The latest report from the Diversity Study Group (DSG) recommends that maritime business leaders focus on real workplace experiences, stakeholder expectations, and the practical benefits of inclusive working environments, rather than reacting to political noise.
The recommendations are central to DSG’s new paper, Staying True to Your Inclusion Compass, which explores the challenges maritime leaders face regarding DEI initiatives. The paper highlights perceived threats, cautions against reactive decision-making, and advises leaders to maintain their commitments despite shifting global attitudes.
Key insights
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DEI is changing, not disappearing: While political and public pushback against DEI initiatives has grown—especially in the U.S.—a global perspective reveals continued positive progress and attitudes toward DEI.
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Understand the shifting DEI landscape: The maritime sector’s diverse and global nature means regulatory requirements vary. Some regions are increasing DEI mandates, while others are scaling back.
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The business benefits of DEI: Organizations with strong, inclusive behaviors and practices benefit from improved employee engagement, talent attraction and retention, and enhanced physical and psychological safety.
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DSG’s Annual DEI in Maritime Review 2024 found that, among 3,000 shore-based staff, personal development conversations with managers significantly impacted employees’ sense of belonging at work. Those who had such conversations felt more able to be themselves (87% vs. 66%), speak up (84% vs. 58%), and contribute meaningfully (85% vs. 54%).
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Among 5,000 seafarers surveyed, those without DEI training were 25% more likely to experience sexual harassment, 67% more likely to feel psychologically harassed, and more than twice as likely to face discrimination.
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According to the report, maritime companies are undertaking annual reviews of their DEI strategies but are not discarding them. Leaders recognize that people are key to addressing challenges such as technology, environmental regulations, decarbonisation, and the need for innovation. They understand the importance of attracting and retaining a broad range of talent, both at sea and ashore, to solve these challenges and keep their organizations competitive. This is a time to hold steady, face risks head-on, and manage them—avoidance will only take you so far.
When things are going well, average leadership can still get results. But when uncertainty, market pressures, competitors, and attacks on organizational culture arise, we need leaders with the professional skill to navigate turbulent waters.
Practical advice for maritime leaders
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Revisit DEI strategies: Now is the time to reassess DEI strategies to ensure they remain relevant and effective.
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Recognize the shift in language: Many organizations are reframing the conversation around ‘belonging’ or ‘inclusion,’ which resonates more positively than politically charged terms like ‘diversity.’
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Use data to drive DEI decisions: A data-driven approach helps demonstrate the tangible benefits of existing DEI initiatives and removes political bias from the discussion.
