Wista ’40 by 30 Pledge’: Key solutions for enhanced diversity

Since then, many organizations have signed the pledge and has gained significant traction among the Norwegian leaders in the ocean industries. Last year WISTA Norway released a first report including hurdles and challenges with regards to diversity as well as solutions to move forward.  The challenges and opportunities fall into four key areas: Measurement, Awareness, Culture and Programs and Policies.

Following an analysis of the barriers, the report explores which solutions actually work within these four key areas.

Measuring diversity – best practices

According to the first edition of the Wista 40 by 30 pledge report, the following best practices have been identified for measurement: 

1. Introduce the goals as KPIs to the entire leadership and organization
2. Employ recognized diversity index tools to measure diversity, such as the She index.
3. Measure work satisfaction, inclusivity, work culture, and attitudes toward diversity within your organization annually.
4. Share your progress by publishing data on diversity on your websites, annual reports, and marketing materials

Be aware of diversity – best practices

According to the first edition of the Wista 40 by 30 pledge report, the following best practices have been identified for awareness: 

1. Industry bodies have databases with resources for potential talent to explore opportunities and career paths.
2. Increase interest in the industry amongst school children and young adults by highlighting possible career paths and raising the profile of impactful role models.
3. Actively communicate the company’s intention to recruit and develop female talents.
4. Visibly engage with target audiences via the media channels they use.
5. Participate and raise awareness of opportunities at relevant career fairs and open days

Build a culture of diversity – best practices

According to the first edition of the Wista 40 by 30 pledge report, the following best practices have been identified for culture: 

1. The goals for culture, attitudes and behaviour needs to be owned and demonstrated by top management.
2. Male staff should be involved in all initiatives taken related to diversity.
3. Diveristy needs to be on the agenda at all industry events.
4. Drive a cultural shift through D&I training & awareness
5. Develop a network for female seafarers and underrepresented groups in your organization to foster belonging & support.
6. Create flexible work places and routines for the entire workforce
7. Deal with unacceptable behaviour firmly and fairly.

Implement policies – best practices

According to the first edition of the Wista 40 by 30 pledge report, the following best practices have been identified for having a program and related policies:

1. Ensure an adequately balanced pool of candidates and interview panels in recruitment processes.
2. Ensure diversity at all events (minimum 40% on the stage!)
3. Offer leave & shorter contracts for those at sea to new parents
4. Provide more structured follow-ups for female seafarers and others from under-represented groups
5. Set up industry partnerships with educational institutions.
6. Offer shore-based positions where sailing experience is an advantage
7. Provide better facilities at sea with designated changing rooms, and laundry times, and waste management in regards to menstruation.
8. Develop in-house leadership trainee programmes.