association, Patrice Simon. “We talk about the stats, we say ‘women are doing great, yet we still have a lot of work to do.’ But we’re not showcasing that work. Without ensuring that the people who are listening to us – when we go out to the schools, wherever we are – those people completely understand that there’s a role at top levels for young girls and women in the tourism sector.”

Maura agreed with Simon.

“If you’re looking to create opportunities for women, in an extension of tourism business opportunities in the family islands in the Bahamas, I think (you need to do it) through education. So that the young women see the potential of being able to be their own captain of their own vessel of their own five boats, and to kind of break that old paradigm of, ‘you can handle the landside stuff and let the sons handle the water stuff’,” he said.

Block-Garcia highlighted the need for organizations to not look at women any differently than men during the hiring process.

“We need more organizations to take the approach that we are hiring the best person –regardless of what their gender is, what their race is – and they should be paid fairly for the work that they do,” she said.

Director of Operations at Nassau Cruise Port, Marques Williams, said that everybody in the organization can contribute to full inclusivity by treating female colleagues with respect.

“That trickles down to the rest to the environment because if I am speaking and finding extreme confidence in a female counterpart, or somebody I’m interacting with, others who see me are going to think, ‘I respect him and he respects her,’ so that that also transcends to them. It creates that atmosphere where people realize that there’s no difference,” Williams said.

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 20 Best Cruise Ship Jobs For Women 2023-24 Full Explained

Until many years ago, women were not allowed to work at sea. Having a woman on board a ship is considered bad luck, a myth that stems from the legend of mermaids luring sailors to their deaths.

In fact, the only way for women to work at sea was to pretend to be men, and this was relatively common throughout history.

Fortunately, times have changed and the cruise industry is now a welcoming place for women looking for work. Only 1.2% of seafarers around the world are women, but on cruise ships that number is closer to 20%.

Female Cruise Ship Crew So what kind of jobs should women looking for if they want to work on a cruise ship?

Well, about 85% of cruise ship jobs. belongs to the “Hotel” category and the remaining 15% belongs to the “Ship” category. Hotel work includes departments such as bars, restaurants, guest services, cabins, casinos, shops, and gyms. This probably explains why more women work on cruise ships than on other types of ships, but it doesn’t mean that’s the only job women can apply for.

With that in mind, let’s take a look at some of the best cruise jobs for women…

Karin Starle-Jansson made history in 2007 when she became the first female cruise ship captain to command Royal Caribbean’s Monarch of the Seas. There are currently female captains on a variety of cruise lines including Cunard, P&O Cruises, Celebrity Cruises, Silversea, Regent Seven Seas Cruises, Windstar, and Virgin Voyages. Achieving this prestigious role requires at least 20 years of rigorous training, but gender is no barrier to achieving excellence in this field. Deck Officer

2.Deck Officers

play a central role in cruise ship operations, overseeing navigation, communications, maintenance, and safety. Positions include Chief of Staff, First Mate, Second Mate, Third Mate, Guard, Guard, and Deck Officer Cadet. The percentage of women in these roles varies by cruise line, but some cruise lines, like Celebrity Cruises, have achieved 32% male representation in bridge officers. In 2020, Captain Kate McCue led Celebrity Her Edge’s first all-female bridge crew.

3.Cruise Director

The Cruise Director is responsible for the onboard entertainment team. Cruise directors, once a male-dominated role, are now filled with many women. Personality, charisma, and strong organizational and leadership skills are essential to success in this position.

4.Guest Services Representative

Working in Guest Services is a great option for those who speak multiple languages ​​and enjoy interacting with the public. Guest relations tend to have a balanced mix of men and women, creating an inclusive environment.

5.Actresses

Cruise ships provide a platform for talented women to shine as dancers, singers, acrobats and magicians. There are plenty of options for female entertainers, including theaters, bars, and lounges.

6.Shore Excursion Manager

The Shore Excursion Manager introduces and sells exciting shore excursions offered to passengers. This role has the unique benefit of being able to experience these excursions first-hand.

Cruise Ship Restaurant Service Women are welcome to join her team. There are plenty of options including buffet style, cafe, main dining room and specialty restaurants.

Cruise ship kitchens have traditionally been male-dominated, but more and more women are taking on cooking roles. For example, Windstar Cruises introduced its first all-female culinary team in 2022, challenging gender stereotypes in ship galleys.

9.Hairdressers

The ship’s salon and spa industry is dominated by women, working in professions such as hairdressers, cosmetologists, manicurists, and massage therapists. Most of the employees and customers in this area are women.

