CONVERSATIONS WITH SHIPPING STALWARTS:
President of World Maritime University Prof Maxino Meija Jr and more.
Featuring Capt Arvind Shankar, Mrs. H K Joshi, and more.
Dear Readers,
As we celebrate International Women's Day on March 8th, I am delighted to introduce the March edition of She of Change, our digital magazine dedicated to amplifying the voices and stories of women around the world.
This year, the theme of International Women's Day, as designated by the United Nations, is "Invest in Women: Accelerate Progress." It's a powerful reminder of the pivotal role that investing in women plays in driving societal and economic advancement globally.
In this edition of She of Change, we have my own mentor Karin Orsel on the cover. Karin is the most humble and down-to-earth person I know despite her many achievements She is one of the women who believes in empowering other women and lifting them up on her shoulders. She has helped pave the way for so many women, and we all need to follow her lead
She has many firsts to her credit but remains determined to widen the road for other women to follow in her footsteps
As founders of She of Change, we are committed to using this platform to champion gender equality, amplify women's voices, and spark meaningful conversations that lead to positive change. We invite you to join us on this journey of empowerment and progress.
Thank you for being part of the She of Change community Together, let's invest in women and accelerate progress toward a more equitable and inclusive world.
Regards,
Sanjam Sahi Gupta
Dear
To commemorate International Women’s Day, this edition of She of Change pays tribute to the exceptional women who work in the maritime industry, by highlighting their bravery, leadership qualities, and courageous spirit in overcoming challenges both on land and at sea to pave the way for a better future in their respective field.
Our cover story features Karin Orsel, one such exceptional woman who blazed a trail in the shipping industry through unwavering perseverance and diligence. Her story is truly inspirational and well worth-reading.
Also featured in this edition is another remarkable woman Mrs H K Joshi, ex-CMD, SCI who received the Maritime SheEO Lifetime Achievement Award. Her journey in the maritime industry is also very inspiring and motivating
Our regular feature Pilot Diaries, presented by Jeanine Drummond, introduces a young marine pilot from South East Alaska.
Additionally, some of the stories and interviews in this issue are focussed on shipping companies and organizations, such as SAGT, Seaspan, and Maersk the Maritime SheEO 2023 Award winners—that showcase their best practices and policies for advancing sustainability, diversity, equality, and inclusiveness.
We have also published an interview with the new President of WMU, Prof Maximo Q Mejia JR
Other interesting articles that you might enjoy reading include La Guajira's potential as a maritime tourist hub, Key Aspects that Contribute to the Purpose of the Blue Economy, Empowering Women in Ship Recycling for a Sustainable Future, and prize-winning essays by cadets.
Some other articles and write-ups in the magazine are also very informative and we hope you will find them of value
And let’s not forget to read the very heartwarming interview with Lori Stephens who describes her time spent onboard the M V Logo Hope which serves as a floating book fair and brings hope to communities around the world
Regards,
In the dynamic evolution of the maritime industry, the ship recycling sector is poised for transformative change, with a forthcoming emphasis on gender equality and women's empowerment. Traditionally characterized by labour-intensive operations, this pivotal industry has long overlooked the invaluable contributions of women
Creating an environment where women will thrive in ship recycling is a strategic move, unlocking untapped potential for industry advancement. Collaborative efforts among stakeholders will be crucial to establishing a setting that allows women to meaningfully contribute to the sector.
Women's involvement in ship recycling will be an economic catalyst, fostering substantial growth Embracing gender diversity will emerge not only as a matter of social equity but as a prudent economic choice that will propel local and national economies forward
Crucially, women can play a central role in ensuring occupational safety within ship recycling facilities. Their meticulous attention to detail, adherence to safety regulations, adept risk management skills, commitment to safety training and education, emergency response capabilities, and promotion of safety culture will collectively contribute to safer working conditions This involvement will be indispensable for upholding the industry's reputation and attractiveness to skilled workers.
In administrative and management roles, women can emerge as linchpins in the efficiency and streamlined operations of ship recycling companies. Their organizational prowess, effective communication, resource management skills, problem-solving abilities, team-building acumen, leadership qualities, commitment to quality control, and focus on sustainability will position them as invaluable assets. Their contributions will not only meet industry standards but also adapt operations to the evolving demands of the sector.
Women's presence in ship recycling will be a catalyst for environmental awareness and the adoption of eco-friendly practices. Their commitment to sustainability, meticulous attention to compliance, leadership in waste management and recycling, exploration of alternative technologies, and dedication to reducing environmental impacts will contribute to a cleaner and greener ship recycling industry.
The critical importance of gender equality and inclusiveness in ship recycling will extend beyond social justice; it will be a strategic advantage that benefits the industry, society, and the environment. By embracing women's roles in ship recycling, we will tap into their skill and expertise, empowering them to play a pivotal role in shaping a more efficient, safer, and sustainable industry This journey towards equality, efficiency, and sustainability will promise collective enrichment for all involved.
Alison MacDougall, Subsea7’s HR Director for Projects and Operations, made a presentation at The Maritime SheEO Conference, in Mumbai, at the end of last year Subsea7 was proud to be a Diversity Partner at the event As we celebrate International Women’s Day 2024, we have continued the conversation about diversity, in particular, women in maritime
Why is diversity such a key focus area for Subsea7?
What makes us different, or ‘diverse’ shouldn’t define us, it just shouldn’t matter – our success as a team is built on merit and our achievements – not where we come from, or how we identify, or even what we look like.
We believe that everyone has the right to be treated fairly, with dignity and respect, and to have equal opportunities in a supportive, friendly, and inclusive environment, free from all forms of discrimination.
At Subsea7, we recognise that having a diverse team makes us a better, smarter team Diversity is something we value and regard it as key to our success Diversity also helps us to adopt new ways of thinking and celebrate the wide range of skills that help us continually challenge the status quo and inspire innovation. It is recognised that inclusive and diverse environments help to foster creativity, improve decision-making, and introduce new ways of thinking.
How do you celebrate and acknowledge your people within Subsea7?
Our overarching commitment to our people is
to ensure that we have a culture in which we can all work and thrive– it is our Being7 promise.
Being7 celebrates our triumphs and brings us together It is underpinned by our three pillars:
A career you can be proud of: Contribution to the continuous evolution of lowercarbon oil and gas, and helping in enabling the growth of renewables and emerging energies
An incredible journey: We are part of the journey that makes possible the global delivery of offshore energy that the world needs.
An environment where you can thrive: We recognise that a great place to work stems from the relationships we have with the people around us. We are a team that celebrates and values diversity and who empowers our people to bring their real selves to work.
This year’s UN Theme for International Women’s Day is ‘Invest In Women: Accelerate Progress’. How are you helping your female mariners to accelerate their progress at Subsea7?
No two careers at Subsea7 are the same. Wherever you are within the business, whatever you do, if you have passion and drive, we empower our people to achieve their career ambitions and reach their full potential
Some people know exactly what their career aspirations are, and others may still be undecided, however, the key to success is a springboard that makes it possible for each team member to develop a culture of feedback, and to help bridge the gap between current skills and future roles they aspire to.
We aim to lift each other, push each other to go further, and celebrate each other’s successes. Onshore or offshore, we embark on a journey of opportunities, continuous learning, and development.
An integral part of what we do at Subsea7 is to encourage our people to take ownership of their careers and meet their full potential.
Second Officer, Zuza states: “I’m very proud to work at Subsea7. The organisation allows me to grow and develop and I have opportunities to work in a diverse environment ”
Nina, a captain adds: “Being promoted to Master Mariner was the highlight of my career. It felt great to achieve my goal and it was the result of hard work and experience working around the globe on many different vessels ”
JEANINE DRUMMOND MANAGING DIRECTOR AND PRINCIPAL MARINE ADVISOR AT INTEGRAL MARITIME, AUSTRALIA
Maritime SheEO Marine Pilots is a community of nearly 80 women marine pilots from over 20 different countries around the world
These marine pilots connect regularly online and in chat groups over the marine pilotage work they do and in settings often similar to workplaces where there are often small, yet growing numbers of women If you are interested in learning more about this community, please click here.
In this edition, I am delighted to be introducing you to yet another remarkable marine pilot This time, it is a young woman born and raised in Alaska who found her way into the maritime industry through resourceful conversations and experiences in her hometown.
These random introductions at high school, can be the very early seeds that get planted and over many years, grow into adventures, experiences and greater opportunities that deliver this wonderful industry such interesting people. Katie’s own journey to pilotage at a young age has been with long term vision and commitment to her learning and professional development, while also providing service to her country.
I am always delighted through our Maritime SheEO Marine Pilot community to get to know and learn more about every woman pilot that joins us, as everyone has a unique, interesting, and inspiring story to share about their maritime journey.
It is even better when members of this pilot community travel the world, for work or pleasure as there is often an opportunity to cross paths with a member in faraway lands and meet in person This month I am looking forward to meeting Katie in person and learning more about the incredible maritime journey she has enjoyed and shared with you in this article.
Wishing you all safe seas until next time, Captain J9.
My pilot diary began at the age of 16, in my hometown of Valdez, Alaska, My dad, who was a high school shop teacher, had a local Tanker Captain speak to his students about maritime career opportunities.
The captain had attended the United States Merchant Marine Academy in Kings Point, New York, and he shared a fact that made my dad’s ears perk up: tuition was free!
The next time the captain’s ship docked to load crude oil in Valdez, he brought me aboard for a tour. I don’t remember much about that ship, but when I heard about the money, time
off, and travel, my ears perked up, too. So, despite a maritime background limited to salmon fishing from my family’s eighteen-foot boat and a tedious application process requiring a Congressional nomination, within a few months, I had received an envelope from the federal government containing an acceptance letter and a one-way plane ticket to New York.
During my four years at Kings Point, I spent four months on a container ship sailing between Northern Europe and the US East Coast, four months on a Military Sealift Command tanker/ ammo carrier providing underway replenishment to US Navy vessels in the Far East, and four months on an oil tanker delivering Alaskan crude to the US West Coast.
These vessels were my first exposure to marine pilots – leading them to the bridge from the ladder, making their coffee, asking their full names for the ship’s log… but I was focused on my sea projects and seeing the world, so it never occurred to me to picture myself in their shoes
Besides, none of them looked anything like me.
Just before beginning my senior year at Kings Point, I found out I needed fourteen more sea days in order to sit for my Third Mate Oceans Unlimited exam the following spring.
I was homesick for Alaska and found an opportunity on one of the Alaska Marine Highway state ferries – passenger and vehicle roll on/roll off vessels that connect thousands of miles of Alaskan communities between Dutch Harbor, Alaska, and Bellingham, Washington
My two weeks onboard flew by – it was June in the land of the midnight sun and I was surrounded by a crew of fellow Alaskans, many of them women, who did not bat an eye at my pursuing a career at sea. The 408foot ship was over fifty years old and rich with Alaskan history.
We made twenty-six port calls each week to eight picturesque coastal villages between Skagway, Alaska, and Prince Rupert, British Columbia – meaning there were narrow channel transits, dockings, and undockings at all hours of the day and night.
The best part was all of these maneuvers were performed by the deck officers onboard. We did not need to board pilots because these officers had earned their federal pilotage credentials by providing proof of observation and drawing the nautical charts from memory.
Compared to the stifling safety culture, foreign personalities, and lack of ship handling opportunities I had experienced onboard container ships especially oil tankers, the Alaska Marine Highway seemed like a lot more fun
So, in June 2014, two weeks after graduating from Kings Point with my Third Mate license, Bachelor’s Degree, and Commission as an Ensign in the US Navy Reserve, I was walking aboard an Alaska Marine Highway vessel for my first job as a deck officer.
I soon learned it wasn’t always fun (December in Alaska can be quite different from June), but it was worthwhile, and with a fleet of eleven ships I had as much work as I wanted.
By 2018, I had earned my Chief Mate Oceans Unlimited and my federal pilotage for every ferry route in US waters between Kodiak, Alaska, and Bellingham, Washington. This required drawing around sixty nautical charts from memory and writing extensive route descriptions to the satisfaction of the US Coast Guard, allowing me to serve as the officer in charge of the navigational watch in pilot waters.
In 2019, when I heard the Southeast Alaska Pilots Association was offering a public exam for prospective candidates, I decided to sign up. I knew because I only had Chief Mate experience, not Master, I would be required by
the State of Alaska to undergo a four-year training program and would not be licensed as a deputy (limited tonnage) pilot until 2023 at the earliest. I also knew this training program was unpaid and that I’d already fulfilled many of the requirements (obtaining Southeast Alaska federal pilotage) so I would continue sailing during those four years and complete training maneuvers during my vacation weeks
After that, it would be another three years until I was a marine pilot (unlimited tonnage) and a full member of the association. That year would be 2026, and I’d be thirty-three So, despite the fact I did not feel ready to pilot a 150,000 GT cruise ship (or anything else larger than a ferry, for that matter) at twentysix in 2019, I thought I might in seven years.
I also thought I might want to have children in my thirties, and when I looked around at the ferries, I saw some women, but no mothers Almost every man I worked with was a father, though. It seemed to me the two weeks on/off schedule and lack of paid maternity leave made pregnancy and breastfeeding impossible
The pay also wasn’t enough to comfortably support a one-income family, meaning my husband (an engineer classmate from USMMA) could not stay home to provide care while I was away
While I loved servicing the communities of Alaska and being part of a crew, when I looked down the long and arduous road to becoming a marine pilot, I saw it led to pay that could support a stay-at-home or part-time spouse, less time away from home, and more time off. When I woke up at thirty-three, which position did I want to be in?
So, after passing the written and simulator exam, I was accepted into SEAPA’s training program. Four years later, after countless hours aboard cargo and cruise vessels – first observing, then conducting assisted maneuvers, then conducting assessed, unassisted maneuvers – I was licensed as a 50,000 GT deputy marine pilot in January 2023. Since commercial logging has dwindled, winters are very quiet for us here in Southeast Alaska, with only a few log and ore bulk carriers requiring pilots from November to March
But from April to October, passenger vessels and yachts also transit our region, which extends almost 400 nautical miles from Yakutat, Alaska, to Ketchikan, Alaska, reaching a summer peak of over forty ships requiring pilots per day
I was put to work in May and piloted almost every day until late September, training in between dispatches to complete upgrade maneuvers with senior pilots in pursuit of first my 95,000 GT license and then my 110,000 GT ton license. I’m now spending October to April fulfilling my annual active duty Navy service (learning to pilot in strategic US Navy ports – this year I served in Rota, Spain), completing continuing education credits, and spending quality time with friends and family.
