Women in Maritime Watch: Are you satisfied with the progress made towards DEI so far?

Currently, women account for only 29% of the overall workforce in the general maritime industry and 20% of the workforce in national maritime authorities among member states. The number of female seafarers is even smaller, with just 2% of approximately two million seafarers worldwide being women.

As we mark this year’s IMO International Day for Women in Maritime, which is observed annually on May 18th, we are thrilled to share feedback from female representatives offering insights on how to tackle the prevailing gender disparity in the maritime sector. Celebrating this special day, we posed the following question to women working in the maritime industry:

Are you satisfied with the progress made towards DEI so far? On the occasion of this year’s Women In Maritime Day, what is your key message to industry stakeholders?

SAFETY4SEA would like to express gratitude to all the remarkable female representatives from various sectors and organizations within the maritime industry for their participation in our special column. We appreciate their valuable feedback and commitment to raising awareness for more Diversity, Equity, and Inclusion.

Read their key messages in alphabetical order:

Georgia Allen, Projects and Relationships Manager, International Seafarers’ Welfare Assistance Network (ISWAN) 

Although it’s great to see conversations about DEI increasingly on the agenda, I do worry that this subject is simply ‘trending’ and companies will lose interest in the same way we unfortunately see happening with the topic of mental health. We need employers to understand that DEI, mental health, physical health and psychological safety are all intrinsically linked and cannot be adequately addressed if they continue to be considered in isolation of one another. If we are to make real progress, all need to commit to going further than minimum regulatory standards and building company cultures which seafarers want to join and remain part of for the long term. ISWAN will soon be launching a DEI-centred campaign to raise awareness of the challenges faced by women seafarers, educate on the value of male allyship, and advocate for a safe and inclusive future for all seafarers. We want to encourage seafarers to use their voices and experiences to help challenge unsafe practices and create an environment which is safe and inclusive for all.

Prof Angelica M Baylon , PhD, External Relations Director of the Maritime Academy of Asia and the Pacific , PAEPI Global Chair/ President Emeritus, NI Ph /MarEST Ph Branch Secretary General , APEC SEN Expert Group3 Vice -Chair and AMEA BOD

Indeed, Diversity, Equity and Inclusion (DEI) are gaining momentum in the maritime sector, and the progress is commendable. On the occasion of May 18 2024 Women in Maritime Day , my key message  to the industry stakeholders is that   “ Women may only account for 2 percent , but women are  here ,  not  for numbers or QUANTITY , rather  for QUALITY . Women are here,  not for COMPETITION, rather for COMPLEMENTATION.  We, Women in Maritime, would like to contribute our share by collaborating with our male counterparts in the maritime industry for a more PEACEFUL, PRODUCTIVE and PROGRESSIVE Maritime Industry.  With DEI in progress for the accomplishment of SDG-5 on women empowerment and inclusivity, it feels great to be part of the amazing global maritime arena, wherein competent quality women are provided equal opportunities regardless of gender and nationality. Thank you for the trust, confidence and inspiration. Rest assured that we will continue to proactively share and contribute to the best of our capabilities, towards a safety, efficient and sustainable maritime sector”

Siren Berge, Chief Technology Officer, Mintra

As we celebrate Women in Maritime Day 2024, we must continue to assess our progress in fostering diversity, equality, and inclusion (DEI) within the maritime sector. While strides have been made, there’s still work to do, particularly in achieving gender balance in leadership and technical roles. Ensuring equality in recruitment and nurturing a culture that wholeheartedly embraces diversity is essential for change. I would like to see DEI commitment permeate at every level and discipline in the maritime industry.. This begins with training all levels in DEI principles for compliance and cultivating a fair, high-performing workforce. Moreover, integrating DEI into vessel design, clothing, policy reviews and daily practices fosters open communication and drives innovation. DEI is essential for building resilient organisations poised for success.

Dr Pennie Blackburn, Consultant Clinical Psychologist, Director, Waypoint Maritime CiC

The industry is making great strides towards encouraging women into seafaring. At Waypoint Maritime CiC, we would love to see a strong emphasis on guaranteeing safety of women at sea. Incidents of sexual harassment and even sexual assault are alarming. Zero-tolerance policies towards sexual harassment, with supporting education and guidance could be universally implemented. Whilst gender balanced crewing is still an aspiration, companies can reduce potential isolation, increase professional confidence for women through cost effective solutions like facilitating peer networks for female seafarers, ensuring direct communication routes to female shoreside staff, and implementing female mentoring programmes. My question to industry would be, If your company doesn’t already have these kinds of initiatives in place – Why not? 