Cruise ships have a variety of shops offering fine jewelry, watches, designer fashion, confectionery, and more.

11.Security Guard

Although security roles on shore tend to be dominated by men, cruise ships often employ women in ship security departments to ensure safety on board.

12.Bar Waiters

The majority of bar waiters on cruise ships are men, but cruise lines like Celebrity Cruises are actively recruiting women to restore balance in the beverage department .

13.Engineer

Engineering work on a cruise ship includes a variety of tasks, from equipment maintenance to plumbing and air conditioning. In 2018, Leanne Robertson made history as P&O Cruises’ first female engineer.

14.Lifeguard

Although lifeguard positions have traditionally been attractive to both men and women, some lifeguard positions on cruise ships may be reserved for women due to cultural characteristics of certain regions. there is.

15.Youth Staff

Youth advisors (mostly women) oversee children’s activities on family cruise ships. Although this role is rewarding, a cruise contract can be difficult for those looking to start a family of their own.

16.Photographer’s

cruise photographers capture unforgettable moments for passengers. Top examples of these roles include: Portrait Photographer, Event Photographer, and Photo Vendor. Female photographers made a significant contribution to the onboard photography team.

17.Housekeeping Supervisor

The Housekeeping Supervisor oversees the cleanliness and maintenance of guest rooms and public areas. Women excel in supervisory roles to ensure guests enjoy a comfortable and sanitary onboard experience.

18.Entertainment Technician

Entertainment Technician works behind the scenes to facilitate stage production, lighting, sound, and other technical aspects of a ship’s shows. Women have demonstrated expertise in technical roles and contributed to the success of their entertainment programs.

19.Environmental Officer

Cruise ships value environmental sustainability, and the Environmental Officer plays a key role in implementing environmentally friendly practices. Women have taken on this responsibility and contributed to the industry’s efforts to protect our oceans and the destinations we visit.

20.Human Resources Specialist

The cruise industry needs qualified human resources professionals to manage crew recruitment, training, and benefits. Women excel in human resources roles by providing a positive work environment and supporting the diverse needs of cruise ship employees.

A maritime career on a cruise ship has no gender boundaries. Women excel in a variety of roles and can contribute to a vibrant and inclusive cruise ship workforce. Whether you’re drawn to the excitement of a leadership position or the creative appeal of her role in the entertainment industry, the possibilities are endless. Remember: With dedication and hard work, you can find your way to success in any cruise ship job you choose. Stay Blessed

No, the cruise industry is now welcoming to women, and there are various job opportunities for them on board.

While it can be competitive, many cruise lines are actively promoting gender diversity in these roles, and women have successfully become captains and deck officers.

Qualifications may vary, but talent, experience, and a strong audition are usually essential for entertainers seeking roles on cruise ships.

Cruise ship kitchens have traditionally been male-dominated, but more women are taking on culinary roles, breaking gender stereotypes.

Some lifeguard positions on cruise ships may be reserved for women, especially in regions where it would be culturally inappropriate for a man to watch over women in swimwear

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Norwegian cruise has been ‘silent’ since abandoning elderly woman who suffered stroke, family says.

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The son-in-law of an 80-year-old cruise passenger who suffered a stroke on a Norwegian Cruise Line-sponsored tour of an African island and was left to find her way back to the US has slammed the company for failing to take responsibility for “completely” abandoning the elderly woman — or return any of his or his wife’s many calls.

“Norwegian’s been silent,” Kurt Gies told The Post on Wednesday, rebutting the cruise line’s claims that its crew supported his mother-in-law, Julie Lankoff, and instead “completely abandoned this person in need.”

Gies said he and his wife, Lana, became concerned about his mother-in-law when they noticed that an Apple AirTag they had been using to track her was still on the island of São Tomé and Principe even though the ship had departed for its next stop.

He said they tried to call the cruise line 15 different times over the course of two days, but they didn’t receive a response.

Fortunately, in the meantime, Lenkoff was able to connect with eight other passengers who were left behind from the same cruise when their private tour ran late.

The other passengers were able to call the Gieses to let them know they were with her.

Gies said it was only then that they found out that Lenkoff — who saved up about $20,000 for her “big dream trip” on the cruise around Africa — collapsed while on a tour of the island.

She experienced “numbness and weakness” across her right side, and when she came to, Gies said, she could not speak English and was only communicating in French.

Lenkoff was transported to a local hospital, but was discharged just 24 hours later, at which point the vessel had left without her.