My husband and I are still enjoying our child-free years, but the path to motherhood in the maritime industry looks a little clearer now.
Celebrating Women in Maritime for International Women’s Day! Meet Karin Orsel, the noteworthy CEO of MF Shipping Group from the Netherlands. With three decades of contributions to the maritime industry, she stands as a beacon of inspiration for many, including our founder Sanjam Sahi Gupta. Explore her impressive journey.
Can you provide insight into your remarkable journey within the maritime industry, especially the experiences and milestones that have shaped your career?
Almost 30 years ago, I took the plunge, and looking back, I realize how grateful I am for having had the courage and good swimming skills at the time My name is Karin Orsel, and my maritime journey began at the age of 23 when I had the opportunity to take over the company where I was working. Starting with a
modest fleet of six ships and a team of 50 crew members onboard, along with just three employees in the office, my adventure began
Today, MF Shipping Group manages a fleet of 55 ships, with approximately 1,250 crew members onboard and another 80 employees in our office in the Netherlands Our fleet includes a diverse range, from product and chemical tankers to multipurpose ships, selfunloaders, cement carriers, and a Roll-on-Roll-
off ship. We are recognized as a leading ship management company in the tanker segment.
Since January 1, 2024, I have been serving as the President of the European Community Ship Owners Association (ECSA). I am also a board member of the Royal Association of Dutch Shipowners and part of the Executive Committee of INTERTANKO. Additionally, I am the Chair of the Diversity panel at ICS and the Chair of the International Seafarers Welfare and Assistance Network (ISWAN). It is a full agenda and only possible due to a highly skilled and dedicated team in the office.
Some other unforgettable milestones include receiving an Honorary Doctorate in Public Administration from the Massachusetts Maritime Academy in 2017 recognizing my contributions and impact on the maritime industry through leadership I also received the "Industry Leader Award 2019" at the Tanker Shipping & Trade Conference in London and the "Personality of the Year 2019" at the General Assembly of WISTA International Last year, I received the Seatrade Diversity & Equality Award, and in October 2023, I was honored with the SAFETY4SEA Personality Award.
You were also the President of WISTA International. Could you share your experience there and what contributions were made to ensure that women in shipping and trade received the support they needed for growth?
Firstly, the contributions were always a collective effort of the then-board. Our focus was on further professionalizing WISTA, with the goal of having a real voice internationally and sitting at the right tables In this pursuit, we took some key steps For instance, we raised the entry threshold for new WISTA branches to a minimum of 10 members and implemented a renewed membership fee. This provided us with a budget to handle important matters
Additionally, we bridged the gap with other maritime organizations and actively collaborated with international partners such as ISWAN and ICS To optimize international communication among members, we introduced a frequent newsletter. Moreover, we developed a mentorship program where participating countries submitted their agendas and shared best practices, fostering a culture of learning from each other.
In summary, this period was not primarily focused on quantitative growth but rather on qualitative growth Our aim was to gain more visibility at the right tables, and we succeeded in giving WISTA an actual voice that was heard.
With this achieved status, employers were more willing to allow their female employees to join the network, resulting in broader access to the network, participation in programs, and other valuable initiatives. A highlight at the time was, of course, the collaboration with Sanjam, where we developed guidelines for women in the maritime sector in India!
Now that you have reached the position of President at ECSA and are a mentor to many, including Maritime SheEO founder Sanjam Sahi Gupta, what principles or philosophies guide your leadership style and mentorship approach?
Since January 1 2024, I have proudly assumed the role of President at ECSA, marking a historic moment as the first female president since its establishment in 1965 This significant milestone has been made possible through widespread support and trust, both on an international scale and within my own organization. Holding this position is not only an honor for me; I am also very aware that it sets an example for the future generation of ship owners and maritime executives.
My life's journey brought me face to face with the challenge of taking over a bankrupt company at the age of 23, amid personal setbacks such as the loss of my father and the purchase of my own house. In those tough times, I was fortunate to have the right people around me for valuable advice and support This experience taught me to accept support and to stay authentic and true to myself and my North Dutch pragmatism. This forms the basis of how I approach mentorship.
As a mentor, I share my own experiences, network, and knowledge with the conviction that if everyone helps a few people in some way, it sets off a positive chain reaction. Now
that I receive many requests for help or mentorship, I do make choices. Mentorship is tailored; each individual is different and has unique issues, requiring sometimes more or less involvement. It is satisfying to help others, sometimes as a one-way street but often as a two-way street. While I share my experience, I am also open to learning new insights and willing to grow through interaction with my mentees.
In my leadership style, inclusivity remains a focal point. I strive for an environment where diverse perspectives are embraced, fostering innovation and well-considered decisions. Transparency and authenticity are crucial; I strongly believe in sharing information to promote a culture of trust and open communication. My leadership is geared towards empowering individuals, encouraging both individuals in my network and my employees to make confident decisions, show initiative, and develop their skills.
In your role as a mentor, could you elaborate on the key lessons you emphasize for emerging leaders and how you encourage their professional development?
One of the first lessons I emphasize stems from my personal experience and revolves around the importance of remaining authentic It is crucial to stay true to yourself, your values, and your ethical standards. By doing so, you not only build a reliable reputation but also inspire others to do the same I encourage emerging leaders to embrace inclusive leadership practices Diversity is a strength, and fostering an environment where all voices are heard promotes innovation and success. Recognizing and appreciating differences is a key aspect of effective leadership Emerging leaders must learn to be decisive and willing to take risks. The ability to make well-informed decisions, even in uncertain
situations, is a crucial leadership skill Making mistakes is inevitable, and they provide valuable lessons.
Can you share a memorable mentoring experience where you witnessed significant growth or success in the professional development of one of your mentees?
Perhaps Sanjam can answer this question herself Mentorship creates a confidential bond, and it's not for me to tell her story
Sanjam has a wonderful story: I know her as a driven woman with a passion for her profession With the support of people who believed in her, including myself, she took the initiative to launch a maritime project. Initially, her success is truly by her own merit. I am proud of her and delighted that I could support her. With determination and dedication, she paved her way It is inspiring to see how she, amidst challenges, shaped her professional development and achieved success. This emphasizes not only the importance of mentorship, which provides a push, business advice, or access to the right people and networks but also the power of individual initiative.
The change I have brought about as a mentor is not always the same; people have different
How do you, as a mentor and leader, contribute to building a diverse and inclusive workforce, and what benefits do you see arising from a more inclusive maritime community?
As a mentor and leader, I am fully committed to creating a diverse and inclusive work environment. I applaud the efforts to not only strive for a gender balance but actively seek individuals with various backgrounds, ages, nationalities, and a mix of gender and cultural diversity In my role as a leader, I aim to put inclusive leadership into practice, hoping to inspire others in the process. My ultimate goal is to establish a work environment where every voice is not just heard but truly valued
My efforts extend beyond merely encouraging diversity in the recruitment of new talent. I actively support programs and initiatives focused on promoting diversity in the maritime sector Within my network, I advocate for diversity and adhere to the principle of "the right person in the right place." It is essential to critically assess who is being nominated for which positions, especially in an industry where there may be an 'old boys’ network.'
Let me emphasize that visibility and personal initiative are crucial. If you are not visible, it is logical that the same people will continue to look at familiar faces when filling influential positions. This carries the risk of having too many of the same perspectives and interests. Promoting diverse viewpoints and ensuring people are in the right positions are essential for building an inclusive and successful maritime community.
As a pioneer in the maritime sector, how do you view the changing landscape of opportunities for women in leadership positions, and what advice do you give to those who want to follow in your footsteps?
I look forward with optimism to the changing opportunities for women in leadership positions. The growing awareness of diversity opens the door to more possibilities for women to play a key role in this sector.
My advice for those who want to follow in my footsteps is simple: stay true to yourself, dare to step out of your comfort zone, and find a good balance. Be visible, but avoid the urge to take charge everywhere and always want to speak out This can make you a threat to both men and women. It is essential to remain authentic, be sincere, and not overshadow yourself, especially as success often takes time.
Take the time to observe, listen, and understand the ins and outs of the company and the sector. Be critical in choosing your
battles, manage your networks wisely, and choose carefully where you make your voice heard. These qualities contribute to your credibility.
In the dynamic maritime world, diversity and inclusion are important, but sustainability and responsible business practices also play a significant role. We need to be aware of the impact of our activities on the environment and society and strive for positive changes
And let's not forget, that flexibility is key. As a leader, you must be able to adapt quickly and respond proactively to changes in the sector. Regardless of who you are, man or woman, these skills are, in my opinion, essential for successful leadership.
What inspired you to pursue a career in the maritime industry, and how do you think your background has prepared you for this role as the new President of the World Maritime University?
My entry into the maritime industry came by way of the United States Naval Academy, which I joined as a Midshipman in my late teens. My four years at the Academy inspired in me a love of the sea, though from the angle of national defence. However, through my service in the Philippine Navy, I came to know of the Philippine Coast Guard.
I must admit that it was only out of curiosity that I requested a transfer to the Coast Guard because I did not know what its mission was I realised afterwards that while the two services share so many similarities, there were fundamental divergences in their respective missions such as, for instance, in the way they might treat ships. To promote national security, the Navy, if need be, must destroy or sink enemy ships. The Coast Guard, on the other hand, promotes maritime safety by enforcing regulations to keep ships afloat.
I have had a well-rounded four decades in the maritime sector that have prepared me for this role as President of the World Maritime University. Aside from ship-board and shorebased assignments in the naval and Coast Guard services, I have served as Deputy Executive Director in the Presidential Task Force for Maritime Development. At the World Maritime University, I was first an MSc student. Years later, I joined the WMU Faculty and occupied every academic rank from Assistant
Lecturer to Professor. I also took a sabbatical from WMU to return to the Philippines to serve as Administrator (Director General) of the Maritime Industry Authority (MARINA), which is the counterpart of DG Shipping in my country.
How do you plan to address the challenges facing the maritime industry, such as the environmental impact of shipping and the shortage of skilled workers?
As WMU President, I will continue to strengthen and amplify the University's deliverables in terms of capacity-building in support of the technical cooperation program of the International Maritime Organization (IMO). These will include strong emphases in the areas relating to the environmental impact of shipping and the shortage of skilled workers
This past July, IMO member States adopted the 2023 IMO Strategy on Reduction of GHG Emissions from Ships (the 2023 GHG Strategy), with enhanced targets to tackle harmful emissions. The 2023 GHG Strategy is a significant milestone for the industry and marks a pivotal step towards maritime decarbonization. It will change the face of shipping for many years to come.
The World Maritime University is committed to supporting the achievement of the 2023
GHG Strategy, and we have pledged to do our part by providing excellence in maritime education, training, research and capacity building in support of a sustainable maritime industry with net-zero GHG emissions.
WMU is advancing cutting-edge education and research in the Maritime Energy Management (MEM) field in support of a green and intelligent transition to support the achievement of sustainable, (net) zero/lowcarbon and energy-efficient maritime and ocean industries.
Our MEM educational offerings include the groundbreaking MEM MSc specialization that was introduced in 2015 and a Postgraduate Diploma in Maritime Energy delivered by distance learning. WMU’s Maritime Energy Management Research Priority Area focuses on the fundamental understanding of energy in a maritime context and the application of evidence-based knowledge across the field from ships to ports, and from oceans to shipyards, to ensure the cost-effective, safe and environmentally friendly use of resources.
The book Trends and Challenges in Maritime Energy Management was published in 2018 as an outcome of the International Conference on Maritime Energy Management (MARENER 2017) hosted at WMU in 2017 It was one of the most downloaded books in its category in 2018.
A new offering in 2022, and available again in 2023, was the WMU Summer Academy on Maritime Decarbonization which provides a week-long intensive programme for maritime professionals that is focused on the opportunities and challenges surrounding the reduction of GHG emissions from shipping.
In short, our position as an academic institution, founded within the framework of the IMO, and providing maritime and oceans
capacity building, education and research, provides us with a unique and unparalleled international network through which we can serve the shipping industry and support the transition to green and intelligent shipping.
The pandemic highlighted and exacerbated long-standing issues affecting crew welfare Despite their designation as “key workers” resulting from intensive work by the IMO, many companies and jurisdictions did not necessarily act in the best interest of crew welfare In addition, the Culture of Adjustment research conducted by WMU continues to show that the transparent implementation of work and rest hours is not at the level that it should be.
To make the maritime sector attractive to new generations of talent, we must ensure the well-being of the individuals who choose to work in this broad and exciting, but immensely challenging industry
Lawmakers must ensure that as far as possible key elements of crew welfare are entrenched in law and that the relevant regulations are implemented. Ship-owning and management companies must recognise that seafarer welfare is critical to a sustainable shipping industry and ensure that they protect the wellbeing of their workforce.
Seafarers also have a role in ensuring their welfare and need consistent education and awareness-raising programmes so they know their rights including about physical and psychological well-being onboard and during their time off ashore
Key to the sustainability of the maritime industry is raising awareness about the essential role shipping plays in global trade. We need to strategically educate the general public about how much their quality of life depends on shipping and simultaneously spread knowledge about the opportunities in this industry, particularly to individuals at young ages
Even if they do not choose a maritime career, being exposed to the wide range of opportunities - from seafarers to shore-based ship management and operations, to the marine environment management side of the industry, will help build an appreciation of what the broad-ranging and dynamic maritime sector has to offer.
We must ensure that our future maritime and ocean leaders have the knowledge, skills, capacities and attitudes that will enable them to operate effectively and find creative solutions to challenges in an increasingly multi-sectoral ocean environment, and that requires talented individuals The maritime industry simply needs more talent, and to sustain our industry we need to encourage more women to choose maritime careers.
How do you plan to foster collaboration between the various stakeholders in the maritime industry, including governments, industry leaders, and academic institutions?
We have a unique position as an academic institution founded within the framework of the IMO, carrying out capacity building, education and research in support of the
international maritime and oceans sectors.
The United Nations Sustainable Development Goals (UNSDGs) underpin all aspects of our work and we are continually focused on supporting IMO member States and maritime and ocean industry stakeholders in the implementation of the United Nations 2030 Agenda for Sustainable Development
To that end, WMU has increasingly become a hub among the broadest range of maritime and ocean stakeholders, including governments, maritime industry international organisations, and civil society. We will continue to advance our mission of excellence in postgraduate maritime and ocean education, professional training and research while building global capacity and promoting sustainable development
What are your thoughts on the importance of D&I in the maritime industry, and how do you plan to promote these values within WMU? In addition to the laws and policies that protect both female and male seafarers, we must promote a culture of gender equality on board through increased gender awareness training and zero tolerance of gender-based violence.
