In the recently published InterManager’s General Principles of Conduct and Action, the Association emphasizes on eradicating prejudice and discrimination in shipping on characteristics such as Race, Gender, Age, Religion/belief, Sexual orientation, Pregnancy and Disability – to ensure fair treatment and equal opportunities for all.
InterManager’s General Principles of Conduct and Action set the collective principles that all InterManager members should follow and is regarded as vital to their success in reaching the highest standards of ship operations and crew management.
The following suggested KPIs aim to acknowledge that unity in Diversity outperforms unity in similarities and thus recognise, respect each other’s differences and embrace a diverse environment with a wide range of backgrounds and mindsets. By promoting inclusion, they create an environment where everyone feels welcomed and valued, ensuring that individuals, or groups, are not treated less favourably because of their protected characteristics.
In that regard, InterManager includes the following actions:
- Management system, supported by appropriate staffing and procedures, to promote Diversity, Inclusion and Equal Opportunities and manage compliance with MLC.
- Mandatory cultural awareness, diversity and inclusion, emotional intelligence, social dynamics training and mentoring plan is available for Shore and Seagoing personnel aiming to facilitate cultural competencies.
- “Declaration of employees/seafarers’ rights” included to employment contracts which must be signed as “read and acknowledged” by the newcomer.
- Code of Conduct including Diversity, Inclusion and Equal Opportunities valuing Shore and Seagoing personnel by respecting their human rights, complying with the MLC and all applicable legislation.
- Anti-discrimination enforcement: Zero tolerance to discrimination verified by internal audits, surveys, visits, whistleblowing, disciplinary actions and ensured confidentiality.
- Recruitment, promotion and career development are based on merit (qualifications, skills, talent, motivation, potential, fit for duty, etc.) regardless of any protected characteristic or relationship.
- Shore and Seagoing personnel’s career and promotion support is provided through identification of individual training for the development of the necessary technical and behavioural competencies.
- Procedures, plans and practices that promote visible leadership, teamwork, respect and fair treatment and aim to continuously improve trust from Top Management to all levels/ranks of personnel.
- Recruitment and promotion of female seafarers is actively encouraged through policies and recruitment plans. Guidelines to ensure gender equality and protection are in place. Female seafarers’ empowerment is achieved through special forums, communications, mentoring, training and relevant industry information sharing regarding.
- Equal pay for equal work value is guaranteed (same position/rank/responsibilities, same pay) through crewing, human resources and accounting record verification.