She had no way to get back on the ship or join her family back in the US because she had left her credit cards back on the vessel as cruise ship personnel had suggested, Gies explained.

Keep up with The Post's coverage of the Norwegian Cruise debacle

• Eight Norwegian Cruise passengers, including a pregnant woman and an elderly man with a heart condition, were stranded on an African island without money and vital medications after the vessel left port without them.
• A spokesperson for the cruise line claimed the passengers were left on the island “on their own or with a private tour” and missed the “all-aboard time” by over an hour, according to the company.
• Americans Jill Campbell and her husband, Jay Campbell, said they are unsure whether they even want to resume the 20-day voyage after Norwegian Cruise Lines forgot about its “basic duty of care.”
• The eight passengers raced through seven different countries over a span of 48 hours to make it to Senegal, where the ship docked Tuesday morning,
• Doug and Violeta Sanders, a stranded Australian couple, have spoken out about their ordeal , saying it was “the worst experience of our lives.”
• Julie Lenkoff, 80,  suffered a stroke during an excursion on the cruise — and was left “alone” and “helpless” to find her way back to the US, according to her family.
• COLUMN: Cruise ship was right to ditch the late passengers in Africa

Check out The Post’s tips on what to do if you’re left stranded like the Norwegian Cruise passengers

He also denied Norwegian’s claims that its medical team had assessed Lenkoff before the ship docked at São Tomé and Principe.

In its statement, Norwegian claimed its policy is to “contact the guest directly, as we would not have the authority to share any medical details with anyone else without their expressed consent.”

“We attempted to call the guest several times, and as we were unable to reach her, we worked directly with our port agents in São Tomé and Principe, an African island nation, to receive updates about the guest,” the cruise line claimed.

The group took care of Lenkoff for three days, Gies said, but had planned to meet back up with the ship when it was scheduled to dock in Gambia on Easter Sunday.

The Gieses then arranged for Lenkoff to fly from Africa to Portugal, from Portugal to Toronto, Canada, and from Canada to San Francisco.

They wanted to get her first-class tickets to ensure she remained comfortable because they still did not know what her condition was — but the flight to Lisbon was out of first-class tickets.

“We were very concerned,” Gies said, claiming there “could have potentially been catastrophic consequences.”

But Lenkoff was able to make it home on Sunday, and is recovering at the Stanford University Medical Center in Palo Alto, Calif., where Gies said she suffered an additional stroke.

“She knows she’s in peril,” Gies said of his mother-in-law, who he said is “normally very independent.”

Doctors now say it appears she suffered a “significant stroke and potential heart attack” during the trip.

Gies claimed that his mother-in-law was in good health before the trip, having recently recovered from COVID.

“She just wanted to experience the world,” he said, noting that he and his wife are “eternally indebted and grateful” to the Campbells.

“They have become part of our family and I’ve never met them.”

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"I was really bummed," she said in the video. "I wanted the job, but I was also very confused. So I did something I never do and I emailed her back and asked for feedback."

Weaver said the recruiter told her that her background was "exactly what they were looking for," and her experience lined up perfectly. But, she was "concerned" that Weaver hadn't put enough effort into her appearance, "given the level of role" she was interviewing for.

"I was interviewing for a vice president position," Weaver explained. "And now my appearance — I had done a blowout for my hair. I had on a nice top, a blazer, some earrings. But I only had on chapstick. I didn't have on any makeup because I don't really wear a lot of makeup."

Business Insider's Tim Paradis reviewed the email and spoke with Weaver, who said she was in "shock" at the reason the recruiter gave.

"One, that someone would write that in an email," she said. "But more so, that in 2024, this is still happening. I had so much enthusiasm about the company, and I knew I was good for the role. I can only assume her concern was that I didn't put on makeup because I'd done everything else. So hearing that because I hadn't done that, I was somehow less qualified or didn't seem like I was as enthusiastic about the job was just baffling."

Weaver then posed a question to those watching: Does not wearing makeup to interviews make it look like you don't care about the job?

Related stories

The responses in the comments were heated. Some said that outward appearance, including makeup, hairstyle, nail color, and clothing, all matter during a job interview. But others felt it was illegal to put so much weight on a candidate's looks, suggesting Weaver sue the company and the recruiter for discrimination.

Many expressed disappointment over the unjust expectations women still face.

"They would never think or say that about a man," one person commented, to which Weaver replied: "Amen amen."

Herrera told BI hiring managers "still uphold very outdated and inequitable stereotypes and biases at work."

