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Posted: January 16th, 2024
Best Practices for Integrating Women into Leadership Roles in the Maritime Sector
The maritime sector is one of the most important and dynamic industries in the world, contributing to global trade, economic growth, and environmental sustainability. However, it is also one of the most male-dominated and gender-unequal sectors, with women facing multiple barriers to entry, advancement, and recognition. According to the International Transport Workers’ Federation (ITF), women make up only 2% of the world’s maritime workforce, and most of them are employed in low-skilled and low-paid positions (ITF, 2019).
This situation is not only unfair and discriminatory, but also detrimental to the performance and innovation of the maritime sector. Research has shown that gender diversity in leadership positions can bring significant benefits to organizations, such as improved decision-making, increased productivity, enhanced creativity, and reduced turnover (Catalyst, 2020). Moreover, empowering women in the maritime sector can also contribute to achieving the United Nations Sustainable Development Goals (SDGs), especially Goal 5 on gender equality and Goal 8 on decent work and economic growth (IMO, 2021).
Therefore, it is imperative that the maritime sector adopts best practices for integrating women into leadership roles and creates a more inclusive and supportive work environment for them. In this blog post, we will discuss some of these best practices and provide examples of how they have been implemented by different stakeholders in the industry.
1. Raise awareness and promote positive role models
One of the main challenges that women face in the maritime sector is the lack of awareness and visibility of their potential and achievements. Many people still have stereotypes and biases about women’s capabilities and suitability for maritime careers, which discourage them from pursuing or advancing in this field. To overcome this challenge, it is important to raise awareness and promote positive role models of women leaders in the maritime sector, both within and outside the industry. This can be done through various channels, such as media campaigns, social media platforms, newsletters, podcasts, webinars, events, awards, mentorship programs, and networks. For example:
– The International Maritime Organization (IMO) launched the “Women in Maritime” program in 1988 to support the participation of women in the maritime sector and enhance their access to maritime training and education. The program also organizes regional conferences, workshops, seminars, and awards to showcase the achievements of women in maritime and provide them with networking and learning opportunities (IMO, 2021).
– The Women’s International Shipping & Trading Association (WISTA) is a global network of women professionals in the maritime industry, with more than 3,500 members in 54 countries. WISTA aims to facilitate the exchange of information and contacts among its members, promote their competence and skills, and raise awareness of gender issues in the maritime sector. WISTA also collaborates with other organizations and institutions to advocate for gender equality and diversity in the industry (WISTA, 2021).
– The Women Offshore Foundation is a nonprofit organization that supports female seafarers working on offshore vessels or platforms. The foundation provides online resources, podcasts, mentorship programs, scholarships, and events to inspire and empower women in offshore careers. The foundation also features stories of women who have succeeded in various offshore roles, such as captains, engineers, divers, geologists, and managers (Women Offshore Foundation, 2021).
2. Implement policies and practices that foster gender equality and diversity
Another challenge that women face in the maritime sector is the lack of policies and practices that foster gender equality and diversity in the workplace. Many maritime organizations still have gender gaps in pay, promotion, training,
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