WMU is active on all of these fronts, providing
capacity-building education that supports the development and implementation of international conventions and regulations, providing education and training for shipping and shipping management companies regarding seafarer wellbeing, and offering seafarer welfare training in our academic programmes as well as a free course, MariWEL, in cooperation with the ITF Seafarer’s Trust which delivers a comprehensive overview of topics and issues related to seafarer welfare, bringing together worldleading experts on seafarer rights, maritime regulations, and welfare issues.
We work with local schools and regional partners to provide educational opportunities for youth, raising the awareness and profile of shipping among the up and coming generations.
Our female graduates are role models in the maritime industry, supporting their male and female colleagues and motivating younger generations to seek maritime and ocean career opportunities.
At WMU, we are making rapid progress in pursuing gender equality in the maritime and ocean industries. Both of our MSc programmes in Shanghai and Dalian have reached gender parity records with 50/50 male/female enrolment within the last two years and enrolment in our Malmö MSc is roughly comprised of 30 percent women in the last few years.
It is WMU’s mission to help promote change in the maritime industry and we are sparing no effort in contributing to the UN’s Sustainable Development Goal 5: “Achieve gender equality and empower all women and girls”.
What are your long-term goals for the World Maritime University, and how do you plan to
measure the success of these goals?
My top priorities will be academic excellence and integrity, workplace satisfaction, financial stability, resilience, and continued relevance.
Our raison d’être is capacity building to train and educate the world’s future leaders in the maritime and ocean fields. To achieve our mission, we must continue to attract the best student applicants and the best faculty and support staff
We can only succeed in this if we continue to enhance WMU’s reputation as the global leader in maritime and ocean graduate education WMU will need to ensure that its offerings are relevant and contemporary, that it continues to create new maritime and ocean knowledge, and that it becomes known as a leading thought leader in these areas.
Through its MSc and PhD programmes, WMU is in a unique position to offer advanced/postgraduate education designed to upgrade the skills, qualifications, and competencies of academic and administrative personnel in maritime higher education institutions (MHEIs). WMU also offers tailormade short courses and consultancy services designed to aid in efforts to comply with international standards for the education, training, and certification of seafarers
We will measure this in terms of student enrolments, staff and student publications, conference and workshop participation, research projects, continued academic accreditation, growth of the WMU Endowment Fund, staff retention, among other things.
In this narrative, Pradnya tells us about her time at sea as an Electrical Officer and how she embraced the power of the sea for personal and professional growth.
In the vast expanse of the open sea, I find both my sanctuary and workplace as an Electrical Officer working onboard a ship.
Beyond the hum of machinery, I am immersed in a world that intertwines the technical complexities of my profession with the raw, unpredictable beauty of the ocean This is a glimpse into life at Sea, where every wave tells a story and every connection sparks a lesson
Embarking on a career as a Lady Electrical Officer inevitably led me to navigate through the waters of gender stereotypes.
The journey from being an outlier to an integral part of the team was not without its challenges. I immersed myself in the intricacies of my work, consistently demonstrating my skills and commitment, and the tides began to turn
The initial hesitations gave way to a realization that competence knows no gender. Despite challenges, I appreciate the company's efforts in personally addressing and supporting women seafarers.
Their proactive approach, inquiring about our experiences and encouraging more women to join, reflects a commitment to inclusivity and diversity
Being a Marine Electrical Engineer on a ship requires a unique set of skills and resilience. From ensuring the functionality of electrical systems to troubleshooting amid rough seas, the role is challenging.
Safety is paramount, also effective communication and collaboration with the ship's crew, adaptability, and dedication are essential for maintaining operational efficiency
Amidst the challenges and responsibilities that define Life at Sea, there exists a treasure trove of lighthearted moments. From impromptu gatherings in the recreation room to shared laughter, and celebrating the ship staff's birthdays.
Whether it is sharing a meal in the galley, swapping tales on the deck, or collaborating during emergencies, each interaction leaves an indelible mark This teaches us to find joy in the journey and savor the moments of connection that make the maritime adventure truly special
Choosing a career at sea wasn't just a professional decision; it was a journey that resonated deeply with the dreams harbored by my parents Their unwavering support and encouragement became the wind in my sail. It is a reminder that my voyage wasn't just mine; it was a journey embraced by the collective spirits of a family proud to see its lone female explorer charting a course beyond familiar shores.
I am profoundly thankful for the journey I've taken in the maritime industry Sailing through sea and circuits encapsulates not only a professional journey but a profound odyssey, embracing the power of the sea in every aspect of personal and professional evolution.
To all the incredible girls out there, the maritime world needs your unique skills, perspectives, and resilience Embrace the call of the open sea, where every wave carries the promise of empowerment and growth. Together, let us chart a course beyond boundaries and inspire the next generation of fearless female explorers.
The sea is vast, and so are your possibilities!
The Maritime SheEO Conference 2023 honoured many incredible people at the awards ceremony. In this edition of She of Change, we would like to honour a few award winners. These exceptional individuals and companies embody the spirit of progress and positive change in the maritime world, and their contributions continue to inspire us all.
Congratulations on winning the award for sustainability practices! How does it feel to receive this recognition for the second time?
Thank you very much for your well wishes. We are delighted to be recognized for our journey in Sustainability for the second consecutive year Since inception driving a sustainable business has been of importance to us Over the years we have developed strategies, streamlined our efforts, and focused on ensuring maximum efficiency of our initiatives.
This award encourages us to pat ourselves on the back for the work we have carried out together as a team while encouraging us to be more innovative and explore other opportunities.
We are hopeful that this award will also help to demonstrate our efforts to assist our customers achieve their goals in line with the IMO target for reduction of GHG emissions for shipping.
We are confident that other terminals within the Port will be inspired and encouraged to build strategies around sustainability that would help to elevate the Port of Colombo’s positioning as a transshipment hub of the world.
What are the new developments and initiatives undertaken since the first award?
SAGT introduced a fleet of 30 prime movers and trailers to facilitate Inter-Terminal Transfer of cargo within the Port of Colombo The fleet was introduced in recognition of the need to enhance the Company’s service capabilities and meet evolving customer needs especially against the backdrop of an environment where vessel schedule reliability is a key imperative. The investment facilitated and guaranteed the connectivity of containers.
The Company also commissioned and fully operationalized two twin lift STS cranes within
the SAGT fleet in June 2022, thereby enhancing the terminal’s twin lift capability to reach a total of 5 cranes, which resulted in elevating the Company’s operational capabilities.
We also commissioned a new reach stacker to enable the easy handling of cargo within the yard, thereby creating greater efficiency and productivity within the organization.
Employees and their needs came into greater focus over the past few years due to the economic crisis that took shape in the country in 2022. Thereby, SAGT invested in facilitating the transportation of employees to and from work in the wake of fuel shortages experienced in Sri Lanka causing continued disruptions to both public and private transportation options. Providing transportation facilities during this time ensured that each employee was able to report to work for business continuity.
To alleviate some of the hardships experienced by employees and their families due to the unprecedented economic and political chaos taking place within the country, SAGT provided all employees with a one-time care package in July 2022. This measure provided support to employees by addressing the rising cost of essential items and the scarcity of goods A majority of Sri Lankan citizens continued to face the brunt of the economic crisis due to the rising prices of essential items throughout the period in review, and the increased personal tax levied by the Government from January 2023. In recognition of the difficulties faced by employees following the heightened tax rates, SAGT provided its employees with a temporary crisis allowance, to assist employees with their financial obligations. The temporary measure came into effect from January 2023 and will remain under quarterly review
During the economic crisis faced by the nation SAGT engaged in multiple projects to alleviate the hardships of the community. During the period in review, SAGT partnered with Keells Supermarkets to donate ration packs worth LKR 3 million to communities facing food insecurity due to the rising food inflation in the country. During the FY2022/23 SAGT entered into a memorandum of understanding with Sri Lanka Thriposha Limited (SLTL) and the Ministry of Health (MOH) Sri Lanka to contribute towards sustaining the production of Thriposha in the country. Thriposha is a food supplement issued free of charge by the Government of Sri Lanka to pregnant and lactating mothers and malnourished children between the ages of 6 months to 5 years. Due to the economic crisis in the nation SLTL was facing multiple difficulties in sustaining the production of Thriposha in the country contributing to the increasing malnutrition within the country.
SAGT is also committed to mitigating the environmental impacts of its operations
through innovation, technological advancements, and leveraging energy efficient infrastructure. SAGT’s hybridisation project which resulted in the conversion of 22 Rubber Tyred Gantry (RTG) cranes resulted in a 51% reduction in diesel consumption for RTG operations alone in 2022/23 in comparison to the previous year. To put things in perspective this quantity of fuel can power a fleet of 37 RTG’s for about one year based on previous year operating hours Further, water withdrawal being a material topic to the organisation plans are in place to upgrade the Effluent Treatment Plant to recycle effluent for use in selected activities thus driving down water withdrawal for terminal activities.
Can you highlight any technological advancements that have enhanced your port's sustainability practices?
The Company will integrate Optical Character Recognition (OCR) technology at the gates for the identification and inspection of containerized cargo and equipment entering and exiting the terminal by truck, with autogates at entry and exit points. The establishment of this system will enable customers to track and monitor the movement of cargo in real-time, while simultaneously streamlining gate operations, reducing congestion, and increasing the rate of traffic flow to create safer, greener, and more productive outcomes The introduction of new, advanced digital technologies, such as those detailed above, to most facets of terminal operations, will drive heightened efficiencies and thereby deliver a competitive edge and greater satisfaction to SAGT’s direct and indirect customers.
An interactive dashboard was developed inhouse, which provides a real-time overview of the crane’s status in a single location. This dashboard provides a comprehensive overview of the active safety features on the crane and facilitates faster fault identification in the event of machine failure At present, the dashboard is installed in two cranes, with plans underway to deploy the mechanism across the terminal’s entire fleet of quay cranes and also to enable all cranes to be remotely monitored securely.
With the aim of continuous improvement for greater efficiency, SAGT is currently looking at introducing a vehicle booking system that enables reduced truck idle time and in turn minimizes fuel consumption, while enabling the streamlined deployment of yard equipment and improved energy consumption Furthermore, the Company is planning to implement a gate automation function and introduce a technology-based process for export container delivery. The Company also expects to introduce a precriterion for vendors to promote and ensure compliance with sustainability protocols and measures.
How does your port measure the impact of its sustainability initiatives?
The Company reports its sustainability performance by GRI standards to enable greater accountability and establish a process to measure and monitor the impacts that matter to our stakeholders, society, and the environment in a standardized manner. The Company actively gathers and reviews information on current and emerging issues in the operating environment, being mindful of their impact on the Company's performance, people, communities, and the surrounding environment The Company continues to engage with its stakeholders to identify their needs and concerns, which are integrated into SAGT’s sustainability strategy for necessary action.
SAGT aligns its sustainability initiatives with global commitments such as the United Nations Sustainability Development Goals (UNSDGs) contributing to the country's progress towards meeting the UNSDGs
During the year, SAGT continued to focus its efforts on six UNSDGs, namely, Goal 04 (Quality Education), Goal 05 (Gender Equality), Goal 08 (Decent Work and Economic Growth), Goal 13 (Climate Action), Goal 14 (Life Below Water), and Goal 15 (Life on Land), through its Sustainability Management Framework, policies, processes and initiatives that are designed to mitigate the impacts of SAGT’s material topics
What are the next steps for your port in terms of sustainability, and do you have specific future goals or targets?
As SAGT looks to the future, the Company continues to work towards furthering its progress with respect to the sustainability targets and goals that underpin the United Nations Sustainability Development Goals. Furthermore, the Company has aligned itself to contribute towards the International Maritime Organisation’s goal of reducing carbon emissions by 40% by 2030 and pursuing efforts towards reaching 70% by 2040.
Congratulations on winning the Best Practices for Diversity award! How does it feel to receive this recognition for the second time, and what does it mean for your company and its commitment to diversity? Thank you so much for recognizing the great work we do at Seaspan and considering me worthy of a personal award. This surely was a big surprise additionally to receive an award for the company with the best diversity practices back-to-back for two years was the real icing on the cake
All of us at Seaspan are resolute with our focus on Diversity and Inclusion and to remove any kind of biases. As leaders, we would like to share stories of our successful women seafarers through our magazine Seawaves, social media pages, and the app. The Bridge by Seaspan is available for all Android and Apple users.
Seaspan is committed to maintaining an equitable and inclusive workplace that is
representative of the diversity of our global community both onshore and at sea. We recognize the importance of contributing to a more just society by creating opportunities for all, irrespective of race, ethnicity, sex, age, religion, disability, etc.
Seaspan embraces diversity and inclusion not just as a strategic choice, it reflects a commitment to creating a fair, inclusive, and thriving workplace We understand the importance of maintaining fair recruitment and retention practices that eliminate all forms of discrimination and promote greater diversity of perspectives and backgrounds.
The continued development of principles, programs, measurements, and accountabilities is one of the main focuses of the social component of Seaspan’s ESG Program, holding to the principle that “people are our greatest assets” and recognizing that we owe our current and future successes to the contributions of all our colleagues While
this means that the health, safety, and wellbeing of our people is our top priority, it is by no means the full breadth of our social commitments.
Can you share specific initiatives your company has implemented to promote diversity in the workplace?
We pride ourselves on our diverse and wellrounded teams across the organization Female representation is especially hard in the operations group, as many roles require time at sea, and the seafaring field has always been heavily male-dominated. However, Seaspan takes a long-term view of improving the field from which we can recruit our operations shore staff.
We have had great success with our female seafarers for the past 11 years, who are strong assets to their teams We can see them progressing through the ranks just as quickly as their male counterparts, which is an encouraging sign of things to come
At Seaspan, we established a competence management system aimed at developing our seafarers’ technical skills to move to the next rank. This initiative led to numerous female seafarers progressing to junior management ranks.
Furthermore, we provide guidance to ensure that accommodations and facilities onboard our vessels are conducive to our seafarers (including providing private facilities for our female seafarers) in line with MLC.
We made sure to equip our seafarers with all possible tools to create a safe and inclusive environment. Earlier on we introduced a confidential complaint reporting system
onboard our vessels for seafarers to report any violations. We also have an extensive Bullying and Harassment policy in place that employees need to sign off / on and adhere to throughout their employment. If any violations are reported, our Human Resources and Legal departments investigate each case extensively and violations are acted upon appropriately and immediately (including dismissal if needed).