"I've seen hiring managers reject candidates based on the clothes they wear to an interview, the color of the candidate's hair, their tattoos, or their physical attributes," she said.

These old-fashioned values can then trickle down to the company's internal practices and policies, including decisions over who gets hired, promoted, and a higher salary.

The reason for such outdated views usually stems from a lack of training on equitable hiring, which means the problem only perpetuates, Herrera said.

"When micro-aggressions, biases, and stereotypes are not addressed, minimized, and checked at the systemic, process, and practice level, they become part of the workplace culture," she said.

Many hiring managers wouldn't see anything wrong with Weaver's rejection email, Herrera added, because they place so much value on what is and isn't "professional."

However, Michelle Enjoli, a career development coach and speaker, told BI that Weaver's appearance may not have been the issue at all.

Most roles at companies are given out based on networking, she said, meaning a significant amount of hiring managers already have someone in mind for a role before the interview process begins.

"In this specific case, I would assume the hiring manager had someone else in mind for the role or had a preference for a certain look but didn't have the tact to give an honest response to the candidate," she said.

Not wearing makeup is "not a reasonable reason" for being rejected for a job, she added, and should be seen as a "major red flag" about the company's leadership and culture.

"I recommend professionals do as much research as possible to learn more about the culture of the company they are applying for in order to decide if it is an ideal fit for them," she said.

It's time companies shake up their hiring processes regularly, Herrera said, as this is the only way to avoid such situations in the future.

All candidates "should all experience an equitable, accessible, and inclusive interview process," she said, and the only way for the culture to be changed is with more awareness.

"I strongly recommend training, vetting, and supporting everyone involved with hiring and interviewing so they don't make these mistakes again," she said.

Watch: Most-hyped beauty hacks from April

• Main content

Biden claims to stand for women, but his new regulation will kill jobs that women want

President biden's department of labor has churned out a new regulation that will make it much harder for companies to classify workers as independent contractors..

As March, the month that honors women, comes to an end, a Biden administration rule that will harm economic opportunities for women is ramping up. 

Seems counterintuitive, doesn’t it?

Shortly before Women’s History Month began this year, President Joe Biden issued a proclamation promising all sorts of big-government “help,” saying in part: “If we want to have the strongest economy in the world, we cannot leave women – half of our workforce – behind.” 

On its face, that sounds fine. I’d even agree – if Biden’s actions weren’t doing the exact opposite. 

In January, Biden presented the country with a new Department of Labor rule that will make it much harder for companies to classify workers as independent contractors rather than more costly employees . The rule took effect March 11 . 

The regulation is a boon to Biden’s union buddies who want to unionize as many people as possible, but bad news for the millions of Americans (think artists, writers and Uber drivers) who benefit from the flexibility and creativity gig and freelance work offer. 

Women especially seek out this kind of flexible work , whether they are raising children or caring for other family members. 

Biden adds to his 'Bidenomics' flop: This new rule throws wrench in popular gig economy.

California should have been a warning sign 

Patrice Onwuka, director of the Center for Economic Opportunity at the Independent Women’s Forum , is extremely concerned about how Biden’s rule will affect women. 

“You look at the number of freelancers, over 70 million of them today and over half of those are women, and they’re doing it for flexibility and for many reasons,” Onwuka told me. “I think you see those women losing their opportunities.”

She also points to the impact the rule could have on small women-owned businesses, as many of these women are solo entrepreneurs who rely on independent contractors to help them. 

And these aren’t hypothetical concerns. The impact of this kind of regulation is clear in California, which implemented a similar law four years ago. Since then, it has had to be revised multiple times and has devastated the world of independent work, as well as employment in general . 

Trump and Biden keep blaming each other. But voters want solutions, not chaos at border.

Jennifer Oliver O’Connell, a visiting fellow at the Independent Women's Forum, is a small business owner and independent contractor who learned firsthand about how government intrusion into this realm is harmful. When California’s law took effect, her identity as a writer, reinvention coach and yoga instructor was “upended,” she observed recently in The Hill .  Oliver O’Connell has since left California for a state with more economic freedom. 

Now, however, she’s worried that Biden's new rule will make it impossible to escape the restrictions on work she loves.

Republicans are on the case 

The rule is already facing pushback, including legal action from freelancers and major business groups such as the U.S. Chamber of Commerce . 

And Republicans in Congress are harnessing the Congressional Review Act in an attempt to overturn the measure. California Rep. Kevin Kiley introduced the resolution this month with more than 50 co-sponsors, and the House workforce committee last week approved the rule’s repeal . 

