9 ISSUE 12 | MARCH-APRIL 2025 I N T E R V I EW concerns and outdated perceptions about women’s capabilities in traditionally male-dominated roles create further obstacles. S4S: What are three (3) key things you think are important to succeed as a woman in the maritime industry? Cl.P.: Confidence to challenge outdated norms, strong mentorship networks to navigate career growth, and continuous learning to stay ahead in a rapidly evolving industry. At Columbia, we actively support these through leadership training, bias training, and professional development initiatives. S4S: What challenges did you personally face as a woman in the maritime sector, and how did you overcome them? Cl.P.: I have been in the maritime industry since 1989. I am pleased that the industry has developed a new outlook with regards to recruitment of people of all faiths, religions and backgrounds and I believe we are on the right track. I have learned that things sometimes take time and that even small steps can be a success, because they also move us forward. You need to build up stamina. Also, a strong body, with regular sport activities and endurance training as well as mental training, helps me personally. S4S: Are there specific regions or sectors within maritime that are leading the way in gender diversity? What lessons can others learn from them? Cl.P.: Northern Europe and select shipping companies with strong DEI frameworks, like those supporting the Diversity Charter, are setting benchmarks. Their proactive policies, transparent career progression paths, and commitment to mentorship offer valuable lessons for the wider industry. S4S: What initiatives related to diversity and inclusion would you like to see in the workplace both onboard and ashore? Cl.P.: Expanded mentorship and sponsorship programs to help women advance, along with bias training and anti-harassment policies that create a safer, more inclusive work environment. Additionally, more companies should implement flexible work policies to support career sustainability for all employees. S4S: How can companies create mentorship programs that are truly impactful and sustainable? Cl.P.: Mentorship programs should be structured, long-term, and accessible to all employees, with a clear focus on leadership development. Companies should also match mentors and mentees strategically, ensuring crossgender mentorship opportunities to challenge biases and create stronger career pathways. S4S: What advice would you give to young women aspiring to join the maritime industry today? Cl.P.: Entering the maritime industry is absolutely the right decision. An international, interesting field awaits you. The focus now is on new technology and digitalization but don’t forget the human element. It is so important that the people are at the heart of everything a company achieves. That is one of the reasons why I have been working for the Columbia Group for over 33 years. We combine the human element as well as people’s expertise with cutting-edge technology to achieve operational excellence. S4S: If you could change one thing across the industry from your perspective, what would it be and why? Cl.P.: I don’t think there is any one thing that needs to be changed. When we look at the backward trends shown by some governments and companies, especially with regards to diversity and inclusion, I hope the industry does not give up on its values and continues to embrace people from all backgrounds wholeheartedly. S4S: What message would you like to share for International Women’s Day about the future of women in maritime? Cl.P.: Ladies, if you do want to move forward on the way to success, don’t wait to be asked. Be active! Obtain the knowledge and make sure you are great at networking. Remember that authenticity and empathy will be a valuable supporter during your career so like what you do, like yourself and stay human!
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