”We all need an ally sometimes, no matter who we are. There are many benefits of being an ally for you, for others and for the vessel.” ISWAN says in a recent guide for seafarers that aims to foster allyship within the maritime industry. Allyship means using your power, position, or privilege to uplift others.
One group for whom allyship can be particularly valuable is women seafarers who, especially on merchant vessels, regularly experience being the only woman on their vessel or team. More than any other group, women seafarers report experiencing harmful onboard behaviours including abuse, bullying, harassment, discrimination and violence (ABHDV) – including sexual violence. They are often treated as less knowledgeable or competent than they are, passed over or ignored for opportunities they have earned, and subjected to inappropriate remarks and attempts at humour that can leave them feeling excluded or uncomfortable.
Be aware of your own actions and how you are treating others – especially women. Listen to women colleagues with an open mind. Hear them out, be willing to believe them, and see if you can empathise, even if their experience is different from your own
..ISWAN stresses in the guide and suggests the following good practices for everyone to support allyship:
#1 Treat every colleague – including your women colleagues – like the professionals they are.
Assume that they have the same skills and abilities as anyone of their rank. Do not assume that women cannot or will not do certain work tasks on the vessel.
#2 Try to understand how your own background affects the way that you relate to others.
Keep in mind that some language, behaviour or jokes that may be appropriate or funny in one cultural context, e.g. about sensitive topics like sex, gender, religion or politics, might be unfunny or even considered offensive in another context, including on board your vessel. When you are in a new
setting, take some time to figure out what is appropriate and what is not.
#3 Be aware of your own actions and how you are treating others – especially women.
We all know and have worked with individuals who think they are tough and better than those around them and try to show it by belittling others. Don’t be that person
#4 Assign tasks and evaluate performance based on clear, relevant criteria and quality of work
Do not base your evaluation on sex or gender
#5 Ensure that on-the-job training on board is available to everyone who needs it
Both men and women.
#6 Listen to women colleagues with an open mind.
If you listen and act in good faith it will be appreciated by all your colleagues.
#7 Challenge, and do not participate in, banter, gossip, or rumours that cross a line and are unkind, harmful or exclusionary.
If you are uncomfortable with it, others almost certainly are as well. If you are unsure if others are bothered, just ask them.
#8 Speak up when you see or hear inappropriate language or behaviour.
Just because someone else is louder or more insistent, it does not mean that they have the right to make others unhappy or uncomfortable.
#9 Look out for and support each other.
If you can, back each other up in reporting ABHDV behaviours. If you are unable to do that you can still always listen and offer your personal support. Having a relationship that is friendly as well as professional is both possible and beneficial for men and women.
#10 Be sensitive to and respectful of your crewmates’ space and boundaries.
Ask permission before entering someone else’s office, cabin or other personal space. Pay attention to body language and other cues about when crewmates may not be open to a conversation or other social interaction.