Unfortunately, even if both the full House and Senate sign off, Biden has the opportunity to veto it, which he surely would. And overriding a veto would take majorities in both chambers that aren’t currently feasible. 

Congress is still right to send its disapproval to the president. And so should the millions of women (and men) who stand to lose if this rule isn’t overturned. 

If Biden really cares about women and the economy, he’ll rethink this misguided mandate.

Ingrid Jacques is a columnist at USA TODAY. Contact her at [email protected] or on X, formerly Twitter: @ Ingrid_Jacques

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8 passengers, including Garden City couple, rejoin cruise ship after being left

HORRY COUNTY, S.C. (WMBF) - The eight guests who were left on an African island nation by their cruise ship are back on the ship on Tuesday.

In a statement, Norwegian Cruise Line said the eight were set to rejoin the ship in Dakar, Senegal.

The group was originally supposed to reboard on Monday in Banjul, Gambia, but the ship could not dock safely due to the weather.

Norwegian Cruise Line said their protocol means guests are typically responsible for any travel costs to rejoin the ship at the next port of call, but Norwegian will reimburse the group because of the weather issues.

The guests, which include a Garden City couple, Jill and Jay Campbell, haven’t been back on the ship since March 27, while the ship was in São Tomé and Príncipe, an African island nation.

Norwegian Cruise Line said the guests were on a private tour and did not make it back in time.

“We were waiting for the tender boats to come back and get us because our boat was anchored off the harbor, but they didn’t come back to get us, so we’re stranded here,” said Jay Campbell.

The cruise line said all guests were told about 3 p.m. all aboard time, but the eight guests missed it by more than an hour. It added that their passports were left with the local port agents for retrieval.

Norwegian Cruise Line explained that it works closely with local tour operators to ensure excursions are planned to the cruise line’s schedule to guarantee timely arrivals back to port. The cruise line said since the group was on a private tour, it was not in communication with the tour operator.

PREVIOUS COVERAGE | Cruise line responds after Garden City couple among those left behind on African island

STORY CONTINUES BELOW VIDEO

The Campbells were eight days into the 21-day cruise, which started in South Africa, when they were left.

Norwegian Cruise Line claimed that once the guests did not make it back to the ship at the all aboard time, it worked with them and the local port agent to help with obtaining the necessary visas for them.

”Our team has been working closely with the local authorities to understand the requirements and necessary visas needed for the guests to rejoin the ship at the next available port of call,” the cruise line said.

The cruise line also said another guest was “medically disembarked” on March 27 while the ship was in São Tomé and Príncipe.

After leaving a hospital on the island, that guest was escorted on a flight to Portugal, “and then put in the care of airport staff to continue her journey to the United States,” Norwegian Cruise Line said.

Stay with WMBF News for updates.

Copyright 2024 WMBF. All rights reserved.

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Passengers set to rejoin cruise after reportedly being left behind on African island

HORRY COUNTY, S.C. ( WMBF /Gray News) - A group of passengers who were reportedly left on an African island by their cruise liner is planning to return to the ship on Tuesday.

In a statement, Norwegian Cruise Line said the group is set to rejoin the cruise in Dakar, Senegal.

The passengers were originally supposed to reboard on Monday in Banjul, Gambia, but the ship could not dock safely due to the weather.

Norwegian Cruise Line said its protocol means guests are typically responsible for any travel costs to rejoin the ship at the next port of call, but Norwegian will reimburse the group because of the weather issues.

The guests, which include a Garden City couple Jill and Jay Campbell, haven’t been back on the ship since March 27, while the ship was in São Tomé and Príncipe.

Norwegian Cruise Line said the guests were on a private tour and did not make it back in time.

“We were waiting for the tender boats to come back and get us because our boat was anchored off the harbor, but they didn’t come back to get us,” Jay Campbell previously shared.

According to the cruise line, all guests were told about an all-aboard 3 p.m. call time that day, but the guests missed it by more than an hour. It added that their passports were left with the local port agents for retrieval.

Norwegian Cruise Line explained that it works closely with local tour operators to ensure excursions are planned to the cruise line’s schedule to guarantee timely arrivals back to port. However, since the group was on a private tour, it was not in communication with the tour operator.

The Campbells were eight days into the 21-day cruise, which started in South Africa.

Norwegian Cruise Line claimed that once the guests did not make it back to the ship, it worked with them and the local port agent to help with obtaining the necessary visas for them.