Dr. Beatriz Canamary , US Maritime Knowledge Expert, PortXChange

Progress towards diversity, equity, and inclusion (DEI) in the maritime industry has been incremental but significant. There have been commendable strides in increasing awareness and creating initiatives to support women and underrepresented groups in maritime careers. However, there is much work to be done to ensure equal opportunities and representation. On this year’s Women in Maritime Day, my key message to industry stakeholders is: “Commit to Sustainable Change through: Leadership and Accountability; Community and Collaboration; Education and Training; Inclusive Policies; Measuring Progress and Transparency Reporting”. By putting effort into these areas, the maritime industry can become a more diverse, equitable, and inclusive sector, benefiting from the diverse talents and perspectives that drive innovation and growth.

Marcela Crowley, Sustainability Director, NAMEPA

The maritime sector has made some progress in promoting diversity, equity, and inclusion, but there is still a long way to go. While we have seen more women taking on maritime roles, including leadership roles, achieving full equity and inclusivity requires more effort. We must identify and dismantle systemic barriers and create a genuinely inclusive industry culture. On Women in Maritime Day, let’s celebrate the accomplishments of women and focus on making real, actionable change. We must adopt comprehensive strategies that promote gender equality, provide mentorship, and create safe and respectful workplaces. By taking deliberate steps, we can support and empower every woman in the maritime industry to succeed.

Alison Cusack, Founder and Principal Lawyer, Cusack & Co Pty Ltd

I am deeply unsatisfied with the progress of DE&I. We have women who don’t feel safe at sea, we have women who don’t feel safe at work. There are more and more women (and men) speaking up but those men and women who are in positions of power refuse to move the needle on the status quo. The large shipping companies had excess cash and the question was “what should we do with it?” and I saw not one suggestion to close the pay gap or invest in initiatives to speed up the participation of women at sea. Your MBAs apparently miss the class on integrity and giving back to the industry. We see those “leaders” who refuse to do the work. And I personally think you’re a coward.

Tanja Dalgaard, Chief Strategy & Operations Officer, Mærsk McKinney Møller Center for Zero Carbon Shipping

While some progress has been made in Diversity, Equity, and Inclusion within the shipping industry, there’s still much ground to cover. It’s encouraging to see growing awareness and initiatives, yet tangible actions and systemic changes are needed and imperative for true inclusivity. On this Women in Maritime Day, my message to industry stakeholders is clear: prioritize diversity not just as a checkbox, but as a fundamental driver of innovation and success both in your daily business but also with the green transition. Change is coming faster than what you expect, and you better prepare for it. Empower women in leadership, foster inclusive cultures, and ensure equal opportunities across the maritime sector. Together, let’s navigate towards a more equitable and diverse future for shipping.

Heike Deggim, Director – Marine Environment Division, International Maritime Organization (IMO)

Currently, women represent only 2% percent of the global seafarer workforce, and only 20% of the maritime workforce on the shore side. These are very small numbers for a huge industry such as international shipping. Shipping is traditionally a male dominated industry and profession and still quite conservative – but it is slowly changing. IMO has been making concerted efforts to encourage the industry to move forward and support women through initiatives such as IMO’s gender programme and the IMO International Day for Women in Maritime, observed 18 May every year. Investing in women is one of the most effective way to lift communities, companies, and even countries. Gender equality programmes and plans are key to women fully participating the shipping industry.

Alexia Deligiani, Business Development Manager, OneLearn Global

Today, women represent around 2-3% of the global seafarer workforce, totalling approximately 24,059 out of 1.89 million workers. Despite efforts, gender equality gaps persist in the maritime industry. Supporting gender equality and women’s empowerment through initiatives like training, mentorship, and networking is crucial. Women face gender-based challenges while adapting to a male-dominated sector. Cultural perceptions reinforce stereotypes, deterring potential female seafarers and creating tension for those in the profession. Many vessels lack accommodation for women, and sexual harassment remains a major concern. Industry stakeholders must prioritise creating a fair, inclusive, and sustainable maritime industry. Women seafarers deserve access to technical training, decision-making participation, and inclusion in policy discussions. Equal opportunities should extend to management roles across maritime, trading, and logistics sectors.