How do you ensure that diversity is ingrained in your company culture?
Right from the onset of the company induction for new hires, we focus on DEI and sensitize the seafarers joining our ships. All seafarers undergo a Gender Familiarization training and additionally on the 22 allotted ships additional training is done on board thru 3 Cube. The shore teams have all undergone Unconscious Bias training and
now we are embarking on an Inclusive workplace training program which has already rolled out from the start of this year 2024.
The ESG goals are rolled out at the start of the year and various presentations are made to the Atlas board, so it starts from the top. The Inclusive Workplace Management Group sets priorities and goals, and drives and oversees programs, policies, and initiatives that support an inclusive workplace.
The group has established five strategic pillars that provide direction to the long-term goals of the inclusive workplace program as well as a framework against which to set annual goals and align the group on topics of importance within the Atlas context. The group plays an essential role in creating and promoting real organizational change while keeping the DEI programs and initiatives closely aligned with Atlas’ overall business strategy, ESG commitments, and corporate goals
To ensure that our Inclusive Workplace Group is authentic and fit for purpose, our members represent different geographical regions, departments, job levels, genders, and subsidiaries of the organization. This crossfunctional team approach to membership allows for multiple perspectives and diverse representation which are critical to the overall advancement of enterprise-wide DEI goals
The members have the aptitude and skills necessary to evaluate company policies and culture in a balanced manner with a nuanced personal understanding to address issues of race, age, gender, and disability.
The VP, HR is the executive sponsor of the
Inclusive Workplace Group and a member of the Inclusive Workplace Management Team.
In addition to this, we also have a wider Inclusive Workplace Group and Employee resource groups, which consist of additional members to support program ideation and implementation.
Could you highlight any innovative approaches your company has taken to foster diversity?
Dedicating 22 ships where we manage the women seafarers and expanding this program to more ships as we can increase the hiring numbers to ensure they have a mutually supportive environment with other female colleagues. Additional medical supplies supplied on board by 3Cube Medicare specifically for women.
Actively advertise and recruit women seafarers to join Seaspan at all ranks and our advertisements intentionally showcase women seafarers. Encourage potential recruits to seek advice from their peer groups and ensure our recruitment panels at different locations have gender diversity to ensure the objective review of profiles. We ask training institutes to induct additional aspiring cadets from all three streams and advertise this as part of their pre-campus interview on behalf of Seaspan.
Seaspan supports local organizations such as “WISTA” and “Maritime SheEO” and actively participates in their initiatives and Global Forums as we see great value in associating ourselves for a common goal. Seaspan showcases personal stories from our women seafarers in the company newsletter “Seawaves”, and our social media platforms, motivating others to share their experiences
We have included additional cabin space on our new built ships with attached washroom facilities for increased privacy. Seaspan DEI initiatives are conveyed to all new joiners at weekly induction and minitown hall meetings conducted by the operations team.
We are currently developing an improved training program to help foster an inclusive environment on our vessels
All Seaspan Masters are advised to separately educate their crew on board (PL-004) on sexual / Racial / Nationality sensitization and also the Seaspan workplace harassment policy (PL-032) and anti-harassment and bullying policy. Women seafarers are provided with contact information of women employees in the office (4 personnel at various offices) so they have a safe and comfortable liaison for discussing personal matters.
We have fitted additional washing machines and dryers in the Laundry specifically for female seafarers with installation planned for our new builds as well.
Additional washrooms and changing spaces close to the upper deck have been designated for female seafarers.
What challenges has your company faced in implementing diversity initiatives, and how were they overcome?
Since the number of women seafarers is small as of now it’s very important to create a proper inclusive workplace Our biggest success has been to allocate ships where there are at least three or more women seafarers on each of these ships. The biggest challenge has been for the young first-time joiners to settle into a shipboard environment and receive proper mentoring and support on board. Allowing them to connect to their peer groups and teams ashore helps them to settle on board and build a career at sea.
Does your company participate in community outreach programs to promote diversity beyond the workplace?
Yes, very much Recently we visited 7 schools specifically targeting women students and provided career guidance for a fulfilling career at sea. Sharing stories of young students who have joined us on board our ships and what we do as a company to ensure they have a safe and harassment-free environment on board as an industry initiative along with our partner training institute.
We also preselect the cadets and then place them at our partner MTI for the pre-sea training so they don’t have to worry about placements after completing their training
Currently, we are also rolling out a bursary program for women seafarers worldwide to reduce the financial burden of the training cost.
What are your future plans for promoting diversity, and are there any new initiatives on the horizon?
Inclusive workplace training at two levelsthe basic and advanced level for all employees.
Working towards our 2024 ESG goals.
Campus visits and to stay connected with new hires at our MTI.
The bursary project is our 2024 initiative to be rolled out world wide
Could you share a heartwarming story or incident at sea that highlights the positive impact of your D&I practices, especially in hiring more women for ship crews?
We recently had one of the girl students who came in for an interview at our office from the suburbs of Meerut.
I was pleasantly surprised when she specifically mentioned my name and asked if I was around and I coincidently happened to be one of the Panel interviewers. When I asked her how she knew me or why this question, she turned around and said that she had chosen to join Seaspan cause of the interviews and Company views that she heard on social media through my interviews and she felt safe and happy to choose a career at Seaspan.
This made me realize the power and extent of social media in conveying a positive impact on the young mind, helping them build careers, and improving our diversity and Inclusive practices in shipping
Congratulations on winning the Lifetime Achievement Award at the Maritime SheEO Conference 2023! How does it feel to be recognized for your achievement in the maritime industry?
I would like to thank the Maritime SheEO and the Jury for selecting me for this Award Being candid about my feelings on this recognition and the associated honour at an age not so ripe I admit that I am a mixed bag of emotions. While I am truly humbled by the honour I do feel euphoric about the recognition as it came out of the blue and was quite a surprise.
Some recognitions and awards can restart you after the pause button has been pressed and this Award fits into that category While it’s a lifetime achievement award this recognition has awakened me to my potential which I feel needs to be put to good use as I still have the age and energy on my side. In short, it’s made me reactivate and reinforce my commitments and has thus been very timely. I express my gratitude to the jury and Sanjam as the founder of Maritime SheEO.
Looking back at your career in maritime, what would you say has been the most rewarding aspect of your work?
To be accepted and acknowledged as a “Transformational Leader” has been the most rewarding aspect of my career in maritime. Inspiring and motivating comes naturally to me and when I have both men and women acknowledge me as a role model and look up to me, there could be nothing more satisfying.
Leadership is not a title or a position, it’s a responsibility and it isn’t an easy one at that. When I took over the reins of the company in December 2019 and the lockdown struck in
March 2020, it added to all the challenges I was facing as I hadn’t yet settled down in my role as Chairperson and Managing Director of Shipping Corporation of India while also holding the additional charge of Director Finance in the Company which in itself was a conflicting situation.
As we can all relate and recollect…Covid was a difficult time for all of us However, it was most challenging for leaders as there were no answers to so many questions and it was a difficult time physically, emotionally as well as mentally for employees and leading them at such times and motivating them to outperform was a big achievement. The organization reached unprecedented heights and records of decades were surpassed by Shipping Corporation of India Ltd during this unprecedented period of crisis and that was really rewarding. Being able to lead in difficult times in a new role and make my team believe and trust in me was truly rewarding
Can you share a memorable experience or milestone from your career that stands out to you?
By nature, I have never been a great diplomat and have always called a spade a spade and that’s the reason I never attempted Civil Services when I was making a career choice I have generally spoken my mind and have later felt that I should have restrained and held my guard. This has happened several times in my career and as bad habits die hard and a leopard is never known to change his spots so was the case with me throughout my career.
One such incident stands out when I had just joined the Shipping Corporation of India Ltd (SCI) as their Director (Finance) While reviewing the accounts, I found some outstanding dues from the office of DGS that were not agreed upon by the Administrator/ Government for payment to SCI.
I reviewed the same and took the initiative of following up on the same with the DGS office. This was earlier not the practice in SCI as the division to which the dues related took up/ followed up on the matter and the Director (Finance) was quite a dormant position. These dues had become sufficiently stale since no one was pursuing the claims which I later understood was because no one wanted to lock horns or argue/ displease the administrator.
We had several sets of meetings with the officials in DGS and I strongly put forth my views and contested denial of dues to SCI. The matter was referred to the Administrative Ministry and the then Additional Secretary and Financial Advisor on hearing both the parties viz DGS and SCI agreed to the claims of SCI and these were paid
I have had several such situations in SCI where the others watched while I took the initiative as they did not want to be at the forefront and get exposed to the powers that be.
Why this stands out as a memorable experience is because the official with whom I was strongly arguing and disagreeing later took over as the DG Shipping and I felt OMG I had it now. However, the official (without naming him) was an excellent gentleman who was very supportive as DG Shipping and he was generous enough to laugh it off and never held it against me
I have been fortunate in most of such incidents where I felt I had blundered by being emphatic and holding my ground only to learn later on that it was this quality of mine which left a mark/ impression about my personality and paved the way for my future.
How have you witnessed the maritime industry evolve over the years, and what positive changes have you observed?
The maritime industry has time and again shown its resilience in the face of challenges, and disasters which to my mind create several new opportunities that the industry players are quick to tap. Also, the industry which had been lagging in the adoption of technology and was still archaic in many ways has been upgrading and updating itself which is something appreciable.
Consciousness and awareness of diversity are now openly talked about and discussed globally which is an encouraging sign of the industry evolving When I entered the industry I created several ripples as the Indian maritime industry at that time wasn’t used to seeing a strong woman in the industry and women in the industry were ok in subordinate roles but not for leadership or decisionmaking roles.
Women in positions of power in maritime at that time was quite a hush-hush matter in the Indian domain and that I consider has
changed today where women are being accepted maybe a bit grudgingly or maybe as there is too much noise for equality and diversity and no one wants to be politically wrong But I do hope to live to see a genuine acceptance for professional, skilled women in the industry
In your opinion, what qualities are essential for success in the maritime field, and how have they contributed to your success?
The maritime sector is very vast and encompasses diverse though interrelated fields and each of these requires different qualities and skill sets. However, to generalize for all sets of participants in the maritime I would say this is an industry that never sleeps and thus requires a high level of involvement from the participants.
Considering the volatility of the environment in which the industry operates, being tough/ strong and resilient in the face of adversity is essential to my mind and this did contribute to my success in a big way.
In this interview, Cadet Coordinator Lori Stephens talks about her time spent working onboard the M V Logos Hope, which travels to various ports around the world to operate as the biggest floating book fair and also promote education and literacy
Hi Lori! Can you tell us a bit about yourself and why you decided to be a seafarer?
I grew up in Maine near the ocean. I worked on a whale-watching boat during my high school summer breaks which I enjoyed. I realized that hands-on learning was the best for me, and I wanted to work in a dynamic changing environment.
Could you share the story behind your decision to volunteer on the MV Logos Hope and your journey in supporting its mission to promote literacy and knowledge sharing?
After graduating from university in 2009 my seafaring career did not go as planned. It was extremely hard to find a job onboard ships during the financial crisis and I ended up in a shore-based job with an oil company’s shipping fleet.
I was able to work my way through different jobs: demurrage analyst, voyage manager, and charterer during my nine years with the company which was rewarding, but my husband and I had a dream of doing something different from the standard office job so we looked for somewhere we could serve as a family and use our professional skills.
We discovered “M V Logos Hope” and their need for deck officers through our knowledge of Mercy Ships We learned how the ship goes
from port to port sharing knowledge, help and hope around the world, and knew this was where our family was being called As a community of over 300 volunteers from 65 nations that come together for a common goal it was the perfect fit for our family. They even have a school onboard so I don’t have to worry about how to homeschool my children.
The MV Logos Hope is known as the world's largest floating book fair. How does the ship go about promoting reading and spreading knowledge to the countries it visits?
We sell 5,000 different book titles at affordable prices, something that is not available to half of the world’s population
Since half the world lives close to the ocean, a ship is the perfect vehicle to reduce distribution costs and make this dream of affordable, quality literature a reality in markets where otherwise it would be uneconomical In addition, there is a huge desire to learn English worldwide for economic reasons so English children’s books are some of our best sellers
In your role as the Cadet coordinator, can you explain how you contribute to the ship's mission of promoting reading, education, and hope, especially for maritime students?
I have the privilege of being able to travel from country to country and to spend 2 to 3 weeks in each. We always reach out to maritime schools in the areas we visit to engage with the students.
My favorite is to offer tours to maritime students since this often is their first and only opportunity to board a large vessel before they graduate. We show them the bridge and the engine room providing a glimpse of the industry they’re committing to.
They finally get to see it in person instead of just visualizing it from the theory they are learning in class A lot of the engine students are amazed at
how big the engines are! As Cadet Coordinator I get to encourage them personally because it’s very difficult for them to find cadet opportunities since their schools often have few industry connections It is fun to stay connected with the students to see how they are progressing and encourage them when it is taking months or years to find a cadet opportunity or their first job
It’s amazing to see the female students being encouraged by other female officers Logos Hope is also a maritime training school as we train all our own deck and engine ratings from scratch, about 50 of them per year, half of which are females They are encouraged to see that they could take their 2 years of sea time with Logos Hope and go on to study as officers.
What challenges have you encountered while assisting maritime students, particularly those from African nations, in pursuing careers in the maritime industry, and how does the MV Logos Hope address these challenges?
The biggest challenge I have encountered are that there are so many students who can’t find cadet billets since companies haven’t worked with too many African nations.
I was recently able to take a cadet who had been trying for a post for over a year after graduating. Another student was very fortunate to get a job on a cruise ship as a junior seaman, but the time won’t count towards her license at all.
She is thankful to be gaining experience in the industry but after 3 years her heart is set on finding a cadet spot to become an officer. She might pay to repeat her schooling in a country that offers a license that will be recognized by European flag states, but this will be a long journey
Unfortunately, I am only able to take a few cadets each year as we have only 2 vessels in our company Thousands of future officers in Africa could reverse the worldwide shortage of mariners, but someone needs to make a longterm investment in the relationships which hasn’t happened yet
Could you share some of the resources and strategies that you've found effective in supporting these students and inspiring hope for their maritime careers?
Any cadet I interact with I share about how important networking is and how you need to put yourself out of your comfort zone The chances that you’ll get a response back by just applying on a website is very small
You need to reach out on social media, LinkedIn, talk with other mariners, and seek advice about how they got their first job I also share the importance of building a strong CV and cover letter as this is the first impression someone will have of you I expand and leverage my own personal network to make connections for them that could lead to a job.