Over the weekend, the passengers shared that they tried reaching out to Norwegian Cruise Line but they did not hear back from the company promptly regarding reembarking the ship.

“We paid a lot for this trip to Africa, so we hope to make it through the rest of this trip and end in Spain,” Jay Campbell previously shared.

Copyright 2024 WMBF via Gray Media Group, Inc. All rights reserved.

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Women’s share of executive jobs falls for first time in years, study finds

Researchers at s&p global see it as an ‘alarming turning point’ for gender parity in corporate america.

Women’s share of coveted executive roles dropped in 2023 for the first time in nearly two decades, according to a recently published report from researchers who see it as possibly an “alarming turning point” in the path toward gender parity in corporate America.

Female executives lost roughly 60 “C-suite” roles last year, a reversal after several years of slow but persistent growth, according to S&P Global Market Intelligence. Women now claim 11.8 percent of 15,000 chief executives, financial officers and other top roles at publicly traded U.S. companies, down from 12.2 percent the previous year, S&P said. It’s the first decline in that percentage since S&P started tracking this data in 2006.

“The growth in women’s representation among senior corporate positions, once a bright spot for gender parity, potentially faces an alarming turning point,” the report’s authors wrote. The change of trend is “surprising,” after a major surge in women’s C-suite representation in 2022, they noted.

“Growth no longer appears exponential,” the report states, adding that “a waning focus on diversity initiatives suggests a potential inflection point and calls our previous gender parity estimates into question.”

The stalling of women’s progress in the upper echelons of corporate America is “troubling,” said Ellen Kossek, a professor at Purdue University and an Academy of Management scholar. “We’re moving backward,” said Kossek, who was not involved in the S&P report.

Researchers behind the report didn’t name a clear reason for the drop-off in women’s representation in high-level executive roles, but other data suggests that the pipeline is narrow: S&P Global research published last month found that women hold less than 30 percent of revenue-generating management positions that can be a steppingstone to the C-suite.

S&P Global noted that the growth rate of women in senior leadership roles more broadly notched its lowest increase in more than 10 years in 2023, rising only 0.5 percent.

“ Women may be hired in entry-level roles, but not receive the same opportunities for development and promotion as men,” said Simone Phipps, a professor of management at Middle Georgia State University who was not involved with the S&P report.

Phipps, who is also a scholar with the Academy of Management, said that organizations often “fail to nurture a supportive culture” that allows women to effectively balance work with their duties outside it.

When women do hold C-suite positions, Phipps said, they tend to be “identified as support functions” such as chief human resource officer or chief diversity officer. Among core executive roles, she said, women are more likely to hold the title of chief marketing officer rather than jobs such as chief operating officer or chief financial officer.

“There are individuals with power who view certain roles (i.e., leadership roles) as more suitable for men and other roles (e.g., support roles) as more suitable for women,” Phipps said in comments emailed to The Washington Post. “This gender stereotyping that perpetuates the unfortunate glass ceiling must cease.”

The decline in the number of top female executives coincides with backlash to diversity, equity and inclusion policies in corporate America and beyond. After an explosion of support for DEI in 2020, the past year has seen a reversal as companies such as Starbucks, Nike and United Airlines face legal challenges to their policies.

Some companies have ditched chief diversity officers — a role commonly held by women of color — and others have axed internal teams dedicated to DEI and outsourced the work to consultants. Mentions of DEI on corporate earnings calls in 2023 tumbled to their lowest level since 2012, according to S&P Global.

S&P now projects that gender parity at the C-suite level for U.S. companies won’t happen until somewhere between 2055 to 2072. That’s five to seven years later than researchers had previously projected before the slowdown.

As recently as 2005, women held just 6.5 percent of C-suite positions, S&P Global’s data shows.

When women do make it to the very top, they don’t stay as long as their male counterparts. As of 2023, a little over 10 percent of Fortune 500 companies had a female CEO. But their tenures are often significantly shorter than their male counterparts, with women staying for 4.5 years on average compared with 7.2 years for men, according to reporting from Fortune.

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Israel-Gaza latest: Aid charity told IDF of movements so deadly attack 'makes no sense'

Israel's military chief has said the bombing of a World Central Kitchen convoy, in which seven aid workers including three Britons were killed, was "a mistake that followed misidentification". Some of Israel's closest allies have condemned the strike.