Chryssa Drounouda, Head of Piraeus Plan Approval, Production & Quality Manager (MSC), DNV

Even though I think that over the last few years there has been an increase in the number of women who opt for a career in the maritime industry, be it shipping, engineering or seafaring, there is still a long way before gender equity is achieved. We still need to lift the barriers and promote a maritime sector where women are valued and respected for their contributions and potential. The industry needs to develop and implement policies and regulations that promote gender equity and non-discrimination, to increase the representation and visibility of women in challenging and demanding positions, including leadership. The benefits of having more women in maritime, such as increased innovation, productivity, resilience, and sustainability, should also be celebrated.

Jeannine Drummond, Managing Director and Principal Maritime Advisor, Integral Maritime

While significant work is being undertaken in most recent times, the maritime industry as a whole has been too slow for too long to listen and progress the systemic issues that have affected the necessary advancement of Diversity, Equity and Inclusion in maritime. This is a message to the industry to educate, empower and skill up our existing maritime workforce in our operational maritime workplaces, so all people, including the large majority of men, to be a voice for gender equity, especially when there are no women in the room. For too long, the amazing men in this industry (along with the awesome minority of women) have not had access to the tools, knowledge, skills or support to speak up and take action to create the industry workplaces and culture of the future. A future, where they would be proud to have their children, or their neighbour’s children come and work, no matter their gender.  The world is 50% women, if we can’t get the gender right, what chance do we have of getting our workplace culture right for others. Lets work together to tackle the unique DEI problems that exist in our own workplaces and maritime community, so we can have a safer workplace and operation for all.

Mia Elg, R&D Manager, Deltamarin

Focusing now especially on the topic: women in maritime… I don’t think that I can be very satisfied with the progress of DEI related issues as long as we see so few women still in this industry. Having said this, I see also strong development towards sustainability in shipping in it’s all forms, which is very positive. Even though I have been always personally focusing in work life to the environmental side of the shipping sustainability, I have been also witnessing with my own eyes how diversity overall in our development team leads to better results. Therefore, my message to the industry is to take DEI seriously, since it does lead to better business, better ships and better life for us all.

Ondrilla Fernandes, Employment Affairs Advisor, International Chamber of Shipping 

There have been significant strides made with regard to DE&I in some areas of the world, but there is still substantial work to be done globally to achieve true diversity, equity, and inclusion. The same applies to the shipping industry. ICS oversees a three-pillar framework to promote inclusive employment in shipping, comprising the ICS Diversity Tracker, Maritime Diversity and Inclusion Charter and the Diversity and Inclusion Toolkit. Building on this, ICS is also launching a new initiative to pay tribute not only to women and their value to the global maritime community (public and private sectors), but to celebrate cultural diversity more broadly, as a driving force for development in the sector, through real life inspiring stories that practically empower women and other disadvantaged groups to take up maritime roles with confidence they will have fulfilling careers.

Sanjam Gupta, Founder, Maritime SheEO

In the maritime sector, while some strides have been made in promoting gender diversity, there is still room for improvement. On Women in Maritime Day, my key message to industry stakeholders would be to prioritize DEI efforts by actively promoting gender equality, fostering inclusive work environments, providing equal opportunities for all, and empowering women in leadership roles. By embracing diversity and inclusivity, the industry can unlock innovation, drive sustainable growth, and create a more equitable and thriving maritime sector for all.

Vilde Lyngstad Hageselle, Environmental Advisor and External Relations, Grieg Green & Chair of YoungShip Oslo 

This day is important to highlight women in the industry, a reminder to examine the barriers preventing women from entering the industry and address biases. The human desire to belong underscores the importance of an inclusive environment.  It is proven that organisations prioritising DEI are better equipped to navigate challenges, attract talent and generate revenue. Measuring progress requires a nuanced approach, taking into account differences between segments and regions. While some parts of the industry may witness underrepresentation of women, others may demonstrate a more ‘inclusive’ environment. I believe industry stakeholders play an important role in effecting change by e.g implementing initiatives, such as talent programs with predetermined gender ratios. When recruiting in Grieg (my employer), we make sure the group of potential candidates and the selection committee consists of both men and women. We also aim to have more women in technical positions onboard our vessels, where women are underrepresented. Concrete action is necessary to make a change. Additionally, women having access to mentoring opportunities is essential. These programs can not only equip women with the skills needed to navigate challenges but also serve as a support system in more demanding situations. Efforts from all stakeholders are important to realise a maritime industry that is truly diverse, equitable, and inclusive.

