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Equality and diversity

Diversity, equality, and inclusion are important for recruiting the right skills broadly and from both genders. Shipping is international and unique, and for many seafarers, it is common to live and work closely with colleagues of different genders, ages, nationalities, religious affiliations, cultural backgrounds, sexual orientations, socio-economic backgrounds, and so on. Safety on board depends on all employees being included and cooperating.

An inclusive working environment can be crucial for a company's reputation and for attracting and retaining talent in industries experiencing a shortage of skilled labor. Demonstrating that all employees are valued regardless of gender or background makes the industry more attractive. Diverse crews can enrich the work environment by leveraging different experiences, perspectives, and skills.

However, diversity can also present challenges in interaction and communication, and it requires effort to promote a culture where every individual is respected and valued and feels comfortable reporting potential hazards or safety issues. To promote and safeguard diversity and inclusion, it is important to have clear guidelines for equal treatment and anti-discrimination.

Efforts for gender equality on board

  • Diversity has many benefits, but cultural differences can also lead to misunderstandings, for example, regarding communication, work styles, and relationships with authority. Despite the requirement for a common working language on board, language barriers can complicate the communication of important safety procedures and work instructions. Additionally, prejudice and discrimination, whether overt or subtle, can lead to conflicts or exclusion of certain employees.

    To address these challenges, it is necessary to have a good company policy for the vessels, with clear guidelines and measures.

    Management has a special responsibility to facilitate and maintain an inclusive culture on board. They must lead by example and actively promote the values of diversity and inclusion through their actions and decisions. This involves showing openness, respecting different viewpoints, and managing conflicts fairly.

    Some key strategies include:

    1. Clear guidelines for equal treatment and anti-discrimination:
      Ensure that the company's policy clearly states that all employees should be treated equally, with zero tolerance for harassment and bullying. This means that all employees should have equal opportunities to perform and experience job satisfaction. This applies to access to training, orientation, rewards and recognition, career development, promotions, as well as well-being activities and leisure benefits on board. The company should have procedures for reporting, investigating, and handling bullying and harassment.
    2. Cultural awareness training:
      Offering training in cultural understanding and sensitivity can help raise awareness of differences and reduce the risk of conflicts arising from ignorance and conscious or unconscious biases. This can also include training on managing language barriers and ensuring effective communication.
    3. Adaptation and individual adjustment:
      It is important to accommodate employees of both genders, whether it's providing physical adjustments on board, customizing personal protective equipment, or offering flexible shift arrangements to meet individual needs in different life situations.
    4. Mentorship programs and support initiatives:
      Offering mentorship programs where experienced employees provide support and guidance to new employees can help integrate them and provide the necessary tools to succeed in their work. Support programs can also help ensure mental health and well-being, especially for those who may feel excluded or experience discrimination.
    5. Diversity in recruitment:
      Being conscious of diversity in recruitment to ensure the crew represents a wide range of backgrounds and experiences. This can help counter unconscious biases and attract appealing candidates who have traditionally been underrepresented in maritime education and professions.

  • Link to the equality and anti discrimination ombud

    Here you can find tips and advice on how to actively work for equality and against discrimination in your workplace. You'll also find guidance on what to do in different situations where perceived differential treatment may be due to discrimination.

  • The equality strategy aims to ensure that the sector attracts a workforce, including women. The strategy addresses everything from legislation, inspections, attitudes, harassment, equipment adaptation, to the practical design of workplaces, working conditions, and terms. The work for a gender-equal maritime sector focuses on four areas:

    • Recruitment and role models
    • A workplace for everyone
    • A workplace free from harassment
    • An adapted workplace

    You can find the entire document here (in Norwegian): Likestillingsstrategi for maritim næring