The maritime industry is evolving at an unprecedented pace, embracing advancements in technology, sustainability, and workforce diversity, experts highlighted at a panel discussion during the 2024 CAREER4SEA Forum.
The discussion, moderated by Anastasia Kypriotaki, News Editor at SAFETY4Sea, explored how the sector can foster career growth, well-being, and inclusivity. The panel featured Capt. Christos Gianneios, Crew Manager at Niovis Shipping Co. S.A.; Claudia Paschkewitz, Director of Sustainability/Diversity and Inclusion at Columbia Group; Maria Skarveli, Crew Manager at Dorian LPG Management Corp; Dr. Michela Terrei, Psychologist at I.M.A. Assessment and Training Center, Inc.; and Giovanni A. Tuapin, President at Hartmann Crew Philippines, Inc., who shared valuable insights on how to attract, retain, and empower young professionals while fostering a dynamic, inclusive workforce.
A wealth of opportunities for young professionals
One of the key takeaways from the discussion was the vast array of career opportunities within the maritime sector. Claudia Paschkewitz highlighted the diversity of roles available, ranging from technical departments, marine chartering, and operations to cutting-edge fields such as maritime technology, digitalization, cybersecurity, and sustainability. “The opportunities are endless,” she said, adding that anyone interested in a maritime career will find a role that aligns with their interests.
Maria Skarveli echoed this sentiment, pointing out that the maritime sector offers not only great employment packages but also continuous development and training opportunities. “Especially for young generations who are tech-savvy, there’s great potential in the technological innovations within the industry,” Maria remarked.
Dr. Michela Terrei, a psychologist, also emphasized the importance of adapting to technological advancements. She highlighted the role of maritime psychology in supporting crews to cope with the stresses associated with digitalization and human-machine interaction. Dr. Terrei advocated for more psychologists in the industry to provide specialized training and support for seafarers.
Psychological safety: A cornerstone for mental well-being
The panel unanimously agreed that psychological safety is a crucial component for the future success of the maritime industry. Psychological safety is the sense that individuals can speak up without fear of judgment or negative consequences. This concept was discussed in-depth by Dr. Terrei, who outlined the four stages of psychological safety: inclusion safety, learner safety, contributor safety, and challenger safety.
Inclusion safety, according to Dr. Terrei, focuses on valuing differences and creating an environment where all crew members feel respected. Learner safety involves creating a space where mistakes are seen as part of the learning process, which is especially important in the high-stakes environment of a vessel. Contributor safety emphasizes the ability of all crew members, regardless of rank, to voice their opinions and contribute to discussions. Finally, challenger safety is the top level, where crew members feel confident that their input is not only heard but also valued in decision-making processes.
Claudia Paschkewitz stressed that while psychological safety can be uncomfortable at times, it is essential to fostering an open, collaborative environment. “It requires openness and the willingness to admit mistakes,” she said, emphasizing the importance of leading by example and setting clear boundaries to create a supportive workplace culture.
Key drivers of career development and DEI
Mentorship emerged as another central theme during the panel discussion. Dr. Terrei shared insights from a survey she conducted, revealing that mentorship programs are a significant need in the maritime industry. She explained that senior officers sometimes struggle to mentor younger colleagues due to the fast pace of technological changes, making it challenging to transfer their experience effectively. Additionally, cultural differences within mixed-crew environments can create barriers to effective mentorship.
Giovanni Tuapin and Capt. Gianneios both underscored the importance of mentorship, not only in developing technical skills but also in fostering soft skills like communication and leadership. “If you want to be a leader, be a good coach and mentor,” Tuapin advised, adding that mentorship programs should focus on both technical competence and behavioral development to ensure well-rounded professionals.
Capt. Gianneios noted that mentorship is especially important for junior officers, who must feel comfortable expressing their opinions and learning from their more experienced colleagues. “Mentoring must focus on nurturing the potential of young professionals, not through shouting or reprimanding, but by creating an environment where they feel safe to make mistakes and grow,” he said.
The program clearly highlights the importance of emotional support for female cadets, especially in challenging environments where they may be the only woman on board. The mentors help build confidence and resilience, which is crucial in such situations.
The integration of professional psychologists and mental health support is also a key component, ensuring that mentees have access to proper emotional guidance. This holistic approach is central to the success of the program, as seen in the positive feedback from female cadets.
Designing career pathways effectively
Career paths must be clear and transparent. By setting up clear policies and expectations from the outset, employees know what they need to do to advance within the organization. Clear communication about promotions, training, and job expectations removes confusion and gives employees a sense of direction and motivation.
Additionally, utilizing performance evaluations, competency assessments, and setting realistic goals allows employees to track their development and work toward achievable milestones.
Defining Organizational Justice
The concept of “organizational justice” plays an important role in creating an equitable environment within a company. Organizational justice refers to the feeling of fairness employees experience in the processes that govern their career development.
This includes transparency in promotion procedures, communication about rewards, and equal treatment in terms of opportunities and career advancement. When employees feel heard and valued, they are more likely to stay in the industry, which is crucial in retaining talent.
Research has shown that seafarers, in particular, often struggle with the concept of long-term career prospects, given the challenges of the profession. Ensuring fairness and transparency in career development can go a long way in increasing job satisfaction and retention.
Work-life balance challenges for seafarers
An essential topic brought up during the discussion is the challenge of work-life balance, especially for those working at sea. Unlike shore-based workers who can easily disconnect from their work by leaving the office, seafarers live and work in the same environment.
The difficulties of balancing personal time and work responsibilities are amplified in this setting, where “home” is essentially the vessel, and the working hours and conditions can be relentless.
The conversation highlights the importance of recognizing these challenges and ensuring that seafarers feel supported and valued in their roles. Companies need to offer more than just a salary—they need to foster an environment that supports emotional well-being, work-life balance, and career progression.
Retention in the maritime industry can be a challenge due to these demanding working conditions, and offering incentives such as clear career development pathways, emotional support, and rewards can help employees feel more connected to their work and the industry.
The path ahead
As the maritime industry continues to evolve, the need for a diverse, inclusive, and mentally healthy workforce has never been more critical. The panelists agreed that creating a supportive workplace culture, where mentorship, psychological safety, and professional development are prioritized, is essential for attracting and retaining the next generation of maritime talent.
By focusing on both the technical and emotional needs of employees, companies can create a more supportive, motivated, and diverse workforce, experts noted.
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