Wednesday 3 April 2024 23:01, UK

• Israel-Hamas war

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• World Central Kitchen founder claims aid workers targeted 'systematically, car by car'
• Charity told Israeli military of movements so aid attack 'makes no sense', ex-boss says
• UN pauses night-time movements in Gaza after IDF strike kills aid staff
• Bodies of aid workers transported to Egypt
• 'Devastated' and 'heartbroken' families pay tribute to Britons killed
• 'Misidentification' led to deadly mistake, Israel says
• Israel's closest allies condemn killings
• Two charities pause aid to starving Gaza
• British voters support ban on arms sales to Israel, poll shows
• Podcast: Will volunteers leave Gaza after aid deaths?
• Watch: Evidence suggests three separate strikes

That's all for today, but we'll be back soon with regular updates and analysis.

Scroll down to read what happened during the day.

A close friend of Damien Sobol says he immediately picked up his phone to text him when he heard about the Israeli strike on an aid convoy on Monday.

Mr Sobol, a Polish citizen, was one of seven World Central Kitchen workers killed.

Mikolaj Rykowski told Sky News that when he first heard of the attack, he prayed that his friend was not involved.

"I take my phone and write to Damien 'how are you, bro? Where are you? Everything is okay?'... but of course he did not answer," he said.

Mr Rykowski said Mr Sobol was "the best of all of us" and was "forever smiling".

He said he was not angry at Israel, but angry for everyone caught up in war zones across the world.

Israel's economy minister says suggestions that Israel knew it was targeting aid workers in Monday's strike are "nonsense".

It comes after celebrity chef and World Central Kitchen founder Jose Andres claimed the Israeli military targeted the workers "systematically, car by car" (see 19.10 post).

In response, Nir Barkat told the BBC there was "no way in the world" that Israel would target humanitarian workers.

"That's nonsense. I'm sorry, give us a bit of a respect that we care about those people," he said.

Mr Barkat insisted Israel would "interrogate" the incident and provide details to the aid workers' families.

Monday night's deadly strike reveals the "critical" need for a hostage deal in Gaza, the White House has said.

"If we get a hostage deal, it means that we can get more humanitarian aid... into Gaza," press secretary Karine Jean-Pierre said, adding: "That is what we're going to continue also to work on."

Ms Jean-Pierre said Joe Biden was "working 24/7" with his team to get a deal done.

She also reiterated that the president was "outraged and heartbroken" over the deaths of humanitarian workers.

James "Jim" Henderson was among the six foreign aid workers killed in Gaza earlier this week.

The 33-year-old former roofer from Cornwall served for six years in the Royal Marines. He was reportedly due to leave Gaza on the day of the attack.

He was remembered today in his home town of Falmouth:

Benjamin Netanyahu is almost at the point of no return amid a deepening rift in the Israeli government, a foreign policy expert has said.

There have been growing calls for Mr Netanyahu to be ousted, and war cabinet minister Benny Gantz earlier urged the Israeli prime minister to commit to new elections later this year (see 20.21 post).

Asked about the ramifications of instability in Israeli politics, Aliona Hlivco, managing director of the Henry Jackson Society, told Sky's The World programme that the country's political system "has been unstable for a couple of years now".

"That unfortunately is a given and perhaps has also driven the response to the Hamas attacks," she said.

"Netanyahu has almost no point of return," Ms Hlivco added, saying that it was "up to the people of Israel" to decide his future.

"One thing is certain - that Israelis do feel like this is an existential threat to them, that this is not just another flare up in the 100-year-old conflict."

The supreme leader of Iran says Israel will be "slapped" after a deadly air strike on its consulate in Syria, in which two of its senior military commanders were killed.

The Islamic Revolutionary Guard Corps blamed Israel for the strike on Monday, as did Iran's foreign ministry. Israel did not confirm the attack.

Ayatollah Ali Khamenei branded it a "desperate attempt" by Israel, and said it won't stop Israel's "defeat" in Gaza.

"The defeat will continue. Their desperate attempts, like what they did in Syria... they will be slapped for that of course," he said.

Spanish Prime Minister Pedro Sanchez has branded statements made by Benjamin Netanyahu after the airstrike that killed aid workers "unacceptable and insufficient".

Mr Sanchez said a "more determined and much more detailed clarification" of the incident was expected.

He told a news conference in Doha that the Israeli government "knew about the action and the itinerary of this NGO (non-governmental organisation) on the ground in Gaza".

Benjamin Netanyahu earlier said the seven aid workers were "unintentionally" killed in what he called a "tragic case".

It's "difficult to accept" Israel's assertion that the killing of aid workers in an airstrike was an unavoidable mistake, an Oxfam spokesperson has said.