I also try to check in with students that I have built relationships with just to encourage them when they feel like giving up because it's been months with no responses.
How does the MV Logos Hope determine its schedule and choose the countries to visit? Are there specific criteria or considerations that guide these decisions?
The onshore team looks ahead for about a year to determine areas of greatest need that can be covered by the most efficient route since our fuel budget is limited Six months out a small survey team is sent to each country along the way to see if a ship’s visit would be welcomed by the government and port officials If the reception is positive, an advanced preparation team will go to organize all the permissions and logistics of the port stay
If you would like to continue this discussion, reach out to me on LinkedIn.
Simran Thorat has never given up on anything of importance. Currently, a Third Officer sailing with Seaspan Corporation, she has persevered to defy any odds and became India’s first Female Deck Officer.
“I feel incredibly humbled to have earned my certificate of competency (COC) and be honored as India’s first Female Deck Officer I am grateful to have been allowed to express my journey to the upcoming generation in this field.” says Officer Thorat, who hails from Vadapuri, Indapur (District-Pune).
Thorat completed three years of B.Sc. (Nautical Science) from Maharashtra Academy of Naval Education and Training (MANET), Pune, and joined her first vessel as a deck cadet in 2019 Recently, she received a promotion to her current role as Third Officer
“Being an officer brings many responsibilities. Apart from the burden of work, safety is paramount for an officer onboard, ensuring you and everyone around you maintain a safe working environment.
The nature of work onboard requires much more than just theoretical and practical knowledge. “When we are on a task, such as in charge of mooring stations during arrival and departure, the need for good communication, safe working practices, working as a cohesive team, and unwavering focus can never be over-emphasized,” she explains.
Simran Thorat 3rd Officer at Seaspan Corporation
Seaspan Corporation has made strides in focusing on promoting women to higher ranks within the company’s seafaring department. These initiatives and contributions are important steps to support equal opportunities in the maritime industry and strengthen our workforce.
Seaspan’s commitment to promoting women and ensuring diversity on their ships benefits the company and contributes to the larger conversation around gender diversity and inclusivity in the maritime industry By promoting equal opportunities for all seafarers, Seaspan is joining other industry companies working tirelessly to promote gender diversity and inclusivity.
“I firmly believe in the saying, ‘A smooth sea never makes a strong sailor, and an easy life will not make a person grow.’” Thorat continues, “Being optimistic and assertive is my best approach in every situation While working, I have seen many stereotypes but have always believed in shattering the glass ceilings.”
Thorat embodies this mindset with her unwavering goal: to prefix her name with ‘Captain’ and earn those coveted four stripes on her shoulders. With her work ethic, we do not doubt she will be one of the finest Captains sailing across the oceans one day.
Explore career opportunities with Seaspan
Angelica Borja di Filippo is a Port professional, associate member of the International Port and Harbors Association (IAPH) and a Blue Economy enthusiast in Colombia. Colombia is a developing nation in South America, listed as the second most biodiverse country in the world and with privileged access to both the Atlantic and Pacific Ocean.
As collaborative spaces where the generation of new knowledge is possible and educational institutions and their members can be favored by the creation of value through shared experiences and strengths; academic networks become invaluable sources of motivation and resources, especially in the scientific field.
Although the benefits of academic collaboration in scientific processes and knowledge transfer seem evident, there are key aspects to highlight regarding their possible contribution to the purpose of a Blue Economy, i.e. economic and sustainable development of resources of the ocean, seas, and coasts. Here are some of the key aspects we could envision:
Expanding access to careers related to the ocean as technical and vocational training options for young people Youth bulge can achieve momentum towards Blue Economy growth while at the same time; later becoming a potential source of employment
and entrepreneurship opportunities for them and their communities.
Through academic networks, educational institutions actively participating in capacity building of Blue Economy fields, can give a boost to the development of that potential, by promoting related careers and training oriented to these activities. It is possible to awaken youth interest and motivation in pursuing such programs, through scholarships and incentives that facilitate their access to them.
Academic networks would not only keep on building capacities for the Blue Economy, but in their exercise of collaboration, they can instill the values of diversity, equity, equal opportunities, and sustainability in all their courses of action.
Promoting R+D+i (Research, Development, and Innovation) to solve local and global challenges In every state, there are policies or objectives established to materialize joint global initiatives such as the 2030 Agenda and the Sustainable Development Goals, the United Nations Decade of Ocean Sciences for Sustainable Development, or the implementation of International Maritime Organization (IMO) instruments. Such efforts and agendas are key for the country’s maritime interests as well as Blue Economy foundations.
Through academic networks, it is also possible to sum up the overall national capacity to respond to both local and global challenges, by the effective articulation of R+D+i efforts in alignment with the above-mentioned agendas. R+D+i initiatives are also a great opportunity to expose young professionals to the current challenges and encourage them to engage actively in the production of innovative solutions.
Generating synergy with Blue Economy productive sectors Academic networks can generate synergies with current related businesses, by collaborating with institutions
and representative associations in the productive exercise of Blue Economy fields. On one side, this articulation enhances the academic institutions continued curricular development to deliver learning outcomes that respond to the productive sector needs. On the other, the educational institutions sum up the business objectives and industries’ efforts in monitoring, analyzing trends and their possible impacts, for example, through collective knowledge tools such as Sectoral Observatories.
In conclusion, academic networks with a focus on the growth of the Blue Economy have the potential to generate value for the social and economic development of the communities in which they have a presence; as well as adding to the nation’s technical capacity and institutional efforts In these constructive environments, students, as well as practitioners can access unique experiences and contribute to the overall capacity building to bring Blue sustainable economic opportunities for all.
Academic Network of Maritime and Fluvial Programs (RAMAF) in Colombia took place within the framework of the celebration of International Maritime Day on September 28, 2023 in the city of Barranquilla, with the participation of the academic, business and government sectors Founding members are Corporación Universitaria Reformada, Universidad Autónoma del Caribe, and Universidad de La Guajira.
Tatiana Rabat is known for her job in the port of Cartagena, Colombia. Tatiana is also an active member of the Women in International Shipping and Trade Association (WISTA).
La Guajira is a Colombian department situated in the northeastern part of the country within the Caribbean region Accurately translated as the "beautiful Caribbean" in English, the department's name holds cultural significance in Wayunaiki, the language of the indigenous tribe in the area.
Historically recognized for its mining activities, La Guajira recently welcomed its inaugural cruise ship, the Emerald Azzurra. This event signifies a pivotal milestone, reshaping the region's trajectory by positioning it as an alluring tourist destination and taking a substantial step toward economic diversification.
This accomplishment results from a comprehensive strategy driven by collaboration among the government, private entities, and the local community. Emerald Cruises, the Swiss company, strategically selected Cabo de la Vela as the landing point, showcasing the natural and cultural richness of La Guajira
Given the uncertain future of coal mining in the region, economic diversification is
paramount. Tourism emerges as a viable alternative, capitalizing on La Guajira's existing natural attractions like the Mayapo and Palomino beaches and possessing the potential to evolve into luxury tourist destinations, enticing international visitors and providing sustainable income for the local community.
The transformation of La Guajira involves key elements, such as the adaptation of port infrastructure to regular cruise ship arrivals. Expanding and modernizing the current port network is crucial to handle the expected surge in maritime traffic. Collaborating among port operators, tourism experts, environmental managers, and other stakeholders is essential to offer comprehensive services to ships and tourists
With government support, public-private collaboration, and local determination, La Guajira has the opportunity to redefine its economic destiny and emerge as a maritime tourism hub in the region. The arrival of the cruise ship signifies the potential for sustainable economic development, employment generation, and the comprehensive transformation of the region
La Guajira is sailing towards a new horizon, where the Caribbean Sea becomes its engine of prosperity.
“The time has come to change perceptions of the marine industry and encourage more women to consider a marine career”
In Sri Lanka, the maritime industry is undergoing a transformation, demonstrating its inclusivity and boundless potential, largely driven by women. However, despite the industry’s growth, the participation of women in seagoing careers remains limited compared to the shore-based opportunities
The Marine industry in Sri Lanka is predominantly a male-driven industry and the participation of women represents a significantly smaller proportion. Out of the 16,000 seafarers in Sri Lanka, female seafarers represent a low number. According to the International Chamber of Shipping (ICS, 2022) amongst 2 million seafarers manning the global fleet (approximately 85,000 vessels) only 1 2% accounts as female seafarers
With the world rapidly evolving with women at the forefront of industrial growth, maritime industry bodies such as IMEC (International Maritime Employers' Council) and ship owners and managers such as Maersk, Peter Döhle Schiffahrts-KG, Columbia Ship management, and Subsea7 are increasingly exploring ways and means of drawing female seafarers to the forefront.
Centrum Marine Consultancy (Pvt) Ltd, a frontrunner in the Marine HR industry in Sri Lanka and a champion for gender diversity has spearheaded the launch of Sri Lanka’s inaugural Female cadetship program.
This initiative aims to facilitate the training of 15 vibrant female candidates by providing them with full paid scholarships paving their way into a rewarding and exhilarating seafaring career. To achieve this, Centrum Marine has joined forces with Peter Döhle Schiffahrts-KG assisted by CINEC Sri Lanka’s leading Maritime Education & Training (MET).
The distinctive Female Cadetship Program (FCP), spanning over 30 months, is tailored to train future Female Officers (Deck and Engine) to serve the ever-expanding global fleet of vessels. CINEC offers state-of-the-art and pertinent maritime training, to produce competent, skilled, and deployment-ready female officers for a diverse fleet of vessels, including Container, Bulk, Multi-Purpose, Tankers, and Cruise ships.
Maritime Education & Training Institutes globally have been instrumental in prompting major shipowners to actively encourage the employment of female seafarers Keeping up with the emerging trend,
Centrum has taken the lead in promoting female seafarer education and training in Sri Lanka to dismantle barriers and limitations and empower more women to work as seafarers.
Sri Lanka’s tradition of valuing women’s contributions, and its commitment to gender equality, runs a few decades into the past As early as 1970, Sri Lanka produced the first female prime minister of the world, igniting a whole new generation of women willing to contribute their efforts across the spectrum of our workforce.
Since then, they have served as the backbone of the Sri Lankan economy contributing immensely across industries such as tea, garment manufacturing, rubber, and overseas worker remittance If the revival of 1970 is something to go by, then Centrum Marine aspires to ignite a new generation of female seafarers to be trained in numbers to alleviate the global shortage of quality seafarers faced by ship owners and managers which is estimated as 88,000 officers by 2025 as per the BIMCO manpower report 2015.
Our scholarship program extends support to 15 deserving female cadets in the maritime industry who require financial assistance to advance their education and pursue their careers as female officers at sea.
Furthermore, Centrum will augment a series of soft skill training in collaboration with endorsement partners followed by 12 months of onboard training, ultimately leading to guaranteed employment on vessels.
To inspire and spark the potential in young women aspiring to excel in a sea-going career, it is imperative to offer them a well-defined career roadmap to the industry that enhances their skills and competencies along the way.
As part of that journey, programs need to be designed to equip candidates with valuable skills and knowledge, provide meaningful career guidance, and foster a supportive and encouraging environment that will indeed benefit them. Aligned with this thinking, Centrum Marine is proud to be the initiator of several programs that offer female cadets not just a job but a life-fulfilling career.
The Diversity Champion column aims to showcase male leaders in the maritime sector who are making remarkable efforts to promote diversity and equal opportunities within their teams and the industry.
We would like you to meet Capt. Arvind Shankar, Culture & Capability Manager – Centre of Excellence (Marine People Asia / Marine People & Culture) at Maersk. In this interview, he shares his leadership journey.
Hi Arvind! You‘ve been known to be a great champion of diversity. In 2022, you received the Maritime SheEO Award for Champion of Diversity. Can you share some examples of the diversity and inclusion initiatives you’ve been involved in within the maritime industry?
I have had the opportunity to work with a supercharged and purpose driven team at Maersk - Marine People Asia to disrupt the story line of the maritime industry and start a new chapter in which opportunities to learn, grow and develop are available to all irrespective of their gender In bringing about this change, we have led the following programs linked to the maritime industry:
Launching India’s First Women Cadet Program (WCP): At Maersk we pioneered India’s first women cadet program in 2022 and I had the opportunity to lead this program since its inception The WCP aims to break down gender barriers in the training ecosystem to provide aspiring women seafarers with equal opportunities on campus to excel in their careers
Pioneering the First Pride Event in Maritime Academies: We took a significant step towards grassroot level awareness by organizing the firstever Pride event in maritime academies, promoting inclusivity and supporting LGBTQ+ individuals within the industry, ensuring they feel valued and respected. Our renowned Rainbow container made its first ever stop in India at our training facility to showcase the rich tradition and values of Maersk as an inclusive employer. It was heartwarming to see how cadets of various age groups spoke about how they can be a good ally to the community and create a sense of belonging for them.
Gender Sensitization Program: To create a nationwide change, we created the Gender Sensitisation prototype for Faculty, Management, and Support staff of Maritime Academies together with the Directorate General of Shipping, the Maritime Training Trust and AMET (Academy of Maritime Education and Training) university This program aims to create awareness and instill the importance of gender equality and respectful behavior in the learning ecosystem.
Workshops on Psychological Safety and Respectful Work Environments: As part of our induction program for Maersk Center of Excellence (MCE) and for the sea going phase of cadetship, the Marine People and Culture team at Maersk introduced workshops focused on psychological safety and fostering respectful work environments. Being on site, I have been focal at delivering these workshops on campus to ensure that every one feels safe, respected, and empowered to contribute their best.
These are some of the key initiatives but lot more of what we are doing is unprecedented and our goal is straightforward: we aspire to make the maritime industry more welcoming and equitable for all and that no aspiring person
faces lack of opportunity to take up seafaring due to facilities or fair and respectful ecosystems
How have you collaborated with merchant navy academies to promote diversity and inclusion in their training programs?
Our journey of transformation began with studying the striking disparity in seafaring that attracted very few applications from women to pursue a career at sea. One of the primary reasons sighted was the absence of essential facilities and an inclusive environment within Maritime Academies. The prevailing narrative supported the notion that seafaring was exclusively a male domain, evident not only in our advertising, but also in the stories we shared with society. Some may argue that the dearth of facilities was justified due to the sparse number of women applicants, while employers remained hesitant to provide equal opportunities to women on campus.
