Emma Challenor

It is easy to feel that developments in DEI recently have been taking the world by storm and, for some, that is indeed the reality. Working in the global maritime sector, and considering all the factors that influence it, it has been important to the team at DSG to take time to reflect on the current environment and speak with leaders and influencers across the maritime industry to get an in depth view of the current context.

We have now published our thought paper, Staying True to Your Inclusion Compass – Maritime DEI in a Fast Changing World, which includes a guidance framework for decision-makers.  This is available free of charge, if you would like a copy, please email info@diversitystudygroup.com.

DSG encourages everyone to pause for a moment to reflect on what the current DEI context actually means for you, your organisation’s journey to resilience and inclusivity – and for the wider inclusion agenda. We are in no doubt that amidst the challenge and uncertainty is a genuine opportunity for DEI to up its game and demonstrate the everyday value of inclusion to a broader audience.

Thank you to our Thought Paper authors, Jennifer Barrow, Jo Bostock MBE and Heidi Heseltine

Our annual DEI in Maritime conference brings together leaders from across the global maritime industry to collaborate on how to make the maritime industry, and our workplace cultures, the best they can be to retain and attract the talent we need, in light of stiff competition from other sectors.  2024 saw many changes occur, amplifying the need to double down on psychological and physical safety to ensure people are supported and equipped to be the best they can be at work.  We were invigorated by the discussions at our Headwinds and Tailwinds conference in London and at the variety of Tailwinds that were identified that are enablers of progress https://youtu.be/-p_oE_oW_00?si=TIJNXrQf4LkmeAoi

In conjunction with the publication of our Annual DEI in Maritime Review 2024, we took a closer look at the data.  Richard Young, Senior Associate and Heidi Heseltine, Founder & CEO discuss key elements in relation to our DEI surveys for those ashore and at sea and areas for further focus.

View the webinar on our YouTube channel https://youtu.be/ho7iM21NDU4?si=5xencaB7IpjgCwhz

The Diversity Study Group’s (DSG) Annual DEI in Maritime Review 2024 shares benchmarking results from their seafarer and shore-based surveys, highlighting the value of local application of DEI measures and company culture over broad policy measures.

London, 9 December 2024: The Diversity Study Group has published its fifth annual review based on a survey of its membership’s employees to assess the effectiveness of the diversity, equality and inclusion (DEI) strategies and plans. The report documents year-on-year trends in employee sentiment around DEI initiatives and policies undertaken by participating organisations, allowing the identification of areas of  progress, as well as areas and employee groups requiring further attention.  This enables the development and application of tailored and nuanced DEI initiatives to ensure the most sustainable and impactful outcomes, particularly in relation to employee retention and attraction.

DSG’s results showcase responses from over 3,000 people who completed the shore based questionnaire, which is a 20% increase over responses in 2023. The newly initiated seafarer data-gathering survey had more than 5,000 crew members signed up, with 3,300 completing the full suite of questions on their engagement, experience and sense of belonging.

Heidi Heseltine, CEO and Founder at DSG, said, “The largely positive feedback from shore-based personnel, and the encouraging results of our inaugural seafarer survey, highlight a strong workplace culture among DSG’s participating organisations. These findings reflect the efforts of industry leaders in fostering Diversity, Equity, and Inclusion (DEI) within the maritime sector. They also underscore increased employee trust in these organisations and the high value maritime workers place on inclusive company culture. This represents a significant advantage for companies in attracting and retaining talent while reinforcing a workplace where employees feel valued and empowered to voice concerns—ultimately enhancing safety and operational excellence.”

Shift from frameworks to action

Feedback from the survey has highlighted a key shift in emphasis from DEI training and policies, which are largely in place, towards management accountability for their application and the creation of a more inclusive culture. Both on land and at sea, respondents indicated that individual and local delivery of equity via management is key to people feeling included and connected to the company and their coworkers. This also reflects broader trends across incoming workforces where awareness of DEI has been on the rise, resulting in established expectations from an existing and incoming workforce.

Responses continue to indicate that global DEI policies risk being seen as a ‘one-size-fits- all’ solution that fails to tackle actual issues for diversity and inclusion within individual workplaces. Managers should be sensitive to individual needs and on the potential for exclusion based on cultural or language norms.  . Furthermore, the data shows that age , seniority and time in post can all have an impact on psychological safety and feeling supported in the workplace. Understanding how DEI can positively affect this should be a key business priority for managers and HR professionals.

Identifying key concerns

Despite some concerns, only one in four shore-based respondents felt their organization could do more to improve DEI—a notable improvement from 2023. However, the survey highlighted areas for continued focus, such as the slight decline in positive sentiment among individuals with disabilities and those whose gender differs from that assigned at birth. Responses were also divided by gender as, within the benchmarking survey for shore-based employees, only 28% of men felt their employer could do more on DEI whereas it was 41% of women.

Within the 2024 shore-based survey, the share of women declined from 46% to just over 40%. Additionally, the female representation at different levels of seniority suggests that the pace of change in terms of promotions and leadership roles has stalled. Among seafarers surveyed, 19 out of 20 respondents tended to feel that the overall sense of belonging and confidence in the structures to support DEI at their company is good. Yet 1 in 5 people have experienced some kind of psychological harassment, such as bullying. Women (50%), LGB (35%) and middle-ranked (29%) seafarers top this list, while caterers (10%) and ratings (11%) are least affected.

