The maritime industry, like many sectors, has made strides in embracing diversity, equity, and inclusion (DEI). However, significant challenges remain — particularly for women – as recent reports reveal a complex picture of their experiences, leadership representation, and workplace challenges in maritime and beyond.
In particular, a recent McKinsey’s 2024 report reveals encouraging trends in women’s corporate representation, with women now holding 29% of C-suite positions, a notable increase from 17% in 2015. However, these numbers mask underlying disparities. Representation declines steeply as women climb the corporate ladder, with only 39% of manager roles and 28% of senior vice president positions occupied by women.
This uneven progress is mirrored in maritime. DSG’s data from shore-based employees and seafarers highlights a worrying decline in women’s representation in leadership roles, with fewer women being promoted to senior positions. At sea, where women represent just 2.5% of the workforce, barriers to advancement are even more stark.
One persistent issue is the “broken rung” phenomenon, where women are less likely to be promoted to managerial positions. In 2024, only 81 women were promoted for every 100 men. For women of color, the gap is even wider, with only 7% holding C-suite roles. Without decisive action, achieving gender parity in senior leadership could take decades—22 years for White women and 48 years for women of color.
Workplace challenges and harassment
Despite gains in leadership, workplace culture remains a challenge for many women. DSG’s survey reveals that while 19 out of 20 seafarers felt a strong sense of belonging, 1 in 5 reported psychological harassment, such as bullying. Women seafarers are disproportionately affected: half experienced psychological harassment, and one in four reported sexual harassment.
Such incidents not only harm individual well-being but also disrupt teamwork and operational effectiveness in close-knit maritime environments. These experiences underscore the importance of fostering safe and inclusive workplaces, both at sea and on shore.
The role of DEI initiatives
The reports emphasize that while many organizations have implemented DEI policies, effective execution remains inconsistent. DSG highlights a shift from simply having frameworks in place to ensuring managers are accountable for creating inclusive cultures. Employees noted that global DEI policies often feel like “one-size-fits-all” solutions, failing to address specific workplace challenges, such as cultural or language-based exclusions.
McKinsey reinforces this, noting that only one in four companies have adopted critical practices to debias hiring and promotion processes. Without these efforts, biases persist, limiting opportunities for women and other underrepresented groups.
Recommendations for driving change
To accelerate progress, both McKinsey and DSG emphasize the need for targeted, actionable strategies:
- Revise bias in processes: Companies must reassess hiring and promotion systems to eliminate systemic biases.
- Empower managers: Managers play a pivotal role in fostering inclusive cultures. Providing them with the tools and training to support diverse teams is critical.
- Foster allyship: Equipping employees to challenge biases and act as allies can create a more supportive environment for women.
- Tailor DEI policies: Avoiding “one-size-fits-all” approaches and addressing local and individual needs will make DEI strategies more effective.
The maritime sector must also prioritize psychological safety and address harassment, particularly for women at sea. DSG’s five-year survey history provides a valuable resource for tracking trends and ensuring accountability in these efforts.
Looking ahead
While the maritime industry has made notable progress, particularly in fostering a sense of belonging among employees, the decline in women’s representation in leadership roles and the prevalence of harassment underscore the work that remains. By shifting from policies to action, holding leaders accountable, and addressing systemic barriers, the industry can chart a course toward true equity.
As Heidi Heseltine, CEO of DSG, aptly notes,
Our emphasis should be about maintaining momentum and avoiding complacency.
Ensuring that women not only survive but thrive in the maritime industry will require sustained focus, innovative solutions, and a commitment to creating truly inclusive workplaces.
In September 2024, IMO and WISTA announced the launch of their second survey for women in maritime while in November 2024, Women in Transport announced the launch of their second annual Women in Transport Equity Index Survey, calling for wide participation within the sector with the goal of understanding and enhancing diversity and inclusion.