These challenges created an opportunity for us to do something significant to break the chain at the grassroot level. We understood that forging a strong and committed alliance between industry and academia was imperative to move the needle significantly.
Consequently, this resulted in us joining hands with AMET University, formalizing our commitment to cultivating an equitable and psychologically nurturing learning environment This initiative came to be known as the ‘Women Cadet Program’ and, as mentioned previously, was the first of its kind in India when it was launched
Our approach revolved around four key pillars: Infrastructure Development, Academic Enrichment, Cultural Enhancements and Vigilant Administration These pillars became the foundation upon which we systematically dismantled the barriers that hindered women from embracing and advancing within the same educational framework as their male peers. New residential, sanitary and sporting infrastructure was created not just keeping in mind the current needs but envisioning a future when we achieve
our ambitious target of 50% women cadets by 2027
Implementing changes under the four pillars was not just a brick-and-mortar game but also a mindset change among the stakeholders regarding their roles and responsibilities To address this, we maintained open and frequent communication with employees of the Maritime Academy to address their queries and support their own transformation. A crucial game changer in this direction was to sensitize all employees, management, and faculties to the difference between gender-sex, reflecting on their unconscious biases and the impact of gender stereotyping on the progress of their beloved students.
Working collaboratively with our recruitment team, we revamped our advertising narrative for the Maersk Centre of Excellence to be more gender-neutral and travelled the extremities of this diverse country by air, rail, road, boat and foot to bust myths and create greater awareness that a maritime career was not exclusive to any gender but rather a beckoning call to all, including women, to assume command of their destinies at sea.
In conclusion, “By aligning academia and industry, we have begun to reshape the narrative, creating a brighter, more inclusive future for seafaring professionals, where everyone, regardless of gender, can chart their course to success ”
What specific challenges have you encountered while promoting diversity in maritime, and how have you overcome them?
In the early days, when we started talking to seasoned seafarers and industry stakeholders, we encountered a natural reluctance to embrace change This hesitancy was rooted in the industry’s longstanding traditions and its rich historical legacy But this was a good start for me because I got to have honest conversations with people who knew that this change was long needed but also presented formidable barriers to entry, growth, and sustainability within the industry.
As previously mentioned, at this stage, we had already begun working on creating a fair learning environment, and our recruitment team was busy with the school outreach program raising awareness about seafaring in schools. But making sure everyone gets a fair chance is harder than it sounds. Our efforts to do the right thing and take positive action put the spotlight on women cadets and led to some of their male counterparts harboring concerns about potentially being left behind in this transformative process.
Next, we noticed that most new applicants knew little about women's role models in the seafaring world, so we decided to share success stories of women who have had significant achievement on campus and at sea in Maersk We also invited schools to visit our training campus so they could learn more about the exciting opportunities in seafaring Many students at once took an interest in our training style due to its similarities to a quasi-military service
Lastly, we tackled the rumors about seafaring, like working non-stop for six months and lifting heavy cargo To clear these misconceptions, we created a candid conversation with women seafarers and shared the same on YouTube Locally, I set aside time on weekends to talk to parents and students and tell them the authentic story about modern merchant navy careers
In short, our journey to make the maritime industry more diverse and fairer has been about facing challenges, talking openly, and helping people understand the truth. We want to make sure that everyone, no matter their gender, has an equal chance of succeeding in the maritime world.
How do you ensure that your leadership style promotes inclusivity and respect among your team members, both on land and at sea?
Ensuring that my leadership style cultivates inclusivity and respect among team members, both on land and at sea, is deeply personal and rooted in my life journey. As a male, I was born into a world where entitlement often goes unquestioned. It was only in my professional career, as I began to open my mind to the stories and experiences of those around me, that I realized this privilege.
Since this realization took hold, I have made it my utmost priority to create fair opportunities and extend consideration to others, whether they are my peers or my managers In my professional development, I am keenly aware of the crucial role played by those who provided me with valuable learning opportunities I recognize that teamwork is the driving force behind our achievements, and I cherish this collaborative spirit in reaching our goals
As a result, I have taken deliberate steps to ensure that my team, whether on board or on campus, always has a safe and welcoming space to voice their thoughts and seek help whenever necessary. This unwavering commitment is an integral aspect of my leadership style, reflecting the core values of fairness, respect, and inclusivity that I hold dear within our team.
I actively engage in the well-being of those around me by attentively listening to their challenges, dedicating time for meaningful interactions, and, importantly, respecting the time I have set aside for them I celebrate the team’s achievements, both small and significant, as they contribute to our collective success As a trainer myself, I invest in programs that raise awareness and foster empathy and respect within the team.
Moreover, I advocate providing constructive feedback to help our team members grow, and I remain open to altering my perspective when presented with the possibility of a more favorable outcome. In essence, my leadership style is anchored in a genuine commitment to promoting an inclusive, respectful, and collaborative environment for all, where every team member’s voice is heard and valued.
How do you balance crew members’ unique challenges and needs from various cultural backgrounds while maintaining a cohesive and efficient working environment?
This calls for a blend of sensitivity, emotional intelligence, and pragmatism. Despite my keen intent to learn more about other cultures, I am aware that there may be aspects of their backgrounds I may not fully grasp. Effective listening, irrespective of language barriers, is paramount, and I proactively seek clarification when needed to bridge potential misunderstandings I have always promoted a speak-up culture onboard with low operational power distance, as it not only supports better peer-to-peer learning but becomes our compass for spotting errors, collectively correcting them,
and growing stronger as a team
I make sure I keep conversations in the vessel’s official working language, even in one-on-one interactions This upholds consistency and inclusivity within my team I am committed to accommodating reasonable requests, recognizing their importance in fostering mutual respect Additionally, I invest in coaching and mentoring our team leaders to appreciate cultural differences, ensuring these values permeate throughout the crew. I lead by example in my words and deeds and establish clear communication guidelines, especially in informal discussions, to enhance the atmosphere of respect, valuing the diverse views and opinions of my crew members.
This section showcases the voices of our youth, with these young cadets contributing inspiring essays. The theme was ‘How Diversity is Key for Maritime’s Innovation and Growth’.
We trust that you will find them as motivating as we do.
As an African maritime student, I have witnessed firsthand the profound impact of diversity on real-world endeavors Diversity reverberates across cultures, traditions, and fields in this dynamic world, emerging as an undeniable catalyst for progress, innovation, and growth.
Gleaning from personal insights and recent efforts to foster interdisciplinary collaboration, I’m compelled to explore the significance of diversity within realms of the maritime industry. I'll delve into how multi-dimensional diversity can weave a tapestry of innovation and prosperity within the maritime sector.
The maritime industry, like other fields, has witnessed profound growth in the past decade due partly to advancements in technology and partly to intentional efforts to foster collaboration among maritime subsectors.
The maritime industry has long been a cornerstone of global trade, serving as the
commerce artery connecting nations across vast oceans In an age of rapid technological advancement and evolving trade dynamics, diversity has emerged as a crucial factor in driving innovation and fostering sustainable growth within the maritime sector.
Embracing a diverse workforce brings together individuals with unique viewpoints and approaches, fostering a culture of creativity and innovation. When people from different backgrounds collaborate, they bring a plethora of ideas and solutions to the table, encouraging the development of novel technologies, processes, and strategies.
This can lead to breakthroughs in areas such as ship design, navigation systems, port operations, and environmental sustainability, e.g., a diverse team working on ship design might draw inspiration from various cultural aesthetics, resulting in vessels that are efficient and culturally significant. Similarly, a mix of engineers, environmentalists, and economists
can collaborate to create eco-friendly shipping solutions that address both commercial and ecological concerns.
Historically, the maritime industry has been predominantly male-dominated, but there is growing recognition of the untapped potential that gender diversity holds Incorporating more women into the workforce brings fresh perspectives and enhances creativity as women can contribute their skills in communication, collaboration, and conflict resolution, fostering a more inclusive and dynamic work environment
Gender diversity attracts a wider talent pool, addressing the industry's looming labor shortage while promoting innovation through varied viewpoints and experiences. This fusion of knowledge fuels innovation and strengthens adaptability to emerging trends and disruptions.
Diversity within the maritime industry also encompasses the diversification of services and
market segments. Embracing a broad range of business models, from traditional shipping to eco-friendly transport solutions, allows the industry to remain agile and responsive to shifting market demands By tapping into new markets, such as renewable energy and offshore mining, the industry can spur economic growth while mitigating the risks associated with relying solely on traditional trade routes Diversification promotes resilience and positions the industry for sustained success in an ever-evolving global economy
In this 21st century, as the industry navigates an era of technological disruption and changing trade dynamics, embracing diversity in all its dimensions becomes paramount. It’s imperative that the maritime industry recognizes the pivotal role diversity plays in shaping its future. By prioritizing diversity, the industry can launch trajectories towards sustained innovation, growth, and prosperity.
According to Youth Maritime Collaborative, “The Marine Industry deals with the movement of people and goods over the waterways throughout the world especially navigation, shipping and marine engineering ”
According to UNC EDU2013, “Diversity is defined as the practice of involving people from different racial, ethics, socioeconomic, academic backgrounds and geographical locations ”
According to Galileo Maritime Academy;” Diversity in Maritime Education is essential for the growth, innovation and sustainable future of Maritime Industry. It ensures the Maritime Industry remains competitive, adaptive and ready to face the challenges of the future through providing equal opportunities to all individuals. ”
The following are the ways in which diversity can be a key for Maritime’s Innovation and growth with different examples elaborating each way;
Diversity promotes communication and collaboration in the Maritime Industry: Maritime Education equips graduates and scholars with exceptional cross-cultural communication skills, fostering meaningful connections and encouraging efficiency within multicultural environments. For example; seafarers, ship operators, port personnel, crew members and clients from various cultures learn
to bridge gaps in language, norms and values for a successful Maritime carrier.
Diversity enhances innovation and problem solving techniques through bringing together individuals with unique experiences and perspectives:
The innovations aim to provide effective and unique ideas so as to stay ahead of changes empowering as problem solving, the unique information and experiences increases creativity For example; A diverse workforce helps the industry and companies to produce more since different background and beliefs lead to brainstorming of everyone hence organization’s growth.
Diversity leads to productivity and growth to the employees in Maritime Industry: Through growth an inclusive society is created where everyone has an opportunity to succeed, also through appreciation and recognition of the employees they are encouraged to contribute in the Maritime Industry without any sense of abandonment due to color of skin, gender and ethnic. For example ;The workers from different cultural background all together can examine a problem or task so as to achieve better efficiency boosting the employee’s productivity because everyone has an opportunity to succeed.
Diversity promotes better personality of a company culture in Maritime Industry:
This is about the beliefs and actions in internal and external matters, the behavior of the whole organization from the leader to the employees. For example, interacting with people from many backgrounds enable a richer exchange of ideas, promoting tolerance and develops communication skills empowering global benefit to the Maritime Industry
Diversity enables meeting the demands of a diverse workforce and industry: Due to rapid increase of demands in the Maritime Industry the individuals are ensured with cross- cultural competence, empathy and adaptability For example; Students are prepared to work along with international crews fostering effective communication onboard vessels
The Maritime Industry has helped to shape our world and make it a better place as a part of the society, community and economy Diversity brings positive news for the Maritime Industry by using lessons learned and best practices for shipping Establishment of diversity policy should be supported by effective monitoring hiring strategies, learning and development planning so as to provide the right environment for diversity to flourish and be sustainable
Change in mentality should start from the shipping company by training the crew and prepare them to work with female colleagues. Preparing vessels and crews for more women seafarers by improving safety and security for female crew members on board. Women should have security to feel safe in the workforce and no tolerance for any unwanted act.
Daniel Ndambuki Bob (Kenya)
The maritime industry, a historically robust sector, is poised for transformation in the 21st century. As we sail into an era of rapid technological advancements and evolving global challenges, one factor emerges as a critical driver of innovation and growth: diversity. In this essay, Daniel explores how diversity, encompassing not only gender and ethnicity but also diversity of thought, experience, and perspective, plays a pivotal role in shaping the future of the maritime industry.
The maritime industry is the backbone of international trade, responsible for carrying over 80% of global goods. To thrive in an increasingly interconnected world, the industry must embrace diversity. Diverse teams bring a variety of skills and perspectives, which can lead to more efficient and innovative solutions. With diverse talent at the helm, companies are better equipped to navigate complex global challenges and seize new opportunities
Historically, the maritime sector has been maledominated However, the tide is changing, with more women entering the industry Embracing gender diversity is not only a matter of equity but also a source of untapped potential Women bring unique skills and perspectives that can
lead to innovative problem-solving Initiatives to encourage women to pursue maritime careers and to foster inclusive workplaces are essential for the industry's growth
The maritime industry operates on a global scale, interacting with diverse cultures and communities Embracing cultural and ethnic diversity is crucial for building strong international relationships. Diverse teams can better navigate cross-cultural communication and negotiations, enhancing the industry's capacity to expand into new markets and forge valuable partnerships.
Innovation flourishes when individuals with varied backgrounds, experiences, and ways of thinking collaborate. By fostering diversity of thought, maritime companies can create a culture of innovation that propels them ahead of the competition. Openness to new ideas and perspectives can lead to groundbreaking advancements in technology, safety, and sustainability.
Safety and sustainability are paramount concerns in the maritime industry. Diverse teams bring a broader range of perspectives to identify and mitigate risks Moreover, they are more likely to consider sustainable practices, recognizing the importance of preserving the oceans and reducing the industry's environmental footprint
In a competitive job market, companies that embrace diversity attract top talent Young professionals seek employers who value inclusion and offer opportunities for personal and professional growth By prioritizing diversity, maritime companies can secure a pipeline of skilled and motivated individuals eager to drive innovation and growth
Diversity is not just a buzzword; it is a strategic imperative for the maritime industry. Embracing diversity in all its forms, from gender and ethnicity to diversity of thought and experience, is essential for fostering innovation and ensuring the industry's long-term growth. By harnessing the power of diversity, the maritime sector can navigate the challenges of the 21st century and set sail toward a more prosperous and sustainable future It's time for the maritime industry to chart a new course one that leads to innovation, growth, and global success through diversity
Young cadets at AMET University express their views on diversity Check out these award-winning essays
Abstract
The maritime industry, one of the world's largest and oldest, has traditionally excluded women from its ranks Only 2% of women globally participate in this field, despite a history of women excelling in diverse roles Also despite progress, women remain underrepresented in leadership roles due to systemic biases Initiatives by global organisations, governments, and shipping companies are actively working to promote gender equality and empower women in the industry.