Harriet Hunnisett-Johnson, Head of Maritime, Signol

When I compare diversity in the maritime industry today to the situation a decade ago, it’s clear that we’ve made significant progress; there are more women sailing and more women in senior positions, and it’s now rare for me to find myself as the only woman in the room. But there’s still a long way to go. For all the excellent initiatives, women are still very much the minority onboard vessels, which means they are often treated differently or feel pressure to prove their worth. More generally, I believe that there needs to be much more focus on crew members’ wellbeing and understanding their individual needs, which is what true inclusion amounts to. For women, this might mean exploring better ways to dispose of sanitary products onboard, for example.  Ultimately, the more progress we make to support and include different people in our industry, the more we will be able to shift a dominant culture which doesn’t pay enough attention to topics like mental health, emotional wellbeing and effective communication. It’s already clear that there’s a shortage of seafarers, so proactively recruiting women and other minorities while improving the seafarer experience through inclusion initiatives is more urgent than ever.

Caroline Jupe, CEO, IMRF

The maritime search and rescue (SAR) community has made great strides to ensure the industry is less male-orientated and making sure that anyone can be a part of their local SAR service. Inclusion is vital for any SAR organisation, particularly as maritime SAR relies heavily on the dedication of its staff and volunteers so it is so important that we continue to improve the inclusivity of our industry. The IMRF is pleased to be a leading voice for inclusion in maritime SAR and we are proud to be hosting a specific DEI seminar in Greece later this year to promote this. Naturally there is still a great amount of work to be done to make maritime SAR truly inclusive but I am very proud of the progress that has been made in recent years.

Susanne Justesen, Director of Human sustainability, Global Maritime Forum

This year’s Women in Maritime Day feels especially important to me. I am really seeing strong momentum, real action, and passionate dedication towards diversity, equity, and inclusion. With our Diversity@Sea pilot project, we have 12 vessels from 12 different companies, each with a minimum of four women onboard (and several with ten or more), who are working closely together to make life at sea more inclusive and attractive to both existing and future generations of seafarers of ALL genders. This is real tangible progress, and it makes me incredibly proud.  

Güven Kale, Chief Clinical Officer (CCO), Clinical Psychologist, MHSS

As a psychologist working closely with seafarers, I have witnessed significant strides towards DEI within the maritime industry. However, there is still ample room for improvement. My key message to industry stakeholders on Women in Maritime Day is to go beyond mere acknowledgment of diversity and actively implement equitable practices. This involves fostering inclusive workplace cultures through policies that promote equal opportunities, provide support networks, and ensure fair treatment and advancement for all maritime professionals. By championing equity, we not only cultivate environments where every individual can flourish but also strengthen the industry as a whole. Let’s embark on this journey together towards a more equitable and prosperous maritime community.

Stella Kakouri, Manager, Health & Wellbeing Services, OneCare Group

As the world celebrates IMO International Day for Women in Maritime on the 18th of May, we acknowledge women’s roles in the industry, as well as their many achievements, both on board and ashore. Having a day dedicated to raising awareness on this hot topic, and the many challenges which still exist with gender equality, is a great way to promote the recruitment and retention of the employment of women in maritime, but a reminder that we still have a long road ahead. While the industry is evolving, for many female seafarers, their options remain limited. Faced with obstacles such as sexual harassment and unequal gender-pay, work still needs to be done to not only rid the stigma completely, but to give women worldwide the confidence to follow their dreams, and feel safe doing so. Diversity, equity, and inclusion should be of key importance to all industry stakeholders. Just like cultural diversity, gender equality should be at the forefront of what we do, making everyone, regardless of what they do in the organisation, feel equally involved and supported in all areas of the workplace. We need to strive towards an unconventional environment which allows for flexibility, equality, and trust for all. Everyone should matter; everyone should have the opportunity to thrive.

Aoife O’Leary, Founder and CEO of Opportunity Green and Director of the SASHA Coalition

At Opportunity Green we offer employees of any gender 26 weeks’ paid leave for any new baby; we include the salary on our job ads; we use blind hiring processes to help us rate people on their skills and we operate a 4-day week, allowing for more caring responsibilities without having to take time off work. While not every company can do all these things, and I appreciate paying for 26 weeks’ leave is hard, there are many simple things that most companies in the shipping space could offer, such as giving men more than statutory paternity leave and putting salaries on job ads. We know these things improve DEI. So my question to the parts of the industry not doing it would be, why not?