A lot of coordination takes place between the Israeli authorities and humanitarian agencies in Gaza, Michelle Farrington told Sky's The UK Tonight programme.

But despite this, some 2,200 aid workers have been killed in the region during the conflict, she said.

"It's very difficult to kind of accept that this was just a mistake. 

"It makes the situation of being able provide additional assistance in Gaza extremely more complicated, extremely more difficult," she said.

On when humanitarian groups that have paused their work in the region would continue operations, Ms Farrington said there was hope aid delivery would resume soon.

But she added that an immediate ceasefire was needed in order to provide sufficient help to the people of Gaza.

Israeli war cabinet minister Benny Gantz is urging Benjamin Netanyahu to commit to national elections this year.

"We must agree on a date for elections in September, towards a year to the war if you will," he said during a briefing.

Mr Gantz said setting a date would allow Israel to continue its military operation "while signalling to the citizens of Israel that we will soon renew their trust in us".

Yair Lapid, leader of the opposition in Israel, appeared to support Mr Gantz's call in a post to X, where he called the current Israeli leadership "the worst, most dangerous and failed government in the country's history".

However, in a statement, Mr Netanyahu's Likud party said Mr Gantz was engaging in "petty politics" and said elections now would lead to "paralysis", "division" and "damage".

Mr Netanyahu's term is set to go through 2026, but thousands have protested against him in recent weeks and demanded that early elections be held. 

Last night, a group of anti-government protesters attempted to break through barricades at the Israeli prime minister's home during the fourth night of demonstrations.

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These are the 10 top-paying U.S. cities where women outearn men

Nationwide, women outearn men in just 42 U.S. cities out of an analysis of some 1,800 cities, according to a new GoBankingRates report using Census Bureau data.

The report considers the median annual earnings for men and women in cities with a population of at least 20,000 people.

Of locations, these are the 10 top-paying cities where women outearn men:

• Bowie, Md.: Women earn a median $81,011 a year
• Clinton, Md.: Women earn a median $71,123 a year
• Fort Washington, Md.: Women earn a median $69,983 a year
• Oakland, Calif.: Women earn a median $68,260 a year
• Goleta, Calif.: Women earn a median $65,030 a year
• Laurel, Md.: Women earn a median $65,008 a year
• Monrovia, Calif.: Women earn a median $62,016 a year
• Hackensack, N.J.: Women earn a median $60,237 a year
• Newark, Del.: Women earn a median $58,769 a year
• Chamblee, Ga.: Women earn a median $58,590 a year

In each of these cities, women outearn men by a share of .14% to 18.95% of what men earn.

Across the U.S., women are paid just 84 cents for every $1 paid to a man, on average.

Many of the top cities with gender parity and higher earning power for women are near Washington D.C., where government jobs have more transparent pay practices and, perhaps relatedly, greater gender pay parity, though a gap still exists .

At No. 4, Oakland, Calif., is the largest city on the list, with a population of nearly 360,000 people. There, women earn a median of $68,200 per year, just outpacing men's earnings of $68,100 per year.

The lack of a gender pay gap in these cities isn't, on its own, good news for women's earning power.

"Our findings show salaries are relatively low in the select few cities where women are outearning men," Andrew Murray, lead data researcher at GoBankingRates, tells CNBC Make It. "Several of the cities that made our list have median earnings for women around $30,000 to $40,000."

"This is particularly noteworthy considering that there tends to be less of a gender pay gap among lower-wage workers, especially minimum-wage workers, compared to higher-end, hourly workers," Murray adds.

Women, and particularly women of color, are overrepresented in minimum wage jobs . Research shows raising the federal minimum wage would have an outsized impact on reducing poverty rates for women and the children of women-led households.

Overall, the No. 1 city where women's earning rates are highest compared to men's is Jacksonville, N.C, but actual salary figures are much lower. There, women earn roughly 20% more than men, or $33,000 a year compared with men who earn roughly $27,000 a year — lower than the national median salary of $59,540 per year .

In the case of Jacksonville, the city "has a high government employee base both for the military and Department of Defense which could be contributing to more equitable pay," Murray says.

Overall, women earn the most in five U.S. cities, GoBankingRates notes: Los Altos, Calif. ($150,000 median salary); Saratoga, Calif. ($140,000 median salary); McLean, Va. ($137,000 median salary); San Carlos, Calif. ($137,000 median salary) and Wellesley, Mass. ($130,000). However, men outearn women in each of these cities by a rate of 60% to 70%.

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