The shipping industry, like many other industries, has traditionally been male dominated, with fewer opportunities and resources available for women, note Neele Pawlowski, Chartering Manager Clipper Group & Co-Founder/previous board member WIS-Denmark and Lotte G. Lundberg, Managing Director, The Danish Maritime Fund, providing perspectives from two generations in global shipping to suggest ways to further support, empower and attract women.
Studies show that women working in the industry are passionate about the opportunities, the scale of impact and appreciate the international environment, which shows women are attractive to the industry and want to belong there.
Empowering women in the industry is not only the right thing to do but is also essential for the industry’s growth and competitiveness. By taking a proactive approach to empower women, the industry can tap into a vast pool of talent, drive innovation, and create a more sustainable and resilient future and increase the retention rate for women in the industry.
These are the formal messages from the industry and all renown market players are buying into this and are working actively with diversity & inclusion. We are representing two generations, and yet we find despite all the strategies and action plans in place – it simply progresses too slow! Therefore, it seems relevant again to remind the maritime community of simple methods and tools to enhance gender diversity:
1: Increased representation
The companies should take active steps to increase the representation of women in leadership positions. This can be achieved by establishing diversity and inclusion policies that aim to recruit and promote women. And more importantly, constantly measuring success.
2: Equal pay
Companies should ensure that the industry has equal pay for equal work. This requires eliminating pay gaps, which may be the result of conscious or unconscious bias.
3: Establish policies that support work-life balance
The industry is known for the demanding and unpredictable work schedules which can make it challenging for women to balance their work and family responsibilities, especially women in leadership positions and with kids. Companies can accommodate women by offering flexible work arrangements. Post pandemic has shown this is possible.
4: Safe and inclusive workplace
Women should be able to work in a safe and inclusive workplace, free from harassment and discrimination. Companies should establish clear policies and procedures and encourage employees to speak up as allays.
Especially for women at sea
5: Provide mentorship and sponsorship
Mentorship and sponsorship programs can be instrumental in supporting women’s career development in the industry. Mentors and sponsors can provide guidance, support, and advocacy, which can help women navigate challenges and advance their careers. Furthermore, sponsors can advocate promotions of women.
6: Create a culture of inclusivity
Companies should establish a culture that is inclusive of women, where their contributions are valued and recognized. This can be achieved by fostering a respectful and supportive work environment, promoting diversity and inclusion policies, and ensuring that women have equal opportunities for career growth and advancement.
7: Culture
The industry needs to focus on building workplace cultures that supports women’s fulfillment and advancement at work on every level. Research shows how negative culture contributes to experiences of exclusion and burnouts, which significantly increases the likelihood for women to leave their workplaces. By having a culture diverse appealing will not only advance the companies turnover but increase the attractions of the industry to a wider talent pool.
8: Celebrate and showcase women’s achievements
Women’s achievements should be celebrated and recognized more in a male-dominated industry – we must break with the gender stereotypes. Employers can showcase women’s achievements both internally and externally. This can help raise awareness of women’s contributions to the industry and inspire other women to pursue careers in the field.
9: Address unconscious bias
Unconscious bias is a pervasive problem that can limit women’s advancement in a male-dominated industry. Employers can address this by providing training and education on unconscious bias and promoting a culture that values diversity and inclusion. This includes reviewing recruitment and promotion practices to identify any potential bias and taking steps to eliminate it.
10: Allyship
Encourage and train employees and leaders to become an ally. The actions which refer to the actions, behaviors, and practices that leaders and colleagues take to support, amplify, and advocate with others, especially with individuals who don’t belong to the same social identity groups as themselves.
The industry has come a long way over the last years, however empowering women in a male-dominated industry requires an ongoing long-term commitment and sustained effort from all stakeholders. By creating a culture that values diversity and inclusivity, providing support and opportunities for professional growth, and celebrating women’s achievements, we can create a more equitable and inclusive workplace for women in the shipping industry.
Many initiatives have been addressed over the years. However, to make an actual change, the industry needs to have everyone on board and everyone to be allies, especially the men. And we are in a hurry – the industry lacks new talents to ensure sustainable growth and innovation.
The world is under continuous evolvement in every aspect, what we knew yesterday might be different tomorrow. What the generations wanted yesterday, might also be different tomorrow. Focusing on diversity and inclusions is not about looking back to blame or to take something from someone, it’s about questioning, discussing and welcoming change for a better tomorrow – for everyone.
Applause development, encourage it, cherish it, support it and help pushing it forward (even if you don’t understand it, yet). Let’s keep questioning and discussion how the bar can be raised, take responsibility and be part of the discussion – even though it’s not directly about you, you are still part of the future and the industry!
The views presented are only those of the author and do not necessarily reflect those of SAFETY4SEA and are for information sharing and discussion purposes only.
