MUI Women’s Wing: Women have moved from being an exception to a growing force in maritime

Saleha notes that there is a ‘sea of change’ in today’s workforce, with more companies actively seeking to employ women seafarers. Importantly, women are no longer just an exception but a growing force in the maritime sector. Their need for equal opportunities, specialized training, and representation in leadership roles is increasingly recognized across the industry. However, further changes in the current landscape are essential to drive progress. In this context, establishing a more structured career path for women and fostering skills development for leadership positions remain top priorities on the agenda.

SAFETY4SEA: Tell us a few words about your initiative. What inspired the Maritime Union of India (MUI) to establish a dedicated Women’s Wing and how it aligns with the broader goals of gender equality and diversity in the maritime sector?

Saleha Shaikh: The Maritime Union of India (MUI) was founded in 1939 for Seafaring Officers. It was only in 2017, that the MUI Women’s Wing was established. As a seafarer’s wife, I had felt the need to have a Community Support System for families of seafarers that would address their grievances, offer assistance, address their concerns and also have a platform to discuss problems faced by seafarer families.  It was with this vision, that I approached the MUI, which felt that it was time they set up a dedicated department to address Women Centric issues. With a growing number of women joining onboard positions, the challenges faced by these women highlighted the need for a dedicated platform to address workplace issues, career growth, and personal well-being. And thus, the MUI Women’s Wing was created to provide a structured Community Support System for women seafarers and the families of seafarers. Aligning with global initiatives, our goal is to break barriers, promote inclusivity, and empower women in the industry. 

S4S: What are your key priorities on your agenda for the next five years?

S.Sh.: Our key priorities for the next five years include focus on strengthening support systems for women in maritime and seafarers’ families, advocating for gender equality, and ensuring safe and dignified workplaces onboard and ashore. We aim to: Promote leadership opportunities and career development programs for women seafarers; Strengthen our mental health and legal support services; Advocate for policy changes that ensure safer and more inclusive work environments.

S4S: What are three (3) key things you think are important to succeed as a woman in the maritime industry?

S.Sh.: I believe in order to succeed as a Woman in the maritime Industry, you need to have : 

1. Passion with an ‘I can do anything attitude’.

2. Determination to achieve what you set out to do, come what may.. 

3. Resilience to face all kinds of challenges and brave them gracefully.  

S4S: How has the role of women in the maritime industry evolved over the years?

S.Sh.: Talking about women seafarers in particular, in the past 5 years, I have personally witnessed a Sea of Change with respect to their employment. Whereas earlier, Shipping Companies made excuses on employing women onboard ships citing company policies or owners unwillingness, today the tables have turned around, with more and more companies wanting to employ women seafarers. Earlier we would have women seafarers approach us with complaints of not getting jobs, whereas today, there aren’t enough women seafarers to fill the positions. Today, women have moved from being an exception to becoming a growing force in maritime. More women are now pursuing seafaring careers, leading shore-based operations, and taking up top management and leadership positions. Most importantly, the industry has started recognizing the need for equal opportunities, training, and representation in leadership roles. 

S4S: How do you see industry responding to the need for gender diversity onboard ships?

S.Sh.: Today the industry has evolved to a level where they want to establish Gender Diversity onboard ships. And although the move has been gradual yet steady, its very very  promising. More companies are implementing gender-inclusive policies, investing in safe and respectful workplaces, and actively hiring women cadets and officers. However, the pace needs to accelerate with stronger enforcement of policies and structured career paths for women at sea.

S4S: What initiatives related to diversity and inclusion would you like to see in the workplace both onboard and ashore?

S.Sh.: With respect to DEI, we have been recommending the following initiatives on all platforms and forums. 

• Mandatory gender sensitization programs for all crew members.
• Zero tolerance policies against SASH with swift redressal mechanisms.
• More leadership training and career advancement programs for women.
• Inclusive training and hiring policies with defined pathways for retention and promotion
   

S4S: What are some of the common grievances reported by women seafarers regarding workplace harassment?

S.Sh.: In our recent survey, we observed the following prominent grievances reported by women seafarers regarding workplace harassment:  Sexual harassment & gender discrimination; Lack of proper reporting mechanisms leading to fear of retaliation and; Unequal treatment in assignments and promotions.

S4S: What legal and psychological support systems does MUI offer for women facing workplace harassment?

S.Sh.: At the MUI, we provide confidential helplines for legal and emotional support, legal assistance for reporting workplace harassment cases and counseling services to support mental well-being.

S4S: What is your wish list for the industry, regulators, and all parties involved to implement changes and improvements with regards to life onboard / crew welfare?

S.Sh.: With regards to life onboard / crew welfare, my wish list would include the following changes:

• Stricter anti-bullying and anti-harassment policies onboard.
• Better accommodation, facilities and well-fitting PPE Gear for women at sea.
• More structured and effective reporting and grievance redressal systems.
• Mandatory Gender Sensitization training for all crew on a regular basis.
• Awareness and training programs to educate seafarers on their rights.
   

S4S: Is there a need for stricter regulations or monitoring mechanisms to prevent SASH incidents onboard?

S.Sh.: Absolutely. Stricter policies, real-time monitoring mechanisms, and independent investigations are crucial to preventing and addressing harassment onboard. Transparency in reporting and zero-tolerance enforcement should be standard across all companies.

S4S: If you could change one thing across the industry from your perspective, what would it be and why?

S.Sh.: I would share not one, but a couple of changes that I would like to bring in the maritime industry. And those would be: firstly, to create a more structured career path for women that would include highly supportive return to work policies, and secondly, to build skills and training towards leadership positions. These changes would go a long way to retain women in the industry. 

S4S: What is your key message to the maritime community to creating a safer and more inclusive environment for women?

S.Sh.: My key message to the maritime Community is – Women are here to stay! Therefore it’s imperative that every stakeholder from Companies, MTIs, Unions, maritime Authorities, to  regulators, and seafarers—must take collective action in creating an environment where women can work with dignity, equality, and confidence. Because , a truly successful and progressive industry is one that is inclusive, safe, and supportive for all genders. Let us strive towards creating that kind of industry.  

The views presented are only those of the authors and do not necessarily reflect those of SAFETY4SEA and are for information sharing and discussion purposes only.