These efforts include awareness campaigns, training programs, mentorship, and antiharassment policies. Eliminating the stigma associated with women seafarers and ensuring their rights are respected are crucial steps forward. This paper explores the challenges faced by women in the maritime sector, including gender bias, unequal training opportunities, and workplace harassment. It also delves into the unique obstacles encountered by women in leadership positions.
Introduction
The maritime industry happens to be one of the largest and oldest industries actively participating in world trade. It creates many job opportunities but only for men When we see the statistics, hardly 2% of women are in the maritime industry globally
History is witness to how women have always proved themselves Women played a significant role in defending Vietnam during the Indochina Wars from 1945 to 1975
They took roles such as village patrol guards, intelligence agents, propagandists, and military recruiters However since the establishment of the Maritime industry, women have always been spectators in this industry but stereotype breakers like Russian Anna Schetinina started her sea career, becoming the first female captain in 1935. Radhika Menon the first female captain of the Indian Merchant Navy received the IMO award for exceptional bravery at sea.
They inspired many females from small towns to have big dreams. Over the decades, the shipping industry has undergone a substantial transformation, allowing more and more women to take up roles in the sector.
Today, women can already be seen working in different areas within the shipping industry, such as management, navigation, and engineering. There has also been a significant rise in the number of women working as seafarers, with some even taking up leadership roles on ships through the continuous effort of global organisations and local bodies to achieve gender equality and empower all women and girls
There are many hurdles as various challenges and obstacles, which have been discussed in this paper, are still faced by a lot of women on board, shore-based offices, and other stereotypes that restrict the women from having big dreams
The Essence of Women in Various Fields
Women are essential contributors to the economy They play a significant role in the labour force and contribute to the growth and development of businesses Women have also been proven to be successful entrepreneurs and are starting their businesses at a higher rate than men
Even Women’s participation in political representation has always been fruitful for society. They bring diverse perspectives and experiences to the table, resulting in more informed decision- making. Women have always proved to be an asset for whichever field they have contributed, let it be the armed forces, medical services, or the aviation Sector.
Women aboard ships
Women are 50 % of the world's population This means restricting them is equivalent to restricting new ideas and more revenue
Including more women in the maritime industry will increase the diversity in perspectives which will increase creativity Women are an underutilized source of maritime talent which we need to draw upon to make up this shortfall
Hindrance for women in the maritime industry
Even though significant progress has already been made, women in the shipping industry still face several issues and challenges. One of the most critical challenges women face in the maritime sector is the lack of female representation in leadership roles. To this day, only a small percentage of women take up senior management positions in the industry.
Challenges Faced by Women Seafarers
Gender biases: Being accepted by the entire group of men and considering yourself as one of them may often seem to be time- consuming. As the environment is strictly male-dominated, women at sea may feel left out or ignored.
Unequal opportunities for technical trainingThere is clear evidence that women continue to face discrimination when seeking to access maritime education and training
In some countries, women may find it difficult to enroll in nautical courses and where they do enroll, women have reported that they encounter training staff who are averse to their presence and also the judgments from fellow peers on the basis of gender, not competency
Professor Helen Sampson believes that some of this could be because colleges have learned that it can be difficult to place women cadets on ships to complete their requisite sea time because of the stereotypical belief of some
companies and institutions that women will work for less time than men.
Sexual harassment at the workplace - Many women experience sexual harassment onboard, among whom not everyone is able to gather enough courage to speak up due to various reasons, even if they report incidents, they face even more challenges The nearest doctors and relevant police authorities are often miles away, making investigations and evidence recovery even more difficult than they are on land Since ship's crews change often, potential witnesses become difficult to find In addition, when a crime takes place in the middle of international waters, it is rarely clear under which jurisdiction or law it should be investigated
A significant challenge that women who are in Leadership and Management roles face is the expectation to balance work and family responsibilities.
Women are more likely than men to take on caregiving roles for children or elderly relatives, which can create a significant strain on their time and energy. Balancing the responsibility with demanding leadership positions can be difficult, leading to feelings of burnout and stress. This can lead to women feeling like they have to choose between their career and their family, a decision that can be emotionally taxing and have long- term implications.
Impostor syndrome is a pervasive challenge faced by many women leaders. It refers to feeling inadequate or self-doubt, despite evidence of compet or success or self-doubt, despite evidence of competence or success or success or self-doubt, despite evidence of competence or success
Women are more likely than men to experience impostor syndrome, which can hold them back from pursuing opportunities or taking on challenges in their careers. This can manifest in a variety of ways, including feeling like a fraud, attributing success to luck or external factors, or avoiding opportunities that may lead to failure.
It can be particularly challenging for women who are in Leadership and Management roles, as they may feel like they are constantly under scrutiny or pressure to prove themselves.
Despite advancements in gender equality, women are still underrepresented in leadership roles, particularly at the highest levels of organisations. This can be attributed to a variety of factors, including systemic biases in hiring and promotion, lack of female role models or mentors, and cultural expectations around gender and leadership Women also face additional barriers such as pay inequality or discrimination
To uplift the status of women the United Nations moved a step further by declaring 1976 to 1985 International Women's Decade at a conference held in Mexico City in 1975 In 1979, the Convention on the Elimination of Discrimination against Women (CEDAW) was enforced, with the introduction of guidelines and laws for the advancement of women The result of this has become the turning point for women and the world as a whole, a breakthrough campaign that has made people aware that “women’s rights are human rights”.
Steps Taken by Global Organisations International Maritime Organization (IMO) has developed a series of model courses that provide suggested syllabi, course timetables, and learning objectives to assist instructors in developing training programs to meet the STCW Convention standards for seafarers regardless of gender.
Moreover, part of the organisation’s ongoing efforts to support the United Nations Sustainable Development Goal on achieving gender equality and empowering all women and girls (SDG5) is the new Leadership in the Public Sector course being developed by the training arm of the UN system. IMO also runs a gender program – "Women in Maritime Sector"
by influencing the member states to come forward and open the doors of their shipping academies to taking more women seafarers and supporting the empowerment of women through gender-specific fellowships by facilitating access to high-level technical training for women in the maritime field in developing countries
The International Transport Workers Federation (ITF) called on industry stakeholders to prioritise a range of women seafarers’ issues, including
• Reducing gender stereotypes within the industry
• Provision of sanitary items on board ships
• Access to confidential medical advice and contraceptives
• A consistent and improved approach to maternity benefits and rights
• Development of sexual harassment policies and appropriate training, including within cadet training and education
• WISTA International, one of the broadest and most diverse networks of professionals in shipping, has always participated in initiatives and programs that promote inclusion, gender equality, and gender diversity. The association recently announced that it appointed a Diversity Committee to focus on practical solutions to increase gender diversity in the maritime industry.
• The International Labour Organization’s (ILO) mandate to promote gender equality in the world of work is enshrined in its Constitution and reflected in relevant international labour standards The four key ILO gender equality Conventions are the Equal Remuneration Convention, Discrimination (Employment and Occupation) Convention, Workers with Family Responsibilities Convention, and Maternity Protection Convention
Steps were Taken by Different Organisations and Nationalities
• Indian administration DGS [Directorate General
of Shipping] is providing scholarships for more participation by women because even in today’s time lots of people who can not afford to spend on both children prefer spending their money on the education of their son over their daughters
There are several scholarships to give them financial aid With this they are also running awareness programs to various pre-sea courses to increase the participation of women in the maritime industry According to the 2030 Maritime India Vision, efforts will be made to have at least 2-3% women in the Indian merchant navy The percentage might look small but numbers will definitely be huge Similarly, other nations are also running different programs for the welfare of their citizens.
The International Women Seafarer Foundation (IWSF) was founded in 2017 by three of the leading women in the Indian shipping industry, Capt. Radhika Menon, Ch. Engineer Suneeti Bala and Ms. Sharvani Mishra has the objective to protect the rights of women seafarers and promote their fair treatment on board ships. To raise awareness in society about women in the seafaring profession, aid and assist activities, and encourage women’s participation in shipping.
Pacific Women in Maritime Association (PacWIMA) was set up in Fiji in February 2004 and relaunched in Tonga in April 2016. Their objective is to increase Pacific women’s training, visibility, and participation in awareness programs in rural areas where there is a lack of education and are giving relaxation of 2 years in the maritime sector.
Association for Women in the Maritime Sector in Eastern and Southern Africa Region (WOMESA) was established in Kenya in December 2007 to advocate gender equality in the Eastern and Southern African Maritime Sector and integrate women in mainstream maritime activities Also
to promote access of women to the maritime sector through education, training, and career opportunities
The Women in Maritime Association Caribbean (WiMAC), is a regional group of female maritime professionals committed to increasing the performance, participation, and contribution of women in the maritime sector With a network of over 100 female maritime professionals, WIMAC is committed to transforming the lives and status of women through education, mentorship, empowerment, and enabling opportunities. It was established in January 2010 and relaunched in the Philippines in 2015.
1 MAERSK [the World’s Second Largest Container Shipping Company] is taking the lead by aiming at the target to increase the proportion of women to 50% Maersk’s global women seafarer count has grown from 2% in 2022 to 3 3% in 2023 by breaking gender biases, unlocking opportunities for women seafarers across the world,and creating safe workspace on board Through all these efforts all together, we can clearly see that women’s participation in the maritime sector has considerably increased.
2. Synergy Group is rolling out new tailor-made personal protective equipment (PPE) to its growing number of female seafarers. Being a male-dominated field, all the machinery and workspaces are designed in a way that only men will be operating but now companies are
becoming aware and conscious about women’s comfort and needs. Similarly, many more companies are coming forward and taking a step forward toward bridging the gender gap in the industry
3 MSC Crewing Services recruited 189 Indian women in 2022 And so far in 2023, it has hired 141 women from India
4 DGS Order No XX of 2022 Sub- Gender Sensitization Training for candidates undergoing Pre-Sea and Post-Sea Competency courses
5 Chevron - The Company says women of Chevron continue to lead in thought, in action –and now in name as well There is no doubt that with titles like VP, CFO, CTO, and more, women leaders are making their voices heard in their quest to build a better future. Similarly, other companies like V-Ships, Fleet Management, and others are taking effective actions to bridge the gender gap and also support women to take the lead and be role models for the younger generation.
Steps Taken by Maritime Institutes Maritime institutes are implementing policies tailored to female seafarers to increase participation by addressing gender biases, promoting gender equality, and providing training and development opportunities.
For example, talking about the institute I am enrolled in, AMET University is running a gender sensitization program to create a conducive atmosphere for women and make all the students understand that Gender equity is Gender equality. It also conducts awareness programs on legal rights, general health, and hygiene to demolish the taboo around it.
We also have a POSH committee which creates a clear channel for reporting inappropriate behaviour and provides unbiased justice.
Efforts should be taken to eliminate the social stigma attached to women seafarers, this can be done by spreading awareness about this field and career opportunities available in the maritime industry for women And for spreading social seminars/ training programs may be organised at the Government level as well as the institutional level
•Employers can help their female leaders overcome impostor syndrome by providing mentorship and coaching, offering opportunities for skill-building and development, and creating a supportive culture that celebrates success and encourages risk-taking also for helping women leaders maintain work-life balance.
Specific knowledge/awareness about their rights/do's & don'ts at sea is essential for women seafarers; therefore a comprehensive handbook may be prepared and made a compulsory module of training by the associations.
Appointment of mental health experts/ clinical psychologists should be made compulsory on ships and regular sessions may be conducted for seafarers. All shipping companies and agencies need to find effective ways to address sexual harassment. One way forward is for shipping companies and agencies to have robust anti-harassment policies and to be supportive when incidents are brought to their attention
Conclusion
IMO believes that empowering women fuels thriving economies, spurs productivity and growth, and benefits every stakeholder in the global maritime community Governments will have to take measures in training and capacity building and promotion of women in the maritime sector including the shipping field, supported by regional and international organisations
Even the International Maritime Organization through its "Women in Maritime Programme" believes in the encouragement of female candidates in the hustle of male dominance over the high sea With the positive actions, more women are participating in the maritime industry to break the stereotype and acquire high competence at par with the males These drives need to continue at least for a decade to push the numbers from 1.5% to double digits and a strong and efficient redressal mechanism is required to resolve the issues of women seafarers, and strict timelines to be drawn and timely disposal of the matter.
Diversity is important not just for diversity’s sake, but because it brings in the skills that move an industry forward. Shipping is no different. As an industry, it’s becoming more complex and more reliant on automation and AI. To be an effective employee in shipping, we don’t need a strong back, we need a strong mind.
Sexual harassment and discrimination are two distinct but related concepts often associated with workplace or social environments.
Sexual Harassment:
Sexual harassment refers to unwelcome and offensive behaviour of a sexual nature that creates a hostile, intimidating, or uncomfortable environment for an individual. It can take various forms, including verbal, physical, or visual actions. Sexual harassment can occur in workplaces, educational institutions, public spaces, and other settings. It typically involves unwanted advances, comments, requests for sexual favours, or any conduct that creates a hostile or intimidating atmosphere based on a person's gender or sexual characteristics.
Discrimination:
Discrimination involves treating an individual or a group of people unfairly or unfavorably based on certain characteristics, such as race, gender, age, religion, sexual orientation, disability, or other protected attributes Discrimination can manifest in various ways, including differential treatment in employment, education, housing, or public services Discriminatory actions may include bias, prejudice, exclusion, or unequal opportunities based on these protected characteristics
WOMEN:
REASONS FOR DISCRIMINATION:
Sexual harassment and discrimination on ships, as experienced by women seafarers, can be attributed to a combination of factors. These factors often interact and vary depending on specific ship environments and crew dynamics. Some of the key reasons include:
Male-Dominated Industry
Cultural and Societal Norms
Isolation and Confined Spaces
Lack of Awareness and Training
Hierarchical Structures
Long Periods at Sea
Fear of Retaliation
Lack of Reporting Mechanisms
Inadequate Enforcement
Cultural and Language Barriers
Gender Stereotypes
Forms of Discrimination:
Unequal Treatment
Pay Disparities
Isolation
Excessive Scrutiny
Lack of Facilities
Forms of Sexual Harassment:
Unwanted Advances
Inappropriate Comments
Physical Harassment
Cyber Harassment
Retaliation
Hostile Work Environment
Coercion
It's important to note that these examples are not exhaustive, and the nature and severity of discrimination and sexual harassment can vary widely.