Notably, although women seafarers make up only 2.5% of the DSG survey, they were vastly more likely to encounter negative experiences on board. Half report at least one incident of psychological harassment, while one-in-four say they have been sexually harassed.

Experiences of exclusion or harassment can negatively impact employee morale and teamwork, particularly in the close-knit environments required at sea, potentially affecting vessel operations. The annual DSG DEI in Maritime surveys serve as a valuable tool to monitor and enhance psychological safety, supporting both employee well-being and operational effectiveness.

Avoiding complacency

“While this year’s survey shows that in general many aspects are on an upward trajectory, our emphasis should be about maintaining this momentum and avoiding complacency. We now have a five year history of surveys to look back on so we can track key DEI metrics and employee sentiments over time looking not just at year-on-year changes but trends across a meaningful period. This provides invaluable data for our Members to benchmark their own progress and also acts as a barometer for the entire maritime industry to highlight the importance of infusing DEI into a company’s culture and overall business strategy to help build more diverse, inclusive and cohesive teams,” said Heidi Heseltine.

Copies of the DSG’s 2024 Annual Review are available on request. To request a copy, please email info@diversitystudygroup.com.

 

DSG’s new Crest Maritime Mentoring pilot programme, which nurtures future industry leaders, is supported by some of the initiative’s founding members, including Bernhard Schulte Shipmanagement, Cargill Ocean Transportation, Northern Marine, Portsmouth International Port, and RightShip.

London, 17 September, 2024: The Diversity Study Group (DSG) has launched its Crest Maritime Mentoring initiative designed to attract and retain the best possible talent across the maritime sphere. Working in partnership with founding members Bernhard Schulte Shipmanagement (BSM), Cargill Ocean Transportation, Northern Marine, Portsmouth International Port (PIP) and RightShip, DSG’s important initiative will help position maritime as a progressive and inclusive work environment.

This cross-sector pilot programme aims to enhance the skills and knowledge of individuals who are at least mid-level in their careers by pairing them with highly experienced mentors. The pilot programme, launching in early 2025, will see 15 mentees selected in cooperation with sponsor organisations and matched with an experienced mentor from DSG’s growing Mentor Pool.

Heidi Heseltine, Founder of DSG, said: “Our research has repeatedly shown the value of good leadership not just in DEI performance, but in helping every employee reach their full potential. The Crest Maritime Mentoring Programme will help develop the well-rounded and knowledgeable future leaders that the maritime industry will need in the coming decades by drawing on the insights, skills and experience of a global pool of respected and influential figures.”

The Programme

The Crest Maritime Mentoring Core Programme will run over six months and is open to applicants with at least five years of career experience. It will provide a range of workshops, mentoring sessions, and masterclasses across six structured stages focused on interactivity, detailed, constructive feedback, network building, and experience sharing between the mentoring pairs.

An Alumni Programme will be established for current and former mentees to come together every six months to share their ongoing experiences, meet new members, develop working relationships, and share practical solutions to challenges encountered both in work and in mentoring.

Benefits of the Programme

Crest Maritime Mentoring is expected to generate ongoing benefits for supporting organisations, mentors, and mentees. These include increased employee retention and engagement, access to an expansive and diverse network of professionals, and greater knowledge of the maritime industry and its trends through exposure to new perspectives and ways of working.

Leading Environmental, Social, and Governance digital maritime platform RightShip was instrumental in creating the cross-industry programme and first raised the idea. A working group of other DSG members then developed it into Crest Maritime Mentoring.

Purnima Singh, Chief HR Officer at RightShip, said: “We are delighted to see the Crest Maritime Mentoring programme officially launched with DSG’s expertise at its heart. We are thrilled to see how quickly an idea we shared around a cross-company mentoring scheme has been transformed into a structured programme that will provide benefits for the maritime sector for years to come.”

Mentoring is a rewarding experience for those involved, but its value will rightly be judged on outcomes. The six-month programme has been designed from the ground up to reflect the needs of individuals in maritime. It has clearly established goals, created to achieve the best results for everyone involved and tracks the progress of both mentors and mentees while measuring its impact on sponsoring organisations.

Chris Hatter, Head of Compliance, Portsmouth International Port (PIP), added: “I’m really keen that this programme should help break down the silos that still exist across different parts of the whole maritime industry. It’s by working together and supporting each other that we can affect real change.”

Margaret McFadzean, Group Head of HR at The Northern Marine Group, added: “Northern Marine is working to enhance its diversity, equity and inclusion and this mentoring initiative is a fantastic way for us to nurture emerging talent and enable them to gain in depth insights into the broader maritime sector.”

Elena Pantazidou, HR Director, Bernhard Schulte Shipmanagement, concluded: “We are proud to collaborate with trusted partners in developing a mentorship programme that empowers employees from various backgrounds to build meaningful connections, effectively track their growth, and become future leaders, fostering greater diversity in leadership roles.”

Further information on the Crest Maritime Mentoring Initiative is available here.