Irene Loucaides, Managing Director, Grow Sustainability Consulting

According to the UN, at the current rate, it will take 257 years to close the global gender pay gap. There has been progress over the last decades, but unfortunately the world is not on track to achieve sustainable development goal 5-gender equality by 2030. Organisations have a crucial role to play in accelerating the fair transition especially in male dominated industries such as shipping through setting up appropriate policies that promote diversity, equity and inclusion at all levels but also ensure these policies are respected and implemented. A career in shipping does not always mean onboard a ship. It can be equally exciting and rewarding as well as provide ample opportunities for personal and professional development ashore, and that needs to be addressed through awareness campaigns and capacity building programmes, making maritime professions more accessible and attractive to women.

Lotte G. Lundberg, Managing Director, Danish Maritime Fund

Representing the Danish maritime sector, I am not overwhelmed with the pace of the progress on gender DEI. Historically, The Danish Maritime Fund have provided grants to many projects and analysis work both mapping the status quo and issues and providing guidance to solutions. That ranges from commercial organisations’ initiatives on the subject over to supporting establishment of grass root initiatives and now institutionalized organisations like Women in Shipping in Denmark. Under the governance of ESG reporting maritime companies are indeed setting ambitious targets for the road to more gender balance. That is good if it is also measured and executed upon. So, I have hope, but it all boils down to building a proper pipeline of skilled colleagues, both on specialist levels and leadership levels.

Ingela Mandl, Director, Sales & Marketing, Oceanly

I am encouraged by the visible efforts being made in the maritime industry to empower women. It’s inspiring to see an increasing number of women stepping into leadership roles, taking the stage as speakers at major events, and actively participating as crew members on ships. These developments are positive indicators of progress in diversity, equity, and inclusion. However, while we celebrate these achievements, it is crucial to recognize that there is still much work to be done. My key message to industry stakeholders is to continue prioritizing and strengthening these initiatives, ensuring that the momentum not only continues but accelerates.

Claudia Paschkewtiz, Sustainability and Diversity and Inclusion, Columbia Group Director

DEI has become wonderfully important in recent years. Many companies are working intensively on the topic. It is important not to see DEI as a project, but to live it within the company. All employees must be involved. I am proud that we are doing this in the Columbia Group and that diversity is a core value for us. It is deeply rooted and clearly set out in our Code of Conduct. This also makes it very clear once again: “The Company is committed to providing equal opportunities to everyone, regardless of any differences.” DEI training courses, regular information/newsletters on the topic, and our mentoring programme for female cadets are a matter of course for us, to name just a few initiatives. On International Day for Women in Maritime, I would like to urge the maritime industry to embrace DEI together. We need this to be attractive to the younger generation. This is our common goal. Let us learn from each other, see what other companies are doing, and take inspiration from other industries. And listen! Listen carefully to what people need. That is so important. And my special message to my female colleagues in the maritime industry: Living DEI also means demanding it. You are well-trained, you have the knowledge, and you have the qualifications. If you want to take the next steps, don’t be afraid to do so and get started!

Silke Fehr and Cathrin Prikke, Co-Managing Directors, Top Glory Marine

Being satisfied with progress often implements the assumption that there is not much more change needed. To reach DEI’s goals completely in our industry, more openness and more change is needed. We have started to rethink and it is already noticeable that a change in mindset is taking place. We need to leave categories behind in the long term and encourage and reward innovation and commitment. We must continue to stand up for our values, because we can only achieve great results and maintain stability together and in a diverse way. We have made it when this issue is no longer an issue, because diversity, equity and inclusion no longer require measures, but are a certainty.

Florence Schurch, Secrétaire Générale, SUISSENÉGOCE

While acknowledging the small steps that are being taken by the maritime industry towards diversity, equity and inclusion (DEI), SUISSENÉGOCE recognizes that there is still much to be done to create a truly inclusive environment. On Women in Maritime Day, our message to stakeholders is to actively champion initiatives that increase representation and leadership opportunities for women at all levels. This fits perfectly with our association’s commitment to promoting fair business practices, including mentoring programs and proactively seeking out women for vacancies. By focusing on gender mainstreaming, we will not only empower women, but also foster innovation and equity, both of which are essential to our collective progress and continued success in the global business community. At a time of skills shortages, we can work together to dismantle barriers and cultivate a more inclusive industry and a prosperous future for all.

Stefana Sopco, Marketing Manager, PortXChange

On Women in Maritime Day, it is vital to reflect on the ongoing efforts to address Diversity, equality and inclusion in the sector; despite progress, diversity and gender imbalance persist in the industry, particularly with the lack of young women who have gained STEM qualifications. To address this, I would like to see the maritime sector put an even greater emphasis on encouraging young women to explore and gain qualifications within STEM, supporting them to progress within their careers and providing learning opportunities to grow and enhance their knowledge. True DE&I progress begins with nurturing and educating the next generation, fostering inclusivity from the outset, shaping a more vibrant, innovative and inclusive future for the industry.