LGBTQ+
LGBTQ+: Abbreviation for Lesbian, Gay, Bisexual, and Transgender. An umbrella term used to refer to the community as a whole.
Pansexual/Omnisexual: Terms used to describe people who have romantic, sexual or affectional desire for people of all genders and sexes.
Discrimination against LGBTQ+ seafarers on ships is a concern that mirrors discrimination faced by women and other minority groups in the maritime industry
Various forms of discrimination and challenges on board ships including:
Harassment and Stigmatization: LGBTQ+ seafarers may experience verbal, physical, or psychological harassment from crew members who hold prejudiced views This can include derogatory comments, slurs, or jokes targeting their sexual orientation or gender identity
Isolation: Fear of discrimination or harassment can lead some LGBTQ+ seafarers to keep their identity hidden, which can result in feelings of isolation and the inability to form authentic connections with colleagues.
Unequal Treatment: Discrimination can manifest in unequal treatment, where LGBTQ+ seafarers are denied opportunities for advancement or subjected to unfair treatment compared to their heterosexual and cisgender counterparts.
Lack of Support: Ships may lack support systems or resources specifically addressing LGBTQ+ issues, leaving LGBTQ+ seafarers without access to information, counseling, or advocacy
Safety Concerns: In some cases, LGBTQ+ seafarers may face safety concerns if their sexual orientation or gender identity becomes known to crew members who hold prejudiced views. This can put them at risk of physical harm or emotional distress.
Inadequate Policies: Ships and shipping companies may not have clear antidiscrimination policies and reporting mechanisms in place to address LGBTQ+ discrimination, leaving victims with limited recourse.
Privacy and Accommodations: Concerns related to privacy can arise if LGBTQ+ seafarers are denied appropriate accommodations or are forced to share living quarters with individuals who may not respect their privacy or identity.
Addressing LGBTQ+ discrimination on ships requires a commitment to creating inclusive environments and implementing policies that promote diversity and respect Some steps that can be taken include:
Training and Awareness: Providing training to crew members to raise awareness about LGBTQ+ issues, promote understanding, and discourage discrimination
Anti-Discrimination Policies: Establishing clear anti-discrimination policies that explicitly include sexual orientation and gender identity as protected categories.
Diversity and Inclusion Programs: Promoting diversity and inclusion initiatives on board ships to foster a culture of respect and equality for all seafarers.
Confidential Reporting Mechanisms: Ensuring that crew members have confidential and safe channels to report incidents of discrimination or harassment.
Support Services: Offering access to support services and counseling for LGBTQ+ seafarers who may be facing discrimination or struggling with their identity in the maritime environment
Representation: Encouraging LGBTQ+ representation in leadership roles within the maritime industry to set an example and provide mentorship for LGBTQ+ individuals
Efforts to combat discrimination against LGBTQ+ seafarers are essential not only to protect the rights and well-being of LGBTQ+ individuals but also to create more inclusive and respectful work environments in the maritime industry.
On a ship, safety and protection for all crew members, including women seafarers, are essential. Maritime regulations and policies are in place to ensure the safety and well-being of all crew members.
These may include:
MLC (Maritime Labour Convention): The MLC, often referred to as the "Seafarers' Bill of Rights," provides comprehensive protection for all seafarers, including women, against harassment and discrimination. It requires ships to have policies and procedures in place to prevent harassment and ensure a safe working environment. These policies should include mechanisms for reporting incidents confidentially, and seafarers should be made aware of these procedures
ISM Code (International Safety Management Code): Under the ISM Code, shipping companies are responsible for implementing a safety management system that includes addressing
human element factors, such as harassment and discrimination. This code encourages a culture of safety and respect on board ships.
Shipboard Policies: Many shipping companies have specific policies on board that address sexual harassment These policies often define what constitutes harassment, outline procedures for reporting incidents, and emphasize zero tolerance for such behavior Companies may also provide training to crew members to raise awareness about harassment and prevention
Crew Training: Crew members, including women seafarers, should receive training on issues related to harassment, including recognizing it, reporting it, and understanding their rights. This education helps empower seafarers to take action when faced with harassment.
Complaint Mechanisms: Ships typically have a designated person, often the ship's master or a designated officer, to whom seafarers can report incidents of harassment or discrimination. Confidentiality is crucial to protect the identity of the complainant.
Flag State and Port State Control: Flag states (the countries where the ship is registered) and port state control authorities have the responsibility to ensure that ships comply with international regulations, including those related to the safety and welfare of seafarers. They may conduct inspections and audits to verify that appropriate measures are in place.
In the future, several advanced systems and approaches could be implemented to enhance the protection of women seafarers from sexual harassment on board ships
Here are some potential ideas:
IoT-Based Monitoring and Surveillance: Implementing an Internet of Things (IoT) network on ships could involve strategically placed sensors and cameras in common areas to monitor ship activities This can help deter harassment and provide evidence in case of incidents
Biometric Identification: Advanced biometric systems can be used for access control to sensitive areas on the ship These systems could prevent unauthorized personnel from entering certain spaces and help identify potential harassers
Anonymous Reporting Apps: Develop dedicated mobile apps that allow seafarers to anonymously report incidents of harassment. This would encourage reporting without fear of retaliation and could be linked to shore-based support services.
Artificial Intelligence (AI) for Pattern Recognition: AI algorithms can be employed to analyze crew interactions and identify patterns of behavior that may indicate harassment. Unusual patterns could trigger alerts for further investigation.
Virtual Reality (VR) Training: Use VR technology to provide realistic, interactive training for seafarers on recognizing, preventing, and addressing sexual harassment. This could create a safe space for learning and practice.
Blockchain-Based Documentation: Use blockchain technology to securely store and verify crew records, including training certifications and reports of harassment This ensures the integrity of records and makes it difficult to tamper with evidence
Psychological Support Systems: Develop AIdriven chatbots or virtual counselors that can offer emotional support and guidance to seafarers who have experienced harassment. These systems can be available 24/7 and maintain confidentiality.
Crew Diversity and Inclusion Programs: Implement proactive diversity and inclusion initiatives that promote a culture of respect and equality on board ships. Training programs could emphasize the importance of gender equality and zero tolerance for harassment.
Real-Time Reporting to Authorities: Establish mechanisms for ships to report incidents of harassment directly to relevant authorities in real-time. This can expedite response times and ensure swift action.
Global Reporting Database: Create a global database of reported incidents of harassment on ships. This database could be used for research, trend analysis, and policy improvements.
External Ombudsman Services: Introduce external ombudsman services that seafarers can contact to report harassment These services can investigate complaints independently and recommend actions to address the issue
Crew Feedback and Evaluation: Regularly collect feedback from crew members, including women seafarers, about their experiences and concerns related to harassment Use this feedback to continually improve policies and procedures
These future systems would require collaboration between shipping companies, maritime organizations, technology providers, and regulatory bodies. The goal is to create a comprehensive and technologically advanced framework that prioritizes the safety and wellbeing of all seafarers, with a specific focus on
protecting women seafarers from sexual harassment at sea
In conclusion, sexual harassment and discrimination on ships pose significant challenges and concerns for women seafarers. These issues can create hostile work environments, hinder career opportunities, and have lasting emotional and psychological impacts.
Addressing these problems is essential for ensuring the safety, dignity, and equal treatment of women seafarers in the maritime industry. In the maritime industry, as in any other field, fostering a culture of respect, equality, and inclusivity is not only a moral imperative but also essential for the industry's growth and success. By working together to eliminate sexual harassment and discrimination, we can create safer and more equitable environments for women seafarers and contribute to a more just and thriving maritime sector.
Young Voices
“How important it is for us to recognize and celebrate our heroes and she-roes.”
- Maya AngelouDiversity and inclusion have emerged as foundational principles in the modern world, heralding a new era where every individual, regardless of background, gender, or culture, is accorded equal opportunities and respect. In every industry, there exists a resolute truthdiversity is not just an asset; it is a requisite for progress and evolution. The maritime industry, with its own matchless set of challenges and demands, is no exception Diversity in the maritime workforce brings a rich assortment of skills, perspectives, and ideas to the table, fostering a culture of innovation and resilience
Breaking the Waves: Shattering Stereotypes Maritime, is the lifeline of global trade and its realm claims utmost expertise, courage, and tenacity A homogeneous crew in a globalized world is an anachronism, it is diversity that equips maritime enterprises to conquer the uncharted territories of the industry In the immense expanse of the maritime world, where challenges are as deep and unpredictable as the sea itself, women have steadily emerged as the ablest navigators, proving their mettle and mastering the helm.
Inclusion journey has been far from smooth sailing. The maritime industry has grappled with deep-rooted stereotypes and biases. Triumphing these handicaps, shefarers have flaunted their
capabilities in all dimensions of maritime operations - from navigating colossal vessels to managing intricate logistics, from supervising complex cargo handling to leading in maritime safety, MARPOL & sustainability efforts.
Empowerment Anchored in Knowledge: Maritime Education and Awareness Empowerment is the beacon guiding women in maritime, it is rooted in knowledge. It's about providing equal opportunities, eradicating gender biases, and fostering an environment where every individual, regardless of gender, is judged by their skills and dedication It's about creating mentorship programs, safe spaces, and support networks that embolden aspiring female mariners to take on the world The challenges women face in this field are formidable Achieving harmony between professional and personal life, especially for those with families, remains a perpetual challenge Despite these obstacles, women continue to strive, carving paths that future generations will follow
A ship is only as strong as its crew. In diversity lies our strength, and in inclusion, our power. Diversity in maritime means more than just a balanced gender ratio. It encompasses a mosaic of cultures, backgrounds, beliefs, and experiences It brings together individuals with unique perspectives and insights, fostering a culture of innovation and adaptability A diverse crew on a ship mirrors the diversity of the world, enabling better decision-making and problem-solving in the complex and everevolving maritime landscape
Inclusion, the indispensable twin of diversity, entails creating an environment where every voice is heard, every idea is valued, and every person feels a sense of belonging It involves breaking down barriers and challenging stereotypes, nurturing an atmosphere where individuals are judged solely on their merit and competence.
The Voyage Ahead: A Collective Responsibility
The maritime industry is making commendable strides in this direction. ESG (Environment, Social& Governance) initiatives promoting gender diversity, empowering communities, and embracing individuals from various cultural backgrounds are gaining momentum. Mentorship programs, scholarships, and awareness campaigns are being championed to pave the way for a maritime workforce that truly represents the world we live in.
The Rise of the Tide: Overcoming Challenges
The journey towards full inclusivity is far from over. Challenges persist, and prejudices still need to be shattered. Breaking through the glass ceiling demands a collective effort. A concerted effort is needed from every stakeholdermaritime companies, educational institutions, industry bodies, and governments. Together, they must advocate for policies that promote
equality, encourage diversity, and ensure that every aspiring mariner, regardless of their gender, background, or circumstances, is given an equal shot at realizing their dreams
As the maritime industry sets sail into uncharted waters, it does so with a profound understanding - the true strength of the industry lies in its people, and the true power of its people lies in their diversity. With every wave that crashes against the bow, it whispers the promise of a more inclusive maritime horizon, where everyone has a place under the sun and a role to play under the vast sky. The maritime industry is redefining itself, not just through technological advancements but through an unwavering commitment to embracing diversity and inclusion.
As we celebrate diversity and empowerment at the maritime conference 2023, we must remember that every successful voyage begins with the courage to set sail. The maritime industry, now more than ever, is primed to embark on a transformative journey, one where women play a crucial role. It's time to navigate new horizons, challenge the storm, and navigate towards a future where gender is no longer a barrier but a strength on the vast ocean of possibilities. As the maritime industry unfurls its sails, it’s time to embrace the winds of change Let’s set a course for an industry where diversity isn't just a buzzword but a guiding principle
The horizon is beckoning, and women are answering the call Let us, as a collective force, empower them, provide them with the wind in their sails, and watch as they navigate, not just the maritime industry, but history itself
In the always changing world of marine travel, we improve through innovation, and my journey with ATPI, spanning nearly two decades, has shown that gender diversity plays a pivotal role
Having navigated a route to become the Commercial Manager for Greece & Cyprus and the Global Head of Cruise Logistics at ATPI, I have witnessed first-hand the positive impact of gender diversity in enhancing our service delivery and fostering innovation.
I have been fortunate that the marine travel industry recognizes the immense value that women bring to the table. From developing intricate solutions for crew travel logistics to crafting tailor-made solutions that cater to the unique needs of each voyage, a diverse team offers a wider range of insights and creative problem-solving approaches.
We certainly go the extra mile to ensure our crew travel services are not just efficient but also empathetic to the needs of all crew members. Understanding that each individual's journey is as important as their destination, we've implemented initiatives focused on crew wellbeing Our tailored travel solutions consider everything from cultural sensitivities to personal preferences, ensuring that every crew member feels valued and supported.
While innovation and technology are at the heart of our operations we never let go of the human touch that marine crew need. Our 24/7 support system, driven by a dedicated team of professionals, ensures that help is always at hand, whether it's for an emergency rerouting or a last-minute travel adjustment.
Our commitment to gender diversity enhances our ability to support clients and seafarers. We have built a culture that values every voice, encouraging fresh ideas, and fostering an environment where everyone, regardless of gender, can thrive and contribute to the success of ATPI and our clients.
I’m proud to have taken this journey and I am looking forward to continuing charting a course where diversity is our strength and innovation our compass.
Fostering change
Through continuous motion
Like a wave
Crossing the ocean
Expanding one’s range And exploring new choices United in spirit
Amplifying our voices
An industry to re-arrange
Lifting us up
Learning forever
The SHE of Change – We are better together
Amidst the boundless expanse of azure hue, Where the siren's call meets the ocean's view, Lies a realm of bravery and dreams unfurled, Where resilient hearts navigate the maritime world.
In this domain where strength and toil align, A lady of steel, an engineer, refined, Stands undaunted 'midst the waves and spray, Amidst a male-dominated profession, she finds her way.
With each resolute step and each deft command,
She charts her course through uncharted lands, Amidst engines' hum and the ship's proud call,
She's the compass in the storm, standing tall
Her story unfolds, a tale of triumph and might, As she turns the cogs and harnesses the night, Championing innovation, she leads the crest, A survivor at sea, where her spirit finds its rest
In the face of challenges, she thrives and excels, Her dedication a beacon, her resilience tells, A testament to her spirit, unyielding and bold, In a male-dominated world, her story's gold. So let her tale reverberate, let her legacy stand,
A beacon of hope in this maritime land, For she's the engineer, survivor, and more, Navigating the tides, her spirit to the fore.
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