The European Transport Workers’ Federation (ETF) has issued a strong call towards the EU to push for policy shifts to address the ongoing crises in the transport sector.
In a formal letter calling for close cooperation with the Chair and the whole Committee, ETF General Secretary Livia Spera outlined the analysis and demands contained in the Manifesto that the Federation adopted ahead of the EU elections. Central to these demands is the need to put workers at the core of EU transport policies, notably to reverse the severe labour shortage crisis that is currently plaguing the sector.
“The TRAN Committee has a crucial role to play in this and should dedicate a part of its activities to re-centre EU policy on workers”, said the ETF GS – adding that “this can only be done through continual dialogue with the ETF, which is the voice of five million workers in all transport modes”.
For the ETF, the starting point should be reassessing transport policies and their impact over transport sectors and its workers, on the modal shift, on infrastructure development and on governance of transport systems.
“We need an industrial policy for transport that makes the sector attractive to workers again,” the letter continues.
As for social protection, the ETF called for strong labour legislation and effective enforcement methods tailored to the specificities of transport, especially in the case of highly mobile workers operating across borders.
Regarding seafarers, officer supply shortfall has reached a record high and is not expected to improve, leading to manning cost inflation, according to the Manning Annual Review and Forecast 2023/2024 report by Drewry. Meanwhile, DNV had highlighted that attracting and retaining seafarers will be a challenge when it comes to implementing new onboard decarbonization-related technologies.
During the 2024 SAFETY4SEA Limassol Forum, Capt. Rohit Tandon, General Manager, FML Ship Management Ltd, Cyprus, focused on the subject of crew retention strategies for the maritime industry, presenting the following key points
Key factors leading to workforce attrition
- Physically demanding work
- Isolation and lack of work life balance
- Safety concerns
- Limited career progression
- Technological changes
Retention and performance strategies
- Competitive salary packages
- Skill development/career progress initiatives
- Safety and well being programs
- Employee assistance initiatives
- Training for adoption of new technology
