Nautilus: Less talk and more walk on seafarer recruitment and retention

The research shows that most factors highlighted in the scientific literature can be interpreted as falling within three broad complementary themes: job satisfaction, career progression and good working conditions; respect, involvement and commitment of the employer; and provision of adequate communication facilities.

Good employment, working and living conditions, opportunities to advance one’s career, and the possibility to keep often and regularly in touch with family and friends are recurring themes. The findings show a broad consensus that to recruit the quality workforce they need, employers must demonstrate in practice to seafarers that they genuinely value them and recognize their contribution.

The maritime industry is facing a global shortage of seafarers, which threatens the smooth operation of the shipping industry and the global supply chain. A recent industry survey (Nautilus Federation 2024) on securing a just, equitable, and human-centred future for maritime professionals in light of technological change highlights seafarers’ concerns regarding the impact of new technology on their jobs, working conditions, and pay.

The industry needs to be proactive in this respect and not merely reactive. It must promote the maritime industry as a rewarding and attractive career path, where seafarers play a key role. Seafaring should also offer opportunities for travel, adventure, and personal growth rather than be perceived primarily as a stressful, high-risk occupation.

The table below sums up the interlinked dimensions and many factors influencing the recruitment and retention of seafarers from a seafarers’ perspective:

Beyond branding and marketing campaigns, several measures can be taken by employers, with the help of trade unions, to promote the recruitment and retention of seafarers, including:

Enhance working conditions and quality of life for all seafarers

• Improve pay and benefits packages. Support collective bargaining. Ensure that seafarers are compensated appropriately for their skills and experience, providing permanent employment and comprehensive benefits packages, including healthcare, retirement plans, and paid leave.

• Improve onboard living conditions. Provide comfortable and safe accommodations for all seafarers, including cadets and trainees, nutritional food, access to recreational facilities, and opportunities for social interaction and relaxation.

• Address workload and stress issues. Implement measures to reduce workload pressures, reduce working hours, increase rest periods, and promote a culture of mutual respect and work-life balance (including shorter stays on board and more paid holidays). Provide support services for mental health and well-being. Improve social connectivity through free and unlimited high-speed internet, allowing contact with home via video, email, and telephone.

• Maximize hygiene and medical care on board for all seafarers, including women, and prevent work-related accidents. Implement a holistic approach to hygiene and sanitary product provision and disposal and ensure regular use of personal protective equipment (PPE) to minimize exposure to hazards.

Improve recruitment and training practices

• Establish strong partnerships with maritime training institutions. Collaborate with vocational schools and universities to develop high-quality maritime training programs that meet industry standards and attract recruits.

• Enhance outreach to potential seafarers. Engage with high schools, vocational centres, and minority communities to promote seafaring careers and provide guidance on training opportunities.

• Streamline the recruitment process and provide a true service to seafarers. Simplify and expedite the application and onboarding process for seafaring jobs, reducing administrative burdens and delays, and assisting seafarers throughout the process.

• Implement career advancement pathways and opportunities for lifelong learning and training. Training and retraining must be conducted during work hours, with costs borne by the employer. Implement clear officer and leadership career pathways, highlighting the competitive salaries they command.

Promote diversity, equity, and inclusion in the maritime workforce

• Encourage women and individuals from diverse backgrounds to pursue seafaring careers. Actively recruit and support new talents in maritime training programs and employment opportunities.

• Create a welcoming and inclusive workplace culture. Foster a positive and respectful work environment that embraces diversity and values all seafarers’ contributions.

• Address barriers to entry for women and underrepresented groups. Identify and eliminate obstacles preventing them from accessing maritime training and employment opportunities.

Engage with international cooperation and collaboration

• Support international initiatives to address the seafarer shortage. Collaborate with trade unions, the International Maritime Organization (IMO), the International Labour Organization (ILO), and other relevant bodies to develop and implement effective seafarer recruitment and retention strategies.

• Share best practices and promote knowledge exchange through European and international representative organizations of employers and trade unions. Encourage the exchange of best practices in seafarer recruitment, training, and retention among maritime nations and industry stakeholders.

• Address regulatory and administrative barriers to seafarer mobility through European and international representative organizations and trade unions. Actively engage in initiatives to harmonize standards to facilitate the movement of seafarers across borders and shore leave.

By implementing these measures, the maritime industry can take significant steps to address the seafarer shortage and ensure a sustainable and resilient sector for the future. However, it is not up to social partners alone to support job creation, recruitment, retention, and training of seafarers. While this paper has focused on what the industry can do to respond to seafarers’ expectations, national governments must also provide an enabling environment in which the shipping industry can offer training, employment, and decent work.

National governments must change their approach to ensure that favourable fiscal treatment directly supports employment and training. A recent study by the International Transport Forum of the OECD (ITF 2023) emphasizes that governments must enforce the “genuine link” between state and ship required by the United Nations Convention on the Law of the Sea in their shipping registries, including open and second registries, to improve both safety and labour standards.

Continuous work is required from all stakeholders to ensure that maritime policies effectively support the seafaring profession and encourage young people and new talents to consider a career at sea. In light of the challenges still faced by seafarers and the maritime industry, continuous efforts to ensure sufficient skilled seafarers must be connected to addressing decent work and guaranteeing fundamental principles and rights at work in the sector, along with adequate labour and social protection.

We hope this will be the last report of its kind, as we have spent many years discussing the recruitment and retention crisis. This study shows that we have the answers: the time now is for action,

… said Nautilus Federation coordinator Danny McGowan.