Following a female cadet’s sexual assault onboard a vessel while attending the U.S. Merchant Marine Academy last November, ITF called industry to work with seafarers as assault case reverberates, highlighting that this incident underlines the urgent need for action to eliminate violence in the workplace.
‘’Sadly, this is not an isolated incident, but a reality for many seafarers, both male and female, regardless of flag or company.’’, said ITF Seafarers’ Section Women’s representative, Lena Dyring, highlighting that everyone in maritime has a responsibility to change the male-dominated culture and remove obstacles and barriers faced by women in the industry.
Eliminating violence in the workplace requires action from employers, employees, and governments, since it is everyone’s responsibility to ensure the safety and security of seafarers, including women seafarers. Last month, an in-depth survey conducted by WISTA International, Anglo Eastern, ISWAN and ICS, revealed shocking figures in gender-based discrimination against women, onboard harassment and bullying.
According to the ILO:
Violence against transport workers is one of the most important factors limiting the attraction of transport jobs for women and breaking the retention of those who are employed in the transport sector.
In 2020, women made up just 1.28% of the overall global seafaring workforce, and just 0.73% of officers. While the cruise and ferry sectors were the main employers of women seafarers, the pandemic has severely affected employment in the former, with many women seafarers who were working in cruise considering a return to sea via the cargo sector, where a female seafarer will typically be outnumbered 20:1 amongst an otherwise all-male crew.
To make meaningful progress, there needs to be a shipboard environment that is inclusive of women. This requires awareness training of male seafarers with their active cooperation, establishment of formal support networks for women seafarers, and confidential avenues for seafarers to raise concerns that are promptly investigated and dealt with. Unacceptable behaviour must be immediately addressed and stopped, ITF highlights.
Furthermore, eliminating harassment and bullying on board ships concern both female and male seafarers and should be supported not only by company policies but also by positive actions that can make an impact. Practical recommendations for addressing violence and harassment in the workplace should include a clear process and guidelines for reporting violence; training on violence and implementation of practical measures to address violence at work.
Communication and awareness are also important to ensure that seafarers understand the company’s commitment to prevent harassment and bullying; understand their responsibility and role in the process; know how to seek advice and guidance; and know how to make a complaint and are confident they will be heard effectively
It is both all companies and seafarers’ responsibility to ensuring that their working environment is free of harassment and bullying. In that regard, companies and seafarers’ organizations are advised to:
- encourage seafarers to participate in educational programmes explaining the undesirable effects of harassment and bullying and setting out the company’s policy
- use programmes to set out the mechanics of the company’s procedures for the reporting of incidents
- consider provision of literature, posters and videos to underpin and reinforce corporate policies; and
- make training programmes available to all new and existing employees.
