Shipping Industry Faces Leadership Diversity Crisis
A recent report from the Global Maritime Forum and All Aboard Alliance highlights significant barriers to diversity in the shipping sector’s leadership. The findings reveal that a lack of inclusivity could hinder the industry’s growth, particularly as it grapples with a looming talent shortage. The report emphasizes the urgent need for equitable leadership pipelines to fully leverage the potential of diverse talent.
Gender and Identity Biases Persist
The “Diversifying Maritime Leadership” survey, which involved 108 in-depth interviews with professionals from both sea and shore roles, uncovers troubling statistics regarding bias in the workplace. A striking 68% of women leaders reported experiencing bias related to gender, race, or identity, compared to only 33% of their male counterparts. This disparity underscores the challenges women face in advancing their careers within the industry.
Moreover, the survey reveals that only 41% of respondents feel completely safe expressing their authentic selves at work. Alarmingly, 15% of participants rated their workplace experiences as a 3 or below on a scale of 1 to 10 regarding safety and acceptance. These findings suggest a significant gap in workplace culture, where many individuals feel pressured to conform to traditional norms rather than being their true selves.
The report also highlights an impending talent crisis, predicting a shortfall of 90,000 officers by 2026. This looming shortage makes it imperative for the shipping industry to prioritize equitable leadership development, not only as a matter of social responsibility but also as a crucial business strategy. However, entrenched norms continue to dominate the sector, with many interviewees noting that leadership expectations often align with outdated ideals of masculinity and nationality. One respondent shared a disheartening experience of being questioned about their authority in meetings, despite holding a leadership position within their own company.
Barriers and Pathways to Change
The report identifies six key barriers that contribute to the lack of diversity in maritime leadership, spanning societal norms, corporate culture, and professional relationships. These barriers create an environment where unwritten rules govern evaluations, promotions, and access to networks, often favoring a “boys’ club” mentality. To combat these challenges, the authors propose several “bridges” to facilitate change within the industry.
Among the recommended strategies are the implementation of mentorship programs, inclusive human resources practices, and the promotion of visible role models. Additionally, establishing transparent promotion pathways and flexible workplace policies can help create a more inclusive environment. By addressing these barriers and fostering a culture of diversity, the shipping industry can better position itself to attract and retain the talent necessary for future growth.
