Diversity@Sea pilot identifies key areas for improvement
By Susanne Justesen
Seafarer shortages are at a 17-year high, threatening the integrity of the global supply chain if improvements are not urgently seen.
In an effort to identify and create policies to address industry concerns, the Global Maritime Forum set up the Diversity@Sea pilot project, collecting over 50,000 data points across 10 months from 400 seafarers on 12 participating ships for a preliminary report, Improving Seafarer Well-being.
The study identified seven focus areas that would benefit seafarers worldwide by improving their wellbeing and work- life balance. The findings can be used by maritime companies, institutions, and regulators to create a healthier work environment at sea.
Zero tolerance of abuse, harassment and bullying at sea
Shockingly, as reported by Nautilus in 2022, more than 28% of seafarers have experienced some form of bullying, harassment, or discrimination at sea, with 42% of seafarers having witnessed this behaviour.
As part of the Diversity@Sea study, the participating vessels from 12 leading international shipping companies were required to have a zero-tolerance policy towards abuse, bullying, and harassment. The result was extremely clear; employee wellbeing was significantly improved due to this policy, with seafarers in general reporting that they feel safe from bullying and sexual misconduct at sea.
From the pilot study, an early learning is therefore that when zero-tolerance policies for abuse are integrated into safety protocols, anti-bullying training and disciplinary actions, it actually works. So, we have the tools to prevent bullying and abuse at sea – we now hope many more companies will use them.
Flexible and improved contracts for seafarers
Seafarers often feel unfairly pressured to extend their contracts beyond the initially agreed length, with excessive hours and scheduling uncertainty common.
The Diversity@Sea study highlighted the scale of the problem for seafarers. Some 48% of participants said their contracts were too long, and 35% reported contracts were frequently extended beyond the original agreement. This is a particular issue for those based in the Global South.
Current regulation from the Maritime Labour Convention (MLC) 2006 mandates the maximum contract for seafarers is 11 months, but the results show clearer regulations are needed to prevent seafarers from being coerced into longer commitments.
At a company level, increased flexibility should be offered to accommodate individual seafarers’ situations. Contract lengths must be directly agreed upon in advance so there are clear upfront expectations. At a time when the number of seafarers is declining, these improvements are paramount.
Embracing the digital age
In the digital age, internet access is crucial to social connectivity with family and friends, but shipping has historically lagged behind in adopting new technologies. The Diversity@Sea pilot expected vessels to provide high-quality internet on board, which seafarers used for communication (56%) and music (11%).
Without internet access, seafarers risk social isolation, with respondents re- porting that they feel sad if they do not have adequate connectivity.
There is a clear link between mental health at sea and social connectivity via internet access. We would like to see the maritime industry provide seafarers with a minimum of 1GB of free internet access per day, enabling better social connectivity and overall wellbeing without seafarers relying on expensive pre-paid data cards.
Guaranteed access to lifesaving helplines
The work of seafarers is often isolated and stressful in high-pressure environments. This can lead to serious challenges, such as mental health issues and harassment, compounded by being away from their usual support structures.
To successfully support seafarers when they need it the most, there should be universal access to anonymous helplines that allow them to seek help without fear of repercussions or privacy breaches on board.
In the study, all 12 ships provided access to an anonymous helpline and clearly communicated its availability. The results were successful, with 97% of respondents saying they were aware of such helplines and how to access them.
We would like to see third-party helplines become an industry standard to support seafarers when needed.
Supporting seafarers with family life
Seafarers should not have to choose between a career at sea and a family. However, the support given by employers is not enough to support a thriving family life, creating additional stress in a job where work-life balance is already a challenge.
The study revealed the primary dissatisfaction with existing parental policies was seafarers not getting enough support from the company for starting a family (for example, 24% of respondents said the paternity package was not good enough). As 98% of seafarers are men, a sufficient paternity package would have a major positive impact on seafarer wellbeing.
We need to cement seafarers’ rights to paid parental leave (both maternity and paternity) in national or international legislation to ensure that all have access to this crucial benefit. Paternity leave is often overlooked but is crucial to protect the wellbeing and rights of fathers as mandated by the MLC.
Women have been historically underrepresented in the maritime industry, meaning policies are often not suited to their needs. For example, pregnancy often unfairly impacts seafarers’ career prospects. Pregnant seafarers should have the right to work at sea without being automatically repatriated when pregnancy is announced – otherwise, they lose all income immediately. Supporting a return to work following pregnancy is also a priority for businesses to increase retention.
Improving salaries would also help support families. Over a third of respondents also said that their income is too low to allow them to spend quality time with friends and family.
Improved and inclusive PPE
Personal protective equipment (PPE) is an essential part of the job of being a seafarer. In fact, it is a legal requirement for working at sea – but it’s often not inclusive enough to keep everyone safe.
The findings showed female seafarers are less satisfied with PPE than men, and common problems reported with PPE include it being too big or not fitting individual body types. This is highly concerning – quality PPE is vital to ensure seafarers can carry out their essential jobs safely, without distraction and unnecessary risk.
Implementation of inclusive PPE at a company level would be a good first step, but national or international guidance would be game-changing to ensure greater safety for the entire industry.
Trust building and transparent training
High-quality training and appraisal systems make all the difference in advancing seafarers’ career development, not to mention creating an atmosphere of trust and satisfaction on board.
A key finding from the study was the value of numerical appraisal systems, which were seen to help reduce bias by providing objective measurements that promote fairness and equality. Rank- specific training was also highlighted as essential for smooth progression, with companies and individuals alike benefiting from the training and upskilling of seafarers.
To engage and retain seafarers, we propose companies implement improved training and appraisal systems, setting the tone and expectations for work at sea.
These seven key areas for improvement are a crucial first step to improving life as a seafarer and, in turn, making the industry more attractive to talent. The Global Maritime Forum will use the insights gained from this study, along with further results from the Diversity@Sea project, to develop comprehensive guidelines to improve conditions for seafarers globally. We must prioritise these seven key areas to push for increased national and international regulation. The Maritime Labour Convention is an effective vehicle for these changes, and with amendment discussions approaching in April 2025, there is a huge opportunity to set better standards for working at sea, for all.
Would you like to be involved and help us develop guidelines and better standards for life at sea? If you are a seafarer, please join our comparative study by clicking here: https://join.psy-fyi.com/276b29e0c155. We would greatly appreciate your help.
Susanne Justesen is the director of human sustainability at the Global Maritime Forum. Susanne’s expertise lies in skilfully employing diversity, equity, and inclusion strategies to enhance innovation dynamics within groups, organisations and industries, especially in contexts that demand adept problem-solving and decision-making.