Sue Terpilowski OBE, Founder and Managing Director of Image Line Communications, WISTA International Press Officer, Women in Transport Equality index lead, and Executive Committee Member of WISTA UK

Progress towards diversity, equity, and inclusion (DEI) in the maritime industry is commendable, yet considerable ground remains to be covered. While witnessing increased visibility of women within the sector is heartening, it’s imperative to acknowledge persisting gender disparities, particularly at the board level, senior leadership and representation at industry events. The presence of women in maritime isn’t merely symbolic; it’s pivotal for attracting and retaining diverse talent. To truly advance DEI, stakeholders must prioritise tangible support mechanisms for women seafarers, from inclusive facilities onboard to fostering allyship and amplifying women’s voices in industry forums. Let’s harness this Women in Maritime Day to recommit to meaningful change and inclusivity in maritime.

Dr. Michela Terrei, Psychologist, I.M.A. ASSESSMENT AND TRAINING CENTER, INC.

I acknowledge the strides made towards DEI. However, empirical data reveals that women represent only 2% of the maritime workforce globally. I think that stakeholders should embrace stronger strategies to encourage women in choosing a career at sea, starting by Implementing educational programs and awareness campaigns to challenge biases and systemic barriers that hinder women’s participation in maritime careers. Furthermore, the collaboration with industry stakeholders, educational institutions, and government agencies is indispensable to create supportive ecosystems that encourage women start this carrier. I deeply believe that diversity, equity, and inclusion are the power of every workgroup. I urge stakeholders to embrace a transformative mindset. Let us not merely acknowledge the presence of women at sea but actively empower them with dedicated projects. By dismantling stereotypes, implementing concrete support mechanisms, and cultivating inclusive cultures, we can unlock the full potential of women in maritime careers.

Erle Kristin Wagle, Director, Maritime Strategy and Business Development, Mintra

I believe the maritime Industry is making progress towards diversity, equality and inclusion, but we still have a long way to go. Women are taking more leadership positions, but the industry is still very much dominated by men. Attracting people with a broader and more diverse background will be a huge advantage for the industry in addressing the shortage of qualified marine personnel. Also, as we know, diversity breeds innovation. This is important, especially as many challenges related to the green shift will need to be overcome. A higher degree of autonomy, increased digitalisation and the introduction of new technologies will benefit from more diverse teams that will help bring creativity and new ways of thinking.

Dewi Wesselman, Project Manager ESG and digitalization, Damen Shipyards Group

While progress toward Diversity, Equity, and Inclusion (DEI) within the shipbuilding industry is commendable, there’s always room for improvement. On this Women in Maritime Day, my key message to industry stakeholders is clear: DEI isn’t just a checkbox; It’s about embracing the perspective and talent of every individual to drive innovation, enhance decision-making, and strengthen our industry’s resilience. Let’s focus on our efforts to create an inclusive maritime sector where all voices are heard and respected and everybody feels valued and empowered to contribute their best. Together, we can build a more sustainable and prosperous future for the maritime sector.

Sandra Welch, CEO, Seafarers Hospital Society

Maritime has a well-earned reputation as a thriving global industry that welcomes all — and there are many people working hard to make that vision a reality. Today is a great opportunity to celebrate the evidence of their success in certain sectors with improving gender parity and the increase in numbers of ship operators committing to evolving company culture. We are already en route, but recruitment alone is not our final destination — we want to achieve better retention, greater expertise, advancement and a long and thriving career for our people. But we cannot chart a course for improvement without clear guidance, and this is why SHS’ maritime-specific KPI toolkit offers companies the chance to gather clear and impartial data about seafarers and their choice to leave their current roles. By tracking this information through company-specific and anonymous industry benchmarking we can identify opportunities for further improvement and work to establish genuine and lasting change for our industry.

Amy White, Director, Medical Operations, VIKAND

As the Director of Medical Operations at VIKAND, I am honoured to be part of a leadership team that values diversity and inclusivity. Overall, the maritime industry is moving in the right direction in terms of diversity, equity, and inclusion, but as women leaders, we need to drive this mission forward until a diverse, inclusive workplace is the norm. It is essential for organizations to have visible DEI advocates who can inspire and empower others. I am proud to be associated with a company that contributes to setting a positive example for the maritime industry, and my hope is that more industry stakeholders commit to greater diversity and representation.

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.