From ‘men’s work’ to a sector for everyone

How natural does it actually feel to see a woman working on board a ship? This was the question that opened the stakeholder meeting of the European Women on Board project.

The meeting brought together professionals from the maritime sector, researchers, trainers and other stakeholders to discuss how more women can enter the maritime sector and continue to develop their careers. The discussion quickly moved beyond numbers. If we want more women in the maritime sector, we also need to look at the stories, expectations and structures that influence who sees a place for themselves in the sector.

A profession is not inherently male or female

One of the presentations during the meeting began with a simple exercise. Participants were asked to imagine what a doctor, lawyer, teacher and captain look like. Certain images probably come to mind automatically. For some professions, we are more likely to picture a man; for others, a woman.

But where do these images come from? The presentation showed that professions are not inherently ‘male’ or ‘female’. Our ideas about them are shaped by history, legislation, education, culture and the stories we tell each other. This becomes clear when we look at the position of women in the labour market over time. In the Netherlands, it was long considered normal for men to be the breadwinners while women stayed at home and looked after the family. This idea was shaped not only by culture, but also supported by laws and regulations. For example, female civil servants and teachers could, in certain circumstances, lose their jobs when they married. It was not until 1957 that the legal incapacity of married women was abolished. Since then, much has changed. Women gained greater access to education and the labour market, and perceptions of what women could become changed with it. The legal profession is a good example: occupations such as lawyer and judge are no longer automatically seen as men’s professions.

Greater diversity is also about safety

A more diverse sector is not simply about achieving a better balance between men and women. It is also about whether different experiences and perspectives are genuinely taken into account. This is particularly relevant in the maritime sector. People often work in hierarchical and international environments, sometimes for long periods in the same location and as part of relatively small teams. The way people communicate, speak up and respond to differences can therefore have a significant impact on the working environment. The IMO emphasises that inclusivity, equality, diversity and seafarers’ wellbeing are part of the wider human element of maritime safety.

During the Women on Board meeting, it was therefore emphasised that a safe working environment is not only about formal safety procedures. Everyday interactions and the culture within a team matter too. A comment made once may seem harmless. But when certain behaviour is repeated and no one responds to it, it can eventually become accepted as a normal part of the culture. From a systemic perspective, the question is therefore not only: who is doing this? It is also: what patterns within our organisation allow this behaviour to occur?

From ‘Why me?’ to ‘Why us?’

This was at the heart of the second presentation, entitled ‘Why Me?’. Anu Manickam approached the topic from the perspectives of intersectionality and complexity. After all, a person is never simply a woman. They also have a particular age, cultural background, education, role, rank, experience and personal circumstances. All these characteristics can influence how someone is perceived and treated.

For a woman working in a predominantly male environment, these different factors can combine to create a different experience from that of a colleague with another background or position. This approach therefore emphasises the importance of looking not only at the individual, but also at the system around them: the hierarchy, rules, culture and everyday interactions. The good news is that systems can change. Not always through one major intervention, but often through small changes. A buddy system, a clear code of conduct, strong role models, conversations with young people or a small pilot can all be a starting point. When something works, it can be scaled up.

Start earlier than recruitment

One of the key insights from the meeting was that the solution does not begin only when someone chooses a maritime education programme. Perceptions are formed much earlier. The discussion highlighted the role of schoolbooks, the media and social media, where traditional gender roles are repeatedly reinforced.

At the same time, there are examples of children being introduced to women in professions they do not automatically associate with women. This can make a real difference. When a girl meets a female captain, engineer or maritime professional at a young age, it changes not only how she sees that person. It can also change her perception of what might be possible for her. Women on Board is therefore not only about attracting more women. It is also about broadening the story the sector tells about itself.

Changing together

The meeting ended with an important shift in perspective. Not: ‘Why me?’ Why do I, as a woman, have to deal with this? But: ‘Why us?’ How have we created this system together, and how can we change it together? This means that women, men, employers, educational institutions, policymakers and other stakeholders all have a role to play in creating change. And that is where the strength of Women on Board lies: bringing different perspectives together, sharing good practices and exploring which changes work in practice.

Ultimately, having more women in the maritime sector is not only about women. It is about asking what kind of maritime sector we want to be: a sector where talent feels welcome, where people can work safely, and where everyone has the opportunity to contribute.

Read more about the Woman on Board project