Decarbonization is a major driver of transformation in the maritime sector. As the maritime industry navigates the turbulent waters of transformation, ensuring a smooth transition becomes imperative for its sustainability and efficiency.
The rapid advancements in decarbonization technologies and the introduction of stringent regulatory frameworks are reshaping operational landscapes, presenting both opportunities and challenges for maritime professionals. These shifts, while essential for fostering a greener future, are also contributing to increased workloads, fatigue, and stress levels among crew members at sea.
Opportunities and challenges ahead
According to a recent survey conducted by ISWAN in 2023, there is significant support for the principles of decarbonization amongst seafarers and shore-based staff. The research highlighted the significant challenges faced by maritime workers during the transition to a zero-carbon industry, revealing that over half (53.8%) of seafarers feel that decarbonization has negatively impacted their workload.
This shift is linked to increased stress levels for 44% of respondents and heightened fatigue for 40.1%. Alarmingly, nearly a third (32.8%) reported heightened fears of potential criminalization due to the complexities of new reporting regimes, which raise the risk of inadvertent errors.
Engineers are particularly affected, with 34.4% noting a detrimental impact on their mental health, compared to 25.3% of deck officers. Many engineers emphasized the stress and workload associated with frequently switching between different fuel types, especially those without a fixed trading pattern. While the smaller sample size of shore-based staff makes their findings less conclusive, their experiences reflect similar sentiments, indicating that the journey toward zero carbon also negatively affects their health and wellbeing.
Despite these challenges, the survey indicates a strong willingness among seafarers and shore-based staff to contribute positively to the zero-carbon transition. To harness this potential, maritime employers must proactively support the wellbeing of their employees during this rapid transformation to prevent the loss of skilled workers from the industry.
In that regard, ISWAN highlighted the need to ‘’recognize the psychological impacts of rapid change and technostress’’ and build these into health and wellbeing trainings. Fostering a culture of both physical and psychological safety and ensuring that seafarers have the confidence to voice any safety concerns are equally important.
Green transition needs effective strategy
Ensuring a safe working environment for seafarers, as well as the effective management and operation of future technologies is at the heart of the Maritime Just Transition Task Force collaborative project which aims to set a framework to equip seafarers with skills as shipping transitions to zero emissions. Launched in 2021 during COP26, this initiative attempts to ensure that shipping’s response to the climate emergency puts seafarers and communities at the heart of the solution.
The initiative has highlighted that many as 800,000 seafarers will require additional training to handle alternative fuels by the mid-2030s if shipping is to meet the world’s target of keeping global warming to 1.5C or less by 2050.
Recently, The Singapore Maritime Foundation and Faststream Recruitment collaborated for the second consecutive year to uncover key trends in crucial areas such as retention, attraction, culture, well-being, AI, training and development, reward, and leadership. The second edition of their report, titled ‘’ The Talent Market in Transition Report 2024″ emphasizes that talent retention continues to be a high priority for the maritime industry.
Notably, talent retention has become increasingly important, particularly as the maritime industry faces a persistent shortage of skilled personnel. Factors such as an aging workforce, a lack of new entrants into the field, and the increasing complexity of maritime operations have compounded the talent gap. This shortage is exacerbated by the rapid evolution of technologies and the urgent need for decarbonization, which require specialized skills and knowledge that may not be readily available in the current workforce.
Tackling with crew shortage
By conducting surveys among employees and employers within the maritime industry, The Singapore Maritime Foundation and Faststream Recruitment identified that maritime continues to face skills shortages, and developing roles and markets require more upskilling and reskilling than ever before. In 2023, 93% of employees felt that their employer should provide training, this increased slightly to 94% in 2024. This indicates a consistent and growing expectation among employees for employers to invest in skill development and training.
The growing interest in AI and sustainability reflects the increasing recognition of these areas as critical for future career development and business success. As the demand for expertise in these fields continues to rise, providing comprehensive training opportunities will be essential for employers aiming to stay competitive and meet evolving industry standards.
The top five training types are: leadership and management (43%), sector specific (34%), sustainability / decarbonization (28%), training to improve behavior or soft skills (22%) and diversity and inclusion (20%).
Key considerations for the future workforce
The future of maritime professionals is fraught with several interconnected challenges that stakeholders must navigate to ensure a robust and sustainable workforce. Other key challenges identified in the report are as follows:
- A significant 85% of employers are struggling to recruit qualified talent, mainly due to skill shortages and compensation issues.
- Competitive pay and clear pathways for career growth are essential motivators that must be addressed.
- While a notable 64% of employers are open to hiring from outside the maritime sector, the overwhelming preference (94%) for candidates with maritime experience underscores the industry’s reliance on specialized knowledge.
- Company culture plays a pivotal role in employee satisfaction, with 83% of workers valuing organizational purpose.
- Employees increasingly seek roles that align with their personal values, particularly in contributing positively to society and the environment. Employers must recognize and address this desire for meaningful work to attract and retain talent.
The impact of new technologies
Additionally, the desire for flexible work arrangements remains a critical factor, indicating a need for employers to adapt to new work models that support employee well-being. The shift towards AI and digital tools in the maritime sector presents both opportunities and challenges. While many employees and employers view AI positively, concerns about job displacement are prevalent, with nearly a third of employees anxious about its impact on their roles.
Despite these fears, there is a consensus that AI will create new opportunities, but there is a pressing need for targeted training to enhance employees’ proficiency in AI. In that regard, addressing skill gaps will be crucial for the workforce to thrive in an increasingly digital maritime environment.
