First ‘Women in Search and Rescue’ survey shows more needs to be done

Despite progress in attracting women into the maritime search and rescue (SAR) sector, more still needs to be done, according to the results of an IMRF survey unveiled on the occasion of the International Women’s Day.

The #WomenInSAR survey, being the first of its kind in the sector and supported by Trinity House, attracted more than 1600 participants from women and men in 48 different countries since October 2020, aiming to explore the challenges and barriers faced by women in maritime SAR, along with their personal aims, any experiences of discrimination, and factors affecting recruitment and retention.

Male dominance remains a fact in the maritime sector in general and maritime SAR is no different. This can have an indirect discriminatory effect, for example in terms of the facilities and equipment provided. Many of the respondents said that ‘you need to see it to be it’ – there are still not enough women in senior roles, or not enough pictures of women in SAR recruitment, training and promotional materials – perpetuating the myth that SAR is just for men. As one respondent said: ‘We don’t need men or women – we just need crew,

…said Theresa Crossley, CEO, IMRF.

For the majority of women who responded to the survey, the reasons for becoming involved in SAR were generally the same as for male respondents and a significant majority of women questioned did not report any experience of direct gender discrimination.

However, a significant minority of women respondents reported that issues related to both direct, or indirect, gender discrimination were among the most challenging aspects of their SAR work.

Quite a few women still felt the need to outperform men to be taken seriously.

Survey conclusions

1. There was a good response to the survey in terms of numbers of individual responses, but 90% of the responses came from northern Europe and North America. We should therefore be cautious about generalising more widely.
2. For the great majority of women respondents, the reasons for becoming involved in SAR and the most rewarding parts of their SAR experience are the same as those usually cited by men. However, issues related to gender discrimination were reportedly seen as being among the most challenging aspects of their work for a significant minority of women.
3. Many respondents emphasised that most male colleagues are supportive, and that things are generally getting better.
4. Many respondents, both female and male, do not support affirmative action. They argue for gender-blindness in recruitment processes and gender neutrality in the workplace.
5. Male dominance remains a fact in many SAR teams and this can have an indirect discriminatory effect, for example in terms of the facilities and equipment provided. The survey responses indicate that a disappointing level of gender discrimination still exists in some quarters.
6. Some women felt that they needed to outperform their male counterparts in order to be accepted as equals.
7. Gender discrimination can result in a sidelining or under-use of women’s capabilities, their frustration and, in some cases, their loss to the SAR services.
8. A perception of SAR jobs as being more suitable for men; resistance from existing male staff; women not knowing that these jobs are there for them; and concerns about family life, childcare in particular, were considered important barriers by both male and female respondents.
9. A lack of adequate toilet, sanitary, showering and changing facilities, and a failure to provide personal protective equipment appropriate for women, or to consider women sufficiently when designing equipment, were reported by a significant number of respondents.

Improvements

• Recruiting women required concomitant action on providing suitable facilities and equipment and equitable working conditions.
• Mentoring and other in-post support schemes such as‘buddying’were widely thought to be beneficial. Having female role models was thought significant by both women and men.
• Equality of opportunity and flexibility of work patterns were cited as important to both recruitment and retention, particularly of women.
• All potential recruits should be able to feel that they would receive all the training that they need. There was evidence from this survey that this is a particular concern for women.
• Inclusivity in internal and external communications, advertisements, public relations material, and outreach programmes and events was very important to overcoming perceptions that‘SAR is for men’or any tendency in women to under-value the contribution they might make.
• Recruitment drivesthatfocus on women or which emphasised male/female equality in SAR were regarded asthe mostimportantstepsthat could be taken to encourage more women into the SAR sector.
• Attention should be given to diversity and equality education for all staff.

The survey is part of the IMRF #WomenInSAR initiative, launhced in June 2019, aiming to increase the representation of women in maritime SAR and provide support for women and girls involved in the sector. The results of this survey seek to help the IMRF to focus its efforts on improving awareness of, and access to, the opportunities available to women in maritime SAR.

Over and over again, it’s been proved that organisations with an equal balance of men and women are more successful. Maritime SAR has been traditionally a male preserve. Although much has changed over recent years, we’ve still got a way to go. Gender diversity makes sense on every level – we need to make it happen. We’re ‘choosing to challenge’ the perceptions and aiming for equality,

…concluded Mrs. Crossley.

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